International Monetary Fund And The World Bank - 1679 Words

THE WORLD BANK AND IMF - HIPC International Monetary Fund and The World Bank, though has a good purpose of their existence, they have come under lots of criticisms as to how they use the leverage of being in a position of helping poor countries to either recover from economic collapse or give them debt relief and economic boost from loans they give out to them to impose policies and condition that those poor countries has to implement. These loan conditions and policies structured by these international financial power institutions are geared towards moving resources from the poor countries to the rich western countries. The end result is creating a situation where the poor countries sunk into more economic suicidal condition in which†¦show more content†¦In order to rebuild Europe after a devastation second world war, common sense would tell you that the institutions would not like to deplete its resources. So the question of exploiting loan seekers or poor countries who later became part of the countri es seeking financial help from the world bank and the IMF. The main function of the International Monetary Fund according to IMF fact sheet (2016, March 23) â€Å"To ensure the stability of the international monetary system—the system of exchange rates and international payments that enables countries (and their citizens) to transact with each other†. Simply put, the organization beginning with 44 countries and now 189, has one aim, to make sure there is a global or international stability in the world economy by monitoring resources and exchange rates across goods and services trading among member countries and ensuring that there would not be an economic collapse in respective member countries. Same IMF factsheet do more elaborating on their term surveillance as stated as â€Å"To maintain stability and prevent crises in the international

Essay on social policy - 1190 Words

Assignment Front Sheet Qualification Unit Number and Title Pearson BTEC Level 4 HND Diploma In Health and Social Care Student Name Unit 7: Social Policy Assessor name: Christine Pratt Date of Issue Completion date 27/01/2014 07/03/2014 Student No. Submitted on Assignment title Learning Outcome Learning outcome Assessment criteria LO1 Understand the significant historical and contemporary landmarks in social welfare provision 1.1 Understand the origins of social policies 2.1 Analyse the processes involved in the development of a key Act of Parliament 2.2 evaluate different influences on the development of social policy, including ideologies analyse how†¦show more content†¦Included are historical, conceptual, political, regional, national and other agents of social change. Their effect on welfare provision will be explored. The unit may encompass a variety of health and social care sectors in the United Kingdom. Analysis of welfare policy ‘landmark’ provision will enable learners to evaluate sufficiency and deficiency in provision. Tracing developments from the period prior to 1945 to the present, learners will be able to compare and contrast major competing perspectives. Reviewing a selection of national models of provision will allow for consideration of some alternative perceptions and deliveries of welfare services. Key contemporary issues for policy makers, welfare recipients, providers and all stakeholders will be examined. Task 1 (LO1: 1.2, 1.2, and M1,M2,M3,D2 ) Explore the historical and contemporary landmarks in social welfare provision in the UK and analyse how the quality of life for the service users have improved over time. Critically examine the past and current social policies related to the health and 4 welfare needs of the population of United Kingdom during the period of political changes and transition during and after the World War 2. Task 2 (LO2: 2.1, 2.2 and M1,M2,M3,D2 ) (a) Discuss the process involved in developing key Health and Social Policy legalisation. You need to critically analyse the influential factors which shapes the key themes and concepts in aShow MoreRelatedAmerican Social Policy And Social Change Essay2080 Words   |  9 PagesHere in the United States, disputes about the axiological restructuring of American social policy and social change are at the forefront of our policymaking, and one can assume it will remain so for the anticipated future. The belief that change is necessary is evident to all Americans, but which path to take is immensely different. Abramovitz states that, Ideology is more that abstract ideas. It has raised hopes, inspired fear, and drawn blood for millions of human beings† (2008). Americans standRead MoreSocial Policy is a Pluralistic Process.973 Words   |  4 Pagesof the pluralistic process in making of social policy. The essay is divided into four main sections. It will first define the key terms as: social policy, pluralism, welfare; and describe the role of the social policy, pluralism, but also to make connection between this terms and their ideology. It will then go on to consider how social policy gets made; it can assess the extent to which different ideas actually become social policy. The different models will help to judgeRead MorePlanning Policies On Social Life1626 Words   |  7 PagesPlanning policies on Social Life in Cities For year’s urban policy and strategy has been dominated by thinking about the physical city: landmark architecture, transport, housing, urban development, and increasingly the technological infrastructure to create smarter, more productive, and greener cities. Clearly social issues like health, education, employment and public safety matter to city leaders but policy and public services deal with people in the abstract rather than the particular, whichRead MoreSocial