Effects of Illegal immigration on Staffing Essay Example for Free

Effects of Illegal in-migration on Staffing EssayIllegal in-migration is the scenario where flock travel from a different coun essay and usher in a nonher solid ground using false documents or means that and makes it hard for the government to trace those who do so. The level of ineligible immigrants to developing countries standardised the the States has been increasing tremendously in the recent past causing adjoind debates ab tabu their causes and effects. The nearly emergestanding effect of iniquitous immigration basic altogethery touches on personify of public service and labor thus forcing several states to enact policies that whitethorn ultimately in reducing the number of public services acquirable to the immigrants. Their number of ineligible immigrant to the US has been gradually increasing until it has make it hard for the authorities to ascertain exactly their numbers or their exact residences (Yoshida, 2000). Background A lot of inconsistencies exist betwixt affluent and sad nations twain in wages and employment opportunities and this is responsible for the mass influx of residents from poorer countries to wealthier countries like the US. This has resulted in the culpable immigration from the poorer developing and less developed countries causing the caper of labor importation to the host artless.This research go away focus and analyze the effects of illegal immigration on the income, labor, and the cognitive physical mathematical operation of enlisting and natural selection of labor on the host country like the USA. It is also weighty to note that, a problem is created in the country of origin of the immigrants (Scullion Collings, 2006). The size of population in most poor countries usually exceeds the cast of employment and when this is coupled with political, ethnic and religious instabilities the rate of emigration is accelerated and this results in unending problems on the host country.Staffing is the process in which an organization acquires new and qualified employees to work in order to win their objectives and goals. This process entails among other steps replacement, recruitment and selection. Recruitment is usually do when concerns piss been analyzed according to the tasks that aim been performed and then writing them to suitable job descriptions. This requires the selectors to have basic knowledge on academic qualifications, skills and abilities of those to be selected and the undesired characteristics identified.When it comes to replacement of staff very critical questions be asked to the would-be employees with the help of sound consultants. It is necessary for the experts to handle the process professionally to ascertain the suitability of the job clearkers (Dale, 2003). The most important sources of recruitment that whitethorn be utilize for global staffing allow internal promotion and introductions, used of recruitment agencies and advertising especially the use of local and the international media.The firm that seeks to recruit individuals as their employees forget always try their best to discrimination by race, sex among other forms and this forget help in upholding their record. When they do this, they always ensure that the candidate they select meet all the requirements that qualifies them to be busy for the particular job that they seek. However, in the developed countries like the USA, in that respect are a lot of illegal immigrants and this adverts the recruitment and selection process to the extent that the concerned firm or comp all may have its temperament tainted.They result however be following what is required of them by the order since a country requires all people who work to pay off appraisees but in this case, the illegal immigrants get go forth be a burden to the politics since they do not pay any(prenominal) federal tax (Haines Rosenblum, 1999) Findings and Discussions It is apparently clear that illega l immigration has both positive and shun effects to the general economic system and the process of staffing.It is important to note illegal immigration affects the country of origin and the country of destination but the effects are severe on both sides. In this research we are going to consider the fall in States as the country of destination and Mexico as the country of origin where people emigrate from. Statistics from the pew Hispanic Center indicate that more than 50% of illegal immigrants in the U. S. originate from Mexico and they allow low-skilled labor to farmers and employers.It is clear that no formal steps and procedures of staffing are followed by the employers who higher the immigrants (Bean Vernez1989). The effects of this illegal immigration that were identified are as follows burdens the tax-based mental imagerys, accepts to shortage of labor in the country of origin, fake document mills, tax evasion, distortion of the law of demand and egress in a capital istic market, drags down the compensation of workers welfare and negative effects on working and warmness class citizens.The other effects of illegal immigrations that generally affect the economy and workers is the circumstance that it makes it hard for a country to raise the minimum wages, it makes the unscrupulous employers to pay alien in cash, increase in crime, overpopulation of the host nation, remittance of money to their country of origin, lack of government reimbursement and mortgage and loan fraud (Bean Vernez1989).It is however important to state that illegal immigration has or so positive effects to the economy and includes provision of bargain-priced labor making harvesting in agriculture comparatively flashy, increase of cash flow to retail business, increase in profits of auto insurers, creates a market pussycat for local foods produced, they purchase real estate, some of them may open affirm accounts may make the coin bankers earn some revenue. Immigrants may also spur economic growth and provides better lifestyles to those enter the country illegally.It is noticeable therefore that illegal immigration has both negative and positive effects (Yoshida, 2000). This raises a very fundamental question whether those found as criminals for world in a country illegally with no valid documents should be judged considering the difficult times caused by the pressures of unemployment, lack of homes, poverty, disillusion, lack of education and low-paying jobs in their country of origin (Daugherty Kammeyer, 1995). As initially stated, illegal immigration causes shortage of labor in their home country because they prefer going to the developed countries.This will ultimately affect the economic growth of the country negatively because there is no labor force to drive the economy. Lack of labor will force the staffing agencies of those countries to overthrow the minimum job requirements so that they can be able to get the required employees to work fo r them. This lowers the credibility of the recruitment agencies and the human resource managers who are regard in global staffing. This may make a country to have poorly qualified staffs that do shoddy work and this will lead to poor transaction of the economy and ultimate increase in poverty.Illegal immigration promotes brain drain a situation where the best knowledgeable staff and educated move to other developed countries to look for greener pastures for the careers. This will therefore affects the process of recruitment and selection in a negative way (Haines Rosenblum, 1999) Illegal immigration also has a direct effect on the tax-based resources imputable to the burden exerted by the illegal immigrant. In the United States, all people who work there are taxed by the federal government. Such money obtained as taxed are later used to improve other public facilities among them hospitals, schools among others.However, the government does not have clear-cut measures to ensure th at those being treated in such hospitals or using other facilities are the true citizens. This will therefore lead to exerting overly much pressure on the resources and may ultimately lead to provision of poor quality services to the genuine citizens. This may have a negative disturb of on the labor productivity and the morale of the workers. When this happens, the work done by the citizens may not be well done basically because their think about has been undermined.This will later make staffing encounter a lot of difficulties in trying to identify the best employees to be promoted since this is always done on the radical of customer exertion. The bear on organizations or firms may have to use other terms and methods to carry out various staffing processes and this will obviously taint the reputation of the recruitment agency since staffing ethics may not have been properly followed (Daugherty Kammeyer, 1995). This clearly indicates that illegal immigration by straining the resources has a direct impact on the death penalty of worker.It is clear that illegal immigration leads to an influx of workers to the country of destination like the United States. This will lead to a greater supply of jobs in the market more than it can be absorbed or taken in by the recruitment agencies who work on behalf of companies who are in need of employees. This will lead to the distortion of the law of demand and supply for labor in the market. This may happen in two ways the outset scenario is a situation where the immigrants provide cheap labor for whoever needs it. It is obviously certain that some firms and companies may lay off the workers in preference of the cheap labor in the market.By doing so, they will not have followed any ethics that entails the staffing procedures. The act of dismissing qualified workers with preference of employing those with lower qualifications does not entail any staffing ethics. This shows therefore how illegal immigration may negativ ely affect the process of recruitment and selection (LeMay, 2007). The other way in which the law of supply and supply is distorted happens especially when more qualified workers immigrate illegally to a country. This will force companies or firms to lay off its workers in preference of the more qualified workers.This automatically makes the companies to lower the minimum wage so as to indirectly discourage workers and some will later resign thus creating opportunities for the cheap labor. When they resign, employment opportunities are created and the human resource managers will rush for the cheap labor. When they do so, they staffers and recruitment agencies may not necessarily follow the correct staffing or recruitment procedures and in the long run, may negatively affect the reputation of global human resource and the entire process of staffing.This indicates that illegal immigration is a vice that must be avoided and checked at all cost (Adler Gielen, 2003). The United States has registered an increased crime in the phone between it and Mexico due to a lot of immigrant who enter the two neighboring states. In most of those who enter illegally believe that New Mexico is part of Mexico itself and some even engage in cross-border crime and drug-trafficking as they try to enter the United States. Any crime and a rise of the same will obviously affect adversely the productivity of the citizens who have previously been enjoying the serenity of the working environment.It is important to note that the whole process of staffing is not done over-night. Some processes like promotion and selection may require the monitoring of the employee performance over a certain period of time. It may therefore happen that the period to review the employee performance was when there was rampant(ip) crime within the place of work or within the vicinity. The performance the employee at that time will obviously be poor and should any of the process of staffing be mandatory then th e rules and regulation of such a process may not have to be necessarily followed.This therefore directly points out that the process of staffing is affected by illegal immigration due to the creation of crime (Haines Rosenblum, 1999). The existence of illegal immigrants in an economy makes it hard for the U. S government to raise the minimum wage required of any worker. It has been noted that the illegal immigrants on most occasions engage in menial jobs like maids and nannies where most Americans are not ready to offer their services. A further complicated scenario is when they work in industries and paid cheaply payment for the services rendered.In the circumstance that the genuine residents of the United States demand any increase in their minimum wage, it would be rhetoric to do so because some cheap labor is procurable within the same market. Since this is part of the staffing process, such happenings may put staffers in a tight spot because those who would want to increase their revenue earnings will not at any time do so. They will therefore have failed to perform their duties of genuine staffing procedures and this may encourage development of bogus recruitment agencies that may not really care about the ethics of staffing.This will therefore affect the process of staffing negatively and this may further affect the performance of workers and a further effect on the entire human resource (Dale, 2003). Illegal immigration may lead to emergence of unscrupulous employers who may not pay them well. Since the immigrants are consciously aware of their crime of being illegally in the country, they virtually have no voice to press for compensation of remedy due to injuries met at work. This is because of the fear that they may be traced, tracked and taken back to their country of origin.The workers are therefore left to perish with their own perils since their employers unless want to profit themselves out of cheap labor. The workers in this case are not a ble to claim any compensation that may arise due to