Ethical Issues In Vietnam Law - 1196 Words

The events currently unfolding in the prescribed scenario create a picture of tension, uncertainty, and high-stakes. Within this construct, however, one must formulate assumptions regarding the fictitious environment before continuing the conversation. First is that the international community recognizes the Chinese-Vietnamese maritime boundary, as described, as legitimate. Accordingly, the second assumption is that the natural gas rig in question exists within the Vietnamese side of the maritime boundary. This assumption is critical, because if the rig is within the Chinese side of the boundary, then China would maintain sovereignty over those people and things within that internationally recognized space. Therefore, acting, if the rig†¦show more content†¦These actions would begin with non-lethal measures such as announcing my intentions over the radio and maneuvering into the contested area, to ultimately employing deadly force. Fundamental to this decision is the require ment, according to virtue, to either, promote welfare or reduce suffering,† as a means to, â€Å"guide our actions when ethical conflicts or dilemmas arise.† Virtue theory, therefore, provides a, â€Å"universal standard of good and evil,† within which this scenario occurs. To that end, the PLA Navy’s actions, typified by an unlawful incursion into Vietnamese water and aggression against civilians, are unjust. For the commander of an LCS to be capable of intervention and choose not to act in support of the promotion of welfare or to prevent suffering would not only violate virtue theory, but also proliferate the PLA Navy’s injustice. Dissimilarly, one may present a counterargument in using consequentialism as a point of departure. Within this same scenario, accordingly, consequentialism would argue that the, â€Å"right action should be determined by reference to its consequences and, in particular, to the promotion of human happiness.† To that end, the LCS’s captain may recognize the significant ramifications of a violent interaction between the U.S. and PLA Navies as a potential outcome of the LCS’s intervention. Moreover, a violent clash between the two navies could generate cascading effects, which, if not checked through diplomatic means, couldShow MoreRelatedCorruption in Vietnam1568 Words   |  7 PagesMatthew Barnett Corruption in Vietnam International Marketing December 31, 2015 1. List all the different types of bribes, payments, or favors represented in this case under (a) FCPA, (b) Criminal Law of PRC, and (c) Law against Unfair Competition of the PRC. Why is each either legal or illegal? In this case we learn of different types of payments and bribes they use to go around the law. 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The Literary Genius Of William Shakespeare s Romeo And...

William Shakespeare is an intriguing and well-known playwright and is considered to be the face of literature. Through the brainstorming of his greatest plays Romeo and Juliette, Othello, King Lear, and Macbeth, just to name a few, Shakespeare’s most famous play seemingly enough is Hamlet. This play is mostly evoked for its intrinsic worth however, it has its imperfections. Shakespeare will forever live on as the literary genius of the century because of the internal tragedies he endured that gave him the opportunity to express his conflicted emotions through plays that would leave a lasting impression on people across the globe. William Shakespeare was born to Mary Arden and John Shakespeare. There are no records of his actual birthday, but based on the day he was baptized, which was April 26, 1564, they assume from this information that his birthday was near April 23, 1564. Apparently he died on his birthday in 1616, however most people believe that to be a myth (Bio). Shakespeare’s education is also a mystery, however â€Å"scholars have surmised that he most likely attended the King s New School, in Stratford, which taught reading, writing and the classics† (Bio). Not many people know the facts of his education, which steadily increases the debate about if his works were ripped off of a number of other playwrights. Oddly enough, William Shakespeare’s personal life, outside of sonnets and plays, remains a mystery. There were two periods of time in Shakespeare’s life called,

Steps of the New Induction Program Free Essays

