Racism The Main Causes Of Police Brutality - 709 Words

Police brutality has been an issue for many decades and still is a concern that people have. Officers shouldn’t even think about using that type of violence around people unless it is absolutely necessary. Police brutality has even come to a point of death. According to Encyclopedia.com, police brutality is â€Å"the use of any force exceeding that reasonably necessary to accomplish a lawful police purpose†. In other words, police brutality is when an officer takes advantage of their power. Racism is one of the main points that police brutality is involved. Most reports of police brutality deal with racism. Over more than five centuries, different people have suffered from violence by these officers. Police use deadly â€Å"forces† and that can†¦show more content†¦What â€Å"problem† officers are is officers who either have a record of being abusive or have many records of complaints from the public. These type of officers should be receiving special monitoring, training, and counseling in order to prevent that they will not be involved in any other future incident of misconduct and brutality. Many people disagree on whether or not officers should be given that â€Å"second chance† because of their crimes. This is a debate going on for officers who have used unnecessary violence against people and people are wondering if they should be getting any special treatments. Some believe that they shouldn’t be working for the government any more because it is not fair for them to commit a crime and not have a harsh punishment. Police are legally allowed to use physical or even deadly forces for very dangerous individuals when it is necessary only. If an officer is to use their force when it is not called, it can be considered as police brutality. Another form of police brutality is when an officer uses their forces more than they need to in a situation (nolo,2017). These are the two biggest ways that basically define police brutality. Police officers are expected to serve and protect the citizens but some of these officers might take things too far where they don’t know when to stop. This can lead into serious issues. According to nolo.com, â€Å"In November 2013, police officers in Tullytown,Show MoreRelatedEssay On Police Brutality1478 Words   |  6 Pagesongoing, which leads to police brutality. In â€Å"Why Are So Many Black Americans Killed By Police?†, Carl Bialik, reveals racism (consciously or not) leads to police brutality of African Americans. Kia Makarechi in â€Å"What The Dat a Really Says About Police and Racial Bias†, shows evidence of African Americans receiving more police brutality because of racism. Clint Smith in â€Å"Racism, Stress, and Black Death†, conveys how studies show that African Americans are receiving police brutality due to day-to-day discriminationRead MoreDr. Wolfe s Sociological Training910 Words   |  4 Pages1. In Dr. Wolfe’s statement on the recent events that have taken place in Baltimore he talks about police brutality, crime, racism, and inequality. Dr. Wolfe’s sociological training affects the way he looks at these events. In his statement he talks about how police brutality is not just happening among â€Å"a few bad apples† but instead how it is a systemic issue. He may be right but he also may be wrong. Dr. Wolfe is trained to study race, the criminal justice system and the relationship between bothRead MorePersuasive Essay On Police Brutality1467 Words   |  6 PagesHow can we trust the ones that’s killing us? Law enforcement and police officers play a major role in our community. They help those in need keep us safe. Nationwide they also kill an average of 3 people every day. I thought whenever you become an officer, you have sworn to protect us. Police brutality is a major issue in our society today. Police work is dangerous. In the past, police officers were considered peacekeepers. Police have been occupied in shootings, severe beatings, and unnecessarilyRead MoreRace, Race And Racism Essay1396 Words   |  6 Pagesbetter understanding of the terms, race and racism in society (critical race theory) (Stefancic and Delgado 1995, 177). By using the critical race theory and examining incidents of police misconduct, this will determine whether or not race plays a crucial factor. Additionally, this project encompasses a vast knowledge of the criminal justice system and the police departments of the United States of America. Furthermore, one must keep in mind that â€Å"police work is dangerous, difficult, and unappreciatedRead MorePolice Brutality1519 Words   |  7 Pagesfive centuries, black people have endured violence in many different ways. Today, police officers use deadly, excessive force that leads to inexcusable assaults, beatings and shootings. This demonstrates the governmentÐ ¢s role in initiating and prolonging racial suppression and provides the explanation for police brutality to become a federal crime(Black Radical Congress, 3). In history, racist violence, police brutality, has been used to suppress the racial blacks and to preserve power and privilegesRead MorePolice Misconduct and Police Brutality985 Words   |  4 Pages We hear about police misconduct case and wonder, Why don’t they do anything to stop this? Many say that we should keep the police officers’ perspective in mind. Others say that these actions are due to racism or post 9/11 paranoia. Whatever the excuse may be for these cases, there should be no need for violence anywhere. Police brutality videos go viral and reveal to the world that it actually happens and that it may happen to you too. This pervades people with fear and anger because theirRead MorePolice Brutality Is A Trend Essay1579 Words   |  7 PagesUnfortunately, police brutality is a trend that continues to increase daily. In fact, the Washington Post stated there was 807 people shot, and killed by police in 2016. Not to mention, in 2015 there was 901 people shot, and killed by police in the United States. However, there are many underlying factors that lead to any police involved shooting, or police brutality incident that occurs. Furthermore, it is impor tant to understand these factors, so officers could prevent any more police brutality incidentsRead MoreI Never Had It Made Written By Legendary African American Major League Baseball Player1457 Words   |  6 Pagesthe treatment of minorities in recent events in the US (Wyche). This is his main reason for the protests, but in different cases, oppression and the alleged brutality of police towards minorities are other causes to the actions that have been taken. Kaepernick’s decision to sit for the national anthem has sparked â€Å"copycat† protests around the country. The primary cause of the protests to the national anthem is racism towards minorities and people of color. The most significant effect is thatRead MoreMichelle Alexander s The New Jim Crow Essay1123 Words   |  5 Pagesany other