Mr. John Elgin Johnson - 879 Words

On August 21, 1919 Mr. John Elgin Johnson was born in Linn Grove, Iowa to a very large family. Even though Mr. Johnson came into the world with a large family you wouldn’t believe it considering the way he lived his life. According to FBI records nothing about his life before his crime spree was ever recorded. John Elgin Johnson made his first appearance into a DCJIS database on November 23, 1935 in Rapid City, South Dakota. He was arrested for larceny at the age of 16, but instead of being put in jail, the judge granted him probation. This was simply a starting platform for John Elgin Johnson â€Å"The Criminal† to blossom. Three months prior to John Johnson’s first arrest once again he was seen wearing silver cuffs in Santa Fe, New Mexico on Febuaray 2, 1936. On this occasion he was charged with breaking and entering and sentenced to 18 months to two years in jail, but he only actually ended up serving 11 months. From breaking and entering homes to prowling for cars he went, in 1937 Mr. Johnson was once again under investigation for car prowling. These investigations although extensive he was not convicted of anything. The next time he would be convicted was at the age of nineteen, barely legal John Johnson was convicted of burglary on August 16, 1938 in Los Angeles, California and served twenty three months for the crime he committed. Instead of returning to society and trying to live a crime free life, like clockwork John began his criminal escapade. In the winterShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 PagesMARKETING MISTAKES AND SUCCESSES 30TH ANNIVERSARY Robert F. Hartley Cleveland State University JOHN WILEY SONS, INC. VICE PRESIDENT PUBLISHER EXECUTIVE EDITOR ASSISTANT EDITOR PRODUCTION MANAGER PRODUCTION ASSISTANT EXECUTIVE MARKETING MANAGER ASSISTANT MARKETING MANAGER MARKETING ASSISTANT DESIGN DIRECTOR SENIOR DESIGNER SENIOR MEDIA EDITOR George Hoffman Lise Johnson Carissa Doshi Dorothy Sinclair Matt Winslow Amy Scholz Carly DeCandia Alana Filipovich Jeof Vita

A Research Proposal For Public Community College - 1688 Words

Abstract This research proposal will hopefully assist and provide assistance for Deans of Students, Chairs of Various Departments, Administrators, Academic Advisors, Success Coaches, and Retention Based Program Administrators that have a natural interest in the retention and attainment of African American and Latino Men of Color at Capital Community College. Which is a large, public community college in urban setting in Hartford Connecticut. Four research questions will be analyzed through general focus groups, interviews with alumni, and observations by success coaches. (1) What would you consider your individual or personal collective experience as a Man of Color at Capital Community College? (2) What types of barriers do Men of Color†¦show more content†¦(M.A.L.E.S.) members will share accounts of the importance of having support, developing knowledge of college lingo and resources, while fighting the battle of withstanding motivation to complete their degree. Capital Com munity College will support these young men striving for academic excellence by creating relaxed collegiate environment that will allow for and academic success in conjunction with a by tailor made college curriculum. The prospective data provided by (M.A.L.E.S.) members will trustingly with confidence provide three conclusions. (1) The importance of establishing trustworthy relationships with faculty and administration is vital for perseverance to graduate or transfer. (2) Having the ambition to communicate with faculty, students, and staff is critical for to avoid attrition factors such as academic probation. (3) M.A.L.E.S. members need to copperhead the expectations of each instructor and that each course will be different. Chapter 1 Every academic semester, Capital Community College has a difficult enigma, how to increase the scholastic skills and retain men of color students that reach institutions of post-secondary education ill-equipped for college level assignments. Characteristically, institutions endorse developmental courses for this demographic. Nevertheless, this process could be seen as a hindrance that interrupts the

