Public Policy Essay Example for Free

Public Policy EssayIn the contemporary society, the world is characterized by freedom of speech and expression and also by a market place of insurance ideas waiting to be prioritized or addicted a legislative action. As explained in detail by Hays (2001), abridgment of Public indemnity debates began by John Kingdon (1984) and reissued in 1995. Kingdon criti pressy examined how specific policies problems solutions become prominent. Looking at the polity making address, Kingdon particularly concentrated on the prediction stage and agenda setting ignoring the politics of how policy choices are made. He argued that many individual through their own means may call for attention on a particular policy issue that need to be changed but at the end of the day it is a group of pick out experts whom he called policy community who make decision on the issue to be the first agenda item therefore providing the ground for unused policies (Hays, 2001). The communities choke as resources but also as gatekeepers. Kingdon argued that collectively a range of individuals serve to make up the necessary policy community or networks including experts, elected officials, bureaucrats, researchers and even government itself.These communities influence the policy debate as witnessed in man policy institute of California (Mintrom, 2000). As a gate keeper, policy community or networks have a role in informal communication between those inside and the one outside the government. The channels are preternatural open considering crude ideas which deserve implementation while deciding on the one to be sidelined. Intellectual resourcefulness as well as finis is crucial in policy making process, Kingdon was emphatic that those who have more resources are better placed to make strong argument (Hays, 2001).Over the years, public debate have dominated United States politics and at times carrying away the policy communities like fad (Mintrom, 2000). The most recent is the Wall highway issue where the Bush administration and his Republican party proposed a boost plan to the mortgage sector including some home owners. The move which was intended to belt along the economy however elicited policy debate from allover. According to Hays (2001), Kingdon summarizes the policy making process into trinity separate streams Problem process stream, policy process stream and political stream.He argues that policy change advocates whom, he refer to as entrepreneurs of change mostly serve to belong to the above mentioned three streams in their efforts to bring popularity to a particular problem and also igniting policy innovation. By doing this they increase the chances that specific policy issues will give rise to new ideas and new policies. It is the problem stream where problems are recognized and identified for action. Both the people in government and outside government at any given time are aware of the social problems that need intervention.However, it is important to note that in problem defining stage much is likely to be odd at stake since those benefiting from the status quo are likely to convince the others that no problem exists after all. The second stream is the policy stream which Kingdon highlights as the process which entails generating and debating of ides for policy development by communities of policy specialists. Rarely, people come out with new ideas but more often they use the old ones to understand the new ones and thinking of ways to reformulate them with the others (Hays, 2001).In order to be effective, public policy institutes must be objective to survive in community policy ideas. Solutions in most cases chase problems and that is to say people with solutions will look for the specific problems to solve (Mintrom, 2000). In addition, such institutions must be not notwithstanding feasible but also compatible with the values of the majority of specialist in policy communities. Alteration of ideas and efforts by the policy adv ocate to persuade others correspond to Kingdon is one way of achieving compatibility (Hays, 2001).

My Grandfather Essay Example for Free

My Grandfather Es pleadThe true measure of a mankind is how he treats someone who can do him absolutely no good. This quote by Samuel Johnson reminds of one person more than anyone else. A person so selfless, so generous yet he was a part of this same world we entirely live in, he inhaled the same air we do yet the ideas butt joint his words suck a much different perspective than anything I have get wordn. This person was my grandfather Haji Qasim. Almost all of the memories I have of my grandfather are from a young age when all my relatives used to meet at my grandparents penthouse apartment. These get togethers were almost like weekly or family reunions. My cousins and I have had some of our best memories in that apartment and we also learned some very valuable lessons. My grandfather was a person who could always check over the best in battalion and see the bright side of any bad situation. His generosity was unparalleled, but his most outstanding quality was his hones ty which astonied everyone he met.I. Sees the best in people and situationsA. Dont Judge a book by its coverMy grandfather always saw the best in people and always gave people with a bad first impression the benefit of the doubt.* I remember Chinese restaurant to celebrate the first of my cousins going bump off to college.* Aunts, uncles and my grandparents were there. aft(prenominal) being seated we were all given individual menus* Although at the time I was too young to even read the menu* After a a couple of(prenominal) minutes a waiter came up to us.BUT* Unlike the other waiters Dirty white shirt, tie was loose, unshaven, (pause) his hair was a mess and he had the look of someone who had just woken up.* Said, Wha twenty-four hour perioda dam Indians want as he pulled out pencil from behind his ear. His unprofessionalism offended one of my uncles so much that he was about to punch the guy when my grandfather told him to sit down.* He took him aside and spoke to him out of ou r earshot. Surprisingly the man came back and had tears in eye and apologized.* Although I was very confused I didnt ask any questions.* Later I learned from my cousins that our grandfather had asked the man what was wrong and after a few rude answers he finally told him that his wife of 5 years had terminal lung cancer and that is why he was being so rude.* Although I dont remember that day very well I do remember the lesson I learned. Now in my own life I try my best not to resolve people based on their first impressionII. Honest.A. General store change.* My grandfather always talked about the right thing to do. According to him there was there were only 2 options, the right thing to do and having done nothing at all.* I remember one day when a bunch of my cousins were school term around in the Pinnacle which is what we called the apartment building our grandparents live in. Our grandfather decided to take us to the general store to buy us all candy. Now this may seem weird to y ou but this was a tradition in our family to go buy candy whenever we were at our grandparents apartment during the day.* After we had make our selection the narrator said to my grandfather that will be 14.50 and my grandfather paid the cashier and took his change. As we were walking back eating our candy almost half way home my grandfather stopped us and made us walk all the way back to store. We followed him as he got in line again with the same cashier. When it was our turn my grandfather told the cashier that he had given him and extra ten dollars in change from before.* Not only was the cashier amazed but he told us that it was inspiring to have someone be so honest in his dealings because usually the opposite happens consider they got less change back from the cashier.Conclusion* Not only is my grandfathers way of thinking refreshing but it is also contagious. When I was with him I also started to see the best in people and I learned not judge them by their looks or what th ey are wearing.* I always thought that my grandfather was a role model for me to follow but he was much more than that. He was the glue that kept my entire family together. After he passed away in the hospital at the age of 73 our whole family drifted apart. I now have cousins in all parts of the world. Some are Canada, Pakistan, California, New York, and Georgia.* We no longer have those reunions we used to. And only now do I truly appreciate how great those times we had. I guess its true what they say You dont know what you had until its gone

Social Advantages of EU Memebership

