Juvenile Justice System And Ideas For Deter Recidivism

Juvenile Justice System and Ideas to deter Recidivism Unit 3 Assignment 1 Ann-Marie Cameron Capella University Dr. O’Conner April 30, 2015 Introduction Within the Juvenile system no one really takes the time to systematically track the statistics concerning the changes that need to be made within the system to deter juvenile offenders. The system tends to move slowly when it involves change because it can be costly. So, with many budget cuts happening we will need to tackle the problem, by first looking at the number of juveniles that are committing crimes and at what rate. Then we need to find out what type of programs we can put in place to deter juvenile type offense and keep them down. Once we can analyze the†¦show more content†¦Our juveniles are of great concerns to everyone, because if we are not able to address their problems we will see more of an increase of violence in our youth both male and female. The first dilemma we have to realize is that chance does not cheap, and with so many budgets cuts the â€Å"State and local leaders, are faced with severe budget shortfalls in a slowed economy, and they have begun cutting juvenile justice programs and sending more youthful offenders to juvenile prisons in order to close budget gaps† (Soler, Shoenberg Schindler, 2009). So, what are the latest rates per the national juvenile arrest trends? Well from the Juvenile Arrest Rates for Violent Crime Index Offenses from 1980-2012 there have been some surprises, and they were that there has been a â€Å"5 years of decline, per the juvenile Violent Crime Index arrest rate which reached a new historic low-point in 2012† (â€Å"OJJDP Statistical Briefing†, 2014). OJJDP Statistical Briefing (2014) states that the Juvenile Arrest Rates for Violent Crime Index Offenses, of 1980-2012 shows that rates where generated by the arrests of persons ages 10-17 per 100,000 persons ages 10-17 in the resident population, and that the Violent Crime Index includes the offenses of murder and no negligent manslaughter, forcible rape, robbery, and aggravated assault. There for the when we look at the five year rate it will look like this: †¢ 2008 - 280.3; 2009 - 253.3; 2010 - 224.5; 2011 - 202.4;

Sharp Chula Vista Medical Center - 1411 Words

Sharp Chula Vista Medical Center Sharp Chula Vista Medical Center (SCVMC) is a large 343-bed hospital that has been serving the South Bay community in San Diego County since 1979. This facility is affiliated with over 450 physicians and employs in excess of 2,000 people. Needless to say, the SCVMC Health Information Management Department is extremely busy! The HIM department of SCVMC has a staff of 51 people in various positions including Clerical Assistants, Optical Imaging Specialists, Medical Coders, and Supervisors. At this time, Sharp employs XX RHITS and XX RHIAS in the department. Records Organization Sharp is an early adopter of electronic patient records. In fact, this facility first started using a basic form of patient electronic records in 1984. Since 2008, the HIM department has been fully integrated with the admissions department which all works together to ensure that registration, healthcare records and billing data management is as seamless as possible. Registration Sharp uses a program called OnBase for patient registration. When patients arrive at the hospital, the admitting clerk scans their driver’s license and insurance card. Conditions of admission are displayed in electronic form and patients sign on an electronic tablet to indicate consent. Paper versions of patient registration is printed only when requested by the patient, otherwise registration is totally paperless. Information in OnBase is fed into several applications, including Sharp’sShow MoreRelatedThe s Healthcare Career Has Spanned More Than 30 Years897 Words   |  4 PagesAs president and chief executive officer (CEO) of Sharp HealthCare, Michael W. Murphy is tasked with a large responsibility. He oversees more than 16,000 employees, 2,600 affiliated physicians and about 2,100 volunteers. In turn, this workforce provides service and healthcare to a completely integrated not-for-profit system that includes four acute-care hospitals, three specialty hospitals, two affiliated medical groups, five urgent care centers, three skilled nursing facilities, home health, hospiceRead MoreEssay on Obesity in San Diego County: A Winnable Battle5475 Words   |  22 Pagesrange from Oceanside in the north county, which is home to the Camp Pendleton Marine base, to San Ysidro at the southern end of the county that has the busiest international land border crossing in the world. (San Ysidro Inte rmodal Transportation Center Study) In the eastern part of the county, the climate is warmer and more rural with agricultural farming in Ramona and El Cajon, a community of 100,000 where quarter of the population is of Iraqi decent and has the second largest Iraqi population

