Article Summary Effect Of Violent Video Games On Youth...

Article Summary: Effect of Violent Video Games on Youth Aggression Beth L. Lynch APUS October 8, 2014 Abstract For many years researchers, parents, and policy makers have been debating the effect of video game violence on levels of youth aggression. In effect, the arguments have been centered on whether or not exposure to violent media has the power to potentiate violence in children, and whether or not this social influence has the ability, barring all other factors, to engender violent behavior in an otherwise healthy child. Unfortunately, much of the research dedicated to this topic has resulted in mixed outcomes. Therefore, a general consensus on the relative influence of exposure to interactive media, in the form of violent video games, and its association with aggressive behavior has yet to be determined. For instance, Anderson, Sakamoto, Gentile et al. (2008) contend that increased levels of aggression associated with playing violent video games have not only been shown as causal in large segments of the population, they also contend that these correlations are irrefutable. Conve rsely, others have concluded that any associations made between video game violence and youth aggression are weak at best, and contend that any correlation between the two will only affect adolescents who may already be predisposed to violent behavior (Ferguson, 2011). Due to inconsistencies in the available research on violent video games and player aggression, andShow MoreRelatedThe Effects of Violent Video Games Essay1685 Words   |  7 Pages Since violent video games, like Mortal Kombat, were created, adolescents who play these games become more aggressive than before. To me, playing violent video games is unsafe for these people since they have the negative influence on these people. I believe that researching on that topic would help us get the sense of what problems to avoid. I wish to know what are the possible effects of violent video games on adolescents’ aggression. The independent variable is violent video games, and theRead MoreViolence Portrayed By The Me dia Essay1101 Words   |  5 PagesSummary of Literature An overview of the literature discusses the influence media portrays on adolescents. Some propose that the authors are projecting that the youth are negatively effected by the media. Others, however, believe that violence portrayed by the media does not have any real long-term effects on the well being on youths. The three articles selected consider their evidence for this controversial subject. According to Anderson, the discussion on whether or not media has a negativeRead MoreViolence of Video Games Essay1204 Words   |  5 Pageseither kill you, or become very harmful to your well being if you consume too much of it. We could certainly compare the â€Å"overconsumption† of video games with violence to the above with added danger. The fact that video games are addictive as can be seen by anyone with experience of playing or the people in our lives who fell under the spell of video games. Obviously, they get absorbed and obsessed over the virtual world and sometimes forge t their responsibilities and obligations. The virtual worldRead MoreThe Effects Of Video Games On Youth s Social And Communal Activities1231 Words   |  5 Pagesexperiment to examine the effect of video games on youth’s social and communal activities. The results showed that the youth that have ever played some social video games had more social and political capability than people who never played social video games. Among young gamers, 63% people have heard or seen â€Å"people becoming mean and more aggressive while playing violent games†, 49% people have heard or seen â€Å"people becoming hateful, racist and violent while playing violent games† and more people, 78%Read MoreProtecting Children from Television Violence Essays1405 Words   |  6 PagesSummary #1 Television violence, and media violence in general, has been a controversial topic for several years. The argument is whether young children are brainwashed into committing violent real-world crimes because of violent and pugnacious behavior exposed in mass media. In his article â€Å"No Real Evidence for TV Violence Causing Real Violence†, Jonathan Freedman, a professor of psychology at the University of Toronto and author of â€Å"Media Violence and Its Effect on Aggression: Assessing the ScientificRead MoreNegative Effects Of Violent Video Games1045 Words   |  5 PagesIntroduction Violent video games in particular are extremely popular in the United States. Many of these games are designed for adults but wind up in the hands of children. We have to ask ourselves what impact violent video games have on the adolescent brain. Two lawyers debate in the Case of Brown vs. Entertainment Merchants Association, US Supreme Court (2010). Prosecutor Steven F. Gruel argues that there is a substantial amount of evidence to make the conclusion that violent video games cause adolescentsRead MoreAre Violent Video Games Are Harmful To Children And Adolescents?1729 Words   |  7 PagesTaking Sides: Violent Video Games There has been a long-standing debate that violent video games are harmful to the rising generations. The article that was selected to be critiqued is, â€Å"Are Violent Video Games Harmful to Children and Adolescents?†. The purpose of this paper is to analyze and critique the research methods and conclusions included by the author of the article. Summary Author, Steven F. Gruel, argues that there is an overwhelming amount of science and research that supports theRead MoreAnnotated Bibliography - 5905 Words   |  4 PagesRosalyn De Leon Annotated Bibliography Gentile, Douglas A. et al (2004). The effects of violent video game habits on adolescent hostility, aggressive behaviors, and school performance. Retrieved October 4, 2010, from pdfcast.org: http://pdfcast.org/pdf/the-effects-of-violent-video-game-habits-on-adolescent-hostility-aggressive-behaviors-and-school-performance Dr Douglas A. Gentile is a researcher who studies the effects of media on children and adults, may it be positive or negative. He has a MediaRead MoreViolent Video Games And Violence1203 Words   |  5 PagesAre violent video games directly correlated to teen violence? This is the burning question many researchers are dedicated to answering. The common form of the question is â€Å"Is the increase in violence in games creating killer kids?† The simple answer is no. Instead the opposite has occurred, as games became more violent, the players became calmer. The games create a â€Å"safe† outlet for any anger or angst that young people possess. Crime rates in the teen population have lowered and violent teens admitRead MoreThe Effects Of Computer Games On Society3332 Words   |  14 Pagesviolence in computer games has a direct link to violence in the society. It starts by looking into the definition of a violence and the type of violence that are common in our society t oday. The essay looks into the prevalence of and exposure to computer games in the modern society. It went further to investigate the impacts of computer games as an entertaining and recreational medium. In order to do justice to the aforementioned controversy between violence in computer games and violence in the society

The Working of the Multiplier - 5519 Words

The Multiplier and Keynesian Economics The concept of the multiplier process became important in the 1930s when John Maynard Keynes suggested it as a tool to help governments to achieve full employment. This macroeconomic â€Å"demand-management approach†, designed to help overcome a shortage of business capital investment, measured the amount of government spending needed to reach a level of national income that would prevent unemployment. The theory of multiplier occupies an important place in the modern theory of employment. The concept of multiplier was first developed by F.A. Kahn and was then refined by Keynes in 1930s. Keynes multiplier is also known as the â€Å"Investment or income multiplier† as he refers to the concept with increase in†¦show more content†¦Multipliers can also be used to make forecasts given changes in a sector. Business output multipliers measure the total change in sales resulting from a one-dollar increase in exports. Communities and counties that wish to use this methodology to determine impacts must invest in research that collects data in order to determine what the economic linkages are in a given economy. Several developed countries have developed Input /Output models, which develop these relationships and multipliers. As more Input /Output models are developed for the state, a more accurate relationship between sectors can be established and then multipliers on a regi onal basis can be developed. The theory of multiplier has been used to explain the cumulative upward and downward swings of the trade cycles that occur in a free enterprise capitalist economy. When investment in an economy rises, it has a multiple and cumulative effect on national income, output and employment. As a result, economy experiences a rapid upward movement. On the other hand , when due to some reasons, especially due to adverse change in the expectations of the business class, investment falls, the backward working of the multiplier causes a multiple and cumulative fall in income, output and employmentShow MoreRelatedTravel Agent . Stage 2 Tourism: Task 1 Nature Of Tourism1072 Words   |  5 Pages2017). The job of a travel agent fits into the travel trade sector. Interdependence All of these sectors have to come together for the tourism industry to be able to function smoothly, without one the others fall down. An example of the sectors working together is that accommodation would not work without transport because no-one could get to the accommodation. Without accommodation, visitor services is pointless because if there is nowhere to stay, the tourist will not be visiting the attractionsRead MoreAnswer-Chapter 3-Financial Management836 Words   |  4 PagesOutstanding= Receivables / Average Sales per day AR = 20 X $20000 = $400,000 3-2 Vigo vacations has an equity multiplier of 2.5.The company’s assets are financed assets with some combination of long-term debt and common equity. What is the company’s debt ratio? Answer: The equity multiplier is 2.5. This means that for every dollar of equity the company has $2.5 of assets Equity Multiplier = 2.5 Therefore Equity Ratio = 1/EM Equity Ratio = 1/2.5 = 0.40 the formula is: Debt Ratio + EquityRead MoreUsing Various Protocols That Accurately Reflect The Value Of A Firm1399 Words   |  6 Pagesof product or service. The calculation: starts with EBIT, subtracts out the (T) taxes (or adds in the tax credit on an operating loss) adds in the (D) depreciation, subtracts the (CAPEX) capital expenditures as well as the changes to (NWC) net working capital. This calculation gives you the free cash flow (FCF) for a given period in the future. Calculate the FCF for all the periods projected or at least until the FCF’s stabilize (if they do) and then calculate the terminal value of all future periodsRead MoreWeek 2 Fin515 Homework1102 Words   |  5 Pagesday = Receivables/( Annual sales/365) = 20 days x $20,000= $400,000 Solution: AR = $400,000 3-2 Debt Ratio Vigo Vacations has an equity multiplier of 2.5. The company’s assets are financed with some combination of long-term debt and common equity. What is the company’s debt ratio? Formula for Debt ratio = Debt Ratio + Equity Ratio = 1 Equity Multiplier = 2.5 Therefore Equity Ratio = 1/EM Equity Ratio = 1/2.4 = 0.40 MEMORIZE this formula: Debt Ratio + Equity Ratio = 1 There for Debt RatioRead MoreThe National Association Of Forensic Economics1339 Words   |  6 Pageslitigation is to achieve as nearly as possible full compensation for the Claimant in respect of the injury sustained In the UK, prior to 1999, economic damages in such litigation were typically assessed by individual judges using rule of thumb multipliers. There are three relevant types of tables, the Ogden Tables, named after Sir Michael Ogden, Victim’s Compensation Fund (VCF) and the Economic Loss Table (EL-E Table); these are the invested methodologies for estimating the compensation model. TheRead MoreStarbucks Ratios1283 Words   |  6 Pages= 55.39 times I. Return on Equity = Net income / (Total equity) * (Assets / Assets) = (Net income/Assets) * (Assets/Total equity) = Return on Assets * Equity Multiplier * (Sales / Sales) = (Net income/Sales) * (Sales/Assets) * Equity Multiplier = Net profit margin * Total assets turnover * Equity Multiplier = 10.65% * (11700.4/7360.4) * (7360.4/4387.3) = 10.65% * 1.59 * 1.68 = 28.45% Fiscal Year Ended | Oct 2, 2011 | Oct 3, 2010 | Sep 27, 2009 | Closing priceRead MoreGarners Platoon Mental Health Care Mini Case1072 Words   |  5 Pagessales to working capital ratio is nearly the same. In looking at the company there may be issues with whether management is making full use of its assets. Considering the total asset management ratio is slightly higher than industry average, it shows that it is using its assets correctly. The capital intensity ratio shows that the dollars of assets needed to produce sales for the company is below the industry average, and again shows that assets are being used well. The sales to working capitalRead MoreParametric Designs on Montgomery Modular Multiplier1221 Words   |  5 PagesHardware design are based on Montgomery Modular Multiplier design with variable pipeline stages and replication. In this paper we use a general form of algorithms consisting a loop with loop carried dependencies from one iteration to next iteration to map on parametric hardware design with pipelining and replica tion features. We have used an optimization process depend on this pipelined model, and this optimization process apply on to a Montgomery multiplier implementation on a Xilinx XC5VLX50T FPGARead MoreSmart Goals1174 Words   |  5 PagesSMART GOALS : A PERFORMANCE MULTIPLIER A White Paper by: Maj. Gen. BK Bhatia Abstract Accountability of employees is most vital to the growth of an organization. This paper illustrates, with the help of a Case Study, how Goal setting helps an organization to drive performance. Before the AGM- 2005 Board of Directors found it difficult to face the stake holders, more so the investors. The CEO felt that the company could have done better. Managers at all levels murmured that their subordinatesRead MoreCostco Wholesale Corporation Is A Company1156 Words   |  5 Pagesof the two companies’ revenues, net income, working capital and total assets. From the comparison, it is clear that COSTCO Wholesale Corporation business outlook is extremely bright as compared to that of BJ’s Wholesale club. Over the course of the BJ’s Wholesale club has had greater revenues than COSTCO Wholesale Corporation, however, BJ’s Wholesale Club’s liabilities and expenses are on the high side. This has resulted in their net income and working capital to portray the business as a low earning

