Capital Punishment The United States Legal System

Al lot of people will either be for capital punishment or against i.e. choose to write about being for capital punishment because I think it’s far when they keep killing over and over they need to know they can’t get away with it As it is beneficial for society as a whole, provides a strong deterrence against future crime, and because it protects the rights of victims of high crime, capital punishment is a legal and appropriate measure in the United States legal system. Capital punishment is the best way to set an example for would be criminals so they will see the punishment if they commit a capital crime. This is also a way to cut down on the jail population, and is rising, which means that jails are becoming over crowed and†¦show more content†¦The death penalty is a necessary punishment in the age of terrorism and serial killers, as society has a right to protect itself from the most violent of criminals. The death penalty is appropriate for the worst of th e worst, people who have committed crimes so atrocious that they are no longer fit to be among us. Capital punishment is the ultimate warning against all crimes. If the criminal knows that the justice system will not stop at putting them to death, then the system appears more of a threat to them. Therefor they are less inclined to break and enter. They may have no intention of killing anyone in the process of robbing them, but is much more apprehensive about the possibility if they know they will be executed. Thus, there is a better chance that they will not break and enter in the first place Immanuel Kant said it best. He said a society that is not willing to demand a life of somebody who has taken somebody else s life is simply immoral. So the question really... when the system works and when you manage to identify somebody who has done such heinous evil, do we as a society have a right to take his life? I think the answer s plainly yes. And I would go with Kant and I would say it is immoral for us not to. â€Å"This supports my main point by stating by taking the life of the person who kills someone is a fit crime and the system works by doing just this When someone murders someone there is no

Community Concerns And Goals Observance Of Low Group...

Community Concerns/Goals Observance of low group moral prompted this community organizing effort. The three prominent behaviors shown were silence (a traditional Native response), an overabundance of an argumentative stance, and unprofessionalism during governmental meetings, exhibited even by elected officials at times. Minkler (2012) states, â€Å"issues to organize around can be found by talking with community members and trying out various themes† (Kindle Locations 2694-2695). Individual members were engaged, especially Elders, out of state members, IT head, and administrative staff, to gain insight into perspective concerns and generate goals. A public relations technique was used to target elected officials, which produced more concerns due their lack of response. Persistence over time was used to keep the issue constantly on the minds and hearts of community members. Social media posts were also created to generate momentum and reach members due to time constraints and logistics. A meetin g agenda item request was sent to the Chief, which resulted in the item to be discussed. A presentation was made and a resolution in the event of a majority popular opinion to adopt the ICT component of governmental meetings. Strategy Analysis Community organizing should be a fluid process with ongoing assessment. Challenging traditional methods, systems, and status quos are best tackled with great care. Each step in that process can be evaluated, which ensures change and itsShow MoreRelatedA Literature Review On Trust6131 Words   |  25 Pageswas no trust, co-operation would end, and the whole fabric of society would collapse. Trust can be defined as the â€Å"belief that someone or something is reliable, good, honest, effective.† High levels of trust promote healthy interactions, whereas low levels of trust undermine constructive relationships. Trust in law enforcement is essential for the belief in the legitimacy of law enforcement, or feeling of obligation to obey the law and defer to decisions made by legal authorities (Friedman, MRead MoreFundamentals of Hrm263904 Words   |  1056 PagesFundamentals of Human Resource Management Tenth Edition David A. DeCenzo Coastal Carolina University Conway, SC Stephen P. Robbins San Diego State University San Diego, CA Tenth Edition Contributor Susan L. Verhulst Des Moines Area Community College Ankeny, IA John Wiley Sons, Inc. Associate Publisher Executive Editor Senior Editoral Assistant Marketing Manager Marketing Assistant Production Manager Senior Production Editor Freelance Development Editor Senior Designer InteriorRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesBrier, and Roy Rosenzweig Also in this series: Paula Hamilton and Linda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David MRead MoreNational Security Outline Essay40741 Words   |  163 PagesDoctrine? 82 STANDING 83 JNM, SOLVING THE WAR PUZZLE, September 11th Its Aftermath: Terrorism, Afghanistan, The Iraq War 84 Incentive Theory Terrorism 84 Low Intensity Conflict and the International Legal System, JNM 89 Recommendations for Strengthening the International Legal System to Deal More Effectively with Low-Intensity Aggression 90 THE RULE OF LAW IN NAT’L SECURITY AFFAIRS: In repealing the war powers resloution, Robert F. Turner 91 U.N. RESOLUTION 1441: 8 NOVEMBER 2002Read MoreThe Historical Transformation of Work14383 Words   |  58 Pagesthe sexes and age groups led to adult males specializing in hunting and fishing and adult females in gathering and food preparation, with everyone often contributing to the building of shelters. Preparation for the sex-based adult work roles in such a limited division of labour was informal, although formal ceremonies (initiation rites) typically marked the transition to manhood and womanhood. Sharing work and the products of work typified this era since the survival of the group put a premium onRead MoreIgbo Dictionary129408 Words   |  518 PagesDoes not include an English-Igbo finderlist 2. Is very comprehensive (the Igbo-English section is pages 1-845) and draws on many dialects with particular emphasis on Central dialects. 3. Marks vowels with subdots as in the present manuscript 4. Marks low, downstep, rising and falling tones leaving high unmarked as in the presen t manuscript. 5. Has limited scientific names and technical vocabulary. The most striking feature of Igwe is that because it includes words from many dialects, it symbolises the