Salmonella Typhi free essay sample

Limiting the function of Salmonella With an estimate of more than 30 million cases of annually resulting in almost 250 million deaths, the World Health Organization identified that typhoid fever is indeed serious health problem worldwide. Typhoid fever on patrol Transmitted by the ingestion of contaminated food or water, Typhoid is a common worldwide illness due to the fast multiplication of its culprit, the bacterium called Salmonella typhi,.These bacteria invade the small intestine, rule the bloodstream and eventually merge with the white blood cells in the liver, spleen and bone marrow. According to statistics from the Centers for Disease Control and Prevention (CDC), in United States, about 400 cases occur each year, and 75% of these are acquired while traveling internationally. Therefore, they concluded that Typhoid fever is rampant in the developing world, where it affects about 21. 5 million persons each year. Persons with typhoid fever usually have a sustained fever as high as 39Â ° to 40Â ° C. We will write a custom essay sample on Salmonella Typhi or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They may also feel weak, or have stomach pains, headache, or loss of appetite. In some cases, patients have a rash of flat, rose-colored spots. But the most alarming truth behind this infection is that even if your symptoms seem to go away, you may still be carrying the bacteria and if so, the illness could return, or you could pass the disease to other people. Subtitle (Info’s for local cases of typhoid fever) Sanitation and hygiene are the critical measures that can be taken to prevent typhoid.It can only spread in environment where human feces or urine are able to come into contact with food from human to human. Careful food preparation and washing of hands are crucial to preventing typhoid. Boil it, cook it, peel it Sanitation and hygiene are the critical measures that can be taken to prevent typhoid. It is advisable that if you drink water, buy it bottled or else, bring it to a rolling boil for a minute. Eating foods that have been thoroughly cooked and that are still hot and steaming can also lessen than ossibility of such bacteria. On the same side, when having raw fruit or vegetables, it is a need to peel it before consuming to remove the outer part which absorbed most of the dirt coming from the environment. Wake Up! Since the dawn of time, typhoid has been a predicament for people of various races. It is surprising, but watching what you eat and drink when you travel is as important as being vaccinated. Juan should avoid his habit of tuhog-tuhog in the sidewalk vendors, or else, he should also forget the risks of Salmonella.

