Ethnographic Research in Workplace Culture Studies

Ethnographic Research in Workplace Culture Studies Summary Ethnography: a research method for deciphering a behavior that is not in words or numbers. Ethnographic Research is a discipline based on the concept of culture that combines tactics of observation and interview to record the dynamic behavior. It needs the personal experience and possible participation, not just observation, by researchers. It has multidisciplinary teams and is very important have a focal point. Ethnographers study any human area; and the principal idea is moving from learning to testing. Ethnography has its roots planted in the fields of anthropology and sociology. Ethnographic research has variations in observational methods, which involves a commitment to get close to the subject being observed in its natural setting, to be factual and descriptive; and variations in observer involvement, observer is also a participant in the program activities being studied. In participant observation the challenge is to combine participation and observation so as to become capable of understanding the experience as an insider while describing the experience for outsiders. Three methodological principles: Naturalism. The objectives are the ethnographers carry out their research in natural, settings that exist independently of the research process. And the notion of naturalism implies that social events and processes must be explained in terms of their relationship to the context in which they occur. Understanding: in this point the human actions differ from the behavior of physical objects; involve interpretation of stimulus and the construction of responses. It is necessary to learn the culture of the group one is studying before one can produce valid explanations for the behavior of its members. Discovery: They have a general interest in some types of social phenomenon and/or in some theoretical issue or practical problem. The ethnographic research has generic guidelines for conducting fieldwork, and in particular evaluation situation, the needs of the interview, and the personal style of the interviewer all come together to create a unique situation for each interview. It is important have in mind that the privacy or copyright issues may apply to the documents gathered. Regard to ethics in ethnographic research; the researchers must make their research goals clear to the members of the community, where they undertake their research and gain the informed consent of their consultants to the research beforehand. The purpose of analysis is to organize the description in a way that makes it manageable. Description is balanced by analysis and leads into interpretation. Ethnographic With International Business The relationship between ethnographic research and international business has a great importance in our organisations, because they musthave a comprehensive and specific knowledge of the characteristics of each of its target markets in which they want to generate future international negotiations. Then as ethnographic research is the study of customs, behaviors, symbols of a specific culture, it becomes a tool that brings efficiency when business worldwide take place, because these studies facilitate to the organisation to adapt faster according to the features of the culture target. The ethnography as research method allows the companies to get an idea on consumers actual practices, and suggests the needs to promote certain products and communication strategies. Thus, problems are not verbally articulated by consumers are identified by the ethnographer, and turned into opportunities for modifying marketing strategies. Ethnographic observation came to be the first step towards innovation, because it promotes the discovery of uncover opportunities , not articulated in words or concepts. The ethnography of markets is an effective way to develop a detailed and contextualized understanding of the behavior and choices of consumers. For example, some applications in which ethnography has proven to be useful are: In the discovery and development of new products. The ethnographic approach is useful in studying the internal operations of businesses, employee groups and business environments. By knowing the appropriate language and cultural codes in different regions and cultural groups through ethnographic immersion, it is possible to reach new market niches such as groups ensuring loyalty to brands. References GORDILLO, Andrà ©s. â€Å"Contac with the real world†. [http://www.centronacionaldeconsultoria.com/articulos/Contacto%20con%20el%20mundo%20real.pdf] McDonalds [EAST http://www.youtube.com/watch?v=bgN7UNrjf3kfeature=related] [INDIA www.youtube.com/watch?v=AvjK5FJJjrQfeature=related] [EUROPE www.youtube.com/watch?v=aS3qoo0hzu0feature=related] [ www.youtube.com/watch?v=pDix0VvrV1g ] [ www.youtube.com/watch?v=40DykbPa4LcNR=1 ]   GENZUK, Michael. A synthesis of ethnographic research.   www-rcf.usc.edu/~genzuk/Ethnographic_Research   www.youtube.com   Class presentation. Ethnographic research.2010 National Organisational Culture National culture is a matter of what people believe deep down, and no one can force or buy such belief. [Millman, Gregory J.Culture. Jul 1, 2007] Organizational culture has expectations, standards and goals common to a group experiences, beliefs and values, both personal and cultural organization. So, organizational culture is different to national culture and is incorrect put in the same place, is necessary separate. So start in the organizational culture to one person, that in group develop and shape an organization, any and all decide to follow and work with it. It is important to recognize that organizational culture takes time to apply within an organization and describe the whole collection of assumptions, practices and norms that people adopt in an organization over time. The resulting culture of the organization is externally influenced by the culture of the nation and in many cases the communities that surround it. Now when we talk about changes in a company is not about changing the culture, but rather help it to solve the problems. A change in behavior depends on how the company uses its cultural strength, changing certain actions people should and should not do. The idea of changing culture in order to achieve some business objective, or even to comply with a court order, comes from a misunderstanding of what culture means. Cultural anything comes at the end of the process, and the cultures don ´t change, is possible but think I am trying a new strategy, trying to use acquisitions and integrate them to make the company grow. The point is, you do not go out and try to change the culture. You do something to improve performance. When entrepreneurs start businesses, they do what makes sense to them in the context of values and assumptions they may have had in mind since they were children. How they treat their people, and what their people expect, may depend on national cultural assumptions so deeply rooted that few ever question them but they can stymie attempts to change corporate culture. Now, in globalization, we need people who make slow decisions, who think before they act, who do not immediately voice any opinions, who are prepared to go against established practice.   Mead, Richard. 2004. International Management: Cross-Cultural Dimensions London: Blackwell Publishing. Chapter 1.   Millman, Gregory J. . 2007. Corporate Culture: more myth than reality? . The Free Library 23:44-47. Millman, Gregory J. (2007, July 1). Posted by MARIA CAMILA at 2:20 PM Is a corporate culture in every organisation?- Can it be modified?