Plea Bargains and Mandatory Sentencing Essay -- essays research papers

Plea Bargains and Mandatory Sentencing I would like to take this time to explain my position on Plea Bargains and Mandatory Sentencing. I will show both pros and cons for each topic, as well as give you my personal brief on which one I support. There are two types of plea bargains : The first one is a charge bargain. When the prosecutor allows a defendant to "plead guilty to a lesser charge†, or to only some of the charges that have been filed against him. For example, a defendant charged with burglary may be offered the opportunity to plead guilty to "attempted burglary". A defendant charged with Drunk Driving and Driving with License Suspended may be offered the opportunity to plead guilty to just the drunk driving charge. The second plea bargain is when a defendant is told in advance what his sentence will be if he pleads guilty. This can help a prosecutor obtain a conviction if, for example, a defendant is facing serious charges and is afraid of being hit with the "maximum" sentence. Typically, sentence bargains can only be granted if they are approved by the trial judge. Many jurisdictions severely limit sentence bargaining. Sentence bargaining sometimes occurs in high profile cases where the prosecutor does not want to reduce the charges against the defendant, usually for fear of how the newspapers will react. A sentence bargain may allow the prosecutor to obtain a conviction to the most serious charge, while assuring the defendant of an a...

How ATVs Work Essay -- essays research papers

Thesis statement: All terrain vehicles are helpful and useful and I will explain how they work and how to fix them in this paper. Outline: Inn this paper I will discuss ATV’s and general knowledge and getting them wet. I also will discuss their origin and how they need care and how to keep them doing good for a long time.   Ã‚  Ã‚  Ã‚  Ã‚   What is an ATV? It is an All Terrain Vehicle, also called three or four wheelers. It is also called a quad or ATV. An ATV is built to go where other vehicles cannot go. ATV’s are also built to handle a lot of stress and abuse. ATV’s are virtually indestructible; however, they have a few weaknesses and it is important to know and understand those few weaknesses. You should always do a complete check of your ATV before riding . Second, ATV’s also provide power and speed. There are also amphibian ATV’s that float and go like a boat. ATV’s were first â€Å"work† vehicles for telephone and electrical linemen and other types of people. They used the ATV’s to get from one pole to another that went over difficult terrain where 4x4 trucks could not go. (Estrem ATV’s 10)   Ã‚  Ã‚  Ã‚  Ã‚  Second, you do not need a special permit or driver’s license to drive a ATV although special training is recommend by several manufacturers and some even give seminars and free classes. I believe that some company’s give cash back to people who take classes. I ,myself, have not taken any of these classes. There are no age limits or restrictions because these are not operated on public streets, roads or highways. ATV’s are â€Å"Off-road† machines. There is also safety gear to protect you from harm. These accessories include helmets, gloves, boots, chest protectors and so on. (Estrem ATV’s 10-11) Third, ATV’s need some type of power plant to propel them. The types of power plants that are most common are the two stroke engine and the four stroke engine (A stroke is one movement of the piston Microsoft Encarta 96 Internal Combustion Engine). The general principle of the two-stroke engine is to shorten the periods in which fuel is put into the combustion chamber and in which the spent gases are exhausted to a small fraction of the duration of a stroke instead of allowing each of these operations to occupy a full stroke. In the simplest type of two-stroke engine, the poppet valves are replaced by sleeve valves or ports (openings in t... ...fied Buggy class. At home on sand, dirt, or the surface of Mars, these competition-designed vehicles spend as much time on their roll bars as they do on their tires. The series will feature another buggy class called the Stadium Lites. The Lites are an ultra-quick, lightweight version of the Supers and are based on Honda's Odessey/Pilot line of full roll cage ATVs. Finally, the Stadium Thunder Bikes will wow the crowd with high-flying action. These big, bad, four-stroke bikes are the same machines used from Baja to Supercross. (Internet VIA America Online Internet Provider)   Ã‚  Ã‚  Ã‚  Ã‚  In Conclusion ATV’s are fun yet dangerous. ATV’s require a lot of care and maintenance but they will give you a good feeling in life that cannot be matched. I have discussed Water damage and how to prevent it, good riding spots and how to care for the major parts of your ATV. I have also told about the the renewed interest of ATV stadium riding and racing. I have not tried this but it may be fun. Please though observe all rules and safety protocols to prevent injury or death. If you respect the laws and use common sense and care ATV riding and racing can be an enjoyable experience.

