Essay on Prison Gangs Gangs and Security Threat Group...

One of the major problems of corrections today is the security threat group - more commonly known as the prison gang. A security threat group (STG) can be defined as any group of offenders who pose a treat to the security and physical safety of the institution. Throughout the 1960s and 1970s, prison gangs focused primarily on uniting inmates for self protection and the monopolization of illegal prison activities for monetary gain (F.B.P., 1994, p. 2). STGs are mostly divided along racial lines and practiced defiance towards authority. STGs use a variety of hand signs, alphabet codes, tattoos, and different types of gang terminology. Gangs characteristically have rivals and make an alliance with other gangs. The criminal activity†¦show more content†¦Ã¢â‚¬Å"Sponsorship is mandatory, and only after acceptance may an inmate identify himself with a tattoo or patch† (Ralph, 1997, p.185). Most gangs utilize a â€Å"blood in, blood out basis for gang membership: A wo uld-be member must stab a gang’s enemy in order to be admitted, and once in cannot drop out without endangering his own life† (Clear and Cole, 2000, p.260). Besides killing a rival there are other ways to enter the gang and receive acceptance. Those ways include, but are not limited to, assaulting an officer, doing drug deals, or â€Å"catching a cell† which means to go into a cell with members of the gang for which the recruit is trying to enter and fighting against them to determine if the prospective member can â€Å"hold his own†. These methods of entrance are what contribute to a large majority of the prison violence. The past prison experience relied on â€Å"the order and stability provided by the old inmate subculture (which) has been replaced by an atmosphere of conflict and tension, in which inmates align themselves into competing gangs and other inmate organizations† (Bohm and Haley, 1999, p. 351). The gang culture is also based on l oyalty and trust of fellow members, such as a â€Å"united as one† attitude. This attitude has brought up confidence in offenders, but helped to diminish the effectiveness of the authority of the correctional officers. With the problem of gangs in hand, many states haveShow MoreRelatedSecurity Threat Groups/Gangs in Prisons Essay1480 Words   |  6 PagesRunning Head: SECURITY THREAT GROUPS/GANGS IN PRISONS Security Threat Groups/Gangs in Prisons Nicole Sage Kaplan University CJ130-03 Nancy Thode January 18, 2011 Security Threat Groups/Gangs in Prisons In our prison systems today, many different gangs pose a threat to our correctional staff and other inmates. In the United States, gangs exist in forty of the fifty states. These gangs bring violence, drug trafficking and racial unrest to our correctional system. The Aryan BrotherhoodRead More Gangs and Violence in The Prison System Essay2007 Words   |  9 PagesGangs and Violence in the Prison System Introduction Gang violence is nationwide and is one of the most prominent problems in the prison system today. Gangs are known to attempt to control the prisons/jails, instill fear within the prison system and throughout the society, and bring negative attention to the system. â€Å"Gang affiliated inmates comprise about 18 percent of the 18000 inmate population.†(Seabrook) A growing numbers of inmates and a large amount of them serving longer sentences forRead MoreGang Violence : Effects On Recidivism Through Rehabilitation Programs1533 Words   |  7 Pages Gang violence: Effects on recidivism through rehabilitation programs The Problem In recent discussions of gang violence in prison, a controversial issue has been whether programs can lower recidivism rates. On the one hand, some argue that Gang violence can not be deterred from this perspective, it is understandable to see where society could see how gangs could be a lost cause. On the other hand, however, others argue that there is a possibility to help change them for the better and it can startRead MoreGang Violence On Our Streets1514 Words   |  7 Pages Gang Violence In Our Streets Gang violence has been around for a long time all the way back to the 1800 and have greatly increased all around the globe ever since. Gangs are a group of people that fight and kill other gangs over turf,money,pride, and drugs. People usually join gangs from around the age of 8 to the age 20. Most gang members join because they have been abused by their parents or because they don t have a family. Gangs treat each other like a family,Read MoreA Formal Description For A Youth Gang1503 Words   |  7 Pagesindividuals may enter into groups that society often refers to as gangs. It is accurate to say that gangs contribute immensely to crime and delinquency however, to say that this is the purpose of all gangs would be misleading. Gangs should instead be seen as existing on a continuum, some ranging from groups of peers who spend time together and may get into trouble, to others who participate in more serious crimes (Gorden, 2000, p. 4). In terms of a specific definition for a gang, t here really is not oneRead MoreSubculture: Prison and Inmates2651 Words   |  11 Pagescalled prisons. It was a belief that they would learn their mistakes, repent and rejoin societies as better people. On the contrary, what happened was the cultivation of an environment