Strategic Human Resource Management In Hyundai

Strategic Human Resource Management In Hyundai Strategic human resource management is the process of linkingthe human resource function with the strategic objectives of the organization in order to improve performance. If a global company is to function successfully, strategies at different levels need to inter-relate.   An organizations [human resource management] policies and practices must  ¬Ã‚ t with its strategy  in its competitive environment and with the immediate business conditions that it faces.   The [human resources-business strategy] alignment cannot necessarily be  characterized in the logical and sequential way suggested by some writers; rather, the design of an HR system complex and iterative process 1.2.The Purpose of strategic Human Resource Management activities in Hyundai Over the past decade, HR researchers and practitioners have focused their  attentionon other important questions. First, what determines whether an organization adoptsa strategic approach to HRM, and how is HR strategy formulated? Of interest is whichorganizations are most likely to adopt a strategic approach to HRM. Is there, forexample, a positive association with a given set  of external and internal characteristicsor contingencies and the adoption of SHRM? Another area of interest concerns thepolicies and practices making up different HR strategies. Is it possible to identify acluster or bundle of HR  practices with different strategic competitive models? Finally,much research productivity in recent years has been devoted to examining the rela-tionship between different clusters of HR practices and organizational performance.Does HR strategy really matter? For organizational practitioners who are looking forways to gain a competitive advantage, the implication of HR strateg ic choices forcompany performance is certainly the key factor. 1.3.contributions of strategic Human Resource Management to the achievement of Hyundai Motors Objectives Management PolicyIn 2000, Hyundai Motor and Kia Motors merged to form the Hyundai Automotive Group and implemented a Ã’horizontal management system in September 25 of that year. The horizontal managementsystem gives departmental teams extensive power to carry out corporate policies and implement their own action plans based on those policies. The horizontal management system is guided by three principles: 1) Trust-Based Management 2) Site-Intensive Management 3) Transparent Management. These principles, together with the environmental policy mentioned later in this report, give direction to the management strategies that drive our business. In 2003, we established four objectives to be met in the mid- to long-term strategies: 1) enhance product value, 2) establish a global production system, 3) increase brand power, 4) improve environmental management systems. 2.1.the business factors that underpin human resource planning: According to company officials, Hyundais six assembly plants with a yearly production capacity of 1.65 million vehicles, were operating at only 40 percent of their capacity. In May, 1998, Hyundai reacted to this grim situation by announcing plans to lay off 27 percent of its 46,000 workforce in South Korea and to cut pay bonuses and benefits in a bid to save 230 billion won. Unfortunately for the management of the company, Hyundai had one of the most powerful and militant unions. The decision of the company to lay off workers sparked off agitations not only in Hyundai but in other companies too. The unions were particularly offended at the governments approval of Hyundais decision. In a demonstration in Ulsan, where Hyundai has its biggest automobile plant, 32,000 employees participated in rallies. All across South Korea almost 1,20,000 employees from about 125 companies participated in demonstrations against Hyundai and the governments decision. The government had to deploy nearly 20,000 riot police to control the demonstrators 2.2. assessment of human resorce requirements Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles.   In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.3. Human Resorce Plan in Hyundai Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles. In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.4.Human Resource Plan contribute to meet Hyundai objectives:: Company strategies and Government policies each arise from the decision-makers views of their own bargaining strengths and those of other relevant actors, as well as their assessments of opportunity costs and their willingness to forego any dealings with the other party. Among the many actors that are relevant to policymaking, TNCs constitute a particularly significant group, since they affect employment, generate and distribute income, alter the balance of payments, assist in regional development, create technology and impinge on other policy areas.Governments are crucial in affecting company strategies, since they set the rules of the game. These conditions lead to the bargaining relationship between TNCs and Governments. That relationship can be viewed as a jointmaximizing (or mini-max) problem as in the theory of games with each side seeking to pursue its goals constrained by its resources, its dependence on the other party and its relationships with other actors. 3.1. The Purpose of Human Resource Management Policies In Ashok Leyland. Human resource management policies are vital for organizations that are serious about resolving personnel issues and finding hr solutions. HRM policies are intended to help maximize the effectiveness of your Human Resources function.   à ¢Ã¢â€š ¬Ã‚ ¢ HR should ensure that HRM policy you have consistent, well-written legal policies and procedures. à ¢Ã¢â€š ¬Ã‚ ¢ HRM policy should provide hr advices for the organizations needing help with specific HR-related issues à ¢Ã¢â€š ¬Ã‚ ¢ Individuals and organizations who are serious about human resources should understand the bottom-line importance of job evaluation, job descriptions and effective policies.   