West Point Cheating Incident Essay

In the perspective of a Functionalist, a limited amount of crime is necessary of all societies (Farley and Flota 2013, 315). The cheating scandal that occurred at Stuyvesant High School would be described by Durkheim and other Functionalists as normal and beneficial to the entire high school. Deviance, in this case cheating, enables societies to adapt (Farley and Flota 2013, 315). By punishing the twelve students and speculating punishment for 54 other students, the hierarchy of the school system is being maintained (Baker 2012). The faculty is making it clear that the school rejects academic dishonesty which in turn helps define what is approved. Due to the large-scale that cheating occurred, the faculty had to adapt their policies to regain control. The following year, 17 cell phones were confiscated from students on the first day of school (Baker 2012). Although there was already a no cell phone policy in place, the staff acted in a stricter matter than before the cheating incident in to regain control over the students (Farley and Flota 2013, 315).

In April of 1976 it was found that there was a possibility that over half of the junior class at West Point Academy had violated the West Point honor code by cheating on a case assignment. The honor code states "A cadet will not lie, cheat, or steal, nor tolerate those who do." This was by far the largest violation of the honor code in West Point history and presented some unusual challenges to the administration. As the year dragged on it was found that more and more students possibly had cheated on the assignment and was also becoming a public relations nightmare in the press and internally to the Army branch of the United States military.

In April of 1976 it was found that there was a possibility that over half of the junior class at West Point Academy had violated the West Point honor code by cheating on a case assignment. The honor code states "A cadet will not lie, cheat, or steal, nor tolerate those who do." This was by far the largest violation of the honor code in West Point history and presented some unusual challenges to the administration. As the year dragged on it was found that more and more students possibly had cheated on the assignment and was also becoming a public relations nightmare in the press and internally to the Army branch of the United States military.

According to Eric Hoover, the lure of easy credit on college campuses causes students to be burdened with needless and unscrupulous debt. In his essay, “The Lure of Easy Credit Leaves Students Struggling with Debt,” Hoover effectively argues his position through significant references and by successfully rebutting the opposition. Hoover explains how college students are not prepared to deal with the financial responsibilities associated with managing credit cards and why credit debt companies specifically target college students. Hoover also discusses the problems of new legislation created to eliminate chapter seven-bankruptcy relief and its subsequent effect on college students with outstanding

The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.

I have read and understand the plagiarism policy as outlined in the syllabus and the sections in the Student Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

In Love ‘em or Lose ‘em: Getting Good People to Stay, Beverly Kaye and Sharon Jordan-Evans provide managers with a comprehensive guide to successfully engaging, developing, and retaining the valuable talent on their teams. According to the authors, people want much more from work than just a paycheck. They value exciting work and challenge; career growth, learning, and development; and working with great people. Fifty percent of work satisfaction is determined by the relationship a worker has with their immediate boss. The authors believe that the buck stops on the desk of the supervisor or manager. Managers, frontline supervisors, or project leaders actually have more power to keep good employees than anyone else. They have at least some control

The honor code system basically tells students that is up to them to decide whether it is acceptable to cheat or not. Although, most people would hope that the students at Rockhurst possess enough integrity to know that cheating is wrong, it only takes a few “cheater-types” to undermine the “honest-types”.(Source C) As Rutgers University professor Donald McCabe said “honor codes don’t always work. Their success depends on a culture of academic integrity”. The students need to have an expectation that cheating is not tolerated by their peers.

The following argument makes numerous unwarranted assumptions regarding the effectiveness of honor code. Taken as a whole, these unstated assumptions render the argument highly suspect. Indeed, if these unstated assumptions do not hold true, then the argument totally falls apart.

H1: The proportion of business students at Bay View University who were involved in some type of cheating is less than that of non-business students at other institutions.

The honor code system basically tells students that is up to them to decide whether it is acceptable to cheat or not. Although, most people would hope that the students at Rockhurst possess enough integrity to know that cheating is wrong, it only takes a few “cheater-types” to undermine the “honest-types”.(Source C). As Rutgers University professor Donald McCabe said “honor codes don’t always work. Their success depends on a culture of academic integrity”. The students need to have an expectation that cheating is not tolerated by their peers.

Merrium-Websters’ on-line dictionary defines the word “cheat” simply as ‘using trickery to escape observation.’ The word cheat dates back to as early as 1590 and is a transitive verb (a verb that requires both a direct subject and one or more objects). Other definitions of the word cheat include: to deceive or mislead somebody, especially for personal advantage, to break the rules in a game, examination, or contest, in an attempt to gain an unfair advantage, and to have a sexual relationship with somebody other than a spouse or regular sexual partner.

The fourth way is to help the company increase employee commitment and engagement. In addition to increasing productivity, companies want to ensure that their employees are committed and engaged to the organization. This will produce employees that put more effort and take pride even in the smallest of tasks, employees that are constantly thinking of ways to better improve their productivity, and employees that motivate and inspire other employees that may have a negative attitude about the organization.

Interpersonal relationship, work load,pay expectation and recognition has been founded by Maxwell and Steel (2003), as items which have impact on the level of commitment. In another study conducted by Lee (2000), perceived justice has been introduced as an item which has effect on organizational commitment. Also Schuler and Jackson (1999) noted that including employees as part of organizational process will increase the level of organizational commitment.

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).