Human Resource Planning On General Motors Commerce Essay

Human Resource Planning On General Motors Commerce Essay This report is based on Human Resource Planning of General Motors. This study includes the brief description regarding the importance of human resource planning that aligns itself with the business strategies to gain competitive advantage. Effects of Environment in General Motors on the staff, recruiting and selecting employees, dismissal and grievance processes and overall organizational culture works with the human resource planning. This planning makes sustainable goals. In short, without human resource planning an organization cannot survive. HUMAN RESOURCE PLANNING INTRODUCTION: About Human Resource Planning Human resource planning is a practice by which managers of the organizations ensure that they have right number of competent, proficient and skilled employees working at specific positions at the right time. Through this planning, the organizations can avoid losses and can deal with contingencies which will eventually result in profitability (Robbins and Coulter, 2006). In other words human resource planning helps organization to hire skilled and knowledgeable employees who can meet the needs of the organization in this competitive world. It helps in assessing the current needs of the organization as well as it meets the future needs of the organization (Beauregard and Fitzgerald, 1999). Global overview on Human Resource Planning Human resource planning has enabled human resource department to align with organizations strategic goals and to achieve operational excellence. Now the organizations can also evaluate the employee performance and can deal with the employee performance issues in this dynamic market environment (Winter, 1999). By amalgamation of human resource plan with organizational goals, the organization can have a flexible, customized and integrated approach to deal with its workforce planning needs (Robert, 1997). GENERAL MOTORS Human Resource Planning The organization that has been selected for this assignment is General Motors. It is the largest automaker company in the world. It is a multinational company. It does business in more than 120 countries. GM employs 209,000 people in every major region of the world because of strategic human resource planning. GM is well aware of the environmental negative impacts so it works with the environment and makes its future plans and projects accordingly (General Motors, 2011). Human resource planning in General Motors is a much emphasized area. They hire 209,000 people in every major region of the world. General Motors hire skilled, optimistic, engaged and competent employees who share innovative ideas and produce best vehicles. Due to human resource planning it keeps assessing and evaluating the employee performance and give growth opportunities to talented employees. General Motors gives extra benefits to its employees like medical plans and investment options because it knows how to decrease the turnover ratio and keep accelerating the employees for better performance in a competitive and dynamic environment. It knows that they have right number and kind of skilled and competent employees working at right positions at right time (General Motors, 2011). Structure This assignment is divided into five parts from A to F. Section A would discuss the brief introduction of human resource planning and its global overview, section B would discuss that how human resource plan of General Motors supports organization strategic objectives, section C would define the General Motors staffing process that what should be the legal frameworks for hiring the employees, section D is about the effects of General Motors organizational environment on staff, section E would define the General Motors grievance, dismissal and discipline process and lastly section F would discuss the conclusion and final impressions based on the analysis. HR PLANS OF GENERAL MOTORS SUPPORTS ITS STRATEGIC OBJECTIVES Because of new technology and strategies the environment is becoming more competitive so the General Motors have adopted different approach from traditional human resource practices to meet the strategic goals of the organization by selling human resource services to outside clients hence generating an additional income for the organization (Phillips, 1999). (B.1) STRATEGIC SIGNIFICANCE OF CURRENT, FUTURE AND EXPECTED HR REQUIREMENTS General Motors strategic capability General Motors is one of the growing and profitable organizations in the world; its main tool for achieving long term goals is reward system that is giving incentives or bonuses to the employees. It gives growth opportunities to all the talented employees. The main business strategy for long term profitability is the development of senior executive talent. General Motors does not offer jobs, they offer career. These all human resource strategies have a major effect on individual performance and on long term profitability of an organization (Tichy, Fombrun and Devanna, 1981). Its mission is to hire the competent, skilled and empowered employees who have a clear vision and ground-breaking ideas and who remain committed to work. Employees have a career in General Motors with valuable benefits (General Motors, 2011). Putting