5 Facts About Police Killings and Race

The absence of any kind of systematic tracking of police killings in the U.S. makes it difficult to see and understand any patterns that might exist among  them,  but fortunately, some researchers  have undertaken efforts to do so. While the data they have collected is limited, it is national in scope and  consistent from place to place, and  thus very  useful for illuminating trends. Lets take a look at what the data collected by Fatal Encounters and by the Malcolm X Grassroots Movement show us about police killings and race. Deaths by the Numbers Fatal Encounters is an ever-growing crowd-sourced database of police killings in the US compiled by D. Brian Burghart. To date, Burghart has  amassed a database of 2,808 incidents from across the nation. Though the race of those killed is currently unknown in nearly a third of the incidents, of those in which race is known, nearly a quarter are black, nearly a third are white, about 11 percent are Hispanic or Latino and just 1.45 percent are Asian or Pacific Islander. While there are more white than black people in this data, the percentage of those who are black far out-paces the percentage of those who are black in the general population—24 percent versus 13 percent. Meanwhile, white people comprise about 78 percent of our national population, but just under 32 percent of those killed. This means that black people are more likely to be killed by police, while white, Hispanic/Latino, Asian, and Native American are less likely. This trend is corroborated by other research. A  study conducted by  Colorlines  and  The Chicago Reporter  in 2007 found that black people were over-represented among those killed by police in every city investigated, but especially in  New York, Las Vegas, and San Diego, where the rate was  at least double their share of the local population. This report also found that the number of Latinos killed by police is rising. Another report by the NAACP focused on Oakland, California found that 82 percent of people shot by police between 2004 and 2008 were black, and none were white. New York Citys 2011 Annual Firearms Discharge Report shows that police shot more black people than white or Hispanic people between 2000 and 2011. All of this amounts to a black person being killed by police, security guards or armed civilians in an extra-judicial manner every 28 hours, based on data for 2012 compiled by the Malcolm X Grassroots Movement  (MXGM). The largest proportion  of those people are young black men between the ages of 22 and 31 years old.This was the case for 22-year-old Oscar Grant, who was detained and ultimately shot by police while unarmed. Most People Killed Are Unarmed Per the MXGM report, the vast majority of those killed during 2012 were unarmed at the time. Forty-four percent had no weapon on them, while 27 percent were allegedly  armed,  but there was no documentation in the police report that  supported the presence of a weapon. Just 27 percent of those killed possessed a weapon or a toy weapon mistaken for a real one, and only 13 percent had been identified as an active or suspected shooter prior to their death. The NAACP report from Oakland similarly found that no weapons were present in 40 percent of cases in which people were shot by police. Suspicious Behavior and Perceived Threats The MXGM study of 313 black people killed by police, security guards and vigilantes in 2012 found that  43 percent of killings  were prompted by vaguely defined suspicious behavior. Equally troubling, about 20 percent of these incidents were precipitated by a family member calling 911 to seek emergency psychiatric care for the deceased. Just a quarter were facilitated by verifiable criminal activity. Per the MXGM report, I felt threatened is the most common reason given for one of these killings, cited in nearly half of all cases. Nearly a quarter were attributed to other allegations, including that the suspect lunged, reached toward waistband, pointed a gun, or drove toward an officer. In just 13 percent of the cases did the person killed actually fire a weapon. Criminal Charges Are Rare Despite the facts stated above, the study by MXGM found that only 3 percent of the 250 officers who killed a black person in 2012 were charged with a crime. Of the 23 people charged with a crime after one of these killings, most of them were vigilantes and security guards.  In most cases, District Attorneys and Grand Juries rule these killings justified.

