A Brief Note On Online Payment Processing Solution Essay

If your software or application has an integrated billing solution then you ll also need a payment gateway. Which is an online payment processing solution that allows you to link the client s payment account with their application or software account. Allowing the client s credit account details to be far more secure than if they would be if they were sent online. Making Payment Easier An online payment processing solution greatly improves the ease of payment via credit cards. Customers will no longer have to make the long drive to brick-and-mortar stores to make their purchases. Instead being able to perform transactions by using any computer connected to the internet from the comfort of their homes. Convenience Online payment processing solutions allow customers to make item purchases with only a few simple clicks of the mouse. An online payment processing solution can make purchases so easy even those who aren t skilled with computers can easily make online purchases quickly and easily. Making it easy for anyone to enjoy making purchases over the internet. Unlike normal stores, online stores can remain opened twenty-four hours a day, seven days a week. Which makes it a lot more convenient for any customers who wish to purchase something whenever is most convenient for them. Online payment processing services perform transactions at a much greater speed than manual processing. As well as ensuring error-free computations and faster processing time. Which meansShow MoreRelated Community Supported Agriculture Essay1355 Words   |  6 Pagesnutrients in the soil have been depleted, making the land barren in a number of years. One solution to these concerns is a recent development in agricultural strategy, known as community supported agriculture, or CSAs. 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The Enola Gay Exhibit At The National Air And Space Museum

Originally intended to be displayed in the 1990’s to commemorate the 50th anniversary of the end of World War II, the Enola Gay exhibit was dismantled piece by piece until it became an unrecognizable shadow of what used to be a museum exhibit. The controversy surrounding the Enola Gay exhibit at the National Air and Space Museum (NASM) has helped to revive a spirited debate between professional, scholarly historians and amateur historians who are likely to have some first hand experience with significant historical events. Questions have arisen concerning the ownership of history and the role that professionals and amateurs should have in the retelling of events in our nations past. Regardless of the different answers to these questions what is clear is that it is upsetting that common ground could not be reached between the multiple interests involved in the Enola Gay controversy. This exhibit is paramount in educating the populace about a pivotal moment in American history. I find its absence is unacceptable and deplorable. The following details the unique structure of how I would set up a museum concerning the use of the atomic Bomb, which will aim to educate visitors on events from Pearl Harbor to the dawn of the Cold War. Mature and curious visitors to my Atomic History Museum will be made aware that these events in history are controversial, emotionally jarring and gruesome by nature. When visitors walk into the museum they will have two distinct paths that they canShow MoreRelatedThe Conflict Over The Enola Gay Exhibit1415 Words   |  6 Pagesconflict has shown itself recently in the dispute over the Enola Gay exhibit in Washington D.C. Opposing sides clashed as proposed plans for the aircraft and its display brought about judgment from each character involved, as many people had a different way they wanted the story of this aircraft to be told. A detailed analysis of the debate of heritage versus history is applied to the case of the Enola Gay and its representation in a museum setting is shown here. This analysis reveals the goals ofRead MoreAn Exhibit Of The National Air And Space Museum1258 Words   |  6 PagesIn 1993, a plan to build an exhibit of the Enola Gay in the National Air and Space Museum received immense amounts of criticism from military historians, journalists, and veterans, as they felt that it didn’t correctly portray the Japanese an d those in the American armed forces during the war. The book’s authors offer theories ranging from historical context, how Japan’s role in the war was interpreted, the American people’s discomfort regarding Truman’s order to drop the bomb, the mood of AmericansRead MoreGp Essay Mainpoints24643 Words   |  99 Pagesbe reduced to languishing in nameless obscurity †¢ The rise of the new media, most notably the Internet, has caused an unprecedented democratization of the publishing process, with almost everyone and anyone being entitled to their bit of domain space and broadband to broadcast their thoughts on the World Wide Web, and consequently to the whole wide world, without being subject to the scrutiny of an intermediary. †¢ Promote a culture of self-absorption †¢ Live in a little bubble of their own

Descriptive Words Free Essays

Descriptive Words Smile, grin, beam, smirk . . . We will write a custom essay sample on Descriptive Words or any similar topic only for you Order Now Frown, scowl, glare, glower, grimace . . . Stare, gaze, gape, watch, gawk, ogle, look, examine, leer . . . Flinch, recoil, balk, cringe, shy away, pull back, wince, cower, shrink, tremble . . . Incredulous, disbelieving, skeptical, doubtful, dubious, uncertain, suspicious, questioning, vague . . . Quizzical, questioning, puzzled, surprised, perplexed, inquiring Interested, curious, involved, attentive, concerned, attracted, fascinated, engrossed . . . Sad, gloomy, cheerless, depressing, dark, dull, thick, dreary . . Happy, content, pleased, glad, joyful, cheerful, blissful, exultant, ecstatic, delighted, cheery, jovial . . . Scared, frightened, terrified, petrified, afraid, fearful, nervous, anxious, worried, timid, shy . . . Strong, burly, brawny, strapping, muscular, beefy, tough, fervent, intense, zealous, avid, eager . . . 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Organization for Greater Performance †Free Samples For Students

