Legal Ethics Essay

I. Lawyer and Society a. Observations i. Pursuant to rule 1.03, CPR, one defense counsel manifested to the honorable court that he does not wish to postpone the case again, the same having been previously postponed for four times already because of the prosecution’s failure to present their witness. II. Lawyer and the Legal Profession b. Observations iii. Respect between defense counsels and fiscal iv. Address each other with respect v. Candid and Friendly vi. After hearing, counsels for accused approached prosecutor and bid their goodbyes, with laughs, as if they were really close friends vii. Pursuant to canon 8, fiscal and defense counsel (female), during their direct and cross examinations, respectively, never used offensive language whenever they have objections during the examination of the witnesses. III. Lawyer and Courts c. Observations viii. Treat Personnel with respect ix. No sign of any disgust or disrespect to Judge Danilo Galvez, despite approval of the latter of postponement of his case. x. Pursuant to 10.03, procedure, there was no showing that any of the lawyers violated any procedural rules of the court. xi. Pursuant to canon 11 and the rules thereof, all lawyers punctually appeared at their respective hearings; they were all properly attired when they came to court; and no offensive or menacing language were used, especially in one particular case where there was a direct and cross examinations xii. Pursuant to rule 12.07, during the cross examination of attorney of the witness of the fiscal, she never, even for once, harassed the witness. She addressed her questions to him very calmly and respectfully. xiii. IV. Lawyer and Client d. Observations xiv. In one case, the counsel for the defense manifested that if it be okay with the honorable judge and the court that the trial so proceed because the same has been postponed 4 times already; but prosecutor insisted for the postponement and reassured the court that on the next hearing they will be able to present their witness; judge granted postponement, â€Å"in the interest of justice† xv. In another case, the prosecutor objected to the manifestation by the opposing counsel to dismiss the case; the reason for the proposed dismissal was because the prosecutor was not present at the last hearing; the reason for the objection was that the counsel looking to dismiss the case was also absent the previous hearing; judge said that both of you have been absent in one of the hearings, in the interest of justice, case will be postponed and will resume.

Top Ranked California Business Schools

Top Ranked California Business Schools California is a large state with a lot of diverse cities. It is also home to hundreds of college and universities. Many of them are in the states large public school system, but there are even more private schools. In fact, some of the largest and most prestigious colleges and universities in the country are located in California. This means lots of choices for students who are seeking a higher education. In this article, were going to take a look at some of the options for students who are majoring in business. Although some of the schools on this list do have undergraduate programs, were going to focus on the best California business schools for graduate students who are seeking an MBA or a specialized masters degree. These schools have been included because of their faculty, curriculum, facilities, retention rates, and career placement rates.   Stanford Graduate Schools of Business Stanford Graduate School of Business is frequently ranked among the best business schools in the country, so it is no surprise that it is widely considered to be the best business school in California. It is part of Stanford University, a private research university. Stanford is located in Santa Clara County and adjacent to the city of Palo Alto, which is home to a number of different tech companies. Stanford Graduate School of Business was originally created as an alternative to business schools in the eastern portion of the United States. The school has grown to become one of the most highly respected institutions of education for business majors. Stanford is known for its cutting-edge research, distinguished faculty, and innovative curriculum. There are two main masters level programs for business majors at Stanford Graduate School of Business: a full-time, two-year MBA program and a full-time, one-year Master of Science program. The MBA program is a general management program that begins with a year of core courses and global experiences before allowing students to personalize their education with various electives in areas like accounting, finance, entrepreneurship, and political economics. Fellows in the Master of Science program, known as the Stanford Msx Program, take foundational courses first before being mixed in with MBA students for elective coursework. While enrolled in the program (and even afterward), students have access to career resources and a Career Management Center that will help them design a personalized career plan designed to develop skills in networking, interviewing, self-assessment and much more.    Haas School of Business Like Stanford Graduate Schools of Business, Haas School of Business has a long, distinguished history. It is the second oldest business school in the United States and is widely considered to be one of the best business schools in California (and the rest of the country). Haas School of Business is part of the University of California- Berkeley, a public research university founded in 1868. Haas is located in Berkeley, California, which is situated on the east side of San Francisco Bay. This Bay Area location offers unique opportunities for networking and internships. Students also benefit from the award-winning Haas School of Business campus, which boasts ultramodern facilities and spaces that are designed to encourage collaboration among students. Haas School of Business offers several different MBA programs to suit various needs, including a full-time MBA program, an evening and weekend MBA program, and an executive MBA program called the Berkeley MBA for Executives. These MBA programs take between 19 months and three years to complete. Business majors at the masters level can also earn a Master of Financial Engineering degree, which provides preparation for finance careers in investment banks, commercial banks, and other financial institutions. Career advisors are always on hand to help business students plan and launch their careers. There are also a number of companies that recruit talent from Haas, ensuring a high placement rate for business school graduates.   Ã‚  Ã‚   UCLA Anderson School of Management Like the other schools on this list, Anderson School of Management is considered a top-tier U.S. business school. It is highly ranked among other business schools by a wide range of publications. Anderson School of Management is part of the University of California- Los Angeles, a public research university in the Westwood district of Los Angeles. As the creative capital of the world, Los Angeles offers a unique location for entrepreneurs and other creative business students. With people from more than 140 different countries, Los Angeles is also one of the most diverse cities in the world, which help Anderson be diverse as well. Anderson School of Management has many of the same offerings as Haas School of Business. There are multiple MBA programs to choose from, allowing students to individualize their management education and pursue the program that fits with their lifestyles. There is a traditional MBA program, a fully employed MBA (for working professionals), an executive MBA, and a global MBA for Asia Pacific program, which was created developed through a partnership between the UCLA Anderson School of Management and National University of Singapore Business School. Completion of the global MBA program results in two different MBA degrees, one awarded by UCLA and one by the National University of Singapore.  Students who are not interested in earning an MBA can pursue a Master of Financial Engineering degree, which is best suited for business majors who want to work in the finance sector.   Parker Career Management Center at Anderson School of Management  provides career services to students and graduates through every stage of the career search. Several organizations, including Bloomberg Businessweek and The Economist, have ranked the career services at Anderson School of Management as the best in the country (#2 in fact).

