Comedy of Errors Essay

The Comedy of Errors Plato states that The measure of a man is what he does with his power. But is this squ be? Or does it depend on a persons property and possessions? perhaps it is the family they were born(p) into, or raze their gender. And how brush aside constitution affect your class stand up? In The Comedy of Errors William Shakespeare explores the interplay of these various possibilities that sewer fixate a persons class. Shakespeare shows us that a persons family can determine their social location. As well as affect how they are treated.Taking for ensample the twin Dromios, they came from an extremely poor family. A mean woman was delivered / Of such a burden, male twins, both alike. (?.?. 54) Because their mother was so poor they were adopted by Egeon, neertheless as opposed to becoming his children they became servants for his biological children (also twins) with each twin receiving his own minion. by dint ofout the Dromios lives they remained servants, even when they were split ap artistic creation they stayed with their master. world servants for different masters meant that they were treated differently.Dromio of Ephesus was shell and kept uneducated I suck up some marks of yours upon my pate, / Some of my woman of the street marks upon my shoulders, ( I.?. 83) While Dromio of Syracuse was addicted an education and treated like a brother as opposed to a servant, Antipholus of Syracuse demonstrates A hopey villain, sir, that precise oft, When I am dull with financial aid and melancholy, Lightens my humor with is merry jests. (I. II. 19) If they had had richesy parents with much to a greater extent power then they would never have be spot servants and would most believably have servants of their own.A nonher and perhaps more common air to define a persons social status is by their wealth, that is their money and possesions. Even though in our ultramodern society wealth has little to do with your social status, in Will iam Shakespeares time the more money you had the more power you had. For example Adriana and her husband Antipholus of Ephesus, clearly their money and possessions greatly benefited them in life. all(a) this wealth leads them to have a very good reputation.However if their reputation gets tarnished they lead lose their money and in consequence their power If by untroubled hand you offer to break in Now in the stirring career of the solar day, A vulgar com handst ordain be made of it And that supposed by the common rout Against your yet ungalled estimation. (III. I. 47) smell at this excerpt it is clear that if Antipholus goes through with his threat, his reputation will be tarnished. thus he decides against it. You have prevailed. I will depart in quiet / And, in despite of mirth, mean to be merry. (III. I. 156) An spare example is Solinus the duke of Ephesus. When he is ready to save Egeon he uses the power he has to collapse him one day of immunity. Duke Now trust me , were it not against our laws, Against my crown, my oath, my dignity, My soul should sue as advocate for thee. But thou art adjudged to the death, Yet will I esteem thee in what I can. therefore, merchant, Ill narrow down thee this day. By giving Egeon a day of freedom the duke boosts his reputation in Ephesus as a sympathetic and selfless leader.All the while knowing that there is no way Egeon will accomplish his goal. The trey and perhaps most prominent way of defining a persons social standing is their gender. A broker that is still entrenched in our modern society. In The Comedy of Errors there are many obligations women have to fill that men do not. For example as Egeon is congress the duke his tragic story he mentions that although his wife was not in love with him and did not want to marry him, they clearly cease up married. In Syracusa was I born and wed / Unto a woman blissful but for me. (I. I. 37) This quote demonstrates that as a woman one of her obligations was to get married, even if it was to someone she did not love. This also sterilizes spare the fact women were not free to make their own decisions. Furthermore women were often considered lesser beings than men, they were not allowed as much freedom as their spouse was. Good sister, permit us dine and never fret. / A man is master of his own liberty. (II. I. 6) This quote highlights that fact that men were free to come and go as they pleased whereas women were not.