racial group in the United States. Although this statement is partially true, Alexander misses the fact that in recent years, other racial groups have been affected by the same unjust profiling done by authorities. Recently, overall police brutality and racial profiling has seen an increase in the United States population. Furthermore, unprovoked or inappropriate use of force by authorities has sparked conversation in America racial profiling and incarceration rates in the country. Due toRead MorePolice Brutality : A Social Problem1548 Words   |  7 PagesPolice brutality is a social problem faced in many communities around the world. Focusing on North America, the problems and central focuses on police brutality stem from racism and the excessive abuse of power. Police brutality is defined as unmerited, excessive and aggressive abuse, police brutality is a phenomenon that causes irreparable harm to its victims. The abuse may be physical or psychological, and the victims can feel the effects of this abuse for a lifetime. These effects include not

Child Marriage Should Be Legal - 952 Words

Children should be able to experience their childhood and be able to enjoy those worriless year not worry about anything. Living life is not all about growing up, it about living and enjoys it to help making yourself happy about what have accomplished and experience. A child should not have to choose between their childhood and their parent or a religion. Both girls and boys are affected by child marriage, but girls are affected in much larger numbers and with greater intensity. Child marriage is seen across the country but it is far higher in rural than in urban areas. Girls from poorer families, castes and tribes, and with lower education levels are more likely to marry at a younger age. Child marriage has been a popular situation in India, which leads to so many children losing their childhood and becoming an adult to fast. A child shouldn’t be married off before they become women because they grow up to fast and forget how to be child and become a woman with lot of responsible to handle before reaching the age 18-year. When a child get marriage at a young age they re not beneficial form anything that is happen them it s just hurting them. Being married so young limit their opportunities and early marriages can lead to numerous medical and psychological problems, particularly in relation to early child-births where the mother is not physically mature. The misconceptions about child is that people believe that the kids are living together, but when these girls getShow MoreRelatedChild Marriage Should Be Legal989 Words   |  4 Pagesreality for these girls. Marriage should be an happy, joyful, and an enjoyable celebration of love for two people who are in lov e, but for most girls in India and other country this has become and nightmare that they can t wake up from. 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Crowdsourcing Human-based Computation and Amazon Mechanical Turk Free Essays

string(148) " During the Great Depression, out-of-work clerks tabulated higher mathematical functions in the Mathematical Tables Project as an outreach project\." In a companion blog post to his June 2006 Wired magazine article, Jeff Howe posited the first definition of crowdsourcing: â€Å"Simply defined, crowdsourcing represents the act of a company or institution taking a function once performed by employees and outsourcing it to an undefined (and generally large) network of people in the form of an open call. This can take the form of peer-production (when the job is performed collaboratively), but is also often undertaken by sole individuals. The crucial prerequisite is the use of the open call format and the large network of potential laborers. We will write a custom essay sample on Crowdsourcing: Human-based Computation and Amazon Mechanical Turk or any similar topic only for you Order Now † Daren C. Brabham was the first to define â€Å"crowdsourcing† in the scientific literature in a February 1, 2008, article: â€Å"Crowdsourcing is an online, distributed problem-solving and production model.† In the classic use of the term, problems are broadcast to an unknown group of solvers in the form of an open call for solutions. Users—also known as the crowd—submit solutions which are then owned by the entity that broadcasted the problem—the crowdsourcer. In some cases, the contributor of the solution is compensated monetarily, with prizes, or with recognition. In other cases, the only rewards may be kudos or intellectual satisfaction. Crowdsourcing may produce solutions from amateurs or volunteers working in their spare time, or from experts or small businesses which were unknown to the initiating organization. Crowdsourcers are primarily motivated by its benefits. One of these includes the ability to gather large numbers of solutions and information at a relatively inexpensive cost. Users are motivated to contribute to crowdsourced tasks by both intrinsic motivations, such as social contact,  intellectual stimulation, and passing time, and by extrinsic motivations, such as financial gain. Due to the blurred limits of crowdsourcing, many collaborative activities are considered crowdsourcing even when they are not. Another consequence of this situation is the proliferation of definitions in the scientific literature. Different authors give different definitions of crowdsourcing according to their specialties, losing in this way the global picture of the term. After studying more than 40 definitions of crowdsourcing in the scientific and popular literature, Enrique Estellà ©s-Arolas and Fernando Gonzà ¡lez Ladrà ³n-de-Guevara developed a new integrating definition: â€Å"Crowdsourcing is a type of participative online activity in which an individual, an institution, a non-profit organization, or company proposes to a group of individuals of varying knowledge, heterogeneity, and number, via a flexible open call, the voluntary undertaking of a task. The undertaking of the task, of variable complexity and modularity, and in which the crowd should participate bringing their work, money, knowledge and/or experience, always entails mutual benefit. The user will receive the satisfaction of a given type of need, be it economic, social recognition, self-esteem, or the development of individual skills, while the crowdsourcer will obtain and utilize to their advantage that what the user has brought to the venture, whose form will depend on the type of activity undertaken†. Henk van Ess emphasizes the need to â€Å"give back† the crowdsourced results to the public on ethical grounds. His non-scientific, non-commercial definition is widely cited in the popular press: â€Å"Crowdsourcing is channeling the experts’ desire to solve a problem and then freely sharing the answer with everyone† Crowdsourcing systems are used to accomplish a variety of tasks. For example, the crowd may be invited to