The Tragic Life, Murder Case of Dr. Sam Sheppard

Marilyn Sheppard was brutally murdered while her husband, Dr. Sam Sheppard, slept downstairs. Dr. Sheppard was sentenced to life in prison for the murder. He was eventually freed from prison, but the scars of the injustices he had to endure were permanent. Attorney F. Lee Bailey fought for Sheppards freedom, and won. Sam and Marilyn Sheppard Sam Sheppard was voted the man Most Likely to Succeed by his senior high school class. He was athletic, smart, good looking, and came from a good family. Marilyn Sheppard was attractive, with hazel eyes and long brown hair. The two began dating while in high school and eventually married after Sam graduated from the Los Angeles Osteopathic School of Physicians in September 1945. After he had graduated from medical school, Sam continued his studies and received his Doctor of Osteopathy degree. He went to work at the Los Angeles County Hospital. His father, Dr. Richard Sheppard, and his two older brothers Richard and Stephen also doctors, were running a family hospital and convinced Sam to return to Ohio in the summer of 1951 to work in the family practice. By this point, the young couple had a four-year-old son, Samuel Reese Sheppard (Chip), and with a loan from Sams father, they purchased their first home. The home sat on a high cliff overlooking Lake Erie shore in Bay Village, a semi-elite suburb of Cleveland. Marilyn settled into the life of being married to a physician. She was a mother, homemaker, and taught Bible classes at their Methodist Church. A Marriage in Trouble The couple, both sports enthusiasts, spent their leisure time playing golf, water skiing, and having friends over for parties. To most, Sam and Marilyns marriage seemed free of problems, but in truth, the marriage was suffering due to Sams infidelities. Marilyn knew about Sams affair with a former Bay View nurse named Susan Hayes. According to Sam Sheppard, although the couple experienced problems, divorce was never discussed as they worked to revitalize their marriage. Then tragedy struck. A Bushy Haired Intruder On the night of July 4, 1954, Marilyn, who was four months pregnant, and Sam entertained neighbors until midnight. After the neighbors left, Sam fell asleep on the couch and Marilyn went to bed. According to Sam Sheppard, he was awakened by what he thought was his wife calling his name. He ran to their bedroom and saw someone who he described later as a bushy haired man fighting with his wife but was immediately struck on the head, rendering him unconscious. When Sheppard awoke, he checked the pulse of his blood-covered wife and determined she was dead. He then went to check on his son and found him unharmed. Hearing noises coming from downstairs, he ran down and discovered the back door open. He ran outside and could see someone moving toward the lake and as he caught up with him, the two began to fight. Sheppard was struck again and lost consciousness. For months, Sam would describe what happened over and over—but few believed him. Sam Sheppard Is Arrested Sam Sheppard was arrested for the murder of his wife on July 29, 1954. On Dec. 21, 1954, he was found guilty of second-degree murder and sentenced to life in prison. A pre-trial media blitz, a biased judge, and police that focused only on one suspect, Sam Sheppard, resulted in a wrongful conviction that would take years to overturn. Soon after the trial, Sams mother committed suicide on Jan. 7, 1955. Within two weeks, Sams father was dead from a gastric ulcer that hemorrhaged. F. Lee Bailey Fights for Sheppard After the death of Sheppards lawyer, F. Lee Bailey was hired by the family to take over Sams appeals. On July 16, 1964, Judge Weinman freed Sheppard after finding five violations of Sheppards constitutional rights during his trial. The judge said the trial was a mockery of justice. While in prison, Sheppard corresponded with Ariane Tebbenjohanns, a wealthy and beautiful blond woman from Germany. The two married the day after his release from prison. Back to Court In May 1965, a federal appeals court voted to reinstate his conviction. On Nov. 1, 1966, a second trial began, but this time with special attention given to ensuring that Sheppards constitutional rights were protected. After 16 days of testimony, the jury found Sam Sheppard not guilty. Once free, Sam returned to work in medicine, but he also started drinking heavily and using drugs. His life quickly dissolved when he was sued for malpractice after one of his patients died. In 1968, Ariane divorced him and said he had stolen money from her, threatened her physically, and was abusing alcohol and drugs. A Life Lost For a short time, Sheppard got into the world of pro wrestling. He used his neurological background to promote a nerve hold he used in competition. In 1969, he married his wrestling managers 20-year-old daughter—although records of the marriage have never been located. On April 6, 1970, Sam Sheppard died of liver failure as a result of heavy drinking. At the time of his death, he was an insolvent and broken man. His son, Samuel Reese Sheppard (Chip), has devoted his life to clearing his fathers name.