Analysis Of Volumnia s Coriolanus - 1459 Words

Volumnia’s character in Coriolanus both supports and breaks the normal gender roles and basis of what is feminine and what is masculine. Since Coriolanus’s father is not around, Volumnia plays both parts of a mother and a father in the family. Volumnia raises her son to be masculine and to exude power despite that she is a woman. She sends him to war and does not think about the consequences or hardships he must face. Unlike a regular mother, she loves seeing Coriolanus’s wounds because they represent strength and show his manly struggles. How Volumnia raises Coriolanus is reflective of herself because she thinks that men who do not fight in the war should not be respected by their country, and furthermore, that one is not a â€Å"man† but only a boy before going to war. Like his mother, Coriolanus sees the plebeians as cowards because they have done nothing and have not fought in the war. Because of this, Coriolanus believes he is better than them and tha t they should respect him and not the other way around. Coriolanus’s masculinity makes him all the more powerful-- his violent and aggressive behavior gives him more power than those men who have not fought in war. Evidently, masculinity is a foundation for power and Volumnia has raised her son to adhere to masculine qualities in order for him to be more powerful. By being a man and fighting for Rome, he is to be made council, giving him power to rule over others. Furthermore, Volumnia acts more as a general to a soldier than isShow MoreRelatedAnalysis Of The Shakespeare s Coriolanus 1360 Words   |  6 PagesThe Analysis of Honor in William Shakespeare’s Coriolanus The play, Coriolanus by William Shakespeare was first published in the 1623 folio edition of Shakespeare’s play. The first performance of Coriolanus was on December 1607-1608. I found Coriolanus unlikeable at first as the main character, Coriolanus was arrogant, insulted the citizens of Rome, and threat to kill his own men as well as set Rome on fire. As the play progresses, I found Coriolanus a likable character as he had honor as he become

Function Of Educational Managers In A School Institution Education Essay Free Essays

Education is the foundation of civilised society and every society seems to be engaged in assorted educational activities. Its purpose is to supply and advance instruction to the multitudes so that well disciplined and mentally sound persons can be prepared who finally contribute in the development and prosperity of progressive society. Education system is devised to instill the doctrine, societal norms and accomplishments for economic activities. We will write a custom essay sample on Function Of Educational Managers In A School Institution Education Essay or any similar topic only for you Order Now We besides are quickly switching into a new epoch in the history of worlds on this planet, which is called the technological epoch. And instruction is the primary beginning of all technological progresss, inventions and human amenitiess and that we need development, which is merely possible through quality instruction. An organisation is a aggregation of people working together in a Division of labor to accomplish a common intent. This definition fits a broad assortment of fraternal groups, nines, voluntary organisations and spiritual organic structures, every bit good as entities such as schools, infirmaries and authorities bureaus. The penetrations and applications of OB use to all of these groups. Here, we will be most interested in work organizations- those organisations to which people belong as employees ( Wood, et al 1998 ) . Organizational behavior is a subject that seeks to depict understand and predict human behavior in the environment of formal organisation. A typical part and feature of organisational behavior as subject is the expressed acknowledgment that ( 1 ) organisations create internal contextual scene or environments, that have great influence on the behavior of people in them and ( 2 ) to some extent the internal environment of an organisation is influenced by the big context in which the organisation itself exists ( for illustration, the societal, political, economic and technological systems that support the organisation ) . Furthermore, the internal environment or context of the organisation ( which is so influential in arousing and determining human behavior ) is non simply physical and touchable but besides includes the societal and psychological features of the life human system ( Owens, R.G. 1998 ) . Organization behavior is the field that seeks cognition about the behaviors in organisational scene by consistently analyzing single, group and organisational procedures. Thus cognition is used both as an terminal in itself by scientists interested in basic human behaviour and by practicians interested in heightening organisational effectivity and single good being ( Jerald and Robert, 2000 ) . Organizations do non win or neglect people do. Organizations are closely associated with people who are populating and altering ; hence human behaviors must be considered and understood within the kineticss of the formal organisation ( Ahuja, 1990 ) . Hence the filed of organisational behavior aid directors both trade with learn from their workplace experiences. Directors who understand OB are better prepared to cognize what to look for in work state of affairss, to understand what they find, and to take or assist others to take the needed action. This is a procedure for which doctors are carefully trained. When giving a physical test, a physician consistently asks inquiries and is speedy to observe where one status ( such as a perennial facial sore may be diagnostic of a job that requires farther medical attending ( intervention for a little tegument malignant neoplastic disease ) . Alternatively of sores and concerns, directors, action indexs typically deal with the public presentation