Learning Biometry and Statistics Personal Statement

Learning Biometry and Statistics - Personal Statement Example Throughout the years, I have been motivated to work superbly in my scholastic accomplishments and authority. Accordingly, I got a 2210 on my SAT, and I got a 800 in Math II, 760 in Chemistry, and 750 in Biology on my SAT II. I have taken 5 AP tests incorporate AP Calculus, AP insights with 3 others this school year. Likewise, my GPA was 4.0, with a top 10% positioning in the most serious school in New York City. Also, my enthusiasm for measurements has consistently been solid. Likewise, I have had different encounters to help set me up for a profession in biometry and insights including, however not constrained to, helping individuals set up solid ways of life to acquiring social and logical accomplishments. I love to examine and perform look into with measurable examination. Accordingly, I finished an examination venture alongside a few of my companions utilizing probabilistic displaying planned for decreasing or expelling atherosclerotic plaques in coronary conduits with automated nanotechnology to improve heart work. During my previous three summer get-aways, I performed logical research in Memorial Sloan-Kettering Cancer Center, New York. This late spring, I worked at Weill Cornell Medical College at Cornell University. During that time, I developed enthusiastic about information investigation utilizing insights.

Understanding The Theory Acts Of Social Work Social Work Essay

Understanding The Theory Acts Of Social Work Social Work Essay Youngsters and youngsters change gigantically in their reactions to similar encounters and the individuals who endure difficulty either create adapting systems to get past it and develop generally solid while others don't, as it were they do or die. This article advances assortments of research and speculations of flexibility that impact thinking in social work and take a gander at the manner by which those hypotheses illuminate contemporary social work to advance strength in youngsters and youngsters. It will likewise analyze a portion of the manners by which issues emerge which could prevent these methodologies. Ice and Hoggett (2008) state the mental and the social components of the childs world can't be comprehended as two equal ideal models that impact and effect advancement. Holloway and Jefferson expand refered to in Frost and Hoggett (2008), Subjects whose internal universes can't be comprehended without information on their encounters on the planet, and whose encounters of the world can't be comprehended without information on the manner by which their inward universes permit them to encounter the external world. It is obvious that it is through a childs psycho-social experience that they figure out how to comprehend the world and their place inside it. Rutter (1999) advises us that for a youngster to be resolved versatile they more likely than not experienced an involvement in the danger of psychopathology for instance the individuals who have been living with abusive behavior at home. There is nobody all around acknowledged meaning of flexibility anyway Masten et al (1990) characterize strength in summed up terms, as the procedure of, limit with respect to, or result of fruitful adjustment regardless of testing or compromising conditions. Anyway an International Resilience Project, set up to examination how various societies and nations advanced strength, received the accompanying meaning of versatility: Strength is an all inclusive limit which permits an individual, gathering or network to forestall, limit or defeat the harming impacts of affliction (Grotberg 1997, p 19). Masten and Coatsworth (1998) distinguished the attributes of strong youngsters as great scholarly working, engaging, friendly, accommodating air, self adequacy, fearlessness, high confidence, ability and confidence; with a cozy relationship to a mindful parent figure and more distant family organize support and socio-monetarily advantaged. These definitions give valuable beginning stages to the reasons for this exposition. Contemporary society has been portrayed by Beck(1992) as a hazard society and early research focused on how kids and youngsters reacted to chance and became losses of misfortune. Ferguson (1997) brings up that following crafted by Foucault and the idea of governmentality post innovator pundits contend that the conventional job of social work has experienced family case managers searching out and working with perilous families and youngsters at high hazard. An investigation of kids in danger was embraced by Garmezy and Rutter (1983). The investigation of 200 youngsters from USA seems to infer that in spite of the high hazard conditions in which they grew up certain kids seem to make them right inclinations which permit them to form into composed youthful grown-ups. No doubt everybody has the ability to be flexible at certain occasions and in certain conditions relying upon their psychological state and level and length of the worry in the given occasion. So as to perceive strength it is imperative to comprehend the elements that lead kids and youngsters to capitulate to difficulty and to understand that flexibility and defenselessness are at far edges of a continuum reflecting helplessness to unfriendly outcomes (Anthony 1987). The reaction to affliction and stress can be influenced by at least one factors from mental as well as