Human Resource Managements Function In Organisations

Human Resource Managements Function In Organisations Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Definition of HRM: William R. Tracey, in The Human Resources Glossary defines Human Resources as: The people that staff and operate an organization; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization. What Is the Human Resource Department? Answer: Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organizations goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. But, a department can be organized in any way that makes sense for the customer. Departments can also be organized by customer, by product, or by region of the world. Impact of HRM on Human Resource Function : HRM function contributes to organisational effectiveness in the following ways: Helping the organization reach its goals. Employing the abilities and skills of the workforce efficiently. Providing the organisation with well-trained and well-motivated employees. Increasing the fullest the employees job satisfaction and self actualisation. Developing and maintaining a quality of work life that makes employment in the organisation desirable. Communicating HRM policies to all employees. Helping to maintain ethical policies and socially responsible behaviour. Managing change to the mutual advantage of individuals, groups, the enterprise and the public. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they cant yet afford part- or full-time help. However, they should always ensure that employees have-and are aware of-personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, e.g., should HR be in the Organization Development department or the other way around? The HRM function and HRD profession have undergone major changes over the past 20-30 years. Many years ago, large organizations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the HR Department as playing an important role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. Models and Phases in HRM debate Task 1 b EVALUATE THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN RELATION TO THE ORGANISATIONS BROADER OBJECTIVES, EVALUATE HR PRACTICES IN BOTH PROFIT MAKING AND NOT FOR PROFIT PRGANISATIONS. Strategic Human Resource Management Definition of HYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.htmlHYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.htmlStrategyHYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.html A strategy is a step-by-step plan of action prepared by an organization and by which it aims to achieve its plan or plans, thus, ensuring its success and survival. Strategic management may be understood as the process of formulating, implementing and evaluating business strategies to achieve organizational objectives. Analysis of the environment, formulation of strategies, implementation of strategies, and evaluation and control are the phases in the strategic management process. Strategic Human Resource Definition Strategic human resource defines employees as a resource, an asset, that provides competitive advantage to an organization, and on whom organizational success is leveraged. This is the new way adopted by many organizations in the treatment of their employees, making them the prime drivers or one of the prime movers of corporate success. People, not machines, not systems, not other assets, are in the special position in helping the organization attain its objectives. These other things, however, are also important. But people are needed to make use of them in productive ways. Some companies are now convinced that their people are the most important asset. And that without them, they cannot achieve much. In this way, they are implementing a strategic human resource management approach. Human Resource Strategy Definition This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives. A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention. By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources. This follows from the way how strategic human resource is strategically defined. Strategic Human Resource Management This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. Strategic human resource management is human resource management carried out in a strategic way. The human resource activities are linked to the achievement of the organizations overall objectives. This is the new way of managing human resources as compared to personnel management. Strategic HR Plan Strategic human resource plan refers to the strategic plan whereby employees energy, time, capabilities, competencies and knowledge are incorporated in a step-by-step plan of action so that their contribution can be monitored and measured over time. By doing this, human resource can become the prime drivers of corporate success. The human resource plan is aligned to the corporate plan. The primary goal of strategic human resource plan is to improve employee productivity thus helping to generate higher revenue for the organization. Why must your organization be concerned about strategic Human Resource Management? Organizations, particularly business entities, must succeed financially if they are to survive. This is the reason why business plans are prepared. This is one of the simple ways in understanding the important factors related to strategic human resource. Your organization, too, has its business plan. The only thing left to do is to make it a reality. When you adopt a strategic HR Management plan, there is a high probability that certain positive results will ensue. This can result in the following: Enhancement of your organizations economic performance Increase in employee and organizational productivity Increase in your survival rate as a corporate entity Lower labour turnover Increase in customer satisfaction Your HR function does not become redundant