achievements of people at work, their attitudes and behaviors, and events that occur in the work unit, in the organisation a hole, and event in the external environment. Good direction is able both to acknowledge the significance of these indexs ( for illustration, an addition in turnover among employees ) and to take constructive action to better things as a consequence of this penetration ( such as updating benefits and incentive wage strategies ) . Good directors add value to an organisation. However, good directors must be able to place, manage and modify the behavior of other member of the organisation is this added value from managerial activities is to be realized ( Baron, 1986 ) . Basically, nevertheless, any director should seek two cardinal consequences for a work unit or work squad. The first is task public presentation, the quality and measure of the work produced or the service provided by the work unit as a whole. The 2nd is human resources care, the attractive force and continuance of a capable work force over clip. This ulterior impression, while to frequently ignored, is highly of import. It is non plenty for a work unit to accomplish this high public presentation on any given twenty-four hours: a work integrity must be able to accomplish this high public presentation every twenty-four hours, both now and in the hereafter ( Christensen, 1994 ) . Indeed, the two consequences can be seen as the standard of an effectual director that is, a director whose work unit squad achieves high degrees of undertaking achievement and maintains itself as a capable work force over clip. This construct of the ‘effective Manager ‘ is an of import model for understanding the penetrations of OB and for developing your personal managerial accomplishments. Organizations are altering now, and they will go on to alter in order to last and thrive in a complex environment. We see organisations downsizing, organizing confederations, making new constructions, traveling planetary, prosecuting in joint ventures and using every more sophisticated engineerings and they attempt to cover with competitory force per unit areas. We see organisation prosecuting productiveness additions, authorising workers, pressing for invention, and seeking to accommodate themselves to outdo tantrum altering times ( Dolan, 1994 ) . There is no uncertainty about it ; the waies are clear ; the hereafter is at that place. But in order to win, directors must be willing to step frontward and do the personal and organisational alterations necessary to procure it. Indeed, some advisers and writers are oppugning the very term director. They believe that the altering nature of organisations in the new work topographic point may do the term coordinator, or possibly train or facilitator, a more disposed description of the function. However, irrespective of the term used, the message is clear. The successful twenty-first century director will hold to do the behavioural and attitudinal accommodation necessary to win in really dynamic clip ( Flippo, 1998 ) . STATEMENT OF THE PROBLEM It is an constituted theory that proper organisational behavior ensures the full use of available educational installations and resources for the development of the organisation. Hence the survey was focused on the organisational behaviour of educational directors in NWFP. Importance OF THE STUDY Organizational behavior is the yardstick which measures the clime of organisation. If the clime is suited for optimal use of worker ‘s possible, energy and capableness the organisation grows and ensures high quality merchandise. The educational directors are the anchor of educative procedure. They are the policy shapers, contrivers, implementers, decision makers and alteration agent in instruction. Any positive and fruitful alteration in society is hard without instruction. OBJECTIVES OF THE STUDY The present survey was conducted to educational directors observed facets of organisational behavior in educational institutes of Punjab holding following aims: To find the function and map of acceptable behaviour of educational directors. To look into the manner of determination devising of instruction troughs. ASSUMPTIONS OF THE STUDY The followers were the basic premises of the survey: It was assumed that the Education directors were good cognizant of the construct of organisational behaviour and its deductions. It was assured that the instructors were cognizant of the construct of organisational behaviour, its constituents and determinants.. DELIMITATIONS OF THE STUDY The Following boundary lines were observed during the survey ; Merely public educational establishments were included in the survey. The survey comprised of secondary degree of instruction that is from category IX to XII. The caputs of the establishments and instruction officers up to territory degree were considered as educational directors. PROCEDURE OF THE STUDY This was the descriptive/survey type of survey. Following process was adopted for its completion: – Population All the directors working in the different educational organisations of NWFP were included in the population of the survey. All the instructors working in secondary instruction were besides taken in survey. Sample Random trying technique was used for the choice of sample. Twenty caputs of secondary schools ten caputs of higher secondary and five instructors from each establishment were included in the survey. Eight Executive District Officers and eight District Education Officers were besides taken in the sample. The sample was taken from eight territory of NWFP viz. ; Kohat, Peshawar, Bannu, , D.I..Khan, Mardan, Swabi, Abbotabad, and Manshera. Research Instruments Two questionnaires were developed ; one for 256 directors and the other for 1200 instructors. The questionnaires were developed on Likert ‘s 5-point graduated table. The questionnaires covered all the of import elements of organisational behaviour of Educational