The Civil Rights Movement of the 50s and 60s - 1110 Words

The civil rights movement of the 1950s and 1960s share a history of both violent and nonviolent protests. While some members of the movement choose to fight inequality through violence, the outcome that brought the civil rights movement to equality was through nonviolence means. A Group such as the black Panthers was considered to be a U.S. black militant group that was formed originally to provide self-defense against the local police. The civil rights were not achieved by just one man or one group it was a total effort amongst hundreds and thousands of individual. The leaders of the civil rights movement choose strategies of nonviolence as a tool to dismantle traditional racial segregation, discrimination, and inequality. Most followed Martin Luther King Jr. Guiding principles of nonviolence and passive resistance (cite). The leaders of the civil rights movement understood that segregation would go to any lengths to maintain the control and power over the blacks. Therefore they knew they had to show the rest of the people outside of the southern states of their struggle of violence that has been going on for decades. One civil right activist stated that they would hope and pray for the newspapers reporters to come and show the world that the primary reason blacks remained in such a subordinate position in the South was because of the widespread violence directed against them (cite). While there were main individuals that took part in the civil rights movement, MartinShow MoreRelatedCivil Rights Movement of the 50s and 60s1425 Words   |  6 PagesThe Civil Rights Movement of the 50’s and 60’s Once upon a horrible time, the United States was a segregated country in which blacks were considered some sort of subspecies. Although the civil war addressed segregation it didn’t enforce it. While black and white citizens were becoming a group of equals in the north, the story was much different in the segregated south. Black citizens in the south still faced unequal treatment, wages, and were often persecuted by everyone from store workers toRead MoreThe 1950s : A Decade Of Prosperity, Conformity, And Consensus1470 Words   |  6 PagesKylie Suitum Hist 406 Final Paper 12/11/15 Historians tend to portray the 1950’s as a decade of prosperity, conformity, and consensus, and the 1960’s as a decade of turbulence, protest, and disillusionment. Do you agree or disagree with this view? Show evidence to support your argument. With the overwhelming amount of Levittown houses, the obsession to obtain the perfect American â€Å"ideal family† as seen on TV and the unspoken agreement to fear any and all foreign ideas and values, the 1950s wereRead MoreThe War Of The Civil Rights Movement1476 Words   |  6 PagesThe 1950s was a decade of prosperity, the economy was booming, military was strong, the beginning of the civil rights movement. In the 1960s the decade involved protest, the war in Vietnam, the fight for civil rights, and JFK. Then came the 1970s and it was known as the time of peace and love, equality for all, the ongoing war in Vietnam, and Nixon. Each decade after one another affected the next with foreign policy, domestic policy, politics, political leadership, the economy, and the social termsRead MoreThe Music Of The 1940 S1273 Words   |  6 Pages The music of the 1940’s was the Big Band sound like Tommy Dorsey, Glenn Miller, Duke Ellington and Benny Goodman. Popular singers were the Andrews Sisters, Kay Kaiser and many other famous ones. There were crooner style singers, including Bing Crosby, whose smooth voice made him one of the most popular singers. There was Frank Sinatra, Dinah Shore, Tony Bennett, Pat Boone, Nat King Cole, Kate Smith and Perry Como. All of these very popular singers led the hit parade. They sang the songs thatRead MoreMalcolm X : The Black Leader And Activist1656 Words   |  7 Pagesthe African American community and Nation of Islam in the 50’s and 60’s. He had a troubled childhood growing up in a time of awful racism. His childhood experiences affected him and his decisions for many years in positive and negative ways. Malcolm X was a strong willed man with huge ideas for the civil rights of African Americans that created a huge following of people for him. He did not feel that nonviolent approaches towards civil rights would result in change and had a different and more radicalRead MoreSoul Music, Or Soul?1237 Words   |  5 Pagesheyday did more than simply entertain. During the 1950’s through the 1970 s, was also when the American Civil Rights Movement was coming to a head. Because of the that, it impacted the musical styles which reflected in the music and the culture of that era. So one would be correct in both assuming that the Civil Rights Movement helped to give rise to Soul music, as much Soul music contributed to the success of the campaign for civil rights. For a people in the African American community and forRead MoreSynthesis Of The 13th Amendment745 Words   |  3 PagesPrior to the Civil War in 1865, most of the African Americans remained slaves and were denied life, liberty and property. The 14th Amendment paved the way for former slaves and oppressed groups of people to come, granting them citizenship rights and equal pr otection of the laws. One of the main oppressed groups currently are same sex couples. For a long period of time, they were denied marriage and did not receive any rights as far as benefits because they loved a person