due to value-adding quality Pfeiffer lists seven dimensions of effective people management. Employment security Rigorous selection of employees Self-managed teams and decentralized decision making Comparatively high compensation linked to individual and organizational performance Extensive training Reduced status distinctions, and Extensive sharing of financial and performance information throughout the organization Formulate strategies to ensure that you can attain these objectives. In order to ensure that employees can play their respective role in the organization, you need an HR plan of action. You need to conduct HR strategic planning to this effect. Further to this, you need to train and develop your people in order that they have the knowledge and skills to perform their respective tasks. Human Resource Strategic Approach In strategic Human Resource management, you can choose to place emphasis on HYPERLINK http://www.strategic-human-resource.com/human-resources-performance-management.htmlperformance improvement and competitive advantage.HYPERLINK http://www.strategic-human-resource.com/human-resources-performance-management.html This has the potential of leading to industrial conflicts. You also have the choice of adopting the soft approach. This approach takes into consideration an employees superior know-how, commitment, motivation and job satisfaction. Some argue that this approach is manipulative. But there is more to the HRM approach than this. Implementation Process The process adopted by organizations may differ. Your HR Manager and HR professionals can assist as this is their role. Formulate your HR mission and objectives to provide the connecting link between all HR management activities. Clearly define and understand your HR strategic intent. R. Collins states: Improvement in the strategic management of people also requires a commitment to sustained long-term action. Understand the business carried out by your organization. This includes HR Managers and HR professionals. Choose the strategy you will adopt to migrate from people business to business business. This is making HR as Strategic Partner. Formulate your HR strategic plan, understand what it is intended to achieve, and how to link it to the overall business objectives. Implement the plan. This requires a strategic implementation plan to ensure the plan is understood and accepted by everyone in the organization. Obtain feedback on outcomes. Use these as inputs in future decision making. Review and amend plan accordingly, communicate and re-implement. Human Resource Management Strategy To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary. Strategic recruitment where the right person is selected to fill the right job and according to organizational needs Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives Provision of the right set of training and development programs on an on-going basis to every level of employees Implementation of a performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output Giving recognition and implementing a fair rewards system to retain quality employees The Human Resource Function Someone, somewhere within your organization must carry out the HR function. If not, your organization cannot fulfill its legal and contractual obligations towards employees. So, who are responsible for the HR function? Human Resource Managers are appointed for important purposes. HR professionals are there to help them. Your organization may have appointed an HR Manager or an HR Director or both. If your organization is very serious about implementing strategic human resource management, appointing an HR director goes a long way in ensuring that the HR plan is treated as important as the organizations business plan. He or she can provide the necessary leadership on all matters relating to HR. Whatever is the approach, it is crucial that you have a competent person looking after this important function. It is important to remember that HR leaders do face a lot of different problems. Capable professionals are what your organization needs to succeed in implementing strategic HR management. Note however, that a survey had shown that there are still a lot of organizations who do not place much importance to human resource. Surely, your organization doesnt want to follow suit. Some organizations may have even decentralized or outsourced the entire function. The Better Option Decentralizing the entire HR function goes against the new development and trends in HR management. However, you can decentralize certain human resource activities to line managers. When you do this, provide them with all the necessary support. Make your line managers responsible for the occupational health and safety issues in their own area of operations, the training of their subordinates, recruitment for their respective sections according to needs, and the performance appraisal of their subordinates. Integration of Strategic Human Resource Management into Planning and Decision Making Process It is now accepted that without people, achieving result is practically impossible. In managing your people, prepare a long-term plan to integrate your organizational goals with HR policies and actions. Strategies are implemented in identified key HR areas to improve employee motivation and productivity. You need to see whether your HR strategies are competitive enough as compared to industry standards. Benchmark them while exercising due care. Information must freely flow throughout the organization. You can ensure that this can by adopting an effective informantion system. Strategic Human Resource Management and Business Strategy Strategic Human Resource management helps to identify the business strategy that you can adopt. For example, you implement an effective training and performance improvement plan to improve