Certification in sustainable tourism Essay Example | Topics and Well Written Essays - 3500 words - 1

Certification in sustainable tourism - Essay Example The paper will also deal with the actual implication and meaning of the sustainable tourism along with the evidences through certain case examples that will explain the applicability of the certification in sustainable tourism (Certification for Sustainable Tourism, 2010). In the research paper, the entire aspects which are essential in the certification of the sustainable tourism will be taken up and the objectives defined will be fulfilled. The growing trend of the tourism industry all over the world has initiated the undertaking or conduction of survey in this perspective. The recent prospect of the tourism industry contributes to country’s development in terms of creating new jobs and adding revenue to the country’s GDP. Thus, considering the growing importance of the sector, this research study has been carried out. The most widely accepted definition of the sustainable tourism has been provided by the World Tourism Organisation. According to them, sustainable tourism is â€Å"the tourism which leads to the management of all resources in such a way that economic, social and aesthetic need can be fulfilled while maintaining cultural integrity, essential ecological processes, biological diversity and life support systems† (United Nations Foundation, 2002). Thus, the World Tourism Organisation describes the sustainable tourism as a process that satisfies the demands of the tourists and host communities and at the same time protects and enhances the future needs and demands of the tourists (United Nations Foundation, 2002). Tourism, over the years, has evolved as one of the largest industries in the world. However, the huge resource and infrastructural demands of tourism, for example, usage of energy, waste generation and water consumption can have an adverse effect on the environment and local communities if proper management plan is not taken up. The various regions all over the

Avon Inc. Company Case Study Example | Topics and Well Written Essays - 1250 words

Avon Inc. Company - Case Study Example The first phase is known of p, which involves various activities. A number of aspects are considered in the assessment 360 degrees assessment theory. First is the process of getting into preparation of the changes expected or unexpected in the organization’s operations. The second phase is to explore and understand details concerned with alternatives to be put in place. The third set a common mind among all the individuals involved in the organization’s operations. Lastly is the process of changing the leadership and talents for the employees and leaders of the company to achieve the desired profits. The 360 degrees assessment model focus on the performances of the staff and the changes that can made in the organization (Srividhya, 2007). The choices of talents program, employee promotions, and major talent events are affected by the personal skills and the self-drive towards an objective set by the organization. Partners and the managers of organizations have no capabi lity to predict or answer questions related to the outcomes of any change enforced on the operations, leave alone the human resource because management is just a part of the success of the organization and the best way to improve the profits is by the practice of changing the different talent management skills, which the company enforced to place (Darnton, 2008).The case study presents various occasions that led to the recognition of the 360 degrees assessment model for change theory. The change of management performance and consequent plans.... The first phase is known of p, which involves various activities. A number of aspects are considered in the assessment 360 degrees assessment theory. First is the process of getting into preparation of the changes expected or unexpected in the organization’s operations. The second phase is to explore and understand details concerned with alternatives to be put in place. The third set a common mind among all the individuals involved in the organization’s operations. Lastly is the process of changing the leadership and talents for the employees and leaders of the company to achieve the desired profits. The 360 degrees assessment model focus on the performances of the staff and the changes that can made in the organization (Srividhya, 2007). The choices of talents program, employee promotions, and major talent events are affected by the personal skills and the self-drive towards an objective set by the organization. Partners and the managers of organizations have no capabi lity to predict or answer questions related to the outcomes of any change enforced on the operations, leave alone the human resource because management is just a part of the success of the organization and the best way to improve the profits is by the practice of changing the different talent management skills, which the company enforced to place (Darnton, 2008). The case study presents various occasions that led to the recognition of the 360 degrees assessment model for change theory. The change of management performance and consequent plans for success in the Avon product company indicate the need to achieve the expected results in a consistent way characterized by transparency. The company applied this

