Indigenous Australia s Criminal Justice System - 3061 Words

While Aboriginal and Torres Strait Islander people (Indigenous Australians) represent only about 3% of the total population of Australia, in 2013, they comprised over 27% of Australia s prison population (an increase from 25% in 2009). In the same year, the incarceration rate for Indigenous Australian prisoners was 15 times higher than the rate for their non-Indigenous counterparts, an increase in the ratio compared to 2011 (when it was 14 times higher) (ABS, 2013). It is evident from statistical data, that there is a clear over-representation of Indigenous Australians in Australia’s criminal justice system. The figures are even more startling for Indigenous youth, who are 25 times more likely to be in detention than their non-Indigenous†¦show more content†¦While the cause of indigenous over-representation in prison remains a complex and contentious issue, it will not be the focus of this essay. Instead, this essay will assess programs and policies which have been pr oposed as measures to limit or reduce Indigenous incarceration rates. In general, programs and policies either aim to divert offenders from being imprisoned (diversion), reduce recidivism/ repeat offending (rehabilitation) or prevent indigenous people from committing crime at all (early intervention). This essay will discuss programs for indigenous adults but will direct significantly more attention to juvenile offenders. It will be reasoned that programs, which target the underlying causes of indigenous crime, have the greatest potential to reduce indigenous offending and re-offending. Restorative justice incorporates a number of programs which serve to primarily address the needs of the victims, the offenders (who must admit to their offence) and the needs of the wider community, rather than to simply enforce punishment or satisfy abstract legal principles (Daly Nancarrow, 2010). Diversion schemes, a branch of restorative justice, include courses of action which prevent juvenile offenders from entering or continuing in the criminal justice system. Diversion can occur at most points

The African Child Soilder - 4334 Words

The African Child Soldiers â€Å"The child soldier is described as a ‘pint-sized, tireless baby Rambo who spends his or hers tender years roaming the battlefields of Africa’s civil wars.† â€Å"African children are being targeted across the continent as tools of war.† In today’s day and age, children from all over the world are real soldiers in conflicts instead of playing toy soldiers. These children are being denied their childhood and instead are given a violent and gruesome role to play in brutal conflicts. These children are fighting wars that they had no responsibility in creating. Children are fighting in wars created by their elders. Children are replacing their toys with guns, like AK-47’s and instead of having a chance to attend†¦show more content†¦Therefore, children were usually forced into such dangers as the frontlines of open conflict or either sent ahead of other troops to ensure that possible minefields were safe, whilst in rare cases children have also been used in suicide missions. In addition to this, the majority of child soldiers have transformed their situation in the war into a kind of game, because they are unabl e to fully comprehend or accept the real consequences that war can inflict. In a way, by making the war into a game it is a coping mechanism for these children. Once recruited these children do various tasks, they are not simply used as soldiers in conflict but also do many other duties, such as being; messengers, guards, cooks, mechanics, porters, spies, labors, human shields, human minesweepers, decoys, servants and also sexual slaves. Girls are also recruited, in most cases, they can make up a total of one third of all child soldiers, however in the majority of cases they are not just recruited to be soldier, but to be either raped or to become ‘wives’ to military commanders. Girls who refuse to become ‘wives’ are murdered in front of other girls to make an example of and to make clear that they have no choice in the matter. In addition to this girls are also used to abduct other children for the military forces and also take part in food raids. This sto ry from a

