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False Imprisonment Compensation, 2004.
This paper argues for a federally funded compensation system to help the victims of false imprisonment rebuild their lives.
1,857 words (approx. 7.4 pages), 6 sources, MLA, $ 59.95
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Abstract
The first part of this paper looks at the surprising number of convictions that have been overturned due to DNA evidence or the work of tenacious lawyers and relatives. It then examines the difficulties that keep the wrongfully convicted from finding employment, pursuing an education, and re-building their lives upon their release, and the obstacles they once faced in seeking redress from the state. The next part looks at the current difficulties former inmates contend with in their fight to secure compensation for their wrongful convictions. In the last part, the paper looks at the compensation programs in place to address the needs of the wrongfully convicted, paying particular attention to the provisions in the Wrongful Conviction Bill.
From the Paper
"A 2002 study by the Associated Press followed the lives of 110 former inmates after their convictions were overturned due to DNA tests. Majority of the men in this study reported that the vindication failed to bring them the fabled happy ending. Due to their lack of education and training, many find it difficult to secure regular jobs. Most of these men spent the ages of 28 through 38 in prison, a period of life that is often seen as the "critical wage-earning years" (Cohen and Hastings). Many analysts thus believe that their current job and financial difficulties could have continuing repercussions through the normal span of a person?s wage earning years."
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False Imprisonment, 2002.
Examines the psychological state of people falsely convicted for a crime they did not commit, after their release.
1,650 words (approx. 6.6 pages), 5 sources, $ 62.95
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Abstract
This paper explores the mental state of prisoners released after exoneration for a wrongful conviction and so having suffered false imprisonment.
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False Imprisonment, 2003.
Considers the problem of the penal system.
3,375 words (approx. 13.5 pages), 15 sources, $ 119.95
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Abstract
Discusses the high number of African-American males falsely imprisoned, issues of mistaken identity, prosecutorial misconduct, and suppression of evidence. Describes advocacy groups that provide assistance to people wrongfully imprisoned and the use of DNA.
From the Paper
"False Imprisonment, Black Males, and New York
Introduction
False imprisonment is defined as "the unlawful restraint or detention of one person by another" or "any use or threat of force that makes someone stay where he does not want to stay or go where ..."
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Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
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Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
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False Confessions, 2006.
This paper reviews an experiment relating to false confessions as conducted and reported by Saul M. Kassin and Katherine L. Kiechel (1996) in the article "The Social Psychology of False Confessions: Compliance, Internalization, and Confabulation".
1,040 words (approx. 4.2 pages), 1 source, APA, $ 36.95
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Abstract
This paper examines research about coerced-internalized false confessions, which occur when innocent suspects actually believe that he or she is guilty of the crime; many of which are the result of police interrogation in which deceptive and deceitful practices may be used and accepted by the judicial system. The author points out that the article "The Social Psychology of False Confessions" tested the hypothesis that the presentation of false evidence can lead individuals who are vulnerable to confess to an act, which they did not commit, and, more important, to internalize the confession and perhaps confabulate details in memory consistent with that new belief. The paper relates that the researchers used an experimental method, which the paper describes, and concludes that this experiment was well-executed and well-reported.
From the Paper
"There were two independent variables in this experiment. First, the subject's level of vulnerability was manipulated by varying the pace of the task. Therefore, the confederate read at either a fast or slow pace. Second, the experimenters varied the use of false incrimination evidence. The confederates either "witnessed" or acknowledged the mistake or some confederates did not "witness", or see the subject touch the ALT key. The dependent variable was the confessions. Three forms of social influence were evaluated: compliance, internalization, and confabulation. To assess compliance, the experimenter handwrote a confession and asked the subject to sign it. "
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Psychological Interrogation & False Confessions: A Literature Review, 2001.
A review of literature on psychological interrogation methods, false confessions and their implications.
4,738 words (approx. 19.0 pages), 28 sources, APA, $ 121.95
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Abstract
The paper shows that while the use of psychological interrogation methods is currently permissible by the courts in Canada, Great Britain and the U.S.A., many researchers argue that psychological interrogation is, in essence, no different than blatant coercion. Confession Law has slowly evolved over time alongside the evolution of interrogation methods. The paper discusses how prior to the 18th Century, English Common Law accepted confessions without any restrictions, which allowed confessions extracted through torture to be accepted as viable representations of objective truth. Today, the bottom line on the admissibility of confessions is that they are "typically excluded if elicited by physical violence, by a threat of harm or punishment, by a promise of leniency or immunity from prosecution, or by failure to notify a suspect of his or her constitutional rights to counsel and silence" (Kassin & McNall, 1991). The paper shows that despite these seemingly stringent laws regarding the admissibility of confessions, psychological interrogation methods are adept at circumventing the law, and continue to employ methods that run the risk of eliciting false confessions. This paper reviews the literature on Psychological Interrogation methods, false confessions and the implications of both.