- How does is affect processes that require a deep organizational change? Organisational culture is the union of values (beliefs, ideas,) and rules which are shared by individuals and by groups within an organisation, which define the way you interact between people and the environment of the organisation. So, is possible that in every organisation are corporate cultures. With targets set from the values of the organisation, develop standards, guidelines and expectations that determine the appropriate behavior of workers in particular situations. But trying to determine the corporate culture, the desire to impose values and behavior standards that reflect the objectives of the organisation, not an easy task, since past situations brings with organisational decisions could be taken earlier. Organisational culture is symbolic, with its element leads its members to establish identity and exclusion processes. It is intangible and the only observable manifestations, so to get to change it; you have to start making simple changes from the symbols and customs that guide it. For example, in the conduct of its old and new workers, it should encompass all levels and departments within the organisation, from personal and social relations to the accounting rules. This culture has several effects on the behavior of its members, like: The attraction and selection processes. On memory processes and voluntary turnover, that if there is greater understanding between the values of employees and organisational culture, the greater the employee commitment to the organisation, and less voluntary departure. To be successful, changes in competitive strategy will require a consistent change in people, work roles, organizational structure, and technology. Internal changes in the organizational approach to improve human capability will require organizational learning, and an alignment of the strengths and values within the organization. By aligning the strengths and values within the organization, it will improve the overall success of the competitive strategy and meet with the long-term goals of the organization.Ver: [www.managementorganizationaldevelopment.blogspot.com ] If a culture is achieved flexible, changing cash, may adapt more easily to the external environment, fulfilling its mission and vision for. References Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007 www.humanresources.about.com/od/organizationalculture/ www.au.af.mil/au/awc/awcgate/ndu www.soi.org/reading/change/culture TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation. Posted by MARIA CAMILA at 4:24 PM Migrants Workers Immigration to Canada refers to the process by people from other countries migrate to Canada to live permanently. Canada must have experienced some sort of immigration over the course of its early existence, for it had a population of around five million by 1901. Along the Canadian history millions of people have migrated to this country and nowadays the country has a population of more than 30 millions, the principal cause of population growth has been immigration. Immigration is generally caused by social, political and economic reasons, groups of people settle down permanently or temporarily in other country in order to find a better quality of life. Some countries typical of immigrants are Germany, Australia, Argentina, Brazil, Canada, Chile, USA, France, New Zealand and United Kingdom, where it ´s possible to study the phenomenon of foreigner who go to work. The immigrants face a challenge in the new country, the must to be part of it in the work field (legal permits, ID and social security) and also they have to assume new costumes and ways of life and integrate them to theirs. The history of immigration to Canada in the modern age began in great numbers after World War II. More Europeans moved into the country: Italians, Irish, Greeks, as well as continuing numbers of French and British. A second wave of immigrants came in the 1960s, mostly consisting of Asians, Hispanics, Indians, Caribbeans, and Arabs. At that time the Government introduced severe immigration restriction. In the 1960s, explicit discrimination on the basis of race or religion was eliminated, to be replaced by criteria and then a â€Å"points system† which emphasized the skills, education, and training of the independent immigrant, rather than his or her ethnic or confessional background. Canada has the highest per-capita immigration rate in the world, driven by economic policy and family reunification. There are three categories of immigrants: Family Class: closely related persons of Canadian residents Independent Immigrants: admitted on the basis of a point system that account for age, health and labour-market skills Refugees: seeking protection by applying to remain in Canada. In 2008, there were 65,567 immigrants in the family class, 21,860 refugees, and 149,072 economic immigrants amongst the 247,243 total immigrants to the country. Canadas future prosperity will depend on its ability to supplement its aging workforce by more effectively utilizing its current and future human capital. Indeed Canada is part of a global war for talent and need to attract the brightest and the best people such as scientists, entrepreneurs and engineers. Canada and other immigrant countries need an adequate planning and infrastructure to make sure that new citizens and future immigrants are able to maximize their potential and contribute to economic growth of the country. Do you think the Points System in Canada is meant to protect the countrys sovereignity?, or  ¿is it just a deliberated form of discrimination? Why? Immigration is a global phenomenon, which affects mostly developed countries. Many developed nations have restricted immigration policies in order to prevent unequal competencies and ensure the contribution to the economic and social growth of the country. I think the Points System in Canada is meant to protect the countrys sovereignity and it is not a form of discrimination. Canada is an open country and well recognized for its immigrations system, which attracts thousands of immigrants every year. The Canadian system is part of a set of immigrations policies and emphasizes the skills, education, and training of the independent immigrant, rather than discrimination factors. The Points System evaluates the capacity of the future immigrants to become a part of the Canadian society successfully and it is based on the demands of labor market. A fact which confirms the non-discrimination in immigration policy in Canada is the diversity of origin and culture of the current immigrant population. Immigrants come from Asia, Europe, Latin America, Africa and Middle East. Another remarkable fact is that all permanent residents are entitled to the same benefits from the government. Canadian immigration policy has kept a process of refinement and adjustment to achieve a balance between generosity and the countrys economic and social interests. This balance is the key support and credibility of such policy.   Verbeeten, David. 2007. The Past and Future of Immigration to Canada. Journal of International Migration Integration, 8(1): 1-10.   Class presentation. Migrants workers. 2010 Managing Diversity If we want to be successful, diversity is something we need to take care of. We must understand our context and realize how important it is to make diversity an item that can make us improve. The diversity can make us expand every day. This is because diversity brings with itself several cultures, depending of the place where they are. Those kind of points of view can increase the possibilities of create a lot of products that all the human classes would be able to afford. So diversity has the possibility not only to learn about it, but setting up our organization with the different ideas that came up from it. And these ideas are very significant because they are developed for the culture and traditions (and more). Also, its important to know that diversity can be present in different ways. For example, demographic variables, beliefs, behaviors, self conceptions, skills. This means that if we use all of these differences, we will be able to have too many options that increase us, not even as a company but as a person. And as a person, you can also acquire abilities to be an excellent manager; for example, avoid prejudices, increase employing, increase tolerance. As a team, we get the experience to talk work in groups, we can work with too many ideas that will help us in managing conflicts and in problems solution (â€Å"two heads think better than one†) and this will be productivity, that means less costs for the organization. As an organization, the most important thing its adapting a positive posture to the constantly changes that are happening all the time, thats why the organization needs to be flexible too. Of course these aspects together, permit to know a lot of ways to work in the organization, if we know how to include them, and work in a positive way with them, the differences always will allow having new projects in an efficient way and more complete. Accepting all the feedbacks, and correcting them, will bring you the possibility to improve day by day. 3. What are the limitations or challenges that a corporate diversity program faces?   