ÂDebate Whether Galtung and Ruges (1967) Model of the...

‘DEBATE WHETHER GALTUNG AND RUGES (1967) MODEL OF THE NEWS VALUE IS STILL RELEVANT IN AN AGE OF NEW MEDIA, CITIZEN JOURNALISM AND USER-GENERATED CONTENT. The media in Western society provides a ‘fourth estate that alleges a neutral, objective and balanced perspective, independent of political input. The news forms the basis of this ‘fourth estate, playing an important role in keeping the public informed and therefore promoting democracy (Marris and Thornham, 1996). Daily there are millions of possible news headlines of which, only a small sample are published (Harcup and ONeill, 2001). Journalists appear to have an unvoiced compilation of guidelines or news values passed down through education as well as industry experience, which†¦show more content†¦It is this judgement and the reasons behind it, which was studied by Galtung and Ruge and so it is arguable that their theory is still highly relevant. However, it is undeniable that since the production of Galtung and Ruges paper in 1967, journalism has frequently been reported to be suffering a Â…significant deteriorationÂ… (Ursell, 2001) in terms of quality and production. This view is reinforced by Franklin (1997) whose study discovered a movement from traditional news such as politics written to inform, towards news written with the purpose of entertainment. Franklins findings support his suggestion that broadsheet newspapers have an increasingly tabloid agenda, which may be a result of user-generated content being used to inform journalists what the readership wish to read about. E.g. coverage about celebrities instead of politics (Franklin, 1997 cited in Ursell, 2001). Using Galtung and Ruges news values, this particular example would fall under the category of ‘Elite People (see AX p. 10) yet the coverage of celebrities although prominent in todays society, was not the intended news story that this category was cre ated for. This emphasises that while the categories may be broadly

Same Sex Marriage Should Be Legal - 938 Words

Same-sex marriage has become legal in some states but not all, only recently the government acknowledges those now married as â€Å"legally married†. Views today have changed considerably about gays and lesbians, as the public has become increasingly accepting. Homosexuality is often seen in television shows, movies and the in the public eye more often. The constitution was created to offer humans the right to be treated equally regardless of their differences. Together as a nation society has come a long way over the past decades, times are constantly evolving and passing new laws as time goes on. Certain states have passed laws allowing gay marriage many others have not, which is creating a political debate worldwide. Many people are fighting for equal rights; and the lesbian, gay, bisexual, and transgender association is at the front creating protests, petitions and even parades all to support the right to love and marry freely. Stated in the constitution, people have the right to the â€Å"pursuit of happiness† and equality. Taking this into consideration gays in addition to lesbians legally have the same rights as every other human being regardless of their sexual orientation. From being able to get married, being more accepted in the public eye, and having the government create and pass laws in every state equally rather than just chose certain states. The components of the constitution gives individuals the right to love in addition to become whomever they want, withoutShow MoreRelatedSame Sex Marriage Should Be Legal1288 Words   |  6 Pages Marriage is not precisely the same as it used to be interpreted. For example, women used to be their husband’s property. Sometimes the women were forced to marry whoever their parents wanted them to marry and most of the time they couldn’t leave the marriage. Nowadays women have more freedom. They can vote, they can run their own business, and they can marry whichever man they want to. The laws change as the people’s mind change. As they get more comfortable with the idea, they become more openRead MoreSame Sex Marriage Should Be Legal Essay1475 Words   |  6 PagesSame sex relationships relate to when a man or woman are attracted to someone of the same gender of themselves. It is being rejected as same gender marriage denies the obvious purpose between a man and a women which is procreation (Richardson-Self, 2012). Denying same sex couples the legal right to get married, could mean that they are being denied their basic human rights to enjoy human benefits (Richardson-Self, 2012). However, the opposing view is that if gay marriage was granted the legal rightsRead MoreSame Sex Marriage Should Be Legal1403 Words   |  6 PagesSame-Sex Marriage â€Å"I now pronounce you†¦Ã¢â‚¬  At some point in a person’s life, they have heard or will hear those words. What follows, however, has changed somewhat over the years; although, the commitment has remained the same. Those words historically indicate that until the death of a spouse, that couple shall remain together. Who should be able to determine whom that spouse is for that person? Some people judge others for their sexuality and how it is affecting them, but they never stop andRead MoreSame Sex Marriage Should Be Legal1144 Words   |  5 PagesGay Marriage There are many issues the revolve around same-sex marriage. Many issues like: Whether same-sex should be legalized and should there be an amendment on same-sex marriage? There are multiple side to view this, but gay marriage but in my opinion gay marriage is socially accepted. it should be legal and it does affect American teens in a broad spectrum of ways. There have been a lot of issues on whether or not same-sex marriage should be legal or not. According to Burns, â€Å" The unionRead MoreSame Sex Marriage Should Be Legal998 Words   |  4 PagesSame sex marriage ought to be legalized on the grounds that it is uncivilized and unmerited. Marriage is a commitment between two people that cherish one another. In almost every country and culture, marriage is a commitment of loyalty and love. Marriage is an authority contract gathering two individuals together, furnishing them with profits of holy matrimony such as tax cuts and clinical privileges. The debate throughout most countries today is whether or not the rights of these profits and commitmentsRead MoreSame Sex Marriage Should Be Legal1659 Words   |  7 Pages Same-sex couples can hardly remember a time where they were not fighting for their right to marriage in the United States. After several court cases, California Proposition Six, and their struggle against the Defens e of Marriage Act (DOMA), same-sex couples found their way into U.S. society. Many misguided studies appealed to those opposing same-sex marriage, but after several years of integrating in society, same-sex couples found the support they were looking for. Before the Supreme CourtRead MoreSame Sex Marriage Should Be Legal899 Words   |  4 Pages In the United States, same sex marriage became legal nationwide on June 26, 2015, when the United States Supreme Court overruled the court in favor of same sex freedom and marriage. The victory of same sex marriage came to be recognized from the Obergefell v. Hodges case which was submitted when an American Ohio man was denied and regretted to get his name on his late husband’s death certificate. Same sex marriage has been a controversial social issue in the United States for several decades. SinceRead MoreSame Sex Marriage Should Be Legal1491 Words   |  6 PagesSame sex marriage is one of the most debatable issues in the modern world. Marriage has been accepted as the social union between a man and a woman for the past thousand years. Homosexuality was viewed with scorn, and marriages among same sex couples were prohibited in most cultures across the globe. However, gay relationships are slowly obtaining acceptance, as homosexuals have come to be expressive in fighting their rights to marry in the early 90’s. As homosexuality grows in acceptance in theRead MoreSame Sex Marriage Should Be Legal892 Words   |  4 PagesLove Same sex marriage is now allowed in all states across the country. But it took years and years for this â€Å"issue† to be finally laid to rest. The first state to legalize same-sex marriage was Massachusetts in 2004. There was not a last state to legalize gay marriage. The supreme court realized how many states were now legalizing it, so they just had all of the states left legalize it as well. ProCon.org supplies information that â€Å"Twenty-six states were forced to legalize gay marriage becauseRead MoreSame Sex Marriage Should Be Legal2253 Words   |  10 Pages1776). The recognition of same-sex marriage is an issue influenced by numerous factors, and debates continue to arise over whether people in same-sex relationships have the right to marriage. Marriage provides many benefits, legally, financially, and personally. Same-sex marriage can open up those in same-sex relationships to tax benefits and financial demands comparable to those afforded to and required of peo ple in opposite-sex marriages. Same-sex marriage also gives them legal protections, such as

Annual Report and Financial Statements †MyAssignmenthelp.com

