The Crimes of Child Killer Angela McAnulty

Angela McAnulty sits on death row at the Coffee Creek Correctional Facility in Oregon after pleading guilty to the murder of her 15-year-old daughter Jeanette Maples, whom she literally tortured, beat, and starved to death. McAnulty also pled guilty to altering and destroying evidence in the case. Angela McAnultys Formative Years Angela McAnulty was born on October 2, 1968, in California. When she was 5 years old, her mother was murdered. She spent the remainder of her childhood living with her father and two brothers. Her father was abusive, often withholding food from the children as a form of punishment. At the age of 16, McAnulty began a relationship with a carnival worker and left home. It was during this time that she became involved with drugs. She later met Anthony Maples, with whom she had three children, two boys, Anthony Jr. and Brandon, and her daughter, Jeanette. She also had another child, a daughter named Patience, by another father. When Maples and McAnulty were incarcerated on drug charges, the children were placed in foster care. After her release from jail in 2001, McAnulty regained custody of Jeanette and Patience. In 2002, Angela met and married a long-haul truck driver named Richard McAnulty. They had a son soon after the marriage. By October 2006, the family relocated to Oregon, leaving Anthony Jr. and Brandon behind. The boys had sent letters to a judge requesting to stay in foster care rather than be returned to their abusive mother. Cries for Help Born on August 9, 1994, Jeanette Maples spent six of her first seven years in foster care prior to being returned to her mother. According to interviews with family members, Angela began abusing Jeanette soon after the two were reunited. Described as a good child, Jeanette attended public school and took her studies seriously. She was given perfect attendance awards in the seventh and eighth grade. However, in social interactions, Jeanette had a difficult time. Sent to school wearing torn, dirty tops and worn-out sweatpants, she was sometimes teased by her classmates. Despite her shyness, she managed to make a few friends, although she would only see them at school. Her mother did not allow her to invite friends to her home. In 2008, after a friend spotted several bruises on Jeanette during gym class, she admitted that her mother did not allow her to eat and that she was abused. The friend told her parents and Child Protection Services (CPS) was contacted but the agency representatives were reluctant to respond to what they called second-hand information. A teacher was contacted who spoke to Jeanette who again admitted to being abused. She said was terrified of her mother. The teacher contacted CPS and reported her concerns. CPS went to the McAnulty home but closed the case after McAnulty denied abusing her daughter and blamed the accusations on Jeanette, whom she described as a compulsive liar. McAnulty subsequently pulled Jeanette out of school, saying that she was going to home school her daughter. This left Jeanette completely isolated and greatly reduced any chances of her getting the help she so badly needed. In 2009 another call was made to the CPS, this time by an anonymous caller who later turned out to be Lee McAnulty, Jeanettes grandmother. She called CPS after seeing how grossly underweight Jeanette had become. The child also had a split lip, both conditions Angela McAnulty dismissed when it was suggested that she should take her daughter to a doctor. Over the following months, Jeanettes grandmother called CPS several times but the agency did not follow up on the calls. Her last call was made within days of Jeanettes death. The Death of Jeanette Maples On December 9, 2009, at around 8 p.m., Angela McAnulty told emergency personnel responding to a 9-1-1 call made from her home that her daughter Jeanette was not breathing. Paramedics found the small, thin-framed 15-year-old girl in the living room. Jeanettes hair was wet and she wasnt wearing a top. She had no pulse. McAnulty told the paramedics that Jeanette had fallen down and seemed fine an hour before she stopped breathing. However, a brief exam of the dying girl told a different story. Jeanette had multiple bruises on her face, cuts above her eye, and scars on her lips. She was so emaciated that she looked much younger than her age. Jeanette was transferred to the hospital where she was pronounced dead at 8:42 p.m. The Criminal Investigation At the hospital, Dr. Elizabeth Hilton examined Jeanette and found that her face was disfigured from severe bruising. There were scars and deep wounds on her head, legs and back, including an exposed femur. Her front teeth were broken and her lips were pulverized. It was determined that Jeanettes dehydrated, starved and beaten body was not a result of a simple fall. The police searched the McAnulty home and found a blood-splattered bedroom that family members admitted McAnulty tried to clean before calling 9-1-1 to come to the aid of her dying daughter. Richard McAnulty also admitted that Angela wanted to bury Jeanette rather than call 9-1-1 but he had insisted on calling for help. He made the call while Angela attempted to hide evidence of the abuse that had gone on inside the home. The two children in the McAnulty home were interviewed. Patience told police that Angela and Richard were starving Jeanette and that Angela beat Jeanette repeatedly. She later said that Richard and Angela often struck Jeanette across the mouth with shoes or their hands. Police Interview of Angela McAnulty During the first police interview, Angela McAnulty tried to convince detectives that Jeanettes injuries were caused by a fall. She said her husband was responsible for disciplining the children and that she had