Article Review On Indian Penal Code - 2568 Words

TOPIC TO BE COVERED IS AMENDED AND UNAMENDED ARTICLES IN INDIAN PENAL CODE Indian Penal Code is the core criminal Code of India. It is a broad code planned to cover all substantive aspects of criminal law . It was drafted in 1860 and came into force in during the early British Rule phase in 1862. The Indian Penal Code was drafted by the first Indian Law Commission under the president ship of Macaulay and was submitted to the Governor-General of India in Council in 1837. In 1845 , another Commission was chosen to re-examine the Code. This Commission submitted its report in two parts, one in 1846 and the other in 1847. The Code was revised according to the report of the Commission but it never saw the beam of the day. later, it was revised†¦show more content†¦AGENTS: There are various agents who initiates and works really hard day and night to overcome the criminal issues faced by our society. According to me at present the biggest and critical issue we are facing is Rape cases, even after various amendments and legally sound acts are even not overcome this problem. There are various agents who actively participates are as follows: National commission for women: NCW along with the Law commission of India had recommended a separate part called â€Å"unlawful sexual contact†, which was defined to cover the act of touching, directly or indirectly, with a part of the body or with an object, any part of the body of another person with sexual intent and without the consent of such other person. There was also need to remove that very Victorian phrase of â€Å"outraging the modesty of a woman† in Section 354 and replacing it with ‘‘violating the bodily integrity of the woman†, which allows for a graded recognition of non-penetrative types of sexual assault. There was need too for expansion the scope of Section 509 in the Bill to include acts and behaviour, which do not engage physical contact but is proposed to harass or insult or humiliate women, with or without sexual mean. Incidents like sexual harassment including sexual harassment at work places, blackmailing, annoyance including cyber stalking, stripping, tonsuring, etc., which are presently

A Child s Life Self Regulatory Skills - 1314 Words

The first eight years of a child’s life self-regulatory skills are developing that involve cognitive, behavioral, and sometimes emotional processes. The developing skills, during that time, have a large impact on a child’s natural tendencies and their social setting. In recent studies self-regulatory skills have proven to have a large effect on student achievement, social interactions, and less behavioral issues. One aspect that helps develop self-regulatory skills is autonomy support. This is a specific kind of support given to children from adults that have an impact on their daily lives. Definition/Explanation of Theory and Behavior (about 1 page) â€Å"Self-regulatory skills refer to children’s ability to focus their attention, manage†¦show more content†¦Autonomy support, defined as parents’ use of practices that support and encourage independent problem solving, choice, and participation in decisions, has been contrasted with parenting styles that involve punitive and coercive approaches to discipline; children of parents who offered more autonomy support showed greater self-regulation than children of punitive and coercive parents (Grolnick and Ryan, 1989, p.307). Autonomy support can be practiced with children not only by their parents but also teachers, coaches, and other adults who play a significant role in a child’s life. Having less controlling practices when interacting with a child or student will motivate them to express themselves, make decisions on their own, be more independent, and interact better with other children or students. People having strong abilities such as these will benefit a person not only in the classroom but also when being an adult. Positive Aspects of the Theory Related to the Behavior (1 to 2 pages) Students who have obtained strongly self-regulatory skills have been linked to having a higher level of academic achievement. â€Å"Children who show better self-regulation upon kindergarten entry demonstrated higher mathematics, vocabulary, and early literacy skills in the spring of the kindergarten year† (Ponitz, McClelland, Matthres, and Morrison, 2009). Children’s whose parents provide autonomy support throughout their childhood are said to have a higher academic

Sustaining Employee Performance Free Essays

Sustaining Employee Performance HRM/300 Fundamentals of Human Resource Management March 18, 2013 Sustaining Employee Performance Baderman Island has been dedicated to providing guests and visitors with unique and great experiences since opening to the public in 2004. â€Å"The Board of Directors and operational leaders in the organization, empowers its staff to offer unsurpassed quality of customer service, through individual acts of random kindness and specialty services† (University of Phoenix, 2012). Exceptional customer service is a top priority of the management and staff at Baderman Island. We will write a custom essay sample on Sustaining Employee Performance or any similar topic only for you Order Now The resort offers numerous accommodations at prices that are affordable for every budget. Each individual position within this company adds value to the organization as a whole. Of particular interest the visitor center supervisor and wait staff have important duties to customers and the organization. The visitor center supervisor reports to the General Manager of recreation and activities and is responsible overseeing the daily functions of the visitor center. In addition to daily functions the supervisor must manage all staff members within the visitor center. In conjunction with the general manager the supervisor works of profitability and growth for the organization. The general manager of food