essay Essays - Creative Works, Films, English-language Films

Throughout time, a person's upbringing has a lot to do with their surroundings and environment. After readingTheHate U Give' by Angie Thomas, and Romeo Juliet' by William Shakespeare, I have come to the conclusion that the environment helps shape characters. The characters that willdiscussedare, Starr Cater(The HateU Give), and Juliet Capulet (Romeo and Juliet). Two of the main female characters in both books. In both novels, it is evident that theirenvironmentsare responsible for the final outcomes of Starr and Juliet. The Hate U Give' by Angie Thomas, follows the life of an African-American teenaged girl named Starr Carter. Starr witnesses her unarmedAfrican Americanfriend get shot and murdered by a white police officer. The rest of the story follows Starrandherjourneyfor justice for her friend that was murdered. One example of how theenvironmenthelps shapestarr'scharacter is, whenstarrtells astory ofwhat her parents told her when she was twelve. When Starr was twelve, her parents told her what to as a black person(inAmerica) when stopped by a police officer. This example helps shapestarr'scharacter because of the environment she lives in, her parents must tell her about the difficulties of being black in America. The second example is when Starr says Garden heights (her neighborhood), is her home and is who she is. Starr explains that being raised in the projects is the reason she is the person she is today. Secondly, Romeo Juliet by William Shakespeare, is a story about two feuding families (Capulet's and Montague's) who's children Romeo and Juliet have fallenin love. The two were so blindlyinlovethat itledto their death. An example of how Juliet's environmenthelpshape Juliet, is when she wanted to keep her love for Romeo a secret from her family. Because of the history between the Capulets and the Montagues. Another example is when Juliet would go to friarLaurenceschurch. FriarLaurenceschurch is the only place Juliet was allowed to go. The church is a placewhereboth Capulets and Montagues would go. Juliet would meet with Romeo at the church. Theenvirnmentshaped herbecause,it was the only place she was allowed to be with her loved one. In conclusion, with the information that was written down. It is very clear that environments help shape characters. This is present in both Starr, and Juliet. That being said Starr and Juliet's environments and surroundings are responsible for the final outcome of both characters.

Why girls like pink color free essay sample

Generally it is believed that girls like pink color and boys prefer blue color over others. But if one closely examines this concept (or misconception!), one realizes that it is not true. It is not that girls are genetically programmed to like pink. Then why this mass belief that girls like pink? Actually all this is a market gimmick which has been so strongly reinforced on our mindsets through aggressive marketing of products that we have begun to belief that girls like pink and boys like blue. Think of the instances, when your friends and family members began to decorate the room of the baby girl in pink colors the moments she was born. Her cupboard was full of pink clothes and even her toiletries came packed in pink color. The poor girl actually stepped in a world where it was customized in a way that she was left with no choice but pink color. We will write a custom essay sample on Why girls like pink color or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Obviously she was made to believe that pink color symbolizes femininity, sophistication and beauty and being a girl she should be attributed with all these traits. Such stereotyping and conditioning makes girls believe that they have to like pink color. A recent research conducted by Time magazine shows that girls do not like pink color instinctively. The research rather suggested that all people irrespective of their gender like color blue. Of course the choice of shades varied among men and women. Women preferred more of reddish – purple shades of blue while boys preferred blue-green shades. The researchers have further mentioned that the difference in the choice of hues has their origin in gender specific tasks men and women have been doing since time immemorial. Men used to go out, hunt and earn bread for family while women used to go to jungle for hunting various fruits and vegetables for making meals of the family.