string(173) " Plantation Act of 1863 makes provisions that if the workers failed to complete their period of contract, they should be imprisoned for a period not exceeding three months\." SWelcomes the new comer to the organization. 2. Explain the overall objectives of the company and the department. We will write a custom essay sample on Steps of the New Induction Program or any similar topic only for you Order Now 3. Explain the employees’ role in achieving the objectives. 4. Show the location or place of work. 5. Handover the rules and job descriptions. 6. Give detail the training opportunities and promotional advancement. 7. Discuss the working conditions. 8. Furnish all details regarding salary and benefits. 9. Guide the employees through a tour of entire of the organization. 10.The induction program usually done either by formal induction program and or by informal induction program. Some large organizations follow the formal induction program, which carefully planned induction-orientation training program helps a new employee to quickly adjust to the new surroundings, assimilate the new culture, and Reduce Insecurity, Reduced Anxiety, Reduced Cultural Shock, and Reduced Exploitation. In some medium and small organizations informal induction program is carried out either by Supervisor system and or Buddy or Sponsor system.Elements of good Induction Programme A good induction programme has three main elements which is described below: 1. Introductory Information: Introductory information regarding the history of the company and company’s products, its organizational structure, policies, rules and regulations etc. should be given informally or in group session in the personnel department. It will help the candidates to understand the company and the organizational policies and standards well. 2.On the Job Information: Further information should be given to the new employee by the department supervisor in the department concerned where he is placed on the job about departmental facilities and requirements such as nature of the job, the extent of his liability and the employee activities such as recreational facilities, safety measures, job routine etc. 3. Follow up Interviews: A follow up interview should be arranged several weeks after the employee has been on the job by the supervisor or a representative of the personnel department to answer the problems that are a new employee may have on the job. . 7 EMPLOYEE SEPARATION Employees separate from the campus in a variety of ways. Some separations are voluntary and initiated by the employee, such as resignation or retirement. Others are involuntary and initiated by management, such as lay off or medical separation. The death of an employee or dismissal for cause creates unique challenges. Each type of separation requires specific, different actions by you, though some processes are common to all. Your common sense and good judgment will serve you well in response to the special circumstances that arise with each employee’s separation.Whatever the circumstances, every employee leaving the campus, whether voluntarily or involuntarily, should feel they were treated with respect. Keep this goal in mind as you review the guidelines for different types of separations in this chapter. ? Death of an Employee ? Dismissal ? Exit Interviews ? Job Abandonment ? Lay off ? Medical Separation ? Resignation ? Retirement Training benefits There are numerous reasons for supervisors to conduct training among employees. These reasons include: ? Increased job satisfaction and morale among employees. Increased employee motivation. ? Increased efficiencies in processes, resulting in financial gain. ? Increased capacity to adopt new technologies and methods. ? Increased innovation in strategies and products. ? Reduced employee turnover. ? Enhanced company image, e. g. , conducting ethics training (not a good reason for ethics raining! ). Reasons for emphasizing the growth and development of personnel include: ? Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the company’s ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. ? Building a more efficient, effective and highly motivated team, which enhances the company’s competitive position and improves employee morale. ? Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: ? Increased productivity. ? Reduced employee turnover. ? Increased efficiency resulting in financial gains. Decreased need for supervision.EVOLUTION OF MANAGEMENT OF HUMAN RESOURCES: AN INDIAN 1. 7 PERSPECTIVE Kautilya’s Period: Kautilya provides a systematic treatment of management of human resources as early as in the 4th Century B. C. in his treatise titled ‘Arthashastra’. ? There prevailed logical procedures and principles in respect of labour organizations such as ‘Shreni’ or Guild system and the cooperative sector. ? The wages were paid strictly in terms of quantity and quality of work turned out, and punishments were imposed for unnecessary delaying the work or spoiling it. Kautilya provides an excellent discussion on staffing and personnel management embracing job descriptions, qualifications for job, selection procedure, and executive development, incentive systems (Carrot and Stick approach). Varnasharm: There are several indications regarding the operations of principles of the divisions of labour. The concept of Varnashram or caste system was originally based on these principles: ? The individuals, who used to earn their livelihood by engaging themselves in activities such as teaching, sacrifice or state management, were designed as Brahmins. Individuals engaged in the areas of trade, business and agriculture were called ‘Vaishyas’ and those devoting themselves to manual work were known as ‘Shudras’. Later on, these professions emerged to be heredity which facilitated the transfer of skills and training