Imigration essays

Cyber-Bullying and aTeenage Suicide Essay Example for Free

Digital Bullying and aTeenage Suicide Essay An investigation done by Pew Research Center from 2007-2010 expressed that 95% of all teenagers utilize the web and 80% of them utilize long range interpersonal communication destinations (www. Edgewave. com). One out of three teenagers is digital harassed (The Guardian, Tues, Aug 6, 2013). One out of 13 adolescents face steadiness misuse on the web (The Guardian. ). Digital domineering jerks don't see the mischief they cause or the outcomes of their activities which limits any sentiments of regret. This gives the children more favorable position to express rough and destructive things they would not do face to face. Digital tormenting is obliterating when frightful things are verbalized, however when somebody sends pictures of one that isn't intended for anything to see this kind of harm is more negative than the frightfulness of words. The selling out one must feel to realize somebody near them would hurt them by uncovering such material. The repercussions, for that experience is damaging for one’s mental self view and confidence. At the point when a high schooler is exposed to such pessimism, it might send them to the brink. The harm digital tormenting causes can be profound and enduring. The harm that digital harassing can cause is low confidence, withdrawal, less than stellar scores, school nonattendances, self-hurt, sorrow, dangers for addictive practices, for example, drinking and utilizing drugs and in the most pessimistic scenarios one end their own life, since they can no longer take the endless torment that is being brought about by the harassing. Digital tormenting has been the last reason in the teenagers referenced in this report regarding why they ended it all. Despite the fact that, this was by all account not the only underlining factor, a large number of these adolescents experienced sorrow and other psychological instabilities (WebMD, 2007). I have discovered a few articles about high schooler suicides that were associated with digital harassing. The primary such instance of high schooler self destruction associated with digital harassing was accounted for on October 7, 2003 in Essex Jct. , Vermont. Ryan Halligan was a multi year old and he was harassed for various years. His folks thought the tormenting was done and over with until his self destruction. His dad went into his PC and found that Ryan was in effect seriously pestered. The individual who tormented him years prior, yet became companions with later harassed Ryan. His parent has cautioned Ryan not to confide in this individual, since he sold out him previously. Ryan recounted to his companion stories and in the long run his companion turned on him unconsciously to Ryan and he was being tormented over internet based life destinations and at school. Ryan’s father didn't know about this until after Ryan’s passing and he was attempting to comprehend why he child ended his own life. He before long made sense of it. Ryan’s guardians were crushed. John Halligan has been completely committed in respecting the memory of his child. Just as to bring issues to light on the issues, that prompted Ryan’s demise. John initiated the Vermont’s Bully Prevention charge that was marked into law (ACT 117) in May 2004 only a couple of months after Ryan’s passing (RyanPatrickHalligan. Mr. Halligan has additionally effectively driven the section of the law relating to obligatory self destruction avoidance training in state funded schools (ACT 114) marked in April 2006 (RyanPatrickHalligan. Organization). John Halligan has been perceived with five honor for his extraordinary network administration, difficult work and effort he has done in his children memory and his devotion to instruct others on these issues (RyanPatrickHalligan. Organization). Before their suicides, a portion of these teenagers cried out for help by posting disastrous recordings and updates on their locales. The models I might want to use to help this announcement are as per the following: â€Å"My Story: battling, tormenting, self destruction, and self-harm’ Amanda’s YouTube Video. Watching this video of Amanda was grievous. To perceive any kids experience that sort of agony and they believe they have no place to turn just makes me extremely upset. I have a young little girl who has been harassed inside and out. I comprehend what issues being tormented and bothered can make. She shouted out for help with the Facebook posts, the cheat sheets, cutting and different practices. As I expressed before, digital harassing isn't the main issue that makes one end it all there are different components included. I can identify with a degree with the guardians who have lost their youngsters to self destruction. My little girl has endeavored self destruction and nearly succeeded. It has been the most noticeably awful experience to experience. She has declined all the assistance that was consistently there for her until the last endeavor where she has been set in a private office that I feel has spared my