Critically examine the abolition of doli incapax Essay

Critically examine the abolition of doli incapax - Essay Example however, this law was abolished in 1988 when the rebuttable presumption of Doli Incapax for minors between the ages of 10 and 14 was nullified by section 34 of the Crime and Disorder Act 1998 (CDA 1988). The presumption of Doli Incapax was that children below a certain age are incapable of guilt since they do not understand he implications and consequences of their actions, even if criminal in nature. After the abolition of Doli Incapax, there have been calls for England to increase the age of criminal responsibility for children. The abolition of the presumption of Doli Incapax effectively means that children between the ages of 10 and 14 can be taken to court, charged and found to have criminal responsibility (Gavadino, 1997). More recently, there have been hopes that CDA 98 abolished only the presumption of Doli Incapax but not the whole doctrine of the law. This came up in DPP v P (2007), where the question whether CDA abolished the underlying doctrine of Doli Incapax or the pres umption. However, this hope was later reduced by the Court of Appeal, who, in R v T (2008), held that CDA 1998 abolished the whole doctrine of Doli Incapax. It should be noted that England lags behind all other European countries at the age set for acceptance of criminal responsibility. In other European countries, despite the lack of a common age for criminal responsibility, all the other countries still have a higher age than in England. According to the Council of Europe’s Commission for human Rights, most of the European countries have a criminal responsibility age of between twelve years and sixteen of fifteen years. The low age of criminal responsibility in England does not also prevent the welfare approach to children over the age of 10 years. In this case, there have been myriad concerns that the abolition of the minimum age for Doli Incapax in England has given rise to more children being detained for small crimes and for longer periods than before the presumption wa s abolished. The Council of Europe for Human Rights also notes that if the presumption or defense of Doli Incapax were recognized in England, there would be more protection of children from small criminal actions and aligns the law in England with the laws in other countries. The efforts of the decision in DPP v P (2007) in trying to uphold the presumption of Doli Incapax were not enough to prove the existence of the presumption (Stone, 2010). Therefore, the subsequent decision of the Court of Appeal in the case of R v T was expected to a certain extent. Because of the defense of Doli Incapax being effectively removed, this analysis will focus on whether the presumption or defense of Doli Incapax should have been abolished initially, and if the government should be pressured by other groups to reinstate the law. This is done by tracing the concept of Doli Incapax, and the events that led to its abolition. The special treatment of children under law is not a new concept. In England, this defense can be traced as far back as the reign of King Ine in 688 AD through to the reign of other Kings between then and 925 Ad. For example, in 925 Ad and thereabouts, only children over the age of 12 would be prosecuted if the value of the stolen items were more than 8 pence. This indicates that the presumption of Doli Incapax existed from this period and lasted to the current abolition of the defense and presumption. However, it should be noted that in England at this time, there were distinct age levels at which the presumption could be upheld. Even though these age level structures could not be defined, it should be noted that there was a minimum age at which a child could absolutely not be prosecuted for crimes, where the defense was that the

Deviant and Criminal Behavior in the Workplace Dissertation

Deviant and Criminal Behavior in the Workplace - Dissertation Example It is important because effective teamwork helps the organization to meet its set objectives. Communication among employees needs to be effective for smooth coordination of activities in the workplace (Härtel, Zerbe & Ashkanasy, 2005). Effective communication in the workplace helps individuals become more productive. Individuals having their roles well defined characterize a well-organized institution. Organizational behavior studies how individuals behave in organized settings. A good management team needs to identify the roles of their employees in the workplace. It will enable them to monitor the behavior of their employees. The monitoring of employee behavior enables organizations to understand their functions easily (Elias, 2013). The behavior of most individual results from the culture of the organization. The culture an organization affects how the employees act in the workplace. Most corporations have their own unique culture that is different from other companies. It means that employees will act differently depending on the organization. Most experts argue that organizational behavior results from the structure of a company. The structure and culture of an organization are linked together to explain employee behavior. Structural formation of an organization involves the management of the corporation. Managers have the capability of controlling the behavior of their employ ees (Sims, 2002). For example, there are companies that have programs in their systems that help their employees solve their problems. A strategy improves the behavior of employees in an organization. The study of employee behavior involves scientific, human relations and contingency approach. Adoption of the contingency approach means that the company is recognizing that employee behavior is a complex issue. Managers have the responsibility of developing ideas that will enable the organization to achieve its target.  

