The Environment Is A System Of Living Things - 1393 Words

An environment is a system of living things. The Earth is our environment. The capacity of our environment to offer space, to reap nutrition and to fund energy are all limited. Food, water and other basic assets are strained by the escalating requests of our persistently developing population. We rely on these limited resources for our survival, yet we are quickly extending our population as though they were infinite. This reality is at the focal point of our environmental issues. Despite the fact that the number of inhabitants on earth has been escalating in a continuous manner since 1400, the most emotional increment has taken place in more recent decades. Overpopulation is a standout amongst the most concerning troubles in present times. It is an â€Å"undesirable condition where the number of existing human population exceeds the carrying capacity of Earth.† (1) There is a natural point of confinement to the population size that can be reasonably maintained by an environ ment. Overpopulation is the undesirable condition where the amount of the existing human population exceeds this natural limit and eventually devours our planet with the request for more nutrition from less land and water supplies. As the total population develops, enhancing expectations for everyday comforts and improving living standards without destroying the Earth is a global challenge. Our world population is growing at about eighty million people a year, which equates to an average of two-hundred andShow MoreRelatedThe Impact Of Technology On The Environment1368 Words   |  6 Pages In this current scenario, people exist in technology era as well as they are living the development stage in industry, technology and all other aspects. Scientists continually exposed many accurate inventions which are very helpful to people in their day to day life and it makes their life easy and caused a big turn in everyone’s life. 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The country is safer than the city and crime rates are lower. In the country, there is an abundance of trees and vegetation. In the country, there are parksRead MoreEssay on Tom Wolfe’s: O Rotten Gotham1156 Words   |  5 Pagesand inhumane. Humans were compared to rats using the overcrowding, the ways of life, and the filth as examples. From the adrenaline rushes and car horns to helicopter noises and constant overcrowding, New York City is a constant stress causing environment. Dr. Hall, another author presented in the article, saw this overcrowding in the city causing a lot of problems. He states that work takes place in massively congested areas such as small cubicles in offices. This, however, is not just a problem

Media Role in Everyday Life - 2039 Words

Analyse the following quote: â€Å" it is because the media are central to our everyday lives that we must study them... as social and cultural as well as political and economic dimensions of the modern world.† (Roger Silverstone, Why Study the Media? 1999.) criteria understand respond to question construct logical argument key terms/concepts used accurately provide relevant examples where required Reading 1.1 Why Media Studies is Worthwhile: Bazalgette Media studies is controversial because it is still new and because it deals with things that are not only continuing to change but are also the focus of many anxieties. 2000:5 Newspapers, film, radio, television and, increasingly, computer software and communications networks†¦show more content†¦You should beware of media courses which render the subject down to a few handy maxims such as the basic function of all media is to sell audiences to advertisers. 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Journal Of Technology Management Innovation -Myassignmenthelp.Com

Question: Discuss About The Journal Of Technology Management And Innovation? Answer: Introduction Human resource management has been evolving for the last few years forcing human resource managers to adopt new strategies for dealing with the workforce. The rise of globalization and the push for equality at work has led to the rise of diversity within the organization(Kramar, et al., 2014). This has forced many organization to consider diversity in the aspects of recruitment and selection of employees. This has been based on the pressure for organizations to adopt social inclusion strategies that seek to ensure organizations accommodate people from different social backgrounds. Although organizations are packaged in different sizes and shapes, human resource management can be the leading catalyst for achieving diversity within the organization(Allen, Dawson, Wheatly, White, 2004). This means that human resources can be the easiest measures of diversity within the organization. According to De-Cieri Kramar (2003) Australia is one of the diverse countries in the world since it has a population with different people where majority of the population are immigrants. This means that diversity has to be acknowledged and appreciated. CERA is nonprofit organization that work in civil construction in Sydney. The company offers real-time construction