Organisation Culture free essay sample

An organizational culture is established by corporate firm to comprehend with the nature of the workplace. Organizational culture does not have an explicit definition although there have been academic researchers attempting to develop a deep understanding of the literature of managing culture. Organizational culture can be evolved from set of rules laid down from the founder of the organization and further developed to match the changes which are generated from the passage of time. Nonetheless, there are also a few numbers of organizations which keep their old regulations as a belief of their cultural persistency. Organizational culture, therefore, can be seen as the shared values, norms, belief and assumptions that an individual hold in common with members within a corporate firm or social group (Ogbonna, 1992). This essay is aimed to establish that organizational culture is manageable. By taking one of Linda Smircich’s approaches (1983), culture is seen as a dependent variable that an organization has. We will write a custom essay sample on Organisation Culture or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is possible to argue that culture can be modified and changed as long as there is a thorough understanding of how and why it is evolved and developed. People from the workforce may rely on a manner which is shaped from the shared experiences from their seniors or even the founders of the organizations. As the time passes on, this manner has essentially formed a common belief of the organization in order to achieve its ultimate goal. Culture may then develop into a persistency of the organization, but it is still possible to be managed. Communication between the managers and employees takes an important role in this respect. In order to modify a well-based organizational culture, the workforce needs to have a deep understanding of their given task, roles and the meanings. Evidence on this matter will be perceived from a list of referenced texts as referred to below. Another position to be demonstrated in this essay is that organizational culture is critical to the success of any organization. As organizational culture is established and developed to a large extend for the betterment of workflow and ultimately achieving the corporate goals, it is therefore critical to the success of an organization. The way to achieve a corporate goal is first of all to obtain a thorough understanding of the organization culture and how it affects the workflow. According to Peters and Waterman’s statement in 1982, the strengthening of corporate culture enhances organizational performance by securing greater commitment and flexibility from employees. E. Ogbonna (1985) illustrated that when organizational culture is taken as something that organization has, it becomes a powerful organizational tool. It shapes a sense of belonging to the members, controls the workflow behavior, establishes rules and directs decision makers. It, therefore, can be argued that organization culture is a definite factor to the success of an organization. To Manage Organizational Culture Corporate Culture has become a main theme in organization studies since the 1980’s. Researchers and practitioners often argue that whether the culture can be managed while they attempt to redefine and examine the literature on managing culture. A well-known definition was made by Edgar Schein in his model of organization culture. In 1985, he identified three distinct levels in organization culture: 1. Artifacts and behavior – physical manifestations 2. Espoused values – shared believes, rules of behavior, professionalism 3. Assumptions – taken-for-granted, deeply embedded behavior It is common to believe that the first two levels in an organization culture can be modified feasibly. However, the third level describes a basic conception that leads to the employees’ consciousness in terms of their work ethics and the prospect of responsibilities. Some debate that it is a phenomenon which constructs the root of an organization. A root can be changed upon a complete change in the entire organization. However, there are other practitioners debate that it is only challenging and not impossible at all to change. Organization don’t have cultures, they are cultures, and this is why culture is so difficult to change. † (Siehl,1985). Approaches to Manage Culture Effectively There are a number of approaches attempting to achieve a change in organizational culture. In 1976, Silverzweig and Allen developed ‘normative system’ model which summarizes the approaches to a change in o rganizational culture. It states that the culture is a set of norms and shared values that make major influences to the members in terms of their behavior and thus, the workflow within the organization. The workflow behavior can essentially be managed by altering the environment. This can finally lead to a change in values and expectations in a long-term period. In order to achieve a change in organizational culture, firstly, it is important to analyze the existing culture and establish a thorough understanding of the way it has been developed. Secondly, it is necessary to get the members involved in the system by giving them opportunities to question their old beliefs in order to establish a positive outcome from the desired culture. Thirdly, management team members are to act as a role models to persuade other members in the organization to accept the newly developed culture. Lastly, evaluations of its effectiveness in terms of goal achievement need to be done to keep the culture permanent. There is no point to develop a new culture when there is little or no effect on the improvement of the workflow. (Silvezweig and Allen, 1972) Factors Analysis There are few other factors to argue whether the organizational culture is manageable. Firstly, the leaders and management team members of the organization need to take on the most important role. To make sure that the organization is supportive with the change in culture, the management team members need to have a good communication with the other members of the firm (Ogbonna, 1992). Secondly, it is important for the employees to understand their roles and responsibilities