Dancing With the Death Penalty - 578 Words

First of all death penalty is morally wrong. David Kennedy, director of the center for Crime Prevention and Control at John Jay college of Criminal Justice said,†...the application of power without justice is brutal. And there is nothing democratic about brutality†(Johnson2). This is statement is true. Killing someone is brutal and is not the most humane way of handling the situation. There is movement on mandatory minimums (sentencing), there is movement on solitary confinement, there is movement on the death penalty (Johnson2). Societies belief that all life is sacred would be violated by death penalty. Solitary confinement would be the most democratic way to deal with felons or offenders. That is my reasoning on why I believe death penalty is morally wrong. Secondly, Death penalty is difficult for state correction officials. The sole question is whether state correction officials are required to publicly reveal the drugs and methods to be used to carry out the executio n (Richey1). If felons were put in prison there would be no need for state correction officials to reveal all of that information because the drugs and methods would not be used to begin with. Lawyers of death row inmates say they must know this information so that they can adequately protect their clients form unnecessary pain and suffering during state authorized lethal injections (Richey1). This makes a lot more work for state correction officials. On top of that it makes the whole process longer. LastShow MoreRelatedBear Fighting Essay1084 Words   |  5 Pagesalready started to educate in the Pakistani low income kalander (gypsy) communities about the law of bear baiting. They have begun to re-train many kalanders and find new jobs which are legal and outside the paths of bear baiting and dancing. 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Personal Organization Development Labor Opportunities

Question: Describe about the Personal Organization Development for Labor Opportunities. Answer: Reflective Commentary on movement from education to employment The transition of academic life to professional life is of utmost importance in everyones life. The first part of this portfolio would focus on the current labor opportunities in Singapore. The primary sources of data collection would be secondary data sources such as academic journals or data from professional institutions. It would also discuss the changes in the labor market in Singapore during the last few years. The later stages would define my career path and the early approaches to leadership. The different leadership behavior is also discussed. The second section would show my detailed career plan including my current job. I have prepared the intended career plan as per my skills as well as expertise. I have also completed a psychometric test and evaluated the same for any necessary improvements. The combination of the two sections would aid me in fulfilling my professional aspirations. I have included a number of different appendices which is helpful in preparing this portfo lio. Part A Graduate Labor Market in Singapore The graduates are the most commonly found in Singapore (Herr Anderson, 2014). There are trends which show that there is high rate of unemployment in the country which is observed among the graduates. The graduates are the largest group of unemployed people in Singapore. The graduates are finding difficult to find a suitable job for them. There is slow global growth of the economy which is making the multinational corporations unable to expand in the global market. The graduates who are planning to enter into the multinational companies would find few job opportunities. The unemployment rate was 2.8% during the financial year 2015 among the permanent workers and the Singaporeans (Stats.mom.gov.sg, 2016). The economy presents a gloomy picture for the labor market. Despite the global gloom, there are still positive hopes for the job seekers (Rego et al., 2014). There are some high potential areas of such as digital marketing, e-commerce, financial sector and others. The other lucrative sectors include sales as well as accounting and sales. The population of Singapore increased to 5.5 million in the year 2016. The number of population aged above 65 years is increasing at a rapid rate. The number of senior citizens has doubled in the last few years. It is further expected to increase by 2030. This implies the generation of sufficient amount of job opportunities for the young graduates. There is high probability of the creation of job vacancies for the graduates. The PEST analysis of the labour market in Singapore shows that the different factors play a major role in the creation of the employment opportunities. The political risk is low for the Singapore labor industry and they enjoy political stability (Boutchkova et al., 2012). There is better standard of living and there are enhanced business options in the country. The economic scenario of Singapore shows that the country is having rapid development options (Abeysinghe, 2015). Singapore is known to have highest per capita income in the ASEAN countries. The country is attributed to be one of the most competitive