Leadership: It must be well distributed instead of concentrated across the organization. The leaders must be able to create networks. They must to know how to manage diversity , letting people to express themselves and creating a share identity.   Diversity must be part of the organizations as policy and ethic factor, it let them to survive in the future scenes highly diverse.   Recognize all kinds of differences in profile and needs of the people, such as culture, age, sexual orientation, disability, professional competence, personal abilities, leadership styles, communication, etc.. The inclusion of the people because their differences in the organization will generate creativity, innovation and effectiveness. If people is happy in their workplace they will be more productive.   Slater, Stanley F., Weigand, Robert A., Zweilein, Thomas J., 2008. â€Å"The business case for commitment to diversity†. Business Horizons 51: 201-209.   Thomas, David A., 2004. â€Å"Diversity as Strategy†, Harvard Business Review, September 2004, 98-108.   Sylvie, Chevrier. 2003. Cross-cultural management in multinational project groups Journal of World Business 38:141-149.   Class presentation. Managing Diversity. 2010. Posted by MARIA CAMILA at 4:22 PM Understanding Diversity Definition of Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is inevitable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations understands the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees working overseas encounter. The behavioral regularities are typified by the language, tasks, jargon and roles which members of the organization use and expect to find within the organization. Just as in a larger societal culture, an organizations culture supports certain language and behaviors from its members. The standards of behavior, or norms, that an organizational culture establishes define behavior newcomers to the organization. For example the Multicultural organizations (or organizations that value diversity) generally reflect the contributions and interests of diverse communities in their mission, operation and services. They enable diverse cultural and social groups to participate fully at all levels of the organization, particularly at the policy level. They act to eradicate all forms of discrimination and oppression and they seek to advance the principles underpinning multiculturalism/diversity at the broader societal level. When into the organizations Celebrating Diversity in the workplace, makes employees feel appreciate for their uniqueness, but acknowledging similarities fosters a more cohesive workplace, forging common bonds amongst colleagues. Most of these connections come from interpersonal interaction. Do you think the entry and integration of new members to the European Union are processes that promote diversity? , or on the contrary,  ¿strive to homogenize the European Society? I agree with the statement that the entry and integration of new members to the European Union are processes that promote diversity, because they reflect the aim to be organized in a way that ensures an interactive, educational and interesting experience for all country members. Europe is a continent proud of its cultural and social diversity, which proceed from different countries or specific regions and at the same time are part of the European cultural heritage. European Union wants to preserve that diversity, promote it and share it with the rest of the world. Those aims are specified in the Maastricht Treaty (1992), where for the first time the cultural dimension of European integration was officially recognized. European Union gives a cultural dimension to many ambits, such as art, literature, politic, education, language, scientific research, information technology and communication and economic development.   TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation.   Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007   www.au.af.mil/au/awc/awcgate/ndu   www.soi.org/reading/change/culture   www.amssa.org   www.lotsofessays.com/   www.humanresources.about.com/od/organizationalculture Posted by MARIA CAMILA at 2:44 PM Expatriate Assignments Expatriates the type of people who go to another country, hired in most of the cases by transnational companies, in order to work successfully in a international environment. Expatriate employees pertain to employees that are non-citizens of the country in which they are working. Currently, the purpose of international expatriate assignments has evolved along with the changing globalization trends. Expatriate international assignments require that cost effectiveness and appropriateness issues be considered. Since globalization is now the current trend, it is important to be able to manage these international workers strategically and effectively. Increasing globalization of business requires more expatriates but employee costs and family considerations impede the mobility of the employees. personal aspects can include technical qualifications, personality and character factors, family willingness (including dual career and education aspects). Social, economic and political factors contribute to an expatriates feeling of satisfaction and well-being, so location is an important determinant. Many cultures are uncomfortable setting concrete goals and targets, prefering just in time planning and management tactics. The real success factor seems to be not so much in sending them out on assignment but in bringing them back home. One of the causes for expatriate assignment failure and some recommendations could be. An inability on the part of the expatriate family to adjust to the foreign environment is the main determinant of expatriate failure. Given that the reasons for expatriate failure tended to be the same, the role of the home company has increased as a contributor toward expatriate failure. Organizations need to be aware of their role as well as the importance of the spouse and family in managing expatriate assignments effectively. Nowadays exist a high failure rate among expatriates because neither they nor their families are prepared to deal with the level of uncertainty associated with the process. It is important that each organization that wants to succeed with the goals set for expatriates, meets their family details, as this is a fundamental aspect when someone is sent to another place of work, because being far away from family or having to leave several times, does that employees have family problems and can ´t meet the expectations. The selection policies must establish some features to choose the right person who can meet the requirements of the company, without interfering in the family relationship of their employees. Having a larger investment to be able to cover expenses for the expatriate and his family, thus organization gets a better performance from its employees, due to their relationships go well and their motivation can be higher. Participation flexible work being performed, where expatriates can have a chance to be a short period with a certain frequency in their country of origin.   