Language and Gender in Adolescence Essay

In the perusing, I concur with Penelope Eckert that young people are pioneers of etymological change. As indicated by the World Wide Web, etymological change is a marvel whereby phonetic, morphological, semantic, syntactic, and different highlights of language shift after some time. Young people otherwise called youngsters or youth assume a noteworthy job in decaying or quickening the sort of etymological framework in a specific spot or network. In the event that to be broke down, this can be likened to the solid, dynamic and steady interest of the young in voicing out their suppositions, getting into social issues and drifts, and in making a situation that is appropriate and practically perfect to their age. As I would like to think, there are three reasons which bolster the case that teenagers are pioneers of semantic change in today’s age. These are peer weight, media and the Internet. Companion Pressure An essential worry for youngsters during immaturity is the issue of ‘fitting in’ and ‘belongingness’. Since youth is a modification period where youngsters abruptly jump to a phase where the individual in question would begin in making a picture of themselves or a self-idea, there is a propensity for them to be lost and confounded to who and what they should be because of the various alternatives before them. Regularly said than not, young people are more effectively influenced as opposed to grown-ups. It is simpler to show an adolescent that is less developed and still during the time spent knowing his or herself than a grown-up who as of now has a framed standard and convictions. For instance, if there is another pattern, let’s state in design or music, an immature would ordinarily be influenced to what is ‘in’ and hit’ to the greater part of the individuals around the person in question with the goal that the person might be acknowledged in the circle the individual in question needed to have a place with. This additionally goes with their selection of words and language. Youths will in general talk the path individuals around them talk. They will in general become the people their condition and companions direct them to be so as to be socially acknowledged and applicable. With regards to selection of words and language, youth can be handily impacted with what vernacular or words to use since in the phase of adolescence fills in as their preparation ground and readiness period of how and who they’ll be later on. In addition, because of friend pressure, young people are relegated to gatherings or agreements which can impact another gathering of teenagers that cause the extending of a specific pattern to grow quicker. For instance, in the Philippines there is this specific way or style of talking called the ‘conyo’. Thusly, the individual will in general consolidate their vernacular with American English when talking out in the open or to specific people. Most youth grasped this sort of way since it is what is ‘in’ and celebrated among young people of their age. Presently, on the off chance that a gathering talks that way, at that point heard by someone else or gathering of people and afterward that specific people receive the way of talking, there is a domino impact of the ‘conyo’ style that changes the etymological framework existing in that specific spot or network. Media and the Internet Media and Internet are two integral assets in phonetic change. This can be seen in two different ways: first, media and web as instruments in changing and impacting the psyches and conduct of the individuals, and second, these devices as utilized by the individuals to change and impact their condition. Since most media and web clients are made out of the youthful populace, those of which have a place with the teen’s age and youthful adulthood, it very well may be reasoned that the teenagers bargain this populace. Presently, how do the media and the Internet fill in as devices in impacting their clients? The media is changing and along any semblance of TV programs that are hit to their watchers, individuals particularly youngsters are obliging the change. Since media is a day by day part of one’s life, it can undoubtedly impact its watchers on how they ought to be. For instance, most teenagers mirror their preferred specialists with their style, selection of stuffs and even with their way of talking and taking care of things. Beside the media, the Internet establishes a lot in semantic change. The patterns being conveyed by Internet administrations like texting, blogging and interpersonal interaction impacts the way of life of its clients with regards to their semantic style and framework. Texting showed us the short-style of sending messages (I. e. â€Å"Who R U? †, BRB, LOL, and such). Through media and Internet, youths are likewise presented to various styles of language. They are presented to the sort of words they find in pages, papers, magazines and various distributions, and hear in TV and radios or in digital broadcasts that at some point or another they’ll receive. Then again, these devices are additionally utilized by the individuals to change and impact their condition and co-people. Through these, the young turned out to be increasingly engaged while interfacing with their co-youth and when sharing their goals that influence a lot of individuals. They turned out to be progressively heard, amazing and equipped for changing the etymological framework they live with. They had the option to assume responsibility for the framework through media, web, and their attributes as youth and populace. To sum up, I accept that young people are the pioneers of phonetic change. Basically, the interconnectedness of friend weight, media and the web ascribed to the intensity of the adolescent to be the impetus of progress in their phonetic framework because of their own specific manners and styles of managing their condition and in their procedure of finding and knowing them