services is responsible of the wait staff at all restaurants within the resort. Wait staff are essential employees in ensuring visitors and guests have great experiences in restaurants which will keep them coming back. With such vital roles in the success of the organization it is important to have a performance management system in place. In addition to competitive compensation and benefit plans; establishing a performance management system that efficiently evaluates each job is beneficial to a company. General Function of Performance Management Systems Boardman Management group manages resort with a mission statement to provide a unique and quality experience for their guests. In an effort to ensure that all employees provide service to their guests aligned with this mission it is critical to implement a performance management system to measure employee skills in providing a unique and quality experience to their guests. By implementing the function of performance management systems each employee will be objectively rated on their job performance that aligns with the overall mission. When guests first enter a Boardman Management group resort their first impression is given by the visitor center. As a supervisor of the staff that gives the first impression performance management systems need to focus on the customer service provided by the staff. If there is not a performance management system there will not be accountability to the supervisor of the staff providing the initial impression for the guests. To implement a performance management function there will be a survey given to guests upon their departure with one of the questions focused on their initial impression how they were greeted when they arrived. These surveys will be used to measure the performance of the supervisor in charge of staff of the visitor center. After the guests have arrived there needs to be a focus on quality customer service throughout the stay. When guests dine at the resort the wait staff needs to provide first class service ensuring the guests stay on site for their meals rather than leaving the resort to dine at establishments outside of the resort. To ensure that the guests have a positive experience while dining in the resort performance management systems need to be implemented measuring the performance of the wait staff. As a way to measure, the resort will track and record who was the waiter for a specific party, and record if they return to the resort restaurants in proceeding days. Since there are other factors that could contribute to guests eating outside the resort the metrics need to be assessed looking at long term trends to fairly measure the success of the wait staff. Compare and Contrast Compensation Plans At Baderman Island our employees are very important to the company. The visitor’s center supervisor and wait staff are both a very important addition to the resort. All employees are offered an exceptional benefits package. Pay scales are determined based upon the job title with additional contributing factors such as experience and skills. The visitor’s center supervisor is a salary job which scale depends on the person’s amount of education, years of experience, qualification and credentials required for the job. For the wait staff an hourly pay rate depends on their experience and starts at $2. 13 and goes up to $5. 75 an hour. A benefit package will also be included affordable medical including vision, dental and optional cancer. There will also be paid vacations, sick leave with pay, and maternity programs with onsite daycare provided. A 401K plan will be offered with matching $50 to every five dollars that it put into the plan by the employee. All of the benefits will be offered to all employees here at Baderman Island. Job Evaluation Plans The evaluation plans most effective for the Visitor’s Center Supervisor would be the appraisal method of behaviorally anchored rating scale and relative standards method of individual ranking. These two are best suited for this position due to collecting the proper data on each job position. The advantage of behaviorally anchored rating scale and relative standards methods of individual ranking is that they can allow for ongoing feedback, combines absolute and relative standards when evaluating the employee, and uses peer evaluation to gather feedback on their coworkers to allow for a better performance assessment. As for the disadvantages of this evaluation would be similarity errors, low appraiser motivations, central tendency, and inflationary pressures. These can give false statements to the evaluation methods about the employee and can harm their potential growth within the organization. The evaluation method that would be most effective for wait staff would be relative standards method of group order ranking and graphic rating scale. These two evaluation methods are a great way to evaluate employee wait staff due to amount of employees hired into this position and the turnover rate. The advantages and disadvantages of these two evaluation methods are the same as visitor centers supervisor position. But they also have a leniency error since they will evaluate their own performance before a supervisor evaluates them. Another is called the halo error by either being evaluated either very high or very low on all factors based on one or two traits the employee has shown while being employed. Also another disadvantage would be low appraiser motivation and how if the appraiser is not motivated or having a bad day it could show an outcome that is not favorable to the employee. Importance of Benefit Plans Employee benefit plans play a vital part in the success of an organization like Baderman Island. Benefit plans show employees that you respect what they do, care about their health, want to retain their services for a long period of time, and that the company can stay competitive with what other companies like them have to offer. Good