Question: Discuss about the Annual Report and Financial Statements. Answer: Introduction Tesco Public limited company is a British multinational general merchandise and grocery retailer. The company has its head quarter at Hertfordshire, England located in United Kingdom. If measured with respect to profit, Tesco is considered to the third largest retailer and if the overall revenue of the company is considered, it is the ninth largest retailer across the world. The organization has it store across 12 crucial countries located in Asia and Europe and UK. Tesco was founded by Jack Cohen in 1919 and from being a UK grocer initially, with the advancement of time the company diversified its area that includes retailing cloths, books, electronics, petrol, software, toys and furniture (Kotab and Helsen 2014). During the 90s the company repositioned itself from a down market, high volume retailer to an organization that offers consumers the finest range of goods. The chief aim of the mentioned organization is to stay the leading retailer by gaining competitive. In order to make this goal successful, the primary objective of Tesco is to provide finest quality products as well as services to the consumers at a very reasonable price much lower than their potential competitors. According to the board of directors of the mentioned company, Tesco was built with the mission of serving the consumers by assuring them a better quality of life and easier way of living (Dalkir 2013). The company understands that the consumers across the world want high quality products at low cost which can be bought easily and thats why the management of Tesco Plc. has taken the oath of pushing their service towards betterment little by little, each and every day for the satisfaction of the consumers. According to statistical data, Tesco serves nearly 66 consumers in every second only in the UK, and the goal of the company is to ensure that each and every consumer experience a highly enhanced service (Burrell and Morgan 2017). In this report, organizational analysis of the above-ment ioned company has been performed with the help of four perspectives that include Bureaucratic perspective, Contingency perspective, cultural perspective and finally political perspective. This analysis is done to understand the techniques, internal environment and teamwork performed by the organization. The organizational structure of the company is hierarchical due to the vast size of its business. In large stores, there are four layers of management. However, this organizational structure of Tesco is flexible and varies with respect to the geographical location and size of the store. The flowchart given below describes the organizational structure of the given company: The board of directors of the company is comprised of 10 members. However, in the year 2015, the company evidenced several changes that include the appointment of John Allan as the new director of the board, the appointment of Dave Lewis as the new CEO and Alan Steward as the Chief Financial officer of the company (Brannen, Moore and Mughan 2013). Apart from that, that year the company had also evidenced the retirement of four non-executive directors and the appointment of 3 directors in their place. The governance structure of Tesco is comprised of five committees that include Audit Committee, Corporate responsibility committee, Remuneration committee, Nomination committee and disclosure committee (refer to Appendix). Assessment of formalization of Tesco Being a vast and well-reputed organization, Tesco is highly formalized and follow a fixed set of intra-organizational rules and structure. The organizational civilization and construction of Tesco are characterized by friendly civilizations, high employee authorization, decentralized construction, flexible work environment, shared beliefs and values and decentralized determining to devise. For instance, one formal rule of Tesco includes weekly face to face communication between the employees (Hatch 2018). This, in turn, enables the employees to remain well informed about the crucial happenings in the company along with providing help to serve the consumers in a more satisfactory way. Product differentiation can be defined as crucial marketing processes since it builds the competitive advantages of the company. Horizontal differentiation refers to product distinction based on the quality of the product. The horizontal product differentiation of the company is low and the level of vertical differentiation of Tesco is high. In contrast to that, in case of vertical differentiation, distinctions between products are objectively measurable. The own-level product of Tesco which includes 50 percent of its overall sales has three levels, namely, value, normal and finest (Shafritz, Ott and Jang 2015). Considering the fact that several stores of Tesco had gas stations attached to it, Tesco has also become one of the largest petrol gas retailers. Tesco follows decentralized decision-making structure that includes involvement of lower-level employees while a crucial decision is taken by the company. For example, the store managers of each of the stores of Tesco located in different parts of the world has the capability to take certain decision associated with the respective stores. Each store manager is only answerable to the regional manager of the company. Considering the fact that decision making can be termed as a form of empowerment, this empowerment enhances the responsibility of the employees of the organization. This, in turn, enhances the productivity and the loyalty of the employees. The enhanced motivation of the employees enables Tesco to maintain its high revenue and reputation in the global market. Differentiation is mostly seen in a large organization where individual departments, branch offices or section adopt their own corporate culture which is different from the culture of the parent organization (Kim et al., 2014). For instance, The Sales department of Tesco has a different approach to corporate culture compared to that of the finance department of the same organization. Integration, on the other hand, can be defined as the ability of an organization to coordinate their operation. Since the vertical differentiation of Tesco is low, the company can be regarded as highly integrated and has a strong connection between its product lines and departments. In order to manage the structural tension between integration an differentiation, Tesco follows the below mentioned strategies: Each department of Tesco sorts its priorities in order to manage the tension of diffraction and integration. For instance, while the sales department of Tesco focuses on enhancing the revenue of the company, the accounting department of the organization focuses on reducing the overall costs of the company. Thus, the chief purpose of the company that is to enhance the yearly profit is served. When it comes to managing the time constraint of the organization, the product development staffs of Tesco work in terms of years and months, while the consumer support staffs work on the basis of days and hours (Kotabe and Helsen 2014). In order to deal with differentiation in the external environment of the company, Tesco has takeover Booker in order to increase its market. Merging with Booker will enable the company to grab the out-of-home food market that includes Cash and carry a network of Bookers along with click and collect home or business delivery capacity of Tesco (Scott and Davis 2015). Like any other well-reputed multinational company, Tesco also posses a written code of business conduct and ethics. The cultural value tree of Tesco provides an ideal guide to demonstrate the commitment of the company to ethical business conduct. The board of directors of the company has adopted the written code of ethics and business conduct as a guideline which will help the company to promote ethical and honest conducts, accurate, fair , timely, understandable and full disclosure along with providing effective guidance to the officer, directors and employees that will help them to deal with ethical issues. According to Tesco, the mentioned code of ethics though is not for covering every ethical situation or issue of the employees, officers or directors but should be used as an additional guidance while dealing with the issue (Tescocorp.com 2018). Contingency Perspective Description and assessment of technologies used by Tesco with respect to Charles Perrows theory According to the American sociologist, Charles Perrow, technologies used by the organization can be classified into 4 chief categories that include Routine, Craft, Engineering and Non-routine technology. Being a retail organization, the technologies used by Tesco falls under craft and engineering technologies (Scott and Davis 2015). Engineering technologies though has a lot of exceptions can be managed in systematic and rational manner. The technologies used by Tesco in order to construct retail stores across the world falls under this technology. Technologies used by the mentioned company in order to restore its furnitures and other products fall under craft technology. The RFID project of Tesco falls under the engineering technology. In order to make the task of the employees who are in charge of the stock counting department, the organization has introduced a barcode which is RFID enabled to