The History of Capital Punishment as a Deterrent to Crime...

In today’s day and age, many people have had high minded and ordained question concerning capital punishment, or the death penalty. Through the passing of time, our society castigates transgressors with the death penalty. Many nations through time have decided to enact this harsh treatment. In the United States alone, the federal government has persevered to reinforce people to death (Marzillo 10). According to Wikipedia Encyclopedia, â€Å"Capital Punishment is the execution of a person by judicial process as a punishment for an offense.† Over the centuries capital punishment has been one of the most controversial debates in our society. The decapitation of criminals and domestic opponents has been used by many of our societies. The purpose†¦show more content†¦According to the Old Testament, such crimes that had to be sentenced to death were crimes like murder, (Exo.21:12) false witness in a capital crime, (Deu. 19:16-20) speaking a curse over your parents (E xo. 21:17), blasphemy (Levi. 24:16), bestiality (Levi.20:15), adultery and fornication (Levi 20: 10), and women having intercourse before marriage (Deut. 22:25), As we see in the book of Leviticus, Exodus, and Numbers, the death penalty was done by stoning, burning, sword or spear and arrow. We clearly see that capital punishment was used indirectly. For example in the book of Genesis were God brought the floods, this was done because so much sin was around the world and to deter it from growing and getting worse, God flooded the whole earth. With the exception of the survivors in the ark, also known as the people who believed in God, everything and everyone were destroyed. Another example we see in the bible was the destroying of Sodom and Gomorrah, again a consequence of sin, the killing of the Egyptians in the book of Exodus, when crossing the Red Sea, another form of possible deterrence. Although all of these are examples of capital punishment the intention of God was not to be me mean or deprive us but that he valued mankind and creation and everlasting moral principles very highly. But one of the worst acts of capital punishment we see in the bible was the crucifixion of Jesus, who was an innocent victim of the death penalty. Although beingShow MoreRelatedEssay on Ethical and Historical Analysis of Capital Punishment1545 Words   |  7 PagesCapital Punishment â€Å"[dates] as far back as the Eighteenth Century B.C. in the Code of King Hammaurabi of Babylon, which codified [Capital Punishment] for 25 different crimes,† so it is no surprise that it is still used today (â€Å"Early Death†¦Ã¢â‚¬  1). In the U.S, Capital Punishment has been legalized in 32 states since 1996. Capital Punishment is not as inhumane as it sounds; it is limited under the 8th amendment in the U.S. Contrary to most beliefs, Capital Punishment is not used on every case of rapistsRead MoreConstitutionality of the Death Penalty1485 Words   |  6 Pagesis it that a per son committing such a heinous crime could receive life in prison when another person committing an equal offence might receive capital punishment? Is it right for the United States to operate a system such as capital punishment? Does that follow the guidelines set out by our constitution or does it contradict? What would the forefathers of this nation say about the death penalty? Is the death penalty a form of cruel and unusual punishment? America has established themselves as somewhatRead More Capital Punishment Essay1136 Words   |  5 Pagesdecades --- capital punishment. In society today, many people are murdered every day by the hands of another human being. Those who are for capital punishment promote that it is a deterrent for crime, provides closure, and is a moral punishment for those who choose to take a human life. Those not in favor of it argue that it is an ineffective crime deterrent, sends the wrong message, and is more expensive than sentencing a murderer to life in prison. When those who commit these heinous crimes are foundRead MoreThe Abolition of Capital Punishment in Australia1014 Words   |  5 Pagesof capital punishment in Australia in 1973 imprisonment has been the only option as a sanction for murder. A survey conducted in 2009 demonstrated that a clear majority of Australians (64%) believed that imprisonment should be the punishment for murder as opposed to 23% stating the death penalty should be used and 13% did not wish to comment. The death penalty is not an effective punishment for all cases and there has not been any solid evidence stating that it is a more effective deterrent thanRead MoreCapital Punishment And Its Effect On Society1535 Words   |  7 PagesCapital Punishment Does capital punishment have a role in civilized society? No I don t think it does for two reasons for firstly because if you regard the taking of a human life by somebody the crime of murder is so serious as it is the idea that you can kill somebody yourself I think that is just completely wrong. Due to that we will strive to make the criminal justice system as accurate as possible to make sure that the person who is convicted pulse is really the guilty person on time sometimesRead MoreCapital Punishment Of The United States961 Words   |  4 Pages Capital Punishment in the United States For centuries, capital punishment has been used as a consequence of capital crime. Criminals who have committed such crimes are subject to facing the death penalty. Pickens shares, â€Å"Capital crimes are considered to be treason or terrorist attacks against the government, crimes against property when life is threatened, and crimes against a person that may include murder, assault, and robbery.