develop a new technology, carry out a design task (also known as community-based design or distributed participatory  design), refine or carry out the steps of an algorithm (see human-based computation), or help capture, systematize, or analyze large amounts of data (see also citizen science). History The term â€Å"crowdsourcing† is a portmanteau of â€Å"crowd† and â€Å"outsourcing,† coined by Jeff Howe in a June 2006 Wired magazine article â€Å"The Rise of Crowdsourcing†. It has been argued that crowdsourcing can only exist on the Internet and is thus a relatively recent phenomenon., however, long before modern crowdsourcing systems were developed, there were a number of notable examples of projects that utilized distributed people to help accomplish tasks. Historical examples The Oxford English Dictionary The Oxford English Dictionary (OED) may provide one of the earliest examples of crowdsourcing. An open call was made to the community for contributions by volunteers to index all words in the English language and example quotations of their usages for each one. They received over 6 million submissions over a period of 70 years. The making of the OED is detailed in The Surgeon of Crow Thorne by Simon Winchester. Crowdsourcing in genealogy research Genealogical research was using crowdsourcing techniques long before computers were common. Beginning in 1942 members of The Church of Jesus Christ of Latter-Day Saints (also known as the Mormon church) encouraged members to submit information about their ancestors. The submitted information was gathered together into a single collection. In 1969 in order to encourage more people to participate in gathering genealogical information about their ancestors, the church started the three-generation program. In this program church members were asked to prepare documented family group record forms for the first three generations. The program was later expanded to encourage members to research at least 4 generations, and became known as the four-generation program. Institutes that have records of interest to genealogical research have used crowds of volunteers to create catalogs and indexes to records. Early crowdsourcing competitions Crowdsourcing has often been used in the past as a competition in order to discover a solution. The French government proposed several of these competitions, often rewarded with Montyon Prizes, created for poor Frenchmen who had done virtuous acts. These included the Leblanc process, or the Alkali Prize, where a reward was provided for separating the salt from the alkali, and the Fourneyron’s Turbine, when the first hydraulic commercial turbine was developed. In response to a challenge from the French government, Nicholas Appert won a prize for inventing a new way of food preservation that involved sealing food in air-tight jars. The British government provided a similar reward to find an easy way to determine a ship’s longitude in the The Longitude Prize. During the Great Depression, out-of-work clerks tabulated higher mathematical functions in the Mathematical Tables Project as an outreach project. You read "Crowdsourcing: Human-based Computation and Amazon Mechanical Turk" in category "Papers" Modern methods Today, crowdsourcing has transferred mainly to the Internet. The Internet provides a particularly good venue for crowdsourcing since individuals tend to be more open in web-based projects where they are not being physically judged or scrutinized and thus can feel more comfortable sharing. This ultimately allows for well-designed artistic projects because individuals are less conscious, or maybe even less aware, of scrutiny towards their work. In an online atmosphere more attention is given to the project rather than communication with other individuals. Crowdsourcing can either take an explicit or an implicit route. Explicit crowdsourcing lets users work together to evaluate, share, and build different specific tasks, while implicit crowdsourcing means that users solve a problem as a side effect of something else they are doing. With explicit crowdsourcing, users can evaluate particular items like books or webpages, or share by posting products or items. Users can also build artifacts by providing information and editing other people’s work. Implicit crowdsourcing can take two forms: standalone and piggyback. Standalone allows people to solve problems as a side effect of the task they are actually doing, whereas piggyback takes users’ information from a third-party website to gather information. Types of crowdsourcing In coining the term of â€Å"crowdsourcing†, Jeff Howe has also indicated some common categories of crowdsourcing that can be used effectively in the commercial world. Some of these web-based crowdsourcing efforts include crowdvoting, wisdom of the crowd, crowdfunding, microwork, creative crowdsourcing and inducement prize contests. Although these may not be an exhaustive list, they cover the current major ways in which people use crowds to perform tasks. According to definition by Henk van Ess that has been widely cited in the popular press, â€Å"The crowdsourced problem can be huge (epic tasks like finding alien life or mapping earthquake zones) or very small (‘where can I skate safely?’). Some examples of successful crowdsourcing themes are problems that bug people, things that make people feel good about themselves, projects that tap into niche knowledge of proud experts, subjects that people find sympathetic or any form of injustice.† Crowd voting Crowd voting occurs when a website gathers a large group’s opinions and judgment on a certain topic. The Iowa Electronic Market is a prediction market that gathers crowds’ views on politics and tries to ensure accuracy by having participants pay money to buy and sell contracts based on political outcomes. Threadless.com selects the t-shirts it sells by having users provide designs and vote on the ones they like, which are then printed and available for purchase. Despite the small nature of the company, thousands of members provide designs and vote on them, making the website’s products truly created and selected by the crowd, rather than the company. Some of the most famous examples have made use of social media channels: Domino’s Pizza, Coca Cola, Heineken and Sam Adams have thus crowdsourced a new pizza, song, bottle design or beer, respectively. Crowdsourcing creative work Creative crowdsourcing spans sourcing creative projects such as graphic design, architecture, apparel design, writing, illustration. etc. Some of the better known creative domains that use the Crowdsourcing model include 99designs, DesignCrowd, crowdspring, Jade Magnet, Threadless, Poptent, GeniusRocket and Tongal Crowdfunding Crowdfunding is the process of funding your projects by a multitude of people contributing a small amount in order to attain a certain monetary goal. Goals may be for donations or for equity in a project. The dilemma right now for equity crowdfunding in the USA is how the SEC is going to regulate the entire process. As it stands rules and regulations are being refined by the SEC and they will have until Jan. 1st, 2013 to tweak the fundraising methods. The regulators are on edge because they are already overwhelmed trying to regulate Dodd – Frank and all the other rules and regulations involving public companies and the way they trade. Advocates of regulation claim that crowdfunding will open up the flood gates for fraud, have called it the â€Å"wild west† of fundraising, and have compared it to the 1980s days of penny stock â€Å"cold-call cowboys.