their new FF clothing range. With the help of this technology, the products get automatica lly counted and removed while entering and leaving the stores. Not only that, this technology also enables the suppliers to backtrack the information (Mollah 2014). Thus, the RDIF technology not only enhances the overall experience of the shoppers but also provides the suppliers with accurate replenishment of the stock. Apart from that, the company has recently co-joined If This Then Than (IFTTT), in order to provide its consumers with the ultimate shopping experience. This application enables the consumers of Tesco, to connect other actives app with each other and use them all at a time. Assessment of key factors in Tescos Environment by identifying elements of change as well as elements of stability The chief purpose of Tesco is to satisfy its consumers and its stakeholders along with other individuals involved with the organization. Tesco's environment can be classified into the external and internal environment. In order to identify the element of change as well as the stability of the organization, PESTLE Analysis of Tesco can be considered as an effective tool. A crucial element of change evidenced by the company is to separate the confectionery from the retail stores in order to help the consumers to make a healthier choice. Although the company had taken out confectionary stores from checkouts and large stores two decades ago, now this change will be implemented in Tesco Express convenience stores and Tesco Metro stores too. Some of the elements of stability of the company are diverse and wide consumer base across the world, a wide range of patents and patent license agreements and a strong product portfolio (Oied.ncsu.edu. 2017). On the other hand, some of the major eleme nts of changes that act as a threat to the mentioned company are seasonal variations, potential risks associated with the gas and oil industry and uncertainty in the global economic condition. The degree of fit between organization's structure and organizations environment The organizational structure of Tesco is found to be highly beneficial for the company. Considering the fact that the global unemployment rate has increased over the last one decade, the organizational structure of Techno provides huge opportune to recruit huge labor force at an optimum cost. The job opportunities at Tesco are much higher than that of any of its competitors. This proves to be beneficial for both the company and the global economy since in one hand, the recruitment of labors at a cheap rate helps the company to enhance its overall revenue, it also reduces the global unemployment issue to a little extent (Tescocorp.com 2018). Secondly, since the company provides employees with the freedom to make decisions for the company, the loyalty and productivity of the employees got enhanced. This acts as a beneficial factor for the company since it helps the company to obtain a competitive advantage in the global environment by satisfying the consumers. Thirdly, the organization al culture of the company encourages beliefs and values associated with ethics and interaction between the employees and the managers in the workplace. friendly relation and flexible organizational structure motivate the employees of the organization. This, in turn, enhances employee retention and the brand equity of Tesco (Clark 2012). The structural problem of Tesco Being a globally known retail company, the organizational structure of Tesco is strong and effective. As a result, very few amounts of issues are faced by the company due to its organizational structure. Considering the fact that the organizational structure of Tesco is hierarchical, some of the advantages experienced by the company include a clear chain of command, clear path of advancement and specialization. A clear chain makes it easier to communicate during the time of crisis and generates clearly defined set of responsibilities (Scott and Davis 2015). The hierarchical structure of Tesco offers a clear path of career advancement for the employees either by replacing a superior or in another branch of the company in a better designation. Being the third largest multinational retail sector of the world, Tesco needs to manage a good number tasks ranging from marketing to Human resource and accounting. The hierarchical structure of Tesco enables the company to divide the areas of co ncern into various specialized departments. One of the chief ways by which the company has eliminated organizational issues is scrutinizing the disadvantages of its structure and working separately on them. Two of the major disadvantages of the Hierarchical organizational structure are communication barriers between the employees and the managers and disunity in the organization. In order to deal with communication gap between the employees and the managers, the company has implemented internal intranet technologies that have to ease the organizational communication to a great level. Besides that, by enabling the employees to take part in decision-making session, Tesco has provided its employee with the empowerment that also enhances the loyalty of the employees (Solomon, Russell-Bennett and Previte 2012). In order to prevent disunity among the employees and the managers, Tesco has implemented an effective organizational strategy that includes setting a common objective for all of i ts retail stores. Besides that, the HR management of Tesco organizes yearly activities and encourages teamwork. Considering the fact that Tesco is the founder member of Ethical Trading Initiative (ETI), the ETI base code is used by the company which includes freely chosen employment, right to bargain collectively and freedom of association (Volberda et al. 2012). Apart from that, the company pays special attention so that the working conditions of all the employees are hygienic and safe, child labor is not encouraged within the office premier, the working hours are not adversely affected the work-life balance of the employees, no discrimination is practiced, living wages are paid, no inhumane or harsh treatment is experienced by any of the employees and regulator employment is provided to reserved candidates. Any violation of the above mention factors results in punishment ranging from fine to imprisonment, depending on the severity of the unethical activity. Considering the fact that the company has approximately 472000 employees, Tesco holds a good number of financial and personal informatio n related to the employees (Solomon, Russell-Bennett, and Previte 2012). In order to keep all this information secure and well protected, the company uses data protection act 1998. The company is strongly committed to keeping the employee related data protected along with the providing the assurance of not selling the information to any organization or individual for personal benefits. Cultural Perspective Official corporate culture can be defined as the attitudes, standards, shared values and beliefs of an organization that characterized its members and defines the nature of the organization. The official corporate culture of Tesco is rooted in its goal, structure, strategies and the way it approaches its employees, investors, consumers and the greater community. Considering the fact that, like any other well-established company, each action of the senior managers of Tesco, is highly scrutinized by the employee, the managers of the institution maintain high cautiousness while taking decisions by ensuring that equitability and fairness are promoted. Besides that, the senior managers of Tesco also assure that ethical standards of the company are upheld on a continual basis (Clark 2012). The four chief elements of Tescos official corporate factors include trusting and respecting each other, working as a team, sharing experience and knowledge, listening to the issues of the employees and supporting them so that the issues get solved. One of the chief duties of senior managers of Tesco is to promote the above-mentioned elements (Volberda et al. 2012). The managers believe that establishment and maintenance of respect and trust among the employees is the key to success of Tesco. In order to promote the official corporate culture of the employees, the senior managers take effective steps so that the employees feel recognized and get rewarded for their performance, feel the unity while working as a team, are supported to develop their career by proving them with necessary opportunities. The mission of the company is to make the life of their consumers better and easier by serving high-quality products at a minimum cost. The values of the organization help Tesco how to put ethical norms in practice. The business ethics of the company includes understanding the consumers, be the first to meet their requirements and act responsibly for the community (Kim et al. 2014). The company emphasizes on not only understanding its consumers but also on understanding its employees and the communities in order to make their lives better. Besides that, the company also takes part in developing the environment by reducing global food waste and ensuring that their surplus food items reach to the poor. Considering the fact that the degree of integration in the organizational culture of Tesco is pretty high compared to