Misuse of Bailout Funds and Ways to Prevent the Inappropriate Use of

Essays on Misuse of Bailout Funds and Ways to Prevent the Inappropriate Use of Assistance Funds - Developing Ethical and Transparent Aid Policies to Maintain Investor Confidence Term Paper Misuse of bailout funds Bailout funds refer to monetary advances to the financial industry to boost performance or solve a financial crisis. This paper seeks to explore misuse of bailout funds. The paper will discuss reported cases of misuse of bailout funds and possible solutions to the cases. Fear of misuse of bailout funds Misuse of bailout funds entails application of the funds for alternative purposes other than the intended. The year 2008 presented an example of a threat to misuse of bailout funds. Almost immediately after federal legislation for rescuing banks, politicians cited possibility of misuse. While the bailout, according to the then â€Å"chairman of the house financial services,† was meant to boost bank’s lending capacity, there were fears that the advances would be used for different purposes including paying shareholders’ returns and expansion of the banks. The situation was however blamed on flaws in the legislations that provided for the bailout (Noguchi, p. 1). One of the possible ways to preventing misuse of bailout funds is development of ethical and transparent policies in granting bailouts because the advances has an effect on investors’ confidence. Another possible solution to predicted misuse of bailout funds is restraint from conflict of interest in formulation and implementation of bailout policies. Developing transparent and ethical policies has the advantage of facilitating confidence in investors for availability of supplementary funds for the institutions. As a result, funds from bailout would be limited to their intended purpose. This measure however lacks legal authority to regulate banks’ use of the availed funds. Absence of conflict of interest in either the banks or the government on the other hand has the advantage of minimizing misappropriation though it also lacks authoritative control of misuse of the bailed funds (Painter, p. 132). The available measures to preventing possible misuse of bailout funds, transparency, and ethics, and lack of conflicting interest, are inadequate because they lack authority over application of such funds. Actual instance of misuse of bailout funds An actual misuse of bailout funds was however realized in the year 2009 following federal government’s initiative in the previous year to aid the then crippled financial industry. While the government granted bailout funds to increase banks’ lending, the banks reportedly used part of the funds to â€Å"make investments, repay debts, or buy other banks† (Appelbaum, p. 1). Investigative report indicated that more than 75 percent of banks misused their receipt of bailout funds and recommended close supervision of the financial institutions following advancements, a move that the treasury was not keen to adopt (Appelbaum, p. 1). Possible solutions to controlling running misuse include treasury’s call for regular submission of statements by the recipient banks and congress’ sensitivity to predictabilities. While the treasury, in its supervisory role, can monitor and control the misuse, its strict authority over financial institutions may be illegal. Similarly, the congress can provide legislations to control such misuse but such legislations normally have flaws (Appelbaum, p. 1; Commoncause, p. 1). Misuse of bailout funds are predictable occurrences that possibly controllable or preventable by either the congress or the treasury. The systems are however, weak to take comprehensive effect the control measures. Works cited Appelbaum, Binyamin. â€Å"Financial rescue I.G. says banks funneled TARP aid to various expences.† The Washington Post. 20 July 2009. Web. 02 June 2012. . Commoncause. (2009). â€Å"The financial bailout; Your tax dollars cone missing.† Common Cause. 9 February 2009. Web. 02 June 2012. . Noguchi, Yuki. â€Å"Frank warns banks against misuse of bailout funds.† National Public Radio. 31 October 2008. Web. 02 June 2012. . Painter, Richard. â€Å"Bailouts: An essay on conflicts of interest and ethics when government pays the tab.† McGeorge School of Law. N.d. Web. 02 June 2012. .

