Roles, Responsibilities and Skills of a Coach Essay Example for Free

Roles, Responsibilities and Skills of a Coach Essay Alex Ferguson A role model is a person who serves as a positive example and whose behaviour and success is emulated by others. The way the coach conducts themselves in the presence of their athletes is important to get the respect of their athletes so they are able to coach them successfully. Alex Ferguson is a fine example of a role model because he produces such successful teams and always conducts himself in a professional and respectful manner which rubs off on his players. This is especially evident in players such as Ryan Giggs and Paul Scholes who are also great role models of the game and they have been heavily influenced by Alex Ferguson throughout their careers. This is one of the reasons his team has won the league so many times, became European champions and he has created so many world class players. An example of him using this is with Wayne Rooney. When he came to United he had a very fiery temper and would often break the rules and end get yellow carded or sent off causing a disadvantage for his team but after being coached in the right way by Ferguson and following his example he has learnt to conduct himself properly and control his anger much better. This influence from Alex Ferguson has been vital in making him the top class player that he has become. Linford Christie – Is also a great role model but in a different way. He is more of a role model to his athletes because of his own sporting achievements. He is the only British man to win a gold medal in the 100 m at all four major competitions: the Olympic Games and the World, Commonwealth, and European championships and he still holds the British 100m record. This would be impressive to any aspiring athlete and they would be more likely to respect what he says and more likely to listen to him because they know he knows what he’s talking about. His athletes are inspired by his achievements and will be more motivated by him being their coach because of all of his achievements. He is quoted in The Independent saying: â€Å"I think the athletes respond well to me because I have been successful. I know what it takes to get to the top. I know what psychological games to play and the importance of mental power. Alex Ferguson and Linford Christie are similar in that they are both well respected and great role models to their athletes. Coaches like this are typically very successful because to be successful it is important for their athletes to look up to them so they listen to and respect their advice so the coach can do their job effectively and improve their performance. The differences between the coaches are that Ferguson earns his status as a role model for his coaching success and Christie gets his from his sporting success. This means that they both have different types of knowledge and would probably have completely different coaching styles. Ferguson is more experienced in coaching and a better manager of his players whereas Christie would have a better understanding of any issues his athletes may have because he has been there himself at a higher level than them and he probably doesn’t stick to the conventional coaching methods and would have his own ways of doing things. Manager Alex Ferguson – One of Alex Ferguson’s most important roles is being a good manager. Being a manager involves him being able to man manage players to ensure he gets the best out of them. Management is especially to Ferguson because he coaches football, a team sport so his role as a manager is important to make sure he is picking the right players in the right positions in the right games and also deciding when to make substitutions at the right time. An example of good managing by him is when he brings on Carlos Tevez as a sub in a tough game when the other forwards are tiring because he has fresh legs and a very good work rate. This has proved to be very effective for him because he has brought Tevez on at the right time in some important games and he has changed the game. Linford Christie – One of the roles that Linford Christie would have to fulfil is being a manager. For him this would include being well organised for example having the training sessions planned before the session and most importantly the one to one man management of each of his athlete’s. This is obviously very important for Christie to have as he coaches individual athletes and he has to manage them in the right way to get the best out of them. For example, some of his athletes might respond better to him having a go at them after a poor performance and some might respond better to a friendly arm around the shoulder. It is vital that he is able to recognise which athlete’s need which type of management or he could be damage his relationship with the athlete which could result in a drop in their confidence and their performance. Alex Ferguson and Linford Christie are similar in that they both have to have good man management skills which means they have to be good communicators, good leaders and be able to support their athletes individually. The main difference between these two coaches when it comes to managing is that Ferguson has to make a lot more decisions because he has to make a whole team work together successfully so he has the added responsibilities of picking the squad, when to drop players and who needs to be rested whereas Christie only has to be concerned with one athlete at a time and to make sure that athlete is happy and performing well. Friend Alex Ferguson – It is important that the coach of a successful team is also a friend to their athletes. This is because if an athlete feels that they have a good relationship with their coach they will perform better overall. Being a friend to their athletes is important to develop loyalty and a good understanding of their athletes. This enables them to know which way to coach them individually also to help the athletes overcome issues and problems such as injuries and personal problems. The main skill needed to fulfil this role effectively is good communication skills. An example of Alex Ferguson being a friend is the way he has supported and encouraged players such as Wes Brown and Owen Hargreaves through career threatening injuries and offering them advice and help. Linford Christie – One of Linford Christie’s roles as an athletics coach is to also be a friend to his athletes. It is especially important for Christie to have this kind of relationship with his athletes because they are individual athletes and they don’t have team mates or many other coaches to rely on for support. Darren Campbell, one of his star athletes said, Well, to begin with, he is compassionate, says Campbell. He is not a bully. He doesnt throw cups of tea. People who say he is arrogant dont know him. What it is about him is confidence, belief. I know its a fine line, but I have known him since I was a 14-year-old and he has always had a soft side. One of his greatest assets is that mentally he is one of the strongest people I have ever met. It is clear from this statement that he is a friend as well as a coach to this athlete. Darren Campbell is Britain’s top sprinter so this type of coaching has proved to be a success because he is inspired by Linford Christie, he trusts him and will therefore make his job easier to coach Campbell as he will listen to his advice and put 100% into training. Alex Ferguson and Linford Christie have similar roles to play as a coach and one of the roles they have in common is to be a friend to their athletes. They both do this well and have a good balance of when to be a friend and when to be a coach