Question: Why Important Is Organization For Greater Performance? Answer: Introduction Pay has always been a key discussion topic in any hiring process. The HR managers know the market value of each worker with respect to their experience skills. All organizations have their own practice on how the employees should be paid. Some employers pay below the market rate, others make payments as per the market rate still there are certain organizations that are willing to pay slightly above the market rate. The way every organization pays is closely related to the organizations size. In last few years, there have been a lot of debates arguments happening on how the organizations should pay their employees. Do organizations should adopt the performance related pay or do they continue to practice the traditional pay? (Beardwell Claydon, 2007) The modern Human resource management contended that Performance Related Pay is the method of paying employees; they believe new pay is the way forward it could also be a method of motivating the employees to perform their job. There have been many arguments on what should be done regarding motivation. Some individuals believe that performance related pay is a motivational factor. However, other individuals believe that performance related pay is not a motivating factor. According to Thompson (2009) Performance-related-pay offers people with monetary rewards in terms of cash bonus or increment in the basic pay which are connected to a performance assessment, generally in relative to agreed objectives. Performance Related Pay developed in the entrepreneurial 1980s in order to motivate individuals development of a culture that will be performance oriented (Drucker, 2008). It was viewed as a foremost lever for charge the government implemented it with great zeal but less understanding as a way of altering public sector organizations into businesses. Since last few eras, schemes regarding pay basis performance have created remarkable amount interest however, very less in the way of decisive evidence regarding the impacts of employees on performance (Pfeffer, 2009). Performance-related-pay is a process of paying employees on the basis of how they are performing. Performing better outcomes in more pay level for the personnel personnel who are not performing well might outcome in decrease or no changes in the pay. Obviously as with any pay scheme there are pros cons of such a system Ill be discussing the same with the help of this paper (Brown, Armstrong, 2009). Performance Related Pay is a method of rewarding personnel working in an organization for greater performance. There are numerous reasons why organizations may announce this kind of pay system. They may: Be intense to retain existing employees Need to compete for new talent Be looking for a reasonable way of allocating pays. According to McAdams (2013) In order for PRP (Performance Related Pay) schemes, they must be grounded on measurable, vibrant targets contracted by both employee employer. It generally discovers about these targets from the performance appraisal meetings employment contract they has been made with respective mangers. Performance based pay lies broadly under the below 2 headings: Merit Based: This system includes the immediate manager undertaking an appraisal of work performance of each subordinate during the preceding year. The individual that is being apprised will be rated on their accomplishments during the complete year this will match with the pay level for which theyll be rewarded. Unluckily, this system is not much effective as the emphasis could be on current achievements, not on complete year. As an instance, if a staff member works remarkably hard with great standard for the initial three quarters of the year, but suffers with an incident in his private life which decreases his productivity in the last quarter, this might cause appraiser to emphasis more on his current performance as divergent to the hard work done by him during the first three quarters of the year (Newton Findlay, 2014). Goal Based: In this case subordinates managers met during the beginning of the appraisal period agree amongst them a list of aims which the subordinate will pursue to meet in the upcoming year. The subordinate is then rated on the basis weather he/she achieved those goals, this score is then interconnected with the level of pay. A probable disadvantage of this approach would be that the employees might focus merely on what they believes permit them to attain the goal, hence overlooking rest of their work areas. A main advantage of adopting the goal based approach is that any organizational goals/aims would become the individuals priority. This permits organizations to communicate their strategies in a way which clarifies for a person that he has to do to follow to it (Adams, 2015). Issues Problems It has always been a matter of controversy to say that extrinsic rewards like performance-related pay really create motivation amongst the employees to perform better. It has been appealed that financial rewards generally have a limited duration of time with respect to their motivating influence (Fernie Metcalf, 2012). Hence, extrinsic awards like performance related pay, even though they can exercise an enduring influence on performance, must be steady with complete objectives of management, so that performance based might not be dependable with, an instance, a pure strategy of reducing cost; solely be utilized to strengthen a motivational system in which intrinsic (non-monetary) awards exists, like goal settings, career development plans, opportunities for idea contribution, two-way communication, involvements/consulting employee while making decisions by the managers, training reorganization of process of working(Thompson, 2012) . Few reasons why performance-related-pay fails few issues problems being faced by employers flow from situations such as below mentioned: Performance pay should be negotiated because the criteria for measuring performance are inadequate, or the criteria are not certainly accepted, communicated understood. The performance appraisal system is inappropriate because the objective of the appraisal system (such as where it proposed to recognize the requirement of training or appropriateness for the promotion) does not match the system of reward objectives. Actually, regular appraisal system must not be used to define the performance pay. The consistent feedback on performance is missing The system of reward is not aimed at meeting the objectives required to be attained. The right blend of intrinsic extrinsic rewards is missing. The lack of a suitable substantial of pay that must be subject to the standards of performance. This arises when the amount that relies on performance is too little, or its too big hence, the amount placed at risk (where there is a poor performance) is not acceptable to personnel. The periodic assessment of scheme is missing. Not recognizing the fact that performance, particularly profit, is occasionally reliant on on factors that are outside the employees control. For instance, recessions, exchange rates management decisions (Ryals Rogers, 2015). 2 advantages at the macro level have been appealed for performance related pay. The first relays to employment. If increment in basic pay is transferred to a profit related system, the organization might be more persuaded to hire new personnel as their cost of fixed wage would be less than the old colleagues. If the profit percentage needs to be shared remains fixed, an addition in the number of employees doesnt cost more to the organization in terms of the PRP. On the other side, new recruitment will lessen the quantum, present employees will get unless profits rises thus employees can become dissatisfied (Torrington, Derek Taylor, 2015). The other benefit is that rise in pays via performance based scheme would not consequence in inflationary propensities as such growths would often be the consequence of improved productivity. The benefit to employees management are that: Personnel accrue higher earnings, where profits/performance increases. When there is reduction in profit, the decrease on the pay based on pay based on performance can safeguard personnel against severances. There is an enhancement in the employee identification with the business success. Disparities in the pay results in personnel becoming more acquainted with the misfortunes (or fortunes) of the business. This will rely on the practices of sharing information of the management (Luthans Stajkovic, 2011). Another issue with the performance based pay is that it could be difficult to measure. In few industries such as sales, job performance is simple to compute via sales revenue quotas. However, it is difficult to measure the performance of a doctor or a lecturer. It is difficult to know if a customer care representative is completing his goals unless a manager is observing the representative the complete day. If it can be measured by customer complaints, then what will be the case where the customer was dissatisfied, however they never said so. The fact that sometimes performances is difficult to objectively asses make performance-relate-pay challenging to fairly evaluated might result in dissatisfaction feelings of injustice in the office as an outcome (Homans Thorpe, 2000). Obviously, the instinctive thought is that individuals that perform superior must be remunerated more utmost importantly that individuals that have worse performance than the individual performing higher must be awarded less. But, this rests upon the hypothesis that it is likely to be quantitatively measure performance, but obviously it is not. According to Guest (2008) Performance based pay inclines to work best in the industries where it is simple to accurately assess the job performance when the key component of the wage amount is the bonus. This case can be seen in the financial banking industry, sales promotions jobs of recruiting people. In such kinds of jobs, it is implicit that the performance based pay is the salary part that performance should be sustained for the pay to be received. In such circumstances, performance based pay is accepted traditionally as much more goals in such industries. Yet, even in such scenarios, it is impossible to quantitatively measure (for instance, what comparative contribution to sale arrives from the marketing, excellent design of the product the sale personnel?), so artificially objective measures are positioned on individuals like sales zones (Tamkin, Giles, Campbell Hillage, 2014). So, even though company desires to raise the motivation productivity, what they mostly receive is fewer customers being satisfied personnel using their inventiveness to work out how to operate the system instead of exercising on how to raise the customer value (Guest, 2009). In rest of the industries, it doesnt seem that PRP is an effective tool, because of above mentioned explanations. For many of the employees, money is not the main motivator, as reflected in Motivation-Hygiene theory by Herzberg dealing with work dissatisfaction satisfaction. It could be difficult to measure the job performance in objective terms to make PRP adequately fair just. Performance based pay could essentially result in job dissatisfaction for few employees that view disparity in system. Whereas this system might be successful for few, it is definitely not an efficient for most of the organizations (Wright, 2014). Two key defects in most of the pay-related-performance systems They overweight transactions (short term welfares) as contrasting to relationships (long term welfares) Substantial performance of the individual in a failing organization us under-rewarded irrelevant performance of individual in an extremely successful organization is over-rewarded (Amabile, 2008). In the particular instance, we must deliberate whether the organizations are trying to use pay incentives instead of better leadership management. It the standards for work quality are clear the work quantity which is distinctive for an employee who is fully trained then the organization can collect analyse data to see what factors harm quantity/quality. It has been applied a mutual proficiency- performance system where workers who validated both a competency of greater level (capability of handling more difficult/complex tasks) meet the performance standards for quality quantity grossed a higher pay rate. According to performance-related-pay system, personnel were assessed every ninetieth days were provided with feedback. The detailed proficiencies which were keen to pay for were recognized by the management trainings were provided to support the growth of the employees (Bratton Gold, 2007). Cons of