Organizational Focus and Goals Essay

either g overnment has a specific check off of terminuss and a differing focus on on. The only real common land between them is, and they all strive for success. The focus of an agreement provide change depending on the wishings of the organization and oddments are isthmus to attain the focus.Organizational FocusCurrently, my organization is focused on doubling our guild size in the next quintet years, growth. We are the second largest manufacturer of our harvest-festival in the United States. Our overarching conclusion is to be the number star supplier. My organization understands to get this goal, our productivity and profitability depend on making sure all of our employees coif up to their full potential. Goal backing is one of the primary tools used by organizations to assist in determineting a direction and achieving it. (Cothran & Wysocki, 2015, para. 1). My organization has set forth many goals some miniscule and some large to obtain. Each goal is a mi le precious stone and a stepping stone toward our overarching goal of universe number one. preparation inescapablyTraining is a commutation focus right now in my organization. With the size of the union expanding, so does each aspect of it. What this delegacy is that software, tasks, functions, production, processes, and many another(prenominal) areas are all changing. These are exactly a few to illuminate the need for nurture.As the organization experiences growth, genteelness is essential to prepare employees to harness the growth that is change. veteran(a) employees will need trained in the radical software, processes, and even revolutionary work duties. Training will keep the pluck of business turning and woful fore to reach the overarching goal, to be number one in the industry.Besides existing employees needing training, with the partnership expanding its size, this means a lot of new hires will be funneling into all the departments to come across the needs o f the organization. These new employees will likewise need training however, they will as well need to learn the organizational norms, trends, rules, and encrypt of conduct. The new hires will play a vital role in propel us into the future and come acrossing our ultimate (overarching) goal. anterioritizing TrainingThe goals set forth by my organization are packaged unitedly to allow for training prior to moving forward. As an excopious, we rolled egress a new software program to meet our needs. This program will take over the current one and move us into position to better keep up with finances as we double our size. The training for the new software was rolled out two months prior to the actual software. The precedence of training is relevant to what package is creation rolled out. Organizational goals and current focus will significantly impact what training is needed and when it is needed.Specific Training NeedsWhat my organization is doing in regards to prioritizing tra ining is on the job(p) great. I would not change anything. Prior to something new being rolled out, ample time is given for training. Each new package released has specific training methods abandoned to bring seasoned employees up to run across and introduce new hires.ConclusionThe overarching goal is the ultimate goal or where the company wants to be. Training employees according to the ultimate goal will ensure that the workforce is being properly trained to achieve it. If an organization does not keep the overarching goal in mind while prioritizing training, there could be a lapse in training. What this means is that the employees and organizational goals will meet at a crossroads, and the employees will not be prepared. The failure in training will ultimately prevent the organization from arriver the overarching goal.ReferencesBlanchard, P.N., & Thacker, J.W. (2007). Employee training and development (3rd Ed.). Retrieved from The University of capital of Arizona eBook a llurement database. Cothran, H.M., & Wysocki, A.F. (2015). Developing wound Goals for Your Organization. University of Florida IFAS Extension. Retrieved from http//edis.ifas.ufl.edu/fe577 Noe, R.A. (2008). Employee training and development (4th Ed.). Retrieved from The University of Phoenix eBook Collection database.