daughter’s life. Tyler Clementi was a tranquil 18-year-old capable musician. He began his first year at Rutgers University in 2010. Tyler â€Å"came out of the closet† with his family before leaving for school his sibling James said in an explanation where he talked about what a miracle individual Tyler was, the self destruction of his sibling, what life resembles without him and the nearby bond they shared growing up and that the two of them are â€Å"gay†. (James Clementi, www. queerty. com). Tyler found his flat mate utilized his webcam to stream personal minutes with his sweetheart over the web (New York Times, March 16, 2012). Tyler sent and email mentioning a solitary room, due to the webcam spying issue on September 21, 2010 around 4 a.m. (New York Times, March 16, 2012). Dharun Ravi whom was the flat mate of Tyler evidently looked through the web preceding beginning Rutgers and found Tyler’s sexuality. Dharum was not satisfied to have a â€Å"gay† flat mate and sent a few writings to companion about keeping gays out (New York Times, March 16, 2012). Tyler approached his flat mate for some security one night to invest energy with his buddy. This subsequent endeavor to utilize his webcam to standard movement among Tyler and his partner was ended, on the grounds that Tyler found the camera pointed at his bed (New York Times, March 16, 2012). Dharum tweeted â€Å"that he seen his flat mate making out with a dude† and welcomed others through content to watch the live stream activity (New York Times, March 16, 2012). From all the data, I have perused on this case the last message from Tyler that was found after his demise in a gay visit room was the manner by which to manage the attack of his security in such personal minutes and confronting the individuals who were sufficiently oblivious to watch it. I will expect that he believed he would have been tormented and hassled continually, in light of the webcam video. On September 22, 2010 at 8:42 P. M. Tyler Clementi posted on Facebook â€Å"Jumping off the GW connect, sorry†. Tyler’s body was not recouped, yet the police pulled a unidentified male body from the Hudson River north of the waterway where he hopped. Tyler’s wallet with his first year recruit ID was at the scene (ABC News, Sept 29, 2010). Dharum Ravi was accused of a few charged and carried out a prison punishment. The other individual include trade her declaration for decreased charges (New York Times, March 16, 2012). A gigantic issue with digital tormenting is that is should be possible with complete secrecy. Young years are sufficiently intense to encounter. At the point when a young person is being digital harassed and embarrassed before the a huge number of individuals, it resembles having an earthy colored sack over your head in the online life world many can take a punches momentarily. At the point when they feel like â€Å"everyone† is against them their confidence is non-existent and they gradually fall into a burdensome sort state. Not realizing who is stating or doing the cruel substance exacerbates it and makes it simpler for the youngster to withdrawal. With the exploration I have accomplished for this undertaking, the encounters I have encountered as a parent and help from my young people, I have discovered numerous long range informal communication locales that permit obscurity postings. A couple of instances of these long range interpersonal communication locales are www. pencourage. com, www. youmitter. com , Tumblr. com and formspring. me. The one that I found the most data on was the long range interpersonal communication site Ask. fm. These locales referenced are question and answer informal communication destinations that permit mysterious support. Inquire. fm has been in the national features including a few high school suicides. Inquire. fm has 30 million participators who minors (Huffington Post, August 30, 2013). With the examination I have done on Ask.fm, I went over the narrative of Hannah Smith a wonderful, multi year old who ended it all due to being exposed to brutal insults and put-down on Ask. fm (The Huffington Post, Aug 30, 2013). David Smith, Hannah’s father expressed in the Huffington Post on August 30, 2013, â€Å"These wiped out individuals are only ready to go on the web and take cover behind a veil of secrecy while they misuse helpless teenagers†¦ When they’re sitting behind a PC screen you can say anything you desire and there no rebounds, yet these trolls need to understand that they are influencing people’s lives in the most awful manner imaginable† (Huffington Post, Aug 30, 2013). As I would like to think, Mr. Smith expressed this ideal. I have thought about whether any of the individuals engaged with the digital harassing that at last sent Hannah and different youngsters to the brink to take their lives on the off chance that they have an inner voice. I wonder in the event that they can rest around evening time realizing they are a portion of the explanation someone else taking their life. Intriguing, with additionally researching for this report I found on a site called www. cyberbullyingresearchcenter. us . The data that is in examination working on this issue with Ask.fm and the digital tormenting instance of Hannah Smith has been established that 98% of the messages sent to Hannah were from a similar IP address as Hannah was utilizing which demonstrates she was sending the contemptuous, undermining messages to herself (www. cyberbullyingresearchcenter. organization). IP is short for Internet Protocol Address. IP delivers are relegated to each PC on an Ethernet Network (www. fakers. com). The IP address is like your street number. No two figure