Recruitment Policies in IKEA

Enrollment Policies in IKEA Situation: Human, physical, mechanical and money related assets are at the center of each association. The proficient administration of these assets empower associations to accomplish their destinations. Likewise, for an association to endure, its accounts should be sound and secure, and the degree of an associations execution can be found in its budget summaries. A poor administration of assets can negatively affect an associations execution. You simply been selected as HR supervisor of recently opened IKEA in London and as a feature of your job, you need to enroll 7 deals colleagues, embrace the accompanying undertakings corresponding to the abovementioned: 1. Portray the enrollment documentation utilized in Ikea. 2. Portray the primary employability, individual and relational abilities required while going after the position job of Sales Assistant in Ikea. 3. Portray the fundamental physical and mechanical assets required in the activity of Ikea. 4. Portray wellsprings of inward and outside account for the matter of Ikea 5. Decipher the substance of an exchanging and benefit and misfortune record and asset report for Ikea 6. Delineate the utilization of spending plans as a methods for practicing money related control of Ikea. 7. Delineate the budgetary territory of Ikea. Synopsis of the unit: Business assets envelop various sorts of assets like HR, budgetary, innovative and physical. Legitimate HR group can acquire a decent outcome accomplishing a companys target and achievement. Regarding money related administration and monetary control, is assuming a significant job in building up an organization. Other than this, marketable strategy will help and manual for where an organization will go in present and in future. By and large, a decent mix of business assets will bring accomplishment for any foundation of business. Presentation and Background of the association, organizations or businesses:ã‚â IKEA Presentation IKEA is a private and realized home outfitting organization. Likewise it is a worldwide home items retailer that sells level pack furniture, embellishments and kitchen things in their retail locations around the globe. Basically this organization is pioneer in level pack plan furniture at moderate costs, is currently the universes biggest furniture retailer. There are fundamental chains of IKEA. The chain has 301 stores in 37 nations, the greater part of them in Europe, North America, Asia and Australia. Foundation IKEA was established in 1943 by multi year old Ingvar Kamprad in Sweden and it is claimed by a Dutch enlisted establishment constrained by the Kamprad family. The name IKEA originates from the initials of Ingvar Kamprad, I and K, in addition to the main letters of Elmtaryd and Agunnaryd, which are the names of the ranch and town where he grew up. The central command of IKEA is in Netherlands. IKEA claims and works 384 stores in 48 nations. IKEAs mission, vision and purposes: IKEAs principle enthusiasm to make a solid effort to accomplish quality at reasonable costs for the clients through streamlining the whole worth chain, by building long haul provider connections, putting resources into exceptionally computerized creation and delivering enormous volumes. The vision of IKEA additionally goes past home outfitting. They need to make a superior thing for all individuals from this business. Strategic: IKEAs mission is to offer a wide scope of home outfitting things of good plan and capacity, great quality and strength, at costs so low that most of individuals can bear to get them. Vision: The IKEA vision is the establishment for its development procedure. to make a superior regular daily existence for the numerous individuals. To meet this vision IKEA gives many very much structured and useful item for the home. Destinations: IKEAs business procedure centers around development in three primary zones: Quality items at low costs through its extraordinary plan forms A reasonable future through its kin and planet positive methodology Additionally colleagues are basic in development system Size of Business: In the IKEA Group, they have 328 stores in 28 nations (starting at 31 August, 2015). Items run is around 9500. Around 1,002 home outfitting providers in 51 nations. 59% of IKEA creation is in Europe.ã‚â Only in Europe there are 222 stores. Barring the stores, toward the finish of FY15 they had 27 Trading Service Offices in 23 nations, 33 Distriâ ­bution Centers and 15 Customer Distribution Centers in 17 counâ ­tries, and 43 IKEA Industry proâ ­duction units in 11 nations. Corporate Structure: The IKEA corporate structure is separated into two fundamental parts: activities and diversifying. The greater part of IKEAs furniture, including the administration of dominant part stores, the plan and assembling, buying and gracefully works are administered by INGKA possessions. Gathering establishments the IKEA retail framework from Inter IKEA Systems B.V. in the Netherlands. Bury IKEA Systems B.V. is the proprietor of the IKEA Concept and the overall IKEA franchisor. The IKEA Group of organizations (INGKA Holding B.V. also, its controlled elements) has a proprietorship structure that guarantees freedom and a drawn out methodology. The IKEA Group works all through the entire worth chain from go procedure and item improvement to creation, conveyance and retails. IKEA Group of organizations Partners: The key partners in an organization affected positive or adversely. As IKEA is certifiably not an essential segment association yet it needs