Criminal Processes in England and Wales - 3293 Words

Criminal process in England and Wales The values of accountability, effective performance, rights protection, democracy and confidence are primarily promoted by the oversight of the criminal process provided by the courts, independent administrative bodies and the public. There are five principal contexts in which the courts operate to oversee police policy and conduct. These are: judicial review hearings; during the trial process; via criminal prosecution of the police; at an inquest in the coroners court; and where a civil action is brought. English criminal law procedures are majorly acts of parliament. In England there is the existence of The Crown Prosecution Service which is run by the director of public prosecution, the director of public prosecution is appointed by the attorney general under his superintendence. In England the work of defending suspects and defendants is done by defense lawyers. Defense lawyers are in two categories; solicitors and barristers. Other participants in the criminal process include th e police whose primary role is to investigate. The police investigators in England and Wales differ significantly from their counterparts in the continental Europe in the way they are organized and the duties that they are entrusted. In England and Wales police are largely independent of direct government control. In addition to the police there are other agents of investigation like the Inland Revenue and Customs and Exercise- and the Serious FraudShow MoreRelatedThe Age Of Criminal Responsibility1682 Words   |  7 PagesIntroduction The purpose of this report is to understand the age of criminal responsibility in both England and Singapore. The report will include a comparative study on both countries, whilst evaluating the impact each criminal system has on the child. The main focus will be upon the key policies and legal frameworks emplace to support the imprisonment and punishment of children and young people. The definition for the age of criminal responsibility is disputed worldwide, however according to the NationalRead MoreAnnotated Bibliography : Dark Figure Of Crime Essay766 Words   |  4 Pagesvictims will be at greater risk of re-victimisation. This journal article is reliable because it comes from a university researcher, this suggests that the information is credible. This is argued as the individual will have knowledge of research processes. The information is of worth as it is recent. [3] HMIC. (2014) Everyone’s business: Improving the police response to domestic abuse. 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There are different laws and guidelines that cover different parts of the UK, England, Wales, Scotland and Northern Ireland. The following is a list of current legislation guidelines, policies and procedures for England. †¢ Working together in safeguarding children 2010 These guidelines are for those working within: †¢ Education †¢ Health †¢ Social services †¢ Police †¢ Probation The guidelinesRead MoreQuestions On Alternative Dispute Resolution1630 Words   |  7 PagesSince 1990s in England and Wales significant changes occur in the civil justice system. In response to Lord Woolf’s Final Report ‘Access to Justice’ the time-consuming and expensive litigation has slowly been replaced by the Alternative Dispute Resolution, which has developed and evolved as a significant method for resolving disputes. Alternative dispute resolution is a broad concept, covering the full range of alternative activities available for the most appropriate way of resolving civil problemsRead MoreThe Criminal Justice System : An Introduction1652 Words   |  7 PagesThis report will critically review The Criminal Justice System: An Introduction (2008) by Bryan Gibson, Paul Cavadino and David Faulkner. It will identify key themes in the book and discuss how it contributes to the understanding of the criminal justice system in England and Wales. First published in 1995 by three highly regarded members of the criminal justice system (Bryan Gibson is a barrister, Paul Cavadino is chief executive of NACRO and David Faulkner is senior research fellow at the CentreRead MoreThe United Nations Convention On The Rights Of The Child2050 Words   |  9 Pagesthis within the Criminal Justice System of England and Wales it is specified that people under the age of 18 are to be considered as juveniles, people between the ages of 14-18 are to be considered as young persons and anyone under the age of 14 is to be classed as a child. What this means to us is that within the Criminal Justice System children can be distinguished by their ages, allowing different ages to be responded to as a result. On the other hand because the age of criminal responsibility

Analysis Of Freeland s Effect On The University - 1364 Words

Introduction Freeland took over the NU when the university was faced with a tight budget and the risk of going bankruptcy. The development of the university at that time was hampered by numerous factors. On one hand, there were federal cutbacks which made many universities run short of funds and NU was no exception; on the other hand, there was a reduction in the enrollment rate which as a result made it hard for NU to sustain its operation. Therefore, there was an urgent need for Freeland to make a change in strategy to make the university become more profitable and enroll more students. Business strategy Customers The customers are students who have to pay for studying in NU. The more students were enrolled, the more revenue the university would generate. However, when Freeland took over NU, there was a reduction in the students’ enrollment. Increasing the number of students was crucial for sustaining NU’s business development. Freeland’s taking over of NU was in a time when people began to realize the importance of education background, which was the opportunity for NU to expand its scale of business. However, NU was faced with challenge from numerous other universities to compete for gaining more students. Service The service for attracting students would be university’s capacity in providing the quality school faculty and proper course arrangement. Also, the campus environment was part of service NU could reform to make a change to provide better studying atmosphereShow MoreRelatedMaterial And Method Of Plant Materials1150 Words   |  5 Pageswere selected and identified based on the descriptions provided in different references such as Flora Iranica (Rechinger, 1974) and Flora of Iran ( Sharifnia Assadi, 2001).The voucher specimens were deposited in the herbarium of Shahid Beheshti University (HSBU). 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Critical Review of “Theology the Basics” Free Essays

