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For your final project of the course, you are to write a Research Paper delineating a long-term strategy for compliance, meeting the required mandated regulations and laws. Since this is supposed to be a Research Paper and a culmination of your work in the course, you will research four problems or issues related to fire service law that were described in your textbook for this course. Develop solutions and responses to those four problems. You will develop these topics yourself and submit them to your professor for approval.
Possible topics:
 Discrimination (Sexual, Religion, etc.)
 Collective Bargaining
 Code Enforcement
 Social Media
This Research Paper needs to be a minimum of four pages. All sources used, including the textbook, must be properly referenced. The title page and references page do not count towards the overall minimum four page requirement.
Information about accessing the Blackboard Grading Rubric for this assignment is provided below.

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Assignment: Challenges in Contemporary Youth Culture
Children and adolescents face multiple challenges as a result of attempting to adhere to the norms of their youth culture. For example, an adolescent attending a party might feel pressured by friends to use drugs or drink alcohol. As a future child and adolescent clinician, you must develop empathy and understanding of the pressures and expectations of adhering to child and adolescent cultural norms and the various ways adhering to these norms might affect a child or adolescent.
For this Assignment, from the list of suggested films in this week’s resources, select a film depicting contemporary child or adolescent culture. As you view the film you selected, consider the types and amount of challenges the children or adolescents faced in the film. Consider how the challenges might have an impact on your ability to develop empathy as a child and adolescent clinician.
The Assignment (2–3 pages):
• Based on the film, explain three challenges children or adolescents faced while attempting to adhere to and/or cope with normative youth culture and why you chose these challenges.
• Explain two ways you might develop empathy related to the children and/or adolescents in the film. Be specific.
• Explain one way you might address one of the challenges children or adolescents faced in the film and how. Justify your response.
• Explain any insights you had related to your understanding of contemporary youth culture based on the film you selected. Also, include an explanation of how your understanding of youth culture in the film may help you be an effective child and adolescent clinician. Be specific.

Les Miserables or The Phantom moodboard

Choose Les Miserables or The Phantom of the Opera, and then you will create the premise or theme of your production of the musical.

What is the theme you want to showcase in your production? Remember, as stated earlier one show can have many themes.

You will decide on the setting (time and place) of the show.

The one rule is that you may NOT set it in its original time period. So, Phantom may not take place in an 1881 Paris Opera House and Les Miserable may not be set during the French Revolution.

Using the themes and messages from these shows, where would you like to set it? Why? How does it inform the show?

Finally, collect some inspirational images to create a mood board and submit with your premise and support. Your premise should be written on your mood board. You should also include a one-page maximum supplementary document to explain the time/place/setting and themes you chose to focus on.

1.What are at least 3 examples of anti-forensic techniques, and how are they used?
2.Discuss how anti-forensic techniques affect computer forensics, file recovery, and security.

Order instructions

Controlling risks, also referred to as “Risk Treatment”, will assist you in determining WHAT should be done in response to the risks that have been identified, in order to improve project outcomes. Fundamentally, the concept of controlling risks emphasizes the fact that, unless action is taken, the risk identification and assessment process has been wasted. Risk treatment converts the earlier analysis into substantive actions to reduce the levels of those risks with negative consequences and exploit the risks with positive consequences.

Applying your understanding of the concept of Controlling Risks, please share at least two risks that you have identified in completion of a job tasks in construction work and the specific actions you have taken to improve outcomes. 

In your response, consider the following:

1. What was the objective of your Control (Treatment) Plan?
   1. To impact the likelihood that the risks would occur?
   2. To impact the consequence that the risks would have on your project?

    

2. Was your Control (Treatment) Plan effective? Why or Why not?
3. What would you do differently next time you have to develop and implement a new control plan? Please Explain.

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Prepare a paper detailing the differences exhibited between balancing the constitutional rights of prisoners and the functions of the jail or prison. Explain the mandatory rights that prison administrators must provide prisoners and discuss how those rights are balanced with the security, safety, court requirements, visits, and other functions of the facility. Provide an example of where a corrections officer must balance the rights of the inmates with his own daily functions.

The paper must be two to three pages in length (excluding title and reference pages) and formatted according to APA style. You must use at least two scholarly resources in addition to the textbook to support your claims. Cite your sources within the text of your paper and on the reference page.

 

Required Resources:

Text

Corrections: An Introduction

• Chapter 3 – Prisoners’ Rights
• Chapter 4 – Jails

Recommended Resources

Article

American Civil Liberties Union. (2013). Abuse of the human rights of prisoners in prisons in the United States: Solitary confinement. Retrieved from http://www.aclu.org/files/assets/ACLU_Submission_to_HRC_16th_Session_on_Solitary_Confinement.pdf

• Article by the A.C.L.U. containing recommendations and findings on civil rights violations with respect to solitary confinement in U.S. prisons.

Multimedia

Thomas, C. (Producer), &Polletta, G. (Director). (2000).Solitary confinement [Television series episode]. In B. Kurtis (Executive producer), Investigative Reports. New York, NY: A&E Television Networks. Available from the Films On Demand database.

• This video describes solitary confinement and its impacts on inmates.

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You should limit your responses to those 4 that we did cover.
Stiglitz: Globalization was oversold to low-skilled people in advanced countries with the promise of more jobs from global trade, which

nonetheless did increase living standards (think about why politicians didn’t just say this up front) but shifted jobs overseas, in turn,

creating resentment and distrust of elites. This explains the rise of Trump and populism in places like the US. What does Stiglitz say is

needed in these countries to address the problem of inequality in rich countries?