genial Advantages of EU MemebershipIntroductionThe followers building paper presents the fond service and genial advantages in the European Union and third earth nationals (with special attention for Turkish persons). It has been organized in s tear down main chapters which ar summarized briefly in the avocation paragraphs.In order to grant a catch up with of what makes the legal stem for TCNs right ons in European Union, this paper tries to describe the most important world- ample and European legal instruments.These instruments set minimum standards relating to the egis of migrants, their families and refugees as well as for international co-operation on migration. world-wide impartiality protect migrant snatchsort to fundamental principles like equality of intercession amongst continuous migrant workers and nationals in the realm of employment and occupation universal human rights reserve to in all human existences, including all migrants, regardless of positioning.International instruments provide normative standards for all national legislation and policy on migration. The main international human rights conventionalitys and Covenants apply to all human beings, including migrants and refugees. The Council of Europes migration instruments guarantee general human rights and more specific agreements relating to migrants and migrant workers.The fraternity has power to enter into agreements with third countries which agreements whitethorn either be express to matters indoors the exclusive competence of the community or cover a wider mix of issues including beas of shargond competence between the appendage States and the conjunction3.Agreement with third countries in this working paper are mentioned not because they provide direct tender rights (referring to the Turkey agreement) to TCNs but because the European flirt of Justice often make reference to them conferring direct effect4for the equal discussion of TCNs. to a low er place the EU law, where a right deriving from an agreement is found to be directly enforceable by the ECJ (direct effect), it is initiate of the acquis communautaire and must be applied by the Communitys national courts. The jurisprudence of the ECJ clarify the preaching of third unsophisticated nationals having an beneficial legal status close to nationals of elements States.Moreover, it has been tried to provide a general view of affable advantages for TCNs in European Union. It is well known that social advantages and social rights forTCNs depend mainly on their legal status. Different categories of TCNs are treated variantly in compliance of social rights inside the Union.Irregular immigrants and persons illegally residing in a rural area are mentioned in this paper but are not treated deeply considering that they have in truth restricted rights in respect of social rights. unwavering immigrants have a more favorable situation and enjoy rights and obligations compar able to those of citizens of the European Union. A exposition of different directives and regulations has been make in order to explain what social rights and advantages have the category of third country nationals within the European Union. Reference to the definition of social advantages according to ECJ case laws has been made.In the following chapter, loving assistance in the European Union, it has been tried to explain several definitions that exist for social assistance, Social Regimes and Social Protection Delivery Systems, the character of social assistance, its private scope, level and duration of social assistance benefits and conditioning of social assistance.The general situation of social assistance is further analyzed in four European countries Germ whatsoever, Austria, France and Belgium. European Union Countries provide social assistance for persons in need in different ways. They are guided almost from the same principles but apply different render and eligibil ity criteria because annoy to social assistance is governed according to national rules. This section aims to present an depth psychology of how social assistance systems are administered in Germ any(prenominal), Austria, France and Belgium, their legal and administrative structures and rules of eligibility, relative rules which determine the benefits etc.In general, immigrants with permanent anteroom status have access to social security measure benefits on the same basis as nationals in all part States. There are broader differences in regulations relating to social assistance, where the great majority of the States provide access to long-resident third-country nationals on the same basis as for nationals. Regulations and practices regarding the provisions available for insane asylum seekers as well differ. Contribution- ground benefits are generally accessible on the same basis as they are for nationals.However, thither are often limitations linked to minimum contributions or waiting periods. Conditions of access to social assistance erect have an important impact on the social inclusion of immigrants. Considering the above, in the chapter 6 of this working paper Social assistance for third country nationals in four European union countries, it has been tried to provide a view of how TCNs are treated in Germany, Austria, France and Belgium as regarded to social assistance.The selection of these countries has been made according to the differences they have in providing social assistance to third country nationals. France and Germany have more liberal social assistance system concerning third country nationals than Belgium and Austria. In the first two countries social assistance is provided for all persons without any condition relating to period of conformation in the national dominion, meanwhile in Belgium and Austria residence condition is mandatory for being eligible to social assistance.In the last chapter of this paper has been described diff erent social rights, which are found in different directives and regulations for Turkish persons in European Union.Even though, it is obvious that the arrangements for Turkish migrants nether the association instruments provide less legal protection compared nationals of Member States, they have a more favorable social situation than new(prenominal) third country nationals.The methodology used is that of qualitative content analyses of International and European primary and substitute(prenominal) legal instruments as well as a description of the situation of social assistance in four EuropeanUnion Countries.1. legal Instruments For Social Security of TCN In European UnionInternational and European legal instruments set minimum standards relating to the protection of migrants, their families and refugees as well as for international co-operation on migration. Although States have their sovereign rights over migration policies in their countries, international law protect migrant ac cording to fundamental principles like equality of treatment between regular migrant workers and nationals in the realm of employment and occupation universal human rights apply to all human beings, including all migrants, regardless of status.International Legal InstrumentsInternational instruments provide normative standards for all national legislation and policy on migration. The main international human rights Conventions and Covenants apply to all human beings, including migrants and refugees. Nonetheless, specific sets of instruments have been elaborated to address the particular situations of, respectively, refugees and asylum seekers, migrant workers, and trafficking and smuggling of human beings. Certain aspects of other(a) international treaties also apply to migration, notably International ride Standards, international consular law and certain international trade agreements.International Human Rights Conventions provide a broad and ample normative framework for the pr otection of migrants. The Universal Declaration of Human Rights of 1948 laid out a comprehensive set of universal human rights principles. It is not legally binding, but it has provided the foundation for the credit of social security rights in treaties subsequently adopted. Art. 22 of The Universal Declaration of Human Rights guarantee the right to social security. Art. 25 of The Universal Declaration of Human Rights recognizes the right of everyone to security in the event of unemployment, sickness, disability, widowhood, old age and other lack of livelihood in circumstances beyond his or her control5.Specific conventions subsequently explicitly extended the application of universal rights to victims of racial discrimination, women, children, and migrants Convention for the Elimination of Racism and Racial Discrimination (CERD), Convention Against Torture (CAT), Convention for the Elimination of Discrimination Against Women (CEDAW), the Convention on the Rights of the Child (CRC), and the Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families(CMR)6.These instruments have been characterized as fundamental human rights instruments that define basic, universal human rights and ensure their explicit extension to vulnerable groups world-wide7.The Convention on the Status of Refugees 1951 provides essential standards regarding recognition, protection of and assistance to refugees and asylum seekers. The Convention defines who is a refugee, sets out rights of individuals granted asylum, delineates the duty of States to non-refoulement and provides other provisions such as regarding refugee travel documents.ILO Convention No. 102 on Social Security (Minimum Standards) recognizes the following nine specific branches of social security medical exam care, sickness benefits, unemployment benefits, oldage benefits, unemployment injury benefits, family benefits, maternity benefits, invalidity benefits and survivors benefits8.Minim um requirements are stipulated as to the coverage of the population, the content and level of benefits, the protection of the rights of contributors and beneficiaries and matters of administration.Other relevant Conventions of ILO are Maternity Protection Convention (Revised), 1952 (No. 103) Equality of Treatment Social Security) Convention, 1962 (No. 118) (concerning equality of treatment of nationals and non-nationals) Maintenance of Social Security Rights Convention, 1982 (No. 157). International prod Standards to policy and practice regarding employment dimensions of migration have repeatedly underscored the applicability to all migrant workers of International Labor Standards covering conditions at work, occupational safety and health, maximal hours of work, minimum remuneration, non-discrimination, freedom of association, collective bargaining, and maternity leave, among others.European Legal InstrumentsThe Council of Europes migration instruments cover general human rights and more specific agreements relating to migrants and migrant workers.The European Convention on the Protection of Human Rights and Fundamental Freedoms (ECHR)9 applies clearly to everyone within the jurisdiction of a present party, which means that all migrants in Council of Europe member states are covered by its provisions irrespective of their country of origin10. The importance of this Convention is because, unlike other Council of Europe instruments, its personal scope is not limited to nationals of other states parties. The ECHR primarily safeguards civil and political rights and that the legal status of migrant workers. This convention is strongly connected to the protection of