Effective Business Communication Employee Job Performance

Question: Describe about the Effective Business Communication for Employee Job Performance. Answer: Topic The topic chosen for critically analysing the article is Explaining Employee Job Performance: The Role of Online and Offline Workplace Communication Networks. Every organization makes certain investment for building a virtual information and communication technology (ICT) for enhancing communication which affects employee performance. This research work focuses specifically on social networks for explaining job performance (Zhang Venkatesh, 2013). The variables explored in this paper are offline and online ties in relation with job performance. Social networks can be defined as a set of linkages which explains the interactional patterns among people (Merchant, 2012). Objectives The main objective of this study is to seek understanding of the effects or impact of technological the employee performance at work. The research study engages online and offline workplace communication networks for understanding the performance of employees. The researchers attempt to distinguish between online and offline communication networks at the workplace so that the interdependent and independent functions can be identified while affecting job performance. Further, the researchers also attempt to differentiate between direct and indirect ties in an online and offline technological environment while affecting access to important resources. Further, the research article aims to make theoretical contributions for affecting the impact of technology on job performance. Additionally, the research article aims to make contribution to organizational behaviour research where the relationship between social networks and job performance is clearly established. The thesis of this resea rch article is to differentiate between direct and indirect ties in an online and offline communication environment to explain the ways in which it enables or restricts workers access to significant resources (Zhang Venkatesh, 2013). Methodology The methodology adopted for conducting this research study is quantitative analysis. The study was conducted in a Fortune 500 telecommunication company in the United States (Zhang Venkatesh, 2013). The data was collected using primary method of data collection through quantitative method for measuring reliability and validity of the scales. The respondents involve software engineers, technical leads and business analysts. The population for this research study is 120 out of which the sample size was chosen as 104 people (Zhang Venkatesh, 2013). Questionnaires were distributed to the participants and data was collected from them during normal business hours. The participants were requested to submit their responses within a week after receiving the survey. Each day the participants were reminded to complete the survey. The organization allowed the workers to fill the survey within their working hours. Additionally, they were provided with an incentive of $50 for every completed surv ey for increasing the response rate (Zhang Venkatesh, 2013). The research model was tested using the hierarchical regression analysis. A pilot study was also conducted among the students with a population of 55 students and sample size of 52 students (Zhang Venkatesh, 2013). The data was collected from the students at the end of their semester before their exams where an incentive of $10 was offered for participation (Zhang Venkatesh, 2013). A pilot study was conducted where the students completed the survey in an hours time (Zhang Venkatesh, 2013). Argument The main argument of this research paper is that the employee network critically affects the access to significant resources which directly contributes to job performance. The research study argues that a workers network ties have a significant function in impacting the significant resources (Bloom et al., 2014). Also, these significant resources are a mechanism to positively contribute to efficient job performance. It is argued that online and offline networks significantly affect job performance of the employees (Kim Park, 2013). The researchers argue that the employees having large number of ties in the online and offline networks can obtain benefit as well as disadvantages from it (Andreeva Kianto, 2012). From the previous or existing literature, it has been found that the complementary resources have a certain effect on the job performance outcomes (Kim Noh, 2012). These resources result in enhancing the firm performance. Further, after analyzing the differences between onlin e and offline communication networks, it is argued that network ties in online and offline networks provide access to resources that are complementary to each other, such that missing benefits of one network can be obtained from the other network and the limitations or constraints of one network can be offset by the other network (Camisn Villar-Lpez, 2014). Implications The research article has both theoretical and practical implications. Going through the theoretical implications, the research study significantly adds to the Information System success. As the effect of technology on employees job performance is identified, the success rate of IS can be explored (Li, Veliyath, Tan, 2012). Further, the incorporation of the social network theory adds to the theoretical knowledge. Secondly, this research study helps in enhancing the understanding of ICT and its effects on job performance. This is of significant importance to both academic researchers and practitioners. Thirdly, the understanding of social network theory adds to the knowledge base. This research can be beneficial for the organizations as they can maximize the benefits of ICTs and enhance employee performance (Wong Dow, 2011). Not only the understanding, this research study encourages and motivates the employees at the organization to create more ties for expanding the benefits obtaine d by ICTs (Chang et al., 2012). The organizations can increase or enhance their job outcomes. The research study can be used by the managers to train or educate the workers so that they can reflect on their online and offline networks. The organizations can also achieve competitive advantage and reduce their overall cost. By illustrating the importance of online and offline communication media, a better understanding can be gained by the managers and employees to enhance organizational performance (Huijts, Molin, Steg, 2012). Findings The findings of this study state that the cause loadings were more than 0.70 and cross-loadings was less than 0.20 (Zhang Venkatesh, 2013). The above results indicate that the convergent and discriminant validity is supported. The online and offline communication networks with both direct and indirect ties have a significant correlation with the job performance. There was no multicollinearity identified (Zhang Venkatesh, 2013). The research study drew from social network theory was helpful in establishing the variables affecting job performance. It is found that the employees have higher trust, emotional closeness and social support with better communication networks. Alternatively, it is found that there is weak tie with infrequent and distant relationship among the employees if they have low communication networks. There was fast receipt of information as the distance between people was minimized. The benefit of knowledge spillover was enjoyed by the employees (Zhang Venkatesh, 2013). Strengths The main strength of this research study is that it theorizes employees ties in both online and offline communication network at the workplace. The research article has a strong introduction as it lists the variables considered in the study in details. A thorough background to the social network theory is provided which is the main component of the research. The authors examine different networks and ties for a better understanding on behaviours and interactional patterns. The author makes the research stronger by establishing a clear distinction between online and offline communication networks. A table is presented which lists the prior research establishing relationship between students academic or employees job performance. This table is a strong part of the research study as it summarizes the type of networks, categorization of online and offline networks, controls, major findings, direct or indirect ties. Moreover, an appendix is attached which mentions the questions asked in t he survey for analysing the online and offline communication network patterns. This research is beneficial for the organizations as well as employees so that they can maximize the benefits of ICT (Zhang Venkatesh, 2013). Weaknesses The research study has a few limitations which have been addressed as under. The importance of incorporating technology is well explored in the paper, but the different fragments of technology is not analysed in the paper. The research study only considers face to face communication technologies and does not analyse telephonic communication which is a significant mode of offline communication. However, it is further argued that telephone communication may also be considered as an online mode of communication. Hence, the research article lacks clarity on the categorization of telephonic communication. Another weakness of this research article is that the authors have only examined direct and indirect ties of network. The other structural properties have been ignored such as network constraints, barriers or holes that adversely affect performance. Another factor such as friendship network has also not been considered which also leaves a certain impact on the job performance. If the exp ertise level of the employees is not known, then the information may not be useful. The third weakness is that the research paper only considers communication frequency for collecting network data. The research study lacks in qualitative method of data collection so that the data can be explored in a descriptive manner (Zhang Venkatesh, 2013). References Andreeva, T. Kianto, A. (2012). Does knowledge management really matter? Linking knowledge management practices, competitiveness and economic performance.Journal Of Knowledge Management,16(4), 617-636. https://dx.doi.org/10.1108/13673271211246185 Bloom, N., Garicano, L., Sadun, R., Van Reenen, J. (2014). The Distinct Effects of Information Technology and Communication Technology on Firm Organization.Management Science,60(12), 2859-2885. https://dx.doi.org/10.1287/mnsc.2014.2013 Camisn, C. Villar-Lpez, A. (2014). Organizational innovation as an enabler of technological innovation capabilities and firm performance.Journal Of Business Research,67(1), 2891-2902. https://dx.doi.org/10.1016/j.jbusres.2012.06.004 Chang, Y., Chang, H., Chi, H., Chen, M., Deng, L. (2012). How do established firms improve radical innovation performance? The organizational capabilities view.Technovation,32(7-8), 441-451. https://dx.doi.org/10.1016/j.technovation.2012.03.001 Huijts, N., Molin, E., Steg, L. (2012). Psychological factors influencing sustainable energy technology acceptance: A review-based comprehensive framework.Renewable And Sustainable Energy Reviews,16(1), 525-531. https://dx.doi.org/10.1016/j.rser.2011.08.018 Kim, S. Noh, M. (2012). Determinants Influencing Consumers' Trust and Trust Performance of Social Commerce and Moderating Effect of Experience.Information Technology Journal,11(10), 1369-1380. https://dx.doi.org/10.3923/itj.2012.1369.1380 Kim, S. Park, H. (2013). Effects of various characteristics of social commerce (s-commerce) on consumers trust and trust performance.International Journal Of Information Management,33(2), 318-332. https://dx.doi.org/10.1016/j.ijinfomgt.2012.11.006 Li, W., Veliyath, R., Tan, J. (2012). Network Characteristics and Firm Performance: An Examination of the Relationships in the Context of a Cluster.Journal Of Small Business Management,51(1), 1-22. https://dx.doi.org/10.1111/j.1540-627x.2012.00375.x Merchant, G. (2012). Unravelling the social network: theory and research.Learning, Media And Technology,37(1), 4-19. https://dx.doi.org/10.1080/17439884.2011.567992 Wong, J. Dow, K. (2011). The Effects of Investments in Information Technology on Firm Performance.Journal Of Information Technology Research,4(3), 1-13. https://dx.doi.org/10.4018/jitr.2011070101 Zhang, X., Venkatesh, V. (2013). Explaining Employee Job Performance: The Role of Online and Offline Workplace Communication Networks.Mis Quarterly,37(3), 695-722.

Confidence Interval free essay sample

Radiation of microwave ovens has normal distribution with standard deviation ? =0. 6. A sample of 25 microwave ovens produced X = 0. 11. Determine a 95% confidence interval for the mean radiation. Solution : The population is normal, and the observed value X = 0. 11. (0. 11 ? 1. 96 ? 0. 6/v25, 0. 11 + 1. 96 ? 0. 6/v25) = (?. 1252, 3452) is a 95% confidence interval for ?. Q5. A manufacturer of pharmaceutical products analyzes a specimen from each batch of a product to verify the concentration of the active ingredient. The chemical analysis is not perfectly precise. Repeated measurements on the same specimen give slightly different results. The results of repeated measurements follow a normal distribution quite closely. The analysis procedure has no bias, so the mean ? of the population of all measurements is the true concentration in the specimen. The standard deviation of this distribution is known to be ? = . 0068 grams per liter. The laboratory analyzes each specimen three times and reports the mean result. Three analyses of one specimen give concentrations 0. 84030. 83630. 8447. We want a 99% confidence interval for the true concentration ?. We will write a custom essay sample on Confidence Interval or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The sample mean of the three readings is