Learning Is The Process Of Critical Thinking - 1027 Words

Learning is the process of taking in information from the five senses, processing it in a manner we can relate to it, and applying it to our lives through critical thinking and sound reasoning in a way that is productive and positive to our self and those around us. My definition of learning has expanded greatly through taking this course. I had never really understood that the learning process began with our five senses, or that we filtered our experiences through four specific patterns of thought. This class has opened my eyes to the diverse ways we learn, and raised my awareness to the different patterns of thought involved in the learning process. It has also taught me much about how to apply the process of critical thinking to learning, and how I can use being an intentional learner to increase my chances of success in obtaining my goal of getting a degree. Having the Learning Connections Inventory will be a valued resource as I apply these new tools to my quest of obtaining my degree. Many of my career choices have been technical in nature. As a result, it has caused me to develop my Technical Reasoning as a â€Å"use first† pattern of thinking. Using service repair manuals, technical bulletins, instruction sheets and books, and blueprints have developed the ability to use the Sequence and Precision learning patterns also. My LCI scores are; Precision 21, Sequence 22, Technical Reasoning 28, and Confluence 21. I have been a writer for my own personal pleasure for manyShow MoreRelatedEssay on Critical Thinking/Reflection1393 Words   |  6 PagesAssessing both critical thinking and the reflection process in learning, these aspects are both intertwined. Without one, you cannot have the other. With the use of critical thinking and reflection this thought process allows us to analyse, assess, evaluate, learn and develop arguments. 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Online Community Essay Sample free essay sample

Introduction Online community is a term that is used to mention to a bunch of people who are known to interact chiefly through assorted media of communicating. These communicating media include Usenet. electronic mail. telephone. and letters. They don’t value and neither do they utilize communicating that is face to face based. This group of people is sometimes referred to as e-community or practical community. The chief mechanism for on-line community group is web via a computing machine. Largely this group of people does non cognize each other in existent life state of affairs. These people use means that are rather diverse in nature in their communicating. They include embodiments. picture texts and chat-rooms that are text based. These are sometimes used in combination or individually. This has been made easy through creative activity of webs in the societal sector. This advancement is due to the important alterations that have occurred in line with socio proficient sector. ( Barry. 1997 ) Background Online communities have existed throughout history. It is merely that technological progresss have encouraged their being. This is non a new thought wholly. It is known that during the 17th century. there was an on-line community that communicated through letters. They were extremely associated with the Royal Society. National newspapers were known to lend extremely to online communities during this epoch. Online community Initially. a community was defined by the geographical boundaries. This included small towns and even vicinities. On-line communities on the other manus are rather dispersed in relation to their geographical boundaries. Online communities are merely but people who have a common undertaking. involvement and thought. These people usually interact in a society that is virtually based. This usually occurs across the organizational. geographical and besides clip boundaries. There are really many theories about on-line communities. It is apparent that incorporation of users into on-line communities really follows engagement that is legitimate in nature. They can be described as peripheral. inbound. insider. boundary and outbound. This last phase the member leaves the community chiefly due to assorted grounds like relationships. It is really easy for a individual in another continent to hold changeless communicating with another 1 in a really different community. Research indicates that different communities that are online based have degrees of interaction that are really different excessively. On-line communities that are invariably pass oning through confab suites and message boards are deriving popularity compared to those pass oning through letters. This is due to the fact that they are faster agencies of communicating compared to the latter. Online community in most instances does non hold really strong bonds between its members. This is particularly those who interrelate through the cyberspace. Sometimes the communicating between members of on-line community is merely informational based. In this instance the members can merely e-mail inquiries and replies to each other. It is nevertheless clear that the members merely remain being aliens to each other. Another facet is that there is a comparatively high turnover rate in the rank. ( Barzilai. 