together an HR strategy General Motors collaborate with its competitors. Collaboration is a business strategy of GM to gain competitive advantage. This cooperation is a low cost method for new companies to gain knowledge about the market and technology. Because of collaboration the companies get win-win situation. General Motors make purchases of cars and components from Koreas Daewoo. For the success of collaboration both the companies should have some valuable asset to share like development skills, basic research and so on (Hamel, Doz and Prahalad, 1988). Fuel Efficiency is another business strategy of General Motors; General Motors is trying to enhance fuel efficiency capabilities through its flex fueled cars (Norton, 2010). Cost Cutting is another business strategy of General Motors, as they are reducing its brands so it will save cost which will close the dealership and will ultimately result in cost reduction (Norton, 2010). The collaboration business strategy is followed by human resource off shoring strategy. The occurrence of off shoring, supporting benefits and joint venture agreements are associated with how investors view a company in the profitability criteria. General Motors have turned to China and India as sources of employment to supplement their full time employees in the United States. Before going for competitive collaboration with other companies the organization must have an off shoring strategy (David, 2009). The fuel efficiency strategy is followed by High Performance Work System strategy of human resource department. The main focus of High Performance Work System is on the organizing work so that all the employees can participate effectively in decision making which affects on the daily operations of the organization (Azrul, 2011). The workers can make their own decisions to accomplish their goal, which is the basic par of High Performance Work System the use of technology is another component of High Performance Work System (Azrul, 2011). For cost cutting business strategy the human resource department following strategy is redundancy. If a manager of the company feels that cutback of an employee is necessary so he will straight away contact human resource department (Charles, 2001). General Motors used to have 22 layers of management but later on they learned to reduce the hierarchy levels of management and started promoting team work. Hiring and sourcing decisions are made by teams and the classification of jobs of GM has been reduced from 18 to 7 and workers are responsible for their own training (Swart, Mann and Price, 2005). Strategic importance of HR requirements Current HR requirements of General Motors are to reduce the dealerships because it has too large dealership network that is causing obstacles in its viability. In this way GM will be able to retain higher sales and service staff. GM present goals are as follows, To enable the automakers and subsidies to develop competitive business that can decrease the adverse effects on the environment. To increase the capability of the auto makers and subsidies to use efficient, aggressive and updated technology for producing vehicles. To reshape and resize the dealership network. To recruit the best talent. To staff employees who can participate in product development and in increasing market share by using their competent skill (Barofsky, 2010). Future HR requirements of General Motors are to stimulate sales by the use of diversified workers who can incorporate new technology, skills and ideas in this competitive world. General motors have always aligned its business strategies with the human resource strategies in order to be competent in this dynamic environment (Brockbank, 1999). In addition GM also focus on compensation strategy to motivate the workers and it will increase it sales by hiring competent workers (Muczyk, 1988). (B.2) HR PLANNING IMPACTS ON STRATEFIC PLANS General Motors business plan GM plan is to make innovation style vehicle with top quality and fuel efficiency features. They carry out environmental friendly practices. GM by reconstructing and strengthening wants to expand in order to share their new and better General Motors not only in U.S but throughout the world (Norton, 2010). General Motors HR planning process Demand forecasting in General Motors works for product diversity and design efficiency which leads it to hold a strong position in market. It works in cooperation according to the demand of the people (Norton, 1997). Supply forecasting is very important. General Motors may also hold back by its suppliers. In 1194 General Motors lost almost two months production of Buick Roadmaster because of late supply of doors and ashtrays (Cachon and Lariviere, 2001). For Internal movements the managers of General Motors must recruit, hire, train, motivate and organize employees, and in the same way they should acquire and organize material resources for the manufacture of its cars and trucks. General Motors must beat back its competitors by marketing its vehicles. GM increases productivity by giving rewards to the workers (Simons, 1981). General Motors components of HR plan Training plans are provided by General Motors to their employees to boost their career and make them able to meet international flexibility (General Motors, 2011). Growth plans at GM for talented, competent and skilled workers are as wide as the world.  