Pest analysis of auto industry Essay Example for Free

Pest analysis of auto industry Essay Type of Educational Organization: School Training Centre College Others 2. Number of successful years your organization has completed: Below 5 5-10 10-15 15Above 3. You use the internet for: Regularly on a daily basis Twice a week May be once in a week Not at all 4. Main purpose of using the internet/online presence? Please select all that apply. Work-related Study-related Email News Banking Entertainment If other, please explain 5. The technologies implemented in your Educational Organization? Bio-metric Attendance Solution CCTV Security Office Accounting System Library Management System Please mention if any ______________________________________________ 6. The source you will use to collect the study materials for your students: Please select all that apply Text Books eBooks Journals Previous year’s documents If any website, please Specific Website (Except Google): Time you spend on your office computer: Less than 30 minutes 30-60minutes 1-2 hours More than 2 hours If you are not using internet, what is the main reason for it? We don’t have time It is not interesting We do not want any publicity We don’t want to share it Device you and your students use to access the internet: Please select all that apply. Mobile phone Tablet computer such as iPad, Samsung Galaxy Tab, etc. Laptop computer Desktop computer The aspect of EDU-ERP appeals to you the most in your campus: Please select all that apply. Connecting with Parents of your students Connecting with Resource people Connecting with Teaching Non-teaching Staff Connecting with Students Have you ever subscribed to one or more Education Blogs/Websites? Yes No If yes, please specify the blogs/websites names: Information requirements of an organization can be determined by Consulting Principal/Administrator directly Through telephone calls Through e-Brochure and Mailing Others Changing an operational information system into EDU-ERP system is: Impossible Expensive and done selectively Never required Usually done On a scale of 1-10 (10 being the greatest impact) how would you rank the impact of implementing EDU-ERP in your Educational Organization ? 1 2345  6 78910 For what reason, Management team in their own organization will not design EDU-ERP? Systems have to interact with other systems They do not have the special skills necessary to design systems It is not their job   They are always very busy

Psychological contract breach effects and violation on employees

Psychological contract breach effects and violation on employees Abstract The goal of this study is to examine the influence of personality on the relationship between psychological contract breach and violation and its respective impact on employees work-related outcomes such as turnover intentions and counterproductive work behaviors. In this paper, personality was assessed on the basis of the Five-Factor model of personality (Goldberg, 1990) that is comprised of the following dimensions: Extraversion, Conscientiousness, Agreeableness, Emotional Stability and Openness to Experience. Introduction In difficult times when companies must adapt to different changes in the global economic climate work behaviors are of great interest to organizations. In trying to retain the best employees, managers are interested in reducing turnover and preventing counterproductive behaviors. In order to understand employee responses and reactions to the work environment, contracts become vital as they create a behavioral guideline for both the employee and the organization. The psychological contract is a major element of any employee organization relationship, and consists of an employees beliefs concerning the terms and conditions of a reciprocal exchange agreement between that focal person and another party (Rousseau, 1989, p.123). Employees often feel that their organization has not fulfilled at least some of the promises it has made; and when they do their psychological contract is said to have been breached (Robinson and Rousseau, 1994). Numerous studies have analyzed the consequences of psychological contract breach on employees work-outcomes and generally conclude that there is a positive relationship between psychological contract breach and job dissatisfaction and turnover intentions (Zhao, Wayne, Glibkowski, Bravo, 2007; Bal, de Lange, Jansen and Van der Velde, 2008). Psychological contract violation has been defined as feelings of betrayal and deeper psychological distress à ¢Ã¢â€š ¬Ã‚ ¦ [whereby]à ¢Ã¢â€š ¬Ã‚ ¦ the victim experiences anger, resentment, a sense of injustice and wrongful harm (Rousseau, 1989, p129). While psychological contract breach may not always lead to undesirable work-related attitudes, it is expected that employees who experience intensely negative feelings might take different measures against the organization they work for (Suazo et al., 2005). This is why in this paper we focus on the role of psychological contract violation as the mediator between psychological contract breach and employees work-related outcomes. But do all people have the same reactions to contract breach or could it be that there are individual differences in personality that lead some employees to react more strongly to psychological contract breach than others? Many authors have investigated the relationship between personality traits and job related outcomes (Judge, Heller and Mount, 2000; Tallman and Bruning, 2008), but there is little research on the relationship between personality and psychological contract breach and violation. Raja, Johns and Ntalianis (2004) is one of the few articles that report on the impact of personality on psychological contracts. These authors found that people high in neuroticism and low in conscientiousness are the ones that are more likely to perceive psychological contract breach. Moreover, the paper revealed that some personality traits moderated the relationship between psychological contract breach and violation. People high in neuroticism tended to perceive a stronger relationship between breach and violation than people high in locus of control. The main focus of this paper is to gain a better understanding of the psychological contract breach and violation relationship by analyzing whether this relationship is moderated by the Five-Factor model of personality (Goldberg, 1990).The study tries to fill in a gap in the existent psychological contract literature by examining the extent to which personality can explain changes in employees attitudes. Compared to other studies in the field, this study focuses on all five personality traits of the Five-Factor model of personality (Goldberg, 1990). This study is structured as follows: the next section describes the current state of the art with respect to psychological contract breach and violation; section three includes the research method and data collection; results will be discussed in section four and the main findings and implications for study and practice along with limitations and suggestions for future research in section five. Literature review and hypotheses The psychological contract As explained in the introduction, the term psychological contract is used to explain the relationship between an employee and an employer and the promises they have made to one another. Many researchers have explained the psychological contract in terms of social exchange theory. This theory (Blau, 1964; Robinson and Morrison, 1995) suggests that individuals enter relationships which consist not only of economic exchanges but also of more diffuse social obligations. These obligations change over time, but research has shown that individuals feel most comfortable when they are in a balanced exchange environment (Gouldner, 1960; Wayne, Shore and Liden, 1997), an environment where they feel that there is a fair equilibrium between what they offer the organization and what they receive in return. When the organization fails to fulfill its promises, employees might feel that there is inequality in the employment relationship (Lester, Turnley, Bloodgood and Bolino, 2003) and might as a result be inclined to take actions to rebalance their work situation, by for example reducing their contribution to the organization (Rousseau, 1995). Psychological contract breach and violation The psychological contract is a subjective perception, so the employee and the organization can possess radically different views of what are the obligations or promises that they have made to one another (Robinson and Rousseau, 1994). This is why often employees feel that their psychological contract has been breached and that the organization has failed in keeping its promises (Robinson and Rousseau, 1994). Although both the employee and the employer can feel that the contract has been breached by the other party, in this paper, as in many investigations on the