Do We Send too Many People to Prison Free Essay Example, 500 words

The American system has many laws which have resulted in an increased number of people sent to prisons in the identified region. Therefore, it is indeed apparent that we do send too many people to prison. In America, the justice system is significantly rough. Various laws have been established to protect the members of the public from wrongdoers with an aim of promoting a peaceful community. The rigid sentencing laws evident in the region have shifted the power of the judges to the prosecutors when it comes to drug-related offenses. Evidently, even the smallest drug dealer is not spared from the wrath of the justice system as the offense in question has a great potential of triggering a colossal sentence. Apparently, the prosecutors have the ability to charge the small dealer with selling a small amount of drug which could trigger up to a 15-year jail time (Ian 12). The presented example provides an indication that even small offenders are sent to jail as a result of the existing l aws in America. Half of the states available in America have laws which are focused on putting habitual offenders behind bars for life. We will write a custom essay sample on Do We Send too Many People to Prison or any topic specifically for you Only $17.96 $11.86/page Furthermore, it is also true that a prosecutor can threaten a middle-aged-man hence forcing him to provide a false testimony against the defendant resulting in wrongful convictions.

Correlation Between Student Learning And Motivation Essay

(Hayes Stratton, 2003) described motivation as a â€Å"General term given to inferred underlying state which energies behavior, causing it to take place.† This essay will explore how motivation could improve learning in schools, by examining key arguments that explore both ends of spectrum, this essay will also explore areas where focusing on motivation has helped and where it has not. This essay will evaluate this claim from the perspectives of perceived benefits to how this claim can influence the way in which students learn in the future. In addition, this essay also will argue that whilst there is research to suggest there is a correlation between student learning and motivation. Can psychological theories equate to this and what effects will it have on student’s attitudes towards learning. Furthermore, this essay also aims to explore what happens to those students who have no interest in learning no matter how much motivation is given. Moreover, what are the alter natives for such students? How will schools deal with students who are not familiar with conventional forms for motivation? Is motivation theory the only tool that can be used to improve learning or are those students just labeled as ‘disruptive’ and/or ‘unwilling to learning’. Critically evaluating the claim ‘that the best way to improve students learning is to focus on motivation’ would suggest that there is doubt to this claim, it suggests that by schools not focusing on student motivation students lack theShow MoreRelatedQualitative Article Critique. The Qualitative Article That1129 Words   |  5 Pagesbe the focus of this critique is â€Å"The Impact of Teacher Self-Efficacy on the Students Motivation and Achievement† (Mojavezi Tamiz, 2012). Per Mojavezi and Tamiz (2012), â€Å"The purpose of this study was two-fold: The first purpose was to examine whether there is any significant relationship between teacher self-efficacy and students’ motivation, and the second purpose was to examine if there is any difference in students’ achievement based on their teachers’ level of self- efficacy† (p.483). BackgroundRead MoreStudent Motivation And Academic Success1568 Words   |  7 Pagesacademic success of a student in college – motivation, learning preferences/styles, socioeconomic status, whether or not the student is a first generation college student, gender, and even race. With so many factors potentially contributing or hindering a student’s academic success in college; it is important for teachers to attempt to connect with students in the classroom. Adjusting instructional methods that focus on students’ learning preferences/styles can increase student motivation and can lead toRead MoreEffects Of Motivational Strategies On Student Motivation931 Words   |  4 PagesMotivational Strategies on Student Motivation† by authors Marie J. Guilloteaux and Zoltà  n Dà ´rnyei attempt to provide an answer to the importance of teacher motivation in second language learning. Their main research questions are as follows: 1. How does the teacher s motivational teaching practice affect the students classroom motivation in terms of the level of their attention, participation, and volunteering? 2. What is the relationship between the students self-reported motivation (assessed by questionnaire)Read MoreEffects Of Anxiety On Second Language Writing Essay1574 Words   |  7 Pagesthan another person. A couple of reasons might be due to motivation or identity to the language. One other reason could be due to anxieties learning a language. Throughout my life, I have heard a lot about second language speaking and listening anxieties, but I have not heard much about how anxiety or writing anxieties can affect second language writing. Therefore, I wanted to look more into the research and conduct research on the correlations of second language anxieties and writing. Through my researchRead MoreRelationship Between Personality And Academic Performance1075 Words   |  5 PagesThe relationship between personality and academic performance has been strongly identified in research that also suggests motivation, gender and different learning styles too have an effect on academic per formance and are influenced by personality traits. Personality is not only related to academic performance but it is deemed a more valid predictor of academic performance than a student’s academic motivation (De Feyter, Caers, Vigna, Berings, 2012). The five factor model (FFM) introduced