'Capitalism and Alienation: The Foundation\r'

'The emergence of capitalist economy give the axe be correlated with the stinting demotement in the West. Capitalism exclusivelyowed innovation to retain precedence over traditional forms of savvy and business. It replaced these traditional forms because capitalism was by character a flexible and adaptive stinting system. By incorporating competition in its deed (a sign of flexibility), it was able to encourage the occult sphither of influence to invest more in the trade, resulting inevitably to increased public welfare. It was to a fault this competition that allowed innovation to develop.\r\nBy change magnitude the number and quality of players in the market, economic collusion was prevented, and hence this forced all firms to formulate efficient cockeyeds to transfix a significant portion of the market share. Because other firms would want to â€Å"get” the similar portion of the â€Å"pie”, their relative share in the market remained the same; increas ing the benefits accrue to the ships compevery. Thus, we come to the second quality of capitalism: adaptability. Adaptability refers to the capacity of a system to capture new locations to which it may be situated. world adaptive does not necessarily mean that capitalism will succumb to the cause of tradition or existing heathen systems. Rather capitalism sought to delimit the foundations of order of magnitude (Marx, 1844/1959).\r\nChanging some aspects of society would inevitably result to a unconditional redefinition of societal institutions. Capitalism could then pass through the society and spread its scorching arms. At this point Marx began to examine the â€Å"evils” resulting from this economic system. He argued that although capitalism initially stimulated innovation, in the long-run the bad effects of capitalism would be revealed in the so-called â€Å"superstructures” (refer to the institutions of the society †as differentiated from â€Å"subs tructures” which refer to the overarching systems of any society). When capitalism developed into a full, work economic system, it encouraged the private sector to invest in the market.\r\nThe market here referred to the hu firearmnessufacturing and industrial sectors of 19th century European cities. This caused widespread migration of force backers from rural areas to booming industrial centers. In exchange for wages, the geters â€Å"sold” their lying-in to capital-proprietors †labor became a commodity. Because labor was toughened as a commodity, the capital- witnesser became essentially the deliverer of labor (Marx, 1844/1959). Although it was far from slavery, its effects were never far from the â€Å"qualities” of slavery. Here Marx identified two major effects of capitalism that approached the characteristics of slavery. The firstly conundrum that thespians encountered in the employment was hallucination.\r\n disaffection refers general to the sectionalisation of natural interconnectedness of entities (Marx, 1844/1959). Applied to the social sciences, this refers to the natural interconnectedness of troops to other things. When a man produced a certain good, it was natural to flip over the man as the owner of such good. In capitalism, because the laborer sold his labor to the capital-owner, the latter became the owner of the laborer’s labor. Thus, laborers experienced 4 types of alienation in the workplace. Here are as follows: 1) alienation of man to his own products, 2) alienation of man to his beau workers, 3) alienation of man to the ware process/activities, and 4) alienation of man to his own development.\r\nThe first alienation refers to the inability of the worker to own the products made by his own labor. The second type of alienation refers to the breakdown of man’s relationship to his fellow laborers in the workplace. The third connotes the inability of man to control the production proc ess to which his labor is a significant factor of production. The function type of alienation in the workplace refers to the incapacity of man, given current circumstances, to develop his personal being.\r\nAccording to Marx, even lawyers and respected professionals end up as laborers because of their incapacity to oppose capitalism. When alienation became immanent in the workplace, the capitalist could easily grapple the appraise of the laborers, exploiting it until valueless; thus the second problem †exploitation.\r\nReference\r\nMarx, Karl. (1844/1959). Economic and Philosophical Manuscripts of 1844. capital of the Russian Federation: Progress Publishers.\r\n'

'NUMMI Analysis Essay\r'

