Reflection Essay Example | Topics and Well Written Essays - 750 words - 11

Reflection - Essay Example Filing of the case as homicide is arguably inapt. I have specifically used the term ‘arguably’ because, the prima facie of the case is evident towards the assumption of homicide. The entire scenario would have turned upside down had Popeye died in the fight. A supportive argument can this way be placed. Bluto did not die in the fighting with his rival, Popeye. In fact, Popeye was about to swoon and staggered in the fight. The physical might of Bluto was really overpowering Popeye making him virtually inert to fight further. At this juncture, it is quite unimaginable to think of the death of the aggressor in the place of victim. Thus the cause of death of Bluto had to be reinvestigated who was effectually vigorous during the entire scene of fight and up to the time of his death. Assault was the crime committed by Olive on Bluto. Assault generally is a crime of violence involving the intent to cause physical injury that result in physical injury. In New York, assault without any weapon is a misdemeanor and that with the use of a weapon is felony. As such Olive’s act of criminality can be restricted to felony. Here the article 35.15 of New York may be read. The article clearly goes this way: â€Å"A person may, subject to the provisions of subdivision two, use physical force upon another person when and to the extent he reasonably believes such to be necessary to defend himself or a third person from what he reasonably believes to be the use or imminent use of unlawful physical force by such other person, unless: (a) the latter’s conduct was provoked by the actor himself with intent to cause physical injury to another person.†. Here, although the provoking of Olive to the Bluto’s aggressive conduct is seemingly apparent, the term à ¢â‚¬Ëœwith intent’ attracts the explanation of motive, which may not be legally required obligatory to defend the accused. Evidently, the motive of Olive was only to stop the

REWARDS AND BENEFITS IN VOLVO CAR COMPANY - HUMAN RESOURCE MANAGEMENT Essay

REWARDS AND BENEFITS IN VOLVO CAR COMPANY - HUMAN RESOURCE MANAGEMENT - Essay Example In this regard, experts (Arnold & Silvester, pp. 12-19, 2005) have identified major change in the perspective and attitude of employers towards their employees, and this indicates creation of different innovative policies and strategies to ensure motivational workplace environment for the workers. Specifically, performance and reward management is one significant component of HRM that plays a crucial role in every organisation, and analysis has indicated that organisations are nowadays relying heavily on the factors of benefits and rewards as modes and tools of ensuring organisational success by guaranteeing efficient and productive performance of the employees. Particularly, this paper is an attempt in the same series of efforts that will focus on identification of various types of benefits and pay systems existing globally, as well as, reward strategies of Volvo Car Corporation that will allow understanding of the topic in realistic manner. Different Forms of Rewards Rewards play a crucial role in every human life, and particularly, it is an understanding that reward is one of the components that drive the society to develop and grow in different aspects. This works in the organisational setting as well; however, before identifying different forms of rewards and pay, experts (Robbins et al., pp. 39-47, 2009) have suggested that it is very important that employers should put efforts to ensure integration of rewards’ methodology with organisational objectives and mission, as non-integration often have resulted in failure of the strategies. For instance, if organisational mission is to become a market leader, Corporation will have to keep a higher-paying reward system to retain best talent from the market, and if mission is to survive and go with flow of the market, and then a lower-reward system will work as well. Following are some of the common forms of pay and rewards: Fixed Pay This is the most common and conventional form of compensation that includ es payment to employees on a fix-pay methodology, usually on monthly basis (Rothwell et al., pp. 23-25, 2009). In this kind of method, employees get fix monthly payment despite of any change in performance or productivity. It is an observation that organisations are now moving away from the fixed pay methodology due to dominance of other modern reward and performance management systems. Variable Pay Method â€Å"Why should I make an extra effort for this job? Why should I try to contribute and think more about the organisational goals and success† (Langton, pp. 46-76, 2000)? Abovementioned is one of the common statements that one can hear from employees in a fix-pay system that resulted in the creation of variable pay method system that â€Å"bases a portion or all of the employees’ earnings on some individual or organisational formula or measure of productivity† (Torrington, Hall, & Taylor, pp. 365-348, 2005). Analysis has indicated that 60% of the organisation s in the United Kingdom are depending on the variable pay system to compensate and motivate their workers. One of the major benefits of using this system is reduction of fixed labor costs, and this system enables the organisations to focus more on the level of productivity and performance that is often not possible or not workable in fixed pay method. Besides these pay systems,