social viewpoints. Freud (1910) built up a psychoanalytical hypothesis in which the oblivious is viewed as a focal idea on which every single other part of mental working are based. The focal point of his exploration was for the most part on the people character. Social specialists must know that oblivious procedures may hide or contort recollections or even produce reactions unbalanced to the circumstance, giving traces of hidden issues. Erikson (1959) contrasts from Freud in that he portrayed eight phases of psychosocial improvement. In these stages he proposes that we experience expectable emergencies which make strife inside ourselves and with noteworthy others in regular day to day existence. Character and conduct are impacted by the manner by which these emergencies are managed. The individuals who figure out how to travel through Freud and Eriksons phases of improvement are bound to become flexible individuals. John Bowlby(1969) was a clinician, specialist and psychoanalyst ,who spent significant time in working with kids. He accepted that connection conduct is an organically started reaction to tension and stress invigorated by physical needs, for example, torment or yearning, detachment from or dismissal by the essential guardian or outside dangers, for example, a noisy clamor. He accepted this reaction emerges from the newborn children want to look for security and insurance through vicinity to a parental figure. Aldgate(2007) infers that a connection relationship is a piece of a more extensive affectional relationship: that one individual sees the different as more grounded and more shrewd and somebody to go to when the person in question is apprehensive. Through consolidated nature and support people start to set up connections and comprehend and start to oversee feelings. By understanding the parental figures both mentally and socially, (on the off chance that they react in the midst of hardship) the newborn child starts to consider them to be a trustworthy and solid. Such mental models assist people with arranging their assumptions regarding different people groups accessibility and responsiveness (Howe 1996). At the point when the guardian doesn't react in the manner the newborn child expects they experience tension and this can prompt shaky connections. Bowlbys work was later based on by Ainsworth et al (1978) who through the Strange Situation study uncovered significant impacts of connection on conduct and proceeded to depict examples of connection (secure, avoidant, irresolute, and muddled included later). Trevithick (2009) affirms that throughout the years crafted by Bowlby and others has been significant inside social work making joins between childrens conduct and the nature of their associations with their parent(s) and other connection figures. Besides Howe (2009) affirms that connection hypothesis is additionally assuming a significant job in the resu rgence of relationship based social work. It is in this manner of incredible importance to social laborers to realize how child rearing styles,culture, family life and the social conditions have influenced the childs psychosocial advancement. The thought of a safe base is of indispensable significance for youngsters and youngsters. In a helpful similarity Gilligan (2001) utilizes a tree putting down roots to expand on the possibility of a protected base. It is through progression, quality and consistency of connections that a youngster may locate their protected base. Family members, fellowship gatherings, an educator or even a social laborer may give a protected base in an in any case mind boggling and turbulent world. In the event that the youngster is taken care of (a kid who enters the consideration framework either casually or lawfully) they may need to figure out how to grow new connections and have the chance to build up a safe base. It isn't constantly mental procedures that shape versatility, in some cases a specific scene or circumstance may happen that might be risky and have expansive results. Giddens (1991) depicted these scenes as decisive minutes, saying that these are times when occasions meet up so that an individual stands, in a manner of speaking, at an intersection in his reality; or where an individual learns of data with portentous results. A game changing second will have suggestions for the person which may undermine their ontological security. Game changing minutes anyway don't generally bring about affliction they can flag an improvement, a conceivably engaging encounter, anyway the hazard things may go astray that represents the test. Inside this setting it is significant that social laborers evaluate the degree to which they understand society and people groups understanding. Like critical minutes, life occasions, continuous difficulties, individual pressure, relational issues or familial circumstances, can influence levels of pressure or uneasiness. Rutter (2000) utilized the case of a separation in the family as an arranged procedure of an actual existence occasion, as opposed to an irregular occasion. The separation might be gone before by an extensive stretch of despondency, trailed by the separation itself and the vulnerabilities that go with it, for example, the information and weight of money related concerns, conceivable loss of a parent, presentation of new relatives, lodging stresses and so on. Social specialists working with Giddensian thoughts, (that numerous decisions