†Read MoreShould The Death Penalty Be Abolished?1443 Words   |  6 Pages 6 Should the Death Penalty Be Abolished in the United States? Adalynne Francis CRJU 1000 Dr. Huss November 14, 14 Should capital punishment/ death penalty be abolished in the United States? Many feel that the death penalty is immoral and question whether the state and federal government deserve the right to kill those whom it has imprisoned. On the other hand, those opposed feel that by not acting upon the death penalty communities would plunge in anarchy and that byRead MoreEssay on Capital Punishment1483 Words   |  6 Pages Capital Punishment Capital punishment is a very controversial subject in today’s world. People should think about what will happen to them if they commit a crime, and the consequences that will follow the crime. Society has enough problems to deal with without people committing crimes, Therefore capital punishment is desperately needed. Above all else, it costs too much of hard working taxpayers’ dollars to send someone to prison. It costs a large amount of money each year to keep a person inRead MoreCapital Punishment Is Deterrence For Crime1570 Words   |  7 Pagesheinous crime on another victim. To this day, capital punishment is a subject undergoing intense study, and is a hot topic of controversy. It is a challenging debate with many different viewpoints. Many people are pro death penalty, while others are quite against it, and there are others with amphibological feelings towards the subject. One of the many different questions that originate when the topic of the death penalty arises is if capital punishment is deterrence for crime. Capital punishment stirsRead MoreShould The Death Penalty Be Legal?1638 Words   |  7 Pagesthan ever. Although some people think capital punishment, just like death penalty, is a inhuman act which against human s rights for life and it is too cruel to give the criminal s another chance to live a new life. I suppose capital punishment is still an effective way to deter violent criminals, because it can give comfort to the victims and their families. Also, death penalty gives citizens the right message, that is, punishment is proportionate to crimes. And from economically speaking, it saves

Course Description Academic Coaches - 777 Words

Course Description: Academic Coaches/Leaders You will attend four face to face (F2F) Professional Learning days. During those days you will be actively engaged as a learner. Your engagement will happen along two different paths. First, you will be reading, thinking, collaborating, and writing reflections about mathematical domains, professional journal articles, and or the mathematical practices. Secondly you will be actively engaged in learning about and doing hands-on AIMS math tasks. Once the Face 2 Face Learning day is completed and upon returning to their school, academic coaches and academic leaders are expected to observe the implementation of ONE AIMS math task in a math class, and submit TWO written reflections of the experience in an organized manner by using the Haiku online site. One of these reflections will be visible only to the AIMS F2F Facilitators and the AIMS Online instructors and one will be visible to all of the AIMS Instructors and all of the participants in your academic coaching and academic leaders group to encourage collegiality, connection, and to create and maintain a learning community. For the purposes of this project the academic coaches and academic leaders will use â€Å"An Instructional Implementation Sequence for Attaining the CCSS Student Practices in Mathematics† from Hull, Balka, and Harbin Miles (2011) as a guiding document from which to base their observation and reflections. Coaches and leaders will look for patterns of growth inShow MoreRelatedPersonal Statement : Athletic Director1295 Words   |  6 Pages Work with coaching staff and transportation supervisor to schedule all athletic departure times and provide bus supervision with trip sheets. 7. 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Dimensions of inter-professional practice Free Essays

Introduction Inter-professional practice is an essential part of modern healthcare, enabling new models of healthcare delivery to be established (Martin et al. 2010). It allows the team to use unique disciplinary knowledge in a complementary manner to offer patient centred, holistic care on an individual basis (Castelli, 2011). We will write a custom essay sample on Dimensions of inter-professional practice or any similar topic only for you Order Now Inter-professional working was defined by Pollard (2005) as a process where members of different professions and/or agencies work together to provide integrated health and social care for the benefit of service users. Leathard (2003) defined inter-professional as a group of professionals from related professions engaging in interdependent collaborations with mutual respect in order to provide integrated health and social care for the benefit of clients, Reflective practice has been shown to be an invaluable learning tool in nursing care (Royeen et al. 2011). Successful patient care is dependent on good team-working and the inter-collaboration