PRP There are few issues with the performance-related-pay such as There might be disagreements about how the performance should be measured whether there have been enough hard work put in by an employee, so that he/she can be rewarded. Individually rewarding personnel does very less to inspire teamwork. It might cause unhealthy conflict amongst the supervisors. There are numerous doubts regarding whether PRP really does something for personnel motivation. This might be since elements of performance are generally a small percentage of total pay. Is it possible for the organization to link individual performance individual rewards for emerging a culture that is performance driven? A recent study conducted at Harvard is a pointer. Almost 90% of the winning organizations have closely liked performance to pay. Pay for performance could be a positive re-enforcer for organizational change (Thompson, 2012). Innovative PRP schemes are used magnificently these days by several proficient companies to generate performance oriented culture, facilitating growth excellence as well as talent retention. There could not, obviously, be a prescriptive best practice approach. The correct process of rewarding is the one which are correct for a specific organization. Management practices, environment, climate culture make a transformation. According to Lawson (2010), an involvement of such kind will moreover need the organizations setting in place suitable safety measure supports. In that experience from others comes in handy. Moreover, there are procedures accessible for determining as to what the most suitable exercise in a provided set of situations. Structure, procedure design are significant, however eventually the accomplishment of the approach would rely on how it is maintained, used, applied introduced. There are various programs that deal with numerous aspects of developing an efficient performance based reward system which gives an opportunity to the employers to have an in-depth knowledge of performance-related-pay its implementation issues (Guest, 2009). According to Makinson (2010) "Performance Management can be described as the set of procedures by which a company manages their performance in line with their corporate strategy. According to Deathridge (2012), improved organizational performance is defined by all sectors, voluntary, public private to every company, global, national, local small. Almost all the companies sat somewhere in their marketing materials or business plan that their employees are their most essential resources. It is sometimes interesting to see what shadows that statement in terms of reactions actions- the practice in place for developing managing employees what the company rewards. The performance becomes better when employees resolve conflicts, solve their own problem, communicate better use initiative. Leaders managers could have a high impact on the performance of the staff yet companies spend very less time on safeguarding that the leaders managers are working developing to their full potential (Suff, 2015). The researches have proved that traditional development learning programs emphasis on managers having the correct skills acquaintance in the technical/professio nal field, so they are able to manage, instead of the skills knowledge needed to develop, lead manager their personnel to complete. Performance management is a two-way assessment of the involvement of the employees to the company. It dynamically includes personnel in understanding whats expected from them provide valued feedback on the performance of the employee till date. Advantages of Performance-Related-Pay As already stated, the key benefit of PRP is that goals/aims of the organization become the individuals priority. As per the theories, setting goals for a worker with clarity in reward at the end for attaining the objectives motivates workers more to try harder towards attaining their objectives (but this case is not always right). Higher personnel motivation will result from objectives which are not too challenging to accomplish with the reward being apparent as useful. The advantage of this to the company is evident; the employees in the organization which are more motivated to attain the objectives of the company and develop the company more efficient more productive (Guzzo, Jette Katzell, 2015). PRP also permits company to keep/retain the employees which are performing at the top, as it permits the company to raise bonus/pay for that specific set of employees for their hard work to lure them to remain with the organization. After attaining a more favorable pay level these hard working personnel are expected higher that they will try to reach a higher level, hence providing even more benefits for the organization. Another advantage of giving the rewards with the pay to the personnel for their good performance denotes that they dont have to promote in order to reward them. Providing rewards to the high achievers with promotion could result to the culture of the organization becoming too complex full, causing less effective communication inside the company. Promoting extraordinary achievers might also not be efficient because company might turn out promoting an employee thats not prepared or qualified for the new bigger responsibility. Moreover, having PRP permits the organization to retain control above the personnel (Armstrong, 2009). Recommendations It is suggested that performance appraisal is grounded on the goal setting instead of standard measures for a work. Performance grading must not be much comprehensive must evade inflexibility. The aims agreed of the performance of an individual must act as a foundation for on-going dialogue all over the year amongst employee manager. Comprehensive feedback on the appraisal commenced at the yearend must be given. Transparency in the complete process is the chief aspect in safeguarding its victory that eventually depends more on an effective performance measurement instead of payment distribution (Baker, 2013). The issues while implementing must be anticipates, this means that there should be mainly coordination with the unions employees on the execution of performance related pay; the preparation of line top management; clear expectancy of the budget required for; the costs related to, performance related pay of the means of funding performance related pay; of the work time. Little delegation of pay management human resources is significant for an effective implementation of PRP. The reason is since there is a close link among the performance pay goal setting. The more fruitful schemes seem to depend on a close incorporation of the above 2 functions, in comparison to more traditional models that inclined towards performance related pay against standard performance criteria. It is quite easy to coherent the objectives of an individual employee those of their company in an expressive method if the local management has a degree of independence to adjust with the scheme to its individual requirements. Performance related pay is of secondary prominence as a management tool for improvement of motivation. Measures like flexibility in work organization, promotion possibilities or satisfying hob content come far before the performance pay in employee motivation. This substantiation points, thus, to the requirement for a broader tactic to improved performance management as against a narrower obsession with performance associated compensation (Marsden Richardson, 2014). Conclusion Although PRP has a clear disadvantages advantages it is not appropriate for all the organizations. Whereas it endeavors towards the independence of employee a lesser amount of interference of manager, it always inclines towards the reverse. Disagreements in the organization would be mutual place as personnel will frequently view their own determinations as becoming more valuable in comparison of rest that are receiving more or large striking rewards than they are getting. The disharmony might result towards a company which doesnt compete effectively, operate effectively might not be capable of communicating well. However, it could be very effective, with all the personnel working towards the common objective of increasing the efficiency of the organization in all the fields (Kohn, 2013). Performance-related-pay of performed out legitimately could be most effective; employees that achieve more will get rewarded lead to higher commitment with the organization apparently staying on trying to achieve even more rewards within the organization. Personnel that are unable to achieve their goals will not be provided with rewards hence, it is less likely that they will continue working in the organization, making roadmap for probably more hard working personnel (Folger Konovsky, 2009). Human Resource managers are required to train the line manager to be capable of setting more specific goals; these goals should be measurable, achievable realistic so as to avoid the bureaucratic injustice. Women too should be able to choose to say in performance relater pay or fixed pay unless provided that they are motivated. Each one of the employee should be capable of receiving a package which would suit their requirements. For women that choose performance relayed pay, it is the obligation of the human resource manager to ensure that their appraisal would be biased fair. Lastly, as the organization has a more diverse workforce, Human Resource managers must understand the culture of every nation race. This will assist them in tailoring making most efficient remuneration for every personnel (Kessler Purcell, 2012). References Adams J 2015, Inequity in social exchange, in Berkowitz L (ed), Advances in experimental social psychology, Academic Press. Amabile T 2008, How to kill creativity, Harvard Business Review, September Armstrong M 2009, Employee reward, Institute of Personnel and Development Baker GP 2013, Rethinking rewards, Harvard Business Review, November?December Beardwell, J and Claydon, T. 2007 Human Resource Management: A Contemporary Approach, FT Prentice Hall Bratton, J. and Gold, G. 2007 Human Resource Management: Theory and Practice, Palgrave Brown D, Armstrong M 2009, Paying for contribution: real performance?related pay strategies, Kogan Page Deathridge, R 2012, Performance?related pay in cal centres, CRM Today, www.crm2day.com, 12 September Drucker P 2008, Managements new paradigms, Forbes Fernie S, Metcalf D 2012, Participation, Contingent Pay, Representation and Workplace Performance: Evidence from Great Britain, British Journal Of Industrial Relations, Vol. 33, No. 3, pp. 379 Folger R, Konovsky M 2009, Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions, Academy of Management Journal, Vol. 32, No. 1 Guest D 2008, The Future of Work, CIPD Guest D 2009, Fairness, trust and commitment: where does reward belong? Presentation to the IPD Annual Compensation Forum, 9 February Guzzo R, Jette RD and Katzell RA 2015, The effects of psychologically based interventions programs on worker productivity, Personnel Psychology 38 Homans, G Thorpe,R 2000 Strategic Reward Systems, London: FT Prentice Hall. Kessler I, Purcell J 2012, Performance?related pay: objectives and application, Human Resources Management Journal, Vol. 2 No. 3 Kohn A 2013, Why incentive plans cannot work, Harvard Business Review, Sept?Oct Lawson P 2010, Performance related pay in Strategic Reward Systems, Thorpe R and Homan G, Prentice Hall Luthans, F. and Stajkovic, D. 2011, Reinforce for performance: The need to go beyond pay and even reward, Academy of Management Executive, 13(2) Makinson J 2010, Incentives for change: rewarding performance in national government networks, Public Services Productivity Panel, HM Treasury Marsden D, Richardson R 2014, Performing for pay? The effects of merit pay in a public service, British Journal of Industrial Relations McAdams J 2013, Rethinking rewards, Harvard Business Review, November?December Newton, T. Findlay, P. 2014,Playing God? HRMJ 6(3) Pfeffer, J. 2009, Six dangerous myths about pay HBR May-June pp 109-119 Ryals L, Rogers B 2015, Sales compensation plans one size does not fit all, Journal of Targeting, Measurement and Analysis for Marketing, Vol. 13 No. 4 Suff P, Reilly P 2015, In the know: Reward and Performance of Knowledge Workers, IES Tamkin P, Giles L, Campbell M, Hillage J 2014, Skills pay: the contribution of skills to business success, SSDA Thompson M 2009, HR and the bottom line, People Management Thompson M 2012, Pay and performance: the employer experience, Institute of Manpower Studies, Report No. 218 Torrington Derek, Hall Laura, Taylor Stephen 2015, Human Resource Management. Harlow: Pearson Prentice Hall. (6th Ed.) Wright, A. 2014, Reward Management in Context