are accessible to all through theoretical frameworks) can support defenseless kids and youngsters who are on a formative pathway to settle on positive decisions about the heading their lives will take in their life arranging. In any case, the individuals who scrutinize Giddens s tate that he is excessively hopeful in his perspective on the positive limit of people to comprehend their lives and consistently know why they go about as they do (Ferguson 2009). There are families who work with social specialists who might not be able to break down their lives along these lines, and social laborers ought to be aware of this in their work with individuals. The contrary effects of destitution, absence of social and social capital and effect of conjugal dissension can cause youngsters, youngsters and families to be portrayed as in danger as indicated by Hoffman (2010). Neediness can have genuine and perhaps grave ramifications for families. Regardless, it is imperative to perceive that not every poor family, or even most poor families experience these

HR How to Win the War for Talent

HR How to Win the War for Talent © Shutterstock.com | Seamartini GraphicsIn this article, we take a look at 1) what exactly is “the war for talent, 2) game plan for winning the war for talent, and 3) inspiring initiatives that help tech companies win the war for talent.WHAT EXACTLY IS “THE WAR FOR TALENT”Origin of the termClose to two decades ago, consultants from McKinsey and company came out with a groundbreaking study and literature claiming that talent was an essential trigger for corporate performance and that an organization’s skill to attract, build up and keep talent would be a considerable competitive gain much into the future. The credit for coining the term “war for talent” goes to them.So what exactly does the term mean? It indicates an increasingly cutthroat landscape for hiring and keeping talented employees.In a book entitled “The War for Talent” by Mckinsey consultants Ed Michaels, Beth Axelrod and Helen-Handfield Jones, the authors provide recommendations for winning the talent war. The book does not delineate a set of advanced HR processes but instead, a mindset that stresses how critical talent is for an organization to be successful.Demographics of the “war”This “war” is strengthened by demographic shifts (chiefly in Europe and the United States) recognizable by soaring demand and decreasing supply at the demographic level. There are just not enough workers in the post-baby-boom category to take the place of the retiring baby-boomer category of workers in the Europe and the U.S. However, this is not the situation in the greater part of East Asia, Central Asia, Southeast Asia, the Middle East, South America or Central America. Eastern Europe also has the similar demographics of an aging and/or dwindling workforce.We are now nearing a situation of full employment which means even if you fire one employee or he quits of his own will, you’re going to struggle to find another one while the outgoing employee would have plenty of options before him. Your and/or other organizations have to face and handle a situation of “free-agent” workers which you created.GAME PLAN FOR WINNING THE WAR FOR TALENTPresent a winning story of why people should work for youWinners are attracted to winners. So if you want to attract the best of the pack, you must make your organization look attractive to them by marketing it effectively. Present such an awesome picture of your organization that the market’s most accomplished free agents would just jump at the opportunity of joining your team. Don’t be so sure that they already comprehend what you do or the reason(s) it matters.Don’t control but encourage teamwork and collaborationGrowth and innovation, by their very definition are about a “different” way of doing things. So rather than expect everyone to do things the way it’s always been done, be humane and make your employees feel like they’re people. Promote people on the basis of meritocracy (power should be given to individuals al most solely on the basis of merit). There may be employees in your team who you think are not capable of achieving great things. However try giving them the space and the opportunity for it and they may just surprise you by doing the “unimaginable.”Also think of how you can create a collaborative milieu in your office. Leadership today pushes authority to the back with teamwork and influence emerging as more important. Before long, collaboration will rule owing to the fact that cycle times would call for it, younger generations were trained and prepared to engage in it and technology would carry on with enabling it.Cultivate employees’ interests and show them you careSupporting your employees in work/life integration would make them feel happier and fulfilled. Don’t be too authoritative, and let your workforce be themselves as long as it doesn’t create problems for you and your company in the process. In addition, show that you care for your employees/candidates. One examp le to do so is to find out which restaurant is your employee’s/candidate’s favorite and present him with a gift card and a note reading something like “we want you.”Let learning/development be tailored to each employeeLearning for employee development should ideally be customized to each individual and offered when it is demanded or most required. If you do this, you will prove that you value your employees and