Case Study #2 Example | Topics and Well Written Essays - 1250 words

Essay on Gender Equality Example | Topics and Well Written Essays - 1500 words

On Gender Equality - Essay Example Not simply the physical contrasts of these two, even at their physiological reactions and to different fields. The general public is simply having misinterpretation about the distinctions of the two genders that is the reason clashes emerge. We can look carefully to how we can connect these two genders. In any case, to improve on the off chance that we perceive first what are their disparities for us to have the option to associate them and resolve the reasons why clashes emerge. At the end of the day, let us take a gander at the two sides on them and settle at the center and comprehend their responses or reactions. With regards to physical appearance men has more characterized muscle structure than ladies. They are the person who are a lot of equipped for lifting overwhelming things when contrasted with ladies in light of the fact that their physical limit is fit for such work. The mind structure of men is unique in relation to ladies. They have more slender corpus callosum. This is the one that interfaces the two parts of the mind. The left half of the cerebrum is the one answerable for expository reasoning. Also, this is the point at which the young men can step up to the scores of ladies since men are acceptable with numbers (Turner, 1997). With regards to sexual urges, men are more visual than ladies. Visual things can typically trigger their inclinations contrasted with ladies. With regards to tuning in, men as a rule have diverse sort of conduct. In the examination of Deborah Tannen (1990), she discovered that men will typically eye on something different while tuning in to someone. At th e point when you converse with them they don't take a gander at you straight yet will be looking at different things in the environmental factors. She likewise found at his examination that even at the improvement of men will remain as the proof of the fact that they are so unique to ladies. They as a rule build up holding with different young men with physical exercises; they don't make talking as a mechanism for closeness to different young men. At the point when it terms to order making, men are more straightforward to what they need and the requests that they offer as indicated by Theiderman. She even explained that even in posing inquiry there is this line isolates men from ladies. Men are not into subtleties and will pose less inquiries. Men pose inquiries since they need to know something. Their motivation of asking is clearly to assemble data. Ladies Truly, ladies have less muscle definition. Rather they are worked with the end goal of origination and along these lines bear the endowment of conveying their young. As to cerebrum structure, ladies are have a thicker corpus collusom and are along these lines equipped for performing multiple tasks when contrasted with men. Regarding sexual urges, ladies are more into contact than visuals. They are handily stirred when contacted and not simply by visuals. As far as tuning in, ladies take a gander at their accomplices when tuning in. They set their eyes to there companions when listening since it is their method of indicating that their consideration is set to discussion. As to making orders, ladies are gentler in providing orders. They ordinarily use slogans and will as a rule use states that request affirmation yet in away recommending her own thought or requesting others to affirm with her, (Thiederman). Young ladies set up an alternate vehicle of holding with different young ladies. They enjoy their opportunity to talking as building up nearer relationship with different young ladies, (Tannnen, 1990). Young ladies as a rule trade mysteries and discussion about a consistent point when contrasted with young men. For them, on the off chance that they invest energy for chatting with other young lady

How Negative Emotions Affect Us and How to Embrace Them

How Negative Emotions Affect Us and How to Embrace Them Happiness Print How Negative Emotions Affect Us Embracing Negative Emotions Actually Has a Positive Impact By Elizabeth Scott, MS twitter Elizabeth Scott, MS, is a wellness coach specializing in stress management and quality of life, and the author of 8 Keys to Stress Management. Learn about our editorial policy Elizabeth Scott, MS Medically reviewed by Medically reviewed by Steven Gans, MD on February 06, 2018 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on February 21, 2020 RUNSTUDIO/Getty Images More in Self-Improvement Happiness Meditation Stress Management Spirituality Holistic Health Inspiration Brain Health Technology Relationships View All Anger, frustration, fear, and other negative emotions are all part of the human experience. They can all lead to stress and are often seen as emotions to be avoided, ignored, or in other ways disavowed, but they can actually be healthy for us to experience as well. A better approach is to manage them without denying them, and there are several reasons for this. Managing Negative Emotions The idea of managing negative emotions is a complex one. It doesnt mean avoiding feeling themâ€"avoidance coping is actually a form of coping that attempts to do this, and it can often backfire.?? It also doesnt mean letting these negative emotions wreak havoc on your life, your relationships, and your stress levels.  