Discussion Board Essay Example | Topics and Well Written Essays - 250 words - 9

Discussion Board - Essay Example Therefore, the equilibrium quantity is determined by output amount a firm decides to supply. For instance, Samsung and Nokia companies are all phone companies and their demand in the market is determined by equilibrium where price is given in the market and not by demand or supply forces. The government intervention has a strong influence on a willing late comer to join the market industry. Government interventions may allow late comers to challenge those who entered first in the market. If they do so, there is a shift of extra returns by government intervention in a particular firm from another state to the national economy. For instance, a real life situation is whereby if China can be allowed to supply phones to America, there will be a reduction in returns received by phone making companies in America as they will not enjoy all the profits as before. Financial ratios are designed with the aim of determining the weaknesses and strengths of a firm. The investors need financial analysis to know the riskiness of cash flows and future cash flows of a firm. An individual is able to know a company’s strength or weakness by analyzing the past performance of the firm and mapping it to the future plans. The analysis is mainly done by analyzing financial statements. For instance, in debt ratio, the greater the ratio, the lower the protection that can be afforded by creditors upon liquidation (Hacker,

Employees Performance Appraisal Coursework Example | Topics and Well Written Essays - 1000 words

Employees Performance Appraisal - Coursework Example It makes it easier for the employers to determine the career path for their employees. One of the difference between potential appraisal and performance appraisal is the criterion. The criterion used is to analyze the goals achieved by an employee and what skills he or she currently possesses that could be helpful in indicating the ability of that employee to assume an advanced set of responsibilities. On the other hand, Performance Appraisal refers to the appraisal of the work performed by an employee. Performance appraisal aims at evaluating the employee’s ability to perform the job he is given and whether he has been provided the job in accordance with his potential. Performance appraisal may be performed following a simpler criterion in terms of the quality, quantity, cost and time of the work performed by an employee. Performance appraisal is not future oriented therefore it cannot be used to predict the performance of an employee. Unlike potential appraisal, its purpose is to determine whether the employee has performed satisfactorily. QUESTION 2 Discuss the linkage between â€Å"Potential Appraisal† and â€Å"Career Development†. There is a stable linkage between Potential Appraisal and Career Development. ... The set of skills that are analyzed in the potential appraisal are; communication skills, leadership skills, inter-personal skills, ability to adapt to different scenarios, decision making skills, ability to work as a team and the ability to take initiatives. All these set of skills are highly helpful in the career development of an employee. By analyzing these skills, an employee would know his strengths and weaknesses and it would give him a chance to capitalize on his strengths and to improve his weak skills. In another scenario, if an employee is strong in a particular skill, he would be able to determine his career path based on that skill. For example; a person with strong communication skills can choose marketing as his career. A person with strong leadership skills can develop his career in management. Thus, potential appraisal is linked with the career development of the employees. QUESTION 3 Identify the manager’s main responsibilities when conducting Potential Appra isal. When conducting a potential appraisal, manager should follow the pattern of the appraisal which is the most effective. The manager should formulate the appraisal in such a manner that the purpose of the appraisal is completely achieved. Initially, all the employees whose potential appraisal is to be conducted should be listed by the manager and the manager should conduct the appraisals individually. Another responsibility of the manager is to gather complete information about the employee with regard to his current position and his set of responsibilities. The manager should utilize the results of the performance appraisal to make the potential appraisal more effective. The manager should take into account the performance of the employee in his

Social Change Term Paper Example | Topics and Well Written Essays - 1750 words