www.themanager.org/Knowledgebase/HR/Expatriates   books.google.com.co   Class presentation. Migrant workers 2010. East Asia Japanese And Korean Korea is currently a front-runner among developing nations, getting closer to the ranks of developed nations. In the process of economic growth, a few dozen big business groups, of chaebols, have emerged. The fifty largest business groups account for as much as 20 percent of Koreas gross domestic product (GDP), and the five largest business groups, such as Hyundai, Samsung, Lucky-Goldstar, Sunkyong, and Daewoo, account for as much as 10 percent of GDP (Korea Development Institute, 1982). Chaebol Korean term for a conglomerate of many companies clustered around one parent company. The companies usually hold shares in each other and are often run by one family. Similar to the keiretsu in Japan. The conglomerates of South Korea, known as chaebol groups, have exerted enormous influence upon that countrys fast-growing economy. The tendency is that the large size chaebol results in larger shares of the family ownership. Keiretsus The zaibatsu were family-owned conglomerate businesses that were promoted by the Meiji government of Japan. The general structure of the keiretsu is an association of companies formed around a bank. They cooperate with each other and own shares of each others stock. The similarities and differences of Japanese and Korean management styles. Most of the similarities are concentrated in the area of cultural traditions in the form of Confucianism, with includes the harmony of interpersonal relationships, the hierarchical structure of the society and organization, the importance of family, the prevalence of authoritarianism, paternalism and personalism, the system of mutual obligation, and the universality of the guanxi network. The differences can be discussed along the lines of organization a structure, management process, and business strategies. To begin with, the nature of ownership varies a great deal among the four systems. In between are de Japanese keiretsus and the Korean chaebols. For the former, family ownership and business management have long been dissociated, while the latter is in the process of giving professional managers more decision-making power, though most families still hold the key posts in the companies. In addition, the ownership of large Japanese companies has become fairly public while the ownership of Korean business groups remains largely private. The also differ each other a great deal in terms of organizational size, ranging from very small CFBs to very large keiretsus, with Korean chaebols and the Chinese CSEs lying in between. Except for the keiretsus, the other three are highly centralized, with small CFBs probably having the highest degree of centralization. In Korea, the family inheritance is strictly based on the blood relationship, with the eldest son given the priority. Government ´s intervention: Credit; foreign exchange rationing; export growth:benefits .Favorate firms grew faster and diversified better. In Japan, however, the concept of is applied to family inheritance, and its primary purpose is to maintain the wealth of the family under the leadership of a capable person rather than to bequeath the wealth only to the blood-related family. Not all companies are alike. Market share-growth strategy. Value maximization.Participation of workers and middle management-building group loyalty. Right kind of customers information exchange.Flexible manufacturing connecting product design and production. Corporate values- to carry organization through a change.   Lee, Jangho, Thomas W. Roehl, Soonkyoo Choe. 2000. What Makes Management Style Similar and Distinct Across Borders? Growth, Experience and Culture in Korean and Japanese Firms   Class presentation. Korea. 2010 China The economy of China is the third largest in the world, after the United States and Japan. China is the fastest-growing major economy in the world, and has had the fastest growing major economy for the past 30 years. China, economically extremely backward before 1949, has again become one of the worlds major economic powers with the greatest potential. In the 22 years following reform and opening-up in 1979 in particular, Chinas economy developed at an unprecedented rate, and that momentum has been held steady into the 21st century. In 2004, China further strengthened and improved its macro control, and the economy entered its best ever development period of recent years. So far, Chinas remarkable economic growth has come mostly from its trade and export dominance. A combination of low wages, specialized regional networks and product exporters has enabled China to become the global economys low-cost supplier. To achieve high performance, Chinese companies need to identify where their competitive advantages will lie in a global marketplace and build the necessary skills to capitalize on these opportunities. The relevance of Guanxi and the existence of Chinese business networks as supporting factors to the internationalization process of Chinese companies. Guanxi is a second currency and constitutes a key or a secret to corporate success in China and It is a Chinese word which is also recognized in Japan and Korea. Thus, together, Guanxi can be translated as relationships and connections. Thus, Guanxi is a social dimension, and a human factor. A large number of researches on doing

The World Wide Web Essays -- Internet Technology Computers Essays

The World Wide Web Communication--it is a fundamental part of our everyday lives. It characterizes who we are, what we do, and how we relate to others in society. It is a very powerful tool that holds many different uses for our basic needs and survival. At a very simplistic level, it is key in attaining our very basic needs for survival. In that respect, it is key in achieving all needs in Maslows hierarchy. Its uses and possibilities endless. Over time, the discoveries that have been made in relation to communication have been revolutionary in that they have changed the way we live and act dramatically. For example, the writing on walls, pencils, pens, ink, paper, the printing press, telegraph, telephone, television, electronic mail--these only touch the surface. But, what they all have in common is that they have impacted our lives and the way in which members of society relate to one another, understand and percieve one another. As technology advances, the ways in which we communicate will change and advance. In 1992, the inception of the World Wide Web brought about, which at that time many people were unaware, a revolution in the communication industry. In essence, the way in which people communicate with one another would be changed forever. Families with relatives, friends, managers and employees, organizations-public and private, commerce--the consumer and the supplier. These and an endless number of communication relationships would be changed forever. This web site provides a detailed description of the World Wide Web, its history, the traditional and technological implications that have been brought about with it and raises some moral and ethical questions about the WWW. TARGET TECHNOLOGY--The Wo... ... to do with it or how it was going to change our futures. But, as time went on, we learned to better utilize the invention and how to capitalize on the advantages it holds. Today television is key in many peoples' lives. It changed communication, advertising, commerce and a countless number of things forever. I believe that the Web already has and will do the same in these areas in the future, only with an even greater impact. References Pasadena Public Library. "Internet Tutorial." A World Wide Web Tutorial. http://ci.pasadena.ca.us/library/tutorial.html (13 April 1999). Halonen, Olli-Pekka. "Guide for creating World Wide Web." A World Wide Web History. http://www.netppl.fi/~okko/ddd/history.html (13 April 1999). Ray, Tim. "HTML Definition." A Definition of HTML. http://ernie.bgsu.edu/~timray/hypertext/htmldef.html (15 April 1999).

