Mill on Liberty Essay examples -- essays research papers

In Chapter 2, Mill turns to the issue of whether people, either through their government or on their own, should be allowed to coerce or limit anyone else's expression of opinion. Mill emphatically says that such actions are illegitimate. Even if only one person held a particular opinion, mankind would not be justified in silencing him. Silencing these opinions, Mill says, is wrong because it robs "the human race, posterity as well as the existing generation." In particular, it robs those who disagree with these silenced opinions. Mill then turns to the reasons why humanity is hurt by silencing opinions. His first argument is that the suppressed opinion may be true. He writes that since human beings are not infallible, they have no authority to decide an issue for all people, and to keep others from coming up with their own judgments. Mill asserts that the reason why liberty of opinion is so often in danger is that in practice people tend to be confident in their own rightness, and excluding that, in the infallibility of the world they come in contact with. Mill contends that such confidence is not justified, and that all people are hurt by silencing potentially true ideas. After presenting his first argument, Mill looks at possible criticisms of his reasoning and responds to them. First, there is the criticism that even though people may be wrong, they still have a duty to act on their "conscientious conviction." When people are sure that they are right, they would be cowardly not to act on that belief and to allow doctrines to be expressed that they believe will hurt mankind. To this, Mill replies that the only way that a person can be confident that he is right is if there is complete liberty to contradict and disprove his beliefs. Humans have the capacity to correct their mistakes, but only through experience and discussion. Human judgment is valuable only in so far as people remain open to criticism. Thus, the only time a person can be sure he is right is if he is constantly open to differing opinions; there must be a standing invitation to try to disprove his beliefs. Second, there is the criticism that governments have a duty to uphold certain beliefs that are important to the well being of society. Only "bad" men would try to undermine these beliefs. Mill replies that this argument still relies on an assumption of i... ...s beliefs are not reflected in their conduct. As a result, people do not truly understand the doctrines they hold dear, and their misunderstanding leads to serious mistakes. Mill presents one possible criticism of this view. He writes that it could be asked whether it is essential for "true knowledge" for some people to hold erroneous opinions. Mill replies that having an increasing number of uncontested opinions is both "inevitable and indispensable" in the process of human improvement. However, this does not mean that the loss of debate is not a drawback, and he encourages teachers to try to compensate for the loss of dissent. Mill then turns to a fourth argument for freedom of opinion. He writes that in the case of conflicting doctrines, perhaps the most common case is that instead of one being true and one false, the truth is somewhere between them. Progress usually only substitutes one partial truth for another, the newer truth more suited to the needs of the times. Dissenting or heretical opinions often reflect the partial truths not recognized in popular opinion, and are valuable for bringing attention to a "fragment of wisdom." This fact can