Decision Making Process Of Hiring In The Airline Simulation - Samples

Question: Discuss about the Decision Making Process Of Hiring In The Airline Simulation. Answer: Introduction This essay deals with the decision-making process of hiring in the airline simulation. Our team consists of 5 members and our net profit of the business stood second highest among the competitors. In addition, we acquired highest cumulative net profit in quarter 2. In the third quarter, we have decided to take the selection of Station Manager. In this essay, I am going to cover my contribution in team when my team took the decision of hiring. This essay will explain the decisions which we made in selection critically and reflect my personal behaviour in decision of hiring process. The hiring decision The team was asked to select a station manager for the airline industry. Commercial airlines trust on employees who work in the ground station at each of the airports. These people oversee the ground operations. Airline ground operation is all about passenger ticketing, baggage, check-in, cargo service, boarding, deboarding and aircraft servicing. We aimed at to select someone who has experience in the post of station manager in the airline industry. The candidate has to work for 9 hours a day and he/she will get week off. In every stage, our team member decided the steps that we would be following. Each of the team members' decision was kept in a file. Two of my team members told that we should take an employee who already experiences in the similar field with good academic back ground. One of the team members provided preferences for young male candidate. Then, I put my opinion that as it was the third quarter of business, the organisation needed low-cost strategy and it would be a n easy task we if we could hire a candidate in internal hiring process. As stated by, internal recruitment is hiring an employee within the company. As this internal recruitment process must alienate he biases in hiring. All our members have the training in educating ourselves in the hiring process with recognizing the organisation's needs. The first step we followed was to check the candidates' applications. In the following step, we followed application tracking system through an online application. Application tracking system helps an organisation to control entire recruiting process easily (Zhang et al. 2014). Interview process was not easy as we needed to plan a screening interview and that would be face-to-face. In the first stage, candidates must face two interviewers as Personal Interview and in the second round; selected interviewees would get a chance to participate in group discussion. As this is internal recruitment strategy, we decided to take the application within the organisation with low competitive strategy. We got several applications from employees who were within the organisation. Option 1: We had an application from a middle aged minority female who was previously a cabin attendant for an airline that went bankrupt. 1- Why: This candidate could be a good choice as an organisation needs diverse workforce and she was from minority sector. Diversity is simple that an organisation must comprise with variety of ethnic class, gender, age, group and cognitive style (Cadden et al. 2013). Our team researched that most of the organisation focus on diversifying workforce that makes an organisation educated from a various background with intrinsic motivation. 2- Why not: We could not choose as we needed an employee with experience. Customer experience in the airport is important and interacting with experienced employees gives better customer experience (Anitha and Begum 2016). We did not choose her as we may diversify our organisation later as multi ethnic background can boost the financial performance. 3- Decision: Our team did not choose her for her experience. 4- Result: The result was that the organisation may lack a diversity organisation, however, in short-term, this organisation needed profitability and experience employee. Option 2: Another application came from a lady who has been working for the airline for two years. 1- Why: Our team could select her as she had been in the airline sector with two years of experiences. HR management of an airport should be strong and HR must retain talent. The airport HR needs the talent to be fierce and this lady has good performance evaluation throughout. Experience employees can inspire complex project and transform the workplace as the organisation desires (Rice 2015). 2- Why not: We did not select her as she did not have experience in the mentioned field as station manager in the airports. In relation to this, we may relocate her in future and that may create another issue. A good talent management can improve the employees competitiveness (Sleeter et al. 2014). Airport may make a contract with the female employee and would mention that about relocation. 3- Decision: Our team did not select her as the relocation and experience in the same field became an issue. 4- Result: The airport organisation may lack the diversify organisation as if a lady would have been a part of the organisation, diversity would increase. Option 3: The son of the owner of the largest employer in town who has associated degree with aviation industry applied. 1- Why: Our team could choose him as he had degree with academic qualification. As stated by Harvey and Allard (2015), Younger and hungrier and a lot cheaper.Betting on potential has become one of McKinsey's defining characteristics. The idea was simple: It was easier to mould a young mind than to change an older one. 2- Why not: We did not choose him as it might bring corruption in the system and he had not sufficient knowledge in the field and lack of experiences. Our team do not emphasise on favouritism and do not treat unequally with employees. We decided to hire an employee from internal recruitment policy. Internal recruitment policy selects an employee who already knows his/her capabilities and has knowledge (Rice 2015). 