...sagepublications.com On behalf of: British Society of Criminology Additional services and information for Criminology and Criminal Justice can be found at: Email Alerts: http://crj.sagepub.com/cgi/alerts Subscriptions: http://crj.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://crj.sagepub.com/content/6/2/219.refs.html >> Version of Record - Apr 21, 2006 What is This? Downloaded from crj.sagepub.com at Apollo Group - UOP on July 7, 2014 Criminology & Criminal Justice © 2006 SAGE Publications (London, Thousand Oaks & New Delhi) and the British Society of Criminology. www.sagepublications.com ISSN 1748–8958; Vol: 6(2): 219–237 DOI: 10.1177/1748895806062982 Reconstructing the role of the appropriate adult in England and Wales HARRIET PIERPOINT University of Glamorgan, UK Abstract The definition of the role of the ‘appropriate adult’ for young suspects in the Police and Criminal Evidence Act 1984 Code of Practice C is ambiguous and contradictory. This article argues that the role has been socially constructed by the legislator, the courts, young people, the police and appropriate adults themselves. Following various recommendations to use volunteers as appropriate adults, this article revisits the nature of the role in light of a case study of a volunteer appropriate adult service. The results demonstrate that, in terms of volunteer practice, the role has been...
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...Sector and the Third Way Barriers to the fulfilment of expectations of and from voluntary sector organisations under a New Labour government Dissertation for MSc Voluntary Sector Policy & Administration (SA475) June 2000 Department of Social Policy London School of Economics & Political Science Synopsis Voluntary organisations as a vehicle for volunteering, for active citizenship and for a healthier, civil society have become an important of New Labour’s thinking. The voluntary sector is also identified as a vehicle through which government priorities may be more effectively addressed in particular, measures to address social exclusion[1]. This dissertation considers the current state of the relationship between the voluntary sector and the Government and seeks to identify barriers to the fulfilment of this political vision in the context of one Department’s work.[2] The study discusses the findings in the light of the emerging thinking on the Third Way and the substantial body of work on contracting - the medium through which much of the relationship is conducted in the case of the DfEE. Whereas there is an apparent willingness to consider measures to overcome recognised barriers, there appears to be confusion about the extent to which goal deflection may have damaged the legitimacy of voluntary sector organisations. There is therefore uncertainty about which part of the voluntary sector (service delivery organisations, the community sector or social entrepreneurs) is best...
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...Annual survey report 2010 Resourcing and talent planning Contents Summary of key findings Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting and selecting candidates Resourcing in turbulent times Diversity Workforce planning Labour turnover Employee retention Recruiting employees Resourcing strategies and objectives Recruitment difficulties Graduate recruitment Attracting candidates Selecting candidates Recruitment costs Resourcing in turbulent times The impact of the economic climate on resourcing Views on the employment market Implications for talent management Diversity Workforce planning Managing labour turnover Cost of labour turnover Retaining employees Looking forward Recommendations Background to the survey Demographics Labour turnover Note on statistics and figures used Further sources of information Acknowledgements Endnotes 2 2 2 2 2 3 3 3 3 3 4 4 4 7 8 10 10 14 14 16 16 22 24 26 28 28 30 31 32 32 32 33 34 35 36 Resourcing and talent planning 2010 1 Summary of key findings The 2010 Resourcing and Talent Planning survey (formerly the Recruitment, Retention and Turnover survey) contains valuable information on current and emerging trends in people resourcing practice. This annual benchmarking survey is based on 480 respondent organisations from the UK and relates to the period 1 January to 31 December 2009. The year was a challenging one for many organisations as the UK experienced its worst recession since...
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...increasingly influential in world affairs. Now, there are about twelve thousand NGOs in all over the world operating in most countries. These organizations are not directly affiliated with any national government, but often have a significant Impact on the social, economy and political activity of the country or region involved. So, we can say that NGOs have become major players in the field of international and national development. But Bangladesh has largely failed to assist the poor or reduce poverty because of limited resources and planning, while NGOs have grown dramatically, but it ostensibly fails to fill this gap. There are more and bigger NGOs here than in any other country of equivalent size. Here, NGOs have mainly functioned to service the needs of the landless, usually assisted by foreign donor funding as a counterpoint to the state's efforts. Besides all these, in the field of NGO, Financial Reporting process and application of accounting is disgraceful. NGOs in Bangladesh have increasingly become subject to question and criticism from the government, political parties, intellectuals and the public in genus for misuse of funds, gender discrimination, and nepotism. Absence of proper guidelines in preparing financial statements and reports makes it more complex. The government of Bangladesh doesn’t have any unique rules for preparing the financial reports. In this report we will discuss about the financial reporting and Accounting system of NGOs and hopefully, the analysis...