† The process allows for up to 1 million dollars to be raised without a lot of the regulations being involved. Companies under the current proposal will have a lot of exemptions available and be able to raise capital from a larger pool of persons which can include a lot lower thresholds for investor criteria whereas the old rules required that the person be an â€Å"accredited† investor. These people are often recruited from social networks, where the funds can be acquired from an  equity purchase, loan, donation, or pre-ordering. The amounts collected have become quite high, with requests that are over a million dollars for software like Trampoline Systems, which used it to finance the commercialization of their new software. A well-known crowdfunding tool is Kickstarter, which is the biggest website for funding creative projects. It has raised over $100 million, despite its all-or-nothing model which requires one to reach the proposed monetary goal in order to acquire the money. UInvest is another example of a crowdfunding platform that was started in Kiev, Ukraine in 2007. Crowdrise brings together volunteers to fundraise in an online environment. Most recently, the adult industry gained its own site in the way of Offbeatr. Offbeatr allows the community to cast votes on projects they would like to see make it to the funding phase. â€Å"Wisdom of the crowd† Wisdom of the crowd is another type of crowdsourcing that collects large amounts of information and aggregates them to gain a complete and accurate picture of a topic, based on the idea that a group of people is on average more intelligent than an individual. This idea of collective intelligence proves particularly effective on the web because people from diverse backgrounds can contribute in real-time within the same forums. iStockPhoto provides a platform for people to upload photos and purchase them for low prices. Clients can purchase photos through credits, giving photographers a small profit. Again, the photo collection is determined by the crowd’s voice for very low prices. In February 2012, a stock picking game called Ticker Picker Pro was launched, using crowdsourcing to create a hedge fund that would buy and sell stocks based on the ideas coming out of the game. These crowdsourced ideas, coming from so many people, could help one pick the best stocks based on this idea that collective ideas are better than individual ones. Microwork Microwork is a crowdsourcing platform where users do small tasks for which computers lack aptitude for low amounts of money. Amazon’s popular Mechanical Turk has created many different projects for users to participate in, where each task requires very little time and offers a very small amount in payment. The Chinese versions of this, commonly called Witkey, are similar and include such sites as Taskcn.com and k68.cn. When choosing tasks, since only certain users â€Å"win†, users learn to submit later and pick less popular tasks in order to increase the likelihood of getting their work chosen. An example of a Mechanical Turk project is when users searched satellite images for images of a boat in order to find lost researcher Jim Gray. Inducement prize contests Web-based idea competitions, or inducement prize contests often consist of generic ideas, cash prizes, and an Internet-based platform to facilitate easy idea generation and discussion. An example of these competitions includes an event like IBM’s 2006 â€Å"Innovation Jam†, attended by over 140,000 international participants and yielding around 46,000 ideas. Another example is Netflix Prize in 2009. The idea was to ask crowd to come up with a recommendation algorithm which was more accurate than Netflix’s own algorithm. It had a grand prize of US$1,000,000 and it was given to the BellKor’s Pragmatic Chaos team which bested Netflix’s own algorithm for predicting ratings by 10.06% Another example of competition-based crowdsourcing is the 2009 DARPA experiment, where DARPA placed 10 balloon markers across the United States and challenged teams to compete to be the first to report the location of all the balloons. A collaboration of efforts was required to complete the challenge quickly and in addition to the competitive motivation of the contest as a whole, the winning team (MIT, in less than nine hours) established its own â€Å"collaborapetitive† environment to generate participation in their team. A similar challenge was the Tag Challenge, funded by the US State Department, which required locating and photographing individuals in 5 cities in the US and Europe within 12 hours based only on a single photograph. The winning team managed to locate 3 suspects by mobilizing volunteers world-wide using a similar incentive scheme to the one  used in the Balloon Challenge. Open innovation platforms are a very effective way of crowdsourcing people’s thoughts and ideas to do research and development. The company InnoCentive is a crowdsourcing platform for corporate research and development where difficult scientific problems are posted for crowds of solvers to discover the answer and win a cash prize, which can range from $10,000 to $100,000 per challenge. InnoCentive, of Waltham, MA and London, England is the leader in providing access to millions of scientific and technical experts from around the world. The company has provided expert crowdsourcing to international Fortune 1000 companies in the US and Europe as well as government agencies and nonprofits. The company claims a success rate of 50% in providing successful solutions to previously unsolved scientific and technical problems. IdeaConnection.com challenges people to come up with new inventions and innovations and Ninesigma.com connects clients with experts in various fields. The X PRIZE Foundation creates and runs incentive competitions where one can win between $1 million and $30 million for solving challenges. Local Motors is another example of crowdsourcing. A community of 20,000 automotive engineers, designers and enthusiasts competes to build offroad rally trucks. Implicit crowdsourcing Implicit crowdsourcing is less obvious because users do not necessarily know they are contributing, yet can still be very effective in completing certain tasks. Rather than users actively participating in solving a problem or