benefits for employees build positive working relationships between employees and their employer. They also help boost employee morale, productivity, and motivation. Employees want to make sure their families can see a doctor when they need to, be assured they will be taken care of in the event of their death, maintain some economic security when they are not able to work, and that they can occasionally take time off of work to enjoy themselves. As the Boardman organization expands employee benefit plans like these will be an attraction for recruiting new employees. As for the employees Baderman Island employs, the company needs to make sure they offer the best benefit plans possible. A visitor’s center supervisor and a member of the wait staff are important positions within the Baderman Company. A visitor’s center supervisor’s job is to make sure the guest coming in the doors want to come visit again and the wait staff make sure that guest have the best experience while they are staying at Baderman Island. Their jobs require them to attentive, informed, and punctual at all times no matter the situation. The organizations success depends on these individuals and because of that they must make sure that they reward them by offering them a great benefits plan that demonstrates their importance. Baderman Island strives to be the premier resort for travelers and visitors. Employees are valued members of the organization and their responsibilities help with the success of the company. For this reason we offer competitive compensation and benefits packages to our employees. The use of performance management systems ensures that we are able to monitor employee performance and make any improvements when needed. Evaluation methods are implemented specific to each position allowing leaders an opportunity to effectively evaluate employee’s performance and provide feedback. Attracting and retaining employees is a top priority at Baderman which is made evident by the many attributes this company has to offer. . References: DeCenzo, D. , Robbins, S. (2007). Fundamentals of human resource management (9th ed. ). Hoboken, NJ: John Wiley Sons. University of Phoenix. (2012). Virtual Organizations-Baderman Island. Retrieved from University of Phoenix, HRM/300-Fundamentals of Human Resources website. How to cite Sustaining Employee Performance, Essay examples Sustaining Employee Performance Free Essays In this paper, team D will address the course design objectives of Riordan Manufacturing. First of all, the team will pick two job positions within the company, and discuss the general functions of performance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. We will write a custom essay sample on Sustaining Employee Performance or any similar topic only for you Order Now These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturing’s Mission. General functions of performance management systems The general function of performance management systems in organizations is for employers to manage employees’ performance and development by providing individual feedback on their performance evaluation to identify and plan measurable areas for personal development to ensure the organization’s strategic goals are being met (DeCenzo and Robbins, 2007). For years, many organizations provided appraisal type performance reviews to their employees that ranked them against other employees. This type of ranking system is problematic, as it is unfair to compare employees from different departments who’s primary goals may be different from one another and can viewed as putting down employees who may be unable to put in as many hours or as much effort as others who have only one set project at a time and can bog down to set higher numbers. If employee development is not properly measured and managed, the organization may find it difficult to meet their strategic goals. This in turn can create complications between mainstream workers and management, as well as the company, and their customers. Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees are rated by their performance in different areas of competencies to determine if they met, exceeded, or if they did not meet the standard expectations of the job. â€Å"Behaviorally anchored rating scales specify definite, observable, and measurable job behavior† (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management. Though this rating style eliminates competitive work habits that may assist in high productivity, it is a proven system that works much more consistent (Noe, Gerhart, Wright, 2012) . Job evaluation methods Job evaluations are important for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are usually broken down by responsibility, skill, effort, and work conditions. It is also helpful to separate the positions into groups such as managerial, professional, sales, and so on. This makes the rankings more valid within the job categories. To evaluate the director of administration a good evaluation method would be the ordering method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The base of this is to compare two jobs and decide what job is more important or difficult. Then to add another job to the comparison until all of the positions have been compared and ranked. There are two major drawbacks to doing evaluations this way. One is there can be many positions within the organization which can make the processes confusing and long. Two, there are no consistent standards in the ranking evaluations. Another way to evaluate the director of administration position is through the classification method. This method was developed so that a standard was set in the evaluation processes. Classifications are set based off of skills, knowledge, and responsibilities and then by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in. This process can be just as confusing as the ordering method if not done properly. A human resource department can be evaluated with the point method. The point method breaks positions down based on identifiable marks like skill, effort, and responsibility, and assigns points to the criteria’s. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change over time but the rating scale under the point method stay intact (DeCenzo Robbins, 2007). Even though the point method is the most reliable it is the most time consuming. Compensation plans Director Administrator and Human Resources/Recruiter are both important functions in a business. They have common commonalities. Between the two, they have distinctive, important functions. The Director of Administrations functions are to meet business goals and organize the personnel in the business. They also operate with financial management and marketing management. Human Resources are responsible to manage, hire, making plans to retain employees, and find the right candidates. Human Resources are an important tool for any organization, industry, and geographic location. The difference between Administration and Human resources is that the administrative function is predominantly to maintain the conditions of employment. On the other hand, Human Resources use the traditional process to manage Riordan Manufacturing’s goals and strategies, which follows with developmental organizational activities. Both positions seek for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll. Riordan Manufacturing focuses on Administration and Human Resources, because it can create investments in the future if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the corporate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate compliance plan to have a safe future for the company. Riordan’s compliance plan will guide the company on how to handle current and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This will help the company to be unsusceptible to product liability issues. Importance of employee benefit plans to employees working in team D’s chosen positions Director of Administration and Human Resources/Recruiter† Employees are offered benefits as a means to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, vacation and holiday time, social security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters receive the same benefits that are of fered to every employee, which is an important factor for employee retention. The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, expense accounts, and other benefits that are not offered to every employee. Executive level employees receive these special perks to encourage them to work hard for the organization and to promote loyalty in the event of a hostile takeover. Conclusion Ending on a positive note, the team demonstrated in informative content to the reader, an understanding of the concepts of sustaining employee performance in this paper. These concepts are the four important activities of the HRM motivation function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team described the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions. The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter/director of HR. An in-depth, comprehensive overview of activities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the virtual organization site, followed by a logical conclusion. How to cite Sustaining Employee Performance, Papers

Interview With a Soldier Essay Example For Students

Interview With a Soldier Essay Iraqi leader Saddam Hussein ordered the invasion and occupation of neighboring Kuwait in early August 1990. Egypt called on the United States and other Western nations to intervene, which started the first Persian Gulf War. The conflict in the troubled region led to a second Gulf War (also known as the Iraq War) that began in 2003. Cesarina Frias, a hispanic immigrant, lived in a culture that expected her to stay home, focus on marriage, children and housework. and family and work, but she wanted to join the military. These were her wishes since high school, with the approval of her husband, Darryl Stephens, Cesarina, a wife and mother of two, fulfilled her dreams in 2003 when she enlisted in the National Guard. First Days of Service Sgt. Frias began her basic training at Fort Jackson located in Columbia, South Carolina. She joined when she was 28 years old, which made her the oldest soldier there (besides her drill sergeants). When she arrived at the base it was hectic and crazy. She arrived at 4pm and everything was fast paced, and hectic the moment they stepped foot into the base. Even the training was crazy. Even though it was painful Sgt. Frias liked the challenge it brought and felt that it was also rewarding. Her drill sergeants played a big role in former he into a soldier. There was a male, who was strict and tough and a female, who was more sensitive to the feeling and they soliders health. She got through the training with a lot of patience and positive thinking. After the rigorous training, she went to her first overseas mission. Experiences Sgt. Frias served in the second Persian Gulf war (Iraq War) through 2005-06. The deployment lasted eight months. She was stationed in Pastiche Providence Balad, Iraq. The flight lasted eighteen to nineteen hours, there were a lot of stay overs and had to board three planes to get there. Her job was a Signal Support Specialist, who took care of convo vehicle,radios, blue force tracking( mapping of vehicle, enemies, and friendly groups), and fixing the Dukes which took care of contact machines and saved lives by locating IED ( Improvised Explosive Devices). She was put in many convo missions, which put her and her team in harms way. Her job was to deliver and provide security for fuel, water, and equipment to one FOB(Ford Operation Base) to the other. It exposed them to a lot of threats such as IEDs, fires, and many dangerous situations. During that time she only lost one friend, Staff Sergeant Cason to an IED, he was a convoy commander, which