Unmanaged anger, for example, can compel us to destroy relationships if we allow it to. Managing negative emotions is more about embracing the fact that we are feeling them, determining why we are feeling this way, and allowing ourselves to receive the messages that they are sending us before we release them and move forward. (Yes, that statement may sound a little odd, but our emotions are definitely designed to be messengers to tell us something, and these messages can be very valuable if we listen.) Managing negative emotions also means not allowing them to overrun us. We can keep them under control without denying that we are feeling them. Negative Emotions vs. Positive Emotions When we talk about so-called negative emotions, its important to remember that these emotions, in themselves, arent negative as in bad, but more than  they are in the realm of negativity as opposed to positivity.?? Emotions arent necessarily good or bad, they are just states and signals that allow us to pay more attention to the events that create them, either to get us motivated to create more of a certain experience or less, for example. Unlike some emotions, theyre not always pleasant to experience, but like most emotions, they exist for a reason and can actually be quite useful to feel. How Do Negative Emotions Affect Us? Anger, fear, resentment, frustration, and anxiety are emotional states that many people experience regularly but try to avoid. And this is understandableâ€"they are designed to make us uncomfortable. These negative emotional states can create extra stress in your body and your mind, which is uncomfortable but also can lead to health issues if the stress becomes chronic or overwhelming.?? Nobody likes to feel uncomfortable, so it is natural to want to escape these feelings, and the dangers of unmanaged stress are real. However, there is a feeling that people sometimes have that these emotions will last forever or that the feelings themselves are the problem. More often, these feelings are beneficial because they can also send us messages. Anger and anxiety,  for example, show that something needs to change, and perhaps that our well-being has been threatened. Fear is an appeal to increase your level of safety. Resentment motivates us to change something in a relationship. Frustration does as well. Basically, negative emotions are there to alert us that something needs to change and to motivate us to make that change. Positive psychologists also argue that while there are many benefits to positive emotional states like hope, joy, and gratitude, there are also negative effects that can come from them. Optimism, for example, has been linked to many beneficial outcomes for health and happiness as well as personal success.?? Unchecked optimism, however, can lead to unrealistic expectations and even dangerous risks that can lead to loss and all of the negative feelings that can come with it. More uncomfortable emotional states like anxiety, however, can lead to motivation to make changes that can create more success and avoid danger. Negative emotions are designed to keep us safe and to motivate us to improve our lives, just as positive emotions are. Best Strategies for Managing Negative Emotions The field of positive psychology is experiencing a second wave of research that is focused not only on what makes us happy, resilient, and able to thrive but also  on the dark side of happiness.?? Weve learned more, recently, about how our negative emotions affect us and what to do with them, and how we can remain emotionally healthy throughout the process. Just as there are benefits to negative emotions, there are detriments to false positivity where we shame ourselves for experiencing these natural states and try to deny them or force ourselves to pretend we feel more positive than we do. A better strategy is to accept and even embrace our negative states, while also engaging in activities that can counter-balance these uncomfortable emotions in an authentic way. There are several strategies that have been explored and recommended as a means to accepting and processing negative emotions, as well as emerging techniques that have been developed with this research in mind.  A specific group of approaches is gaining popularity among therapists and coaches. These techniques, as outlined in research by Ceri Sims, have the acronym TEARS of HOPE. Heres what this entails: T - Teach and learn. This means to embrace self-awareness and increase personal knowledge of your  body and mind, and how they are responding to stress and other emotional states. This allows you to understand when you are upset and why, and be better able to interpret the signals your body is sending. E -  Express and enable sensory and embodied experiences.  