Analyzing Suicide Bombing Essay Example for Free

Analyzing Suicide Bombing Essay According to Robert Pape there have been 188 recorded suicide bombings all over the world from the period of 1980 to 2001. For almost two decades now he believed that it proliferated because it was effective. The perceived connection between suicide terrorism and Islamic fundamentalism also has been somewhat uncertain and also likely to worsen America’s situation. Instead what he observed was that nearly all suicide terrorist campaigns have one specific and strategic goal and that is to compel liberal democratic countries to withdraw military forces from their territorial boundaries. Religion as commonly know was not the sole cause, although it is often used as a tool by terrorist organizations in recruiting members and in other efforts in service of the broader strategic objectives. (Pape, 2003 ) Three patterns summarized his conclusions on the strategic and coercive logic of suicide terrorism. First is timing. Almost all suicide attacks occur in organized manner. Second is nationalist goal. Their campaigns are directed to gain control of their national homeland territory. And thirdly target selection. Suicide terrorist campaigns are directed toward liberal democracies. Suicide terrorist for example were successful to compel American and French forces to abandon Lebanon in 1983. (Pape, 2003) Suicide terrorist learned that the strategy is effective. It is coercive enough to compel a target government to change policy. Suicide terrorist often views democratic countries like United States, France, Israel and India as â€Å"soft† or vulnerable to coercion than authoritarian regimes that is why they are being targeted. (Pape, 2003) Analyzing Suicide Bombing Suicide bombing became one of the prominent strategies of contemporary terrorism. It has been one of the most difficult to understand since it’s difficult to explain how a person could risk his or her life in doing such a crime. It has led some to believe that those willing to sacrifice their own life are â€Å"religious fanatics†. (Pape, 2003)To understand suicide bombers one should also consider different incidences and real motives. One should not be limited on single specific terrorist group and religion. Suicide bombing as defined is any violent, politically motivated attacks, carried out in deliberate state of awareness of a person. (Bloom, 2004 ) Terrorist organizations overwhelmingly claim that violence is a tool of last resort and a sign of desperation. Suicide attacks in some contexts inspire a self perpetuating subculture of â€Å"martyrdom†. (Bloom, 2004) Possible candidate individuals to become suicides bombers are those people produced by the organization or educated outsiders who flock to the organization to volunteer because of personal reasons. (Bloom, 2004) Religious fanaticism cannot answer completely why the world leader in suicide terrorism is the Tamil tigers in Sri Lanka, a group that believes in Marxist/Leninist ideologies. Existing explanations have been also questioned by the widening range of socio-economic backgrounds of suicide terrorist. Terrorism has evolved dramatically over the years which are motivated either with religious ideologies or political convictions. Like other anti-colonialist predecessors of the immediate post-war era, many of the terrorist groups of this period promptly valued and adopted methods that would allow them to publicize their goals and accomplishments locally and internationally. Forerunners in this were the Palestinian groups who pioneered â€Å"hijacking† the modern generation suicide terrorist attack. (Burgess, 2003) Terrorists claim that they are using terror as their last resort. Ehud Sprinzak for example provided the organizational logic of using suicide terrorism. Because the enemy possesses the most sophisticated weapons in the world and its army is trained to very high standards they have nothing which to repel killing and crime against them except the weapon of martyrdom. It is easier and cost only their lives. For the terrorist, human bombs cannot be defeated, not even by nuclear bombs. (Bloom, 2004) Analyzing His Policy Prescription He has some policy prescriptions for containing suicide terrorism. According to Pape offensive military action or concession alone will not benefit for long. It will tend to encourage the terrorist leaders to further their coercive efforts. Homeland security and defensive efforts should be the main part of the solution. Identifying the best method to stop suicide terrorism is a complex task. Most ethnic civil wars can often be resolved by demographic separation because it reduces both means and incentives for both sides to attack. (Pape, 2003) The United States should emphasize instead in improving its domestic security. United States should adopt stronger border controls to make it more difficult for suicide attackers to enter the territory. The United States should also work towards energy independence and thus reduce the need for American troops in the Persian Gulf where their presence has caused greater agitation to their enemies. When one considers the strategic logic of suicide terrorism it becomes clear that America’s war on terrorism is heading in the wrong path. How should a democratic nation like America have responded in the past? They had to react by having heavy military offensives which only provoke more terrorist attacks. Offensive military action or concessions alone will not work for long. Advocates of concessions should also recognize that even if they are successful in disrupting their operations it will encourage terrorist to further their tactics. By limiting of offensive actions and concessions, homeland security and defensive efforts must now be strengthened. What is ironic in his prescription was that he suggests that the US troops in the Persian Gulf and Iraq should leave the territory but also see the move a bad idea to stop suicide terror because it tends to encourage terrorist more to use the tactic. Bloom vs. Pape’s Argument Professor Robert Pape earlier argued that suicide terror is a coercive strategy directed externally or against a more powerful enemy to coerce democratic governments to change policies and evacuate the territory that they control. (Bloom, 2004)Pape argues that liberal democracies can be coerced through the use of sufficient violence. Bloom believes that although Papes explanation is useful for understanding how suicide bombing is directed against the external enemy, it overlook the domestic political dynamics and organizational motivations for â€Å"outbidding†. The outbidding is due to the competition between the rival terrorist organizations. Greater violence will give them recognition from the crowd. Papes model correctly identifies the motivations of nationalist inspired suicide terrorist; however it does not fully explain why the religious groups with goals beyond territorial demands might use it. Papes focus on democratic countries should is debatable. He argues that suicide bombings work best against democratic regimes because of access to the media, freedom of movement and the â€Å"shock value†; however his theory cannot be adequately tested or verified at this point. Lastly Papes model cannot explain why those who share the same ethnicity as the terrorist are targeted. This approach regards the opposite engaged in suicide terror and cannot give an explanation for the competitive environment that emerges in some case and not in others. All of which requires an analysis of domestic and local level study and observation. (Bloom, 2004) Work Cited Pape, Robert â€Å"The Strategic Logic of Suicide Terrorism† August 2003 American Political Science Review, The University Of Chicago 14 October 2008 http://danieldrezner. com/research/guest/Pape1. pdf. Bloom, Mia â€Å"Devising A Theory of Suicide Terror† February 2004 Center For Global Security and Democracy, Rutgers University 14 October 2008