planning, design and documentation through an employee attitude that prides itself in meeting the needs of clients (Civil Engineering Research Associates, 2017). As an organization that works in different fields of construction, there is need to have a diverse team that can be useful in meeting the needs of the organization. This report analyses the business case of diversity in recruitment and selection in CERA. Workforce diversity is the use of different beliefs, values and ways to view the world. This has been cause by rapid internationalization and globalization that has led to a diverse workforce available for organizations. Calls for diversity have been pegged on the need to give everybody who qualifies an opportunity to work(Martin Woldring, 2001). The workplace has undergone tremendous changes and shifts in the 21st century due to the need to accommodate diversity. Diversity is defined as otherness or the use of human resource qualities that are different from form the group that one belongs to. This creates dimensions that are not limited to one aspect but include age, ethnicity, gender, psychology abilities, sexual orientation, race, marital states and geographical background. These dimensions vary from organization to organization and individual to individual. Patrick Kumar (2012) state that diversity differences exist in different situations depending on the nature of the indivi dual and the attitudes that they have towards the diversity. For example, some people may see women as inferior at work as compared to men while others may see some race as not fit for a certain job. In most cases diversity exists based on attitudes and beliefs that people have toward each other. According to the consultant approach, recruiting employees from a diverse workforce leads to a pool of talents needed by the organization. This creates opportunities for improving utilization of available employee workforce rather than narrowing down to specific group of employees. Researchers have carried out research to determine how the dimensions of diversity affect performance and motivation at work. Gonzales Denisi (2009) state that although many organizations are slowly embracing diversity within their workforce, some organizations have institutional barriers that reduce diversity through seclusion of people from certain diverse backgrounds. Such organizations lack strategies to control mosaic differences in the workforce and use them for strategic advantage. Many organizations struggle with managing diversity because they use it as an affirmative approach or a different human resource program that is not similar to what exists in the organization(Ozbilgin Tatli, 2008). This means that organizations need to understand the importance of productive diversity within the organization. Australian forms have been on the forefront recently struggling with appreciating the importance of diversity and how to ensure that they embrace diversity. Diversity within organizations has been argued in two general classes. The social and individual outcomes class focuses on importance of the workplace to reflect the nature of the populations that they operate in while the other case suggests that diversity can be used to effectiveness, performance and innovation within the organization. The business case for diversity The business case for diversity is based on the benefits that organizations realize from diversity within their workforce. Researchers and scholars in the field have argued that organizations can reap heavily on the abilities of individuals. This is based on the diverse perspectives and cultures that employees from different backgrounds bring to the organization. Kramar et al. (2014) suggests that differences in diversity among employees have been widely seen in work groups rather than individuals. In the past, most work groups in Australia had been predominantly male and white but mostly based on age, tenure and position in the organization. Cultural diversity brings different perspectives of employees. It has been argued that when individuals come from different cultural backgrounds, they come with different cultural characteristics like creative thinking and flexibility which may be in one cultural group and not the other(Williamson, Slay, Shapiro, Shivers-Blackwell, 2008). This means that every cultural group will have certain strengths that can yield better results if used ion the organization. A combination of these different cultural traits leads better workforces. For example, the approach of women and men towards tasks will be different and thus a combination of feminine and masculine ideas can yield better advantages to the organization. Diversity benefits for the organization relate to the competitive advantage that firms reap from a diverse workforce. Bedi, Lakra, Gupta (2010) suggest that diversity has bottom line returns that are based on the link between external environments of diversity and internal organizational systems. These bottom line areas include cost, resource acquisition, marketing, creativity and organizational flexibility. Research on diversity has reported that minority views are based on ideas