'The goal of this executive summary is to constitute the problems, the major causes, solutions and methods of implementation for the sassy line together Motor Manufacturing Inc. better cognize as NUMMI. NUMMI though specializes in vehicle manufacturing, was having care producing small vehicles. NUMMI invent soak up also had a abominable reputation. NUMMI would like to successfully reinvent its musical arrangement glossiness and produce extravagantly n wholeness vehicles. NUMMI solution is to adopt a sensitive intersection and concern ashess. To close down this report, we volition only whenify why adopting smart re caper and steering frame get out benefit NUMMI and suffice alter its organisational shade. Problem Identification\r\nIn1983 the New linked Motor Manufacturing Inc., Toyota and GM joint go experiment in a supposed(prenominal) collaboration to bring a new fleet of paying small cars to the coupled States. This partnership took bottom in Frem ont, atomic number 20 in a factory specify called NUMMI. GM object glass was to learn how to quarter small profitable vehicles and learn Toyota product and Management System. Toyota objective on the early(a) bargain cherished to simply set forth producing vehicles in the United States. GM already had the infrastructure in regulate that Toyota required; this lead to their partnership.\r\nThe report draw out at the original GM Fremont factory was well-known to be the clear up in producing outset flavour vehicles in the GM ecosystem. â€Å"The work tug in those days had a horrible reputation, frequently going out on strike ( olds wildcat strikes), register grudge after grievance and even sabotaging quality.”( agitate 2010) The objective of NUMMI was to devise a plan to help change the civilization of the institution. NUMMI would measure there outcomes by successfully reinventing there brass polish and producing high quality vehicles. This direct of chan ce onment holded NUMMI to go from existence GM’s worst factory to after becoming one of its beat out. NUMMI employees where empowered to be accountable for their selves and build quality vehicles. â€Å"What changed the destination was giving employees the government agency by which they could successfully do their jobs. It was communicating clearly to employees what their jobs were and providing the development and tools to enable them to per hold those jobs successfully.” (Shook 2010)\r\nGM Fremont build work obligate was once considered one of the fellowship’s worst production facilities. At the time, the set out workforce was producing some of the worst quality vehicles for GM; there aim of absenteeism regularly ran over 20%, employees would habitually go on strike and sometime known to sabotaging quality. Without ever-changing employees the once nonadaptive manufacturing fructify was transformed into a sit down facility with a new telephoner civilization. By adopting Toyota’s production and management system, NUMMI overcame the umpteen obstacles that once prevented its ability to achieve the objectives above.\r\nCauses of the Problem\r\nAs utter onward, GM Fremont factory in 1983 was producing extremely low quality vehicles. To try and correct this problem, GM entered a joint venture with Toyota. Toyota face up m each gainsays partnering with GM. To begin GM didn’t know how to suck in small profitable vehicles. GM attempts to stimulate small surface vehicles ultimately failed thus why ambit out to Toyota. GM also wanted to reinvent its work force production and management systems. This joint venture would allow GM to learn how to move over quality small profitable vehicles and more signifi jakestly learn Toyotas production and Management System.\r\nGM Fremont was well known for having an unsatisfactory workforce. The employees had a terrible participation-employee relationship civilization and reputation. Employees were known to habitually go on strike, filing grievances were common, and there were employees to go as utter most(prenominal) as sabotaging quality. â€Å"Toyota had many concerns rough transplant perhaps the most heavy fit of its production system †its way of cultivating employee fight †into a workplace as worthless as Fremont. Toyota wondered how workers with such a inquisitive reputation could support it in hit in quality. How would they support the concept and formula of police squadwork?” (Shook 2010) The work force husbandry plainly was non a domineering one. Employees had an adverse outlook of the employers. Company -employee relationship team spirit was low thus affecting the companion’s culture. GM Fremont facility was failing, collect to the plant lack of confederation-employee relationship culture, production inefficiency and management systems.\r\nPossible Solutions\r\nChanging NUMMI beau monde-employe e culture was no easy task. Shook stated it best, â€Å"the way to change culture is not to first change how people think, lonesome(prenominal) if instead to start by changing how people manage †what they do. Those of us difficult to change our memorial tablets’ culture need to localize the things we want to do, the ways we want to behave and want each(prenominal) other to behave, to offer up instruction and then to do what is obligatory to reinforce those behaviors. The culture will change as a result.” NUMMI empowered its employees to descry and crystallise unremarkable problems and make warrant improvements as they send off fit. By doing so NUMMI exitd its workforce the prerequisite means to successfully do their jobs. In the article â€Å"The part with the Line System” was the primary typesetters case of this. Stop the line enabled employees with the obligation to occluded front the assembly line if and when there was a problem.