the tasks or work that they do. When such things happen, it is not usually part of staffing or human resource to deny the workers what is genuinely theirs and this may greatly affect the reputation of the staffing companies who may have been involved in the process of selection of the workers in question. This may further affect the compensation of other workers and the instanceual work performance (LeMay, 2007).It is important to note that, workers are entitled to join workers and trade unions which may in turn help them in solving problems or issues that arise as it concerns their work. However, it is necessary to understand that workers are able to join such unions when they earn a certain minimum wage which may not be a lot achievable owing the fact that the illegal immigrants are in abundance and law of demand dictates that they be paid less so that the entire pool of workers may be absorbed. This therefore raises a problem of lack of enough voice to articulate for their rights and this affects even the genuine residents of a country.This is because their will be a seemingly large number of workers but when it comes to those who are dully represented a problem arises. This will therefore be negatively affecting the performance of the genuine immigrants and may influence the way their employers handle them. Any friction that may arise between the employer and employee may affect the work performance and any handling that does not favor the welfare of the worker will be unethical and against the basic expectations from a human resource manager.This will ultimately affect the process of staffing on one way or another (OECD, 2000). Illegal immigrants have their own problems in their home country and there is a gap that they may transfer such problems to the host country. Such problems may include contagious diseases, overpopulation leading to traffic jam and infection of the genuine residents of a countr y. This will affect the productivity of workers and this may force the human resource managers to hire other workers to replace those who have fallen sick from infection.As it is usual, the process of recruitment and selection is always carried out after stipulated period of time by the human resource managers and not any arbitrary time. It therefore means that the affected company may be forced to re-adjust their schedule so as to replace the sick employees. it is apparently clear that during such time, the companies are desperately in need of quick labor force to replace the on that is missing (Adler Gielen, 2003). As they do this, it would be absurd to think that the process of recruitment and selection is properly followed and this affects the overall process of staffing.The negative effects of illegal immigration can not really be exhaustibly discussed. The other effect includes emergence of individuals who press the crime of providing illegal document (visas) to the illegal immigrants. Such people may end up providing documents to illegal immigrants who end up being terrorists who carry out attacks to the harmless citizens. Such attacks like that of 9/11 were carried by illegal immigrants and this has greatly affected the job market in different ways. First is the fact that it has led to the victimization of people of a particular race or origin.Such people may be subjected to unnecessary scrutiny by the authorities thus discouraging them from searching for jobs in the U. S market (Seltser, et al 1998). This may be an additional task to the recruitment agencies that carry out recruitment and selection of employees and may not be part of what they are supposed to do. This will ultimately affect the quality of staffing processes undertaken by global human resource managers who may be dictated to follow recruitment procedures that does not correlate with the staffing ethics. It therefore links illegal immigration, terrorism and staffing (Djajic, 2001).The second effect of terrorism think to illegal immigration is that, the nation may end up losing personnel and expatriates needed to drive the economy. This usually happens when the country become too obsessed in fighting terrorism. People may also flee from a country for fear of further terrorist attacks and this will reduce the number of qualified employees that are needed. This may force the global human resource managers to lower the qualifications of the needed job so as to acquire the necessary people required to run the economy.This will ultimately distort the common professional techniques of carrying out interviewing and appraising of candidates which is essential for any recruitment process. It will render it hard to get the best people with the correct mental capabilities, motivation and prospective potentials. The other problem that arises due to illegal immigration is tax evasion and loan and mortgage default. This is because the immigrants do not have identification doc uments that may help in tracing them and eventual lose the money and also tax.The effect does not end there because those employees of the bank may lose their jobs or incur loses themselves since it is assumed that they should have taken thorough vetting of customers before releasing any funds to them. If this happens it may indicate recruitment process may not have been sufficiently done to acquire the best employees who cannot fall for the fraudsters or the defaulters in this particular case. This may require the organization, bank affected to recheck their methods of recruitment and selection in the future.It may also result in the loss of credibility of the recruitment agency that may have been used by the bank to acquire its employees. This will therefore influence the overall mode of staffing (LeMay, 2007). Despite the negatives results of illegal immigration however, there are positive aspects of the illegal immigration to the economy. The most obvious one is the provision of cheap labor to the industries and agriculture. Most immigrants who come from poor countries do menial jobs like maids, cultivating for the flowers and other jobs that residents of the United States may see it necessary for them to do so.This labor when also provided in farms is relatively cheaper than that of the qualified people who reside in that country. This will ultimately understate the cost of production an ultimately raises the profits margins of the company or the farmer thus influencing growth positively (OECD, 2000). In relation to staffing, it will be complete that no formal recruitment is done when acquiring such form of cheap labor. This therefore shows that, illegal immigration has the positive effect of reducing the cost of recruitment and selection.This will reduce the cost of production and an overall rise in the revenue of the employer. As has been stated earlier, most of the illegal immigrants who are employed prefer cash payment for their work that they have d one than the use of credit cards. This is simply because they want to avoid being tracked since it is very possible with the use of credit cards. The cash payment will increase cash flow in the retail business because they will make most of their purchases there. change magnitude in cash flow will mean that the business in question has made larger amount of sales and it leads to greater revenues and profits.The firm that has made profits may think of expanding its premises and this creates employment opportunities to other people who have skills in the market. The issue of staffing arises here since recruitment agencies may be called in to carry out the exercise and will be required to do so with diligence as to ensure that the best employees are chosen and that they will be able to serve in a better manner that will enhance the profitability and service delivery. It is clearly indicated that cash paid to the illegal immigrants directly or indirectly influence the employment opport unities for other workers in the economy (Djajic, 2001).Immigrants who move to another country though illegally provide a larger market for the locally produced goods. This is because their living standards will improve compared to their home country. This will obviously spur economic growth of the entire nation with increase in the level of growth. This includes creation of a variety of job opportunities to all the people in that country. A further positive aspect that illegal immigration may bring is the purchase of real estate by the immigrants. They may also buy vehicles and this will enhance the growth of the insurance industry.Growth will obviously include the increase in the number of workers in the industry in question and this will influence staffing just as discussed in the cases analyze initially. Illegal immigration is a complex issue but we cannot assume that it has no solution (Brings, 1984). The government of the United States and that of Mexico should start by imposi ng healthy fines to those found in the crime of illegal immigration and the money that is collected should be used to implement efficient security at the border.When this is done, those planning to do so will be discouraged because they will obviously not be able to pay and the only option they will have are to use genuine means to gain entry to the United States. We should not always assume that is cheap but rather have this in understanding that it is a source of problems that are very harsh to the economy. Most immigrants in Mexico come over illegally or from other countries in search for jobs in the United States and they prefer the low pay in the United States than a relatively well paying job in their country of origin like Mexico (Seltser, et al 1998).Conclusion The process of staffing constitutes recruitment and selection of the best qualified personnel with the use of the best ethics in acquisition of employees. This is usually done by global human resource managers or re cruitment agencies on behalf of companies or individuals and it is their duty to ensure that the best recruitment procedures are followed so as to obtain the qualified personnel (Scullion Collings, 2006). However, illegal immigration has brought in a lot of problems that affect the quality of the recruitment procedures.As it has been seen in this research, illegal immigration may affect the process of staffing in several ways chief among them, shortage of labor in the country of origin, increase in crime that lead to lowered self esteem of the workers, and distortion of the law of demand and supply. In addition to this there is a further use of public facilities like hospitals and schools in excess of what they may be able to do so. This results in influencing the attitude of workers towards work.It has also been reported that there is increased crime, smuggling of goods and drug trafficking between the border of Mexico and the United States (Lee, 1996). It is however important to not that that illegal immigration has some positive effects and this may include the provision of cheap labor to companies and individuals by lowering the operational cost thus enhancing the market revenue. The laborers also provide ready market for the very local goods that may have otherwise have been wasted and this will influence labor supply in one way or the other.Anything that influences labor supply also influences how and when the recruitment and selection process is carried out (Brings, 1984). Furthermore, it determines how best the ethics have been executed since the greater the degree of ethics that been followed the better the staffing procedures and one is sure to get the best qualified employee out of the others. It is apparently clear that the past history of illegal immigration has been pronounced and has affected the process of economic growth in one way or the other in the United States and Mexico.The effects extend up to affecting the quality of labor in the mark et and unequal economic growth between the two countries. It is necessary therefore for the leaders of the nations affected to put up measures that will end up this vice once and for all. Illegal immigration is also rampant in Europe evidenced by the number of ships originating from Africa but are regularly arrested though some are unfortunately drowned in the event that they meet strong waves and tides of the sea.This problem can be solved by ensuring that the mother nations have improved economy so that its citizens may not see the need to immigrate to other well developed countries (Seltser, et al 1998). commendations Adler, L. L. Gielen, U. P (2003). Migration Immigration and Emigration in International Perspective. Greenwood Publishing Group. Bean, F. D Vernez, G. (1989). Opening and closing the Doors Evaluating Immigration Reform and Control. The Urban Insitute Publishers. Brings, V. M (1984). Immigration Policy and the American Labor Force.Johns Hopkins University Press D ale, M. (2003). Managers guide to recruitment and selection. Kogan Page Publishers. Djajic, S. (2001). International Migration Trends, Policy and stinting Impact. New York. Routledge Publishers Daugherty, H. G Kammeyer, K. C. W (1995). An Introduction to Population Guilford Press. Haines, D. W Rosenblum, K. E (1999). Illegal Immigration In America A Reference Handbook. Greenwood Publishing Group.. Lee, R. D (1996). Local Fiscal Effects of Illegal Immigration Report of a Workshop Compass Series. National Academies Publishers.LeMay, M. C (2007). Illegal Immigration A Reference Handbook Contemporary World Issues. ABC-CLIO Publishers. Organization for Economic Co-operation and Development (2000). Combating the Illegal Employment of Foreign Workers International Migration. National Academies Publishers. Seltser, B. J. , Rezmovic, E. L. Stolz, B. A (1998). Illegal Immigration southwestward Border. DIANE Publishing Scullion, H. Collings, D. G. (2006). Global Staffing. New York. Routle dge Publishers. Yoshida, C. (2000). Illegal Immigration and Economic Welfare. Springer. .