This one sounds a little more complicated but it simply involves encouraging openness and curiosity within yourself to increase your acceptance of what comes. A - Accept and befriend. It can be highly beneficial to actively focus on increasing your own self-compassion and tolerance for frustration. R - Re-appraise and re-frame. You can use cognitive-behavioral approaches to see things differently. S - Social support. This can involve the practice of loving-kindness meditation, which can expand your feelings of connection to others and your self-compassion while you invest in relationships. (OF) H - Hedonic well-being/happiness: Research shows that it can be highly beneficial to have a 3-to-1 ratio  of positive vs. negative emotions, meaning that you add positive experiences to your life, focus on happy memories and savor successes, for example, to increase the amount of time you spend authentically feeling good. O - Observe and attend To:  Try to practice mindfulness?? and non-judgmentally attend to things in life. P - Physiology and behavioral changes: Focus on relaxation, breathing exercises, and self-care. E - Eudaimonia: This means to strive for goals in life and a sense of authenticity. Additional Strategies There are other strategies that are recommended as  ways to increase positive emotional states and personal resilience to stress and feelings of negativity so that negative emotional states dont feel as overwhelming. And because of the research on positivity, we know that this can be a beneficial thing in itself. Here are some additional strategies that can be used to cope with negative emotions. Best Possible Self Exercise This involves envisioningâ€"you guessed itâ€"your best possible self and what that would look like. This exercise has been shown to lift the mood and bring a sense of optimism, both of which bring lasting benefits.?? This can be done as a journaling exercise or simply a visualization technique, but basically involves envisioning your life in the future and challenging yourself to imagine the best possible life you can live, the best possible version of yourself that you can be. Research has shown that people who engage in this activity for five minutes a day for two weeks experience a more positive mood and an increase in optimism compared to people who spent the same amount of time simply thinking about activities in their day. For five minutes a day, this is a great use of time. How to Use Guided Imagery for Relaxing in 5 Simple Steps Gratitude Letter or Visit This activity is popular with positive psychology students. It involves expressing gratitude to people who have done kind things for you, both minor and major.?? This could be a letter to an elementary school teacher who inspired you to be your best or a visit to a neighbor to let them know how much you appreciate knowing they are there. It can be any letter or personal trip and conversation expressing to someone what they have done for you, what it has meant to you and that you appreciate them. These expressions of gratitude bring great benefits to the recipients, but even greater ones to the person expressing the gratitude. Most people who engage in this activity report that they still feel positive feelings from it days or even weeks later. Taking a Personal Day/Mental Health Day/Day Vacation This is like taking a staycation, but it involves creating a  day thats filled with positive experiences that youd have on vacation while minimizing the stress youd have in your regular schedule. It operates under the same premise that the other positivity-building exercises followâ€"that an increase in positive emotional states can bring a greater sense of optimism and resilienceâ€"and it has the added benefit of minimizing stressors for the day. (This can offer a nice interruption from chronic stress and a chance to recover emotionally.) To do this, create a day filled with activities that you enjoy.

Psychometrics Construction

Sample details Pages: 18 Words: 5255 Downloads: 7 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. Don’t waste time! Our writers will create an original "Psychometrics Construction | Construction Dissertations" essay for you Create order The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidates competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individuals own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidates ability, it doesnt necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: Psychometric testing is critical to successful team building in the Irish construction industry. 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractors 2. Building Contractors 3. Building Services Contractors 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes. Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a persons personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can gel effectively. An article in China Staff magazine (2003) points out that this doesnt mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidates competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a persons actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these traits has always been a matter of interest for many years, it has been recognized that personality is of great importance in peoples succe ss at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the big five personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests Aptitude and Ability tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a persons ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course. Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term aptitude is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. Ability tests on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do. Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a jobthen there is strong incentive for candidates to present themselves favorably. Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants. If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ipsative scaling. This can be contrasted with the normative scaling, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative. In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidates personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individuals ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about 1,900 for Level A and about 2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps 1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a companys performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a 60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organizations productivity by 8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as 25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing. In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own new products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by Williams (1994) contain information on the reasons for test use in British companies. Survey: Bryan (1998) and Fryatt and Williams (1994) It is clear to see from the statistics in Table X that the majority of organisations use psychometrics to predict subsequent job performance and to filter out unsuitable candidates at the recruitment stage. It should also be noted that substantial percentage of the organisations surveyed by both Bryan(1998) and Fryatt and Williams (1994) are using tests for the prediction of an existing teams compatibility. Critical Appraisal of the Literature This section of the dissertation seeks to appraise the significant points of the literature review to discover if psychometric testing is a critical successful recruitment in the construction industry. In the current economic climate, construction companies need to control their budgets tightly. The recruitment process represents a significant portion of resources and HR departments are increasingly feeling the pressure to justify their spending on recruitment. Selecting the right person for the right job every time is an unrealistic goal, however the use of psychometric instruments can enable companies to measure accurately important skills that would not otherwise be apparent at interview, such as the ability to make critical business decisions. It is quite apparent that the use of psychometric testing has increased significantly in the past decade in the UK; however this trend is only recently taking off in the Republic of Ireland among construction companies. Conclusion 5.1 Introduction This chapter will comprise of a summary of the findings and gives relevant conclusions to the research. Here each of the objectives will be analysed to conclude what has been achieved in each. Also included in this section will be comments on the research hypothesis and personal recommendations on the findings of the results. Finally the limitations encountered during the research will be examined, stating the difficulties that were faced throughout the research which hindered the completion of the objectives. 5.2 Research Objectives This section of the report will attempt to evaluate the success of the objectives outlined in the early stages of the research. Each objective will be taken in turn, and a conclusion will be given as to what has been achieved in each. 5.2.1 Objective To provide an overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. References Burke. E (1995) Psychological Testing: A users guide China Staff Magazine (2003) Psychometric Assessment: The measure for success. Corcoran. C (2005) Psychometric testing, Can it add value to HR? Accountancy Ireland Magazine. Vol 37 pp. 63-65 Cronbach, L J (1966) Essentials of Psychometric Testing, 2nd edn, Harper Row, New York Edenborough. R (2005) Assessment methods in Recruitment. London. Kogan Page Limited. Franks.J (2002) Building Construction Teams Construction Manager Magazine Hampton. J (2002) Identikit Candidates, Construction Manager Magazine, Nov pp 38-41 Mc Henry.R (1990) occ.co.uk Miller. L T (1999) Psychometric and information processing approaches to measuring cognitive abilities: paradigms in military testing (On-line). Available: https://findarticles.com/p/articles/mi_qa3711/is_199908/ai_n8869144/pg_1 (Accessed 02-12-07) Naoum.S.G (1998) Dissertation research and writing for construction students. Oxford. Elsevier Ltd. Psychometric Success Available from: https://www.psychometric-success .com/expert-help.htm Accessed: 19-12-07 Reber, A.S. (1995). The penguin dictionary of psychology (2 nd ed.). New York: Penguin Books. Rust. J (2004) People who need people: Does psychometrics have a place in staff selection? The Times ( 2007) Top 200 Construction Companies

The Food And Water Watch Analyzed Data From An Industrial...