Critical Review: Theology; The Basics By: Luke Knoll Survey Of Christian Beliefs Kerry Pretty Pacific Life Bible College Theology: The Basics; Critical Review As Christians we often believe certain things simply because it’s what our parents and the people around us believe. We often go about our Christian walk without ever giving thought or reason to why we believe what we do. The world of Christian Theology is a place where Christians can find answer to the ‘what and why’ of Christianity. We will write a custom essay sample on Critical Review of â€Å"Theology: the Basics† or any similar topic only for you Order Now If we are able to begin comprehending Christian Theology and the rudimental knowledge of it, then we can take it with us into more in depth books and discussions about theology, know the importance of it and how vital it is for Christians to actually know what and why they believe specific things The goal of the book Theology: The Basics is to introduce basic foundational terms of Christian Theology to those who have never studied theology before. It explains how we get doctrine and theology from the Apostle’s Creed and the technicalities found in it. The book attempts to have an unbiased approach at the ideas and theology brought up in the contents. The book can be easily summarized by looking at the flow of the chapters in the table of contents. Starting off with the basics, â€Å"What is faith? † (pg. 1) then moving into discussion on God, Creation, Jesus, Salvation, Spirit, Trinity, Church, Sacraments and finishing off with Heaven. This book thoughtfully moves and flows through some of the most thought about of topics. With each chapter the reader can dive into the meaning of these terms and if there are big intimidating words in front of their eyes they are able to refer to the glossary conveniently added in the back of the book. The tactics that McGrath uses in his book are very practical. McGrath takes a specific topic and meticulously teaches on it using both a historical and educational stand point. McGrath uses the history of the time period that the Apostle’s Creed was written in and gives historical background to add clarity on the topics he is teaching on. In doing this McGrath lets our minds have enough backstory to more easily understand the information given. After giving historical background McGrath breaks down the topic in a very clear format. When talking about Jesus (pg. 58-76) He talks about why Jesus is important â€Å"Christology†, but then he educates us by breaking down the considerably large topic of Jesus into more manageable categories such as the names of Jesus; Messiah, Lord, Son of God, Son of Man, God. After going through the names of Jesus he then educates us on other important theological discussions of Jesus like: Functional statements about Jesus, Early Christological Models, The Council of Chalcedon, The incarnation and icons, and Christ as mediator. Then after discussing the ‘meat’ of the topic he then gives us an opportunity to â€Å"Engage with a text† at the end of every topic. These texts give different examples and opinions for each topic and then McGrath gives the reader a short series of questions for individual or small group discussion about the text/topic he had given. Though McGrath did do a very good job at giving us insight on the historical background of the topics and also educated us in a very easy, elementary level on the theology, he lacked personal touch. In this I’m talking about some personal stories or experiences from his life that has helped him engage these theological terms and ideas. It was very â€Å"theological† in its approach, however the simple addition of some personal experiences might help him engage a broader and more diverse target audience. Even with that being so, the book was very well written and I enjoyed learning about the different topics about Christian Theology. This book did help me develop my own ideas of some of the terms, as it remained unbiased throughout majority of the book. One area where I think McGrath could have connected more with the reader is in the chapter discussing the Spirit. When he is discussing the term â€Å"Charism† (pg. 100) as he is discussing how it means the filling of an individual with the spirit of God. I believe that could have been a prime situation for him to give a personal testimony in attempt to connect with the reader and give additional examples. I do though understand that if McGrath were to start giving personal stories he would have to add them throughout the entirety of the text as well as change the voice of his writing all together. So even though McGrath may not be able to connect with every type of learning (as many authors cannot) he did create a great resource to be used by those of us who are just simply ‘newbies’ at theology. The books purpose as stated was to create a text in which people who did not have any knowledge of theology could come and learn about it in an easy, clear manner. In Theology: The Basics, McGrath did an excellent job at teaching us these somewhat daunting terms and topics. He admirably took a broad tip paint brush and went over all of the basic terms that are lined out in the Apostle’s Creed. In doing so he whetted our appetite in the world of Christian Theology and he was able to give us great rudimental knowledge that we can take with us into more in depth books and discussions about theology, the importance of it and how vital it is for Christians to actually know what and why they believe specific things. Overall the book did a good job at creating a medium to pass on knowledge as well as staying unbiased to keep us unoffended if his view didn’t entirely line up with the readers. How to cite Critical Review of â€Å"Theology: the Basics†, Essay examples