the degree of differentiation, the position of Tesco with respect to Mary Jo Hatchs cultural integration-differentiation continuum is high (Hatch 2018). In spite of having a good number of retail organizations across the world, the mentioned company has managed to develop low differentiation and high integration continuum. Each and every manager of the organization are entitled to report to the headquatr of Tesco before implementing a strategy. Evidence of subculture in Tesco Being one of the largest multinational companies, Tesco has a good number of retail stores across the world. Hence it is quite natural that each sector of the company will develop a subculture which is unique from that of the other branches of the company (Scott and Davis, 2015). As been discussed earlier, the organization has a dominant culture which provides the members of Tesco with guidelines and boundaries in order to shape their behaviour. However, the company evidences numerous subcultures that are consists of additional values along with the core values of the dominant culture. For instance, the subculture of Tesco India is quite different from that of a Tesco retail store located in the UK. This often creates several complexities and discrimination within the mentioned organization. Tesco has been suffering from a decrement of 16.2 percent in the Companys overall revenue due to the varying subculture. This factor can be regarded as a sign implying that the company should implement effective strategies to maintain the consistency of its corporate or dominant culture and subculture. Subcultures in Tesco are adding crucial layers of complexity and are becoming counter-culture in recent years, according to Dave Lewis, the chief executive of Tesco, the company needs to change its culture in order to cope up with the decreasing market value (Tesco 2014). The strategies taken by the company for maintaining consistency between the corporate culture and the subculture includes recognizing the specific issues and planning organization-wide initiatives.Planning organization wide initiatives includes transferring employees of one brand to another branch so that they can enhance their social acceptance. Since the organizational structure of the company is Hierarchical, the authority and power of the managers flow from up to down. However, has been discussed earlier, during the decision making process of the company does not follow the hierarchical structure (Tesco.com. 2018). Instead, the local managers of every store are approached by the company to take part in the decision making the session. Unlike a good number of its competitors, Tesco believes in the empowerment of the employees in order to enhance employee-company relationship and performance of the organization. Tesco follows decentralized decision-making strategies which enable the employees and the lower level managers of the organization to take part in the decision making of the company (Oied.ncsu.edu. 2017). In spite of the fact that, this practice sometimes results in consuming a larger time compared to traditional decision-making methods, empowering employees to make decisions for the company provides long-term benefits to the company that include employee loyalty and retention. Pluralism in an organization can be defined as a structure which enables the member of that organization with divergent perspective and diffused power to corporate at substantive problems. Tesco being a multicultural organization is a strong supporter of pluralism (Zhao 2014). The decentralized decision-making structure of the organization can be considered as one of the chief ways to encourage pluralism within the organization. The senior managers of the organization ensure that the no unilateral decision making in any of the Tesco retail stores is encouraged. Considering the fact that Tesco has implemented several organizational changes recently to enhance the overall revenue of the company, very few numbers of retail sectors of the organization has reported resistance to this change. According to researchers, several factors for this resistance can be pointed out that include overestimation of the managers from the employees due to inability to understand the number of changes that can lead the organization to a better position (Mollah 2014). Other sources of resistance encountered are insecurities of the employees as well as the managers to lose their status and job security due to the upcoming change and fear of the unknown changes that are about to happen. Since the mentioned organization believes in the empowerment of the employees, the majority of the employees in the organization are satisfied with the empowerment provided to them (Shafritz, Ott and Jang 2015). However, for employees who are facing unethical issues due to various reasons, the HR management of Tesco implements several measures like an emergency assessment of the situation, reorganization of the culprit an finally implementing the companys codes of ethics along with legal regulations to deal with the situation. Conclusion From the above discussion, it can be clearly understood that the organizational structure and culture of Tesco is highly effective and helps the organization to achieve the overall goal of the company to become the largest retail company of the world. The company also has written code of business conducts and ethics which helps Tesco to manage various unethical situations that take place within the organization. However, due to the changing global market and increment in differentiation due to the difference in culture in a good number of its retail stores situated in various parts of the world, the company has suffered from a loss of 16.2 percent of its revenue. Another challenge that is associated with above mention issue is the decrement in the quality of service of the organization. Increased differentiation has resulted in discrimination among the employees and as a result, has decreased the productivity of the organization. This, in turn, has company is found to be suffering fr om a decrement in revenue. This situation can be effectively handled by the senior managers of the organizations by shuffling the employees of the retail sectors across the world along with providing them effective training so that their social acceptance and ability to work as a team get enhanced. Reference list: Brannen, M.Y., Moore, F. and Mughan, T., 2013, September. Strategic ethnography and reinvigorating Tesco Plc: Leveraging inside/out bicultural bridging in multicultural teams. InEthnographic Praxis in Industry Conference Proceedings(Vol. 2013, No. 1, pp. 282-299. Burrell, G. and Morgan, G., 2017.Sociological paradigms and organisational analysis: Elements of the sociology of corporate life. Routledge, 45-48 Clark, P., 2012.Organizations in action: Competition between contexts. Routledge, pp. 154-157 Dalkir, K., 2013.Knowledge management in theory and practice. Routledge, 234-237 Hatch, M.J., 2018.Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press, pp. 34-36 Hatch, M.J., 2018.Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press, pp. 145-148 Kim, T.H., Lee, J.N., Chun, J.U. and Benbasat, I., 2014. Understanding the effect of knowledge management strategies on knowledge management performance: A contingency perspective.Information management,51(4), pp.398-416. Kotabe, M. and Helsen, K., 2014.Global marketing management, pp. 12-15 Miozzo, M., Yamin, M. and Ghauri, P.N., 2012. Strategy and structure of service multinationals and their impact on linkages with local firms.The Service Industries Journal,32(7), pp.1171-1191. Mollah, M.D.A.S., 2014. The impact of relationship marketing on customer loyalty at Tesco Plc, UK.European Journal of Business and Management,6(3), pp.21-55. Oied.ncsu.edu. (2017).Tesco: Losing Ground in the UK Case Analysis. [online] Available at: https://oied.ncsu.edu/selc/wp-content/uploads/2013/03/Searching-for-a-Theory-of-Bureaucratic-Structure.pdf [Accessed 27 Mar. 2018]. Scott, W.R. and Davis, G.F., 2015.Organizations and organizing: Rational, natural and open systems perspectives. Routledge, pp. 123-126 Scott, W.R. and Davis, G.F., 2015.Organizations and organizing: Rational, natural and open systems perspectives. Routledge, pp. 119-123 Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of organization theory. Cengage Learning, pp. 56-58 Solomon, M., Russell-Bennett, R. and Previte, J., 2012.Consumer behaviour. Pearson Higher Education AU, pp. 154-158 Tesco, P.L.C., 2014. Annual report and financial statements 2014.Zugriff am,15, p.2014. Tesco.com. (2018).Tesco - Online Groceries, Homeware, Electricals Clothing. [online] Available at: https://www.tesco.com/ [Accessed 27 Mar. 2018]. Tescocorp.com, 2018.Tesco Corporation Code of Business Conduct and Ethics. [online] Available at: https://www.tescocorp.com/docs/AboutUs/Corporate_Governance/Code%20of%20Business%20Conduct%20and%20Ethics.pdf [Accessed 27 Mar. 2018]. Volberda, H.W., van der Weerdt, N., Verwaal, E., Stienstra, M. and Verdu, A.J., 2012. Contingency fit, institutional fit, and firm performance: A metafit approach to organizationenvironment relationships.Organization Science,23(4), pp.1040-1054. Zhao, S., 2014. Analyzing and evaluating critically Tescos current operations management.Journal of Management and Sustainability,4(4), p.184.