For the past two decades animal farming has developed into an industrial operation of raising animals for human consumption (Rise of Factory Farms, 2015 Edition). Factory farming confines livestock (cows, hogs, and chickens) in tightly packed facilities with the focus on maximizing economic return. Today there are four meat packers that monopolize the industry. These four companies, Tyson, Smitfield Foods, JBS, and Cargill, control about 85 percent of the American beef industry (How 4 companies control almost all the meat you eat, 2014). This dominance in the industry affects the pricing, production, laws, and quality of the meat that is consumed. Also, majority of small and medium farms are disappearing due to the dominance of these major corporations. Factory farms are defined as operations where there are more than 500 beef cattle feedlots, 500 dairy cows, 1,000 hogs, 100,000 egg-laying chickens and 500,000 boiler chickens (in annual sales) (Factory Farm Nation, 2015 Edition). Th e Food and Water Watch analyzed data from the U.S. Department of Agriculture (USDA) Census of Agriculture from 1997, 2002, 2007 and 2012, about the growth of animals in factory farms in the past few years. As an indication of the growing numbers, Food and Water Watch reports that livestock rose by 20 percent, that is, from 23.7 million to 28.5 million, between 2002 and 2012. Beef cattle rose by 5 percent during the same period, from 11.6 million to 12.1 million. 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What role can Youth Workers play in Reducing Anti Social Behaviour Free Essays

Abstract This paper is a research proposal which seeks to address the potential that youth workers have in reducing anti-social behaviour. This proposal seeks to take a case study approach to anti-social behaviour whilst utilising a number of governmental policies and practices which exist across a wealth of social work areas and youth work practice areas. Introduction The practice of youth work takes place within a trusted part of the spectrum of social work provision (Dept. We will write a custom essay sample on What role can Youth Workers play in Reducing Anti Social Behaviour? or any similar topic only for you Order Now for Education and Skills, 2005). The history of youth work can be traced back to the late 1880s and can found within an informal voluntary religious setting (Infed, 2014). It was, however, the Albemarle Report (Ministry of Education, 1960) which concretised the service within societal dynamics and within youth cultures. Within this approach a defined route to what youth work should incorporate, as well as highlight its role, was highlighted. Recent years, however, has seen the service being impacted by changes brought about through altered central government policies (Courree, 2012). During this time, youth work services has been subject to reform and has been incorporated into the auspices of the Integrated Youth Support Services (Infed, 2014), and utilised as a tool for reducing anti-social behaviour Recent years have seen anti-social behaviour become a dominant issue in community relations. Within their detached roles, it can be considered that youth workers have the potential to improve social dynamics and to reduce instances of anti-social behaviour. However the extent to which youth workers can effect change needs to be addressed. Background and Rationale for the study Youth work is a contested area of social work provision and its professional definition has been affected by a series of wider ranging work practices (Infed, 2014). Sercome (2010) also agrees that what constitutes as youth work is not an easy task but he produces a list of roles that are akin to that of both Infed (2014) and the National Youth Agency (2014). These roles serve to define youth work as a process which ‘helps young people learn about themselves, others and society, through informal educational activities which combine enjoyment, challenge and learning’ (National Youth Agency, 2014: n.p.). However, it is also evident that youth work also takes place within the modern social work context of multi agency practices. This outcome places youth workers at the centre of the plethora of criminal and social policies that are designed to counter anti-social behaviour. Detached youth work is a distinctive form of social work which interacts with young people using constructive dialogue and within the spectrum of personal and social development (Federation for Detached Youth Work, 2013). This form of youth work utilises principles of informal education in order that young people can be engaged in order to address a number of issues that exist in their lives. As a result youth workers now operate in a more robust legal framework which incorporates a multitude of legislative criteria and partner agencies, this can include but is not limited to, law enforcement agencies, education services, housing trusts, social services and medical services. This perspective is particularly applicable where knife crime as well as other forms of anti-social behaviour, are considered. Anti-social behaviour became an issue for the incumbent Blair administration in 1997. The Labour party manifesto for that election claimed that Labour wanted to see ‘communities that are safe†¦ (and)†¦ where mutual respect and tolerance are the order of the day’, adding, ‘these