Philosophy of managing people in higher educational settings Essay Example for Free

Philosophy of managing people in higher educational settings Essay Capability to manage a team effectively is one of the main qualities which any professional seeking success needs to possess. However, the position of a leader requires many outstanding skills, and it may be very challenging at times. According to Sun Tzu, Chinese General who lived in the 5th century B. C. , â€Å"when one has all 5 virtues together: intelligence, trustworthiness, humanness, courage, sternness, each appropriate to its function, then one can be a leader† (Deal, Kennedy, 1988). Leadership means the ability to influence other people and guide them to the success. During many centuries it has been believed that the key to success in a team lies in the skills of the manager. No company can remain on top unless it has an outstanding manager who guides it into the right direction. Management of people in higher educational settings is a very challenging task due to the complexity of the field of education. Some of the general principles of management can be applied efficiently, but at the same time additional attention needs to be devoted to characteristic features which are common only for educational sphere. The task of the leader in higher educational settings is to manage the staff in such a way that all the skills which the members of the staff possess turn out applied at their maximum. This task is very complicated because â€Å"building the winning team requires more than just hiring a bunch of talented people. It means hiring people who will work well together. It means developing a shared vision and commitment. It means physically bringing people together in formal group meetings for open discussion of broad-based issues. It means encouraging positive, informal interactions between group members. It means instilling a â€Å"winning attitude throughout the organization. It means watching for and quickly trying to reverse team-building problems such as jealousy, cynicism, and defensive behavior. † (Building a winning team. Retrieved on November 14, from source: www. businesstown. com). The most important issue in managing the team in higher educational settings is choosing the right form of motivation for them. Since all people in the staff are different, all of them need different forms of motivation. For some staff members, only money works, and they do not get motivated by any other benefits. For others, there is nothing more important than social recognition of their efforts. Other staff members will care about the possibilities of future promotion in case of their successful performance. Therefore, in order to manage the staff effectively, the first task to do is to define where the needs of employees fall in Maslow’s hierarchy of needs. After some communication with the members of the team it is easy to discover what staff members are very ambitious. They have a very high need of esteem. They need to be praised for the work they do, get recognition from senior-level management, be aware about the possibilities of their future promotion, and fulfill tasks which require lots of responsibility. These staff members are very experienced, they have already made large contributions into the university’s success, and therefore they can be motivated only through getting more and more complicated tasks to fulfill. Other staff members will not be as success-oriented, and not as experienced. They can be rather knowledgeable in the field of education but they do not seek promotion because they are quite happy with their present work. Therefore, they can be motivated by money awards and praise for their work because their needs fall into the category of belonginess and love. The next step of successful staff management in higher education setting is defining relationships between staff members, and making a sociogram which identifies the types of interactions within the social network. Without the knowledge of interactions between the staff members, there is no way to manage the team effectively. In order to manage the members of the team, it is useful at times to apply the approach of influencing some members of the team through other members. It is necessary to identify the member of the team who has the strongest influence on other members because teams are usually aligned to such staff members. It is also necessary to keep up â€Å"healthy culture† in the educational setting. â€Å"A healthy culture can promote identification (who we are), legitimation (why we need to