Counseling Gay, Lesbian, Bisexual and Transgendered Individuals

Counseling Gay, Lesbian, Bisexual and Transgendered Individuals Free Online Research Papers Homosexuality is defined as sexual attraction to a person of the same sex (Sue Sue, 2008). Because gay, lesbian, bisexual and transgender (GLBT) individuals are reluctant to identify themselves it is difficult to get an accurate estimates of their numbers. Sue and Sue (2008) estimate that approximately 4-10 percent of the U.S. population is homosexual. It is impossible to describe a unified reality that fits every GLBT individual because within this large and diverse group there are multiple realities (Brown, 1989). The experience of each individual within this group is different depending on ethnic group, religious background, age, degree of â€Å"outness†, and gender. Even within this group there are divisions and hierarchies. According to one bisexual person: Transgendered people are the second-class citizens, and bisexuals are below even them. We’re the white trash of the gay world, a group whom it is socially acceptable not to accept. Feeling awkward among straight is what it feels like to be bi. Being distrusted among gays is what it feels like too. (as cited in Sue Sue, 2008) Gay, lesbian, bisexual and transgendered individuals are often viewed as a threat to the structure of society and face anger, threats, and hostility each day, often in the name of God (Deeb-Sossa Kane, 2007). Issues in Counseling Gay, Lesbian, Bisexual and Transgendered Clients Gay, Lesbian, Bisexual and Transgendered individuals face many of the same issues as heterosexuals including: depression, low self-esteem, physical or sexual abuse, and difficulties with relationships and careers (Brown, 1989; Sue Sue 2008). In addition, GLBT individuals also face issues that are associated with their sexual minority status. As a sexual minority GLBT individuals still face discrimination and hostility (Frost Meyer, 2009; Herek, Gillis, Cogan, 2009). Gays and lesbians are more than twice as likely as heterosexuals to experience sexual abuse as adults. They are also at higher risk for Major Depression, Generalized Anxiety Disorder and substance and alcohol related problems (Sue Sue, 2008). While the American Psychiatric Association has removed homosexuality from the Diagnostic and Statistical Manual of Mental Disorders (DSM) many therapists continue to see homosexuality as a mental illness (Sue Sue, 2008). Gender identity issues and cross-dressing are still i ncluded in the DSM (American Psychiatric Association, 2000). Kirk and Belovics (2008) explored some of the unique issues faced by transgender individuals including discrimination in hiring practices and problems with supervisors over how to dress and which restroom to use. Many of the problems that bring GLBT individuals into counseling are the result of internalizing society’s negative view of homosexuality (Herek, et al. 2009; Sue and Sue, 2008). The term sexual stigma refers to the negative regard and inferior status that society places on anyone not associated with heterosexual activities and relationships (Herek, et al. 2009; Frost Meyer, 2009). According to Herek et al. (2009) Heterosexuality is viewed as the norm, and children are socialized to believe that everyone is heterosexual (the â€Å"heterosexual assumption†) and that they will grow up to be heterosexual. As a result sexual minorities are viewed as abnormal, unnatural and inferior (Brown, 1989). Gay, lesbian, bisexual and transgender individuals grow up with these messages and they become internalized and lead to negative feelings toward themselves and other GLBT individuals. Frost and Meyer (2009) showed that there is a strong correlation between internalized homop hobia and relationship problems among GLBT couples. The issue of â€Å"coming out† is another problem unique to the GLBT population. Unlike many other minority groups that may find a sense of belonging with their shared racial or ethnic background within their family circle, GLBT individuals are often ostracized by their family of origin or find it necessary to hide their sexual orientation from those to whom they are closest (Sue Sue, 2008). The revelation of sexual orientation is often met with anger, grief or guilt. It is the role of the counselor to help the client decide to whom and how to come out, and to help them find support among their family, friends or community after coming out. As in working with any person or couple in therapy it is important to see GLBT clients first and foremost as unique individuals. Counselors need to be aware of their personal beliefs and biases when working with GLBT clients and avoid focusing on sexual orientation when it is not necessary (Brown, 1989; Mohr, Weiner, Chopp, Wong, 2009; Sue Sue, 2008; Williams, 2005). Mohr et al. (2009) found that â€Å"client bisexuality had a strong effect on judgments regarding the relevance of clinical issues that were related to bisexual stereotypes but not directly related to the presenting problem† (p. 172). Many of the mental health issues faced by GLBT individuals are the result of internalizing society’s negative messages about homosexuality (Herek, et al., 2009). By challenging society’s assumptions about gender and gender roles feminist therapy provides a framework for exploring the sources of internalized stigma and bias. Feminist counselors also work to depathologize traits that have historically been associated with women and are therefore seen as undesirable (Corey, 2009). This can be extremely beneficial in helping clients to see themselves in a positive light instead of as mentally ill. Feminist Theory Unlike many other theories feminist theory does not have a single founder, but is the result of decades of scholarly conversation and collaboration among women across many disciplines from politics to religion (Corey, 2009; Walters, 2005). According to Walters (2005) women began to speak for themselves and their sex as early as the 1600s. The consciousness raising groups of the 1960s led to changes in the way female therapists practiced (Corey, 2009). Feminist therapy moved from what Williams (2005) described as the eurocentric counseling therapies that held white, middle-class, heterosexual men as the norm and equated mental health with the masculine traits of individualism, independence, and autonomy, to a more egalitarian form of counseling that valued women’s experiences and looked at the way women were constrained by traditional female roles (Corey, 2009). In the 1970s the â€Å"second wave† of feminism attempted to unite all these ideas into a set of philosophies of feminism: liberal, cultural, radical and socialist feminist (Corey, 2009; Walters, 