that have never been exploited in organizations before. According to Wilson (2011) diverse groups that have minority employees have been reported as being more homogenous and having better solutions for the organization. When developing organization products, every employee offers their views with regard with what the organization can achieve. This allows for different views that can be used in developing strategies to meet the needs of the organization. Diverse employee backgrounds offer a variety of idea s and options that can be used in product development within the organization. Arguments for diversity have been looked to corporate social responsibility. One way that organizations can be seen to have the interests of the society through recruiting employees that represent the overall view of the society. This will include recognizing the views of all groups within the society. Despite the cultural characteristics that are used to categorize and label different groups in the society. Individual abilities are not cultural based but rather skill based. Organization that reflect the face of the society that they work in are accepted as compared to those that do not accounting the diverse differences of the community. However, sometimes diversity can lead to negative effects within the organization. For example, variations in work groups can have damaging effects on social integration of the workforce leading to poor communication patterns and conflict. This may have effects on workforce productivity since team work is hampered and tension increased(Kaiser, et al., 2013). Cultural differences like age, gender, race and educational backgrounds have been seen as barriers in interaction that may lead to bitter outcomes. Horwitz Horwitz (2007) research revealed that only task related diversity is connected to teams. It was reported that there are few reported effects of diveristy in teams and work groups. This means that group interactions are difficult when delaing with diverse groups of employees within the organization. How CERA can achieve diversity The key to diversity management in organizations is based on strategic thinking and people-centred policies that revolve around creating employee policies that work well to accommodate different employees within the organization. CERA can develop several strategies that can be used to achieve diversity within the organization. One way can be achieved through career planning to ensure that recruitment policies. When planning organizational policies within the organization to ensure that they reflect diversity. For example, when recruiting and selecting employees, gender balance can be achieved through balancing the gender of employees. Another way for achieving such is through balancing promotion of employees based on qualifications rather than employee status. Through providing equal opportunities CERA can ensure that recruitment and selection policies meet the needs of the organization. Employee appraisal strategies for assessing employees for promotion should be objective rather th an subjective. Through having a broader recruitment and selection team, French can ensure that employees who are recruited in the organization reflect the workforce that exists in the country. Recruitment can be designed to appear inclusive and diverse to capture all cultural aspects that exist in the country. Managing diversity in an organization entails strategies that are put in place tom plan and implement organizational systems to manage people to reap the benefits of diversity. CERA can achieve diversity awareness among employees can be increased through adequate training of employees. Work place flexibility can be achieved only through adequate training of employees to accommodate diversity among employees. There is need to train employees to ensure that they understand the importance of working together with othe employees. Mazur (2010) argues that employees need to learn how working with different diverse groups can allow them to address significant issues. Training opens up employee attitudes towards each other and how they can benefit. Team building strategies can be used to increase effectiveness of employees as a way of ensuring that employees can easily interact with each other. Human resource managers need to understand the importance of diversity and put strategies in place to address them. French can ensure that CERA has a trained and an informed human resource system that recognises the benefits of diversity. Through understanding the elements of diversity, the human resource system can be tailored to recruit candidates that fit the best description of the society. This will entail recognising gender, race, age, education and geographical area among other attributes in recruitment. All employees should understand that hiring decisions are based on finding the best candidate and not by quotas(Triana Garcia, 2009). Making the recruiting process more transparent can help ease the minds of skeptical employees. Also, be sure managers fully understand the benefits of a diverse workplace. They will be implementing personnel policies so should be fully committed to