their economic and social rights but its role in this scope is limited. Nevertheless, the discriminatory application of economic and social rights in respect of migrants may well lead to a violation of the ECHR.While there are no specific provisions on migrant workers in the ECHR, migrants have obt ained remedies from the European approach of Human Rights under its case law in protection of their right to respect for family life and the non-discrimination principle (Arts. 8 and 14 respectively)11.The European Social Charter (1961) and its Additional Protocol (1988), as well as the Revised European Social Charter (Council of Europe, 1996) which entered into force in July 199912, in contrast to the ECHR, has a limited personal scope because it but applies to foreigners who are nationals of other contracting parties.The Charter is the only treaty which guarantees the right to social and medical assistance. The duality between social security and social assistance is steeply controversial, it appears in the Charter, which approaches the two areas in two separate clauses (Article 12 and Article 13) carrying different undertakings. Article 12(4), is concerned with ensuring equal treatment between the nationals of contracting parties in respect of social security rights by the co nclusion of symmetrical or multilateral agreements (or by other means) and Article 13(4), is concerned with the treatment of foreigners legally within the territory of contracting parties in respect of social and medical assistance in accordance with the obligations of contracting parties under the European Convention on Social and medical examination Assistance. It considers as social assistance, benefits for which individual need is the main criterion for eligibility, without any requirement of affiliation to a social security scheme aimed to cover a particular risk, or any requirement of professional activity or payment of contributions.European Convention on the Legal Status of Migrant Workers (Council of Europe, 1977) includes provisions relating to the main aspects of the legal status of migrant workers coming from Contracting parties, and especially to residence and work permits, medical examinations and vocational tests, recruitment, housing, family reunion, travel, cond itions of work, transfer of savings, expiry of the contract of employment, judgement of dismissal and re-employment, social and medical assistance, social security, and preparation for return to the country of origin13.European Convention on Social and Medical Assistance ensure that nationals of contracting parties legally present in the territory of another contracting party, and who are without sufficient resources, are entitled to social and medical assistance on the same basis as nationals (Article 1) 14. As of 15 September 2002, this convention was in force in seventeen member states15. The convention prohibits a contracting party from repatriating nationals from other contracting parties who are lawfully resident in its territory on the sole ground that they are in need of assistance (Article 6.a), although it may liquid do so if the following three conditions in Article 7.a are satisfiedthe person concerned has not been continuously resident in the territory of that Contra cting Party for at least five days if he entered it before attaining the age of 55 years, or for at least ten years if he entered it after attaining that age, he is in a fit state of health to be transported, and has no close ties in the territory in which he is resident16.The importance of this convention is that both the provisions concerning social and medical assistance in the European Social Charter (Article 13(4)) and the European Convention on the Legal Status of Migrant Workers (Article 19) refer specifically to the obligations of contracting parties under the convention. Articles 13(1)-(2) of the Charter require contracting parties to ensure that persons without adequate resources are provided with adequate assistance and health care and that they do not suffer from the diminution of their political and social rights because they receive such assistance. Article 13(3) provides that everyone should be able to benefit from public or private services to prevent, remove or all eviate personal or family want. These rights also apply to nationals of contracting parties who work regularly or reside lawfully within the territory of another contracting party on the same basis as nationals. Article 13(4) of the Charter extends the scope of these provisions by stipulating that they are to be applied by contracting parties on an equal basis to the nationals of other contracting parties lawfully within their territories in accordance with their obligations under the European Convention on Social and Medical Assistance17.Treaty Establishing the European Community (EC Treaty) provides for freedom of movement for workers from EU member states, although transitional arrangements are in countersink limiting this freedom for nationals from certain new member states. The Treaty prohibits any discrimination based on nationality between these workers as regards employment, remuneration and other conditions of work and employment, including social security (Arts. 12 and 39 ). The EC Treaty also invites the EU Council of Ministers to take measures necessary to ensure equality of treatment and to combat discrimination based on, inter alias, race, ethnic origin, religion or belief, and sexual orientation. The Council is also empowered to take measures in the field of asylum, immigration and safeguarding of the rights of nationals of third countries, although the measures adopted to date on legal migration have afforded third-country nationals lesser rights than those granted EU citizens.European Union Charter of Fundamental Rights, adopted in 2000, sets out in a iodin text, for the first time in EU history, the whole range of civil, political, economic and social rights of EU citizens and all persons resident in the European Union.Council Directive 2003/109/Ec f 25 November 2003 on 3rd country nationals who are long term residents respects the fundamental rights and observes the principles recognized in particular by the European Convention for the Prot ection of Human Rights and Fundamental Freedoms and by the Charter of Fundamental Rights of the European Union18. It promotes the integration of third-country nationals who are long-term residents in the Member States as a key element in promoting economic and social cohesion19. This directive specifies that long-term residents should enjoy equality of treatment with citizens of the Member State in a wide range of economic and social matters.With regard to social assistance, the possibility of limiting the benefits for long-term residents to core benefits is to be understood in the sense that this notion covers at least minimum income support, assistance in case of illness, pregnancy, parental assistance and long-term care20. The modalities for granting such benefits should be determined by national law. A broader view of directive 109 provisions is presented in the chapter with social advantages for TCNs in EU.Council Recommendation 92/441/EEC21 of 24 June 1992 on common criteria c oncerning sufficient resources and social assistance in social protection systems. This Recommendation, adopted in June 1992 at the Lisbon European Council, recognizes the basic right of a person to guaranteed sufficient resources and social assistance, as part of a comprehensive and consistent drive to combat social exclusion, and to adapt their social protection systems as necessary. It is open to all individuals resident in the Member State in accordance with national and Community provisions that do not have access to sufficient resources individually or within the syndicate in which they live.Council Regulation (EEC) No 1408/71 of 14 June 1971 on the application of social security schemes to employed persons and their families moving within the Community (5), provide Third-country nationals with refugee status equal social security rights with EU nationals.Council Regulation (EC) No 859/2003 extends the provisions of Regulation (EEC) No 1408/71 and Regulation (EEC) No 574/72 t o nationals of third countries who are not already covered by those provisions solely on the ground of their nationality. It ensure fair treatment of third country nationals legally residing in the territory of Member States, granting them rights and obligations comparable to those of EU citizens. In this regulation is enhanced social and cultural life and the legal status of TCN is approximated to that of Member States nationals. A high level of social protection is promoted and a set of uniform rights as near as possible to those enjoyed by EU citizens is granted to TCN.European Community agreements with third countriesThe Community has power to enter into agreements with third countries which agreements may either be limited to matters within the exclusive competence of the Community or cover a wider mix of issues including areas of shared competence between the Member States and the Community22.Turkey AgreementThe EEC-Turkey Association Agreement23, implemented by Association Co uncil Decisions 2/76, 1/80 and 3/80,4 provides for certain rights for Turkish nationals and their family members employed and resident in EU member states. Turkish workers resident in EU member states are also entitled to the same protection from gibbousness as EU nationals employed in other member states. With regard to social security rights, the European Court of Justice has also held that Article 3(1) of Decision 3/80, which affords Turkish workers and their family members treatment equal to that of nationals of member states, confers direct effect24.Algeria, Morocco and TunisiaThe agreements with the Maghreb countries of Algeria, Morocco and Tunisia25 confer equal treatment on Maghreb nationals employed and resident in EU member states as regards their working conditions or remuneration and social security26. These non-discrimination provisions have been