countries. However, there are certain issues such as shortage of skilled labor, increasing costs of labor and a sharp decline in productivity (Yeoh Lam, 2016). The social factors include socio-cultural set up of the population. The Singaporeans are hard working in nature and the country is characterized by high literacy rate. The change in the lifestyle of the Singaporeans can be attributed to the technological advancements. The IT system of Singapore is note worthy and provides avenues for lucrative jobs mainly for the graduates (Lee, 2016). The macro environment of the Singapore labour industry indicates that employment is considered as one of the most important priority in life. The natives of Singapore are believed to be competent as well as have intrinsic values concerning their professional life. Changes in the labor market in Singapore There have been major changes in the economy and Singapore has benefitted from the creation of labor market institutions (McKenzie, Theoharides Yang, 2014). There has been a new measure launched in the labor manpower which is aimed at managers, executives and the professionals. This included the improvement of the Fair Consideration Framework which aims to increase the employment opportunities for the graduates. It also aims to in enhance the sector specific career options for the graduates (Judd et al., 2015). The labor unions protect the interest of the employees and ensure that they get sufficient job opportunities after their academic life is completed. The employers give more importance to the practical work experience as compared to the academic degree. This is often a matter of concern for the young graduates who have negligible work experience. The Ministry of Manpower (MOM) has taken initiatives for improving the Singapore economy by the creation of job opportunities which would make the economy sustainable as well as facilitate growth for the economy (Stats.mom.gov.sg, 2016). There have been changes in the labor market policies that facilitate the growth of the labor force, real growth of income, growth in productivity and changes in the economic outlook. There has been great emphasis on the skills as well as capital methods of growth. A great emphasis is being laid on the quality of the workforce as well as productivity, growth and competitiveness. The organizations are also inclined to the development of the skills of the employees by engaging in training and development (Meyers, Van Woerkom Dries, 2013). They are also emphasizing on the rewards and compensation of the employees as they believe that a lucrative compensation package is essential for the retention of the employees. The graduates comprise of 25% of the total job seekers and this propels the need for generation of sufficient job opportunities. In Singapore, the career guidance has become one of the most important tasks of tertiary schools (Lim, 2014). The Education and the Career Guidance facilitated by the Ministry of Education helps the students to take decisions which is based on the abilities, passion and interests (Seidman, 2013). They are being made aware of the current as well as future employment opportunities in and around Singapore. The students are fostered to enhance their knowledge across several industries and thus fulfill their aspirations. The primary purpose is to reduce the gap between the employers demands and the readiness of the graduates to enter the workforce. This would foster the management of the expectations from the point of view of both employer and the employee. This would ensure productive partnership between these two entities. There have been some issues with the expectation of the students who are going to venture into the professional world. They often have high expectation from their jobs and their expectations are often irrational (Johnson, Kraft Papay, 2012). They have inaccurate expectations from their first job and they often live in the world of fantasies. The employers are however, not satisfied, by such sky high expectations of the students. The students need to be counseled due to these reasons and they must be explained that step by step approach for attaining success. Selection of job industry I am fascinated by the role of administration in an organization. He is the person responsible for smooth integration of the work. I am interested to work in the electrical engineering industry in an administrative profile. I am inclined to this industry as I feel there are enough growth opportunities for a working professional. Early approaches to leadership The style of leadership is characterized by providing required directions or the implementation of the plans for the purpose of fulfilling organizational objectives (Bhatti et al., 2012). There are early approaches to leadership that determine different characteristics of a leader. There are early theories of leadership such as behavioral theory, early traits theory and trait theories that identify the features of an effective leader (Dinh et al., 2014). The trait theories identify that the leaders share a number of common characteristics between them. The trait theories do help the managers to identify certain qualities such as empathy, integrity, good