have faith in their ability to make one or more informed choices that are the best for their organization’s interests as well as their own.So don’t be like most other organizations that consider training as just an inventory to give to people as a group. Tailor it and you’ll gain in the process. The tailored development would resemble an investment, not an expense in emerging successful in the war for talent.Connect their job to a higher purposeAccording to a Brookings Institute report, 64 percent (close to two-thirds) of millennials stated preferring earning $4 0,000 a year for engaging in a job they thoroughly enjoyed to earning $100,000 a year for engaging in a job which they found boring. What’s more, to attract and keep the most dedicated and best talent, it looks like employers need to walk the talk in terms of showing how they utilize business as an instrument for good.Etsy is one example of a purpose-driven business and apparently its standing as a certified B corporation validated its claims to be one. Certified B corps satisfy meticulous standards of environmental and social performance, accountability and transparency. All B-corps including Etsy are a magnet for the brightest and the best because they make available higher quality jobs associated with a higher purpose. According to an Employee Happiness Survey, created with University of Pennsylvania researchers, overall employee engagement at Etsy is 80 percent positive while the national average is just 60 percent.However, purpose alone is not enough. Purpose clubbed with fai r working conditions and an energetic work environment provides the ideal mix. Interestingly, any company having a B Corp certification achieves this deal mix. Here’s a look at two of the benefits of B-corps in numbers:B-corps are associated with a 46 percent higher likelihood of having engaged and satisfied employees compared to other businesses.B-corps are considerably more likely to have a more flexible workplace and to offer 5 or more weeks of paid time for family leave (the likelihood is 65 percent more for maternity and 42 percent more for paternity).Creating Shared Value (CSV): Though corporate philanthropy and Corporate Social Responsibility (CSR) endeavors can help some way to remain in the talent game, really visionary managers or other leaders have another strategic opportunity available before them â€" it is the creation of shared value (CSV), a concept which extends beyond CSR to the core of a business.Be transparentBe wholly transparent. Make it known to the candidat es why you desire to hire them, what you expect as a company and in what way(s) you can assist them with growth.Give them opportunities to develop versatility and agilityForward-thinking organizations that truly value their employees don’t stop with giving the latter the opportunity to go up the career ladder and increase their expertise. They also help them develop the versatility required to cope with jobs pertaining to a number of challenges and experiences, early into their job. This in turn forces them out of their respective comfort zones and gives them the confidence to take on “first-time” assignments or bigger, challenging jobs in other roles, businesses and geographies. As time progresses, the effort you put in to opening up opportunities for your employees will show itself in increased versatility and agility, and competitiveness.Job requirements are in the process of being redefined and employee versatility and agility are going to be more essential than they proba bly have been in the past.Tap into social mediaSocial media offers an innovative method to engage prospective employees directly and is better than the conventional job board and agency recruiters. It is a great way for companies and candidates to familiarize themselves with each other prior to coming to the more formal business/employer-employee relationship should the candidate be selected. Research, community and engagement â€" all will help you find the ideal candidate and all are possible through social media.Candidate engagementEngagement is the sole effective way to handle the millennials. Prove to them that you will give ear to their ideas by telling them to come to a solution for your challenges so as to get the job. When you invite your candidates to demonstrate how they can help your company on the basis of their existing knowledge, they would be suddenly empowered to show you their value further than the list of previous accomplishments that are obvious from their resume .Performance managementAlong with talent management, there should be performance management programs as the combination would really assist people with shining. It is true that some organizations avoid openly managing performance even though it is a valuable method to recognize the accomplishments and loopholes in your people with respect to knowledge, skills and behaviors. That way you know what they need and can provide support for the same in a particular way. If there is no performance management, your employees’ idea of their own performance at the job may be distorted because there’s no standard to measure against. Performance management will enable you to provide talented employees with a clear picture of what is expected from them. This will give employees the motivation to achieve more, with you providing the necessary support to achieve goals.Execute a ‘career lattice’ instead of ‘career ladder’Gen Y is a mobile generation engaging in a mobile career. Chances o f them sticking with a particular organization for five years or more are slim. So, don’t expect them to wait 5 years for a promotion. This generation actually wants their employers to permit them to practically move through the company into different assignments and jobs every 1 to 2 years. So, it would be advisable to forget the career ladder and instead make it a ‘career lattice.’ Provide talent motility, job rotation programs, special assignments and intrapreneurship so that employees can function as entrepreneurs and come up with new services and products for the company.Provide a meaningful and strong workplace cultureCorporate culture may be defined as the shared attitudes, values, beliefs and standards that typify members of that company and which delineate its nature. The origins of corporate culture are traceable to an organization’s strategies, structure and goals and how it handles customers, labor, investors, and the larger community.A considerable degree of tur nover can be traced to workplace culture. Fortunately, company culture costs you nothing but your attention. The better your culture, the increasingly alluring it becomes to prospective candidates. Just put in a tiny amount of investment and money into it and you’ll be able to create a dynamic and special work environment that will assist with getting the best talent out there attracted to your company. Think along the lines of things such as work hours, how you assign projects to people, time-off programs and philanthropy commitments. Offer inclusion, openness and diversity.Provide a flexible work environmentThe millennial generation values time more than money. Thus, they look for a job environment that offers them flexibility. So you must be more open to flexible working hours, virtual teams, telecommuting, being prepared to give more vacation days instead of a bonus, and things like that. With respect to employees who work away from the office, video can actually help you ensu re their participation, at a moment’s notice, in meetings with other employees, clients or stakeholders. Most of the time, these meetings can be carried out anytime and anywhere on practically any device. This is the case whether you’re using telepresence deployments, Google hangouts or any other medium.Lift the veilCurrently, a lot of importance is attached to recognizing the future generation of leaders. With respect to this, the main challenge is digging out the hidden leadership capability available inside the organization beyond the most apparent candidates who stand out. A suggestion for doing this is to lift the veil. This means you openly tell your employees what they have to do to earn a place for themselves in the list of candidates with “high potential.” That way, those among your workers who yearn to be on that list will work to prove themselves worthy of it. However, do make it clear to them that a position on the list doesn’t necessarily mean you will give th em a promotion. What it does mean is that you will give them a chance to get one.Fundamental requirements to be on the list include an exceptional performance record, much of the behavior and character a leader is expected to possess, and a readiness to accept bigger jobs.Offer a neat compensation packageIf you want to seize real talent, just making any offer is not enough. The possibility is that several other companies would be or have already made offers, some better than yours. So, your HR team should be knowledgeable about the different kinds of pay packages with benefits offered by your company’s rivals. Packages have their differences with respect to base pay, bonuses, equity and perks. So you need to come up with an offer that would really get the candidate tempted to accept it over the other offers he may have received.Sign-on bonuses are at present, used very often and not just to make up for a candidate’s loss if he should quit his current employer, as they used to be used for. Candidates expect sign-ons to be a component of the package. Stock is another important component of the offer and it can be in any of different shapes and sizes. Your team must comprehend this and assist with walking your candidates through the various types for them to make an informed decision. Stock should definitely be considered because fat salaries are typically not an option.The situation is no longer such that going to a startup calls for trading down on money in favor of additional upside potential on equity/stock.INSPIRING INITIATIVES THAT HELP TECH COMPANIES WIN THE WAR FOR TALENTOutstanding Perks â€" Example: GoogleSome of the perks one can expect from Google are: employees don’t have to pay for their lunch and dinner, financial support is available in case an employee wishes to adopt a child, Googlers can utilize the company’s beta test products which haven’t reached the public yet to help with their work, Mountain View campus-based Googlers get a no-c ost ride to and from their workplace and a sustainable and great risk-reward ratio.Creative freedom â€" Example: Baidu in ChinaWhether it has to do with resources, quicker product iterations, bigger budget, or freedom to recruit at will, Chinese companies such as Baidu could just present a more exhilarating experience. What’s more, employees are permitted to design their own product whether or not they posses any experience in the realm of product designing.