Merit Philosophy Essay

In the present society we value struggle and hard work that we owe. The paper â€Å"Merit: Why do we value it? † the author, Louis Pojman, claims that in life we always get whatever we earn in life, what you deserve is what you get. But others have come with the counter argument that we cannot take advantage from our success because of our social standing or our intelligence. I agree to Pojman’s observation of things that â€Å"Good deeds must be followed by good outcomes and bad deeds by bad outcomes† (pg. 96). And also â€Å"Each act in the world has an appropriate response†. In this essay I will give details on the situations where this fits and also discuss the events in which people feel hard done by when others are being rewarded in situations where they should not. Merit is a quality which determines the distribution of rewards, praises and prizes on the basis of good or quality work done. Merits should be served as the prime basis of handing out rewards and punishments. Any person who trains or works really hard deserves a better position. For example, at the office one intern works really hard and shapes his qualities better then any other interns, deserves to get the job over the boss’s son, who spends less hours at the office and trains less, thinking that he has the job in the bag simply because he is the boss’s son. Pojman has stated in his study that â€Å"I have trained harder then anyone else so I deserve to win the race. I deserve reward or praise for my kind act as it came after an ethically good will thinking (pg. 87). The author explains in his paper that praising good deeds will encourage a person to do good deeds in the future. Alternatively punishments are handed out to revise the bad actions. With this we can also form a system in which we can search out the best possible order of people who can perform the task efficiently. For example, I want the best engineers to build the particular bridge or I want the best performing employee to perform a task for me. Being at the top of performing a task gives a person a deserving praise and reward according to the level. Some disagree to this and say that the person does not deserve to be rewarded for a job that has been done efficiently based on the lottery system. The lottery objection system says that â€Å"One does not deserve his natural talents, his determination and his society in which he his living† (pg. 99). It means that anyone having ability, like for example to run fast or to sing well, does not deserve it. So likewise they should not be awarded to sign contracts with different music companies or should not be awarded with prize money for winning a race on his talent. The natural lottery objection is flawed in my opinion. People prefer to listen to the people who can sing well. The persons who cannot sing are being left out or not listened to fairly. The society chooses the persons for their place of involvement. This goes for the persons having their natural ability to construct things smoothly with the most ideal results. Society places a superior worth on the best of the best. It is natural to select the things this way. Every individual first learn and then develops his talents to serve the world. But there are also people who lack the determination to generate good things. These people do not deserve merit for their non serious work attitude. An individual who train hard and have a good attitude deserves the best offered in life. Individuals who do well to others are also deserved to be treated well in return. Nothing like Mantle, whose name was on top of the transplant list just because he was a baseball player. He was admitted to the hospital because he had damaged his liver. He confessed that he has damaged his liver by the constant use of alcohol and drugs. Because of his reputation he knocked off other who were in line and were suffering from liver damage by no fault on their own. Mickey Mantle did not deserve to get his new liver. As we are all human beings, when someone strips away someone’s talents they are believed to be equal. But in the case of Mickey Mantle it was not there and it spread injustice. He only deserved to get the liver but it was injustice to be placed top on the list. This specific occurrence is horrendous. It was an injustice to the humanity. I have stated in favor of Pojman’s paper that high-quality work deserves merit and an equal reward or praise to the good work produced. Individuals get in life whatever they have put on it. It is very unfair to say that people with natural talents and abilities do not deserve good simply because they are born with it. One has to learn what he is good at and use his ability to do well. ? Reference: Pojman, L. (1999). Merit: Why Do We Value It? [Electronic version]. Journal of Social Philosophy, 30(1), 83-102.