It gives the career exposure to the employees and takes them to next gear (General Motors, 2011). Rewarding plans are on high scale in GM, along with the salary the employees will also get medical facilities as well as investment options (General Motors, 2011). Promotional plans at GM includes disability benefits, life insurance of employees, it offers paid holidays annually, GM employees and their direct family members can purchase GM vehicles at a significant discount (General Motors, 2011). Employee utilization plan at GM gives employees more responsibility and authority to make decisions and accomplish their goals accordingly and then hold them responsible (General Motors, 2011). Impact of HR plan on strategic plan High performance work system is a flexible and team based system, General Motors have work teams and performance based wages system (Rouse, 2000). By recruiting the talented and operative employees the General Motors can boost its productivity and profitability and can achieve its long term goals (Azrul, 2011). The compensation strategy that is giving rewards to the employees based on their job performance also helps organization to achieve long term goals (Muczyk, 1988). ORGANIZATIONAL AND LEGAL FRAMEWORKS FOR THE EMPLOYMENT OF STAFF (C.1) CURRENT LEGAL REQUIREMENTS INFUENCING HR PLAN Fairness in recruitment and hiring General Motors recruits on the basis of an employees own self interest area. At GM they are interested in an individual abilities and skills. They assess in a fair and accurate way each and every quality of an applicant in relation with the demands of the post. General Motors follows a behavioral based interview process, they evaluate the personal and professional competencies that individual possess which can be the success factor the open position (General Motors, 2011). Fairness and protection during employment GM is committed to creating a diverse workplace. They have a policy on equal employment opportunity and harassment. Harassment based on age factor, cast, ethnicity, color, gender, disability, gender identity/expression is a violation of this policy. Harassment is an offensive act which is strictly prohibited (General Motors, 2011). Leaving the organization In 2009, General Motors needed to re size the organization therefore dismissed the employees and decided to eliminate 10,000 salaried employees. It employed 243,000 salaried and hourly workers at the end of 2008 but in 2009 it plans to cut about 47,000 salaried and hourly jobs worldwide (LaReau, 2009). (C.2) RECRUITMENT AND SELECTION OF NEW STAFF Legal and organizational requirements Organizations must hire right ones and reject wrong ones. As employees are the asset so you must choose asset rather than liability (Hacker, 1997). The organizations must have proper procedures for attracting the employees. Recruitment is about future predictions so while recruiting the company should hire a person whose interest and goals can be aligned with organization goals (Bach, 2005). Recruitment process Planning how to find and attract candidates- recruitment is the process of hiring those people who can contribute to the organizational goals. First review of a company is necessary then analyzes the requirements. It is necessary for choosing the assets and differentiating the right fit and wrong fit. Attract candidates by giving job requirements plus benefits (Bach, 2005). Defining requirements- it is necessary to define the requirements for job that what skills, knowledge, abilities, input, desired output and job context is needed (Bach, 2005). Job description, person specifications and competencies- the next stage is job description which defines what is the job, purpose of job, what tasks are to be done, standards, duties, responsibilities, reporting relationships. It is all about the job itself. Then next stage is to examine a person specification that is the worker psychological characteristics (Bach, 2005). Advertising the vacancy- the next step is to advertise the vacancy, this is a very creative task and needs lot of skills therefore many companies do outsourcing (give advertising work to advertise agencies). Newspaper, radio, television and e-advertising are the common sources (Bach, 2005). General Motors uses its own website for recruitment (General Motors, 2011). Reviewing the effectiveness of recruitment- at the end the HR department evaluates the effectiveness of recruitment method by the response of individuals (Bach, 2005). Selection process Sifting candidates- after recruitment the employer will filter the candidates who best matches with the job requirement (Bach, 2005). Short-listing candidates- in this step employer choose the candidates who are reliable and competent (Bach, 2005). Selection, interviewing and testing- many candidates are selected on the basis of their CVs, their past experiences and achievements (Wingrove et al., 1984). Interviewing is done which is not a reliable method because some time the interviewer and interviewee views regarding jobs may differ (Bach, 2005). Contract of employment- this contract is made between an organization and candidate. It includes job specifications, salary, benefits, time duration, working hours