2005). The prominent feminists of the 1970s tended to be white, middle-class and heterosexual and were criticized for excluding the voices of women of color, sexual minorities and women of lower socioeconomic status (Calhoun, 2000). In response, contemporary feminism, embraces diversity and attempts to be more culturally sensitive and inclusive of all women, including lesbians (Corey, 2009). Feminist Therapy and the Gay, Lesbian, Bisexual and Transgender Client Although it has traditionally focused on women and women’s issues feminist therapy is appropriate for exploring many of the issues facing GLBT individuals. Through techniques such as gender-role analysis, gender-role intervention and power analysis, feminist therapists help clients to recognize how they have internalized society’s negative messages about gender and the way they have been socialized into gender-roles. They work with their clients to understand how sexist and oppressive beliefs affect them in negative ways (Corey, 2009). In exploring how gender-roles are the result of socialization gay, lesbian, bisexual and transgender individuals become free to explore their own heterosexual biases and to determine that they have the freedom to define themselves and their identity as â€Å"man† or â€Å"woman† in ways that are more authentic and beneficial (Brown, 1989; Calhoun, 2000). A basic tenet of feminist theory is â€Å"the personal is political† (Corey, 2009). One of the main goals of feminist therapy is to help clients become empowered to change the sociopolitical environment that has historically oppressed them. Calhoun (2000) cautions against assuming the political agenda for GLBT individuals is the same as for white, heterosexual women. Marriage, which has historically been an institution of subordination for women, should be viewed as empowering GLBT individuals. It not only grants access to material and social benefits, but is also the core normative institution around which society is based. To bar sexual minorities from this institution is displace them from entering fully into society. Brown (1989) argues that feminist therapy can be accused of being heterosexist as it still relies on defining people according to the labels â€Å"women† and â€Å"men† and doesn’t take into account the unique experiences and traits of GLBT individuals, the â€Å"third sex†. She proposes a new paradigm that includes the unique experiences of lesbians and gays. Like many biracial individuals gay and lesbians are able to pass as members of the dominant culture and may disown parts of themselves or others that don’t fit with cultural ideals. Counselors need to be sensitive to this issue and help their clients to be comfortable with expressing the full range of their identity and experience. Summary As a minority group GLBT individuals face discrimination and violence and are not allowed to participate fully in society (Calhoun, 2000). A feminist framework can be very effective in counseling GLBT individuals by challenging the negative messages about sexual orientation and gender roles they have internalized from society, by empowering them to take personal and social action, and by allowing them to explore ways to live authentically. This paper has touched on only a few of the issues counselors may face in working with GLBT individuals. This group is made up of many unique individuals with a wide range of backgrounds and experiences and a variety of issues they wish to work on in counseling. They also share common issues as a result of their sexual minority status. While these issues are complex, it is important for counselors to treat each client as a person first, and to be sensitive to the culture and experiences of each client. Counselors should use their experience and knowledge to understand the issues their client’s bring into the therapeutic relationship and to discern whether sexual orientation has any bearing on the issues presented. In order to work effectively with GLBT clients it is necessary for counselors to examine their own personal biases and gender socialization process. It is also important that they respect the needs of each client, and avoid pushing their personal feminist agenda on any client (Corey, 2009). References American Psychiatric Association (2000). Diagnostic and Statistical Manual of Mental Disorders (4th ed.). Text Revision. Washington, DC: Author. Bitter, J. R. (2009). Theory and Practice of Family Therapy and Counseling. Canada: Brooks/Cole. Brown, L.S. (1989). New voices, new visions: toward a lesbian/gay paradigm for psychology. Psychology of Women Quarterly, (13) 445-458. Retrieved from ERIC database Calhoun, C. (2000). Feminism, the Family, and the Politics of the Closet. New York, NY: Oxford University Press. Corey, G. (2009). Theory and Practice of Counseling and Psychotherapy (8th ed.). Belmont, CA: Thomson Brooks/Cole. Deeb-Sossa, N., Kane, H. (2007). It’s the word of god: student’s resistance to questioning and overcoming heterosexism. Feminist Teacher, (17)2. 151-159. Retrieved from ERIC database Frost, D.M., Meyer, I.H. (2009). Internalized homophobia and relationship quality among lesbians, gay men, and bisexuals. Journal of Counseling Psychology. 53(1). 97-109. Retrieved from ERIC database Herek, G.M, Gillis, R.J., Cogan, J.C. (2009). Internalized stigma among sexual minority adults: Insights from a social psychological perspective. Journal of Counseling Psychology. 53(1). 32-43. Retrieved from ERIC database Kirk, J., Belovics, R. (2008). Understanding and Counseling Transgender Clients. Journal of Employment Counseling, 45(1), 29-36. Retrieved from ERIC database Mohr, J.J., Weiner, J.L., Chopp, R.M., Wong, S.J. (2009). Effects of client bisexuality on clinical judgment: when is bias most likely to occur?. Journal of Counseling Psychology, (56)1, 164-175. Retrieved from ERIC database Sue, D.W., Sue, D. (2008). Counseling sexual minorities. Counseling the Culturally Diverse: Theory and Practice (5th ed.). 443-454. Hoboken, NJ: John Wiley and Sons, Inc. Walters, M. (2005). Feminism: a Very Short Introduction. New York, NY: Oxford University Press. Williams, C.B. (2005). Counseling African American women: Multiple identities-multiple constraints. Journal of Counseling and Development (83). 278-283. Retrieved from ERIC database Research Papers on Counseling Gay, Lesbian, Bisexual and Transgendered IndividualsInfluences of Socio-Economic Status of Married MalesRelationship between Media Coverage and Social andThree Concepts of PsychodynamicResearch Process Part OneThe Relationship Between Delinquency and Drug UseTwilight of the UAWHip-Hop is Art19 Century Society: A Deeply Divided EraLifes What IfsNever Been Kicked Out of a Place This Nice