psychological contract (cf. Zhao et al., 2007) the focus is on the perspective of the employee. In the early phases of research into the psychological contract there was not a very clear distinction between psychological contract breach and psychological contract violation and researchers used these terms interchangeably (Suazo, Turnley, Mai, 2005). In 1997, Robinson and Morrison made a clear distinction between the two. These authors defined psychological contract breach as a cognitive perception, while psychological contract violation was defined as the emotional or affective reaction that can sometimes arise from the perception of a breach of the psychological contract (Morrison and Robinson, 1997). Research has shown that not all breaches lead to emotional reactions on the part of employees (Morrison and Robinson, 1997; Turnley and Feldman, 1999a) because these emotional reactions can be influenced by different individual differences such as personality (Raja et al., 2004) or fairness perceptions (Morrison and Robbinson, 2000), but in those cases where emotional reaction do es occur the employee may have feelings of anger, injustice, resentment and distrust toward the organization that has not honored its promises (Raja, Johns and Ntalianis, 2004). Several studies have linked psychological contract breach to violation. Zhao, Wayne, Glibkowski, Bravo (2007) have summarized these studies and report a meta-analytic correlation of 0.52 (p In line with research findings and with social exchange theory, it is proposed here that psychological contract breach is positively related to psychological contract violation. Hypothesis 1: Psychological contract breach is positively related to psychological contract violation. Psychological contract breach and employees responses Previous studies have linked psychological contract breach to negative work outcomes (Robinson and Rousseau, 1994; Robinson and Morrison, 1995). When psychological contract breach occurs, employees start reducing their contribution to the organization as they feel that the organization has failed them (Robinson, 1996). Turnover intentions and counterproductive behaviors are employee possibilities of reducing their efforts and contributions towards the organization they work for. Zhao et al. (2007, p.651) define turnover intentions as the subjective probability that an individual will leave his or her organization within a certain period of time. The meta-analytic study shows that there is a positive correlation between psychological contract breach and turnover intentions (r=.42, p Hypothesis 2a: Psychological contract breach will be positively related to turnover intentions. Counterproductive behavior can be seen as destructive reactions toward an organization (Kickul, Neuman, Parker, Finkl, 2002). When employees feel that there psychological contract has been breached their level of commitment and trust in their organization decreases (Ball, Trevino, Sims, 1994) and they might react destructively toward the organization (Kickul et al., 2002). This reaction may be characterized by a set of different deliberate acts that harm the organization or even the organizations stakeholders such as clients, owners or supervisors (Spector and Fox, 2005). Counterproductive behavior is a very broad construct which contains behaviors ranging from theft or sabotage to violence against others (Gruys and Sackett, 2003). Each one of these actions create great problems to the organization and are also economic threats as organizations need to spend money to protect themselves against such actions (Bennett and Robinson, 2000). The employees counterproductive actions may even escalate until the level where they interfere with co-workers jobs or where they give a disrespectful treatment to their supervisors (KicKul et al., 2002). Bordia et al. (2008) found that the psychological contract breach was positively related to both minor offenses (ÃŽÂ ²=0.44,pË‚.001) and major offenses (ÃŽÂ ²=0.49, pË‚.001) of the employees at the work place. Following on their results, we propose that psychological contract breach will be positively related to the employees counterproductive behavior. Hypothesis 2b: Psychological contract breach will be positively related to counterproductive behavior. Psychological contract violation Prior to 1977, the terms psychological contract breach and psychological contract violation were used as synonyms, so much of the existent literature focused on the relationship between psychological contract breach and employees responses. Only after the paper of Robinson and Morrison (1997) the two became the separate concepts as we know them now. In this part of the paper we introduce psychological contract violation as a mediator of the relationship between psychological contract breach and employees reactions. As not all contract breaches results in feelings of violation and not all employees respond negatively to their psychological contract being breached (Morrison and Robinson, 1997; Rousseau 1995, Turnley et al., 2003) we believe that it would be interesting to test whether psychological contract violation could have a mediating effect on the psychological breach employees reactions relationship. One paper that focuses on the mediating role of psychological contract violation is the meta-analysis of Zhao et al. (2007). The authors use affective events theory to explain the relationship between psychological contract breach, affect (violation and mistrust), job attitudes and individual effectiveness. Following this theory, a negative event at the workplace causes negative emotional reactions, which in turn are taught to cause negative work attitudes (Bal et al., 2008). In their study, the authors find psychological contract breach to be a negative event leading to emotional reactions and job attitudes. The authors found that psychological contract violation fully mediated the relationship between psychological contract breach and job satisfaction, organizational commitment and intentions to quit. While psychological contract breach may not always lead to undesirable work-related attitudes, it is expected that employees who experience intensely negative feelings (psychological contract violation) will take some measures (such as leaving the organization or working less) against their organization (Suazo et al., 2005). Based on the affective events theory we expect that psychological contract violation will mediate the relationship between psychological contract breach and employee responses toward the organization they work for. Hypothesis 3a: Psychological contract violation will mediate the relationship between psychological contract breach and employees turnover intention. Hypothesis 3b: Psychological contract violation will mediate the relationship between psychological contract breach and employees counterproductive behavior. 2.5 The moderating role of personality Robinson and Morisson (2000) showed that attributions and fairness perceptions moderate the relationship between psychological contract breach and violation. The authors explain that when employees felt that they were treated unfair there was a stronger relationship between the breach of the psychological contract and an emotional reaction to it, so lower levels of fairness were predicting violation. Other papers suggested that organizational influences and also employees personal dispositions may be predictors of psychological contracts (Rousseau, 1995; 2001). But only little research has been conducted on the relationship between personality and psychological contract breach (Raja et al., 2004; Tallman and Bruning, 2008) even though there are a lot of papers that emphasize the importance of personality on work attitudes such as job performance or job satisfaction (Barrick and Mount, 19921; Judge and Bono, 2001). The focus of this study is to analyze whether personality might moderate the relationship between psychological contract breach and violation. We consider that personality could significantly influence this relationship because personality can explain how people differ in their social interactions, reaction to perceived injustice and attachment of importance to various extrinsic and intrinsic outcomes (Raja et al., 2004, p354). Zhao et al. (2007) also state that future research should focus on personality as a moderator when studying psychological contract breach and outcomes. The personality dimensions used in the paper are derived from the Five-Factor model of personality (Goldberg, 1990) and consists of 5 personality types: Extraversion, Neuroticism (Emotional Stability), Agreeableness, Conscientiousness and Openness to Experience. We chose this model of personality because it has been used in a variety of studies (Barrick and Mount, 1991; Judge, Heller and Mount 2002, Raja et al. , 2004) and have been related to numerous work attitudes and behaviors (Costa