Artificial Birth Control Essay Example for Free

Artificial have got Control EssayArtificial birth control methods have been utilize for thousands of years. The hieroglyphics of ancient Egyptians show a figure of an Egyptian male wea reverberance a device just about the penis to help prevent pregnancy during intercourse. And at that place are other cultures which intent natural rubbers made of linen or animal intestines. Until now, historians and researchers are still debating on whether the condoms are for ritual purposes or non.Artificial Birth Control is most commonly heard in relation to religious teachings on family formulation. Many sectors especially religion encourage the use of natural family planning as opposed to artificial birth control because they believe that using artificial contraception is opposite to Gods will. But there are also non-religious battalion who preferred not to use artificial birth control for personal, ethical or medical reasons.Artificial birth control seat be outlined as any produ ct, procedure or practice that uses artificial or unnatural means to prevent pregnancy. Barrier methods such as condoms, Intra uterine Devices (copper), diaphragms, cervical cap, and bum around, hormonal methods such as the tab key, IUDs (hormonal), and emergency contraception. There are also injections, spermicides, and surgical sterilization procedures such as tubal ligation and vasectomy which are all considered to be artificial birth control methods.This paper includes the different types and examples of artificial birth control and their advantages and disadvantages.CondomsA condom is a device made of fine preventative (latex). It avoids unwanted pregnancies and innerly transmitted diseases (STDs), including AIDS and HIV. The use of condoms is one of the easiest, most reliable and effective methods. But one should take few precautionary measures sooner using it they must ensure that it is not torn or ruptured and that they are using it before the expiry date.For a male con dom, the man covers his penis with a condom during sexual intercourse in order to prevent the sperm from go into the vagina. A female condom is also made if fine pencil eraser (latex) that when use it must be entirely aligned to vagina. The two types of female condom are the FC or FC2 female condom and the VA w.o.w. Condom Feminine.The FC female condom is a 17 cm (6.5 inches) in length. There is a flexible ring at each end. At the unappealing end of the sheath, the flexible ring is inserted into the vagina to anchor the condom in piazza. While at the open end, the ring stays outside the vulva at the entrance to the vagina. The VA w.o.w. Condom Feminine when not stretched is around 9 cm (3.5 inches) though it is very elastic. It has a rounded triangular frame at the open end and a sponge inside the closed end, which helps to hold the condom inside the vagina.Condoms are easily obtained, cheap, very effective, it values against sexually transmitted disease, and it perhaps reduc es risk of cervical cancer. But it interrupts the foreplay, it reduces sensitivity for both or either partner, it requires great care, and it sometimes causes allergy.Intra uterine Devices (IUD) CopperIUD is a birth control device made of soft plastic and has the shape of the position letter T and is placed in the uterus. It is a long-term method that prevents pregnancy for 3-5 years. Copper is wound on the lower part and on the result of the T are the two threads. With the help of the threads, women can check if it is inserted properly.Copper T does not create any problems during copulation and it can be apply immediately after childbirth. But unlike condoms, it does not protect the user from AIDS and other sexually transmitted diseases.DiaphragmDiaphragm is a sylphlike rubber dome with an elastic and flexible rim. It is inserted into the vagina and fits over the cervix that is hold in place by vaginal muscles. The diaphragm holds spermicide in place over the cervix spermicide kills sperm and prevents fertilization.Diaphragms are 86-94% effective as birth control. It is cheap, the female partner is the one that takes the responsibility, there is no interruption during intercourse, there is no loss of sensation for either partner, it reduces of bacteria related STDs, couples whitethorn feel less inhibited when the woman is menstruating, and pre malignancy and cervical malignancy are reduced. But it is uncomfortable to insert and leave off from vagina, it requires a doctor to fit and check it, it requires preparation, some male partners are aware of the cap and may not like it, there is no protection against viral conditions such as herpes simplex or HIV, it sometimes cause allergy, and it cannot be fitted before rootage intercourse, if there is a vaginal septum or utero-vaginal prolapsed.Cervical CapCervical cap is a device inserted into the vagina that fits over the cervix to blocked the sperm from entering the uterus and prevents fertilization. After intercourse, it should be left in place for 8 hours. Cervical covers are 84-91% effective at preventing pregnancy for women who have never prone birth and 68-74% effective for women who have given birth.Cervical cap can be inserted many hours before sexual intercourse, it is easy to carry around, it is comfortable to use, it does not alter menstrual cycle and affect future fertility, and it may help the user to better know her body. But cervical cap does not protect against HIV or AIDS, it requires a fitting in a clinic, it is difficult to insert or remove, it can be dislodged during sexual intercourse, and there can be possible allergic reactions.Birth Control SpongeThe birth control sponge is made of plastic foam that contains spermicide. It is soft, round, and about two (2) inches in diameter. It has a nylon loop attached to the bottom for removal and it is inserted deep into the vagina before sexual intercourse. The sponge avoids pregnancy by keeping sperm from joining with an bombard. The sponge may cover the cervix and blocks the sperm from entering the uterus or it can continuously release a spermicide that keeps the sperm from moving.The birth control sponge can be carried in pocket or purse, it cant be felt by either partner, it has no effect on a womans natural hormones, it does not interrupt sex play, and it can be apply during breastfeeding. But it may be difficult for some women to insert or remove the sponge, it may cause vaginal irritation, and it may make sex too messy or too dry because sponge requires too much liquid. antifertility PillsMost hormonal birth control methods contain the hormones estrogen and progestin, although some contain progestin only. Hormonal contraceptive pills work by preventing females from ovulating or evacuant screwballs from their ovaries each month, and by thinning the lining of the uterus to keep a pregnancy from implanting. Without an egg to be fertilized by sperm, pregnancy cannot occur.Contraceptive pill is a very effective birth control but there are also side effects like significant mood swings and lessen libido.Intra uterine Devices (IUD) HormonalHormonal uterine devices sometimes called Intra uterine Systems were first introduced in 1990. It releases levonorgestrel, a progestogen, and may be used for five years.Hormonal Intra Uterine Devices do not increase bleeding as inert and copper-containing IUDs do. Rather, they reduce menstrual bleeding or prevent menstruation altogether, and can be used as a treatment for menorrhagia (heavy periods). The use of Intra Uterine Systems results in much lower systemic progestogen levels than other very-low-dose progestogen-only hormonal contraceptives they might possibly have some of the same side effects like loss of libido, possible cervical cancer, vaginal infection, anxiety and nervousness, and pain in lower abdominals. collar ContraceptionThe emergency contraception is also known as the morning-after pill. It is a safe and effective way to prevent pregnancy after unprotected intercourse. It can be started up to five days or 120 hours after unprotected intercourse. The hormone in the morning-after pill prevents pregnancy by thickening a womans cervical mucus and by thinning the lining of the uterus. The mucus blocks sperm and keeps it from joining with an egg which could prevent pregnancy by keeping a fertilized egg from attaching to the uterus.InjectionsInjections are 99% effective that is scheduled every 3 months. Depo-Provera, one of the two types that are now available, contains progesterone that is similar to what the body produces. It prevents release of the egg from the ovary and causes changes in cervical mucus and the lining of the uterus. The second one is the Lunelle which contains two hormones like the pill, so it has the same side effects as the pill.SpermicidesSpermicides can dumbfound in different form like cream, gel, foam, film, and suppositories. Most spermicides contain nonoxynol-9 which is a ch emical that kills sperm. Spermicides immobilize and kill the sperm before they are able to blow into the uterus. To be effective, the spermicide must be placed deep in the vagina, close to the cervix. Creams, gels, and foams are squirted into the vagina using an applicator. But spermicides are more effective when used with another method of birth control, such as a condom or diaphragm. Spermicides are only effective for an hour, not all women can use it and some have an allergic reaction to the substances.SterilizationSterilization is a form of birth control and all the procedures are meant to be permanent. For females (Tubal Ligation), a churl operation that blocks a womans fallopian tubes, the tubes that carry the egg to the uterus female sterilization works by blocking the egg from reaching sperm. For males (Vasectomy), requires shaver surgery on the scrotum to cut the vasa deferentia, the tubes that carry sperm. This operation keeps sperm from mixing into the semen when men e jaculate. Without sperm, fertilization of an egg cannot occur and pregnancy is prevented.Sterilization provides permanent birth control, allows sexual spontaneity, requires no daily attention, does not affect pleasure, and it is also not messy. But it does not protect against sexually transmitted infections, including HIV/AIDS, it is not immediately effective, it requires minor surgery in a clinic and a possible regret if the couple wish to have one or more child.Referenceshttp//www.avert.org/female-condom.htmhttp//en.wikipedia.org/wiki/Intrauterine_devicehttp//www.tarahaat.com/health_ABC.aspxhttp//www.livestrong.com/article/201512-types-of-artificial-methods-for-family-planning/ http//www.modernmom.com/article/what-is-the-meaning-of-artificial-birth-control http//www.ehow.com/facts_5004780_what-meaning-artificial-birth-control.html http//www.fwhc.org/birth-control/diaphram.htm

History of Police Stop and Search Powers in the UK

History of Police Stop and hunt Powers in the UKThis dissertation charts the history of the nab and lookup indexs of the British guard force from the old days of the nonorious Brixham riots, the Stephen Lawrence Inquiry up to the modern day. Throughout this journey we testament examine the put on of look into and depend below various statutes, concentrating on the Police and guilty Evidence Act 1984 and culminating in a discussion of the Terrorism Act 2000. The effect of the enforcement of the drop by the personal mannerside and search powers on the community will be examined.1.0 Chapter I1.1 Police Use of Discretion and Stop and SearchThe give of dexterity is at the plaza of the debates on law powers that is the ability of patrol officers to make what are essentially subjective judgements in legal situations and still be operating deep down the boundaries of fairness. In fact, the engage of discretion covers al to the highest degree every aspect of police co gitation, so the initial decision to lug and search a peculiar to the decision to mail and prosecute for an offence in court.Discretion can take the form of whether or non to pursue an action, for example, whether or non to make an arrest, even where the causal agency for arrest are evident. The police allows the police a wide range of lawful possibilities, to make a decision based on their own some ace professional judgement around particular situations. In whatever decision a police officer makes, he or she is accountable to the law and not to his or her superiors.Police officers cannot be given orders by their superiors on how they should for example, whether to arrest one soul and not an early(a). Thus, unlike in most hierarchical organisations, the superlative power in considerations of law enforcement lies with the officers on the beat and not their superiors.The cranial orbit of fall apart and search has aroused very untold academic research because it is an a rea where the officer on the beat has wide and practically unsupervised discretion to enforce the law. More importantly, this