model of healthcare delivery is vital part of the contemporary healthcare system (Humphris and Hean, 2004). Effective team-working creates positive patient outcomes; however, ineffectual team-working is a factor in negative patient care incidents (Grumbach and Bodenheimer, 2004; Korner 2008). For this assignment I have chosen Gibbs Reflective framework (1988) to enable my personal reflection on inter-professional practice and I will use the findings from this analysis to improve my future nursing practice (Boyd and Fales, 1982; Kumar, 2011). In order to comply with NMC Codes of Practice (2008), the name of the patient has been altered to comply with confidentiality regulations; the patient will be called Agnes. Case history Agnes, a 65 year old female, presented at the hospital with kidney failure. She is diabetic and obese and in recent years has been admitted to hospital for a variety of health issues. This was a complex case and would require a team of clinical professionals to successfully treat her. Holistic care relies on good inter-professional teamwork (Hinchliff et al. 2003). Description Agnes had been a regular visitor to the ward, her case was already known to the doctor and he called for an inter-professional meeting to ensure Agnes received appropriate treatment. Due to commitments of some of the team members, it was a few days before the meeting took place. The team comprised of the doctor in charge of her case, the ward nursing staff (my mentor and I), a diabetic nurse, a dietician, a nutritionalist, and a psychotherapist. During the meeting the doctor in charge of Agnes’ case took the role of team leader. He began by briefing the team on her condition and my mentor gave additional details from our daily observations of Agnes. The doctor asked the dietician and nutritionalist to work together to develop a diet to address her immediate health issues of obesity and diabetes, using the nutritionalist’s assessment of her condition and dietary requirements, which was complimentary role to the dietician who would be in charge of producing a diet that would suit Agnes whilst following the requirements of the nutritionalist. The diet needed to be complimentary to the drugs that she would be receiving for her other health conditions and the diabetic nurse would ensure that her insulin requirements were controlled. There was some debate during the meeting on the best way to ensure support for these needs with respect to medication and diet. Feelings I felt that the meeting was a necessary to ensure that Agnes received good holistic care, but I also felt frustrated on behalf of the patient as her care could not start until the meeting occurred and due to prior commitments from some of the members attending, the meeting was delayed. I was unsure why the psychotherapist was involved in the meeting as they had no input during the meeting. I thought that the doctor who had taken the role of team leader should have ensured that all members of the team participated. During the meeting I added very little to the proceedings and wished that my mentor had involved me more in the meeting as I felt more like a spectator than a member of the team. During my time on the ward I had spoken to Agnes and knew some of her dietary dislikes, but I was too nervous to interrupt and offer this information. Later, when I saw the dietician again I mentioned Agnes’ had some dietary dislikes. The dietician thanked me for the information and said that it could prove useful in ensuring Agnes had a diet she would follow. Evaluation Evaluating the meeting, I believe it was necessary to have waited until all clinical staff involved with Agnes’ care could be present and that although it had caused the meeting to be delayed, on a positive note it had ensured that all relevant team members had an opportunity to be involved in the care plan. I found the meeting challenged my perceptions of inter-professional collaborations as I believed that everyone would simply add what they knew about Agnes and her case and then they would discuss the best course of action using all the facts gained from all members of the team to ensure that everyone was involved within the care of the patient. However, on evaluation of this, I realise that this could have increased the time it would take to generate a care plan for Agnes as well as reducing the number of patients that the team members could see, which would increase the time before other patients started their treatment. I realised that if a clinician had information to a dd they should simply add it if it is appropriate to the discussion, which reduces the time needed to have meetings and increases the amount of relevant information gained within the meeting, and if you have nothing to add that is relevant, then you should sit quietly but absorb the information being given as this may have bearing on your own treatment if the patient requires your input at a later date, as the psychotherapist had done. I also realised that having information about Agnes’ dislike of vegetables would have been useful to know in the meeting as this would affect the diet she was given and the chances of her following it when she returned to the community. Analysis Analysing the overall meeting, I believe the doctor in charged worked towards the best possible holistic care for Agnes, rather than simply using a ‘blanket’ approach to her care, he ensured that all relevant professionals