and other details (Bach, 2005). Inducting new employees- the final step is of introducing the new worker to the organization (Bach, 2005). GM ENVIRONMENTAL EFFECT ON STAFF (D.1) GM CULTURAL EFFECTS ON RECRUITMENT AND RETENTION OF STAFF Organizational culture The concept of organization culture is becoming common everywhere and its gaining attention from the practitioners and intellectual bodies (Schein and H., 1990) Effect of organization culture on recruitment General Motors culture is innovative and while recruiting innovation attracts people. At GM employees are encouraged to experiment and rewarded for experimenting new products in the market place (Rao, 2010). Effect of organization culture on retention In 1950 general Motors was operating plant in Fremont, California where Chevrolet car was assembled. At that time General Motors declared to leave the United Auto Workers in the upper Middle West and it will not be dealing with them by moving to west. This statement caused the conflicts in the corporation, thus in 1982 the plant was running at disastrous low level, 5000 complaints were filled every year, 21 daily and more than 2000 complaints were unresolved. Due to poor productivity GM collaborated with Toyota and in 1985 they opened plant again and this time due to change in organizational culture only 2 complaints were filled and resolved. The plant was generating profits because of quality, efficiency, productivity, team work and employees decision making authority and none employee left the job (Cameron and Quinn, 1999). (D.2) ASSESSMENT OF WORK LIFE BALANCES ISSUES AND THE CHANGING PATERNS OF WORK BEHAVIOUR Work life balance issues Flexible workers report low levels of stress and thus increase productivity (Eaton, 2003). Workers who take family tension along with work do not perform well and in the case of downsizing they are demoralized (Vries and Balazs, 1997). Changing work practices Firms that are flexible and allow the employees working from home have good work life balance. The firms that are family friendly who allows employees to take time off for children are highly productive. The companies should be friendly practiced, should give time off for the children, job switching should not be an issue and should give time to relax (Bloom, Reenan and Kretschmer, 2009). GRIEVANCE, DISCIPLINE AND DISMISSAL PROCESS (E.1) PROCESS FOLLOWED IN GRIEVANCE SITUATION Employee informs grievance- complain is regarding work place problems and neglected staff. Informal discussion- the employees is called for the meeting with the manager and manager asks questions what went wrong, what is the matter. In case of harassment the form is filled and sent to the vice chancellor. Investigating the grievance- company investigates what went wrong and ask the employees. Making a decision-if the vice chancellor identifies that the objection is frolicsome or out of time so he will stop further process. Normally review is made before 2 months. Offering the right to appeal- the complainant may appeal. ( Thomas, 2001) (E.2) STAGES OF DISCIPLINE ISSUES RESULT IN DISMISSAL Dismissal- the employer dismisses the employees for bad conduct, improper work and inefficiency. Investigation- the investigation is carried out by HR department that what went wrong, ask questions from other employees. Meeting- a meeting is settled where employee has to answer. Decision- the decision is taken whether to fire or not. Right to appeal- the employee can appeal for the right decision (Thomas, 2001). (E.3) ROLE OF ACAS Role of ACAS in grievance, discipline and dismissal process ACAS provides practical guidance to employers, workers and their representatives on: requirements relating to disciplinary and grievance issues; what constitutes reasonable behavior when dealing with disciplinary and grievance issues; Producing and using disciplinary and grievance procedures; and A workers right to bring an attendant to grievance and disciplinary hearings (ACAS R, 2006). Role of employment tribunals in grievance, discipline and dismissal process In 2001, the government launched the consultation document Routes to Resolution its goal were a high skills and high productive economy, the fundamental principles of access to justice, fair and competent tribunals and a modern, user-friendly public service. It talks about the right of the individual and resolves dispute between employer and employee (ACAS, 2006). Role of other external agencies in grievance, discipline and dismissal process The Equality and Human Rights Commission works with organizations in the public, private and voluntary sectors to diminish discrimination and promote equal opportunities for all employees, customers and the users of services. Healthy and safety executive concerned with the employees safe conditions at work. CONCLUSION This research defines the human resource planning and the processes involved in it. General Motors is a multinational company which is ranked among 10 profitable countries. Human resource planning is essential because it deals with the business strategies and helps companies to attain long term goals. Through human resource planning General Motors can align its business strategies with human resource strategies. It gives complete structure of staffing and hiring and issues related to jobs.