2003 ) These communities chiefly depend on societal exchange and interaction between the members that are online. This tendency is besides catching up within the concern sector. Sometimes they can dwell of topical or even regional organisations. In this instance organizations carry out their concern activities online. This includes merchandising and buying from other organisations. The merchandises are usually posted in order to make the individual who ordered for the goods. These communities are nurtured through the assorted package tools in the market. They include Google groups. Yahoo groups and Microsoft Sharepoint packages. Online communities consist of people of different cultural backgrounds and of different position. Sometimes they get to cognize of each other by default etc. Others get to cognize their members email reference through online advertizements and through newspapers. It is known that changeless communicating usually consequences in friendly relationship which can even go intimate though the two parties don’t physically meet. This is whereby there are on-line lovers who have neer met and neither do they cognize how their spouses look like. By and large the life style in this 20 first century has encouraged this type of community and its operations. ( Kim. . 2000 ) Claims There are claims that on-line communities can really function as a land where felons operate. They include money launderers. stalkers and besides stealers. This usually puts immature kids at hazard of kid trafficking. There are besides claims that when an single spends a batch of clip in on-line interactions and communities. this can hold negative effects of the individual’s normal interactions in the existent universe. This is usually referred to as a upset of internet dependence. This claim is non justified because there is no manner an person can neglect to interact in existent life. The clip that people spend communicating through media like letters. cyberspace etc is rather minimum compared to that clip spent in existent life interacting face to face to friends and relations. Many bookmans have critiqued the whole thought online communities are non communities at all. This is whereby the term community means an entity that is geographically circumscribed. Looking at these claims that online communities are non communities shows some narrow manner of looking at things. This is because a community is that which has boundaries of any kind. A community is besides known to be rather unstable where there are people traveling in and out. This automatically makes on-line communities to be truly regarded as communities. ( Preece. 2000 ) There are besides claims that on-line interactions affect offline 1s negatively. This is because it is alleged that practical life takes over people’s lives. It is believed that it makes people have different personalities and in the long tally clash is caused in offline groups. This is non true since people spend more clip in offline interactions than online. Many people have benefited from on-line communities. This is because research shows that this group has narratives of people who need particular aid from the community and in the long tally they get assistance. This could be in relation to career pick among other determinations etc. This fact shows that on-line communities are really of import and rather helpful because people get assistance through them There are besides positive impacts that passed on to members. Three points that back up the allegations are- Decision Online community can be described as a group of people that interacts through assorted media channels. They include cyberspace. letters and phone calls among others. This group of people does non utilize face to confront interactions in their communications. They are people who have diverse geographical locations and can be of different ethnicity and cultural background. They nevertheless have a common end or purpose. This can be concern based where the communicating is between organisations. There are claims that these interactions negatively affect an individual’s online interactions. This is non true as the clip spent in offline interactions supersedes that taken in the latter. Other claims include the facet that this is non a community because of geographical disparity. It is a community there is motion in and out of the group. All in all on-line interactions have made people to easy interact without bound of folk. race. geographical background and clip factor. A program of action that can be carried out to do on-line communities more meaningful is to sensitise people to hold clear ends that affect members positively. Police besides need to update their condemnable trailing engineering in order to follow up those that online based. Mention: Barry. W. ( 1997 ) : An Electronic Group is virtually a Social Network. In Culture of the Internet ; NJ: Lawrence Erlbaum ; Pp. 179-205 Barzilai. G. ( 2003 ) : Communities and Law: Politicss and Cultures of Legal Identities ; Ann Arbor ; the University of Michigan Press Kim. . J. ( 2000 ) : Community Building on the Web ; Secret Strategies for Successful Online Communities ; London ; Addison Wesley Preece. J. ( 2000 ) : On-line Communities ; Supporting Sociability ; Designing Usability ; Chichester: – John Wiley A ; Sons Ltd

