Business School Internships - Where to Find Business School Internships Online

Business school internships can be easy to find if you know where to look. There are tons of websites dedicated to helping students find an internship or summer job. Here are 25 of the best places to find business school internships online. AboutJobs.com - This site is a great place for students and recent grads to find business school internships, summer jobs and overseas jobs. CBcampus - This CareerBuilder site is designed specifically for students who need internships and part-time jobs. College Central - College Central is the nations largest network of college job seekers. CollegeGrad.com - This search engine limits your search to internships only. Using the advanced search option will help you narrow your results further. CollegeRecruiter.com - This search engine boasts thousands of internships for business school students and an equal number of entry-level jobs for new grads. CoolWorks - Although this site is know for hosting outdoor jobs and jobs in national parks, you can find a nice selection of interesting business internships. Craigslist - You can search Craigslist for anything, including internships. One word of warning: beware of scammers. Do not give your bank account information to anyone, and never tra nsfer money on someone elses behalf. Experience.com - Designed specifically for students and young professionals, Experience.com is one of the best places on the web to get career advice while you search for internships. Idealist.org - If youre looking for volunteer opportunities or internships that will help you make a difference, Idealist.org is the site to search. Indeed - Indeed is a great place to find internships and entry-level jobs. The site searches other job boards all over the web. InternAbroad.com - Use this site when you are searching for work abroad. InternJobs.com - This About.com site is a global database of internships for students and recent graduates. Internships.com - This site provides an internship search engine and excellent advice to help you launch your business career. Internships-USA - Internships-USA is the largest internship search engine on the web. More than 300 schools subscribe to this site. InternWeb.com - InternWeb is a good source for business int ernships, summer internships and entry-level jobs. MonsterTRAK - This Monster site was created specifically for people who need entry-level jobs and internships. New postings are added each day. SimplyHired - This site is an award-winning meta search engine that searches other job sites so you dont have to. Snagajob.com - Snagajob.com is one of the best places on the web to search for jobs that pay by the hour. StudentJobs.gov - Designed specifically for students, this official government site is a good place to find business internships with the federal government. The Nonprofit Jobs Cooperative - This site is the result of a collaboration between nonprofit management centers from across the United States. If you are looking for an internship with a nonprofit, youll definitely want to check out The Nonprofit Jobs Cooperative. Vault - Vault is a great place to search for jobs--business school internships are no exception. University of Dreams - You can find guaranteed summer interns hips on the University of Dreams website. USA Jobs - The official job site of the United States federal government is a great place to find business internships. WorkTree - This meta search engine searches other sites for internship opportunities to help you save time.Yahoo! Hot Jobs - You can search this section of Yahoo! Hot Jobs to find high-paying business school internships.

The Validity Of Criminal Profiling Essay - 1531 Words

The Validity of Criminal Profiling and its Effectiveness on Solving Crime In law, law enforcement relies on a variety of approaches to solving crimes. One method of doing so, is criminal profiling. Police use criminal profiling as an aid to identify the typology of individuals most likely to fit the suspect profile. In this approach, evidence of a crime is used to identify the characteristics of the criminal in relation to their personality and psychological state of mind. As well as demographic variables, such as age, race or geographic location, Investigators might use profiling to narrow down a field of suspects or figure out how to interrogate a suspect already in custody (Criminal profiling: the reality behind the myth (Winerman, L.2004). As the use of criminal profiling increases, empirical questions concerning its validity, reliability, and legal questions regarding its acceptability arise (Pinizzato, A. Finkel, N.1990). In a survey conducted, several psychologist and psychiat rist were asked about their views towards the validity of criminal profiling. The results of this survey found that only ten percent of psychologist and psychiatrist surveyed reported having any profiling experience and twenty five percent, considered themselves knowledgeable about profiling (Greene, E., Heilbrun, K. 2014, p.148). Fewer than twenty-five percent of the individuals surveyed, believe that criminal profiling was scientifically reliable or valid (Greene, E., Show MoreRelatedCriminal Profiling: Does it Really Work? Essay1468 Words   |  6 PagesCriminal profiling has become a very popular and controversial topic. Profiling is used in many different ways to identify a suspect or offender in a criminal investigation. â€Å"Criminal profiling is the process of using behavioral and scientific evidence left at a crime scene to make inferences about the offender, including inferences about personality characteristics and psychopathology† (Torres, Boccaccini, Miller, 