do) communication (with whom we talk), coordination (with whom we work) and development (what are the dominant perspectives and tasks)†. (Davies, 1997, p. 135). The last step of managing the team is choosing the leadership style. Such styles include â€Å"considerate, structuring, autocratic, democratic, laissez-faire and the like† (Bjerke, 1999, p. 57). Some authors determine supporting, directive, coercive, transformational leadership styles. The most efficient styles in the majority of establishments of higher education are democratic and supportive styles, but for some types of situations autocratic and directive styles might be appropriate. For example, when the faculty leader wants to set direct goals for the staff members and make them increase their performance, it can be appropriate to use directive style. The choice of the style mainly depends on the environment in the organization and the goals which it needs to achieve. Autocratic and directive styles can sometimes represent some danger of faculty leaders becoming power-oriented. When managers care only about their own power, they tend to choose those 2 styles of leadership. It is well-known that leadership styles can be oriented on the performance of the team or on the concern about staff members. The analysis of these theories is particularly important for managing staff members in educational settings. Blake and Mouton (1964) have introduced a grid in which they identified the main styles of leadership according to those 2 characteristics. Orientation on the performance of the team means that the manager is very concerned about the results which they are going to have in the end of the period, the extent to which goals will be met. Orientation on people means that the leader will pay lots of attention to maintaining trust in the company, establishing warm relations with all the employees, giving them only appropriate tasks and motivating them. Blake and Mouton have come up with several types of managers based in their grid. â€Å"Under the style referred to as impoverished management, managers concern themselves very little with either people or results and have minimum involvement in their jobs. † (Bjerke, 1999, p. 59). Such managers usually do not achieve good results because they show minimum concern about the activity of the company. â€Å"Team leaders†, on the contrary, manage to combine both concern about people and achieve great performance of the company. This type of managers cannot be accepted in education settings because it prevents the faculty staff from making large contributions to the development of the educational establishment. â€Å"Another style is management called country club management, in which managers have little or no concern for results but are concerned only for people. † (Bjerke, 1999, p. 59). Such companies might not have great results because employees will not be working to the fullest. â€Å"Autocratic task managers are concerned only with developing an efficient operation, who have little or no concern for people and who are quite autocratic in their style of leadership. † (Bjerke, 1999, p. 59). This type of manager is more favorable than the previous one, but it is also inefficient in the educational setting. In order to make the staff work efficiently, the faculty leader needs to choose the style combining both concern about staff members and concern about the performance of the team. It is very difficult to make the faculty function effectively, but this task can be achieved through the right choices of staff members’ motivation and leadership style. The field of education requires a leader with good communication skills, able to provide success-oriented policy, capable of solving all the possible problems which may arise in the team. Bibliography. 1. Alison, H. Managing people Managing Universities and Colleges Guides to Good Pratice Open University Press McGraw Hill. 2003. 2. Bjerke Bjorn. Business Leadership and Culture: National Management Styles in the Global Economy. Edward Elgar. 1999. 3. Blake, R. R. and J. S. Mouton. The Managerial Grid, Houston, TX: Gulf Publishing Company. 1964. 4. Building a winning team. Retrieved on November 14, from source: www. businesstown. com. 5. Davies, J. The evolution of university responses to financial reduction. Higher Education Management, 9(1), 127-140. 1997. 6. Deal, T. and A. Kennedy. Corporate Cultures, London: Penguin Books. 1988. 7. Garvin, David A. What makes for an authentic learning organization? Management Update: Newsletter from Harvard Business School 2, no. 6 (July 1): 7-9. 1993.