Free sample - Usage of Internet and Email. translation missing

Usage of Internet and Email. Usage of Internet and EmailNowadays it is very difficult to imagine modern world without computer technologies and using of computer programs as practically every sphere of our life is connected with them. Computers and Internet constitute rather big part of business life, as it is very difficult to control work without computers and Internet (Soong, 2010, p. 15).   It is understood that with the appearance and development of Internet, it became one of the most effective methods of influence, controlling and sharing information. Internet and everything that is connected with cyber industry affect people greatly. Such democratization of Internet and IT technologies means people are able to share their points of view and visions of certain problems despite their geographical location (Hatchen, 2000, p. 34). People can share messages by means of internet with the high speeds because they are shared by means social networks. It means that everyone is struggling for attention and place in a media environment. This environment now is cramped with information. Needless to say, that modern society is very dependent upon Internet and popular networks that became inevitable part of life of every user.   Every day life is hard to imagine without Internet and IT technologies. With their help, it is easier to tell the public about technological improvements and events from social and political spheres.   Whatever the reason or interest is, any person has the opportunity to transmit a message through the Internet and this massage can be potentially heard by thousand of people all over the world. This means of taking information is very hard to substitute. I am a current employee of the company dealing with the development and delivery of the trade equipment. In our company, the use of Internet and corporate email has become an inevitable part of the working process. The use of e-mails as a means of sharing information and communication becomes very popular in any company or organization, as this is a very simple process requiring minimum time and strengths. This means of communication and sharing the data and information is very popular and widely spread from the point of view convenience and time-consumption. The development of Internet and its implementation made the process of communication easier and faster. It gained great popularity among the employees, as Internet allows being aware of the information necessary for the production process and communication. As usual, every company is provided with the personal server that is able to serve the consumers of the company, where every employee is provided with the personal corporate e-mail address in order to communicate and share messages within the company (Kirshenbaum, 2009, p. 23). As a rule, the content of the shared information and emails is strictly controlled by the management of the or ganization in order to prevent frauds, viruses and leakage of personal and corporate information. In this case, the companies make use of the privacy policy. One of the main aims of such policy is to prevent computers from the illegal access, use of information by the third persons and fraud and viruses invasions. In my company, this kind of policy is provided by means of computers’ protection from outside users. The IT managers entitled to use the personal information of the employees to protect it from illegal utilization. It is one of the most popular and reliable measures, as not every employee can distinguish potential danger and see that the E-mail box, containing his or her personal information, stored in his computer was broken and used. There are a lot of measures the companies should take to protect and guard their networks. A good safety plan outlining essential safety measures is required for quick reply and disaster revival. Auditing, tracking and constant monito ring of the network should be conducted to distinguish leaks and intrusions. Moreover, different kinds of firewalls and other appliances of software and hardware can become helpful for discouraging network intruders. A great number of companies use some regulations and laws that are developed to protect personal information of the employees stored in their computers. This is the email privacy used by very company on the legal basis. Email privacy was elaborated by the US government and is derived from the Fourth Amendment to the U.S. Constitution. This policy is governed by the standard of reasonable expectation of privacy. According t this policy, the managerial of every American company is able to control e-mail and Internet use of the employees during their working hours. Moreover, the regulations of the privacy policy presupposes constant monitoring of email boxes and websites visited by he employees within working day. Most employers make their employees sign a computer and network use policy that usually sets forth that their email should be to be used merely for business purposes and entitles the employer to monitor usage of email and computer.   This agreement usually deprives an employ ee of any rational expectation of privacy, and means that the emails of the employees are fair game for the employer to seek through.   Employers, disparate from law enforcement, do not have many obstacles averting them from checking the emails of the employers. It is only a matter of business as the employees should take into account the fact that theory can cause difficulties to their business, that is why, the main aim of the agreement of privacy policy is to protect the company, but not to adversely modify the rights of the employees (Levmore and Nussbaum, 2010, p. 45). Privacy policy measures are forwarded to protect company from illegal usage and leakage of business information through the emails of its employees. Every company should control usage of Internet usage and content of email messaging. It is regulated by the current legislation and every employee should stick to the laws of privacy policy. The employees realize that the privacy policy is very significant for the both, them and their company. It is an inevitable part of the policy of every company used to prevent the leakage of company’s information and preserve the order within the organization. As usual, privacy policy does not have any negative effect on the employees. Indeed, it makes them more careful and watchful concerning the problem of security and privacy, as privacy at work is a half of success of every organization. Reference List Hatchen, W.A. and Hatchen, H. (2000). The World News Prism: Changing Media of International Communications. Iowa: Iowa State University PressNissenbaum, H. ( 2009) Privacy in Context: Technology, Policy, and the Integrity of Social Life (Stanford Law Books). Stanford: Stanford Law BooksLevmore, S. and Nussbaum, M. ( 2010) The Offensive Internet: Speech, Privacy, and Reputation. New York: Harvard University PressSoong J., (2010) When Technology Addiction Takes Over Your Life. Boston: Wiley