2006, p. 51). â€Å"The science of profiling rests on two foundation blocks, basic forensicRead MoreCriminal Profiling : An Investigative Tool1359 Words   |  6 Pagesforces such as the FBI and the police use criminal profiling as an investigative tool aimed at helping them identify or predict characteristics of criminals who are not yet identified. Criminal profiling as an investigation tool allows investigators to compile and establish the right description of the criminal implicated. Investigators can also use geographical profiling to establish the location of the criminal. The criminal profiling procedure is used by detectives to satisfy certain needs inRead MoreExamining The Literature On Offender Profiling1597 Words   |  7 Pagessociety in for criminal behaviour and investigation with television shows such as ‘Underbelly’ which were based on true Australian crime, attracting high ratings from the public. Forensic psychologists conduct Offender Profiling, a forensic procedure which examines the behavioural data provided by witnesses and the crime scene to assist the investigation by predicting the possible characteristics of criminals. This article will examine the literature on Offender profiling Offender profiling developedRead MoreDNA Profiling and Criminal Justice: Ethical and Legal Issues1079 Words   |  4 Pagesdefense in criminal trials and there has been no clear cut advantage gained by either side of the equation. The use of DNA evidence, often referred to as DNA profiling, has given police and prosecutors a new, and more reliable, means of identifying criminal but the cost of the procedure, the time involved, and the general unavailability of labs to perform the testing has caused DNA profiling to be used sparingly. On the opposite side of the ledger, DNA profiling has also allowed criminal defense lawyersRead MoreThe Concept Of Offender Profiling1503 Words   |  7 Pages The objective of the research is to examine the concept of offender profiling. This concept relates to the behavioral, as well as investigative approach or mechanism, which focuses on enabling the investigators to predict and profile the characteristics of unknown criminal offenders or subjects accurately and efficiently. Cole and Brown (2014) focuses on the illustration of the important and significance of a Behavioral Investigative Adviser (BIA) towards assisting the Senior InvestigatingRead MorePsychological Motive For Committing Stranger Rape Essay1669 Words   |  7 Pagesvictim, and perversion, specifically how the victim’s body was disposed of and found (Kocsis, Cooksey, Irwin, 2002). Kocsis, Cooksey, and Irwin (2002) were able to categorized 85 sexual murder offenders. This model can be used to later create criminal profiles depending on the behaviors exhibited at the crime scene. Behaviors, such as control behaviors, have been found to be significant predictors of offender characteristics. 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The aim of the research was to examine the utilityRead MoreCriminal Crime And The Criminal Justice System1693 Words   |  7 PagesCriminal Profiler/Psychologist’s are people in the Criminal Justice System that create psychological profiles of criminals in order to identify behavioral patterns, in efforts to help officers narrow down their searches to people who fit that particular description. Profiler’s examine crime scenes, analyze evidence, read reports from investigators, write reports, and interview witnesses and victims in or der to collect information. They may work for local, state, or federal law enforcement. ProfilersRead MoreDiscussion On Geographical Profiling And Crime Theory1490 Words   |  6 PagesDiscussion Geographical profiling is based on several theories including routine activity theory (Cohen Felson, 1979) suggesting that offenders come across opportunities to offend in their daily life, rational choice theory (Clarke Felson, 1993) which suggests offenders make a cost v risk analysis and crime pattern theory (Brantingham Brantingham, 1981) which is a merging of the two previous theories. Along with the assumptions of distance decay (the belief that offenders are more inclinedRead MoreBiography Of Donald J. Trump845 Words   |  4 Pagesa former law enforcer in the state of Arizona. He is known for his stances on illegal immigration and leading an investigation on the validity of Barack Obamas birth certificate. He has been accused of abusing power, misuse of funding, failure in researching on sexual crimes, unlawful enforcement on illegal immigration, election law violations, and racial profiling (especially targeting Hispanics). Not only has he committed different types of po lice misconduct, but he has been sued for many civil

Recruitment Challenges in an Organization and Recommended Solutions

Question: Discuss about the Recruitment Challenges in an Organization and Recommended Solutions. Answer: Introduction Human resource management practices are very widely changing in order to enable various organizations and industries to compete globally and in deregulated environment. A common rationale for adoption of the approach of the development and the implementation of the human resource management is the urge to improve on the organizational practices. The practices include recruitment and selection among others (Argenti and Beck, 2005). This paper reviews some of the issues related to recruitment in organizations and the possible counter strategies Recruitment is the process of searching for and obtaining the required candidates who are well equipped with knowledge, skills and experience. The main aim of the recruitment process is finding a vast number of applicants to