About and for the death penalty Essay Example for Free

About and for the death penalty Essay The idea of your life for a life; the vast majority of our population is in favor of the death penalty. For thousands of years it has been used as a punishment for crimes. Through government for crimes against the State to churches for crimes against their religions, Impositions of the death penalty is extraordinarily rare. Since 1967 there has been one execution for every 1600 murders or 0.06%. There have been approximately 560,000 murders and 358 executions from 1967-1996. (UCR) As we continue the war on crime, two factors stand out: Ending all crime is impossible but controlling it is a must. Regardless of the voices of the Anti-Death Penalty Movement, the only control is deterrence, the only deterrence is control. With all the statistics on deterrence, economic ramifications and secure limitation on allowed appeals. The death penalty should remain the United States primary weapon against capital crime. Is the death penalty a successful deterrent and does it save the lives of innocent citizens? A question raised and argued for years in the past and still in the spotlight. For justice to be deterring, the severity of the punishment must outweigh the crime. With life in prison without the possibility of parole an inmate has no care if he kills again. This is very evident considering, at the roughly 52,000 state prison inmates serving time for murder in 1984, an estimated 810 had previously been convicted of murder and had killed 821 persons and following their previous murder convictions. Executing each of these inmates would have saved 821 lives. (41, 1 Stanford Law Review, 11/88, Pd 153) We can then look at the number of convicted murderers that are either released too soon due to cases being overturned based on past conviction. New laws brought on by judicial decisions in other cases or even escape. Its not the executions that reduce murder rates but the reduction of the number of murders. See more: Unemployment problems and solutions essay Many other factors are argued about the death penalty including but not limited to the cost of life without parole LOWP vs. the death penalty. Opponents present, as facts, that the death penalty is so expensive (at least $2 million per case), that we must choose life without parole at a  cost of $1 million for 50 years. Without a doubt the up front costs of the death penalty are higher than for an equivalent LWOP cases. There is also no question that over time LWOP cases become much more expensive. JFA states that in these estimates It should be noted that we were intentionally generous in minimizing life costs within our analysisJFA. As you have seen here more controversy on why opponents feel the death penalty should be abolished but when totaled up and a limitation being established for how long an inmate can stall his execution then that cost would be lower. Here it is shown that the death penalty is also an economically balanced way to deal with those who commit capitol crimes (JFA). In our United States Constitution an individual whose trial resulted in a guilty verdict has the right to appeal his case. Our system at this time has no limits on the amount of appeals an individual is entitled to, and this is why the average death row inmate sits with hopes of an overturned appeal to change their sentence to life imprisonment instead of death. What kind of deterrence is the sentence of death when a convicted felon has so many opportunities to delay or lessen the punishment for the crime they committed? In 1996 President Clinton signed the Effective Death Penalty and Anti-terrorist Bill. It is designed to limit the appeal time frame after a death sentence verdict  (DeRienzo). The Opponents bring up Amendment rights in the Constitution and thus this is still under debate but what about the rights of the victim? Where is the justice giving a convicted murderer the rights they took away from another. In the years since the Supreme Court re-instituted the death penalt y through 1994, there have been approximately 467,000 homicides in the United States. Based on that number, 2.8 people will die every hour at the  hands of another person. (JFA) Death row inmates are often on death row for years, some upwards of twenty years. This is paid for with the taxpayers money. While in prison, inmates have many privileges, including cable television, the chance to pursue a college degree, and free health care, all at our expense. It is appalling to think these people have a life of leisure while in prison. There are even some death penalty opponents who believe that these convicts serving LWOP arent treated fair and deserve better living conditions and more rights. Lost in this passionate pursuit of human rights are the rights of the dead victim and those of that victims family. The appeal process is lengthy and time-consuming. The death penalty informs society that by committing capital crimes, your rights do change and you will suffer the same fate. Through out time many aspects of the death penalty have proven that it can be a deterrent for would-be murderers where by it does save lives. Not possible for all but some families get a sense of closure from the grief and anger brought forth by the loss of a loved one. Those who commit vicious crimes destroy the basis on which a moral community rests and forfeit their rights to citizenship and even life itself (Cauthen) Simply put locking a murderer up for life doesnt do the trick. The laws change, people forget and parole boards change too, this seams to deteriorate with a life in prison sentence. As long as a murderer lives no matter how small a chance, he will probably strike again. Expediting the execution process gives the family of the victims closure. To have the process drawn out for years only keeps the pain fresh and life for them is on  hold until justice is served. Furthermore it is an insult to them to put the rights of a  murderer over the rights of the victim. The convict demonstrated a lack of regard for human life by taking the life of another. The basic premise of human intelligence is the  ability to reason and make decisions. This person made a conscious decision to take a life. Regret and remorse will not change the outcome of those actions. This person does not deserve the life comfort found in todays prisons. As you have read here todays judicial system seems to forget about the victims in these heinous crimes to humanity by criminals and almost reward them by supporting them for the rest of their lives. Justice is in the eyes of those that are law abiding not those that break the law. This is why I feel that the death penalty is the best deterrent, it is pro-economic and with limits on appeals, Innocent people will live and capitol crime will have capital punishment.