leading to the evolution of prison subculture. In a constant power struggle amongst nations, politicians and people within society, many fail to perceive or notice a battle of another sort. That is the battle of those trying to survive in an environment predominant with racism, hate, violence and gangs. Prison subcultureRead MoreInfluential and Sociological Aspects of Gangs: What Makes Individuals Want to Join Gangs?3113 Words   |  13 PagesInfluential and Sociological Aspects of Gangs: What Makes Individuals Want to Join Gangs? Magdaline Mouratides Sociology 100 Instructor Francisco Limá ½ ¹n November 29, 2011 Abstract The purpose of this research is to identify the sociological aspects and means in which individuals may use in order to affiliate themselves within a gang and their practices. The following research uses statistics and information given by police departments and the Department of Justice. I have searched for reasoningRead MoreSociological Theories and Gang Violence3259 Words   |  14 Pages SOCIALOGICAL THEORIES and GANG VIOLENCE Abstract The sociological analysis of gang membership explores the different types of effects that arise due to criminal involvement. Because of the social conflicts that are associated with gang membership, this paper will explore the different theories of social learning and both personal and control issues that relate to the recent surge in crime across Chicago. As we open the doors of a crime ridden society, the truth begins to unfold. It isn’tRead MoreKenya And The Kenyan Police Force1674 Words   |  7 PagesMuslims as violent extremists create ethnic and religious tensions, which encourage massive number of Muslim youths to continue getting radicalized. Considering the awareness of coastal communities about the role of Kenyan government about socio-economic deprivation, the local institutions are always incapacitated to address their security, employment, and education needs. This provides the violent extremists with opportunities to capitalize on the feelings of marginalizatio n and hopelessness amongRead MoreCollaboration For Deter Youth Gang Violence2203 Words   |  9 Pages Collaboration to Deter Youth Gang Violence Collaborative Project Final Report Douglas Immler, Tinamarie Knowlton, Jon Mast University of South Florida School of Public Affairs Author Note This project was prepared for PAD 6934 Collaborative Governance, taught by Professor Robin Ersing. Abstract In recent times, public officials, community groups and activists have expressed their concern over the growth of violence perpetrated by youth gangs. On their own, local governments

Polyphonic Hmi Mixing Math and Music Essay - 2305 Words

Executive Cover Memo Subject: Polyphonic HMI: Mixing Math and Music This is to recommend that Hit Song Science should market its product and services to record labels attempting to catch a larger share of the market. BACKGROUND Polyphonic HMI is preparing to launch Hit Song Science, which analyzes the mathematical characteristics of music compared to past music hits, making it possible to determine a song’s hit potential. Music characteristics can be analyzed by math such as melody, tempo, pitch, rhythm, etc. because hit songs have common mathematical properties. Polyphonic’s Hit Song Science could be valuable for three target markets: record labels, producers, and unsigned artists. There are benefits to marketing HSS to all†¦show more content†¦The advisory board and top managers are highly educated in physics, mathematics, and music. When they all work together they come up with knowledgeable business ideas. Customers: Establishing the target market is the focus of the case. There are different avenues they can venture down. The key is to figure out which will be generate sales more quickly and prove to be the most beneficial to the company. Polyphonic’s options are to market to the record labels, producers, or the unsigned artists. Collaborators: Polyphonic’s first idea was to market their technology of the HSS to retailers. The retailers would have stations in their stores so that people can rate songs. The problem was that they could not find a software company to work with. Competition: There are no other forms of technology that predict the successfulness of songs in the music industry. The current method used is producer’s gut feelings. Context: The music industry is rapidly changing. New hits and duds are released everyday. If record companies can better predict the successes of songs, they could save a lot of money from releasing songs that will not be charted. Defining Problem / Decision Area Polyphonic has several decisions to make before getting this project off the ground. The first decision that has to be made is who to target Hit Song Science toward.Show MoreRelatedPolyphonic Hmi: Mixing Music and Math749 Words   |  3 PagesPolyphonic Hmi: Mixing Music And Math 1 PROBLEM STATEMENT After failing at their first attempt to enter the music industry, Polyphonic HMI (hereinafter referred to as the â€Å"Company†), is releasing Hit Song Science (HSS), software used to predict future hit songs with 80% accuracy. An integrated marketing strategy, needs to be developed to launch an innovative product, in an industry typically known for â€Å"gut instinct† and therefore likely to meet strong customer resistance. Thus