and McCrae, 1992). Raja et al. (2004) article is one of the very few studies that established a connection between personality and psychological contract breach. These authors studied only the effect of Neuroticism, Extraversion and Conscientiousness, because they were unable to establish a reliable level of measurement for the Agreeableness dimension and considered Openness to Experience to be a too controversial structure. Still, in a more recent study of Tallman and Bruning (2008) the authors were able to measure all of these personality dimensions with the help of the NEO Five-Factor Inventory questionnaire, so we decided to also focus on all five personality aspects and their relation to the psychological contract breach and violation. The authors (Raja et al., 2004) found that employees personalities are related to their contract choice, as people high in neuroticism will tend to choose transactional contracts, while people high in conscientiousness or extraversion prefer relational ones. Transactional contracts are characterized by short-term economically focused attitudes and relational ones by a set of long-term attitudes that include features like loyalty or security (Raja et al., 2004). The authors also found that people who were more sensitive to equity issues (equity sensitivity dimension) were more likely to feel negative emotional reaction when there psychological contract was breached, than people who were more internal (external locus of control dimension). Tallman and Bruning (2008) extended the study of Raja et al. (2004) and the research on the relationship between psychological contracts and personality, by studying the link between employees personality and their beliefs regarding the employees obligations and organizational behavior. The authors linked personality to nine employee psychological contract obligation dimensions: commitment to the organization, commitment to the job, stewardship behaviors, showing initiative, serving the needs of the organization, support in the job, growth, support as a person and existence and their results showed that employees personality explained the variance for 4 out of 9 dimensions. Even more, they found that each of the Five-Model Personality dimensions was related to at least one of the dimensions, indicating that using all the 5 personality types was important for the study. As research has showed personality is an important factor in employees beliefs regarding their psychological contract; this is why we believe that personality might moderate the relationship between psychological contract breach and violation, influencing the extent to which employees perceive there psychological contract being violated and not only breach. The next part of this chapter will be divided according to the Five-Factor Model: Extraversion (1), Neuroticism (Emotional Stability) (2), Conscientiousness (3), Agreeableness (4) and Openness to Experience (5). Extraversion (1) Extroverts are highly sociable, talkative, energetic, ambitious and assertive (Costa, McCrae, 1992). The assertiveness of extroverts is associated with a desire for increased status and salary (Cattell, 1981). Extraversion is associated with high job performance, job satisfaction and team performance (Judge and Ilies, 2002; Judge and Bono, 2000; Kickul and Wiesner, 1997). Previous studies have shown that there is a positive relationship between extraversion on the one hand and job satisfaction (Judge et al., 2002) and organizational commitment (Erdheim et al., 2006) on the other. Even though extroverts are seeking for monetary rewards they tend to form long-term relationships, because in these ones they can develop themselves and have better opportunities to gain a better status and a better income (Tallman and Bruning, 2008). Tallman and Bruning (2008) found that there was a positive correlation between the extroversion personality dimensions and the perceived obligation extrovert people felt organization towards them in fulfilling their growth needs (ÃŽÂ ² = .25, p Extroverts are high performers and they are committed to their organization (Tallman and Bruning, 2008), in addition they are assertive, so they will tend to stand up for their rights. Breaching the psychological contract of extroverted people will probably lead to stronger negative emotional feelings toward the organization they work for than when comparing to introverted people. This is why it is proposed here that extroverts will be more likely to react emotionally to their psychological contract being breached than non-extroverts. Hypothesis 4b: Extraversion moderates the relationship between psychological contract breach and psychological contract violation, so that the relationship between psychological contract breach and psychological contract violation is stronger for extroverts than for introverts. Neuroticism (2) People high in neuroticism are anxious and lack trust in people, and it is said that they are more prone to perceive failures in life (Judge, Higgins, Thoresen, Barick, 1999). They have a greater tendency to pay attention to the negative side of a situation than other people who have a more balanced view of things (Ho, Weingart, Rousseau, 2003). They are usually poor team performers and they fear change (Kichuk and Wiesner, 1997). Previous research has shown a negative relationship between neuroticism and job satisfaction (Judge et al., 2002). Other authors have linked neuroticism to a preference for transactional psychological contracts (Raja et al., 2004) because these contracts do not require much initiative or confidence (Raja et al., 2004). Tallman and Bruning (2008) showed that neuroticism is positively related to the organizations obligations to provide support for the employees and to stewardship behavior. Because people high in neuroticism are more worried and anxious we believe that their reaction to a psychological contract breach would be stronger than that of people emotionally stable. This is why we propose that people high in neuroticism will have stronger emotional reaction and will tend to perceive their psychological contract as being violated. Hypothesis 4a: Neuroticism moderates the relationship between psychological contract breach and psychological contract violation, so that this relationship is stronger for people high in neuroticism than for those low in neuroticism. Conscientiousness (3) Conscientiousness is related to an individuals degree of self-control, need for achievement, order and also persistence (Costa, McRae Dye, 1991). Conscientious people tend to be more concerned with tasks accomplishment than with the task rewards (Stewart, 1996) and are interested in forming long-term employment exchange relationships (Zhao and Chen, 2008). Research has shown that there is a positive relationship between conscientiousness and work-related outcomes such as job satisfaction (Judge et al., 2002) or commitment (Erdheim, 2006). Orvis et al. (2008) tested the hypothesis that conscientiousness moderates the relationship between psychological contract breach and work outcomes. In their study, the authors showed that lower levels of conscientiousness led to a higher level of perceived psychological contract breach and lower levels of job satisfaction, organization loyalty and higher levels of intentions to quit. Raja et al. (2004) also found that there is a strong relation between conscientiousness and psychological contract breach: people with higher levels of conscientiousness perceived lower levels of psychological contract breach. Thus, it is expected here that it is unlikely that conscientious people will feel that their psychological contract has been violated upon perceiving a breach of their psychological contracts. Hypothesis 4c: Conscientiousness moderates the relationship between psychological contract breach and violation, so that the relationship between psychological contract breach and psychological contract violation is stronger for people low in conscientiousness than for those high in conscientiousness. Agreeableness (4) The agreeableness personality dimension refers to a persons preferences for interpersonal interactions that can range from compassion to antagonism (Costa McCrae, 1992). One of the few papers that investigated the relationship between agreeableness and psychological contract breach and work-related outcomes is the paper by Tallman and Bruning (2008). In their research, the authors show that there is a positive correlation between the agreeableness personality dimension and that perceived obligation agreeable people feel their organization has in supporting its employees (ÃŽÂ ²=.20, p Agreeable people value their interpersonal relationships and are characterized as being very interested in maintaining positive relations with the people that surround them (Ho, Weingart, Rousseau, 2003). The fact that agreeable people are more prone to maintaining long-term