Content analysis Essay Example | Topics and Well Written Essays - 500 words

Content examination - Essay Example Net vitality yield contained ethanol and co-item vitality credit less vitality inputs. Examination was led on the existence patterns of corn ethanol frameworks prompting standard of United States capacity to surmised ozone harming substance discharge and vitality efficiencies on the establishment of rebuilt norms for crop overseeing and yield, biorefinery procedure, and co-item utilization. Direct result ozone depleting substance discharge was anticipated to lessen when contrasted with gas. A diagram of Biorefinery warm vitality productivity in corn creation against past tears gauges were thought about. Another diagram of new vitality yield against ozone depleting substance emanations showed a decrease of corn-ethanol frameworks. Diagrams to show local inconstancy in the corn ethanol framework execution were utilized. Ozone depleting substance decreases expected in this exploration license a more noteworthy cushion for expansion of circumlocutory impact land use and alteration discharges though as yet achieving administrative ozone harming substance decrease targets. These outcomes corn-ethanol recommends that frameworks have considerably more prominent potential to relieve ozone harming substance emanations, just as decrease of overdependence on imported oil for transportation powers. A progressed shut circle biorefinery with anaerobic assimilation condensed ozone depleting substance discharge and improved the net vitality proportion. The exploration found that as opposed to being constrained by the standard models to estimating intangibles, through present day ozone harming substance inclusion systems, a superior open strategy is set up which would propel the appropriateness and apply the value of utilization and gas reestablishment

The Deadly Truth- A Research Paper on Euthanasia

The Deadly Truth-A Research Paper on Euthanasia Free Online Research Papers Willful extermination: is it extremely vital? Willful extermination, also called leniency executing or doctor helped self destruction, is the purposeful murdering of a needy human for their supposed advantage. There are numerous sorts of Euthanasia. Among these are intentional, non-willful, and automatic Euthanasia. Intentional Euthanasia is after the individual has mentioned to be slaughtered; non-deliberate is the point at which the individual has given no assent or made no solicitation; and to wrap things up there is automatic Euthanasia, which is the point at which the individual has communicated a desire despite what might be expected. Willful extermination isn't really killing except if the individual who is murdered is in truth executed deliberately (â€Å"Euthanasia†). One would figure numerous and the vast majority would be against this slaughtering of guiltless individuals, be that as it may; this isn't the situation. The numbers have shown signs of improvement, however. In a survey given in 1996, seventy-five percent of the United States was in favor for Euthanasia, yet in 1997, the numbers changed. In June of 1997, fifty-seven percent bolstered it and thirty-five percent of individuals contradicted Euthanasia. Strict At the point when one considers Euthanasia, typically a solid figure in their brain is Dr. Kevorkian. This was the specialist that was known all through the world for the doctor helped suicides that he performed. He was condemned to prison for some reasons, one being the doubt of pushing his patients to participate in it, as opposed to letting them settling on their own choice in the matter of their own life. Willful extermination isn't right and ought to be illicit for the accompanying reasons: Euthanasia is scripturally and ethically off-base, it puts an incentive on a human life, and furthermore Euthanasia is trading off the doctoring practice all in all as a result of how individuals see this clinical methodology. The primary thing to know is that willful extermination is scripturally and ethically off-base. In Exodus 21:14 its states, â€Å" But in the event that a man plans and slaughters another man intentionally, remove him from my raised area and put him to death.† (Barker 118) Also, in the Ten Commandments, Exodus 20:13, it states, â€Å"Thou will not murder.