providing information, implicit crowdsourcing involves users doing another task entirely where a third party gains information for another topic based on the user’s actions. A good example of implicit crowdsourcing is the ESP game, where users guess what images are and then these labels are used to tag Google images. Another popular use of implicit crowdsourcing is through reCAPTCHA, which asks people to solve Captchas in order to prove they are human, and then provides Captchas from old books that cannot be deciphered by computers in order to try and digitize them for the web. Like Mechanical Turk, this task is simple for humans but would be incredibly difficult for computers. Piggyback crowdsourcing can be seen most frequently by websites such as Google that mine one’s search history and websites in order to discover keywords for ads, spelling corrections, and finding synonyms. In this way, users are unintentionally helping to modify existing systems, such as Google’s ad words. Crowdsourcers There are a number of motivations for businesses to use crowdsourcing to accomplish tasks, find solutions for problems, or to gather information. These include the ability to offload peak demand, access cheap labor and information, generate better results, access a wider array of talent than might be present in one organization, and undertake problems that would have been too difficult to solve internally. Crowdsourcing allows businesses to submit problems on which contributors can work, such as problems in science, manufacturing, biotech, and medicine, with monetary rewards for successful solutions. Although it can be difficult to crowdsource complicated tasks, simple work tasks can be crowdsourced cheaply and effectively. Crowdsourcing also has the potential to be a problem-solving mechanism for government and nonprofit use. Urban and transit planning are prime areas for crowdsourcing. One project to test crowdsourcing’s public participation process for transit planning in Salt Lake City has been underway from 2008 to 2009, funded by a U.S. Federal Transit Administration grant. Another notable application of crowdsourcing to government problem solving is the Peer to Patent Community Patent Review project for the U.S. Patent and Trademark Office. Researchers have used crowdsourcing systems, in particular Mechanical Turk, to aid with research projects by crowdsourcing aspects of the research process such as data collection, parsing, and evaluation. Notable examples include using the crowd to create speech and language databases,and using the crowd to conduct user studies. Crowdsourcing systems provide these researchers with the ability to gather large amount of data. Additionally, using crowdsourcing, researchers can collect data from populations and  demographics they may not have had access to locally, but that improve the validity and value of their work. Artists have also utilized crowdsourcing systems. In his project the Sheep Market, Aaron Koblin used Mechanical Turk to collect 10,000 drawings of sheep from contributors around the world. Sam Brown (artist) leverages the crowd by asking visitors of his website explodingdog to send him sentences that he uses as inspirations for paintings. Art curator Andrea Grover argues that individuals tend to be more open in crowdsourced projects because they are not being physically judged or scrutinized. As with other crowdsourcers, artists use crowdsourcing systems to generate and collect data. The crowd also can be used to provide inspiration and to collect financial support for an artist’s work. Additionally, crowdsourcing from 100 million drivers is being used by INRIX to collect users’ driving times to provide better GPS routing and real-time traffic updates. Demographics The crowd is an umbrella term for people who contribute to crowdsourcing efforts. Though it is sometimes difficult to gather data about the demographics of the crowd, a study by Ross et al. surveyed the demographics of a sample of the more than 400,000 registered crowdworkers using Amazon Mechanical Turk to complete tasks for pay. While a previous study in 2008 by Ipeirotis found that users at that time were primarily American, young, female, and well-educated, with 40% having incomes $40,000/yr, in 2009 Ross found a very different population. By Nov. 2009, 36% of the surveyed Mechanical Turk workforce was Indian. Of Indian workers were male, and 66% had at least a Bachelor’s degree. ? had annual incomes less than $10,000/yr, with 27% sometimes or always depending on income from Mechanical Turk to make ends meet. The average US user of Mechanical Turk earned $2.30 per hour for tasks in 2009, versus $1.58 for the average Indian worker. While the majority of users worked less than 5 hours per week, 18% worked 15 hours per week or more. This is less than minimum wage in either country, which Ross suggests raises ethical questions for researchers who use crowdsourcing. The demographics of http://microworkers.com/ differ from Mechanical Turk in that the US and India together account for only 25% of workers. 197 countries are represented among users, with Indonesia (18%) and Bangladesh (17%) contributing the largest share. However, 28% of employers are from the US. Another study of the demographics of the crowd at iStockphoto found a crowd that was largely white, middle- to upper-class, higher educated, worked in a so-called â€Å"white collar job,† and had a high-speed Internet connection at home. Studies have also found that crowds are not simply collections of amateurs or hobbyists. Rather, crowds are often professionally trained in a discipline relevant to a given crowdsourcing task and sometimes hold advanced degrees and many years of experience in the profession.Claiming that crowds are amateurs, rather than professionals, is both factually untrue and may lead to marginalization of crowd labor rights. Motivations Many scholars of crowdsourcing suggest that there are both intrinsic and extrinsic motivations that cause people to contribute to crowdsourced tasks, and that these factors influence different types of contributors.For example, students and people employed full-time rate Human Capital Advancement as less important than part-time workers do, while women rate Social Contact as more important than men do. Intrinsic motivations are broken down into two categories, enjoyment-based and community-based motivations. Enjoyment-based motivations refer to motivations related to the fun and enjoyment that the contributor experiences through their participation. These motivations include: skill variety, task identity, task autonomy, direct feedback from the job, and pastime. Community-based motivations refer to motivations related to community participation, and include community identification and social contact. Extrinsic motivations are broken down into three categories, immediate payoffs, delayed payoffs, and social motivations. Immediate