of the same gender. Read MoreThe Influene of World War II on the Social Norm and Art Movements of America1779 Words   |  7 Pagescontrast in two adjacent decades in history, many historians have come to conclusion that the fifties were a time of conformity, and collectedness, as well and prosperity due to the great economic output of the time. And the contrasting period of the 60’s lives up tot the nick name of the â€Å"stormy sixties† a name representative of the culture and over all attitude toward life the American dream at the time. A cloudy confusion of what was wanted and needed to be done, just a roller coaster of a decadeRead MoreThe Supreme Court s Court848 Words   |  4 Pagescommunity could experience such happiness, there is no way tha t I could agree with denying them the right to marry their loved ones. When I assess the situation, it simply comes down to letting Americans live the lifestyle that they desire (within rationality) and putting them in the best position to live happily. I think equal opportunity marriage does that very well. As big of a step in the right direction as equal opportunity marriage is for the LGBT community, there is still more steps to takeRead MoreMarch on Washington and Selma Compare and Contrasts1110 Words   |  5 Pagesduring those 100 years. Great progress was made during that time for the Civil Rights of all Americans. The two marches demonstrations involving large groups of people: a March on Washington D.C. and a March from Selma to Montgomery Alabama to gain color equality in the south. There are differences and similarities to consider. In many ways, the March on Washington was one of the most important parts of the civil rights movement. The focus of this march was to gain equality for Blacks in the South

Zero Tolerance Unfairly Targets Minority Middle School...

Problem Statement The problem for which resolution would be sought is that zero tolerance unfairly targets minority middle school students. Because of this policy, minority students have shown the tendency to be academically unsuccessful and are more prone to engage in misbehaviors that could lead to suspension or expulsion from school. It is for the sake of all of the children in American school districts that administrators, educators, and parents work together in order to determine the exact cause of this disproportionality and resolve this egregious example of injustice once and for all. History of Zero Tolerance Zero tolerance was inspired by the U. S. Customs Agency in the 1980s in order to combat the very well organized and flourishing drug trade (Martinez, 2009, p. 155). With the drugs came news reports describing the increase in bloodshed that was a direct result of the illegal industry. As a result, many Americans began to worry about the ramifications of narcotics and violence on schools. That fear seemed justified when a series of random school shootings took place in various communities, towns, and cities across the United States (Triplett, Allen, Lewis, 2014, p. 353). Media coverage of those tragic events was extremely intense and graphic which resulted in it serving as the impetus for Congress and the Clinton Administration to pass the Gun Free Schools Act in 1994 (Skiba, 2014, p. 28). The newly created law was immensely powerful and it required all schoolShow MoreRelatedThe School For Prison Pipeline1834 Words   |  8 Pageskeeps being repeated. That cycle is known as the school-to-prison pipeline where students are punished based off the policies that have been made by the school districts and court of law. Consequently, minorities have been disproportionately punished by schools and the justice system. You may be aware that the funding towards the school district is underfunded which leads to less resources and policies that enforce inequality of race throughout the school system. For example, 30 teachers had to be laidRead MoreInternational Management67196 Words   |  269 Pageseconomic power. Many emerging markets continued to experience growth during a period in which developed countries saw their economies stagnate or decline. The global political environment remains volatile and uncertain, with ongoing conflicts in the Middle East and Africa and continu ing tensions in Iran, North Korea, Iraq, and Afghanistan, especially as the U.S. role in these latter two countries evolves. On the economic front, failure to conclude important trade agreements, including the so-calledRead MoreDeveloping Management Skills404131 Words   |  1617 PagesDEVELOPING SELF-AWARENESS SKILL ASSESSMENT 46 Diagnostic Surveys for Scale Self-Awareness 46 Self-Awareness Assessment 46 Emotional Intelligence Assessment 47 The Defining Issues Test 48 v Cognitive Style Indicator 52 Locus of Control Scale 52 Tolerance of Ambiguity Scale 54 Core Self-Evaluation Scale (CSES) 56 SKILL LEARNING 57 Key Dimensions of Self-Awareness 57 The Enigma of Self-Awareness 58 The Sensitive Line 58 Understanding and Appreciating Individual Differences Important Areas of Self-AwarenessRead MoreOverview of Hrm93778 Words   |  376 PagesHuman Resource Management (MGT501) VU MGT - 501 T his subject/course is designed to teach the basic principles of Human Resource Management (HRM) to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizationsRead MoreFundamentals of Hrm263904 Words   |  1056 PagesThis online teaching and learning environment integrates the entire digital textbook with the most effective instructor and student resources With WileyPLUS: Students achieve concept mastery in a rich, structured environment that’s available 24/7 Instructors personalize and manage their course more effectively with assessment, assignments, grade tracking, and more manage time better study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visualRead MoreHuman Resources Management150900 Words   |  604 Pageshuman resources has involved 35,000 employees in organizational success. This recognition meant focusing greater attention on the talents of diverse employees working at the bank. Specific efforts were made to expand opportunities for performance targets and measures on such factors as customer service, return on equity, and profitability. Yearly, the scores from all measures are computed as indices, and then compiled into one figure to measure overall bank performance. Executives believe that theirRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesManagement, Warrington College of Business Administration, University of Florida; Stanley  M. Howe Professor in Leadership, Henry B. Tippie College of Business, University of Iowa; Associate Professor (with tenure), Department of Human Resource Studies, School of Industrial and Labor Relations, Cornell University; Lecturer, Charles University, Czech Republic, and Comenius University, Slovakia; Instructor, Industrial/Organizational Psychology, Department of Psychology, University of Illinois at Urbana-ChampaignRead MoreStrategic Human Resource Management View.Pdf Uploaded Su ccessfully133347 Words   |  534 Pagesthe massive shifts in strategy. Before considering management development, it is useful to quickly review some evolving and forecasted trends in the managerial environment. It is clear that organizations are becoming less hierarchical and that many middle-management positions have been eliminated. Further, larger numbers of workers are better educated and many are professionals. As a result, they expect to participate more in decision making. In the future, more work is expected to be performed inRead MoreStrategic Human Resource Management72324 Words   |  290 Pagestraditional based model involves an analysis of the types of employee behaviour required to fulfil business objectives and then an identification of HR policies and practices that would bring about and reinforce this behaviour. Some models aim to target not only behaviour but through behaviour change, to effect a change in the culture of the organisation. There is much debate a s to whether this is achievable. We will consider some of the more common models of human resource strategy below.  © Read MoreProject Mgmt296381 Words   |  1186 Pagesmanaging one or more projects. This text is designed to provide project managers and prospective project managers with the knowledge and skills that are transferable across industries and countries. Our motivation for writing this text was to provide students with a holistic, integrative view of project management. A holistic view focuses on how projects contribute to the strategic goals of the organization. The linkages for integration include the process of selecting projects that best support the strategy

Implications for the Managers and Leaders Myassignmenthelp

Question: Explain Of The Implications For The Managers And Leaders? Answer: Introducation Work-life flexibility is becoming more and more common these days as some employees, especially millennials and other younger workers, prefer work-life flexibility and not work-life balance. In the years to come, it is projected that more employees would continue to seek workplaces that offer work-life flexibility (Leslie et al., 2012). One of the predicted changes for future workplace is that work-life flexibility would replace work-life balance. This paper discusses the implications of this prediction for employees, for the human resource management, as well as for company leaders and managers. The main theme of this paper is that with work-life flexibility, employees would be able to have flexible work arrangements and have more control over how, where and when they work. HR personnel will need to educate workers on work-life flexibility and offer employees appropriate flexible work options. Also, company managers and leaders will need to support their employees in adopting work-l ife flexibility. Over the past decade, the phrase work-life balance has been commonplace but in recent years, the term work-place flexibility has been gaining more popularity. Work-life balance basically implies that staff members should not be totally consumed by work responsibilities (Dizaho, Salleh Abdullah, 2017). Business organizations that have adopted this workplace ideal tend to have generous, albeit still clear, vacation policies. Such companies encourage their staff members to work the normal 9-5 work schedule with very little flexibility (Smith, 2010). In addition, they discourage workaholics (Krakovsky, 2017). On the other hand, work-life flexibility entails providing employees with flexible work arrangements or flexible schedules that allow them to have some flexibility so that they can easily manage the increasing overlap of life and work (Berg et al., 2014). Thanks to the increasing popularity of work-life flexibility, it is very likely that it will replace work-life balance as more a nd more companies would be seeking to offer their employees more flexible work schedules so that they can better manage their personal responsibilities and work responsibilities (Cairns, 2013). Implications for Employees The employees will have some control over their everyday schedule. One major implication for employees when companies replace work-life balance with work-life flexibility is the fact that an employee would have some control over his/her day-to-day work schedule (Dettmers, Kaiser Fietze, 2013). For example, when the company allows the employees flexi time or flexible work schedules, the employee would have control of when to begin his work and when to complete it. The employees would also have some control over the planning over their personal and/or family needs. The second implication for employees is that they would learn new skills. Through work-life flexibility, an employee would be able to acquire new crucial skills. One important skill they will learn is adaptability, which entails adapting successfully to the changing environments and situations. With this skill, an employee would be able to effectively work under various work-life flexibility options such as job sharing, telecommuting, working part-time, flex-time, and compressed workweek (Allen et al., 2013). The other vital skill the employee will learn is good communication. Since the employee may telecommute or telework as part of his/her work-life flexibility arrangement, it would be vital for the employee to communicate effectively with colleagues, customers, supervisors and the managers through the use of various platforms such as skype, email, phone, and fax. Another new skill the employee would learn is outstanding time management. Considering that the employee would have con trol of when to start and complete work tasks, it would be important for them to manage their time well so that they deliver their work on time (Fursman Zodgekar, 2009). Delivering work before the deadline calls for outstanding time management on the part of the employee who has been offered flexible work schedule. The third implication for employees is different ways of working. When companies in the future replace work-life balance with work-life flexibility, the employees would be provided with a number of flexible work arrangements that would certainly change how, when and where they perform their work tasks (Azar, 2017). For example, the employees may engage in teleworking whereby they would frequently carry out their job tasks at a remote worksite like a business centre, library or home for a defined period of the workweek, for instance for 3 days. Another flexible arrangement is flextime, which as Hayman (2009) pointed out, refers to an arrangement which enables employees to alter the beginning and/or ending time of their workday. Put simply, the employee would be able to decide when to work. Even so, the employee would still work the same number of scheduled hours as they would work under the conventional work schedule (Allen et al., 2013). Furthermore, the employee would be able to work annualized hours. This means that the number of hours which the employee has performed his/her job for the company are worked out over a year (Fursman Zodgekar, 2009). Also, the employees would be able to work compressed hours, in which the employee works his/her agreed number of hours over fewer number of days. The employee, for example, performs a job of 14 days over a period of just 9 days. Equally important, the employee would be able to work differently by working staggered hours, which basically means that there would be different starting time, different break times, and different finishing times for staff members who work within the same workplace in the company (Dettmers, Kaiser Fietze, 2013). Additionally, employees would be able to engage in home working whereby an employee is allowed by the company to work from his/her home. The types of jobs tasks that the employee can do from home would first need to be defined and agree d upon between the employee and the employer (Fursman Zodgekar, 2009). Moreover, the employee will be able to engage in job sharing at the place of work. Job sharing essentially entails sharing a job that is designed for a single employee with two or more employees. The other implication for employees is that their productivity will improve. Work-life flexibility will increase employee job satisfaction, improve employee engagement, improvement employee morale, increase commitment and motivation, as well as decrease levels of sickness absencen(Cairns, 2013). All these would in turn result in increased employee productivity. Researchers have reported that staff members generally experience less stress, are healthier, and are more engaged and productive when they can make decisions with regard to when, where and how they work (Dettmers, Kaiser Fietze, 2013). Implications for the HRM The HR departments will need to train employees on work-life flexibility. There is a lot that employees have to learn about flexibility through training, for example they can be trained on how to communicate with their co-workers effectively when teleworking or telecommuting. Hayman (2009) pointed out that since every employee would be operating from different locations and on dissimilar work schedules, it is important that each employee knows their co-workers patterns and how best to reach them. As part of work-life flexibility, the employees may engage in teleworking. As such, it is important for the HR department to train the employees on the communication media to use when teleworking, for instance Skype for Business, Adobe Connect, and