which can be a difficult balance to have but it is a vital part of achieving success with a team or an individual athlete. I think it is more important for Linford Christie to be a good friend to his athletes because he works with them on a one to one basis mainly whereas Alex Ferguson’s main role is to pick a successful team for each game and this is more important than being friendly with the players. It is part of his job to upset players because all of his players in the squad would like to play every game but obviously they can’t all the time. Educator Alex Ferguson – An important part of being a successful coach like Alex Ferguson is to be an educator. Even though his players are some of the best players in the world, he still has a role of educating them further so they can continue to develop as players. The educator role for a football coach includes educating the team about new formations, new positions that players may be put in and to further educate them about the game in general. A sports coach also has to have a good amount of knowledge about the scientific side of the game, such as nutrition, recovery and fitness and have the communication skills to get these messages through to the players. An example of his success because of the way he has educated his players is when the champions league semi final against Arsenal. Every player had a full understanding of the formation and their role in the team, even though some players were in a different position than what they’re used to such as Ronaldo playing cent re forward when he’s usually on the wing. This is because they would have been training during the week before the game getting used to playing this way and so they could ask Alex Ferguson any questions they had about where they were playing so they knew exactly what to do when it came to the game. Linford Christie – Also has to be a good educator in order to produce successful athletes. He has to educate his athletes mainly on their technique because he coaches sprinters and to improve their times they have to improve their technique. Christie has a lot of experience of being a successful sprinter so he passes down this knowledge to his sprinters to improve their times. An example of Linford Christie educating an athlete is when he first had Darren Campbell he realised that the best part of his 100 meter race is the last 40 metres so they needed to work on his start and his coach has educated him to improve this. Alex Ferguson and Linford Christie both need to be educators to ensure their athletes are successful but in different ways. Alex Ferguson’s role as an educator is less specific than Linford Christie’s because the smallest detail or a slight different technique in sprinting can mean the difference between a gold medal and not even getting a medal. So Christie may have to concentrate on coaching something specific like an athlete becoming quicker off the blocks. Alex Ferguson has to concentrate mainly on team performance so his educator role mainly concerns coaching the team as a unit on larger scale things such as formation. Sometimes though, Ferguson would also have to coach individually like Christie. Responsibilities Legal obligations Alex Ferguson – Even coaches of professional teams have legal obligations which include abiding by the rules that have been put in place by FIFA. Some of these rules include player protection especially those under 18 and the rules that are set regarding signing players or selling players. For example, if Alex Ferguson wanted to sign Kaka he couldn’t approach him or even get in contact with him without his clubs consent or he would be breaching the rules. It is also his legal responsibility to make sure his players are training in a safe environment with safe equipment. He also has to make sure that there are the appropriate medical staff and facilities to take proper care of his players. Linford Christie – Also has to apply with the legal responsibilities that come with being a sports coach. He has to make sure that he is using suitable and safe equipment and facilities when working with his athletes. Christie would also have to have the appropriate coaching qualifications to coach at the level does. Another one of his legal responsibilities is to educate his athletes and to enforce the rules and regulations put in place by the governing body of the sport. For example, Linford Christie has to discourage his athletes from using illegal performance enhancing drugs because they are banned from the sport and if he is caught they could both be in serious trouble for breaking the rules. Both of these coaches have to satisfy their legal obligations as sports coaches and they are similar in doing this because they have the same general legal responsibilities for any coach of any sport, some of which I have already discussed. Their roles differ slightly due to the obvious difference in the sport they are coaching. Alex Ferguson has to deal with the issue of buying and selling players and all of the rules that come with it but because Linford Christie is only dealing with individual athletes and it’s a different business where they don’t really buy and sell their athletes. Both coaches obviously have to discourage drug use but it is less popular in football than it is in athletics, particularly in sprinting so it plays more of a role in Linford Christie’s job than in Alex Ferguson. Professional conduct Alex Ferguson – One of Alex Ferguson’s important roles is to conduct himself professionally especially because he is in the media so much and he would get in all sorts of trouble if he didn’t act this way especially on television because there are a lot of people that look up to him. He also has to act professional around his players and his staff which would include using appropriate language, being well presented and not smoking or drinking at inappropriate times such as during training. An example of him being professional is last week when Ronaldo had a tantrum after being substituted against Man City which would have been quite embarrassing for him but when he was interviewed about it he acted professionally and didn’t turn on his player he just said that it was good that he wanted to play so much and that he’d spoken with him about it. Linford Christie – Also has to conduct himself professionally because he is a professional sports coach and he has to be a good role model to his athletes. He has to act professionally with his athletes so things such as executing good practice, setting an example to his athletes, not swearing, drinking or smoking in his athlete’s presence and complying with the rules the governing body has set.. He should also have the appropriate coaching qualifications to be coaching Olympic athletes. An example of him being professional is when he took two of his athletes to the Olympics but because of a rule saying he couldn’t work behind the scenes with his athletes during the competition because of being caught for drugs when he was an athlete he didn’t argue it and just sat in the stands to support his athletes. Both of these coaches need to conduct themselves professionally at all times especially when they are with their athletes because they have to set a good example to their athletes and have their respect. Their responsibilities, as far as professionalism goes are the same because they both have to be well presented, execute good practice, adhere to their code of conduct, have the appropriate qualifications to coach at the level they do and act and speak appropriately. Health and safety Alex Ferguson – It is his personal responsibility to ensure his players train and play in a safe environment. For example he can’t let