provide the maximum opportunity for selecting the best candidates required for the task in that specific organization (Argyris and Schn, 2006). Ineffective recruitment results in reduced productivity, operations and customer service interruptions and interpersonal difficulties. After the recruitment process then selection is carried out. This involves performance of interviews to select the best and most appropriate candidate. This ensures that the appointed person is to the greatest advantage to the organization as he or she will be the most qualified. Looking Commonwealth bank in Australia as our case study, it is a fast growing organization. It's a multinational bank of Australia with branches in Fiji, USA, New Zealand, United Kingdom and Asia. Just like any other industry it also does recruitment constantly. This is because of transfers, deaths and even retirements (Balkundi, and Harrison, 2006). Challenges to recruitment for the Commonwealth bank organization Like any other organizations, Commonwealth bank also faces a number of challenges in its recruitment process. Demographic issues, recruitment strategies, organizational image and labour supply and demand are some of the challenges (Bakker and Demerouti, 2007). Diversity management entails a range of management and leadership practices that enhances diversity values in the workforce therefore increasing the success of the organization. It aims at encouraging the productiveness and mutually beneficial interactions among employees. In an organization employees will always have different ages, background, skills as well as needs. In order for optimal yield to the organization and the community at large, then proper management is paramount. Change in demographic factors is one of the main factors that cause an organization to adopt practices that respond to the increasing diversity. Outlining some of the demographic issues in the Commonwealth bank, we see family structure rapidly changing in Australia and the world at large (Chalofsky, 2007). One parent families are more common nowadays. This means that the parent is the sole breadwinner and care giver for the family. It this means the parent have to juggle work, parenting, childcare and not forgetting the household chores. This may result into the unconscious business to the individual. Ageing population or workforce is another issue when it comes to recruitment. Positive ageing leads to gradual retirement. In some cases during recruitment, the most qualified candidate with the required skills and enough experience to fill the gap in the CBA may be just having a few years to retire (Christian and Slaughter, 2011). The panel therefore is faced with a challenge of decision making whether to pick the best qualified who retires shortly or pick the young but not most appropriate. If the elderly is picked, time may limit him or her to fully exercise his potential within the organization. This challenge is mainly experienced in the posts that require a person of great experience like the managerial posts. Age as a factor also has a great input on health and welfare services as its common knowledge that some sickness conditions that require much medical attention like high blood pressure comes with age. This means more adventures and sick leaves leaving more work pending. Labour force diversity is another crucial challenge when it comes to recruitment. There is an increasing need for women empowerment even in Australia at large (Cohen, 2008). The Commonwealth bank is faced with the challenge of ensuring women's full participation. Even after adapting the gender equity, women are still not holding the managerial position in large numbers. Most of the high ranking positions are left for men. Being a multinational company, the Commonwealth bank needs to embrace multiculturalism when recruiting its workforce. There is the ethnic and religious diversity that if not put into consideration at the time of recruitment may lower the productivity of the organization (Collings and Wood, 2009). Diversity also includes the less fortunate social service support members like the people with various disabilities. Since disability is not inability, recruitment process needs to take into consideration their needs and well-being. Another challenge in recruitment is the aspect of organizational image. The Commonwealth bank is popularly known for its unconscious biasness towards women. A woman employee confessed of getting a promotion after a maternity leave. Gender diversity is not always just about getting more women recruited but empowering them to advance in their careers too (Jeff and Michael, 2009). Most of the women employees are in the lower ranks while the managerial posts are left for the men. However the company tends to give special favors to parents, children care takers, giving out paid leaves for nursing mothers. It is not an easy task to manage gender balance especially as men will always feel left out in some cases when women are receiving special favors and benefits. Men feel awful when their colleagues from leaves get reinstated to other departments for flexibility or get promotions. Recruitment strategies which includes employer branding and types of advertisements is a vital challenge to be dealt with in the recruitment process. Being a multinational company, the mode of advertisements meant to promote the products and services plays a crucial role in enhancing the brand (Linkow, 2008). The information needs to reach so many people as much as possible so as to make the qualified applying for the posts. It mainly does its marketing through the social media. At times one gets to know of the information way past the deadline