Directors. Data Collection Datas were collected by the research worker personally. First questionnaires were mailed to the sampled mark of respondents. The research worker personally visited the establishments for aggregation of informations. Keeping in position the clip factor, services of some representatives were besides utilized who were made orientated in make fulling the questionnaires. Datas Analysis The Data collected through questionnaires were tabulated, analyzed and interpreted by utilizing suited statistical tool of Chi-square. Findingss were drawn and recommendations were made for the betterment of organisational behaviour of educational directors in Punjab. Statement of points Responses SA A UD District attorney SDA Entire c2 Educational directors are cognizant of the construct of organisational behavior or clime Responses 37 112 0 89 18 256 176.75* Percentage 14 44 0 35 7 100 Educational directors are satisfied with the quality of instructors. Responses 16 51 0 182 7 256 447.7* Percentage 6 20 0 71 3 100 Educational directors involve the instructors in determination devising Responses 8 85 0 127 36 256 226.68* Percentage 3 33 0 50 14 100 Educational directors are trained is determination doing techniques Responses 21 79 0 119 37 256 114.07* Percentage 8 31 0 47 14 100 Educational directors are trained is communicating Responses 39 152 0 47 18 256 274.41* Percentage 15 60 0 18 7 100 They are just in covering with others Responses 51 132 0 57 16 256 203.56* Percentage 20 52 0 22 6 100 They believe in virtue and transparence Responses 61 148 0 46 1 256 285.81* Percentage 24 58 0 18 0 100 Educational directors recommend inducements for good instructors Responses 42 129 0 56 29 256 181.13* Percentage 17 50 0 22 11 100 Educational directors are competent in direction accomplishments Responses 17 51 0 157 31 256 300.62* Percentage 7 20 0 61 12 100 Educational directors emphasis on the usage of latest instructional engineering Responses 12 47 0 156 41 256 289.6* Percentage 5 18 0 61 16 100 * Significant df= 4 table value of c2 at 0.05 = 9.488 The above tabular array 1 shows that value at 4 grade of freedom the c2 value at 0.05 = 9.488 which is greater than the table value the qis square ( c2 ) value. The tabular array indicate that the deliberate value of c2 ( 176.75* , 447.4* , 226.28* , 114.07* , 274.41* , 203.56* , 285.81* , 181.13* , 300.62* and 289.6* ) is greater than the table value of c2 ( 9.4888 ) , hence there is important difference in the responses of the respondents. Some responses are positively accepted the class of â€Å" agree † so it is concluded that the respondents feel that educational directors are cognizant of the construct of organisational behavior or clime, they are trained is communicating, they are just in covering with others and they recommend inducements for good instructors. on the other side there a some responses which are in favor of negatively accepted They are satisfied with the quality of instructors † is negatively accepted. It is concluded that quality of instructors ne ed betterment, they involve the instructors in determination devising therefore the state of affairs needs betterment and educational director are trained is determination doing techniques is negatively accepted. It means educational directors need developing which should be arranged decently. Decision The undermentioned decisions were drawn out after analysis of responses. Concept of organisational behaviour was clear to 58 % of the directors and bulk of the instructors were non clear about this construct. Hence they were non take parting volitionally and voluntarily to better it. Educational Directors. Not satisfied with the quality of the instructors. Through in their sentiments they involved instructors in group engagement. They were besides of the sentiment that they involved instructors in decision-making. But the instructors were non trained in decision-making techniques. The instructors responded that the directors did non utilize democratic manner of leading. Educational Directors opined that they were trained in societal and commuting accomplishments. They distributed burden work oddly and they encouraged inquiries for elucidation. They stressed the character edifice of instructors and pupils. The bulk of the educational directors responded that they could non guarantee sufficient resources for each undertaking and service. The bulk of the instructors stated that organisational clime was non suited for better public presentation. They did non experience comfy. The workplace and rule of right adult male for right occupation was non maintained. The bulk of Educational Directors opined that they did non pattern the behavior personally that they would others to follow. They farther stated that they were non fair in utilizing financess. The bulk of the instructors stated that their wages were non sufficient to populate comfortably. The E.M did non take involvement in work outing personal job of the instructors. The bulk of the instructors besides said that deficit of financess was felt severely and system of answerability was weak and financess were misused. The bulk of the Educational Managers stated that they did non emphasize on the usage of latest instructional engineering in the categories due to its deficit. The bulk of the instructors besides verified that they did non utilize instructional engineering in the categories they besides did non utilize different motive techniques in the schoolrooms. Recommendation The undermentioned recommendations were made in the visible radiation of the findings and aims of the survey. It was reported by both classs of the respondents that deficit of financess was felt severely. Pakistan was supplying fundss to the melody of 2.1 % of GDP to instruction which was really little for bettering the system and organisational demands. It is strongly recommended that at least the budget for instruction should be doubled. Both classs of