Social Change - Term Paper Example er, in modern life and through almost all cultures is now subject to the ability of a cultural group to either create monetary value from their resources, or to hunt and gather from local resources, a type of survival that is all but lost as governments have taken over almost all lands across the world. In environments that are inhospitable to agricultural growth, the problem of hunger is frightening. However, hunger exists in urban environments in well developed countries just as readily as it does in undeveloped lands. Through repositioning the philosophical framework on human rights, charity, and food, the problem of global hunger could be ended through cooperation and sharing of resources. The ideal world would be one in which every person was given access to those aspects of existence that best supports their overall health, which would be food, health care, water, and housing. If those problems were eliminated, the minds that are stifled through a fight for survival that includes hunger and poor health would have the potential to develop and contribute to the world through innovation and intellectual pursuits. In a world where no one struggled for the basic survival problems, great creativity and innovation could come from unexpected resources which are now lost because the difficulty of life suppresses creative thought. The greatest losses to humanity are being realized by the number of people who are being lost because they are never given the tools with which to reach their full potential. As an example, imagine what might have happened if Steven Hawking had grown up in another time period where his illness had prevented his survival or in another place where lac k of health care had shortened his remarkably long life, considering the nature of his ALS which has a much shorter life expectancy. The same mind in a body that exists in a place with less quality food and health care may never have had the opportunity to contribute so significantly to the

Measurement of Time Spent Communicating Essay Example for Free

Measurement of Time Spent Communicating Essay The amount of time we spend communicating is outstanding. There have been multiple studies to find the actual amount of our waking lives spent communicating, and the percentage of time we spend in each division of communication. The article, Measurement of Time Spent Communicating, is the result of a communication study of employees of a research and development laboratory. The study was based on two techniques: direct observation, and questionnaires. How much time do people spend communicating at work? How much time do people spend using machines at work? This useful information can help to improve the amount of work done in a certain amount of time. If people spend more time communicating to get a job done, then our communication skills possibly need improvement. The talking people do is related with their work output. The same goes for machinery; if we spend more time in person-machine interaction, improving machinery would be the main advance to improving jobs. People were observed at one instance in time in offices of one person to five people, some at supervisory levels, laboratories, hallways, and conference rooms. The observation data was divided into to groups time spent communicating, and time spent working with equipment. These categories were subdivided in different types of communication activities, including face-to-face communication, telephone communication, reading, and writing, and different types of equipment uses, including lab equipment, office machinery, and an other category. Pre-tests showed the three trained clerks could classify the behavior of the employees reliably. Sampling moments were random and unbiased, only avoiding break times and everyones lunch, and are correspondent to the entire working day. The questionnaires were placed at the desks of all the people in the sampling areas, offices, and laboratories. The questionnaires were pre-tested to make sure the wording was understood, and the ordering of questions didnt change the results. The employees were to answer seven questions all percentages that should add up to 100% of the working week. The questionnaires that were returned and did not add up to between 90% and 110% were disregarded. 4,000 questionnaires were distributed, and 2626, or 66%, were returned and usable. Overall, the common results of the observations and questionnaires were recognizable. The observation method is more accurate, and unbiased, so the main differences in the two sets of data are explained by people underestimating the time they spend communicating face-to-face, and overestimating the time they spend reading and writing. The questionnaire and observed data representing how much time is spent speaking on the telephone, working with lab equipment and office machinery, and other were relatively the same. Another observation is that the amount of time spent communicating depends on how many people are in the office. The fewer people, the more communication went on. This could be due to the fact that many one or two person offices were supervisory level, and therefore had to communicate to employees more often. All offices engaged in face-to-face communication more than in laboratories. Although, time spent working with equipment is only 13%, even though the research study population is a research and development laboratory. This leads us to the conclusion that communication with people, not equipment, is the center of activity for most professionals, administrators, clerks, secretaries and technicians.