Traditional Ways Or Not :: essays research papers

Traditional Ways Or Not From generation to generation plays have become a major part of our existence. For some families customs and traditions can either make or break a family. Some family traditions mean a lot. However breaking a family custom can start major uproars or even serious altercations between family members. For some families fights and altercations cam also bring them closer as a family. In the play " A Doll House " written by Henrik Isben, conflicts and customs play important roles for the survival of the Helmer family. For Nora Helmer growing up in the shadow of her husband Torvald and her father was Nora 's way of life. In the play " A Doll House " Nora is faced with a past mistake which leaves her in disbelief. Throughout the play Nora tries to hide the secret from her husband , but runs into a problem. Nils Krogstad who was fired from the bank by Torvald is going to blackmail Nora if she does not help him get his job at the bank back. " When your husband was ill, you came to me to borrow two hundred and fifty pounds." ( Isben, 22). Nora must tell her husband Torvald that she has taken money without his consent, which in those days was against the law. Nora is faced with a very serious matter which can end her marriage if Torvald finds out about the loan. At the end of the play Torvald finds out about the loan which ends the marriage and breaks up the family for good. This shows how important family customs and traditions mean to the Helmer family. To some people having a family means everything in the world. Nora on the other hand leaving her husband and children behind was easy to do. At the end of the play Nora Helmer leaves her family do to the fact that she does not love her Husband Torvald anymore. " No, I have never been happy. I thought I was, but it has never really been so. I must try to educate myself- you are not the man to help me in that. I must do that for myself. And that is why I am going to leave you now." ( Isben, 66). Nora feels that she has been treated unfairly and needs to move on. Torvald forgives Nora, but it is not enough to keep her around any longer.

Juvenile Delinquency

Juvenile Delinquency 1 Juvenile Delinquency: Features, Causes and Solutions Shen Cheng Class: 110 Teacher: Stephanie February 29, 2012 Juvenile Delinquency 2 Outline I. Introduction Thesis statement: Nowadays, there is no denying that Juvenile Delinquency has become one of the hottest social issues. The features, causes, and solutions of Juvenile Delinquency will be discussed about in this research. II. The features of Juvenile Delinquency A. The average age of juveniles who commit crimes tends to be lower B. Knowledge level of the juvenile offenders is low C. Juvenile offenders get involved in sinister gangs and tend to be in groups.D. Juvenile delinquency is prone to be more violent. E. Criminal means of juvenile offenders are more mature. F. Juvenile delinquency is occasional and at random III. The causes of Juvenile Delinquency A. Social factors. B. Family factors C. School factors D. Individual factors IV. The solutions to Juvenile Delinquency A. Prevention from individual B. Pr evention from family C. Prevention from school Juvenile Delinquency 3 D. Prevention from society E. Prevention from justice V. Conclusion Juvenile Delinquency 4 Abstract With the development of economics and the improvement of society, the rate of juvenile delinquency is at a high level.Juvenile delinquency has already been a very hot social issue nowadays. The causes of juvenile delinquency have been summarized in this research, such as personal? family? school and society factors; what features juvenile delinquency have and how we can control the delinquency effectively so that the youths can grow up healthily have also been discussed in this research. Keywords: juvenile delinquency, causes, features, control. Juvenile Delinquency 5 Juvenile Delinquency In recent years, juvenile delinquency has been a prominent social issue and attracted the attention of the whole society at the same time.Experts, scholars and volunteers who are enthusiastic about the prevention of juvenile delinq uency have come up with a lot of insightful ideas about how to control juvenile crimes. However, it’s still not that effective to decrease the high rate of juvenile delinquents. According to statistics, not only did the number of juvenile delinquency increase, but also the types of juvenile delinquency have become varied. Juvenile delinquency occupies the highest proportion of all crimes. It accounts for more than 70% of the total.The