GoToMeeting (Munsch, 2016). Furthermore, the HR department will have to train the employees on how to make work-life flexibility happen. An employee needs to figure out what job tasks have to be carried out at the corporate offices and what tasks to complete at home, and how to effectively utilize work-life flexibility. The HR personnel need to discuss these issues with the employees and provide necessary training to the workers in relation to these issues (Ri?i?, Avdibegovi? Buatli?, 2016). The second implication for HRM is that the head of the HR department will have to make changes to how employees work. The human resources personnel will have to make changes to how, when and where an employee would work in order to better meet both business needs and employees needs (Kauth, 2016). In essence, the head of the HR department would have to make necessary changes to the manner/how, location/where, and time/when in which a worker works. It is notable this arrangement has to be mutually beneficial to the worker and the company and lead to superior outcomes (Kotey Sharma, 2016). Thirdly, the HR will have to give staff members some control over where and when they work. The HR personnel should also provide the company employees with managerial support for their family and work lives. Moreover, the head of the HR department should not make it a one-size-fits-all type of flexibility, but he or she should instead allow for customization of the flexibility in order to better fit the individual needs of each employee in the company (Kauth, 2016). Fourthly, HR departments will need to provide work-life flexibility arrangements. There is an extensive range of flexible work arrangements that the head of the HR department can provide to the employees. These include the following: first is to allow employees to do part-time work. Smith (2010) reported that the employees who work on part-time basis have predictable work hours every week but fewer compared to the work hours of full-time staffs. In essence, part-time employees have the same entitlements as their full-time co-workers, for instance sick leave and recreation, although on a pro rata basis (Sweet, Pitt-Catsouphes Boone James, 2016). Many employees may decide to start working part-time jobs so that they may be able to have more control not just over their work, but also over their personal lives (Smith, 2010). Flexi-time is another flexible work arrangement and entails the HR manager offering the employees flexible working hours. The individual works his/her normal number of hours but vary when he/she begins the work and finishes it. A company can provide flex schedules that allows for workers to leave work early so that they can attend to their family obligations and arrive later so that less amount of time is actually spent by the employee commuting in peak hours (Moheet, 2016). The other type of flexible work arrangement is telecommuting, whereby the employee works away from the companys corporate offices, usually at home. Telecommuting could be on specific days or arranged depending on work (McNall, Masuda Nicklin, 2010). Another type of flexible work option the HRM can offer employees is compressed hours. Compressed hours is basically a formal working arrangement in which an employee works his/her usual, standard hours, for example 40 hours per week, over less than five days (Krakovsky, 2017). Compressed working hours is often utilized for working a nine-day fortnight. The other type of flexible work arrangement is job sharing, in which the duties of one job are shared between at least two workers on a short-term or an ongoing arrangement. For example, two workers may share one job post and every task of the job but work on dissimilar days, or two workers may share one job position but perform different facets of that job (Kauth, 2016). The other HRM implication is that the HR manager should initiate, reinforce and reward work-life flexibility. Due to the fear of stigma, many employees may be unwilling to request for work-life flexibility arrangements from the employer or the head of the HR department (Dettmers, Kaiser Fietze, 2013). As such, HR departments will need to transition into a proactive manager-initiated program and away from employee-initiated request system. At the moment, the situation in most companies is that a staff member who seeks flexibility goes to the HR manager to request for flexibility, in so doing risking the potential of stigma. In the workplace of the future, the head of the HR department would initiate the conversation with regard to how work-life flexibility could help the worker, the team, as well as the division to attain their mutual goals (Leslie et al., 2012). Implications for the Managers and Leaders Support and encourage employees to adopt work-life flexibility. A notable implication for leaders and managers of business organizations in future workplaces is that they would need to support their employees and encourage them to take on work-life flexibility arrangements. This is primarily because such arrangements not only benefit the employees, but also the company (Berg et al., 2014). For example, a company can benefit in the following ways: there would be efficient utilization of computers, equipment, desks, and facilities; the manager can schedule work across longer portions of the day; there would be continuity and staff coverage by one staff member when another staff is away; and the company would be able to easily recruit