customer service. More satisfactory customer service will bring in more revenue. You can use this superior performance to determine the rewards. This, in turn, motivates your employees to perform better. Learning forms a necessary part of improving human resource management both on the part of employees and management. The 7 S of HRM attempts to simplify the important characteristics of human resource management. Thereafter, conduct a more in-depth examination. So what are the 7S of HRM? Strategic-ally-linked to the organizations Mission and Objectives Standard-based, that is, people management is benchmarked against current best HR practices that serve as performance measures Systematic, that is, sound and clearly-defined HR policy, well-planned systems and procedures aimed at achieving strategic HR objectives while, at the same time, complying with the law Stretching people in the performance of their duties and responsibilities on a daily basis in order to achieve service excellence Strengthening the ability and competencies of employees and the capability and capacity of organizations to accomplish defined targets Stress-tested capability, ability and leadership skills of the management team, and Sustaining high employee and organizational productivity on a continuous basis based on TQM standards The Future of Strategic HR Management Proponents of strategic HR management generated tremendous interest on the subject. Some large organizations had implemented it. In contrast, some lament the ineffectual efforts by many organizations in implementing the system. Strategic human resource management is not going to disappear. This is so as long as people continue to run organizations of whatever size and for whatever purpose. If HRM Does Not Take The Lead, Who Will? If HRM does not start down the relationship management path, someone else will, and as old HRM continues to be outsourced, one must wonder what will be left for todays HR executives? Relationship management is an opportunity that can be seized by HR executives who are truly strategic and who understand what is needed succeed today and remain competitive as the business landscape continues to evolve and change. Evaluate HR practise in both profit making and not-for-profit making organisations Any organization, may it be profit oriented or not-for-profit, the most vital asset is its employees. And for these organizations to maximize their assets, they should manage the employees working condition with intelligence and efficiency. They must be allowed to be involved in making work-related decisions to further enhance the organizational structure . Furthermore, the structure of tasks among the employees strengthens the organizational performance. It is therefore necessary to understand the employees for the organization to be effective. The development, building, motivation, enhancement and enrichment of the employees of any organization largely depend on the leadership, mandate and vision of the organization . Traditionally, HRM is the helps the organizations in achieving the goals of the organization by hiring and maintaining efficient employees. According to (2002), the following are some of the responsibilities of HRM: Train the workforce to maintain competitiveness of the organization. Develop and communicate industrial policies and procedures in line with legislation. Involvement in grievance and disciplinary hearings. Lead negotiations. Implement termination and hiring procedures. Assessment and management of organizational climate and employees relations. Liaison with trade unions. Implementation of outcomes of collective bargaining and negotiation. Develop compensation strategies and polices in line with legislation and the organizations business strategy. Attach meaningful monetary values to posts in the organization ensuring that the organizations compensation is in line with market forces. Develop appropriate compensation systems for the organization. Manage overall labour costs. Provide current information regarding employees to be used in the decision-making process and measurement of HRMs contribution to the organization. For example: In this case, Tesco has 240,000 employees that contributed to the  £33.974 billion GBP in 2005. The apparent effective implementation of HR functions by the HR personnel of Tesco is a basis itself to prove that HR strategy is a tool for competitive advantage. Being governed by CEO , Tesco provided comprehensive execution of the HR function with respect to the employees welfare. Aside from the continuous strategic planning and innovation, customer relations and welfare management, as well as HRM and its strategies, Tesco gained its respected reputation and dominance in UK retailing sector. HR and Organizations Performance In the era of globalization, every organization like Tesco must keep itself along with all the other organizations on being globally competitive. Corporate or organizational competitive advantage does not only depend on the organizations financial resources but on the human resources too. That is, for the organization to achieve competitive advantage, the people involved in the organization must also be competitive. HR strategies or HRM in general, is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. It is about understanding, researching, applying and revising all human resource activities in their internal and external contexts as they impact the process of managing human resources in enterprises throughout the global environment to enhance the experience of multiple stakeholders, including investors, customers, employees, partners, suppliers, environment and society. Task 1 C DISCUSS CONTRIBUTION MADE BY HRM IN CONTROLLING THE MANAGEMENT OF CHANGE The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this. Increasingly, change management is