are things we must achieve together as a country’ (Labour Party, 1997: n.p.). As a result the Labour Government drafted the Anti-Social Behaviour sytem and incorporated programmes such as the Respect Agenda, which included a task force and related action plans (Millie, 2009). Youth workers play a central role in reducing anti-social behaviour. In the Tower Hamlets areas of London, anti-social beahviour conttitues to dominate local service provision and underpinning policies.The administartive wings of the area have been criticised for not resolving cases quickly (Tower Hamlets Homes, 2012). Similarly it is noted that the area is one of the most prevalent in London for instan ces of knife crime (Citizen Report UK, 2013). Knife crime has long been associated as being a criminal activity which is predominately carried out by young people (11 Million, 2009), and as such, falls within the remit of youth work. It is to be noted that youth workers may come into contact with service users who are engaged in anti-social behaviour on a regular basis whose behaviour is being dictated by a social, emotional or behavioural disorder. Cefai and Cooper (2006) argue that such a premise is not uncommon and argue that these conditions are a persistent factor in anti-social behaviour. They argue that these conditions are ‘characterised by their effect of being socially disruptive or disruptive to the development course of the individual (Cefai and Cooper, 2006: 18). McVie (2010) highlighted that there was a correlation between instances of, and the prevalence of poverty, low self esteem, knife crime, and gang membership. Within this narrative a number of associative links between what constitutes as being delinquent or anti social behaviour and knife crime. An earlier report by 11 Million identified a similar number of sociological factors which will aid a young person to turn to anti-social behaviour, and in particular knife crime. However McVie (2010) noted that those young people who can be classed as being persistent knife carriers consisted of only a small percentage of the overall knife carrying population. AS such it can be argued that knife crime occurs within two very distinct groups; persistent offenders and occasional offenders (McVie, 2010). Within this the aforementioned sociological and behavioural incorporation of low educational levels, behavioural issues and deprivation can be considered to be a factor. At this point it is worth remembering that Tower Hamlets is one of the poorest areas of London. As such there is a correlation between academic theory, statistics and environmental reality. Indeed this is a factor which 11 Million (2009) detected. Further to this a subsequent report, the Kinsella Report (2011), highlighted poverty as being a contributory factor in the perpetuation of this particular anti-social behavioural act. Aim and Objectives of the Study The aim of this study is to investigate and examine the roles of youth workers and assist the reduction of anti-social behaviour in the Tower Hamlets borough of London. To do so the proposed study has three main aims; Define anti-social behaviour in context with social exclusion and social work practice Identify and explain the current roles of youth workers in assisting authorities in combating anti-social behaviour. Assess the efficacy of contributory elements of knife crime in order to assist the wider youth work sector in helping reduce anti-social behaviour In responding to these tree aims, it is proposed that the question of what role can Youth Workers play in Reducing Anti Social Behaviour will be addressed. Literature Search Strategy The literature review will primarily involve the collection, collation and analysis of previous primary and secondary data sources and studies. These studies will be sourced from a number of online academic databases and will include statutory reports, academic research studies, state policy documentation and other regulatory statements as well as responses from professional bodies. In addition to this, the incorporation of secondary data such as academic perspectives and media sources will provide for a review of the discourse that resides within this area of debate. In effect, data sources of this type can be classified as multiple data sources. Here it is to be noted that multiple source datasets are capable of being interrogated, broken down and reclassified into specific policy and practice areas as well as time based datasets (Cohen, Mannion and Morrison, 2013). In essence, it is proposed that the approach being utilised for this research is based upon desk based research. Stud ies of this type can also known as descriptive research studies and involve a number of research areas that are related to the issues surrounding this particular study area (Cohen, Mannion and Morrison, 2013). Ethics and anti-oppressive practice considerations Since this paper is based upon a methodology which utilises descriptive research it will not require the involvement of participants within any subsequent research. As such, there are no ethical guidelines relating to the management or safety of participants. However it is to be remembered that descriptive research studies are subjective and it is possible that the inclusion of a number of case studies, or examples, can be influenced by personal perspectives