within the organization. Through these understandings, employees will have the vision to a change in behavior. As mentioned above that a culture is dependent on individual behavior and it is, therefore, crucial to mange each and every behavior that forms the workflow in order to manage a culture properly. Lastly, enthusiasm of changing can drive the whole operation. Enthusiasm comes from realization of corporate goal which in term affected by the existing culture. Enthusiasm can be managed to spread through the entire organization by a way of communication. A Critical Factor of Goal Achievement A corporate firm is normally started with a clear statement of an ultimate goal. A set of rules and expectation will be formed after evaluating the possible ways of achievement. This leads to a formation of norms, values which share between members of the group and this generally defines organizational culture later as the firm operates. Referring to E. Ogbonna’s theory about organization culture, it simply implies that an organization culture controls employees’ individual behavior and thus develops to an extend betterment of workflow. It is also consistent with some of other researchers (Peters and Waterman, 1982; Linda Smircich, 1983; Jay B Barney 1986). While it is unclear about the exact definition of organizational culture, there is a broad agreement about culture leads to better overall performance. Organizational Culture and Its Effectiveness Identified by a model developed by Silverzweig and Allen (1976), â€Å"people tend to form shared values when they come into a sustained period of interaction; that there are set of norms and expectation which whilst not written, constitute a major influence on the behaviors of members. † (Ogbonna, 1992) Organization culture shapes a basic assumption that is shared by each and every of the member in the organization. Their behavior in the workflow becomes a dependent variable, simply depending on the culture and organizational environment. It is essential for the co-workers to have similar behavior in the same environment without concerning their consciousness or willingness. â€Å"Culture may also be regarded as the expression of unconscious psychological processes. † (Linda Smircich, 1983) Researchers also believe that culture forms a foundation concept of the organization, control workflow and individual members to work as one team, which leads to an alteration of overall performance, depending on the strength of the culture itself. Factors Analysis In order for a culture to provide advantages to organization performance, there are a few conditions must be met. Firstly, The corporate culture must be strong. This means that all members are supportive towards the corporate culture and keen to be part of the organization. This can be achieved by recognizing the corporate goal, rewarding individual members symbolically and materially, identifying their sense of purpose with values that are designed into the organization (Hugh Willmott, 1993). Secondly, the culture must be unique. There were a few studies in organization previously showed that organization culture cannot be imitated or borrowed due to a number of differences, for example, corporate goals, organization structures and etc. When concepts are borrowed from other disciplines, they may not be suitable in terms of goal achievement. This may also result in confusion in the concept of a culture or a dilution of the original power from the workforce (V. Lynn Meek, 1988). Lastly, the management of organization culture plays the most important role for a corporate firm to be successful. As discussed earlier in the essay, culture is a tool for an organization and it is possible to be managed. In terms of goal achievement, it is a matter of how well an organization can manage its culture. A certain culture cannot be used to solve organizational problems over the time. Since there are certain factors that affect the efficiency of a corporate firm (e. g. technology, financial status of the firm etc), it is essential to change values and behavior patterns as time passes on. In long term, this is necessary to be managed as to remain or increase the efficiency of the organization. Conclusion To summarize the essay, organization culture is manageable and it is critical to the success of any organization. The basis of the argument is that culture should be treated as a managing tool that the organization used to manage its people and production. When culture is defined as the Schein’s model in terms of the three distinct levels (artifacts, values and assumptions), the difficultness in managing the culture graduate increases as the level increases, although some argues that there will come to a level that is impossible to manage. Organizational culture can always be managed as long as there is a thorough understanding of how the existing culture evolved. A study conveyed by Silverzweig and Allen summarizes the approaches attempt to manage the culture effectively. The four steps to achieve such approach are analyzing the existing culture, get all members involved, anagers to act as role models and evaluating the new culture. By attempting the four steps, it is agreed broadly that it can effectively manage a culture. This is also one of the factors to achieve a crucial success in an organization. The reason that organizational culture is critical to a firm to achieve its corporate goal is that effect of organizational culture has influences on individuals as well as the whole organizational workflow and behavior pattern. For a successful organization, it is essential for it to have a strong and unique culture. It is also crucial for managers to have an in-depth knowledge on how to manage the organization culture effectively, in order to encounter organizational sociology causes by factors such as technology improvement and financial stability of the organization as time passes on. A well-managed organizational culture may have impact on the workflow behavior. It also provides power to persuade members of the organization to work in one self, and thus, adding efficiency in production. Therefore, organizational culture is not only essential but critical to the success of an organization.