Policies : A Policy s Success Or Failures1286 Words   |  6 Pages There are different approaches and methods used to evaluate social policies. Social policies can be evaluated for many reasons including: tracking a policy’s progression or tracing a policy’s successes or failures. There is limited research concerning any significant differences in how social policies are evaluated in terms of method, compared to other policies such health or public policy. Yet the approach to designing of a particularly can subjective during an evaluation in terms of what exactlyRead MoreThe Importance Of Social Policies On Children And Their Families2557 Words   |  11 PagesThis essay will explore the importance of social policies and what implications specific policies have on children and their families. Firstly, this essay will explore what social policy is and where it comes from, but also the affects that it can have on families. This essay will explore the important affects that social policies have on children and their families. Firstly, this essay will explore what social policy is and how it is used when it comes to children and their families, then itRead MorePolicy Analysis : Social Learning And Instrumental Learning801 Words   |  4 PagesPolicy Analysis May (1992) harmonizes with Majone and Wildavsky (1984) on the fact that policy learning is desired for policy debate as analysis. Based on the information provided by Majone and Wildavsky (1984), the process of policy analysis should lead to a more sophisticated comprehension of public policies. Founding on this, public administrators can learn through engaging in the policy analysis and use this information to influence and inform future policies. May (1992) elucidates that thereRead MoreSocial Welfare Policy Analysis For Social Workers Essay926 Words   |  4 Pages Plan to Influence Policy In order to conduct meaningful change and to be effective in influencing policy, there must be a well thought out plan in place. In the text The Policy-Based Profession: An Introduction to Social Welfare Policy Analysis for Social Workers by Popple and Leighninger (2015) they argue that â€Å"For an action strategy to be effective, it is imperative that the people taking the action have a firm grasp on the problem they are dealing with and on achievable goals. You must do yourRead MoreSocial Policy Within The Global Economy1935 Words   |  8 PagesWhen discussing social policy within the current global economy, it’s quite impossible to ignore the effects of globalisation on nation states but also in the overall global economy in relation to poverty, environmental changes, trade, culture etc. Globalisation is a highly contested term due to its broad definition which causes confusion as to what it actually means (Gills, 2002; Higgot, 1999). Yeates (2002) refers to globalisat ion as the loosening of boundaries of things such as trade, labourRead MoreSocial Policy for the Hnc in Social Care Essay3290 Words   |  14 PagesSocial Policy To gain a better understanding of Social Policy we need to look at its definition: Social Policy is the study of social services and the welfare state. In general terms, it looks at the idea of social welfare, and its relationship to politics and society. The principal areas relate to Policy and administrative practice in social services, including health administration, social security, education, employment services, community care and housing management; SocialRead MoreSocial Policy For Social Change Essay1771 Words   |  8 PagesIn this 2000-word analysis I will explain the social policy selected in mahi Tuatahi, konae 2, Te Tautika (social justice: social change). I will use Pohatu’s, 2010 Te Ara Tohu and my learning from assignment one to provide an analysis of the social policy our group selected. The analysis will discuss the implications of my chosen social policy for social work practice and give an understanding of tautika to assist in my analysis. Donna, Renee and myself teamed up, having an interest in women’s

HRM in Kenneth Airlines-Free-Samples for Students-Myassignment

Question: Disucss about the Human Resource Management in Kenneth Airlines. Answer: Introduction Kenneth Airlines understands the challenges companies experience in the Airline industry regarding the human resource management. Previously, many Airlines faced challenges when developing and implementing their strategic business plans as they underestimated the significance of human resources (Kamau and Sanley 2015). The companies rarely considered the role of human resources in executing their business strategies successfully. Indisputably, the commercial airline has proved to be a safety-sensitive, competitive, and high technology service sector. Employees, customers, and people define the airlines core competence (Tiwari 2013). Without a doubt, the implications seem to affect the companys operational activities, culture, strategy, and structure. Kenneth Airlines has acknowledged that many companies function as divisionalized, top-down, and traditional industrial model of governance and operations. This model is inappropriate because the airline industry is a knowledge-based serv ice market. The airlines require the inputs of HRM expertise to enhance the learning-oriented workforce and develop a customer-centric workforce that can adapt to the change imperatives and strategic goals experienced in the industry. The success of Kenneth Airlines depends on how it will address the aspects of diversity management and culture, international performance management, training and development (Geraint 2007). Based on the significance of these human resource management factors, the paper provides the rationale depending on the findings of various scholars. At the