Feasibility Study on Customized Shirt

Financial Study 5. 1 TOTAL PROJECT COST The L&M partnership needs a total cost of Php 12,000,000 to be able to operate its intended business covering the costs required for its initial operation. The amounts involve the costs of the purchases of office equipment, furniture & fixtures, raw materials, and office supplies; the costs of organizational and legal fees, and the acquisition of various permits and licenses from different government agencies. In addition, the loanable fund also form part in the amount specified.The initial costs of the proposed project are broken down as follows: Petty cash fund Php 15,000 Machinery 1,075,000 Office equipment 1,169,000 Supplies 132,400 Office furniture & fixtures 210,000 Store fixtures and equipment 96,000 Raw materials 555,000 Operating ash 8,839,500 Organizational cost 40,500 Php 12,000,000 5. 2 INITIAL CAPITAL INVESTMENT The initial capital investment will be provided by the following partners: Incorporators |Subscribed Shares |Subscribed A mount |Paid-in Capital | |Labendia, Decerell |24,000 |Php 2,400,000 |Php 2,400,000 | |Lacsa, Ashleen |24,000 |Php 2,400,000 |Php 2,400,000 | |Laroza, Erika |24,000 |Php 2,400,000 |Php 2,400,000 | |Legamia, JohnLouie |24,000 |Php 2,400,000 |Php 2,400,000 | |Maranan, Oly |24,000 |Php 2,400,000 |Php 2,400,000 | |TOTAL |120,000 |Php 12,000,000 |Php 12,000,000 | 5. 3 FINANCIAL ASSUMPTIONS The financial assumptions of the L&M Partnership comprise the following: †¢ The income tax rate on the partnership is 30%. †¢ Depreciable assets would be depreciated using the straight-line method and would have a useful life of 10-15 years. †¢ Intangible assets are amortized every 5 years. †¢ Repair and maintenance expense would be incurred yearly without subsequent increases. †¢ Rent expense will increase every 5 years by 10%. †¢ Utilities expense will increase by 2% semi-annually. Advertising and promotional expense will increase by 5% annually. †¢ Office supplies e xpense will increase annually by 2%; 80% of these supplies would be used. †¢ Store supplies will increase annually by 2%; 80% of these supplies would be used. †¢ Salaries of the internal auditor, general manager, and supervisor will increase 2% annually. †¢ Salaries of the cashier, bookkeeper, and secretary will increase 4% annually. †¢ Salaries of the client representatives, the credit investigators, the consultants, the collectors will increase by 10% annually. †¢ Fixed selling price is 50% marked-up. †¢ Variable selling price increases annually by 5%. †¢ Sales increases by 4. 68% annually. Raw materials increases by 10% annually, 80% of which are completely manufactured. †¢ Franchise will be allowed at the third year of operation for P 250, 000. †¢ Franchise increases by 1 from the third year. †¢ 20% of sales is on account. 5. 4 PROJECTED BALANCE SHEET Account Titles20132014201520162017 ASSETS Current Assets Cash P 4,562,530 P 4,7 75,260 P 5, 201,002 P 5,445,231 P 5,500,604 Accounts receivable 558,205 600,980 654,620 705,127 723,345 Inventories 855,309 876,340 897,560 927,121 934,340 Total Current P 5,976,044 P 6,252,580 P 6,753,182 P 7,077,479 P 7,158,289 Non-current AssetsPPE P 5,719,762 P 5,829,120 P 5,971,024 P 6,113,261 P 6,321,456 Intangible assets 583,230 599,021 612,234 653,552 721,234 Total non-current P 6,302,992 P 6,428,141 P 6,583,258 P 6,766,813 P 7,042,690 Total assets P12,279,036 P12,680,721 P13,336,440 P13,844,292 P14,200,979 LIABILITIES & PARTNER’S EQUITY Current Liabilities Accounts payable P 128,479 P 301,456 P 502,398 P 600,214 P 733,659 Total current P 128,479 P 301,456 P 502,398 P 600,214 733,659 Partner’s Equity Labendia’s Capital P 2,400,000 P 2,400,000 P 2,400,000 P2,400,000 P 2,400,000Lacsa’s Capital 2,400,000 2,400,000 2,400,000 2,400,000 2,400,000 Laroza’s Capital 2,400,000 2,400,000 2,400,000 2,400,000 2,400,000 Legamia’s Capital 2,400,000 2,400,000 2,400,000 2,400,000 2,400,000 Maranan’s Capital 2,400,000 2,400,000 2,400,000 2,400,000 2,400,000 Share in profit(loss) 150,557 379,265 668,220 1,244,078 1,467,320 Total PE P12,150,557 P 12,379,265 P12,668,220 P13,244,078 P13,467,320 TOTAL L&PE P12,279,036 P12,680,721 P13,336,440 P13,844,292 P14,200,979 5. 5 PROJECTED INCOME STATEMENT