and this may end up leaving the most appropriate candidate out simply because of not getting the information in time. The employer Commonwealth bank is branded as a very high class company and at times one may develop cold feet thinking the expectations and requirements are way beyond reach (Oertig and Buergi, 2006). Labour supply and demand is a common challenge in most of the companies. However this is not the case in commonwealth bank. The number of people wanting to supply their services of employment is just extraordinary. This owes to the fact that it is an organization that is well established and well paying. Its branches are also spread across a number of countries. Since the job security is paramount the reverse takes place here, theres more demand of jobs than supply. This is a challenge because when a position is advertised, getting the right person is always tedious as applications tend to be overwhelming. One may end up being disqualified just for a slight error even though he or she is qualified (Richard and Kate, 2009). At times this fact makes people develop a phobia for application because they think the qualified will be in excess therefore missing an opportunity. It is also a blessing in disguise as the applicants who submit makes sure everything is in order to compete with th e high demand therefore the bank may end up getting the best. Recommendations on strategies to address the challenges These recruitment challenges if not taken care of can have negative implications to the company. Dealing with diversity issues, there is need to implement good work quality while at the same time ensure quality is not eroded. A better understanding and awareness pertaining to different cultures is recommended (Purcell, 2014). These include their cultural practices and religious beliefs. Since the Commonwealth bank organization has branches in different countries, it is advisable to integrate recruitment at a country's level where the management team is conversant with the culture of the applicants. Another recommendation is contracting the bodies that professionals in conducting recruitments. There is need to create non-discriminatory environment during the recruitment process and also during the entire working process. This allows everyone to feel accommodated. The work places become family friendly. Diversity brings business benefits as there is development of partnerships, teamwork, new markets and even legal compliance. When there is a well embraced diverse workforce then generally there must be increased cultural awareness. When dealing with organizational image, the Commonwealth bank needs to come up with projects to make men too not feel neglected so much (Rich, Lepine and Crawford, 2010). There is unseen business towards women which though is to the advantage of the company; it makes men feel left out. Gender equity should include caring for both men and women. Forums where they have a sense of belonging should be more encouraged like the men's retreats. There is need to continue encouraging the pay equity issues which ensure that men and women performing the same roles and at the same ranks gets comparable values of the same remuneration in terms of salary, access to overtime, performance ratings and even disciplinary actions. This makes both men and women feel accommodated and work whole heartedly without having a formed opinion (Richman, 2006). Branding and advertisements should be the customer or client friendly. When a vacancy arises and there is need to for it to be advertised, all platforms should be used. This ensures the information reaches the optimum number of people. Posters, brochures, social media, CBA TV, radios, newsletters, newspapers, Internet all should be used. Since it's a multinational company, advertisement needs to be done in the local languages too. This will accommodate a larger audience. Unconscious bias (UB) trainings are recommended to continue as they have given a positive impact. When the trainings are offered to managers, they identify their weaknesses and plan how to overcome them. This promotes team work and minimizes interpersonal differences among the employees as well resulting into the well-being of the company. The Commonwealth bank in order to avoid the unconscious biasness in giving out leaves and permission to nursing mothers, it's recommended that it's continues to embrace the childcare programs it embarked on closer to its major offices so that it's employees can work comfortably as their children are taken care of. The people with disabilities are also taken care of when their needs and well-being is covered. The Commonwealth bank already has a program in collaboration with the Australian government where the Careers Australia gives funding to the betterment of the disabled and the ageing (Trice and Beyer, 2009). This creates makes them have the special facilities like the toilets, chairs and the pathways they need. The partially blind are given computers with larger prints to make work easier for them. Conclusion The human resource management practices are changing rapidly globally. For this, to cope up with the trends the Commonwealth bank also has tried to work harder in embracing change. It's one of the most successful organizations in Australia and therefore to maintain the standards it has raised, there must be proper human resource management especially at the recruitment level. Every company is faced with challenges at the recruitment stage and commonwealth bank is not an exceptional. Labour supply and demand being a common challenge. Others include the demographic issues which affect diversity, ageing workforce and generations .Different