Global Corporate Strategy Multinational Enterprises

Question: Discuss about theGlobal Corporate Strategyfor Multinational Enterprises. Answer: Reflective Essay on International Human Resource Management Importance of International Training and Development There are many training and development programs included in the international human resource management. Most of the Multinational Enterprises (MNEs) focuses on international HRM with a global approach. It is a fact that an improved cultural adjustment helps reducing expatriate failure. According to Aswathappa (2013), therefore, every company should focus on four things while conducting training session for cultural adjustment. At first, focus should be given on understanding different behaviours of cultural diversity. Bratton and Gold (2012) discussed, the training involves creation of awareness about it. Cultural diversity related issues could be removed if the employees and the organization start respecting the local cultures. Only then the process of adjustment can be started. Understanding the psyche process is another part of the training. At last, they should practice the way they should behave in the new overseas business environment. To understand cultural adjustment better , the U-shaped graphical representation is included into the learning module. The graph defines the phases of cultural adjustment. The study reveals the assistance of the company as the most positive predictor during the cultural adjustment process. However, stages of cultural adjustment are based on two factors. These are time and adjustment. During the phase1, the person is a tourist coming to a new place, among new people, and new environment. He found himself in a different culture. Then comes the phase 2, in which the tourist faces a crisis. The reason of this crisis might be culture shock. In such a situation, the tourist goes through the problems of language barrier, information overload, homesickness, infinite regress, and boredom. All these act as major barriers in creating new relationships with the new people. Therefore, the crisis occurs and the adjustment graph is seen falling downwards. In the third phase, which is the pulling up stage, the adjustment graph moves upwar ds with time as the tourist consistently make effort to adjust him with the new situation. As discussed by Buller and McEvoy (2012)., as a result of the training process, the tourist starts adjusting with time and the graph is seen coming to n equal position as with the phase 1. It is considered as the fourth stage which is named the adjustment phase. Availability of Cross-Cultural Training in MNEs According to Griffin and Pustay (2012), cross-cultural training involves implementation of management strategies and inclusion of training policies. These training policies are known as Cross-Cultural Training polices or CCT. Lenartowicz, Johnson and Konopaske (2014) discussed that most of the Australian Multinational Enterprises or MNEs have included these CCT programs. However, the study has helped me gain knowledge about the availability of CCTs in most Australian MNEs. It is found that they provide highly precise and accurate CCTs. The learning module included the Brookfields estimation on the availability of CCTs in 2009, 2011, and 2014 (Pekerti et al. 2014). MNEs have started focusing not only on the cultural adjustment of the employees but also on the cultural adjustment of the spouse and other members of the family. Therefore, the percentage of CCT provided only to the employees has declined from the percentage given to all the members of the family. It accelerates the proces s of adjustment. It is because most of the employees relocate along with their family. Therefore, the cultural shock persists even in the home environment apart from the workplace environment. Even the spouses and the other members of the family are found interested in going through the training process and remove the barriers of culture. It has proved that the MNEs have adopted an approach of overall development that eventually helps them to grow. I have found that the most of the MNEs have given importance to providing CCTs to the whole family of the new employees. It is a positive factor because the cultural adjustment should take place not only within the workplace but also within the home environment. As opined by Purce (2014), most of the employees take their families with them while coming to a new place in search of a job. The chances are that the family members too feel alienated in a new place. Therefore, the employee has to bear the crisis both in workplace and in home. The cross-cultural training programs accelerate the process of adjustment and help both the employee and the other members in the family to cope better in a new environment. Cross-Cultural Training Model The cross-cultural training process follows variety of methods for