there are two keyRead MorePolyphonic HMI: Mixing Music and Math (Case Study Review) Essay1979 Words   |  8 Pagesï » ¿ Polyphonic HMI: Mixing Music and Math (Case Review) Abstract This paper is an analysis of a case study originally conducted by the Harvard Business School in August of 2005 and is based on the challenges of introducing a new technology into a market place that for decades been based on â€Å"gut feelings and intuition†. The new technology was initially designed to assist consumers in music stores find music that met a certain criteria. Later this was changed because of a sharp decline in musicRead MorePolyphonic2316 Words   |  10 PagesPolyphonic HMI : Mixing Music and Math Entertainment Management Situation Analysis Issue Deï ¬ nition Environment Analysis Strategy Options Choice Action Plan Situation Analysis Situation Analysis(External) So few songs actually become hits - Las Vegas gives you better odds than the Music Industry! You might as well just put a million dollars on red and spin the wheel... - Ric Wake, Independent Music Producer Entertainment Management : Polyphonic HMI : Mixing Music and Math

The Effects of Motivation on Work Free Essays

In a world of abundance filled with unmatched economic lows, there has never been a greater calling for the understanding of the effects of motivation in the workplace. We will look at motivation as the light needed to see positive change in our work life, the change necessary to improve the economic stature of our family and peers. Though motivation cannot be taught, it can be stimulated by an employer or an individual. We will write a custom essay sample on The Effects of Motivation on Work or any similar topic only for you Order Now Stimulated in a way that creates the foundation to breed and exceed expectation. To understand why motivation plays such an important role in one’s career it is clearly definite we must understand the true meaning of the word and how it works in different forms. Motivation comes from the Latin root meaning â€Å"to move† (Wade Tavris, 2009). As if this root meaning is not enough to grasp the idea, Psychologists define motivation as the process of which a person or animal move toward a goal, or away from a negative situation (Wade Tavris, 2009). There is no difference in the way motivation works when we are trying to achieve within the workplace or the motivation to eat when we are hungry. The force it creates is the same though the desired need is different. Motivation is also broken down into two varying factors. These two factors of motivation must be understood because they influence our mentality of achieving or more so, why we choose certain aspects of following our motivations. Intrinsic motivation is the pursuit of an activity for its own sake whereas extrinsic motivation is the pursuit for external rewards (Wade Tavris 2009). We can see that motivation propels us in a way that we consciously and subconsciously move forward to attain what it is that we seek, and it also used to push or pull away from a situation that would be possess negative attributes to our motivations. We also know that motivation is influenced by different motives. In this research paper we will discuss motivation in the workplace, be it positive, negative, or null. We will also discuss some studies behind the thoughts of how we function mentally at work, to work, and for work. Working within a company that creates a positive mental attitude mantra is detrimental to the success of the company and well-being of the employee. Companies can launch campaigns to replicate motivation, but unless the companies approach is truly sincere and consistent the value is lost. In Douglas McGregor’s book, â€Å"The Human Side of Enterprise,† published in 1960, McGregor states that human beings have a natural dislike for work and avoid it if they can (McGregor, 2010). So if we as human beings dislike work in general, how could we ever become motivated? In Frederick Herzberg’s book, â€Å"The Motivation to Work,† Herzberg discusses how a workplace can create a motivating environment for its employees. He lists factors that result in motivation and dissatisfaction in the workplace. He calls them motivators and hygiene factors (Herzberg, 2002). We will discuss the hygiene factor later in this paper. The satisfying motivators he lists are as follows: achievements, responsibility, work itself, recognition, advancement, and growth (Herzberg, 2002). These factors provide positive motivation in the work place. His beliefs of how a company can motivate also include ideas such as when an employee shows the ability to take on more responsibility the company should honor the individual, that the company should work to utilize the full capability of the employee, and that if a person’s capabilities cannot be used the company should replace the individual to maintain the state of motivation in the staff (Herzberg, 2002). A company can try all that it can to motivate the work force, but what causes one employee to be more motivated than another in the same position. An individual’s positive motivation they bring to work each day can produce tremendous success in their career. Where does their desire come from? What makes one employee more motivated than others? These are two great questions that will assist in