Types of HRM Policies: à ¢Ã¢â€š ¬Ã‚ ¢ Attendance Policy Attendance Policy à ¢Ã¢â€š ¬Ã‚ ¢ Recruitment Policy Recruitment Policy   à ¢Ã¢â€š ¬Ã‚ ¢ Leave of Absence Policy Leave of Absence Policy à ¢Ã¢â€š ¬Ã‚ ¢ Performance Planning and Evaluation Performance à ¢Ã¢â€š ¬Ã‚ ¢ Probationary Period à ¢Ã¢â€š ¬Ã‚ ¢ Compensation à ¢Ã¢â€š ¬Ã‚ ¢ Compensatory Leave à ¢Ã¢â€š ¬Ã‚ ¢ Overtime Leave à ¢Ã¢â€š ¬Ã‚ ¢ Annual Leave à ¢Ã¢â€š ¬Ã‚ ¢ Educational Leave, 3.2. The Impact of regulatory requirements on human resource policies in Ashok Leyland: The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and federal mandates.   The cost of ensuring compliance continues to climb with each new regulation however, in many cases, small and medium sized businesses simply cannot keep up. AlphaStaff provides Human Resources Regulatory Compliance services that control costs, systematically address key compliance issues, and provides legal liability protection. AlphaStaffs unique approach develops  a Human Resources regulatory  compliance foundation and tailors  it to meet your business needs. Conclussion: HR Audit   Unsure if you are in regulatory compliance? We will review your hiring practices, record keeping, policies and past practices and make recommendations. HR Posters, Forms   Handbooks   We will supply regulatory compliance posters, provide forms (hard copies and online) and develop customized employee handbooks that  ensure  your compliance. Hiring Assistance   We will assist with job descriptions,  interview training,  handle background and drug screening and post your jobs. Administration   Tired of records retention? Let us do it all personnel files, verifications of employment, unemployment responses, FMLA and your EEOC reports and charge answers. HR Consulting Services   Call us with your employee issues and we will provide creative solutions that best fit your needs but maintain your compliant Human Resources foundation. Training   We can provide online or classroom training on Human Resources business issues ranging from Diversity to Management Training to Dealing with the Difficult Customer. EPLI   You will be protected from discrimination, wrongful termination and harassment suits through our premier Employment Practices Liability Insurance coverage. EAP   Employee Assistance Programs that provide counseling and guidance to your employees available 24/7 through an 800 hotline. REVIEWING HUMAN RESOURCE MANAGEMENT: 4.1.Analyse the impact of organizational structure on the management of human resources: Organizational design and structure.  As we mentioned earlier, modifying the organizations basic structure may be a way of changing the existing norms, and hence the culture. For example, a culture of mistrust between the leaders and the members of an organization may be exacerbated by a line structure that discourages vertical communication. Organizational systems and procedures.  The simplest definition of culture is thats the way we do things around here. Routines or procedures can become so embedded that they become part of the culture, and changing the culture necessitates changing those routines. We can all think of organizations where a weekly or monthly meeting takes on a life of its own, becomes more formalized, lengthy, and elaborate, and becomes the only way information moves within the organization. Changing the culture to improve communication may only be possible by changing the meeting procedures or eliminating the meetings altogether. Design of physical space, facades, and buildings.  The impact of the design of buildings on culture can easily be illustrated by considering the executive perks in an organization. Which organization do you think will have a more open and participative culture, one where top executives have reserved parking spaces, top floor offices, a special elevator and an executive dining room, or one where the executive offices are not separated from the rest of the company and executives park and eat in the same place as their employees? Stories about important events and people.  This is a way that culture is perpetuated in an organization, in that it helps define and solidify the organizations identity. By what events and stories they emphasize, leaders influence that identity. Formal statements of organizational philosophy, creeds, and charts.  This is the way leaders most often try and influence their organizations, and encompasses the vision or mission statement and statements of the organizations (or the leaders) values and philosophy. By themselves, however, formal statements will have little effect on the organizations culture. They must be linked to actions to affect culture. 4.2. Analyse the impact of organizational Culture on the management of human resources: Why is culture so important to an organization? Edgar Schein, an MIT Professor of Management and author of  Organizational Culture and Leadership: A Dynamic View,  suggests that an organizations culture develops to help it cope with its environment. Today, organizational leaders are confronted with many complex issues during their attempts to generate organizational achievement in VUCA environments. A leaders success will depend, to a great extent, upon understanding organizational culture. Schein contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organizations culture. A CEO, SES, political appointee, or flag officer who comes into an organization prepared to shake the place up and institute sweeping changes, often experiences resistance to changes and failure. Difficulties with organizational transformations arise from failures to analyze an organizations existing culture. WHAT IS ORGANIZATIONAL CULTURE? There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behavior, management