Biographical Portrayals in Strachey’s Eminent Victorians and Keynes’s B

Biographical Portrayals in Strachey’s Eminent Victorians and Keynes’s Biography of Isaac Newton The Bloomsbury notion of biography moved against what was the predominant norms of biography at the time. Iconoclastic in all their efforts, the Bloomsbury writers did an interesting thing regarding biography. In both Lytton Strachey’s portrayal of Florence Nightingale from Eminent Victorians and Maynard Keynes’s brief portrait of Isaac Newton, they strive to reinsert the iconoclastic into figures that have become so mainstream as to be banal in their eyes. There is an ironic derision of the stereotypes both figures have become alongside an enormous amount of respect for the non-stereotypical aspects of their character that made these figures as great as they were. Strachey’s Eminent Victorians could be summarized as an attempt to demonstrate the ways in which the key figures of the Victorian era were not as Victorian as one might assume. Florence Nightingale, in particular, could not be seen, through Strachey’s eyes at least, as simply the â€Å"Lady with the Lamp† seeking ...

Recruiting, Selection, and Training Essay

The company that I researched is WellPoint (aka Anthem Blue Cross & Blue Shield). I would love to have a position as a Human Resource Director within the company. As a Human Resources professional at WellPoint, the goal is to lead their workforce and workplace talent strategies into achieving the purpose statement to convert health care with trusted and caring solutions. WellPoint also develop programs that attract individuals with vision and talent to be the future of their industry. Human Resources professionals at WellPoint concentrate on key areas such as talent management, engagement, and Integration to maximize customer focus and efficiency. Analyze the effectiveness of the company’s recruiting efforts and make recommendations for improvement. The HR professionals have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular job. In doing so they are able to prepare not to consider t hose who they deem unfit for the position. It takes a lot of effort to select the applicants that truly qualify for the job. All organizations have to begin with advertising for the position. Other resources used for employment are employee referral, employment agencies, school recruiters, walk-ins, and the internet. To work in human resources, a person must go through an industrial/psychology analysis. WellPoint human resource departments have their own job analysis and all human resource employees must help mangers anticipate and meet changing needs related to gaining deployment, and the utilization of employees. The human resource professionals must estimate the amount and type of employees the organization needs, to keep the business running successfully. Therefore they must hire someone who is qualified to conduct all the important roles as a human resource manager. Human resource departments use multiple aptitude tests to screen potential employees. These tests also determine pay  rates based on these tests. This is due to the quality of demand for a human resource manager. The selection process takes a lot of practice and involves assessing and choosing the right candidates. All selection processes must be legal, technically sound, and must accurately match the people and skills needed f or the position. Analyze the selection process of the company you researched and make recommendations for improvement. The majority of I/O psychologists believe that personality tests are important tools for choosing the right employees. WellPoint and several other big corporations use these tests to measure dimensions of personality and related characteristics. These testing methods are used to foresee insubordinate behaviors, and remove individuals that may cause trouble or hindrance to the organization. WellPoint Corporation has been dedicating numerous amounts of energy into areas such as communication, recognition, and employee retention. They understand that branding the employees doesn’t mean anything if the experience of the individuals does not match. Instead they want to establish higher profits, increased sales, lower turnover, and outstanding customer service to their members. Part of WellPoint’s pre-employment testing includes personality testing and mathematical skills. These tests are based on the individual. Some of these particular measures may be referred to as tempera ments, dispositions, or traits. Also measured in that category are employee reliability, thoroughness, change, trustworthiness, and friendliness. Various personality measures are focused on characterizing people within the standard adult range of functionality while others focus on the identification of psychopathology (Schmidt, Shaffer 2010-2011). The reasons individuals are given a basic math assessment are to measure the accountability for their employees to figure out co-pays and co-insurance amounts are calculated correctly to the claim. WellPoint has spent countless time and money in mastering the art of employee selection, training, and retention. WellPoint has a website for interested candidates to apply for careers within their organization, both online and the corporate offices. During the selection process, candidates are asked to take a variety of assessments that analyze areas ranging from characteristics, skill sets, and basic reading and writing tests. Once a candidate has been selected and has accepted a job offer, there are several types of training encountered within the company. Determine how training and talent management contribute to an  effective labor force of the company you researched. Training is a planned learning experience and it effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them, and any changes that may need to be made in the training process can be easily detected. These pre-employment tests are used largely in Human Resource and customer service environments for middle paying entry level jobs. Testing is designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. The