determining what fuels an individual to perform at work with non-motivational attempts by the company. There are several conditions that positively affect our individual motives for attaining success. One answer is goals. Goals are said to improve performance when three conditions are met: the goal must be specific, challenging yet achievable, and designed to gain what you want rather than what you don’t want (Wade Tavris, 2009). This means when someone knows exactly what they want, as long as it isn’t ridiculously out of reach, and they work in a direction that when completed provides maximum satisfaction, one will begin to perform better. A goal is just the vehicle of motivation, the vehicle requires the fuel of motivation to reach your destination. So in essence, goals breed motivation. There are two types of goals that assist in growing as a person. A performance goal is framed to do well in front of others, be judged respectfully, and avoid criticism (Wade Tavris, 2009). A mastery goal is designed to increase ones competency and skillset. (Wade Tavris, 2009) When these two goals are set into motion, our motivation is called upon and we will ultimately produce further success. Another factor that will cause motivation is very definition of the intrinsic and extrinsic motivation factor (Wade Tavris, 2009). For example, a new car, new family home, sales contest, bonus, and advancement are all attributes that require an individual to become more motivated at work and produce greater results. Also in Frederick Herzberg’s book â€Å"The Motivation to Work,† he lists factors that create motivation within an individual to succeed at work as achievement, recognition, work itself, responsibility, advancement, and growth (Herzberg, 2002). Motivation from within also can spawn from self-expectancy (Wade Tavris, 2009). When one expects to succeed, they work harder and become more motivated to work (Wade Tavris, 2009). In direct correlation to expectations is self-efficacy. Self-efficiency is the belief that he or she is capable of producing desired results, mastering skills, and achieving goals (Wade Tavris 2009). This too, cannot be taught. It is developed. We now see a relationship with how a company and an individual can produce motivation at work and why it is important. What we see is that it is the same basic process, but it all starts with an understanding that the person must be willing to both do and want greater results. There are also motivating factors that can discourage an employee at work. We will call this motivation, a negative motivation. As with all the factors that cause positive motivation, when their values are reversed negative motivation will occur. If there is no advancement opportunities, tasks are repetitive, the work in itself is not meaningful, there are poor relationships with superiors, or the worker does not feel appreciated then the motivation and overall mood of the individual turns awry (Herzberg, 2002). The â€Å"Hygiene Factor† we touched on earlier explains that the dissatisfaction one finds at work is a motivator buzz kill (Herzberg, 2002). He calls these dissatisfying factors hygiene because just as in health hygiene, these factors are maintenance factors (Herzberg, 2002). Maintenance factors are what we must do to avoid dissatisfaction (Herzberg, 2002). These factors include: company policy, problems with superiors, work conditions, salary, and problems with peers (Herzberg, 2002). These factors are directly related to the effect of the work environment. In summary, it seems when one has to work, to work, the mindset becomes negative about the specific job. As with detractors in the workplace, one can have detractors within themselves that are disturbing their ability to become motivated in a career. These detractors are feelings, emotions, and events in one’s personal life that are causing negative influence on their work mentality. Finances, time, family life, and lack of fulfillment are all negative factors that weigh against ones motivation. If one believes they are not following their dreams or living up to their full potential they will suffer, if one isn’t spending enough time with their family they will also suffer, and if one is struggling financially they will obviously have issues within themselves. Depression is another factor that can take away motivation. Depression causes the inability to function in several varying forms. These are just a few rationales as to why an individual may struggle to motivate themselves. When motivation is lost within the mental confines attributed to our career, whether individually or bred by the employer, one could become resistant to change, null to growth, and inconsistent in task. This makes it hard for one to complete daily tasks, yet alone go to work with the motivation achieve great results. However, motivation is a multifunctional psychological ability. Multifunctional because it can possess negative, positive, and null results. It can also produce an effect where one will work with the fear of losing their position. They will do what is necessary to maintain their status, all the while living with the fear of their comfort level changing. Working in this capacity causes a poor mental attitude both at work and at home. We have studied the multiple sides of the effects of motivation in the workplace. We found many common ideas, theories, and studies that associate both positive and negative motivation. For a workplace to provide a positive environment there are clearly defined structures to produce the desired outcome. As an individual, we must sincerely feel comfort, challenge, acceptance, and growth to become and remain in a motivated state. A tall list sure, but in order to grow as individuals these are all very important aspects that we must understand and be able to handle. In conclusion, motivation clearly affects each and every one of us in different ways, at different times, with unpredictable results. How to cite The Effects of Motivation on Work, Essay examples