A Review Of Woolworths Limited Commerce Essay

A Review Of Woolworths Limited Commerce Essay Woolworths Limited is one of the major Australian companies with extensive retail interest around Asia-pacific region. Largest food retailer in Australia, Largest retail firm in Australia and New Zealand and largest takeaway liquor retailer, hotel and poker machine operator in Australia. The Woolworths limited family is one of the huge employers in Pacific-Asia. With around 200,000 team members working in support offices, stores and distribution centres across Newzeland and Australia. Woolworths limited also continues to develop in buying and wholesaling offices in India and Asia. Retailing is most people focused business that makes recruiting, retaining intelligent employees and developing significant to their success. Through Woolworths limited policies, educate and development opportunities, reward and recognition programs, career opportunities and initiative to provide a balance and healthy work life, they target to keep doing the right things by their people and they keep on to recognise Woolworths limited as such a great place to work. Woolworths limited is an Equal Employment Opportunity employer. A diversity strategy has been certified and developed by the top management group, part of Woolworths ongoing commitment to diversity. In Woolworths limited, where all employees are treated with respect, dignity and courtesy, this is their target to provide a healthy work environment. They acknowledge that diversity adds significance in bringing dissimilar perspectives to work environment and in reflect the communities they serve. It helps business benefits as well. A diversity working community has been created comprising and Human Resource managers from all divisions. The purpose of the community is to, prioritise events to harness diversity within the company, make sure that recognising diversity owned by the business and managing accordingly. The gender at Woolworths, female constitutes 55% of the company workforce and proud of the progress the company made in the area of gender diversity, mainly in the top leadershi p role. 16.7% of leadership roles in company were held by women, for the financial year 2003-04 and 27% had increase in the year 2008-09. In facilitating womens career development and progression, Woolworths Limited focuses to create an environment that is appreciation and supportive of difference. Men and women offer various perspectives those provide undeniable business benefits and they try to remove the barriers that may restrict the women career progression. These include the structured networking opportunities and mentoring. Woolworths board members two are women out of nine, which represent 22% of the board. Peter chandler, a part time employee of Woolworths at Katherine in northern Territory, which is 320 kilometres from south Darwin, is among an expanding group of Indigenous Aussies who are become Woolworths employees. Peter has gained experience in almost all departments of the store, such as perishable, bakery and presently working as a night fill employee. Woolworths is such a great place to work, diverse backgrounds such as people with disability, should have the opportunity to be work with Woolworths, which job they are suited. Woolworths limited has a memo of understanding with disability works Australia (DWA) and when recruiting a disability candidate, Woolworths require the contractor to use service of the Disability work Australia. The contractor is the supported to wage system is used decide the employees wage. Woolworths sources the great majority of people for new vacant roles from their talent pool. In addition develop and promoting their own employees, Woolworths also recruiting talent from the local market. Where candidates are not available locally, they source them globally. This ensures Woolworths access fresh ideas but continue to join deep industry expertise and knowledge. Almost 54,000 people started work with Woolworths in the year 2008-09. Less than half of 1 % of those people was sourced worldwide. Usually, external recruitment focuses on specialist roles, frequently at their corporate support office in Norwest, Sydney, Woolworths always source the candidate through different