decision making, likability and others. The behavioral theories focus on the behavior of the individuals or leaders. There is the existence of three types of leaders such as autocratic leaders, democratic leaders and laissezz-faire leaders (De Hoogh, Greer Den Hartog, 2015). The first form of leadership engages in decision making wit hout consultation with their respective teams. The democratic leaders consult the team before formulating a decision (Kane Patapan, 2014). The third form of leaders does not interfere in the decision making ability of the teams. This type of leaders is best suitable when the team is capable and is able to work independently. Part B Intended Career Plan I am an ambitious person who has specific professional goals. I strive to attain the position of administrative head of a multinational organization. I would like to engage with an entry level job in the initial phases of my career. I would like to gain practical knowledge as well as understanding of the intrinsic details of my job. I have chosen the administration job role since I enjoy this subject. I have an inclination towards this subject during my business studies. The aspects of administration like managing the everyday operations, organization as well as maintenance of files, planning of schedules, taking appointments, making travel arrangements and others are preferable as per my skills as well as expertise. I can manage multiple tasks at the same time and I believe that I am able to learn a lot when handling several tasks. I wish to learn the small details of the administration job so that I can reach a senior administration position in the near future. I also strive to gai n knowledge from my professional course and use it in my workplace so that I am entitled for a promotion. The modes of promotion are crucial for climbing the ladders of success. The psychometric tests help me to evaluate my skills and knowledge in professional settings. The abstract reasoning skills show that I tended to work fast but somehow did not achieve a high level of accuracy in the attempted questions. I demonstrated a high speed in the numerical ability tests however had some issues with the accuracy. This implies that I would be able to make cost sheets, expenses sheet and other financial databases in the least possible time. The learning style indicator feedback shows my learning styles which are very important in a professional environment. The test shows that I have activator style of learning. I believe in the practical aspects of my learning and aim to implement them in a professional environment. I utilize my common sense in the organizational decision making. I strive to focus on actions and like to make realistic decision making in my organization. I am good in organizing different facts available to me which is very important job role of an administrator. I am able to pay attention to the practical issues related to my organizatio n and take suggestive actions. I am also innovative in doing my tasks and like to perform my tasks in a creative manner. An administrator executive needs to be an excellent coordinator so that he can deal with a number of different stakeholders. The Type Dynamics Indicator shows that I display characteristics of coordinator in my professional life. According to the report, the coordinators display an organised and dutiful approach towards work. I like to take charge of the situation and control the activities of the team. I display efficient execution of my duties. I apply reason as well as logic in my day to day work activities. I can approach tasks with a careful evaluation approach and I am successful in transforming ideas into the action plans. Career profiling and review After pursuing my university education, I started working as Administrative Executive in the electrical industry. Some of the important responsibilities in my job profile are point of contact between internal as well as external clients, coordination tasks, handling of queries, arranging meetings, taking minutes of meeting, manage office supplies and effective documentation. The Value based indicator of motivation describes my six values which are essential for the job role of an administrator. I am motivated by reward based performances which are the tangible indicators of success. This implies that I am competitive and hardworking. I am concerned with career progression which implies that I am ambitious in my professional life. I also value personal growth to a great extent which states that I would like to search for new learning so that it can contribute to my overall development. I also value integrity and I am truthful and have my own set of principles. I also know the importan ce of change and I am open in my professional endeavors. This means that I am honest in my approach and would like to say the truth in all circumstance. Suitability in desired industry- Electrical industry The electrical industry is concerned with the generation of electricity such as transmission of electric power, power station, electricity retailing and electricity distribution. This is one of the most lucrative industries with a variety of job prospects as well as good compensation packages. I