Presidential Degree free essay sample

One of the major goals of the government is to establish a more enlightened and humane correctional systems that will promote the reformation of offenders and thereby reduce the incidence of recidivism   the confinement of all offenders prisons and other institutions with rehabilitation programs constitutes an onerous drain on the financial resources of the country; and , there is a need to provide a less costly alternative to the imprisonment of offenders who are likely to respond to individualized, community-based treatment programs;, President of the Philippines, by virtue of the powers vested in me by the Constitution, do hereby order and decree the following: Section 1. Title and Scope of the Decree. This Decree shall be known as the Probation Law of 1976. It shall apply to all offenders except those entitled to the benefits under the provisions of Presidential Decree numbered Six Hundred and three and similar laws. Section 2. Purpose. This Decree shall be interpreted so as to: (a) promote the correction and rehabilitation of an offender by providing him with individualized treatment; (b) provide an opportunity for the reformation of a penitent offender which might be less probable if he were to serve a prison sentence; and (c) prevent the commission of offenses. We will write a custom essay sample on Presidential Degree or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Section 3. Meaning of Terms. As used in this Decree, the following shall, unless the context otherwise requires, be construed thus: (a) Probation is a disposition under which a defendant, after conviction and sentence, is released subject to conditions imposed by the court and to the supervision of a probation officer. (b) Probationer means a person placed on probation. c) Probation Officer means one who investigates for the court a referral for probation or supervises a probationer or both. Section 4. Grant of Probation. Subject to the provisions of this Decree, the court may, after it shall have convicted and sentenced a defendant and upon application at any time of said defendant, suspend the execution of said sentence and place the defendant on probation for such period and upon such terms and conditions as it may deem best. Probation may be granted whether the sentence imposes a term of imprisonment or a fine only. An application for probation shall be filed with the trial cour t, with notice to the appellate court if an appeal has been taken from the sentence of conviction. The filing of the application shall be deemed a waver of the right to appeal, or the automatic withdrawal of a pending appeal. An order granting or denying probation shall not be appealable. Section 5. Post-sentence Investigation. No person shall be placed on probation except upon prior investigation by the probation officer and a determination by the court that the ends of justice and the best interest of the public as well as that of the defendant will be served thereby. Section 6. Form of Investigation Report. The investigation report to be submitted by the probation officer under Section 5 hereof shall be in the form prescribed by the Probation Administrator and approved by the Secretary of Justice. Section 7. Period for Submission of Investigation Report. The probation officer shall submit to the court the investigation report on a defendant not later than sixty days from receipt of the order of said court to conduct the investigation. The court shall resolve the petition for probation not later than five days after receipt of said report. Pending submission of the investigation report and the resolution of the petition, the defendant may be allowed on temporary liberty under his bail filed in the criminal case; Provided, That, in case where no bail was filed or that the defendant is incapable of filing one, the court may allow the release of the defendant on recognize the custody of a responsible member of the community who shall guarantee his appearance whenever required by the court. Section 8. Criteria for Placing an Offender on Probation. In determining whether an offender may be placed on probation, the court shall consider all information relative, to the character, antecedents, environment, mental and physical condition of the offender, and available institutional and community resources. Probation shall be denied if the court finds that: (a) the offender is in need of correctional treatment that can be provided most effectively by his commitment to an institution; or (b) there is undue risk that during the period of probation the offender will commit another crime; or (c) probation will depreciate the seriousness of the offense committed. Section 9. Disqualified Offenders. The benefits of this Decree shall not be extended o those: (a) sentenced to serve a maximum term of imprisonment of more than six years; (b) convicted of any offense against the security of the State; (c) who have previously been convicted by final judgment of an offense punished by imprisonment of not less than one month and one day and/or a fi ne of not less than Two Hundred Pesos; (d) who have been once on probation under the provisions of this Decree; and (e) who are already serving sentence at the time the substantive provisions of this Decree became applicable pursuant to Section 33 hereof. Section 10. Conditions of Probation. Every probation order issued by the court shall contain conditions requiring that the probationer shall: (a) present himself to the probation officer designated to undertake his supervision at such place as may be specified in the order within seventy-two hours from receipt of said order; (b) report to the probation officer at least once a month at such time and place as specified by said officer. The court may also require the probationer to: (a) cooperate with a program of supervision; (b) meet his family responsibilities; c) devote himself to a specific employment and not to change said employment without the prior written approval of the probation officer; (d) undergo medical, psychological or psychiatric examination and treatment and enter and remain in a specified institution, when required for that purpose; (e) pursue a prescribed secular study or vocational training; (f) attend or reside in a facility established for instruction, recreation or residence of persons on probatio n; (g) refrain from visiting houses of ill-repute; (h) abstain from drinking intoxicating beverages to excess; (i) permit to probation officer or an authorized social worker to visit his home and place or work; (j) reside at premises approved by it and not to change his residence without its prior written approval; or (k) satisfy any other condition related to the rehabilitation of the defendant and not unduly restrictive of his liberty or incompatible with his freedom of conscience. Section 11. Effectivity of Probation Order. A probation order shall take effect upon its issuance, at which time the court shall inform the offender of the consequences thereof and explain that upon his failure o comply with any of the conditions prescribed in the said order or his commission of another offense, he shall serve the penalty imposed for the offense under which he was placed on probation. Section 12. Modification of Condition of Probation. During the period of probation, the court may, upon application of either the probationer or the probation officer, revise or modify the conditions or period of probation. The court shall notify either the probationer or the probation officer of the filing such an application so as to give both parties an opportunity to be heard thereon. The court shall inform in writing the probation officer and the probationer of any change in the period or conditions of probation. Section 13. Control and Supervision of Probationer. The probationer and his probation program shall be under the control of the court who placed him on probation subject to actual supervision and visitation by a probation officer. Whenever a probationer is permitted to reside in a place under the jurisdiction of another court, control over him shall be transferred to the Executive Judge of the Court of First Instance of that place, and in such a case, a copy of the probation order, the investigation report and other pertinent records shall be furnished said Executive Judge. Thereafter, the Executive Judge to whom jurisdiction over the probationer is transferred shall have the power with respect to him that was previously possessed by the court which granted the probation. Section 14. Period of Probation. a) The period of probation of a defendant sentenced to a term of imprisonment of not more than one year shall not exceed two years, and in all other cases, said period shall not exceed six years. (b) When the sentence imposes a fine o nly and the offender is made to serve subsidiary imprisonment in case of insolvency, the period of probation shall not be less than nor to be more than twice the total number of days of subsidiary imprisonment as computed at the rate established, in Article thirty-nine of the Revised Penal Code, as amended. Section 15. Arrest of Probationer; Subsequent Disposition. At any time during probation, the court may issue a warrant for the arrest of a probationer for violation of any of the conditions of probation. The probationer, once arrested and detained, shall immediately be brought before the court for a hearing, which may be informal and summary, of the violation charged. The defendant may be admitted to bail pending such hearing. In such a case, the provisions regarding release on bail of persons charged with a crime shall be applicable to probationers arrested under this provision. If the violation is established, the court may revoke or continue his probation and modify the conditions thereof. If revoked, the court shall order the probationer to serve the sentence originally imposed. An order revoking the grant of probation or modifying the terms and conditions thereof shall not be appealable. Section 16. Termination of Probation. After the period of probation and upon consideration of the report and recommendation of the probation officer, the court may order the final discharge of the probationer upon finding that he has fulfilled the terms and conditions of his probation and thereupon the case is deemed terminated. The final discharge of the probationer shall operate to restore to him all civil rights lost or suspend as a result of his conviction and to fully discharge his liability for any fine imposed as to the offense for which probation was granted. The probationer and the probation officer shall each be furnished with a copy of such order. Section 17. Confidentiality of Records. The investigation report and the supervision history of a probationer obtained under this Decree shall be privileged and shall not be disclosed directly or indirectly to anyone other than the Probation Administration or the court concerned, except that the court, in its discretion, may permit the probationer of his attorney to inspect the aforementioned documents or parts thereof whenever the best interest of the probationer make such disclosure desirable or helpful: Provided, Further, That, any government office or agency engaged in the correction or rehabilitation of offenders may, if necessary, obtain copies of said documents for its official use from the proper court or the Administration. Section 18. The Probation Administration. There is hereby created under the Department of Justice an agency to be known as the Probation Administration herein referred to as the Administration, which shall exercise general supervision over all probationers. The Administration shall have such staff, operating units and personnel as may be necessary for the proper execution of its functions. Section 19. Probation Administration. The Administration shall be headed by the Probation Administrator, hereinafter referred to as the Administrator, who shall be appointed by the President of the Philippines. He shall hold office during good behavior and shall not be removed except for cause. The Administrator shall receive an annual salary of at least forty thousand pesos. His powers and duties shall be to: (a) act as the executive officer of the Administration; b) exercise supervision and control over all probation officers; (c) make annual reports to the Secretary of Justice, in such form as the latter may prescribe, concerning the op eration, administration and improvement of the probation system; (d) promulgate, subject to the approval of the Secretary of Justice, the necessary rules relative to the methods and procedures of the probation process; (e) recommend to the Secretary of Justice the appointment of the subordinate personnel of his Administration and other offices established in this Decree; and (f) generally, perform such duties and exercise such powers as may be necessary or incidental to achieve the objectives of this Decree. Section 20. Assistant Probation Administrator. There shall be an Assistant Probation Administrator who shall assist the Administrator perform such duties as may be assigned to him by the latter and as may be provided by law. In the absence of the Administrator, he shall act as head of the Administration. He shall be appointed by the President of the Philippines and shall receive an annual salary of at least thirty-six thousand pesos. Section 21. Qualifications of the Administrator and Assistant Probation Administrator. To be eligible for Appointment as Administrator or Assistant Probation Administrator, a person must be at least thirty-five years of age, holder of a masters degree or its equivalent in either criminology, social work, corrections, penology, psychology, sociology, public administration, law, police science, police administration, or related fields, and should have at least five years of supervisory experience, or be a member of the Philippine Bar with at least seven years of supervisory experience. Section 22. Regional Office; Regional Probation Officer. The Administration shall have regional offices organized in accordance with the field service area patterns established under the Integrated Reorganization Plan. Such regional offices shall be headed by a Regional Probation Officer who shall be appointed by President of the Philippines in accordance with the Integrated Reorganization Plan and upon the recommendation of the Secretary of Justice. The Regional Probation Officer shall exercise supervision and control over all probation officer within his jurisdiction and such duties as may assigned to him by the Administrator. He shall have an annual salary of at least twenty-four thousand pesos. He shall, whenever necessary, be assisted by an Assistant Regional Probation Officer who shall also be appointed by the President of the Philippines, upon recommendation of the Secretary of Justice, with an annual salary of at least twenty thousand pesos. Section 23. Provincial and City Probation Officers. There shall be at least one probation officer in each province and city who shall be appointed by the Secretary of Justice upon recommendation of the Administrator and in accordance with civil service law and rules. The Provincial or City Probation Officer shall receive an annual salary of at least eighteen thousand four hundred pesos. His duties shall be to: a) investigate all persons referred to him for investigation by the proper court or the Administrator; (b) instruct all probationers under his supervision of that of the probation aide on the terms and conditions of their probations; (c) keep himself informed of the conduct and condition of probationers under his charge and us e all suitable methods to bring about an improvement in their conduct and conditions; (d) maintain a detailed record of his work and submit such written reports as may be required by the Administration or the court having jurisdiction over the probationer under his supervision; (e) prepare a list of qualified residents of the province or city where he is assigned who are willing to act as probation aides; (f) supervise the training of probation aides and oversee the latters supervision of probationers; (g) exercise supervision and control over all field assistants, probation aides and other personnel; and (h) perform such duties as may be assigned by the court or the Administration. Section 24. Miscellaneous Powers of Provincial and City Probation Officers. Provincial or City Probation Officers shall have the authority within their territorial jurisdiction to administer oaths and acknowledgments and to take depositions in connection with their duties and functions under this Decree. They shall also have, with respect to probationers under their care, the powers of police officer. Section 25. Qualifications of Regional, Assistant Regional, Provincial, and City Probation Officers. No person shall be appointed Regional or Assistant Regional or Provincial or City Probation Officer unless he possesses at least a bachelors degree with a major in social work, sociology, psychology, criminology, penology, corrections, police science, administration, or related fields and has at least three years of experience in work requiring any of the abovementioned disciplines, or is a member of the Philippine Bar with at least three years of supervisory experience. Whenever practicable, the Provincial or City Probation Officer shall be appointed from among qualified residents of the province or city where he will be assigned to work. Section 26. Organization. Within twelve months from the approval of this Decree, the Secretary of Justice shall organize the administrative structure of the Administration and the other agencies created herein. During said period, he shall also determine the staffing patterns of the regional, provincial and city probation offices with the end in view of achieving maximum efficiency and economy in the operations of the probation system. Section 27. Field Assistants, Subordinate Personnel, Provincial or City Probation Officers shall be assisted by such field assistants and subordinate personnel as may be necessary to enable them to carry out their duties effectively. Section 28. Probation Aides. To assist the Provincial or City Probation Officers in the supervision of probationers, the Probation Administrator may appoint citizens of good repute and probity to act as probation aides. Probation Aides shall not receive any regular compensation for services except for reasonable travel allowance. They shall hold office for such period as may be determined by the Probation Administrator. Their qualifications and maximum case loads shall be provided in the rules promulgated pursuant to this Decree. Section 29. Violation of Confidential Nature of Probation Records. The penalty of imprisonment ranging from six months and one day to six years and a fine ranging from hundred to six thousand pesos shall be imposed upon any person who violates Section 17 hereof. Section 30. Appropriations. There is hereby authorized the appropriation of the sum of Six Million Five Hundred Thousand Pesos or so much as may be necessary, out of any funds in the National Treasury not otherwise appropriated, to carry out the purposes of this Decree. Thereafter, the amount of at least Ten Million Five Hundred Thousand Pesos or so much as may be necessary shall be included in the annual appropriations of the national government. Section 31. Repealing Clause. All provisions of existing laws, orders and regulations contrary to or inconsistent with this Decree are hereby repealed or modified accordingly. Section 32. Separability of Provisions. If any part, section or provision of this Decree shall be held invalid or unconstitutional, no other parts, sections or provisions hereof shall be affected thereby. Section 33. Effectivity. This Decree shall take effect upon its approval: Provided, However, That, the application of its substantive provisions concerning the grant of probation shall only take effect twelve months after the certification by the Secretary of Justice to the Chief Justice of the Supreme Court that the administrative structure of the Probation Administration and of the other agencies has been organized.