payoffs, through monetary payment, are the immediately received compensations given to those who complete tasks. Delayed payoffs are benefits that can be used to generate future advantages, such as training skills and being noticed by potential employers. Social motivations are the rewards of behaving pro-socially, such as altruistic motivations. Chandler and Kapelner found that US users of the Amazon Mechanical Turk were more likely to complete a task when told they were going to â€Å"help researchers identify tumor cells,† than when they were not told the purpose of their task. However, of those who completed the task, quality of output did not depend on the framing of the task. Another form of social motivation is prestige or status. The International Children’s Digital Library recruits volunteers to translate and review books. Because all translators receive public acknowledgment for their contribution, Kaufman and Schulz cite this as a reputation-based strategy to motivate individuals who want to be associated with institutions that have prestige. The Amazon Mechanical Turk uses reputation as a motivator in a different sense, as a form of quality control. Crowdworkers who frequently complete tasks in ways judged to be inadequate can be denied access to future tasks, providing motivation to produce high-quality work. Criticisms There are two major categories of criticisms about crowdsourcing, (1) the value and impact of the work received from the crowd and (2) the ethical implications of low wages paid to crowdworkers. Most of these criticisms are directed towards crowdsourcing systems that provide extrinsic monetary rewards to contributors, though some apply more generally to all crowdsourcing systems. Impact of crowdsourcing on product quality Susceptibility to faulty results caused by targeted, malicious work efforts. Since crowdworkers completing microtasks are paid per task, there is often a financial incentive to complete tasks quickly rather than well. Verifying responses is time consuming, and so requesters often depend on having  multiple workers complete the same task to correct errors. However, having each task completed multiple times increases time and monetary costs. Crowdworkers are a nonrandom sample of the population. Many researchers use crowdsourcing in order to quickly and cheaply conduct studies with larger sample sizes than would be otherwise achievable. However, due to low worker pay, participant pools are skewed towards poor users in developing countries. Increased likelihood that a crowdsourced project will fail due to lack of monetary motivation or too few participants. Crowdsourcing markets are not a first-in-first-out queue. Tasks that are not completed quickly may be forgotten, buried by filters and search procedures so that workers do not see them. This results in a long tail power law distribution of completion times. Additionally, low-paying research studies online have higher rates of attrition, with participants not completing the study once started. Even when tasks are completed, crowdsourcing doesn’t always produce quality results. When Facebook began its localization program in 2008, it encountered criticism for the low quality of its crowdsourced translations. One of the problems of crowdsourcing products is the lack of interaction between the crowd and the client. Usually there is little information about the final desired product and there is often very limited interaction with the final client. This can decrease the quality of product as client interaction is a vital part of the design process. It is usually expected from a crowdsourced project to be unbiased by incorporating a large population of participants with a diverse background. However, most of the crowdsourcing works are done by people who are paid or directly benefit from the outcome (e.g. most of open source projects working on Linux). In many other cases, the resulted product is the outcome of a single person’s endeavour who creates the majority of the product while the crowd only participates in minor details. Concerns for crowdsourcers Ethical concerns. Because crowdworkers are considered independent contractors  rather than employees, they are not guaranteed a minimum wage. In practice, workers using the Amazon Mechanical Turk generally earn less than the minimum wage, even in India. Some researchers considering using Mechanical Turk to get participants for studies have argued that this may be unethical. Below-market wages. The average US user of Mechanical Turk earned $2.30 per hour for tasks in 2009, versus $1.58 for the average Indian worker. While the majority of users worked less than 5 hours per week, 18% worked 15 hours per week or more, and 27% of Indian users said income from Mechanical Turk is sometimes or always necessary for them to make ends meet. This is less than minimum wage in either country, which Ross et al. suggest raises ethical questions for researchers who use crowdsourcing.[ When Facebook began its localization program in 2008, it received criticism for using crowdsourcing to obtain free labor. Typically, no written contracts, non-disclosure agreements, or employee agreements are made with crowdsourced employees. For users of the Amazon Mechanical Turk, this means that requestors have final say over whether users’ work is acceptable; if not, they will not be paid. Critics claim that crowdsourcing arrangements exploit individuals in the crowd, and there has been a call for crowds to organize for their labor rights. Difficulties in collaboration of crowd members, especially in the context of competitive crowd sourcing. Crowdsourcing site InnoCentive allows organizations to solicit solutions to scientific and technological problems; only 10.6% of respondents report working in a team on their submission. How to cite Crowdsourcing: Human-based Computation and Amazon Mechanical Turk, Papers

Human Resource Management Work Design Pilot at CERA †Free Samples