Table of Contents:
Introduction
Psychological Interrogation Tactics
Inside the Interrogation Room
Custodial Legal Advice & The Right to Silence
Psychological Interrogation Functioning as Coercion
Police Interrogations and Confessions
Communicating Promises and Threats by Pragmatic Implication
False Confessions
Occurrence of False Confessions
Creation of False Confessions
An Empirical Study On Recall
Discourse Study
Interrogative Suggestibility & Delinquent Boys
Psychological Characteristics of False Confessors
Consequences of False Confessions
From the Paper
"Interrogation, as defined by the Merriam Webster Dictionary, is the act of "questioning; formally and systematically." Interrogations within criminal justice systems are used to gather information relevant to investigations, and more importantly, to elicit confessions from suspects. Methods of interrogation have changed drastically throughout history, but the ultimate goal of obtaining confessions has held constant. While the whips and chains of the past have now exited the western world's interrogation rooms, many scholars argue that today's suspects are still subjected to psychological tortures. Psychological Interrogation is the most recent approach used by law enforcement officials to extract information from suspects."
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Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
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Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
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Monetary Compensation, 2005.
This paper discusses the use of monetary compensation as a motivation tool in the workplace and alternatives to monetary compensation to improve performance without increasing costs.
4,610 words (approx. 18.4 pages), 7 sources, APA, $ 119.95
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Abstract
This paper explains that motivation, defined as a force that affects behavior, influences behavior (1) by energizing, changing or initiating behavioral patterns, (2) by determining the behavior a person chooses and (3) by sustaining behavior or determining the individual levels of effort with respect to behavioral patterns. The author point out that pay appears to be a motivator in short-term situations but is ineffective as a long-term solution to reducing costs and increasing productivity. The paper concludes that, by implementing appropriate pay structures, incentive plans and motivation programs; management professionals may be able to shift the focus of employees from the extrinsic reward of pay to the intrinsic rewards of job satisfaction and recognition.
Table of Contents
Introduction
Motivation
Theories Related to Pay and Motivation
Research Conclusions
Incentive Plans
Non-Monetary Motivational Programs
Management Implications
Conclusions
From the Paper
"A similar needs-based theory was outlined by Clayton Alderfer (1969). Alderfer condensed Maslow's five levels into three levels and designated them as his ERG theory. The first, existence needs, encompasses physiological needs as well as safety and security needs. Belongingess and external esteem needs make up the second level of relatedness needs. The third and final level, growth needs, consists of self esteem and self-actualization. This model is very similar to Maslow's as it is hierarchical in nature. That is, lower-level needs must be met before higher-order needs can be fulfilled."
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Business Compensation Strategies, 2008.
A discussion on compensation strategies within business organizations.
1,952 words (approx. 7.8 pages), 10 sources, APA, $ 62.95
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Abstract
This paper examines compensation strategies and packages in the contemporary human resources strategy within business organizations. The aspect of compensation as it relates to performance and performance metric is also discussed. This discussion is followed up with some observations regarding executive compensation strategies and the conclusion is made that compensation strategies are a vital component of an organization's overall corporate strategy.
Outline:
Abstract
Overview
Industry Applications
Pay & Performance
Executive Compensation Issues
Conclusion
From the Paper
"Human resources (HR) management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "
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Excessive CEO Compensation, 2008.
This paper provides an ethical analysis of excessive CEO compensation.
1,728 words (approx. 6.9 pages), 4 sources, MLA, $ 55.95
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Abstract
In this article, the writer looks at the ethical elements of the discussion regarding bonuses and compensation for the CEO of an organization. The writer maintains that it is ethical for CEO's to receive large compensation packages, but only if it is inclusive of benefits for all stakeholders, not at the expense of them. The writer notes that the best way to do this is through long-term compensation packages that focus on long-term commitment and vision. The writer discusses that these packages must also focus on long-term profitability and growth for the organization, job security for employees, and return on investment for shareholders and other investors. The writer concludes that ultimately, CEO compensation should realistically follow measurable performance that benefits all stakeholders, not just a few.
From the Paper
"The argument designating increasing CEO pay and decreasing shareholder value as unethical is an easy one to make. There is, however, a case to be made on the other side of the issue. Some argue that increasing CEO compensation is a simple matter of supply and demand and is driven by market forces. Others argue that the transition costs of replacing a CEO could be considerably more than the bonuses they receive. Yet another argument is that market fluctuations are inevitable and increasing bonuses are needed to retain top talent and that the investment will pay off over time. Eamonn Walsh goes as far to say that some CEO's are actually underpaid when comparing CEO compensation to stock value. It should be noted that this article focuses on the European market were CEO compensation is generally lower than in the United States. Research has shown that organizations in which their CEO's are compensated in the top 10% have an 80% percent chance of their stock outperforming their peers. Of this group the gains in market capitalization far exceeded the CEO compensation package about 80 percent of the time. On the other hand, organizations offering the lowest compensation had only a 50-50 chance of outperforming their peers."
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Workers Compensation Rehabilitation, 2002.
Cites the history of workers compensation in the United States and why it was created.