crude materials to build up its items. Henceforth essential part providers, producer for optional area are the partners of IKEA. The key partners of IKEA are the clients and representatives, both are viewed as primary partners. Other than this, providers, inner workers, worker's organization, directors, proprietors, investors assume a significant job. Sort of possession IKEA is really a secretly held organization possessed by Stichting INGKA Foundation, a non-benefit enrolled in Leiden in the Netherlands that is constrained by the Kamprads three children. IKEA Limited is authorized to sell under the IKEA brand name by Inter IKEA Systems B.V., an organization enlisted in the Netherlands. IKEAs Company Structure The structure of business can influence the manner in which it works and performs. An authoritative structure is when representatives are assembled into useful territories, which identify with their activity, so individuals accomplishing comparable employments work in a similar region. Entomb IKEA Group (Inter IKEA Holding B.V. and every one of its auxiliaries) is claimed by Interogo Foundation, situated in Liechtenstein and set up in 1989. Â â The establishment is a free substance with lawful character and its own administering bodies. The establishment exists for a boundless timeframe. Bury IKEA and Interogo were set up during the 1980s to make sure about autonomy and life span of the IKEA Concept. The IKEA Concept is the center resource of Inter IKEA Group and its franchisor activity. The general motivation behind Inter IKEA Group is to make sure about ceaseless improvement, advancement, extension and a long existence of the IKEA Concept. This will require interests in both great and terrible occasions. 1. Portray the enlistment documentation utilized in Ikea. There are various sorts of documentation utilized in enlistment process, for example, application letter, structure, CV, individual determination, talk with, JD, Letter of arrangement. The subtleties are as per the following: Application Letter A letter of utilization, otherwise called introductory letter, is a request for employment record to give point by point data of the up-and-comer. The businesses will ready to know in which position an applicant apply for and why the business will choose the up-and-comer. When composing an application letter ought to include: subject, welcome, collection of letter and mark. Application Form An application structure is a basic piece of the pursuit of employment for a possibility to fill for the organization with the goal that they can get the data they need. What's more, numerous huge business organizations are utilize standard request for employment structure since they are a lot speedier and efficient. CV of a competitor An educational plan vita is a composed outline of a people understanding and different capabilities. Organizations will utilize application structures and CVs to see whether a candidate coordinates the activity particular or not. The nearest coordinating candidates are welcome to interviews in the determination stage. Meeting: Meetings are the most mainstream type of determination. Meeting can be coordinated, two-to-one or a board of individuals to talk with individuals which is utilized to choose individuals for significant employments. A few organizations remember tests for their determination. Individual determination: The individual determination is the absolute most significant archive in powerful enrollment and choice. It permits characterizing the sort of individual an organization need thus in like manner encourages you to compose a precise activity advert. It empowers to survey every applicant decently and impartially. Enrollment procedure of IKEA The conventional techniques for work opportunities are to make individuals mindful of the need to contend with the enlistment electronic frameworks. Conventional techniques: paper promoting, paper-based educational plan vitae (CV), letter, verbal, the paper-based application structure, openings for work and the reasonable banner. Web based techniques: online application structure, online Curriculum Vitae, email, Internet promoting, Curriculum Vitae data on the website page, the site page of the stirring gathering and the spring up Web page. Online Recruitment is a lot quicker than conventional strategies and has various advantages over utilizing paper. It is conceivable to screen what number of individuals have gone on to a site to take a gander at an occupation. However, every single organization has followed its own enlistment procedure. IKEAs enrollment process runs like after. Above all else in the event that anyone is keen on working in IKEA, he/she needs to experience a rundown of open positions. On the off chance that any post are appropriate or testing and also in the event that he/she meet the necessities, apply by means of a catch legitimately in an ad. In the event that there is no vacant position fascinating for an individual yet need to work in IKEA, send the CV to IKEA. IKE

LPN vs. RN career Essay