science, and organizational communication. Some of the definitions are listed below: A set of common understandings around which action is organized, . . . finding expression in language whose nuances are peculiar to the group (Becker and Geer 1960). A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980). A system of knowledge, of standards for perceiving, believing, evaluating and acting . . . that serve to relate human communities to their environmental settings (Allaire and Firsirotu 1984). The deeper level of basic assumptions and beliefs that are: learned responses to the groups problems of survival in its external environment and its problems of internal integration; are shared by members of an organization; that operate unconsciously; and that define in a basic taken -for-granted fashion in an organizations view of itself and its environment (Schein 1988). Any social system arising from a network of shared ideologies consisting of two components: substance-the networks of meaning associated with ideologies, norms, and values; and forms-the practices whereby the meanings are expressed, affirmed, and communicated to members (Trice and Beyer 1984). . 4.3.the effectiveness of human resources management is monitored in organisation: Cultural forms function as the linking mechanism by which networks of understanding develop among employees. (Trice, 1988) The cultural forms shown in the table on pages 293-94 act as a medium for communicating ideologies, values, and norms. Cultural forms enable leaders to transmit messages about desirable culture to influence thinking and ways of behaving. Cultural forms also address the emotional aspects of organizations that are commonly referred to as cohesion or camaraderie. Organizational scholars Janice Beyer and Harrison Trice elaborate on this point: Cultural forms not only aid sensemaking through the meanings they convey; they also aid the sensemaking process through the emotional reassurances they provide that help people persist in their coping efforts. Forms provide a concrete anchoring point, even if the meaning they carry are vague and only imperfectly transmitted.Also many cultural forms involve the expression of emotion and, by this venting of emotions, help people to cope with stress. Federal agencies are replete with cultural forms that serve these purposes. However the challenges facing strategic leaders of these agencies involve creating and orchestrating cultural forms that can foster change and have longevity beyond their tenure.Cultural forms that have longevity by their nature such as rites and ceremonies reaffirm the organizations core ideologies, values and norms. 4.4. Recommendation to improve the effectiveness of human resources management in an organisation Strategic leadership needs to be transformational if it is to serve the organization. Transformational leaders must operate from a foundation of high morality and ethical practices and Culture is deep seated and difficult to change, but leaders can influence or manage an organizations culture. It isnt easy, and it cannot be done rapidly, but leaders can have an effect on culture. Schein outlines some specific steps leaders can employ: What leaders pay attention to, measure and control.  Something as simple as what is emphasized or measured, over time, can have an effect on an organizations culture. One example of this is an emphasis on form over substance. If leaders pay more attention to form, an organizational culture can develop where people start to believe that the substance of a recommendation is less important than the way it is presented. One can recall when more attention was paid to the format of viewgraphs used in a briefing than what was said; what we characterize as eyewash. Where do you think people will focus their effort once it becomes accepted that a slick presentation is what the leaders are looking for? How could you go about changing that aspect of the organizations culture? Consider cultural assumptions and beliefs underlying a zero defects organizational mentality. You must always be perfect; mistakes arent allowed. If this assumption reflects a dysfunctional aspect of an organizations culture, how would you go about changing that perception? Leader reactions to critical incidents and organizational crises.  The way leaders react to crises says a lot about the organizations values, norms and culture. Crises, by their nature, bring out the organizations underlying core values. Often, this is where rhetoric becomes apparent. Reactions to crises are normally highly visible, because everyones attention is focused on the incident or situation. Disconnects between actions and words will usually be apparent, and actions always speak louder than words. Additionally, a crisis not only brings a great deal of attention, it also generates a great deal of emotional involvement on the part of those associated with the organization, particularly if the crisis threatens the organizations survival. This increases the potential for either reinforcing the existing culture, or leading to a change in the culture. Such a crisis can provide an opportunity for a leader to influence the organizations culture in either a positive or a negative w ay. Deliberate role modeling, teaching, and coaching.  Nothing can take the place of leaders walking their talk. The personal example of a strategic leader can send a powerful message to the members of an organization, particularly if it is ethical and consistent. Reinforcing that example with teaching and coaching will help others to internalize the desired values. Criteria for allocation of rewards and status.  