Unilever Pakistan: Motivation From HRM

Unilever Pakistan: Motivation From HRM Introduction: There is no doubt that organizations in the modern world have placed great importance in the development of the human resource management. This is because organizations seek to select, hire, retain and staff the best talent to the workforce. Rewards strategies are one of the main functions of human resource management. Indeed, these functions are set to increase the motivation of their workforce and avoid any dissatisfaction that may occur to the employees. Different theories of motivation were thought of to explain and analyze the behavior of employees. In addition, many reward strategies were practiced in order to increase the motivation of employees and allure them. The main aim of this paper is the chance to explore how multinational organization of Unilever in Pakistan increases the motivation of their employees and deal with any dissatisfaction through the use of reward systems as Unilever Pakistan facing HR problem of lack of proper reward system for the motivation of employee s and supervisors. Since the constraints of the situation are demanding that the research is conducted through the HR managers of Unilever Pakistan to be included in the research it has been decided that Maslow Hierarchy of Needs is the most appropriate vehicle for testing the impact of rewards. In Unilever Pakistan HR managers are responsible for assessing levels of motivation in the workforce and this will normally be a subjective assessment of levels by groups and not by individuals we feel that this reinforces the choice of Maslows theory for the purpose of the research. Background of Unilever Pakistan: Unilever Pakistan Limited is a multinational organization. Unilever PLC London is its parent group. Unilever is a European based company with command center in London, and their shares are quoted at the stock substitute of several European countries. They deal in all kinds of harvest from animal foodstuff to foods and detergents plus other personal and consumer products. The organizational structure of Unilever Pakistan consists that Unilever has its subsidiaries in over 80 countries of the world, to which it spreads its vast understanding and resources.Unilever has 500 working companies in 80 countries. It has 0.3 million employees and proceeds of sales in 23000 million pounds. Unilever has around 2000 employees in Pakistan. Interventions: The interventions relevant to the situation of reward system in Unilever are as follows: LINK BETWEEN MOTIVATION AND REWARD: To assess the link between motivation and reward of multinational organization of Unilever in Pakistan. The results indicate that there is an enormous link between motivation and reward. At Unilever Pakistan the best way to ensure continuous growth in peoples performance is to constituent a Reward system and the reward system must emphasis on positive reinforcement as it is the most successful mean to motivate preferred behavior. By positive reinforcement at Unilever Pakistan people put in more effort in work so that they may achieve a reward of their hard work and reward system ensure that their hard work doesnt go uncompensated. So it clearly indicates that at Unilever Pakistan there is an enormous link between motivation and reward. A well planned and efficient reward system when managed effectively would result into smooth organizations change process hence positive reinforcement of the desired behavior would enhance the performance which proves our research objective of extensiv e link between motivation and reward. Whenever the word Motivation is used, the first theory that hits the thought is the Abraham Maslows hierarchy of needs. He investigated the human behaviors and pointed out five basic needs of human psychology and existence in a hierarchy. These basic needs (physiological, safety, social, self esteem and self actualization or self fulfillment) can be considered basic goals for any human. These basic needs or goals have been prioritized into ranking and elaborate the pattern in which humans go for these in their lives (Goble, 2004). Mans foremost struggle arises for its existence and as per Maslow, physiological (hunger, sleep, sex etc.) and safety or protection needs reflect the same efforts. As first need is satisfied the demand for the next one arises and gradually the aim is shifted through these needs one by one and finally reaches self actualization. Although, virtually all of these five needs exist in every one, but the realization of the need only comes when the human fulfils the general criteria to get qualified for that specific need. In-fact, the real variable that builds the ground for the qualification is the satisfaction of previous needs. According to the study, Job satisfaction of Employees Horticulture Case studies in Michigan, it has been proved that the supervisors and non supervisory employees differ regarding their satisfaction with job components. Supervisors see job security, attainment, interpersonal relations and supervision as the most satisfying factors at workplace. They perceive the job itself and the company as ambiguous factors while the compensation and working conditions as the hygiene factors. Supervisors are apt to be less displeased with their rewards (Sara , Barry Kathleen, 2004). One of the most rejoiced solution of