Purpose and Use of HRMS

Every organization has a set of employees working together to achieve the same goals known as the â€Å"human resource† of the organization. These people in turn are handled by another set of employees known as the â€Å"human resource management†. As the fast growing environment and the technology is becoming an active part of the daily exchanges in the business environment, companies are forced to implement latest tools to compete in the fast paced world. One of the tools utilized by the managers to counter the activities of the human resource management is to utilize the human resource management systems or they may also be called human resource information systems. These systems make a direct link with the human resource management and the information technology, enhancing the competence of the organization. Moreover, their main purpose is to automate the activities handled by the human resource management which in turn boosts the efficiency of the department. FINDINGS: Focusing on the purpose and uses of the human resource information systems, let’s look at the reason why managers want to implement these systems in the first place. There comes a time when your business is generating large profits and there is an immense amount of information that needs to be stored; be it about your employees or about the organization itself, there has to be a database securing this information. To ensure the security of this information along with reduction in paper work, organization of data, reorganization of processes, maintenance of profits and the employees an organization may require a human resource management system. These systems serve various purposes and hence, incorporate a lot of modules. Their main focus is on the employee information. First to mention is the Payroll module which takes a note of the attendance of the employees after which it automatically calculates various taxes that they are supposed to pay and also the deductions if any. This helps to reduce all the paper work and calculations; the only manual work done over here is to enter the attendance of the employees. The Work Time module takes care of the time along with the work efforts that the employees need to put in. This information is eminent in order to keep the costs of the organization low and efficiency high. Thirdly, there is the Benefit Administration module which basically focuses on making the employees involved in the benefit programs. These programs generally include compensation, insurance, retirement benefits and so on and so forth. The next module is known as the Human Resource management module. It helps managers to evaluate and analyze employees through their data provided and also takes care of the training and development of the employees and what skills do they encompass. There have been great advancements in technology and such systems have also been developed which tap relevant applicants and put them in the right database for further evaluation by the managers. Another similar module which focuses only on training is known as the Training module. It keeps a check of the skills, education and what type of learning the employee has and suggests books, CDs and other various platforms which may enhance their learning. A cost check is also kept by them, telling what training may cause what expenditures. The next module, known as the Employee Self-Service module enables the employees to check records of their attendance and also question the records if ever a problem is faced, without having to go directly to the HR personnel. It helps them to perform transactions related to the human resource department and ask questions related to the department. Basically this facilitates the employees to solve their own matter. All of these modules combine together to help the organization as a whole. The human resource unit is benefitted as it improves their decision making capability and aids them in providing their best to their customers/clients. It integrates all information into an Enterprise Resource Planning system which further enhances the capabilities of the organization. It promotes organizational and operational efficiency along with making the managers more intricate about their decisions and strategic planning. These systems can be used to achieve the objectives of the organization as well as establish a competitive advantage. As a lot of time of the HR activities is spent on activities which are transactional in nature, these modules may aid the purpose of those activities and help simplify the work. As mentioned above these modules activate the payroll and benefit activities serving the use of such modules. Also do they take into account the Equal Employment Opportunities by looking at various employees and their qualifications. Thirdly there comes the benefit that the employees gain due to an easy access of all the data. The self service provider module for instance aids the employees to get greater access to the human resource information which in turn reduces HR costs. These systems help to analyze the whole organization, looking at the absenteeism analysis, skills inventories, internal job matching, affirmative action plan, applicant tracking, workforce utilization, training needs assessment and so and so forth all give a clear picture to the HR managers of what the organization needs and what it should do to acquire its targets. HRMS facilitate employees by making data more accessible as no human contact is required which takes up most of the time in understanding the query of the employee. Another important factor is that bulletin boards again enhance the information spread throughout the organization as it is accessible to employees globally. They provide a platform through which data can be transferred electronically between vendors and the employees making the whole process swift and smooth. RECOMMENDATIONS: Looking at various uses and the purpose of the Human Resource Management Systems a few recommendations are as follows: * HRMS systems should also introduce a transparent mechanism through which employees are evaluated against their peers, to get a clear picture as to where they stand in the organization. This may enhance their motivation to do better and increase their ranking to become a more valued asset to the organization as it is visible to everybody. This can be included in the self sufficient module where employees can check each other’s ranking. These systems can also incorporate reports of the competitors; about their pay packages and benefits given so as to compare there’s with them; making the organization never lag behind in satisfying their employees. It should always remain up to date with the current scenarios of their competitors and look at the factors in which they need to improve themselves to motivate employees as compared to their c ompetitors. This information may only be available for the use of the human resource department. Another piece of information which may be generated from these systems is to generate productivity reports of each employee. Notice how much effort and time one employee is putting in and what the results are. The employee with the highest productivity may then be rewarded and based as a bench mark to evaluate other performances. * Certain surveys can be occasionally conducted to check the morale of the employees and seek what is there that is missing from the organizations point to satisfy them. Through online responses these systems can generate reports and infer what common problems employees face. * Also HRMS can hold information as to what other types of jobs would the employees like to do. This can come in handy for situations when managers want to utilize job rotation, job enlargement or job enrichment. This can make them aware that in what other activities a person is good in and how could that be put to use. CONCLUSION: HRMS, along with increasing the efficiency of the organization, also standardize the processes making employees utilize easier and quicker mechanisms. Their use and purpose for an organization is mostly administrative and they fulfill it ideally. It provides an effective framework to utilize and administer the human capital of a company. By the help of IT professionals these systems are generated and transformed from initially being the main frame â€Å"client server† architectures. Overall, as viewed through various insights it can be concluded that much of the work that is done manually is taken over by these systems for better management of processes and a well integrated company is a result of implementing these systems. They allow managers to employ them in such a way that it becomes an â€Å"effortless† job for the managers to keep a track of various activities: focusing on recruitment, employee turnover, problems and so and so forth. A company making use of these systems in the right way has a great chance to prosper.

