The Prevalence And Our Facilitys Recidivism - 1866 Words

My proposition to decrease some of the prevalence and our facility’s recidivism is to promote mental health and education on mental illness and continuity of care. I believe mental health promotion will increase our population’s awareness of signs and symptoms to reach out for help when needed and by receiving continuity of care, this population won’t suffer as much when released. Promoting wellness can reduce illness (Cloninger, Zohar, Cloninger, 2010). Psychiatric care to promote well-being reduces the stigma and increases recovery of mental health. Therefore, mental health care appears to be more effective than mental illness care (Cloninger, Zohar, Cloninger, 2010) Mental Health Promotion when patients arrive at the jail and†¦show more content†¦Second, granted that I have all the required research and rationale as to why my change will benefit our population (which it will), if the medical Lieutenant agrees on it, he passes it to the captain for r eview. Once the captain reviews it and sees the positive outcome the change can bring to the facility, then it is finally passed on to the HSA approved. Depending on approval, the HSA and I would educate the staff on the new change that is being proposed for our patients leaving room for questions and answers. Following that, I would explain how this will benefit our correctional population and when the expected change will take place if everyone agrees on it. I propose to have an extra handout in our intake packets to promote mental health. We may or may not receive health people, regardless of the inmate, I would like for our nurses’ intake packets to have an extra handout for them to obtain mental health awareness and promotion. During the intake process, we ask questions, medical/mental/custodial, etc. Once finished with all the questions and vitals are taken, we can proceed to our mental health education. During this time, the nurse will show the inmate a handout with encouraging coping skills and who to reach within the jail for further resources. The nurse will explain the inmates the process of communicating with the nurses through the kite system (an electronic emailing system throughout the jail offered to inmates) and the deputies to address their

Human Trafficking And Human Smuggling - 1328 Words

Introduction The purpose of this essay is to convince my readers that human trafficking and human smuggling are not the same. It is important to identify these two key terms in an effort to better understand them. By doing this my readers will have a better understanding of why it is important to distinction them. Human trafficking and human smuggling are huge markets worldwide and as a result can provide many of those involved with an income. The amount of income that is produced annually due to human trafficking is not known. According to Feingold, the estimate provided by the United Nations Office on Drugs and Crime is $7 billion annually, while the Internal Labour Organization says that the income is about $32 billion (2005). As for human smuggling, no one is excluded. In order to get in depth of what was mentioned above, I will first get official definitions of what each key term is and then point out their differences. Definition of Human Trafficking? According to the United Nation Office on Drugs and Crime, article 3, paragraph a of the Protocol to Prevent, Suppress, and Punish Trafficking in Persons human trafficking is defined as the â€Å"recruitment, transportation, transfer, harbouring, or receipt of persons, by means of threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person havingShow MoreRelatedHuman Trafficking And Human Smuggling Essay1679 Words   |  7 PagesHow would you feel to know that you just paid money for you to be human smuggled and or trafficked? Thinking that you are coming to the United States to start a land of opportunity. Say you are in another country answering a job ad for the United States and to find out when you get here, it’s a sick joke. Unfortunately, the issue of human smugglin g and trafficking is a sick game that ruins the lives of many innocent women and it’s going to take a strong investigation to put a stop to those men thatRead MoreHuman Smuggling And Human Trafficking1525 Words   |  7 PagesHuman smuggling is defined as the act of facilitating, transporting or aiding the illegal entry of a person or persons across an international border, deliberately evading the country s immigration laws. Human trafficking is similar, but not