put him first on the mission. Some of her memorable experience in Iraq where when they told everyone that Srg Cason had passed away and coming home back to her family. For bravery and strength she received four medals a Navy and Marine Corps Achievement Medal, The Meritorious Service Medal,The Army Commendation Medal, and The Good Conduct Medal. These were achievable because Sgt. Frias went above and beyond just her assigned job, being a good soldier and being there if her fellow soldiers need a comforting hand and what she did signified saving lives. Without her and her team working on the radios, convoys wouldnt be able to communicate, going out blind is very dangerous, especially in the location they were at. Life A good majority of the time she stayed in touch with her family by emails and sometimes the occasional letter. There was an eight hour difference so phone calls happened not very often. The army treated the soldiers with the utmost care, especially the food. .u5c958ba15dfab421601883126076e077 , .u5c958ba15dfab421601883126076e077 .postImageUrl , .u5c958ba15dfab421601883126076e077 .centered-text-area { min-height: 80px; position: relative; } .u5c958ba15dfab421601883126076e077 , .u5c958ba15dfab421601883126076e077:hover , .u5c958ba15dfab421601883126076e077:visited , .u5c958ba15dfab421601883126076e077:active { border:0!important; } .u5c958ba15dfab421601883126076e077 .clearfix:after { content: ""; display: table; clear: both; } .u5c958ba15dfab421601883126076e077 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5c958ba15dfab421601883126076e077:active , .u5c958ba15dfab421601883126076e077:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5c958ba15dfab421601883126076e077 .centered-text-area { width: 100%; position: relative ; } .u5c958ba15dfab421601883126076e077 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5c958ba15dfab421601883126076e077 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5c958ba15dfab421601883126076e077 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5c958ba15dfab421601883126076e077:hover .ctaButton { background-color: #34495E!important; } .u5c958ba15dfab421601883126076e077 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5c958ba15dfab421601883126076e077 .u5c958ba15dfab421601883126076e077-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5c958ba15dfab421601883126076e077:after { content: ""; display: block; clear: both; } READ: Polish Art EssayThe food the army provided was very good, they believed that a soldiers last meal should be the best. Thought their supplies were limited and when they would request more it would take month for it to arrived, the soldiers improvised. If it was wood or metal they would weld it,many soldiers would make the supplies themselves if they could, they were very resourceful with that. There was a lot of stress, put on the solider and Sgt. Frias, stress that there was that slight possibility of death when they went on out on convoys and somebody wasn’t going to come back. Also her mind was on family, during that time she was in the middle of divorce with her spouse, so there was a lack of communication and was very difficult for her. Many soldiers had â€Å"good luck† charms, Sgt Frias held a green rock engraved with an elephant,which she received from her daughter. She took it everywhere. The army provided entertainment to keep the soldiers mind off the bad things. They had USO, MWR (Morale Welfare Recreation). During that time there were a lot of artist such as Carrie Underwood, and comedians. When she got her first leave she came back home and took her kids and went to Honolulu, Hawaii for nine days. Sgt. Frias is still currently still service, but during that time she went to many place in Iraq. She went to Liberty camp, which is where Saddam Hussein lived and many places in the Iraqi nation. She would be flown by the black hawks, which was exciting for her. After Service Sgt. Frias returned in October 20th 2007 from Iraq. It was a happy and sad day for her. She was glad to be back, but when she arrived her family was no where to be found, because of miscommunication her children did not attend the welcome back ceremony. After some recovery time, three months, she went back to her job at Department of Correction and she already completed her education. So the G. I bill did not apply to her because when she joined the national guard she already had a major in physiology and justice study. She now uses the G. I bill pay for her sons college and soon her daughters. Later years and Closing Her military training she believes that every person should join the military for at least a year or so. Its a once in a lifetime experience, she think about situations more calmly, whether it her personal life of foreign affairs and knows how to analyzing. She does attend reunions and, but theirs and they would just have a good time. The training was a strain on physical endurance classes. They were trained in self-defense, gun handling with M16, M4, 9 and 49 millimeter guns and many more. The training was non stop. Then after basic training the training was more focused on her speciality in radio communication. She liked that they were able to communicate during long distance and with new technology they can communicate with satellite which makes it easier to get in contact. What she dislikes about is that the military is slow to update these new technology and that can also have an effect on communication and that puts people in a bad place. During the war there was structured living from the first war, so living was comfortable. Even though it was a bad location the war didnt have any negative effect on her, like it did other soldiers. She takes care of herself to prevent her from getting these effects. many people believe that america should of been in Iraq. As a soldier, she is taught to do as she told, but as a mom she often though why we are here and she believes that this wasnt our war to fight.