Gone With the Wind Essay -- essays papers

Gone With the Wind This is a film about contrast. In the film clip, lagre amount of contrast can be found between characters, lighting, the way of how colour is presented, the way of how camera being placed, and the way of how shots being taken. Misc-en-Scene From the film clip (and the whole film), the colour image is strong on contrast, not only the colour of the settings, the furnitures, and the costumes, also the colour contrast of indoor and outdoor. In the film clip, the major colour is grayish, the tones contain grayish olive green, grayish blue ( Melanie’s costume), and grayish brown. It gave the audience an impression of desolated space, like a castle. With a large amount of gloomly shadows of furnitures and stairs, it empasis the dismal of the indoor surroundings strongly. The dull tone of indoor settings is different when compare with the outdoor setting. When Melanie announced to the people who were out in the field through the window, the colourful image of the field outside is a strong contrast to the dull and gloomy image inside the house. This created a feeling of a hidden incident is happened or happening inside the house but the public outside is never known. As the colour concept of people (i.e. audiences) always treated colourful as joyful, happiness and innocent, and dark, dull, gloomy are always connected with evil, crime and secrets. The costumes are designed to signifly the difference in the personalities of Melanie and Scarlet. The costume of Melanie is a grayish-blue lingerie, an additonal over coat, and the a long plait with an untidy hair, that makes her looks compelety as a peasanty woman. Her pale face and the pair of sunken eyes also suggests she is weak, sick, and need protection. Scarlet is wearing a bright colour one piece dress with patterns, her hair hair looks tidy with a white hair net, her light make up, looks elegant and sexy when compared with Melanie. And also created an impression that she doesn’t belongs to the dismal, gloomy house, she doesn’t belong to the working peasant lifestyle. However, she is wearing a pair of old leather shoes which covered by dirt, dry mud and dust, that hide under her pretty dress. It means even thought she is not belong to there, or she think she is not belong to there, but her birth place, her root is Tara, the place with mud, dust, and p... ... and affecting each other...In the film clip, Scarlet shoot the deserter with no mercy, and then discuss with Melanie how to manage the corpse in a very reality tone, it is just like discussing how to hide a furniture, an object. A conflict with Melanie, she hasn’t got any idea of how to solve and hide for this kind of serious crime. But Melanie lie for Scarlet, even thought it is something out of her personality. At that moment they are standing at the same line. Therefore, this is the way of opening up the possibilities of more complexity of the narrative – Melanie and Scarlet is not totally against each other, they still the help from each other, like Scarlet work for Melanie, Melanie lie for Scarlet, they are situated in a very subtle relationship, this is the formation of the the story. Finally, the director described the Northerns are robbers, intruders to the Southerns. This film clip is standing in the point of view of a Southerns. As Southerns are the oppose of liberation the black slave, we can noticed that this film still having the shadow of the white supremeism Bibliography: Gone with the wind and the sunset(1992) Dr Karen Chen, Meiah Publisher

Multiculturalism vs. Melting Pot Essay

Before I begin discussing these two topics, we must fully understand what they mean. The definition in the dictionary states that, multiculturalism consists of, relates to, or is designed for the cultures of several different races. Whereas the word melting pot is not a term used in the dictionary. For the purpose of this assignment I will make up my own definition for both these terms. Multiculturalism to me is defined as abundant amounts of cultures in one area. Or it is simply a society where many different types of people with diverse cultural backgrounds, religion, and traditional values and beliefs cohabit peacefully with one another. It is the unification of diverse cultures, multilingual talents, and the ability to accept one another. (Although this may not actually happen) Others see it as the union of all creeds, colors, religion that is free from prejudice, an open minded group of people who are able to step beyond themselves and explore each others interests while keeping their own interests and lastly allowing oneself and others the flexibility to be able to express one’s thoughts and definition of culture that is free from ridicule. The term multiculturalism is usually used in reference to Canada more than it is to the U.S. However if we take a closer look, America is also multicultural, but