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...VOLUNTEERING AND SERVICE LEARNING: A CASE STUDY OF A SERVICE LEARNING PROJECT AT “CROSSROADS FOUNDATION” Samuel, Ho Lee、Fullness Social Enterprises Society、Lingnan University、852-9834 9725、sleeho819@hotmail.com、samuellee@ln.edu.hk Erica, Kim Man Lee、Fullness Social Enterprises Society、Lingnan University、852-91082586、erica_lee02@yahoo.com、ericalee@ln.edu.hk Mike, Hyung Min Lee 、Dongguk University、 wemakemoves123@gmail.com Jacqueline Kelleher、Pace University, NYC Campus、jk56646n@pace.edu Katy Kaestner 、Trinity University、kkaestne@trinity.edu ABSTRACT The processes and outcomes of a service learning project conducted by a group of five students and engaged with a nonprofit organization are described in this paper. The processes and outcomes are evaluated with respect to the effectiveness of service learning as an educational means and the contribution to the nonprofit sector made by service learning initiatives. The findings include the benefit of the initial ambiguity of the service learning project and the benefit of the project outputs to the nonprofit agency. It is concluded that researchers may need to figure out the absolute relationship between initial ambiguity and the effectiveness of a service learning project and that between project outputs and the benefits received by the organization concerned. It is also concluded that researchers need to study how to keep participants’ passion towards the nonprofit sector after completion of their service learning project...
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...International Accounting, Auditing & Taxation 10 (2001) 139 –156 A study of the relationship between corporate governance structures and the extent of voluntary disclosure Simon S.M. Ho*, Kar Shun Wong School of Accountancy, The Chinese University of Hong Kong, Shatin, N.T., Hong Kong Abstract The primary objective of this study is to test a theoretical framework relating four major corporate governance attributes with the extent of voluntary disclosure provided by listed firms in Hong Kong. These corporate governance attributes are the proportion of independent directors to total number of directors on the board, the existence of a voluntary audit committee, the existence of dominant personalities (CEO/Chairman duality), and the percentage of family members on the board. Using a weighted relative disclosure index for measuring voluntary disclosure, the results indicate that the existence of an audit committee is significantly and positively related to the extent of voluntary disclosure, while the percentage of family members on the board is negatively related to the extent of voluntary disclosure. The study provides empirical evidence to policy makers and regulators in East Asia for implementing the two new board governance requirements on audit committee and family control. © 2001 Elsevier Science Inc. All rights reserved. Keywords: Corporate disclosure; Corporate governance; Voluntary disclosure; Hong Kong 1. Introduction It is commonly agreed that the...
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...Joe Salatino, President of Great Northern American Case Study Mikie Epps Professor Christopher Haseer Assignment 2 BUS 520 6 May 2012 Joe Salatino, President of Great Northern American Case Study Introduction This paper will discuss why Joe’s employees need to understand the importance of how people form perceptions and make attributions. It will also evaluate which learning theory would be most appropriate for Joe to apply in his situation and explain why. A discussion on the way Joe could apply the learning theory that was previous selected to improve employees’ performance will also be included. Upon conclusion a determination will be made on how Joe could leverage an understanding of the value of self-efficacy to ensure he hires the most successful salespeople. Forming perceptions and making attributions According to Dr. Bill Saleeby, perception is a process that creates meaning by interpreting and selecting. Our perceptions of others are based entirely on these concepts; on our own selection of friends and our interpretation of their characteristics. Since first impressions are usually made within the first 10 seconds, these perceptions are important because it allows us to evaluate any possible closed-mindedness or quick judgment. Dr. Bill Saleebey also states that most people base their perceptions of others on character rather than environment and surroundings. Periodical perceptions, which are used regularly by Joe’s employees, are those...