The consequences of behavior-what behavior is rewarded and what is punished-can significantly influence culture. If the organization reacts to new ideas by ridiculing the ideas and those who propose them, it wont take long before people believe that new ideas are not welcomed or desired. One belief of perceived organizational culture is reflected in the statement: Dont raise questions or suggest improvements, because nothing will come of it and you will just get in trouble. If you were in an organizations strategic leader, what steps could you take to alter the reward system to change this aspect of the culture? Criteria for recruitment, selection, promotion, retirement and excommunication.  One of the powerful ways of changing an organizations culture is through the type of people brought into, retained, and advanced in the organization. You should be able to establish a desired culture base in an organization by bringing in and advancing individuals with the values you want, and eliminating those with undesired value bases. 1. Dont oversimplify culture or confuse it with climate, values, or corporate philosophy. Culture  underlies  and largely  determines  these other variables. Trying to change values or climate without getting at the underlying culture will be a futile effort. 2. Dont label culture as solely a human resources (read touchy-feely) aspect of an organization, affecting only its human side. The impact of culture goes far beyond the human side of the organization to affect and influence its basic mission and goals. 3. Dont assume that the leader can manipulate culture as he or she can control many other aspects of the organization. Culture, because it is largely determined and controlled by the members of the organization, not the leaders, is different. Culture may end up controlling the leader rather than being controlled by him or her. 4. Dont assume that there is a correct culture, or that a strong culture is better than a weak one. It should be apparent that different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organizations strategic goals and objectives. 5. Dont assume that all the aspects of an organizations culture are important, or will have a major impact on the functioning of the organization. Some elements of an organizations culture may have little impact on its functioning, and the leader must distinguish which elements are important, and focus on those. CONCLUDING THOUGHT An understanding of culture, and how to transform it, is a crucial skill for leaders trying to achieve strategic outcomes. Strategic leaders have the best perspective, because of their position in the organization, to see the dynamics of the culture, what should remain, and what needs transformation. This is the essence of strategic success. Refernces: Books Book Single Author. Adler, N.J. (1991).  International dimensions of organizational behavior. Boston: PWS-Kent Publishing Company. Book Multiple Authors, Second or Subsequent Editions. Aron, A., Aron, E.N. (1999).  Statistics for psychology. (2nd ed.). New Jersey: Prentice-Hall International, Inc. Chapter in Edited Book. Hartmann, L.C. (1998). The impact of trends in labour-force participation in Australia. In M. Patrickson L. Hartmann (Eds.),  Managing an ageing workforce  (3-25). Warriewood, Australia: Woodslane Pty Limited. Chapter in Edited Book, Several Volumes. Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.),  Advances in experimental social psychology(Vol. 2, 267-299). New York: Academic Press. Chapter in Edited Book Two Authors, Second or Subsequent Edition. Forteza, J.A., Prieto, J.M. (1994). Aging and work behaviour. In H.C. Triandis, D. Dunnette, L.M. Hough (Eds.),Handbook of industrial and organizational psychology. (2nd ed., Vol. 4, 447-483). Palo Alto, CA: Consulting Psychologists Press. Edited Book One or more Authors. Hewstone, M., Brown, R. (Eds.). (1986).  Contact and conflict in intergroup encounters. Oxford: Basil Blackwell Ltd. Journals Journal Article. Kawakami, K., Dovidio, J.F. (2001). The reliability of implicit stereotyping.  Personality and Social Psychology Bulletin, 27(2), 212-225. Journal Article No Volume Number. Schizas, C.L. (1999). Capitalizing on a generation gap.  Management Review, (June), 62-63. Others Newspaper article Author Known. Alch, M.L. (2000, July). Get ready for the net generation.  USA Today, 129, 26-27. Newspaper Item Author Unknown. Thin blue line has no future, (2002, October 27th).  The Sunday Times, Perth, Western Australia, 26. On-line Article (access date is shown in square parentheses). Anderson, G.F., Hussey, P.S. (October, 1999).  Health and population aging: A multinational comparison. [On-line]. International Health Policy. Available http://www.cmwf.org/programs/international/aging_chartbook.asp [2003, March 4th]. Conference Proceedings. Belous, R.S., Appelbaum, E. (1988).  Human resource flexibility and older workers: Management and labour views. Paper presented at the Forty-first Annual Meeting of the Industrial Relations Research Association, New York. Telephone Contact. Cordery, J. (2001, November 14th). Negative items (telephone conversation). Dissertation. Daboval, J.M. (1998).  A comparison between baby boomer and generation X employees bases and foci of commitment.  Dissertation Abstracts International, University Microfilms No. AAT 98-23312. Poster Session Presentation. Finkelstein, L.M., Gonnerman, M.E.J., Johnson, B.A. (April, 1999).  The development of measures of age and generation identity. Paper presented at the poster session presented at the 14th annual meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA. Magazine Article. Shoebridge, N., Ferguson, A. (1997, January 20th). Rise of the baby-boom bosses.  Business Review Weekly, 28-34. Annual Report. Western Australia Police Service. (1999).  Western Australia Police Service Annual Report 1999. Perth, Western Australia. Corporation/Institution as Author. World Bank. (1994).  Averting the old age crisis: Policies to protect the old and promote growth. Washington DC: World Bank and Oxford University Press.