Leadership Development Plan

Question: Write an essay on Leadership Development Plan? Answer: Summary for effective leadership The traditional views about the term leadership have given importance to the leadership theories, which defines the relevance of efficient leaders. Behaviour of the leaders plays a key role in the development or improving the performance of the company. The modern concept for leadership concentrates on different factors like supervisors, work environment, peers, culture, and others. Leadership is associated with the characteristics that are exhibited by the manager. The term leadership concentrates on developing shared, multi-level and relational factors which are a part of the social network (Bono and Anderson, 2005) Authentic leadership theory This model for leadership is based on the relationship that is developed between the management and the staffs of the company. The staffs observe the pattern for authentic or ethical leadership behaviour, which encourages sharing different information and data. The model concentrates on the model for reflection which is developed by the leaders or the managers. Through this model, it is possible to analyse the data evaluate the more perspective and the rational transparency factors between different factors. The leaders in this model are expected to adopt transparent and authentic method for integrating different members of the company. This will develop the leadership behaviour through which the required changes can be introduced. In this process, the staffs are instructed about the task performance and different methods to handle the situation. This is one of the important factors, through which the members of the company can be encouraged to work towards the product and task achie vement (Carson et al., 2007). Transactional leadership Transactional leadership is the other type of model, which is based on the rewards system. Better performing staffs for the company are encouraged to do well, at the workplace. In returns the company recognise the ability and reward the better working staff of the company. This is one of the best methods to motivate the staffs and encourage achieving the desired goals that has been drafted by the company. Through this process, the company develop positive factors or willingness amongst the clients to work and improve performance (Cooper et al., 2005). Transformational leadership Transformational leadership guides the performance for the company. The leader has the ability to address different types of operational challenges and develop an effective method to overpower the challenges. Expectations and preferences of the clients are analysed, and the corrective measures are taken to introduce the changes. Such leaders play an important role in the crucial development of the company. Through this method, the members or the staffs are encouraged to develop ambitious goals and contribute towards the development of the company ( Chen et al., 2006). Contingencies There are various factors that can affect the theories and the concept of leadership. It is necessary to analyse the factors, as the managers would be able to develop and introduce better changes that would help in the business development. The moderators are Requirements of the company and the number of staffs and employees working with the company. This is one of the important factors, as the leaders would be able to introduce the required changes for benefiting the management Challenges involved in the process of implementing the changes or the strategies for the business development have to be evaluated. This would enable the management to analyse the factors through which the quality of services intended to be provided to the clients can be analysed ( Dent et al., 2005). The stages involved with the process of implementing the strategies for leadership factors has to be analysed. This will help in the business development and introducing the changes that is considered to be essential for the progress of the company. Time frame required for the conduct of the tasks that has been discussed in the leadership factor has to be taken into consideration. Network building The leaders of the company have to communicate with different departments and staffs. This has been done to analyse the challenges and other factors that can affect the performance and plan for the company. In this case, the issues faced by the management or the staffs of the company can be easily handled through the network building. The channel is created to simplify the process of communication and coordination which is required for the execution of different tasks that exists at the workplace (Earley et al., 2007). Communication The mode of communication adopted by the leader has to be simple and effective, as this will help in the business development. In this process, the challenges and other limitations faced by the staffs of the company has to be analysed. This will help in the development of the company and choose the better methods for improving the performance. Development of Ones Followers Through networking process it is possible for the leaders to develop an effective following system. This enables the management to analyse the challenges faced at different departments and introduce the changes (Fredrickson, 2001). Leadership assessment The qualities of the leaders impact the process followed for achieving the desired task at the workplace. With positive attitude the leader can encourage the members to perform well at the workplace. Team members of the company face different types of problem and expect the same to be resolved in an effective manner. Leaders with positive attitude usually perform the task of a mediator and ensure that the works are done in an effective manner. Some of the prominent qualities of the team members have been included below Strengths The strength of the leader is the positive tatted and willingness to help the clients in handling challenges associated with the task execution process. Leaders vary from each other in performance and strategy adoption for handling the task. Transformational style of leaders always finds the better option to solve the problem that exists between the staffs and the management of the company. The leader also sorts out conflicts between the team members. Through such factors, the leader ensures to encourage or navigate the members to work towards the goal achievement. This also enables the leader to analyse the area of concern which needs to be worked upon. Transactional styled leader ensure to handle the requirements of the staffs and motivate the members through effective motivational and reward system. This will help in improving the performance ( George, 2003). Strength of the leaders lies with the process adopted for handling the challenges that exists at the workplace. This helps in analysing the challenges and encouraging the members to do the right things at the workplace. The quality associated with strengths differs for leaders and it depends upon various factors. In this case, the management and the leader analyse the different steps that would have to be followed for encouraging the members to improve the performance for the company. Effective communication is one of the important factors through which the required changes can be introduced by the management for analysing the challenges involved with the process. Values Values or the principles are quite an important factor, through which the performance for the staffs can be improved. In this process, the challenges and other factors that impact the performance of the staffs has to be analysed. This will help in improving the performance for the management. Through values, the leader can encourage the members to undertake the challenging tasks at the workplace and improve the performance for the company. Values define the ethical practices and the principles followed by the manager or the leaders to perform the tasks. Through the principles, the company ensure to provide accurate information to the clients that would enable the management and the staffs to perform better at the workplace. Through values, the company would be able to coordinate the changes and the strategies that would be followed by management to increase the performance. The strategies include implementing changes and analysing the factors that is required for increasing the perfo rmance (Kirkman et al., 2006). Personality Personality of the leader plays an important role in the business development and encouraging the staffs to work better at the workplace. The personality of the leader plays an important role in encouraging or influencing the behaviour of the staffs. This is one of the important factors through which the required changes can be introduced by the management. Through personality factor, the leader ensures to motivate the staffs to perform better and contribute towards the business development. Personality is associated with the method adopted by the individuals to perform the tasks at the workplace. This method also includes implementing the changes through which the required changes related to performance improvement is introduced by the company. Leaders need to express positive behaviour, which is required for handling the challenging tasks at the workplace. These challenges associated with the behaviour of the staffs like conflicts, unwillingness to work, and others can affect the business performance. This is one of the reasons, the issues has to be handled. With positive attitude and work culture, the management would be able to handle the issues faced by the staffs. Personality reflects the inner quality of the leader and the ability to handle and tackle different types of issues that can affect the