from one generation to another. The Medieval: (As regard to Indian Economy in Medieval India): Although there were a lul l because of numerous foreign aggressions for around 700 years, during the Mughal Rule, the Indian trade and commerce were reviewed.Several ‘Karkhanas’ were established at Agra, Delhi, Lahore, Ahmedabad and various other places. ? A majority of the artisans and the craftsmen had extremely poor conditions of existences and lived on starvation level. ? The productivity of workers was very low, low wages, climatic conditions and poor physique were the major factors responsible for it. British Period: There prevailed laissez-faire policy towards business. ? As it is evidenced in the report of the Indigo Commission, the working conditions were appalling, living conditions were subhuman, and several abuses prevailed in Indigo plantations.Again, as regards tea plantation, several cases of inhuman cruelties caused to the workers are encountered. ? Even the Plantation Act of 1863 makes provisions that if the workers failed to complete their period of contract, they should be imprisoned for a period not exceeding three months. You read "Steps of the New Induction Program" in category "Papers" ? The labourers who attempted to run away were subjected to imprisonment whipping and allied extreme punishments. ? Accordingly, the workers were entirely helpless in the face of organized and powerful European Planters. The above conditions prevailed till the enactment of the Factory Act of 1881.According to the Act; the workers employed in the factories were allowed a weekly off day, and provisions were also made for inspection as well as limiting the hours of work for women workers to 11 per day. The Act further provided that the minimum age of children for employment should be seven years and that the maximum working hours for them should not exceed seven hours a day and that too in the day shift. In 1890, the first labour organization designated as ‘Bombay Mill Hands Association’ was established.Subsequently, in 1905, the Printers Union at Calcutta and in 1907, the Postal Union at Bombay were established. The Madras Labour Union was organized thereafter in 1918. In 1920, the indentured labour system involving migration of Indian labour to other countries on contract basis, was abolished as a result of a strong national movement. In the same year, the Central Labour Board was established to federate the different unions in the Bombay city and the All India Trade Union Congress was organized.In 1923, for the first time in the organized sector, Tata Steel appointed K. A. Naoroji as a labour or welfare officer to look after labour issues in the various departments of the steel work. The formal implementation of the Indian Trade Union Act, 1926 forms a landmark in the history of industrial relations in this country. The Royal Commission on Labour (1929–1931) recommended the appointment of labour officers or liaison officers to deal with recruitment as measures to prevent corrupt practices in Indian industry. They were considered a recruitment officers directly reporting to general manager. As the commission observed, ‘No employee should be engaged except by the labour officer personally in consultation with the departmental head, and none should be dismissed without his consent except by the manager after hearing what the labour officer had to say’ accordingly, the Bombay Mill Owners Association and the Indian Jute Mills Association appointed labour officers in 1935 and 1938, respectively.During World War II, the need for mobilizing labour support was felt and thus, several welfare officers were appointed to deal with working conditions, canteen, ration shops, recreations, medical facilities, worker’s housing and allied fringe benefits. Post-Independence Period: With the emergence of compulsory adjudication under the Industrial Disputes Act, 1947, the welfare officers were made responsible for handling the disputes and adjudication pertaining to the conditions of serv ices including wages, leaves, retirement benefits and bonus.Thus, they became industrial relations officers and started performing industrial relations functions such as collective bargaining, conciliation, and adjudication. Employment Exchange (Compulsory notification of vacancies) Act, 1959 and the Apprentices Act, 1961 were passed to regulate recruitment and training of workers, respectively. In the view of growing labour legislation commencing with the right to hire and ending with right to fire, the employees tended to employ welfare or labour officers with a legal background. 