his team train on a pitch covered in pot holes because it is dangerous and could cause injuries. He has a duty of care to follow to protect his athletes. It is also his responsibility to have the appropriate equipment and facilities as well as the health issues he will have to deal with. Issues such as, being aware of illness and injury and taking the appropriate precautions to ensure the care of the players. For example when Ronaldo was injured at the start of this season, even though he is the best player in the world and obviously he would be a big loss to the team, Ferguson has a duty of care to take care of him and not to let him play before he is properly ready because they need to win a particular game. Linford Christie It is his responsibility to make sure his athletes have a safe environment to train on and to make sure they are wearing the correct equipment for the training surface. For example, if an athlete turns up for training with only his running spikes and Christie has a road running session planned, he can’t let the athlete run on the concrete with running spikes on because it is dangerous. He would just have to adjust the session. He has to make sure his athletes aren’t over trained and make sure they have appropriate rest, especially before a competition so they can perform well and be successful. It is also his responsibility to be aware of any illness or injuries that means the athlete either can’t train at all or can only do certain things so training would have to be adjusted. Alex Ferguson and Linford Christie have the same health and safety responsibilities even though they coach different sports. They have to take health and safety precautions to ensure the safety of their athletes by preventing injuries because an athlete of a team of athletes can’t be successful if they cant participate in competition due to injury. Linford Christie has to be even more careful with his athletes because they are individual and if the athlete can’t perform they cant just be replaced like in Alex Ferguson’s team. Equal opportunities Alex Ferguson – Has to make sure he treats everyone fairly and gives everyone equal opportunities and pick his squad based on the player’s talent not on where they’re from or what they look like. It is his responsibility to pick a successful squad of the best players to win trophies and competitions. For example, Ferguson couldn’t refuse to pick someone from Brazil just because he doesn’t like them. Alex Ferguson doesn’t discriminate against anyone which is one of the reasons he has such a successful team, because he picks the best person for the job regardless. For example, his team comprises of people from all over the world including Anderson, Rafael and Fabio from Brazil, Ji Sung Park from Korea, Nemaja Vidic, Zoran Tosic and Adem Ljajic from Serbia and Patrice Evra from France. Linford Christie – It is also one of his responsibilities to give equal opportunities to any athlete that he coaches. He can’t discriminate against anyone, he just has to coach any athlete that he thinks he can have a positive effect on and help become successful. At the moment he is coaching Katharine Merry and Darren Campbell which proves he doesn’t discriminate against gender or race, he coaches who he thinks is going to be successful. Both of these coaches have a responsibility to give everyone equal opportunities by not discriminating against things such as age, gender or race. They have to treat everyone as equals and respect their rights. Skills Communication Alex Ferguson – It is important for Alex Ferguson to have good communication skills because he has to be able to get his coaching points across effectively. Alex Ferguson is a successful coach because he has very good communication skills and uses all the different types, including verbal and non verbal which includes things like hand signals, body language, eye contact and facial expressions. He is often standing at the side of the pitch shouting instructions and using hand signals to further get the point across. This type of communication can be important in a successful team performance like when he wants players to swap positions or change formation during the game. He also has to have good one on one communication skills to give feedback and advice to players. Linford Christie – It is important for him to have good communication skills so he can get coaching points across so the athletes understand it and it can help them improve their performance. Linford Christie has to have good one on one communication skills and the main type of communication he needs to use is verbal. An example of him using verbal communication with his athlete is when Darren Campbell came second in a race and Linford congratulated him, gave him some positive and negative feedback because he came second and maybe could have won but he explained that he was still proud of him and that he had done very well. It is important for every coach to have good communication skills to be successful coaches in any sport. They have to be able to interact with their athletes to be able to get a good understanding of them and therefore the best ways to coach them to get the best out of their athletes. Linford Christie has to focus more on one to one communication with his athletes individually whereas Alex Ferguson is more concerned with team dynamics and making sure they are ok individually so the team performs well. Both coaches use their communication skills effectively to get the best out of their athletes and to keep a high standard of performance. Organisation Alex Ferguson It is vital for him to have good organisation skills in order for his athlete’s to be able to train and play the best that they can. He has to have training sessions planned and set up before they are due to start and he has to employ people at the club that ensure everything to do with his athletes and their needs are sorted so all they have to worry about is training and winning games. For example, he has other coaches that help him with the sessions and people like a kit manager and other managers and administrators are employed to help things run smoothly. The coach has to be very well organised because he has many people working for him and they all have to be organised, where the players have to be and where has to be very well organised because Man United couldn’t turn up to a game half an hour late. Everything has to be on point when it comes to running one of the best football clubs in the world successfully. Linford Christie – He has to have good organisation skills especially when it comes to training programs, training sessions and competitions. Sprinters have all different kinds of training that they need to do to be successful and they need to have good balance and fit into the training program so that the athlete gets enough rest and recovery and isn’t over trained because this would have a negative effect on their performance. They have upper and lower body strength sessions, Plyometrics and power training as well as the obvious sprint training. For this to work well the coach has to be very well organised and have all of the sessions planned in advance and the athlete has to be at events on time and well prepared. Both of the coaches are similar because one of the skills that they have to possess to be successful sports coaches. They both have to plan and organise training sessions, they have to have good time management skills and make sure their players are where they need to be early so they have time to prepare for their competitions and perform their best. It is probably harder for Alex Ferguson because he has to organise an entire squad of players effectively.