quite the same since the person being trafficked has not given consent, while smuggling is under an agreement between smuggler and customer. A victim of trafficking is also usually treated as possession to be controlled and exploited (Human Trafficking Gale)Read MoreHuman Trafficking And Smuggling Of Migrants Essay2452 Words   |  10 PagesIs there distinction between human trafficking and smuggling of migrants? The confusion around human trafficking and the smuggling of immigrants’ leads to production of incorrect interpretation of the two cases within the professional circles (Batsyukova 2012: 39). Recently, the smuggling of migrants across international borders has hurriedly developed from a small scale cross border activity affecting many countries into a global multi-million dollar enterprise (Forced Migration Review- Bhaba Read MoreOrganised Crime-Maritime Piracy, Smuggling and Human Trafficking693 Words   |  3 PagesOrganised Crime-Maritime Piracy, Smuggling and Human Trafficking: Organised crime groups will utilise the Indian Ocean space to conduct their illicit operations (Hastings, 2012). Major crimes include piracy, smuggling and human trafficking. Piracy is a major security challenge in the IOR as it threatens peace and regional stability, trade and commerce as well as international energy movement (Herbert-Burns, 2012). It has encountered a lot of attention within the media as a successful means of financialRead MoreHuman Trafficking And The United Nations Office On Drugs And Crime1278 Words   |  6 PagesHuman trafficking and smuggling has been in existence across the world for thousands of years. While both of these issues deserve equal public awareness, they are very different from one another. The United Nations office reveals consent, exploitation and transnationality are the most important differences (United Nations Office on Drugs and Crime. Web). From ancient Greek to medieval times, up until today, both physical and sexual slavery is commo nly used. Humans all over the world are trappedRead MoreHuman Trafficking And The Trafficking901 Words   |  4 PagesHuman Smuggling and trafficking continues to be a worldwide plague that has been, thus far been largely ignored by the international community. The paramount reason human trafficking and smuggling has festered and grown roots and spread globally. It started as a grassroots effort on the local level where women and girls (it affects boys as well) would be used and sold for sex. Eventually, greed and corruption tagged along for the ride and at that point the crimes became an organized enterprise. AtRead MoreHuman Trafficking And Trafficking : A Modern Day Form Of Slavery Essay1068 Words   |  5 PagesHuman smuggling and trafficking: Did you know that women make up 66% of the worldwide trafficking victims? The victim is usually aged 8-18, and some are as young as 4 or 5. Human trafficking and smuggling is becoming the world’s largest crime in the world. People that are caught up in these horrible crimes either end up in jail if caught, or dead. Trafficking is a compared to a modern-day form of slavery as it involves the exploitation of unwilling people through force. Karla Jacinto was one ofRead MoreThe Problem Of Human Trafficking1283 Words   |  6 PagesWhen it comes to the topic human trafficking, mostly everyone knows that it has a lot of history to its name. According to ben skinner, â€Å" there are more slaves in the world today then ever before†(E. Benjamin pg. xi). There have been many incidents and cases with human trafficking such as, sex trade, smuggling, violence, etc. Today, one can show how real is Human Trafficking. This paper details the big enigma exist todays date, that Human Trafficking is real. Trafficking can happen in almost everyRead MoreHuman Trafficking : A Serious Crime And A Direct Violation Of Human Rights1138 Words   |  5 PagesIntelligence Question: How human trafficking is currently impacted by increased law enforcement coverage at the southwest border aimed at reducing illegal alien smuggling into the country? Summary: Human trafficking is a serious crime and a direct violation of human rights. It can be defined as an illegal trade of human beings in which they are treated as possessions to be controlled for labor intensive work like slavery, or exploited by being forced into prostitution. Every year, millions of peopleRead MoreHuman Trafficking : A Global Perspective1402 Words   |  6 PagesIn Human Trafficking: A Global Perspective, Louise Shelley examines why and how human occurs. Dr. Shelley, founder and director of the Terrorism, Transnational Crime and Corruption Center and Professor in the School of Public Policy at George Mason University is a lead expert on transnational crime and terrorism. She has written numerous works on all sides of transnational crime and corruption. The main focus of her work is on the former Soviet Union. Shelley does an excellent job on giving the reader