Apprentices, Planters and Special Magistrates 1834 -1838

Apprentices, Planters and Special Magistrates 1834 -1838 Introduction The Apprenticeship System was intended to provide a smooth transition for the ex-enslaved into freedom after Emancipation was declared. It also ensured an adequate supply of labour for Planters during the period it lasted.[1] The newly made Apprentices were separated into two groups: the Praedials who were to work 6 years in the fields and the Non-Praedials who were to work 4 years domestically.[2]Apprentices were supposed to learn new skills such as budgeting and saving. Planters on the other hand, were expected to introduce new technologies and get accustomed to paying wages. Special Magistrates were employed to make sure that the planters obeyed the laws and the ex-enslaved were protected. The system was implemented in British Guiana, Trinidad and Jamaica. However, Antigua and Bermuda did not implement it.[3] The aim of this study is to examine the views of the Apprentices, Planters and Special Magistrates as they recall the Apprenticeship System during the time period, 1834-1838. It is necessary to research this topic because it needs to be examined more in depth as it is not widely researched. One can obtain valuable insight from the different perspectives of the Apprentices, Planters and Stipendary Magistrates in this case. Apprentices The Apprenticeship System was not anything like what freedom should have felt like. Although it was supposed to be a transitional for many ex-enslaved it ended up being nothing more than a further period of bondage. At first they were happy in 1834 when Emancipation was granted, but later on they became confused and upset when they realised that their new freedom came with terms and conditions to abide by just as if it were enslavement continued. Apprentices did not understand this system which led to instances of protest. From time to time short strikes occurred and acts of sabotage just as during the enslavement period[4]. For example, in Jamaica. John Graskell of Mt.Sinai was found guilty of insubordination and attempting to get other apprentices to resist[5].These actions taken by the Apprentices showed that they were unhappy with the Apprenticeship system. Even though the Apprentices were supposed to be paid for any additional hours of work other than the 40  ½ hours they had to complete each week, Planters continued to frustrate them by tying wages to the rent of huts and they often took advantage of the Apprentices by making them work the extra hours for no pay as they knew that the Apprentices did not have the knowledge to calculate how long they worked and if they were getting paid accurately. Apprentices were in a weak position which did not enable them to bargain with Planters about the conditions of their employment.[6] Aside from this, Planters also punished the Apprentices by using one of the harshest punishments, the treadmill which was carried out in workhouses.[7] The Apprentices were quite confused when they received these horrible punishments and faced these frustrations because they were supposed to be treated as free men and employees. This clearly did not happen. Figure 1: Apprentices on the Treadmill       Digital Image.GeorgetownsvgrevisitedN.p., n.d.Web. http://www.georgetownsvgrevisited.co.uk/resources/Sugar-Plantations-In-South-America.jpg?timestamp=1442850837171> Plantocracy The whole idea of the Apprenticeship System was upsetting to planters, because their properties (the Africans) were granted their freedom. The planters were disgusted by the Apprentices and they did not view them as people who should be granted their freedom. Even though planters were compensated, this did not stop them from extracting as much labour as possible from the ex-enslaved before full freedom set in. They tried to exercise their usual power over the now freed people. This was especially done as they had the right to decide if an apprentices work was satisfactory or not. Even though the Emancipation Act forbade physical punishment on the plantation, it ordered each colony to set up workhouses[8] to carry out punishments there. The workhouses were dominantly controlled by the planters nonetheless. When planters discovered that apprentices would sell produce from their provision grounds or work on other properties for income, they tried to stop it by all means. If the Apprentices were making their own money they would forfeit this control that the Planters had and the Planters did not want this. They started giving Apprentices poor quality provision grounds closer to their plantation or in the case of an Apprentice always having their own provision ground the planters made it difficult for them by cutting down fruit trees or forbidding apprentices to have livestock.