Promoting Creativity and Innovation in the Organisation

Question: Describe about the Report for Promoting Creativity and Innovation in the Organisation. Answer: Introduction: In an organizational setup, the importance of creative thinking is beyond any doubt. As mentioned by Bill Bernbach, the eminent co-founder of Doyle Dane Bernbach, An idea can turn to dust or magic, depending on the talent that rubs against it (Ikeda et al. 2016). Individual creativity can be identified as talent or hunger of improvisation and innovation. My organization is Authority For Radio AND Television. We work in the media sector. It is typically important to be innovative in this sector. In the matter of new event or broadcasting a new programs or solving any managerial issues, creative thinking is crucial in this sector. As discussed by Rigolizzo and Amabile (2015), creativity is the ability to produce new and unique ideas. Individual creativity of the employees and executives are important for an organization. As discussed by Traut-Mattausch et al. (2015), encouraging the employees to be creative helps an organization in increasing its productivity and motivational level of the employees. In My organization Authority For Radio AND Television, we need to have creative ideas as the organization is paying in the same old manner. Creative thinking helps the management in various problems solving methods and thus attaining a competitive edge. In the media sector, completion is very high. Hence, to obtain competitive advantage we need to have creative ideas. When an organization starts to believe in the importance of individual creativity it simply makes itself valid for the future market operation. Be it Apple inc. or Google, scope of individual creativity has provided them a huge performance growth. Application and Analysis: However, it becomes difficult to be creative in sometimes. There are several individual blocks those create a barrier in the individual creative thinking process. In the organizational setup, I have experienced a number of such blocks. These are: The mindset: I have experienced a lack of interest in the sector creative thinking in most of my co-workers in Authority For Radio AND Television. The organizations often ignore the importance of encouraging creative thinking and try not to take a risk and experience something new. Their negative mindset and the possibility of discouragement debar the employees to be creative in their job role (Gilhooly et al. 2015). As my organization, Authority For Radio AND Television deals in the media sector, a positive mindset for innovation is typically needed to solve the market issues. Patterning: I have experienced it even with myself. When in the context of improvisation, most of us unknowingly try to follow some previously experienced circumstance. It often leads us to misinterpret the current situation and find the right solution. Depending of the first idea: In most of the cases, people or the organizations avoid to judge various possible ideas. The initial creative idea may not be as effective as the individual is hoping it to be. Hence, it is needed that the organizations like us (Authority For Radio AND Television) should try to chart out various possible ways to solve a certain solution in a creative manner (West and Sacramento 2012). Judgment and support: In my workplace i.e. Authority For Radio AND Television, I have faced severe oppositions against creative thinking. Sometimes it becomes difficult to earn support and thus the idea fails to work out. As it comes under the auspices of the council of ministers, collecting support from the members is important regarding any decision. On the other hand, we often fail to identify the challenges in implementing the creative ideas into the operation of our organizational setup. Now, it is important to incorporate structured techniques to overcome these blocks and be successful in creative decision-making process. In this context, we may use Osborn Parnes CPS Process. As discussed by Sousa et al. (2013), this particular theory explains how to develop a structured thing process and be creative in decision-making. As discussed in this framework the stages are as followed: Mess/Objective Finding: In this stage, we need to identify the challenges and opportunities for Authority For Radio AND Television, in the context of the current circumstance. Data finding: Here one needs to collect information regarding the problem that Authority For Radio AND Television is facing in the current scenario. Problem Finding: With extensive evaluation, Authority For Radio AND Television needs to find the true nature of the problem. Idea Finding: Here we need to generate as many ideas as possible. For this, we can use the techniques like Brainstorming, Brain writing, Greetings Cards, Lotus Blossom any many more on the employees or members of Authority For Radio AND Television. As discussed by Sousa et al. (2013), by following the principle of deferred judgement, and quality breeds quantity the Brainstorming for creative idea should be done. The participants should be provided 30-45 minutes for idea generation and the problem statement should clearly stated to them. The four rules of No criticism, Freewheeling is welcomed, Quantity is wanted and Combination and improvement are sought must be followed during the session of brainstorming (Miller et al. 2013). On the other hand, the Brain writing tool should be done within 30n minutes. The leader must describe the problem to the participants and each parson needs to write down few ideas (Fink et al. 2012). In the next step, they need to pass those to others and get their idea reviewed and amended. Lastly, the leader needs to collect the papers and select the idea. Solution finding: In the next stage, we need to evaluate, combine, and