2,633 words (approx. 10.5 pages), 10 sources, APA, $ 79.95
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Abstract
Explains the United States system of workers compensation, the process of workers compensation that existed prior to the current system, the criteria that must be met by an employee before he can make a claim for workers compensation, and the benefits now offered by the system. Also discussed are some of the problems of the current workers compensation system.
From the Paper
"For example, typical legal language states that in order for an injury to be covered, the harm suffered by the employee must have been caused by an "accidental personal injury arising out of and in the course of employment." Those few words, in this example from the Maryland Worker?s Compensation law, are the subject of many court decisions and interpretations. Not all injuries are covered by a Workers' Compensation Law even if the injury happened "on the job." Just because a person is hurt "while working," "on the job" or "at work" may not be enough for the insurance to apply."
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Executive Compensation, 2004.
A discussion of the role of compensation in organizational behavior.
800 words (approx. 3.2 pages), 4 sources, APA, $ 28.95
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Abstract
This paper looks at the role compensation plays at the executive level and that this role, based on the assumption that compensation packages affect attitude and behavior, is seen as a company's key tool for motivating management to achieve the company's organizational objectives. The paper also points out that, in order for compensation packages to be effective, it is vital that an organization develop a clear compensation philosophy with clearly defined objectives.
From the Paper
"Though compensation may undeniably be an important factor, several research studies have shown that the role of compensation may vary within the context of markets, organizational or individual behavior. For instance, the role of compensation in attracting and retaining employees and management talent was seen to increase in importance in the tight labor market of 1996-97 when wages and salaries grew at a pace not seen in many years. In addition, the increasingly competitive business environment of the last few decades has necessitated that organizations control labor costs, while focusing simultaneously on increasing productivity, quality, and enhanced customer service. Other trends such as flatter organization structure, more fluid organizational design have also required new strategies for employee compensation, particularly as employee compensation is deemed to be critical to financial success (Schuster). "
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Literary Imprisonment, 2002.
A comparative analysis of the theme of imprisonment in Joseph Conrad's "Heart of Darkness", Maxine Hong Kingston?s "The Woman Warrior" and Charlotte Perkins Gilman?s ?The Yellow Wallpaper? .
1,300 words (approx. 5.2 pages), 0 sources, MLA, $ 43.95
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Abstract
The paper uses three books to illustrate how both places and secrets can imprison and destroy. The author also explores gender issues, such as the differences between the imprisonment placed on men, and the imprisonment placed on women in the books.
From the Paper
"Conrad?s novella focus on a series of contrasts. It is a book about black and white (in their various metaphorical and literal applications), about here and there, about staying home and setting out, about civilization and savagery and the ways in which it is sometimes difficult to predict where it is that we will find civilized behavior."
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Total Compensation Methods, 2007.
An examination of the impact of various compensation methods and benefit programs on employees and organizations.
1,713 words (approx. 6.9 pages), 5 sources, MLA, $ 55.95
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Abstract
This paper discusses and describes various compensation methods used in businesses. It analyzes the impact of these compensation methods and benefit programs on employees and organizations. The paper then provides details on salary and benefit administration strategies in relation to organizational culture and performance of an organization.
Table of Contents:
Abstract
Total Compensation Methods
Incentive Pay
Piecework Rates
Differential Piecework Rates
Standard Hour Plan
Merit Pay, Sales Commissions, and Gain Sharing
Benefits
Insurance Benefits Offered by Employers
Retirement Plans
Conclusion
From the Paper
"Will an individual retire from his or her current organization? Today longevity with just one company has changed tremendously from the past. Many individuals' jobs are outsourced, the individual is laid-off, or the company is closing all together. Many individuals are concerned if they will save enough money to retire. Employers are not required to offer retirement programs to employees but many do. Retirement plans may be noncontributory or contributory. Noncontributory define plans funded by the employer where contributory defines plans funded by the employee as well as the employer (Noe et al, 2003 p.16). Most companies today offer contributory plans as an incentive to attract talent to the organization and retain employees."
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CEO Compensation, 2004.
A paper which argues that CEOs receive excessively high compensation benefits in the current job market.
812 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
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Abstract
This paper argues that CEO compensation does not seem to be justified by performance. It further claims that there are many moral issues, like principles of equality and democracy that are violated by exorbitant CEO compensation. It states that, ultimately, a change in CEO compensation structure may help solve some of these issues.
From the Paper
"Perhaps one solution to this issue would be to tie CEO compensation to the compensation of employees in a corporation. For example, a CEOs salary would be set at a given amount (let's say 50X) the amount of that of an average worker in the corporation. The CEO could never exceed this 50X amount in base salary. Further, the amount of stock and stock options that the CEO owns could be tied to the amount that is owned by employees. If employees own .1% of stock on average, per employee, then the CEO could not own more than 50X that amount, or 5% of company stock. While this system still allows for generous CEO compensation, it manages to tie CEO compensation to that seen by average employees, and would prevent clearly exorbitant salaries like those of 531 times of the average employee."
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