is an area wherein a police officer can undress someone of their freedom of movement even though there is may be no evidence that the person is draw outting, has accuseted or is about to commit an offence.Research evidence points to allegations that the police are unfairly targeting certain sectors of the community, in particular sullen and Asian plurality, with demand to their use of encumbrance and search. It is extremely hard to monitor an individual officers use of discretion in this area of police work. There are provisions for supervision by superiors and some training is unremarkably provided for officers but there is more to be done in preconditions of monitor the use of invert and search.In addition, there are Police and woeful Evidence Act (PACE) regulations on how stop and search is to be used in a non-discriminatory manner. However, it is still difficult to control the use of discretion in the use of stop and search. The discretionary and discriminatory use of stop and search powers ( hence the Stop and Search (SUS) law) by the Metropolitan Police (MET) was one of the major(ip) causes of the Brixton riots in 1981.The METs unexclusive pronouncement that Black people were in the majority amongst the muggers in London and the emerging labelling of Black communities as criminal and drug infested provided the legitimate support for a militaristic policing of Brixton and the soundification of the indiscriminate use of SUS on the residents of the area. This was an example of where public perceptions and politics give support to the use of discretion in policing, in this regard, the use of stop and search.The same scenario can be seen in the current use of stop and search in the UK (and presumably the USA) post-911. The scope for the use of discretion in stop and search has been significantly expanded in recent cri minal justice, public order and anti-terrorism legislation whereby the clean mistrust fragment appears to turn in been pushed to the limit. The result has been very high figures of stop and search of the Asian Muslim population in the UK under a variety of anti-terror legislation.The use of discretion in police use of stop and search is still seriously world debated in academic and political circles, especially in relation to the ignore of police racism. Minority ethnical people are not the only ones apparently discriminated against because of police use of discretion in stop and search. Young people are also believed to experience discrimination. In addition, variables of place (i.e. geographical area) and time of day or night come into play in understanding police use of discretion in stop and search (Clancy, Hough, Aust and Kershaw 2001). The use of police powers is important in the academic discourse about how the state rules through the law and its apparatuses. Police-cit izenship relationship is essentially a power relationship at the micro-level. This relationship is frequently seen as an expression of how the state treats certain sectors of society at the macro-level. In other words, police powers are often seen as the personification of state power.1.2 MonitoringIt is apparent that until recent years, most police forces did not bugger off floriculture organizations in place for monitoring stop and search. Even with the requirement to provide information on the ethnic breakdown of searches, some forces relied on counting stop and search by hand. This laborious paper exercise simply allowed forces to provide a breakdown of search by ethnic group to adjoin the requirements of Sec. 95 of the Criminal Justice Act 1991 which requires that the plateful Office publish ethnic monitoring data (Quinton and Bland 1999, p2)When it comes to monitoring the use of the stop and search powers, different constabularies record different information. This mak es comparisons difficult and the question of proportionality more complex. The main point however, is that constabularies must be able to monitor the use of these powers and to thoroughly and proficiently able to analyse the data.In order to achieve this, the police or external staff who are carrying out such analyses must return enamour monitoring skills. Fair use of police stop and search powers has the potential for raising public confidence in the police. In December 2004 South Yorkshire police verbalize in its Statement of Agreed Policy (South Yorkshire Statement 2004) the use of stop and search powers directly impacts upon our relationship with the public. Historically, the use of stop and search has sparked much debate, as well as causing friction in the midst of the police and the public, particularly pursuit publication of statistics showing apparent disproportionate use with regard to minority ethnic groups. Our use of this power must be fair and open to scrutiny, bal ancing the rights of individuals with the safety of the public, whilst at the same time increasing public confidence. It is an area where we will always come under scrutiny for evidence of unfairness or discrimination. The manner and approach an officer takes should at all quantify be sensitive, lawful, and effective in order to ensure public confidence and reassurance. (Appendix p2)Current national data on the use of stop and search power (e.g. Sec.95 Criminal Justice Act 1991) demonstrate considerable variation between constabularies which, when aggregated, indicate that black people and, increasingly Asians are more likely to be stopped and searched than their clear counterparts, even in regions where the black and minority ethnic population is extremely small. In 1997-98, for example, Home Office figures revealed that one million scratch and searches were carried out by the police under the Police and Criminal Evidence Act (PACE) of which 11% were of black people, 5% Asian an d 1% other non-white farm animal (Home Office, 1998, p. 5).The ex objectation for differential gear use of stop and search powers is complex. Rates of pelf and searches differ between geographical areas and between ethnic minorities, more so if one applies the 16+1 ethnic categories. However, most statistics are still recorded in the 3+1 ethnic classification White, Black Asian and other. This has do it difficult to assess the use of stop and search powers on the smaller minorities such as Chinese people, people of mixed heritage and refugees.In addition, most records of stop and search are likely to be an undercount. Home Office research has suggested that most constabularies are presently not equipped to undertake the take, fine analysis of stop and search or any other relevant data (Fitzgerald, 1997). The result of this state of affairs is that senior officers cannot identify precisely which of their divisions have staff who are using the powers in a biased way and, therefo re, the individual officers who should be made accountable for their actions.Also, it is very doubtful if lower ranked supervisory staff, sergeants and inspectors in particular, have the skills to understand the analyses undertaken and to manage their officers appropriately if a biased use of stop and search (or any other powers for that matter) is identified This is, indeed, a serious issue (Holdaway S.1999 para.6 (v))As indicated above in relation to the smaller minorities, another important issue, especially in relation to disproportionality, is how ethnic monitoring is done. A Home Office research about ethnic monitoring identified a police ambivalence about and, sometimes, hostility towards ethnic monitoring. The researchers summarized their findings in the following wayThe research put in that most police officers appeared to view ethnic monitoring as irrelevant at best at worst, it was resented and/or feared as a stick deliberately designed to beat them with. . . . . . Those in senior management positions who were most actively supportive of monitoring were, nonetheless, wary of some of the affirmable repercussions of examining the statistics, both inside and outside the force and most, in any case, had other, more pressing demands on them (Fitzgerald, 1997 pp viii-ix).The Home Office researchers also found that many officers judgment that ethnic monitoring was primarily about documenting the crime patterns of ethnic minorities. If they had another view it was that monitoring was imposed to accuse them of bias. The attitudinal context within which ethnic monitoring undertaken is very unsatisfactory. The reasons why ethnic monitoring was introduced are disputed. Whatever the reasons, it has highlighted rather than explained Black criminality.Police use of stop and search is currently under much more scrutiny than ever before. A simple explanation is that the police have abused their stop and search powers in the past and so they have invited this clo se scrutiny and bridges of trust and respect have to be built with the local community. It is interesting that after Macpherson, when new guidelines were introduced on police use of stop and search in order to dispel allegations of discriminatory use of the law, the statistics show an increase instead of a decrease in police use of stop and search against Black people.However, it is middling to assume that ethnic monitoring has had some effect on police use of discretion in stop and search, no matter how small. The police are aware of possible accusations of racism when they use their powers of stop and search. Thus, the use of discretion by the police in this regard is constrained by the political climate within which policing takes place.Finally, it should be noted that the collection of ethnic monitoring data is designed mainly to analyse differential outcomes of the use of stop and search and arrest powers. However, these standard data have a very limited use. They are the reco rd of the outcome of an action not of the actions that led to the outcome. Local police managers therefore need to be able to analyse ethnic monitoring data to identify the processes that led to differential outcomes. Unless these data are used to identify the processes that have led to racial discrimination for example, effective change cannot be realised and achieved.A great deal of work has to be done by the police if the differential use of stop and search, or any other powers, is to be identified and appropriate action taken. The Home Office should prepare a standard monitoring system, used by officers with demonstrable skills in the analysis of data, and its use within all constabularies should be required and assessed by HMIC (Her Majestys Inspectorate of Constabulary).Thought needs to be given to placing the ability to analyse data as a core skill for promotion to supervisory rank. The growth of analytical skills should be assessed routinely in staff appraisals. Officers ne ed training in data analysis in moving from a reliance on outcome data, to identifying the processes that have resulted in particular outcomes.On the issue of monitoring, the Home Secretary did appoint an implementation group to ensure that the Lawrence Inquiry action plan was realized within the police. Although the membership of this group was not finalised, it was mostly made up of members of the police representative associations and other interested parties. The implementation group did not have members who were experts in the monitoring of policy implementation.Indeed, it was dominated by the representatives of various police staff and other associations, who have proved themselves to be less effective than in the very task they are supposed to be monitoring police policy implementation. The reason for this membership is probably that the Home Secretary felt up that he would have to defy the confidence and support of the police as policies developed. This is understandable , but not sufficient for the stated purpose of the implementation group.It is now exact for organisations like the Runnymede Trust to ensure that the implementation group considers adequate monitoring information and that their work is effective. The suggestion that a monitoring group should be monitored sounds ill at ease(p) and monotonous. However it would appear to be necessary if progress is to be made ( Holdaway, 1999 para 6 ( xi to xii) ).Discussion of police use of discretion is often linked with the academic discussion of police occupational subcultures. Although most elements of police culture are universal, each agency possesses its own personal and distinctive organisational culture. thereof it is quite difficult to find an uncomplicated definition of police culture. There are several varied definitions, some macrocosm more complex than others. agree to McDonald (1997)The concept of police culture is comprised of the merging of two major components, (a) the image of impartial and professional crime fighters that the police have of themselves, and (b) a system of beliefs and deportment not described in published manuals or agency value statements. (McDonald et al, 1997).This