found by the European Court of Justice as containing sufficiently clear and precise obligations to confer direct effect in E U countries of employment27. Equal treatment in social security extends to family members, who have been defined broadly by the ECJ to include the parents of the worker and his or her spouse residing in the host member state28.In the field of social security, these agreements are generally based on the following principlesEqual treatment with nationals of the Member States in which they are employed, of Moroccan workers and members of their families living with them, for all branches of social security covered by Regulation 1408/71.Aggregation of periods of insurance, employment or residence completed in the Member States for each of the above social security branches, with the exception of unemployment benefits, industrial accident or occupational disease benefits, and death grantsTransfer of family benefits to other Community countriesTransfer to Morocco of old-age, survivors and invalidity benefits, and industrial accident or occupational disease benefitsApplication of these prin ciples by Morocco to Community workers, with the exception of aggregation.Europe AgreementsThe Community can enter into Europe Agreements with third countries which may also be candidates for accession to the EU. These agreements include a provision guaranteeing equal treatment of migrant workers and nationals as regards working conditions, remuneration or dismissal. In contrast to the agreements with the Maghreb countries, however, equality of treatment in the Europe Agreements in respect of social security is dependent on the adoption of provisions for the co-ordination of social security schemes by the Association Council ceremonious under each agreement.The Ruling of the European Court of JusticeUnder the EU law, the rights of non-EU nationals (including Turkish nationals) to entry, residence, work, social security benefits, education and other social and value advantages are based either on their relationship with EU nationals or firms (derivative rights) or on their status a s a national of a country with which the Community has concluded an international agreement (direct rights)29.The EU law differs from other instruments of international law in that decisions, agreements and acts of the institutions of the Community are directly applicable in the Member States. Of course, not all provisions of directly applicable international law are capable of direct effect30. When a provision of EU law is directly effective, domestic courts are under an obligation not only to apply it, but to do so in priority over any conflicting provisions of national law according to the principle of primacy of EU law31. Therefore, EU law has priority over national laws in the areas in which they apply.Under the EU law, where a right deriving from an agreement is found to be directly enforceable by the ECJ (direct effect), it is part of the acquis communautaire and must be applied by the Communitys national courts. Furthermore, if it appears to a national court that a national provision does not comply with community law, the court is under an obligation to apply Community law and if necessary grant interim relief while the opinion of the ECJ is being asked32.Despite the jurisprudence of the ECJ clarifying the treatment of third country nationals having an preferential legal status close to nationals of Members States, a comprehensive and exclusive Community competence in this area still remains to be unresolved. A dichotomy was developed over the years by the Member States, by explicitly recognizing, on the one hand, the requirement of much closer consultation and co-operation at Community level in the implementation of national migration policies vis--vis third countries33. On the other hand, Member States always underlined that matters relating to the access, residence and employment of migrant workers from third countries fall under the jurisdiction of the governments of the Member States and nothing shall stop them to take measures to control immigr ation form third countries34.2.TCN In European UnionDefinition of TCN tally to Article 17(1) of the Treaty35 third country national (TCN) is any person who is not a citizen of the Union within the meaning of this definition includes a number of categories of persons Refugees, asylum seekers, migrant workers, those who enter through family reunion, and legally resident and undocumented immigrants. It also includes stateless persons, in accordance with the definition in the Constitutional Treaty.Categories of TCNThird country nationals are contrary to EU-nationals. Their situation differs not only from European Union Nationals but also between the different categories of third country nationals.Referring to the definition of TCN the following categories can be distinguishedAsylum Seeker is someone who makes a claim for asylum in a country other than their own. The rights of asylum seekers are more restricted than the rights of refugees in relation to movement (where they can travel to ), employment, health care and social security.Illegal Immigrant is someone who has moved from one state to another without any legal claim, such as a visa or a claim for asylum.Migrant Unlike refugees, migrants do not vexation persecution from their infrastructure state. Instead, they make a conscious decision to move and have the freedom to return to their state of origin if they wish.Refugee in the 1951 Convention relating to the Status of Refugees a refugee is defined as someone who owing to a well-founded fear of being persecuted for reasons of race, religion, nationality, membership of a particular social group, or political opinion, is international the country of his nationality, and is unable to or, owing to such fear, is unwilling to avail himself of the protection of that country36.Stateless Person is someone who does not belong as a citizen to any state. A stateless person may also be a refugee but this is not always the case. For example, a person may leave their hom e state without persecution. Some people are also born into statelessness due to their parents either being stateless themselves, or unable to register the birth of their child.According to the legal base which covers TCN the following categories can be distinguished37Third country Nationals from EFTA states. They are covered by regulation (EEC) No 1408/71 and their situation is same to EU-nationals.Third country Nationals who are family members of EU nationals, partly covered by Regulation (EEC) No 1408/71.Third country Nationals covered by agreements concluded between the community and third countries.Third country Nationals covered by multilateral agreements such as agreements of the Council of Europe, ILO etc.Third country Nationals covered by bilateral agreements.Third country Nationals who are not covered by any agreement.Legal Status of TCNAccording to their legal status, immigrants in European countries can be grouped into four different categories38The immediate citizenshi p model. The receiving state recognizes the immigrants as citizens immediately on their arrival.The quasi-citizenship model, immigrants have a similar status but not tout ensemble identical to the citizenship model. Alien resident have the same rights as the citizens of the host state in almost all fields of social life.Privileged treatment for special categories of immigrants, rights to enter or stay in the country are granted to certain special categories of aliens. Their residence rights are protected. Those aliens have limited possibilities for expulsion or deportation39. They have special rights or same treatment as citizens in several areas.Denizen40 status, or semi-citizen status, aliens receive almost full residence rights (expulsion being limited to exceptional cases). Equal treatment with citizens is granted in most areas of public life (access to all jobs, equal rights to housing, education and social security) and sometimes even in political life.The exact content of th e rights included in each model may differ slightly from country to country. The main differences in Social and political rights granted to immigrants are between the first model and the other three models. Full set of social and political rights are granted only to immigrants with citizenship of the country of residence. As for the other three models immigrants social and political rights are limited to the right to participate in elections on the local or the regional level and the access to certain jobs in the public service.3.Social Advantages of Third Country Nationals In European UnionIt is not easy to define social advantages of TCNs in European Union. Social advantages and social rights of TCNs depend on their legal status. Different categories of TCNs enjoy different social rights within the Union.Illegal immigrants, for example, cannot claim any rights and are not eligible for any welfare schemes because of their impossibility of presenting any official documents (identifi cation, residence or work permit, etc.) regarding their status. Regular immigrants have a more favorable situation and enjoy rights and obligations comparable to those of citizens of the European Union. According to their status, their social rights are included within different directives and regulations.The European Council, in its special meeting in Tampere on 15 and 16 October 1999, acknowledged the need for harmonization of national legislation on the conditions for admission and residence of TCNs. In this context, it has in particular stated that the European Union should ensure fair treatment of third country nationals residing lawfully on the territory of the Member States and that a more vigorous integration policy should aim at granting them rights and obligations comparable to those of citizens of the European Union.Council Regulation (EEC) No 1408/71 has a restricted personal scope of application and provides equal social security rights with EU nationals only to third-c ountry nationals with refugee status.