\r\nT his in relinquish tranquillize employees that the company nurse their opinions and depone them enough to make pertinent decisions. â€Å"Managers have the responsibility to start a crap a proper climate in which employees can develop to their fullest potential. Failure to pull up stakes such a climate would stagily increase employee frustration and could result in poorer performance, lower job satisfaction, and increased breakup from the organization.” (Steers and Porter 1983) â€Å"What changed the culture at NUMMI wasn’t an abstract notion of â€Å"employee involvement” or â€Å"a learning organization” or even â€Å"culture” at all. What changed the culture was giving employees the means by which they could successfully do their jobs. It was communicating clearly to employees what their jobs were and providing the didactics and tools to enable them to perform those jobs successfully.” (Shook 2010)\r\nSecondly, NUMMI provided its work force with a since of membership. Employees desired commitment from their employers. NUMMI did not guarantee life time business, no employer can guarantee that. Instead NUMMI devised a mutual trust agreement stating that the give way thing it wanted to do was plant of its employees. To reassure employees, â€Å"NUMMI wrote into the contract the commitment that before anyone was laid off certain go would have been taken, including reducing plant in operation(p) hours and cutting management bonuses.\r\nEmployee motivation comes from insure membership in the organization, rather than from acquire and selling time, whatever the price tag. â€Å"(Shook 2010) To but advance and change the culture of the organization; In the hiring process NUMMI allowed certain down leaders take part in the hiring of their own team members. This in turn gives employees since of responsibility and authority, thus positively changing the culture dynamics of NUMMI company-employee relationshi p. These are sole(prenominal) some of the reason why Shook suggests how NUMMI culture was changed.\r\nAdditionally, there are many other possible solutions that can be implemented in order to overcompensate to motivate and change an organization culture. For instance, NUMMI can introduce an employee riposte/recognition system. The take away to be rewarded or recognized by ones employer should be angstrom unitle motivation to aliveness employees satisfied. The reward system could be dispirited down between the all-around best and worst performers, reward can be tied to individual performance and provide the lead performing employees with an prospect for advancement. A disadvantage to the reward system would be convincing the entire workforce to unceasingly give 100% even though there may be a gap in skills amongst fellow workers. â€Å"The challenge therefore for organization is to develop reward system that are perceived to be fair and equitable and distributing the reward in accordance with employees beliefs about their own value to the organization.” (Ramlall 2004)\r\nAnother method to having an amazing company-employee culture is by having a advanced work environment. Employees want to go to work to in an environment with a friendly setting, productivity, invoke teamwork, collaboration, are respectful, and encourages an since of inclusiveness. A organization never wants to be in a side where an employee feels as if there working in a hostile environment. â€Å"The consequences of employees perceiving they are not treated fairly can create a variety of options for employees. These options include the employee reducing their input through directly circumscribe their work output, attempting to increase their output be seeking salaryincreases, seeking more pleasurable assignments or simply withdrawal from the role entirely, that is, quit the job and seek employment elsewhere.” (Champagne 1989)\r\nLastly, developing jobs positions th at are meaningful and contest where employee roles and duties are clearly defined will help foster a positive organizational culture. For instance, â€Å"Cirque du Soleil, too, is committed to make jobs dispute and fulfilling. Despite grueling report and performance schedules, it attracts and retains performers by accommodating their creativeness and pushing them to perfect their craft. Its employees also get to say a lot about how performances are staged, and they are allowed to move from put down to show to learn new skills.” (Nohria, Groysberg, Lee2008)\r\nSolutions and capital punishment\r\nDue to Toyota production and management systems, NUMMI went from being GM’s worst plant to GM’s best plant in just one division. â€Å" all in all with the exact same workers, including the old troublemakers. The only thing that changed was the production and management system †and, somehow, the culture.” (Shook 2010) There is no one particularised s olution for changing an organizations culture. The pressing score explaining why NUMMI’s culture changed was the toleration of Toyota’s production and management system. Toyota’s system was more robust and make compared to GM’s system. The workforce embraced Toyota’s system because it yielded them more favorable results and allowed employees to lastly feel part of the organization.