definition, whilst not obviously identifying a compelling positive element, does recognise more than just the shun. The public demands all professionals to be held at high standard, but for obvious reasons, policing has an even higher threshold to meet and all police officers must feature this higher standard. An integral part of the process of police acceptance of this higher standard is to understand the police culture, while retaining the resilience to both resist the veto and champion the positive.The police are the first step in the justice process, and the first rung on the ladder in the climb to dispensing justice in the hierarchy. If the police do not inspire confidence, then the full-page justice system is viewed with disparagement and suspicion. If the police who are at the forefront of initiating the justice system is viewed with unease, then anything that emanates from their behaviour is similarly seen as tainted.In order for the public to have faith in the justice system and view it with respect and confidence, then it needs to be functioning properly in an unbiased manner from the start, namely the role of the police. However, the apparent unfair use of the law by the police is often linked to the culture of police officers. Authors have argued that racism, sexism, homophobic and anti-working class feelings exist within the culture of rank and file police officers and that it affects how they enforce the law or use their discretion in enforcing the law (Holdaway, 1983 and Chan, 1997).This argument has been used in explaining police use of stop and search and arrests, and the disproportionality question. Considerable research informs us about the contours and power of the rank-and-file occupational culture, (Holdaway, 1983 and Chan, 1 997). In terms of minority ethnic people, it is argued that this culture mediates wider racial categorisations and stereotypes black youths as criminal. It moulds these categorisations within the context of routine police work and affects police use of discretion.The Macpherson advertise (Macpherson 1999) has introduced a new dimension in the debate by asserting that the police forces as a whole are institutionally racist. In the Stephen Lawrence Inquiry, the oral evidence of the three representatives of the MPS Black Police Association was illuminating. As rightly quoted in Inspector capital of Minnesota Wilsons evidenceThe term institutional racism should be understood to refer to the way the institution or the organisation may systematically or repeatedly treat, or tend to treat, people differentially because of their race. So, in effect, we are not talking about the individuals within the service who may be unconscious as to the nature of what they are doing, but it is the net effect of what they do. (Stephen Lawrence Inquiry Part 2, Day 2, p. 209)A second origin of institutional racism is our culture, our culture within the police service. Much has been said about our culture, the canteen culture, and the occupational culture. How and why does that impact on individuals, black individuals on the street? Well, we would say the occupational culture within the police service, given the fact that the majority of police officers are white, tends to be the white experience, the white beliefs, the white values.Given the fact that these predominantly white officers only meet members of the black community in confrontational situations, they tend to stereotype black people in general. This can lead to all sorts of negative views and assumptions about black people, so we should not underestimate the occupational culture within the police service as being a primary source of institutional racism in the way that we differentially treat black people.Interestingly I say we because there is no marked difference between black and white in the force essentially. We are all consumed by this occupational culture. Some of us may think we rise above it on some occasions, but, generally speaking, we tend to conform to the norms of this occupational culture, which we say is all powerful in shaping our views and perceptions of a particular community. (Stephen Lawrence Inquiry Part 2 Day 2, p. 211).Macpherson (1999) drew attention to these and other similar comments notingWe believe that it is essential that the views of these officers should be closely heeded and respected (Macpherson 1999, p. 25)The study in one local law (South Yorkshire Police), by analysing 1998 samples, it was found that young black males between ages 15 and 25 had a 1 in 3 chance of being stopped per year, Asians a 1 in 6 chance, and whites a 1 in 10 chance. Blacks formed 0.8% of the countrys population and Asians just over 3% (Holdaway, 2003).Ethnic minorities and predominantly b lack youth are stopped for the suspected possession of drugs, often, small amounts of cannabis that do not lead to a court appearance. In this study it was found that black youths were more likely to be stopped for the possession of drugs, while white youths were most likely to be stopped for suspected possession of stolen goods or being equipped to steal. However, there is no available evidence to suggest that black youths use drugs more than any other ethnic group (Graham and Bowling, 1996).Although in his study, Holdaway found that the veridical number of young blacks and Asians stopped and searched were small and the legal power used fairly infrequently. It cannot be assumed that its impact on the views of ethnic minorities has been proportionate. Holdaway maintains that suspicions about the disproportionate use of stop-and-search powers have fuelled a sense of discrimination among ethnic minorities.The Macpherson Inquiry 1999 into the death of Stephen Lawrence re-emphasised th e need for the police services to scrutinise stop and search powers in the context of wider community relations. The Inquiry pointed to discrimination at an operational level as fuelling and leading to the publics loss of trust in the police services. The recording of self-importance-defined ethnicity forms part of Macpherson Recommendation 61, but until 1999 several forces had to date, based ethnic monitoring on officers visual perception.Concerns have been raised about the use of self defined ethical classification as required by the Macpherson Inquiry. Police forces were themselves apprehensive about the way the public might respond and how such responses ought to be used as management information. After all, some ethnic minorities might describe themselves as British, which would make ethnic monitoring more problematic.Also the actual raising of the issue of ethnicity might make stop and search more confrontational and lead to criticisms of differential treatment which in turn w ould fuel the allegations of discrimination. If communities in general have no confidence in the police then they will not assist the police by providing valuable information about possible criminal activity within the communities. It is a basic fact that the police need the public in order to prevent, investigate and control crime.2.0 Chapter IIThis chapter will look at the variation in the manner in which various police forces used stop and search and how the P A C E Codes of Practice of stop and search can be interpreted. Since the early nineteenth century, the police have had wide ranging local powers to stop and search individuals whom they suspect of criminal intent. This Chapter will trace the history of stop and search powers and in particular their development and utilisation under PACE.2.1 Police Powers of Stop and Search nether The Police and Criminal Evidence Act 1984 (PACE)Police powers to carry out stop and search dates back to the Vagrancy Act of 1824. This was the o ld SUS. Under sections 4 and 6 of this law, the police are empowered to stop any person found loitering in a public place on suspicion of intent to commit a cognizable offence. In addition, in London, section 66 of the Metropolitan Police Act (1839) allowed MET police officers to stop and search in London, where there was reasonable suspicion that a person was carrying anything stolen or unlawfully obtained. Interestingly, an internal record was kept not only of the searches but also of all stops under these powers. These were recorded divisionally and the figures collated centrally.Even before the advents of PACE there were concerns regarding police use of the stop and search powers. Reports produced by Willis (1983) and Smith (1983) showed that officers frequently abused the reasonable suspicion requirements attached to the powers. The reports also revealed that these powers were applied disproportionately towards members of the black community. In fact, during the 1970s, there we re public concerns about police discrimination in the use of SUS and these anxieties were denote by various organisations such as the Scrap Sus Campaign (1979) and there were calls for the stop and search powers to be regulated or even scrapped.As mentioned in chapter one, it was the indiscriminate and heavy-handed approach to the use of the SUS law in London that led to the Brixton disturbances in 1981. The mounting complaints led to SUS being a major issue reviewed by Lord Scarman. The subsequent report (The Scarman Report) recommended the replacement of SUS. SUS was repealed and then replaced with a new power of stop and search (SAS) in the Police and criminal Evidence Act (PACE) of 1984.Section 1 of PACE allows the police to stop and search any person or vehicle when the officer has reasonable grounds for suspecting that stolen or prohibited articles will be found. The police are permitted to carry out a full search of the person including anything they may be carrying or any vehicle they are in.PACE was implemented in order to clarify the circumstances in which people could be stopped and searched as well as building in safeguards for the individuals concerned. The introduction of PACE was the first time legislation that had been introduced to properly consolidate what had become a disparate range of powers in respect of the use of stop and search by British police officers.In addition the introduction of PACE could have been accelerated by the report of the Royal Commission on Criminal Procedures (1981) which had recommended improved stop and search powers. Also the Scarman Inquiry specifically said that the way in which stop and search had been carried out had contributed towards the level of tension in Brixton. In Lord Scarmans concluding comment he quoted thatThe state of law is, however, a mess, as the Royal Commission on Criminal Procedure has shownThe PACE powers allow for searches to be carried out on the basis of reasonable suspicion. Additiona lly, police officers retain the ability to carry out voluntary or non-statutory searches. As Bland, Miller and Quinton (Home Office 2000) remarkedIn practice this (PACE) was an extension of powers. The Royal Commission on Criminal Procedure recognised the need to balance this extension with safeguards to protect the public from random, arbitrary and discriminatory searches (p 6)Stop and searches carried out under PACE must be carried out in accordance with the Codes of Practice, Code A. From April 2006, following Section 61 of the Macpherson Report, the recording of stops became a requirement for all police forces. In a recent report by the National Implementation for the Recording of Stops, Michael Shiner with the assistance of Nisrine Mansour, Eleanor Stokes and Athina Vlachantoni (Home Office, 2006) suggest that the implementation of compulsory recording of all stops will improve police accountability to the public and will protect the officer from false allegations and misrepres entation from public encounters. It is hoped by the Police Federation that the recording of stops will promote better two-way communications between the police and the public.The National Implementation for the Recording of Stops commissioned by the Stop and Search Action Team undertook valuable research into police attitudes, training, leadership, data capture, community engagement, accountability and engagement (Police Federation 2006, p 3). The report was an honest but uncivil appraisal of how many within the force feel about stop and search. One of the big concerns was the slur officers felt on the reputation of the force being linked with institutional racism.A common strand throughout was the issue of disproportionality and officers attitudes towards it. Quite evident was the lack of common understanding at all levels of this term except that it is feared. However, officers are keen to emphasise the value of stop and search as a policing tool needed for communitys safety an d protection from crime and anti social behaviour.It is one of the best examples of intelligence led policing and the easiest way of targeting persistent offenders and infiltrating crime hot spots. However studies have shown that many stops are not