they believe in the melting pot idea. Multiculturalism does not mean the same thing to everyone. Before we can address the advantages or disadvantages of a multicultural society, we need to understand these differing viewpoints. Melting pot: The word melt can mean to be dissolved. The image that I get when I think about this term, is a group of many different; diverse people that are being assimilated or dissolved into one people, the American people. It is where newcomers melt into the American way of life. Basically  it is viewing yourself as an American first, and then your ethnic background second. This is the exact opposite idea from that of multiculturalism. However some multiculturalists consider the â€Å"melting pot† a metaphor for oppressive assimilation. To them, the only way you can melt in the pot is by assimilating–becoming similar to–the dominant or â€Å"hegemonic† white culture. Strengths and Weaknesses: Multiculturalism: First we must understand that no nation is born multicultural. It is the people and way of life that determine this factor. Multiculturalism was set up as a national symbol for Canadians and fulfilled the need for a distinctive Canadian identity. As a political tool multiculturalism has several uses. The meeting of different life views, cultures, beliefs, religions, ethnic habits, etc. Diversity is about accepting the whole person including the culture he or she brings – the customs, gestures, dress, voice quality, patterns of speech, hairstyles etc. Differences are okay to have. Multicultural diversity is what results of centuries of immigration. All Canadians, including the Native People, can trace their origins to an immigrant past. Only about 16% of today’s Canadian citizens were born outside of Canada. By recognizing multiculturalism as a fundamental characteristic of Canadian identity and national heritage, Canadians of all cultural origins have the opportunity to contribute to the common goals of equality, sharing, social justice and economic prosperity. It also maintains ancestral ethnic and cultural ties while simultaneously feeling a part of Canada. Culture helps people understand life; from the different types of background and races is how we educate ourselves and look at things from a different perspective. Given these strengths and advantages, it does not indicate that there are no flaws in this system. The following reasons are a perfect example of this. In the unpleasant world of practical politics, multiculturalism encourages quotas over competition. That is the problem: On the one hand, they want all heritages and groups to be equal. On the other hand, they want some to be more equal than others. Canada is a multicultural nation, but unfortunately both racism and prejudice still exist. When looked at, you are viewed in terms of some group category: race, ethnicity, class, gender, nationality, etc One cannot take up multiculturalism and expect students to see each other as individual human beings. Historically, diversity has torn nations apart. Finally a successful multicultural society is one that learns to appreciate the needs of others and not just their own cultural needs. Melting Pot: The idea of a ‘Melting Pot’ is to provide an environment where new ideas can be advised and advanced, where people can invite others to share their influential thinking, where people can discover others working in similar areas and with whom they may wish to begin teamwork, where public and private exchanges can occur as we all try to move forward in our thinking and experience. With this idea we are more patriotic to the Country that we live in, like in America people consider themselves American above all. It is a way of understanding American identity. Puts everyone as an equal person by bringing them together as one culture, because they are know as an American. Causes America to put up a flag of all the cultures represented. America is a melting pot because all different cultures are represented here. Immigrants from all over the world gather together in the â€Å"land of opportunity† to share their ideals, however this is not always good and it has flaws just like the multicultural system. We are all different, inside and outside, to be melted away means to take away something. By being in a melting pot system we don’t have the chance to educate ourselves and our children about history, and the different cultures, which they should obviously know about. Although the immigrants are considered as an American in this system, they know that when asked who they are, they should respond with the answer: â€Å"I am American.† However inside they realize that their background is not really an American, because they were not born in America. I think that some Americans (those born in America, feel challenged by the other people.) We often forget about who we are, because in this system it is considered second.