Question: Discuss about the Human Resource Work Design Pilot at CERA. Answer: Introduction Human resource management is the recruitment and proper utilisation of the available workforce to optimise the performance of any company. The director of Human Resources has the responsibility of hiring and supervising the employees, and providing consultation to the managers of any organisation regarding training and development, plans related to the staff, and the companys budget and labour fields. The human resource manager also has the responsibility of ensuring the safety of the employees, in addition to taking care of their welfare and performing their induction and orientation (Tang, Pee Iijima, 2013). The foundation of any organisation lies solely on its employees; the results that are attained are because of the numerous human minds that are working to produce the outcome. It can be said that technology is replacing or reducing the involvement of humans, but it should not be forgotten that humans only are making the machines, and they also need to be operated or at least supervised by one. Stephen Hawking has stated that a day might come when artificial intelligence would replace the involvement of humans, and only the people at the top of the organisation in the supervisory roles would remain functional. Work design pilot at CERA CERA was looking to hire new employees to its team of educational professionals, practitioners and researchers. The Director of Learning Analytics would be responsible for conducting research and demonstrating the newly available tools and systems for the purpose of assessing and directing instructional processes. The Director of Instructional Impact makes and conducts research on the individual performance of the students by collecting data and form cooperatives with educators to assess efficiency. The ideal qualifications would be to have a strong knowledge and a preferably formal training regarding assessment and analysis, while being able to work as a flexible and independent leader. For any organisation, the strategy it follows while running the business has a direct impact on the way the job roles are designed and allocated together. Therefore, the tactics that a cost-oriented company will employ will be different from that of a company that wants to lay more emphasis on innovation or differentiation. Work design is therefore dependent on the strategies and policies, in which the organisation is functioning, and also on how it sees itself in the environment (Hogan Coote, 2014). For any work design, there are four basic approaches: Motivational, Mechanistic, Biological, and Perpetual motor approaches. Motivational job design approach Autonomy Task identity Intrinsic job feedback Ability/skill requirements Extrinsic job feedback Ability/skill variety Social interaction Task significance Task/goal clarity Growth/learning Mechanistic job design approach Job specialisation Single activities Specialisation of tools and procedures Task simplification Repetition Spare time Automation Perpetual motor job design approach Lighting Information-output requirements Displays Information-processing requirements Programs Memory requirements Other equipment Stress Printed job materials Boredom Workplace layout Information input requirements Biological job design approach Strength Size difference Lifting Noise Wrist movement Climate Endurance Work breaks Seating Shift work Jobs that support innovative behaviour In a dynamic business environment, it is essential that the employees implement innovative behaviour to ensure the success of an organisation. This is because innovation is given importance all over the world. There are important factors that affect an individuals behaviour, like the relationship they have with the management, the overall cultural climate of the company, their job description, and also, their individual differences. Psychological factors such as the workers level of interest and dedication towards their work will affect their individual creativity, since innovation is nothing but the ability to generate ideas that are more creative (Paterson, Luthans Jeung, 2014). The innovation is affected by how the worker perceives the climate of the organisation. An individual will behave in accordance with the consequences as outlined in the expectancy theory of motivation. This is also influenced by the expectations that the employee has from their organisation, and it differs from individual to individual. Explaining innovative behaviour using performance and image outcome expectations Innovative behaviour can be defined as the implementation of new ideas, processes or procedures to increase the performance and outcome. This can be done by using new processes of work, improved methods of investigation and application, and by keeping track of newer technological processes. Innovation is therefore the conception and the implementation of newer and more creative ideas, which are useful for the success of the organisation (Wallace, 2016). For improved employee behaviour and performance, it is important that the organisations employ the best and the most skilled workers. Years of research has concluded, that innovative behaviour is not one-dimensional. It is more than just the implementation of creative ideas; it is the identification of the problem, the development of the solution, and the required support for it (Madrid et al., 2014). The importance of innovation in the workplace is a developing idea; however, there have been insufficient studies to actually examine employee behaviour. Some studies that had been conducted assessed the behaviour of only those sectors that had workers that were empowered, or were transformational leaders. It has been suggested by theorists of social exchange that there is a whole series of interactions that give rise to the commitment and the freedom over time, in any workplace. It is assumed that a good deed done by any of the workers will get reciprocated at some point by the person who benefits from or receives it. This implies that when workers are able to have a high-quality relationship with the employers and are satisfied with the output of their workplace input, they are more willing to invest and respond with better performances, while also fulfilling the obligations they might have to the management or the supervisor. These workplace relationships develop and can be maintained if both the involved parties understand its importance and can provide for it (Hsu Chen, 2015). Social exchange theory: The background to workplace relationships A key factor of this Social Exchange Theory is that the trust, loyalty and commitment in any relationship take time to develop. In addition to time, the situations also need to be ideal. This means, that the workers need to keep in mind the rules of the workplace, and in the process, help to foster mutually helpful workplace relationships. Even the organisation needs to implement a mechanism that aids its workers in solving work-based issues. In other words, the supervising body needs to be supportive, and the employees should be able to understand that. However, there are no firm rules regarding this; an employee will undertake a social exchange only when the benefit is greater than the investment this is similar to any economic exchange. Innovative behaviour models The innovative behaviour of individuals are affected by a total of twelve factors, which can be categorised into four groups: Characteristics of the organisation the expressed strategies and the size of the organisation Characteristics of the intersection between employee and employer the hierarchy, the work culture, and the aims outlined by the organisation Characteristics of the actual individuals eagerness to learn, an ambitious personality Characteristics of the innovation itself the potential and goals of the organisational policies