business performance. Through strong and influencing personality the leader would be able to tackle different types of challenges (Leung et al., 2005). Learning development program Leadership development program or objective has been developed and introduced with an intention of improving the performance of the leaders. Objective A: Confidence Confidence is one of the prime requirements for the managers as it would help in tackling different problem within the work culture. The challenges and other factors can be analysed, and corrective steps can be implemented for making the changes. To analyse the changes required within the company to increase the production activities. Impact of confident solution or analysis of the problem on the staffs and the management. Through this method, the management would be able to handle different challenging tasks that are required for improving the predicting. Development activities - To analyse different factors through which the decision making process for the leaders can be developed. The tasks expected to be performed and the steps intended to be followed in the process has been analysed. Development program The program includes the steps that need to be followed for improving the confidence level of the staffs working in the team. Confidence and the factors associated with the same needs to be developed. This is related to the time required for developing confident attitude to solve the problem. Evidence of progress The execution of the tasks and the time frame required for developing confidence is taken into consideration. Obstacles challenges associated with the task execution and leaning ability. Objective - Communication Positive and flawless communication is required for developing positive and long lasting relationship with the clients staffs and the managers. To interact about the requirements for communicating with different members of the company. Development activities - Understand the different methods followed or adopted for communicating between the members. Development program The tasks expected to be performed by the company and the process expected to be followed in the process has to be analysed. This will help in improving the quality of interaction required for carrying out the discussion. The time required for getting trained for communication has to be analysed. Leaning ability and improve practice Evidence of progress This can be done through evaluation or monitoring process. Objective Relationship Developing positive relationship with the members and the team are important. The factors that have to be considered in this process are mentioned in the process. The objective is to analyse the different methods through which relationship can be developed. Development activities Steps intended to be followed for achieving the target has to be analysed and mentioned. Development program the steps that would have to be followed for learning the skills for relationship building. Obstacles The inability to understand the requirements for upgrading the sills. Timeline Time required learning the sills. Evidence of progress Feedback and self-evaluation. References Benefiel M. 2005. The second half of the journey: spiritual leadership for organizational transformation. Leadersh. Q. 16:72347 Bono JE, Anderson MH. 2005. The advice and influence networks of transformational leaders. J. Appl. Psychol. 90:130614 Bono JE, Judge TA. 2003. Self-concordance at work: toward understanding the motivational effects of transformational leaders. Acad. Manage. J. 46:55471 Brown ME, Trevino LK, Harrison DA. 2005. Ethical leadership: a social learning perspective for construct development and testing. Organ. Behav. Hum. Decis. Process. 97:11734 Carson JB, Tesluk PE, Marrone JA. 2007. Shared leadership in teams: an investigation of antecedent conditions and performance. Acad. Manage. J. 50:121734 Chen GQ, Tjosvold D, Liu CH. 2006. Cooperative goals, leader people and productivity values: their contribution to top management teams in China. J. Manage. Stud. 43:1177200 Cooper CD, Scandura TA, Schriesheim CA. 2005. Looking forward but learning from our past: potential challenges to developing authentic leadership theory and authentic leaders. Leadersh. Q. 16:47593 Dent EB, Higgins AE, Wharff DM. 2005. Spirituality and leadership: an empirical review of definitions, distinctions, and embedded assumptions. Leadersh. Q. 16:62553 Dvir T, Shamir B. 2003. Follower developmental characteristics as predicting transformational leadership: a longitudinal field study. Leadersh. Q. 14:32744 Earley CP, Murnieks C, Mosakowski E. 2007. Cultural intelligence and the global mindset. In The Global Mindset, ed. M Javidan, RM Steers, MA Hitt, pp. 75103. New York: Elsevier Fredrickson BL. 2001. The role of positive emotions in positive psychologythe broaden-and-build theory of positive emotions. Am. Psychol. 56:21826 George B. 2003. Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. San Francisco, CA: Jossey-Bass. 217 pp Goethals GR. 2005. Presidential leadership. Annu. Rev. Psychol. 56:54570 Kirkman BL, Lowe KB, Gibson CB. 2006. A quarter century of Cultures Consequences: a review of empirical research incorporating Hofstedes cultural values framework. J. Int. Bus. Stud. 37:285320 Leung K, Bhagat RS, Buchan NR, Erez M, Gibson CB. 2005. Culture and international business: recent advances and their implications for future research. J. Int. Bus. Stud. 36:35778 Lord RG, Hall RJ. 2005. Identity, deep structure and the development of leadership skill. Leadersh. Q. 16:591 615

Wellbeing And Autistic Spectrum Disorder Essay Example

Wellbeing And Autistic Spectrum Disorder Essay I work as the Health A ; Safeguarding Manager at a residential school for kids aged 5-19 with Learning Disabilities. Over 50 % of these have a diagnosing of Autistic Spectrum Disorder ( ASD ) . For the intent of this TMA I am traveling to concentrate on those of this group who have severe larning disablements and associated disputing behavior and are placed with us as a 38 hebdomad residential arrangement ; hence traveling place to household during school vacations. This amounts to 42 % ( 20 ) of the entire population I work with. ASD is defined as holding communicating jobs with address, facial looks, gestures, and organic structure linguistic communication ; jobs in societal interaction such as relationships, hapless societal accomplishments, deficiency of apprehension and empathy/insight, and inappropriate oculus contact ; and jobs with flexibleness of idea, being stiff and immune to alter, and showing obsessive and ritualistic behaviors. OASSIS describes ASD as compromises childhood, and has a ruinous consequence on mundane life.A It impairs effectual communicating with and understanding of others, societal ability and flexibleness, and sets apart those with ASD from their more normal equals ; it besides gives rise to high degrees of anxiousness ( World Wide Web. oasis.co.uk ) . How so to analyze the significance of wellbeing and show the publicity of this in a group of kids and immature people already at a disadvantage through how their diagnosing impacts on them daily. As wellness and well-being is an of import portion of my function I thought it peculiarly relevant to concentrate on this more complex group who can non pass on their demands and wants efficaciously. We will write a custom essay sample on Wellbeing And Autistic Spectrum Disorder specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Wellbeing And Autistic Spectrum Disorder specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Wellbeing And Autistic Spectrum Disorder specifically for you FOR ONLY $16.38 $13.9/page Hire Writer What is wellbeing? The Cambridge Dictionary Online defines wellbeing as the province of experiencing healthy and happy , which fits with my initial ideas on the significance of this. But, as discussed in Unit 5 of Block 2 the term is a wide one and based on a more holistic attack ( K346, Block 2, Unit 5, p.68 ) . Health plays a big portion in a individual s well-being, with wellness in itself being a wide topic. Health covers both physical and mental/psychological wellness. The BMA ( 2006 ) cited a scope of factors that can impact mental wellness, such as exercising, diet, speaking about feelings and larning new accomplishments, entree to originative activities, and the environment a individual lives in ( K346, Block 2, Unit 10, Activity 10.9, Child and Adolescent Mental Health: a Guide for Healthcare, p. 33 ) . This fits with the holistic accent of the term as it is based in the basic demands of mundane life. In my workplace we were, up until April 2011, inspected by OFSTED under the five results from Every Child Matters: Change for Children that the Department for Education and Skills ( 2003 ) stated were cardinal to wellness and well-being in childhood. These were, as listed in Unit 5 ( K346, Block 2, Unit 5, p.69 ) Bing healthy Staying safe Enjoying and accomplishing Making a positive part Achieving economic well-being Indeed, the personal attention files for our immature people were based on these results which placed wellbeing at the Centre of service bringing, and aimed to supply grounds that wellbeing was being monitored, addressed and promoted. We now know that ECM is defunct and it appears there will be more accent on safeguarding and cultural and diverseness demands from an inspectorate point of position. This is following the Munro Review into Child Protection ( hypertext transfer protocol: //www.education.gov.uk/munroreview/ ) which is presently driving the policy in monitoring and farther developing societal attention services for kids and immature people. I feel this so demonstrates that the significance of wellbeing on paper in my workplace and