channels to ensure they locate those nice suited to the role and organization. That includes recruitment agencies, online job boards, employee referral, career expos, industry magazines, word mouth and press advertising. Woolworths has a long-standing dedication to building internal ability. They consider this to be main driver of their capacity to perform, change and grow. Woolworths had retained more employees during the past year and turnover rates have decreased in seven of the Australian territories and states. During that period overall turn of the company decreased by 10% points. Turnover also decreased at top level, the rates falling from 8.6% to 6.5% with respect to 2008 to 2009. In the calendar 2008 year, company delighted to have retained all executive women, who were due to return from parental leave. To help they retain their diverse employee base, they offer a range of non-financial and financial worker benefits. Those are includes access to flexible work arrangements, a range of wellness programs, professional development options and paid maternity leave. To recognise as leader in sustainable retailing in Australian retailing sector is the Woolworths limiteds long-term goal. Such as, integrating sustainability and corporate responsibility into their day-to-day business practices is a high priority. Commitments, priorities, initiatives and targets to direct the industry towards this goal were recognised with the publication of doing right thing: sustainability strategy 2007-2015. In their five year strategic plans, all divisions are incorporated with their sustainability; required to take sustainability criteria and these into calculate in any major investment decisions. All responsibilities lie with board. The board oversees the effectiveness of their health and safety program through its people policy committee. To evaluate the implementation and effectiveness of the health and safety standards, vision, policy, strategy, governance and procedures across the group; Woolworths limited health and safety executive committee chaired by company Chief Executive Officer comprises divisional management and meets. Woolworths limited is a tough supporter of competition in retail business. Competition is not only helps to price low for consumers, but it also run the retailer to supply better services and products. The food retail sector in Pacific-Asia is highly competitive, and there are many retailers entre into the market and growth in the number of independent and specialist retailers. This is awareness that the Woolworths limited, the fresh food people, dominates the food retail business. But however according to Morgan supermarket Monitor (2007) and their research shows that 68% of consumers spending on fruit and vegetables takes place outside the Woolworths markets. Building in-house capacity is fundamental to their continued success and growth. To retain their talented people, Woolworths offer numerous professional and personal benefits, includes well being programs and flexible work arrangements. It is a core component of Woolworths limited, human Resources strategy to provide staff with opportunities for development and progression within the organization. Woolworths limited well known for their practices of promoting from within, with many staff spending their working time within the Woolworths family. Cross-cultural experience is highly valued and is characteristic shared by their senior management Group. Woolworths people are given great concern when new opportunities arise; giving them access to specialise and growth strengthen Woolworths limiteds internal skill and knowledge base. HR INNOVATIONS: Human Resources representatives determine whether any behaviour reported to them under this Policy constitutes Unacceptable Conduct and whether the matter requires investigation. Role of Group Human Resources Policy owner Group Human Resources manages the implementation of the Policy, including: requiring all employees to regularly complete online awareness training providing role-based training to EEO Contact Officers (in Australia only at this stage), who are a point of contact for staff regarding this Policy providing training on request to Human Resources representatives regarding their responsibilities