Process or Reality Therapy

Reality therapy is an active, directive, and didactic model for change that stresses the person’s present behavior. A basic tenet of reality therapy is that individuals are responsible for their own behavior. It is a common sense approach an can be used by a wide variety of persons as well as highly trained professionals (Videbeck, 2007). The focus of reality therapy is behavior, not attitude, insight, feelings, one’s past, or unconscious motivation. This model refutes the medical model and encourages positive growth and success.It concentrates on what the clients can do practically to change behavior to fulfill their needs. The client is asked to identify wants and needs. They are asked to evaluate their behavior, formulate a plan for change, and follow though with their plan (Read, 1997). Reality therapy is grounded in the assumption that we all create our inner world. How the real world exists is not important, but rather what is important is the way we perceive it t o exist. Behavior is an attempt to control our perceptions of external world to fit our internal and personal world (Fatout, 1992).The process of reality therapy is: 1) Make friends – establish a warm, supportive relationship, and insist that clients take a look at the lives they are choosing to lead. 2) Focus upon daily activities and ask what they are doing now. 3) Ask the question: Is what you are doing helping you? 4) Help the client make a plan to do better. Using reality therapy requires a lot of time used in planning and checking with the client on how the plans are being carried out. 5) Commitment to the plan. 6) No excuses.7) No nourishment.These two go together, when there is commitment to plan, there is no excuse for not following through. 8) Never give up. To approach a person with the idea that, if things don’t work, we’re going to give up. Always have as your motto â€Å"We have just begun to fight. † 9) Once the relationship has developed a level of trust and friendship, introduce the client to Jesus Christ and present the plan of salvation. Incorporating biblical principles is the area of problem solving (Watson & Watson, 2005).

Women are Better Listeners Essay Example | Topics and Well Written Essays - 1000 words

Women are Better Listeners - Essay Example Though the use of a scanning technique known as magnetic resonance imaging (fMRI), the study has shown that there is a major difference between the neural activity of men and women who were listening to someone who was reading aloud. This paper will discuss aspects that show that the results that women are better listeners than men are true. In the current society, more women have joined the corporate world. Despite numerous limitations, organizations that are led by women perform better than those that are led by men. This is because a good leader must listen to the rest of the subordinates. As a result, women leaders are able to listen to the grievances of the rest of the employees. Therefore, they are able to understand their concern and connect closely with them. Consequently, the employees feel motivated to work in the organization. This plays a significant role in enabling the company to achieve the set objectives. This is because, through effective leadership, they feel that they are an integral part of the organization. On the other hand, women are able to easily implement an open office policy. This enables the employees to communicate directly to the top office without the use of the intermediaries. This makes it easy for the leader to intervene on issues that are affecting the performance of the workforce. Th is is achieved through listening keenly and understanding the issue in depth thereby, making it easy for them to come up with effective solutions. This is unlike their men counterparts who are quick to make judgments even before listening to all parties that are in a dispute. Therefore, employees who are led by men tend to fear opening up because the man can react even before listening to both sides of the story.