Numerous understudies attend a university to get a degree, wether it be business,â nursing, hardware, or some more. The clinical ï ¬ eld is a very signiï ¬ cant ï ¬ eld, and where a ton of openings for work accessible. In the clinical ï ¬ eld an individual can have numerous assortments of assignment, and acquire a great deal of pay for their families. I for one need to turn into a RN which represents an enlisted nurture, and have practical experience in sedatives. Another assignment is a LPN which is an authorized useful medical caretaker. LPNs and RNs have a ton of similitudes and contrasts in their places of work, and study. These likenesses and contrasts would comprise of instruction, obligations, and the salary for the two occupations. The principle distinction between the LPN versus RN vocation way is the degree that isâ earned. RNs get an expert nursing degree, while LPNs get a down to earth nursing degree. An expert nursing degree contains significantly more courses, so it sets aside much longer effort to finish than a down to earth nursing degree. These course would comprise of much more math, science to acquire an expert nursing degree. Be that as it may, with either decision the NCLEX test is required, and should be addressed effectively so as to turn out to be either a LPN or a RN. Instructively, LPN’s ought to go to one year of professional preparing to acquire their title. Enrolled medical caretakers must go to nursing school for around two years to get their Associates Degree or four years to get their BSN. Another distinction is the obligations each title has. RNs instructs, treats, andâ depending on authorized judgments patients. Normally, a RN assesses a patientâ to comprehend patients’ indications. They structure a treatment design or change one. A RN additionally deals with a LPN and approves task including tolerant consideration. RNs offer solace and guidance about taking care of a family individuals ailment. A LPN additionally help patients who are injured, sick or dealt with by a RN. The LPN ï ¬ nishes critical nursing obligations. They record patients’ tallness, weight, circulatory strain, temperature, and heartbeat. They help patients with individual cleanliness, every day exercises, and rise in bed. The LPN may give patients food, on the off chance that they need assistance. Likewise, a LPN performs clinical obligations, for example, giving the patient shots, evolving dressings, and manage clinical gear. The last distinction among RNs and LPNs is how much salary they make. Despite the fact that compensations can change incredibly for these occupations dependent on geology, types, uncommon regions and different components, through and through, enrolled medical caretakers are repaid more noteworthy in light of the fact that they are authorize to take on additional patient consideration duties. The national normal salary is somewhere in the range of $31,800 and $44,300 year for LPNs. Enlisted Nurses bring home normal earnings going somewhere in the range of $46,500 and $66,800 every year. Taking everything into account, there are numerous contrast among LPNs and RNs. On the off chance that needing to get paid more I propose individuals go for their RN. LPNs are directly under a RN and get paid somewhat not exactly a RN. Working in the clinical ï ¬ eld is a great activity and I recommend it to anybody. RN takes much all the more tutoring and more grounded instruction.

Get Access to 200+ Grammar Exercises and Quizzes

Gain admittance to 200+ Grammar Exercises and Quizzes Gain admittance to 200+ Grammar Exercises and Quizzes Gain admittance to 200+ Grammar Exercises and Quizzes By Daniel Scocco At the point when we propelled the DailyWritingTips Pro membership a half year back, our primary objective was to make an asset our perusers could use to improve their English and composing aptitudes. The criticism we got far surpassed our desires, so it appears we are progressing nicely. The fundamental piece of the Pro membership are the activities and tests. Supporters get another activity consistently, and they additionally gain admittance to the document of more than 200 intelligent activities that have been distributed as of now. Here are a portion of the points our activities and tests spread: - Pronoun Usage - Confused Words - Irregular Verbs - Prepositions - Comma Usage - Hyphenation - Wordiness - If Clauses - Nominalization - Compound Nouns - Possessives - Verb Tense - Capitalization - Dangling Modifiers - Expletives - Colons and Semicolons - Subject-Verb Agreement - Quotation Marks - Parallel Constructions - Misspelled Words - Idiomatic Expressions - Redundancy - Prefixes and Suffixes We offer a 15-day free preliminary, so you have fourteen days to give everything a shot totally free, and at exactly that point choose whether or not the membership is directly for you. Snap here to get all the subtleties and join! Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities every day! Continue learning! Peruse the General classification, check our famous posts, or pick a related post below:100 Idioms About NumbersWhat is the Difference Between Metaphor and Simile?9 Forms of the Past Tense

Reaction Paper - Free Essay Example

Elizabeth Cooper MGT-106 Ball May 20, 2010 Self-Assessment Reaction Paper Summary It is not easy to describe yourself and to be truly honest. The way you think of yourself and how another person might think of you could be completely different. This class has helped me to understand myself better and accurately describe me. If I had to describe myself, I would say that I am very laid back and easy going. I do not let small things bother me. I feel you should â€Å"pick your battles† sort of speak. I think I take after my mom. Growing up I never saw her really angry at anyone. She always gets a long with everyone and I think she rubbed off on me. I am also friendly and caring. I am always concerned with how people feel and how I can help others. I enjoy talking and being around all different types of people. Another word I would use to describe myself is hard-working. I always put 100% in everything I do. I like having a sense of accomplishment. I value friends, family, loyalty, and honesty and surround myself with people who also value these things. I do have a few concerns with myself however. Although I consider being able to trust people to be a good trait, being to trustworthy may be a bad thing. I feel that I can be to trustworthy at times. I trust everyone until he or she gives me