How to Become an Effective Manger and a Good Communicator Essay Example for Free

How to Become an Effective Manger and a Good Communicator Essay In order to stay on top, companies need to do more than just stay the same and keep them alive, they need to grow. And that means that their employees need to develop and improve their skills at the same pace. More than ever, managers are being encouraged to improve employee performance through effective coaching, but so few of them have the time or the knowledge. It takes to do it successfully. Based on my case study, and presentation from the other classmate, I am getting to know how they develop their most promising employees. Now in this article, I will talk about how to be an effective manager based on the staff that I have learned from BUAD 309 class. I will also talk about from problem solving to developing accountability as an effective manager. I am a table tennis coach myself, I needs to coach other players has total different back ground and age. When I am coaching people, my students are either improving fast or still remain the same, these are all good to me, because in my perspective, when people are not improving fast, means that they are absorb the knowledge I thought them. But In the business world, if you’re not growing, you’re dying. It’s a basic rule of life here on earth and in the business world today. It’s what drives most of us to be better at what we do and who we are. It’s the desire to â€Å"be more. † Because of this desire, the term â€Å"coaching† has caught the attention of both the personal growth and business worlds, creating a multibillion dollar business and a situation in which everyone wants a coach. More than ever before, employees are asking for developmental opportunities and managers are being told they need to â€Å"coach† their employees on a regular basis. We’ve even worked with managers who say they’ve been told to â€Å"stop managing and start coaching. This all sounds great in theory: managers coaching employees to grow and be more effective, but there’s one problem. Although many people agree that having a coach is a great way to move toward success, very few people know what a coach actually is or what a coach actually does. This leaves many managers scratching their heads as they try to fit one more ambiguous task into their already over-busy schedules. So what is a coach, and what is coaching? This is our definition: A coach is someone who helps another person reaches higher effectiveness by creating a dialogue that leads to awareness and action. Lorber, L 2008)By creating the space to step back, look in the mirror, and grapple with the tough questions, a coach helps a person examine and deal with their reactions to obstacles and, in a sense, â€Å"get out of their own way† as they achieve better results, in a more efficient manner. When we are faced with a task, there are three things that managers should help employees to get better and be as successful as possible: First, make sure you find and dig out the aptitude of your employees: make them understand their potential and capacity to complete the task at hand. Second, make sure your employee’s attitude right toward their jobs: make sure your employees are confidence, focus, and determination to complete the task at hand. Third, make sure you make your employees use all the available resources: make them use all the tools, equipment, and time that available that needed to complete the task at hand. Without these three components, we cannot be at the top of our game. The degrees to which each of them does or does not exist directly contribute or detract from our ultimate level of success. It can be thought of as an equation with variable components. Start with Aptitude, the most obvious component of the equation. Without the proper skills and know how to complete a task, we are left scratching our head and frustrated. Think of a kid on her birthday receiving her first shiny, new bike. She has the determination and excitement to ride her new wheels, but she lacks the skill and ability to go whizzing down the street as she envisions. (Greg P, 1993) After two or three wipeouts, you end up with a frustrated little birthday girl. Just as crucial to the equation is having the Available Resources to complete the task. Think of the last time your team at work had a great idea or new approaches to accomplishing success, but you lacked the budget, time, or people power to deal with it. You had the capacity to figure out a new solution, the drive and confidence to make it a reality, but lacked the money or people to pull it off. Not a fun place to be in, by any stretch of the imagination. As managers, and people, we are comfortable and see the need to focus on Aptitude and Available Resources. When things aren’t working in the office, managers are often very willing to train people in new skills or throw more money at the problem. However, it’s the middle part of the Success Equation. The keystone if you will that most people tend to overlook, forget about, or outright ignore. Attitude refers to things like the drive, confidence, focus, enthusiasm, determination, need, desire, fortitude, and inspiration to accomplish the task at hand. Although difficult to measure and manage, without the right Attitude, having only the Aptitude and Available Resources will get you nowhere. Unfortunately, managers often say things like, â€Å"why can’t people just do their jobs and leave all that other stuff at home. † Well, people don’t â€Å"leave all that other stuff at home† because as humans, we can’t. (Greg P, 1993) Understandably, many managers wish that this was not the case, because managing would be immensely easier if people could really â€Å"check their emotions at the door. † We got it, and, unfortunately, it’s not possible. Think of the time your work day has been affected because you were ill, or you had a fight with a family member. This doesn’t even include the events that happen at work. When rumors of a downsizing start in an organization, how many people are able to completely check their emotional reaction to the news and focus a hundred percent on their work? Not many. So, for better or worse, managers have to accept that our Attitude affects our Level of Success, and focusing on it is more than â€Å"a nice thing to do. † Like it or not, Attitude is hardwired into the Success Equation of humans, and not just as a variable on the periphery. Attitude is perhaps the most vital component in the entire equation, and focusing on it is a manager’s business imperative. Hardline business people are often most comfortable thinking of this in terms of sports. Anyone who has played sports has probably been told at one time or another to â€Å"get your head in the game,† â€Å"focus,† â€Å"get psyched up,† or â€Å"don’t think that you can’t beat these guys! † (Greg P, 1993) Sports coaches know that the confidence, drive, and determination of their athletes can make all the difference between playing and winning. I think this is the biggest connection between my sport and management. Other than the three things, I would like to talk about good communication skills as a good manager. Good communication skill means the ability to be understood, but it also means more than that. Have you ever noticed how good conversationalists have the ability to light up a conversation and inspire others to join in? You can learn to be like that too. Remember any good conversation is a two-way process. Its only as good as the responses you get but you can really improve the number and types of responses you get by honing your communication skill. Here are a few aspects of what it means to have this skill to initiate and sustain an interesting, enjoyable conversation that everyone feels better for having participated in.