and biases (Cohen, Mannion and Morrison, 2013). It is to be noted however, that every step will be taken to ensure that this issue does not impinge upon the study; this includes conscious or unconscious bias. Project outline Chapter one will consist of the introduction; this will include relevant background information, rationale, methodology, scope and constraints as well as overviews of the literature review. Additionally it will include an abridged findings section. Chapter two, the literature review, will consist of a review of primary and secondary resources. This will include, but not limited to, regulatory frameworks, state policies, professional literature and previous academic research studies. The third chapter will focus upon the Tower Hamlets area of London from a case study perspective. Within this Chapter, the level of anti-social behaviour, youth work initiatives, responses and results will be considered. This case study will be compared against information raised within the literature review in order to inform best practice in this area. the analysis section, will counteract the initial findings from the literature review and assess these against further data in order to assess how youth workers can help reduce anti-social behaviour. The final chapter, the findings of the study, will highlight where and how, if any, youth workers can help reduce anti-social behaviour. This chapter will also provide a series of recommendations for further research. Project timetable Weeks 1 – 4: Identification, collection and collation of primary and secondary sources in order to inform the literature review. Weeks 4 – 8: Literature review, first and second draft. Weeks 9 – 10: Finalise literature review and investigate areas for service provision in relation to reducing anti-social behaviour. Weeks 10 – 12: Findings section, first and second draft Weeks 12 – 14: Finalise the analysis chapter in order to highlight areas for recommendations for youth work service changes in order to address issues related to anti-social behaviour. Weeks 14 – 15: Complete findings and recommendations chapter. Weeks 15 – 16: Complete the first, introductory chapter. Week 17: Publish the final research study. Bibliography 11 Million, (2009), Young people, and gun and knife crime: a review of the evidence, London: Centre for Crime and Justice Annetts, J., Law, A., McNeish, W., Mooney, G., (2009), Understanding Social Welfare Movements, Bristol: Policy Press. Cefia Cooper, (2006), Social, Emotional and Behavioural difficulties in Malta: An educational perspective, (J), Journal of Maltese Educational Research, Vol. 4 (1), pp. 18-36. Citizen Report UK, (2013), London Knife Crime Offences by Borough 2007 to 2013, (online), available at http://www.citizensreportuk.org/news/2013/06/25/london-knife-crime-offences-by-borough-2007-to-2013/, (Accessed on 25/11/14). Cohen, L., Manion, L., Morrison, K., (2013), Research Methods in Education, (5th edition), London: Routledge Falmer Courree, F., (2012), The History of Youth Work in Europe: Relevance for Youth Policy Today, Volume 3, Strasbourg: Council of Europe. Dept. for Education and Skills, (2005), Targeted Youth Work: A Guide, London: HMSO. Federation for Detached Youth Work, (2013), What is Detached Youth Work?, (online), available at http://www.detachedyouthwork.info/more_about_detached_youth_work.htm, (accessed on 23/10/14). HM Government, (1983), Mental Health Act (1983), London: HMSO. HM Government, (2003), Every Child Matters, London: HMSO. HM Government, (2004), Children Act (2004), London: HMSO. HM Government, (2005), Mental Capacity Act (2005), London: HMSO. HM Government, (2013), Anti-Social Behaviour, (online), available at https://www.gov.uk/asbo, (accessed on 23/10/14). Infed, (2014), what is Youth WorkExploring the History, Theory and Practice of Work with Young People, (online), available at http://infed.org/mobi/what-is-youth-work-exploring-the-history-theory-and-practice-of-work-with-young-people/, (accessed on 23/10/14). Kinsella Report, (2011), Tackling Knife Crime Together: A Review of Local Anti-Knife Crime initiatives, London: HMSO. Labour Party, (1997), New Labour: Because Britain Deserves Better, (online), available at http://www.politicsresources.net/area/uk/man/lab97.htm, (accessed on 22/10/14). McDonald, R., (1997), Youth, The `Underclass’ and Social Exclusion, London: Routledge. Millie, A., (2009), Antisocial Behaviour, Maidenhead: McGraw-Hill. Ministry of Education (1960) Albemarle Report: The Youth Service in England and Wales, London: HMSO. National Youth Agency, (2014), What is Youth Work?, (online), available at http://www.nya.org.uk/about-nya/what-is-youth-work, (accessed on 23/10/14). Poverty.org, (2012), Poverty indicators: Relative poverty, absolute poverty and social exclusion, (online), http://www.poverty.org.uk/summary/social%20exclusion.shtml, (accessed on 23/10/14). Priory Group, (2012), Behavioural, emotional and social difficulties (BESD), (online), available at http://www.priorygroup.com/Conditions/Specialist-Education-and-Fostering-Conditions/Behavioural-emotional-and-social-difficulties-BE.aspx, (accessed on 23/10/14). Sercombe, H., (2010), Youth Work Ethics, London: Sage. Tower Hamlets Homes Anti Social Behaviour Service, (2012), Anti-Social Behaviour: Everybody’s Business, London: Tower Hamlets Homes. How to cite What role can Youth Workers play in Reducing Anti Social Behaviour?, Essay examples