a reason not to trust them. I feel that it is important to know if people are honest and trustworthy and I give everyone the benefit of the doubt. I have had a few problems in my past with trusting people before I really know them. For example, I was at a party one of friends was having and met this lady. My friend knew her and figured she was an alright person. A few days later I ran in to her and she asked to borrow a few dollars from me. She gave me a sad story and told me that she would be sure to pay me back the following week. The following week came and I did not hear from her. A few weeks later I ran into her and she never offered or mentioned the money she borrowed from me. I think this is a good example of being too trustworthy. Specific Strengths and Weaknesses The self-assessment exercises I did for this class really opened my eyes to what kind of person I am. I have learned a lot about myself that I was unaware of. 1)The results of The Locus of Control self-assessment exercise in chapter 2 really shocked me. I scored a twenty on the assessment, which meant that I believe that I am in control of my own destiny. Also, that I think very little is controlled by fate, chance, and other people. This shocked me because I thought I would have scored more in the middle because I do believe in fate and chance. I think that things happen f or a reason but it is up to us to do something about it. (2)The Big Five Personality exercise from chapter 2 also opened my eyes. My weakest dimension was surgency. According to these results, I am a follower and do not like to compete or influence. I on the other hand would not consider myself to be a follower. Although I do not like to lead, I do what I want to do. My strongest dimension was aggreeableness, which includes traits related to getting along with people. (3)In chapter 13 the self-assessment exercise was Your Decision Making Style. I scored a twenty on the exercise and the results showed that I have a consistent style. When I make a decision I always think about the decision and consider all alternatives before I make a decision. 4)The Networking Skill Self-Assessment exercise in chapter 11 really helped me learn just how important knowing people can help me in starting and bettering my career. It also helped me learn ways to plan my career. (5)The Openness to Change exercise proved that I am open to change. I do not mind trying new things but will do what I like to do best. (6)Chapter 4’s exercise really was a learning exper ience for me. It talked about techniques that can help me in time management. Making a to-do list, stop being a perfectionist, and only do one task at a time are things I learned can help me with time management. 7)Chapter 5’s exercise was a real eye opener. According to the Listening Skills exercise I am in the middle of being a good listener and poor listener. I have always thought of myself as a good listener but this exercise said otherwise. After reading the chapter and going over the exercise I agreed with the results. There are a few thing that I can do to improve my listening skills. (8)The Stress Personality-Type confirmed that I do stress. The results showed that I have a Type A personality, which means that I could end up with some of the problems associated with stress and I do agree with these results. 9)The Learning Style exercise helped me to learn why and how I learn the way I do. I scored a 16 in observing, 9 in doing, 8 in feeling, and 17 in thinking. The re sults concluded that my preferred dimension of learning is an assimilator, which combines observing and thinking. The book says that assimilators are skilled at creating models and theories and developing plans. They are skilled at understanding a wide range of information and putting it into concise, logical form. (10)The exercise in chapter 7 ( Use of the Assertiveness Style) concluded that my preferred style is assertive. People who use this behavior tend to have a positive self-concept. They are not threatened by others and do not let others control their behavior. All of these exercises helped me learn how to work with others better. They showed me ways to improve how I act and control myself around others. The Listening Skills exercise in chapter 5 will really impact how I work with others. I now know that I am not as good of a listener as I thought I was. Now that I know this, I can improve on how well I listen to others. Recommendations After completing all the exercises, I have learned that I need to do things a little differently. I definitely need to listen better and I plan too. Also I plan not to think about certain decisions too long. Although I have a consistent style, I know that sometimes I can over think things and in return make the wrong decision. I think I have good human relation skills already. So I plan to keep doing what I already do but change a few things. For example, I plan to start being a leader. I am going to step up and take control of situations I am in. Also, I plan to speak-up a little more and let people know exactly what I am feeling. Self-Reflection I have learned that life is full of surprises. How you think of yourself and how others think of you are most of the time going to be different until you are honest with yourself. I hope that when I graduate I am able to live a productive life-style. I hope to enjoy my job, family, friends, and life. Four years from now, I want to have a career as an RN and be settled in a home that I will live in for the rest of my life with my family. This class has helped me a lot. It taught me ways to improve myself. Also helped me learn ways to help me with time management. Which is going to be a big help, considering I have 2 children and a husband and plan to have a successful career.