The Bell Jar Esther Greenwood free essay sample

The Bell Jar Esther Greenwood The Bell Jar by Sylvia Plath has long been known as a haunting American classic. The protagonist of this timeless novel is Esther Greenwood. She travels through The Bell Jar with such intensity and purpose that her thoughts and actions are accessible and very easy to understand. Esther Greenwood is a talented woman who becomes increasingly confused and disturbed as the story progresses. Esther is described as a talented woman because of her exceptional intelligence and the success it brings her. She had to take a physics course and study with a book written by the teacher. Esther studied the entire book and learned all that she could. Even though many of the other girls in the class failed, Greenwood managed to acquire straight As for fifteen years. She attributes her success to the many hours she spent studying instead of hanging out with her friends. We will write a custom essay sample on The Bell Jar: Esther Greenwood or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Esther was also successful in her college days. She and eleven other girls won a writing contest they found in a fashion magazine by submitting essays, stories, poems, and fashion blurbs. They were rewarded with all-expenses-paid jobs in New York for a month, along with a plethora of other prizes. During her time in the city, Greenwood made an effort to have all of her assignments in by the deadline, even if her boss didn’t seem concerned about punctuality. Seemingly blinded by her own brilliance, Esther began to lose her mind. Esther has many plans for her future; unfortunately for her, she is unsure which she should pursue. She describes herself figuratively looking at a metaphorical fig tree in which all of the figs represent her options for the future. In her clever analogy, Greenwood is starving because she does not know where to start as she sits there staring at the slowly ripening figs. Before she has made any choices, all of the figs wither and drop to the cold ground. Esther was unsure of how her fiancee Buddy could lead a double life with so little compunction. While he never stopped telling Esther how perfect she was, he was entwined in an affair with another woman. Esther’s mind is also plagued by the death of her father. Even though her mother tried her best to help Esther move past it, the tragic loss nonetheless had negative effects on her life. These troubled thoughts, coupled with the immense pressure placed on her throughout the novel, combine to drive Greenwood farther and farther into herself. Esther begins to express her disillusionment with everything that has happened, as well as with the continuance of her pain. She explains â€Å"I feel very still and very empty, the way the eye of a tornado must feel, moving dully along in the middle of the surrounding hullabaloo. † At one point, while Esther is about to be photographed, she begins crying. When she beheld her wearied visage in a mirror, she was appalled by what she saw. Her face was reminiscent of a recently escaped prisoner. She would later learn that she had not bathed or slept in over a week. Her doctor decided to have her committed shortly after she asked him for stronger sleeping pills. While in the asylum, she began trying to commit suicide. Her last attempt came close to accomplishing this end, but she was saved by doctors and sent immediately to the hospital. Esther Greenwood from The Bell Jar is a gifted woman who becomes perplexed and troubled as her life takes multiple turns for the worse. The novel explains how hard work and dedication to her studies helped Esther attain considerable success. Unfortunately, her past struggles and pains propel the woman into a profound state of ennui and discontent. Eventually, she is exiled from society because of her troubled mind. Esther lives the remainder of her life in an asylum, an unfortunate end for someone who showed such promise. In the end, no one can adequately explain the mind of Esther Greenwood, not even herself. It can be said that God alone knew what went on in that woman’s mind†¦ and that was only on a good day.