organization now proposes quarterly training for employees, and is on the path to training over thousands of new people due to health care reform (wellpoint.com) The whole program is centered on listening to customers, and it recognizes employees who go the extra mile in the name of customer service. Often the new hire will experience on-the-job training, during which he or she will be shown the necessary steps in their assigned tasks. For instance, if a person is assigned to the team and asked to process claims, he or she will be shown how to properly process the claim by the trainer. Other tasks that the new hire will be expected to perform, such as enrolling dependents or ordering ID cards. This training is done in a class room setting environment. Safety courses and other employee training courses are offered periodically. Some of these courses are offered online, while others are done in training sessions within the building. WellPoint corporate employees evaluate the efficiency of nearly every aspect of the training and implementation of new employees. Additional measures are also put in place when a policy or product has changed or a new one has been introduced. The department of Quality Assurance oversees this for their assigned regions. WellPoint takes great care in ensuring that their policies are proficient and products are the best quality. That is why there are several departments in place to oversee these important aspects of the corporations. They include Quality Assurance, Product Development, Legal, Human Resources and Information Services. Another way that WellPoint seeks to improve their employee job satisfaction is career training. A large  majority of WellPoint corporate staff started with the company and took advantage of the leadership training to climb the corporate ladder within the organization. WellPoint takes pride in the training program that the company offers, and this training is held worldwide. They are among many companies who has been certified to grant college credit hours to employees in the training programs. Human Resource managers must be treated ethically like their employees; however there are some cases where they are treated unethically. Human resource managers may face problems involving their employees, promotions, pay, and favoritism. Human resource managers must be very observant of all employees to ensure everyone is treated fairly. It is important that those who qualify for human resource management are the ones hired, not those who look, act, or dress in a certain manner. According to the EEOC, (Equal Employment Opportunity Commission), â€Å"Employers are not prohibited from using personality or integrity tests in the workplace. However, the statute is implicated when: (1) an employer uses tests to intentionally discriminate against minorities or (2) the tests have an adverse impact on minorities and are not job-related for the position in question and c onsistent with business necessity. No cases have found that an employer’s use of personality testing in the workplace resulted in the unequal treatment of protected groups. However, there could be such a cause of action if the tests were used intentionally to exclude members of protected groups. This would usually involve evidence of comparative proof that members of a protected group were treated differently than majority group members. For example, it would obviously be illegal for an employer to test minority applicants, but not majority applicants†. As long as these tests are given in a professional manner, it is not against the law to do such to find out if the individual is the best fit for the job. Employee selection and training will continue to be two of the most important aspects for growing and supporting the workforce for companies in the future. Psychological assessments, such as the ones described in this paper, is one of the many ways that companies can attempt to get the highest quality people and not select people who do not want to be there. While there is speculation of the dependability of using these assessment tools for employee selection and training, the evidence shows that it can be helpful in focusing the time and money into particular areas or people to improve  productivity within the company. WellPoint also uses verbal reasoning, numeracy, spatial awareness battery test. They consist of a number of questions with multiple choice answers, only one of which is right. As a test progresses, the questions may become more difficult, and there are frequently more questions than can comfortably be completed in the time. These tests are designed so that very few people finish the test in the time allowed. The participant’s score is then compared with how other people have done on the test in the past. This enables the selectors to assess reasoning skills in relation to others, and to make judgments about ability to cope with tasks involved in the job. On the flip side, personality inventories are used in order to determine one’s typical reactions and attitudes to a variety of situations. They could be trying to identify how well an individual can get on with others or their normal reaction to stressful situations, or simply their feelings about the kind of people they like to work with (Spector, 2008). Perhaps the biggest challenge related to the use of assessment tools is determining when to use the information obtained to remove an applicant from consideration. References The WellPoint Employee (2008). Retrieved November 13, 2013 from www.wellpoint.com Schmidt, R & Shaffer, D. (2010-2011). Personality Testing in Employment. Retrieved November 12, 2013 from http://library.findlaw.com/1999/Dec/22/130153.html. Spector, P. E. (2008). Industrial and Organizational Psychology (5th ed.). Hoboken, NJ: Wiley. U.S Equal Employment Opportunity Commission. (2011) Title VII of the Civil Right Act of 1964: Employment. Retrieved November 13, 2013 from www.eeoc.gov/laws/statutes/titlevii.cfm Holley, W. H., Jr., Jennings, K. M., Mathis, R. L., & Jackson, J. H. (2012). Employment Labor & Relations. (2nd ed.). Mason, OH: South-Western Cengage Learning.