and pleasant relationship with others might have an effect on their perception of their psychological contract being breached. Because the psychological contract is an agreement made between two parties and involves an interpersonal element, agreeable people might be more tolerant and forgiving so it might make agreeable people feel fewer negative emotional reactions to breach than other personality types. Hypothesis 4b: Agreeableness moderates the relationship between psychological contract breach and violation, so that this relationship is stronger for people low in agreeableness than for those high in agreeableness. Openness to Experience (5) Openness to Experience represents open-minded individuals, who are imaginative, inventive, creative, curious and unconventional (Costa and McCrae, 1992). Open people have a high need for autonomy and tend to be creative and adaptive to change (Costa and Mcrae, 1992). Furthermore, open employees are less likely to feel that they must serve the organization or their managers and will look for organizations that will allow them enough freedom to try new ideas and approaches in their activities (Tallman and Bruning, 2008). Because open employees will look for interesting and challenging jobs, we would consider that they will also seek an organization that supports their decisions and that allows them to grow and satisfy their needs (Tallman and Bruning, 2008). This is why we expect that they might feel strong negative emotions when their freedom is limited or when they dont feel their organizations support. Hypothesis 4e: Openness to experience moderates the relationship between psychological contract breach and violation, so that this relationship is stronger for people high in openness than for those low in openness. Research model In the previous sections four sets of hypothesis were established. As shown in the figure, the principal relation in the paper is the one between psychological contract breach, violation and employees responses (turnover intentions, counterproductive behavior), while personality traits are hypothesized to moderate the relationship between breach and violation. Figure 1. Research model 3. Method 3.1 Sample The study was conducted in the Netherlands and used 3 data sources: full-time or part-time employees in the Netherlands, their supervisors and one of their friends. The questions related to psychological contract breach, psychological contract violation and turnover intentions were answered by the respondent, the questions regarding counterproductive behavior were answered by the respondents supervisor and personality was assessed by obtaining ratings from the respondents friend. We consider that the employee is the best source of information when considering psychological contract breach or violation as he is the only person who knows exactly what were his expectations and beliefs regarding his psychological contract. For the turnover intentions we use the employee as a respondent for similar reasons: he is the only one who can tell about his thoughts on leaving the company he works for. In what concerns the measurement of counterproductive behavior we expect that employees will be more reluctant to state the situations were they were acting accordingly, so we consider that their direct supervisor will give more objective responses. Supervisors ratings were previously used to assess counterproductive behaviors in Bordia et al. (2008) or anticitizenship behaviors in Kickul et al. (2001). We also ask one of the respondents friends to fill in the personality survey because employees might distort their personality scores (Rosse, Stecher, Miller and Levin, 1998) and answer the questions the way they think that they should be answered (Mahar, Cologne and Duck, 1995). The respondents were approached through a press release and invitation which were available to them through different websites like: à ¢Ã¢â€š ¬Ã‚ ¦ The total number of questionnaires spread among the employees was à ¢Ã¢â€š ¬Ã‚ ¦ from these, only a number à ¢Ã¢â€š ¬Ã‚ ¦ participants responded. à ¢Ã¢â€š ¬Ã‚ ¦. In the beginning the employees were sent an email with the link for completing the survey and after 1 week they also received a reminder. The supervisors and friends were approached through the employee, who received a separate link to forward to its supervisor and friend so that they could participate at the survey. X% of employees were male, X% were female, Y% completed their university education, Y% their secondary education programThe average age of respondents was from à ¢Ã¢â€š ¬Ã‚ ¦ to à ¢Ã¢â€š ¬Ã‚ ¦, X% of them were working X hours a week, Y% of them were working Y hours a weekà ¢Ã¢â€š ¬Ã‚ ¦ X% of employees reported an organizational tenure of X%, Y% of employees reported an organizational tenure of Y yearsà ¢Ã¢â€š ¬Ã‚ ¦ Y% of the supervisors were male and Y% were female, Y% completed their university education, Y% their secondary education program The age of ranged from supervisors was from à ¢Ã¢â€š ¬Ã‚ ¦ to à ¢Ã¢â€š ¬Ã‚ ¦, X% of them were working X hours a week, Y% of them were working Y hours a weekà ¢Ã¢â€š ¬Ã‚ ¦ The average organizational tenure of supervisors was T%. The frequency of contact between the supervisor and employee was for X% daily, for Y% weeklyà ¢Ã¢â€š ¬Ã‚ ¦ Z% of the friends were male, Z% were female. Their age range was from X to Y years, X completed their university education, Y% their secondary education program. 3.2 Measurement of variables Control variables The results of this study were controlled for the effects of: gender, age and organizational tenure. Gender was controlled for because employees might be evaluated differently according to gender (Turnley, Bolino, Lester and Bloodgood, 2003). Age was controlled for because age could affect work behavior or could also influence the kind of job people choose and finally, organizational tenure was necessary as a control variable because the length of employment might be related to the number of psychological contracts breaches an employee might experience (Turnley at al., 2003). Psychological contract breach The scale of Robinson and Morrison (2000) was used to assess psychological contract breach (Cronbachs ÃŽÂ ± = .92). The scale consisted of five items that assessed the employees perception of psychological contract breach. An example item is: I feel that my employer has come through in fulfilling the promises made to me when I was hired. Thr

Warfare Technology :: essays research papers fc

In today’s world war plays a very important role in people’s lives. Some of these wars date as far back as the Roman Empire and Alexander the Great, while others are just being born and brought to the doorstep of the world. In 1939 this world was introduced to World War II. Although this war was based in Europe, it would touch the lives of people in every continent across the world, and have a massive impact on governments and civilians alike. It was also during this time that many advancements were emerging into the world. The United States of America made many technological advancements to their weaponry, armed forces, and the types of warfare crucial to the allied victory in World War II.   Ã‚  Ã‚  Ã‚  Ã‚  The advancements to weaponry in America during the 1930’s to 1940’s greatly influenced the tides of battle for the allies. The firearms of the time were becoming faster, increased accuracy, and more lethal. The M-1 Carbine was the standard semi-automatic rifle for all American troops and was later fitted to be fully automatic. The bazooka, invented in 1941 by American scientists, was first used in the invasion of North Africa in war and proved to be excellent anti-tank warfare. It was also during this time that bullets were upgraded from the pinfire type to the rimfire type. The rimfire type proved to be more precise and damaging because of its finer texture and cartridge case. Miscellaneous advancements include chemical agent weapons (i.e. nerve gas, mustard gas), flame-throwers, improved hand grenades, and other minor adjustments to firearms in general. The Americans during World War II also improved upon vehicles. On land the use of M-60 and M-1 m ain battle tanks were common. These tanks were often outfitted with a 105-mm gun, a 120-mm gun, or two to four 0.50 caliber machine guns. Also, the use of assault vehicles, armored transports, and tracked vehicles became more involved as technology grew. In the air many advancements were made as well. â€Å"The United States Airforce grew to its top strength during World War II† (World War II 10). Aircraft used by the Americans include the P-51 Mustang long-range fighter, bombers such as the B-17, B-24 Liberator, the B-25, and the B-29 (Enola Gay). It was these aircraft that coordinated air attacks, firebombing, the atomic bombing, and ground support that was crucial in gaining the upperhand. The sea was also the target of advancements.