Tips for Writing News Stories That Will Grab a Reader

The Crime Of The Criminal Justice System - 845 Words

The criminal justice policy has many different aspects. This include the different theories of crime and how they have an impact the criminal justice system. Some of this theories are the Biological studies, Psychological theories, and last the Sociological theory all are used as different methods of explaining why crime exists. Biological theories are the biological explanations of crime. A famous theorists Cesare Lombroso, founder of the Italian school of Positivist Criminology. His biological explanation of crime, was that criminal behavior were genetic and that individuals who take part in crime, can be recognized by physical abnormalities or defects. One example is that murders have cold, glassy blood shot eyes, long hair and thin lips. He insisted that criminals committed acts that were beyond their control. William Sheldon theory of crime took on a different approach; he associates certain body types with certain behaviors. In his theory, he believed behavior to be inherited. One of Sheldon theory was that there is an association between personality and body type. Below are three basic body types according to Sheldon ââ€" ª Endomorphs-which are heavy, obese; soft, round shaped ââ€" ª Mesomorph- rectangular build, muscular, hard and heavy ââ€" ª Ectomorphs-linear, flat, thin, fragile, and delicate. Another biological explanation of crime relates to certain brain dysfunctions (Sammons, 2015). This can be seen in children and adults who suffer from ADHD, and other hyperactivityShow MoreRelatedCrime And Crime : The Criminal Justice System Essay1520 Words   |  7 Pagesanalyzed various aspects of crime and criminality. Through continued study and ongoing research, criminologists have developed various theories as per the causes of different types of crime, whether or not some individuals are predisposed to certain types of criminal activity, legal processes of the criminal justice system, and how criminal offenders are processed. Canada’s criminal justice system comprises and constitutes various stages and components. The criminal justice system is a significant toolRead MoreCriminal Crime And The Criminal Justice System1693 Words   |  7 PagesCriminal Profiler/Psychologist’s are people in the Criminal Justice System that create psychological profiles of crimina ls in order to identify behavioral patterns, in efforts to help officers narrow down their searches to people who fit that particular description. Profiler’s examine crime scenes, analyze evidence, read reports from investigators, write reports, and interview witnesses and victims in order to collect information. They may work for local, state, or federal law enforcement. ProfilersRead MoreThe Crime Of The Criminal Justice System963 Words   |  4 Pagesnews reports, crime daily. Crime is something that we cannot run from in today’s society; so we depend highly upon the justice system. Criminal Justice is a major concern. Criminal Justice consists of three areas: our police, courts and corrections department. The Criminal Justice system was put in place by these agencies, and established by the governments to help control the crimes and applies penalties to those that violate the law. Many people feel that the criminal justice system is there toRead MoreThe Crime Of The Criminal Justice System1266 Words   |  6 Pages The criminal justice system in England and Wales is made up of multiple agencies which all have different responsibilities, however they share the main objective of maintaining and enforcing the rule of law. The International Bar Association (2005) describes the Rule of Law as ‘the foundation of a civilized society’ with a society’s formal response to crime being the responsibility of the criminal justice system ‘more specifically in terms of a series of decisions and actions being taken by a numberRead MoreCrime And The Criminal Justice System1511 Words   |  7 Pageshas always been a need to have a system in place in order to ensure that the laws of the land are followed by all. This system, today, is called the criminal justice system. The criminal justice system is very important in serving the individual needs and society’s needs by making individuals feel safe and secure and by fulfilling societal requirements of punishing that criminal elem ent that infringes on those needs of individuals. The role that the criminal justice professional is vital when itRead MoreThe Crimes Of The Criminal Justice System968 Words   |  4 Pagestechnology, there are different types of crimes that can be committed. These crimes have been traditionally defined as either computer crimes or cybercrimes. The distinction in the two types of crimes seems to focus primarily on whether the crime can be committed without the use of technology and if the computer itself was actively involved with the crime. However, both types have created issues with the criminal justice system with how criminals are committing their crimes, the difficulties in law enforcementRead MoreCrime and the Criminal Justice System1111 Words   |  5 PagesCrime and the Criminal Justice System The criminal justice system and the process have molded the laws of the United States to its current existence. The judicial system is designed to punish those who commit crimes against one another and for those who break the laws in other ways. According to Pearson (2012), crime can be defined as conduct in violation of the state, the federal government, or a local jurisdiction for which there is no legally acceptable justification or excuse. Pearson (2012)Read MoreCrime And