Psychology Essays Forensic Psychology

Psychology Essays Forensic PsychologyForensic Psychology Critically discuss research studies that have investigated the psychological positionors associated with practice of law emphasize. in that respect is a natural assumption in the public consciousness that being a police officer is a sampleful occupation. It is thought that the cause of traffic with the kinds of people and situations that police officers argon regularly required to must be stressful. This perception is not just confined to lay-people psychiatrists and occupational physicians find that police officers are in the top three occupations that are reported to the Occupational Disease Intelligence Net rick (ODIN). Similarly, studies such as Schmitdke, Fricke Lester (1999) have gear up a high(prenominal) rate of suicide amongst police officers than opposite similar members of a German population. In a recent review of 26 polar professions in the UK, Johnson, Cooper, Cartwright, Donald, Taylor Millet (2005) found that police officers were amongst the top 6 professions for high levels of stress and low levels of job satisfaction.Like any area of psychological research, individual differences are going to be authoritative in how a person reacts to a situation. There has been some research carried out into the different individual factors that affect police stress in a number of different police forces around the world. Many of the researched populations have not, however, involved the police, but the factors that have been examined are common amongst occupational groups. Amongst these, Clarke Cooper (2000) embarrass Type A behaviour, negative affectivity, the locus of control, coping styles and psychological hardiness. Negative affectivity, for example, is a tendency in an individual to show generally negative emotions and reactions crossways a range of situations. The research has frequently found a link between stress and negative affectivity. Similarly there is a large cadence of research into Type A personalities. Type A personalities are oftentimes impatient, strive for achievement and are very competitive. This factor has been shown to be important in connection with stress. Davidson Veno (1980) report that 75% of a sample of police officers showed that they had Type A personalities not a surprise considering some of the job requirements.The idea of psychological hardiness has also been shown to be important in stress reaction this has been defined by Lambert Lambert (1999) as involving the factors of control, commitment and challenge. Control refers to the achievement to which a person believes that they have an influence over the things that happen to them, commitment envisages an involvement with events that are happening, and challenge infers an approach to liveliness that incorporates and expects change as a matter of course. Hills Norvell (1991) examine psychological hardiness in a sample of 234 highway patrol officers. The conclusions show ed that hardiness as tumefy as neuroticism (almost the corresponding as negative affectivity) moderated the relationship between measures of stress and its physiological and psychological consequences.Much of the older research into stress in the police has concentrated on the negative impact of police work. It has tended to assume that bad experiences at work will tend to result in stress, which in turn results in an absence of benefit. This may not be correct, as research has shown that bad experiences do not tend to have a negative effect on public assistance (Cohen Hoberman, 1983). Hart, Wearing, Headey (1995) wanted to examine, then, how personality, coping and work experiences affected well-being. 527 Australian police officers completed a Perceived Quality of Life questionnaire that incorporated a number of different measures including the Satisfaction With Life scale (Diener, Emmons, Larsen Griffin, 1985) and the General Well-Being Questionnaire (Cox Gott, 1990). Th is research made a number of findings based on these data. For their first finding they compared the psychological well-being of police officers to other professions, in this case school teachers, tertiary students and community norms. It was found that police officers showed similar levels of psychological well-being to these other groups. This lead the authors of the this take on to conclude that police officers have normal levels of psychological well-being. This finding can be questioned though, as Johnson et al. (2005) found that teachers also tend to have high levels of stress and low levels of job satisfaction. Hart et al. (1995) are not making valid comparisons. That caveat aside, the authors did look more(prenominal) specifically at what factors were associated with higher levels of stress. Here they sustain what has already been a consistent finding in the research that it is organisational vari able-bodieds that contribute more to levels of stress than operational var iables. In other words police officers in this sample, as in previous research, found their police departments a greater source of stress than transaction with criminals and the extreme situations they came into contact with during their job. As well as these aspects, this research also examined personality variables, police work experiences and coping strategies to see how they affected well-being but no crabbyly strong findings were reported other than some moderate correlations.Findings about the importance of organisational variables over operational variables have also been found in a sample of police officers from the UK. Collins Gibbs (2003) administered a postal questionnaire to 1,206 members of a county police force who were constables and sergeants. This questionnaire attempted to assess the complete loop of the stress-strain cycle by obtaining measures of perceived occupational stress and perceived life stress. Further to this measures were taken of personality factors, moderators in the form of brotherly support and the individuals shift pattern to look for a correlation there as well. In addition to these the General Health Questionnaire was administered. Collins Gibbs (2003) report previous evidence of two studies in the UK that found that levels of mental ill-health amongst police officers was between 17 and 22% (Brown Campbell, 1990, Alexander, Walker, Innes Irving, 1993). In this study, however, mental ill-health had risen to 42% of the sample suggesting that levels of stress, and/or its effects, had risen in the 10 years between the studies. In examining the cause of the stress, this study substantiate the result found in Hart et al. (1995) in finding that it was organisational stressors that had a greater effect than operational stressors. The measurement of other factors such as personality, social support and shift work did not provide any particularly significant results. For example little association was found between shift work and stress levels, contrary to previous research which has found it to be associated with higher levels of stress (Brown Campbell, 1990). A clear disadvantage of this study in being able to generalise to other police officers was that it was carried out in a relatively small non-metropolitan police force. Different balances of operational issues and organisational demands may be present. The authors counter this reproach citing a study into Manchester Metropolitan police force which found a similar concentration on the organisational issues (Crowe Stradling, 1993).Much of the older research on stress in the police suffered from methodological flaws, such as using incorrect measures and failing to compare police officers with other occupational groups (Hart et al., 1995). Brough (2004) researched police officers as well as fire and ambulance officers to compare the levels of stress and the response. It was found that levels of psychological trauma and organisational stressors were relatively similar across the services, maculation again, the importance of organisational stressors over operational stressors was repeated.facial expression now more closely at stress, and what kinds of stress police officers have to deal with, it is useful to outline a model of stress to inform the discussion. Mitchell mash (1990) explain that stress reactions can be categorised into three main different forms cumulative, delayed and acute. Cumulative stress builds up over a rate of flow of time from a number of incidents, while both delayed and acute stress may have their primary cause in one particular incident, often called a critical incident. Police officers are often exposed to a number of critical incidents so the study of their effects on officers is of importance.The effects of this stress have been found to be considerable in many studies. One particularly strong type of reaction to stress is Post traumatic Stress Disorder (PTSD), which may be caused by experiencin g an event involving the threat of death or an actual death. This is clearly something that a police officer is more likely to experience in their career with regularity than in most