end of the report, the recommendations that Kenneth Airlines should consider to remain competitive and success in the airline industry are identified. Diversity Management and Culture Cultural Challenges Workplace diversity encompasses differences between individuals in a firm. The differences include ethnic group, personality, age, race, genders, organizational function, cognitive style, background, and education (Elsaid 2012). It involves the perception of people thus affecting their interactions. For employees to function efficiently, the HR professionals have to handle the emerging issues like change, adaptability, and communication. Most successful airlines have made immediate actions by spending resources on diversity management (Geraint 2007). Since Kenneth Airlines operate in the international market, it has experienced various challenges because it seems difficult to blend employees from other cultural orientations. Patrick (2010) found that when workers from different cultures interact regularly, the possibility of multiculturalism is evident. Kenneth Airlines never considered the significance of helping its employees joining a new country to adjust to the new environment. It is a common practice for the HR professionals to help the new employees to adjust to the new communication patterns, leadership styles, and related practices thus fit in the new country (Elsaid 2012). Like many multinational companies, fusion of culture is critical to enhance productivity. The employees of Kenneth Airlines are experiencing barriers to cultural adaptations. For instance, the issue of parochialism has become evident among the employees (Tiwari 2013). This follows the different social system from their host nations. The new social system has a direct impact on an individuals response. When the company posted a worker to a new country, the worker exhibited a different behaviour based on the citizen or country of origin. It was evident that the posted employee never acknowledged the differences between the cultures as explained by Bamber (2009). The impact of such behaviours is affecting the organization beyond repair. The posted employee assumed the two cultures are similar, yet they have proved distinct. Individualism is another problem that the company is experiencing with its expatriates. Studies have found that some workforce is individualistic as they value their personal welfare and needs (Nickson 2013). Kenneth Airlines has failed to address this is problem. Ethnocentrism is also an issue that is affecting Kenneth Airlines. Most of the airlines employees find it difficult to adapt to another culture. The company operates in China, India, and Europe. Dowling, Festing and Engle (2013) believe that some employees, especially from Europe value their homeland conditions. They believe that their cultures are superior to their Asian counterparts. Shen, Chanda, DNetto and Monga (2009) affirmed that the thinking of superior is natural but it undermines the human behaviour thus making it difficult to maximize productivity in the local employees. The international workforces should understand the local conditions by integrating the local and imported social systems (Guest 2011). Kenneth A irlines HRM must take the lead in integrating the employees to make them adaptable to the new cultural environment. Cultural distance and cultural shock are also challenges that have affected the operations of the organization (Patton 2015). The cultural distance has affected many employees, especially from Europe. When these employees are deployed in China or Indian, the cultural distance is significant because of judge conditions and ethnocentrism. Cultural shock is an issue among the Kenneth Airlines employees. As an international airline company, workers suffer cultural shock due to disorientation and insecurity in the new country. Some of the employees lose confidence and face because they can never act effectively. Barry and Nienhueser (2010) found that the company has even seen many of its expatriates resign or feel isolated thus affect their performance. Scholars have identified different reasons for such shock as language, unique current system, different management philosophies, separation from family, alternative food and attitudes (Kumar, Johnson, and Lai 2009). Some employees have als o resisted change despite the changing cultural and social workplace. This has completely affected the companys performance. Diversity Management Diversity management is an important factor that Kenneth Airlines must consider. The process involves planning, directing, and organizing the managerial attributes to develop an organization irrespective of workforce diversity (Ozbilgin and Tatli 2008). Like in other companies, Kenneth Airlines focuses on high productivity level. Managers of Kenneth Airlines experience the productivity challenges because of its unique structure, strategies and objectives as explained by Bamber (2009). The HR managers and professionals must invest in workplace diversity thus address the challenges. The management has responsibility to reduce differences in the multicultural workforce leading to high productivity. Managing diversity involves managing workforce based on the interest of stakeholders. This is an on-going process focuses on different capabilities and talents from a diverse population. This ensures the management creates an inclusive and wholesome environment thus maximize full potential (Ozbilgin and Tatli 2008). Kenneth Airlines must ensure that multiculturalism benefits everyone. The management of the airline must consider using the melting pot approach to address the workforce differences. It is evident that employees can rarely abandon their preferences, lifestyles, beliefs, and