never hurt Angela. She changed her story only after investigators apprised her that they had spoken to other family members whod described the abuse Angela routinely inflicted on Jeanette. When questioned about Jeanettes dehydrated and starved condition, McAnulty said it was a result of ignorance, not neglect. She told detectives, The reason why shes so skinny, honest to God, is when she split her lip awhile back, I did not know exactly how to feed her. The investigators continued to challenge McAnultys version of the facts until she eventually broke and began to tell them what really happened. I did wrong, she said. I should never have spanked my daughter with a belt. I shouldnt have done that. That was horrible of me. I shouldnt have done any of that stuff that I did. I shouldnt have done hands up. I understand that. I am very sorry. I dont know how I can take it back. But when it came to what McAnulty assumed was the final blow that caused her daughters death, she refused to take the blame. I didnt do the injury on the head. I did not do that, she told detectives. I know that she probably died because of the injury on her head, through the skull when she fell down. I did not kill my daughter over a spanking. I didnt do that. McAnulty told detectives that maybe she should have taken up smoking to help relieve the stress that Jeanette caused. I guess the things she did just got to me, she went on to explain. I dont know. Honest to God, I dont know. Im sorry. I am sorry. Torture and Starvation Angela and Richard McAnulty were arrested and charged with aggravated murder by intentionally maiming and torturing Jeanette Maple. Based on the evidence found at the McAnulty home, autopsy reports, and interviews with the Angela and Richard McAnulty, their children, and other relatives, prosecutors determined that the following took place over the course of several months: McAnulty punished Jeanette regularly using different methods of abuse and torture. To hide the abuse from the other children in the home, she would bring Jeanette into her bedroom, later described by prosecutors as the torture room, turn on the vacuum cleaner to mask the sounds, force Jeanette to strip naked, and then she would repeatedly beat her with leather belts, sticks, and torture her with pliers.Tests on various objects found in the home would later show that they contained blood and pieces of Jeanettes flesh.Jeanette was deprived of food and water for days at a time. She was forced to drink water from the dogs bowl and the toilet bowl to quench her thirst.Dying tissue had been cut away, likely with a knife, from wounds that had become infected to the point of exposing bone on Jeanettes hip.Jeanette was forced to sleep on cardboard so that blood would not seep into the carpet. She was often left tied up after being beaten or forced to kneel with her arms behind her back as if handcuffed.McAnulty forced Patience to collect dog feces from the yard which McAnulty would smear over Jeanettes face and mouth.McAnulty forced Jeanette to stand facing the walls with her arms raised for hours at a time. Often she could only stand on one foot because her other foot was too injured from Angela stomping on it.Angela and Richard McAnulty hit Jeanette across the mouth with shoes and the backs of their hands, which pulverized her lips. Angela refused to get medical help for Jeanette which resulted in her lips healing from the inside out. The scar tissue that formed left her mouth deformed.McAnulty purposely beat Jeanette in areas that she had already caused severe damage, resulting in old wounds opening up and becoming infected. ​Disturbing Testimony by Jeanette Maples Half Sister ​According to testimony given by Patience, the half-sister of Jeanette Maples, Angela McAnulty began abusing Jeanette as soon as she regained custody of the child who was 7 years old at that time. Patience also spoke about an incident just days before Jeanette died, during which McAnulty showed her a wound about the size of a quarter on the back of Jeanettes head. McAnulty made the comment that if someone was  Ã¢â‚¬Å"stabbed in the back of the head with a branch, it would cause brain damage.†Ã‚  Patience went on to testify that by that time, Jeanette was acting strange and was incoherent. When asked about what she remembered during the time that Jeanette was first returned to McAnulty, Patience said that after McAnulty married Richard McAnulty in 2002, Jeanette was locked in a back bedroom so that she would â€Å"not really be part of the family.† She went on to describe how she witnessed both Angela and Richard abusing Jeanette, which including beating her with shoes and depriving her of food.​ Sentencing Angela McAnulty was sentenced to death for the torture and murder of her daughter. Richard McAnulty was sentenced to life in prison with no chance of parole until serving 25 years. He denied directly abusing Jeanette but admitted that he failed to protect her from her mother or to report the abuse to authorities. Anthony Maples v. Oregon Department of Human Services The State of Oregon agreed to pay $1.5 million to the estate of Jeanette Maples in a wrongful death lawsuit filed by her biological father, Anthony Maples, who was the sole heir to Jeanette Maples estate. It was determined that beginning in 2006, and ending with a call that was received the week before her death, CPS agents failed to investigate four reports of possible abuse of Jeanette Maples by her mother. Anthony Maples had no contact with his daughter for nearly 10 years prior to her murder, nor did he attend her memorial service. Under Oregon law, only a deceased persons parents, spouse, or children can be considered legal heirs. Siblings, who are not considered legal heirs, are unable to share in an estate.