seen as a permanent business function to improve efficiency and keep organizations adaptable to the competitive marketplace. Many organizations strategically use change to improve organizational effectiveness. But bringing about successful change in todays competitive environment requires thoughtful planning, effective communication and employee acceptance. As the function with primary responsibility for human capital management, HR needs to be involved from the beginning when major organizational change initiatives are being developed. The impact of major organizational changes on employee attitudes cannot be overstated. Change can create enormous tension in the workplace. Many people are uncomfortable with change, and are filled with uncertainty and apprehension over job security and the future, circumstances that can threaten the success of change initiatives. According to the Society for Human Resource Managements (SHRM) 2007 Change Management Survey Report, the top two obstacles encountered during major organizational change are communication breakdown and employee resistance. HR leaders can help get employee support for change initiatives by ensuring that communications about change are clear, constant and consistent. Communication largely determines how change initiatives are received and supported, and most HR professionals have highly developed communication skills. SHRMs survey found that when HR was involved in change management communications, employee understanding improved, communication between managerial and non-managerial employees improved, and potential risks were identified and mitigated. Communication that fails to engage employees and to inform them of the reasons, processes and expected benefits of major organizational changes can lead to lack of employee buy-in and, ultimately, failure of change initiatives. Research shows that HR is the critical link to successful organizational change. To ensure agreement of stake-holders at all levels of the organization, HR can foster effective change management by clearly communicating the organizations vision, carefully designing change initiatives, providing updates at all stages of the program, and engaging both top management and employees throughout the process. When it comes to organizations, HR has a pivotal role to play in ensuring that change is realized, hopes are met, and success is sustainable. And thats a recurring theme that is here to stay. Task 2 a DISCUSS THE NEED FOR LEARNING IN ORGANISATIONS TODAY AND EVALUATE THE ROLE OF BOTH THE ORGANISATIONS AND THE INDIVIDUAL IN THE DEVELOPMENT PROCESS TODAY Why do we want a Learning Organization? because it gives organizations the possibilities to discover who they are, where they want to go, and define the quality of life they wish to pursue. A Learning Organization is an organization that focuses on continually growing and changing through the acquisition of knowledge. Such an organization fosters an environment of knowledge sharing and encourages employees to gain new knowledge. Such knowledge increases the organizations profitability and customer satisfaction. In the Fifth Discipline, Peter Senge describes learning organizations as places where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together. It is widely recognized that innovation is driven by new knowledge, and there is clear relationship between learning and knowledge, but it is this balance between learning and knowledge that is so critical to successful knowledge management and innovation. To achieve a sustainable competitive advantage where new knowledge results in critical innovation it is necessary to develop both a superior knowledge capability balanced by a superior learning capability. Those organizations who are adept at knowledge capabilities but are also less adept at learning capabilities will likely see their competitive position eroded by those organizations with less knowledge but a greater capacity to learn and then catch-up. And for that reason it is critical for any learning organization to gain new knowledge from which learning can occur, and to learn from application of current knowledge and to use this learning as a driver to obtain new knowledge. The learning organization focuses on its systems as part of the bigger picture to identify opportunities to use knowledge and learning to increase knowledge and intellectual capacity and improve performance. The Need for the LEARNING ORGANIZATION The nature of the environment has changed dramatically due to significant economic, social and technological changes over the past decades. Organizations today are confronted with increasing environmental turbulence arising from global competition, the introduction of new technologies, shortened product lifecycles and political and social pressures. Organizations, today must be flexible and learn to anticipate changes and respond rapidly. Today, learning makes the critical difference among organizations. Learning can hardly be described as a new characteristic of organizations. Organizational learning is as old as organizations themselves. What is new, is an increased awareness of the connections between learning and competitive ability as well as better insight into the conditions for effective learning. In the long term it is said that learning will only provide competitive advantage to organizations that learn faster and better than their competitors. Changes in the business environment have significant implications for learning World-Class Organizations Any organization in business cannot afford to stand still. It must improve its ability to deliver higher quality goods and services at competitive prices or it will go out of existence. This trend has resulted in emergence of World Class Organizations (WCOs), in which enterprises can compete effectively on a global