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...From Compliance to Practice Mining Companies and the Voluntary Principles on Security and Human Rights in the Democratic Republic of Congo Tanja A. Börzel/Jana Hönke SFB-Governance Working Paper Series 25 • October 2011 DFG Sonderforschungsbereich 700 Governance in Räumen begrenzter Staatlichkeit - Neue Formen des Regierens? DFG Research Center (SFB) 700 Governance in Areas of Limited Statehood - New Modes of Governance? SFB-Governance Working Paper Series Edited by the Research Center (SFB) 700 „Governance In Areas of Limited Statehood - New Modes of Governance?“ The SFB-Governance Working Paper Series serves to disseminate the research results of work in progress prior to publication to encourage the exchange of ideas and academic debate. Inclusion of a paper in the Working Paper Series should not limit publication in any other venue. Copyright remains with the authors. Copyright for this issue: Tanja A. Börzel/Jana Hönke Editorial assistance and production: Tanja Kilper/Sara Gebh/Anna Jüschke All SFB-Governance Working Papers can be downloaded free of charge from our website www.sfb-governance.de/en/ publikationen or ordered in print via e-mail to sfb700@zedat.fu-berlin.de. Börzel, Tanja A./ Hönke, Jana 2011: From Compliance to Practice. Mining Companies and the Voluntary Principles on Security and Human Rights in the Democratic Republic of Congo, SFB-Governance Working Paper Series, No. 25, Research Center (SFB) 700, Berlin, October 2011. ISSN 1864-1024 (Internet)...
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...Running head: ROWE PROGRAM AT BEST BUY 1 Assignment #5 – Case “ROWE Program at Best Buy” September 1, 2011 1. Describe the Culture of Best Buy. The Culture of Best Buy used to be embrace long hours, sacrifice of family, stress, and a sense of working too hard. At one time, going AWOL during daylight hours would have been grounds for a pink slip. That is no longer true at Best Buy. The nation’s leading electronics retailer has embarked on a radical, if risky; experiment to transform a culture one known for killer hours and herd-riding bosses. The endeavor, called ROWE, for “Results-Only Work Environment,” (Hellriegel & Slocum, 2011) seeks to demolish decades-old business dogma that equates physical presence with productivity. The goal at Best Buy is to judge performance on output instead of hours. Instead of launching a “work-live balance” (Hellriegel & Slocum, 2011) program, Best Buy rethought the very concept of work. Under the Results-Only Work Environment program, or ROWE, employees can work when and where they like, as long as they get the job done. The change begins with what Best Buy calls “sludge sessions” (Hellriegel & Slocum, 2011). These sessions are where employees dig out the cultural barriers to change, the jokes and comments that reinforce overwork. According to Traci Tobias, the manager of travel reimbursement for Best Buy, if you came in after 10 am you were the bunt of jokes such as, “Wow, I wish I...
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...reward strategy are to try and be systematic about which HR mechanisms attract, retain and motivate staff. Historically the view was that salaries were what attracted a person to an organisation, benefits kept them there, while bonus and incentive schemes motivated them. Reward was regarded as consisting of three distinctive parts: Remuneration - covering such aspects as job evaluation, salary structures and incentive schemes. Benefits - which tend to be offered to all employees irrespective of their grade, such as paid leave, employee assistance programmes or Christmas parties. Perquisites - which are benefits that tend to provided to discrete categories of employees, such as a company car/car allowance, private healthcare or concierge service. 2 Reward Today More recently, this divide between which parts of reward are best suited for attraction and recruitment, retention and motivation has broken down. Modern research shows that individuals are attracted, retained and engaged by a whole range of financial and non-financial rewards and that these can change over time depending on their personal circumstances. The financial elements of a package are not considered particularly important by individuals in some situations. For instance, people at the beginning of their career may be more interested in getting access to training and career development. People at the end of their career are more concerned with job satisfaction rathe than pay necessarily; those with childcare...
