Violence in Secondary Schools and Colleges in Britain Essay

Violence in Secondary Schools and Colleges in Britain - Essay Example It is common to read in the newspapers and hear through other people that a teenager has been stabbed in the eye and the head by a fellow of 15 years old at school; we also hear and read about pupils that suffer cuts and bruises in a school/college attack or that are slashed across the face with a pencil sharpener; students mugging other students for their cash and mobile phones, and the list is long. The truth is that this issue has been raised some years ago. The police usually said that the incidents reported where not related to racial disputes. However, this need to be confirmed as usually ethnic groups is also part of the problem. In 2006, Ministers decided to change the law to provide teachers with the legal right to discipline unruly pupils and restrain children using reasonable force. In May 2005 the British government announced the creation of a task force (Curtis:2005) where experts heads and teachers would have to consider a national code of behaviour, and to set minimum standards expected by schools, parents and pupils, in order to tackle poor behaviour. Also, a new offence of "allowing a child to be found in a public place during school hours without good cause" to make sure parents keep track of their children was established, and the controversial right of parents to appeal when a pupil was excluded for more than five days was backed as well (Macleod:2005). The whole initiative represented a new move to construct a "culture of respect" in the classroom. However, as we have already seen, reforms have made little impact. Colleges started to take different measures like installing metal detectors in hundreds of secondary schools in an effort to dissuade pupils from carrying knives and dangerous weapons; increasing guards and security; introducing cameras; among others. The introduction of these cameras was important as by this measure some students were caught red-handed like for example in the act of stealing a purse or breaking the windows of the classroom, or vandalising cars in the school area. The question from now on is the following: How can we improve the current situation For the question raised we can think of many important measures that can be adopted. For example it is necessary to establish norms for behaviour for students. Students can be asked to set penalties and enforce rules. Also it is imperative to encourage parents to talk with teachers about the progress of the child, to engage in a closer relationship with the school authorities, and to learn how to recognize the warning signs of violence either at home or with their peers as they will surely reproduce later in the school environment. For teachers it is also important to recognise the signs of violence as soon as they occur and to stop them immediately. They can report immediately

Medical Precision Systems Human Resources Management Case Study

Medical Precision Systems Human Resources Management - Case Study Example "A share is a unit of ownership. When you own a share you become a part-owner (shareholder) of a company and you will have the right to: receive any dividends paid on each share that you own; receive a copy or summary of the company's annual report A performance management culture exists at MPS and appraisals, remuneration, and promotions are highly performance based. Artley and Stroh (2001, p. 5) reports, "All high-performance organizations, whether public or private, are, and must be, interested in developing and deploying effective performance measurement and performance management systems, since it is only through such systems that they can remain high-performance organizations." For fifteen years MPS has been employing a total quality management (TQM) program. Ten employees are on a team and they elect their leader. Group, or team, leaders hold feedback sessions and report what they gather to the senior production managers. (Beardwell and Holden, 2001, p.742.) A great deal of time, effort, and money is involved in providing excellent training in teamwork, people skills, and job education. Along with all of this training, company benefits, and a caring staff MPS also offers recreational facilities, sports, and social events for its employees. The company has strong values and a clear vision and it lives up to its mission statement, "MPS-working for the health of America". (Beardwell and Holden, 2001, p.742.) In the early 1990s MPS took its business worldwide and expanded into Europe, the United Kingdom, Sweden, and France. The strategy had to be adjusted as the company was now global and the system had to cater to global commitments and developments. Although business on the production and marketing side were going well Last Name 3 and the United Kingdom subsidiary in Bath and the Swedish subsidiary in Uppsala experienced steady growth, the overseas HRM experienced many difficulties. Reports revealed there was much potential for the French subsidiary. ((Beardwell and Holden, 2001, p. 742.) The company faced some disadvantages of going global and the lack of success with HRM that other firms run into. These include, as listed on 03 October 2003 by easterangel-ga (a blogger on Google Answers): -Flexibility and change in mindset: Cultural taboos or sensitivities of the market -Level of commitment -Organizational structure: Ensure multinational legal compliance such as labeling, packaging, product safety, and liability laws) -Language barriers MPS's HRM worked for its home-based parent company but did not do quite as well with its subsidiaries. Expatriate managers exerted strong controls over employees in different countries based on goals in financial and production terms, which were set by the parent company, did not give the local subsidiaries much input. They did not have much say in business activities. (Beardwell and Holden, 2001, p.742.) Keeping unions out or making sure that their influence was kept to a minimum were the