supporting the practice. One way that CERA can achieve diversity in recruitment and selection can be through job attraction strategies. Attraction in organizations is based on how vacancies in an organization are presented to the public. Potential job applicants analyse how the job brand in the organization is advertised to determine whether it fits them or not. Some vacancies may be designed in such a way that they fit certain groups only. For example,, some job characteristics may fit men or women only while others may be specific for certain demographics. This means organizations can achieve diversity through job attraction to ensure that the applicants come from a dverse background. French can use jiob attraction to reach to a larger audience of the population by moving away from the traditional job attraction that is interested only in getting someone hired rather than hiring the right candidates. Such job advertisements need not only meets the required volumes but rather it reaches the minds of diverse groups like those disadvantaged even with access to information. Arguments on diversity have been based on poor leadership within many organizations. Research indicates that diversity becomes a problem in organizations since there are very few employees who fit leadership positions within organizations. April, Ephraim, Peters (2012) argue that business leadership can be used as a strategy for achieving workforce diversity. When employees are recruited at lower levels within the organization, they can be nurtured to work hard and acquire future leadership opportunities in the oragnization. This can include inclusive employee promotions and assignment of tasks. When organizations put proper strategies in place to meet the diverse needs of the organization, it becomes easy to achieve leadership diversity in future. It is widely acknowledged that lack of diversity disadvantages some groups within the society. In a capitalistic market system, some groups will always be disadvantaged and never access opportunities even if diversity is made a policy issue(Podsiadlowski, Groshke, Kogler, Springer, Zee, 2013). Small groups in the society like the Aboriginals of Australia have been widely marginalised making their access to opportunities limited. CERA can reach out to such groups by formin affinity groups that empower small groups that empower small groups of employees to brainstorm about improving products or expanding into different markets. Companies get new ideas and employees are reassured their differences are assets. This expands diversity options in the workplace to ensure that the organization can recruit diverse employees. Conclusion There is no perfect formula for generating the benefits of diversity within the organization. Every organization has different ways of embracing diversity and how to measure the effects. For example diverse managers understand the reasons when to include diversity and when not to(Jesse Martins, 2012). This means that diversity is not an all-round business component but rather a situation based component. In some cases, diversity is a better business option for utilising employees from different backgrounds while on the other hand, some business activities may call for the need of specific cultural competencies. Every organization needs to determine the type of diversity that works well within the business area that they operate in. this is becasuediveristy alone does not lead to increased business benefits until organizations understand and develop the link between diversity and organizational performance(Kaiser, et al., 2013). This is seen in work place policies that embrace divers ity. CERA needs to recognise the role of diversity in the work place and determine the key diversity areas that need to be addressed. The organization needs to focus on productive management of diversity which can be seen developing strategies to enable diverse teams to easily communicate and work together. Success of diversity can be achieved in balance recruitment program where organizations define the needs in their workforce and recruit individuals from different background that lead to better innovative and creative ideas within the organization. The importance of diversity will thus be seen in the ability of employees to see and approach problems from a diverse point of view which leads to more benefits in the organization(Simons Rowland, 2011). Although different arguments have been labelled for and against diversity, it is evident that diversity offers more opportunities as compared to challenges. Organizations cannot run away from the issue of diversity since diversity is an issue that business today. Therefore CERA needs to put strategies in place to accommodate diversity and ensure that it reaps the benefits of a diverse work force. This will provide distinct advantages in an era when flexibility and creativity are keys to competitiveness. CERA needs to be flexible and adapt able to meet new customer needs. Heterogeneity promotes creativity and heterogeneous groups have been shown to produce better solutions to problems and a higher level of critical analysis. This can be a vital