Is Texting Language Really Appreciated? Essay

In Texting: Why All the Fuss? By David Crystal, a chapter from Txting: The Gr8 Db8, he mentions, â€Å"Texting is just another variety of language, which has arisen as a result of a particular technology.† In the excerpt Crystal talks about the drawbacks and benefits of texting. His main focus in the text is how texting has influenced grammar in teenagers. But, are the teenagers really the only ones to blame in this situation? Is it the parents? Or maybe the teachers? Overall, everyone is at fault to the drawbacks, but the teenagers are responsible for the evolution of communication. Just because teenagers use abbreviations, or texting â€Å"language† does not make them illiterate, it is a type of language whose flexibility and convenience needs to be appreciated. Crystal claims how texting has arisen in the technological world by showing how people use their phone frequently. The text mentions how Jan Van den Bulck, from Catholic University of Leuven says, â€Å"Among 16-year olds, the interference was greater: 20.8 percent were woken up at least once a week with their phones.† Also the chapter stated, â€Å"Half the employees said that they always respond immediately to a message.† Texting problems have also carried over into the outside world. Crystal stated, â€Å"Most employees reporting that they checked work-related text messages and emails even when at home or on holiday.† In the excerpt Crystal lists obvious benefits and drawbacks from the over-usage of cellphones and texting. He notes, â€Å"I believe any form of writing exercise is good for you.† David Crystal is saying, that even though cellphone users to use proper texting etiquette, any form of writing can only benefit you. â€Å"Another study concluded that texting actually helps the development on communication skills such as the ability to summarize and  express oneself concisely,† quoted from David Crystal. Crystal also mentioned from the same study, â€Å"Texting motivates people to sharpen their diplomatic skills, for, as with all written activity, it allows more time to formulate thoughts and express them carefully.† There are not only benefits from texting; there are plenty of drawbacks involving distracting users, and health issues. Texting has caused issues with time management, loss of sleep, and addiction. As mentioned, before a significant amount of teenagers a re being woken up in the middle of the night by their cellphones going off. Ironically, there is a medical term for a text messaging injury known as â€Å"TMI†. TMI is also an abbreviation for â€Å"too much information,† which is commonly as texting dialect. In the text Crystal does mention, â€Å"Every time I talk to groups of teachers and examiners, I ask them whether they have encountered anything remotely similar. None of them ever has.† Crystal is referring to children and teenagers using â€Å"text language† in their schoolwork and essays. Crystal reports, â€Å"The concern over texting lingo has been greatly exaggerated; he s that on average, less than 10 percent of words in text messages are abbreviated.† Personally, I am not a huge texting person. I’d rather have a face-to-face conversation; but I’m not going to sit here and say that I don’t text. If it’s just a casual conversation, I don’t mind texting but if it were an argument I’d rather have it be in person. Yelling at someone is easier than to take my anger out the keyboard on my phone. My experiences with t exting and using my cellphone somewhat relate to the point David Crystal was trying to make. I do get rarely woken up by texts, I text while I am at work, but I do not use text language. Newer phones have autocorrect in their system, which means if you misspell a word the phone will fix the spelling error, as you are texting a message. It’s quite relevant, and more people should turn that on, especially from seeing the statistics from David Crystal’s chapter. I’ve been texting for about 10 years now, and it has not really changed my grammar if anything it has benefited it. When I was 10 I used text language and abbreviations, but that is because I didn’t really know what â€Å"proper grammar† was at that point. I have been disrupted from my daily schedule with my phone going off from time to time. Seeing how I am nine hours away from home, and my dad lives in Germany. I do get a lot of texts and calls when I am busy in class, or doing homework. Honestly, I don’t expect anything different; we’re all on  different time schedules. Sleeping has not really been much a problem for me; I do sleep with my phone in my bed because it is my alarm clock in the morning. Keeping my phone in my bed has not been much of an issue for me. I make sure to keep my phone on silent so I don’t get disrupted. Texting has not really made me feel safe. I have been in two different car accidents, and the driver has been texting while driving. I have absolutely no respect for anyone who chooses to text and drive; it’s not just for your safety. I have absolutely no service anywhere I go, so if something bad were to happen I more then likely wouldn’t be able to call for help. Addiction to phones is possible; Crystal mentions how, â€Å"Priory clinics were reporting a sharp rise in â€Å"technology addiction.† I can proudly say, I am not addicted to my cell phone or texting; it’s more of a luxury rather than a necessity. The issues with texting will constantly be an argument, no matter what age, or what profession is speaking their opinion. Crystal proves remarkable points, but there are ways to make an argument supporting the other side. I believe that David Crystals article was more informing than David Carr’s, â€Å"Keep Your Thumbs Still When I’m Talking To You.† Crystal shows downfalls and benefits on both sides to the debate of texting, and provides specific statistics, and quotes from other sources. Texting is just another variety of language, which has arisen as a result of a particular technology, but it is a type of language whose flexibility and convenience needs to be appreciated. Work Cited Crystal, David. â€Å"Texting: Why All the Fuss?† From Txting: The Gr8 Db8. Oxford: Oxford UP, 2008. Rpt. in Language Awareness. Paul Escholz, Alfred Rosa, and Virginia Clark, eds. Boston: Bedford/ St. Martins, 2013. 359-73. Print.