Beta Performance Management System of HRM †Free Samples

Question: Discuss about the Beta Performance Management System. Answer: Beta Performance Management System Performance management is a concept essential in the field of human resource management involved with the continuous process of identifying, measuring and developing person performance and aligning the same with strategic goals of organizations. The executive and the middle-level management are tasked with the responsibility of making decisions in the increasingly complex and competitive pharmaceutical industry. The performance management in such organizations must be innovative, flexible, cohesive, and customer focused. In achieving his, companies need o establish a balance between customer, the organization and operating factors focused on meeting organizational goals. In this case, companies can reconfigure their performance management to reflect and deliver a real strategic and global offering for the market. Organization Strategy Beta Pharmaceuticals symbolizes a good state of mind which drives the business purpose of the organization aiming at making individuals feel beer from heir sicknesses. From its inception, the company has always strived to deliver to the customers by distributing products to the drug stores as well as maintaining its production. Since establishment, the firm holds an integral leadership position in the pharmaceutical industry. Vision We perceive enterprise as a means to the wellbeing of employees, investors, and the community through revenues and ethical consideration in business. Mission The mission is the provision of innovative and quality products produced through an ethical work environment that provides benefits to the consumers and stakeholders. All the functions in the interplay are played by different individuals with several departments existing towards the improved functioning. The agencies ensure proper communication with the employees for an efficient and productive training to their employees as well as compensation matching and promoting their skills. The departments include the sales and marketing, accounts division, purchase, and maintenance division, transport and distribution, the finance and audit, lab, IT department, and the human resource department. The units work together towards the wholesome productivity of the firm. Influences on Management Programs The internal and external environments matter a lot to the productivity standards of the firm. The firm is keen in operations within the organization such as the distribution channels, goal setting, recruitment and selection, and compensation strategies towards success and competitive advantage (Cummings Worley, 2014). The external factors to the organization such as markets, the audience, raw materials, technology, and information on the trends in pharmaceuticals department matter a lot to the organization. In response to the factors, the team carries out several activities towards increasing the performance of the workers and subsequent attraction of consumers to the product of the company. Performance Appraisal According to Ramlall (2004), it is necessary to carry out proper appraisal training in increasing organization performance, to assess the skills and qualification of employees towards achieving the overall goals of the organization. There is a need for the employees to understand the diverse needs expressed in the appraisal for an effective use that projects the actual picture of the workers to guarantee success. In this respect, the firm offers training opportunities to the employees on the procedures followed and the need for the appraisal. Thus, it makes clear that the appraisal is for quality performance measurement aimed at identifying the weak points in the section and coming up with the results to tackling employees issues in the organization (Al Ariss, Cascio Paauwe, 2014). At the same time, the appraisal activities aim at empowering and appreciating employees through promotions to boost their morale towards production and development. Self Appraisal To begin with, employees are tasked with the role of conducting a self-appraisal process where each employee analyzes themselves and come out with necessary feedback on the areas for improvement as well as the strong points to enable a smooth flow in operations (Van Dooren, Bouckaert Halligan, 2015). The appraisal form entails several aspects of measurement where an individual follows while recording the level of strength and weaknesses thus enabling the management to determine the areas for improvement. Company Appraisal Apart from the self-appraisal provisions, the firm has the overall assessment conducted by the human resource department where the human resource department sends individuals to various areas of the operation to monitor and record the performance standards of the individuals according to their ability to deliver the goals and visions of the company. The higher their levels and ability to achieve the same determines the extent to which an individual is beneficial to the firm. Therefore, it is important for the appraisal to be conducted in the two categories where a comparison is made to determine areas up for improvement. Recruitment and Selection Process The recruitment aspect of the firm remains competitive with the human resource department creating a pool of candidates to the selection team. The group advertises widely depending on the need for fresh employees where marketing is done on the social media, the media stations, as well as the print media and training schools to attract the best-placed persons to drive success to the firm (Buckingham Goodall, 2015). External Recruitment The company uses the external recruitment in cases where there exist limited internal options and thus utilizes advertisements, employment agency sources, and special referrals. Internal Recruitment The company understands the important of in-sourcing as a measure to strong performance. In the process of working, employees undergo training activities where they improve their overall strengths while being