asset at a time when the campus is undergoing tremendous change and self-examination to find new and more effective ways to operate. References Allen, R., Dawson, G., Wheatly, K., White, C. (2004). Diversity practices: Learning responses for modern organizations. Development and Learning in Organizations,, 18(6), 13-15. April, K., Ephraim, N., Peters, K. (2012). Diversity management in South Africa: Inclusion, identity, intention, power and expectations. African Journal of Business Management Vol, 64(4), 1749-1759. Associates, C. E. (2017). About. Retrieved from Civil Engineering Research Associates: https://doms.csu.edu.au/csu/file/677decc2-6646-404b-8e59-8920a739d262/1/CERA%20.zip/CERA%20/about.html Bedi, P., Lakra, P., Gupta, K. (2010). Workforce Diversity Management: Biggest Challenge Or. Opportunity For 21st Century Organizations, 16(4), 102-107. De-Cieri, H., Kramar, R. (2003). uman Resource Management in Australia. Sydney: McGraw-Hill. Gonzales, J. A., Denisi, A. S. (2009). Crosl level effects of demography and diversity climate on organizational attachment and firm effectivenes. Journal of of Organizational Behavior, 30(1), 21-40. Horwitz, S. K., Horwitz, I. (2007). The effects of team diversity on team outcomes: A metaanalysis c review of team demog. Journal of Management, 33, 987-1015. Jesse, E. O., Martins, L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behaviour, 33(8), 11681187 . Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., Shapiro, J. R. (2013). Presumed Fair: Ironic Effects of Organizational Diversity Structures. Journal of Personality and Social Psychology, 104(3), 504-513. Kramar, R., Bartram, T., De Cieri, H., Noe, R., Hollenbeck, J., Gerhart, B., Wright, P. (2014). Human resource management in Australia Strategy, people, performance (5th ed.). North Ryde: McGraw-Hill. Martin, G., Woldring, K. (2001). Ready for the mantle? Australian human resource managers as stewards of ethics. nternational Journal of Human Resource Management, 12(2), 243-255. Mazur, B. (2010). Cultural Diversity in Organisational economics and Practice. Journal of Intercultural Management, 2(2), 5-15. Ozbilgin, M., Tatli, A. (2008). Global diversity management: An evidence-based approach. London: Palgrave. Patrick, H. A., Kumar, V. R. (2012). Managing Workplace Diversity: Issues and Challenges. Sage Journals, 1-15. Podsiadlowski, A., Groshke, D., Kogler, M., Springer, C., Zee, K. V. (2013). Managing a culturally diverse workforce: Diversity Perspectives in organizations. International Journal of Intercultural Relations, 37, 159-175. Simons, S. M., Rowland, K. N. (2011). Diversity and its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes. Journal of Technology Management and Innovation, 6(3). Triana, M. C., Garcia, M. F. (2009). Valuing diversity: A group-value approach to understanding the importance of organizational efforts to support diversity. Journal of Organizational Behavior, 30, 941962. Williamson, I. O., Slay, H. S., Shapiro, D. L., Shivers-Blackwell, S. L. (2008). The effect of explanations on prospective applicants reactions to firm diversity practices. Human Resource Management,, 47(2), 311-330. Wilson, T. D. (2011). Redirect: The surprising new science of psychological change. New York: Brown Company.

Rehabilitation versus Punishment an Example of the Topic Government and Law Essays by

Rehabilitation versus Punishment The success of rehabilitation versus punishment has long been a dispute in progress. Two of the responsibilities of the Justice System are to identify the types of crimes committed and to establish appropriate punishments for the crimes committed. The Justice System focuses on deterrence, incapacitation, punishment, and rehabilitation as goals. The evaluation of punishment and rehabilitation will display the success of the programs, the effect on the victims, the control of the offenders, the bearing on the community, and the financial influence on the public. This paper will reflect the various types of management used for those incarcerated and those under municipal guidance. Need essay sample on "Rehabilitation versus Punishment" topic? We will write a custom essay sample specifically for you Proceed Deterrence of crime People Frequently Tell EssayLab specialists: I'm not in the mood to write my paper. But I don't have the time Specialists suggest: Custom Essay Writing Service Reviews Cheapest Essay Write My Paper For Me Reviews Cheap Custom Essays Deterrence is recognized as having two methods of discipline that are vital to the criminal justice system; general deterrence and special deterrence. The intention of general deterrence is to make the public aware of the penalty imposed by law if crimes are committed. The intention of special deterrence is to cause panic to lawbreakers in hopes that potential crimes will be prevented. Both methods are used as scare tactics since past strategies were thought to weaken convicts and instill justice within the community. The methods proved effective if the convicts were rendered helpless, but results had devastating effects on the convicts that lingered well after release. Although both the general deterrence and the