The German and American Correctional System Essays

This paper explores the advantages of the German correctional system and the changes that could be made to the current American system to improve its efficiency. Several different comparison studies as well as statistics obtained from credible online sources aid in highlighting the advantages of three key components of the German penal system which make it more successful in crime inhibition and recidivism prevention than the current American counterpart. Reintegration and rehabilitation as the primary aspect in a judge’s choice of verdict are discussed first, following the availability and condition of programs existing in prison for offenders that have been sentenced to incarceration, as well as the ongoing care and help available for†¦show more content†¦This translates to a prison population rate of 79 per 100,000 of national population. This is close to only 10% of the American rate. The prison occupancy level based on official capacity in Germany was determined to be 83.3%. This information helps determine the two nations’ â€Å"punitivity ratios† (Comparisons of Crime in OECD Countries, 2012) which are determined by the number and length of prison sentences given in relation to the offenders who have been found guilty. Out of 34 countries, the United States ranks number 1 with a punitivity ratio of 1.471, while Germany can be found on rank number 22 with a punitivity ratio of 0.069. An article in The Economist describes that an average of â€Å"43% of American offenders are returned to state prison within three years of their release† (2011), with rates being significantly higher in large cities. The BMJ in Germany reports that only 33.7% of offenders experienced recidivism (2011). This data is alarming from an American point of view. The question has to be raised what it is that makes the German penal system so different and presumably so much more effective than the American equivalent. 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A New Society The Expansive Realm Of Islam - 879 Words

Helen Santos April 7, 2016 History 110A-Section 04 MWF 11:00AM Chapter 14: A New Society: The Expansive Realm of Islam Chapter 14 in the book Traditions and Encounters: A Global Perspective of the Past by Herrry H. Bentley and Herbert F. Ziegler is mainly about Muhammad, the prophet, and his world, the expansion of Islam, economy and society of the early Islamic world, and its values and cultural exchanges. This chapter begins with the Muhammad and the message he brings. It all began in the Arabian Peninsula, which was mostly desert. The people who lived there were called Nomadic Bedouin, and they are organized in family and clan groups. The importance of long-distance trade networks became important again between China, India, and Persia, Byzantium. The section starts talking about the early life Muhammad ibn Abdullah was born in to a Mecca merchant family in 570 C.E. He had a difficult life growing up, but in 595 C.E, he married a wealthy widow. By the time, he was thirty he became a merchant and exposed too many faiths. He had a spiritual tra nsformation at the age of forty, and declared that there was only one true god, whose name was Allah, â€Å"the god.† His believe that Allah would soon bring judgment on the world, and the divine messenger, Gabriel, delivered these revelations to Muhammad. The Quran, also known as the â€Å"recitation,† is the holy book of Islam. Muhammad followers complied with his revelations. They had works of poetry and definitive authority on Islam;Show MoreRelatedImperial Expansion in Global Asia 1400 to 1800729 Words   |  3 Pageslike Timur in Central Eurasia, the Ming and Qing, as well as the Mughals, Ottomans, and Safavids expanded their territories through military conquest and commercial penetration. As they established political control over much more vast tracts of land, new commercial networks and culture interactions were also emerged. Also, it was a time of global imperial expansion. 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Administration department Free Essays