this HR problem is that rewards by the employees at Unilever Pakistan can be awarding them with paid leave by their supervisors as the acknowledgement of their commendable performance. Along with that Supervisors must be rewarded with salary increment within the approved salary range of their positions. Organization at Unilever Pakistan must facilitate their supervisor to have an authority to reward their employees with annual merit increment due to their praiseworthy work which has brought about considerable benefit to the organization or department. Key words: Positive reinforcement, behavior, reward, motivation REWARDS STRATEGIES TO INCREASE MOTIVATION: To assess the extent to which organizations attempt to use their reward strategies to increase motivation of their supervisors at multinational organization of Unilever in Pakistan. Unilever Pakistan implementing performance management process must also not lose track of variables which are critical for its success and evaluate them at pre defines regular intervals. Feedbacks must be depicted in charts in timely manner; performers must be valued through some token of appreciation. Performers reviews must be use as an opportunity to reflect how winning can be possible in achieving goals and which practices must be adopted and these reviews must be as frequent as possible so that the learning is fortified. Always set many closely achievable milestones instead of quarterly achievable milestones and whenever those milestones are attained celebrate them. There must be some other source of feedback other than annual performance appraisals. Keep in mind while designing your organizations pr ogram to be as original and unique as possible and avoid the design to just comprise of forms. (Reference: Pinder. C.:(1984) Work and motivation; University of brutish Columbia;, Foresman and company. ) Three assumptions formulate Adams equity theory. First, beliefs that are developed by people hold that the fair they receive is equitable to the contributions they made for their work. Secondly, the theory suggests that employee compare their input and output with and the benefit they received with other employees input and output. Finally, if an inequality is existed then this will lead to the dissatisfaction of the employees (Pinder 1984). Therefore, this theory gives HR manager some guidelines in to design a reward system that can be perceived as equable by employees and avoid any dissatisfaction (Richard, 2008). Hertzberg provided five motivators in the workplace: recognition, achievement, advancement, responsibility and the work itself. He differentiated motivators and hygiene factors by suggesting that motivators aim achieving job satisfaction in the long run but hygiene factors are focused on short term satisfaction of the employees (GÃ ³mez Crowther, 2007). HR managers use different strategies to reward different class of employees depending upon their job nature, competencies, skills, knowledge, performance and their contribution in the productivity of the organization. In terms of best practice, different policies of HR are only suitable in different circumstances (thrope and Homan 2000). Following are some general practices in this regard: These rewards may be monetary as well as nonmonetary (Nelson, 2005). Longevity pay plans Pay for performance strategies Pay work skills and knowledge Team based pay packages to promote team efforts Individual pay plans Compensation plans for Executives Incentives Profit sharing in terms of merit based bonuses or by giving ownership share through stocks Offering perks and fringe benefits Providing healthy job environment, flexible working hours, interpersonal and recreational activities etc. Rewards are given to emphasize or reinforce the certain attributes like performance and loyalty etc. depending upon the strategic goals of the organizations. The nature of attributes and rewards varies from organization to organization. Key words: Motivation, reward, physiology RECOMMENDATIONS FOR POSSIBLE CHANGES: REWARDING AND MOTIVATION: To make recommendations for possible changes to practice at multinational organization of Unilever in Pakistan. Certain sets of criteria are designed keeping in mind all the salient aspects which are needed to be catered in designing and evaluating programs. Specific: Ambiguity emerges when there are unclear instructions about the rewards and their required actions and this creates a negative sense for the organization in the heart and mind of the people. Keeping it simple, clear and specific helps remove ambiguity and hence strengthening the overall program. Meaningful: Rewarded achievements should carry a significant return over investment for both the performer and the organization. The rewards must be specified for an achievement which has any significant impact on organizational progress as well as performers personal or professional life. Achievable: If goals are unrealistically high to achieve then those propagates negative reinforcement within the employees so while setting the goal for any individual or group of employees it should be kept in mind that those goal must fall within the boundary of achievable. Reliable: The program designed must follow its rules and procedures accordingly. Any Exceptions must be dealt with certain pre-defined steps which are specified in the programs design. Timely: Time factor is very keen in positive reinforcement. The Reward system heavily relies on rewarding the performers at the right time for their hard work so that they can feel esteemed. Certain intervals must be specified onto which the performers would be rewarded. At Unilever Pakistan supervisors appraisal are top of the list when it comes to positively reinforce and motivate the employees. Supervisors at Unilever Pakistan must acknowledge employees contribution both verbally and in written either personally or with an electronic aid although the personal interaction is much more effective and employees feel valued and recognized for their effort and contribution. Another solution is that supervisors at Unilever Pakistan must be provided with opportunity to increase their professional expertise and skills by letting them participate in educational programs and workshops. It is very important for professional growth and development opportunities at Unilever Pakistan. As employees at Unilever Pakistan would develop new skills, organization can have additional benefit from it. (Reference: Bruce, Anne Pepitone, James S.(1998) Motivating employees., McGraw-Hill Professional,.) Bruce and Pepitone (1998) provide that motivation is the inner drive that compels a person to behave in a particular pattern. People have different needs which they require to satisfy through different means. People are motivated when their needs are satisfied. When people are in need they seek opportunities which can satisfy them. The urge to get satisfaction drives a person to achieve something. Therefore, the existence of needs motivates individuals to work hard to achieve goals and objectives. Various theories of motivation explain the influence of rewards on the behavior of individuals and teams (Armstrong 2002). Motivation determines the performance of activities within the organization. The behavior of individuals is shaped by the motivators since people seek factors which improve their work conditions. Satisfaction of one need leads to the demand for another need according to Abraham Maslow (McClelland, 1987). There are both intrinsic and extrinsic factors which motivate an i ndividual to behave in a particular manner. Intrinsic factors emanate from within the person and give a person the will to achieve more. Extrinsic factors originate from the environment in which a person lives (Goble, 2004). Bruce and Pepitone (1998) were of the opinion that there are two categories of motivational factors: Intrinsic and extrinsic factors. Intrinsic factors refer to the inner feeling that a person has about the place of work. Extrinsic factors are the external factors which motivate an employee. Extrinsic factors include rewards, promotion, recognition and others. Employees work harder when their welfare is put into consideration by their managers. According to Bogardus (2009) employees are not only motivated by the wages they receive from the organizations but also motivated by many other factors within the environment of the organization. Therefore, in an organization the employees have different personalities, attitudes, responsibilities and views. Employees require different motivation strategies to ensure they improve their performance and work for a long duration of time (GÃ ³mez Crowther, 2007). Finally, reward systems are developed to cater the requirements of any organization in a specific manner because it is considered that they directly affect the efficiency of employees by motivating or de-motivating them (Sara, Barry Kathleen, 2004). Further to the discussion, the later part of the review will cover the various theories of motivation. Key words: Motivation, reward, performance Conclusion: I analyzed that to achieve Unilever Pakistan goals and to bring out the required results from the employees it is highly necessary that they are kept highly motivated and should be provided with such an environment in which their motivation is not only keep intact but also flourish. To attain this environment and to stimulate their motivation I figured out that positive reinforcement through rewards and performance appraisal system can prove very much beneficial. While above we discuss what kind of rewards could be employed and what criteria should performance appraisal system must abide to enhance motivational environment of the organization, here are list of few steps that a manager can take himself apart from all the organizational process and procedure to keep a clear check, balance and knowledge about the motivating factors of his employees. Dont just stick to theory. Implement it practically because just reading the articles or research wont help until it is put in practice. Analyze your own set of factors that keeps you motivated in the organizations. This would help you understand other employees factors as well. Identify the factors and then take input from the employees. It can also be done through a survey forms. Work with each employee to include their motivational factors into the reward system. Improve your interpersonal relationship with each employee and try to nurture the skill to delegate in every employee. Rewards must not be lingered for long. They must be awarded as soon as the desired behavior or the reward criteria is achieved by the employees. Late rewards have negative impact on motivation of the employees.