Free College Admissions Essays: Studying Criminology :: College Admissions Essays

I am Interested in Studying Criminology I am interested in studying Criminology, This is because I'm fascinated by Topics like why/what people commit crime, Drugs and Society, and in fact all aspects of crime interest me. Various career options attract me including Probation, and Criminal Psychology. The courses I have chosen are BSc (Hons) Criminology and Criminal Justice, and BSc (Hons) Psychology and Criminology. I know that I'll have to work hard to gain a Degree but I'm prepared to do whatever it takes, I work well under pressure. I have chosen Portsmouth university primarily because of the reputation its Criminology Department has, and also my partner is currently doing a degree at Portsmouth as are many of my friends so I know a lot about student life at Portsmouth. I can apply experience and personal skills gained in a variety of working and personal environments. I am finding the Access course very exciting, I love all the subjects, and it seems one subject would cease to exist without the other. I am particularly enjoying Sociology, as I was sixteen the last time I studied it, now I feel like I have a greater understanding of the subject. Psychology is a topic I have always followed. I'm enjoying Law, its such a diverse subject but I especially like Criminal law, the debates we have in the classroom really get me energized. I enjoy reading about crime; I am currently reading a book called Hunting Humans; which is various profiles of serial killers. I am an inquisitive person and also very suspicious, I tend to read between the lines, so its not surprising I love Psychological thrillers like "Seven" and "Silence of the Lambs".

Ethnicity and the Police Newspaper Article Essay

Ethnicity and the Police Newspaper Article Assignment Part II: Final This newspaper article will begin from week two individual public opinion of police by different ethnic groups outline. Public opinion of police by different ethnic groups there are different types of ethnic groups African American, Hispanic’s and Latino’s American. Ranging from the White House to all over this nation sometime or another there can arise many problems with different ethnic groups all the way through the criminal justice system, in our communities, and as well as in the public figure. Each group has formed their own public opinion of police African American have more encounters with police because of their skin color than any other race. The percentage rate for arrest is much higher than any other ethnic group. Have more abuse, brutality, and harassment in African American communities than other communities. Back in slavery time the brutal abuse even lead to Blacks being hung by a tree until death. Hispanic’s and Latino’s have more traffic stops than other ethnic groups, because of drug smuggling. Some cannot understand English, and have language barrier issues. Immigration and deportation poses threats in Arizona. Some groups in the past as well as today effects the opinion of the police International Convention on the Elimination of All Forms of Racial Discrimination (CERD). International Covenant on Civil and Political Rights (ICCPR) has worked consistently with community groups, television, friends, family, social media, newspaper, magazines, and many others to help stop police abuse and brutality. One of the greatest men of all time who fought hard for Black’s (Negro American, African American) rights and freedom in America, however, this race carries many names, when others are recognized as one ethnic group to another. Below are photos of many great leaders, actresses, and singers, all have and some to this present day are still fighting for Black’s rights in this nation. Although Black’s have come a long way from slavery, but remains in a struggle today simply for being born the wrong skin color. While forming an opinion of one the most recent top stories in the nation, the Washington, D.C., Navy Yard as they study more about the actions of gunman Aaron Alexis that day. Federal experts are mending together a new timeline of Monday’s mass shooting, and the reason for Alexi’s actions. In one Black woman opinion was this action of hate, revenge, mental issues, at the time of this catastrophic shooting rampage. Concerns of many are trying to figure out what was Alex’s thinking about, and why take this chance of killing 12 people, before his own life was taken. Below are some photos of the shooting. ‘One person felt him breathe’: Escape from the Navy Yard’ I Felt Him Breathe’: Escape From the Navy Yard. They say the first call for help came at 8:21 a.m. that morning, and it took officers another 30 minutes to find Alexis. Investigators believe that Alexis was concealing a shotgun with a sawed-off barrel and stock when he entered the building, though they still don’t know if that gun was in the bag he was carrying or concealed in his clothing. And they know that the people he shot and killed were mostly on the third and fourth floors. In a tragic twist, one of Alexis’ victims was standing outside Building 197, in an alley, when he was shot by a bullet that passed through a door, the FBI told NBC News’ Pete Williams Thursday. The gunman was shot by a team comprising U.S. Park Police and D.C.’s Metropolitan Police who found him in an area filled with cubicles, U.S. Park Police said. The team had to clear each cubicle, one by one, until Alexis engaged them and they shot him. In all, 12 victims were killed, eight were injured and Alexis was shot and killed in the shooting Monday morning, the deadliest single event in Washington in decades.