Police Brutality

Over the recent years, police have been one of the organizations to be associated with the largest cases of misconduct. Police brutality can be termed as the process of misuse and abuse of authority by the police. The rising cases of police brutality are causing more harm to the public, compared to the actions perpetrated by real criminals. Although police claim that It's sometimes necessary to curb crime, the process Is Illegal and police officers should be charged Just like any other criminal offender.It should be the responsibility of the Justice system to establish effective tragedies to deal with the rising Illegal satellites In order to restore public trust In the law enforcement authorities. The police, the group with the responsibility of protecting citizens, commit Illegal satellites. Individuals engaged In law enforcement satellites can define police brutality as the process of using excessive force.In addition to the abuse of power by the police force, the term is also use d to illustrate the misuse of power by individuals in the municipal, correctional facilities and other facilities subjected to reforming and retaining criminals. In a case reported in the ear 2011, SWAT (Special Weapons and Tactics) team, killed a 31 year old man in a mistaken identity (Roberts 1). It is evident that several law enforcement individuals have been conducting careless investigations.It is evident that these cases are rarely reported either because the victims are uninformed of their rights, or the victim is afraid that same police who committed the misconduct in the first place will also be involved in investigating the abuse cases. By the year 2011, there were over 470, 000 reported cases of police brutality, that could be easily located on the internet Roberts 1 Although people are gradually being encouraged to report abuse cases, the numbers have not decreased.Compared to the level of crime and the reported criminal activities, it shows that the public is usually at risk of being attacked by a police officer than a real criminal Monsoon 365). This means that police are becoming some of the individuals highly involved in criminal activities. Various Forms of Police Brutality The longstanding perception is that police brutality Involves only physical assaults. However, the term can also mean psychological assault, abuse and other forms of issue of power.Some of the remarkable forms of police brutality Involve false arrests and accusing the wrong person. In Dalton, Intimidation and police profiling can also be considered police brutality, since It Involves Intrusion Into the rights and the property of Individuals. Physical brutality Is one of the most widespread, and In most cases, Individuals are subjected to torture and other physical harm. Ordinarily, people do not consider the various harsh treatments, being hit with police batons and being pressed by the police shield as part of police brutality.In most cases, people sustain very bad injurie s from some activities of the police. Psychological brutality is mostly brought about by verbal abuses and subjecting the public to inappropriate conditions. Psychological intimidation may also occur in situations where the police are holding a suspect and they subject him or her to threats on temporary psychological breakdown. In most cases, the reported cases are only those involving physical assaults, mostly because there is usually enough evidence to charge the involved personnel.Causes of brutality One of the main causes of police brutality is the authority vested in the police officers y their superiors, to ensure that law is enforced when necessary. When police officers are given the option to chose when to, and when not to, use excessive force, they end up abusing the power of choice by making the wrong decisions even when dealing with petty crimes. In addition, police may gradually develop some dislike for lawbreakers, especially in situations where the surroundings are ful l of criminals.Police officers in a crime prone region and in areas with extreme rowdy criminal behavior may develop some degree of dislike for the law breakers and their approach to dealing with the criminals may be brutal. In such situations, the police officers enforcing law and order act based on their emotions rather than their professional expectations. The gradual dislike leads the police officers to always contemplate on ending the rising crime and in the end; they find themselves using excessive force, even in situations where force was not needed.The SWAT team is one response unit that is trained and psychologically prepared to deal with tough and resisting criminals. In addition, the response team is issued with specific orders to use excessive force when necessary; especially if they note that, the criminals are ungenerous and may harm others. The above reasons police have also been known to use excessive force is because they think that they are above the law. Due to th e power vested in the police to deal with all types of crimes and to carry weapons, they soon develop the notion that they are above the law and end up misusing their powers instead of protecting the public.In addition to the feeling of being above the law, there are no practical and effective internal accountability mechanisms to regulate the excessive use of force by the police officers. Many police officers take advantage of the fact that many member of the public are uninformed of their rights and they therefore subject themselves to harm, on the basis that they are above the law. Lack of internal investigation procedures, especially due to solidarity, makes the police force lack effective internal investigative structures to check the misuse of powers by the police officers.In most cases, police may feel mandated by the blue codes to protect fellow police officers in case they are involved in criminal activities (Isoclinic 7). Blue codes is a code of silence amongst police offi cers. In such instances, the criminal is always perceived to be wrong and any action taken by the police is justified based on the existing police cultures. In most cases, police departments are established under tight and strong hierarchical models that make it hard to implement ethical decision processes (Owens and Prefer 7).This means that the decisions to engage, or not to engage, in brutal