Classless America Essays - Discrimination, Hatred, Racism

Classless America The myth of a classless American society coupled with social stratification impedes race relations in the U.S. far more than any racial differences. The never ending struggle of the have-nots to become one of the haves produces a frustration and feeling of oppression that acts as a catalyst for spawning racial tensions. Minorities see the majority of wealth in the hands of the white population and feel that the wealth is unevenly distributed. Whites hear of government programs for minorities and feel as if they are lazy or just looking for a handout. This occurs and stereotypes are formed. Combine all of this with the United States system of dual welfareand the perfect environment for racial strife is created. In our classlesssociety of false hope the working class and poor are continually seeking opportunities to excel that just aren't there. They have been led to believe that intelligence and ambition are key contributors to one's success. This belief lays blame on the unsuccessful themselves, even if they do possess ambition and intelligence. These people are in a never ending cycle of struggle, followed by minimal rewards, which eventually produces a frustration that sometimes leads to desperate measures. Cornell West expands on this with the following statement : . . . homicidal assaults by young black men on one another are only the most obvious signs of this empty quest for pleasure, property, and power (Race and Racism p.123). This statement shows the extremes one will go to in his empty quest for a better life. This is not only happening 2 to blacks by blacks. It is happening to all races by all races. People hear of events like these and categorize them as a racial crime or a racially motivated crime just because the victims may be of a different race. As West's statement demonstrates the killings occur as a means to an end, the end being a better life. In our ever diversifying melting pot of a country, same race victim and criminal crimes are becoming less and less statistically likely anyway. Events such as these don't occur because of race. They occur because of the frustration and desperation bred by the false hope that hard work and determination leads to success. It is no mystery that most of the wealthy people in America are white. West again points out (Race and Racism p.124) that 86% of the wealth in the United States is owned by only 10% of the population. In this 10% the number of minorities is minute. The wealth owned by this few is there because they have kept it in their families throughout the generations. These are the same super-rich bloodlines as that of 150 years ago. These families were rich when no minorities (and hardly any whites for that matter) were. Almost everyone was working class or poor besides them. Minorities are aware of this uneven wealth distribution and this leads to resentment. Our government tries to compensate for this through special programs for minorities. When this occurs whatever groups are not receiving compensation see the other as lazy or as taking a handout. In 3 turn this leads to resentment. Different groups begin stereotyping each other due to the resentment which evolved through unequal wealth distribution, which itself is a product of our classless system. So in turn stereotypes that Mexicans are lazy, African Americans steal, Whites cannot dance and White men have small penises, Jews are ultra- thrifty, Lesbians are men haters, Gay men all like antiques, and Asians are shrewd at business and all stick together, are in all probability (definitely) unfounded. Despite the fact that these stereotypes are unfounded, much of the resentment may not be. Here in the United States as much, if not more, money is spent on programs for the rich as is spent on programs for the poor. Donna Langston points this out with the following statement: We have a ?dual welfare' system in this country whereby welfare for the rich in the form of tax- free capital gain, guaranteed loans, oil depletion allowances, etc., is not regarded as welfare (Race And Racism p.129). Here Langston compares the welfare of the poor (food stamps, w.i.c., medicaid, etc.) with the welfare

Free Essays on Judy Chicago

Chicago is one of the world’s most notable feminist artists. In 1970 Judy Chicago and CalArts professor Miriam Schapiro founded the Feminist Art Program. The first project completed by Chicago and program volunteers was a work entitled Womanhouse. Chicago and her team remodeled an abondoned house and turned it into a series of environments that represented women’s traditional household roles. Chicago has chosen to present these rooms as works of installation art, using art forms typically regarded as crafts. The Womb Room is a perfect example, the walls of the room are crochet, a technique usually view as women’s art. Womanhouse is quite typical of Chicago’s work. Throught it she is examining women’s roles throughout history, and presenting it with art form pioneered by women. Soon after the completion of Womanhouse Chicago began work her most notable installation, The Dinner Party. With team of over 400 volunteers Chicago created a huge triangular dinner table, 48 feet on each side, complete with place settings, to honor women’s achievements throughout history. Again Chicago has used a typical domestic scene to present women’s history. The table has 39 place settings, each representing a goddess, historic figure, or otherwise important woman. Though many of the names are unknown to most people, Chicago believed these women should be as well known as their male counterparts. In addition to the 39 women represented with place settings, the â€Å"herratige floor† in the center of the work is covered with hundreds of names of other important female figures. Again in this work Chicago has presented traditional women’s crafts as fine art pieces. Each unique place setting in completed with embroidered table runner, and hand painted china. The china paintings, all designed by Chicago herself, feature symbolic representations of the vulva and butterflies. As you move around the table the china paintings rise... Free Essays on Judy Chicago Free Essays on Judy Chicago Chicago is one of the world’s most notable feminist artists. In 1970 Judy Chicago and CalArts professor Miriam Schapiro founded the Feminist Art Program. The first project completed by Chicago and program volunteers was a work entitled Womanhouse. Chicago and her team remodeled an abondoned house and turned it into a series of environments that represented women’s traditional household roles. Chicago has chosen to present these rooms as works of installation art, using art forms typically regarded as crafts. The Womb Room is a perfect example, the walls of the room are crochet, a technique usually view as women’s art. Womanhouse is quite typical of Chicago’s work. Throught it she is examining women’s roles throughout history, and presenting it with art form pioneered by women. Soon after the completion of Womanhouse Chicago began work her most notable installation, The Dinner Party. With team of over 400 volunteers Chicago created a huge triangular dinner table, 48 feet on each side, complete with place settings, to honor women’s achievements throughout history. Again Chicago has used a typical domestic scene to present women’s history. The table has 39 place settings, each representing a goddess, historic figure, or otherwise important woman. Though many of the names are unknown to most people, Chicago believed these women should be as well known as their male counterparts. In addition to the 39 women represented with place settings, the â€Å"herratige floor† in the center of the work is covered with hundreds of names of other important female figures. Again in this work Chicago has presented traditional women’s crafts as fine art pieces. Each unique place setting in completed with embroidered table runner, and hand painted china. The china paintings, all designed by Chicago herself, feature symbolic representations of the vulva and butterflies. As you move around the table the china paintings rise...

Fundraising Coursework Example | Topics and Well Written Essays - 1000 words

Fundraising - Coursework Example Sudden cardiac arrests causing sudden death have mainly occurred due to incompetency and ignorance of individuals witnessing cardiac arrests. Thus, if more people are aware of cardiac arrests and know what to do in case they are around a person having cardiac attack, more chances would be to grant those suffering their survival. VSF is one organization, whose aim is to raise awareness of Sudden Adult Death Syndrome and cardiac arrests. However, there are some other charity organizations involved in raising awareness Sudden Adult Death Syndrome and developing action guidelines. NHS and Raising Awareness of SADS Although logically would be to suggest that the major organization to raise awareness of Sudden Adult Death Syndrome and ways to prevent or diagnose it early would be National Healthcare System, the truth is that NHS establishments are preoccupied with a vast variety of diseases and their treatment. Consequently, less attention is paid to the problem of Sudden Adult Death Syndr ome solely. ... Organizations involved in raising awareness of SADS Despite that NHS is not actively involved in raising awareness of Sudden Adult Death Syndrome and developing guidelines on how to act, there are charitable organizations that are devoted to the cause. These organizations were established majorly by relatives of those who died in result of Sudden Adult Death Syndrome. Among such organizations are Sudden Death Support Association and SADS – Sudden arrhythmic death syndrome (http://www.sads.org.uk/), who raise awareness and provide support for families, and Ashley Jolly Sudden Adult Death Trust (http://www.sadsuk.org/), Cardiac Risk in Young (CRY: http://www.c-r-y.org.uk/) who raise awareness of the disease, support the families who have gone through deaths of loves ones, and are involved in fundraising for the cause to equip local communities, colleges, schools with automated external defibrillators (Patient UK, 2011). Awareness of Sudden Adult Death Syndrome is also raised thr ough booklets and events from British Heart Foundation, which provides information on cardiac illnesses including SADS. SADS UK – The Ashley Jolly Sad Trust According to the official website, â€Å"The Ashley Jolly Sad Trust (SADS UK) is a voluntary organization that exists to raise awareness about little known heart conditions in young people and provides information and support to families who have experienced the sudden unexpected death of a loved one due to such a condition. The Trust fundraises to purchase and donate heart monitoring equipment to detect potentially fatal heart conditions in order that once a condition is identified the patient can be referred to a cardiologist for treatment, to minimize the risk of sudden premature death.†

How an experience of attending a concert may be affected by your Essay

How an experience of attending a concert may be affected by your expectations of it - Essay Example The mass media with the aid of different technologies often provide the viewers or the audiences with synthetic realities like animations, fast as well as slow motions, computer simulations and zooms. The broadcasts in the televisions deliver a clear view of any events or actions rather than experiencing the real event. The different effects of mass media include the deliverance of valuable information as well as news to the people, informing the public about various government programs along with policies, entertaining people and promoting various trades and industries through advertisements (Marikkar, â€Å"An Introduction to Mass Media and Their Effects and Roles in Society†). Thus, it can be stated that the mass media imposes crucial impact upon the individuals and the society at large. Thesis Statement In this discussion, a critical examination about the way an experience of attending a concert may get affected due to the prior expectations in comparison to the experience of the same event in a mediated form will be taken into concern. Moreover, a detailed analysis of both the types of experiences of the event in terms of various relevant conceptions and theories will also be portrayed in the discussion. Discussion It has been observed that the notion of synthetic experience or a mediated type of experience is qualitatively different from a real experience. The aspect of real experience principally originates within the natural sensory envelope of a person i.e. constant vision sounds among others which arises from the events occurring at their own paces in real time within the reach of the sensory capabilities of a person. Conversely, the facet of synthetic experience arises from the conceptions which do not possibly originate within the natural sensory envelope of an individual. During the years of twentieth century, the public has known to become quite familiar with an informative environment which is based upon real experiences blended with unrea l or synthetic experiences. The motion pictures usually provide synthetic experiences to the people and they self-consciously attend them as a recreational event. In this regard, both real as well as synthetic events are gradually presented to the audiences of mass media and hence every individual experiences the mixture of both the events. Through the expansion of mass media, synthetic events have increasingly become more persistent in comparison to real events in modern life in the form of synthetic experiences. The mass media has been successful in attracting the attention of a huge number of people and it has been recognized in this context that much of the current day experiences are entirely different from the experiences prior to the years of twentieth century (Funkhouser & Shaw, â€Å"How Synthetic Experience Shapes Social Reality†). However, there exist both synthetic as well as real experiences with regard to attending a particular concert. The

Paul Tillich and His Theology Essay Example | Topics and Well Written Essays - 1500 words

Paul Tillich and His Theology - Essay Example Even brief analysis of the political and cultural contexts that surrounded Tillich during his life and career reveals how strongly those contexts affected his theological views.   Born on August 20, 1886, in a little village called Starzeddel, Germany, Paul was introduced to religion early in life. His father was a Lutheran minister and his mother was brought up as a more liberal Calvinist. Paul received his Ph.D. from Breslau in 1911 and was ordained as a Lutheran minister, like his father, in 1912 (Pauck & Pauck, 1976). The period from Tillich’s birth to the First World War was the time when his theological system only started to develop. Born in the last quarter of the 19th century, Tillich spent his young years surrounded by the spirit and traditions of Romanticism, the dominant movement in the European culture of that period. The Romantic protest against the rationalization of nature, coupled with the stress on the emotional aspects of existence and, of course, confronting the sublimity of nature could not but affect the way Tillich perceived his relation to the surrounding world (Henderson, 1986).   Tillich's perception of the world was put to the severe test during the years of World War I. Tillich headed toward the front â€Å"†¦.filled with nationalistic fervor and even enthusiasm over the opportunity to serve both God and country as a military chaplain† (Henderson 1986, p. 143). However, the realities of war almost immediately undermined Tillich’s belief in â€Å"†¦a nice God who would make everything turn out for the best† (Pauck & Pauck, 1976, p.40). One of his duties was to bury the dead and soon the young chaplain found himself spending more time digging graves than fulfilling his direct duties (Henderson, 1986).