Overview of US Criminal Justice System

Overview of US Criminal Justice System The Ins and Outs of Corrections As far as I can remember as a child, when I thought of the corrections system, I thought it was doing something bad and going to jail. I never gave thought to how things really work. Little did I know that the process of corrections is comprised of different areas that make up a system known as the Criminal Justice System. The United States criminal justice system is made up of a network at the federal, state and local levels. Federal court jurisdiction is limited to certain types of cases listed in the U.S. Constitution (Comparing). For the most part, federal court jurisdictions only hear cases in which the United States is a party, cases involving violations of the Constitution or federal law, crimes on federal land, and bankruptcy cases. Federal courts also hear cases of disputes between two or more states. While federal courts handle fewer cases than most state courts, the cases heard tend to be of great importance and of great interest to the press and the public. State courts are also known as general jurisdiction (Comparing). They hear cases that are not selected for federal courts. 90% of all cases heard in the American court system happens at the state level. State court systems vary from state to state. Each state gets to make and interpret its own laws as long as they do not violate the constitution and they are all a little different. Some examples of cases heard at the state level are: state tax and law violations, real estate cases, custody and inheritance cases. Local courts are similar to state courts. They handle cases such as divorce, family courts, personal injury, minor drug violations and contract disputes. As with any mechanism, the criminal justice system involves the coordinated functioning of its distinct parts. It is made of three parts that process a case from inception, through trial to punishment. Throughout each stage of the process, constitutional protections exist to ensure that the rights of the accused and convicted re respected. Law Enforcement is the first component of the criminal justice system. It involves police officers, sheriffs, park rangers, federal agents, detectives and other agents that usually make first contact with criminals. These individuals are responsible for upholding the law, investigating crime and apprehending the individuals responsible for committing the crime. In this area is where criminals are read their Miranda rights. Cases are investigated, evidence is collected, witnesses are questioned and the cases are moved on to the courts. Courts make up the second component of the criminal justice system. The courts are a key piece of the puzzle known as the justice system. The courts are made up of judges, prosecutors, defense lawyers, bailiffs, jurors and court reporters. The individuals in the courts works to ensure an individuals rights are not violated and a fair trial takes place. Juries and judges play a part in sentencing individuals for crimes committed, but they must each follow guidelines established by state and federal statutes. The third component of criminal justice system is corrections. This component includes probation officers, parole officers and corrections officers. These individuals in the court component work together to ensure that a convicted offender serves his or her sentence as advised by the courts and supervises the convicts as they serve their sentence. Each of these three aspects of the criminal justice system is essential to the effective functioning of the larger system as a whole. Another key component of the criminal justice system that is constantly in the news are the prisons themselves. Prison transformation has been a big news topic in Alabama lately. One thing that has been left out is the system that runs these prisons. Prisons are made up of staff members with specific roles with the same goals. These goals are to provide for the security of the community by incarcerating those who break the law; promoting the smooth and effective functioning of the institution; ensuring that incarceration is secure but humane; and giving inmates the opportunity to develop a positive lifestyle while incarcerated and to gain the personal and employment skills they need for a positive lifestyle after release (Schmalleger 2015). The prisons staff is very extensive. It doesnt consist of warden and officers. The staff are arranged into a hierarchy which consists of: Warden: The chief executive, in charge of the prison, must adhere to programs created by the state and have enormous discretion within their institution. Each institution will also have several associate wardens that preside over specific programs within an institution (Staff). Executive Assistant: The Executive Assistant serves as the Wardens chief sycophant, and is also the only person other than the Warden who has authorization to speak with the media (Staff). Department Heads: A Department Head will oversee the day-to-day operations. Individuals who hold the role of a Department Head will have much more in the way of direct interaction with inmates (Staff). Unit Managers: In many ways, prisons are like communities. In the Bureau of Prisons, institutions hold anywhere from 100 to several thousand people. Administrators make use of a system they call Unit Management to keep a handle on operations. With the Unit Management system, administrators can more effectively keep track of all the people (Staff). These units are broken down into even smaller levels to include: Program staff (psychologists, psychiatrists, medical doctors, nurses, medical aides, teachers, counselors, caseworkers and ministers); Custodial staff (majors, captains, lieutenants, sergeants, and correctional officers); Service and maintenance staff (kitchen workers, physical plant personnel and outside contractors); Volunteers (prison ministry, speakers, and other volunteers) (Schmalleger 2015). The American Criminal Justice system is very complex. It has a hierarchy of Court systems that trickles down to smaller systems that have their own hierarchy of systems also. Just like the justice system is made of components of federal, state and local courts, the prison system itself also has components. Every are of the justice system all work together with the same common goals: to enforce the laws, maintain peace and order in the communities and provide their constituencies safety and security. References Comparing Federal State Courts. (n.d.). Retrieved February 09, 2017, from www.us.courts.gov Schmalleger, F., PhD, Smykla, J. O., PhD. (2015). Corrections in the 21st Century (7th ed.). New York, NY: McGraw Hill. Staff Hierarchy and Administrative Remedy. (n.d.). Retrieved January 15, 2017, from https://www.prisonprofessor.com State Court vs Federal Courts. (n.d.). Retrieved February 09, 2017, from www.judiciallearningcenter.org The Difference Between Federal Courts and State/Local Courts. (n.d.). Retrieved February 15, 2017, from www.civilrights.org United States District Court. (n.d.). Retrieved February 09, 2017, from www.us.courts.gov