Compensation Decisions Essay

As a human resource manager, most people believe that our job is only to fix problems within the workplace or terminate employees who are not performing up to the standards of the company. Without knowing fully exactly what the position entails, this misconception will continue. Today I will be sharing a small yet important process that falls into the hands of the human resource manager. This process is the hiring process. It is a process that involves several steps to ensure that the company retains the best candidate possible to fulfill the position which is being offered. Within the hiring process fall several key components that help to ensure that the candidate will fit in with the structure of the company. Included in this process are recruiting, hiring, evaluating, and compensation. Each step has additional factors which play a part in the overall process. I will be breaking down the process by categories, and explaining in depth exactly what goes into selecting the future employee. To begin, as with any search we must first decide exactly what we are aiming to achieve. In order to narrow down the selection, as a department we must come up with key question that identify what qualities we are looking for to fulfill the position. This process can be easily accomplished by creating a task analysis. A task analysis will help to determine exactly what needs to be completed within the new position. A complied list of assignments that need to be fulfilled will help to create the job analysis. Once the task  analysis is completed, a job analysis can be formulated. With any job analysis, we aim to select the right candidate to ensure that the company’s goals will be reached. A job analysis consists of creating the job summary, identifying essential job functions, listing required knowledge, as well as experience an education, and identifying equipment needed to fulfill the position, and environmental factors. All of these components help in the process in selecting the ideal candidate. Creating a job analysis is harder than it seems. As the human resource manager, this step needs to be carefully considered, since if it is not done correctly can lead to deviance in the workplace. In an article Employee Deviance as a Response to Injustice and Task-Related Discontent, the author suggests that deviance in the workplace starts do to an injustice in task assignment which employees feel they are not treated fairly in assignments, and further they deviate from their assigned tasks. (Zoghbi-Manrique-de-Lara, 2010) Believe it or not but workplace deviance stems from a poorly written job analysis, and a job description that is not detailed enough to fully explain the associated tasks that the position requires. With this being said, a properly written job analysis can combat these issues before they begin. Once the analysis is complete, and the job description is written, we move ahead to recruitment. This process ensures that the proper candidates are selected based on qualifying information from the job description. This step helps to eliminate any persons that may not fit the qualifications of the position, as well as the needs of the company. Recruitment can be critical since many factors need to be considered. One factor would be how you chose to recruit for the position. For this position we as a department chose to recruit online by using various websites, such as Monster.com. This made the application process simple, since the candidates are able to apply at their convenience and it elevates setting aside time for both the candidate and the company to have applications accepted on site. This form of recruitment also helps the human resource department in selecting the candidates that host the qualifications that are required to fulfill the position. Recruitment strategies often help to determine if the candidates selected posses the proper skills set and knowledge that is needed to perform the job to the best of their ability. I must agree that recruitment is a tricky part  of the process. Having individuals present themselves on paper and recruiting them in person is a tough decision to make, and one that can impact the entire working environment as a whole. Once the recruitment selection has been completed, crucial factors come into pay such as compensation and evaluations. Compensation is offered upon employment, yet after an evaluation is completed, compensation can be adjusted based on performance. With the current recession, compensation decisions can be challenging, yet need to be expressed in order to keep costs down, while still retaining qualified employees. As stated in the article, Compensation Challenges, â€Å"If key business generators perceive their compensation to be inadequate, or their company to be at risk of floundering, they may take their business skills and leave† (Cotterwjan, 2009). This serves to be true, so compensation is a critical key in retaining employees. If not compensated to what the employee feels is adequate than the risk factor of the employee leaving becomes an issue. This will create more spending to recruit, and costs to train another individual for the position. That in itself does not help to cut cost but just the opposite and raises them. One way to make sure that compensation decision making is done correctly, author of Show Them the Money†¦Really! suggests that in a recession what you pay still matters. Alexander suggests that instead of undercutting now to save money, ultimately you will pay more. (Alexander, 2009) Once the economy starts to change, you will be forced to shell out more money for higher paying salaries to maintain the employees that you have, or replace the ones that have left. This holds true with any profession, even though at the current time the employers have the upper hand because people outnumber the available positions, as the market starts to change, the people will relocate to a higher paying position with another company. Deciding what compensation should be should be weighed on certain factors such as experience, knowledge of the field and qualities that they bring to the company. It should not reflect the current economy, since that is always changing. When deciding the compensation for the team for this assignment, I asked myself the same two questions that were asked in the article Learning and the Form of Compensation which were, â€Å"Firstly, do employers learn more quickly about workers who are paid for performance than  about those who are not? Secondly, d oes learning about performance pay workers depend on the specific form of performance pay?† (Hoon, 2013) After carefully reading the evaluations of the employees I thought about the previous questions. What did I really know about the evaluations in front of me? I was only able to take what was presented and compensate according to their reviews. This makes it very difficult for a human resource manager to approve any increases since what a supervisor may feel is warranted, human resources may not be able to support the increase without knowing fully what that employee brings to the table. Since in bigger businesses, the human resource department is not familiar with the backgrounds of the employees, than it becomes the responsibility of the direct supervisor to relay any pertinent information in the evaluation to support their decisions. Since starting this assignment, I would have to say that I was unaware of all the work that goes into the entire process and how many little things can affect the outcome if not done correctly. As a employee it seems easy to state that there is a new position available, but if that position is not described correctly the entire process could prove to be costly for the company, and not beneficial considering all the time and effort that is set forth in the entire process. Not only is the process time consuming, it lays out the guidelines for the position, and what is expected for the future employee. Without the proper guidelines, this process would not be as effective as it is today. Reference Alexander, J. (2009). Show Them The Money†¦.Really! Business NH Magazine , 33. Cotterwjan, J. D. (2009). Compensation Chellenges. Law Practice: The Business Of Practicing Law , 47-49. Hoon, B. (2013). Learning and the Form of Compensation. Journal of Labor Research , 79-98. Zoghbi-Manrique-de-Lara, P. (2010). Employee Deviance as a Response to Injustice and Task-Related Disconnect. Psychologist-Manager Journal , 131-146.