special deterrence methods of punishment were widely used and believed to be beneficial, the U.S. Department of Justice reports that in 1994 a total of 272,111 convicts were released from prison in 15 states. By 1997, 67.5% of the same groups of convicts were again arrested for felonies or significant misdemeanors; 46.9% were again convicted, and 25.4% were convicted for a different offense (Bureau of Justice Statistics, 2007). Punishment Due to a number of existing reasons, the punishment implemented for committing crimes has not been harsh enough to deter the percentages of illegal acts. Although punishment is enforced, the variety of opportunities made available to prisoners for early release creates a mere short-term solution for society. Convicts can receive early probation for good behavior, voluntarily participating in the educational and therapy programs made available, and attending church services. Even if convicted to serve a life sentence or placed on death row prisoners are given the chance to appeal. Because the death penalty can be a lengthy process the likelihood of convicts appealing has increased. Once taking these options into consideration, individuals contemplating crimes may think the risks are worthwhile (Hargreaves, 2009). Rehabilitation Rather than generating short-term solutions for society by applying criminal punishment, rehabilitation is used as an alternative. Perpetual crime prevention techniques are engendered through rehabilitation. With community supervision, rehabilitation can aid convicts by teaching them how to become a productive member of society. Through rehabilitation, an education and vocational training can instill everlasting knowledge that will enable convicts to become self reliant. Independence promotes confidence which is a steppingstone in becoming a respected individual within a community; subsequently refraining from perpetrating potential crimes (Banks, 2004). Another type of rehabilitation for convicts is therapy. The primary purpose of therapy is to access the problems that some convicts may experience and provide the appropriate treatment. By reviewing the convicts personal history, physical condition, and mental condition, treatment such as psychotherapy, drug therapy, or a combination of both, can be administered. Understanding and treating the condition is the first step in the rehabilitation of how the convict thinks. Helping the convict discover and understand individual behavior patterns can aid in lessening the yearning or need to commit future criminal activities (2004, p.3). Effect on victims and victims families The effect on victims and the victims families can sometimes create feelings of insignificance. Since many laws cater to the defendant, the victim may feel discriminated against. The duty to enforce the defendants constitutional rights may dominate the victims rights. Defendants have the right to an immediate trail, the right to legal counsel, the right to meet and oppose witnesses, the right against self discrimination, and the right to accurate legal proceedings and complete righteousness (Rogers, 2006). What about the victims rights? In the past, the rights of victims were perceived as less substantial compared to present day. Although victims should have been regarded as the key witness, often victims were considered an aggravation. In 2004, President Bush signed the Crime Victims Rights Act that was primarily developed to launch the rights of all victims of crime and all adolescent crimes. These rights are also meant to deliver specific modus operandi, institute particular responsibilities and exceptions, restrict convicts from obtaining revenue from certain events, prevent any unacceptable behavior toward victims, and take accountability for consequences and solutions. The actual rights that were created consists of the right to attend proceedings, the right to reimbursement of expenses, the right to be heard in issues effecting the victim and the family of the victim, the right to be notified of any data relevant to the victim, the right of protection, the right of receiving restitution for losses, the right to receive personal property being held, the right to a speedy trial, and the right to remedies of victims (National center for victims of crime, 2009). Many victims and members of society believe that individuals convicted of crimes should be required to carry out sentences of punishment opposed to rehabilitation through community supervision. Actual punishment seems more justifiable when committing crimes, especially in regard to violent crimes. Completely ruling people out of society by incarceration without benefits of educational or vocational training is vital to the acknowledgement that criminal acts will not be rewarded but punished; also commonly referred to as just desserts. When convicts do not receive the proper ramifications the victims and families of victims are subject to distress and emotional strain. If the victims and victims families right to receive restitution is denied then the burden of finances can cause additional hardship (Banks, 2004). Victims and victims families can also receive assistance though