Criminal Justice System974 Words   |  4 Pagescontrolled by policing to deal with the ‘problem’ of ‘crime’. Although there are various perceptions of what ‘crime’ is and means, we can view it as an offence or act which is able to be punished by the Law. Despite this, the Police arguably omit ‘crimes’ caused by particular individuals or groups such as; the bourgeois and white males and females. Many occasions these responses deny less privileged and minority groups equality within the criminal justice system, furthermore breaking the rule of Law. An ideologyRead MoreThe Crime Of The Criminal Justice System1696 Words   |  7 Pages The Criminal Justice system has become an increasingly popular subject in America due to television, movies, and the media. This is due to crime and punishing crime being romanticized and the population becoming more desensitized. Some of the most appealing shows to the American people are the ones that include criminal investigations. However, the crime television shows that people view on a daily basis is extremely different from the actual Criminal Justice system, especially homicide investigationsRead MoreCrime System And Criminal Justice System Essay1399 Words   |  6 PagesIntroduction: The criminal justice system has evolved on the decades. From initially being constituted by the victim to eventually becoming constituted by written laws. There have been several changes made within the justice system, so in the following I will discuss my perspectives of the researched information and the noted changes of a system that was created by the people for the people. Topic I – Victim Justice System vs. Criminal Justice System A. Responsibilities of the victim’s past/present

Legal Aspects Free Essays

Talking about the legal aspects of healthcare administration means taking into consideration the law that governs all the transactions that are carried out within the medical field so as to protect both the medical practitioner and the patient, with a dominant motive of bringing about improved quality of life devoid of diseases. It is believed widely that knowledge and the strengthening of these legal aspects will also bring ameliorations in the field of medicine and to this end, efforts are being made to make this set of information on the legal aspects as accessible as possible by feeding them into both the electronic media such as computers, televisions, and radios among others, and print media comprising the newspapers, journals, magazines, and periodicals among others. The ninth edition of the legal aspects of health tried to fulfill this purpose by taking a historical approach to the legal aspects of health care so as to showcase the accruals that have been made through these undertakings plainly when addressing their counterparts who are the pharmacists, physicians, physical therapists, assistant physicians, imaging technicians and respiratory therapists among others. We will write a custom essay sample on Legal Aspects or any similar topic only for you Order Now Apart from the eighth edition chapter which revised the important issues of patient safety and sought to provide self assessment in evaluating the prospects of healthcare organizations, the World Wide Search chapter sought to inculcate global awareness in health and law –related spheres. This culminated in the ‘’last chapter journey to excellence’’ which after a decade of survey introduced an exotic approach into bolstering these laws to better the medical field by bringing healthcare institutions together (Pozgar Santucci, 2006). On the other hand, the basic concepts of insurance portend the derivative, a table which shows the financial transactions that occur between two players; the insurer and the insured, in the field of insurance. The balance between what the two should pay each other being directly proportional to the magnitude of the danger involved for both parties. Although this concept is used as a formula to calculate the â€Å"expected payoff†, it is not yet adequate since it ignores the concept of inflation. According to Durbin, (1990) this problem can be solved by â€Å"discounting payoffs by a risk less return† and â€Å"using risk –adjusted probabilities that is â€Å"risk-neutral probabilities†. When calculating the payoffs. In a case whereby the insurer fails to dissolve risks through decentralization, the standoff can be resolved by â€Å"assuming the market price to be the value which will be used to infer the risk-neutral probabilities that determines these values† Durbin maintains that workers compensation insurance differs from liability insurance since in the former it is mandatory for employers to subscribe for their employees with the major cost component of workers compensation being loss of wages. This also covers occupational injuries and diseases picked at work-the employer assumes responsibility regardless of whose fault it was. It covers against dangers ranging from injuries, diseases, rehabilitation of the employee, loss of salary, medical treatment, to death. Conversely, liability insurance is a coverage that protects against claims against the insurance holder of property damage, personal injury, and negligence. The complainants could be the employees, the repair people, delivery people who may come into contact with the business property. There are two types of liability insurance: liabilities to non-members which covers mostly under a Comprehensive General Liability (CGL) terms and to members of the firm comprising employees and partners. The CGL normally covers payments resulting from accidents, immediate medical expense as a result of the above, the attorney fee and