had an opportunity to add to her care plan, thus ensuring the best holistic treatment (Martin et al. 2010). Guidelines state that ‘Working Partnerships’ ensure the best treatment and have better prognosis for the patient (Nice guidelines 2005). Communication is an important aspect of inter-professional working and can ensure a successful outcome (Reeves et al. 2011). Having a team leader that clarified the roles within the team, as the doctor did, is an important part of team working, understanding and clarification of your role within the team is necessary from the onset for good team-working, while failure to correctly define roles can lead to confusion (Ovretveit et al. 1997). Barriers to beneficial inter-professional collaboration include poor communication, lack of understanding of other team members’ roles, work priorities and professional hierarchy, when these issues arise it is beneficial to identify shared objectives and state concerns (Whitehead, 2000). Inter-professionals should use clinical judgment that encompasses the best and most appropriate of all team members’ professions to provide excellent provision of care and thus improve client wellbeing, which can in turn aid them to cope with their health problems and achieve the best quality of life with their illness (DoH, 2013). Each team member brings a different aspect and focus to an inter-professional meeting and each role is distinctive, the nursing role is unique in that they are closer to what is happening with the patient because they seem them daily and have more ‘human’ contact with them (NMC, 2006). Conclusion It is important to remember during inter-professional meetings that health professionals may not have the skills or attributes essential for inter-professional practice and may require education in order to learn how to collaborate (McCallin 2005). Developing inter-professional practice requires a commitment to engage in shared learning and dialogue. Dialogue has the potential to encourage collegial learning, change thinking, support new working relationships, and improve client care. Looking back I realise I should have mentioned Agnes’ dislike of vegetables rather than worrying that it was a trivial matter and staying quiet, the role of the nurse in an inter-professional meeting is not just to report on daily observations, but also to be the advocate of the patient, as nursing staff often develop closer relationships with the patient as they have more contact with them (RCN, 2010). Action plan I will seek to become more familiar with inter-professional team working to ensure than I become an effective member of the team. I will do this by talking to my peers and mentor on their experiences and what strategies they used to become part of the team. I will also find out more about the roles of the other professionals and how what their disciplines work within the inter-professional team. To achieve this aim I will study the general roles of the other team members. I will also work on my assertiveness, as I realise that relevant information should be mentioned in inter-professional meetings, especially if it allows the patient to have a say in their care. Furthermore, in the future, if I have a student that I am mentoring I will ensure they have a good understanding of how inter-professional meetings can unfold and I will ensure they have a voice in these meetings so that they feel involved in the proceedings. References Boyd, E. M., Fales, A. W. (1983). Reflective learning: key to learning from experience. Journal of Humanistic Psychology, 23(2), 99-117. Castelli, P. (2011). An intergrated model for practicing reflective learning. Academy of Educational Leadership Journal, 15, 15-30 Department of Health (2013) https://www.gov.uk/government/policies/improving-quality-of-life-for-people-with-long-term-conditions. Accessed 3/5/13 Gibbs, G., (1998). Learning by Doing: A Guide to Teaching and Learning Methods. Oxford: Further Education Unit, Oxford Brookes University. Grumbach K, Bodenheimer T. (2004) Can health care teams improve primary care practiceJAMA. Mar 10;291(10):1246-51. Hinchliff, S. Norman, S. Schober, J. Eds (2008) Nursing practice and healthcare. 5th ed. Oxford: Blackwell science Housley, W., (2003). Interaction in Multidisciplinary Teams. Ashgate Publishing Limited: England. Humphris D, Hean S. (2004) Educating the future workforce: building the evidence about interprofessional learning. J Health Serv Res Policy. Jan;9 Suppl 1:24-7. Kumar, K. (2011). Living Out Reflective Practice. Journal of Christian Nursing, 28(3), 139-143. Korner, M. (2008). Analysis and development of multiprofessional teams in medical rehabilitation. GMS Psychosocial Medicine, 5(13), 2. Leathard, A., (2003). Inter-professional Collaboration: from policy to practice in health and social care. Philadelphia: Brunner – Routledge. McCallin, A. (2005). Interprofessional practice: Learning how to collaborate. Contemporary Nurse: Vol. 20, No. 1, pp. 28-37. Martin, J.S., Ummenhofer, W., Manser, T., Spirig, R. (2010) Interprofessional collaboration among nurses and physicians: making a difference in patient outcome. Swiss Med Wkly. 1;140:w13062. Nice guidelines (2005) Guidelines for establishing and supporting working partnerships of patients and clinicians. https://www.evidence.nhs.uk/document?ci=http%3A%2F%2Farms.evidence.nhs.uk%2Fresources%2FHub%2F15565q=nice%20guidelines%20on%20interprofessional%20workingReturnUrl=%2Fsearch%3Fq%3Dnice%2520guidelines%2520on%2520interprofessional%2520working. Accessed 