am confident regarding the sustainability of this industry and I am confident that I would get a wide spectrum of exposure in this industry. The rewards and recognition is an important component in the employee motivation. The electrical industry is one of the industries that provide good compensation and benefits package. Suitability in desired role- Administration Executive The results of the psychometric tests demonstrate that I have inherent characteristics of an administrator. I believe that the administration executives are the entry points in professional settings. They are responsible for day to day operations of the workplaces. I possess qualities of a successful administrator such as honesty, integrity, logical thinking, careful evaluation and others. I have demonstrated ability in the office management, maintaining documentation, able to maintain time and hence consider myself as one of the deserving candidates for this job position. Recommendations It is true that I have certain issues with the accuracy of the job tasks. However, I have demonstrated speed in my professional endeavors. This indicates that I have high speed when performing my day to day job responsibilities and I am able to complete the assigned works in the least possible time. I should try to focus on the accuracy as well since it is important in a professional setting. It is not only important to complete the tasks within the given deadlines, however, it is also important to do it in a perfect manner. I should also strive to undertake professional improvements so that I am being able to get promotion in my professional life. Conclusion It is important for the individuals to maintain professional skills and improve them from time to time. I have selected the administration job role and wish to be in the top administrative position. I pursued a professional degree as well as selected a job profile that would help to fulfill my professional objectives. I have understood that in this professional world, it is important to gain experience and a mere professional degree is not sufficient. This is the reason I have started working in the administrative executive position and would like to constantly enhance my skills as well as expertise. I am confident that I would be able to reach the top position in a multinational company within a reasonable amount of time. References Abeysinghe, T. (2015). Lessons of Singapore's Development for Other Developing Economies.The Singapore Economic Review,60(03), 1550029. Bhatti, N., Maitlo, G. M., Shaikh, N., Hashmi, M. A., Shaikh, F. M. (2012). The impact of autocratic and democratic leadership style on job satisfaction.International Business Research,5(2), 192. Boutchkova, M., Doshi, H., Durnev, A., Molchanov, A. (2012). Precarious politics and return volatility.Review of Financial Studies,25(4), 1111-1154. De Hoogh, A. H., Greer, L. L., Den Hartog, D. N. (2015). Diabolical dictators or capable commanders? An investigation of the differential effects of autocratic leadership on team performance.The Leadership Quarterly,26(5), 687-701. Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives.The Leadership Quarterly,25(1), 36-62. Explore Statistics and Publications. (2016).Stats.mom.gov.sg. Retrieved 26 October 2016, from https://stats.mom.gov.sg Herr, K., Anderson, G. L. (2014).The action research dissertation: A guide for students and faculty. Sage publications. Johnson, S. M., Kraft, M. A., Papay, J. P. (2012). How context matters in high-need schools: The effects of teachers working conditions on their professional satisfaction and their students achievement.Teachers College Record,114(10), 1-39. Judd, M., Kinash, S., Crane, L., Knight, C., McLean, M., Mitchell, K., ... Lovell, C. (2015). Case studies to enhance graduate employability: Entrepreneurship. Kane, J., Patapan, H. (Eds.). (2014).Good democratic leadership: on prudence and judgment in modern democracies. OUP Oxford. Lee, S. Y. (2016). Massification without equalisation: the politics of higher education, graduate employment and social mobility in Hong Kong.Journal of Education and Work,29(1), 13-31. Lim, K. C. (2014). How to achieve alignment of the Malaysian Gen Y workforce with the systems and structures of organisations in Malaysia. McKenzie, D., Theoharides, C., Yang, D. (2014). Distortions in the international migrant labor market: evidence from Filipino migration and wage responses to destination country economic shocks.American Economic Journal: Applied Economics,6(2), 49-75. Meyers, M. C., van Woerkom, M., Dries, N. (2013). TalentInnate or acquired? Theoretical considerations and their implications for talent management.Human Resource Management Review,23(4), 305-321. Rego, A., Sousa, F., Marques, C., e Cunha, M. P. (2014). Hope and positive affect mediating the authentic leadership and creativity relationship.Journal of Business Research,67(2), 200-210. Seidman, I. (2013).Interviewing as qualitative research: A guide for researchers in education and the social sciences. Teachers college press. Yeoh, B. S., Lam, T. (2016). Immigration and Its (Dis) Contents The Challenges of Highly Skilled Migration in Globalizing Singapore.American Behavioral Scientist, 0002764216632831.