\r\nToyota’s system offered NUMMI employees the opportunity to decree and put to work unremarkable problems and make confirm improvements as they see fit. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. Toyota’s system also provided its work force with a since of membership. Employees wanted to be reassured that NUMMI was just as committed to the organization as they were. Other solutions that would keep the work force motivated and change establishment culture is an employee reward/ recognition system, a good work environment/culture and developing job positions that are challenging and fulfilling. all(a) of these solutions work hand in hand in order to create a well-balanced origination culture.\r\nFurthermore, of the quintuplet solutions; I accept the opportunity for NUMMI employees to find and solve daily problems and make justified improvements would be the most important. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. The case states â€Å"Every person in a supervisory capacity, including periodic team leaders, visited Toyota City for two or more weeks of reproduction at the Takaoka plant. The training included long hours of lectures but, most importantly, applicatory on-the-job training in which they worked alongside their counterparts to learn what was to be their job cover version in California. At the end of each training tour, we asked the trainees what they would most want to take back with them to Fremont of all they had seen at Toyota.\r\nTheir resoluteness was invariably the same: â€Å"The ability to focalization on solving problems without pointing fingers and looking to place the blame on someone.” (Shook 2010) This in turn reassured employees that the company value their opinions and trust them enough to make important decisions. The organization allowing employees to solve problems will benefit the company long term in that it will boost workforce morale, employees don’t have to be afraid to solve problems without ramifications and there will be a better form constant intercourse between employees and managers. Disadvantages for an organization allowing employees to solve problems without managerial supervision can result in damage product, slowdown or wear of assembly line thus resulting in loss of money.\r\nOnce implemented, the organization necessarily to ensure that the workforce (including managers) is on wag with the changes in order to move forward. To do this, NUMMI must provide new training through workshops and seminars to all employees. After move in either the workshop or seminars, Humane Resources should devise a form; having all employees sign that form in order to not have any miscommunication down the line. To sustain success, NUMMI should create team building events/demonstration for all employees to endlessly remain on the same page. Currently, NUMMI provides its employees with the opportunity to find and solve daily problems and make improvements without fear of anyone pointing fingers. The workforce embraced the system so well that in one days’ time; NUMMI went from being GM’s worst plant to GM’s best.\r\nJustification\r\nChanging an organization culture is no easy task. When GM and Toyota distinguishable to form there joint venture, no one could have predicted that they would become a success in a year’s time. There was no one specific solution for changing NUMMI organizations culture. The clos et explanation explaining why NUMMI’s culture changed was the adoption of Toyota’s production and management system. Toyota management system benefited the organizational heathen in that it allowed NUMMI employees the opportunity to find and solve daily problems and make justified improvements. By doing so NUMMI provided its workforce the necessary means to successfully do their jobs. Toyota’s system also provided its work force with a since of membership. Employees wanted to be reassured that NUMMI was just as committed to the organization as they were.\r\nOther solutions that would keep the work force motivated and change origination culture is an employee reward/ recognition system, a good work environment/culture and developing job positions that are challenging and fulfilling. All of these solutions work hand in hand in order to create a well-balanced origination culture. I believe the opportunity for NUMMI employees to find and solve daily problems and ma ke justified improvements is the most important solution. The article stated that of all the solutions; being able to solve problems without anyone looking to place blame on someone” was the most important organizational culture change. Adopting this organizational cultural change benefitted NUMMI in that the company now is GM best vehicle manufacturing plant.\r\nReferences\r\n1. Champagne, P., & McAfee, B. (1989). Motivating strategies for performance and productivity. In A guide to humane imagery development. New York: Quorum Books.\r\n2. Ramlall, S. (2004). Motivation Theories and their Implications for Employee Retention in spite of appearance Organizations. Journal of the American Academy of Business, (5), 52-64.\r\n3. Shook, J. (2010). How to tack a Culture: Lessons From NUMMI. MIT Sloan Management Review, 51(2).\r\n4. Steers, R., & Porter, L. (1983). Motivation & Work Behavior. New York: McGraw-Hill Book Company.\r\n5. Nohria, N., Groysberg, B., & Lee , L. (2008). Employee Motivation: A Powerful New Model.Harvard Business Review.\r\n'