values. The HR professionals have to adapt management practices to help workers to adapt to a new work styles. According to Sippola and Smale (2007), diversity management provides an opportunity for employees to be effective in a supportive culture. The management of Kenneth Airlines should continue to support workforce diversity by embracing diversity initiatives. The company should recognize the dyna mic workforce thus create maximize productivity. Managing diversity is in conformity with the increasing workforce mobility (Kumar et al. 2009). The need for expatriates and international careers has formed the foundation of the Kenneth Airlines success. The airline should use salad bowls approach in addressing diversity. The approach ensures the employees retain their identity. Weber (2015) maintained that multinational company plans to employee more expatriates to bolster its productivity. Nevertheless, the management must handle the challenges regarding individual versus group. The Kenneth Airlines management have to adapt the new HR programs to serve the diverse employee groups. The airline company has an established corporate culture that is resistant to change. With this culture, it proves difficult to change the corporate setting (Richard and Johnson 2010). The airline has realized that diversity enhances effectiveness in the organization by promoting creativity and innovation. In the home country, Kenneth Airlines operates under teamwork culture. This has seen it embrace diverse workforce who interact frequently for better services. The teamwork spirit has enhanced motivation and morale in the company. International Performance Management International performance management has become an essential process companies use to set goals as explained by Fee, Mcgrath-Champ, and Xiaohua (2011). Companies have suffered greatly from failed international assignments. Kenneth Airlines need to emphasize the significance of selecting appropriate workers for the international assignment. The firm should conduct a detailed and consistent assessment regarding the performance of the expatriate (Nickson 2007). The airline has to conduct an appraisal of its operations to make the international successful. Unfortunately, Kenneth Airlines experienced challenges in conducting performance management and appraisals (Kampkotter 2017). The issues of concern revolved around the timing and criteria of performance bonuses, raises, and reviews. The HR managers of the airline rarely considered the views of the employees in designing the performance management criteria as reported by Moshholder, Richardson, and Settoon (2011). The managers never con sulted the employees before placing them on international duties. International assignments are important to the organization and performance appraisal should be conducted prudently compared to the domestic assignments. The company failed to use different appraisal system for each expatriate employee. Maley and Kramar (2007) maintained that many employees of Kenneth Airlines complained of poor appraisal systems. For instance, the HR managers relied on methods used to appraise the domestic employees (Kampkotter 2017). In fact, even modifying the methods with the expatriates would give different outcome. The HR managers modified the domestic appraisal system by introducing new variables like task personality, criteria, and environment factors (Hosseini, Shakhsian, Moezzi and Khaksar 2011). The Kenneth Airlines HR department have to collaborate with managers and supervisors of these expatriates to facilitate the development of the critical professional profile based on the international assignment. Eaton (2017) believes that the HR department of the o rganization failed to consider these needs for the expatriates before departing. With the professional profiles, it is possible for the HR Department to outline the expectations and productivity of the employees. As such, the airline could have realized operational efficiency and profitability among its expatriates in the foreign market like China. According to the studies, establishing performance criteria is never an easy work (Yabs 2010). This is because of differences in equitable standards and international environments. Shaw (2007) explains that performance appraisal criteria in service and manufacturing industries should be designed based on the foreign subsidiary. The HR department should establish the performance goals and criteria by considering the norms and values of home office performance and local environment standards. The HR managers of Kenneth Airlines, however, failed to consider the country profile and the foreign subsidiary environment when designing the performance appraisal system (Lewis and McKone 2013). This has made the review of the performance difficult. The factors that the HR department needed to have considered include communication, control, culture, language, labour relations, politics, government, and economy. These underlying factors are critical, especially in China and India, where Kenneth Airlines operate and intends to expand its operations (Belobaba, Odoni and Barnhart 2016). Without these factors, the performance of expatriates has become difficult to appraise. Therefore, the HR managers needed to use the information to resolve the performance appraisal challenges. Critical professional profiles for its expatriates can be clustered to enhance the measurement of performance criteria for employees on international duties. Training and Development Training and development is an important function of human resource management (Tharenou, Saks and Moore 2007). It improves the performance of individual employees and teams in an organization. It is an educational process improves