Sir Robert Peel free essay sample

The History of Police The Law enforcement officers and many of their policies are centered on the twelve principles constructed by Sir Robert Peel, and his statement of, â€Å"the people are the police, and the police are people† (Johnson, Wolfe, 2003). Robert Peel perceived that officers did not need to encroach into citizens lives when preventing criminal activity in communities. Peel created the principles that attributed to Community policing for crime prevention like neighborhood watch, and social institution programs for youth (Johnson, Wolfe, 2003). Community –policing also invests and synchronize in the promotion of processions, problem solving, militia-cultural competency, analysis of problems, alleviations, interconnections, resolutions for conflicts, and initiative identification. Disorder and criminal acts were the primary mission that Peel constructed as part of his principles which are; 1. The first principle suggests officers need to be trained as military soldiers, for the purpose of staying organized and efficient while patrolling communities. We will write a custom essay sample on Sir Robert Peel or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Officers need to interact with outside sources for criminal activity as tips, and never engage in police brutality, but work with the community for a sense of stability. 2. ) The second principle suggest officers are directed from government state and federal laws influence, if a witness wants to provide information on a case, the documentation must be noted, whether the officer is in agreement or not with it. . ) The third principle suggests that if there is no alerting of criminal activities going on in the communities then they don’t proving efficiency of police work. 4. ) The third principle suggests officers need to inform the media about the crime as news to distribute. These way citizens are aware of what goes on in their communities, along with possible ways to assist like Amber Alerts for missing children, and the realization of the crimes of murders that occur every day as factors. 5. ) The fifth principle suggested police strength of dispositions. When multiple officers are placed in a inner city community, the crime does not necessarily decline, in fact officers could be in potential danger if this were the case, and police officers should not be used as controlling crowds primarily without a systematic approach. The confidence those citizens should feel knowing police presence is vital. 6. ) The sixth principle focuses on the temper police officers need to sustain in events that become hostile. Police officers are trained to using their common discretion in apprehending suspects without excessive force. . ) The seventh principle suggests a proper appearance demands respect. Police officers always need to be in a neat order, hair groomed and poses a positive demeanor, so that the attitude they give will be returned by society. 8. ) The eighth principle suggests officers to be trained to handle all the hectic tasks of being an officer consists of so they are mentally ready for the various obstacles and ready to assist and prot ect the communities. 9. ) The ninth principle suggests police officers were a badge number at all times. This badge number signifies who they are especially for security, and specialized forces that need to have it in plain view. 10. ) Police Headquarter locations. This principle states that the central police stations need to be accessible for community citizens to find easily, commonly in the town hall, with visible signs of its existence. 11. ) Police officers are hired on a probation term. This suggests that there should be a time period for officers to past in order to be a full time officer. 12. ) The records of police officers. This principle is essential for crime control for officers to have access to its jurisdiction crimes and the whereabouts of offenders in the area for selling drugs (H, Johnson, N, Wolfe, (2003). Sir Robert Peel perceived that officers should get citizen approval regarding securing the communities as respect. This is evident today for officers who need to be culturally diverse so they can effectively communicate with individuals in the areas and build trust and bonds, opposed to the fear and disparities that exist. Peel was also against police brutality and excessive force, and perceived that order needed to be restored, by exercising persuasion in cases in observance of the law without using force to apprehend. This is not used in modern society, because there is no trust, and racial disparities, that people fear the outcome so they fight to resist arrest or communicating with officers, that in turn officers protect themselves and restore order by any means necessary including violence. There are many crimes that are in order of physical restraining which Peel was against, however criminals will kill officers that try to persuade the situation without forceful authority. Sir Robert Peel’s the father of policing, constructed principles and community policing as components of policing methods for law enforcement to use as a reform goals. There are some policing laws used today of since Peel’s construction of them in 1829, and are still very effective.