3- Decision: We did not select him as we wanted to select someone within the organisation with experience. 4- Result: The airline industry may face a challenge as this candidate is fresher and has academic knowledge. Fresh brain and young resources are needed. Option 4: We had another application from the middle-aged white male as had been working as an assistant station manager in an airport for five years. 1- Why: This male candidate is white male and has experience of five years in the same field. As stated by Blount et al. (2016), experienced employees can provide a better result and could manage work efficiently. As he was from the same company and experienced workers had the knowledge, employees have punctuality, honesty and dedicated at the same time. According to Marlow and Dabbish (2013), the employees are who are experienced, can be detail-oriented, attentive and focused. The candidate with five years of experience would be the best for the organisation. 2- Why not: However, one of my team members asked to recruit the people from different ethnic group to make the workforce diverse workforce. Middle aged employees sometimes may lack the motivation in working and this can result in the ground-level employees (Deci and Ryan 2014). The organisational goal cannot be achieved through this. 3- Decision: This man was perfect for the post as he had experiences and in the similar field, we wanted. Our team decided to choose him as a station manager for the airline. 4- Result: Station manager has to face customers and customer interaction is necessary. Good performance of the employees was another criterion for the employees to choose. This may bring the airline good customer service facility. Theory implication and Reflections As stated by Ash et al. (2013), internal recruitment policy increases over time as it is cost effective, it is easier to assess, boost workplace morale and it makes balance to the workplace. One of my team members argued that internal recruitment does not pay the high salary to the candidates as it is taken as designation change'. However, I think that internal recruitment brings motivation within the employees and the organisation may take it as an employee retention strategy. The employees would be bestowed with higher responsibilities and it may boost the morality and that provides both intrinsic and extrinsic motivation. On the other hand, external recruitment brings fresh talent within the organisation; one team member explained that in bulk hiring, external recruitment is better. About internal recruitment process, our team thought that the white male with five years experiences would be best-suited candidates. He would be from internal recruitment policy, highly experienced, high external and intrinsic motivation would work within him. Taking an employee within an organisation would be helpful as it does not expense much money as the employee is within the company and it does not include professional loyalty (Hbr.org 2017). Conclusion In case of working as a team for taking the hiring decision, we followed democratic leadership style and shared everyone's decisions. However, my decision with internal recruitment policy worked as I showed benefits of internal recruitment with examples in the airline's industry. As organisation in this situation needs more about strategic implementation of cost-effective strategy so that we could not provide the organisation with diversify workforce. Recruiting an employee within the company with experiences may bring the good relationship with subordinates. Internal recruitment does not advertisements expenses and promotion of the employee would do the work. We gave the notice of the vacant post and select through the systematic process. Our team do not believe in favouritism. References Anitha, J. and Begum, F.N., 2016. Role of organisational culture and employee commitment in employee retention.ASBM Journal of Management,9(1), p.17. Ash, R., Hodge, P. and Connell, P., 2013. The recruitment and selection of principals who increase student learning.Education,134(1), pp.94-100. Blount, J., Wright, C.S., Hall, A.A. and Biss, J.L., 2016. Social Media: Creating Student Awareness of Its Use in the Hiring Process.Southern Journal of Business and Ethics,8, p.202. Cadden, T., Marshall, D. and Cao, G., 2013. Opposites attract organisational culture and supply chain performance. Supply Chain Management: An International Journal,18(1), pp.86-103 Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace.The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32. Harvard Business Review. 2017. 7 Practical Ways to Reduce Bias in Your Hiring Process. Available at: https://hbr.org/2017/06/7-practical-ways-to-reduce-bias-in-your-hiring-process [Accessed on 3 Sep. 2017]. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Sydney: Pearson. Marlow, J. and Dabbish, L., 2013, February. Activity traces and signals in software developer recruitment and hiring. InProceedings of the 2013 conference on Computer supported cooperative work. 39(20), pp.145-156 Rice, M.F., 2015.Diversity and public administration. London: ME Sharpe. Sleeter, C.E., La Vonne, I.N. and Kumashiro, K.K. eds., 2014.Diversifying the teacher workforce: Preparing and retaining highly effective teachers. Abingdon: Routledge. Zhang, X.Q., Liu, X. and Sun, J., 2014. Research on innovative talent recruitment based on organizational commitment theory.BioTechnology: An Indian Journal,10(9), pp.34-38