employee skills, behaviours, and concepts thus enhance the performance of workers. Kenneth Airlines recognizes the significance of remaining competitive in the airline industry. To this effect, it has opted to invest in this HR function. Although the airline values this function, it has never provided enough resources for human resource development that involves developing skills and training employees for future roles. Soltani (2010) ascertained that the human resource development activities entail tuition reimbursement programs, training teams, managers and supervisors, and performance management. The human resources development activities also include 360-degree reviews, harassment prevention training, customer training, and career coaching. In the wake of technology advancement, competition in the airline industry has intensified and customer expectation increased. Athanasios (2012) argues that it is important for the firm to prepare its workers for new roles thus justifying the need for training workers. Studies indicate that airline industry should continue to train and develop due to the high rate of workforce replacement (Soltani 2010). The knowledge workers are swiftly replacing industrial employees. Kenneth Airlines is slowly responding to the needs of the industry given the dynamism. However, many employees have complained of the firms slow adoption to this new development. The airline needs to understand that change is a factor that is turning them obsolete thus, the need for training and development has become essential. Loizos and Wirtz (2010) believed that technology is changing how airline business operates. The company has to consider this factor to remain competitive. The airline has many approaches to tra in and develop its workforces. For instance, the HR managers can consider mentoring, simulation, apprenticeship, on-job training, systematic job transfers and rotations (Soltani 2010). Web-based learning, programed self-instruction, instructor-led classroom training, and role-playing can be used to train and develop workforce. Conclusion Based on this study, it is evident that Kenneth Airlines experiences HRM challenges in allowing its workforce achieve international assignments. With the company operating in different countries, it has to address the emerging HR issues emanating from cultural diversity. The employees have expressed concern and reservations in their workplace environment. For instance, the issues arising from culture, international performance management, and training and development require redress to avoid conflicts. The HR Department has to play its role in advancing the needs of its expatriates. These challenges can be addressed through diversity management. Recommendations Effective HRM will define the success of Kenneth Airlines in its pursuit to gain competitive edge in the airline industry. The company must invest in diversity management initiatives. The HR managers must understand that training workforce is critical. Training will make the workers job-specific and company-specific. Training and development will enrich the employees career thus allow them to fulfil their personal needs. Kenneth Airlines and its employees should engage in training depending on their agreements. The HR department should avoid imposing training that is irrelevant to the workers. The firms HRM should also consider an individual performance appraisal system when measuring the productivity of its workforce. The appraisal process should encompass host environment, task, compensation package, cultural adjustment, headquarters support, and performance management system. Bibliography Bottom of Form Athanasios, C, 2012, Decision support systems for human resource training and development, International Journal of Human Resource Management, vol. 23, iss. 4, p 662. Bamber, G, 2009, Up in the air: how airlines can improve performance by engaging their employees, ILR Press/Cornell University Press, Ithaca. Barry, M and Nienhueser, W, 2010, Coordinated market economy/liberal employment relations: low cost competition in the German aviation industry, The International Journal of Human Resource Management, vol. 21, iss. 2, pp. 214-229. Belobaba, P, Odoni, A R and Barnhart, C 2016, The global airline industry, Wiley, Southern Gate. Dowling, P, Festing, M and Engle, A 2013, International human resource management, 6th Ed, Cengage Learning, London. Eaton, J, 2017, Globalization and human resource management in the airline, Routledge, New York. Elsaid, A M, 2012, The Effects of Cross Cultural Work Force Diversity on Employee Performance in Egyptian Pharmaceutical Organizations, Business and Management Research, vol. 1, no. 4, pp. 162-179. Fee, F, Mcgrath-Champ, S, and Xiaohua, Y 2011, Expatriate performance management and firm internationalization: Australian multinationals in China, Asia Pacific Journal of Human Resources, vol. 49, no. 3, pp. 365-384 Geraint, H, 2007, Management in the Airline Industry, Routledge, New York. Guest, DE, 2011, Human resource management and performance: a review and research agenda, The International Journal of Human Resource Management, vol. 8, iss. 3pp. 263-276. Hosseini, M H, Shakhsian, F, Moezzi, H and Khaksar, S M S, 2011, Top managements role in coordinating human resources with corporate strategy, International Journal of Business and Social Science, vol. 2, no. 12, pp. 172-179. Kamau, M. W and Sanley, K 2015, Factors Affecting Strategy Choices in Airlines in Kenya: A Case Study of Kenya Airways, The International Journal of Business Management, vol. 3, iss. 5, pp. 86-98. Kampkotter, P, 2017, Performance appraisals and job satisfaction, The International Journal of Human Resource Management, vol. 28, iss. 5, pp. 750-774. Kumar, S, Johnson, KL, and