generations experiences different challenges. Being a multinational company it experiences multiculturalism. Gender equity is also a challenge in the organization. For effective operations and high yield productiveness of the company, then the recommendation must be followed to the latter. Recruitment is a continuous process as there are constant prom otions, terminations due to unavoidable circumstances like illness, deaths, creation of new posts and retirements. A proper way of dealing with the process needs to be embraced by the companies to curb the challenge. A mistake done at the recruitment level can affect the whole system of work of the company for a very long period of time. Diversity is a challenge facing all multinational companies as it deals with different cultures and religions. References Argenti, P. and Beck, K. (2005) The strategic communication imperative. MIT Sloan Management Review, 46(1), pp. 8389. Argyris, C. and Schn, D. (2006) Organizational learning II: A theory of action perspective. Reading, MA: Addison-Wesley. Balkundi, P. and Harrison, A. (2006) Ties, leaders, and time in teams: Strong inference about network structures effects on team viability and performance. Academy of Management, 49(1), pp. 4968. Bakker, A. and Demerouti, E. (2007) The jobs-demands resources model: State of the art. Journal of Managerial Psychology, 22, pp. 309-328. Bakker, A. and Demerouti, E. (2008) Towards a model of work engagement. Career Development International, 13, pp. 209-223. Chalofsky, N. (2007) An emerging construct for meaningful work. Human Resource Development International, 6, pp. 69-83. Christian, M. and Slaughter, J. (2011) Work engagement: A quantitative Review and test of its relations with task and contextual performance. Personnel Psychology, 64, pp. 89-136. Cohen, M. (2008) Productivity and Efficiency in Human Service Organizations as related to Structure, size and Age. The Academy of Management Journal, 23(1), pp. 21--37. Collings, D. and Wood, G. (2009) Human resource management: London: Routledge. Jeff, M and Michael, S. (2009) Inequality and Society: Social Science Perspectives on Social Stratification. New York: W.W. Norton. Linkow, P. (2008) Meeting the Challenges of Dispersed Workforce: Managing Across Language, Culture, Time and Location.Management Journal, 2(1), pp. 23-27. Oertig, M. and Buergi, T. (2006) The Challenges of Managing Cross-Cultural Virtual Project Teams. Team Performance Management, 12(1/2), 23-30. Richard, W and Kate, P. (2009) The Spirit Level: Why Greater Equality Makes Societies Stronger. London: Bloomsbury Press. Purcell, J. (2014) Disengaging from engagement. Human Resource Management Journal, 24,241-254. Rich, B., Lepine, J. and Crawford, E. (2010) Job engagement: Antecedents and effects on job performance. The Academy of Management Journal, 53, pp. 617-635. Richman, A. (2006) Everyone wants an engaged workforce how can you create it? Workspan,49, pp. 36-39. Trice, H. and Beyer, J. M. (2009) The culture of work organizations. Englewood Cliffs, NJ:Prentice Hall.

Slavery Beginning To End A Brief Summary free essay sample

Slavery, Get downing To End A Brief Summary Essay, Research Paper Bondage has long been a job in the U.S. People would state America is the land of the free, ever has been, non so. Slavery foremost began in America with people who were normally immigrants named apprenticed retainers. These # 8220 ; indentured retainers # 8221 ; could gain their freedom, nevertheless labour was long and hard. Later on, when the agribusiness of America began to increase, more retainers were needed, and this is when the slave trade truly began to put in. Cotton plantations and other agricultural organisations were looking for a new beginning of labour. Native Indians were non good workers for a few grounds. For one, they knew the land and were able to get away, for two they had a native linguistic communication in which they could talk if need be and pass on with neigboring Indian communities. This enabled them to get away if they need to. We will write a custom essay sample on Slavery Beginning To End A Brief Summary or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page So, the proprietors of the plantations decided to look elsewhere for labour. This is when Africa became a possible beginning. African tibes had long been in struggle with eachother and the leaders were willing to interchange slaves for nutrient, spices, or other goods. Therefore a tr fruit drink trigon was developed between the Americans and tribal leaders. Slaves were frequently carried on big ships with small human attention. Death was non uncommon, around % 30 of the riders died of illness, suffication, or self-destruction. Ironically, lasting the ships possibly was worse than deceasing on them. The Arican Americans that made it to America were given occupations. There were different types of occupations that could be assigned. Field workers were the most common. This was the hardest work and had the biggest physical effects. The following were house slaves, these slaves helped around the house and did all the jobs. The highest category slaves were named craftsmans. These slaves had a particular accomplishment in a certain labour. For illustration, one coulc be skilled at masonry, woodworking, etc. These slaves had the most freedom, and at times were even rewarded for their labour. As most know, resistance towards slave dealer grew. Finally The Civil War broke out and Slavery was abolished. Unfortunately the consequences of this were varied. The choler between the two races is still really apparent despite work on dealingss by both races. It gets better, but has neer been to the full resolved.