Data Flow Diagram Explain

4. 3 DATA FLOW DIAGRAM A data flow diagram is a graphical technique that depicts information flow and transforms that are applied as data move from input to output. The DFD is also known as Data Flow Graph or Bubble Chart. The DFD is used to represent increasing information flow and functional details. Also DFD can be stated as the starting point of the design phase that functionally decomposes the requirements specifications down to the lowest level of detail.A Level 0 also called a fundamental system model or a context level DFD that represent the entire software elements as a single bubble with input and output data indicated by incoming and outgoing arrows, respectively. Additional process and information flow parts are represented in the next level, i. e. , level 1 DFD. Each of the processes represented at level 1 are sub functions of overall system depicted in the context model. Any processes that are complex in level 1 will be further represented into sub functions in the next level, i. e. , level 2.Data flow diagram is a means of representing a system at any level of detail with a graphic network of symbols showing data flows, data stores, data processes and data sources. The purpose of data flow diagram is to provide a semantic bridge between users and system developers. The diagram is the basis of structured system analysis. A DFD describes what data flows rather than how they are processed, so it does not depend on hardware, software, data structure or file organization. 4. 3. 1 Components of Data Flow Diagram There are four symbols that are used in the drawing of Data Flow Diagrams: Entities External entities represent the sources of data that enter the system or the recipients of data that leave the system. * Process Processes represent activities in which data is manipulated by being stored or retrieved or transformed in some way. A circle represents it. The process will show the data transformation or change. * Databases Databases represent stora ge of data within the system. * Data Flow A data flow shows the flow of information from its source to its destination. A line represents a data flow, with arrowheads showing the direction of flow.

The Vampire Diaries: Dark Reunion Chapter One

â€Å"Things can be just like they were before,† said Caroline warmly, reaching out to squeeze Bonnie's hand. But it wasn't true. Nothing could ever be the way it had been before Elena died. Nothing. And Bonnie had serious misgivings about this party Caroline was trying to set up. A vague nagging in the pit of her stomach told her that for some reason it was a very, very bad idea. â€Å"Meredith's birthday is already over,† she pointed out. â€Å"It was last Saturday.† â€Å"But she didn't have a party, not a real party like this one. We've got all night; my parents won't be back until Sunday morning. Come on, Bonnie-just think how surprised she'll be.† Oh, she'll be surprised, all right, thought Bonnie. So surprised she just might kill me afterward. â€Å"Look, Caroline, the reason Meredith didn't have a big party is that she still doesn't feel much like celebrating. It seems-disrespectful, somehow-â€Å" â€Å"But that's wrong. Elena would want us to have a good time, you know she would. She loved parties. And she'd hate to see us sitting around and crying over her six months after she's gone.† Caroline leaned forward, her normally feline green eyes earnest and compelling. There was no artifice in them now, none of Caroline's usual nasty manipulation. Bonnie could tell she really meant it. â€Å"I want us to be friends again the way we used to be,† Caroline said. â€Å"We always used to celebrate our birthdays together, just the four of us, remember? And remember how the guys would always try to crash our parties? I wonder if they'll try this year.† Bonnie felt control of the situation slipping away from her. This is a bad idea, this is a very bad idea, she thought. But Caroline was going on, looking dreamy and almost romantic as she talked about the good old days. Bonnie didn't have the heart to tell her that the good old days were as dead as disco. â€Å"But there aren't even four of us anymore. Three doesn't make much of a party,† she protested feebly when she could get a word in. â€Å"I'm going to invite Sue Carson, too. Meredith gets along with her, doesn't she?† Bonnie had to admit Meredith did; everyone got along with Sue. But even so, Caroline had to understand that things couldn't be the way they had been before. You couldn't just substitute Sue Carson for Elena and say, There, everything is fixed now. But how do I explain that to Caroline? Bonnie thought. Suddenly she knew. â€Å"Let's invite Vickie Bennett,† she said. Caroline stared. â€Å"Vickie Bennett? You must be joking. Invite that bizarre little drip who undressed in front of half the school? After everything that happened?† Caroline stared. â€Å"Vickie Bennett? You must be joking. Invite that bizarre little drip who undressed in front of half the school? After everything that happened?† For a moment Caroline looked helplessly frustrated. Bonnie thrust her chin out, put her hands on her hips, and waited. Finally Caroline sighed. â€Å"All right; you win. I'll invite her. But you have to take care of getting Meredith to my house Saturday night. And Bonnie-make sure she doesn't have any idea what's going on. I really want this to be a surprise.† â€Å"Oh, it will be,† Bonnie said grimly. She was unprepared for the sudden light in Caroline's face or the impulsive warmth of Caroline's hug. â€Å"I'm so glad you're seeing things my way,† Caroline said. â€Å"And it'll be so good for us all to be together again.