by McCraeRead MoreRelationship Between The Big Five Personality Traits And Academic Motivation1136 Words   |  5 PagesRunning head: THE RELATIONSHIP BETWEEN THE BIG FIVE PERSONALITY 1 The Relationship Between the Big Five Personality Traits and Academic Motivation 13366876 School of Psychology Bond University THE RELATIONSHIP BETWEEN THE BIG FIVE PERSONALITY 2 The Relationship Between the Big Five Personality Traits and Academic Motivation: A Review of Personality and Individual Differences In this article, much is explained about the different learning styles, ways of achievement, and thinkingRead MoreMotivation And Motivation For Second Language Learning1418 Words   |  6 PagesMotivation occurs in classroom settings but it can occur outside the classroom such as in the community where the learner is living. If a learner observed others speaking the language proficiently around them, then the language learner will be motivated to learn the second language and communicate it proficiently. According to Lightbrown and Spada (2013) defines motivation in second language learning as a â€Å"complex phenomenon† and contains two factors: learners’ communicative needs, and their attitudesRead MoreMotivation Students With Learning Disabilities886 Words   |  4 PagesMotivation in Students with Learning Disabilities Rizka Puspitarani (3490616) What is Learning Disability? Learning disabilities (LD), or in some clinical cases called specific learning disorder, is a neurodevelopmental disorder which the individual is experiencing difficulties in learning and using academic skills (American Psychiatric Association, 2013). Person with LD usually shows at least one difficulty in literacy (i.e.: inaccurate or slow and takes effort to read, difficult to understandRead MoreSchool Motivation And Learning Strategies Inventory783 Words   |  4 PagesSchool Motivation and Learning Strategies Inventory Introduction The School Motivation and Learning Strategies Inventory (SMALSI) is a self-report tool designed to determine student performance across a comprehensive set of behaviors representing learning strategies, academic motivation, and test-taking. This inventory is unique in that it is designed especially for use with school-aged youth. There are two forms: a Child Form for students aged 8-12 years, and a Teen Form for students aged 13-18Read MoreThe Phenomenon Of Language Anxiety1516 Words   |  7 Pagesanxiety is associated with curriculum, cultural and cognitive aspects. Foreign language anxiety is an influential factor in the students` academic performance, with association with motivation, gender and self-esteem. This study investigates the relationship between ELL and anxiety level with an emphasis on gender. The participants will consist of 40-50 students between the ages of 18-20 who are enrolled in English studies at the English department at the University of Wyoming. A Data wi ll be collected

ILM3 Management Understanding how to motivate to improve performance free essay sample

Understand the factors that influence motivation levels in the workplace We can define motivation as the desire and willingness to do something and the inner force that helps individuals achieve their goals. Understanding what motivates employees and what employers can do to motivate their employees has been the focus of research for many years. This is mainly because motivated employees can provide an organisation with a distinctive advantage and a competitive edge and by being more productive they can help the organisation thrive and survive. In a public service organisation such as West North West Homes we would expect staff to be motivated partly by the desire to have a positive impact on others. Someone working within a sales team may be expected to be motivated by making progress and ‘winning’. However it must also be considered that a person working within the social sector needs reward and progression. A sales person may also be motivated by providing an excellent service to the customer and having a positive impact on others. It is often considered that money is the defining factor in staff motivation. However when asked to rank a range of factors that relate to personal motivation, money often features less in choosing a job. There are also many other factors that affect motivation; however research shows that two of the largest contributory factors are the cultural and environmental facets of an organisation. If negativity exists in either of these components employee motivation has a good potential of spiralling downwards. In my experience, if an organisation cultural atmosphere is plagued with negativity this can have a terrible effect on the mind set of employees which can be difficult to change. Employers who invest time and effort into developing a positive working environment often find their employees are happier and this attitude becomes part of the organisations culture. However if no effort is given to this a wave of pessimism can overtake and result in low morale and motivation because there is nothing positive to strive towards. Environmental conditions tend also to impact on motivation in the workplace. I work in an office that is sparse with bad air ventilation, and bad lighting that can sometimes give me headaches, this can slow down my productivity and can lead me to be becoming less motivated. I feel that if employees are motivated, the environment should promote efficiency and allow staff to be comfortable and have the tools needed to do a good job. There are many other contributing factors that effect motivation in the workplace.  