Lai, S T, 2009, "Performance improvement possibilities within the US airline industry", International Journal of Productivity and Performance Management, vol. 58, iss. 7, pp. 694-717 Lewis, A and McKone, D, 2013, How the U.S airline industry found its edge, Harvard Business Review, September Issue. Loizos, H and Wirtz, J, 2010, The globe: Singapore airlines balancing act, Harvard Business Review, July-August Issue. Maley, J and Kramar, R, 2007, International performance appraisal: policies, practices and processes in Australian subsidiaries of healthcare MNCs, Research and Practice in Human Resource Management, vol. 15, no. 2, pp. 21-40. Moshholder, KW, Richardson, HA and Settoon, RP, 2011, Human resource systems and helping in organizations: a relational perspective, Academy of Management Review, vol. 36, no. 1, pp. 33-52. Nickson, D, 2007, Human resource management for the hospitality and tourism industries. Butterworth-Heinemann, Amsterdam. Nickson, D, 2013, Human resource management for hospitality, tourism and events, Routledge, New York. Ozbilgin, M, and Tatli, A, 2008, Global diversity management: An evidence-based approach, Palgrave. London. Patrick, H A, 2010, Organization culture and its impact on diversity openness in the information technology organizational context, Dimensions, vol. 1, no. 1, pp. 67-72. Patton, J, 2015, Human resource management (HRM) in the aviation industry, The Journal of Global Business Management, vol. 11, no. 1, 1-12. Richard, OC and Johnson, NB, 2010, Strategic Human Resource Management Effectiveness and Firm Performance, The International Journal of Human Resource Management, vol. 12, iss. 2, pp. 299-310. Shaw, S, 2007, Airline marketing and management, 6th edition, Ashgate Publishing, Great Britain. Shen, J, Chanda, A, DNetto, B and Monga, M, 2009, Managing diversity through human resource management: an international perspective and conceptual framework, The International Journal of Human Resource Management, vol. 20, iss. 2, pp. 235-251. Sippola, A and Smale, A, 2007, The global integration of diversity management: a longitudinal case study, The International Journal of Human Resource Management, vol. 18, iss. 11, pp. 1895-1916. Soltani, E, 2010, The overlooked variable in managing human resources of Iranian organizations: Workforce diversity - some evidence, International Journal of Human Resource Management, vol. 21 no. 1, pp. 84-108. Tharenou, P, Saks, AM and Moore, C, 2007, A review and critique of research on training and organizational-level outcomes, Human Resource Management Review, vol. 17, pp. 251-273. Tiwari, N, 2013, Managing human resources in international organizations, Global Journal of Management and Business Studies, vol. 3, no. 4, pp. 355-360. Weber, J, 2015, How Southwest Airlines hires such dedicated people, Harvard Business Review, December Issue. Yabs, J, 2010, Strategic management practices, 2nd Edition, Lelax Global (K) Ltd, Nairobi.

Violence In Our Academic Insitutes Essays - Crime,

Violence in our Academic Insitutes Young teenagers must get the message that violence will not be tolerated in our academic institutes, that these violent acts will be met with the severest reprimands. Some people believe that enforcing harsher penalties on young offenders is not a good idea as current laws are more effective. Many parents resent the fact that they should be held responsible in many situations. Stricter rules should be placed on young offenders who break the law. Young offenders who commit violent crimes should be tried as adult. Many young offenders feel that they can get away with a slap on the wrist for violent crimes. One in 12 high schoolers is threatened or injured with a weapon each year. If you're between the ages of 12 and 24, you face the highest risk of being the victim of violence. Statistics show that by the early 1990's the incidence of violence caused by young people reached unparalleled levels. There is no single explanation for the overall rise in youth violence. Self-esteem and Morale values should be taught at home and reinforced at school, by rewarding children who show positive attitudes. Rational persuasion is thus the foundation of peaceful coexistence. Early education about violence should be also taught in our educational institutes. Schools need to encourage individual, independent judgment and to provide the factual knowledge and reasoning skills. Effective strategies include school based curricula that emphasize the development of problem solving skills, anger management, and other strategies that help kids develop social skills. In addition, parenting programs that promote strong bonding between parents and children and that teach parents skills in managing conflict in the family, as well as mentoring programs for young people. The parents should be held responsible for the children who repeatedly break the rules and parental involvement should be made mandatory when a child is showing signs of violent behavior. The pare nts should be forced to take more interest for the well being of the child. Teachers and school faculty should be better trained to notice potential problems developing in students. A support system should be put in place for students so when an individual child feels threatened; they have someone they can approach in confidence. It's too late to save some teenage violence victims, but its not to late to save future victims of teenage rage and violence. To curb our youth violence we must take a more detailed view of the crimes committed. Combined with early intervention methods and education. Teens need to understand that the consequences of their actions will lead to serious penalties. This would hopefully make them think twice before being involved in violent acts.