3/5/13 NMC (2008), Code of Conduct, Nursing and Midwifery Council, London NMC (2006) The role of nurses in interprofessional health and social care teams, The role of nurses in interprofessional health and social care teams Accessed 3/5/13 Ovretveit, J., Mathias, F., Thomoson, T. eds., (1997). Interprofessional working for health and social care. Hampshire: Macmillan Press Limited. Pollard, K., (2005). Interprofessional Working: an Essential Guide for Health and Social-Care Professionals; England, Nelson Thrones Limited. Royal College of Nursing (2010) Principles of Nursing Practice. RCN website. Accessed 3/5/13 Royeen, CB., Jensen, JM., Harvan, RA. (2011) Leadership in interprofessional health education and practice. Jones Bartlett Publishers Whitehead (2000) Education, behavioural change and social psychology: Nursing’s contribution to health promotion. Journal of Advanced Nursing, 34(6), 822-832 How to cite Dimensions of inter-professional practice, Essay examples

Describe the challenges that Human Resource Manage Essay Example For Students

Describe the challenges that Human Resource Manage Essay rs will face in the next five years. In December of 1996, the Society for Human Resource Management sponsored a symposium in Florida. At this meeting, all the senior human resource officers were challenged to discuss what they felt were the challenges facing human resource managers in the decade ahead. David Ulrich, professor of business administration at the University of Michigans School of Business facilitated the discussion. Within this paper, I will discuss what these senior human resource managers felt were the challenges facing human resource managers and what I feel are the challenges and why. During this symposium, the major challenges addressed were pay equity, the value of human resources, unity versus diversity, fostering innovation, and Global sensitivity. Now, I dont dispute that these are challenges that we as human resource managers are going to face in the upcoming years but I think that the technology revolution, AIDS, downsizing or outsourcing, and sexual harassment are going to be bigger challenges. The first item that senior human resource managers felt a challenge was pay equity. Specifically, high executive compensation compared to the wages paid to regular employees. It will be a challenge to manage the whole compensation process. The consensus of the group was that executive pay would have to move back to a more equitable distribution or the rank-and-file employees would be bitter and there could be a backlash. I disagree that this is a human resource manager problem. I think that CEOs should address this problem. In reality we are talking about equitable pay between upper management and the rank-and-file. As a human resource manager, we have no real control over the pay of upper management. A good example was in the Saturday, March 7, 1998, The News Herald, and the caption read BellSouth CEO gets big pay raise.The paper went on to say BellSouth Corp. paid Chief Executive Duane Ackerman $2.4 million in total compensation in 1997, a 43-percent jump from the year before, when he was the chief operating officer. Ackerman, 55, assumed the CEO post after his predecessor, John Clendenin, retired at the end of 1996. Ackerman earned $825.000 in base salary in 1997, up from $610,000 during the prior year, and received a $1.3 million bonus, which rose from $793,000, according to BellSouths proxy statement. Other compensation dropped to $266,400 from $267,200. BellSouth had 1997 revenues of $20.56 billion.Now, Im sure the rank-and-file did not get a 43-percent raise. I think the number one problem challenging human resource managers is the technology revolution. According to the experts the employment in the Information Age is undergoing a transformation that may cause as much dislocation as the moves from farms to factories did in the 19th century. Studies predict that the ranks of those with alternative office arrangements will grow by 10-percent or more every year during the remainder of the decade. Todays office communications is the glue, which holds the of fice together. Powerful networks with high-speed transmission, and sophisticated telephone and locator systems comprise the infrastructure. According to Newt Gingrich we are talking about a transformation on such a scale that everything changes. Legend has it that at the St. Louis Worlds Fair in 1904, scores of men and women were literally dropping to the ground, dizzy and overwhelmed by the new technological marvels on display. Life seems to be at warp speed whirring by in a blur of sound and light that left those unprepared grasping at the wind. Here we are in 1998 and we seem to be on the verge of a similar chaos. The caption reads, Catch the Wave as HR goes Online.Cyberspace offers new frontiers in recruiting, networking and information gathering. In fact, going online is changing the Human Resource function at companies all over the world. A research adviser sitting in front of a computer can browse the Internets World Wide Web and using its sophisticated hypertext links and gr aphics to boldly go where the Human Resource adviser has never gone before. With the click of a mouse button, a Human Resource adviser could be in an U.S. governments server in Washington D.C. checking the schedule of upcoming Human