percentage of juvenile (under 15 years old) committing crimes accounts for more than 70% of the juvenile criminal cases (Bang. 2004). Today, the juvenile crime has been regarded as the world's third largest public nuisance. Juvenile delinquency not only endangers public security, but also affects a country's stability. Therefore, how to prevent and control juvenile delinquency effectively has become an essential task of the whole human society. To solve this problem, we must know about the characteristics and causes of juvenile delinquency so th at we can find appropriate methods to solve this problem effectively.The features of Juvenile Delinquency 1. The average age of juveniles who commit crimes tends to be lower. A few years ago, the average age of juveniles committing crime was still older than 17, but now the average age is only about 15. 7 years (Gao. 2010). Juvenile Delinquency 6 2. The education level of the juvenile offenders is low Most juvenile offenders have a low education level and some of them are even illiterate. Lack of education makes them have wrong values and attitude towards life, which causes them to commit crime at last. Lack of education is a major feature of juvenile delinquency. . Juvenile offenders get involved in sinister gangs and tend to be in groups. On the one hand, young people are short of adequate physical strength, intelligence, courage and experience. That’s why committing crimes individually is often difficult to succeed.They are more likely to commit crimes together with other members. On the other hand, young people are much eager to get what they can’t have both in schools and families. Then some idle people take advantage of them and divide them into small groups which usually form the predecessor of criminal gangs (Abruzzese. 1997). . Juvenile delinquency is prone to be more violent. According to statistics, property crime is the main type of juvenile delinquency. The top five crimes are: robbery, rape, theft, intentional injury causing death, and murder. The young offenders nowadays use more cruel criminal means to achieve their objectives than before (McNeece. & Roberts. 1997)5. Criminal means of juvenile offenders are more mature. Modus operandi of juvenile offenders inclines towards being more â€Å"mature. † Juvenile crimes in the past were mostly along with less criminal circumstances than Juvenile Delinquency 7 oday. In recent years, young offenders would prefer rigorous plans and clear division of who does what in their crimina l behaviors. Today, young offenders seem to have a clear understanding of what they are doing, and some are even experienced in committing crimes (Li. 2007). 6. Juvenile delinquency is occasional and at random As young people are immature in both mental and physical growth, it’s common to see that they have frequent emotional fluctuations. Failing to understand things right and objectively and strong desires to monopolize make them easy to go on extreme ways.They would take some crazy actions on the spur of the moment which may harm other innocent people badly. The causes 1. Social factors. The social reality scenes are corrupting young people’s innocent hearts. Juveniles can’t live without a colorful world which also is full of various temptations. It’s inevitable that disharmonious and evil phenomena exist along with the rapid development of economics and spiritual civilization. First, numerous students graduated from colleges can’t find a job, w hich made bad impacts on young people’s motivation to study, even worse they may be against or give up learning.High unemployment rate causes that a lot of adolescents to have nothing to do. Going on in this way, these young dawdlers would have tendency to commit crimes. Second, films, televisions and the internet can spread unhealthy things, like violence, Juvenile Delinquency 8 obscenity and so forth. For example, there was a kidnapping case which happened five years ago, the criminal suspect Zhenghong Lin(20 years old) and Cai Jiang(19 years old) watched a famous Hong Kong drama â€Å"You can’t be an abscond forever† and then imitated the way how to kidnap in the drama.They abducted their friend’s father Mr Wu , a mine owner , for RMB 60,0000 (Yu. 2010). Third, the obvious wealth gap and the wrong value â€Å"money is supreme† actually influence youths. Fourth, theft? robbery? pornography? gambling? fighting and other criminal cases which happen in our community have also influenced juveniles directly. 