Methods of measuring stress and their effectiveness

Methods of measuring stress and their effectiveness Firstly introduced by Hans Selye (1950), the term stress is more used to describe an individuals state of tension which is often seen as being related to modern life. However, stress assessment is made using different method which includes: Self report Biomedical Physiological Self report: Life events (Holmes and Rahe 1976) The most common way of assessing stress is by self-report questionnaires, in which individuals answer questions about their mental or physical state. As a result, two medical doctors, Holmes and Rahe (1976) suggested that major life events, whether good or bad, were potentially stressful. Holmes and Rahe were the first to record the effects of life events in a systematic way. By their study, they observed that patients often experienced several life events in the months before the onset of illness, and as a result, these life events seemed to be associated with poor health and stress. They suggested that, stress is caused by change that can lead to greater susceptibility to physical and mental health disorders. They demonstrated the associations between life events, stress and illness by developing some method of measuring life events. Accordingly, they compiled the Social Readjustment Rating Scale (SRRS) by examining 5000 patient records and making a list of 43 life events both posi tive and negative that seemed to precede illness . Approximately 400 participants were involved in the rating of each item in terms of the quantity of stress produced, out of which 500 was assigned to marriage as a reference point. The averaged results were then divided by 10 to get a measure of the individual events in terms of life change units (LCU). An example of Social Readjustment Rating Scale (SRRS) LIFE EVENTS Rank Life Event Stress Value 1 Death of a spouse 100 2 Divorce 73 3 Marital separation 65 4 Jail term 63 5 Death of a close family member 63 6 Personal injury or illness 53 7 Marriage 50 8 Fired at work 47 9 Marital reconciliation 45 10 Retirement 45 13 Sex difficulties 39 23 Son or daughter leaving 29 38 Change in sleeping habits 16 40 Change in eating habits 15 41 Vacation 13 42 Christmas 12 43 Minor violations of the law law 11 Reference Adapted from Holmes, T., Rahe, R. (1967). The social readjustment rating scale. Journal of psychosomatic research, 11, 213-218. Doctors, Holmes and Rahe (1967) findings suggested that the stress of life events is correlated with physical illness; hence experiencing life events increases the chances of stress-related health breakdown. They were however criticised for being bias by investigating only American men and using only correlational methods. à £Ã¢â€š ¬Ã¢â€š ¬ Assessing the effectiveness of the Self report as a method of stress measurement The SRRS provides the basis for perhaps the most active current area of stress research and also retrospective investigation using either the SRRS or SRE (Schedule of Recent Experience) have demonstrated a linear relationship between mounting life change, cardiac death, accidents, diabetes, leukaemia and infectious disease (Holmes Masuda, 1974). Using the research questionnaire, Holmes Rahe (1950) tested various sub-groups to see if the ratings were consistent, e.g. male and female, single and married and so on. As there was strong agreement between different groups, it seemed that the SRRS was a valid measure for all types of people regardless of their backgrounds. This contributes to the effectiveness of the self report method of stress measurement. This SRRS questionnaire (Holmes and Rahe, 1976) has served as a well-known tool for measuring the amount of stress one has experienced within the past year. Taking the test can help one see clearly if theyre at risk of illness due to stress. The method provided some of the first evidence that there is a genuine association between stressful life events and physical illness. Also, the fact that physical health was assessed after life events increases the chances that life events were helping to cause problems with physical health, rather than the other way round The Social Readjustment Rating Scale (SRRS) and the research associated with it represent a major breakthrough, this is because, it is now generally accepted that life events of various kinds can influence our psychological well-being and our physical and mental health. The development of the SRRS has made it easier to carry out research to test these ideas. This in turn has led to a clearer understanding of the ways in which life events affect us. Indirect evidence that stressful life events play a role in life threatening diseases was reported by Selye, Tache and Day (1979).According to these researchers, cancer was more common among adults who divorced, widowed or separated than among those who were married. The most likely explanation is that, those who were not married were stressed because of lack of social support. It is however hard to establish causal relationships from such data (SSRS data). Perhaps those who were divorced or separated were more vulnerable to stress than those who were married; hence, this stress vulnerability played a role in the collapse of their marriages One of the limitations to this method is that, it has often been assumed that almost any serious life can help to produce any type of illness. This has led to a relative ignoring of more specific effects. Supporting evidence to this effect was where, two men, Finlay -Jones and Brown (1981) found that anxious patients were more likely than depressed patients to have experienced danger events(involving future threats), whereas depressed patients were more likely to have experienced loss events (involving past loses). More research into such studies will however be useful. Another negative side of the SRRS is that, a number of studies have shown that peoples illness rates increase following increase rates in stress scores. However, a number of items on the scale are vague e.g. personal injury or illness appears to suggest that someone could have the same stress score for flu and cancer. Second, there is no general failure to consider the impact of an event on an individual. Christmas is considered to be a mildly stressful event, yet to some people, Christmas may seem extremely stressful, as it may emphasize their loneliness. The SRRS has face validity because many of the events listed are easily recognisable as stressful events. The values Allocated to each stress event have been carefully calculated from data provided by the opinions of many people. The survey form can be filled out easily and quickly. With reference to Raphael et al. (1991), Self-report measures of life events are unreliable. A study had subjects fill out a scale regarding life events they experienced during the prior year. The subjects then filled out the same Questionnaire every month for a year. Towards the end of the year the reports were quite different from the ones made at the beginning of the year (Raphael, et al. 1991). The questionnaire or scale also ignores chronic stresses such as money problems, general hassles etc. Taking this into account, the measure could be considered invalid. Biomedical: Stress and ulcers (Brady 1958) One of the biomedical methods of measuring stress is the evidence that stress may be a causal factor in stomach ulcers. This research was first described by Joseph Brady (1958). Brady did classic studies linking high levels of stress to increased hormone production and the development of ulcers. Brady did this by placing monkeys in restraining chairs and conditioned them to press a lever. The monkeys were then given shocks every 20 seconds unless the lever was pressed during the same time. This experiment however came to an abrupt halt when unexpectedly many of the monkeys died because of ulcers caused by raised gastrointestinal hormone levels. The question put forward was whether the ulcers resulted from the electric shock or the stress. To enhance his results, Brady and his mates used yoked controls where one monkey called executive was liable for controlling the lever while a second monkey received the shocks but had no control over the lever. Thus, only the executive monkey had t he physiological stress of having to press the lever, but both animals received shocks. After 23 days of 6 hours on and off schedule, the executive monkey died because of perforated ulcer. Brady initially thought that the stress might be related to the reinforcement schedule. He also tried several other routines such as 18 hours on and 6 hours off and tested the executive monkey to find out that stomach acidity was greatest during this period. After the experiment, Brady concluded that it was clearly stress, not the shocks that created the ulcers. Having said that, he also concluded that the greatest danger happened while the sympathetic arousal stopped and the stomach was flooded with digestive hormones, which is a parasympathetic rebound linked with hypothalamic-pituitary-adrenocortical axis, hence HPA. Assessing the effectiveness of the biomedical as a method of stress measurement The research carried out by Brady (1958) proved effectively that stress may be a causal factor in stomach ulcers. Stress often increases the secretion of hydrochloric acid, which plays in the development of some ulcers. Stress also weakens the defences of the gastrointestinal tract against this acid, thereby permitting gastric ulcers to develop. (Pinel, 1997). Supporting evidence to the effectiveness of Bradys experiment is Weiner et al. (1957) findings in support to Bradys experiment. Weiner et al. (1957) used army recruits to test for the effectiveness of Bradys experiment. Prior to basic training, the soldiers were tested and classed on the basis of their release of digestive enzymes as over-secretors or under -secretors. After four months of stressful training, 14% of the over-secretors had developed ulcers, whereas none of the under-secretors had. This suggests not only that the same principles apply to humans, but also that individual differences may be important in view of the fact that not all of the over-secretors developed ulcers. Biochemical method of measuring stress involves adrenaline and noradrenalin hormones. These hormones provides effective measures of stress The research also suggested that too much stress at work can lead to development of ulcers. Bradys experiment was however criticised for not randomly selecting the monkeys and also, using non-human samples Subsequent research has also demonstrated that ulcers are not always stress related, there could be an underlying biological cause. E.g. fungi Bradys experiment is associated with the Hypothalamic -Pituitary-Adrenocortical Axis, this in effect elevates levels of glucose and some hormones including the ACTH (Acetylcholine) and the body continues to use its resources at an accelerating rate. Stress-triggered increases in heart rate and blood pressure. This may result in the deterioration and blocking of blood vessels thereby increasing cardiovascular disorders and chronic stress. Many physical, organisational and social factors in the workplace can become sources of stress, usually exerting a relatively long-term, stable and chronic influence. Work overload, lack of control, and poor interpersonal relations at work may all lead distress, ill health and eventual burnout. Hence, biomedical serves as a suitable method for assessing stress at a work place Physiological: Biofeedback Physiological measures in stress provide indications of the level of sympathetic nervous arousal. This can include a persons heart rate, blood pressure, and respiration rate and so on. One of the common physiological methods used in measuring stress is biofeedback. Biofeedback is a technique which involves recording the activity of the physiological systems of the bodys stress response, that is the heart rate, blood pressure or tension in the neck muscles. This enables the individual to monitor their own physiological arousal in real times and develop control over it (Gatchel, 1997). During the process, the individual is attached is attached to a machine which produces feedback about some physiological activity such as an auditory or visual signal to indicate whether his / her heart rate is too high or moderate. The individual is also trained in techniques to reduce physiological aspects of stress such as relaxation training. One of the common ways humans can learn to control their brain-waves is by using electroencephalogram (EEG) biofeedback. Electroencephalogram (EEG) An EEG involves placing electrodes on a persons scalp to record the small changes in electrical activity of the brain. These changes are displayed on a computer screen. EEGs are often used to measure changes in brain activity during the different stages of sleep; however, in biofeedback EEG is used to give visual feedback of the activity of the waking brain. Biofeedback training however involves three stages, they include: Developing an awareness of the particular physiological response such as the heart rate Learning ways of controlling that physiological response in quiet conditions. This can include providing rewards for successful control in addition to no feedback Transferring that control into the conditions of everyday life. Assessing the effectiveness of biofeedback as a method of measuring stress This method has been effective in significant long-term reductions in stress in everyday life and has also led to benefits by producing a sense of control rather than purely psychological methods. Attanasio et al (1985) researched and found that biofeedback helped teenagers and children with stress related disorders to gain control over the symptoms of migraine headaches. The approach was however criticised that it treated symptoms rather than underlying conditions. Biofeedback has enjoyed a brief surge of popularity since its inception in the late 1960s. It has successfully treated many medical problems, particularly stress related illnesses such as incontinence, anxiety, hypertension, circulatory problems, irritable bowel syndrome and so on. Since its inception, it has produced significant long term reductions in stress in everyday life without any side effects unlike the other physiological approach (drugs) Biofeedback may lead to benefits by producing a sense of control rather than purely psychological methods. It is however not invasive, but rather voluntary. Arguably, the benefits of biofeedback could be gained from another relaxation technique and so biofeedback is an unnecessary expense. This serves as a limitation to biofeedback as a method of measuring stress. Recommendation of one way of stress measurement for use by the company Above all these methods of measuring stress, I will recommend life events which falls under self report because it is by this way that the individual can fully express his/her feelings and pain through subjective questionnaire about their mental and physical state. Criteria 3.1 Physiological approach to stress management and control Stress control and management is the attempt that is made to cope with stress through reduction of the of the stress response. There are many approaches to reducing a persons stress levels, but usually, it is aimed at the physiological and psychological effects of stress. The basic target for stress management is usually based on changing the individuals perception of the stressor. Physiological approaches to stress management are techniques that try to control the bodys response to stress by reducing physiological activity. The physiological components of stress can include physiological arousal, sleep disturbance, fatigue, gastrointestinal disturbances, headaches, concentration problems, increased expression of irritability and anger, agitation, increased likelihood for illness, and reduced productivity. The impact and the expression of these stress symptoms vary with the individual and the stressful event. Two physiological methods for controlling stress include biofeedback and stress. However, I am going to evaluate one out these two, which is Anti-anxiety drugs technique. Anti-anxiety drugs Anti-anxiety drugs are medicines that are used calming and relaxing severe stress cases. They can also be used to calm nervousness, tension or for specific phobia disorder. The human body produces chemicals such as hormones and neurotransmitters that create anxiety, which can be countered using other chemical substances such as drugs that reduce anxiety. There are different types of anti- anxiety that work through different mechanisms. The most common drugs are: Beta-blockers Benzodiazepines Alcohol (rarely used) Beta-blockers Beta-blockers are one of the drugs used control stress by reducing activity in the sympathetic nervous system. They have a direct action on the heart and circulatory system hence; they decrease the heart rate and lower peripheral blood pressure. Their effects are on the body however, they do not have direct effects on brain activity. Lau et al. (1992) considered the findings from numerous studies in a meta-analysis hence combining data from several studies. Thus, beta-blockers have proved useful in reducing blood pressure and in treating patients with heart disease. Psychological research also concludes that, the drug reduced the risk of death by about 20% in patients suffering from heart disease. It also enhances performance in musicians and public speakers (Taylor 1995). However, one disadvantage of beta-blockers is that, they target symptoms rather than causes of anxiety and stress hence providing only temporary improvement. Benzodiazepines Sometimes when drugs are taken, they elapse in natural processes by controlling the action of neurotransmitters. Types of benzodiazepines include Valium and Librium which are used for increasing the neurotransmitter GABA, which decreases serotonin activity, which eventually reduces arousal. Benzodiazepines are very effective and used worldwide by approximately hundred million people. Despite its effectiveness, benzodiazepines have got some side effects which are linked to low levels of serotonin. Common effects can include drowsiness, causing of cognitive and memory impairments, feelings of depression, and interacting unpredictably with alcohol Ashton (1997). Another effect of the drug is that, it is more likely to be involved with accident. Strengths of Anti-anxiety drugs Anti-anxiety drugs can be very effective in controlling severe feelings of stress. Beta blockers for instance act on the autonomic nervous system to reduce heart rate/blood pressure physiological stress arousal. Anti-depressant drugs, less often used, can be appropriate for severe anxiety Benzodiazepines such as Valium increase the activity of the inhibitory neurotransmitter GABA in the brain. Anti-anxiety drugs decrease arousal and relax the body by reducing tension in the muscles. Since stress response involves high arousal, tranquillizers may in some cases reduce stress Weaknesses of Anti-anxiety drugs Anti-anxiety drugs like benzodiazepines work by reducing brain activity. While this temporarily relieves anxiety, it can also lead to unwanted side effects. The higher the dose, the more pronounced these side effects typically are. But some people feel sleepy, foggy, and uncoordinated even on low doses of benzodiazepines, which can cause problems with work, school, or everyday activities such as driving. Some even feel a medication hangover the next day. Because benzodiazepines are metabolized slowly, the medication can build up in the body when used over longer periods of time. The result is over sedation. People who are over sedated may look like theyre drunk. Anxyolitic drugs can cause psychological and physical dependence, tolerance and addiction. Psychological approach to stress management and control Psychological approach to stress control and management are the techniques that try to control the cognitive, social, and emotional responses to stress. They do this by addressing the underlying cause of stress such as faulty thinking. This approach works by changing the persons perception of the stressor and increasing their perception control. One psychological approach to stress control and management is the cognitive-behavioral therapy. Cognitive-behavioral therapy Cognitive-behavioral therapy to controlling stress is based on the cognitive appraisal definition of stress and aims to change a persons perceptions and thoughts relating to, and dealing with stressful disorders. This therapy is appropriate for dealing with stress hence the assumption behind the cognitive approach is that, it is the way one thinks about the problem that is maladaptive. Thus, if an individual can be trained to reorganize their thinking and self-beliefs, the underlying problem itself may simply disappear. This approach to managing stress involves: stress inoculation training and hardiness training. Stress inoculation training Stress inoculation training (SIT): Unlike many cognitive therapies, stress inoculation training (SIT) is a more problem-focused coping strategy. It was developed by Donald Meichenbaum (1977, 1985) and the basic idea was to prepare individuals to cope with potential stressors. According to Meichenbaum (1985), the best way to cope with stressors is to go on the offensive and try to pre-empt them. People should try to anticipate sources of stress and have effective coping strategies ready to put in place. Meichenbaum (1985) describes SIT as: Analogous to the concept of medical inoculation against infectious diseasesà ¢Ã¢â€š ¬Ã‚ ¦ It is designed to build psychological antibodies or coping skills, and to enhance resistance through exposure to stimuli that are strong enough to arouse defences without being so powerful as to overcome them. (Meichenbaum 1985) There are three main phases in stress inoculation training: 1. Assessment: with this training, the therapists discuss the nature of the problem with the individual, and solicit the individuals perception of how to eliminate it. Meichenbaum (1985) considers this relationship to be very important as it provides the glue that allows the various aspects of the therapy to work together. 2. Stress reduction techniques: the individual learns various techniques for reducing stress, such as relaxation and self instructional training, communication, assertion, problem solving, anger control, parenting, study skills and using social support by using coping self statements. 3. Application and follow through: In this final phase, the individual imagines using the stress reduction techniques learned in the second phase in difficult situations and engages in role play of such situations with the therapists, before using the techniques in a real life situations. Strengths of stress inoculation training One important strength of Stress Inoculation Training (SIT) is that, it is very flexible. This is because, it consists of a wide variety of cognitive and behavioural techniques tailored to the individual needs of the client, which can be used to deal with many types of stressor (e.g., time-limited/persistent, controllable/uncontrollable, predictable/unpredictable, current/in the past). It has been found to be successful in helping people deal with the stress of chronic pain, performance anxiety, specific phobias and work related stress (Meichenbaum, 1977, 1985). This training has also helped athletes deal with the stress of competition (Mace, Eastmen Carroll, 1986) and helping patients prepare for surgery (Langer, Janis Wolfer, 1975). Weakness of stress inoculation training Stress inoculation training is however of less value when treating individuals who are highly stressed or exposed to very stressful situations. Most individuals differ in how easy they find it to use coping self statements in stressful situations. Hardiness training Over these years, much research into stress has shown that there are significant individual differences in the way that people respond to stress. Since some individuals seem to cope better than others do, it makes sense to try to isolate the reasons why they can do so. The hope is that more effective ways of coping can be passed on to help those who are not as well prepared. Suzanne Kobasa (1986) has identified such individuals, who she describes as hardy, as those whose cognitive strategies are better suited to dealing with stress. For example, they are more able to identify the symptoms of stress hence avoiding action can be taken in time. They make more realistic assessments of stressors, including being aware of the positive aspects of stressful situations, opportunities and new challenges. Kobasa suggests that hardiness can be improved with appropriate training. Her programme consists of three techniques: 1. Focusing: This explains that one should focus on the physical signs of stress and beware when further attention is needed. 2. Reconstructing stress situations: This technique the individual to think about recent stressful situations and note how it might have turned out both better and worse, hence becoming aware that things could have been worse enables you to feel more positive. 3. Compensation through self-improvement: If an individual is affected by a stressor that cannot be changed or avoided, then it may be helpful to take on another challenge that can be mastered. Consequently, this assures you that you can hope. Strengths of hardiness training There is little direct research evidence on the effectiveness of hardiness training and what research there is, however, Fischman taught a small number of executives these strategies and they had greater job satisfaction, fewer headaches, and better sleep patterns Weaknesses of hardiness training Reports were made that people who have followed this kind of programme do score higher on a test of hardiness, report feeling less stressed, and have lower blood pressure than before, Sarafino (1990). The study was done on a small scale and there was no follow-up, so results may have been due to increased attention and communication only Summary Both Meichenbaum (1985) and Kobasas(1986) approaches to stress management place great emphasis on the individual gaining control of a stressful situation because it is more often the sensation of being out of control that takes a situation beyond a persons ability to cope.