Smoking Ban

The Smoking Ban Brandon Samuel January 24, 2013 The Smoking Ban Smoking is a popular pass time. At the same time, it also threatens the lives of millions of people, smoker and non-smokers alike. Smoking kills more people each year than any other disease. Smoking kills 2 out 10 people each year in developed countries. (PAHO, 2007) Secondhand smoke puts non-smokers at similar risk to that of smokers. Retrospectively non-smokers feel their rights are being violated. Smokers want to have a choice to smoke where they want.Smokers claim smoking is a legal act so why ban it? Forty Six million smokers make their own health decisions to smoke. However, the Environmental Protection agency drafted a report, in May of 1992, stating that second hand smoke is a carcinogen. Every state in America should address this problem on a national level and local level. Smoking should be banned from all public facilities. Several states have passed smoking laws making it illegal to smoke in any public facili ty. In California, it's illegal to smoke in a car with children under the age of 18 aboard.Other states such as Maine, Louisiana, Puerto Rico, and Arkansas have similar car smoking laws- with different ages that apply. Many variations of policies have been set locally to support a nationwide movement to have smoke free laws in every state. Among these states Michigan is also among these states jumping on board for smoke free environments. The clean air act was established to protect citizens against harmful effects of smoking or second hand smoke. There are currently 13 states that have no statewide ban and simply rely on the clean air act to restrict smoking.These laws of the clean air act are very broad and may restrict per county but it is up to the state to apply specifics to their area. As Smoking has been a habit of choice for many Americans, laws and policies are set in place to protect those who wish not to be affected by second hand smoke. Michigan has been among many state s adapting to the change. Jennifer Granholm signed a bill on December 18, 2009 which was put into place on May 1, 2010 where all public areas including workplaces, restaurants, and bars ill be smoke free. The policy also states, unlike California and other states that you may not smoke on any patio of these establishments as well. Opinions of others feel that this is quite harsh as people feel they should be able to smoke outside on a patio at the establishment. The bill defines and explains all appropriate measures which must be taken in order to uphold the law. The sections describe actions for company owners to prohibit smoking in these areas and to also post signs around the establishment. (Mulder, 2010)There are two exceptions to the smoking ban which includes cigar bars and tobacco specialty stores. Both of these businesses must file an affidavit with the department and await approval. The bill is very specific about what is allowed and what not allowed for these establishment s is. For example, you may not smoke cigarettes in the cigar bar, only cigars. The second exception to the policy is casinos. If the casino was established before the bill was called into action then patrons may smoke in the facility. However, casinos that are established after May, 1, 2010 must be smoke free.Penalties of this bill are determined to be no more than 100 for the first offense and no more than 500 for the second offense. Food establishments that do not permit smoking as according to the law may not discriminate against employees who do smoke. (Mulder, 2010) Below are a list of state and local laws that pertain to the United States and the participation of this policy. †¢ Across the United States, 21,884 municipalities are covered by a 100% smoke free provision in non-hospitality workplaces, and/or restaurants, and/or bars, by either a state, commonwealth, territorial, or local law, representing 79. % of the US population. †¢ 39 states and the District of Colu mbia have local laws in effect that requires non-hospitality workplaces and/or restaurants and/or bars to be 100% smoke free. There are 2,140 states, commonwealths, territories, cities, and counties with a law that restricts smoking in one or more outdoor areas, including 1,056 that restrict smoking near entrances, windows, and ventilation systems of enclosed places; 1,497 that restrict smoking in public outdoor places such as parks and beaches; 253 that prohibit smoking in all outdoor stadiums and other sports and entertainment enues, and 361 that restrict smoking in some areas within outdoor stadiums and other sports and entertainment venues. (ANRF, 2012) †¢ Smoking is a habit that many people engage in throughout America. It can also be thought of as a social activity, and many people who do not smoke normally will smoke especially when they go to bars, restaurants, and casinos. At the same time, smoking is a great health risk, which endangers not only the user, but also eve ryone who is in the same area as the user.In this context, this paper will examine the pros and cons of banning smoking in bars and restaurants and will provide an ethical solution to this debatable issue. Looking at ethical solutions to this problem depends on how you view the issue at hand. Quit smoking in enclosed spaces or continue the way we have always done things. What about giving people the choice not to be engulfed by SHS? Does the smoker’s right to smoke trump the right to not smoke or be affected by SHS? If no, then set rules and regulations. Those who don’t follow will have consequences.Clarks article states that an amazing 88% of Americans feel that smoking is annoying. Too much surprise, most smokers support a smoking ban as well. We could cater to the 88% and develop solutions to these problems such as; make it illegal to smoke in any public facility. Another solution would be to install advanced air filtering systems to enable smokers to continue to sm oke indoors as long – as the filtering systems prove to be efficient. This may be the key to help the smokers, less likely to feel isolated and attacked.Another possible solution would be to spend money on outdoor areas (patios) where customers may eat or socialize outside together. This would actually draw non-smokers and smokers together in an environment where they could mingle together without feeling like they are being harmed physically or emotionally. If your business was located in a cold area, the owners could also install outdoors heaters to allow year round patios. To clarify misconceptions even further, the Journal of American Physicians and Surgeons, written by Michael L.Marlow, reports that the best evidence reported that smoking bans put into place does not pose an economical threat to the any business. (Marlow, 2009) In addition to public smoking remedies, there should be a smoking ban in any vehicle that transports a child under the age of 18 years old. By ma king the age 18, there is no question of rights that are infringed. You have to be 18 to buy and smoke cigarettes, so lets keep it consistent and simple. Given scientific information on the effects of smoking a non-objectivist would agree that sometimes simplicity is the key. Waller, 2008, p. 175) As stated previously smoking is a greater cause of death and disability than any single disease, says the World Health Organization. According to their figures, it is responsible for approximately 3. 5 million deaths worldwide every year – or about 7% of all deaths. (BBC News: Smoking) Moreover, the World Health Organization says that by 2020 17. 7 percent of all deaths in developed countries will be the result of smoking (BBC News: Smoking). This means that out of every 10 people who die roughly two people die because of smoking.The WHO is currently working on a global level to achieve 100 % smoke free environment in any enclosed space. This is to include airlines, schools, workpla ce, health facilities, bars, restaurants, and all public facilities. This global organization recognizes the dangers that come from smoking and also would like to help educate our youth on the effects of smoking. This type of action would focus on preventative measures to lower the percentages of smokers in the years to come. WHO, 1999) There was also a recent study done by the United States Societies actuary and it reported that a combination of direct and indirect medical costs estimated about 10 billion dollars in health care costs associated with smoking. To sup port this estimate, the Occupational Safety and Health Administration reported that a clean air act would save US employers 15 billion dollars annually and the workforce productivity would raise about 3. 