teaching the cross-cultural skills to the employees and their family members. This training framework is known as Mendell and Oddou paradigm propounded in 1986. They have improved the training methods given by Tung in 1982. The main objective of the improved training process is to initiate interaction with foreign people within a foreign culture. All the activities included in the model are time bounded. This model outlines the need of the particular denominators in the training process. Involving the cultural elements into the content of the training and integrating job-related tasks of the individuals, this method tries to adjust the employees with the new workplace culture. According to Reiche et al. (2014), some of the major approaches of CCT models are Immersion approach, Affective approach, and Information-giving approach. They have outlined three elements of this training that include training methods, level of rigor, and duration of the training. The Immersion approach takes place from one to two months. The level of rigor is high in the Immersion approach. The training session in this approach involves assessment centre, field experiments, simulations, sensitivity training, and extensive language training. It focuses on the practical task-oriented training sessions for the employees so that they learn from experiment (Hendry 2012). Foreign language learning is given supreme importance as an important factor of cultural acquisition. Employees are trained to understand each others language, communicate and express their emotions and develop sensitivity among them. The next approach is Affective approach. It is a training process involving one to fou r weeks. Shen and Lang (2009), opined, during the Affective approach, the employees are trained to assimilate with the foreign culture. Other elements of training include role playing, critical incidents, cases, stress reduction training, and moderate language training. According to Thomas and Peterson (2014), this approach helps increasing the self-esteem of the expatriate. They start adopting a new role in the new environment. They are made to exercise the stress reduction activities on a regular basis for a permanent solution. Moderate language training develops interaction with the new people. They are also trained to adjust themselves in a critical situation. The level of rigor in this phase is moderate. Another major phase is Information-giving approach. It includes Area briefings, cultural briefing, films or books or videos, Use of interpreters, and survival-level language training. The level of rigor is low in this stage. As found from the content of the training process, this approach incorporates various cultural elements and involves the expatriate in a process of adoption. They are made to understand the foreign culture and communicate it with foreign people. Effective Pre-Departure Training Programs The CCT program includes expatriate training methods. One of the most important training methods is the pre-departure training. The effective pre-departure training should include cultural awareness program. As discussed by Tran (2016), the expected outcome is to make the expatriates aware of the foreign culture. They are learnt to appreciate the culture in which they will have to survive. Before adopting the culture, they should learn to appreciate various aspects of it. If they fail to understand the host culture, they will face difficulty while dealing with international assignment. It is true that composition of program varies from one country to another. The type of assignment that the expatriate is going to undertake, the duration of the assignment or meeting, and the purpose of the assignment all depend on the culture of that country. According to Tyson (2014), after the cultural awareness programs, preliminary visits are undertaken. It helps the employees to orienting with th e foreign culture. They are provided a realistic preview of how the business of the foreign culture works. It enables them to understand any assignment better. After the orientation is done, the expatriates are able to predict the sustainability of the project. During the training session, the average length of the visit is one week. The third part of the training includes language training. It is found that most MNEs do not consider it as an important element. Training in English language is necessary as it is considered as the international language. Most of the MNEs think that English language training is unimportant. However, the real situation demands English language to be taught precisely. It is important to learn the foreign language for a better understanding of the tasks. In a competitive market, the employees will lag behind if they are not well conversant with the foreign language. It affects the knowledge management too. During the practical assistance stage, the employ ees are provided information and assistance about their relocation. They are trained to adopt the new environment. It is done by providing the local relocation specialists during the training process and giving more extensive language training. It is seen that the pre-departure training