† (Barker 117). There are various models, for example, these recorded all through The Bible. Furthermore, Euthanasia has started to put an incentive on the human life. Numerous individuals see it alright to slaughter in self-preservation, which it is. In a self protection one is sparing a guiltless life, however when performing willful extermination one is taking a blameless life, no one’s life is being spared here. (â€Å"Euthanasia†) Many specialists currently are not thinking about others lives and as opposed to pushing them against it they are all the more driving the patients into helped self destruction. Given, there are individuals that are in a vegetative state; Euthanasia ought not be out of life. Each human life has a similar worth. Because somebody is somehow, doesn't on ANY grounds imply that their life implies anything short of somebody else’s life. These lives ought to be ensured. Doctor To wrap things up Euthanasia is trading off the doctoring practice. Individuals are losing trust in all specialists in view of the not many that training Euthanasia. Numerous specialists dislike Steven A. Wahls, who expressed, â€Å"As a doctor who rehearses ‘in the front lines’ I have had the benefit of thinking about numerous people with terminal ailment. I am glad to state that for every one has been taken care of with empathy and care, great relief from discomfort, and passionate just as profound help with out any help with shortening their ‘time of dying†¦Ã¢â‚¬  (Wekesser 107). On the off chance that you take a gander at specialists now, they are increasingly expanding to going to helped self destruction. Seventy-five percent of individuals who endeavor self destruction would prefer really not to bite the dust and it’s all only a sob for consideration. National Willful extermination isn't right and should remain unlawful. Rather than utilizing a self destruction strategy, why not utilize the Will-to-Live extend? This undertaking states that you have named somebody to settle on a choice for you in the event that critically ill or put into an at death's door state. There will be clear composed directions on the clinical treatment that you are to get, no inquiries posed. (â€Å"National†) Do the correct thing and help spare our populace! Research Papers on The Deadly Truth-A Research Paper on EuthanasiaArguments for Physician-Assisted Suicide (PAS)Capital PunishmentThe Fifth HorsemanThe Effects of Illegal ImmigrationComparison: Letter from Birmingham and CritoGenetic EngineeringThree Concepts of PsychodynamicBook Review on The Autobiography of Malcolm XMoral and Ethical Issues in Hiring New EmployeesUnreasonable Searches and Seizures

Choosing Economic History Essay Topics For Credit

Choosing Economic History Essay Topics For CreditThe best way to learn economics is to read a wide variety of economic history essay topics. While there are many essays on this topic, the most important things to remember when you are reading these topics is that you should always focus on the basics and the fundamentals of the economy and how it has changed throughout the course of human history.Instead of taking the traditional path of understanding economic trends and theories, one should also seek to understand the different types of economic issues that were faced by different countries. As well, you should be aware of the different political situations in which different countries have been forced to deal with. Each of these is the key to understanding the effects that economies have on politics.Essays are typically written for a credit course. This means that when you are taking this course you will write a number of essays, whether it is one of the standard topics that are of fered or an entirely new type of essay. The most common credit essay topics are usually business cycles, interest rates, inflation, price levels, and economic cycles.One of the best ways to prepare for the credit course for economics is to obtain as much information as possible about economic history. This can be done through using the internet. Simply searching for economic history essay topics online will show you many sources where you can find different economic themes for the semester.In addition to looking at online resources, you should also look into books that have been written by experts in this field. You should do your research for these books. If you find that they are very informative and provide the information that you need, then you should consider purchasing a copy of their book.Another option that you can use for free economic history essays is to look at the library. This can be a great way to get a variety of topics for your essay. Just make sure that you purcha se your textbook from the right bookstore, so that you don't get taken advantage of.Finally, you should find a professor or tutor who has experience with economics and economic trends and who can help you with the questions that you may have about economic trends. You should make sure that your professor has a lot of experience with the subject matter, so that he or she can explain the concepts to you in a better manner.By looking at a variety of economic history essay topics, you will be able to prepare yourself for the next semester. Just remember that you should spend as much time as you can, reading as much as you can on the topic.