These include staff reward and recognition, security and job advancement and feeling of respect. Employees who lack motivation are more likely to be sloppy within their work, but on the other hand if they are valued and provided with some initiative they will probably take more pride in their work and strive to do better. Job security can result in higher motivation. WNWHL has recently gone through the process of a review which meant many employees have spent each day worrying whether or not they are going to get the axe, this can become distracting, and fear can overtake concentration abilities. Employees are also more willing to work hard if they can see advancement opportunities. If I were to consider what motivates me in the workplace, respect would probably be second on my list. A lack of respect would lead me to have poor motivation, and I don’t think anyone would like to be treated poorly and without respect. When I have respect from my manager I feel I’m more apt to respond and will go out of my way to meet the mission and goals of my organisation. Obviously it is important to remember that respect is a two way street. As I mentioned respect would come second on the list of my five core values, listed are the other values I feel I could not function without: †¢Having a positive impact †¢Personal development †¢Flexibility †¢Recognition The work place brings together people from different backgrounds, philosophies, cultures and personalities. I am happy to say I work in a diverse organisation, which I feel can encourage cooperation, teamwork and creative thinking. Personality differences can mean that individuals take varying approaches to work style and interacting with other employees, managers, clients and competitors. When employers understand how personality affect behaviour in the workplace this can help determine what motivates the employees to perform or behave in a certain way. Workplace motivation can be influenced by individual differences. Using Gardner’s Multiple Intelligence Test my personal intelligence is classed as Interpersonal. People with Interpersonal characteristics have the ability to relate to others, they understand the relationship between people and their situation and have excellent communication skills. The preferred learning style is human  contact, communications, cooperation and team work. Gardener identified six other types of intelligence: †¢Linguistic: interested in words and language †¢Logical-mathematical: logical thinkers †¢Musical: has musical ability †¢Bodily-kinaesthetic: good body movement and control †¢Spatial-Visual: has great visual and special perception †¢Intrapersonal: is very self-aware Interpersonal people have high emotional intelligence which fits in with my role as a Tenancy Support Officer. It is a good fit with job roles that involve counselling, support, advice, holistic services. Psychologists, doctors, healers, carers and coaches are other examples of roles that fit into this intelligence. People who work in these roles often find a sense of achievement from having a positive impact on other. If a person’s job role is not in natural fit with their intelligence style they may lack motivation and become disinterested in their role. In organisations such as WNWHL we pride ourselves on putting the customer first and going the extra mile. If employees were fitted into roles within the organisation which were not of their calling the company ethos may go out of the window which would have a negative impact on the organisation as a whole. If a customer had a bad experience with a representative of WNWHL this would make it harder for other representatives of the company to get the customer to engage. This would then have a negative impact on a team as other team members may feel they are having to over compensated for someone who isn’t ‘pulling their weight’. This could lead to stress and disharmony within a team which in turn could affect other productivity and motivation, affecting the overall performance of the organisation. Understand how a theory of motivation can be used to improve performance levels Maslow (1943) put forward the ’hierarchy of needs theory’ which saw human needs in a form of hierarchy, ascending from the lowest to the highest. He argued that the lower level needs had to be satisfied before the next higher level need and once one set of needs is satisfied, this kind of need ceases to be a motivator. The five needs are: †¢Physiological needs – These are the most basic human needs which are important for sustenance like food, water, shelter, sleep etc. Maslow argued that unless physiological needs are satisfied to a degree, no  other motivating factor can work. †¢Safety or security needs – These are needs to be free of physical danger and emotional harm like fear of losing a job, property, food or shelter. It relates to security, protection and stability in the personal events of everyday life. †¢Social needs- These are needs for love, affection and belongingness and social acceptance. †¢Esteem – Once people’s social needs are satisfied, they look for esteem. This need produces satisfaction with power, prestige and self-confidence. It includes both internal esteem factors like self-respect, autonomy, achievement and external factors such as recognition and attention as well as a personal sense of competence. †¢Self-actualisation – This need is the drive to become what one is capable of becoming. It’s the need to grow and use abilities to the fullest potential. It includes growth and self-fulfilment by achieving one’s potential to accomplish something. Looking at Maslow’s hierarchy of needs triangle, as each need is substantially satisfied, the next need becomes dominant e.g. esteem needs become more dominant after social needs are satisfied. Once a need is substantially satisfied, its stop to be motivating. The crux of Maslow’s theory is focus on finding out the level of hierarchy the person is in and focusing on satisfying their needs and the needs above it. Maslow’s theory has been used by many employees across the globe. The theory’s ease of understanding and intuitive logic makes it easy to implement, but there is no empirical evidence to validate the theory and there is no metric to measure the success of the theory after being implemented. So the quantitate impact of Maslow’s theories cannot accurately be measured. Frederick Herzberg’s (1959) famous quote