activities when dealing with the public are not clear, In addition to the faults in the system, the other issues that lead to police brutality may include psychological and behavioral backgrounds of the law enforcement officers. In most cases, police are left to deal with criminals, while still suffering from psychological and sociological disengagement. Some of the reasons committed. In addition, some officers claim that they act under authority of the senior police officers.Although these reasons can be possible, they do not Justify the actions on the public, who trust the police officers f or protection. Civil rights Some of the legislations protecting the public against police brutality include the Fourth Amendment that protects citizens against unwarranted searches and seizures ND if an individual feels that the rights have been violated, they should immediately report to the relevant authorities. In addition to the fourth amendment, the Civil Rights Act 1871 protects the public from being harassed or mistreated in anyway whatsoever by the police.The law, which was enacted to protect the minority groups fighting for their rights, however exempts the public from making claims on brutality in section 42 of the 1983, edition (Civil Rights Division 1). The other legislation protecting the public against police brutality is the fourteenth amendment that establishes equality irrespective of responsibility vested by the law. Citizens have the right to have a fair trial and the police should not take it upon themselves to pass judgment and incriminate a suspect without goin g through the appropriate Justice process.The above legislations protect the public from police brutality by stating the rights of an individual, even when they perpetrate a crime. In case an individual is armed, it should be the responsibility of the police officer to disarm the criminal with minimal possible injury. This civil rights establish the boundaries and ensures that Alice act within their vested powers. In case of any brutality, individuals are encouraged to report the incident like any other crime in order to get the required support.Solutions to police brutality One of the groups that have come forth to protect the public against police brutality is the Amnesty International. This organization has been vibrant in identifying the rampant cases and in pressuring the government to establish internal strategies to deal with the ever-rising police brutality. The organization also identifies and releases reports indicating the prevailing police brutality in different regions. The external agencies notwithstanding, it should be the responsibility of each member of the public to ensure that they understand their rights and to report abuse cases as soon as they occur.In addition, the societal based cop-watch group should also ensure that the crimes are reported and conduct a follow up on the reported cases to ensure that Justice is served. The police departments should also establish flexible and effective accountability strategies that incriminates any police officers abusing power, and ethical guidelines should be enacted to prevent the police officers from purporting their own based on the existing cultures (Civil Rights Division 1). The justice system should also be strengthened to ensure that police law breakers are not left unpunished.The investigators of police brutality should be from independent bodies to avoid biasness during investigations. Since it has been a common trend for police officers to support their fellow officers over the criminals, the Justice system should set up an independent body to evaluate the operations of required. The government should also start an awareness campaign to educate the public about their rights and to explain about the appropriate channels for airing grievances associated with police brutality. Police Brutality ?Lucy Sanchez English 1302 Mr. Gonzalez 8 April 2009 Police Brutality Draft Who can forget the Los Angeles riots and the Rodney King beating in 1991? This case of police brutality was the most widely known. Over the years, it seems that police abuse remains one of the most serious human rights violations in the United States. It makes the people wonder if in fact police officers are doing their job and if they are here to protect us. Police officers get away with unjustified shootings, fatal choking, rough treatments, and severe beatings. Police brutality needs to be addressed and there has to be harsher punishment to minimize the amount of police brutality that happens. A punishment that they can receive for their brutality is harsher sentencing and job dismissals. If such a case should go to court the judge and jurors should sentence the police officer. If the case was minor then the chief of police or someone in charge. There is not a day that goes by that somewhere in the United States that an innocent civilian gets beaten from a police officer for no apparent reason. Sometimes the reason is because a police officer is racist. Racism, discrimination, and police brutality all go hand in hand because police officers usually do not go around beating civilians up for no reason. Usually the motive is because they are racist. The most major race that was affected by police brutality seems to be Caucasian people but according to the â€Å"NAACP, they say that between 1976 and 1987, officers killed about 1,800 blacks and 3,000 whites. Since blacks comprise approximately 12% of the general population, the data suggest that blacks are about three times more likely to be killed by officers than whites†. These appalling numbers are probably on the rise. It seems that there is no escape for police brutality because it can happen to anyone not just African Americans or Caucasians. Although, mostly Africans Americans are targeted it can happen to any other race. Police officers feel because they are the law they can do whatever they please. They feel that they are above the law. My father, who is now deceased, was a victim of police brutality. It was about eight years ago when the Garden Grove police department of California barged in my dad’s apartment around three in the morning with a warrant. The first thing I remember was when he was slightly beaten with their hands to arrest him. My younger brother and I were watching the whole thing and the police new we were