Biotech foods essays

Biotech foods essays Campaign for Food Safety and Awareness Introduction___________________________________________________________ 3 The Project___________________________________________________________ 3 Significance___________________________________________________________ 4 Evaluation____________________________________________________________ 5 Team Budget__________________________________________________________ 6 Bibliography___________________________________________________________ 7 Supplemental Bibliography_______________________________________________ 8 Team Signatures_______________________________________________________ 9 The technological changes and innovations during the last 20 years have created a remarkable array of new creations. All living organisms are compromised of a substance called deoxyribonucleic acid (DNA), which contains genes that are the blueprint for that organism. Scientists discovered that DNA was interchangeable between organisms and created new breeding methods such as crossbreeding, gene injection, and DNA modification techniques. This allowed scientists to take desirable traits from one organism and give that characteristic to another. A genetically engineered product is one that was developed by modifying DNA. (www.aphis.usda.gov/bbep/bp/overview.html) There has been an increase in generically engineered crops over the years and they continue to rise. In 1996, 4 million acres of land worldwide were planted with these crops versus having 98 million acres with genetically engineered crops in 1999 (Frankmore, p.A-38). In 1998, 77% of the worlds genetically engineered crops were produced in the United States (Batie, 1999). Currently the United States Food and Drug Administration (FDA) does not require the labeling of genetically engineered products (Kessler, 1992, p. 1747). However, legislation is now being introduced into congress to determine how these products should be dea...

Event management Essay Example | Topics and Well Written Essays - 1250 words

Event management - Essay Example The brief discussion comprehended in this paper concentrates on the event of â€Å"World Day against Child Labour† which is planned to be held on 12th June, 2012.Hereby, the objective of the paper will focus on the event management strategy for the organisation of â€Å"World Day against Child Labour† on 12th June, 2012 In this context, the management of the program will involve the concept of the event along with its intention to gather organisations for the event The paper will also involve a brief description of the target group for whom the event will be held along with the estimated budget required, execution strategies and required marketing plan with the professional partners and sub-contractors. Concept of the Event The observation of â€Å"World Day against Child Labour† was commenced by the International Labour Organisation (ILO) in the year 2002 as a strong movement against the global extension of child labour. However, the accomplishment against this vulnerable issue initially took place through the acceptance of Convention No. 182 by ILO in 1999. Following this adoption, ILO also announced the â€Å"World Day against Child Labour† as 12th day of June each year by 2002 which was also consolidated with the annual consensus concentrated upon the elimination of child labour including the working children below the age of 15 years. According to the current scenario that has been acknowledged by ILO, more than 215 millions of children all around the world are victim to this vulnerable issue of child labour which certainly require adequate attention from the major international bodies (United Nations, 2010). The abolition with regards to the child labour was one of the necessary steps that have been taken at the foundation of ILO in the year 1919. ILO has also considered the minimum age of being employed for a child to be his/her age after completing the compulsory schooling which have been pronounced in the Convention No. 138. To be precise, children at work must be more than 15years of age; however, light work according to the capability of the child can be allocated to the children aged between 13 to 15 years. Nevertheless, it is worth mentioning that any hazardous work which may have a severe impact on the health should engage only the children above the age of 18 years (ILO/IPEC-SIMPOC, Geneva, 2007). The emerging scenario of the child labour has been regarded as one of the most embarrassing situations in this global world of development. With regards to the prevention step against the child labour, ILO has taken numerous initiatives with the assistance of different concerned organisations such as United Nations Convention, and International Programme on the Elimination of Child Labour among others (ILO/IPEC-SIMPOC, Geneva, 2007). The figure estimated by ILO indicates that more than 15 millions of child workers amongst the total numbers of child labour victims are involved with risky and harmful work s which certainly depicts a severe condition of the working environment (United Nations, 2010). Emphasising on its commitment to eliminate the Worst Form of Child Labour within the year 2016, International Labour Organisation (ILO) has undertaken several strategies towards this hazardous situation which includes generating increasing awareness amid the world societies and the corporate environment (United Nations, 2010). Hence, the â€Å"World Day against Child Labour† can be regarded as an important event to encourage the world from excluding the activities which encourage children to be involved in hazardous working conditions or such employments which do not meet their requirement of health and education. In this regards, the objectives for this event that need to be in practice for this world day can be identified as the generation of understanding and