The Ethics Of Xerox, Sustainability, Health, Safety, And...

At Xerox, sustainability is our way of doing business. We have aligned our goals for the environment and health and safety in five key areas to make an impact across our value chain worldwide. Together with our suppliers, customers, and stakeholders we strive to maintain the highest standards to preserve our environment and protect and enhance the health and safety of our employees and communities. The Xerox Environment, Health, Safety, and Sustainability (EHSS) organization ensures company-wide adherence to Xerox’s environment, health, safety, and sustainability policy. The governance model we use to accomplish this includes clearly defined goals, a single set of worldwide standards, and an audit process that ensures conformance to these†¦show more content†¦Since we introduced two-sided copying in 1970, we have continued to innovate at the forefront of environmental sustainability, offering the first recycled grade of cut sheet paper and office equipment with an ene rgy-saving mode, long before ENERGY STAR ® was established. Governance Our global Environment, Health, Safety and Sustainability (EHSS) department enforces our environment, health and safety policy. The corporate EHSS governance policy, first adopted in 1991, underpins our environmental leadership program. The Vice President of EHSS reports to the President of Corporate Operations, a direct report to the CEO. Our governance model uses clearly defined goals, a set of worldwide standards and an audit process that validates compliance. Standards and Programs Environment, health and safety standards guide employees and suppliers in complying with corporate policies. These worldwide standards apply across Xerox and establish specific requirements for products, services, operations, product safety, materials safety, packaging, design for environment and

Innovation and Creativity for Ocean Debris using Osborn-Parnes

Question: Discuss about the Innovation and Creativity for Ocean Debris using Osborn-Parnes Problem Solving Process. Answer: Idea Finding Several but economical and straightforward ideas for the eradication of ocean pollution can include the use of biodegradable kitchenware, strict government regulations on industry production, rules on total plastic ban (Chen, Chung-Ling, 2015) introduction of sewage treatment plants to minimize Biochemical Oxygen Demand of the final product prior to release into ocean (Spellman, 2013), and the spray of chemical dispersants on the oil on water surfaces to support safeguard marine life and the contaminated beaches (Kujawinski et al., 2011). Additionally, since marine pollution is primarily caused by human beings at their discretion, even so, the measure of pollution control can be achieved by creating proper awareness of its side effects (Mac et al., 2013; Barber et al., 2012) and plastic boycott. Furthermore, the sensitivity on environmental issues can be accomplished through creating blogs on preventive measures and negative impacts, use of social media, etc. The implementation of re newable energy sources such as wind and solar power to prevent oil discharges to the sea which kills the aquatic life, innovative use of ocean rubbish and consumer sensitization such as the making of art make sculptures of marine animals and place them in art museums and zoos where they can generate more revenue. Water pollution can also be controlled the use of high-pressure jets to reduce oil pollution (Doerffer, 2013). References Barber, Nicholas John, and Paul Francis Quinn. "Mitigating diffuse water pollution from agriculture using soft?engineered runoff attenuation features." Area 44, no. 4 (2012): 454-462. Chen, Chung-Ling. "Regulation and management of marine litter." In Marine anthropogenic litter, pp. 395-428. Springer International Publishing, 2015. Doerffer, Jerzy W.Oil spill response in the marine environment. Elsevier, 2013. Kujawinski, Elizabeth B., Melissa C. Kido Soule, David L. Valentine, Angela K. Boysen, Krista Longnecker, and Molly C. Redmond. "Fate of dispersants associated with the Deepwater Horizon oil spill."Environmental science technology45, no. 4 (2011): 1298 1306. Mac Berthouex, Paul, and L. Brown. "Pollution Prevention and Control." (2013). Spellman, Frank R.Handbook of water and wastewater treatment plant operations. CRC Press, 2013.