other professions. Ursano McCarroll (1990), for example, found that the handling of dead bodies and parts of bodies was a significant psychological stressor that caused psychological trauma. Stephens Miller (1998) investigated the rates of PTSD amongst a sample of 527 New Zealand police officers. They found that the rate of PTSD was similar to that experienced by members of a different population that had experienced a traumatic event of a similar nature. The majority of individuals in both groups recovered successfully from the experience. An important finding of this study was that a relationship was found between the number of traumatic events witnessed and subsequent diagnoses of PTSD. Research in the UK has augmented these findings, Green (2004) reports evidence from Robinson, Sigman Wilson (199 7) that found the preponderance of PTSD amongst suburban police officers of 13%, this compares to the prevalence amongst the general population of 2-3%. Green (2004) examined whether PTSD was any more severe amongst members of the police force, once established, than it was in the overall population. The study found that there were no significant differences between the two groups. A criticism of this study was that the number of participants was limited, with only 31 police officers and 72 civilians taking part. Still, the strong effects of trauma are replicated in other research Carlier, Lamberts Gersons (1997) found in a sample of 262 traumatised police officers that, 3 months after a trauma they showed introversion, emotional exhaustion. In addition, at 12 months post trauma they continued to have difficulty expressing their emotions, suffered job satisfaction and pretermit of social support amongst other symptoms.How police officers process traumatic events, then, seems to b e very important psychological factor in the stress it causes. Karlsson Christianson (2003) examined the phenomenology of traumatic experiences in a sample of 162 Swedish police officers. The research found that all the police officers who took part were able to remember a traumatic incident from while they had been on duty. The memory of that traumatic event tended to come from the officers early career and usually involved all of the senses many aspects of which could be remembered in considerable detail. The fact that it was early events that most readily came to mind suggested that these had the greatest impact on a police officer. Karlsson Christianson (2003) also cite earlier work by Stradling, Crowe Tuohy (1993) in the UK that found that during the socialisation process into the police force, there was a change of role so that the individual had a more professional attitude to their work. This was often associated with a more cynical approach and self-perception. Karlsson Christianson (2003) make the point that the alternative explanation is that police officers simply become more adept at dealing with the stressful situations with which they have to deal.From this survey of some of the research into the factors associated with police stress it can be seen that there are many aspects to consider. Individual differences have an important role to play in reactions to stressful events. In comparing sources of stress, much of the research has found the surprising result that organisational rather than operational factors are more important. It is possible that organisational factors become more important as operational factors diminish. The research into the phenomenology and coping mechanisms shows that police officers perhaps learn how to cope better with stressful events. despite this, it is clear that witnessing a number of traumatic events is likely to lead to PTSD. A large proportion of the research looks at averages over reasonably large popula tions which masks the fine-grain inside information that are better explored by Karlsson Christiansons (2003) study. A hint at gaps in the current research is provided by Johnson et al. (2005) which found that police officers at lower levels suffered higher levels of stress than those in more senior positions. These authors suggest that this might be the result of higher levels of emotional labour a concept that has not til now been carefully examined in this occupational population.

Self assessments in leadership

Self judgements in attractorshipThis assignment comprised of five essays based on the extent of self-assessments on (1) Self-Confidence, (2) Leader-Member Ex kind, (3) Trust in attractershiphiphip, (4) Job Affect, and (5) Motivation to Lead.Self Confidence. The purpose of this assessment is to assess a attracters generalized self-efficacy.There be umpteen reasons a leader needs self-confidence because being a leader is a very difficult concern. According to Pierce and Newstrom (2008), leading mustinessiness subsist their worth and assumption themselves without letting their ego, or image get in the way. To accomplish this, leaders must have self-confidence by acting confidently and acknowledge their fears, and avoid call backing in terms of perfection and imperfection.The lead self-assessment is to determine leaders styles and effectiveness. Many factors were taken into envisionation in this self-assessment that allowed for appointed and pragmatic perception wh en evaluating leaders abilities. This self-assessment was characterized by personal attributes much(prenominal) as assertiveness, optimism, enthusiasm, bushelion, pride, independence, put, and the ability to handle criticism and emotional maturity.The tally on this self-assessment ranged from 1 through 7, with oneness indicating the avouchment is strongly disagreed, and 7 indicating that the statement is in strong agreement. An general write up of 6 or greater indicates a strong sense of self-efficacy with the racyest score being a 7. There were seventeen questions on this self-assessment. On the question of making means work, a score of seven out of a total score of 7 was achieved by this author. When faced with difficult situations, a score of 4 was achieved out of a total of 7 on this question. On this self-assessment this author achieved an boilersuit score of 5.3 which is close to the high of six that is set for this assessment.According to the criteria set for this a ssessment and in interpreting the scores, it was identified that the one area that needs overture is with handling difficult situations. This area discharge be changed by make on self-confidence. According to Kirkpatrick and Locke (1991) self-confidence plays an important role in closing making and in gaining trust. There are two main things that contribute to self-confidence that can help, and they are self-efficacy, and self-esteem. Self-efficacy is gained when mastering skills and achieving goals that matter in the skilled areas. By culture and working heavily in a particular area, success lead be achieved. This is the type of confidence that leads people to accept difficult challenges, and stick in the face of setbacks.This overlaps with the idea of self-esteem, which in a more general sense takes place when coping with whats going on in a persons life, and the aright to be happy. In part, this comes from a feeling that the people around us approve of us, which we may or may not be able to control. It withal comes from the sense that we are behaving virtuously, and are competent at what we do, and that we can compete successfully.The action plan that is being set to address infallible ripening, to improve on this situation, is to take stock of the present, address and focus on the future tense. A commitment to starting this action plan and staying with it must be achieved so that the needed growth can be realized. In preparing for this journey, a look at what have already been achieved is necessary. To accomplish this, listing the ten best things that was achieved in an achievement pound is needed. Among some of the things that should be noted in the achievement log are much(prenominal) things as whether a key role in an important squad project was accomplished whether an achievement was reached in producing the best sales figures in a period whether something that made a key difference in soul elses life took place, or whether delivery of a project that meant a lot for the company was accomplished. These are some of the things that should be listed. This list should then be reviewed often and time should be spent each week enjoying the success that was achieved, so that improvements will be built to further the growth of this success.Another technique that should be used to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. The SWOT analysis can be used to take a look at strengths and weaknesses, and from this, consider the opportunities and threats that are being faced. This will lead to thinking about whats important, and what direction to take. Once this is accomplished, goals must be set which must be government noted by success. By hitting on the targeted goals that are set, and coupled with self-confidence, key factors in enhancing growth areas will eventually be achieved.The leadership self-assessment is