there. So how could they even think about doing this in front of us? I asked my father when I visited him in jail,† Why do cops treat people this way? † He simply said,’’ they think they are above the law and they have no respect for Mexicans†. (Ruben Paz). When he told me this I never liked police officers no matter who they were. I hated them with a passion. I assumed they were racist. This kind of police brutality may not have been that severe but the case with Rodney King it was without a doubt. One reason that this incident of police brutality is so famous is because it was captured on tape. Watching this tape may be hard to watch because it is obviously seen that Rodney is defenseless and has no weapon, yet he is surrounded by six or seven police officers that are beating him to death with their nightsticks. Many agree that this was no regular traffic stop. The police officers that took part in this brutality at first were not punished at all. That is what caused the riots because people were very angry that those police officers could get away with such a crime, especially because it was caught on videotape. Later, according to Los Angeles Times, after taking a second look at the tape, two officers were sentenced to prison for violating Rodney King’s rights. The aftermath of this videotape was that people were not safe. African Americans were afraid of police officers and knew they were a target every time. While driving, walking, or even standing on a corner they are a target no matter where they go. When a victim has evidence that a police officer had assaulted or beat them in some way, that is proof and all they need to convict the police officer. In many cases, when this is brought to court or police department the punishment they give the police officers for their brutality is verbal reprimands, reprimand letters, suspensions, or dismissals. These punishments should be harder depending on the severity of the case. For example, according to facts. com, a police officer was not charged for the brutality he caused on an innocent civilian. His only punishment was a couple days suspension and he was back to work. Many police officers get this type if treatment. It is rare that an actual police officer gets convicted and sentenced to jail. Police officers should serve time behind bars to teach them a lesson. They should be treated just like the rest of the civilians. One right punishment an officer received for his brutality is eighteen months in jail and three years of probation. Michael Singleton, which was a police officer for Maywood police Department in California, rammed a civilian’s head against a wall. The victim Jose Bernal was knocked unconscious, his nose was broken, and suffered temporary paralysis to one side of his face (Los Angeles Times). This type of punishment that Michael Singleton received is very rare because he was actually convicted. After so many cases reported of police brutality many cannot beat he system. Because police officers are above us in law we cannot win. We can if we have hard evidence o them, but sometimes even that cannot help us because of the corruption inside police departments. In order to decrease the amount of brutalities we have to first define the barriers of what is brutality and what is their job as police officers. Another way can result in more constant training and better use of force training and policies. When people are in trouble and the only number they can call for help is 911 we sometimes think about it twice before we call. How can we be afraid to even call the police department? Has it in fact changed the way we think about police officers? They are supposedly here to serve and protect but how can we believe that when they are committing crimes themselves? Police brutality is no joke. One question I have been asking myself for a very long time is, â€Å"Who can police the police? † it may not make sense but to me it does. How can they be trusted when they are the law? They should not be above it but they act as if they are. Of course not all police officers are bad. Some are police officers because they are here to serve and protect those that cannot protect themselves. It is safe to say that there are some good cops but more sure that there are more bad cops. It is a sad thing but only my opinion based on the experiences I have encountered with them. In the past I used to hate cops but I learned to know that some could be trusted. Even though, police brutality will never stop and that is a known fact, I will always keep my guard up. Works Cited Los Angeles Times. 18 October 2008.. â€Å"Police Brutality. †   Issues & Controversies On File   3 Oct. 2003. Issues & Controversies. Facts On File News Services. 9 Apr. 2009   . â€Å"Police Corruption. †   Issues & Controversies On File   30 Apr. 2004. Issues & Controversies. Facts On File News Services. 7 Apr. 2009   . Rodney King. 2007. video. 12 April 2009. .

criminal justice internship Essay - 1122 Words

Dallas County Adult Probation nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; Denise Catherine Tobias 133 North Industrial Blvdnbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; Dr. Barrum Dallas, TX 75207 nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;REPORT #7nbsp;nbsp;nbsp;nbsp;nbsp;Evaluation and Consolidation of Goals nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;Your final report should be a complete report of your internship experiences under the title â€Å"How I†¦show more content†¦Criminology itself is the systematic study of the nature, extent, etiology and control of lawbreaking behavior. The core components revealed in this course are definitions of crime in nature as harm causing behavior, the descriptions and classifications of criminals, the analysis of crime, profiles of everyday victims and offenses, and the origin of crime. The field of probation relies heavily on these components in order to understand and properly categorize offenders, stay aware of offender’s mental and emotional status, and attempt to predict the future of criminal offenders. The various theories presented in Criminology 262 help shape the Dallas County Adult Probation Department and serve as model types used to minimize the risks associated with sentencing alternatives. The agency assesses the same theoretical categories provided by Criminology 262 such as