Job Descriptions free essay sample

Running Head: Staffing Organizations – Job Descriptions Maintaining Job Descriptions Sharon Chambers Strayer University Dr. Annette West July 24 , 2011 Current Issue The InAndOut, Inc. , company provides warehousing and fulfillment services to small publishers of books with small print runs. After the books are printed and bound at a printing facility, they are shipped to InAndOut for handling. The owner and president of InAndOut, Inc. , Alta Fossom is independently wealthy and delegates all day-to-day management matters to the general manager, Marvin Olson. Alta requires that Marvin clear any new ideas or initiatives with her prior to taking action. The company is growing and Marvin expects to hire new employees within the next year to meet this growth. Job descriptions for the company were originally written by a consultant about eight years ago. They have never been revised and are hopelessly outdated. As a general, Marvin is responsible for all HR management matters. Since Marvin has to clear new projects with Alta, he needs to prepare a brief proposal that can be used to seek approval of new job descriptions. We will write a custom essay sample on Job Descriptions or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Importance of Job Descriptions Whether youre a small business or a large, multi-site organization, well-written employee job descriptions will help you align employee direction. Alignment of the people you employ with your goals, vision, and mission spells success for your organization. As a leader, you assure the interfunctioning of all the different positions and roles needed to get the job done for the customer. According to Susan M. Heathfield, About. com Human Resources Guide, effectively developed, employee job descriptions are communication tools that are significant to your organizations success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they dont know what is expected from them. Foster Thomas Blog, Complete HR Solutions states, â€Å"it is essential to maintain accurate job descriptions. † Job descriptions are important both from a legal and practical standpoint. From a practical point of view, job descriptions help the jobholder understand the responsibilities of the position and provide a sense of where the job fits into the company as a whole. From a legal perspective, job descriptions aid in the compliance of several laws. Job descriptions provide a basis for job evaluation, wage and salary comparison and equitable wage and salary structure (Equal Pay Act). Job descriptions are often used as supporting documentation when it comes to establishing a job’s exempt or non-exempt status (Fair Labor Standards Act). Job descriptions provide a basis from which to determine whether an applicant with a disability is qualified for the job and to determine if any accommodation is required to perform the essential functions of the position (ADA analysis). Outdated job descriptions lead to risky business decisions. For example, if an employee is terminated because he/she could not perform a job function but that function is not on his/her job description, the company risks a wrongful termination charge. Similarly, if a disabled employee is terminated due to inability to perform an essential job function, but the essential job function is not listed on the description, the employee may claim that he/she was terminated due to his/her disability, not a legitimate business reason. Job Descriptions Format From a format perspective, job descriptions should contain the following sections and statements: Essential duties and responsibilities; * FLSA classification; * Job specifications (i. e. , education requirements, other skills required); * Physical demands, work environment * Job Summary or purpose * Signature and date section for the employee and supervisor. * Physical demands statement: â€Å"Reasonable accommodations may be made to enable individuals with disabilities to perform the essential f unctions. † Updating Job Descriptions Organizations could undergo restructuring, expansion, downsizing or relocation. Companies, departments and teams change and also business priorities as well as technologies. This could result in the job functions of employees changing to accommodate the changes in their organizations. Employees might assume new responsibilities or leave out tasks that were not working very well. Such changes should not be ignored and strict adherence to the old job descriptions would be counterproductive to organizational well being. In the event that the job functions of the employees change, it is imperative that their job description change as well. In essence, after writing initial job descriptions, there are a number of good reasons to update them n accordance with the changes taking place in the job functions of the employees (Mader-Clark, 2008). The bottom line is that just as it is important to write new job descriptions when an employer is planning to hire new employees, it is equally important to continually update job descriptions to keep them relevant with the real job functions of employees in the organization ( Mader-Clark, 2008) and (Gan and Kleiner, 2005) . Another compelling reason for updating job description is the hiring process would suffer if one were to hire new employees based on obsolete job descriptions. One of the important factors determining effective recruiting is successful prescreening of applicants. This involves listing of job’s requirement in the advertisement or providing realistic preview of the job during initial call. Job postings using obsolete job descriptions will not attract the right candidate for the job. Job interviews are used to select the candidates for the job. Questions that are asked during selection interviews are structural, behavioral and job related. In order to have predictive validity the questions have to be based on authentic job descriptions. Job analysis has to be arried out and job description written on the actual job duties. Management could encounter legal problems if job offers and employment contracts are prepared on job descriptions that have not been updated (Roberts, 1997; Mader-Clark, 2008). Freeman (1996) and Mader-Clark (2008) have specified a number of reasons to update a job description and these are listed below: * Where a fun ction is added or deleted from the job. * Where someone that is hired possesses new skills that does not track the old description. * Where a higher level of contribution from a position is required, such as a new skill or a body of knowledge. Where there has been a change in the requirements of the job, like a special certificate to carry out the job Process of Developing a Set of Thorough and Current Job Descriptions According to Heneman and Judge (2009), as far as the process of writing new job description or updating existing ones is concerned, it should encompass the following elements: * Defining the need to revise job description format. * Job analysis. * Updating or creating new job descriptions for every classification and making sure that they are premised on current and proper information. Making an assurance that the description meets all legal standards for every position. * Job evaluation. * Updating. The first step here normally concerns making a comprehensive definit ion of the need to revise the job description format and this is done while using pre-existing information and format as much as possible in order to minimize costs and time as well. Beth Bulger, Director of HR Services (Foster Thomas), advises, a practical way of updating job descriptions is to ask managers to confirm that the job description is up-to-date as part of the performance review rocess. You may also give employees a copy of their job description and ask them to give feedback to their managers. Review all job descriptions on a set schedule, such as during the annual performance review. Conclusion Whether you’re hiring someone new, evaluating a current employee or determining compensation, a job description provides consistency and clarity for everyone involved. Taking the time to write an accurate job description now will save you money, time and energy in the future. References Heathfield, Susan, Employee Job Descriptions: Why Job Descriptions Make Good Business  Sense. Retrieved July 24, 2011 from About. com: http://humanresources. about. com/od/glossaryj/a/jobdescriptions. htm Bulger, Beth, The importance of Accurate Job Descriptions. Retrieved July 24, 2011 from Foster Thomas Blog. com: http://www. fosterthomas. com/blog/bid/33742/The-importance-of-Accurate-Job-Descriptions Farnham, D. (2000). Developing and implementing competence-based recruitment and selection in a social services department – A case study of West Sussex County Council. International Journal of Public Sector Management,13(4), 369-382 Gan, M. and Kleiner, B. (2005). How to Write Job Descriptions Effectively. Journal of Management Research News, 28(8), 48-54 Dessler, G. (2008). Human Resource Management. New Jersey: New Jersey. Heneman H. and Judge T. (2009). Staffing Organizations 6th Edition, Middleton, WI: McGraw Hill International Edition Mader-Clark, M. (2008). The Job Description Handbook- Everything You Need To Write Effective Job Descriptions- And Avoid Legal Pitfalls 2nd Edition. San Francisco: Nolo. Roberts, G. (1997). Recruitment and Selection: A Competency Approach. London:

Frank Julian Sprague essays

Frank Julian Sprague essays Frank Julian Sprague was born in Milford, Connecticut in 1857. He graduated from Annapolis in 1878. He was noted for making the electric railroad. He developed his interest while he was a cadet in the U.S. Naval Academy. Frank work as Thomas Edisons assistant in 1883 and independently developed a superior electric motor that was readily adaptable to industrial machinery. In 1887 he installed the nations first electric trolley system in Richmond, Va., for which he has been called the father of electric railway traction. He sold this company to Edison in 1892 and established a concern that manufactured electric elevators, selling it in turn to Otis Elevator Company. He perfected a control system for multiunit trains in 1895, using this as a basis for an automatic train control system he developed. In his later years he produced electric motors for small tools and appliances and coinvented the third rail for electrified rail lines. He served as chairman of committees on shipbuilding and electricity for the Naval Consulting Board during World War I. Frank was a very helpful person to Thomas Edison when he was hes assistant. He worked for Thomas Edison for about a year than he quite and went and worked on his own, which is when he made his railroad. Frank had a money problem so he sold his railroad to Edison General Electric in 1889. Later he also had to sell his elevators to Otis Elevator. He also improved the electric energy and the wheel suspension to go along with his electric railway. He also invented the multiple unit system of automatic control, an automatic brake, and numerous other devices. He was also the first person to make the electric motor. Frank contributed a lot to make this electric railroad and the many functions it has on it. He was a real contributor in the electronics field because without him we probably wouldnt have all the stuff we have today. With ...