2. Family factors. Undesirable family education and indifferent family environment can result in irreversible harm to juveniles. The family is the first class of young people; parents are the first teachers. A proper family education is extremely important for youths to grow healthily.Incorrect home education will cause serious psychological blocks to adolescents and then they will finally form a wrong view of life. First, parental discord, divorce, frequent quarrels, offensive words and destructive behavior will lead to mental harm to juveniles; second, family’s financial problems will limit the child’s pocket money and also make him feel inferior in front of other children who have wealthy families. Hence, some children will get what they want in an extreme way, like stealing and mugging. Third, the methods of parental education are violent and crude.Some parents either scold or beat their children when they make mistakes indeliberately or they fail exams. This heavy stress will definitely cause mental Juvenile Delinquency 9 problems to those immature adolescents; fourth, some parents’ behaviors are out of order, like fooling around, gambling and excessive drinking, which will affect the juveniles’ world view badly; fifth, some parents spoil children and ignore the ideological and moral education, which will make these spoiled young people hard to accept by the society and eventually do something wrongful.If one person grows up in those inappropriate environments, his loneliness, low self-esteem, resentment and arrogance can easily be exploited by bad guys and he will commit crimes eventually. 3. School factors On the one hand, some middle and high schools are not capable of offering overall education. Those schools pay too much attention on academic records so that they ignore legal and mental education to juveniles, especially in some remote rural places. On the other ha nd, some irresponsible teachers who have low qualities often insult students and abuse corporal punishment.These extremely excessive actions will hurt innocent juveniles seriously since they are not mature enough to react and protect themselves correctly. These reasons also contribute to increasing delinquency rate because of youths’ resentment to school, even the society (Galaway. 1995) 4. Individual factors Young people are at the immature stage, both physically and mentally. Their ability to distinguish between right and wrong is not good enough and self-control is weak. Besides, they are also not capable of avoiding external temptations.What’s more, juveniles behave impulsively and have strong ability to imitate. Juvenile Delinquency 10 That’s why youths will be easily tempted to commit the crime. The solutions to Juvenile Delinquency In order to prevent and control juvenile delinquency validly, the society, families and schools should take the responsibilit y and find efficient measures to help the young generation grow healthily. 1. Prevention from individual Even though young people are mentally and physically immature, they still have to handle problems and distinguish what is right or wrong.Families and school teachers should train them to comply with the law and ethics, establish a correct outlook on life, enhance the ability to protect themselves and resist the temptation of criminal behaviors consciously. 2. Prevention from family The family is the cornerstone to control juvenile delinquency, which plays an absolutely significant role in the entire education system. Adolescents’ parents should take the initiative to absorb all kinds of knowledge first, such as legal knowledge, moral knowledge and things about how to educate children well.Only keep this way can parents be qualified to guide and influence their children properly. What’s more, parents neither have to spoil their children nor push so much pressure to a dolescents. Instead, parents should also pay attention on children’s moral education, not just on the academic achievements. 3. Prevention from school Juvenile Delinquency 11 It’s impossible for youngsters to grow healthily without school. More legal education should be provided by school. The youngsters must be taught to communicate with parents and teachers when facing unlawful attacks.Necessary skills to avoid dangers are also essential. In addition, teachers have to respect juveniles, care about them and give assistance when they need. Scolding and corporal punishment must be forbidden at school. 4. Prevention from society Building a favorable social environment for young people to grow healthily is one of the most important tasks in our society. Government shoulders the responsibility to create more job opportunities for youths, reduce the unemployment rate of young people and minimize the effects of eroticism and violence on youngsters.Besides, media should promo te more affirmative things, because positive publicity is helpful for juveniles to establish positive life attitudes (Gao. 2010). 