Case Brief Essay Example | Topics and Well Written Essays - 250 words

Case Brief - Essay Example The franchise agreement consisted of a printed form prepared by respondent, and, with a specific exception for income from property management services, provided in pertinent part as follows: â€Å"Franchise {appellant} agrees to pay†¦ a ‘service fee’ equal to 6 percent of Franchisee’s gross income derived from all transactions for which a real estate license or securities license is required. At the franchise location covered by the agreement, in addition to negotiating real estate sales and purchases for clients, appellant also maintained an escrow department which represented to the public at large that it was operating under a Century 22 franchise. Appellant charged its sellers and buyer separate and distinct fees for escrow services from fees collected on sales commissions. Appellant was not licensed to act as an escrow agent under the general provisions of financial Code section 17000 et seq. (the Escrow Law). However, appellant did act as an escrow agent under an exception to the Escrow Law-- Financial Code section 17006, subdivision (d). The terms of the franchise agreement provided that appellant corporation was to maintain certain prescribed records and reports to respondent those transactions for which a service fee was payable. During the time of the agreement, appellant failed to report any transactions or income received from the operation of its ‘escrow† business. Upon the termination of the franchise agreement, respondent conducted an audit of the books and records of appellant’s franchise. The audit was authorized by the franchise agreement. During the audit, respondent discovered that appellant had not paid a service fee for the income derived from escrow services. Respondent demanded payment from appellant, and from defendant, Nick Rockton. Appellant and defendant Nick Rockton refused to pay since they did not think that the agreement covered income derived from escrow services. This

The Effects of Budget Shifts Essay Example | Topics and Well Written Essays - 2500 words