5 %. (PAHO, 2007) To begin, the argument for allowing smoking in bars and restaurants is that many people go to bars and restaurants to relax and socialize.Historically, smoking has been a part of these activities, espec ially drinking and socializing in bars, pubs and nightclubs. Charles Clark writes in his article about the desperate attempts to cut down smoking in public facilities. Politicians, administrators, and supervisors are looking for policies that they can move forward with- in order to â€Å"crackdown on smoking†. Clark notes that since the smoking ban issue has been pushed so heavily and been in the forefront of everyone’s minds, smokers have been feeling publicly humiliated, vilified, and ridiculed. Clark, 1992) The ban of smoking could, in this context, jeopardize businesses by forcing businesses to ban activities in which their customers engage. This economic factor is potentially problematic, since it is often a good thing for businesses to further profits by catering to the wishes and desires of the customer. Secondly, bars are places where everyone knows that people smoke and so they enter into this environment of their own free will. Thus, smoking in this case is n ot a malicious activity, since everyone freely chooses to visit a place that allows smoking.Thirdly, it is potentially problematic to dissuade what is often considered a social activity in a social environment. In the context of the pros to banning smoking in bars and restaurant, these cons to banning smoking in a bars and restaurants hold up different viewpoints. First of all, smoking is a serious health risk both to all customers and the people who serve them. Studies have also proven that the smoking bans have not affected the businesses that are on board. In fact, it has increased business and people are generally supporting the change. PAHO, 2007) This also brings up another issue of whether or not to ban smoking in every workplace establishment and vehicles with children as well. Overall, according to the World Health Organization, smoking kills and disables more people worldwide than any other disease. This means that smoking, which is a chosen habit, kills more people than s erious worldwide disease such as AIDS. Tynan’s article reports that the American Nonsmokers ‘ Rights Foundation estimated 33% of US residents live in areas where smoking bans have already been set in place. Tynan, Babb,  , 2008,  May). When looking at the smoking ban we can include the smoking ban to incorporate all public facilities, transportation (airplanes, trains, buses), and also vehicles with children aboard. Right now children are suffering from second hand smoke. In many states it is still legal to smoke in your car with children. But what isn’t exploited is that the World Health Organization reports that 700 million children are exposed to second hand smoke. SHS exposure causes upper respiratory infections and increases the chance of asthma. PAHO, 2007) Shouldn’t America fight for protecting adult non-smokers, but also the children too? In regards to SHS in the workplace The Employee Relations Law Journal (2006) Tomkowicz and Lessack make cla ims that workers who smoke, take longer and more frequent breaks. In addition, to longer breaks there is a rise in the cost of health care, which is more expensive for everyone because of smoking and its many effects. The World Health organization supports this claim as well, adding that economically the businesses are at higher risk for fire, more expensive cleaning fees, and higher insurance premiums. PAHO, 2007) Non-smokers feel the smoking ban has a positive impact on the health of everyone, so let’s continue the progression and move forward with a nationwide ban. These reasons alone should show that public establishments and society should support a clean air act. A habit, which kills and injures so many people worldwide and in the US, is hard to embrace. In a larger respect, one could argue that, considering these facts, it is the duty of our United States government to protect people when they go to public places from the awful effects of smoking.The biggest reason, mo reover, that smoking should be banned from restaurants, bars, public places, and transportation is that we need to find a way to protect the rights of individuals asking for a choice to stay healthy. Why should smokers infringe their choice on others? It would be safe to say that the opposing views of the smoking bans derive from a universal ethical egoism viewpoint where as Bruce Waller’s text Consider Ethics (2008) describes ethical egoism as everybody does what benefits them, not considering others views or values. Waller, 2008, p. 87) Although ethical egoism deserves consideration society should also consider utilitarianism as another ethical viewpoint. Although these negative myths about the smoking ban can be refuted, and smokers understand consequences of smoking tot heir own health, smokers have to also calculate the consequences to non-smokers as well. Assuming the United States Government fights these battles locally, nationally, and statewide, many of the Americans will continue to decline in health and continue to die each year from tobacco and SHS.If society looks at second hand smoke in an ethical manner they could see that SHS is detrimental to ones health and we have a moral obligation to our fellow humans to not impose serious health risks upon others. Another aspect to point out is that most of America does not smoke. There are more non smoker s that there are smokers. Also smokers generally want to quit but still smoke because of nicotine addition. A lot of smokers support a clean air act. There are several myths that are brought about from the tobacco industry.Cleary looking at the difference between right and wrong is this case is key. People should have the right NOT to smoke, even passively. Simply, have rules and regulations on where smokers can and cannot smoke. Based on scientific knowledge, many Americans and organizations that support the smoking ban has begun to campaign against second hand smoke. If the smoking ban does not progress, we may see backlash of an angry population. We could also see US studies providing that second hand smoke increases the number of people with lung cancer and heart disease.People who are addicted to smoking should be treated with compassion in order to help their habit. However, they should not be permitted to harm others by chemical means. If America cannot agree to enforce public smoking laws, then we will continue to see declines in smoker’s health including cancer and fatal deaths resulting from a carcinogenic agent, such as cigarette smoke. In regards to smoking in the workforce, employees who are continually and routinely exposed to a lot of second-hand smoke may end up walking away from their jobs, due to the health risks.In this respect, non-smokers can be subjected to the same ailments and risks that smokers are subject to. This fact in itself makes it plainly evident that smokers endanger others by smoking, and that in view of public health, the governmen t must pass laws which protect its citizens from health hazards, especially ones which kill more people so violently. Conclusion To conclude, the arguments for allowing smoking in bars and restaurants rest on the assumptions of the past, that smoking is a social activity and should be allowed in public places.But since that time in the early 20th century when smoking was much more prevalent among adults, medicine has discovered absolutely that smoking greatly jeopardizes the life and quality of life of millions of people, smokers and non-smokers exposed to secondhand smoke alike. M. Tynan says that the 2006 Surgeons General’s Report concluded that SHS causes premature death and disease in young children and nonsmoking adults. This means that the government must enact changes in the law to reflect this scientific knowledge.Overall, however, when weighing both the pros and cons, it becomes very evident that smoking is too harmful to people’s health and must be publicly c ensured as much as possible. Given all these factors of smoking the US government should provide a universal ban for smoking in public facilities. With the exception of those establishments who provide an area, which is sealed off, and the air current is ventilated away from the general public. Only then would a bar or restaurant owner be able to allow smoking in this space.Millions of Americans chooses not to smoke. However, they are not given the chance to get away from second hand smoke. In most states it is still legal to smoke in restaurants, bars, casinos, and public facilities. Why is the law taking their right away to be healthy, but yet not taking the right away from smokers all the while letting them blow smoke in their way? What is more important the right to smoke or your right to good health? References ANRF. (2012, January 02). Overview list – how many smoke free laws?.Retrieved from http://www. no-smoke. org/pdf/mediaordlist. pdf Clark, Charles. (1992). Are ban s on tobacco use unfair to smokers? Crackdown on smoking, 2(45), Retrieved from http://library. cqpress. com. ezproxy. falcon. edu/cqresearcher/document. php? id=cqresrre1992120400=hitlist=0 doi: cqresrre1992120400 Marlow, Michael L. (Summer 2009). Epidemiologic and economic research, and the question of smoking bans. (Essay). Journal of American Physicians and Surgeons  14. 