† She doesn't understand a thing, Bonnie realized, dazed, as Caroline walked off. What do I have to do to explain to her? Sock her? And then: Oh, God, now I have to tell Meredith. But by the end of the day she decided that maybe Meredith didn't need to be told. Caroline wanted Meredith surprised; well, maybe Bonnie should deliver Meredith surprised. That way at least Meredith wouldn't have to worry about it beforehand. Yes, Bonnie concluded, it was probably kindest to not tell Meredith anything. And who knows, she wrote in her journal Friday night. Maybe I'm being too hard on Caroline. Maybe she's really sorry about all the things she did to us, like trying to humiliate Elena in front of the whole town and trying to get Stefan put away for murder. Maybe Caroline's matured since then and learned to think about somebody besides herself. Maybe we'll actually have a good time at her party. And maybe aliens will kidnap me before tomorrow afternoon, she thought as she closed the diary. She could only hope. The diary was an inexpensive drugstore blank book, with a pattern of tiny flowers on the cover. She'd only started keeping it since Elena had died, but she'd already become slightly addicted to it. It was the one place she could say anything she wanted without people looking shocked and saying, â€Å"Bonnie McCullough!† or â€Å"Oh, Bonnie.† She was still thinking about Elena as she turned off the light and crawled under the covers. She was sitting on lush, manicured grass that spread as far as she could see in all directions. The sky was a flawless blue, the air was warm and scented. Birds were singing. â€Å"I'm so glad you could come,† Elena said. â€Å"Oh-yes,† said Bonnie. â€Å"Well, naturally, so am I. Of course.† She looked around again, then hastily back at Elena. â€Å"More tea?† There was a teacup in Bonnie's hand, thin and fragile as eggshell. â€Å"Oh-sure. Thanks.† Elena was wearing an eighteenth-century dress of gauzy white muslin, which clung to her, showing how slender she was. She poured the tea precisely, without spilling a drop. â€Å"Would you like a mouse?† â€Å"A what?† â€Å"I said, would you like a sandwich with your tea?† â€Å"Oh. A sandwich. Yeah. Great.† It was thinly sliced cucumber with mayonnaise on a dainty square of white bread. Without the crust. The whole scene was as sparkly and beautiful as a picture by Seurat. Warm Springs, that's where we are. The old picnic place, Bonnie thought. But surely we've got more important things to discuss than tea. â€Å"Who does your hair these days?† she asked. Elena never had been able to do it herself. â€Å"Do you like it?† Elena put a hand up to the silky, pale gold mass piled at the back of her neck. â€Å"It's perfect,† said Bonnie, sounding for all the world like her mother at a Daughters of the American Revolution dinner party. â€Å"Well, hair is important, you know,† Elena said. Her eyes glowed a deeper blue than the sky, lapis lazuli blue. Bonnie touched her own springy red curls self-consciously. â€Å"Of course, blood is important too,† Elena said. â€Å"Blood? Oh-yes, of course,† said Bonnie, flustered. She had no idea what Elena was talking about, and she felt as if she were walking on a tightrope over alligators. â€Å"Yes, blood's important, all right,† she agreed weakly. â€Å"Another sandwich?† â€Å"Thanks.† It was cheese and tomato. Elena selected one for herself and bit into it delicately. Bonnie watched her, feeling uneasiness grow by the minute inside her, and then- And then she saw the mud oozing out of the edges of the sandwich. â€Å"What-what's that?† Terror made her voice shrill. For the first time, the dream seemed like a dream, and she found that she couldn't move, could only gasp and stare. A thick glob of the brown stuff fell off Elena's sandwich onto the checkered tablecloth. It was mud, all right. â€Å"Elena†¦ Elena, what-â€Å" The air was no longer warm and scented; it was hot and sickly sweet with the odor of rotting garbage. There were black pits in the green grass, which wasn't manicured after all but wild and overgrown. This wasn't Warm Springs. She was in the old graveyard; how could she not have realized that? Only these graves were fresh. â€Å"Another mouse?† Elena said, and giggled obscenely. Bonnie looked down at the half-eaten sandwich she was holding and screamed. Dangling from one end was a ropy brown tail. She threw it as hard as she could against a headstone, where it hit with a wet slap. Then she stood, stomach heaving, scrubbing her fingers frantically against her jeans. â€Å"You can't leave yet. The company is just arriving.† Elena's face was changing; she had already lost her hair, and her skin was turning gray and leathery. Things were moving in the plate of sandwiches and the freshly dug pits. Bonnie didn't want to see any of them; she thought she would go mad if she did. â€Å"You're not Elena!† she screamed, and ran. The wind blew her hair into her eyes and she couldn't see. Her pursuer was behind her; she could feel it right behind her. Get to the bridge, she thought, and then she ran into something. â€Å"I've been waiting for you,† said the thing in Elena's dress, the gray skeletal thing with long, twisted teeth. â€Å"Listen to me, Bonnie.† It held her with terrible strength. â€Å"You're not Elena! You're not Elena!† â€Å"Listen to me, Bonnie!† It was Elena's voice, Elena's real voice, not obscenely amused nor thick and ugly, but urgent. It came from somewhere behind Bonnie and it swept through the dream like a fresh, cold wind. â€Å"Bonnie, listen quickly-â€Å" Things were melting. The bony hands on Bonnie's arms, the crawling graveyard, the rancid hot air. For a moment Elena's voice was clear, but it was broken up like a bad long-dis-tance connection. â€Å"†¦ He's twisting things, changing them. I'm not as strong as he is†¦Ã¢â‚¬  Bonnie missed some words. â€Å"†¦ but this is important. You have to find†¦ right now.† Her voice was fading. â€Å"Elena, I can't hear you! Elena!† â€Å"†¦ an easy spell, only two ingredients, the ones I told you already†¦Ã¢â‚¬  â€Å"Elena!† Bonnie was still shouting as she sat bolt upright in bed.