Organizational Behaviour And Employee Development Business Essay - Free Essay Example

Can managers create employee motivation? Discuss with reference to the theoretical material outlined in the module. Motivation is the driving force in which human being achieve their goals. Motivation is the power that strengthens behavior, gives the route to the behavior and it triggers the tendency to continue. Motivation is a course that is concerned with a kind of strength that boosts the performance and directs one towards accomplishing some definite target. Motivation is a force that helps individual to achieve their desires. It is a strength that helps individual to stay focus and determined. Over the years many authors have defined motivation but up till date there is no single definition for motivation. According to Goddard et al (2006) it is an accumulation of diverse routes which put across and manipulates our activities to attaining some particular ambitions. However, despite different definition of motivation there are some common concerns expressed such as the individuality phenomenon. Individual can be motivated differently due to their behavior, attitudes, goals and values. Employee behaviors can be change toward achieving success in an organization by applying a sort of motivation. Employee motivation is one of the policies that managers use to increase the effectual job mana gement among the employees in the organization. An employee who is motivated is responsive of the goals and objectives that she or he must achieve and she therefore directs her efforts towards that direction. Motivation usually formulates an organization more successfully because the provoked employees are constantly looking for the improved practices to do the work. It is therefore important for organization to persuade employees motivation. One key factor in employee motivation is the opportunity that the employees want to continue to develop and grow the job and career enhancing skills. According to Goddard et al (2006) training is the planned intervention which is designed to enhance the determinants of an individuals job performance. Managers are individuals that are responsible for heading organizations. Managers are also accountable for overseeing of the various departments within an organization. In any organization, the management of employees should be the first prio rity of all managers. How employees functions within the organization is highly dependent on the relationship that they have with the management. Managers thus play a vital role in motivating employees. A motivated employee will be more productive and effective in his work station than an employee with strained relations with the manager. Managers should strive to maintain a positive relationship as such productive relationships enable managers to accomplish the organizational goals and objectives. Effective management allows managers to capitalize on the strengths of individuals employees. A manager can motivate his employees to use their strengths to see a business venture succeed. The success of a manager in encouraging his employees to be productive translates to success in the organizational operations as the company is able to attain its set goals and objectives. Managers who have a vision for their organization can create employee motivation that will see an organization soar and become successful. According to McGregory (1960), the management should strive to organize the element of productive enterprise which includes the finances, raw materials, resources and the people within the organization. It is only through the proper management of these elements of productive enterprise that a manager can effectively lead an organization towards reaching its economic ends. The people within an organization refer to employees. The management is responsible for the direction, motivation and control of the actions of its employees  [i]  . The behavior of employees within an organization is reflective of the kind of leadership and management that persists within the organization. The active intervention of the management in the functioning of employees within an organization reduces the risks of resistance among employees. According to McGregory (1960) employees need to be persuaded, rewarded, directed, punished and controlled by the management. Managers need to establish the ideal approach to use so as to motivate employees to work harder and efficiently within the organization. The hard approach of management involves the use of coercion, threats and extreme control to get functions of the organization operational. The hard approach to management of employees may bear result, but it breeds negativity such as demoralization of employee, high employee turn out and sabotage of organization objectives. Alternatively, employees can choose to select the soft approach of managing employees. The soft approach of management involves satisfying employee demands, and emphasizing on harmony. The soft approach may be the ideal strategy, though it can also lead to abdication of management and indifferent performance. Managers should thus strive to establish a firm but fair approach that adopts bits of the hard and the soft approach of management of employees. Managers can also motivate its employees by considering the diverse needs of emplo yees as presented in Maslows theory of human motivation. Managers should ensure that employees are able to meet their physiological needs by working in the organization. The job description that an individual undertake should be satisfactory enough in terms of financial benefits. An employee would be motivated to perform if his job enables him to meet his basic needs. Other needs such as safety needs, love needs and esteem needs. The management can motivate employees by reviewing the esteem needs of employees. This can be done by giving recognition to employees for their efforts. Managers should also hold each of employees with equal importance so as to motivate each to work in their respective work stations. Employees must be able to work in organizations that