says ‘If you want people to do a good job, give them a good job to do’. Herzberg’s motivational theory has a two component approach and is known as the two-factor theory. His theory suggests that things that prevent dissatisfaction are not the same things that create satisfaction. (Herzberg 1959) When people are dissatisfied (de-motivated) with their work it is usually because of discontent with environmental factors which he terms as ‘Hygiene Factors’. These hygiene factors include things such as security, status, relationship with subordinates, personal life, salary, work conditions, relationship with manager, company policy and administration. These are the factors whose presence in the organisation are natural and do not lead to motivation; however its absence does not lead to de-motivation. Hygiene factors include the work and the organisational environment. The second component of the theory involves factors whose absence causes no dissatisfaction but whose presence has a huge motivational value. Herzberg terms these factors as ‘Motivational factors’ which are factors such as growth prospects, career progression and advancement, responsibility, challenges, recognition and achievement. The theory concentrates around the fact that the opposite of satisfaction in not dissatisfaction and merely removing dissatisfying characteristics from a job does not necessarily make the job satisfying. Herzberg stresses that both the approaches (hygiene and motivational) should be done simultaneously to be effective. There are similarities here with Maslow’s Hierarchy of needs in that the best outcome is that of a person being able to achieve a level of self-actualisation. Good working conditions where staff can develop and grow keeps them motivated. This will in turn be reflected in the organisational output and quality of the work being done. Job satisfaction and personal fulfilment will improve productivity more sustainably then simply providing for basic needs. Using the theories I have mentioned to improve employee’s performance would require an employer to recognise their personal differences and have a commitment to their development. Within WNWHL we have regular one-to-ones, appraisals and performance reviews. We discuss how we can improve the service and overall team performance in staff meetings. Twice a year employees of WNWHL attend staff briefings where teams and individuals are rewarded for their exceptional performance. There is also a buzz magazine that goes out to customer and employees where personal and team achievements are congratulated. Using Frederick Herzberg’s theory it is necessary that any ‘hygiene’ needs of staff are met. In the Tenancy support team we work with individuals in their homes, so a lone working policy ensures our safety. We ensure that any issues within the team are addressed straight away within team meetings, this ensures good relationships. It is important to keep a work life balance we are able to do this within our team through working flexi-time. This means that members of the team who have children can address child care and we are able to attend personal appointments. As stated in Herzberg’s theory ‘motivational factors’ such as responsibility,  challenges, recognition and achievement have a huge motivational value. Employees can use performance review and appraisals to find out what truly motivates their employees. It is important that employees are given constructive feedback on their performance which is balanced, by feeding forward and focusing on the future. This can give employees a clearer understanding of what is expected from them. Regular feedback can provide staff with a sense of achievement. If employees set targets and personal development goals within this process it can build the confidence and skills of employees. Employers need to get to know their staff and know what makes them tick. By understanding the different personality types or ‘intelligence’s’ in their team they can identify the suited roles and what developmental needs they have. This can also be addressed with training and shadowing opportunities. To reap the benefits of an engaged workforce an organisation must drive higher levels of employee engagement by taking meaningful and visible action on the issues that matter most to the employee. They must then align the employees with the organisations goals and objectives, so they can focus their motivation and vision on the tasks that matter the most to the organisations success. Performance appraisals can achieve this if they are done properly. An effective appraisal should look at the employee’s progress towards goals, and standards of performance. This can develop employees by providing them with helpful feedback that can reengage them in their roles and align them with the organisations objectives. Effective employers engage their employees by: †¢Preparing for meeting †¢Providing honest and constructive feedback †¢Focussing on their development †¢Identifying obstacles †¢Connecting the employees work to the bigger picture If the feedback that is given is negative it will have a negative impact on motivation. Identification of what the employee has achieved and what needs to improve will be more encouraging. There is no point dwelling on the past. It is more motivating for anyone to build on positives and how to develop in the future. It is also important to engage employees with their teams through team building and team meetings. In the tenancy support team we are asked to collect information on team performance which shows what positive outcomes we have achieved. This is very encouraging as we can see what a positive impact we are having within the organisation and on other people’s lives. For me this is very motivating as having a positive impact is at the top of my list of core values. Our manager is also looking to raise the profile of our team by sending positive outcome stories to the buzz magazine, which will meet my core need of recognition and achievement.