company is led by the current policy driver and inspectorate outlooks. Indeed, attention staffs are being asked to get down looking at accommodating attention files to show grounds that the new cardinal results during review are covered within the certification available. This so appears to be policy led instead than led by the demands of the kids and immature people we care for. Bradshaw and Mayhew ( 2005 ) compartmentalise wellbeing into four groups. Physical wellbeing which includes diet, maltreatment, disregard, mortality, morbidity and accidents ; cognitive well-being related to education attainment ; behavioral well-being related to alcohol, drugs, baccy and offense ; and emotional well-being related to mental unwellness, self-esteem and felicity ( K346, Block 2, Unit 5, p.68 ) . I would reason this concept of wellbeing encompasses best the wide significance of such a subjective term, and though policy accent may alter, new constructs can be incorporated into at least one of the four groups. Before I look at the significance and publicity of wellbeing within my chosen group based on Bradshaw and Mayhew ( 2005 ) wellbeing groups, I besides need to see how well-being is measured for this group. Subjective tools such as a Quality of Life Tool as discussed in activity 5.6 and 5.7 ( K346, Block 2, Unit 5 ) rely to a great extent on kids and immature people holding the cognitive ability to be able to reply the simple inquiries. My chosen group map at a really low degree and utilize augmentative communicating AIDSs such as Picture Exchange Systems ( PECS ) merely to let them to hold a successful twenty-four hours without intensifying anxiousnesss. For this group of people their wellbeing depends on placing schemes to understate their anxiousness, this is a precedence. I would reason that a step of wellbeing for this group is based on the recording of what they have been able to entree and accomplish daily without presentations of disputing behavior. Though I concur with Action for Children s stance that kids s positions need to be listened to in estimating their positions on their ain well-being ( K346, Block 2, Unit 5, Activity 5.4 ) , the profound communicating troubles within this group make immense barriers to enable this. By interceding closely with the parents and other professionals involved in the attention of my identified group we are able to advance their personal well-being through the voices of those closest to them. This was felt to be of import in Annette Koshti-Richman s article Listening to parents and carers of kids with disablements which emphasised the demand for professionals to keep unfastened communicating channels with parents ( K346, Block 2, Unit 9, Activity 9.13 ) . My ain experience has shown me that parent s discovery, or are still happening coming to footings with their kid holding an ASD diagnosing really hard. As described in Unit 9 ( K346, Block 2, Unit 9, p.106 ) parents speak of a sense of loss-of the possible activities, accomplishments and escapades that the kid will non be able to hold .. By keeping communicating channels with parents, and recommending for the kids within the wellness services that can happen their ambitious behaviors hard to pull off ( a barrier to wellbeing ) , the well-being of both the kid and parent/s is promoted through family-centred attention. In unit 7 ( K346, Block 2, Unit 7 ) we looked at resiliency theory based on doing good despite inauspicious fortunes , which focuses on kids s strengths instead than exposures ( K346, Block 2, Unit 7, p.91 ) . Though the parents of my mark group do by and large hold high outlooks for them, the immature people s exposures are overpowering and bound development of resiliency. They have no penetration into how their behavior impacts on others, or if others behaviour is harmful to them. They have no job work outing or life- accomplishments and need motivating from a cardinal grownup at all clip to run into their basic day-to-day life demands. The accent is more around maintaining safe ; but in making so we are restricting their experiences based on their behavior presentation and unwittingly non advancing resiliency. For the parents resiliency is promoted. As this group pass the school-holidays at place the bulk of parents have support from paid carers which provides consistence and supports the parent s well-being. This provides modus operandi for the immature people so advancing their well-being. We can mensurate whether their degree of well-being is maintained through vacation periods by whether parents have to entree the exigency contact for support due to escalation in behavior, or return early to school on an exigency respite footing. To avoid this parents are encouraged to take portion in developing behaviour support programs which can go on over the vacation periods. Returning to Bradshaw and Mayhew ( 2005 ) wellbeing groups how is wellbeing promoted or challenged within my mark group? Physical well-being: in activity 6.11 we looked at the wellness of kids in attention ( K346, Block 2, Unit 6, Activity 6.11 ) . The article by Rodrigues ( 2003 ) indicated that kids in attention have higher physical and mental wellness demands and that local attention services do non run into these demands. Unmet needs encompassed alveolar consonant, GP, and optician. Through service degree understandings we guarantee wellness appraisals are completed six-monthly, our GP visits hebdomadally to help building-up a curative relationship with the immature people helping wellness monitoring and signposting to secondary attention services. Our tooth doctor is a specific larning disablements dentist pro-active in run intoing unwritten wellness demands. An optician visits yearly and is adept at function drama and accommodating trials to single tolerance degrees. I therefore feel we do non hold any unmet wellness demands in a group in attention with complex demands. Due to a profuseness of hazard appraisals and a civilization of continual dynamic hazard appraisals accidents are minor ; hurts tend to happen in staff due to aggressive behaviors. Diets are individualised and height and weight are closely monitored. Due to the stable and monitored environment the immature people are in, disregard and maltreatment is non in grounds. This may be more of a hazard during school vacations when parents have the force per unit areas of caring for the immature individual. Cognitive well-being: through being placed with us cognitive wellbeing has been identified as a concern and documented within statements of educational demands. Through statutory reappraisals this is monitored and governments are happy that they attend school daily. The educational attainment of my mark group is improbable to of all time be that above a three twelvemonth old. Through the Education Act 1996 ( www.legislation.gov.uk ) for those aged 5-16 instruction is mandatory. Due to the low degree of operation of this group it is difficult to show how their cognitive well-being is being addressed via schoolroom activities. The school does integrate a life-skills attack concentrating on bettering self-care accomplishments which will be more good to them in maturity, therefore bettering long-run well-being. Behavioral well-being: within my group entree to drugs, intoxicant and baccy is limited. The immature people are neer entirely within the residential environment or in the community. Their behaviour presentation when dying and therefore disputing creates barriers to overall well-being and may take onto the demand for drug therapy ; when inauspicious side-effects develops this so impacts on well-being. Emotional well-being: in Activity 5.6 ( K346, Block 2, Unit 5 ) we looked at what is of import in stripling s quality of life ; relationships with equals was found to be really of import. Due to my groups really hapless societal accomplishments their relationships tend to be merely with the grownups caring for them. I can happen no research that demonstrates deficiency of equal support for this group is damaging to them, possibly as they lack the penetration to seek it out in the first topographic point. In activity 10.3 ( K346, Block 2, Unit 10 ) we examined psychological emphasis and anxiousness in immature people and how this impacts on wellbeing. Inability to develop accomplishments in deciding jobs and stressors was found to be damaging. My group live in a ageless anxiousness province and can non get by with the slightest alteration. Their emotional well-being is continually undermined through their status. By supplying an environment that is unagitated and familiar and fixing them for alteration we try to equilibrate this facet of well-being, though it is a changeless challenge. In activity 10.6 the nature of kid and adolescent mental wellness jobs ( K346, Block 2, Unit 10 ) the article discussed that those with terrible larning disablements have a high incidence of mental wellness jobs every bit good as their upset. We monitor mental wellness through our service degree understanding with CAMHS. The complex demands of this group mean they receive regular reappraisals. In decision the significance of wellbeing in this group is difficult to specify due to their associated jobs through their diagnosing. Though their well-being is promoted through robust wellness monitoring and run intoing their daily life demands, we can non supply any longer than that as they can non pass on their demands more to the full. They are to the full safeguarded to such an extent that their every move is monitored ; and for this group of immature people I feel this is necessary as to make any other would direct them gyrating as they are unable to get by with the normal challenges of mundane life, and that in itself would be barbarous.