21st session of standing Labour conference held in Dec. 963 recommended that the functions of welfare officer and personnel officers should be precisely demarcated and that the former should not be responsible for dealing with disciplinary cases against workers or appears in court on behalf of the management against the workers in labour dispute cases. Personnel Management during 1970s: In the early seventies, as Punekar observes, the personnel field covered under three major areas of professional disciplines: (1) Labour welfare, (2) Industrial relations, and (3) Personnel administration.These three areas revealed the chronological order of the development of the personnel field. Immediately after industrialization, labour welfare, mainly social reformist in nature, came into the picture. The inevitable emergence of trade unions resistance organizations to employers opened the field of industrial (or Union-Management) relations. Lastly, with the development of scientific management of industry, personnel administration took root. The three areas of labour welfare, industrial relations and personnel administration were being looked after the three professional functionaries: (1) Welfare officer, (2) Labour officer, and (3) Personnel officer. However, in the early 80s, the area of labour officer largely merged with personnel administration and refers to as personnel management. Personnel Management during 1980s: In 1980s HRM was regarded as a specialized rofession such as that of other professional functions. In addition to industrial relations functions (although sometimes the industrial relations formed a separate branch), the personnel branch was responsible for varied functions i. e. , employment, safety training, wages and salary administration and research and development. Indeed, the activities involved in the personnel department were akin to those performed in this department in other western countries. Specially, where the personnel, industrial relations and welfare functions were combined in one department, three categories of activities relating to these functions were obtained. The personnel department involves in technical and allied services. Thus, industrial relation activities including contract negotiations, grievance handling, preparation and presentation of arbitration cases and research in labour problems; for educational activities including employee training, supervisory training, organizational planning and management development, communication programs etc. for wage and salary administration, including preparation of job descriptions, job evaluations, incentive and profits sharing systems and executive compensation; for employment activities, such as recruiting, psychological testing, medical examination, interviewing, and employee record keeping; and technical services: health and welfare measures. The personnel manager’s role is to advice. Usually, advise th e line and top management in respect of legal matters regarding the termination of services and transfer, human relations problems confronting the line managers and technical procedures in areas, such as wages and salary administration.In some instances, the personnel manager was required to advise management regarding the improvement of human climate in the organization. Human Resource Management during 1990s: During 1990s a new human resources management has emerged, especially as a result of the globalization and liberalization. The economy and the policy of India is fast changing in the wake of liberalization policies mooted in year 1990. Consequently the form and content of capitalist relations between the various factors of production are undergoing a change.What has emerged a new era of HR Management? As a result of liberalization and globalization the human resources management and industrial relations have acquired strategic importance. The success of the new policies mostly depends on to a large extent, on the introduction of new industrial relations and human resources policies at the national and the organizational levels. The pressure of change is already visible in the economy and witnessed in the industrial relations and HRM areas.The world economic order is also changing rapidly. Evolutionary changes are taking place at revolutionary pace, largely influenced by the external forces, arising out of a desire to increase competitiveness and efficiency. Centrally planned economics are opening up to have their tryst with counterpart of free market economy. Structural adjustments and reforms are holding sway establishing primary of economic imperatives over dogmatic political compulsions.Organization today working in a commercially competitive global economic environment are struggling for their own survival and growth. The liberalizations and bold economic reforms by Government have thrown out many challenges and opportunities to the Indian industry. With explosion of the Information and communication technology, increased global competition, fast changing market conditions, the deregulations etc. organizations have to redesign their strategies and outlook to HRM. How to cite Steps of the New Induction Program, Papers

Attitude Towards Crime Justice Management †Myassignmenthelp.Com