and maintain talented employees who have other life interests or commitments (Fursman Zodgekar, 2009). The second implication for managers is that they would have to develop a work-life flexibility policy and keep track of hours worked. Company managers and leaders of future workplaces will need to create relevant flexible work polices that outline hours of work. Flexibility could be challenging. Disgruntled employees who leave may claim hundreds of overtime hours for which the manager may not have records (Cairns, 2013). Also, an employee might have to take stress leave because he or she did not take any time off in lieu of all his or her overtime. Such situations give emphasis to the significance of having explicit policies pertaining to flexible hours (Fursman Zodgekar, 2009). In addition, it would be important for managers to keep track of the hours the employee has worked. This would help the managers to accurately compute the actual hourly rate for every staff member, and find out if some job tasks are too small and others too big (Azar, 2017). Information regarding the number of hours an employee has worked could help the managers to understand and effectively decrease employee stress. Trust and supervision is also a vital implication for managers and leaders. It would be important for managers to sustain a high level of contact through encouraging a 2-way flow of communication between the distance worker and the companys managers, and the distance worker and his/her co-workers (Kotey Sharma, 2016). This is particularly important when an off-site worker is working on his or her own. The managers will need to utilize a mixture of email, phone and face-to-face communication. Email is most suitable for confirming conversations and for quick contact. Phone communications are effective for strategizing, reviewing, and planning. Face-to-face communications are most appropriate for major management tasks that are focused on performance management, team building, motivation, as well as introducing changes with the work or in the relationship with the worker (Sweet, Pitt-Catsouphes Boone James, 2016). Team building and communication between employees who work at different times and meet less often is also a notable implication for managers. The managers will need to ensure that there is effective communication between the employees who are working at different times and at different locations (Sweet, Pitt-Catsouphes Boone James, 2016). Moreover, it will be vital for the company managers to foster team building between off-site and on-site staff members by inviting the off-site workers who mainly work remotely at home to come in for training, special lunch or any other activity. Achieving fairness for all employees is also an important implication for managers. The managers should make sure that off-site company employees are also provided with opportunities for promotion and training. It is notable that career development is vital for both off-site and on-site employees in spite of where they work (Allen et al., 2013). All in all, every employee has to be treated equally regardless of where or how they work. Conclusion In conclusion, as a result of the rising popularity of work-life flexibility, it is possible that it will replace work-life balance as more and more organizations would be looking to offer their staffs more flexible work schedules so that they can better manage their personal and work responsibilities. Work-life flexibility will give staffs more control over where, how, and when to work. The head of the HR department will need to make changes to how employees work and offer various flexible work arrangements including job sharing, flexi-time, part time work, compressed workweek, teleworking, and telecommuting. The managers and leaders will have to develop a work-life flexibility policy and keep track of hours worked by each employee. It is recommended that workplaces in the future should offer their employees work-life flexibility. The employer and the employees will both benefit from this trend which is growing in popularity currently. References Allen, T. D., Johnson, R. C., Kiburz, K. M., Shockley, K. M. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345-376. doi:10.1111/peps.12012 Azar, S. (2017). Time Management Behaviors Sanction Adoption of Flexible Work Arrangements. Journal Of Economic Development, Management, IT, Finance Marketing, 9(1), 12-24. Berg, P., Kossek, E., Misra, K., Belman, D. (2014). Work-life flexibility policies: do unions affect employee access and use?. ILR Review, 67(1), 111-137. Cairns, T. D. (2013). What Will Tip the Scales for Flexible Work Arrangements Motivation or Collaboration?. Employment Relations Today (Wiley), 40(2), 29-33. doi:10.1002/ert.21408 Dettmers, J., Kaiser, S., Fietze, S. (2013). Theory and Practice of Flexible Work: Organizational and Individual Perspectives. Introduction to the Special Issue. Management Revue, 24(3), 155-161. Dizaho, E. K., Salleh, R., Abdullah, A. (2017). Achieving Work Life Balance Through Flexible Work Schedules and Arrangements. Global Business Management Research, 9455-465. Fursman, L., Zodgekar, N. (2009). Making it work: The impacts of flexible working arrangements on New Zealand families. Social Policy Journal Of New Zealand, (35), 43-54. Hagel, J. (2015). How to make flexible working work. Journal Of Accountancy, 219(4), 1-4. Hayman, J. R. (2009). Flexible work arrangements: exploring the linkages between perceived usability of flexible work schedules and work/life balance. Community, Work Family, 12(3), 327-338. doi:10.1080/13668800902966331 Kauth, G. (2016). Flexible work requires an attitude change. Benefits Canada, 40(10), 5. Kotey, B., Sharma, B. (2016). Predictors of flexible working arrangement provision in small and medium enterprises (SMEs). International Journal Of Human Resource Management, 27(22), 2753-2770. doi:10.1080/09585192.2015.1102160 Krakovsky, M. (2017). The flexible blue collar. HR Magazine, 62(3), 34-42. Leslie, L. M., Tae-Youn, P., Si Anh, M., Flaherty, C. (2012). Flexible work practices: a source of career premiums or penalties?. Academy Of Management Journal, 55(6), 1407-1428. doi:10.5465/ami.2010.0651 McNall, L. A., Masuda, A. D., Nicklin, J. M. (2010). Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions: The Mediating Role of Work-to-Family Enrichment. Journal Of Psychology, 144(1), 61-81. Moheet, S. (2016). It's important to keep flexing. Cornell HR Review, 1-5. Munsch, C. L. (2016). Flexible Work, Flexible Penalties: The Effect of Gender, Childcare, and Type of Request on the Flexibility Bias. Social Forces, 94(4), 1567-1591. doi:10.1093/sf/sov122 Ri?i?, O., Avdibegovi?, A., Buatli?, S. (2016). Analysis of relationship between flexible work arrangements, work life balance and employees' efficiency: Evidence from Bosnia and Herzegovina's IT sector. Economic Review: Journal Of Economics Business / Ekonomska Revija: Casopis Za Ekonomiju I Biznis, 14(2), 44-55. 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Police Brutality Essays (1193 words) - Human Rights Abuses

Police Brutality Police Brutality Unfortunately, nowadays the people who are supposed to protect us and help us when we are in need, can't be trusted. Police brutality has always been a problem, but there's been a dramatic rise in police murders and brutalization of citizens. Police Brutality is anything from harassment from a police officer to being murdered by one. Ayo Martini; Live chat room, 10/27/99 www.mtv.com Of course, harassment is much more common than being murdered by a police officer. Here are some cases of police brutality that have occurred in the past year or two. Will Smith, a famous actor and rapper is pulled over once a week. When he asks the officers why he's being pulled over, they simply answer because he is black and he has a nice car. Young people get followed constantly, just because the officer wants to make sure they aren't getting into any trouble. Unfortunately, these problems are nothing compared to these next cases. Prisoners are put to death, only after they have been strapped to restr aints for hours. They were made to suffer before they were killed. A young women was in a diabetic coma in her car. She was shot at and killed because the police felt threatened by her. A young man, sitting in his car with guns pointed at him from every direction was forced to put his hands in the air. When he did so he was shot to death because an officer thought he saw a gun. This 18 year old was innocent and unarmed. Four police officers approached a man's door in search for a suspected rapist. Even though this man was innocent and unarmed, he was shot at 41 times and killed. At least two police officers tortured a Haitian immigrant by driving the handle of a toilet plunger into his rectum and punctured his small intestine. Then they put the plunger in his mouth and called him a racial name and said they'd kill him if he said anything. The most famous of all police brutality cases is, of course, Rodney King's case. On March 3, 1991, four Los Angeles police officers beat Rodney Ki ng as eleven other officers stood by watching. Rodney King was in a high-speed car chase with the officers, when his car was finally stopped, he hesitated to get out of his car. When he did, he was said to jump at the officers. He was hit by two darts from a stun gun, which didn't seem to work. Rodney King still refused to obey the officers and lie flat on the ground. But, in less than two minutes, he was hit with 56 baton blows and kicked six times. He suffered from eleven skull fractures, brain damage, broken bones, knocked out teeth and kidney damage. Also, emotional and physical trauma. Not in all cases are the victims of police brutality innocent, obviously, as you can see in Rodney Kings case. But no matter how rude or uncoopitive a suspect is being, this extreme force from officers should not be used. Another case comes from the other side. This one is about a man named Mumia Abu-Jamal. In 1982, he was protecting himself and his brother from the brutal force of a police offic er. Mumia Abu-Jamal shot a police officer to protect himself. He was sentenced to the death penalty. When a police officer murders a man to protect himself, he walks free because it's all part of his job. Police have been questioned about why there is so much of this happening. Some say they are just doing their job. Isn't their job to serve and protect? They have also said that it's because they are under so much pressure. Another excuse given is that being a police officer is the most dangerous job in America, and they are just in fear for their own lives. But according to the New York commissioner of police, the average police officer is never going to draw his gun during his entire career. A police officer is at half risk of death and injury on the job than is a farmer, truck driver or logger and considerably less than a heavy-construction worker, roofer