The Greek Column :: Architecture Architectural Essays History

The Greek Column A French champagne cognac with a Centaur trademark, called Remy Martin, is featured in several magazine advertisements resting on a column in various positions. The one being analyzed in this article shows the bottle of Remy Martin and a pair of glasses placed on top of a column so tall that it reaches above the clouds. It invites the viewer: "Want to come up for a drink sometime?" At the bottom right corner, the Centaur logo is repeated, along with a short description of its origin and a complimentary video offer. Found in the October issue of Vanity Fair, it targets adult women readers who, perhaps, want a fashion enlightenment. Both the column and the slab on top of it appear to be made out of concrete, covered with plaster, whitewashed, and then it was given a chipping effect. Its purpose is to support the bottle of Remy Martin and the glasses for someone who can reach high enough for a drink. The use of the column in ancient architectures, however, do not include exhibiting a beverage. From the remarkable Roman Pantheon, dated from the second century B.C., to the Chartres Cathedral in France, which began construction in the mid-twelfth century A.D., the column is widely used according to different tastes and architectural purposes. It is a Greek creation emerged from the Archaic period between 6oo-480 B.C., during which the two elevation designs from Greek temples, called the Ionic and Doric orders, came into form. The Corinthian order is the third classical Greek architectural order originally used in interiors, which began to appear around 450 B.C. The Greeks used columns in architectures including the Parthenon, the Tholos and the mausoleums, sometimes in pairs and sometimes in colonnades. All three orders, occasionally with various different modifications, were adapted by other civilizations such as the Romans and the Etruscans. They were erected in temples, Cathedrals, Forums, on city streets or even in residents as a supporting device for arches, entablatures , ceilings or roofs. They are also incorporated in reliefs for tombs and cathedrals and expressed in Roman wall paintings. For example, the bedroom walls in the House of Publius Fannius in Boscoreale were decorated with images of columns in fantastic Roman cityscapes. (Stokstad, p.162-213, 223-283, 553-556.) The column used in the Remy Martin advertisement does not clearly belong to any classical Greek order or its later variants. However, it resembles a down-sized column of the Doric Order because of its recognizable Doric-like capital, though its components are only representative.

Cultural Relativism: A Way of Life Essay

â€Å"If you are my baby, it don’t matter if you’re black or white.† These words reverberate in my mind as I heard the news about Michael Jackson’s death. His song, Black or White is one of my favorites because it talks about a father’s acceptance of his child despite the baby’s color. Later, when I encountered the term cultural relativism in school, I understood better what the song wants to promote, and how this can be accomplished. Cultural relativism is commonly known as the practice of accepting and living harmoniously with people of different cultures. If we observe our society today, we will notice different kinds of people—Africans, Caucasians, Asians, Latinos, and a lot of mixtures coexist. Cultural relativism is what allows them to live in peace with each other, to accept and respect other cultures like they do their own. Considering the present scenario, we may say that cultural relativism is not just a practice or aspect of life, it is already a way of life, a must for every person to live and prosper. Ideally, a society that adheres to cultural relativism allows the existence and exchange of different cultures. Although this has not been fully realized in many places, we can guarantee that it is already a common aspect of the learning environment. In school, students get the chance to interact with others, and discover aspects of different cultures. Everyday interaction with Asians, African-Americans, and Latin Americans allows us to see that after all, it is not difficult to coexist with different people. Often, all we need is to provide opportunities for interaction and sharing. Specifically, in my dealings with different cultures, I learned to appreciate the hard work of the Chinese, the ingenuity of the Japanese, the friendliness of Filipinos, the family values of the Latinos, and the cool attitude of the African-Americans. Cultural relativism has helped me appreciate different cultures, and allowed me to grow more maturely. To practice cultural relativism, I personally follow three steps. First, I try to analyze why people are behaving the way they do. I rely on my background knowledge to analyze the situation. Next, I observe and see the positive effects of their practice, and third, I try to find more information about the practice by inquiring from the person or researching online. For example, seeing the Chinese sip the soup out of the bowl without using spoon initially made me felt indifferent. However, in applying cultural relativism, I tried to analyze why they do this instead of using a spoon. Then, I realized that the Chinese use chopsticks instead of spoon, making it impossible to have the soup without sipping it directly from the bowl. Also, one time I encountered a Japanese documentary showing a man perfecting a sword. He seemed mindless of the fire he used to shape the sword, and from there I wondered why the Japanese give such importance to swords when guns are more reliable for protection. Due to this, I searched the Internet for answers, and found out that perfecting swords is part of the Japanese Samurai culture, the military men in the history of Japan. I learned that the Samurais treat swords as their companion in battle, and swords serve as representations of them. Therefore, a Samurai’s sword should be well-kept at all times because it is a family inheritance and symbol of honor. Knowledge of others’ culture definitely helps us understand and appreciate them. However, there are also practices which I believe I cannot accept even though I already have a good grasp of cultural relativism. One of these is the suicide killing done by 9/11 hijackers. Unlike the Japanese version of suicide which hopes to express a person’s regret for a mistake committed, suicide killing among the Muslims intends to kill non-Muslims on the bases of religious and political conflicts. What makes it truly wrong is killing innocent people for some selfish intent. Considering this, cultural relativism becomes a difficult aspect of reality, similar to pushing a child to swallow a whole fresh egg straight to the stomach.