Question: Discuss About The Attitude Towards Crime Justice Management? Answer: Introduction The literature review is on the legal systems that do not function properly without proper support from university students (Bateman, 2015). The criminal justice structure is important in the perceptions of them, as there is certain interdependency between the students as well as the criminal justice structure. It is based on the participation of the university students that includes willingness of the public in reporting crimes and participation of customers in the court process as well (Belknap, 2014). Braga, Papachristos Hureau (2014), notes when there is dissatisfaction accounting the public regarding the performance of justice system and it can cause less willingness among customers to comply with various laws. The aim and purpose is to analyze importance of attitude of publics towards punishment and crime. The research is essential as to analyze changes in attitude of public in societal level. Proper review is required as to provide dynamics to the attitude of the public towards the crime and justice as to analyze the future intervention programs. The structure will be based on the different arguments that are been conducted in order to understand the different views of the public towards punishment and crime. The intervention strategies has to be implemented in such a manner wherein proper guidance can be provided to the criminals and punishments and justice are given accordingly as well. Attitude towards crime and justice: Are University students Punitive Tonry (2015) reviewed the findings that the system related to criminal justice has to be taken into account as the university students may not be punitive in nature towards the criminals. For instance- Yates (2016) examined that there was less support for the sentences that are prison based than it was expected in nature. Furthermore, the results from the British Crime Survey suggested that university students do not support construction of more prisons rather they support alternatives to imprisonment such as sentences that are community based (Belknap, 2014). However, on the other hand Braga, Papachristos Hureau (2015) do not report same findings about the construction of imprisonments. The other important question is the difference in the opinions of university students on the kinds of criminal offences. There can be huge possibility that students agree with punitive violent rather than the non-violent offences (Tonry, 2015). As a result, a survey was conducted as to understand the aspect of the individuals on criminal justice system. Socio-Demographic Attitudes and Factors to Crime and Punishment There are different studies that have been examined that included the socio-demographic class towards the punishment (Muncie, 2014). The findings also replicated that the university students were punitive oriented than the older respondents. Monahan, Steinberg Piquero (2015) also examined about the differences in the opinions of male and female university students. However, Tankebe (2015) found there were no gender differences that support the interventions based on community as well as other opportunities related to employment. From the findings, it cannot be understood about the gender roles towards punishment attitudes as there are differences in the gender by some studies, on the other hand there is no gender discrimination as well. Ideology and Attitudes to Punishment and crime The ideological belief of the university students has pervasive impact on the social stimuli. Muncie (2014) conducted an important study wherein proper examination of the beliefs helped in understanding the influenced attitude towards justice and crime. The results that were generated helped in understanding the beliefs of the students towards the beliefs as well as predicted crimes and punishment. According to Reisig Bain (2016), victimization has no such effect on the attitudes that are punitive in nature. Media and attitude of university students towards crime and justice With different members, especially the university students have easy access to the television and newspaper. There has been ample evidence that the conviction of the public is that the justice system is not tough enough that cannot help in development of strategies to replicate such findings. Changing Attitudes towards crime and justice According to Monahan, Steinberg Piquero (2015), the relationship between the university students along with the media is complex in nature. In terms of the readership of newspaper, fear from crime results from the sensational stories that are presented in the local newspaper rather than in national newspaper (Miech et al., 2015). In summary, it can be concluded that the findings are correlational in nature. The different factors are responsible in designing the attitude of the punishments. The critical question arises wherein the attitudes that are changing are considerable in nature. The changing attitudes are essential in nature, as this will help in creating evidences that are influencing the behavior of the individuals. Mandracchia, Shaw Morgan (2013), criticism stimulated deal of research on the link related to the attitude and behavior of the university students. The researchers argued that in measuring the global attitudes, it resulted in the weakening of relationship between behavior and attitude. Therefore, specific measures need to be adopted rather than the global measures and it has to