A Case Study of USA and Switzerland-Free-Samples for Students

Question: Discuss about the Challenges of Managing Global Teams. Answer: Introduction Globalization has led to the changes in the workplace. International companies have projects worldwide worked upon by employees from different countries, involving great geographical distance with different time zones. The advancement in technology has further complicated the management of various worldwide projects. Research shows that there is an increase in the number of projects distributed geographically within matrix companies and the management of these projects alongside the employees is proving a task. According to Landry and Wood (2012), the management of the matrix forms of projects has been difficult to manage, and the failure is mostly associated with diversity. Gazor (2012) asserts that virtual work groups are more complicated than face to face related job. The sources of conflicts in a global workforce include the variation in cultures and their lack of familiarity (Vance and Paik, 2015). The significance of human component at work and manner in which people associate with each other should not be taken lightly (Bolman Deal, 2017). Statement of the Problem This research affirms existing theories and practices and adds values to them in various ways. First, this study examines critical challenges that affect the effective and efficient management of global teams because the set-up of global teams vary and are a contrast to the settings of the traditional face to face work (Thomas Peterson, 2017). Secondly, most of the studies done on topics related to management of global teams have not been comprehensive enough to address the challenges that the managers of virtual teams undergo. Most of the researchers have centred on the effectiveness of managing the face to face teams with diverse cultural backgrounds (Hofhuis et al., 2012) However, the changes in business transactions as a result of technology advancement have led to matrix companies and the rise of virtual teams worldwide, and thus it is critical that the management challenges of these teams be researched. Furthermore, the impact of managing global teams has been given little att ention. This research gap is critical because the global teams are almost varied in all aspects compared to the usual face to face interviews. For instance, a cultural diversity which is the common source of challenge in global teams can negatively impact the performance of other employees and the organization at large (Bell et al., 2011). Therefore, this study seeks to merge the research gap in the literature by examining the various challenges that hinder the effective and efficient management of global teams. Project Objective The purpose of this study is to find out the challenges that affect the efficient and effective management of global teams with a case study of two sites; USA and Switzerland. Furthermore, this study examines the possible causes of the challenges with the goal of developing an in-depth understanding of the objective. The following specific research questions will be answered by this project: Primary Question Does cultural diversity impact the management of global team? Secondary Questions Is communication a challenge to the smooth management of global teams? Is trust a challenge to the smooth management of global teams? Does interpersonal relationship affect the smooth management of global teams? Expected Research Outcome The solutions to the presented research questions of this study will serve as the first expected outcomes. Furthermore, this project tries to explore the concept of management in matrix companies from the perspective of global teams and provides further information from this phenomenon. With an understanding of challenges for success in expansion of business to other nations, the organization can put in place precautionary measure that may hinder its growth and sustainability (Buyl et al., 2011) Justification of the Project This study will benefit students, business managers and both international and upcoming companies and any other party interested in similar research. First, this study will be of significance to the companies in that it will offer them an understanding of virtual teams and the challenges that face them. The relevant knowledge on the challenges affecting the management of global teams can help the management of international companies to understand the underlying rationale for reducing performance and suggest resolutions for the same (Gilson et al., 2015). Additionally, the objective of business organizations is to ensure that the employees are productive and performance e of the teams. With such a perspective, then the strategies that the management may lay towards efficient management will be founded on research gotten out of a real-time experience. Secondly, the recommendations that will be derived from this project will enable most companies with the potential to expand their mark et share abroad to undertake such a move with the back-up of scientifically proven information Project Scope To effectively conduct a research on the challenges of managing a global team, a comprehensive review of the existing relevant literature was undertaken. This project considered systematically analysed peer reviewed and published articles, books and journals to provide in-depth background information on the research topic. Literature Review Technology has made the world a global village so