basis. This does not mean the organization has to do business in an international level. However, if a Multi National Enterprise (MNE) sets up operation locally, the WCO must be able to compete effectively or if it is a supplier, it must make a competitive bid to supply the MNE with the desired goods. Simply stated, enterprises now use their competitive advantage to invade international markets, and local companies should meet the challenge. Figure 1 illustrates as how to be more than just being a total quality or adaptive organization. It means learning how to anticipate and stay ahead at impending changes (qualities of learning organizations) and how to continuously improve to maintain a competitive advantage. What do organizations need to do to become WCOs? There are six pillars of WCOs and each represents a human relations challenge. They are depicted here: Table 1. Characteristics of a Learning Organization and Associated Best Practices Characteristic Definition Associated Best Practices Positive Byproducts Self mastery- individual The ability to honestly and openly see reality as it exists; to clarify ones personal vision 1.Positive reinforcement from role models/managers 2.Sharing experiences 3.More interaction time between supervisory levels 4.Emphasis on feedback 5.Balance work/non-work life Greater commitment to the organization and to work; less rationalization of negative events; ability to face limitations and areas for improvement; ability to deal with change Mental models individual The ability to compare reality or personal vision with perceptions; reconciling both into a coherent understanding 1.Time for learning 2.Reflective openness 3.Habit of inquiry 4.Forgiveness of oneself 5.Flexibility/adaptability Less use of defensive routines in work; less reflexivity that leads to dysfunctional patterns of behavior; less avoidance of difficult situations Shared vision group The ability of a group of individuals to hold a shared picture of a mutually desirable future 1.Participative openness 2.Trust 3.Empathy towards others 4.Habit of dissemination 5.Emphasis on cooperation 6.A common

The Catbird Seat

The Catbird Seat English 3 AP Date: 3- 13- 13 Pd. 5th Comprehension: 1. Birnbaum feels his â€Å"new place in society† after his accident is that he’s provides with certain specialties due to his disabilities and that now he has special privileges that regular people doesn’t contain. 2. He takes advantage of his new status by cutting in front of lines at the DMV, the movies as well as many other places where people tend to have to wait in a line. He’s also not punished as hard as a regular person for the mistakes he’s made due to his disability. . He describes them as his â€Å"even uppers† for his physical limitations and for the difficulties caused by establishments not complying with the Americans disabilities act. 4. He realized he has limitations as well as everyone else after the incident he went through with the blind person and observed how the blind is much more privileged than the ones with the wheelchair. Purpose and Audience: 1. H e expects the reader to now occupy the life of a disabled person in a wheelchair.He gives daily life examples of his life to show who stands above him and what special benefits have he conquered due to his accident. 2. He specifies his thesis late in the essay since he believes starting off the essay with examples will cause more of an impact on the reader than just stating the thesis so his technique was well thought out. 3. His view point would make an utter change as he might encourage as well as inform the disabilities to know what benefits they achieve as well as the limitations that come from them. . His goal for the essay seems to inform the readers as well as educate them on the life of the disabilities. Now he expects readers to have the same amount of knowledge as him when it comes to people on wheelchairs. Style and Structure: 1. Starting off the essay with an example is an effective introductory strategy, since it grabs the reader’s attentions much more closer tha n any other techniques could have. 2. His essay is definitely much more convincing due to his experience in the life on a wheelchair.It would be impossible to try to come up with other ways to make it much more convincing. 3. He arranges his examples through chronological order and through out a whole direction where the reader wont fall off a cliff. 4. It helps the readers see how people treat the ones that are disabled and has requirements as well as showing how people react to the ones that are much more severely disabled. Vocabulary projects 1. Quadriplegia – Paralysis of all four limbs; tetraplegia. 2. Reprimand – A rebuke, esp. n official one. 3. Purser – An officer on a ship who keeps the accounts, esp. the head steward on a passenger vessel. 4. Condescending – Acting in a way that betrays a feeling of patronizing superiority. 5. Patronizing – Treat with an apparent kindness that betrays a feeling of superiority. 6. Chardonnay – A var iety of white wine grape used for making champagne and other wines. 7. Trumps – any  playing  card  of  a  suit  that  for  the  time  outranks  the  other  suits,  such  a  card  being  able  to take  any  card  of  another  suit.Journal entry – It is reasonable to provide someone with a disability with special privileges since their life long goals are limited. Although it is understandable to see why they are provided with these privileges, it is only required for them to use it well and not act condescending where they take too much of an advantage of the privileges they are provided with. The same aspect applies to Birnbaum as to just keep his advantage level to a minimum and not to rise it to a great extent like he described in his essay. At that point, normal people wouldn’t required the need to act patronizing.