Holistic Nursing Research Paper Example | Topics and Well Written Essays - 1500 words

Holistic Nursing - Research Paper Example The term complementary is preferred because it conveys the idea that these therapies are used together with, rather than as a replacement for biomedical treatment. On the other hand, the term alternative conveys the thought of a therapy being used in place of a biomedical treatment. Finding a good definition for complementary therapies has been an uphill task. Several definitions have been proposed. The complementary therapy is a broad area of medicine that is made up of health systems, practices and modalities plus their accompanying beliefs. In the definition, the term complementary medicine is used n place of complementary therapies. However, the word â€Å"medicine† can be changed to â€Å"therapies†. There are more than 1700 identified complementary therapies. Classifying these therapies is as daunting as coming up with their definition. This is because the therapies vary and they encompass indigenous cultural practices that are vastly unknown in the western world. Additional challenges come up because the mechanisms of action for many complementary therapies are not known (Lange & Zahourek & Mariano 2013). NCCAM has suggested the following groups for complementary therapy: biological based therapies, mind-body therapies, manipulative and body-based therapies and energy therapies. NCCAM has noted that a complementary therapy is no longer classified as a complementary therapy once it becomes an accepted treatment for specific conditions (NCCAM, 2005). The boundaries between complementary therapy and the dominant health care systems keep changing. As a result, what may be considered as complementary at a point in time can be recognized as part of the mainstream healthcare later on . Complementary and alternative therapies are healthcare topics that have instigated discussion and debate in a large way. Many people in the US have shown considerable interest in these topics. This is evident

Quantitative Method in Economics Assignment Example | Topics and Well Written Essays - 750 words

Quantitative Method in Economics - Assignment Example This is the rate which the government has to charge firms involved in polluting the environment to compensate for the impacts of their operations to the environment. 16. The total tax revenue collected will be arrived at by taking the product of this tax rate and the estimated units likely to be produced. Assuming the units produced are Q*; the tax revenue will be 3.3698Q*. 18. Price elasticity of demand is the change in price relative to demand and it is a measure of the degree or extent at which price changes relative to the demand. It is worked out as the Change in demand divided by Change in price; 20. Depending on how elastic demand is will dictate the potion for the producers and that for the consumers. With inelastic demand as witnessed in our case, the producer will bear a smaller weight of the tax as compared with the consumers who will feel a greater pinch of the

Impact of Detention Centres on Asylum Seekers

Impact of Detention Centres on Asylum Seekers BUSINESS REPORT: Asylum seekers Executive Summary This report outlines the impact of detention centres where those seeking asylum in Australia are placed. It examines the issues relating to detention centres and consequences of them. As it is repeatedly demonstrated by research, there is a uniform trend highlighting the trauma and the sufferings of asylum seekers during their stay at Australian detention centres. This is due to the inadequate facilities and the lengthy duration of time which asylum seekers are forced to spend in these detention centres. Adequate facilities are especially important for young asylum seekers as they endure sorrow to a greater extent. When viewing this issue from a global perspective, approximately 51.2 million people are displaced as a result of conflict or prosecution every year and close to 50% of this number are children (UNHCR 2014). These numbers provide reasons for provision of all the required facilities and faster processing systems to reduce the time at the detention centres. This report examines the main causes of mental health issues and the difficulties of integrating into a new society amongst asylum seekers especially, young asylum seekers and provides possible solutions to ensure that asylum seekers transit into the new society comfortably.   Ã‚   Issue Discussion Facilities Rwandan genocide and Syrian war (caused by the Arab spring) cause a large inflow of asylum seekers to Australia (Keller 2003, p.1721). Asylum seekers are detained indefinitely in conditions that abuse their human rights. This occurs in mandatory detention centres in breach of Australias commitment to Universal Declaration of Human Rights which states Everyone has the right to seek and to enjoy in other countries asylum from persecution (United Nations 1995 p.1). A large number of asylum seekers are genuine refugees that are fleeing from atrocities such as torture, rape, imprisonment, threats of death and murder. Australias mandatory detention policy in conjunction with the lack of facilities and health treatment aggravates the trauma of these experiences and severely affects the mental health and well-being of asylum seekers. Furthermore, Australias lack of cooperation in providing facilities violates international human rights standards (UNHCR 2014). Recently, the movement of thousa nds of Syrian refugees make their way into Europe via Hungary was stopped and held in detention-like environment increasing asylum seekers trauma (Al Jazeera 2006). It is essential for nations to accept asylum seekers and provide them with care and facilities as they endure traumatizing experiences and flee prosecution. Figure 1.2 Irregular arrivals by sea, selected countries (Phillips 2015) Figure 1, (Irregular arrivals by sea, selected countries) shows the approximate number of refugees entering Australia and four other countries.   According to the figure, there is a great difference in the number of refugees entering the five countries. Further noted in Figure 1.2, the data provides information on the fluctuating number of refugees entering a country in a particular year within the given 7 years. This suggest that the refugee inflow into a country depends on the countrys refugee acceptance policy. However, in the case of Australia, there is a progressive increase in the number of refugees entering despite the stricter border policies. Lengthy delays and offshore processing    The length of time spent at detention centres by asylum seekers is indefinite and this aggravates the trauma as they remain uncertain of their future (Couldrey Herson 2013, p.7). In Australia there are long processing steps where the asylum seekers are interrogated of their reasons of arrival. This lengthens the time spent at detention centres for getting a humanitarian visa. From figure 1, Australia is one of the countries with lower asylum seeker intake. Despite the increase in asylum seekers entering Australia, it remains the only western country to have a mandatory detention policy.   Mandatory detention can take place by detaining asylum seekers offshore. A piece of legislation was passed requiring all asylum seekers arriving on Australian shores are sent to offshore processing facilities (Kaldor 2014, p.3). This legislation puts strain on asylum seekers by detaining them in centres with inadequate facilities but also on the finances of the Australian government (Kaldor 2 014, p.4). The lengthy processing system and sending asylum seekers offshore for processing is a disadvantage for both the government and asylum seekers. Issue Outcomes Mental Health Issues Mental health is a significant factor that needs to be addressed by the host nations government. Placing asylum seekers in detention centres for a long duration of time without providing the adequate facilities has a significant negative impact on asylum seekers mental health and well-being (Cornelis et al. 2004, p.848). Despite Australias low intake of asylum seekers, it has adopted harsh laws that fuel the trauma faced by asylum seekers. Some of the detention centres in Australia are located in remote regions where facilities are not easily accessible hence the asylum seekers are not able to address their mental health issues (Keller et al. 2003, p.1721). Research conducted 2 years ago shows that refugees living in Australian detention centres, suffered up to 19 chronic mental health conditions such as post-traumatic stress disorder, depression and social anxiety disorder. During the initial stages of the research, approximately 42% of adults and 59.1% of children showed symptoms o f mental health disorder (Hadgkiss et al. 2012, p.17). This result conveys that children are more vulnerable and are largely affected by mental health illnesses due to their experiences and lengthy stay at the detention centres. Social cohesion Asylum seekers who stayed in detention centres for a long duration and with inadequate facilities showed a slower rate of integrating into a new country as interviewed by the VU University Medical Centre of research due to mental health issues (Gerritsen Bramsen 2005, p.14). Those diagnosed with mental health issues could not easily or comfortably integrate into the new society. Close examinations of research suggests that the lack of facilities hinders the asylum seekers ability to enter a new society as most of them come from backgrounds where they have not had a chance to educate themselves. At the detention centres asylum seekers are kept idle and in solitary confinement which fuels their insecurities therefore inhibiting them to find opportunities and success once they are out of detention centres. Research also shows that many young asylum seekers between the ages of 6 to 15 that have come out of detention centres show a slower rate of learning in comparison to the local stude nts (Couldrey Herson 2013, p.9). Inadequate facilities degrades asylum seekers in an effective transition into a better lifestyle. Recommendations Mental Health Treatment Treatments and heath care facilities can reduce the impact of major issues such as pre-migration trauma, depression and anxiety. Such treatments at detention centres not only benefits the asylum seekers but also the Australian society as it is cost effective and creates jobs for Australian medical and health professions (Hadgkiss et al. 2012, p.23). Cases of mental health illness can reduce an individual life expectancy and can also lead to various other problems such as suicidal thoughts and violence. However, installation of programs that allows the asylum seekers to address their mental health issues can improve their mental health and also their lifestyle once they are released from detention centres. Key findings in studies show that the number of mental health issues such as alcohol abuse, drug abuse and violence reduces where proper treatment is provided which can be accessed (Keller et al. 2003, p.1722). This important step of providing health care will allow asylum seekers t o integrate into the society. Workplace skill development It is important to provide facilities that contribute to gaining skills so that when asylum seekers enter the new society, they are better able to find jobs and there is reduced imbalance in socio-economic status (Gerritsen Bramsen 2005, p.15). The lengthy processing time could be effectively used by the host nations government to install educational facilities that engage asylum seeker in workplace and work related skills such that they can find jobs much easier when they are out of detention centres. It is also important to provide education and language skills for young asylum seekers so that language does not act as a barrier but as an aid to get opportunities. It is vital to engage young asylum seekers in education as this will empower them and decrease the gap between them and Australian schooling standards (Phillips 2015). Taking this measure of providing facilities that may provide equal opportunity in getting employment once asylum seekers are out of detention centres is an effective way of not increasing unemployment rates and hence making a smooth transition into society. References Websites Al Jazeera 2006, Hungary seizes refugee train arriving from Croatia, viewed on 18 September 2015, http://www.aljazeera.com/news/2015/09/hungary-seizes-refugee-train-arriving-croatia-150919003810139.html> United Nations 1995, The Universal Declaration of Human Rights, viewed on 15 September 2015, http://www.un.org/en/documents/udhr/>. Journal Articles UNHCR 2014, Wars Human Cost, UNHCR Global Trends 2013, viewed on 10 September 2015, http://unhcr.org.au/unhcr/images/Global%20Trends%202013.pdf> Phillips, J. 2015, Asylum seekers and refugees: what are the facts?, Parliamentary Library of Australia, viewed on 8 September 2015, http://www.aph.gov.au/About_Parliament/Parliamentary_Departments/Parliamentary_Library/pubs/rp/rp1415/AsylumFacts>. Keller, A., Rosenfeld, B. Trinh-Shevrin, C. 2003, Mental health of detained asylum seekers, The Lancet, vol. 12, no. 362, pp. 1721-1723, viewed on 15 September 2015, http://ac.els-cdn.com/S0140673603148465/1-s2.0-S0140673603148465-main.pdf?_tid=60f28634-5f74-11e5-bd3f-00000aab0f6cacdnat=1442739095_b3b162da84af0a2c0dd5353d4321195d> Couldrey, M.    Herson, M. 2013, Detention, alternatives to detention, and deportation, Forced Migration Review, vol. 18, no. 44, pp. 4-14, viewed 15 September 2015, http://www.fmreview.org/en/detention.pdf> Cornelis, J., Bettine, A., Hajo, B., Gernaat, E. Ivan, H. 2004, Impact of a Long Asylum Procedure on the Prevalence of Psychiatric Disorders in Iraqi Asylum Seekers in the Netherlands, NERVOUS MENTAL DISEASE, vol. 13 no. 12, pp. 843-851, viewed on 5 September 2015, http://www.researchgate.net/profile/Ivan_Komproe2/publication/8143453_Impact_of_a_long_asylum_procedure_on_the_prevalence_of_psychiatric_disorders_in_Iraqi_asylum_seekers_in_The_Netherlands/links/00b7d5304b6381a575000000.pdf> Hadgkiss, E., Lethborg, C., Al-Mousa, A. Marck, C. 2012, Asylum seeker health and well-being, St Vincents Health, vol. 24, no. 1, pp. 17-31, viewed on 20 September 2015, https://svha.org.au/wps/wcm/connect/cb7b96fc-6653-42ea-9683-749a184d3aed/Asylum_Seeker_Health_and_Wellbeing_Scoping_Study.pdf?MOD=AJPERESCONVERT_TO=urlCACHEID=cb7b96fc-6653-42ea-9683-749a184d3aed> Kaldor, A. 2014, Offshore processing: Australias obligations with respect to asylum seeker children who may be sent to Nauru, Never Stand Still, vol. 1, no. 1, pp. 1-9, viewed on 20 September 2015, http://www.kaldorcentre.unsw.edu.au/sites/default/files/Factsheet_Offshore_processing_asylum_seeker_children_BIA.pdf> Gerritsen, A. Bramsen, I. 2005, Physical and mental health of Afghan, Iranian and Somali asylum seekers and refugees living in the Netherlands, Original Paper, vol. 20, no. 3, pp. 12-19, viewed on 19 September 2015, http://epiresult.com/downloads/refugees/SPPE.pdf>