Employment Law and HRM Strategy Essay

Employment laws play a critical role in human resources management strategies and in an organization operation. Employee laws are design to protect the employees by the Equal Employment Opportunity Commission (EEOC). The Equal Employment Opportunity Commission (EEOC) â€Å" federal enforcement agency enacted to ensure that employers follow and abide by rules set forth in the Civil Rights Acts of 1964†(Web Finance, 2012). However, the act insisted of â€Å"people should be given the same opportunities and equal changes to obtain employment regardless of their color, race, gender, national origin, or religion† (Stewart & Brown, 2012, pg. 0). After researching the employment laws of Georgia by visiting ga. gov and after inserting â€Å"employment laws,† the research will give a descriptively analysis of a description of a scenario that will correspond with the employment law provide. Next the analysis will describes a recommended plan to manage the HRM situation within the confines of the law. Third, the approach will be justified by the scenario to HR management. Fourth, the analysis will describe a competitive advantage may be gain by ensuring HRM practices meet the necessary employment laws. Final, a speculation will be made with an assumption of the situation was not handled in accordance with the appropriate employment laws. ? Description of the scenario that corresponds with employment law: The scenario that was beneficial compliance with the Georgia Employment Law is â€Å"disciplinary action training for supervisors of diverse employers. † The current state that analysis was research of the state of Georgia and the informative information that was providing from www. ga. gov.  Georgia’s employment laws and the HRM strategies are in compliance with the state’s regulations. However, Georgia is considering as an at-will provision. Meaning which the employers have the right to â€Å"freely discipline or discharge employees provided that the adverse employment action is not motivated by any discriminatory intent or administered in a discriminatory manner†(Morris & Manning & Martin, 2012). When an employer is actively training for supervisors of diverse employers the same Equal Employment Opportunity (EEOC) guidelines are applied throughout the training. Employers have to determine when terminating or have to discipline an employee to comply within the state’s laws by not violating the federally protection classes that is consist of age, race, national origin, religion, sex, or other status. If these actions are violating the individual(s) have the right to suit the organization. However, just last month the Equal Employment Opportunity (EEOC) requested that all employers review their anti-harassment and anti-discrimination policies. Reason being, the† Equal Employment Opportunity Commission (EEOC) issued some serious concerns to the employers in an afforded to reiterate its commitment to justice from vulnerable individuals† (Flahardy, 2012). The reason for the request for the Title VI and the ADA applicants was concerns from a previous case that was review in the courts. The 6th Circuit rules that counseling recommendation violated the ADA† (Byrne, 2012). The action suit was proceed after an employee by the named of Emily Kroll’s suited White Lake Ambulance, for counseling constitutes a â€Å"medical examination,† under the Americans with Disabilities Act (ADA). Emily Kroll was employed with the emergency medical technician at the White Lake Ambulance Authority (WLAA), in which Whitehall, Mich. , in 2003 (Byrne, 2012). However, her supervisors initially considered her to be good employee until, a personal affair occurred when her marriage with a coworker failed. Krolly’s supervisor concerns grown after; Krolly and a colleague proceed into an argument and Krolly fail to administer oxygen to a patient. Krolly’s supervisors asked her would she attended counseling sessions whereas, Krolly’s supervisors claimed that they did not specific an exact theory. Emily Krolly refused the counseling and proceeds to resign from her position. Thereafter, Krolly proceeded to file suite with White Lake Ambulance (WLAA), claiming that â€Å"her supervisors† request that she obtained counseling violated under the act â€Å"Americans with Disabilities Act (ADA) (Byrne, 2012). Description of a recommendation plan that concerns HRM situation: Human Resources Management (HRM) is a critical part of an operational organization. Human Resources Management (HRM) is an organizational fundamental that deals with issues related to people such as: hiring, termination, performance organization development, training, benefits, and ompensations. However, when proceeding to make recommendations; although process has to be plan out that will incorporate certain situations and thoughts for future objectives and goals that need to be obtained within the confining of the law. However, in the case analysis, the first recommendation should have been Krolly’s supervisor should have directed her to the Human Resource Division when Krolly’s supervisor became aware of Krolly’s workplace behavior begin be problematic following an affair of a coworker. After this incident, another recommendation would be extra training courses such as: extra training courses related to the current incident, employers, and employees relationship, patients awareness. Included within the extra training courses, the Human Resources Division have to comply with the State or Federal laws and compliance with Title VII, of 1964 civil right Act. Also included in the training, the Human Resources Division should review employee’s handbook with the entire staff. Justification of the HR management’s scenario: The approach of justifying the Human Resource Division’s scenario, request for the entire staff to proceed to an important meeting. Within the meeting, the Human Resource Manager will take the approach of outlining the key elements of the importance for the meeting. The HR manager will review the current laws of Title VII, of 1964 and how it coheres with the organization’s policies and procedures. The HR manager will address to the managers and employees that the organizations have to stay within comply of the rules and regulations of the organization. The HR manager will have to address related important information that would pertain from the previous incident. The HR manager also has to address to each individual, if questions or concerns developed throughout the training; the manager will suggest to the employees, to address any concerns or questions that may develop throughout the training. Final, the HR manager will be addressed to the staff, at the end of the training session; an agreement document will have to be sign, stated that all individual understood the reason for the extra training course. Description of a competitive advantage of ensuring HRM practices: A competitive advantage of ensuring HRM practices that meet the necessary employment laws would depend on how efficiently the HRM division within the organization? The competitive advantage of ensuring HRM practices is whoever, is in charge of the HRM division is well train in order; for the right qualified person(s) to relate accurate information to the employees. An experience HRM manager(s) will have an inspiring attitude to encourage other people. Speculation will be made with the assumption of the situation according to the law: The speculation according to the scenario and complying with the law; if the writer were Emily Krolly’s supervisor or manager whereas, she would have made the decision to have a sit down with Emily and discussion the reasons she did not attended to the patients care? In comply with the law; the writer would acknowledge the guidelines of the laws and the expectations of the organization in taking care of patient’s well-being. The other incident that occur, the writer would direct Emily to the HR managers and let he or she handle the situation. In conclusion, the analysis address the scenario of Emily Kroll’s suite was complying with the Georgia’s law and with Equal Employment Opportunity Commission (EEOC) requirements. The analysis describes recommendations that manage the HRM situation. Final, the analysis identifies a competitive advantage aspect of ensuring HRM practices meet the necessary employment laws.