Race and Racism (Anthropology) Essay Example | Topics and Well Written Essays - 2000 words

Race and Racism (Anthropology) - Essay Example States is a country with a strong tradition of institutionalized racism which permeates all aspects of modern America society (see hooks’ Ain’t I a Woman?: Black Women and Feminism, 1981). For many in America racism is an ever-present aspect of the social condition and is built upon a rigid social code, a white/black binary which has its roots in early American settlement and the shameful tradition of slavery in the New World. What are the effects of racism and sexism on the lives of people today? In American society there is a definite health disparity in the country as non-whites report a lower level of overall health and access to healthcare. The American Journal of Preventive Medicine undertook a substantial quantitative analysis of the infant mortality rates between black and white infants and found that a disparity in this important social indicator does in fact exist. Accordingly, this respected journal found that the black-white infant mortality ratio has persisted for decades and has even increased in recent times. In 1960, the black-white infant mortality ratio stood a 2.0, but twenty years later this figure had risen to 2.4. Why such a disparity? What are the causes of such dramatic differences in the likelihood that a newborn black child would not live to see his or her first birthday in comparison to a white child? This study determined that while a variety of factors can account for this dis parity, low birth weight remains the most prominent cause of a higher infant mortality rate amongst black babies. In fact, black babies in America have a 300% greater likelihood of being born with a low birthrate relative to their white counterparts. The US Center for Disease Control and Prevention found a variety of socio-economic causes for the phenomenon of low birth weight, including poverty, poor nutrition, a lack of knowledge about pregnancy and the challenges associated with it, and access to proper medical facilities. The disparity in

Management of the Non-Profit Organizations Research Proposal

Management of the Non-Profit Organizations - Research Proposal Example NPOs, on the other hand, do not usually provide for substantial monetary compensation, since most, if not all, of its work force are volunteers. As such, workers are motivated more by their love and dedication to the mission of the organization and the cause for which it stands. Because of this fundamental difference, workers in NPOs cannot be persuaded to remain with the organisation and contribute their best by the usual means of increasing pay and monetary incentives. Although volunteers are drawn to the job because of the psychic income, such may not be sufficient to sustain the commitment of these volunteers in the long term, without the necessary and appropriate support and action by the human resources manager. The threats posed by the social and physical environment on the continued commitment of an NPO’s volunteer staff will remain a source of challenge to its HR managers, which this dissertation shall aim to explore. Introduction Not too long ago, there was a clear d ichotomy of organizations according to their nature and purpose. The common taxonomy of organizations distinguished them according to whether they were business corporations, organizations supporting philanthropic causes or social development purposes, or public administrative organizations. Business organizations worked to maximize profit, public administrative organizations advanced the goals of the government, and the social cause-oriented organizations worked towards the development of marginalized sectors of society. Recently, there has emerged a changing trend in how organizations are expected to operate. Business organizations can no longer be motivated by the single goal of realizing profits; it must actively pursue a corporate social responsibility program and sustainability program integrally with its main operations, in order to return to society a portion of its profits for the benefits it enjoys as corporate citizen. Non-profit organizations, on the other hand, are comp elled to face the necessity of operating on a self-sustaining basis; it can no longer rely on its previous sponsors and donors who had so generously supported it during more prosperous times, because of the deep financial crisis that will continue to defy recovery efforts for some time to come. Even as many business organizations have been forced to close, NPOs, because of their less financially tenable position, are forced to face economic realities and find ways and means to become financially self-sustaining. There are implications to the obscuring delineations between the types of organizations. Business organizations are becoming increasingly socially oriented, while NPOs are assuming activities that are increasingly economic. These affect the manner in which human resources are expected to perform and how they are engaged. Conceptual framework The term employee engagement may immediately be considered a misnomer in the sense that NPO workers are mostly volunteers rather than e mployees. As such, they are normally not bound by an employment contract where they commit to discharge a particular set of duties in exchange for a predefined monetary compensation. NPO workers perform their duties of their own accord and volition, and correspondingly excel in these duties out of a sense of dedication to further the cause of the organization. Granted that there exists already a greater affinity and identity