watched and appraised by the human resource department. In the case of a vacancy in any of the departments, the firm first looks at the options presented by the internal team and decides whether to weigh in on the option of internal selection or the exterior option. The internal recruitment has the benefit of cost reduction since the workers already know the goals and visions of the firm thus needing little training towards the new position acquired (Knies, Boselie, Gould-Williams Vandenabeele, 2015). At the same time, it acts as a motivation tool for the workers towards hard work leading to success and posterity. Measuring Results The firm values the employees as vital contributors to the economy of the enterprise thus continually measure their ability in production and overall development. The first means that the firm uses involves setting the performance management goals whose indicators are well explained to the workers (Aguinis, 2013). For instance, an increase in the profitability of the firm is determined at the level of every worker to discover the standard of competence of each employee and how it achieves the productivity levels leading to a steady revenue stream (Mone London, 2014). The firm uses seven categories while evaluation the overall performance of workers in its appraisal system. Punctuality Productivity begins with the level of commitment an individual gives to an organization based on the time spent in production (Aguinis, 2013). Therefore, coming late to work says a lot about the productivity standards of individuals and their level of commitment to the same. Employees with regular lateness cases or frequent absenteeism are more unlikely to produce more to the firm (De Waal, 2013). Hence, training on the essence of observing time allocated for productivity must be done to encourage individuals towards better production and activeness in the organization. Such an issue is important to the wellbeing of the firm. Quality of Work The category is equally important as it measures the type and level of work done by individuals towards the overall goal of the firm. The aspects focus on the time taken in production as compared to the average requirements, commitment to work, the ability to take more hours in production, and the rate at which one meets their set targets (DeNisi Smith, 2014). The aspects guide an assessor towards determining the level of productivity for individuals. Personal Traits The personal habits of individuals can either boost or decrease their performance in an organization. The category focuses on observing the patterns of people during work hours such as relaxation during work, unnecessary breaks, and the use of firm resources for personal reasons. In preventing the spread of such behaviors, it is proper to set the overall guidelines to the limit of the same in the workplace to create a positive environment for growth (Bernardin Wiatrowski, 2013). Employees observed to be carrying out the practices ought to be reprieved and advised on the best practice that initiates change to organizations. Employees with special attributes and commitment can be assessed through a similar mirror that projects their engagement and success. Random Checks The appraisal team shall carry random checks on the employees to determine their performance and level of commitment. The category is essential in establishing the performance standards of individuals when alone and in the absence of their respective supervisors. At the same time, it shall be used to assess the personal presentation such as the dressing styles, professional engagement with the clients, and public relations (Dusterhoff, Cunningham MacGregor, 2014). Besides, it shall be used to check on their attitudes in the workplace. Poor attitudes demonstrated by workers leads to poor performance and the unlikely nature of individuals meeting their targets. The aspects are carried out on a continuous basis to cover all the areas and avoid the possibility of bias during assessment and project the actual image of individuals in the society. At the same time, it is used to ascertain the ethical levels of individuals during operations. Methods Used for Performance Measurement Employee performance measurement is used to determine an employees compensation, promotion, and future benefits and thus have to be done with utmost integrity and fairness. In this case, the management establishes the expected performance standards first before selecting the method to be used. Graphic Rating Scale According to Aggarwal Thakur (2013), the method is ideal for the production department where it consists of a rating scale of different duties and performance standards on a rating scale of 1-5. The supervisors base on the performance measurement objectives stated above to rate workers according to the different categories. The ratings allow for an overall computation that indicates the level of success for the organization and the type of benefits realized through their productivity (Jenter Kanaan, 2015). The rating scale is fair as it gives the management a true picture especially if the rating is done by different people in the organization. This, the method shall feature in the performance management. Management by Objectives The method is useful in the organizations performance measurement where it is used in the management positions that identify the goals of the organization and the level at which the workers in the several departments achieve their success (Javidmehr Ebrahimpour, 2015). Another category indicates the time taken by individuals to complete tasks related to their respective duties. Here, the performance of an employee is measured against the time taken to accomplish a given task within the time set by the organization. Communication Plan and Appeal Process A proper communication plan featuring direct and group communication shall be done on a departmental basis to air out the issues raised. The communication plan shall be characterized by supervisors talking directly to the workers at the group and individual level to have them understand the results of