My Autobiography free essay sample

I was born September tenth nineteen ninety two in Montgomery Alabama. My mom, Dr. Benita Cahalane is the Special Education coordinator for Chilton County. My dad, Rick Cahalane is a football coach, and History teacher at Stanhope Elmore. My parents were told that they were never going to be able to have children after my mom’s fifth miscarriage. After praying for seven years, I was born. I was, and still am considered a miracle. My childhood was normal. When I was three, my mom was offered a job as a professor, at Mississippi State University. So, we moved to Starkville, Mississippi. I attended elementary school there, and started taking ballet. The ballet teacher, was one of my of my mom’s students at Mississippi State. I took ballet, for a total of one whole day, and quickly got kicked out of the class. My mom received a phone call from her student, saying that I would not join the group. We will write a custom essay sample on My Autobiography or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I wanted to do my own dance in the corner. That would not be the last time I chose to do my own dance. When I was in third grade, my mom told me my Poppy had cancer, and that my Grammy was having trouble keeping up with the house with him being so sick. After that, we picked up, and moved back to Alabama to live with my Grammy. I then, started school at Clanton Intermediate School. I made tons of new friends, and enjoyed being apart of the Gifted Program there. Before I started the eighth grade, I transferred schools again. This time, I transferred to Marbury High School. My mom and most of my family graduated from there. My Grammy, was the secretary there for thirty years, and my Poppy, was the Agriculture teacher there for forty years. My first year, I ran for Student Government and won! I represented my whole grade for the year. As the representative for my grade, I voiced the changes that they wanted to see happen. I made lots of new friends at my new school, and enjoyed going to football games. I was the water girl for the Marbury High School football team for two years. It was so much fun being a part of the team. My ninth and tenth grade years at Marbury were great! I made good grades, and had great friends. My tenth year, I started dating my boyfriend at the time Shane Sneed. It was a very unhealthy relationship that leaded me to using drugs. After we broke up, I started to use drugs like cocaine, marijuana, and pills. My eleventh grade year, I got worse on drugs. Halfway through my junior year, I got expelled from Marbury High School. I got expelled, for having drugs on school property, like cocaine, marijuana, and other contraband. After I got expelled, my parents were now fully aware of my horrible drug problem. They sent me to a drug rehab, in Baton Rouge, Louisiana, called Narconon. I was there for a total of six months, working my way through the program. I really wanted to be sober, and make my parents proud of me. So, I worked really hard on the program, trying to make sure when I left that I would stay sober. I learned so much, like how to not let others influence my behavior, and actions. After I finished the program, I was truly happy, and sober again. I was ready to get my life back on track. I missed so much of school, while I was in rehab that I decided to drop out of high school. I took the test for my General Education Diploma. I did so well on the test my very first time, that the General Education Diploma Program paid for two of my classes I took at Jeff State last year. So, I started college a year earlier than I would have if I had not dropped out. I made straight A’s last year and intend to continue making good grades this year. I am majoring in Psychology, and I am very excited about my bright and exciting future.