are the Multinational organizations. The advancement of technology has made international organizations that are geographically apart to operate and function like they are in a common place (Brack Kelly, 2012). This has led to a workforce that is multicultural of which the current organizations are appreciated the benefits of such a diverse workforce in a virtual set-up. The necessity of connecting professionals that are geographically spread far apart demands the research on the effects of cultural diversity on the performance of a global team. Research by Dent et al., 2013) shows that 77% of most offices are progressively being forced to manage a multicultural and global organization. The Virtual Human Resource Development (VHRD) progressively focuses on the need for a concerted and social nature of a global team which operates in an environment that is diverse culturally (Bennett, 2014). However, global workforce may be faced by challenges working in an environment that is diverse culturally, communication problems, trust issues and interpersonal relationships. The Social Attraction Theory and the model of Similarity Attraction. O'leary et al. (2011) reasons that homogenous have similar characteristics such as culture, beliefs, and attitudes which facilitates team performance. However, as a result of globalization and the consequent diversity of the workforce, the homogenous groups are becoming non-existent. Cultural Barriers Employees of different cultural backgrounds have different beliefs, values, and practices. Such diversity hampers effective interaction at the workplace (Hays, 2016). Cultural diversity leads to inter-group prejudices and discrimination by sex, religion, and ethnicity. Bielby (2012) found out that in some cultures women were discriminated by the male supervisors to the extent of sexual harassment. Resentment over adherence to some religious practices is also some problems that the managers have to deal with in a multicultural work environment. Another aspect is language accents where workers equate lack of fluency in a given language to lack of intelligence thus discouraging other workers from expressing their opinions freely even during boardrooms. The element of formality and informality is also another issue the managers have to contend with. For example, Japanese are commonly known to be formal in their interactions whereas the Americas are known to be informal and believe in fri endly greetings. With such a team of staff in the same workplace, cooperation becomes difficult. The managers have to deal with all these aspects of cultural diversity for the organization to perform, and thus they indeed become problems to the manager. Barriers of communication Since effective management of global teams is majorly based on the connection using tools such as emails, the conveyance of the messages may be misinterpreted or misunderstood. Also, email overload is another challenge in communication, for the employees may neglect to read the information contained in detail for every email which may lead to misinformation. Dispersed teams can also face the issue of clarity of information and failure to comprehend the bigger picture, worsened by the absence of body language which facilitates understanding in communication (Daim et al., 2014). Time variation also affects effective communication because employees are sometimes forced to work beyond official work time. Thus it becomes difficult for the manager to facilitate business practices and between the employees. Trust issues Trust is built over time with constant association more so in the case of face to face contact. However, in the case of a virtual team, development of trust can take a very long time because there is no physical contact which is vital in developing confidence among employees. For an extended period, global teams can establish trust with each other, but this is usually brought down by employee turnover in which the new employee has to take time to develop confidence in other virtual colleagues. Trust is the underlying factor that is required by the companies or the teams to be useful in nature (Pinjani Palvia, 2013). Each of the members of the group or the global team provides the different aspect and unique touch to the whole team. If the management is proper, the team provide synergies and efficient performance as a result. But if there are trust issues with the employees or the team member, then it is difficult to gain the practical results (Zander et al., 2012). Trust is the fact or that is not found in the global teams because they have different background and thus the pee, feel challenging to trust the person who is not related to him. Interpersonal Relationships The dynamics of interpersonal associations in a global team may differ with that of a face to face workforce, and managers are thus tasked to develop and maintain the team ethos. The management of virtual teams is the critical problem that leaders face because of the absence of employee visibility and the lack of face to face association between colleagues (Mukherjee et al., 2012) Leadership of a remote staff diverse in culture and background can be difficult in addition to the complexity of the relationships amongst the team members. Distance can also imply that problems that can quickly be resolved through natural conversation can be blamed rapidly and erroneously apportioned in the virtual setting. Research Methodology The following methodologies will be undertaken for a cogent analysis of the aims and objectives of this project proposal: Literature review A systematic Literature review will be studied widely then analyzed to obtain secondary data for this project (Bryman Bell, 2015). Scholarly sites such as Google Scholar, journal and peer-reviewed articles (published), and these shall be studied in-depth the source of secondary data (Clark, 2013). Population The target population for this project will be fifty employees based in USA and Switzerland whose responsibilities include