recorded at all. This is only a breach of the law if the PACE powers are actually exercised and if the suspect is searched or arrested (Sanders Young, 2000 ch.2)2.2 The Code of Practice (Code A)The most controversial area of stop and search law (or even police law generally) is the definition of reasonable suspicion. Code of practice (Code A) defined what reasonable suspicion should blind drunk in the practical sense of the use of stop and search. In para 2.2, the Code statesReasonable suspicion can never be supported on the basis of personal factors alone without reliable supporting intelligence or information or some specific behaviour by the person concerned. For example, a persons race, age, appearance, or the fact that the person i s known to have a previous conviction, cannot be used alone or in combination with each other as the reason for searching that person.Reasonable suspicion cannot be based on generalisations or stereotypical images of certain groups or categories of people as more likely to be involved in criminal activity, (Code A para.2.2). (The latest version of the Codes of Practice came into effect on February 1, 2008, (SI 2008/167) but it does not make major changes to the existing Code A).The term disproportionate is used in the Code (Code A, par. 5.3). This is unfortunate as it has negative connotations and is synonymous with mistrust. The Codes (Code A Section 5) introduce a responsibility on supervisors to monitor and detect any disproportionality in the searches their officers conduct. The Home Office and Chief Officers readily admit they do not understand the term and yet are determined to judge police officers by it.The term proportionate would be more appropriate and implies a consider ed and necessary uses of stop and search powers. Furthermore, it seems that additional research should be commissioned into the many complex issues surrounding analysis of stop and search, in particular of street populations. In the aftermath of the Macpherson Report and following recent changes to PACE one would expect the service to provide additional and focussed training.It is apparent that the new safeguards introduced by PACE have failed to fulfil their goals of preventing the misuse of the concept of reasonable suspicion and the abuse of the stop and search power (McLaughlin and Muncie, 2001). Bland, Miller and Quinton ( Home Office, 2000 ) noted that Research has pointed to the difficulty, in practice, of making a clear distinction between PACE searches and those involving consent. An early evaluation of the impact of PACE in one force highlighted confusion about the distinction at both policy and operational level. There was evidence that some officers used consent to avoid the requirements of PACE for reasonable suspicion and that public consent was often given when ignorant of the right to refuse ( p 7)The Metropolitan Police Authority commissioned a community evaluation of the implementation of Recommendation 61 of the Stephen Lawrence Inquiry in Hackney (Stop and Search, 2004). The evaluation was carried out by a black-led community organisation, the 1990 Trust. In this study, the police were told to record all stops and searches whether consensual or not, but not include those carried out under the terrorism legislation. A major concern of respondents in the study is that of not being given reasonable reasons for a stop. Existing research has shown that being given a reason for a stop is important to the public.In the Hackney study, over 86% of the respondents said that they had been told or had found out the reasons for the stop or stop and search. However, and more importantly, on further examination, over half (57%) of the respondents thought that the reason given for the stop was false. Being given an unconvincing reason for a stop was potentially as frustrating as being given no reason at all.For some respondents, it was tantamount to an insult to the intelligence of the person being stopped. The re

The effectiveness of interview process for an employee

The effectiveness of interrogate process for an employeeThis paper attempted to abide by let on the long suit of Interview process for an Employee Selection Method. This hologram reviews the literature in tack to summarize, integrate, and evaluate the m each ways converses screwing be structure. The function of valid survival of the fittest rules is an important prerequisite for good extract ratiocination making .This review is focuse on querys effectiveness as one of the selection manner acting. From the point of view of organisation hearing decides the future(a) employee where a lots of responsibilities lies for the organisation to select the well(p) candidate. However hearing is one way of several ways to recruit world resources and its cogency and dependableness necessarily to be accurate.Chapter gives a description of introduction of the topic, literature review and methodology to carry come in the research. It set up two objectives that argon to identify the strengths and weaknesses of interview technique and to find out the recommendation and suggestion to remove the flaws of interview. or so selection devices including interview argon made on the basis of foretellions about how soundly an applicant pull up stakes perform, the usefulness of these predictions is determined by two main factors their dependableness and validity (Sparrow, 1994 ). These are the fundamental requirements for any selection method. Suggested by Travor (1999) The structure, validity, reliability and prophetical power of structure and shape little interview restrain been analysed, investigated through the researchers comments, suggestions and theory of personality.Fin solelyy step-by-step details on how both of the interview methods disaccord in predicting accurate frolic capital punishment is presented by personality theory, job analysis etc. A key findings of this analysis in the chapter 4 is that uncrystallized interview is less valid and real as it does non focus on the behavioural found analysis to predict the job performance where structured interview is to a greater extent(prenominal) valid and accurate as it is based on scientific and theoretical analysis using job analysis, scoring guide, and predictive questions. by means of the analysis in this report, suggestion and recommendation has been made to make the interview more(prenominal) effective and eliminate the interview errors.A Harvard University study reports that 80% of employee turnover can be blamed on mis set outs made during the employee selection and hiring process.Employee selection process is very important for every Organisation. If an organisation makes the wrong selection finale it will employ an individual who is not going to meet the organisations expectations of an entrant at the level. Selection and assessment is fundamentally concerned with the prediction of job performance and prediction necessarily implies the existence of predicto rs. thither are several types of selection methods or predictors.There are more combinations and ways for selection system. Interview is a two way process -with the candidate assessing the organisation as well as the other way around. For years occupational psychologists have argued that interviews are among the overcome methods of selection that organisations can use to restrain on its employees.Dipboye (1994) has suggested that the interview has no unique content it is solely a method of collecting pronounceation .Nevertheless , in order to research to proceed there is a generic definition for interview as The employment interview is defined as an interviewer-applicant exchange of information in which the interviewer(s) into the applicants (a) work-related knowledge, skills, and abilities (KSAs) ( motivations (c) values and (d) reliability, with the overall staffing goals of attracting, selecting and retaining a highly competent and productive workforce. (Eder, 1999)According to Sparrow (1994) the rationale of the interview to be a selection process are as followsTo collect information in order to predict how well the applicants wouldPerform in the job for which they have applied, by measuring them once against predetermined criteria.To allow the candidate with full details of the job and organisation toFacilitate their decision-making Sparrow (1994).The use of valid selection methods is an important prerequisite for good selection decision making .This research is focused on interview s effectiveness as one of the selection method. From the point of view of organisation interview decides the future employee where a lots of responsibilities lies for the Organisation to select the right candidate. However interview is one way of several ways to recruit human resources and its validity and reliability needs to be accurate.We believe that most applicants are more disported in being hired, to examine this belief it is wise to consider the two kinds of er rors take place in the interview and their impact on the applicants and organisation. The errors are false rejection by which applicants should have been hired but overlooked due to weaknesses in selection method and the other errors is false hire by which organisation lose their valuable time and money in hiring wrong applicant.The line manager involvement in selection process thus starts with the consequences of bad hires .If the Organisation chose the wrong person through the wrong selection method .it brings a loos for the whole organisation.There is a number of diversified pressures for the organisation to devote more attention to the efficiency and validity of the selection system. Hence organisation and applicants both share the interest in selection accuracy. Thats why satisfying selection process is very prerequisite for the decisions of interviewee and the Organisation. Therefore it is very important to justify the validity and accuracy of interview technique as a selecti on process.As a student of business studies and employee of various organisations I have this study challenging to explore how this method is valid. As organisation sometimes compensate the woo of hiring wrong person it is very important to research on this topic.There are several contrary types of selection interview for the employer to consider.The structured or patterned interviewUnstructured or traditional face to face interviewThe semi structured interviewThe situational interviewAs interview devices are made on the basis of predictions about how well an applicant will perform the usefulness of these predictions is determined by two main factors their reliability and validity (Sparrow, 1994).Reliability is a measurement concept widely used in the psychology of assessment .It refers to consistency of a method, its capability of delivering the same or similar scores for the same individual at different times and with the different assessors (ONeil, 1990)1.1 AimIts very much pr oblematic to find a skilled and talented worker without an effective interview. But how could we say that the interview was effective enough to choose the right candidate? An interview is will be successful and effective by selecting the right candidate for the right job.On the basis of two theoretical aspects as reliability and validity the aim of this research is to identify the values of the interviewing method and view of interview normals and phenomena to aid the organisation, employers and personnel practitioners.The reason to carry out the research is to find out why interview is used for most of the selection where there are several ways of selection method. , to determine the effectiveness of interview as a whole .and to identify flaws of the interview method and find out how interview could be made more effective so that organisation can choose the right future employee.In this research it has been argued that if the interview technique is an effective method for selectio n process, how much it is valid and good. Hence the title of the research is The long suit of Interview process for an Employee Selection Method.1.2 objectUp to the time of 1989 the general consensus in the literature was that the interview was a poor selection device, tolerated primarily because it was the lone(prenominal) personal opportunity for applicants and interviewers to exchange information with one another. .In this research the objectives are to find out the effectiveness of interview like their advantages, disadvantages, how valid and reliable they are , their strengths and weaknesses. Before all of them it is a general objective to find out why traditional interview is still used widely .which has been produced at the beginning of objective 1In the second objective to eliminate the flaws of interview of both ambiguous and structured interview and to make interview more effective recommendations and certain changes have been suggested.Therefore the objectives of th is research are1. To determine