allow self actualization. Employees need to have a sense of growth and development as they work in their organizations. Managers can achieve this by engaging employees in strategies such as training and development programs. Employees will be motivated to work for institutions that give them a chance to grow. Managers must strive to see their employees receive training and educational opportunities as they work in the organization. The ability of an employee to shift from one job description to another motivates them to remain productive and efficient. Managers should motivate employees to perform by creating career growth opportunities. Training program within the organization are indicators that a manager desires to retain its employees. It is also an indicator that the management desires to take its employees to greater levels of achievement. Managers should ensure that the organization embraces an elaborate training system from the time an employee is hired. How the organization orientate a new employee is critical on the success of the organization. An orientation activity can drive or destroy employee relationships, which in turn affect their motivation and performance within the organization. Alderfer (1972) presents an alternative look of the human needs rather than the one provided by Maslow in his hierarchy of needs. Alderfers theory is known as the Existence, Relatedness and Growth (ERG) theory. The existence category as provided by Alderfer refers to the basic needs that human begins desire for so as to survive. These are basic needs such as food and shelter as provided in Maslows physiological and safety needs. Just like in Maslows an individual will be motivated to work for an organization that enable him to satisfy these needs. With this in mind manager should ensure that they adopt a pay system that guarantees reasonable payment to employees. The second category refers to needs associated, with relatedness and ability to form personal relationships. Managers should be able to create an environment that fosters unity and a sense of belonging among employees. A sense of belonging leads to productivity and performance as employees considers themselves a unit. Th e employees, as a unit, strive to achieve the organizations goals as well as set targets. An employee will be motivated to operate in an environment with warmth rather than hostility and conflict. Vroom (1964) the expectancy theory looked at how individual perceived the attractiveness of reward and how to achieve it. Individuals work in an organization with the intention of benefiting in one way. The reward system covers the drive to acquire among employees within an organization. Managers should strive to establish an elaborate reward scheme that note high performers and low performance. Rewards in the form of commissions and compensation packages to high performing employees motivate the winners to keep up the exemplary work. Similarly, those identified as average or low performers will strive to work harder. Subsequently, the organization ends up with a highly motivated team that strives to achieve the overall goals of the organization. Rewards for performance motivate employe es to achieve the target that managers set for the organization. It is the incentives that the managers offer to the employees that determines their levels of motivation to see the company achieve its targets. Some individual may also think that the target is unattainable therefore affecting their expectations of meeting the set target It is the responsibility of managers to ensure that they create a healthy relationship with the employees. Employees must be able to function where they can demonstrate their potential without barriers. Creating an environment where employees work at their level best means that there is minimal conflict. Conflict interferes with the work environment; managers should thus strive to ensure that all employees understand the need to avoid all forms of conflict and focus on working in unison. Employees must function in a scenario where they trust each other; where employees are comfortable working with each other. It is the presence of such environments that employees feel motivated to work and become fully committed to the responsibilities assigned to them. The manager plays a vital role in ensuring that employees have healthy relations at the workplace. The manger must take the role of the team leaders. As a team leader, he should strive to understand and know his employees well. It through understanding their employees well that the manager will understand the interests and specialization of each employees. He will then assign task and responsibilities based on the employees specialization. A motivated employee is one who is given an opportunity to demonstrate his potential, managers can encourage this by allowing employees to select task and responsibilities they believe they can perform best. Managers should also motivate their employees by being good role models. Manager should encourage team work and working towards one goal. He should also avoid negative subjectivism as well as partialities that strain relationships in the workplace. Acts of favoritism of some employees over others should be avoided. Managers should also strive to compliment employees when they perform exceptionally. Similarly, he should correct them when they fail to perform as expected. The model job characteristics which consist of five core dimension help to describes motivation in the context of job satisfaction. ( Hackman and Oldhams 1975). The five core dimensions that can be associated with job satisfaction levels of employees within an organization. The skill variety the extent to which an employee is required to used multiple or different level of skills. The core dimension is task identity this is where an individual is identifiable in completing a piece of work from start to finish. The third core dimension is task significance whether an individual job affect other people work which relate to the importance of the work. The fourth core dimension is autonomy the freedom or