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...Week | Topic | Reading | 1 | Unpacking Assumptions: Introduction to the Module and Each Other | No readings for this week | Additional ReadingByrnes, W, J. (1999) Management and the Arts. Boston: Focal Press.Chong, D. (2002) Arts Management. London: Routledge.Clancy, P. (1994) Managing the Cultural Sector: Essential Competencies for Managers in Arts. Dublin: Oak Tree Press.Drucker, P. (1999) Management Challenges for the 21st Century. Oxford: Butterworth Heinemann.Fitzgibbon, M. and Kelly, A. (1997) From Maestro to Manager, Critical Issues in Arts and Cultural Management. Dublin: Oak Tree Press.Handy, C. (1998) Understanding Organisations. London: Penguin.Hudson, M. (1999) Managing without Profit: The Art of Managing Third-Sector Organizations. London: Directory of Social Change (DSC). | 2 | From Vision to Mission | Brighton, A (2006) Consumed by the political in Culture Vulture M. Mirza, London: Policy Exchange. Varbanova, L. (2013) Strategic Thinking: Vision, Mission and Objectives in Strategic Management in the Arts, London: Routledge, pp 58-72 | 3 | Money: Financial Management and Fundraising | Glow (2010) Taking a Critical Approach to Arts Management in Asia-Pacific Journal of Arts and Cultural Management, Vol. 7, No. 2, Australia: University of South AustraliaMcRobbie, A. (2001) 'Everyone is Creative': Artists as New Economy Pioneers?, London: openDemocracyBolton, M. and Carrington, D. (2007) New and Alternative Financial Instruments. UK: Mission, Models Money | Additional...
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...The Importance of Interpersonal Skills * Understanding OB helps determine manager effectiveness * Technical and quantitative skills important * But leadership and communication skills are CRITICAL * Organizational benefits of skilled managers * Lower turnover of quality employees * Higher quality applications for recruitment * Better financial performance What Managers Do * They get things done through other people. * Management Activities: * Make decisions * Allocate resources * Direct activities of others to attain goals * Work in an organization * A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Four Management Functions * PLAN: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. * ORGANIZE: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. * LEAD: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. * CONTROL: Monitoring performance, comparing actual performance with previously set goals, and correcting any deviation. Mintzberg’s Managerial Roles Ten roles in three groups (Exhibit 1-1) * Interpersonal * Figurehead, Leader...
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...BACKGROUND OF STUDY To be a developed nation, it is important for industries, and the country, as a whole, to achieve global competitiveness. In this respect, the IMP3 has adopted the overall theme ‘Malaysia - Towards Global Competitiveness’ and other countries also working towards on that. Industries must strive for global competitiveness through the transformation and innovation of the manufacturing and services sectors. According to The Small and Medium Industries Development Corporation (SMIDEC) SMEs account for close to 99 % of all the establishments in the manufacturing, services and agricultural sector, provide around 65% of total employment and it is expected that the value added production of SMEs to be around RM120 billion or 50 % of total production in the manufacturing sector by 2020. Malaysian SME contribution to the GDP was only 32 percent in 2006 compared to that of 40 percent in the United States, 57 percent in Germany, 55 percent in Japan, 60 percent in China, 57 percent in Indonesia and Thailand at 38.9 percent. Innovation and the capacity to innovate are among the most important factors that affect an organizations competitiveness and performance SMEs due their small size, limited managerial capabilities, as well as limited resources do face a challenging task in innovating. SMEs as compared to larger firms are weakly structured in innovation, low market power and scarcity of resources in order to appropriate the benefit of their innovation. In...
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...Case Study - AngloAmerican [pic] Business ethics and corporate social responsibility 1. Introduction Anglo American is one of the world’s leading mining companies. It is a UK public limited company and operates on a global scale. Anglo American operates mainly in the primary sector of the world economy. This, as the name suggests, covers industries involved in the first stage of economic activity, such as mining and agriculture. [pic] Anglo American operates throughout the world. It has extensive operations in Africa, where 76% of its employees live. It is also a major employer in Europe. Its Tarmac aggregates and construction products business employs nearly 7,000 people in the UK. As a primary producer, Anglo American plays an important role in the world economy. Anglo American produces five main types of raw material. [pic] Mining operations can have a big impact on the environment and on the societies where they work. Since most mineral resources belong to nation states, mining companies largely depend upon a licence to operate from governments. This allows them to extract and process minerals in return for investment and the payment of taxes and royalties. Increasingly it is also important to get the consent of local communities to mining development – a ‘social licence’ to operate. Like all businesses, mining companies are under increasing scrutiny from pressure groups as well as the general public. Anglo American seeks to adopt fair and sound business...
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...g Downsizing: Layoffs/Closings [pic] | | | | |Top of Form | |[pic][pic][pic] | |Bottom of Form | | | | | |Introduction | |Leadership Examples | | | |Business Importance | |Sample Policies | | ...
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