sociological, biological, and psychological explanations of crime in an attempt to better deal with offenders. The internship experience has supported the previous notion installed through Criminology 262 that one single theory cannot explain crime. The combination of each theory and perspective enabled an opinion of individuality to form. In opposition to the core components embedded in the course, the personally constructed opinion that criminal offenders cannot be categorized and must exist on individual levels was formed from the internship experience. The Dallas County Adult ProbationShow MoreRelatedEssay about Criminal Justice Internship1129 Words   |  5 PagesGoals Your final report should be a complete report of your internship experiences under the title How I Evaluate Myself as a Future Criminal Justice Worker, and may not exceed five typed pages. Describe the extent to which the theoretical knowledge included your course work at the College of Criminal Justice at Sam Houston State University contributed to your field practice experience during your internship. Cite at least two SHSU courses. Show what you have learned,Read MoreInternship For The Iowa Lake Criminal Justice Program Essay1430 Words   |  6 PagesMy internship for the Iowa Lake Criminal Justice program has come to an end. I did my internship in the field of law enforcement with the Spirit Lake Police Department. It has been a lot of fun to be apart of the Spirit Lake Police Department. I have learned so much more than I thought I would and I’m so thankful that I got the opportunity to do the internship. For My internship I got to do 240 hou rs with the SLPD. I was able to do a number of things with them like ride alongs, community policingRead MoreCriminal Justice Internship At The Yale Child Abuse Programs1640 Words   |  7 Pagesâ€Å"If you have a passion for it, you’ll find it out in the field† (Josh Valentino). I completed my criminal justice internship at the Yale Child Abuse Programs Department of Pediatrics, in New Haven Connecticut. My internship with the Child Abuse Programs was such an eye opening experience. I not only got to learn about my field of study, but this internship has also aloud me to discover a lot about myself as a person as well. When I walked into the Yale building on my first day as an intern, I didRead MoreAn Internship Is Tremendously Beneficial To Applying The1592 Words   |  7 PagesAn internship is tremendously beneficial to applying the acquired classroom knowledge to the professional learning experience. During a student’s junior or senior year in undergradua te studies of criminal justice at the University of Tennessee at Chattanooga, one can pursue an internship within the field. The criminal justice profession contains several career options including law enforcement, corrections, forensic science, homeland security, private security, academia, and legal services. The subfieldRead MoreMy Internship Pursuit Essay1733 Words   |  7 PagesInitially when I was looking for an internship, my goal was to find one that complemented my double major in criminology criminal justice and psychology. During my search, I found some reputable organizations, but quickly discovered that they either required an extended training/orientation period or were not compatible with my schedule. Thus in finding the Urban Education Leaders Internship Program (UELIP) of the District of Columbia Public Schools (DCPS), which primarily focuses on an interestRead MoreExpository Essay : The Criminal Justice Department1081 Words   |  5 PagesEnglish 101-I November 18 2015 Expository essay on college major Introduction The Criminal Justice Department provides educational opportunities to help gain skills and knowledge in the areas of criminal delinquent process, criminology, and corrections while evaluating moral and ethical issue of public servants. As a student at Chowan University my career path is law enforcement. I stride to obtain a Criminal Justice, Law Enforcement Track, B.S degree, obtaining this degree will prepare me for myRead MorePsychology : The Psychology Of Psychology877 Words   |  4 PagesPsychological Association, 2015). The cases they work on range from child abuse cases to the sanity of a defendant. Forensic psychologists â€Å"conduct research on the interface of law and psychology†, this being why it interests me since I am a criminal justice and psychology major (Myers DeWall, 2014, p. C-3). The idea of being a part of legal issues such as being a part of the deliberation by the jury or taking place in the consultation is something I would enjoy doing. The reaso n I like both clinicalRead MoreOrganizational Structure Of The Criminal Justice System1735 Words   |  7 Pageshave to be pushed. The vision pulls you.† Criminal Justice Administration is all about the organizational structure of any corporation or organization in the criminal justice system. As a student at Campbell University it is required to hold an internship the summer before your senior year in the criminal justice program. Wunsch Law Firm has always allowed Campbell undergrads and law school students to hold internships within their firm. Throughout my internship experience, at Wunsch Law Firm, I keptRead MoreThe University Of Southern Mississippi848 Words   |  4 Pagesapplication for the doctoral program in criminal justice starting the fall semester of 2016. The University of Southern Mississippi is my ideal location for the achievement of a doctoral degree. I would like to demonstrate my knowledge, experience, and research ability in the field of criminal jus tice and correctional studies. Having majored in the discipline as a former graduate student, I want to further my education to assist and promote future changes in criminal justice and correctional policy. I amRead MoreMy Passion For Law Enforcement Essay1915 Words   |  8 Pagesmoment because I’ll be active and meeting different kind of people. This explains why I chose to major in Criminal Justice at the University of Hartford. Educational influences and courses in college Throughout my three years at the University of Hartford, I have been taking classes towards my bachelor’s degree in Criminal Justice, such as Law and the Justice System, Introduction to Criminal Justice, Methods of Social Research, Deviance, Criminology, International Organized Crime, Women in Crime, Juvenile