Race: Is It a Valid Issue? Essay -- Sociology Racism Prejudice Essays

Race: Is It a Valid Issue? Biological advancements such as Darwinism and Mendelian genetics had a profound impact on the study of race in the scientific community. These new concepts eventually led some scientists to question the validity of traditional notions about race. The resulting debates continue even today. The idea of race, especially in citizens of this country, evokes strong feelings because of the enormous social implications associated with racial identity. The social connotations of racial categories have had a profound influence on the way scientists understand human variation. Early ideas of race were colored by these connotations, and they still play a critical role in the way we understand race today. This paper will explore, with an emphasis on historical context, the current debates over whether to continue to inlude race in scientific, and especially medical, studies. Recently, some scientists have advocated the elimination of race from scientific studies altogether. They argue that it is not a useful category for the study of human subjects. Others argue just as strongly that it is. It will be helpful to first examine the historical development of the concept of race before examining the usefulness of race in scientific investigations. Race is a relatively new concept. Ancient civilizations, though they encountered and included people from many different parts of the world, did not make social distinctions based on physical appearance. They distinguished people according to customs and religion; not race. Acclaimed classicist Frank M. Snowden writes: The Egyptians, whose contacts with Nubia dated back to the Old Kingdom, did not usually designate Kushites by color terms. Though the monarchs of... ...ction. New York: G. P. Putnam's 1940. Sauer, Norman J. "Applied Anthropology and the Concept of Race: A Legacy of Linnaeus" Race, Ethnicity, and Applied Bioanthropology. Ed. Claire C. Gordon. Arlington, VA: National Association for the Practice of Anthropology 1993. Shanklin, Eugenia. Anthropology and Race. Belmont, CA: Wadsworth Publishing Company 1994. Smedley, Audrey. Race in North America: Origin and Evolution of a Worldview. San Francisco: Westview Press, Inc. 1993. Snowden, Frank M., Jr. Before Color Prejudice: The Ancient View of Blacks. Cambridge, MA: Harvard UP 1983. Stepan, Nancy. The Idea of Race in Science: Great Britain 1800-1960. Hamden, CT: Archon Books 1982. Williams, David R., Risa Lavizzo-Mourey, and Rueben C. Warren. "The Concept of Race and Health Status in America." Public Health Reports. 109, no. 1 (January/February 1994): 26-41.

Like A Virgin.. Or Not :: essays research papers fc

Like a Virgin†¦or not   Ã‚  Ã‚  Ã‚  Ã‚  Madonna had always been a holy icon until the early 1980’s when the name â€Å"Madonna† developed a dual connotation. The introduction of America’s top female sex symbol Madonna created an image far opposite of the previously known hallowed one. In John Fiske’s essay â€Å"Madonna,† he depicts the singer’s character, portraying her as socially and semiotically powerful. Although his essay is currently outdated, Fiske illustrates an illusion of Madonna that Generation Xers eventually accepted and will probably never forget.   Ã‚  Ã‚  Ã‚  Ã‚  Sex has always been a controversial matter in American society. Before the 1980’s, those that openly articulated their views about sex were thought of as promiscuous and perverse, unless they were male. Perhaps, that is why the aura of Madonna stirred raving controversy across America. Fiske notes that her image was not a â€Å"model meaning for young girls in patriarchy, but a site of semiotic struggle between the forces of patriarchal control and feminine resistance, of capitalism and the subordinate, of the adult and the young (Fiske 282).† Never before had a woman presented herself so provocatively yet so comfortably.   Ã‚  Ã‚  Ã‚  Ã‚  In the beginning, Madonna ultimately sacrificed sexual purity. Her daring exploitation of sex from a feminine point of view was definitely a breakthrough in 1980’s American society. Often, she dressed like a man and grabbed herself in â€Å"sacred† and â€Å"unseen† places. Actions like these, as Fiske points out, presented a threat but â€Å"not the traditional and easily contained one of woman as a whore but the more radical one of woman as independent of masculinity (Fiske 284).† Young girls regarded her actions not as â€Å"tarty† or â€Å"seductive† but as completely â€Å"acceptable.† Eventually, they embraced her image and strived to follow her example of the independent and sexually licentious woman (Fiske 283). Society has finally accepted feminine independence and accredited Madonna as the pioneer for introducing that autonomy. In many ways, she now represents the woman’s metamorphosis. As Fiske noted she began by showing â€Å"both her pleasure in her own physicality and the fun she finds (found) in admitting and expressing pleasure: it is (was) a sexual-physical pleasure that has (had) nothing to do with men†¦(Fiske 285).† While this may have been an impression of Madonna in the 1980’s, she has evolved into what society deems as the epitome of badass woman: utterly independent. Fiske’s essay does not really have much application to the perception of Madonna in today’s society.

State Cross Country Meet Essays -- Descriptive Essay, Personal Narrativ

I can still remember the day I ran at the state Cross Country Meet. It was one of the most exciting days of my life. It took place in Round Rock, Texas during my sophomore year in high school. I never forget that day; it is a great experience for anyone to get to go through. It was 11:45 a.m. as I was standing outside getting ready for the big race. It was cold, wet, and gloomy outside and sleeting out really hard. Getting closer to the race, I decided that it was time for me to begin warming up. I began to take my sweats off , and realized how cold it really was. I started running while doing my exercises and they blew the whistle that signalized it was time to start the race. I set up in my position and waited for instructions. The official told us that when he sho...