Love in the Future by John Legend free essay sample

I have always been a fan of John Legend and can recognize the sound of his music in my sleep; my admiration for his music may make my opinion slightly biased towards his albums. Everyone that listens to John Legend cannot deny the fact that he is gifted at what he does. Based on his most recent album, â€Å"Love in the future,† it is evident that his music and talent gets better with time. The album, â€Å"Love in the Future,† has a timeless variety of songs. There are multiple tracks with the use of different musical instruments and a variety of beats, some slow and others fast pace. I loved the album upon my first preview; however it took me a couple of days to let the songs marinate in order to truly appreciate the album. The continuous theme throughout the album was love, which seems cliche but is what we all genuinely look for in an RB album. We will write a custom essay sample on Love in the Future by John Legend or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This album not only elaborates on restoring love but also love in the future. This album tells the relatable story of how we all want to be loved. Almost all radio stations in the United States play â€Å"All of Me,† repeatedly. Multiple individuals love this song because it emphasizes on loving your significant other regardless of their curves, edges and imperfections. John Legends lyrics are creative and impactful, this song being a perfect example of how no one is perfect. Although this song is the most popular, all the other songs on the Album have impeccable lyrics and convey an important message to the listeners.

Free Essays on Genocide

â€Å"We do not live in a civilized world if the most powerful countries allow genocide to happen.† I do not consider this statement completely true. I disagree with the fact that genocide alone solely contributes to a non-civilized world. I feel that if genocide were completely eradicated, our world would still not be civilized. Although, this statement does bring up many good points about how, when, and who should take responsibility for the prevention and persecution of those that commit genocide. Based on the international system now, steps such as the Nuremberg trials, the Geneva Conventions, International tribunals, and recently the International Criminal Court are multilateral means of correcting genocide offenders even though there are no â€Å"world police officers.† I strongly support International organizations to help bring justice to these gross offenders of mass murders. These organizations allow for powerful countries to jointly discourage the wrongs done and this will lead to a more cooperative and peaceful means to justice. As opposed to certain countries taking sides and just causing a major disaster. It is obvious based on the case of Rwanda in 1994 that the United Nations does not have much power in controlling genocide. These steps will hopefully answer the questions of whom, and how genocide offenders can be stabilized. The question of â€Å"when† countries should intervene brings up controversial issues of sovereignty and human rights. I deeply feel that intervention should be mainly based on its own national interest and security. This is the only basis of making the decision because there is an international government is anarchical. For example, I completely agreed with the decision of non-intervention when General Pinochet forcefully overthrew the Chilean government. It was in our country’s best interest to allow Pinochet to instill democratic ideas in his country and to condemn that of com... Free Essays on Genocide Free Essays on Genocide â€Å"We do not live in a civilized world if the most powerful countries allow genocide to happen.† I do not consider this statement completely true. I disagree with the fact that genocide alone solely contributes to a non-civilized world. I feel that if genocide were completely eradicated, our world would still not be civilized. Although, this statement does bring up many good points about how, when, and who should take responsibility for the prevention and persecution of those that commit genocide. Based on the international system now, steps such as the Nuremberg trials, the Geneva Conventions, International tribunals, and recently the International Criminal Court are multilateral means of correcting genocide offenders even though there are no â€Å"world police officers.† I strongly support International organizations to help bring justice to these gross offenders of mass murders. These organizations allow for powerful countries to jointly discourage the wrongs done and this will lead to a more cooperative and peaceful means to justice. As opposed to certain countries taking sides and just causing a major disaster. It is obvious based on the case of Rwanda in 1994 that the United Nations does not have much power in controlling genocide. These steps will hopefully answer the questions of whom, and how genocide offenders can be stabilized. The question of â€Å"when† countries should intervene brings up controversial issues of sovereignty and human rights. I deeply feel that intervention should be mainly based on its own national interest and security. This is the only basis of making the decision because there is an international government is anarchical. For example, I completely agreed with the decision of non-intervention when General Pinochet forcefully overthrew the Chilean government. It was in our country’s best interest to allow Pinochet to instill democratic ideas in his country and to condemn that of com...