[9] Planters also refused to pay fair wages after the 40  ½ hours, or pay the wages on time. The vagueness of the Act allowed the Plantation Owners to manipulate the terms and conditions to their benefit and made the Apprentices suffer. The Special Magistrates The Colonial Office attempted to see that the Apprenticeship System was being carried out fairly so they sent Special Magistrates to the Caribbean. They were supposed to protect the rights of the former enslaved and settle disputes between employers and labourers. Many of the Magistrates were either retired British army officials or were civil servants.[10] However, the ratio of Special Magistrates to Apprentices was small, therefore this left the Magistrates with a lot on their hands. Their job was extremely exhausting as they had no money and worked under poor conditions. A Special Magistrates salary was insufficient and they still had to provide their own housing, food and travelling expenses[11]. As a result of this, many Magistrates were forced to take bribes from Planters such as accepting meals and lodgings, often the night before a Magistrate had to listen to an apprentices complaint against a planter. This was not fair to the Apprentices as the Magistrates opinions were bias and they were automatically on the side of the planter. Even if there were Magistrates who wanted to help they could not as they did not have the resources to do so. Fortunately, there were still a few Magistrates who carried out their jobs well and went out of their way to help apprentices and investigating their complaints, often risking their lives. For example, John Bowen Colthurst,Captain James Grady, William Oldery and William Ramsey.[12] According to historian, W L Burn, a good magistrate was one who: à ¢Ã¢â€š ¬Ã‚ ¦ tolerated neither undue laziness on the part of apprentices nor undue severity on the part of the masters; kept their districts in order, tried to work with the governor and (while courting neither the favour of the planter nor that of the negrophilists).[13] Conclusion The Apprenticeship System failed as it was plagued by poor labour relations as Planters intended to keep their traditional power and racial dominance over the Apprentices. It also failed as a British Parliamentary Committee recommended that workhouses be taken away from local magistrates due to evidence reports sent by the Special Magistrates in 1837.[14] The planters had mixed reactions to the ending of the system. Some still wanted the system to run its full course while others wanted it to end mainly because they no longer wanted to have the expenses of providing for the Apprentices. As expected, the Apprentices were quite happy that the system was ended. On August 1 1838, laws were passed to prematurely end it[15]. At the end of Apprenticeship everyone was freed wether they were a praedial or non-praedial. Figure 2 : A gathering for the listening of the Governor reading the proclamation of the end of the Apprenticeship in the Spanish Town main square, Jamaica, 1838 Digital Image. Jamaican Echoes. [1] Dookhan, Isaac. Pre-Emancipation of the West Indies. Longman Group UK Ltd.1988. p.94 [2] http://scholar.library.miami.edu/emancipation/culture2.html [3] Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won: Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 p.9 [4] Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won: Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 p.11 [5] I bid. [6] Dookhan, Isaac. Pre-Emancipation of the West Indies. Longman Group UK Ltd.1988. p.93 [7] Claypole, William and John Robottom. Caribbean History: Foundations Book 1, Pearson Education Limited, 2009. Pg.175 [8] Extracts from the journal of a special magistrate in Barbados showed how the workhouse was used to control apprentices who worked less hard than the overseer demanded or who challenged a planter. [9] Claypole, William and John Robottom. Caribbean History: Foundations Book 1, Pearson Education Limited, 2009. Pg.178 [10] Claypole, William and John Robottom. Caribbean History: Foundations Book 1, Pearson Education Limited, 2009. Pg.175 [11] The initial salary of a Special Magistrate was  £300 but this was seen as inadequate and it was then moved up to  £450. [12] Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won: Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 Pg.13 [13] Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won: Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 Pg.14 [14] Claypole, William and John Robottom. Caribbean History: Foundations Book 1, Pearson Education Limited, 2009. Pg.178 [15] I bid.