Examining The Enzyme Amylase And Its Uses Science Essay

Examining The Enzyme Amylase And Its Uses Science Essay A catalyst is a substance used to speed up a particular reaction and remain unchanged at the end of the reaction. Reactions that are sped up by catalysts can range from making sure maximum ammonia is obtained in industries to making sure that every starch particle in our bodies has been broken down during digestion. Looking at enzymes, enzymes can be defined as biological catalysts they speed up metabolic reactions that are taking part in living organisms. Enzymes are protein in nature and are made up of globular proteins. This gives them a precise 3D shape that has hydrophilic R groups on the outside that make them soluble. Enzymes come from microorganisms, plants or animals. An enzymes features include an active site which is a depression in the enzyme to which a molecule (substrate) can bind and be broken down into two or more products. The shape of the active site is what determines what substrates can fit and substrates are required to fit perfectly in an enzyme for them to be b roken down. Therefore an enzyme will act on only one type of a specific substrate molecule. Enzymes also reduce the activation energy this is the initial amount of energy that is required to increase the rate of a particular reaction. The rate of a reaction of an enzyme depends on how many enzyme molecules there are, how many substrate molecules there are and the speed that the enzyme is able to convert this substrate into a product. However the rate of reactions of enzymes does not always run smoothly it is affected by: enzyme concentration, substrate concentration, pH, enzyme cofactors, temperature and enzyme inhibitors. Enzymes tend to denature when exposed to high temperature that is higher than 40à ¢Ã‚ Ã‚ °C because of their protein nature they are then destroyed. They also work faster at a pH of around 7 that is a neutral pH with few exceptions. Eg. Enzymes in the stomach that work within the presence of hydrochloric acid (1,2) Introduction to enzymes in industriesà ¢Ã¢â€š ¬Ã‚ ¦.. Enzymes play multiple roles in industries and many industries have now turned to enzyme technology. The advantage in using enzymes is that they can catalyse the different chemical reactions, they are specific so therefore they can give pure products, and they work efficiently. Such factors play leading roles in the pharmaceutical, food and agricultural industries. When using enzymes in industries microorganisms are preferably used as the source rather than plants or animal. This is because companies find that they can be grown economically in bulk fermenters controlled conditions, they can be genetically engineered relatively easily, and mutant varieties can relatively easily be produced to improve performance and their production rate can be altered to suit the demand. When several enzymes are required to be used in more than one reaction to made a product then the enzymes are isolated and the specific enzyme is chosen for the reaction. Pure enzymes can also be used and in some case s enzymes can be used as they are without having to purify them eg.fruit juice production and meat tenderization. Industries have also found another way of using enzymes that enables them to reduce the cost of the process and also be able to re-use the enzyme after that reaction. They do this by immobilizing the enzyme. This means that the enzyme gets strapped to a solid support then put in the reaction so therefore after the enzyme has broken down that reaction it can be retrieved from the mixture. Immobilizing an enzyme also makes it more stable as it disables the enzyme to denature as a result of pH or temperature changes. Such enzymes are mostly used in the process for making sweeteners in the USA and fruitdrinks in Japan. (1,2) AMYLASE This is a digestive enzyme that plays an important role in our bodies and also in the food industry, textile and pharmaceutical industry. Amylase comes in different forms that are determined by the way in which their glycosidic bonds are attached. There is the Alpha-amylase, Beta-amylases and Gluco-amylases these include gamma-amylases and amyloglucosidases . (3,7) Below are the primary-quaternary structures of amylase. Primary Structure Secondary Structure Quatenary Structure Tertiary Structure The enzyme amylase is mainly used as a digestive enzyme. The reaction that is being broken down in the presence of amylase is the breaking down of long chain carbohydrates (polysaccharides such as starch) into disaccharides (maltose) and then monosaccharides (glucose). (3,5,6) In industries amylase is used in the following ways: In brewing and fermentation the amylase that is present in wheat breakdown the starch into fermentable sugars. They catalyze maize or potato starch to syrups in numerous reactions to syrups that contain sugars that can then be used in making sweets, or ice cream. In baked goods they pre-digest the starch that increases the performance of yeast and increases the yield of the product. In textile industry they are used to breakdown starched clothes for them to be dyed after the starch has been used as a stiffening agent to design the cotton fibres. In washing and cleaning, amylase is used to dissolve starch stains. For sizing of paper. to increase diastase in flour. Used in babyfoods. Amylase also takes out starch during jelly production. In fruit juices they remove the lees that has starch. (3,7,4) The sources of amylase is animals, plants, and microorganisms. In animals amylase is made in the salivary glands and pancreas. In plants amylase can be found in barley malt and in microorganisms they are found in the fungus Aspergillus oryzae. (1) Amylase can be produced by fungul and bacterial cultures. Of these 2 a bacterial culture shows more of an advantage as they display stability in temperature than amylase from fungul cultures. In the bacterial culture the amylase is produced by genetically modified microorganisms these are different types of bacillus. The amylase that is produced by fungul cultures are not genetically modified but once when they were genetically modified Trichoderma was used. (7) A cofactor is a substance that must be attached to the active site before a substrate can be able to bind and enable the enzyme to work properly. These come in the form of an ion or a molecule. The cofactor of amylase is calcium ions (1,6,) An inhibitor is another molecule (other than a substrate) that is very similar to a substrate that takes over the active site and therefore reduces the rate of activity of that enzyme. Inhibitors can be classified as competitive inhibitors and non-competitive inhibitors. The competitive inhibitors are the ones that temporarily bind the active site but can be reversed and overcome by increasing the concentration of the substrate whereas the non-competitive inhibitors are permanent and they destroy the catalytic activity of the enzyme. An inhibitor of amylase is phaseolamin. (1,6,4) The problem with using amylase is that when used in the brewery industry when boiling wort enzyme gets denatured by the boiling and breaking down starch to dextrins by fermentable sugars does not happen. When amylase mixed with other enzymes is used to overcome indigestion it may cause drowsiness, dizziness, blurred vision or lightheadedness.