Bullying and Harrasment in the Workplace Essay

In hard times people tend more to be willing to find out why things aren’t working and so a growing awareness of satisfying employees lead to a more detailed picture of bullying in the workplace. Due to great changes in hotel and hospitality industry caused by the economic crisis and its cumulative effects on the behaviour of managers as well as on employees, volition emerged to do more against bullying in the workplace. This paper critically analyzes the reason for the occurrence of bullying and gives impacts on relationship between bullying, work and health. Furthermore it shows emerging problems for the hotel and hospitality industry and gives advice to find appropriate solutions to provide a bullying-free working place. Several published definitions of bullying make it hard to find the genuine meaning of it. According to the Department of Education? s article, published on their homepage www. education. gov. k in October 2010, bullying can be defined as â€Å"Behaviour by an individual or group usually repeated over time, that intentionally hurts another individual or group either physically, emotionally or mentally†. This definition is accepted and used by various organisations in the UK for anti-bullying publications and treatment policies. Unfortunately this definition covers an array of bullying types, so Zapf D. (1996) categorised five types of bullying behaviour in the workplace to get a closer look on what bullying really is. They are work-related bullying which may include changing your work tasks or making them difficult to perform, social isolation, personal attacks or attacks on your private life by ridicule, insulting remarks, gossip or the like, verbal threats where you are criticised, yelled at or humiliated in public and physical violence or threats of such violence. Referring to those statements it is possible to critically analyze bullying by keeping in mind the definition in relationship with Zapf? s five types of bullying. Nowadays it is well-known that bullying is common in almost every Industry whether in small businesses or international companies. Especially in tourism-related businesses like hotel and hospitality industry, bullying causes capacious damage in different dimensions concerning areas like staff turnover and revenue but also number of staff away sick and motivation of employees. To avoid long-term impacts of harassment, bullying or mobbing has to be nipped in the bud according to Dolan C. (2010):1 who said that â€Å"Bullying can? survive in workplaces that won? t support it. † To provide such a workplace, is today? s great challenge for managers. Generally reasons for bullying are minor problems which aren’t obviously inflicting damage to somebody like discontent about matters, problems in private live, unintended aspersions compared to a co-worker or sometimes a harsh tone in stressful situations. In Hotel and Hospitality industry the constant contact with different people, whether new staff members or guests, provides an excellent breeding ground for such problems. It could be an annoying guest, a challenging situation or an excessive period of work strain which gets people to offend a colleague. All these minor incidents are harmful for working climate and interpersonal relationships in long-term. These problems could be categorised, in alleviated acceptation, into different types of physically and psychologically violence, referring to Fineman S. (2003), who splits workplace violence into intrusive, consumer-related and organizational violence. Intrusive violence rarely occurs in hotel and hospitality industry but is not entirely excluded. On August 21, 2010 the Intercontinental hotel in Rio de Janeiro was scene of a taking of hostages. 10 employees of the hotel were restraint for several hours until they have been released, after the police took some action towards the criminals. Attacks by terrorists against hotels and employees infrequently take place in most countries, but witnessing crime related situations could be an immense strain. A more eminent factor in tourism-related businesses is consumer related violence. Demands of customers which couldn? always be measured, are causing complaints about e. g. delays or bad handling. Especially front office employees have to deal with enormous pressure by being consistently confronted with complaints, and personal affronts from customers. Furthermore Fineman S. (2003):164 describes the occurrence of organizational violence in the workplace as a failing in the ethnically opinions of entrepreneur and characterizes this form of bullying as follows, â€Å"It translates into practices that systematically cause danger, risk or exploitation to employees. Emotionally, the employer can feel indifferent, even derisory about its workers and their psychological or physical well-being: ‘there are always more out there’. The worker may feel equally indifferent but trapped in the job. † Actually frequent occurrence of such, as in the majority of cases irrelevant sensed incidents, leads to a growth of troubles and personal antipathy against fellow-workers and employers is growing until the straw that breaks the camel? s back and physically or psychological damages are the immediate consequences. As has been proved in an array of researches by organisations dealing with the problems of bullying and harassment in the workplace, like ACAS, bullying affects a company in a tremendous variety of ways. Hotel and Hospitality industry is a very people-intensive branch primarily composed of small businesses. According to ACSA a main impact of bullying is the increase in rates of absence, especially concerning small firms where cover for sick employees is difficult to arrange. The Chartered Institute of Personnel and Development (CIPD), Europe’s largest HR and development professional body, releases every year a survey report pointing out the consequences of days of absence. In 2009 the average in days of absence, concerning all business sectors, was 7. 4 days per employee per year. The amount in hotel and hospitality sector was below average with 6. 