buy custom Motivation and Emotion essay

buy custom Motivation and Emotion essay Motivation is the answer to such questions as 'Why do you go to school?', 'Why do you perform a certain activity', etc. In general, motivation is defined as a motive that drives us towards a certain goal. It might be an interest, desire, need or want, which actually is so strong that it can direct the person towards a certain move and affect the thinking, cognitive processes and behavior (Cherry, 2014). The researchers stress that motivation has several effects on the processes of thinking and learning, as well as on the way we behave (Ormrod, 2014). First of all, if we are motivated, then we are directed to a certain kind of goal. According to the social cognitive theorists, it is inherent in humans to set goals and then take steps towards reaching them. Each goal has an intrinsic power, which is motivation. The stronger motivation is, the better results will be. It affects choices we made and the way we think and eventually act. Secondly, motivation is in charge of the increased rates of energy and efforts. Motivation indeed affects the amount of energy applied to the activities that are directly related to the goals once set. The enthusiastic pursuit of a task is normal for motivated people. Thirdly, if a person is motivated, then he or she is persistent. Such a person does not take 'no' as an answer and always reaches the goals set. For example, the people who are motivated at the beginning of the executing the order actually want to do the task. Thus, it does not make them tired or exhausted. Instead, it inspires them to new activities. The same applies to the thinking process. It seems that motivation gives people the keys to all secrets of knowledge. In case the person faces any obstacle, he or she continues the search until answer is found. Speaking about thinking, one should remember that any cognitive process is affected by motivation as well. It is the motivation that stands behind the choices we make regarding the things we need to pay attention to or the overall effectiveness of the learning that we want to achieve in the end. The learners who are motivated are usually more persistent in their endeavors to understand the material and to learn it more deeply (Ormrod, 2014). Finally, motivation is the reason for enhanced performance. It is mainly due to the combination of elements discussed above: persistence, energy, goal-oriented behavior, etc. All of it eventually leads to increased performance. Needless to say that unlike the motivation, the concept of emotion is hard to explain. It is even harder to understand. Those who have attempted to explain the term 'emotion' define it as a complex reaction to a certain event both external and internal, which involves the expression of the face, changes in behavior and psychology, cognition, etc. Emotions could serve as protection from danger. For example, when a person fears something, he or she is more likely to avoid the source of the fear or confront it once more. If we experience anger, then we are usually ready to encounter the source that irritates us. Emotions is the necessary adaptation that has been used through the human history and that helps us thrive, survive and avoid any kind of danger. The emotions actually move us. They act as energizers as they occur after specific chemical signals that have been sent to the muscles. The only thing that emotions do not affect in human behavior is habit. We usually do not look twice before sitting down on a sofa, and we do not think twice before we tie shoes. Emotions could be motivating or non-motivating i.e. inspiring (or not) as for the move and approach to something or in terms of avoiding something. Buy custom Motivation and Emotion essay

Battle of Tolentino in the Neapolitan War

Battle of Tolentino in the Neapolitan War Battle of Tolentino-Conflict: The Battle of Tolentino was the key engagement of the 1815 Neapolitan War. Battle of Tolentino -Date: Murat fought the Austrians on May 2-3, 1815. Armies Commanders: Naples Joachim Murat, King of Naples25,588 men58 guns Austria General Frederick BianchiGeneral Adam Albert von Neipperg11,938 men28 guns Battle of Tolentino - Background: In 1808, Marshal Joachim Murat was appointed to the throne of Naples by Napoleon Bonaparte. Ruling from afar as he participated in Napoleons campaigns, Murat deserted the emperor after the Battle of Leipzig in October 1813. Desperate to save his throne, Murat entered into negotiations with the Austrians and concluded a treaty with them in January 1814. Despite Napoleons defeat and the treaty with the Austrians, Murats position became increasingly precarious after the Congress of Vienna convened. This was largely due to increasing support to return the former King Ferdinand IV. Battle of Tolentino - Backing Napoleon: With this in mind, Murat elected to support Napoleon upon his return to France in early 1815. Moving quickly, he raised the Kingdom of Naples army and declared war on Austria on March 15. Advancing north, he won a series of victories over the Austrians and laid siege to Ferrara. On April 8-9, Murat was beaten at Occhiobello and forced to fall back. Retreating, he ended the siege of Ferrara and reconcentrated his forces at Ancona. Believing the situation to be in hand, the Austrian commander in Italy, Baron Frimont, sent two corps south to finish off Murat. Battle of Tolentino -The Austrians Advance: Led by Generals Frederick Bianchi and Adam Albert von Neipperg the Austrian corps marched towards Ancona, with the former moving through Foligno with the goal of getting in Murats rear. Sensing the danger, Murat sought to defeat Bianchi and Neipperg separately before they could unify their forces. Sending a blocking force under General Michele Carascosa to stall Neipperg, Murat took the main body of his army to engage Bianchi near Tolentino. His plan was thwarted on April 29 when a unit of Hungarian hussars captured the town. Recognizing what Murat was trying to accomplish, Bianchi began to delay the battle. Battle of Tolentino -Murat Attacks: Establishing a strong defensive line anchored on the Tower of San Catervo, Rancia Castle, the Church of Maest, and Saint Joseph, Bianchi awaited Murats attack. With time running out, Murat was forced to make to first move on May 2. Opening fire on Bianchis position with artillery, Murat was achieved a minor element of surprise. Attacking near Sforzacosta, his men briefly captured Bianchi necessitating his rescue by Austrian hussars. Concentrating his army near Pollenza, Murat repeatedly attacked the Austrian positions near Rancia Castle. Battle of Tolentino -Murat Retreats: The fighting raged throughout the day and did not die out until after midnight. Though his men failed to take and hold the castle, Murats troops had gotten the better of the days fight. As the sun rose on May 3, a heavy fog delayed action until around 7:00 AM. Pressing forward, the Neapolitans finally captured the castle and the Cantagallo hills, as well as forced the Austrians back into the Chienti Valley. Seeking to exploit this momentum, Murat pushed forward two divisions on his right flank. Anticipating a counterattack by the Austrian cavalry, these divisions advanced in square formations. As they neared the enemy lines, no cavalry emerged and the Austrian infantry unleashed a devastating barrage of musket fire on the Neapolitans. Beaten, the two divisions began falling back. This setback was made worse by the failure of a supporting attack on the left. With the battle still undecided, Murat was informed that Carascosa had been defeated at Scapezzano and that Neippergs corps was approaching. This was compounded by rumors that a Sicilian army was landing in southern Italy. Assessing the situation, Murat began breaking off the action and withdrawing south towards Naples. Battle of Tolentino -Aftermath: In the fighting at Tolentino, Murat lost 1,120 killed, 600 wounded, and 2,400 captured. Worse, the battle effectively ended the Neapolitan armys existence as a cohesive fighting unit. Falling back in disarray, they were unable to stop of the Austrian advance through Italy. With the end in sight, Murat fled to Corsica. Austrian troops entered Naples on May 23 and Ferdinand was restored to the throne. Murat was later executed by the king after attempting an insurrection in Calabria with the goal of retaking the kingdom. The victory at Tolentino cost Bianchi around 700 killed and 100 wounded.

International buiness Research Paper Example | Topics and Well Written Essays - 1250 words

International buiness - Research Paper Example is no longer confined within the local marketplace, each entity entering the market finds themselves competing with companies halfway around the world and under different governmental restrictions. Each organization naturally attempts to maximize their bottom line for their shareholders by operating under the most lenient restrictions, lowest costs for production and highest areas for distribution. However, nations still retain the right to establish and enforce specific rules and regulations upon corporations operating within their regional market as a means of maintaining discipline and protecting national resources including the citizenry. Generally speaking and depending on the condition of local market, nations can opt to adopt either a free trade policy in its approach to international trade or take a more protectionist stance. Each nation has its own criteria and priorities to consider when determining which strategy to adopt. While the approach in the past has leaned more tow ard free trade, this approach is changing as developing countries have reassessed their viewpoint regarding protection of the local industry in order to ensure that local companies are not driven out of business by the high competition they face with international companies. The purpose of this report is to discover some of the various approaches that have been taken to both encourage international trade at the same time that it seeks to protect local business. The World Trade Organization (WTO) is an organization that lobbies internationally for the liberalization of trade. It can acts as the middle man between business and government working to negotiate trade agreements favorable to international business. In many ways, it can be said that this is the organization that sets rules for international trade and actively settles trade disputes. The present state of WTO came about as the result of long term negotiation and final agreement on the General Agreement on Tariffs and

Innovative Nursing Care Delivery Models Essay Example | Topics and Well Written Essays - 750 words

Innovative Nursing Care Delivery Models - Essay Example Development Team for Innovative Nursing Care Model As a matter of fact, implementation of any particular change in organization needs proper planning along with the formation of an effective team that can execute the planned activities accordingly. Contextually, the team working towards proper implementation of the model will encompass two Registered Nurses (RNs) along with two assistants. It has been observed that there are altogether 1,047 licensed beds in the organization, which will further be divided into subsections with equal numbers in each one of them applying this model. Furthermore, each of these sections will be accompanied with a set of RNs and assistants designed to implement the model efficiently (Adventist Healthcare, 2013; Health Workforce Solutions, 2008). The rationale for selecting RNs and assistants can be justified, as the model selected for implementing in the particular healthcare organization follows the â€Å"Human Caring Theory of Jean Watson†, which depicts the role of nursing practices or nurses in assuring knowledgeable and unique healthcare practices. Hence, based on this ground, Adventist Healthcare will need to prioritize and select RNs to ensure proper implementation of the chosen model. Moreover, the decision of selecting nurses should also be targeted towards providing opportunities for nurses to enhance their position and role in the healthcare organization. ... iciency within the workplace by utilizing the available manpower more effectively in delivering better quality care to the patients (Alliance for Health Reform, 2011). Additionally, the team that will implement the model will also include the top management officials to supervise the approaches of the RNs and their assistants throughout the process in Adventist Healthcare (Health Workforce Solutions, 2008). This will in turn ensure that the model operates in alignment with the set organizational goals and values to achieve maximum efficiency when implemented. Incorporation of Nurse Caring Delivery Model in Adventist Healthcare As illustrated earlier, with the assistance of the Nurse Caring Delivery Model, the management in Adventist Healthcare will be able to directly correlate with the organizational objectives to be achieved through its mission and values. The model is primarily a team-oriented nursing framework, developed entirely with the intention to ensure humanistic approach i n delivering healthcare services to the patients. It is also believed that the model ensures cost efficient services with maximum quality and safety for the patients along with continuous improvement in set of services provided. Moreover, another vital aspect of the model is that it augments work satisfaction level amid the nurses, subsequently resulting in declined turnover of the same within the organization (Adventist Healthcare, 2013; Health Workforce Solutions, 2008). In order to attain the complete benefits of the model, it will be implemented in the organization following certain planned steps. The model will be implemented in separate departments within the organization comprising of a medical unit, a telemetry unit and an intensive care unit among others. After a stipulated period

Public School Funding Essay Example | Topics and Well Written Essays - 1500 words

Public School Funding - Essay Example Consequently, there is a need to examine what the major problems within the education system are. If the nations' students are lacking solid support from this very important system, then their future may also be in danger. Results also show students are leaving high school with very little understanding of the core subjects thus rendering them unprepared for college life. (O'Neil, 2002) One of the most difficult issues to deal with in education is its funding. The funding process needs to be made in such a manner that it ensures effectiveness, efficiency and fairness. In the US, schools are funded though local taxes generated for property taxes. The use of such a method has generated a lot of controversy between different stakeholders within the education system. However, this particular essay will focus on parents and the role that they can play in reforming public education system funding. A number of experts have asserted that utilizing property taxes is ineffective owing to the fact that children coming from rich districts generate more property taxes since their homes have a higher value while those ones from poorer districts have to contend with less amounts of finance for schooling. This means that schools within this poor districts lack adequate resources, are more crowded and therefore yield poorer results. Through the property tax system, the amount of money spent on each student within the public system can vary from one thousand five hundred dollars to about fifteen dollars in other districts. There is a grave disparity between these systems and it can be seen clearly that the education system favors children from wealthy background while limiting the opportunities available to those from low income households. (Linn, 2005) Some people argue that funding is just a small portion of the problems within the education system. However, the fact of the matter remains that schools cannot run without finances and no people understand this more than parents who provide the reason for having these institutions as well. In urban districts classified as low income, it is common to find homes that cost as little as four thousand dollars. On the other hand in suburban and wealthy districts, one is likely to find houses that go for as much as four hundred thousand dollars. From this comparison, it can be seen that the amount of taxes raised by the latter communities are much higher than those ones raised by the former ones. As if this is not enough, poorer neighborhoods are taxed a little more than their counterparts but this effort has not paid off owing to the fact that the amount garnered is quite low and providing higher tax rates only serve to add more pressure in low income households without reflecting this on school performance. Issues are further compounded by the fact property taxes are treated as deductions and this means that wealthy families can therefore get portions of that tax back from the federal government. Because houses in wealthy suburbs are much higher than in other residential areas, then the amount of tax refunds is much higher. This means that wealthier parents have greater finances at their disposals and they can therefore make more contributions towards important public services such as education. In the end, people from low income households are unable to generate high amounts of money to fund their schools and this minimizes the quality of their education