respondents, the educational directors and instructors stated that system of answerability is weak. It is an constituted rule that merely proper answerability mechanisms can heighten betterment of public presentation hence it was recommended that proper efficient and effectual answerability system should be introduced from top to bottom in the territory disposal of instruction. For this purpose particular preparation should be arranged for educational troughs and instructors at approachable centres. Majority of both the classs of respondents replied that they were non trained in motive, societal, communicating and decision-making accomplishments. It was recommended that periodic preparation should be assigned for educational directors and instructor for their preparation in motive leading, communicating interpersonal dealingss, instructor pupils ‘ dealingss, and determination devising techniques. This type of preparation should be arranged with the aid of experts of relevant Fieldss. The new information and instructional engineering should be utilised decently. The instructors should be trained in faculty members for professional development and every instructor should be given the equal opportunity to take part in in-service preparation under certain cyclic order. The bulk of the respondents reported that there was an acute deficit of educational installations like books, cyberspace, computing machine, equipment, athleticss stuff and conveyance etc. The research worker felt that such state of affairs was due to shortage of financess and to some extent due to the carelessness of the caputs. It was recommended that chemical and equipment for research labs, books, computing machines and internet installation for libraries, athleticss stuffs for games, and furniture should be provided to all the secondary and higher secondary schools on precedence footing. The aid of community and local authorities can be solicited. The bulk of the respondents replied that there was a political intervention in educational organisations which led to upset the organisational behaviour. It was recommended that confidence should be got from the political parties by the authorities, non to disrupt the educational environment. Furthermore, working of political groups through pupil brotherhoods should be banned in the establishments. AUTHORS INFORMATION Mr.Muhammad Naeem Butt is working as Lecturer in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan.. He did his M.Phil in Education from Sarhad University of Science and Technology, Peshawar – Pakistan nb840 @ yahoo.com Dr. Muhammad Iqbal is soon working as Professor of Education in Department of Education, Sarhad University of Science and Technology, Peshawar – Pakistan Dr. Muhammad Naseer-Ud-Din is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. He did his Phd in Education from University Institute of Education and Research, UAAR, Pakistan. Electronic mail: naseer_khanpk2000 @ yahoo.com Dr. Ishtiaq Hussain is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. Miss. Safia Noor is soon working as chief Govt. Girls High School, Charsada, Pakistan. She did her M.Phil in instruction. How to cite Function Of Educational Managers In A School Institution Education Essay, Essay examples

Eaters Of The Dead (473 words) Essay Example For Students

Eaters Of The Dead (473 words) Essay Eaters Of The DeadMy book is titled Eaters of the Dead by Michael Crichton. There are twomajor themes to this book. First is man versus man and the second is man versusnature. The nature that man is going up against in this book were thesupernatural monsters that terrorized the town. Through most of the second halfof this book the northmen are fighting the monsters or preparing to. This is themain struggle of the book. These monsters are the eaters of the dead. Thesecond struggle of this book is man versus man. This man versus man struggle isan internal struggle between the tribe. It is a struggle for power within thetribe. This occurs at the beginning of the book. Two men of the tribe arestruggling for power after the leader has died. Those were the two main themesof the book. The main conflict in this book is the men fighting the monsters. Throughout most of the novel the men are fighting these monsters. The monstershad killed many people in the village and kept returning to kill some more. These monsters were the main problem within the town and the villagers had tokill them. This conflict was finally resolved when the men killed off the restof the monsters. The main character in this book was Ibn Fadlan. He is the onlycharacter in this book that you really get to learn a lot about. At first heseems like he he is a stuck up Arab rich man. He criticizes the northmen anddoesnt go along with their rituals. He basically doesnt give them anyrespect at all. Then he starts to change though. After being with the northmenfor awhile he starts to become like them. He acts like them, and he takes partin some of their rituals. A symbol in this book was the huge sword that theleader of the tribe uses. It was a huge sword and it symbolized strength andleadership. It was a huge sword so it would take a very strong person to use it. It showed you who the leader of the tribe was. This contributes to my man versusman theme. It can show you that he was stronger than the rest, so he deserved tobe the leader. An American issue that relates to this is the struggle for powerin American companies. Many companies are having a struggle for power within. This was just like how there was a struggle for leadership of the tribe. The twonorthmen were struggling for power of the tribe. This can be closely associatedwith the struggle for leadership today in America. I enjoyed this book a lot. Ithad lots of action and adventure. It had very many exciting points. It was abook that I actually like to read. I think that it should be on the list of newand improved books. Im sure that many kids would like it.