Tolerancia Cero y cruce ilegal de la frontera de EE.UU.

Tolerancia Cero y cruce ilegal de la frontera de EE.UU. Tolerancia Cero es una polà ­tica migratoria del gobierno de Donald Trump, la cual impone que todas las personas que crucen ilegalmente la frontera sean detenidas, acusadas judicialmente y procesadas. En este artà ­culo se informa sobre quà © ocurre en estos momentos en la frontera cuando un migrante, despuà ©s de cruzar ilegalmente a los Estados Unidos, es atrapado por la Policà ­a Fronteriza (CBP, por sus siglas en inglà ©s). Tambià ©n se toca el tema de la polà ­tica fronteriza antes de entrar en vigor Tolerancia Cero en abril de 2018. Asimismo, se informa sobre cà ³mo esta polà ­tica derivà ³ en la separacià ³n de nià ±os de sus padres. Finalmente, se incluyen referencias sobre dà ³nde acudir para solicitar ayuda legal. Cruce ilegal de la frontera antes de Tolerancia Cero Hasta hace pocos aà ±os, muy pocos cruces ilegales de la frontera eran castigados judicialmente. Esta situacià ³n comenzà ³ a cambiar en 2005 con la aplicacià ³n de la Operacià ³n Streamline en Texas, que se fue expandiendo gradualmente para cubrir casi toda la frontera entre Estados Unidos y Mà ©xico. Bajo la aplicacià ³n de Operacià ³n Streamline, se calcula que aproximadamente una de cada tres entradas ilegales eran procesadas judicialmente. En el resto de los casos, los migrantes eran devueltos inmediatamente a sus paà ­ses de origen o se les permità ­a ingresar mediante un permiso conocido como parole mientras se decidà ­a su caso, lo cual podà ­a demorarse aà ±os. En todo caso, por sistema no se incluà ­a el procesamiento judicial ni la separacià ³n de familias. Tampoco se procesaba penalmente a los nià ±os que ingresaban solos a Estados Unidos. Tolerancia Cero y consecuencias: separacià ³n de familias y ms Tolerancia Cero comenzà ³ a aplicarse en mayo de 2018 y supuso, en la prctica, una ampliacià ³n de la Operacià ³n Streamline a toda la frontera sur que separa a Estados Unidos de Mà ©xico, afectando a todos los migrantes atrapados despuà ©s de cruzar a EE.UU. sin autorizacià ³n. En un primer momento de la aplicacià ³n de Tolerancia Cero, la CBP detenà ­a a migrantes y separaba a adultos de menores, producià ©ndose asà ­ la separacià ³n de familias. En esos casos, los adultos pasaban a disposicià ³n judicial y los menores eran entregados al U.S. Health and Human Services Department. Esta agencia los entregaba temporalmente a familiares de los menores presentes en Estados Unidos, a familias de acogida o a albergues repartidos por todo el territorio del paà ­s. Asà ­, en pocas semanas, ms de 3.000 menores fueron separados de sus padres, lo que provocà ³ protestas de diverso tipo que llevaron al Presidente Trump a poner fin, por orden ejecutiva del 20 de junio de 2018, a esta prctica de separacià ³n de nià ±os de sus padres. Adems, el 26 de junio, la jueza Dana Sabraw ordenà ³ la reunificacià ³n de estas familias y en el momento en que se escribe este artà ­culo, ms de 2.500 menores han sido regresados a sus padres. Sin embargo, todos los dems aspectos de Tolerancia Cero siguen vigentes. Esto significa en la prctica que todos los adultos que son agarrados tras cruzar ilegalmente la frontera son puestos a disposicià ³n judicial para ser acusados y procesados. Las acusaciones pueden ser de dos tipos. En primer lugar, de ingreso ilegal, que es considerado una falta federal, conocida en inglà ©s como misdemeanor. La condena puede ser de un mximo de 6 meses de crcel y despuà ©s se expulsa al migrante. Esto que sucede en la frontera es, desde el punto de vista de las leyes migratorias, una expulsià ³n inmediata en la frontera, no una deportacià ³n. Esta diferencia es importante a la hora de determinar las sentencias. Si una persona ha sido expulsada en la frontera antes y vuelve a ingresar de forma a ilegal, esta segunda o sucesiva entrada puede llegar a tener una condena de 2 aà ±os de prisià ³n como mximo. Una situacià ³n distinta, pero que por su nombre puede dar lugar a confusià ³n, es el reingreso ilegal despuà ©s de una deportacià ³n. El reingreso ilegal se da cuando una persona ha estado previamente en Estados Unidos y fue deportada tras un caso de corte migratoria. Es decir, esta situacià ³n exige una orden de deportacià ³n previa. Si la persona es atrapada despuà ©s de cruzar la frontera nuevamente, la pena de crcel puede llegar a ser, en los casos ms graves, de 20 aà ±os de prisià ³n. Esta condena mxima se impone cuando la persona ha sido previamente   deportada por un delito agravado. Cabe destacar que, segà ºn las leyes migratorias, no solamente los delitos violentos tienen esta consideracià ³n, sino tambià ©n otros como el hurto, trabajar con un documento de identificacià ³n falso, etc. En cuanto al procesamiento, pueden darse dos situaciones. En primer lugar, que la persona detenida pase a disposicià ³n judicial en cuestià ³n de dà ­as o semanas. En estos casos, muy frecuentemente la mayorà ­a de los migrantes consulta con un abogado un mximo 15 minutos y comparece ante un juez junto con otros detenidos en juicios masivos, donde en una misma maà ±ana se juzga a decenas de personas. En este tipo de casos, los migrantes suelen aceptar el cargo del que se les acusa, se les condena al tiempo que ya han servido mientras esperaban por el juicio y se les transfiere a la agencia de Inmigracià ³n y Control de Aduanas de los Estados Unidos (ICE, por sus siglas en inglà ©s), la agencia del gobierno que procede a su deportacià ³n. En segundo lugar, puede darse la situacià ³n en que el migrante solicita asilo. En este caso, y por aplicacià ³n de Tolerancia Cero, los oficiales que deben decidir sobre si permiten continuar un caso de asilo deben tener en cuenta como un factor negativo en contra del migrante el hecho de que ha ingresado ilegalmente a EE.UU. Si a pesar de este inconveniente, el oficial decide que se puede continuar con un caso de asilo, puede suceder que el migrante permanezca detenido por meses, e incluso aà ±os, mientras su caso se resuelve. Tambià ©n puede suceder que quede en libertad mientras se decide su caso, bajo depà ³sito de fianza o por acuerdo de llevar una tobillera que permite determinar en todo momento dà ³nde se encuentra el migrante. Con respecto a la fianza, cabe destacar que aunque la ley requiere un monto mà ­nimo de $1.000, la fianza migratoria media es de $9.000, y en los casos de asilo pendiente son muchas las fianzas que exceden los $10.000, siendo ya comunes las que alcanzan los $25.000. A veces, los inmigrantes que no pueden obtener esa cantidad se deciden por el sistema de la tobillera. Aunque en principio parece ms asequible que una fianza migratoria regular, puede resultar ms cara. En el caso de la tobillera debe anticiparse una cantidad, que normalmente est fijada en $4.000. A ese monto hay que sumarle cada mes un pago de $420 mientras se resuelve el caso. Finalmente, en caso de estropear el aparato o daà ±arlo, debe abonarse $3.950. En cuanto al tiempo que tarda en resolverse un caso de asilo, en la actualidad y segà ºn una base de datos de la Universidad de Syracuse que sigue estos casos, el tiempo medio es de 700 dà ­as, es decir, casi 2 aà ±os, si bien hay diferencias importantes de corte a corte y segà ºn la situacià ³n del caso de cada solicitante.  ¿Dà ³nde encontrar ayuda legal para detenidos y solicitantes de asilo? Es fundamental contar con buena asesorà ­a legal para tener una oportunidad mayor de ganar un caso de asilo tras haber cruzado ilegalmente la frontera u obtener otros beneficios migratorios, como la visa U para và ­ctimas de violencia o la visa T para và ­ctimas de trfico humano. La Asociacià ³n Americana de Abogados de Inmigracià ³n (AILA, por sus siglas en inglà ©s) es la organizacià ³n de abogados migratorios de EE.UU., y ofrece una excelente base de datos para buscar un letrado especializado. Asimismo, diversas organizaciones de apoyo legal a migrantes pueden dar buenas referencias o, incluso, defender casos a bajo costo o pro bono. En el caso de menores solicitantes de asilo, organizaciones como Kids in Need of Defense (KIND) y Refugee and Immigrant Center for Education and Legal Services (RAICES), entre otras, se especializan en este tipo de ayuda. Puntos clave La polà ­tica de Tolerancia Cero tiene como mandato acusar y procesar a todos los migrantes que ingresen ilegalmente.Castigo por entrada ilegal: mximo 6 meses.Castigo por reingreso ilegal: mximo 20 aà ±os.Fianzas para quienes solicitan asilo tras cruce ilegal de frontera: frecuentemente por encima de $10.000. Este es un artà ­culo informativo. No es asesorà ­a legal.

Giving adice to another student how well to do on test,why it is Essay

Giving adice to another student how well to do on test,why it is important it is to do well - Essay Example First of all, I advise that you study your lessons first thing, early in the morning while your mind is well rested and free from any worries. This will allow you to easily grasp information and remember them because your brain is not yet worked up. Moreover, the silence in the early morning allows your mind to work more efficiently without the disturbances or distractions noise and other things could bring. Secondly, it would be most helpful if you plan what you study starting from what is most difficult for you. Subjects you are having difficulty with requires more efforts to understand than those you usually enjoy so while your brain is still freshly rejuvenated, take the chance of devouring and understanding information which are difficult. Lastly, study your own notes because it is easier to remember things that you have written yourself. Of this demands that you take notes during lectures and that you have to listen well so you know the important information you need to jot