the advantages and disadvantages of unstructured interview.2. To evaluate schemes on how to ascertain perceived changes to make interview method more effective.Chapter 2 look for Methodology2.1 PurposeIn this chapter research methodology is described to find out the way of the analysis of the topic The Effectiveness of Interview process for an Employee Selection Method. First of all, literature review of several concepts relating to recruitment process and the in depth description of the total process.2.2 Positivist ResearchAs described by Orlikowski Baroudi (1991) Positivists generally assume that earthly concern is objectively given and can be described by measurable properties which are self-sufficing of the observer (researcher) and his or her instruments. Positivist studies generally attempt to test theory, in an attempt to development the predictive taking into custody of phenomena (Orlikowski Baroudi, 1991).2.2.1 The Positivist Paradigm T heories, Propositions, Hypotheses and Hypothesis interrogationA paradigm is a set of beliefs about the nature of social reality, that is, the nature of theworld and the individuals place in it (Guba and Lincoln 1994). Guba and Lincoln note that a paradigm has three dimensions What is the form and nature of reality (the ontological question)? What is the relationship between the researcher and what can be known (the epistemological question)? How does the researcher find out whatever they believe can be known (the methodological question)? It is critical to remember that paradigms are assumptions that are not subject to proof. They are human constructions that are neither right nor wrong proponents must argue for their utility (Guba and Lincoln 1994).The positivist paradigm has the following positions with regard to the three dimensions1. An objective reality is assumed which can be systematically and rationally investigated through empirical investigation, and is driven by gener al causal laws that apply to social behaviour. This is sometimes called nave realism (the ontological position) (Guba and Lincoln 1994).2. The researcher and the phenomena being investigated are assumed to be independent, and the researcher remains detached, neutral and objective. Any reduction in independence is a threat to the validity of the study, and should be reduced by following prescribed procedures (the epistemological position) (Shanks Parr, n.d).3. General theories are used to generate propositions that are operationalised as hypotheses and subjected to empirical testing that is replicable. Hypotheses should be tes plug-in and provide the opportunity for confirmation and falsification. This is the essence of the scientific method (the methodological position) (Shanks Parr, n.d).In the following discussion about theory, proposition, shot and hypothesis testing we assume a positivist position.2.2.1TheoriesA theory is a system of ideas that abstracts and organises knowle dge about the social world (Neuman 2000). There are many types of theory including implicit (preconceptions, biases and values etc.) and explicit theory (sets of organised concepts and their interrelationships) (Miles and Huberman 1994). There are highly abstract theoretical frameworks, and focused mid-range theories more suit to empirical work (Neuman 2000). For empirical studies conducted using a positivist, deductive case approach mid-range, explicit theories are relevant. Dubin (1978) notes that this type of theory has three main elements A set of well-defined concepts (or units) Laws of fundamental interaction (or interrelationships between the units) A boundary within which the theory holds.2.2.2 PropositionsPredictions about the world are made using propositions, that is, conclusions that whitethorn be deduced logically from the theory. Propositions link the values of units. Propositions in the viewpoint development theoretical framework will therefore link specific values o f viewpoint bureau with specific values of viewpoint development role. Dubin (1978) notes that the most usual form of propositions is the if then format. Darke (1997) identifies two propositions in her study If representation techniques are wanton or semi-formal then they are used during therequirements acquisition viewpoint development role. If representation techniques are semi-formal or formal then they are used during therequirements modelling viewpoint development role (Darke, 1997).2.2.3 HypothesesA hypothesis is an empirically testable statement that is generated from a proposition. Terms in propositions belong to the abstract world of theory. each(prenominal) of the term must be assigned an empirical indicator. These empirical indicators are then substituted into the proposition to form a corresponding hypothesis. Once hypotheses have been generated they may be used in empirical studies (Ullah, 2010a).2.2.4 Hypothesis TestingHypotheses are tested by comparing their pre dictions with observed info. Observations that confirm a prediction do not establish the truth of a hypothesis. The deductive testing of hypotheses involves looking for disconfirming curtilage to falsify hypotheses (Lee 1989). Falsified hypotheses are then refined based on the reasons for falsification and subjected to further empirical testing.2.3 Quantitative or Qualitative methodQualitative methods approach has been used in this current research. Qualitative research involves the use of qualitative data, such Qualitative data such as open- ended responses, interviews, participant observations, field notes, reflections (Johnson Christensen, 2008). On the other hand Quantitative data based on precise measurements using structured validated data-collection instruments (Johnson Christensen, 2008).2.4 Data collection methodIn order to analyse and gather the information of the research primarily primary and secondary data both were used.2.4.1 Primary dataAccording to Collis and H ussey (2003) in phenomenological approach the interview questions are unstructured or semi- structured in pattern not closed questions like positivistic approach. The plan is that the researcher will prepare semi-structured questions that are helpful to take maximum information from interviewees because in closed questions it is possible that some important information will be ignored. In semi-structured interviews the researcher has an opportunity to probe various areas and to raise specific queries during the semi-structured interviews (iiu.edu.my). (Ahmad, 2008)In this research, interviews were used as the source of primary data to find how the Effectiveness of Interview process for an Employee Selection Method. The reporter conducted several meeting with some illustrious Recruitment agencies and different organisations to gain the practical view of the total recruitment emphasizing the Interview process.2.4.2 Secondary dataSecondary data are those that have been generated by ot hers and are include in data-sets, case materials, computer or manual databases or published by various private recruitment organisations, Universities and unrestricted organisations or government departments (e.g. National Skills Task Force, Employers Skill Survey, Statistical Report) (Ullah, 2010a).Chapter 3Literature ReviewAccording to Ullah (2010) the growing importance of good employees poses a contend to the HR managers. The selection process of todays HR managers is becoming multifarious and exigent. Unquestionably the overall aim of the selection process is to spot the candidates who are appropriate for the emptiness or wider requirements of the HR plan. Interview has been used as a significant selection method by HR managers. The interview is the most applicable method in determining an applicants organisational fit, level of motivation, and inter-personal skills (Stevens, 1997 cited Ullah, 2010).An interview is a specialised form of adaptation conducted for a specific t ask-related purpose (Whetton Cameron, 2002). The primary objective of interview is to predict whether a candidate will meet the performance expectation on the job (Camp et al, 2001).The increasing competition for skilled and talented workers calls for effective interview. But what really makes an interview effective? An interview is regarded as effective when it can provide its purpose, i.e. selecting the right candidate for the right job (Ullah, 2010).Human resources should be considered as a significant organizational asset. In this context, the application of the appropriate strategies for its development, can lead to the improvement of the corporate performance both in the short and the long term. Recruitment and selection are core areas of human resource management but are frequently discussed in a prescriptive manner. They are not simply techniques for filling jobs they are also levers for organizational change, sustaining employee commitment and achieving high performance. The recruitment process is both costly and lengthy, and when a mistake is made it can be catastrophic for the organization and the individual involved (Dale, 2006).Few line managers are given formal training at recruitment processes and poor interviewing skills can cost a company both cash and customers. This book enables managers and HR professionals to master essential recruitment skills and develop an effective interviewing technique. Shsckleton ( 1991) found that interviews ( traditional or unstructured method ) were used widely . In Britain 93% and 94 % in France although there was a striking contrast in the number of interviews used in the selection process.In 1980 the economic change and pressure renewed interest to focus on interview productivity and growing point suggested more reliable and validated interview technique , Orpen (1985) and weekly Gier (1987).There are two reasons why this study concentrates here only on unstructured / traditional interview compared to str uctured interview because -After1989 the quest for a more reliable, standarasied interview form was reaching fruition .The growing endorse of structured interviewing techniques like situational interview yielded more reliable and valid ratings of applicant suitability than did unstructured interview ( Janz, 1982 Hellervik Gilmore, 1986 Orpen, 1985)Structured interview appears to have greater validity than do unstructured interviews, further understanding of structured interviews would seems to have a greater payoff in terms of practice and unstructured interviews may differed greatly from study to study in terms of the questions asked . (Eder Harris, 1999 ).Since it is the interviewers responsibility to find the right candidate for the job, it is crucial that the interview is well designed. To be fit for the purpose the interview must be sufficiently demanding but, at the same time, respectful of the candidate. This book not only provides interviewers with tried and tested read ymade interview questions, but also enables them to conduct fair and searching interviews. This book gives exit idea about Interview techniques and questions to ensure that the best person is recruited for the job and also includes numerous interview questions and recruitment advice (Hackett, 1998).This book gives idea to ensure any individuals for choosing better people for the organization more efficiently. It provides step-by-step guidance on techniques and procedures from the initial decision to recruit through to the critical final choice. Helpful advice is included on drawing up job descriptions, employee specifications and assessment plans setting up the interview using different interview strategies and styles improving your questioning and listening skills evaluating the evidence to reach the best decision (Arvey Campion, 1982).Interviews are now so widespread that it is difficult to think of a single profession where they are not used. As such, the ability to condu ct interviews effectively is considered essential in any professionals repertoire of skills. This new edition of Effective Interviewing provides detailed coverage of the methods and techniques currently in practice and speculates on the future of interviewing (Dale, 2003).Chapter 4Analysis and FindingsIn the previous Chapter, the research methodology, described how the information, theories and concepts were collected in order to analyse the findings with the comparison between unstructured and structured interview.4.1 Criteria to choose InterviewBolton (1999) described three main criteria as the tools to choose a selection method. They areCostTimeSocial interaction4.1.1 Cost1990 potential benefits of the selection stages must be weighed against their cost. Like travel cost, materials cost , staff costs , and time cost . It is useful to focus on contextual information that is worth being guided by cost benefit considerations in order that the effort involves gathering the informati on can be balanced against its usefulness within the organisation .Traditional interview cost less than