The Black Cat Essay -- essays research papers

â€Å"The Black Cat,† by Edgar Allan Poe   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Black Cat,† a short story by Edgar Allan Poe, is about a man who is in jail confessing to murdering his wife. He starts of by stating that he was happily married to a nice beautiful woman, and the couple had many animals. Among those animals was a black cat named Pluto and this cat is the narrator’s favorite animal. The cat and the narrator established a great relationship and are almost inseparable. The narrator soon becomes an alcoholic and one day he returns from a town bar well intoxicated and tries to pet the cat. The cat tries to avoid him in fear of violence and when the man grabs the cat, it bites him in the hand. Out of fury, the narrator cuts out one of his eyes. The next day the man realizes what he did and ...

Is Equal Opportunity Really Equal :: essays papers

Is Equal Opportunity Really Equal Is equal opportunity really equal? The civil rights act of 1964 should be revised in order to fit into our society today. I became interested in the topic quite some time ago while working for my stepfather’s small business in California. The rights protected by this act seem outdated. They include a person’s freedom to seek employment wherever they wish, and use of hotels, parks, restaurants and other public places. The act also established the Equal Employment Opportunity Commission where anyone with a discrimination complaint can go to the commissioner and the EEOC will take the issue to court. This was established for common individuals with lack of support or lack of income, which was an important civil right at the time. It is also illegal to refuse referral to another company due to race, sex or religion. The law forbids discrimination by any program that receives money from the federal government. The government may cut off financing for a program that does not end discriminatory practices or po licies. Who was involved in instituting this act? The president at the time, John F. Kennedy, would work with Martin Luther King Jr. as well as other leaders in the African American community to bring this issue to the Senate in 1963. A year later after John F. Kennedy’s assassination, President Lyndon B. Johnson continued to support it. The law was passed after a 75-day filibuster-one of the longest in Senate history. Out of this civil rights act came the phrase equal opportunity employment. In the publics eye this means equal consideration for employment regardless of an individuals race, color, religion, sex or national origin. These are the guidelines set up by the government for all businesses to follow. If that is true, then why is it that businesses are using the phrase equal opportunity employer as a tool in advertising to potential employees? I can recall a time when my stepfather, Alex Gabrera, placed an ad for another outside salesperson to add to his team of three. The ad did not have much of a description of what the job initialed but in the lower right hand corner in bold was EOE. When I asked why that was so prominent the only reason Alex could come up with was that he needed the best man for the job. Just by putting three little letters in the corner of his ad, he gave over a million readers the impression that he was a fair, impartial man whom will give each and everyone a chance to go to work for him.