2  :  58(3). Health Reference Center Academic.Gale. Baker College. 23 Oct. 2009   . Gale Document Number:A201551415 Mulder, M. (2010, February 04). Michigan smoking ban exemptions and enforcement. Retrieved from http://www. michiganpolicy. com/index. php? option=com_content=article=693:michigan-smoking-ban-exemptions-and-enforcement=43:health-care-policy-briefs=159 Pan American Health Organization, PAHO (2007, May 23). Smoke free inside. Retrieved from http://www. paho. org/english/ad/sde/ra/Engbrochure. pdf Slovak, Lila E. (Fall 2007).Smoke screens: why state laws making it a crime to smoke in cars cont aining children are a bad idea. Family Law Quarterly  41. 3  :  601(21). Health Reference Center Academic. Gale. Baker College. 23 Oct. 2009   . Gale Document Number:A175284505 Tomkowicz, Sandra M. ,  and  Susan K. Lessack. (Winter 2006). Where there's smoke: employer policies on smoking. Employee Relations Law Journal  32. 3:  48(18). Health Reference Center Academic. Gale. Baker College. 23 Oct. 2009 Gale Document Number:A156054991. Tynan,  M. ,  Babb,  S. ,  &  MacNeil,  A.. (2008,  May).State Smoking Restrictions for Private-Sector Worksites, Restaurants, and Bars – United States, 2004 and 2007. MMWR. Morbidity and Mortality Weekly Report,  57(20),  549-552. Retrieved October 23, 2009, from ProQuest Nursing & Allied Health Source. (Document ID:  1500262111). Waller, N. B. (2008). Consider Ethics: Theory, Readings, and Contemporary Issues (2nd ed. ). Pearson Education, Inc. World Health Organization, WHO, (1999, August 6). Action plan on tobacco or health. Retrieved from http://www. wpro. who. int/NR/rdonlyres/1167BB28-E2D2-4C61-A5CB-234BD303C3BC/0/RC5011. pdf

Honesty and Justice in the Criminal Justice System Essay

Honesty and Justice are words that describe integrity and character of an individual. â€Å"The word Honesty, by its virtue, describes an individual or an entity that doesn’t lie, cheat, steal, or abuse to get ahead for personal or professional gain† (http://www.freeessays123.com/essay24727/honesty-versus-justice-and-due-process-versus-crime-control.html ). When an individual is honest, they stand for what is right and look for a positive outcome. â€Å"Justice is the entity that we depend on as a country and a community, to distinguish between right and wrong, good and evil, legal and illegal† (http://www.freeessays123.com/essay24727/honesty-versus-justice-and-due-process-versus-crime-control.html). Justice is what we depend on to keep us safe from harm to live a better life. In the criminal justice system, there are many ethical issues involved in honesty and justice. Sometimes justice isn’t so honest and individuals make certain decisions that are not e thical, which causes issues and problems for many people. For example, lawyers lie or stretch the truth many times to plea their defendants’ cases by redirecting the focus point on what the prosecution is trying to prove. The reason for the lawyer lying is not to hurt someone else, rather to try to help their defendant not go to jail. I do not agree that this is right because I believe the defendant should pay for the crime they committed. This is where justice and ethics should be presented for the plaintiff. This can be defined as â€Å"pursuing the client’s rights, but not the client’s interests, if those interests are incompatible with the â€Å"truth† (https://litigation-essentials.lexisnexis.com/webcd/appaction=DocumentDispla  y&crawlid=1&doctype=cite&docid=27+Hofstra+L.+Rev.+13&srctype=smi&srcid=3B15&key=194a3f1cb6096596bc374c883c6c206c). â€Å"Integrity and Honesty Integrity can be defined as â€Å"an uncompromising adherence to a code of moral, artistic or other values, utter sincerity, honesty and candor, avoidance of deception, expediency, artificiality or shallowness of any kind† ( http://www.cheathouse.com/essay/importance-integrity-and-honesty-criminal-justice-field#ixzz0jcuzLMOj). This basically means to do what is right at all times regardless of who is watching. We cannot assure that all individuals in the legal system will use integrity and moral values when doing their jobs, but our legal system educates and trains these people to base their work ethics on this type of system. I believe that every case is different and we cannot assure that honesty is maintained and still do justice. For example, every police officer is different and you have those that lie to help catch criminals and those bad cops that lie and use their authority in a negative manner. There will be police officers who go undercover and sell drugs to catch big time drug dealers, and therefore this type of lying is positive because it is for the good of our streets. It is best to be in the situation up close and personal because you can see how the offenders operate and it is easier to catch them. Then you have those officers who use their authority is a negative manner and they do not use ethics in the decisions they make. These kinds of cops are the reason as to why all police officers do not have the best name. It is hard to trust all of them, when they are supposed to be the people who are to protect us. I do not think that justice can be accomplished while maintaining honesty because you must think like a criminal in order to catch a criminal. Criminals will think of every way to commit a crime and get away with it, so the police must be on top of this state of mind to be able to build a case and apprehend these criminals. Coming up with effective strategies to fight crime has always been a debate.

Explain the four major cultural dimensions identified by hofsted Research Paper

Explain the four major cultural dimensions identified by hofsted - Research Paper Example The four dimensions will be focused upon with respect to USA and other three countries from Europe, Asia and Latin America. Determining a culture of any given country is essential for any business. International business depends upon cultures of different countries in designing their policies; barriers within these cultures are worked upon in an effort to formulate a harmonized culture. In profiling countries based on Hofstede’s cultural dimension, the research will focus on data and indexes provide for in the Hofstede Centre website. Each country will be profiled based on given scores. The score will be done on three countries. These countries are the USA, Mexico, Japan and Germany. The scores will be used to identify suitable environments for setting up a business. The barriers from the chosen country will be focused upon thus allowing an analysis of these barriers and identifying models that will overcome the barriers. The four countries where identified due to their uniqueness in terms of geographical location, government policies and cultural differences. Recommendations will be made based on the suitable country to set up a business (The Hofstede Centre, 2010). The United States of America has a higher score in individualism compared to other cultural dimensions. Individualism had a score of 91, power distance had a score of 40, and masculinity scored 62 while Uncertainty avoidance scored 46. In the case of Mexico, uncertainty avoidance scored highly compared to other dimensions. Individualism scored lowly compared to the three dimensions (The Hofstede Centre, 2010). The scores for this country where; individualism at 30, masculinity at 69, uncertainty avoidance at 82 while Power distance at 81. Japan on the other hand had a high score on Masculinity at 95 and a lower score of 46 on individualism. Power Distance scored an average score of 54 while Uncertainty had an averagely high score of 92. In Germany,