discretion for people to perform and org anized work. The fifth core dimension the task feedback this is the feedback that employee receive after completion of task. It could also be feedback receive on job performance. The element of bonding within an organization determines the ability of employees to work together and achieve set goals. The sense of belonging that employees achieve within an organization determines their level of motivation. Managers can strive to enhance the motivation levels of employees by formulating an organization culture that promotes positive aspects of work such as team work, collaboration and friendship. Managers should strive to foster mutual reliance and friendship among employees. Employees must be able to recognize each other as not only co-workers, but also friends who they can entrust with their personal stories. The ability of implementing a strong culture that emphasizes on oneness encourages best practices within the organization. The third drive is the drive to comprehend event s and situations that occur around human beings. It is by understanding different aspects of events that individuals are able to establish reasonable actions and responses. In the workplace, the drive to comprehend means that employees must be capable of making viable contributions. Manager should be able to create job descriptions that pose a challenge to the employees. Challenging job descriptions give employees an opportunity to learn and grow. It also eliminates the risk of monotony which discourages employees as they feel trapped and without any prospects of growth  [ii]  . Managers should also strive to give employees job designs that are distinct and give important roles for employees within the organization. The job designs must be meaningful so that employees get a sense of purpose within the organization. Employees must be able to see that there are integral parts of the organization due to the specific role they are undertaking within the organization. Creating a f eeling of security and confidence Manager should ensure that they participate in transparent performance management and resource allocation process. Employees who are certain of their job security regardless of business actions such as mergers and acquisitions are motivated to perform rather than employees that are unsure of their future within the organization. Managers should ensure that they engage in fair organizational process. If the management intends to engage in a retrenchment exercise for instance, they should strive to ensure all employees comprehend the need of the restricting exercise and the effects of the process  [iii]  . Manager should also be just and transparent in processes such as rewarding and recognizing employees for their efforts within the organization. According to Gitman, McDaniel, (2008) managers who desire to motivate their employees to perform exemplary must be able to detect talent among employees. A manager can detect positive traits among a few employees. Instead of picking out the exemplary employees from the rest, an ideal manager will formulate a strategy to capitalize on these unique traits. The manager must determine an effective strategy to capture a talent and turn it into performance. In any organization, it is impossible to find employees that function the same way. Employees exhibit different skills and talents that a manager must be able to tap and use to realize the company success. A manager that focuses on employee strength is able to lead the employee to success. The manager is also able to encourage employees to embrace the spirit of team work that they can rely on so as to achieve organizational objectives. Conclusion Employees are valuable assets of any institution; it is the responsibility of management, to ensure that he employees have the morale to work and see the organization soar to success. Managers should take a hand-on approach in their management efforts. Employees need to see their managers putting as much effort in seeing the company succeeds. Manager should be the role models of their employees by guiding them through hardships of employment. Managers can also select the ideal approach to handle the employees. The hard approach may appear too dictatorial, whereas the soft approach may lead to lack of seriousness on the part of the employees. A middle stand enables the managers to be strict, but helpful to employees to achieve their greatest potential. Managers should also consider having a training and development strategy to assist its employees grow. Employees will be motivated to work for an employer who takes the time to see their employees grow and develop in their career path s. Managers must also adopt reasonable pay and compensation packages that will motivate employees to perform. The pay and compensation package must be one that enables employees to meet their basic needs and also secure their future. Reference Alderfer, C. (1972). Existence, relatedness and growth: human needs in organizational settings. London: New York: free press. Bratton (2007) extract from motivation at work, in work and organizational behavior, pp257-269, 272-273 and 487-519. Basingstoke: Palgrave Macmillan. Gitman, L. McDaniel, C. (2008). The future of business. ASTD Publishers Herzberg, F. (1962) work and the nature of man. London: staple press. Cengage learning Maslow, A. (1943) a theory of human motivation, psychology review 50:370-396. McGregor, D. (1960) the human side of enterprise. New York: London: Mcgraw-hill Lauby, S. (2005). Motivating employees. Cengage Learning Vroom, V. (1964) work and motivation, New York: Wiley

Spy Jobs at the CIA