Marber: Globalization has been responsible for increasing living standards and the reduction of poverty throughout the world for several

hundred years now. Shouldn’t the argument be more globalization, not less?
Levinson: Sweatshops, while disparaged in the rich world, are the first steps on the path to economic development in poor countries. Don’t

they (people in developing countries) deserve the chance to pursue this? Also, think about Levinson’s nuanced argument about who exactly

benefits from the lion’s share of development in poorer countries and what sorts of things would need to happen to hold multinational

companies accountable.

Sachs: Sachs says that geography matters more for which countries benefit from economic development than political institutions. Does this

mean that countries with poor geography are doomed to a lack of economic development?

Globalization, Poverty, & Economic Development

Stiglitz, Joseph. “Overselling Globalization.” Globalization: What’s New. 2005 Columbia University Press. Pp. 228-257.

Peter Marber, “Globalization and Its Contents,” World Policy Journal, Winter 2004/2005. 29-37.

Levinson, Mark. “Economists and Sweatshops” Dissent; Fall 1997; 44, 4. ProQuest Social Sciences Premium Collection pg. 11

Jeffrey D. Sachs, “Government, Geography and Growth: The True Drivers of Development,” Foreign Affairs, September/October 2012, 142-150.

(on reserve)

Hernando de Soto. “The Mystery of Capital.” Finance & Development; Mar 2001: 38, 1. Pg 29

Peter Singer, One World: The Ethics of Globalization (New Haven: Yale University Press 2002), Chapter 5: “One Community?” pp. 150-195.
Andrew Kuper, “More than Charity: Cosmopolitan Alternatives to the ‘Singer Solution’,” Ethics & International Affairs, Vol. 16, No. 2, pp.

107-120; and the subsequent debate between Singer and Kuper, pp. 121-128.

You have just been hired as the human resources (HR) manager by your company’s chief executive officer (CEO). During your interview process, the CEO indicated that in the last 2 decades, the workforce demographics of her company have changed dramatically. Although this had been occurring, both the previous HR manager as well as all of the company’s front-line supervisors have remained as they had been for years: primarily white males, now in their 50s and early 60s, from a Judeo-Christian background. The CEO indicated that at a frequent rate, workplace strife had been increasing, and it seemed to be related to the changing demographics of the workforce itself. The CEO asked you to compile a training manual that consists of sections targeted at the training of the existing front-line supervisors. Later on, there will be sensitivity training as well as to help all employees understand the changing workforce and what it might mean for them.

To complete the CEO’s request for a comprehensive training manual, she has asked you to first create a table of contents for the manual and to complete at least 20% of the manual itself.

Diversity Training Manual: Overview

The content of the final complete manual will be developed throughout the course and will need to cover diversity issues, specifically the following forms of discrimination:
•Religious
•Ethnic
•Gender
•Age

There also must be information regarding the following information:
•Recent trends
•Forecasts about the changing general population
•Legislation covering these type issues

There will need to be subsections that deal with the following information:
•Customs and values of each group
•The need for sensitivity to differing values and customs
•Legislation affecting supervisor regulations

Diversity Training Manual: Part I

Given that the training manual will be dealing with several diversity issues, prepare the table of contents and write the first part of the manual, which should deal with some useful background for the company’s supervisors and managers.

The first parts that the CEO wants completed are as follows:
•A preliminary outline of the entire manual (this may change as you work on the project)
•The table of contents
•The following sections regarding the demographics of the U.S. population should be included:
o Current statistics
o Recent trends
o Forecasted trends

•Using the Web sites listed, present information about trends in the U.S. populations regarding the following information:

o Immigrant versus native
o Religion
o Age
o Race

Use the following Web sites:
•https://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/
•https://www.businessexpertwebinars.com/content/view/593/29/
•https://www.pewforum.org/2015/05/12/americas-changing-religious-landscape/

Diversity Training Manual: Part II

As the new human resources manager, you are now ready to complete the next section of a diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hispanic percentage of the workforce) and how the supervisors should address them. The goal is to reduce potential tensions in the workplace among employees of different races.

Part II is to be titled, Historical Issues of Different Races in the Workplace and How to Handle Them.

This section should discuss the following:
•Different races now or likely to be in the workforce of the future, based on the U.S. populations racial demographic changes
•Particular issues that create tensions among the different groups
•How supervisors need to address these issues that could potentially cause tension

Diversity Training Manual: Part III

As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

This section of the manual must, at a minimum, address the following information:
•A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information.
•The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed.Click here to read the Griggs v. Duke Power case.
•Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
•Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.

References

Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site: https://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424

Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Retrieved from thePew Research Hispanic Trends Project Web site: https://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/

Pew Research Religion & Public Life Project. (n.d.). Reports. Retrieved from https://religions.pewforum.org/reports

Pierce, R. (n.d.). Dealing with a changing workforce: Supervision in the 21st century. Retrieved from the Business Expert Webinars Web site: https://www.businessexpertwebinars.com/content/view/593/29/

Organizations 

My organization uses monetary rewards to help with motivation for quality outcomes.  We pay bonuses for census achievement, positive survey outcomes, positive scores on resident and employee satisfaction surveys, and bonuses for financial performance.  We also have what we call “Honor Club” for those communities who meet high standards in 12 out of 13 identified areas that are important to the organization.  We also give bonuses to staff who achieve educational benchmarks.  In this way the employees are rewarded for the behaviors that are important to the organization.  Our organization has been very successful in using these rewards to achieve the outcomes that we desire.  Do you think that this is a good way to achieve quality outcomes?

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