The Effects of Budget Shifts - Essay Example None of us at that point imagined the far reaching effects of that day. The concrete and twisted metal may be gone now from Ground Zero, but we are still left to clean up the remainder of the rubble that was left in its wake. We are faced with too few dollars and too much to do. 9/11 and its aftermath has forced us to shift from concentrating on routine law enforcement functions to that of developing and sustaining expensive anti-terrorism programs. The already strained California budget needs to address both funding for anti-terrorism and meeting the needs of its citizens. The question becomes how do we balance both and how has this shift impacted the people of California. At the onset of researching this topic it was necessary to understand the current climate of the California residents and how they view the impact the increased anti-terrorism initiatives have had on their lives. I have found numerous articles addressing the current budget crisis as it relates to anti-terrorism program expenditures. Following are several examples representing the climate since the initiatives have been launched. September 5, 2004 an article appeared in the San Francisco Chronicle. It stated that "officials have used federal anti-terrorism money to purchase equipment and cover police work not directly related to the war on terror. As a result, nearly half of California's security funding through the last fiscal year, about $128 million, went to areas outside the five counties with the state's top 10 terrorist targets. Almost $8 million flowed to counties with no targets whatsoever." (Newspapers: California, n.p.) The article went on to say that there were no policies in place to direct local agencies on how appropriated money should be spent. Even more frightening the articled continued "Although federal spending for homeland security is expected to climb over the next five years to $27 billion, emergency first responders could require as much as four times that amount, experts say. But Congress may not make that available if it determines that state and local officials have spent the fundin g on needs other than protecting against terrorism." (Newspapers: California, 2004, n.p.) With spiraling costs and a lack of direction by federal government on what they consider appropriate, expenditures could force California further into financial crisis. It appears that there is a severe lack of coordination in the dispensing of federal aid to states in support of anti-terrorism programs. It was reported in The Daily Californian October 6, 2004 that "The Department of Homeland Security has made more than $175 million in grants available to California in 2004. But some local emergency response officials said red tape attached to the department's grants has needlessly hindered their work." (Wohlsen, n.p.) To make matters worse the article said that often agencies must first pay for the anti-terrorism programs or equiptment out of their own budget and then wait for reimbursement from the federal government. This often creates additional problems as the amount of money needed often exceeds the funds that these agencies

Organisation & Behaviour Essay Example | Topics and Well Written Essays - 6250 words

Organisation & Behaviour - Essay Example een studied by taking into consideration a multinational company, namely Goldman Sachs and a domestic business based in UK, namely Carrington Carr Group. The ways in which organization behaviour have been able to influence the business performance of Goldman Sachs and Carrington Carr have been compared in this work. The leadership style and the motivational approaches followed in these companies have been studied to determine their impacts on the individual and group behaviour in the workplace. The role of technology in effective functioning of the business teams especially in case of wide spread business units have been studied in this work. Based on the comparative evaluation of the two organizations and the behaviour of their employees in the workplace, the key factors for influencing the organizational behaviour and long term value of the business has been recommended. The two organizations chosen for this discussion or organization and behaviour are Goldman Sachs and Carrington Carr Group. Carrington Carr Group is the domestic company that is based in UK while Goldman Sachs is the multinational company in the same industry that deals with the products of financial services, wealth management, investment and insurance. Goldman Sachs is a leading investment bank that provides financial services in the form of investment management and wealth management services to its clients and includes a wide range of products including mutual funds, asset portfolio with a mix of debt, equity, insurance products, etc. Goldman Sachs is headquartered in US with its business spread across various countries all over the world offering investment services and advisory services in the areas of wealth management, protection, etc. The organizational structure of Goldman Sachs reveals that the US based investment banker and financial advisor is governed by a Board of Directors that is headed by their Chairman and Chief Executive Officer with as many as 13 members in the Board. The