develop the collected ideas in the idea finding stage. Then we need to choose the best possible solution for the problem that Authority For Radio AND Television is facing (Deuja et al. 2014). Acceptance finding: Lastly, the organization needs to implement the selected strategy. However, it is important to collect required support from the stakeholders, as a social acceptance is also needed to implement the selected strategy. As Authority For Radio AND Television comes under the regulation of the council of ministers this stage is crucial for implementing the collected and chosen solutions. As opined by Mumford et al. (2012), by following such a structured procedure, the individuals and the companies will be able to develop creative thinking skills. However, there are a number of procedures are available to encourage and promote the creative thinking process and those are simply helpful in eliminating the blocks of individual creative thinking. As a member of Authority For Radio AND Television I can use these techniques to eliminates the issues regarding creative thinking in my workplace. Conclusion: Thus, it can be stated that by utilizing these structured techniques, creative thinking skill can be developed among the individuals of Authority For Radio AND Television. These controlled techniques can be helpful in finding a pragmatic but innovative solution to a certain problem. These above discussed structured techniques can eliminate the issues I have experienced in Authority For Radio AND Television. As opined by Gilhooly et al. (2015), by following the tools like brain storming and brain writing, the employees or members can be made participate in the decision making process of the organization and their interest and skill in the field of creative thinking can be developed. Recommendation: As opined by Sousa et al. (2013), for encouraging the motivational level of the employees, the organizations like Authority For Radio AND Television, need to promote the creative thinking process among the executives. In this context, the followings can be recommended: While following the structured processes for creative thinking, Authority For Radio AND Television needs to focus on the principles of brain storming process, like, no criticism. As the employees are taking parts in a major decision making process, it is important to eliminate the negative mindset. Hence, as a leader I must ensure better participation and follow the strategy of no criticism in Authority For Radio AND Television. Authority For Radio AND Television needs to follow a routine of creative brainstorming process. It will help the organization to get a quick creative solution to the faced issues, as the employees would be acclimatized to the process. Part 2: Executive summary: This report is dedicated the case study of Infinitif Innovation. In the introduction, the author has discussed the background and context of the organization. In the Next part, he has analyzed how the company has supported and inhibited creativity and innovation within its organizational setup and how the leaders and the organizational climate can improve the creative thinking process of the employees. Next, the author has drawn a conclusion regarding his own understanding of the situation. Lastly, the author has recommended that the companies need to provide incentives for encouraging creative thinking and the leaders need to share their experiences to the employees to be encourage them. Introduction: Infinitif Innovation is company with revenue of more than 10bn. The company is operating in a diversified field of banking, insurance, construction, mutual funds, and leisure resorts. However, being a successful market performer the company understands the importance of creative thinking and innovation within the business setup. It made the organization to set a vision of long term and sustainable innovation. The company implemented a structured model for developing creative thinking among the employees and it that created a culture and an attitude of innovation across the companys sub-businesses and 14,000 employees. Application and Analysis: The company followed the strategy of implementing creative thinking and innovation in three different levels: individual, team and organization. In the individual level, the company followed the strategy of identifying the innovative champions and trained them. Lately, the company made them responsible for group facilitation for new idea generation. In the team level, the company followed the strategy of providing training to the innovative managers and made them responsible for helping the teams in implementing the innovative ideas, and achieving the goals. Moreover, in the organizational level, the company followed the strategy of establishing and promoting san innovation encouraging culture. It established related positions, new work procedures, and achievement metrics. Alterations had been done in the organizational structure to easily implement the creative solutions. Furthermore, the company made directors and managers responsible to oversee the innovation implementation and achievement. A deliberate buzz had been crated regarding democratic inclusion to the board and managements support to this. The company had also followed the strategy of publishing and providing booklets, DVDs regarding the companys achievement by following creative thinking and innovative processes. It is for encouraging the employees for taking heartfelt initiative to the creative thinking skill development process of the company. Thus, changing the organizational climate Infinitif Innovation ensured a significant ROI in the following three years. These structured processes have provided the company more creative and better individual performance, better team bonding and group work, a