Little Woman, Small World Essay -- Literary Analysis

In a small world, there is not much choice for a simple woman. Throughout history, women often are portrayed as the weaker sex. As a result of this assumption, women try to disassociate themselves from this custom and be more independent with their lives. One of John Steinbeck’s most accomplished short stories, â€Å"The Chrysanthemums,† a story which concerns a married couple and examines Elisa’s dissatisfaction with her life. The story takes place in the Salinas Valley of California in December at Henry Allen’s ranch in the foothills. Elisa is a woman whose life is narrow, unexciting and limited in what she can become by geography and opportunity. She is feeling trapped in a life of servitude and is suppressing a yearning for more. Therefore, Elisa takes a bold step towards her own providence. In â€Å"The Chrysanthemums,† by Steinbeck, Elisa is portrayed as feminine, subservient, and conservative, but through the reality is that she is instead a masculine, frustrated, and sensual being who wants more out of life than her husband Henry offers her. Her portrayal shows her dissatisfaction in life. First characteristic of Elisa is found in a traditional feminine role, working in her garden; however, the narrator describes her appearance using words associated with manliness. For example, her gardening clothes conceal her femininity with a â€Å"man’s black hat†¦clodhopper shoes†¦a big corduroy apron†¦and heavy leather gloves† (460). Her description does not focus on her feminine characteristics, and she could easily be mistaken as a man from the distance. Elisa is gardening and tending her flowers which symbolize of her femininity, but contradicting this femininity is her strength. Steinbeck illustrates Elisa’s energy as she works in the garden t... ... Works Cited Akers, Tim, ed. Vol. 6. Short Stories for Students. Detroit: The Gale Group, 1999. 59-82. Print. Mazzeno, Laurence W., ed. Vol. 2. Masterplots The Big Sky- The Confidential Clerk. 4th ed. Pasadena California: Salem Press, 2011. 1011-12. Print. Palmerino, Gregory J. "Steinbeck's 'The Chrysanthemums'." Explicator 62.3 (2004): 164-167. MLA International Bibliography. EBSCO. Claire Carney Library. Schultz, Jeffrey D, and Luchen Li. Critical Companion to John Steinbeck: A Literary Reference to His Life and Work. New York: Facts On File, 2005. Print. Steinbeck, John. "The Chrysanthemums." Literature Approaches to Fiction, Poetry, and Drama. Ed. Robert DiYanni. Second ed. Boston: New York University, 2008. 459-66. Print. Timmerman, John H. The Dramatic Landscape of Steinbeck's Short Stories. Norman: University of Oklahoma Press, 1990. 173-79. Print.

Fantasy and Poetry in Children’s Literature

The two selections of literature are Cinderella for the fantasy story and a poem by Eloise Greenfield called â€Å"Tradition†. Both selections are from different cultural traditions, but portray positive messages to children and adults in today’s society. Every little girl dreams of finding her prince charming. There are more than 1500 different versions of â€Å"Cinderella† from cultures all over the world. The story of Cinderella has been in existence since 1865 and published by George Routledge. This fairy tale is one of the oldest and most familiar to young children that inspire them to believe anything is possible. The literary elements in Cinderella include the setting, characters, plot, conflict, climax, and ending. The setting was in a faraway kingdom a long time ago. The characters included a young girl name Cinderella, her stepmother, two stepsisters, the prince, and fairy godmother. The Plot of this fairy tale is a young girl who is being treated unfairly, but dreams of finding her true love. She is being mistreated by her stepmom and sisters and works as a maid in the home. Cinderella begs to go to a ball and is told she could go after all chores are completed. Once she completes the chores and finds a dress, she is maliciously attacked by her stepsisters and destroys her dress. Cinderella was shattered and thought she would never recover from this. The conflict in this story is the continual dislike from the stepmother and stepsisters against Cinderella. The climax is so exciting in this story. After Cinderella meets her fairy godmother, she dresses her in a beautiful gown and sends her to the ball, Cinderella forgets about the time and at 12:00 midnight her fantasy is over. She runs out of the ball and leaves her glass slipper. The prince is searching all over the kingdom searching for the girl who could fit the glass slipper. The ending to this fairy tale is every girl’s dream. The prince searched high and low searching for his princess. He sent his grand Duke to try the glass slipper on every girl in the kingdom and the shoe only fits one person. After Cinderella revealed she had the other glass slipper. This created one of the most romantic fairy tales ever. Cinderella and the Prince falls in love, marry, and live happily ever after. â€Å"Tradition† is a poem written by Eloise Greenfield, an Africa American poet in 1988. Eloise was born in 1929 in North Carolina; this was in the early days of the Great Depression. Eloise was influenced by memories of her childhood, observations, and stories she had read about. The literary elements in the poem include the setting, characters, plot, conflict, climax, and ending. The setting in this poem was a long time ago in a southern state. The character in this poem is any person who has worked hard throughout his or her lives with no worry of failure or fear. The plot in the poem is to live, learn, and give back to others. The conflict in this poem is dealing with self. She can achieve anything in life if she works hard and want it bad enough. The climax is rising to the occasion. If she is able to overcome adversity and focus on her goals, regardless of the many things you have been through. Success is the end of this poem.