community supervision. If a convict is released on probation under stern regulation then monies received through employment are paid to the victims. Additional programs are available throughout various areas that aid in victim assistance. Such programs can offer emotional encouragement, comfort for the grieving, a better understanding of the courts course of actions, and referrals. Committees sponsored through these types of programs also perform outreach to promote awareness. The strategy to increase awareness and accept responsibility for actions is significant to deterring crime rates. The committee members speak directly to the defendants and initiate contact of the defendant with the victims and families of victims. Effect on the offender Upon conviction, criminals can undergo a variety of mixed emotions. Feelings of loneliness, depression, and anxiety are common when separated from family. The burden of incarceration on a family unit can be tremendous, being one of the primary reasons for divorce. The capacity of such adverse emotions and mental anguish caused by incarceration can result in feelings of abandonment, hostility, social ineptness, and the growth of recidivism. These issues do not automatically disappear once released from prison, but linger causing further life complications. Unable to socialize properly can have an ill effect on seeking gainful employment. Facing ridicule from the family and community can add to depression, feelings of isolation, and loss of support when dealing with challenges (Rogers, 2006). If rehabilitation through community supervision is allowed, many concerns can be alleviated. By providing specific criminals a chance for probation in place of a lengthy incarceration, families can remain a unit. Under community supervision, guidance can be given to those requiring substantial employment which can be frustrating once a person is marked as a convict. Defendants falling under the category of committing nonviolent crimes, such as drug related crimes, would be foremost in the rehabilitation program instead of punishment. Criminals regarded as addicts would be more likely to benefit from a rehabilitation program rather than a serial killer. Social impact on society Both the acts of punishment and rehabilitation create a social influence that fluctuates. This is due to the rising cost of prisons, rehabilitation centers, the anxiety of convicts coming back into the community, readjustments to living environments, and family conflicts. How the community envisions the courts findings creates much impact within the legal system, political system, and other areas throughout the nation. The need for additional prisons has also been influenced by the punishment and rehabilitation controversies. If the method of punishment is not successful then there will be an increase in criminal activity proving the need for more prisons. If the method of rehabilitation is successful then there will be an increase in prison population that attends the training and therapy, also proving the need for more space. Encouragement from different viewpoints in regard to the enforcement of strategies within the criminal justice system remains an ongoing battle. Fiscal impact on society The punishment factor has a tremendous fiscal impact on our nation. Rehabilitation offers a systematic approach to help convicts reconstruct lives. Another purpose of this method is to prevent recidivism, which lowers the prison expenditures. According to a special report from the U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, States spent $29.5 billion for prisons in 2001, about a $5.5 billion increase from 1996, after adjusting for inflation. In 2001, the cost of the prison system procedures exhausted 77% of the funds (State prison expenditures, 2009). Conclusion In the justice system, the methods of rehabilitation and punishment are a vital part of the structure. Both types of strategies can be productive in governing crime if assimilated in an effective manner. Both methods should be based on the type of crimes committed, the history of the convict, and a complete psychological evaluation. By employing punishment along with community supervised rehabilitation the chances of deterring crime could positively increase. Perhaps the battle of punishment versus rehabilitation could be put to an end if officials were to confirm that this is a need for both strategies since different types of individuals commit different types of crimes. References Banks, Cyndi. (January 30, 2004). The purpose of criminal punishment. Ethics and the Criminal Justice System. Retrieved August 12, 2009, from http://www.sagepub.com/upm-data/5144_Banks_II_Proof_Chapter_5.pdf Hargreaves, J. (2009, July). Contemporary comments. Current Issues in Criminal Justice, 21(1), 148-153. Retrieved August 15, 2009, from International Security & Counter Terrorism Reference Center database National Center for Victims of Crime. (2009). Victim Law. Rogers, H. (2006). Defendants rights, know your rights! Law offices of Hubert N. Rogers III. U.S. Department of Justice. (August, 8, 2007). Criminal offenders statistics. Bureau of Justice Statistics.