Police Culture and Corruption - Free Essay Example

Introduction A string of media investigations during the 1980s uncovered police corruption in Queensland. Persistent media attention and national interest soon led the Acting Premier of Queensland to commission an inquiry into illegal behaviour and related police misconduct. The subsequent inquiry substantiated reports that corruption did exist and that, worryingly, the corruption was wide-spread and high-level. As a consequence of exposing police corruption, society is often left with questions regarding the degree of trust they have with the police, the extent to which corruption runs within the department, and what is being done to prevent corruption from spreading (Lawson, 2011; Loree 2006). A police department with an organisational culture of systemic corruption and questionable ethics, will find itself with officers (exposed to that culture early in their career), soon promoted to leadership roles in which the corruption can bloom and perpetuate. In this essa y I will address the role that the police culture plays in the opportunity for corruption to breed, and identify what can be done in an attempt to stamp it out. Organisational Culture and Corruption Organisational culture is the unwritten rules, shared values and beliefs that guide the attitudes and actions of an organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s members in their approach to their work and how they interact with each other (Lawson, 2011; State Services Authority, 2013). For police officers, these rules are shaped by the function of policing itself and create a culture of conformity and camaraderie with cultural elements that include: an inflated belief of purpose concerning the role of policing and a passion for exciting work with a slanting towards crime; revelment in macho activities and deeds; the disposition to utilise force; distrust and suspicion; isolation from friends and family; defensive esprit de corps; a cynical attitude towards the motives of others; and an unwillin gness to accept the views of individuals who defy the current state of affairs (Lawson, 2011). These cultural elements lend themselves to a sub-culture typified by a code of silence, undisputed devotion and loyalty to other officers, and pessimism regarding the criminal justice system (Loree, 2006, p. 10) and can lead to a closed police society and corruption (Cox, McCamey and Scaramella, 2013). Loree (2006, p.4 citing Sayed and Bruce, 1998) defines police corruption as any illegal activity or misconduct involving the use of occupational power for personal, group, or organizational gain and can occur internally (as bullying or hazing, or offering payments or favours in return for shift changes or holidays) or externally (by receiving free meals or drinks, accepting bribes or kickbacks, or participating in theft or organised crime). When corruption is uncovered it can have consequences for both the officer involved, other officers who have had no part to play in the corruption or for the police department as a whole. For the officer, or officers, involved, the consequences can vary depending on the nature and severity of the corruption or misconduct. At the lesser end of the scale it can include demotion, reduction in pay or limitations in career advancement. At the more serious end of the scale punishment could include dismissal, criminal charges or prison. As severe as some of these consequences are for the individual officers, the effects of corruption on the organisation are even more critical. The embarrassment resulting from misconduct and corruption can be injurious to the publics confidence and trust, demoralize sections and officers, or expose the department to litigation. (Fitch, 2011; Loree, 2006, pp.17-19) As a result of judicial inquiry, departmental review or analysis by external researchers, numerous suggestions have been made that police departments can adopt in an attempt to stamp out, or reduce, misconduct and corruption. After the ju dicial inquiry into police corruption in Queensland during the 1980s (later becoming known as the Fitzgerald Inquiry), a recommendation was made that the Queensland police should adopt a fundamental doctrine of community policing. The implementation of this recommendation has led to a proactive community policing approach in which crime prevention officers engage with the community through school visits, security and safety audits or homes and business premisies and presentations to various community groups (Lawson, 2011). Equally important to the reduction of corruption and misconduct is the presence of ethical and strong leadership (including organisational management, officers in charge of branches or sections, supervisors of teams, or senior partners). These leaders influence the culture of the organisation and the organisations enthusiasm for change. Leaders should take a zero tolerance approach to dishonesty, misconduct and mediocrity. The dispensement of soft punishment fo r dishonesty or misconduct will be seen as tolerating those behaviours, and the acceptance of mediocrity can produce an environment in which misconduct flourishes. By taking a zero tolerance approach to these issues, and perpetuating a high standard of ethics and integrity, leaders can create an organisational culture that is capable of stifling misconduct. (Barry, 