So, you want to be a spy. The first place most people hoping to land a spy job usually look is the U.S. Central Intelligence Agency (CIA). Though the CIA never has and never will use the job title â€Å"Spy,† the agency does hire a few select people whose job is to gather military and political intelligence from around the world—in essence, spies. Life as a CIA Spy While the CIA offers a wide range of more traditional job opportunities, its Directorate of Operations (DO), formerly called the National Clandestine Service (NCS), hires â€Å"Covert Investigators† who—by any means necessary—gather information needed to protect U.S. interests in foreign countries. This information is used to keep the President of the United States and Congress apprised of threats of terrorism, civil unrest, government corruption, and other crimes.   Once again, a CIA spy job is not for everyone. Looking only for â€Å"the extraordinary individual who wants more than a job,† the Directorate of Operations calls spying â€Å"a way of life that will challenge the deepest resources of your intelligence, self-reliance, and responsibility,† demanding â€Å"an adventurous spirit, a forceful personality, superior intellectual ability, toughness of mind, and the highest degree of integrity.† And, yes, a spy job can be dangerous, because, â€Å"You will need to deal with fast-moving, ambiguous, and unstructured situations that will test your resourcefulness to the utmost,† according to the CIA. ThoughtCo / Vin Ganapathy Careers at the CIA For people who consider themselves up to the many challenges of working as a spy, the CIA’s Directorate of Operations currently has four entry-level positions for qualified job seekers who have completed extensive agency training programs. Core Collectors and Operations Officers spend most of their time abroad recruiting, handling, and protecting persons who provide foreign HUMINT— human intelligence.Core Collectors and Collection Management Officers manage the work of the Core Collectors and Operations Officer, and evaluate and distribute the HUMINT they gather to the U.S. foreign policy community and intelligence community analysts.Staff Operations Officers act as liaisons between the CIA’s U.S. headquarters and field officers and agents overseas. They travel extensively and must be experts in either specific world regions or threats like terrorism.  Specialized Skills Officers might work anywhere using their military experience, or specialized technical, media, or language skills to conduct or support all CIA operations. Job titles in these areas include Collection Management Officer, Language Officer, Operations Officer, Paramilitary Operations Officer, Staff Operations Officer, and Targeting Officer. Depending on the position for which they applied, successful entry-level job candidates will go through the CIA’s Professional Trainee Program, the Clandestine Service Trainee Program, or the Headquarters Based Trainee Program. After successfully completing the training program, entry-level employees are assigned to a career track based matching his or hers demonstrated experience, strengths, and skills to the current needs of the agency. CIA Spy Job Qualifications All applicants for all CIA jobs must be able to provide proof of U.S. citizenship. All applicants for jobs in the Directorate of Operations must have a bachelors degree with a grade point average of at least 3.0 and qualify for government security clearance. Applicants for jobs involving gathering human information must be proficient in a foreign language—the more the better. Hiring preference is generally given to applicants with demonstrated experience in the military, international relations, business, finance, economics, physical science, or nuclear, biological or chemical engineering. As the CIS is quick to point out, spying is a career dominated by stress. People lacking strong stress management skills should look elsewhere. Other helpful skills include multitasking, time management, problem-solving, and excellent written and verbal communication skills. Since intelligence officers are often assigned to teams, the ability to work with and lead others is essential. Applying for CIA Jobs Especially for spying jobs, the CIA’s application and vetting process can be trying and time-consuming.   Much like in the movie â€Å"Fight Club,† the CIA’s first rule of applying for spy jobs is never tell anybody you are applying for a spy job. While the agency’s online information never uses the word â€Å"spy,† the CIA clearly warns applicants never to reveal their intention to be one. If nothing else, this proves the future spy’s much-needed ability to hide his or her true identity and intentions from others. Jobs in the Directorate of Operations can be applied for online on the CIA’s website. However, all prospective applicants should carefully read about the application process before doing so. As an added level of security, applicants are required to create a password-protected account before proceeding with the application. If the application process is not completed within three days, the account and all information entered will be deleted. As a result, applicants should make sure they have all of the information needed to complete the application and plenty of time to do so.  In addition, the account will be disabled as soon as the application process is completed. Once the application is completed, applicants get an on-screen confirmation. No mail or email confirmation will be sent. Up to four different positions can be applied for on the same application, but applicants are asked not to submit multiple applications. Even after the CIA accepts the application, pre-employment evaluation and screening may take as long as a year. Applicants who make the first cut will be required to undergo medical and psychological testing, drug testing, a lie-detector test, and an extensive background check. The background check will be structured to assure the applicant can be trusted, cannot be bribed or coerced, is willing and able to protect sensitive information, and has not or ever has pledged allegiances to other countries. Because much of a CIA spy’s work is done covertly, even heroic performance rarely gets public recognition. However, the agency is quick to recognize and reward outstanding workers internally. Directorate of Operations employees serving abroad get competitive pay and benefits including lifetime health care, free international travel, housing for themselves and their families, and educational benefits for their family members.