Of Morality and Spirituality Essay

The moral sacred Philippines started from a dream, and now that it continues to progress it can be one good evidence that as long as someone believes in an idea, it can be possible. As long as its aim is for the goodness of the citizens, it can be a reality. This concept does not want to create a world of perfection but rather a world of morality and spirituality. That world is where we can clearly distinguish the right ones from the bad. It is where we can not only think about ourselves but also the community, the government, and the nation. This dream can all be possible if we just go and believe that the land where we stand can be a better habitat of mankind. From Genesis 1:27, God created mankind in His own image. This verse proves that each of us is spiritual at heart. We just have to go and find the path through our hearts. We are created in His likeness which gives us the realization that all living things have something good in the inside. If we believe, make something to make this work, the moral sacred Philippines will make sense. A. WRITING AS A SOCIAL ACT The event connects with how writing can be a social act. In the said event, one does not only think about himself but also for the people around him. As for writing, a writer does not only write for him or for him to understand but also for his readers and audience. You write alone, but you always write for others. Readers matter. Once a writer sets his or her thoughts to any medium, whether paper, blog, status update, there is the potential for audience interaction. Ideas and creativity are created outside ourselves. Writers can never be more creative without the experiences and thoughts the people have. They continue to interact with people. Writing is a social act. Writers choose to see the beauty and brilliance of the world around them. Writing is nothing without the world and mind that surrounds them. B. WRITING AS A MORAL ACT Morality and spirituality is what the event focuses on. As for writing, writers do not only write everything that flows from their thinking, he must be careful. Something that anyone who writes words of any kind would do well to remember. Words have their moral consequences. The responsibility is particularly great for writers who deal with spiritual issues. Every word they write leaves its mark upon their soul and upon the souls of those who read their work. Their words may become sacraments, visible signs of an invisible grace, or they may turn to poison and ashes. It may signify the abyss or nothing at all. Writers must strive against mediocrity in one’s work, aiming always higher for lucidity of thought and beauty of expression with still being careful with the words they use. Every piece they make has an effect in this world. They are part of our moral conversation as a society. They weigh in. The creation of literature worthy not only its high artistic calling but of his stature as a creature created in the image and likeness of God.

Essay about A Clockwork Orange (Criminology Theories)

A Clockwork Orange Biography In the year 1962, there was a boy by the name of Alex DeLarge, and he was the leader of a gang called the â€Å"droogs.† He has three best friends named Georgie, Dim, and Pete who also make up the entirety of the gang along with Alex. One night, the boys decide to get very drunk on milk laced with drugs, and go out on a streak of horrible violent acts. They beat an elderly lady, fight a rival gang, steal a car, almost kill a man named Mr. Alexander, and rape his wife. After the next day, the droogs gang confronts Alex wanting more high-rewarding crimes. He beats his friends to a pulp just to show them he is the boss. Just after this they break into a rich lady’s home where Alex kills the†¦show more content†¦Collective Efficacy may in fact be a bigger reason behind crime rates even over Race or Ethnicity. The willingness to act as a community and maintain social order can be a crucial step to improving the social support of your neighbors. For exampl e, in communities or neighborhoods where collective efficacy is high, there are types of situations where your nearby residents can be counted on in times of need. These types could be looking after children for a short period of time, preventing children from committing devious acts, and an overall improvement in the conditions of the neighborhood (Sampson and Raudenbush 1997). Differential Association/Social Learning Theory Differential Association theory was designed by Sutherland and Cressey (1960) which has a concept that mainly states criminal behavior is learned. The theory itself brings forward nine separate points that’s described what can lead to criminal behavior being learned. Some of those include; criminal behavior is learned in interaction with other persons, the setting is within intimate personal groups, techniques of committing the crime are learned, a person becomes delinquent because of an excess of definitions favorable to violation of the law. However the final point of this theory defines that while â€Å"criminal behavior is an expression of general needs and values, it is not explained by those general needs and values since non-criminal behavior is an expression of the same needs and values†Show MoreRelatedEffective And Ethically Defensible Methods Of Reducing Crime2344 Words   |  10 PagesCritically discuss whether biologically theories are capable of giving rise to effective and ethically defensible methods of reducing crime This essay will argue that the theory that biology, psychology, neurology can give a partial answer to finding effective and ethically defensible methods of reducing crime is supported. Through looking at the chapters dealing with biological theories, genetic, biochemical factors and neuroscience the author strives to structure the developing argument that an