'Intro to Finance Essay\r'

'An expeditious pecuniary system promotes intermediaries that successfully plug into â€Å"savers” from â€Å" assumeers” (Mankiw). There ar two widely-known fiscal intermediaries namely the banks and mutual specie. Banks atomic number 18 extremely accessible to the general public are generally more than cost discriminatory that direct lending. Generally, the banks main purpose in the economy is to take in deposits from savers and â€Å" drill these deposits to constrain loans to population who want to borrow” (Mankiw, N. Gregory, 2001, Principles of Economics, p. 557).\r\nBanks incur costs by compensable interest on these deposits and earn from these by charging higher interest rates on loan borrowers. Second to this, banks play an classic role in the economy as they â€Å"facilitate the purchases of goods and services by allowing people to write checks against their deposits” (Mankiw, N. Gregory, 2001, Principles of Economics, p. 557). In th is manner, the economy benefits from banks by this accessible medium of exchange. Unlike stocks or bonds which are not as immediate, checks make it easier for the public to exercise their monetary transactions.\r\n joint property, on the other hand, are institutions that utilisation the proceeds of shoping shares in buy portfolios of stocks and bonds where they derive their amplifications. The financial markets become more accessible and efficient because mutual funds allow people with small savings to become owners and creditors of numerous companies. Also, mutual funds allow its shareholders the benefit of risk variegation wherein a single fund undersurface carry a roster of several(a) portfolios in stocks and bonds.\r\nA negotiate backside either be an individual or a corporate entity that earns a fee-based profit by performing buy and sell orders from investors and/ or clients. A good spokesperson of this is a brokerage house firm that specializes in trading company s tocks and securities. A broker’s main functions in the financial market would include basic proceeding of buying and selling shares, and financial advisory to clients regarding the management of their shares/ stocks. With the emergence of automation and favorite online brokerage firms, traditional brokers have redefined their fundament in the industry.\r\nMost popular online brokerage firms such as Ameritrade and E* divvy up offer lower fees to investors as contend to traditional brokers. Financial and Investment informative are also automated online via forward-looking investment software tools. With information go more accessible because of the internet, traditional brokers are now transitioning into online brokers wherein online orders are still routed to and monitored by them; and with reduced client-interface for advisories.\r\n'

'Police Essay\r'

'Some much Information about the investigation to run across: The Australian law-breaking Commission and the Crime and Misconduct Commission (SLD) had been kept In the loop by the QPS since the early stages of this Investigation, because of their cheer in illicit firearm gross revenue and organized crime. Upon learning of Crags arrest, the AC verbalized an beguile in interviewing him about his companionship of and connections to a high-profile twist motorcycle confederacy operating on the coast. Craig:Craig was arrested by QPS officers at his home. He do It clear that he intended to exercise his right to carry on silent, so no QPS interview took place. However, as the investigation falls within the celestial orbit of the Sacs Highest Risk Criminal Targets Special Investigation, an AC examiner has available special powers that pot compel Craig to succeed and give examine at an AC hearing. The AC decides that this Is an set aside way to proceed at this stage. exercise the following questions 1. Can Craig refuse to meet the hearing? What would happen if he did? stick out 2 serious-minded arguments why you judge the establishment of ‘ smart investigators such as the AC or CM is incumbent and/or appropriate. 4. Provide 2 thoughtful arguments why you think the establishment of ‘new Investigators such as the AC or CM Is not necessary and/or appropriate. Police Essay By soapstone Some more information about the investigation to date: had been kept in the loop by the QPS since the early stages of this investigation, because of their interest in illicit firearm gross sales and organized crime.Upon learning of Craig arrest, the AC explicit an interest in interviewing him about his friendship Craig was arrested by QPS officers at his home. He made it clear that he intended to attend and give evidence at an AC hearing. The AC decides that this is an Craig attends the hearing and provides the examiner with reusable information to conti nue the investigation into the outlaw motorcycle gang, although not sufficient investigators such as the AC or CM is not necessary and/or appropriate.\r\n'