Organizational Design

Founded in 2007, Noida Lab was conceptualized with a vision to provide a competitive R&D platform in wireless technology. Headquartered in Noida, aligning with ABC’s vision, Noida Lab is one of the fastest-growing companies in the mobile software sector. Noida Lab produces efficient and dynamic mobile software that continually pushes the boundaries of innovation to meet latest technology and provide the high quality products. JourneyABC Ltd. has established Noida Lab in 2007 in India with a firm belief towards success and the realistic goals. Noida Lab has transformed itself into one the most competitive and proficient R&D centers of ABC Ltd. worldwide. It is focused on embedded and PC software development for ABC Ltd., in a variety of areas related to Mobile Phones. Noida Lab started its operations with Regional Adaptation and Multimedia testing while focusing to bring great innovations and latest technologies in the era of wireless communications. Noida Lab is engaged in dev elopment of latest mobile software for all range of handsets.Noida Lab also focuses on Quality assurance which includes automation Testing, protocol testing, white box testing and GCF certifications Noida Lab is involved in development and testing of extensive range of mobiles software by the combination of exceptional talent and superior technology. The focus of Noida Lab is to produce best quality mobile phone software in both CDMA and GSM technologies.The center has talented engineers for carrying out R&D works having development and quality teams. The research and development activities are carried out in ideal manner to stabilize every model in terms of quality, features and enhancement. The dedicated team works in coordination with other centers across the world to produce high quality mobiles considering various factors such as market research, target customers, competing products etc.Organizational’ Size & HierarchyTotal employee size of the organization is approx. 20 00 employees and the average age of employees 30. Majority of senior management is home-country based and work in line with the local managers. Also many have come through transfer from other group’s subsidiaries.Chapter 1Consider your organization and identify the stage where it creates maximum value? What are the reasons? Also identify untapped opportunity for value creation by HR department of your organization. In growing complexities, it’s utmost important for the organization to redesign and transform its structure and culture to move from present state to the desired future state and thus increase effectiveness , also creating value and enhanced performance Creation of Maximum value.Since the company has recently developed its operations, it’s essential to focus at every level and identify strategies to engage human resources. HR team identified various initiatives during entire employee life cycle. Noida Lab has laid down some of the best example in thei r transformation process since the company is willing to have an impact: Flattening: Too many levels of hierarchy slow decision-making and are a barrier to empowerment. During the initial growth of the organization, ABC had many levels between the employee and the senior management.Decisions had to pass through many levels of approval before anything got done. Budding Bureaucracy was crushed and de-centralized was encouraged to tap the younger workforce’s mind. This change not only helped the employee but also the customers/ clients linked with the company. Strong emphasis on Onboarding: Comprehensive onboarding programs have been shown to have dramatic and lasting positive effects on retention and engagement rates of new employees. HR created on-boarding toolkit to for every department which included full series of trainings and seminars over an employee’s first year aiming to bring newest employees up to speed efficiently.Research shows that employees make the critic al decision to stay or leave within the first six months and that having the newest talent participate in an onboarding program can â€Å"maximize retention, engagement, and productivity† (HCI White Paper, 2008). More inclined workforce can serve client with better inclination through achieving results with passion.Organization’s success depends in large part on how well employees communicate – with each other as well as with various stakeholders. ‘We Learn’ Club is launched to engage employee to enhance communication and provide healthy engagement platform at workplace. There are various meetings  conducted among teams, team-managers, team-HR, and employees-senior management. Also included are monthly meetings through which all the organizational updates are shared with the employees and changes are launched. These approaches encourage information sharing amongst each and every level in the organization. With effect, employees are more compassion ate while dealing with client’s requirements, proving success in the projects.Learning & Development: ABC has a vision that it can’t develop unless there are strategic options for an employee to develop himself. There has been training programs right for a new joinee to a long lasting employee. Employees should observe that there is a growth opportunity for them and perceive the company as a development institution. Company has made tie-up with 2-3 top universities to provide higher education assistance program. On-line learning platforms like Learntrak and Harvard Mentor are available free of cost, also certifications options are available. Company has also identified SMEs (Subject Matter Expert) to identify and highlight budding talent within the company. With improved â€Å"Internal processes’ and focused â€Å"internal Customers†, company can achieve the success in its value chain.ABC has recognized certain values as important to corporate ethics and operational success. To make these values pervade at all levels there are many un-tapped opportunity. Creating a values statement for an organization involves examining the organization's purpose and goals. Once it is clear where the organization wants to go through the value creation process (input, conversion, and output), objectives can be achieved. ABC vision laid emphasis highly on customer satisfaction with effectiveness whereas same can be achieved if employees are treated highly valued and their attitudes, interests and preferences are more stable. Customer value proposition play an important role in meeting above objectives.Chapter 2Identify important conflicts involving employees and other stakeholder groups in your organization. Explain inducement and contributions for relevant stakeholders involved. Is there any ethical issue involved in above mentioned conflict? Which ethical model is appropriate for solving identified ethical issue?Stakeholders can be defined in many ways and different kinds of entities can be stakeholders, such as persons, groups inside as well as outside an organization. The stakeholders act according to their interest and use their power to influence the product in the direction they desire. To develop good working relationships with colleagues and stakeholders, and to avoid conflict, it is essential to share a common purpose. Often conflicts are observed which can induce the scope for inefficiency.a. Interventions: Ambiguity in roles and demand often lead to interventions which displace ownership and hinder performance. Through management skills, stakeholders should be able to identify what these conflicts might be before entering into the communication process and hence the opportunity to intervene early.b. Clear Communication: There are no gaps if communication is clear. In organization, right from main vision to mission and even team goals, all should be strategically aligned and link in meeting each other’s object ives. One process output should be value input for the next, hence clear communication through positive relationship is important to prevent conflicts of interest and find a common purpose to agree on.c. Complex behavior: Since organization deal with human which is complex, hence difficult behavior are encountered often within stakeholders. It’s