Employability of Graduates of Bachelor of Science in Forestry of the Aurora State College of Technology, Sy 1998 †2006 free essay sample

CHAPTER I THE PROBLEM AND ITS BACKGROUND Introduction The Aurora State College of Technology (ASCOT) has been mandated to offer Forestry course since it opened its doors to its first batch of 300 freshmen on June 6, 1994. It is a ladderized curriculum wherein Diploma course was granted to those who have successfully completed the required courses in the second curricular year while Bachelor degree was granted to those who have successfully completed the required courses till its fourth curricular year. The first batch of graduates in the bachelor degree have shown commendable performance and mark up the College potential in this field when four (4) out of twelve (12) graduates who took the Forestry Licensure Examination in June 1999 were able to pass it. Thus, on August 6, 1999, the Department of Forestry and Environmental Science was officially created by virtue of Board of Trustees Resolution No. 271. Every year, graduates took the licensure examination and some if not most passed it. This motivated the department head and its faculty to strengthen its course offering, manpower, resources, facilities and linkages. However, the location of the College campus wherein this course was offered contributed to decreasing enrollees every year. In the current academic years, enrollees starting to boost its number hence their department was transferred in the main campus bringing a much easier access to the students. Changes in the student population were noted due to the change of location. This claim is just one of the possible causes of the occurrence of declining student population in the course for the past year. Yet, no one is certain to claim that it is really is it. This leads to an idea of making a tracer study to know the where about of the graduates and to generate a sufficient proof in claiming that graduates from this course have really an employment opportunity in the society. Or this is the lacking reason why enrollees for the past years declined. Conceptual/Theoretical Framework According to Manansala (2003), searching employment is a survival system therefore she claimed that educational attainment is necessary. For her, being a graduate is the best tool however she disclosed that the degree received is not important in finding a job but the graduates’ eagerness to find a job. In this study, the researchers considered the employability of graduates in the degree of Bachelor of Science in Forestry (BSF) for the past nine (9) years as reflected by their ways of finding job, occupation, length of service, employment status, type of employer, employment destination, and monthly income. With the use of appropriate methodology, this information help the researchers ascertain the proportion of employed to unemployed graduates and be able to characterized the distinctions of employed graduates. Figure 1 shows the conceptual paradigm of the study. On the other hand, related information to the graduates that include their personal profile in terms of year graduated, gender, civil status and present educational attainment, the respondents’ considerations on the reasons for not being employed, the learning competencies useful in their job or needed in finding job, and the problems encountered in employment or in finding job were also considered as supporting evidences to their employability. Suggestions to improve their course were also asked to solicit experiential information from them. INPUTPROCESSOUTPUT Employment Data ways of finding job ooccupation olength of service oemployment status otype of employer oemployment destination omonthly income osurvey ostatistical analysis ointerpretation Employability (proportion of employed over unemployed and their distinction of being employed) Figure 1. The conceptual paradigm of the study Statement of the Problem This study attempted to determine the employability of BSF graduat es from school year 1998 to 2006. Specifically, this sought to answer the following questions: 1. How may the personal profile of the graduates be described in terms of a. ear graduated, b. gender, c. civil status, d. eligibility, and e. present educational attainment? 2. How may the respondents’ employment be described in terms of a. ways of finding job, b. occupation, c. length of service, d. type of employer, e. employment destination, and f. monthly income? 