be employed as well. In marketing present paper, there has been an argument that has been raised wherein discrepancies are articulated as to analyze the findings related to the social science and opinion polls. As noted, there are different kinds of students in the university holds different views on the designing of change in attitude towards the system of criminal justice (Goldson Muncie, 2015). Therefore, the research work on the change in the attitude towards the crime and justice is critical in nature, as it would help in providing measurement of baseline upon which the intervention strategies are based. Proper strategies has to be implemented by the judicial in order to reduce the level of crime and there can be justice provided to the individuals who are getting punitive punishments. In order to design the intervention strategies, proper nature of attitudes along with the function has to be determined properly (Crawford Evans, 2016). The examples of functions of attitude provided by Eck Weisburd (2015) are relevant to the paper. Firstly, the attitudes will serve as an instrumental function and such kind of attitudes help in assisting the individuals in navigating the social environment with the help of maximizing the rewards as well as avoiding negative consequences. A proper example of instrumental attitude towards crime and justice is the university students who hold punitive attitudes are due to fear of the crime. These kinds of individuals are motivated to avoid negative consequences in the environment. Therefore, in order to design interventions related to attitude change, proper functions related to the attitude has to be considered by the university students. For instance- A change in attitude helps in focusing on the alleviating the fear of crime and that may not create desired impact on the university students who hold kind of attitudes for the reasons that are value expressive. The university students need to adopt proper idea towards the crime and justice, as this will help in providing justice towards the change in attitude along with the functions of the research that cannot be over emphasized as well. Conclusion Therefore, it can be inferred that the present paper helped in reviewing the attitude of the university students towards crime and justice. With the help of concerning question on the attitude of the students that are favorable in nature to the disposal punitive in nature of the offenders, there were majority of researchers who felt this is not the case all the time. However, the researcher identified some important demographic differences in the attitude of the students towards crime and justice. It is essential to be noted that influence on the demographics have huge influence on the crime and justice that is not direct in nature. For instance- The university students supports the punitive criminal justice as compared to the elderly individuals. The research also reviewed interesting strategies on the intervention strategies wherein the university students adopted punitive strategies towards the offenders. Accordingly, proper understanding on the dynamics that are psychological in nature towards crime and justice is necessary before the strategies of intervention are designed. References Bateman, T. (2015). Trends in detected youth crime and contemporary state responses. economics. Belknap, J. (2014).The invisible woman: Gender, crime, and justice. Nelson Education. Braga, A. A., Papachristos, A. V., Hureau, D. M. (2014). The effects of hot spots policing on crime: An updated systematic review and meta-analysis.Justice Quarterly,31(4), 633-663. Crawford, T. A. M., Evans, K. (2016). Crime prevention and community safety. Eck, J. E., Weisburd, D. L. (2015). Crime places in crime theory. Goldson, B., Muncie, J. (Eds.). (2015).Youth crime and justice. Sage. Mandracchia, J. T., Shaw, L. B., Morgan, R. D. (2013). Whats with the attitude? Changing auditing about criminal justice issues.Criminal Justice and Behavior,40(1), 95-113. Miech, R. A., Johnston, L., OMalley, P. M., Bachman, J. G., Schulenberg, J., Patrick, M. E. (2015). Trends in use of marijuana and attitudes toward marijuana among youth before and after decriminalization: The case of California 20072013.International Journal of Drug Policy,26(4), 336-344. Monahan, K., Steinberg, L., Piquero, A. R. (2015). Juvenile justice policy and practice: A developmental perspective.Crime and justice,44(1), 577-619. Muncie, J. (2014).Youth and crime. Sage. Reisig, M. D., Bain, S. N. (2016). University legitimacy and student compliance with academic dishonesty codes: A partial test of the process-based model of self-regulation.Criminal Justice and Behavior,43(1), 83-101. Tankebe, J. (2013). Viewing things differently: The dimensions of public perceptions of police legitimacy. psychology,51(1), 103-135. Tonry, M. (Ed.). (2015).Crime and Justice, Volume 44: A Review of Research(Vol. 44). University of Chicago Press. Yates, J. (2016). Making a Raiseand Dusting the Feds: Contextualising Constructions of Risk and Youth Crime. InCommunicating Risk(pp. 103-118). Palgrave Macmillan UK.