1999, pp.81-85; Cox, McCamey and Scaramella, 2013, p.99; Loree, 2006, p.26; Martin, 2011) To the same degree that leaders should have a zero tolerance approach to misconduct and mediocrity, they should also recognise and reward virtuous conduct and exceptional work. Loree (2006, citing Mink et al., 2000) notes that when officers feel valued they are satisfied, positive and productive in their behaviours and efforts towards achieving organizational goals. If the only recognition officers receive is chastisement for mistakes, they quickly learn that the reward for keenness and hard work is the danger of being exposed to punishment (Cox, McCamey and Scaramella, 2013, p.99). Protection for whistle-blowers, or those officers who are prepared to speak out against the code of silence, is essential to protect the whistle-blower from litigation, civil and criminal liability, and victimisation (OmbudsmanSA, 2013). The code of silence is grounded in those parts of police culture that often make work teams and sections so effective loyalty and group acceptance. However, it is those same parts that also make it problematic for police officers to report the corruptive behaviour of others (Loree, 2006, p. 11). It is crucial then, to ensure that those officers brave enough to speak out are protected from being turned into outcasts and rewarded for their ethical stance. Punishment for misconduct and corruption, and reward for exemplary work and virtuous conduct are reactive measures for reducing corruption and changing police culture. Taking a proactive approach, ethical training regarding the essential pa rt police officers have in the community, and closely tied to the actualities of police work should be both evolving and ongoing. Field tutors and senior partners, particularly, should be educated in ethics so that they are prepared to reinforce the ethics and integrity message that recruits are exposed to during training. When officers are aware of the conduct expected of them, they can be considered responsible for any misconduct or corruption (Barry, 1999, pp.81-85; Loree, 2006, p.22). Of considerable value when attempting to reduce future misconduct is careful recruiting, selection screening and the arduous task of not employing unethical individuals to begin with. Factors which might make an individual at risk of being involved in misconduct or corruption, such as: their associations with criminals; upbringing; or lifestyle choices, should all be considered when screening potential employees. It is vital that departments adequately assess applicants and employ only the most upstanding and honest ones because they potentially have a superior measure of integrity (Loree, 2006; Martin, 2011). Do police officers need to know this? It is important for all police officers to understand the effects of misconduct and corruption for themselves and the department, for them to take the ethical and moral high-ground in coming forth to report such actions, and to understand what can be done to overcome an organisational culture that lends itself to corruption simply being the way things are done. It is important as every police officer can be the catalyst for change, to foster integrity and be a part of an organisation that the community trusts. South Australia Police Strategic Direction and Service Delivery Charter The South Australia Police (SAPOL) Service Delivery Charter (n.d.) clearly sets out the expectation of a culture of service excellence. To achieve this SAPOL need to be seen to be ethical and devoid of corruption. Through community engagemen t and proactive community policing, as outlined in their Strategic Direction (2012), SAPOL opens itself up to public scrutiny and offer a level of transparency into the way in which results are achieved. It is essential that the results that are expected by both the community and the department are achieved fairly, professionally and ethically. Conclusion Judicial inquiries, whistle-blowers and investigative journalism have shown that police departments are sometimes not absent of corruption and misconduct. At times this corruption and misconduct is borne from a culture characterised by a code of silence, dedication, loyalty and pessimism. However, the existence of such an organisational culture is not necessarily par for the course. By establishing a moral and ethical culture in a police organisation misconduct and corruption can be controlled and prevented. The steps needed to establish a culture of this type includes: a doctrine of community policing; a zero tolerance ap proach to dishonesty, misconduct and mediocrity; recognition and reward for virtuous conduct and exceptional work; ethical training; and careful recruiting. The adoption of the above recommendations can assist to embolden leadership, propagate an ethical and morally rich organisational culture and craft police departments which are open and approachable to their communities. Key aspects for presentation Some elements of the community believe that all police are corrupt. Whilst this is at the extreme end of the scale, it would be foolish to assume that a large percentage of citizens dont suspect that there are still corrupt elements within SAPOL. Corruption or misconduct occurs for many reasons, and sometimes those reasons are because of the police culture an unspoken rule regarding the code of silence (or looking out for your