Administration is that part or department of an organisation that is responsible in realising the organisation’s objectives and ensuring the best services. It is also responsible for ensuring that what was put down by the management is accomplished. It is therefore the duty of any department to define and put down effective entities in an organisation to realize management dreams and desires. We will write a custom essay sample on Administration department or any similar topic only for you Order Now I will be discussing some of the major objectives in an organization and how they achieve satisfaction in realization of an organization’s dreams. I will discuss three areas; Separation of duties, Employment policies and practices and security management planning. Separation of duties Separation of duties can be defined as breaking down responsibilities in an organisation to show specific controls to different employees. It will be rather difficult to carry out fraudulent activities if at all a single procedure with several steps are carried out by so many people rather than a single person. One way of achieving separation of duties is by having an organizational chart. It is very important that there exists an organizational chart in any organization. This is because every employee is supposed to know and take care of his or her own responsibilities. A place in the organizational chart will help the employees in knowing whom they are supposed to report to and who reports to them. A clear separation of duties, achieved through drawing down an organizational chart, helps in diversification of duties makes employees aware of each other’s responsibilities. Another approach to separation of duties in an organization is the procedure manual. A procedure manual can be defined as a document that consists of the various positions in an organisations and how they should be performed. Employment policies and practices. Any organization or industry is eligible to realizing its dreams. One such dream is offering the best services. Employees are not only manpower in the organization but also part of the skills necessary for realizing its dreams. It is therefore very important that employees are employed based on some procedure. It is the duty of an organization to carefully scrutinize employees before hiring them. This is to ensure they are qualified and have no record of any questionable activity. It is the duty of the administration in any organization or industry to create an atmosphere that will be desirable and positive to its employees. Employees should be promoted on the basis of their performance and not seniority. It is the duty of the administration in any management of an organisation to make sure employees are being trained not for what they currently do but for possible positions they are eligible to fill in an organization. Â  By doing this, cases of fraud will be minimal. This is because the administration will have engaged its employees as part of the solution rather than them being part of the problem. The employees will therefore less likely involve themselves in cases of fraud. Instead when such cases occur there are high chances of detection and reporting to the administration by the employees. Employees are a good source of such information because they tend to know about each other so well than the administration or management in any organization. Security management planning An organization faces different scenarios at different times. They vary from sometimes violent and rapidly changing scenarios. These scenarios are some of the risks faced by security by any administration in an organization. An effective security management system put in place will be able to confront such risks. It should therefore have some characteristics. That includes a dynamic security system inclusive of a framework of guidelines that will be able to provide consistency for future decisions. Dynamically a management system can be broken further to different entities. That is scenario analysis and strategy, planning, working and finally evaluating a security scenario. Security management can also be viewed as an incremental process. This is because not so much can be predicted prior to an insecurity incident occurring. Security management is a process can be described as partial and selective. It is therefore necessary that an administration set a careful security management plan and a step-by-step procedure so that it can be able to make incremental changes in managing its security. Reference: Razek, Joseph R; Brandt, Lyloyd; Sullivan, Jacqueline. Mar/Apr 1991. Protecting Your Organization’s Assets: A Primer on Internal. Pg 27. www.jha.ac/articles/060.pdf Pankau, Edmund J. Nov 1995. Inside Job. Pg 32 How to cite Administration department, Papers

Compensation Management for Intrinsic and Extrinsic Motivation

Question: Discuss about theCompensation Management for Intrinsic and Extrinsic Motivation. Answer: 3M Canada is a company with diversified business operation system. The company manufacture products in different industries so as to satisfy the demands of the market. The company applies managerial strategy to plan most of the operations within the scope of its operation. The managerial strategies applied by 3M involves five areas. That is their environment, their strategy, their technology, their size and their workforce. In this paper, we consider the workforce of 3M Canada. Therefore, compensation system needs to be applied to improve workforce in 3M Canada. Typically, compensation refers to benefits achieved by employees of a company as a result of extensive work. Therefore, the main aspect of a compensation system that needs to be improved by 3M Canada is workforce. This aspect has a perfect positive correlation towards achieving goals and objectives in the 3M organization. In order to fully demonstrate the managerial strategy to be applied in the workforce, we consider the present relationship between 3M Canada and the employees. From the case study, it is very clear that 3M Canada has a close relationship with employees. There are a lot of privileges granted to employees by the company. From the case study, the workforce in the company is relative older with an age average of 46-year-old. For that reason, 3M employs 80% of workers on a permanent basis. The other 20% is under contract. The company provides the employees with career growth and development. This is achieved through annual reviews, training and equal opportunities. 3M provides leadership training to high potential employees. Other benefits granted to employees include improved infrastructure, retirement benefits, and incentives plans, medical and dental benefits. However, despite all these benefits, there are changes that need to be improved so as to build a better workforce. The first issue relates to policy regarding paid absences. The employee gets 3 weeks paid vacation after one year of employment. This policy needs to be improved. 3M needs to reconsider this policy and provide equitable services to all employees (Kelly, 2014). For this policy to be effective, 3M needs to pay employees equally on vacation regardless of years of work. This strategy should be guided by Bill 148 of Employment. Another aspect that needs to be improved in the workforce is minimum wage. 3M needs to increase the minimum wage for employees. This will assist the company to maintain differentiation of different grades of workers. This strategy should be formulated by 3M compensation team so to provide the best base salary for workers. The compensation team needs to re-evaluate the budget so as to initiate a new pay grid for employees. This strategy should be guided by Pay Equity Legislation. Another aspect of a workforce that needs to be improved is wage rate adjustments. There are cases of minimum wage hiking in Alberta and Ontario. 3M needs to review the minimum wage adjustments in these areas (Senger, 2005). This requires a compensation system where compensation team needs to initiate legislative changes in all provinces in Canada. Lastly, a better compensation package for employees needs to be improved. This should be achieved through job rotation, diversifying skills for workers, intrinsic and extrinsic motivation to employees. References Kelly, D. (2014). The Book on Incentive Compensation Management. Compensation Architect. Senger, J. (2005). Designing a Not-for-Profit Compensation System. Wiley.