Answer Questions1. Why do you think gender is an important aspect of Essay

Answer Questions1. Why do you think gender is an important aspect of environment-society relations 2. Imagine that you are - Essay Example Males and females use resources distinctively and possess distinct responsibilities in the community. To maintain efficiency, strategies to conserve the environment should thus pay close concentration to the effect of differences between females and males on availability of resources and probabilities. Several individuals apart from worrying concerning class and race, they are as well concerned about environmental justice research on the responsibility of gender in environmental changes, disaster, and politics, a system generally known as eco-feminist. In a shocking number of instances, females have led complaints against dangerous materials. Women constitute 60%-80% of the membership of conventional environmental institutions; however, they appear even further highly in grassroots institutions handling environmental wellbeing and associated matters. The antitoxins parties of the historic half century have greatly remained ruled by females, as well as great profile scientists such as Rachel Carson, including national activists such as Lois Gibbs and Erin Brockovich. Many people claim this is so since role for the wellbeing and caring for the family customarily falls to females in several traditions, hence they are the first to detect, and act to object environmental hazards that are items of industrialist creation. This rank in the family is nevertheless, not founded on any intrinsic features of females. However, it is a societal situation, which branches, in the contemporary economic scheme. Traditionally, males were taken away from the home surroundings to do salary job, and females were left at the residence and provided the role to offer clothing, food, and different primary essentials for the whole family (Geo 103, Binoy, 2013). Similarly, the views and interests of females in this state have been at instances sadly ignored by professionals. Females always launch first protests concerning what are just later recognized as key environmental disasters. For e xample, in the case of Love Canal, a notorious New York housing development fraught with asthma, urinary tract diseases, and epilepsy that was finally revealed to be placed atop chemical dissipate, female protesters were send away as â€Å"hysterical housewives†. This categorization by the media and by the organizations engaged in dumping was applied to claim that the female protesters had inadequate understanding, professionalism, or lucid judgment. Protesters mainly females, who hold further experiential opinions of what kinds of environmental challenges the community encounters test this scientism. This type of association to the environment means that females always detect subtle reforms in the environment that may be overlooked by huge environmental teams further concerned with matters such as wilderness or biodiversity conservation (Geo 103, Binoy, 2013). A different dimension where gender is evident is in the mining industry. Mining is an old human task, with a ‘ troubled’ past and a challenging association with economic growth. Arguments do not conclude there; mining has as well turned to intensely associated with masculinity. Despite it being naturalized in several ways, masculinity is not the ordinary method of mining; this method of reasoning does not value

The Natural Essay Example | Topics and Well Written Essays - 750 words

The Natural - Essay Example Hobbs’ ambition to excel in baseball is significantly affected when a woman whose motivation is not known, because she does not give any reason to explain her actions shoots, him in the leg. The novel is based on Hobbs’s challenges of getting back to his feet and getting back into baseball. This paper seeks to discuss symbolism in the novel titled The Natural by Bernard Malamud. There is the part where a tree is struck by lightning and Roy Hobbs proceeds to make a baseball bat out the wood from the struck down tree. This can be construed to mean that it was Hobbs’ way of being baptized by fire in order to become better. Hobbs is shown being good in the scene as a pitcher, but he is even a better batter where his legend is established for the rest of the novel (Malamund 120). Every time that Hobbs pitched would have restricted if he had not overcome his being shot and the adversity that he faced after the fact, and his reinvention as an even greater ball player. T he lightning bolt that hit the tree is indicated to have been on the bat, and his wearing the significant number nine in baseball. Hobbs and Ted Williams are both illustrated wearing red, and they are both honoured during the final bats of their careers. Hobbs bat is modelled after that of Ted Williams and shoeless Joe Jackson, and Hobbs was prosecuted for throwing a game. All of these great athletes had names for their baseball bats, which they held onto jealously and fervently. The use of symbolism in the novel is vital in helping the reader understand the theme and the meaning of the novel as well as the time in which it took place. Symbolism takes the form of characters like women who strongly influence Hobbs’ actions and emotions. Harriet Bird is a woman that Hobbs falls in love with first, and he does almost anything possible in his position gain her attention. Harriet Bird uses Hobbs infatuation with her to seduce and lure him into her room where shoots him in the stom ach which prevents him from joining the Chicago Cubs. Symbolism is illustrated in major league baseball and how it plays a significant part in the development of both characters and the novel’s story line. The path, which Roy’s career follows, portrays Eddies Waitkus and Babe Ruth’s career. Eddie Waitkus played for the Chicago Cubs for eleven years and the Philadelphia Phillies, and he was also lured into a crazed female fan’s hotel room and shot in the stomach which ended his career in baseball (Solotaroff 68). The same happens, in the novel, and the protagonist misses fifteen years of his career in baseball. Hobbs agreement with the Judge Banner to throw the final game symbolizes the renowned scandal, in the 1919 World Series, which involved Shoeless Joe Jackson and the Chicago Black Sox. Multiple Black Sox players took part in throwing and fixing the series for which they received handsome amounts of cash from bookies and other influential people in so ciety (Cheuse & Delbanco 184). Hobbs does the same in the novel, but in this instance, it is the owner of the club who wants him to throw the game in the final regular season game. This is because this game would determine which team would proceed into the postseason, and Roy Hobbs accepts a monetary bribe from Judge Banner for striking-out every time he bats for the team. The meaning of the term natural has a different meaning in the Middle Ages than it means in baseball terminology or the 21st century, which gives the

Advanced HealthCare Management Assignment Example | Topics and Well Written Essays - 500 words - 3