program has achieved great value in 2009, but in 2014 the high-value has decreased. However, it has gained a great value in 2014. The estimation is made by Brookfield. In 2009, the neutral value of it has also increased as compared to 2011 and 2014. Overview of Repatriation figures It is found that most employees with their experience in living and working in a foreign place leave their company after gathering experience. They leave in search of a better assignment that benefits them. Due to lack of an attractive career position, they return to their own country for a better opportunity. The turnover that takes place within one year had decreased to 24% in 2012 (Aswathappa 2013). In 2012, 26% expatriate had returned to their own country within one and two years. The rate was 24% in 2011. In 2012, 28% expatriate had returned to their own country within two years. The rate has increased by 2% from 2011. The data has proved the significance of CCTs in MNEs (Aswathappa 2013). Re-Entry and Career Issues The Re-Entry process follows the pre-departure training. It is already discussed that during the pre-departure training, the employee is made to interact through media and other communication protocols. However, in the re-entry process, they are given new assignment. They are provided with organizational reconnection. According to Tyson (2014), they get assistance of non-work factors, and they get conversant with rituals and ceremonies. This repatriation process helps them to get out of the culture shock. They develop an integrated global perspective. Factors Influencing Repatriate Adjustment Various job-related factors and social factors influence the repatriate adjustment. Career anxiety takes birth from isolation and workplace changes. They face difficulty while coping with their new roles. Cultural diversity gives birth to disturbed employee relationship. They are expected to do work adjustment in such a situation. Social factors such as family adjustments, social networks and effect on partners career influence the repatriation. Most Useful ways to Reduce Expatriate Turnover: It is estimated that the expatriate turnover can be reduced by creating opportunity for them to use their experience. The percentage is 47%. It is the most useful way. Other ways include support to their career, giving recognition, and giving a suitable choice of position after return (Tran 2016). The Way MNEs Should Repatriate The MNEs should focus on identification of implicit knowledge sharing, and reducing the resistance to the employees at the workplace. According to Ulrich (2013), they should incorporate more formal activities include mentoring or coaching, organizing seminars, and developing knowledge disseminating teams. After that they should link the repatriation process to outcomes. The international experience of the employees should be valued. Focus should be given on staff availability and retention, organizational commitment, and knowledge sharing. Knowledge Transfer Knowledge transfer within the workplace is an effective tool of Human resource management. It should be treated as a one-way activity. As a result, employees should develop their local management talent so that they could do project related assignments for the company and leave. The main reason behind sending the expatriates is to supplement the national staff capacity (Ulrich 2013). References Aswathappa, K. 2013. Human resource management: Text and cases. Tata McGraw-Hill Education Bratton, J., and Gold, J. 2012. Human resource management: theory and practice. Palgrave Macmillan Buller, P. F.,and McEvoy, G. M. 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56. Griffin, R. W., and Pustay, M. W. 2012. International business. Pearson Higher Ed. Hendry, C. 2012. Human resource management. Routledge Lenartowicz, T., Johnson, J. P., and Konopaske, R. 2014. The application of learning theories to improve cross-cultural training programs in MNCs. The International Journal of Human Resource Management, 25(12), 1697-1719 Pekerti, A. A., Moeller, M., Thomas, D. C., and Napier, N. K. 2014. n-Culturals, the next cross-cultural challenge Introducing a multicultural mentoring model program. International Journal of Cross Cultural Management, 1470595814559532. Purce, J. 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Reiche, B. S., Lee, Y. T., and Quintanilla, J. 2014. Cross-cultural training and support practices for international assignees. The Routledge Companion to International Human Resource Management, 308. Shen, J., and Lang, B. 2009. Cross-cultural training and its impact on expatriate performance in Australian MNEs. Human Resource Development International, 12(4), 371-386 Thomas, D. C., and Peterson, M. F. 2014. Cross-cultural management: Essential concepts. Sage Publications. Tran, B. 2016. Communication (Intercultural and Multicultural) at Play for Cross Cultural Management within Multinational Corporations (MNCs). Handbook of Research on Impacts of International Business and Political Affairs on the Global Economy, 62. Tyson, S. 2014. Essentials of human resource management. Routledge. Ulrich, D. 2013. Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.