the assessment (Noe, Wilk, Mullen Wanek, 2014). Once the human resource assesses employees within Beta Pharmaceuticals based on their skills, it shall embark on communication process where employees shall receive feedback on their performance margins to compare with their self-assessment. At this stage, each employee shall receive information from their respective supervisor based on the considerations of the results observed and have a one on one talk to air out issues for improvement (Elnaga Imran, 2013). The performance management shall enable individual to understand their weaknesses and gain the ability to raise themselves towards the expected standards of the organization. Appeals Process There are cases where employees feel information bias and thus need to appeal on the results of the discussion. In such a case, the firm sets an appeal procedure to resolve the disagreements arising from the performance evaluation process. The first step granted to employees involves a written submission within one week with the employee having duly signed the document to the human resource department (Richard, 2014). In response, a member of the human resource shall conduct a confidential investigation while gathering information from the immediate supervisor and the employee through discussions and develop a recommendation to the team. The information shall be considered with the evidence given and a recommendation given within five working days to address the grievance and opt for another assessment at the managements discretion. Employee Development Considerations In solving the performance issues raised or observed from the workers, the firm shall initiate a set of measures to address the problems to a better employee performance standard (Sung Choi, 2014). Training Training is an essential way of looking into the employee issues and addressing their concerns. Aguinis (2013) suggests that the necessity of training assists in fostering success through workshops focused groups, and mentoring processes that drive knowledge and necessary skills in operation management. On the other hand, education is important, where workers demonstrating the need for development and ability can be given scholarships to respective fields and have them come back to incorporate the knowledge received to the organization (Shuck, Twyford, Reio Shuck, 2014). At the same time, induction programs assist in fostering knowledge as well as hands-on training and mentoring processes that assist employees in determining solutions to their weak points. Morale boosting is necessary to articulate issues within the organization and ways to overcome the same. Promotion According to (Aguinis, 2013), performing employees are supposed to be appreciated through group recognition, promotion, bonuses, and improved salaries based on their performance. The step encourages the employees towards career growth where internal recruitment exists for their benefit and that of the organization (Kulkarni, 2013). All the development programs aimed at assisting individuals to focus on the goal and vision of the organization and improve the existing culture through deeper engagement and participation. Conclusion The performance management at Beta Pharmaceuticals is well planned towards improving employee engagement. The different methods used to aim at giving unbiased reports on individuals with rooms existing for change in case of an appeal. In response to the evaluation, the firm has several channels of improving employee performance and development as well as a reward scheme that not only uses the monetary system but also non-monetary options touching on employee motivation. Consequently, the method if implemented successfully benefits the firm. References Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle, NJ: Prentice Hall. ISBN-13:9780132556385 Aggarwal, A., Thakur, G. S. M. (2013). Techniques of performance appraisal-a review.International Journal of Engineering and Advanced Technology (IJEAT),2(3), 617-621. Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Bernardin, H. J., Wiatrowski, M. (2013). Performance appraisal.Psychology and Policing,257. Buckingham, M., Goodall, A. (2015). Reinventing performance management.Harvard Business Review,93(4), 40-50. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. De Waal, A. (2013).Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. DeNisi, A., Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), 127-179. Dusterhoff, C., Cunningham, J. B., MacGregor, J. N. (2014). The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of Business Ethics,119(2), 265-273. Elnaga, A., Imran, A. (2013). The effect of training on employee performance.European Journal of Business and Management,5(4), 137-147. Javidmehr, M., Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences.International Journal of Organizational Leadership,4(3), 286. Jenter, D., Kanaan, F. (2015). CEO turnover and relative performance evaluation.The Journal of Finance,70(5), 2155-2184. Knies, E., Boselie, P., Gould-Williams, J., Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance. Kulkarni, P. P. (2013). A literature review on training development and quality of work life.Researchers World,4(2), 136. Mone, E. M., London, M. (2014).Employee engagement through effective performance management: A practical guide for managers. Routledge. Noe, R. A., Wilk, S. L., Mullen, E. J., Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents.Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189. Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations.Journal of American Academy of Business,5(1/2), 52-63. Richard, M. A. (2014).Employee assistance programs: Wellness/enhancement programming. Charles C Thomas Publisher. Shuck, B., Twyford, D., Reio, T. G., Shuck, A. (2014). Human resource development practices and employee engagement: Examining the connection with employee turnover intentions.Human Resource Development Quarterly,25(2), 239-270. Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), 393-412. Van Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector. Routledge.