0 days per employee per year but in comparison between hotel and hospitality and other businesses, the average annual costs of absence per employee per year are superior. Relating to the CIPD the average annual costs of absence per employee per year, enfolding all business-sectors, are 692 pounds. In this area hotel and hospitality businesses are the tragic top of the table with 1199 pounds per employee per year. The survey also shows that stress (often a result of bullying) is the major cause for long-term absence. Other consequences of bullying, described by ACAS, are poor morale and poor employee relations, loss of respect for managers and supervisors, poor performance, lost productivity, resignations, damage to company reputation and tribunal and other court cases and payment of unlimited compensations. Taking a closer look on stress it is to say that in hotel and hospitality industry it is a necessity for employees to know how to handle stress because there will always be periods of strain. The big problem in coping stress is that no two people respond to the same stressor in the same way and this is the perfect point where management should intervene. According to Stranks (2005) different strategies can be considered in dealing with work-related stress, first of all it is important recognizing the evidence of stress which could manifest in sickness, alcoholism or decreasing motivation. A second strategy is to prevent stress through e. g. personal stress audits for employees to identify causes of stress, to monitor stress levels and to report and discuss stressful elements of work to identify the measures necessary at organizational level to alleviate the problem. A third way is to give employees the opportunity to develop a personal stress-tackling technique by providing training and education. Stranks (2005):113 in this point said that employees need advice on identifying their own personal stress response and the measures necessary to coping with it. † Advice to handle stress could be found from organisations like Health and Safety Executive (HSE) releasing handbooks for employees (2003, Tackling Work-Related Stress: A Guide for Employees) as well as for managers (2001, Tackling Work-Related Stress: A Manager’s Guide to improving and Maintaining Employee Health and Well-being). These strategies work very well as reported in many case studies e. g. on United Biscuits by HSE in 2007. The case study points out that United Biscuits benefited from taking action against stress in many ways. From 2005 to 2007 reports of work related stress cases decreased from 24 to 6 per year. Furthermore HRS mentions that each case where absence is prevented, it is estimated the cost of 4 weeks wages and other associated costs is saved. As a matter of fact it is a necessity to override bullying and its consequences by management to keep costs low and protect employees from physical or psychological injuries caused by bullying. As mentioned in ‘bullying and harassment at work’, an advisory booklet publicised by ACAS, the first step to provide a bully-free working environment is to set up a formal policy including a statement of commitment from management and acknowledgement that bullying and harassment are problems for the organisation. The policy could also comprise a clear statement that bullying and harassment is unlawful, that it will not be tolerated, that it may be treated as disciplinary offences and that decisions should not be taken on the basis or whether someone submitted to or rejected a particular instance of harassment. Furthermore the policy is to comprehend steps the organisation takes to prevent bullying, responsibilities of supervisors and managers and confidentiality for any complainant. The policy should involve grievance, investigation and disciplinary procedures with timescales for action. Another point should deal with protection from victimisation and the importance and possibility of training for managers to avoid bullying. Involving staff into the process of developing such a policy will help achieving additional authority. Such a policy is supported by Stale Einarsen (1999):23 in the international journal of manpower who said â€Å"If not being permitted or supported by the people in power, a bully knows he/she may find him/herself the victim of aggressive counter-attacks and severe punishment. † In reference to ACAS the second step is to set a good example in behaviour, like discussing problems and consult employees instead of a too authoritarian management style. A current negative example for this point is the discussion about Gordon Brown? s abusive treatment of staff. The Guardian (21. 2. 2010) advertised that several employees from Downing Street No. 10 contacted the National Anti-bullying Helpline which raises discussions about Mr. Browns management style. Mr. Brown is being denoted as a bully by employees including assertions that he swore at staff, grabbed them by lapels and shouted at them. Third step to deal with bullying and harassment as a manager is to maintain fair procedures for dealing promptly with complaints from employees by using clear grievance and disciplinary procedure described in the Employment Relations Act 1999. Fourth step is to set clear standards of behaviour, to provide training and information about how to deal with bullying and to communicate the organisation? s views on it. Fifth, make clear that complaints will be dealt with fairly, confidentially and sensitively. By following these five steps of ACAS it is getting a lot easier to provide a good working climate and satisfy employees. In conclusion bullying is a problem affecting all businesses with different strength, in different ways and with different consequences, but the reason for occurrence of bullying is the one constant in all companies. It all starts with recurring minor problems that aren’t recognized until they grow big, so discussing problems and communicate them will help companies save money and satisfy employees. By using a metaphor to describe bullying, the strength in which bullying affects humans as well as companies could be expressed as follows A single thunderous gust could disroot trees, but a permanent breeze transforms mountains into grains of sand.