necessary to be assertive but use neutral language to defuse any aggression. Stakeholder mapping using power/interest matrix as adapted from Mendelow (1981) and Johnson & Scholes (1993) can be used as a powerful tool to identify contribution of every stakeholders. ABC ltd. has developed similar approach as mentioned in the fig below. They indicated that power and dynamism are relevant factors; low to high and static to dynamic.Too often relationships with stakeholders are conducted in an ad hoc or intuitive manner. A strategic approach (a plan with clear objectives, milestones and an evaluation) builds better ongoing relationships and is more likely to realize the benefits for the department and the stakeholders. There can be enormous ethical issues if the stakeholder management is not  proper in the organization. Keeping in view working model of ABC Ltd, below are some instances records: Stakeholders Group and Issuesindicators Employees Pay and Benefits Atleast minimum legal wage or local cost of living is incorporated Employee diversity Percentage of diverse groups and designed policies to cater different gender and races as equal Communication open-door policies/ ombudsmen Customers Product authencity/ quality/ safety No of defects/ recalled projects Customer complaint management Availability of set procedures and system to cater all queries Customer service Measures/ practices adopted to ensure effective service delivery Investors Transparency Availability of procedures to inform shareholders about corporate activities Stakeholder rights management litigation involving violations of shareholder rights Community/ Society development Public health and safety protection Availability of emergency-response plan Minimizing the use of energy Type, amount, and designation of waste generatedThe model of human behavior called the economic man model has been identified to solve ethical issues, which assumed the following: The decision-maker had access to perfect information concerning all aspects of the decision situation. The decision-maker could process all the relevant information when identifying and diagnosing problems. The decision-maker could identify all possible solutions to a problem and evaluate the outcomes of each alternative solution.Multiple goals of an organization could be combined into a single, simple mathematical equation. A rational decision-maker would always select the alternative solution that would produce the maximum benefit to the organization. All decision-makers process information in the same manner and make similar decisions.Chapter 31. Map generic and specific environment related to trainin g initiatives in your organization. How will you rank identified elements. As a statistically-based method to reduce variation in organization’s processes, Six Sigma is used as an all-encompassing business performance methodology. This has helped ABC labs to Align their business strategy to critical improvement efforts thus Mobilize teams to attack high impact projects, accelerate improved business results and also govern efforts to ensure improvements are sustained. Since the launch of Six Sigma, it helped the organization to increase their effectiveness by 60% and provided ample security checks for improvement. Other important aspect is developing leadership skills in the organization which is itself a very complex task.Amongst senior cadre in the company are people from diverse background, ethnicity and race, hence was key focus area. As part of its HR initiatives, the company conducted advanced programmes such as Foundations of Organization Learning (FOL) and Visionary an d Leadership Planning (VLP). It also conducted a series of communication exercises about the change initiatives to all its employees across the country. ABC labs are also using 360 degree purely as a leadership development tool, completely separate from  annual appraisals, which are mostly about meeting targets. ABC's top executives have each been assessed by at least four subordinates, four peers and their immediate boss. Each executive, in turn, has assessed at least ten others. Given that the 360 degree assessment form is five pages long and contains 50 questions, this makes for a massive logistic exercise.But assessing only the top management doesn't quite serve the purpose, since it is the middle managers that need to be promoted to senior leadership positions to meet the organization’s talent needs. Also to get around this, ABC labs has designated counselors, called Leadership Group Facilitators (LGF), senior managers who are not in the recipients immediate work orbit , assigned the task of presenting the feedback dossier and immediately discussing its findings.Strategy mapping is a powerful business tool. Strategy maps show graphically how organizations create value for customers and stakeholders. Good strategy maps communicate strategic intent internally and externally, and are one of the most effective communication tools an organization can use to build alignment, accountably, and a focus on results. Hence ABC labs has created well defined performance management system which binds individual KRAs with identified Organization’s competencies.Out of strategic initiatives, Balance scorecard is the most prominent and identified element. ABC labs started with critical approach about â€Å"what† and â€Å"why†, before â€Å"how†. Remember, performance improvement initiatives are â€Å"how’s†; organization vision, goals, and strategy are â€Å"why’s† and â€Å"what’s†. This strateg y was entirely focused to develop all the stakeholders within and outside the organization. Missing pieces like customer value proposition, strategic themes, mission and results in financial perspective was aligned through the Balance card.2. Based on resource dependence theory, identify one good and one bad illustration for inter-organizational relationship (which involve some other organization) involving your chosen firm.Key researchers Dean and Sharfman, (1993); Dutton, (1993) & Haley and Stumph,(1989) studies the nature of the decision and says that research into  decision making cognition and labeling suggests that the same internal or external stimulus may be interpreted quite differently by managers in different organizations or even within the same organization. Resource Dependence Theory tries to explain the relationship of different variables that affects decision making and also acts as a dominant approach in contemporary strategic management.Mergers and acquisitions h ave been one of the primary domains of inter-organizational action to be analyzed under a resource-dependence perspective. In past 1 year, ABC labs have acquired 2 business entities which lead to power imbalance. During acquisition, it was priority to ensure to enroll matrix structure as a way to create a balance between global product groups. As per the ABC Labs strategy, in this way management attention would be focused and balanced dimensions. Also given a clear specification of the purpose of a unit and of type of relationship with other units, unit managers will be able to work out most of the details for themselves.However the stakeholders of acquired companies were quite firm on maintaining the pre-dominant structure in their groups when got acquired. This created conflict, however with the series of management discussion and meetings, all were synced for the intended outcomes which include: An improved reporting structure that is helpful in complex decision making Efficient usage of shared resources that provide opportunities for skill development Competencies to deal with legitimate multiple sources of power, and The sharing of knowledge between divisionsThere were some inadvertent outcomes too which included excessive overheads in management, time losses with the frequent meetings also to resolve conflict and power struggle between divisions. ABC Labs is however being able to conceptualize now its organization structure and bring strategic power in action. Different theoretical approaches, such as institutional theory, strategic contingencies theory, resource dependency theory and decision-making theory were explored.