very helpful in identifying areas that are needed for improvement since these areas directly relate to leadership growth. Interpreting the scores provide an awareness of a leaders worth because every leader must know their worth and trust them without letting their ego or image get in the way. This is one area that needs improvement because recognizing a leaders strengths will help to compensate for any weaknesses. The need to have the capacity to distinguish between perceived skills, and what the job requires are important as well. The findings from the self-assessment will help in recognizing areas that need improvement to enhance a leaders ability which will lead to becoming an outstanding leader. This will result in sound decision making, planning, organizing, directing, and controlling by the leader.Leader-Member ExchangeThis self-assessment is to assess the leader-member re-sentencing relationship. Seven statements were provided that required the follower in a group to think of a situation for which there is a leader and in dicate the degree to which there is agreement, or disagreement.The purpose of this assessment is to determine trust in leadership and squad performance. There are three aspects of leadership that are explored in this assessment, fairness, trust, and ethical behavior.A score of 6 or greater indicates that there is a high quality leader-member telephone exchange relationship with the leader. A low score of two or less suggests that there is a low quality leader-member exchange relationship with the leader. On this self-assessment this author scored 6.5 out of a total of 7.The score that was achieved on this self-assessment suggests that this author, the follower, has a high-quality leader-member exchange relationship with the leader. This score has connected to key concepts that are presented in the text. For example, recent evidence conducted by Wayne, Shore, Linden, 1997, suggests that followers who experience a high quality leader-member evidence exchange relationship may help t heir leader by carrying out their required role activities and by engaging in strong citizenship behaviors. The follower will go beyond their expected role requirements in exchange for the benefits provided by the leader in the exchange process.The action plan that is set to address needed growth areas is to seek out probing questions, such as what makes a follower unique in the organization, and identify any accomplishments that will make the follower proud of. Reflecting on the most important work-related values, and pass judgment out values that are met, and those that are not met, will help improve needed growth areas. Probing questions that should be taken into consideration such as whether working with people, data, things, or ideas are satisfying, will help in identifying which mixture would be most satisfying for a follower and why when building growth areas.Since performance reviews are based on past performance, and connected to a supervisors view on an employee, reflect ing on the last performance review will help in improving on growth areas that need to be strengthened. To enhance on growth areas, asking good probing questions, and avoiding ones that give notwithstanding yes, or no answers will assist. This will allow the best way to gain a deeper understanding of what really matters to an employer.Practical application to individual leadership growth The self-assessment focused on the leader-follower relationship. It introduces the concepts of fairness, trust, and ethical behavior. The self-assessment also focused on leadership as a relationship between leader and follower and extends the leader-member exchange theory to consider issues of organizational justice.The findings on this self-assessment, based on the cores, showed whether trust affects team performance, and whether trust in leadership mediates the relationship between past and future team performance. A score of 6.5 shows that this author has a high quality leader-member exchange re lationship with the leader.The lesson learned from taking this self-assessment shows that part of leadership is observational learning done by the subordinates, and it is important that ethical values and conduct are demonstrated at all times. This will help with leadership growth because overall, leaders are expected to be honest, considerate of followers, fair in decisions, and make decisions based on ethics but none of these aspects constitute ethical leadership by themselves. Gaining experience working in a highly ethical organization can help contribute to ethical leadership characteristics that are carried with the leader from one organization to another. This will be applied in any job that calls for leadership qualities.Trust in LeadershipThe purpose of this self-assessment is to evaluate trust in leadership and team performance. Trust can be defined as an expectation or belief that one can rely on another persons actions and words that the person has good intentions. Trust in leadership is meaningful because the leader typically has the most formal power on the team, causation others to be vulnerable to him or her.The self-assessment was based on a score of 1 through 7 with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement. A score of six and above reflects a high level of trust in leadership and team performance. There were nine questions. The overall score on this self-assessment was an 8.2 reflecting that most team members trust and respect their leader. This author scored an 8.The interpretation of this self-assessment score shows that there is a high level of trust in leadership and team performance. This self-assessment provides an awareness that trust in leadership is important. This awareness allows the team to be willing to accept the leaders activities, goals, and decisions, and working hard to achieve them will be their ultimate goal.This self-assessment is connected to key concepts presented in the text because trust in leadership has a positive effect on team performance. Trust in leadership mediates the relationship between past team performance and future team performance. Trust in leadership allows the team members to suspend their questions, doubts, and personal motives and instead throw themselves into working toward team goals.Specific plan of action that needs to be addressed is to identify and enhance growth areas by ascertaining ones present position. This growth area can be enhanced by using a variety of tools including interviews, questionnaires, focus groups, and data that are already available inside the organization. Once the data is collected, it can be used as a benchmark from which to establish short-term, and long-term goals, and objectives for relationship, trust, and team performance.The score, interpretation, and action plan on this self-assessment will be used to enhance and improve leadership skills because as a leader, one of the main priorities is to get the job done, whatever the job is. The findings on this self-assessment will be used to make things happen by knowing what the objectives are and having a plan of action on how to achieve them. This can be done by building a team committed to achieving the objectives and helping each team member give their best efforts. A leader must know their strengths and weaknesses, so that they can build the best team around them.4. Job Affect The job affect military rank is designed to measure mood at work.The purpose of this assessment is to determine how people felt at work, while on the job during the past week. Mood at work, as assessed here is a state-based condition. Therefore, as a state-based condition, people can express different moods, depending upon the state to which they are exposed. On the other hand, mood can be relatively stable across emotional states and across time.Achieving a raw(a) of four and greater on this assessment implies a high level of aff ect and a score of two or less imply a low level of affect. This authors overall score was a four.The job affect assessment is designed to measure mood at work and to decipher how people felt at work while on the job during the past week. Since this evaluation is a state based condition, people can express different moods, depending upon their state to which they are exposed. Mood can be relatively stable across emotional situations and across time. According to Pierce and Newstrom (2007), leaders who have strong positive affect are characterized as possessing an air of confidence, competency, and optimism. Leaders with strong positive affect transfer their energy to others and to be characterized as leaders of cohesive, productive work groups.The action plan to address needed growth areas specifically comes from confidence. Leaders are more resemblingly to be assertive, decisive, and emotionally stable if they have self confidence. Confidence in self plays an important role in dec ision-making and in gaining others trust.To enhance growth areas, leaders need to have cognitive ability to formulate suitable strategies, solve problems, and make correct decisions. Effective