5. Prevention from justice Improvement of legislation is a critical method to prevent juvenile delinquency. The government should consummate the legal system to protect young people’s rights and make all people realize that there would be a serious consequence if someone wanted to hurt the youths or tempted them to go the wrong ways (Kang. 2008). Conclusion Consequently, young people are the future of a nation. Whether they can grow healthily matters most to a nation’s destiny.After analyzing the features and causes of Juvenile Delinquency 12 juvenile delinquency, we find that it’s an arduous and pressing work to control juvenile delinquency effectively. Hence, we should gather all useful methods which come from family, school and society to create an ideal environment for youths to grow healthily and keep away from committing crimes. Juvenile Delinquency 13 References Abruzzese, G. (1997). Juvenile Crime: Approaching the Millennium. Journal of Delinquency now, 1 (5):23-25 Bang, H. (2004). Criminal Psychology. Beijing: Science Press Galaway, B. , et al. (1995).Specialized foster family care for delinquent youth. Federal Probation 59 (30): 19-27. Gao, L. (2010). How to build defense system of Juvenile Delinquency. Beijing: Modern Communication. Kang,S. (2008). Ten Years’ Research of Juvenile Delinquency. Chongqing: Chongqing Publishers. Li, S. (2007). Analysis of Juvenile Delinquency’s Causes and Characteristics. Beijing: Peking University Publishers. McNeece, C. , & Roberts, A. (1997). Policy & Practice in the Justice System. Chicago, IL: Nelson-Hall Publishers. Yu, X. (2010). How to suppress factor of unhealthy culture’s effects to Juvenile. Beijing: RUC Publishers. .

Fukushima Informative Speech Essays - 777 Words

Topic: Fukushima Daiichi Nuclear Disaster Purpose: To inform the audience about the heroic actions of the Fukushima Daiichi cleanup workers. Thesis: The Fukushima Daiichi cleanup workers are incredibly brave. Introduction: The Fukushima Daiichi nuclear disaster was the largest nuclear disaster since Chernobyl. It measured 7 on the Nuclear Event Scale, which is the highest rating. The Fukushima Daiichi nuclear disaster was initiated by a magnitude 9 earthquake. This earthquake caused a tsunami with waves reaching up to 133 feet to crash on the Fukushima Daiichi nuclear plant. This caused major damage to the nuclear plant. Workers were needed to keep this already terrible incident from escalading. The Fukushima Daiichi cleanup workers are†¦show more content†¦The Skilled Veterans Corps is a group of 250 people over the age of 60 who are willing to volunteer. i. Their idea simple, since they are old, they will not live to see the harmful long-term effects of the radiation. They want to work instead of the younger generation to prevent them from being exposed to these high levels of radiation. b. The media starting calling these men the suicide corps but they reject this nickname and prefer to go by The Skilled Veteran Corps. i. The name â€Å"Suicide Corps† is a play on the Kamikazes from World War II however, they say it is not suicide since they will not live to see the effects of the radiation. ii. Yasuteru Yamada, a member of the Skilled Veterans Corps, said to CNN, â€Å"We have to work instead of them; Elders have less sensitivity to radiation.† (CNN) iii. These members of the Skilled Veterans Corps are brave and selfless. Transition 2: The Skilled Veterans Corps were brave and selfless and the Fukushima firefighters shared these attributes. 3) The Fukushima Firefighters are the brave men who helped defuse the Fukushima Daiichi nuclear disaster. a. Fresh water was a key necessity to cool down the nuclear reactor cores. i. Without fresh water, the core would overheat and explode causing more damage and spread the radiation further. ii. Tokyo fire departments elite Hyper Rescue Squad wasShow MoreRelatedEssay on Informative Speech Outline1144 Words   |  5 PagesInformative Speech: Nuclear Energy Purpose: The purpose of this speech is to inform others about the production, utilizations and impacts of nuclear energy. I. INTRODUCTION A. Attention Getter: When most people think of nuclear energy, the first thing that comes to their minds is a devastating bomb explosion or a nuclear power plant meltdown. But, in reality, nuclear energy is a sustainable energy source that has an enormous variety of uses. B. Thesis: The uses of nuclear energy range from