Women s Talent As A Leader - 1401 Words

Men have long occupied the dominant positions in workplace, especially in management level, but changes have taken place since women began to ask for their own rights. More and more women are observed to compete with men in work. Recently, a survey conducted by Bain Capital revealed that portion of female employment in many countries such as Australia, England, America and China are higher than that of male. But the situation is quite the opposite in the senior management level - it is still rare to see women play important roles in leaderships. So what is the explanation of this phenomenon? Do men really make a better manager than women? In reality, many cases have appeared to show women’s talent as a leader. Meg Whitman, who is the†¦show more content†¦Ã¢â‚¬ ¢ Communication: Women are naturally better listeners than men. â€Å"Even physiologically, women have an edge over men in listening, since men tend to have poorer hearing than women, especially after the age of thirty. Additionally, men are more interested in establishing a position of strength and status when conversing, and men perceive talking and proving information as a mean of accomplishing that. Women are traditionally more comfortable being the audience-the listener† (Nicki Joy, 1994). Women tend to listen to people more carefully and show more understanding to speakers both physically and emotionally while men are more self-centered and pay more attention to express their own opinions. Besides listening, expressing is also important in the process of communicating. Women are more willing to articulate their working aspiration and express their feelings. In this way managers can get information across thoroughly in workplace to take better control of the whole business. Employees also show more respect to managers who can give acute feedback to them. †¢ Patience: Women are expelled at dealing with housework which is a disaster to most men. 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