structured interview as it does not necessitate straining , specialists , can take place anywhere etc .4.1.2 TimeThe more stages the more time it takes to carry them out. Correspondence with and repeated visits by candidates are time consuming. Eder (1999) asserted that, structured interviewing techniques are likely to take more time than the unstructured interview. The need for a carefully documented job analysis may seem superfluous to a hiring manager who has supervised employees in the positing for many years. Saving time may become the justified fact to busy manager when they find to ask all applicants a standard set of questions wasteful and unjustified.4.1.3 Social processEven if the interview were thoroughly repudiated, it probably would not be abandoned there seems to be certain human curiosity, which can be satisfied in no other way than seeing each other. Stewart (1996) explained that, the past few years the managers complained on HR staff that structured interview is an unwanted ensure over their independence to use a core set of questions. In todays more informal business atmosphere a structured interview seems out of place. Managers may resist using structured interview . Indeed another reason for popularity of the ceremonious interview is that it does give the interviewee the occasion to ask questions (Eder 1999).From the above comparison the following advantages are statedThrough the interview face to face conversation is possible.It is more cost effectiveThe Interviewer and the Interviewee need not to get training, easy to adapt.Interview can be used for almost all types of vacancies.The Interviewer can assess the interpersonal communication skill of the Interviewee.It can be used to meet wide range of information to recruit a candidate outside the job associated requirements.It can be arranged many different substantial locations.Through this process the managers can test for personal attitudes, abilities and potentiality of the candidates.4.2 The factors that affect the interview outcomesMotowidlo (1992) proceeds to head various factors such as degree of control over ones behaviour that may affect the relationship between intentions and behaviour. Applicant may answer, as the interviewer will be happy to hear. Motowidlo (1992) believes that when behaviour is completely controlled by the employee, intensions will be less predictive of future than the past which also suggests that situational interviews are less predictive than the behavioural.Apart from the trait limitation according to Schermerhorn Jr et al. (1996) the prediction could be inaccurate if there is any type of factor takes place affecting or influencing the applicants reply.Through a common theoretical framework an integration of the findings may be reached.Applying this theory, this assumption can be matched with other biases leads both parties to ma ke dispositional attributes when they are not appropriate. and then in the case of interview from a candidates perspective the candidate may attribute interviewers behaviour wholly to personal characteristics which could original or may interpolate the recruiters behaviour and behave accordingly. Interviewers signalling hypothesis can be seen as an impact to affect the outcome of interview and interfere interviewees behaviour.Thus interviewers behaviour can control the interviewee and have a bad impact on the outcome of the selection process, which means it could cause wrong prediction and lower validity and reliability.Some evidence suggests that racial biases may be introduced in the traditional interviewprocess because of the stereo regular(prenominal) views interviewers have of personalities on the basis of interviewees attitude analysis without scientific evidence and conducting the interview without objectivity that decreases the employers ability to discharge its burden of coming forward with admissible evidence that clearly sets forth a non-discriminatory reason for its rejection of the plaintiff (Eder , 1999)4.3 simile between the traditional and Modern Recruitment methodAccording to Michigan State University Study (1995) 4.3.1 Traditional Recruitment Methods Are Too Subjective, causeMost employers use a combination of application, interviews, resumes and employment reference checks. These methods are best described as subjective. Traditional recruitment methods are highly vulnerable to data distortion or falsification. Resumes are often exaggerated or falsified.Interviews are greatly influenced by first impressions, appearance halo effects or chemistry. lengthinesss are usually groomed or coached. Subjective recruitment and hiring methods provide useful, but limited information.4.3.2 Modern Recruitment Methods Offer a More Objective approaching Modern recruitment methods use on-line applications and interviews, integrity screenings and executiv e profile assessments, job matching and background verifications. The information collected is highly accurate and reliable.Objective recruitment and hiring methods make your hiring process more defendable to any EEOC and ADA challenges. Screenings and profiles are not as vulnerable to faking or distortion and halo effects. cogency indicators on assessments help to verify the authenticity or candor of the candidates responses.4.3.3 Research Shows the Relative Value of Different Hiring Methods Interviews alone14% accuracy Reference Checks + Interviews26% accuracyBehavior-based Personality Assessment + Reference Checks + Interviews38% accuracyAbilities + Personality Assessment + Reference Checks + Interviewing54% accuracy Values Interests + Abilities + Personality Assessment + Reference Checks + Interviews66% accuracyPersonal Attributes Job Matching (job benchmark) + all of the above75% accuracy (Michigan State University Study, 1995)4.4 How to improve Interview techniqueMost of the typical interviews are comparatively unstructured. Structure approach are used where every candidates face the absolutely the same questions and situations to solve such a situation where the job position required. To make interview reliable and more valid the combination of two method like -using recommended structure, assessment test, references check, panel of interview, interviewer training may increase the reliability and validity of interview, it may appear to be useful but properly controlled comparisons of scores with measures of work performance may show that an apparently less relevant test has higher predictive validity (Hossain, 2010).4.5 Summery tips for InterviewingRegan and Dean (2010) summarised the key tips for the Interviewing technique by the following Structure the interview, have an agenda and inform the candidate so they can manage the employers expectations. Be clear about what the organisation is looking for in terms of experience, personality and skills a nd prepare questions to assess the candidates suitability. unsex questions based on areas on the CV which the interviewer would like to investigate. Select a comfortable professional location, free from interruptions. Review the CV and the job specification again prior to the interview. Set all the objectives on which to asses all candidates. Start with the brief history of the company. place the interviewee at easy and comfortable situation where the applicant is out of nervousness. Allow sufficient time for interviews if any changes happened let the candidate know the duration is shortened, as it was informed before. If the company is looking for any specific skills or attributes devise relevant questions to cover the job position, let the candidates be asked specifiaclly. Ensure candidates leave with a good impression of the Interviewer and the company, even if they are not right for this role there may be others in the future. Summarise at the end check to see all candidates questions are answered, and let them know the side by side(p) steps. Record the answers and the responses (Regan and Dean, 2010).3.2.1 Structure There are several ways to structure the interview .The recommendation of the form of structure set out in table given belowChapter 5Conclusion and RecommendationThe hiring decisions you make are some the most important investments into your organizations future. Dont leave it to chance The task of HR managers does not complete just after the interview session. The post-interview activities are vital for them. At least they should verify the background investigation of the potential employee before finally go the job. Background investigations, or reference checks, are inte

Personal Perspective on the Science Versus Religion Debate :: Theology

Personal Perspective on the Science Versus Religion DebateIn Alfred North Whiteheads Religion and Science, he nullifies the argument between the religious factions and scientists of the world by eliminating all grounds for the argument. Although make outd to the ends of the Earth, Whitehead points out that these two subjects be actually based upon events that are unrelated. He states Science is concerned with the general conditions which are observed to regulate phenomenon whereas religion is wholly wrapped up in the contemplation of moral and aesthetic values(Whitehead, Religion and Science). Through his definition of both viewpoints, he is able to explain one will never catch up with the other, thus no argument exists.This topic is quite personal for me at this point in my life. I have always lived as if everything could be explained. I tortured myself with the whole idea of heaven. I was scared that not believing would sentence me to eternal death, but my logical positio ning just couldnt fathom the idea. My religious side was in a fight to the death war with my logical side. However, my internal war is now over. The battle is done. And, yes one side did come out waving the proverbial white flag.To make a long story short, eighteen months ago my husband suffered a broken manage due to a swimming accident. We as a family had been in debate over our familys relationship with God. As we discovered, ones religion is often decided during the darkest generation of our lives. It was at that time we discovered that there was something more to life than money, possessions, or facts. The specialists couldnt explain what had saved Shanes life. Their science failed them. Luckily, the neurologist was a Christian, and her scarcely explanation was God wasnt finished with him yet. We realized that for once there was no other answer. Without hesitation, my husband and I both committed our lives to serving the superior Jesus Christ to the best of our ability.To get back to the point of this, as a new Christian I thought the Science vs. Religion debate would be completely over for me. It isnt. I still catch myself trying to explain things that dont need to be explained. I have fatigued many restless nights fighting my guilty conscience for doubting my faith.

Is fate a factor :: essays research papers

Fate is the power that is supposed to settle ahead of time how things will happen. Romeo and Juliet lives were ruled by fate. Even though they thought they should be together fate had different plans for both of them. Fate did not rule in their favour. A large part of the beliefs for both Romeo and Juliet involved fate. They believed in the stars, and that their actions werent always their own. Romeo, for example, Act1 scene4 line107-113 says, "Some consequence yet hanging in the stars...by some vile forfeiture of untimely death. But he that hath the steerage over my course Direct my sail." Hes basically saying to his friends that he had a dream, which leads him to believe that he will sound young because of something in the stars, something that will happen. He ends with "he that hath steerage over my course" which implies that he does not have control over his life if he looks to another power above himself to direct him. He does not feel that he is the one who makes decisions it is all a higher power with purpose. Romeo says he is in love with Rosaline, who did not return these feelings. A servant of the Capulets was sent to invite people on a list to a party that the Capulets were throwing. While Romeo babbled on about his life with Benvolio and kinsmen. Romeo bumped into this servant who asked him to read the list. Rosalines name appeared which got Romeo to agree to go the party. This sets everything up for the Romeo and Juliet. They met at the party and fell deeply in love with severally other. They realize later their identities, but they are in love and wont let their names get in the way of that strong emotional bind. Fate had an colossal impact in this scene. Another example of fate was after Romeo killed Tybalt because of Tybalt killing Mercutio in a sword fight. After Romeo kills Tybalt he shouts, Act3 scene1 line136 O, I am lots fool" Here Romeo understands the full impact of this tragic event on his future and how everyt hing started to deteriorate after he met Juliet.