mates because of some misguided sense of loyalty), or turning a blind eye to catch a crook or ensure a successful prosecution (because the courts aren t capable of doing their job properly). It is important that the department, and the people in it, do all they can to distance themselves from being the root cause of corruption and misconduct due to an unethical organisational culture. SAPOL can achieve this by continuing its policy of community policing, ensuring that it remains open to public scrutiny, maintain strict recruitment processes and provided ongoing training in relation to the behaviour expected from officers. Police officers can help to ensure a culture free from corruption and misconduct by adopting a zero tolerance approach to dishonesty, misconduct and mediocrity, and speaking out about such behaviour without fear of retribution. Word count: 1765 Bibliography Barry, D. (1999).Handling Police Misconduct in and Ethical Way. Master. University of Nevada. Chartered Institute of Personnel and Development, (2012).Leading Culture Change Employee Engagement and Public Service Transformation. Policy into Practi ce. London: Chartered Institute of Personnel and Development. Cox, S., McCamey, W. and Scaramella, G. (2014).Introduction to policing. 1st ed. Thousand Oaks: SAGE Publications. Fitch, B. (2011). Understanding the Psychology of Police Misconduct.The Police Chief. [online] Available at: https://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_archarticle_id=2290issue_id=12011 [Accessed 1 Jun. 2014]. Fleming, J. and Rhodes, R. (2004). Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s situational: the dilemmas of police governance in the 21st century. In:Australasian Political Studies Association Conference. Adelaide. Gilmartin, K. (n.d.).Ethics Based Policing Undoing Entitlement. [online] Emotionalsurvival.com. Available at: https://emotionalsurvival.com/ethics_based_policing.htm [Accessed 1 Jun. 2014]. Lawson, C. (2011).:: SCAN | journal of media arts culture ::. [online] Scan.net.au. Available at: https://scan.net.au/scan/journal/display.php?journal_id=159 [Accessed 28 May. 2014 ]. Loree, D. (2006).Corruption in Policing: Causes and Consequences A Review of the Literature. Ottawa: Canadian Mounted Police. Martin, R. (2011).Police Corruption An Analytical Look into Police Ethics. Federal Bureau of Investigation. Murray, T. (2000). Police and the challenge of the 21st century: managing change in police organisations.Platypus Magazine. [online] Available at: https://www.afp.gov.au/media-centre/publications/platypus/previous-editions/2000/september-2000/2-21century.aspx [Accessed 28 May. 2014]. OmbudsmanSA, (2013). Whistleblower Protection. Adelaide: OmbudsmanSA. [online] Available at: https://www.ombudsman.sa.gov.au/wp-content/uploads/policy_part_2_2013.pdf [Accessed 28 May. 2014]. South Australia Police, (2012).South Australia Police Strategic Direction 2012-2015. [report] Adelaide: Government of South Australia. South Australia Police, (n.d.).Service Delivery Charter. [report] Adelaide: Government of South Australia.

The Black Power Movement Of African Americans - 1605 Words

Social Movement Today, there are many movements that are going on due to unfair ways of oppression. Oppression can be defined as â€Å"tyranny by a ruling group to the injustice some suffer due to everyday practices of a society† (Campà ³n and Carter 2015: 497). I chose to write about the Black Power Movement because of the recent cases of oppression that have been occurring in the United States of America. Oppression can happen to people of all races, ethnicities, and sexual orientations. The black power movement cannot be placed into a box of confinement, it much more that one movement. Since the 1960s there have been many things like small protests and movements that have contributed to the black power movement over time. There have been†¦show more content†¦Black power was said to have echoed throughout American as a cry for liberation, pride of culture, and radical solidarity. There has always been a constant struggle for economic equality. Many people saw the movement as an angry outcry due to little progress that had been made to achieving civil rights. Also, the article stated that instead of helping the civil rights movement, it corrupted the younger generation of Black activist and it reinforced segregation. It was also said to be the civil rights movement’s evil twin. Black people did not have a voice that they could speak out about injustice. The oppression of Black people was very common in the southern states. Black people were not the dominant group of people. White people were the dominant group and Black people were the subordinate group. Black people had to do what they were told by the White people, for they were in total control of how society functioned. Lynching of Black people, police brutality and unpredictable danger occurred just because the color of their skin, anyone of color was not safe at all during those times. The civil rights movement was going on around the same time that the black power movement star ted. The civil rights movement had a more peaceful approach. Both of the movements pushed for equality and to end oppression but the black power movement, moved beyond the south. In the article, Carmicheal said, â€Å" It is a call for black people to unite, recognize their heritage, to build a