Molecular Formula and Simplest Formula Example Problem

Molecular Formula and Simplest Formula Example Problem The molecular formula of a compound lists all the elements and the number of atoms of each element  that actually make up the compound. The simplest formula is similar where elements are all listed, but the numbers correspond to the ratios between the elements.  This worked example problem demonstrates how to use the simplest formula of a compound and its molecular mass to find the molecular formula. Molecular Formula from Simplest Formula Problem The simplest formula for vitamin C is C3H4O3. Experimental data indicates that the molecular mass of vitamin C is about 180. What is the molecular formula of vitamin C?SolutionFirst, calculate the sum of the atomic masses for C3H4O3. Look up the atomic masses for the elements from the Periodic Table. The atomic masses are found to be:H is 1.01C is 12.01O is 16.00Plugging in these numbers, the sum of the atomic masses for C3H4O3 is:3(12.0) 4(1.0) 3(16.0) 88.0This means the formula mass of vitamin C is 88.0. Compare the formula mass (88.0) to the approximate molecular mass (180). The molecular mass is twice the formula mass (180/88 2.0), so the simplest formula must be multiplied by 2 to get the molecular formula:molecular formula vitamin C 2 x C3H4O3 C6H8O6AnswerC6H8O6 Tips for Working Problems An approximate molecular mass is usually sufficient to determine the formula mass, but the calculations tend not to work out even as in this example. You are looking for the closest whole number to multiply by the formula mass to get the molecular mass. If you see that the ratio between formula mass and molecular mass is 2.5, you might be looking at a ratio of 2 or 3, but its more likely youll need to multiply the formula mass by 5. Theres often some trial and error in getting the correct answer. Its a good idea to check your answer by doing the math (sometimes more than one way) to see which value is closest. If youre using experimental data, there will be some error in your molecular mass calculation. Usually compounds assigned in a lab setting will have ratios of 2 or 3, not high numbers like 5, 6, 8, or 10 (although these values are also possible, especially in a college lab or real world setting). Its worth pointing out, while chemistry problems are worked using molecular and simplest formulas, real compounds dont always follow the rules. Atoms may share electrons such that ratios of 1.5 (for example) occur. However, use whole number ratios for chemistry homework problems! Determining the Molecular Formula From Simplest Formula Formula ProblemThe simplest formula for butane is C2H5  and its molecular mass is about 60. What is the  molecular formula  of butane?SolutionFirst, calculate the sum of the atomic masses for C2H5. Look up the  atomic masses  for the elements from the  Periodic Table. The atomic masses are found to be:H is 1.01C is 12.01Plugging in these numbers, the sum of the atomic masses for C2H5  is:2(12.0) 5(1.0) 29.0This means the formula mass of butane is 29.0. Compare the formula mass (29.0) to the approximate  molecular mass  (60). The molecular mass is  essentially  twice  the formula mass  (60/29 2.1),  so the simplest formula  must be multiplied by 2 to get the molecular formula:molecular formula of butane 2 x C2H5   C4H10AnswerThe molecular formula for butane is C4H10.

Applied Information Technology Project Research Paper

Applied Information Technology Project - Research Paper Example The goal is for companies to minimize the potential for losses and maximize the use of limited resources for improvement. Risks are inherent and managing them will allow decision makers to provide sound strategies. Technological risks lead to a non?completion, under?performance the acquired product or service which likely is traced from supplier. Technological risks happen when suppliers fail to fulfill their promise of providing top notch product or service. Often suppliers encounter internal problems which include substandard technology, obsolete process or ineffective workforce. Companies often experience difficulty in shifting trajectories once a certain technology is used. This may create problems if the procurement takes place before competing technologies have been explored adequately. This risk should presumably be of particular relevance in procurement of products in the fluid phase (Utterback, 1994). Business Problem Statement This proposal explores on Hewlett-Packardâ€⠄¢s method of addressing supply chain issues using Procurement Risk Management (PRM). General Benefits Cost savings. The intention of developing a system such as PRM is to reduce cost of materials and other related costs. PRM is designed to provide flexible schemes that improve the planning and production processes. Moreover, PRM addresses pricing mechanisms that involve pricing and emphasizing value to the materials obtained from the suppliers. HP is involved in the production of materials to ensure that returns are reduced and quality is maintained. Supply availability. The level of supply needs to be maintained at levels that will sustain continuous business. The lack of supply is a big problem especially with firms that rely on such components. For technology manufacturers, memory chips are considered as the most volatile component in terms of supply. Most strategies involve signing long-term deals with suppliers including requirements such as marking clients as priority when su pply decreases. Cost prediction. Companies succeed because their cost forecasts are accurate hence cost planning is implemented. The proposed system aims to identify cost sources. Most important, unexpected costs are prevented and the results are met within the agreed budget. High Level Approaches Enterprise Risk Management (ERM) developed as a structured mechanism combining strategies, resources, technology, and knowledge to assess and manage the uncertainties that various enterprises face as value is being generated encounter (Hoffman, 2009). ERM facilitates effective management of risks that organizations encounter, and the management of potential opportunities entrenched in those risks. The main objectives of the Enterprise Risk Management approach can be summarized through these steps: measurable organizational goals have to be specified; organization has to determine the risks that can adversely affect the goals; methods need to be established to mitigate the risks (Francis an d Richards, 2007). Stebbing (1994) suggests some elements to be emphasized in creating quality manuals. These aspects include policy statement, authorities and responsibilities, organization, system element outlines, and list of procedures. To further ensure quality, the company has some lofty targets. By the time wherein the system has been deemed to be effective, the company will apply for an ISO certification. The recognition is concrete proof of the company’