3. What are the respondents’ considerations as to a. reasons of being unemployed, b. useful learning competencies in job, and c. needed learning competencies in finding job? 4. What are the problems they encountered in employment or in finding job? . What are the respondents’ suggestions to improve the curricular offerings of their course? Significance of the Study The results of this study would be a means of realization and valuation of the following: Students. The results will give vital information to incoming enrollees that will aid in making a choice of what course to take. Likewise, results will serve as the baseline information to the current students in asserting extent of effort, dedication, preparation and determination to win their profession marketability in the future. Teachers. The information obtain from this study can give them a great opportunity to ascertain what learning skills and competencies should be inculcated to students that will boost their qualities and competencies needed in finding job. Parents. The findings of this study will help parents realize their role in guiding their children in their career choice. Also, they could be provided ideas regarding the possible strengths and weaknesses of the course their children incline with or they wanted for them. In this regard, they could support their children in making the needed preparations as they pursue their chosen career. School administrator. This will give them baseline information which they could utilize in formulating their supervisory plans and in revising curriculum. The results from this study could instill brilliant ideas in designing a curriculum best fitted in the needs of the society now and in the future thereby ensure marketability of the graduates which will include their activities and employment. Scope and Delimitation of the Study This study was limited only to the graduates in Bachelor of Science in Forestry (BSF) of the Aurora State College of Technology (ASCOT) during the school year 1998-2006. The main focus of this study was to determine the employability of graduates which include the personal profile of the respondents such as year graduated, gender, civil status, eligibility and present educational attainment, and employment profile such ways of finding job, occupation, length of service, employment status, type of employer, employment destination and monthly income. Graduates’ considerations as to reasons for being unemployed, useful learning competencies in job and needed learning competencies in finding job as well as the problems they encountered in employment or in finding job and their suggested improvement in the curricular offerings of their course were also noted. Definition of Terms To clearly understand some of the terminologies included in this study, the following terms were operationally defined: Employability refers to the proportion of employed to unemployed graduate respondents in and their distinction of being employed or the distinction of their employment. Employment pertains to information related to graduates’ current job such as ways of finding job, occupation, length of service, employment status, type of employer, employment destination and monthly income. Employment destination is the particular place where the respondents work. However as use in this study, this refers to the specified vicinity of workplace of the respondents, whether within their locality, within the province or outside the province. Employment status is the standing of the respondents in their present occupation, either permanent, temporary/contractual, job order or alike. Graduates refer to individuals who successfully completed the requirements for the degree of Bachelor of Science in Forestry (BSF) during the school year 1998 – 2006. Length of service pertains to the number of years the respondents have been employed. Monthly income is the amount of wage or salary received by the respondents in their present job per month. Occupation refers to the particular job or work of the respondents which were categorized based on the occupational standard classification of the National Statistics Office (NSO) such as Technician includes controller. Service worker includes protective service workers like security guard, police, army and firemen, and personal care service worker like social worker and tour guide. Professional includes life science professionals like forester, and teaching professionals like teachers. Overseas Filipino Workers (OFW) includes Filipino individuals working outside the country which nature of job is unknown or unspecified. Trade worker includes painter. Machine operator includes driver. Supervisor includes project officer and foreman. Government official includes barangay official. Clerks includes customer clerk like cashier, and numerical clerk like typist, encoder, filer and alike. Laborer/unskilled worker includes helper. Managing proprietor includes businessman/businesswoman or vending related job manage and own by them. Personal profile pertains to the particular information about the graduates that includes their year graduated, gender, civil status, eligibility and present educational attainment. Respondents refer to the graduates of BSF under this study. Type of employer refers to the kind of company serving as the workplace of the respondents which are classified as government, private, non-government organization(NGO) or people organization (PO), self-employed and alike