Dover Beach Theme Imagery and Sound Essay

In â€Å"Dover Beach,† Matthew Arnold creates a monologue that shows how perceptions can be misleading. The theme of illusion versus reality in â€Å"Dover Beach† reflects the speaker’s awareness of the incompatibility between what is perceived and what truly is real. Arnold conveys the theme of â€Å"Dover Beach† through three essential developments. First, he uses visual imagery. Second, he uses sound (aural) imagery. Third, he uses rhythm and metric. These mechanics alone do not explain why illusion and reality differ, but they do help to explain how Arnold sets up the poem to support the theme. The strongest support of the theme comes from its intense imagery which is scattered throughout â€Å"Dover Beach.† The most affecting image is the sea. The sea includes the visual imagery, used to express illusion, as well as the auditory imagery, used to express reality. The image is intensely drawn by Arnold to vividly see the faith disappearing from the speaker’s world. The image of darkness encompasses the speaker’s life just like the night wind pushes the clouds in to change a bright, calm sea into dark, â€Å"naked shingles.† The irony of â€Å"Dover Beach† lies in the contrasting elements of the troubled speaker and the calm sea with tranquil moonlight. For example, the moonlit cliffs of the first stanza appear again in the lines â€Å"for the world/Which lies before us like a land of dreams. The sea which begins calm and tranquil, becomes a roaring shore; with â€Å"naked shingles† and â€Å"night-wind† which in turn disrupts the speaker’s faith. The symbolism of the speaker’s faith, as well as light and dark, reinforce the theme of illusion versus reality. The illusionary quality of the sea infers how very shaky and insecure the speaker’s faith has become. In line 21, the speaker refers to the sea as a metaphoric â€Å"sea of faith.† This symbol represents the illusion of the speaker’s faith. The reality of his lack of faith becomes apparent in lines 25 through 28. The speaker explains on how that once great and calm sea of faith has turned into a roaring, dark, windy, dreary, and gravely bench. In reality, the speaker’s faith disappears with only darkness to replace it; a powerful symbol of disillusionment which sets the mood for the rest of the poem. In stanza 3, the simile â€Å"like the folds of a bright girdle furled† (Line 13) contrasts with â€Å"Vast edges drear/And naked shingles of the world† (Lines 27-28) The speaker’s problem also appears in the sounds of the words throughout the poem. The consonant quality of the g and the r in â€Å"grating roar† (line 9) takes on an auditory quality, whereas the previous stanza displayed visual qualities. The grating and roaring pebbles produce sound while the calm sea and glimmering French coast produce a visual effect. In line 13, the words â€Å"tremulous cadence slow† slows the reader with the sounds of the t, c, and s sounds. After stanza two, the third, fourth, and fifth stanzas alternate sounds (stanza three, first three lines of stanza four, last five lines of stanza four and stanza five). The smooth sounds of l in line 7, â€Å"long line,† and the f in line 23, â€Å"folds† and â€Å"furled,† point out the instances of illusion where the conflict of the illusion versus reality does not exist. In contrast, the rough sounds in line 28, â€Å"naked shingles of the world,† indicate the places w here reality not only exists, but where illusion cannot exist, and the speaker cannot escape his misery. The sounds of the words not only slow the speaker’s struggle, but also suggest the underlying motif of light and dark. The words â€Å"glimmer† and â€Å"gleam.† The ‘gl’ suggests light whereas the ‘ea’ suggest smallness. The ‘er’ suggests movement. All combined, the allusion is made to the idea of a small, moving light. This contrasts with the darkness of the later stanzas indicated by the words â€Å"darkling† and â€Å"night.† In the third stanza, the words â€Å"faith† and â€Å"bright† followed by â€Å"but† imply a loss of faith, â€Å"and in doing so associates darkness with loss of faith†. The lack of a pattern in the rhyme scheme reflects the speaker’s inner debate. The rhyme scheme of the first stanza consists of ABACD. The first and third lines rhyme, â€Å"to-night† and light,† but no other lines rhyme in the first stanza. The same instance occurs in t he second stanza’s rhyme scheme of BDCEFCGHG. Multiple lines do rhyme, but in no set pattern. This opposes the pattern of the iambic rhyme of the first stanza. A vivid description of the calm sea in the first eight lines allows a picture of the sea to unfold. The next six lines really stand out, especially the words â€Å"Listen,† â€Å"grating roar,† and â€Å"eternal note of sadness.† The distinction between the sight and sound imagery continues into the third stanza. Sophocles can hear the Aegean Sea, but cannot see it. He hears the purposelessness â€Å"of human misery,† but cannot see it because of the â€Å"turbid ebb and flow† of the sea. The allusion of Sophocles and the past  is replaced by the auditory image, â€Å"But now I only hear/ Its melancholy, long, withdrawing roar/ Retreating to the breath/ Of the night-wind, down the vast edges drear/ And naked shingles of the world† (Lines 24-28). There is a sense of sympathy. The words â€Å"tremulous cadence slow† and â€Å"eternal note of sadness† evokes a sense pity for the speaker whose struggle with illusion and reality seems to end in darkness and sadness. Not only will the speaker have to confront reality, but â€Å"beyond the ‘naked shingles’ the darkness continues, interrupted only by the confused alarms and fights and ringing conflicts of battle by night-the sounds of supreme futility† Arnold uses much alliteration and assonance in the poem as well. For example, in line 31, â€Å"To lie before us like a land of dreams†, repeating the letter L at the beginning of three words. Also, in line 4, â€Å"Gleams and is gone†¦Ã¢â‚¬  repeating the letter G. Arnold shows use of assonance in line 2, â€Å"tied/lies† and in line 31, â€Å"lie/like† The most important method in â€Å"Dover Beach† includes the rhythm and the meter of the lines and the stanzas of the poem. The sea/is calm/to-night. The gentle lively rhythm of the iamb mirrors the â€Å"ebb and flow† of the sea. The actual words of the first line manifest this idea to picture a calm sea gently lapping at the beach. The second line also reveals a calm sea. However, line 3 breaks the pattern and forces the reader to break his or her own rhythm. Line 3 includes: Upon/the straits,//on the French/Coast/the light. The line begins and ends with an iamb, but the middle is broken up. This is a foreshadow of the disorder to come. The fourth line breaks up even farther at the beginning, but the fifth line recovers the rhythm. Glimmering/and vast//out in/the tran/quil bay. The rhythm recovers by the end of the first stanza, but the original rhythm has not. The number of feet per line constantly increases from three to four and then to five, once again, a foreshadow of the upcoming struggle. The second stanza attempts to regain a pattern but the pattern disappears in line 7 only to reappear in line 8. The pattern of iambs continues through the stanza, but the number of feet per line never projects a pattern. In other words, by the use of a pattern in the rhythm and the lack of a pattern in the number of feet per line and the rhyme scheme, Arnold portrays an outwardly rhythmic and flowing poem with underlying confusion and trouble. The illusion of the rhythm masks  the reality of the struggle of the speaker. The auditory qualities of lines 9-14 set the tone for the rest of the poem. â€Å"LISten! yoU HEAR the GRATing ROar / of PEBbles which the WAves DRaw back, anD FLinG, / aT their return, UP the HIgh strand, / BEgin, anD ceASE, anD thEN agAIN beGIN, / with TREMulous CAdenCE SLOw, anD bring / the eterNAL noTe oF SADness IN.† Arnold’s â€Å"Dover Beach† applies technical qualities, symbolism, and imagery to reveal the theme of illusion versus reality. The emotional struggle of the speaker is supported by the rhythm and the meter, the lack of a consistent rhyme scheme, the figures of speech, the sound of the words, and the irony of the entire poem. The symbolism of the sea and the imagery of light and dark bring out the alternating visual and auditory qualities, which elaborate on illusion and reality, respectively, Arnold’s portrayal of one person’s battle with illusion and reality shows a complex view of humanity in a simple poem.