Racial Profiling Argumentative and Persuasive Essay

Racial Profiling - Essay Example Racial Profiling is a very serious problem and a threat to the harmony of society. If all the people are not treated equally by the law enforcement or the general public, no one can assure the peaceful living and true brotherhood in the public. The people being victimized of racism or racial profiling, start hating the people of other race. Jealousy creeps in and groupings and divisions are automatically made. It creates a negative atmosphere in the entire society (Wilkins, n.d.). There are two approaches which kind of support racial profiling or think of it as useful. One of the approaches is called Consequentialist Approach. According to this approach, Racial Profiling can be used as an effective tool to decrease the time taken by the police to arrest the criminals and in that way it serves the society and gives justice quickly to the affected parties. It is a hypothetical statement to believe that the damage done by Racial Profiling is far less than the benefits it provides in the shape of an effective crime investigation. (Keller, 2008). The other approach is named as Contractualist Approach. It gives a very different perspective of Racial Profiling by saying that it can be useful for those members of the society who could become the victim of the crime committed by the profiled group. People will feel safe by the fact that they are watched out by the law enforcement agencies more than the other profiled group. The people who are not in the profiled group feel Profiling as a step to assure their security (Keller, 2008). However, these approaches are still hypothetical and do not really provide a satisfactory justification to blindly perceive every Black American, for example, to be the criminal even before gathering the facts and forensic proves.  

Human Resource Management Essay Example | Topics and Well Written Essays - 2500 words - 23

Human Resource Management - Essay Example Human Resource Management Integrative bargaining on the other hand is used whereby the parties want to maintain relationships for future engagements and where cooperation ensures a win-win situation for parties involved (Phillips & Gully, 2013). In this case, there are mutual issues to be looked into and it involves expanding the pie by looking for alternatives that can benefit both parties. However, it requires a degree of trust and honesty for the negotiations to be successful. The approach involves focusing on the interests of the parties concerned rather than sticking to initial positions, separation of people from the problem and use of objective criteria. Due to the nature of the negotiations, it is difficult to switch from distributive to integrative bargaining. These approaches vary in regard to what is at stake, the outcomes possible and notions of success (Bamber et al. 2010). Union negotiators must get approval from members to a set of bargaining demands hence making it difficult for them to adopt a collaborative approach. Their aim is to get maximum share of resources available especially on pay, hence they must win or else the employees will view them as traitors pursuing self-interest. Besides, more wages means a loss to employers hence it is difficult to cooperate on this issue since the resource is fixed. On the other hand, the lower management may also view the upper management as being compromised by the union hence distrust (Phillips & Gully, 2013, p. 431).