investigation expenses and the cost of court bonds. The difference between claims made and occurrence coverage is that the latter caters for claims made and reported to the insurer while the contract remains in force. During the primordial years when the policy is being renewed, the premium increases to take into account the potentiality of claims being reported from both current and previous policy periods. The former, normally regarded as the traditional form of coverage on the other hand is used to provide professional liability insurance. It caters for injury or damage incurred during the policy period regardless of when the claims are reported. Occurrence coverage also provides long term protection for any covered claims that may arise at any time in future (Robinson Scherlen, 2007). Reference. Durbin, D. Borba, P. (1993).Workers compensation. United States: Kluwer Academic. Durbin, T.B. Durbin, T.B. Jr. (1990).Group insurance: basic concepts and alternatives. United States: American College Insurance Group Pozgar, G Santucci, N. (2006).Legal aspects of healthcare and administration. United States: James Bartlett Publishers. Robinson, M. Scherlen R. (2007). Drug control. United States of America (USA): State University of New York Press.    How to cite Legal Aspects, Essay examples

Sexual Harassment Case Essays - Workplace Bullying, Business Ethics

Sexual Harassment Case Susan Parker vs. Randy Louvenberger The Equal Employment Opportunity Commissions (EEOC) sexual harassment guidelines and the Civil Act of 1964, indicate that Susan Parker was indeed sexually harassed throughout her employment at Plastech Industries. The EEOC has created a set of guidelines that determine liability. These EEOC guidelines say that A key factor in determining liability is whether the employer has an effective internal grievance procedure that allows employees to bypass immediate supervisors (who are often the offenders) (Making the Sale p.46). According to the EEOC and section 703 of Title VII in the Civil Act of 1964, sexual harassment is: sex discrimination not because of the sexual nature of the conduct to which the victim is subjected but because the harasser treats a member or members of one sex differently from members of the opposite sex. However, it is the sexual nature of the prohibited conduct which makes this form of sex discrimination sexual harassment (EEOC Compliance Manual). The two types of sexual harassment recognized today are known as quid pro quo and hostile environment. According to the EEOC guidelines, quid pro quo exists when submission to or rejection of (unwelcome sexual) conduct by an individual is used as the basis for employment decisions affecting such individual. Hostile environment exists when unwelcome sexual conduct greatly disturbs an individual and interferes with the individuals job performance. Hostile environment also creates an intimidating workplace for all employees. (EEOC Compliance Manual) The EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one knew or should have known that unprofessional conduct was occurring. If it can be proved that the harasser knew what (s)he was doing was wrong, the harasser can be held responsible even though nothing about the matter was reported. As part 5 of section 615.2 (b) of the EEOC Compliance Manual states, There is no requirement that the victim complain to the harasser or report the sexual harassment to his/her supervisor or employer in order for the employer to be held responsible for the unlawful conduct when the harassment is committed by the supervisor. And likewise, there is no requirement that the victim complain to the harasser or report the sexual harassment where the act is committed by a co-worker or a non-employee, the employer will not be held responsible for the act unless it knew or should have known that the act occurred and failed to appropriate corrective action. In the case of Susan Parker vs. Randy Louvenberger, the victim (Susan Parker) did not keep quiet about the harassment she received. Since the level of sexual harassment in Plastech Industries is demonstrably high, any competent supervisor should be able to recognize and eliminate the harassment. Although her supervisor, Randy Louvenberger, ceased to harass Susan Parker after being confronted about his behavior, such a confrontation should not even have been necessary. Mr. Louvenbergers comments about her playing hard-to-get indicate his recognition that Ms. Parker did not enjoy the suggestive remarks made by male Co-workers. In fact, this comment shows that he was aware that Susan Parker had declined the offers that she had received, and he should have known at that point that she was not interested in dating him. When Susan Parker applied for a promotion, Randy Louvenberger denied it. She stated in her testimony that she felt her loss of promotion was due to their earlier conversation regarding the inappropriateness of Louvenbergers actions towards her. The fact that she made this statement may show that he gave her reason to feel this way. If Mr. Louvenberger did base his decision about the promotion on the fact that Ms. Parker embarrassed him, he is clearly in violation of part 2 of section 1604.11(a) of the EEOC Compliance Manual. This section states that no employment decision may have any sexual favors implied. Randy Louvenbergers earlier actions created a hostile environment for Susan Parker, and that is his primary violation of laws against sexual harassment. In the case of Henson vs. City of Dundee and Rogers vs. EEOC, the court ruled that the manager was guilty of sexual harassment even though the victim seemed to play along with