supportive culture within the organization, which will be helpful in implementing any important managerial and strategic changes. According to the organizational climate model, suggested by Fernndez-Abascal et al. (2013), creating innovative leadership skills among the employees is a basic need for the companies to create a creative climate. Here, in the given case, the company has provided structured trainings to the managers and coaches. As discussed by Ikeda et al. (2016), for encouraging creativity within the organizational setup the leaders has to recast the roles of the employees and put the right people for the right task. It is the task of the leader to increase the team bonding or teamwork. As opined by West and Sacramento (2012), for creating a better creative climate teamwork is a prerequisite. The leaders must enable and encourage collaboration among the team members. Here, in the given case, the company made the trained innovation managers responsible for actively inject an innovative culture among the team members. As mentioned by Fagerberg et al. (2013), to promote a creative climate within the organization, providing a learning and development climate is necessary. The shared perception model of organizational climate suggests that the leaders should focus on de-stressing the employees by identifying the managers and supervisors behaviour (Randhawa and Kaur 2014). They also need to mobilize the workforce. In the given case, the company is promoting a culture that is being encouraging to the employees. The creative leaders have been made accountable for regular cluster facilitation of innovation with their teams. In the case of Google, it has been noted that innovative thinking coming from the employees are better to implement (Schneider et al. 2013). In that given case, the company has also focused on creating a democratic management. Thus, the leaders of the company have created a creative climate within the organization. Conclusion: Hence, in the conclusion, it can be said that the case of Infinitif Innovation is a certain success story of creating innovative culture within the organization. Leadership and organizational culture is the prerequisites for creating creative thinking among the employees of an organization. The company has brought changes in its multiple levels of management and operation. The training of the individual employee, encouraging the leadership qualities, and altering the culture of the company by de-stressing the employees and valuing them has helped the company to ensure a better success in the market. Recommendation: As discussed by Yu et al. (2013) according to the climate survey model of organizational climate, for enabling a creative thinking process among the employees the HRM strategies can be utilized. For improving creative thinking procedure, the followings can be recommended: The companies can opt for providing incentive for creative ideas coming from the employees. It will give the employees a message that the company is craving for innovative thinking from them. In addition, the creative leaders of the companies may share their way of thinking or decision making to the employees. It will encourage them to be creative and give them a sense of confidence. References: Deuja, A., Kohn, N.W., Paulus, P.B. and Korde, R.M., 2014. Taking a broad perspective before brainstorming.Group Dynamics: Theory, Research, and Practice,18(3), p.222. Fagerberg, J., Martin, B.R. and Andersen, E.S. eds., 2013.Innovation studies: evolution and future challenges. OUP Oxford. Fernndez-Abascal, E.G. and Daz, M.D.M., 2013. Affective induction and creative thinking.Creativity Research Journal,25(2), pp.213-221. Fink, A., Koschutnig, K., Benedek, M., Reishofer, G., Ischebeck, A., Weiss, E.M. and Ebner, F., 2012. Stimulating creativity via the exposure to other people's ideas.Human brain mapping,33(11), pp.2603-2610. Gilhooly, K.J., Ball, L.J. and Macchi, L., 2015. Insight and creative thinking processes: Routine and special.Thinking Reasoning,21(1), pp.1-4. Gilhooly, K.J., Ball, L.J. and Macchi, L., 2015. Insight and creative thinking processes: Routine and special.Thinking Reasoning,21(1), pp.1-4. Ikeda, K., Ikeda, K., Marshall, A. and Marshall, A., 2016. How successful organizations drive innovation.Strategy Leadership,44(3), pp.9-19. Miller, B., Vehar, J., Firestien, R. and Eckert, R.P., 2013. Creative Thinking Training. InEncyclopedia of Creativity, Invention, Innovation and Entrepreneurship(pp. 354-360). Springer New York. Mumford, M.D., Medeiros, K.E. and Partlow, P.J., 2012. Creative thinking: Processes, strategies, and knowledge.The Journal of Creative Behavior,46(1), pp.30-47. Randhawa, G. and Kaur, K., 2014. Organizational climate and its correlates: Review of literature and A proposed model.Journal of Management Research,14(1), p.25. Rigolizzo, M. and Amabile, T., 2015. Entrepreneurial Creativity: The Role of Learning Processes and Work Environment Supports.The Oxford Handbook of Creativity, Innovation, and Entrepreneurship, p.61. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture.Annual review of psychology,64, pp.361-388. Sousa, F., Castelo, P., Monteiro, I.P. and Pellissier, R., 2013. Using creative problem solving (CPS) to improve leadership in a non-profit organization.Administrative Sciences,3(3), pp.i-x. Traut-Mattausch, E., Kerschreiter, R. and Burkhardt, C., 2015. Creative Thinking. InApplied Psychology for Project Managers(pp. 249-266). Springer Berlin Heidelberg. West, M. and Sacramento, C., 2012. Creativity and innovation: The role of team and organizational climate. Yu, C., Yu-Fang, T. and Yu-Cheh, C., 2013. Knowledge sharing, organizational climate, and innovative behavior: A cross-level analysis of effects.Social Behavior and Personality: an international journal,41(1), pp.143-156.