Strategic HUman Resource Management Essay Example for Free

Strategic HUman Resource Management Essay Defining SHRM The purpose of this portion of the paper is to provide an explanation into strategic human resource management (SHRM). This information will look at the ways that some scholars have defined the concept of SHRM, and the role that it serves within an organization. In addition, the first part of this research will examine how a human resource department can actually be called strategic in nature. This information will also be examined in relation to an actual organization. Various models of SHRM will be discussed, and the idea of how they compare to the organization in question will be presented. After reading this portion of the paper, it should become clear that SHRM is much more than simply hiring people. It is also much more than operating within a bubble. It is about actually helping the overall strategy and vision of a company. The first thing that needs to be done is to provide an actual definition and analysis to what it actually means to be SHRM. In order to define this concept, it is first important to actually explain what is meant by human resources in general. Appleby Mavin (2000) explain that Human resources are the efforts, skills, and capabilities that people contribute to an employing organization which enable it to continue in existence. Although difficult to define, SHRM is generally perceived as a distinctive approach to managing people which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce (s555). The definition that is provided here explains that human resources is really about the skills that the people of an organization bring together in order to keep it alive. In addition, the authors explain that moving into the realm of SHRM is about managing the human capital of an organization in such a way as to achieve some type of competitive edge. Having not only a committed workforce, but also having a workforce that is highly trained for the job that must be performed achieves the competitive edge. Moving in this direction is where human resources becomes SHRM. Van Donk (2001) takes this idea one step further by explaining where in the planning process of a company the human resource management role must fit in  order to make it strategic in nature. He also explains how this role has evolved in the past twenty years or so: From the 80s onward there have been pleas for integrating human resource management and corporate strategy. A number of authors have been working on approaches to the achievement of what is called Strategic Human Resource Management. These approaches place the human resource management policy formulation at the strategic level. In these approaches to Strategic Human Resource Management it is claimed that: (1) human resource problems are problems solved by linking HRM and strategy formulation at an early stage; and (2) problems with strategy implementation are solved by early adjustment of the HRM to these strategies (299). In the end, what Van Donk adds to the definition of SHRM is that human resources cannot be called in at the last minute to fix a hiring problem. Instead, human resources must be involved from the very early planning stages in terms of the type of human resources that are needed. This early involvement allows human resources to understand exactly what is needed. It also allows human resources to be able to adjust so that the decisions that are made about the people that are needed can be adjusted immediately to fit new or changed strategies for the company. Finally, Mueller (1996) adds one additional piece to the information that helps us to formulate an overall definition for SHRM. He explains that: I propose to take the following as the defining features of the ‘orthodox notion of SHRM. According to this notion a strategic utilization of human resources means that: 1. Management is active, not reactive 2. There is high integration between policies 3. An orchestrational role is played by senior management 4. and there is articulation of policies by senior management (759). The information that is provided by these three scholars can help us to create on integrated definition of what is truly meant by SHRM. This concept really means that the human resource department and its leaders are not simply thought of as the people who are given the task of hiring employees. Instead, they are an important part of the strategy formation of a company. These people are a part of the process from the very beginning, and they are  given the authority by company management to be taken serious to provide ideas about the strategic planning of the company in terms of the role that employees will play, and the skills that need to help achieve those goals. The information that is provided should also make it clear that SHRM is more than just about the role that the human resource department of a company plays in the strategic vision of an organization. It is the role of senior management that helps to actually make SHRM work. Senior management must actually give the authority and respect that is needed to make the human resource department a vital part of any strategic vision. This must be more than simply saying that human resources are important for the company. Instead, it means that senior management must act upon it, and they must take an active approach to human resource needs to fulfill those strategic plans. They must communicate with human resource managers, and they must also listen to human resource managers. In the end, it could be easily explained that strategic human resource management is about adjusting the role of human resources. Rather than having a department that reacts to the needs of the company, SHRM is about ha ving a department that is on top of the planning that goes into deciding the human resource needs of the company (McMahan, Bell Virick 1998: 196). Evaluating SHRM in an organization In order to evaluate the extent to which human resource management in an organization can be termed strategic, we must first understand some of the basic models that apply to the organization that is being discussed. We must also have an organization that we can discuss in the first place. In order to choose an organization, it is easier, as an example, if an organization is chosen that is widely known by a lot of people. For this, we are going to turn to a description of large accounting firms and the role of human resources in their firms provided by Boxall Purcell (2000). To Illustrate what we mean about strategic choices in HRM, take the case of a management consulting firm that aims to join the elite cluster of firms that are transnational, if not ‘global’ in their reach (firms such as McKinsey, PricewaterhouseCoopers and Anderson Consulting). There is no doubt that such a firm must have highly selective recruitment and strong development of staff to ensure it can consistently offer clients high-quality service on  complex business problems. In this elite strategic group, a synergistic blend of certain human resource policies—such as proactive recruitement channels, high entry standards, high pay, employee ownership and extensive professional education—are critical prerequisites to a firm’s credibility in its sectoral labour market. On the other hand, it is unlikely that there is much handing on the firm’s choice of job evaluation systems. If any one o fa range of such systems supports its remuneration goals in recruiting and retaining highly qualified consultants, or doesn’t perversely undermine them, then the choice among different systems is not critical. Similarly, the contracting out of payroll or benefits administration in such a firm is not a strategic dimension of its HRM. It is not difficult to meet the requirements of employment contracts in these areas and elite firms are not differentiated from lesser firms on this basis. What is critical, however, is that they firm’s leaders put together and aply the system of broad-based HR policies that will help the firm to join the elite group of professional firms in its sector—although it would be unwise to think that this will happen quickly or be achieved solely through HR strategy (184-185). From the example that is given by major accounting firms, it is easy to see what makes human resource management strategic, and what does not. It all comes down to the notion of the decisions that are made in terms of moving the company forward in its goals and visions. On the other hand, decisions that really do not affect the visions of the company, such as choosing one piece of software over another to administer payroll, is not something that makes a human resource department strategic. With all of this in mind, the company that is going to be used as an example to determine how it has implemented, or needs to implement, SHRM is a small software company with which is I am familiar and have some working knowledge of the internal structure that sells communication software to physicians known as Televox Software. The software from the company helps companies immediately send recorded messages to customers to remind them of appointments or past-due bills. The software even allows customers to pay bills right over the internet without any work on the part of the company that wants the feature for its customers. In order to determine how the company’s human resources are already strategic in some ways, it is important to look at some of the models that explain SHRM. One of these models is known as the open systems theory. The open systems theory states that a company receives inputs from the environment, such as from customers and even other companies, and then uses that information to change how it operates. Wright Snell (2001) explain the concepts behind the open systems theory: It emphasizes two important characteristics of organizations: the system character, so that the movement in any part of the organization leads to movement in other parts, and the openness to environmental inputs (208). In terms of human resource management at Televox, the company is very much strategic in this regard. The company is constantly looking for feedback from customers. This feedback, unlike at some companies, is taken very seriously. When a customer complains about the way in which an employee has done his or her job, this information is analyzed to determine where the problem took place. If the problem lies with the employee’s training or motivation, human resources takes actions immediately to alleviate or correct the problem. A second theory that easily applies to Televox is the universalistic perspective. Colbert (2004) explains that Under a universalistic approach, strategic HR practices are those that are found to consistently lead to higher organizational performances, independent of an organization’s strategy. Examples are such practices as formal training systems, profit sharing, voice mechanisms, and job definition. One might argue that these are not strategic in the sense used elsewhere in the SHRM literature (i.e., contingent on strategy or explicitly aligned with specific strategy) and may simply be terms prudent in the sense that they have been shown to consistently enable a given firm to perform better than it might otherwise (344). Regardless of what some might think about the universalistic perspective, the ideas behind the theory can led a company to SHRM. In the case of the  company in question, Televox, the organization is very definite about defining job duties and providing formal training to employees. However, the company does lack in profit sharing as it is not a publicly traded company. In addition, the company also lacks in actually listening to its employees and giving them a voice in real decision-making. This shows that the company has moved from simple human resource management to strategic human resource management in some ways. However, it also shows that the company is not yet fully involved in the SHRM process. In terms of the information about Televox at this point in the analysis, it can only be deemed to have SHRM management in the way in which it takes information from the environment that it operates. When customers and others have issues with the services and support that are provided by employees, the company takes this information very seriously. The result is that training or even firings take place. In addition, when people are hired into the company, they learn very quickly that excellent customer service and attention to customer needs are the key to the vision and strategy of the company. This means that these ideas and objectives are going to be key to the way in which employees operate. At the same time, the company is very much about defining job duties and explaining the place that everyone holds in the company in relation to the vision of the company. However, the company, simply based on the information that we have discussed so far, lacks SHRM in other ways. For example, the company does not give employees a voice in helping to set strategy and goals for the company. In addition, communication between manager and employees is often very much one-sided. The company also does not give incentives that might keep the specialized and trained employees that they need to work in a skilled environment like a software company. In the next section of this analysis, information and research regarding HR Departments will be discussed. Once this literature review has been completed, we will return to Televox to determine what types of other improvements can be made to the company to move it closer to truly operating with the mindset of SHRM. This move closer to true SHRM can also be seen as  providing ways that Televox can actually move closer, as was explained earlier in this paper, to be an elite company in the sector in which it operates. Literature Review The purpose of this section of the report is to look at research and information regarding HR departments. The background information is being provided in the context of determining the problems and opportunities that exist for HR departments to transition from simply doing human resource management to handling strategic human resource management for the companies in which they operate. What should be taken from the background information that will be presented is that the difficulty that still exists in making that transition in one of understanding of SHRM and old ways of thinking about human resources in general. Before any background information can be provided, it is important to understand some of the key questions of SHRM so that we will know what to look for in the research that is available on this topic. Colbert (2004) explains that Research on the contribution of human resources (people) and HRM (practices) to organizational effectiveness has addressed a wide array of questions: what is the effect of HR practices on the development of the firm’s human resources? Which HR practices lead to greater organizational performance? To what degree does that depend on firm strategy? How does a firm ensure that its HR Practices ‘fit’ with its strategy? How does it ensure that its individual HR practices fit with one another, or does fit even matter in HR practices? Must the attributes of a firm’s base of human resources always align with an a priori strategy, or can its stock of skills, knowledge, and interactions drive strategic direction? (342). One of the ideas that exists about human resource management is that it was divided into its various parts in the past. This division of what constitutes human resource management is known as a subfunctional view. This view held that human resource departments actually had various separate roles, such as selecting employees, training employees, and even appraising employees. It has been argued, however, that the view that human resource departments have small functions that must come together for the sake of the  company has actually created problems for companies and HR departments. One of these problems is that the subfunctional view created problems for HR managers to try to understand how all of these functions actually came together. It was often the case that HR managers did not see them coming together. Instead, they were simply seen as separate tasks, such as selecting qualified candidates and then later on evaluating their performance. The end result has been that HR departments have not seen that all of the functions they perform actually do work together to accomplish the overall vision for the company (Wright Snell 2001: 206). In fact, Van Donk Esser (2001: 302) note that human resource managers often view the idea of managing human resources as lying within certain areas of concern and policy for the company and its employees. These areas concern the influence that a company may give to employees and even employee unions, the flow of human resources to various parts of the company, the rewards and benefits that are given to the employees, and the actual design of the work and the jobs that are performed. It is already clear that viewing each of these areas separately can certainly cause problems for human resource departments. If an HR manager thinks of hiring employees as a separate task from actually training employees or thinking about the jobs they will perform, confusion can easily be created when all of this is brought together when new employees are assigned to a department and told to get to work. There is clearly no harmony in the way that some HR managers think about the assets, that being the human assets, that they are supposed to be managing. Lundy (1994) also explains, as far as human resources goes in the United States, that their was an old system in place of managing employees. This was a system where those who oversaw personnel decisions really lacked any power or decision-making skills at all. However, she explains that this is changing in the United States, and that the