-19 Coursework Example | Topics and Well Written Essays - 500 words

-19 - Coursework Example Juveniles are under the influence of their parents/guardians and the environment around them. They are not mature enough to differentiate between right and wrong and so, become a victim of what they acquire from their surroundings. So, rather than punishing them, it is wiser to provide them an environment where they can be shaped to become better citizens, hence the benevolence and rehabilitation centers. Punishing juveniles would give the juveniles a criminal tag which would be hard to remove. They would consider themselves as criminals and live a life based on it. The courts objective of making the society crime-free is better achieved by making juveniles responsible citizens of the state by providing them an environment where it would get easier for them to refrain from criminal activities. The most disagreeable difference between juvenile and adult court is denying juveniles the right to jury trials. This practice gives the judge the sole power to pass-on a decision. The judge enjoys extraordinary independence in reaching a decision as he/she does not have to take into account the views of the jury, as none exists. The chance of giving a wrong decision increases as human negligence and error are more likely to occur as decisions are made by one single person who is not assisted by the jury. Moreover, having a jury in place would show the juvenile the concern the society has for him. This would help him in realizing his responsibilities towards the society. To improve this difference, a jury trial should be mandatory for juvenile cases, not just their constitutional right. Not only would it benefit the accused, but it would also help the society in understanding the problems facing juveniles. Collectively, the society can come up with provisions to eradicate these problems. The Supreme Court decision in Re Gault drastically changed the juvenile courts. Do you agree with the decision and

Final Exam Essay Example | Topics and Well Written Essays - 1000 words - 15

Final Exam - Essay Example Moreover, the organisms that are best suited to live in their underlying specific conditions possess relatively greater chance of passing their desirable traits to the corresponding next generation. Nevertheless, organisms that poorly adapt die and extinct in the environment. The reproduction and the survival is massive numbers than other kind of animals mainly ensures perpetuation of the favorable traits in regard to succeeding generations. Natural selection demands heritable variation within a particular trait and corresponding differential survival and reproduction related with the possession of the desired traits. Both domestic selection and natural selection entails choosing of desirable traits and passing them to the next generations. An undesirable trait which cannot survive competition is eliminated from the environment thus becoming extinct. Conversely, natural selection results from corresponding natural factors that mainly favor particular variations whilst domestic selection mainly entails the probability of particular naturalistic mechanisms that pertains to the evolutionary alterations (Darwin & Charles, 112-279). Moreover, domestic selection purely utilized as an analogy for the underlying natural systems that concern untargeted changes. Natural selection and domestic selection does not link into similar theory that normally cause need to contribute intensely new to science. Struggle for existence is mainly due competition of scarce resources and over production that results to the ecological pressure. Members of every species contest repeatedly in order to obtain food, living space and other supplementary requirements of life. It mainly emanates from the overproduction by the organisms thus making the available resources to be insufficient to sustain the larger population. This subsequently results to emergence of competition of limited resources to keep themselves alive (Darwin & Charles,