leaders, managers and planning heads of various international projects. Sample The project will make use of the systematic and purposive sampling methods because of the large size and spread of the target population to define and select the participants from the sample frame for the research and to identify and select the senior officials from various nationalities respectively. The sample size will be eight derived using Krejcie Morgan table (Zikmund et al., 2013). Data Collection and Analysis Methods Data will be gathered using questionnaires and interviews and then analyzed using qualitative and quantitative data analysis methods (Creswell, 2013). The data will first be coded, grouped and then analyzed and presented in the form of charts and graphs for interpretation. Then the data is to be examined using Statistical Program for Social Sciences (SPSS). Research Plan The schedule of the study is projected to take approximately five months. The table below shows in detail the plan for each activity and the expected duration. All the costs that are to arise during the undertaking are to be met by the researcher. The delivery of the questionnaires is however to be subject to the prospective time of the respondents Activity Start Date End Date Period (Days) Project proposal organization 06/10/2017 16/10/2017 10 Literature review 17/10/2017 16/12/2017 60 Data collection process 20/12/2017 28/01/2018 39 Data analysis process 30/01/2018 11/03/2018 40 Report presentation 12/03/2018 19/03/2018 7 Research Limitations Irrespective of the reliability of the study, it is restricted to employees of only two countries whose aspects of virtual team diversity may be different with other organizations in other countries. Thus, the generalization of the outcomes should be made cautiously. Furthermore, the allotted time was not adequate as this research involved locations that are geographically apart. Conclusion The challenges that managers face while managing global teams can vary and are subject the settings of the work environment but the most critical ones have will be studied in this project. However, most of the existing research has not covered broadly the common challenges facing the management of virtual firms. This proposal intends to examine this area with consideration of USA and Switzerland as a case study. References Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis.Journal of management,37(3), 709-743. Accessed on 5 October 2017. https://www.researchgate.net/profile/Suzanne_Bell3/publication/247570290_Getting_Specific_about_Demographic_Diversity_Variable_and_Team_Performance_Relationships_A_Meta-Analysis/links/02e7e5256c6371075b000000/Getting-Specific-about-Demographic-Diversity-Variable-and-Team-Performance-Relationships-A-Meta-Analysis.pdf Bennett, E. E. (2014). How an intranet provides opportunities for learning organizational culture: Implications for virtual HRD.Advances in Developing Human Resources,16(3), 296-319. Bielby, W. T. (2012). Minority vulnerability in privileged occupations: why do African American financial advisers earn less than whites in a large financial services firm?.The ANNALS of the American Academy of Political and Social Science,639(1), 13-32. Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Brack, J., Kelly, K. (2012). Maximizing millennials in the workplace.UNC Executive Development, 1-14. Accessed on 5 October 2017. https://avds.com/images/blog/UNC_Millenials_Workplace_Study.pdf Bryman, A., Bell, E. (2015).Business research methods. Oxford University Press, USA. Buyl, T., Boone, C., Hendriks, W., Matthyssens, P. (2011). Top management team functional diversity and firm performance: The moderating role of CEO characteristics.Journal of management studies,48(1), 151-177. Clark, G., 2013. 5 Secondary data.Methods in Human Geography, p.57. Creswell, J.W., 2013.Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications. Daim, T. U., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W., Bhatla, A. (2012). Exploring the communication breakdown in global virtual teams.International Journal of Project Management,30(2), 199-212. Dent, F., Holton, V. and Rabbetts, J. (2013), Meeting the Challenges of the 21st Century. Ashridge Management Index 2012-2013. Gazor, H. (2012). A literature review on challenges of virtual team's leadership.Journal of Sociological Research,3(2), 134-145. Accessed on 5 October 2017. https://macrothink.org/journal/index.php/jsr/article/download/2247/1906 Gilson, L. L., Maynard, M. T., Jones Young, N. C., Vartiainen, M., Hakonen, M. (2015). Virtual teams research: 10 years, 10 themes, and 10 opportunities.Journal of Management,41(5), 1313-1337. Hays, P. A. (2016). Addressing cultural complexities in practice: Assessment, diagnosis, and therapy. Hofhuis, J., van der Zee, K. I., Otten, S. (2012). Social identity patterns in culturally diverse organizations: The role of diversity climate.Journal of Applied Social ,42(4), 964-989. Landry, C., Wood, P. (2012).The intercultural city: Planning for diversity advantage.Earthscan. Mukherjee, D., Lahiri, S., Mukherjee, D., Billing, T. K. (2012). Leading virtual teams: how do social, cognitive, and behavioral capabilities matter?.Management Decision,50(2), 273-290. O'leary, M. B., Mortensen, M., Woolley, A. W. (2011). Multiple team membership: A theoretical model of its effects on productivity and learning for individuals and teams.Academy of Management Review,36(3), 461-478. Pinjani, P., Palvia, P. (2013). Trust and knowledge sharing in diverse global virtual teams.Information Management,50(4), 144-153. Thomas, D. C., Peterson, M. F. (2017).Cross-cultural management: Essential concepts. Sage Publications.teams, Group Decision and Negotiation, Vol. 15, No. 4, pp. 389-406 Vance, C. M., Paik, Y. (2015).Managing a global workforce. Routledge. Zander, L., Mockaitis, A.I. and Butler, C.L., 2012. Leading global teams.Journal of WorldBusiness,47(4), pp.592-603. Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013.Business research methods.Cengage Learning.