role that human resource officials play within the companies for which they work is evolving. She explains this evolution: There are other issues worth consideration. It would seem that, from a US perspective, a good case can be made for  concluding that personnel management in its traditional form has been evolving to a process identified as human resource management (HRM). In particular, the Harvard model and writings demonstrate the nature of the evolution. It incorporates: a strategic orientation; standard personnel management practices, e.g. selection, appraisal; a philosophy and new practices geared towards employee motivation. It has a strong managerial perspective and, in many ways, the new practices have been managements pragmatic response to its changing environmental context. It is also worth noting that historical analysis has suggested five different HR management systems linked to environmental conditions. This gives strong emphasis to the contingency-based properties of the current commitment system. While the likely endurance of the commitment system is unknown it is important to take account of the probable strength of the educational and social changes within human resources which have influenced the development of the system. The historical analysis has also pointed up that the different HRM systems denote a shift in the balance of influence between employer and employed. There is a connection here with the literature on the changing face of American industrial relations and the phenomenon of the non-union firm. Certainly the analysis highlights certain extremes in behaviour and perspective, e. g. mutuality/adversarialism, control/commitment, specialization/flexibility, standardization/innovation, alienation/identification and so on (713). The reason for this evolution and changing dynamic between companies and human resource departments, as well as between human resource departments and employees may lie in the outcome of being more focused on employees and the planning of human resources. In fact, Appleby Mavin (2000) conducted research to determine what happens when there is an integration of human resource roles and ideas. The research looked at over 800 companies in the manufacturing industry in England. The authors used a self-assessment questionnaire that would report how well each company was achieving a world-class levels of performance, and what was helping to lead to that level of performance. The authors report that actually bringing together all of the roles and functions of HR departments was related to an organization actually attaining world-class level. The authors of the study  explain: The results show a positive association between the integration of HR strategy and the world-class status of orga nizations. Further, those organizations using an integrated HR strategy show better practice and performance with regard to: quality management, managing and developing their people, and their sustainability and innovation (s560). This study is not the only study to find that actually integrating the roles and duties of human resource departments actually lead to better overall results for the companies in question. Rodwell Teo (2004) conducted a study of for-profit and non-profit companies in Australia. The study consisted of 61 companies in Australia that operated in the medical industry. Questionnaires were given to company leaders asking about human resource practices. The results of the study found that regardless of whether a company was for-profit or non-profit, human resource practices that actually integrated people and their functions resulted in better performance for the company. As the authors of the study state: The evidence suggests that as the health sector experiences more global reform in terms of policy and managerial changes (EOHCS 2001) Australian HS firms emphasize the buying of skills, experience and knowledge through selective staffing and other human capital-enhancing practices. Researchers such as Snell and Dean (1992) conclude that the adoption of these strategic initiatives are related to the adoption of strategic HRM and those practices that focus on the creation of human capital required for mastering the new managerial and medical systems and techniques. In this instance, HRM has been used to ensure that human resources are selected to add value to the firms’ quest for efficiency, effectiveness and economy in the Australian health sector (325). Now, at this point, some might argue that about the ability to take research from one area of the world, or even in one sector, and generalize the findings to all companies and how human resources should be managed across the spectrum. The fact of the matter is that this is an important area of discussion. The research that has been presented clearly shows that the notion of human resource management in companies is changing because it is  good for the companies. In organizations where human resource departments are given the authority to integrate their tasks and to worry about the resources that they are supposed to be in charge of, the result has been companies with better levels of overall performance. Still, the argument remains as to the ability to generalize these findings. However, in light of the information that is available, it clearly seems that more research and even more practice is warranted. As Wright, Snell Dyer state quite clearly: The conference at Cornell was s uccessful in bringing together leading HR academics from around the globe to enhance the emerging international dialogue on SHRM theory and research. The resulting papers suggest general agreement on one point: that differences in institutional environments, and perhaps cultures, serve as boundary conditions with respect to the generalizability of our models and empirical results. Clearly, however, there is less agreement about the nature of these boundary conditions and the direction and magnitude of their effects, or on the stakeholder vs stockholder controversy. We hope that SHRM theorists and researchers in all corners of the globe will see this situation as a challenge. The papers in this volume represent a promising start. The task now is to build on this work by incorporating a fuller range of boundary conditions in our research, explicitly wrestling with the global universality vs local adaptability issue and experimenting with a wider range of outcomes in our models and studies preferably doing so through networks of international collaborations and consortiums. Ultimately, we must make absolutely certain that our field continues to hold its own in the ubiquitous drive to globalize (879). Based on the studies and opinions from scholars in the field of human resource management, it is clear that HR departments must change their focus on how they view people, and how those people fit into the organization. This change must come at the management level, and must actually see human resource departments as part of the management level, rather than as simply another part of the organization that can be ignored. Kazmi Ahmad (2001) explain the types of questions and focus that comes when human resources are seen as being part of the management level in a company. For example, in the personnel selection/placement area, operational-level activities include the  annual staffing and recruitment plans. The managerial-level is more concerned with staff planning for the intermediate-range future. A question posed at the managerial-level is, for instance, if the company is about to set up two plants in different parts of the country, what kind of people will be needed and how will they be found? Strategic-level activities look on the long-term future. Here a question such as this could be posed: what kind of people will be needed to manage and run the organization in the future? The implications of the long-run position are then retraced to guide current selection, placement, and training practices. If, say, a major oil company formulates a strategic plan for major diversification by the year 2005, a relevant question would be: what kind of people should it be recruiting now so that it will have employees capable of running the diversified company five years and beyond? (135). Of course, with all of this discussion about moving human resources to the role of being a strategic part of a company, Schuler (1992: 25) explains that human resource departments need to be part of the team that not only makes strategic decisions, but also helps to set some of the tone for the company. For example, he explains that human resources can take on three roles: a leadership role, a managerial role, and an operational role. In the leadership role, HR helps to steer the direction of the employees of the company. This can include attitudes and culture that exist in the way that employees approach their jobs and the people they serve. In the managerial role, HR acts to give employees the training and direction they need. HR also gives feedback to the work that is being done, and ways that employees can improve. HR can also help to direct how people work together to get tasks done efficiently. Finally, in the operational role, HR helps to set the function of certain roles. This can be as simple as telling employees that they must smile and greet customers by name. However, in the light of various functions, HR departments must see themselves as part of the company that actually helps to build profits and results. They can no longer see themselves as simply working for a company. They must see themselves as actually moving a company forward, and having to produce results to show that work and effort. Rogers Wright (1998) explain this idea. Universal application of macro HRM models of analysis  with dynamic constructs for performance may prove more achievable and useful than the search for a single universal linkage of micro HR to a particular measure of organizational performance. Just as happened with the field of economics, human resources management is developing a clearly distinguishable macro side. The HR field must face the questions of micro-macro linkage, bias in aggregation, and plausible mechanisms of action to connect individual human activity in the form of HRM with organizational performance. How these questions are answered will in large part determine the direction and utility of the filed in the next decade. A case has been made for expanding the concept of performance to enable establishment of a general construct for organizational performance through the adoption of a performance information market concept. The PIM concept needs to be equipped with variables and the model’s mechanism of interaction verified by empirical investigations (328). Problems and Opportunities of Becoming Strategic Based on the information that was provided in the literature review, it should become clearer that a transition from simple human resource management to strategic human resource management is not going to be something that is going to result in just opportunities for human resource departments. Instead, there are also going to be problems and areas of concern along the way. All of these areas must be addressed and dealt with my HR departments if they are going to be part of the strategic process in companies in the future. First, with the transition to strategic human resources, HR departments are going to be held accountable for the work that they perform. This means that they cannot simply sit on the sidelines and expect to reap the benefits of being treated like part of the management team without gaining some of the pressures and responsibilities that come with actually being part of the management. This is going to result in HR managers and departments having to actually justify their existence. They are going to have their own goals and objectives that will have to be met. Even more, they are going to have to answer to the senior management of the companies for which they work, as well as the investors of the companies, when the decisions they have  undertaken to obtain qualified employees or to hold on to employees do not go as planned. They are also going to be expected to communicate problems and concerns more openly, rather than lurking in the shadows waiting to be noticed by those in power . Another area of opportunity or problem, depending on where you stand, is going to be that human resource personnel can no longer be people who sit and shuffle paper. It will not matter if we are talking about the HR manager or the associate sitting in the office. The fact of the matter, everyone who works in the HR department is going to have to be trained not only in how to interview and hire employees, but also how to develop plans to deal with strategies that will move a company forward. In fact, it does not seem far-fetched at all to assume that more time will be spent by those in HR departments developing strategies and analyzing what is working and what is not as it relates to employee operation and performance. Of course, with all of these areas of concern will come many opportunities and benefits for HR departments to work toward SHRM. First, this is the chance for those who work in HR departments to truly be taken seriously as leaders and managers. They can come out of the shadows and stop being seen as employees who are removed from the actual work that is being done in the company. Instead, they can be viewed by employees as being relevant to the operations of the company. These individuals can also be seen as having the abilities to truly be effective leaders. At the same time, all of this promises success for more than just the companies or those who work in HR departments. The change from human resource management to SHRM will mean that employees will be recruited with the idea that they are truly valuable, and how they are treated is important for the future of individual companies. Of course, for employees and potential employees, this will also spell added responsibility. Employees will have to show that they have the skills and qualifications that are necessary for the specific job or function they will play within the company. However, they will also need to show that they can learn and expand as the strategic plans and goals for the company change. Just as HR  managers will have to adjust, the move to SHRM means employees will be affected, and they will have to change as well. However, if all of this comes together, the end result should be a great improvement in how companies operate. The research shows that companies that are involved with SHRM perform at a higher level. The research also shows that these companies are in a better place to provide world-class service. Application of SHRM to an Organization Now that we have analyzed the research leading to SHRM, it is time to turn back to Televox Software and the ways in which it can improve upon SHRM in its operation. First and foremost, the research shows that HR departments must communicate clearly and accurately the expectations to new employees. At Televox, new employees are not always give the full range of their duties until they have already been on the job. It is true that they are given the specific duties of the job for which they are hired. However, they are often not told that they will be cross-trained to handle duties of other employees with those employees are not available to help customers or are on vacation. This sometimes leads to employees who are not happy with the job once they are hired. A move to SHRM at the company will mean that the full range of expectations and duties will be provided to employees from the beginning. In fact, a move to SHRM would mean that he HR department would seek out employees who enjoy the challenge of actually having to take on duties that are outside of their specific roles within the company. Instead of hiring people who are only skilled at one job, and only want to be skilled in that job, those who make hiring decisions would work to gain employees that want to be well-versed in many duties within the organization. At the same time, a move to SHRM would make the company realize that having skilled employees who are motivated by the strategic plans for the company have to be compensated and treated with respect and dignity. Currently, the company shows its respect for employees in basic ways, such as to give away free lunch and other items. However, when it comes to listening to employee concerns about working conditions, the company is not always responsive,  either openly or in future moves of the company. The organization needs to show more openly that it takes employee concerns seriously, and that it realizes the employees are trained and skilled enough to know when to provide feedback about working conditions that should be taken seriously by management (McMahan, Bell Virick 1998: 198). Of course, it must be understood that moving closer to full SHRM is not going to be something that can occur in a short amount of time. The reason for this is that the company have dozens of employees that have been with the company for years. Adjusting to a way of doing business that focuses more on employee skills may be something that is not taken seriously by existing employees. The result is going to be some who are on board with the SHRM measures, and some who are not. All employees will have to be brought up to speed with the new plans, or some employees will have to be informed of the consequences of not getting on board with the new strategic plans for the company. In the end, the research and actual application of SHRM shows that moving in this direction is good for companies. However, the research should leave no doubt that the transition is difficult, and it does require changing well-established attitudes and roles. These are attitudes that have existed for decades, and they are not going to change quickly. 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