English Composition Essay

The term juvenile delinquent is best defined as young defender, or a wrongdoer. A person who transgresses moral or civil law. (Audioenglish. net) There are many different theories on the causes of crime and bad behavior. Youth crime is a major issue and receives a great amount of attention from the news media and many politicians today. A juvenile delinquent is one who continuously commits crimes. Usually a juvenile will sometimes commit the same crimes that were done to them to others. An example would be bullying in school. Maybe the juvenile was bullied as well. They also sometimes have mental disorders or behavioral disorders. Students who experience excessive suspension and expulsion are more likely to become part of the school to prison pipeline (Fenning & Rose, 2007). Now being examined is the issue of the school to prison pipeline and trying to understand how students who drop out (or are pushed out) of high school are more likely to enter the prison system (Fine, 1991). Students feel pushed out of school because of actions or barriers put up by their school. The student may end up feeling like they don’t belong in school, or do not fit in, or they are not smart enough to be in school. This then pushes them towards the streets and into bad behavior that leads them to becoming a juvenile delinquent. According to Brownstein, the zero tolerance is a failed approach. This policy is used to mandate predetermined consequences for rule infractions, regardless of the circumstances; it’s initially aimed at making schools safe. The best way to prevent serious violence at school, the theory went, was to ban any and all weapons of threats of violence, and accept no excuses. Browstein, 2010). Zero tolerance policies may be contributing to teen violence. Suspensions and expulsions in public schools have increased dramatically. Between 1974 and 2006, the rate at which U. S. students were suspended and expelled from school nearly doubled from 3. 7% of students in 1974 to &. 1% of students in 2006. It is estimated that over 100,000 students were expelled and 3,300, 000 students were suspended at least once in the 2005-2006 school year which is an 8% increase in suspensions and a 15% increase in expulsions since the 2001-2001 school year. Brownstein, 2010) Today schools are getting carried away with the â€Å"zero tolerance† policy somewhat. Instead of helping to resolve a simple conflict in which they would call home for, they are now calling law enforcement. Too many school incidents that can be handled by the school are now being taken care of by the police and courts. ( Brownstein, 2010) An example given in the article talked about how a Columbus, GA teen student was expelled for violating school rules by talking to his mother whom he had not spoken to in thirty days, on his cell phone while at school. His mother was on deployment as a soldier in Iraq. It is common sense that the choice of disciplinary action was extremely harsh. There is no way to justify expelling this student given the circumstances of the phone call. Therefore, this example surely helps you to see exactly how this â€Å"zero tolerance† policy is indeed failing our children. Trying to get you to understand that yet the policy is put in place to protect the school faculty and other students from violent behavior from certain students, it is also being used in incidents that do not need to be presented to law enforcement. Expulsion and suspension disciplinary action is not making our schools safer or more academically sound. In fact, schools with high rate expulsion and suspensions usually have less satisfactory school ratings according to the American Psychological Association. This suggests to me that it also contributes to children becoming juvenile delinquents due to harsh punishment and the things that they are currently dealing with in their personal lives. I will point out how African American students are suspended at nearly three times the rate and expelled at 3. times the rate of white students, according to the U. S. Department of Education’s Office of Civil Rights. Latino students are 1. 5 times as likely to be suspended when compared to white peers. It seems that the white students get referred to the office at a higher rate than students of color for offenses such as smoking, vandalism, leaving without permission, and obscene language. African-American and Latino students are referred for discipline at a higher rate than their white peers for disrespect, excessive noise, and loitering. Brownstein, 2010) These behaviors you would think would seem to rely on subjective judgment on the part of educators. Maybe this is part of the reason why most students of color are failing in school and become juvenile delinquents somewhere along the line. They are hardly allowed the chance to stay in class if they are consistently disciplined harshly over fairly minor infractions that can be handled by the parents and teacher alone. Educators need to take the time out to think about what they are disciplining a student for, and how they are disciplining them and the consequences that lie ahead if you are too harsh. It is the same way when it comes to a parent raising children. You must know when you are being too excessive when it comes to punishment. Conclusion Promote the students positive behavior more and maybe the outcome will be different. Behavior begins at home. Parents come first when it comes to making sure your child/children act accordingly in public. It is a group effort also if you are taking on the responsibility of teaching someone’s child. You can’t just give up on the child, or take the easiest route such as harsh discipline. There has to be a system put in place in the home and in the schools to turn around bad behavior to avoid our children being introduced to the jail system turning them into juvenile delinquents. There also must be a system put in place in the home and school to look at certain incidents that happen in school not all in the same light. How we raise our children will be the result you get out of the situation. Strive to raise them the right way, and educators should stop relying on law enforcement to handle what can be handled between themselves, the student and the parents.