The Process of Successful Change Free Essays

The Process of Successful Change Norma Taylor HCS 325 July 10, 2012 The Process of Successful Change There are many responsibilities involved with the title of manager. Implementing and rolling out change to your employees can be overwhelming. There are different techniques used to ensure a smooth, uneventful transition to change. We will write a custom essay sample on The Process of Successful Change or any similar topic only for you Order Now Some techniques are not as useful and successful as others, depending on what type of change is involved. Motivational techniques to implement change in a company are not an easy task, but it is possible. Expectancy theory, two-factor theory, goal-setting theory, and equity theory are a few different techniques that I would use in my company. The expectancy theory is a unique way to motivate employees during a time of change. Victor Vroom’s expectancy theory suggests that â€Å"people will do what they can do when they want to do it† (Lombardi Schermerhorn, 2007). This theory depends on three different factors: Expectancy, Instrumentality, and Valence. Expectancy is the belief that working hard will result in a desired level of task achieved. Instrumentality is defined as a person’s belief that successful performance will be rewarded and has other good outcomes. Valance is the value a person assigns to the possible rewards and other work related outcomes. There are pros and cons to the expectancy theory. One pro is that this theory is a commonly recognized for supporting an employee’s decision-making method. A shortcoming of this theory is that it has numerous elements that may make this theory not as successful. For example, this theory does not take the emotional state of the individual into consideration. The individual’s personality, abilities, skills, knowledge as well as previous experiences are factors that may affect the outcome of this model. The expectancy theory of motivation is a â€Å"perception† based model. The manager needs to guess the motivational force (the value) of a reward for an employee. The theory can be difficult to implement in the group environment (Leadership-Central. com, 2012). As a leader using the expectancy theory, I would set realistic goals for the employees. In addition, I would also ensure that they are setting realistic goals for themselves. Failure to set a realistic goal will result in a low motivation as the expectancy will yield a low result. Rewards are a form of motivation to everyone and I would set realistic rewards. As a leader I need to understand what my employee’s value and I would link the reward with the goal. The trick here is to ensure that you operate within your constraints as well as make sure not to exaggerate the reward in comparison to the effort they will need to express. High reward with low effort will create an expectation effect and may work against you. I believe the expectancy theory technique would work well in a small office. Implementing change and offering a reward to committed employees with positive results will give effective outcomes. The two-factor theory is another motivational techniques used in the workplace developed by Frederick Herzberg. This theory states that there are certain factors in the workplace that cause job satisfaction as well as a separate set of factors that cause dissatisfaction. This theory used as a motivational technique can cause great outcomes in the workplace. Job satisfaction can be achieved in the simplest ways. Acknowledging great performance would give employees a sense of job satisfaction at their workplace, thus creating a positive outcome. According to Herzberg job satisfaction can be a sense of achievement, feelings of recognition, sense of responsibility, opportunity for advancement and feelings of personal growth (Lombardi ; Schermerhorn, 2007). Job gratification can indicate a great degree of incentive or productivity with workers. J. Stacy Adams developed the equity theory, which assists in the explanation that wages and environments do not conclude motivation to employees. His theory indicates that the perceived unfairness is a motivating state. When people believe they have been inequitably treated in comparison to others, they will try to eradicate the discomfort and reestablish a sense of fairness to the situation (Lombardi ; Schermerhorn, 2007). As a leader this type of motivation is essential to a work environment. According to Adams’ prediction, he believes that employees would deal with unfairness by changing their work contributions and decreasing their labor. He also believes that employees will ask for incentives, or simply terminate their position in the company because of unfair or unjust treatment compared to fellow employees. Treating everyone equally and fair is a practice required in any type of work environment. Using this tool as a motivation to implement change would be necessary. It would aid in the impartiality of rewards for doing an excellent job during the change as well as the reprimands needed for employees not embracing the change as necessary. In 1960’s, Edwin Locke put forward the goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. The theory states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. In simple words, goals indicate, and give direction to an employee about what needs to be done and how much effort is required. This is one of my favorite theories because I believe that it is the most effective theory to use when implementing a change in a work setting. There are numerous important features in this theory. For example, Edwin Locke states that the employee’s willingness to work toward the attainment of a goal is a main source of job motivation. A clear, difficult, and specific goals are greater motivating factors than having easy, general and vague goals. Specific and clear goals lead to greater output and better performance (Management Study Guide, 2012). Goals ought to be reasonable and challenging to give employees a sense of gratification and accomplishment when attained. The more challenging the goal, the greater the reward, and the higher the employee’s desire are for achieving it. Feedback is a means of gaining reputation, making clarifications and regulating goal. There are many theories to implement change and motivate employees; some may work while others may not. Change in a workplace is a process. As a leader I would start with what would benefit the company. Once the notice of change has been communicated, setting up training would be the next step. Using the goal-setting theory I would let the employees know clearly what is expected from them and continue to implement the change. To motivate the workers and make the change a little more pleasant, I would reward them once the goal is achieved. Change is not always bad, but it is definitely a challenging task, because of the various needs and desires of each individual. References In-Tuition. (2012). Follow These Strategies for Managing Change. Retrieved from http://www. practical-management-skills. com/strategies-for-mamaging-change. htm How to cite The Process of Successful Change, Essay examples