Resource conferences or in Cornell University in New York looking at the latest reports issued by any number of different commission or viewing the The Quality Wave home page which contains information about TQM, education programs and business theories. I have just touch the tip of the iceberg concerning the technology revolution but I think you can see how this is going to be biggest challenge for the Human Resource adviser in the upcoming years. According to Dave Ulrich, Technology is the keystone of my job. Through the information highway, I scan experts in many fields in constant search of new ideas and insights. The information highway also lets me bring together employees throughout the world in ways that add value to our customers. Customers and suppliers are hooked into the same network so that our processes are transparent to them. The video hook-ups let us see and talk to each other worldwide as if we were in the same room. We are constantly in touch, while driving, flying or in the office. We have periodic face-to-face meetings where we work on difficult problems and on how we can work together most effectively. The next challenge according to Senior Human Resource managers was the value of Human Resources. They felt that they would face a crucial task of getting employees and other managers to recognize the importance of the Human Resource function. According to Diane Capstaff, executive vice president for John Hancock Financial Services, Top executives now see HR and finance as strong pillars of organizational culturethe next step is getting the mid-level people to believe in it.During the past decade Human Resource managers have been focusing their educating efforts at the senior management. This emphasis will have t o shift toward mid-level and the employee. Again, I agree that this is a major challenge but I feel like the CEO should be directing these educational efforts toward mid-level manager as to what Human Resource can do for them. I feel that as a Human Resource advisor the second major challenge I will face in the work place is going to be the AIDS virus. I personally worked with an HIV positive person almost a decade ago and the misconception we felt then are still prevalent in todays workplace. As Dr. Mathilde Krim of the Sloan-Kettering Institute for Cancer Research told a congressional hearing in 1983: The atmosphere of doom and total helplessness surrounding the problem of AIDS threatens to push us back into a medieval society, complete with the equivalent of colonies of pariahs and lepers and, since homosexuality is not going to disappear from the face of this earth, maybe we will also have colonies of heretics in hiding and an inquisition to find them out. As more effective drug therapies are extending the lives of HIV-positive people and improving their quality of lives, more such workers are returning to the workforce and stay productive. Statistics show that one in six large companies has had an employee with HIV/AIDS and one in fifteen small companies has had at least one such worker, this is according to the Center of Disease Control (CDC) in Atlanta. I think these statistics are a little out of date but the best I could find. According to Elisabeth Kubler-Ross, AIDS the Ultimate Challenge, Since we can no longer deny that AIDS is a life-threatening illness that will eventually involve millions of people and decimate large portions of our human population, it is our choice to grow and learn from it, to either help the people with this dread disease or abandon them.It is our choice to live up to the ultimate challenge or to perish. As the Human Resource manager we are going to have to become very educated on AIDS and to bring that education to the work place. Only education will open the minds of our workers. An example would be an incident that happened in 1992 to American Airlines, after a large HIV/AIDS awareness gathering in Washington D.C. a group of small minded flight attendants assigned to a flight departing the city requested new pillows and blankets because they suspected many of the passengers were HIV-Positive. We are going to have to learn to live with HIV in our workforce. Infected employees are no different than any worker in the workplace who is disabled; the concern should be whether they can do the essential job functions with or without reasonable accommodations. Our job will be to provide the education to open the minds of our managers and workers toward HIV/AIDS workers. A companys HIV/AIDS policy is only as good as the educational program that teaches frontline managers how to address issues of workers who become HIA-infected and disabled. Enterprises Selective Segmentation EssayJune: Microsoft reports that the employee headcount totals 17,801 people. August: Microsoft Windows 95 is finally available. There are many large ceremonies, including Jay Leno being a featured guest at an industry even hosted by Bill Gates. By the end of the month Windows 95 had crushed old records, selling over 1 million copies in the first 4 days of availability to the public. September: In honor of the companys 20th anniversary, Microsoft celebrates with a series of activities over the next month, culminating with the Company Meeting in Seattle on October 12. October: Microsoft reports revenues of $2.02 billion for the first quarter of fiscal year 1996 which ended September 30, 1995. The net income for this time was $499 million dollars. November: The Microsoft Network, MSN counts more than 525,000 members in its first three months of service. On a related topic, Microsoft also announced the release of the final version of Microsoft Internet Explorer 2.0 for Windows 95. December: Microsoft and NBC combine to enter a 50:50 partnership to create two new businesses. One of them is a 24-hour news and information cable television channel. The other is an interactive on-line news service distributed on MSN. I can not think of a more innovative company in the past two decades. Bill Gates has found a winning way of finding some the most innovative people in the computer world and yes, we as the human resource managers are tasked to do the same for our company. Sexually charged jokes, lewd comments and innuendoes, leering, touching of private body parts, gender-related insults, demands for sexual favors, this and more, still permeates like a black cloud in workplaces across the U.S. Not only is the workplace sexual harassment not going away, its getting worse. The Equal Employment Opportunity Commission says that the number of people filing claims in 1997 increased over 15% over 1996, and the trend shows no signs of slowing down. Yet human resources managers, who are responsible for limiting sexual harassment and its effects, often dont know how to rid their companies of this kind of employee misconduct. Their biggest question still is how to overcome the lack of awareness about what sexual harassment is, despite ongoing media attention to the topic. One major question is how to conduct proper investigations and according to Gerald D. Bloch, The investigation of a sexual harassment complaint should comply with company policies and procedure s, provide a way of objectively obtaining the facts surrounding a complaint, and protect the complainant and others from future or ongoing harassment. A major benefit of conducting an investigation is the opportunity it gives an employer to determine the companys potential liability and minimize it before the complainant hires a lawyer or files a complaint with a government agency. Issues are easier to resolve at this stage if the complaint believes that the company is acting fairly, effectively and in good faith.Other questions human resource manager have include how to conduct proper investigations, how to design policies and how to create a corporate culture that has zero tolerance for harassment of any kind. Shari Caudron, a contributing editor for Personnel Journal, makes the following statement: Picture the U.S. workplace as a boxing ring. In one corner, the American male worker-seething, resentful, a little smug, and sick and tired of all the accusations leveled at him by mem bers of the fairer sex. In the other corner, the American female-jaw set, fists up, and bound and determined to gain more respect, power, money and understanding from the men who rule corporate America. She, quite frankly, is sick of accommodating men, proving herself over and over again, and waiting patiently for the creeps in the big leather chairs to get it; to stop being such insensitive, narrow-minded jerks who only encourage and promote clones of themselves. Pay me what Im worth, she says, and promote me on my merits. Whats so hard about that? He, on the other hand, wonders if shell ever stop whining and start acting like an adult. Hes tired of censoring everything he says, and sick to death of being blamed for the oppression of women in this society. You want my respect? he asks. Earn it. And take a look around. Lots of women are making it today. Thats your problem? With so much at stake; multimillion dollar lawsuits, loss of productivity, absenteeism, turnover, low morale, l ack of trust, breakdown in communications, long-term career damage and increased use of medical and psychological services. The most noteworthy case to date is the case of Paula Jones accusing President Bill Clinton of making crude passes at her in a hotel while he was governor of Arkansas. In a survey of 200 Human Resource Managers, they were asked, How big a problem is sexual harassment? One hundred fifty six or seventy four percent stated that sexual harassment is the most serious problem facing their company. According to the EEOC prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment would not be tolerated. They can do so by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. The last challenge according to these Senior Human Resource was global sensitivity. They pointed out that the lack of global experience among Human Resource managers could have profound implications, since almost all real economic growth during the next decade will be outside the U.S. and Europe. Because of the economies in China, the Pacific Rim, and much of South America will grow at double-digit rates, U.S. corporations will need to devote an increasing share of their resources toward non-U.S. markets. As a result of these trends, human resource policies will be influenced more and more by conditions and practices in other countries and culture. Human Resource managers will need to sensitize themselves and their organizations to the cultural and business practices of other nations and to move away from assumed dominance and/or superiority of American business practices. There are companies in U.S. that do nothing more that teach U.S. executives how to act and behave in forgein countries, so that they will be sensitive to other cultures.