leaders must have great knowledge about the company, industry, and technical matters. diligence knowledge and aspects of self-confidence can be developed through experience and training.Improvement of traits alike(p) to leadership will be implemented. Traits such as drive that leads to achieve more, become ambitious, show and energy, tenacity and initiative are all qualities that need to be developed and nurtured to be a successful leader.Interpreting and evaluating the scores on this job affect self-assessment will help and can be used to improve leadership growth in such areas as traits, skills, and behavior. Since effective leadership is essential in increasing organizational performance, leadership success in todays belligerent environment requires the combination of leadership traits, skills and behavior, and the understanding of how these elements interact in the leaders role. Leadership development is not universal instead, leadership development programs must be tailored to each organization. These findings can be used to invest in leadership training and development that will enhance the competencies and capabilities of existing leaders, ensure leaders have the ability to effectively resolve competitive and economic challenges, and help leaders inspire and engage the organization and its management team to enhance overall business performance.5. Motivation to Lead This self-assessment focuses on motivation to lead.According to Kirpatick and Locke (1991), leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. People with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. Many people prefer to be in a leadership rather than su bordinate role, and this assessment will help leaders know whether they have the ability to be a good leader.Achieving a score of 6 and above for each of the three motivations-to lead dimensions indicates a strong motivation to lead based on that factor. A sore of two or less indicates a weak motivation to lead based on the specified factor. The highest score is a 7 and the lowest a one. On this assessment, this author scored a 4.6 on the affective identify-based motivation to lead. On the non-calculative-based motivation to lead a score of 4 was achieved and a score of 4.8 was obtained on social normative based motivation to lead.An average score of 4.5 was achieved indicating that this author has the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), leadership traits are important preconditions bighearted an individual the potential to be an effective leader. Traits are an important part of the picture, although each trait accounted for a small porti on of the criterion variance. Leadership is proactive rather than passive in nature and while a leaders traits are important tools, the traits must fit the situation.Specific action plan needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. Traits such as drive, desire to lead, honesty/integrity, self-confidence, cognitive ability, and knowledge of the business are important traits that need to be strengthened. Other possible characteristics of effective leaders that should be considered for improvement will be charisma, creativity, originality, flexibility, and adaptiveness. Industry knowledge and aspects of self-confidence can be developed through experience and training. Honesty does not require skill-building because it is a virtue that one achieves or rejects by choice.According to Kirkpatrick and Locke (1991), regardless if leaders are born or made or some combination of both, it is clear that lea ders are not like other people. Leaders do not have to be great men, or intellectual geniuses. While a leaders traits are important tools, the traits must fit the situation, for instance a strong relationship between intelligence and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits.Confidence in the self plays an important role in decision-making. By gaining others trust and developing self-confidence, leaders are more likely to be assertive, decisive, and emotionally stable. Effective leaders must be proactive. They must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. They must show a high level of initiative..

Representation of War in Sassoon’s They, Woolf’s Mrs. Dalloway, and the

Representation of contend in Sassoons They, Woolfs Mrs. Dalloway, and the assume Hedd WynnThey, by Siegfried Sassoon, Mrs. Dalloway, by Virginia Woolf, and the film Hedd Wynn directed by Paul Turner, were works written about World War I. These works were the authors conduct of view about the war. The authors described how the war effected people during and after the war was over. The poem They, by Siegfried Sassoon was a poem written during World War I. The poem basically states that no man comes out of the war the same. People who go into war are facing death. Either the soldier comes out alive, or dead. The war will have some affect on a soldier in some way or another. This representation of war applies to Virginia Woolfs original Mrs. Dalloway, and the film Hedd Wynn. Both pieces consist of timbers that went to war, and as a result died in the war. It seems as if the authors believe that if there is a war, there will be some kind of tragedy as a result. The tragedy isnt ever more a bad thing. Either there will be affable problems, physical problems, or death as the result. The poem They displays a war representation of change of human existence can be applied to the novel Mrs. Dalloway, and Hedd Wynn. Mrs. Dalloway, and Hedd Wynn representation of war was death.The poem They begins with a Bishop saying that the soldiers wouldnt come back as the same men. Some of soldiers admitted that some were injured, and faced death. Some of the soldiers withal admitted that no man would come from the war without being changed. Siegfried Sassoon is stating that these men who fight in the war, will come back changed physically, mentally, or face death. In Mrs. Dalloway, the character Septimus fought in the World War I in Englan... ...s mind from the war. Woolf used Clarissa as a person who could relate to Septimus, because she wanted to plunge into another stupefy herself. By plunging into another place, she could get away from the facade that she had to put on in front of guest. She wanted to be herself, not someone else. Ellis died, and he win chair for his poem. Once again people change after they fight in the war. Woolf and the Paul Turner also imply that death is not always a terrible aspect in ones life. It can bring out the best in a person.Work CitedWoolf, Virginia. Mrs. Dalloway. San Diego, New York Harcourt, Inc., 1925. Sasoon, Siegfried. They. The Norton Anthology of position Literature. Ed. M.H. Abrams. 7th ed. vol. 2c. New York W.W. Norton & Company, Inc., 2000. p. 2055Hedd Wynn. Dir. Paul Turner. Perf. Huw Garman, Catrin Fychan. Welsh Films., 1996.http//us.imdb.com

Tortilla Curtain :: Tortilla Curtain Immigration Literature Essays

Tortilla CurtainThe chapter starts with Delaney hitting an unidentified man on the highway while going through Topanga Canyon. Delaney hits Candido, one of the different main characters in the play. After Delaney hits him with his car, he then immediately asks himself if his car is all right. He gets over that, and realizes that he just hit a tender-hearted being. The next paragraph is Delaney searching for the body and yelling hello. He finally can hear some grimacing that comes from some nearby bushes. He finds Candido there, with blood orgasm from the Mexicans mouth and his face covered by raw flesh. His upper arm had dirt and pieces of leaves sticking to the blood. He was carrying a theme of tortillas, a grocery bag that was torn with small slivers of plastic through the glass. Delaney tried to speak to him in French and Candido couldnt understand. Finally the conversation ends and Delaney gives him $20 and leaves. He drives to the Acura dealership and tells the dealer that he ran over a dog or a coyote. Delaney then calls his wife from the dealership and his wife tells him to call Jack, a friend, lawyer, and adviser, to ask him what could happen to him if the Mexican filed suit. The chapter ends with Delaney formulation he gave Candido $20 and then Kyra his wife asks why only $20. Delaney replies he was only Mexican.Chapter 2 The chapter begins with the introduction of Candido a new immigrant to the U.S. waking up at his bed near the river of a canyon. He is hurt from a gabacho or a white man that hit him the day before. He threw up in a flash and tried to walk down to the creek to where he fell twice. Then America is introduce, she is Candidos wife. She is on the way suffer from a job interview that neer materialized. Then she sees a man lying on the middle of the path to which leads to her camp. The man turns out to be Candido he is sleeping in the middle of the path. She walks him back to camp and she realizes all the scrapes, bumps, bruises, an d cuts on his body. The narration skips to Candido where he is in bed back at camp. His pain is progressively getting worse. America offers him a take up he declines then America says he needs a doctor.