Job satisfaction and innovation Here, the relationship between performance and job satisfaction is to be addressed. The foundation of this idea is in the fact that a worker with high job satisfaction will be more willing to perform their duties in a better manner (De Clercq, Dimov Belausteguigoitia, 2016). The leadership gets affected in the same way; a team of employees that perform well will result in a happier and more satisfied manager or supervisor. Innovation might get limited when employees have a job satisfaction they may support decisions that might not be beneficial for the company, as employees with a secure job are less likely to consider the financial shortcomings that the governing body is facing. A more relaxed structure of pay and leaves make workers appreciate their job security, but this cannot make up for the lack of a future vision encompassing the past and future performance and success rates. Promoting innovative behaviour When it comes to the challenges that the management faces while governing any organisation, it is no surprise that human capital tops the list ("Forbes Welcome", 2017). It is followed suit by the challenge of innovation, and it is one of the top five concerns all over the world. Human capital and innovation are interlinked; a good attempt at innovation is dependent on the strength of the leadership in the organisation. At CERA, it is essential that the management have a strong role in the administration, and the following nine aspects can be said to drive innovation: A joint vision by the leaders and their colleagues One cannot just give directives or orders and expect their employees to follow them blindly, no matter how grand the strategy might be. A better outcome is guaranteed when the leader consults with his employees before making any decisions; a partnership is better than a commanding approach (Yoshida et al., 2014). Building trust It is absolutely important for the leader to have trust for their employees (Agarwal, 2014). CERA needs to incorporate the idea that their employees are trusted and therefore valued to ensure that their visions are realised. A leader who trusts their workers earns the trust of the employees as well. Moreover, one needs to feel safe in order to take the risks that could be necessary for the organisation. Willingness to change the status quo Leaders should know the difference between the right and the politically correct in order to be innovative (Mutlu, 2014). It does not matter if such leaders are said to be contrary to the environment as they are the ones who are, in the long run, successful and efficient in innovation. Expertise The leaders who have a profound knowledge of their field and what their workers are working on are more likely to be innovators. They are intellectually curious, but are equally aware of the core functioning of their group. Goals are set high The benchmark for success should be set high, and the workers should be encouraged to reach those goals. They should believe that they can reach that target, no matter how challenging it might be. Speed A leader who is innovative moves fast, as they hold the belief that a task can be finished in a better manner much more quickly than by delaying it. Leaders who work slowly have reduced results than those who are fast and therefore more productive. The need for information Maintaining transparency and being communicative with the team is one of the main characteristics of an innovative leader. Asking and answering relevant questions is also important, and it helps to be successful in innovation. Teamwork It should always be about about the team, never about the individual. Co-operation is the key to the success of any innovative idea (Schippers, West Dawson, 2015). Diversity and inclusion It is necessary for innovation that the team takes into consideration all points of view and the opinions of all the members. The blending of different creative processes and experiences gives rise to innovative solutions. Conclusion Innovative behaviour is dependent on a number of factors, especially on the leader and how their relationship is with the other members of the team. It is important for them to trust and motivate the other workers to ensure the realisation of newer and better ideas, all the while keeping the goals sky-high to make it a challenging experience as well. The human resource management has probably the most critical of tasks when it comes to managing an organisation, as any company is defined by the efficiency of its workforce. In the present world, innovation is an ever-evolving issue. Human capital is the most important factor to innovative performance, and a high level of innovation can be achieved by effective functioning of the Human Resource Management. Effectively designed and synchronised human resource management encourages people to initiate innovation, as it is important for achieving the necessary goals. Recommendations CERA should keep in mind that the expectation from leaders by the workers directly affects innovative behaviour. The exchanges between the leaders and members, the style of solving problems, and the atmosphere for innovation are among the less complex factors that are involved. The creativeness and the attitude towards innovation are affected by four factors characteristics of any group task, the knowledge diversity or the skills of the members of that group, the integrating group processes, and external demands. On further analysis, it can be said that innovative behaviour is explained by different variables, because of which the models are nearly impossible to compare (Anderson, Poto?nik Zhou, 2014). Human resources management aims to encourage innovation by assigning employees to work in teams. Outlining the necessary roles in teamwork is a necessity in organisational development. The importance of teamwork has not attracted much attention; it is a relationship between the degree to participation and innovation and the technical aspects of the organisation. Also, when employees undergo a range of experiences, they will become more open and willing to changes and implementation of newer ideas, and also to consider their own ideas and the requirements for skill development (Battistelli, Montani Odoardi, 2013). People who are exposed to more variety are undoubtedly better at solving problems than those who have a narrow scope of work. References Agarwal, U. (2014). Linking justice, trust and innovative work behaviour to work engagement.Personnel Review,43(1), 41-73. Anderson, N., Poto?nik, K., Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework.Journal of Management,40(5), 1297-1333. Battistelli, A., Montani, F., Odoardi, C. (2013). 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Knowledge sharing, organizational climate, and innovative behavior: A cross-level analysis of effects.Social Behavior and Personality: an international journal,41(1), 143-156.