Nepal Essay -- Nepal Economy Culture Essays

Nepal Despite nine development plans spanning five decades, Nepal remains one of the world’s poorest countries. Nepal’s underdevelopment is a result of the historical effects of unequal distribution of assets and social and economic status among different groups, and effects of recent development efforts that have generated further iniquitous income and assets distribution. Understanding Nepal’s underdevelopment has become particularly pressing in light of the Maoist insurgency that began in 1996. In addition to the deaths of more than 6,000 civilians, instability has caused economic stagnation, discouraged foreign investment, and prevented the expansion of the hydropower and tourism industries. Nepal’s future depends on an understanding of how its institutions have created inequity, and how it will respond to the need for institutional reform. Culturally, Nepal is a patriarchal and hierarchical society. Caste is important in the world’s only Hindu nation. Gender, ethnicity, land ownership, and location are also historically important social determinants. Nepal’s history and geography have contributed to the perpetuation of these cultural values. Historically, Nepal has been very isolated. Situated between China and India, it is bisected by the Himalayas. The country is divided into three bands running from east to west – the Himalayas furthest north, the flat and dry Terai in the South, and the middle hills sandwiched in between. Extreme differences in topography, and a lack of roadways and efficient transportation, have meant that communities tended to remain isolated and distinct, closely linked to traditional cultural practices and norms. Industry has been slow to change this, as most Nepalese depend upo... ...astern Nepal, respondents reported that â€Å"society does not recognize the merit of physical work in agriculture; it encourages people to prefer leisure over work, and sees working people as belonging to the lower classes. So far, foreign aided projects have not been able to alter people’s attitudes towards physical work by providing alternate examples† (Shrestha, 41). Even as development efforts increase, rural people mistrustful of exploitation, and depressed by development failures, are growing harder to reach. Nepal’s political crisis is a response to social inequalities increased and hardened by recent development. Future development will require radical reform: redistribution of resources and increased rural development, weakening of traditional power structures, increased access to and transparency in government, and independence from foreign interests.

The West Point Cheating Scandal Essay -- West Point Academy Cheating E

The West Point Cheating Scandal Description: In April of 1976 it was found that there was a possibility that over half of the junior class at West Point Academy had violated the West Point honor code by cheating on a case assignment. The honor code states "A cadet will not lie, cheat, or steal, nor tolerate those who do." This was by far the largest violation of the honor code in West Point history and presented some unusual challenges to the administration. As the year dragged on it was found that more and more students possibly had cheated on the assignment and was also becoming a public relations nightmare in the press and internally to the Army branch of the United States military. The honor code at West Point was pointed and harsh in its dealings with violators and this case brought scrutiny, criticism as well as staunch support for the code and how violations were dealt with. To follow the honor code would be to expel all students involved and this would be a heavy hit on the academy. â€Å"At this time West Point had been having trouble recruiting soldiers because of the public attitude toward the military following the Vietnam War† The other possibility was to scrap the way the system was supposed to behave to keep the cadets in school and to reconstruct the honor code and the way it handled violations. Diagnosis: The diagnosis of the problem stems from the fact that honor code was a rigid book of rules that all cadets were expected to adhere too. All parties guilty of violations were given the harshest punishment of expulsion. They were 100% aware of what was involved and consequences of actions if violated. The Army and the military in general has always been a place of direct leaders and subordinates and takes in pride in the fact that it is a highly disciplined way of life. More so at the respective academies which were created to train and educate future leaders in the branches. The academies are based on trust of your superiors as well as obedience to their commands. There is also the possibility of disappointing your colleagues and in turn losing their respect and camaraderie. This in itself is the one of the reasons some say that the honor code and system had been so successful throughout the years. A change in the code would go against everything that West Point had always stood for and then would hold future gr... ...e, however in support of changing the honor code system in terms of the expulsion penalty at all times as well as the tolerance portion of the penalty. I feel that there are many circumstances in which expulsion is extreme and unnecessary especially when it has to do with tolerance of an honor code violation. Fallout: There is no answer that is going to satisfy all. If the code is changed those who lived and died by it are going to be upset. No matter what happens the media is going to point to different answers. The best answer is one that displays that the army and the academy are strict yet fair and understand and employ honor at all times themselves. When issues like this arise it is a good chance to update a system that could be considered outdated and it is a good time to show that a system such as this can change with the times while still reflecting the pride and honor that is so bestowed upon it. Works Cited http://www.findarticles.com/p/articles/mi_m1316/is_n11_v20/ai_6860628 http://www.valuebasedmanagement.net/methods_french_raven_bases_social_power.html Luthans, F. (2005). Organizational Behavior. 10th edition. New York: The McGraw Hill Companies.