Advanced HealthCare Management - Assignment Example The first approach which is based on equity in maintaining a smooth business relationship with employers actually stresses fair and equal perception of employees to the tasks accomplished and to the remuneration that is received. Likewise, it was noted that it is natural for people to compare what is received with those that are received by others – given similar inputs. When there is some indication of inequality or unfairness within the work setting, the disparity would ultimately allegedly lead to anxiety, tension, and demotivation in the workplace. In the equity theory, employees apparently judge the fairness of the reward system. The fairness of the reward system was acknowledged to be evaluated in terms of the ratio between an employee’s outcomes and inputs, and on how this ratio compares with those of others. If the employees perceive the reward as equitable, they would probably continue to perform at the same level of output. However, if the reward is perceived as inequitable, they will apparently experience tension that could motivate them to react in a manner so as to reduce the inequity. The reaction would ultimately aim to bring outcomes and inputs on balance with each other and with those of others. The second approach, the expectancy theory reportedly relates to the connection between effort and performance. This theory allegedly indicates the strength of belief that performance will be determined materially by corresponding effort. The stronger the connection between effort and performance, the higher the expectancy. Likewise, one is convinced that the formation of expectancies is influenced by the worker’s own evaluation of his competence. In addition, it was explicitly discussed that the expectancy theory contains four relevant components, to wit: job outcomes; valences (or the individuals’ feelings about the expected job outcomes); instrumentality, which refers to the link between performance

Men Are From Mars, Women Are From Venus

Men Are From Mars, Women Are From Venus Men are from Mars, Women are from Venus is a book written by the psychologist John Gray, which was published in May 1992. It was published in many languages and was a true bestseller. In contrast to many other psychologists, who pay more attention to the similarity between the sexes, Gray focuses specifically on the differences. As an example, a typical problem is that women think that men can not listen. This is due to the fact that in a difficult moment a woman to speak out, and from the man she wants to get support and recognition that its difficulties are significant. A man in a hurry at once wants to find a solution, instead of listening carefully. In the book Men are from Mars, Women are from Venus will be reviewed different problems. For example, another problem is that men think that women try to remake them, like cut and make recommendations. For example, when a man can not do some task independently, the woman thinks that she should help, and begins to give advice. But a ma n sees in this not her help, and distrusts his own abilities, because for men it is important to reach all on his own. Other sex differences discussed in the book are in the points system for men and women, the behavior in stressful situations, etc. Introduction The approach to gender relations in the book is used as a metaphor, the assumption that men and women are so different that they can be regarded as originating from two different planets. It is not just another book of self help but a valuable tool for understanding what really goes on inside the heads of men and women, its changing moods and why those changes occur. One of the highlights of the book talks about the different reactions of men and women facing the same problem, for example, why women love to talk about problems with friends while men prefer to stay quiet, thinking of a solution, what makes women crazy, or because men dont like to request information, or because they hate it when they hear I told you!. Much more than just pointing out the differences, the book teaches how to handle these differences with practical solutions, and thus to save the relationships that seemed doomed to failure. Purpose In interpersonal relationships, man and woman are configured to achieve different goals. Woman set on communication and cooperation, love and understanding. The scientists noted that already in infancy girls are more emotionally responsive to peoples faces, while boys to the shape of objects. Man aims to win the status and authority on competition and its successful completion.Thus, entering into an unfamiliar room, the man first explores the sources of possible threats, scans the inputs and outputs (for possible derogations), sits with his back against the wall, so that he has precise control of the territory. The woman, coming together with him, picks up the emotional climate, draws attention to the interesting personalities, capable of a few minutes to determine the nuances of relationships that in each pair are present, according to Men Are From Mars, Women Are From Venus (2011). Man, conceived to be an exemplary provider and protector, can not stand to make mistakes and show a woman his own weakness or failure. He does not like to hear from womens tips, suggestions, comments, since he hears them about his accusation of incompetence. It will be up to exhaustion that led his wife and children in an unfamiliar place, but never to ask a passer-road. He will be agonizing experience, but not uttered a word with the woman that she did not recognize his failure. Therefore, a woman must be very thin and transparent to the man to direct him where he needs. Generally, for men it is very important to hear from the women that he really gives her all for her happiness, according to Men are from Mars, Women are from Venus: An Analysis of a Potential meme (2007). Sensory organs in a woman are sharper and more sensitive. Emotional adjustment in women is much higher than in men. Women feel thin little change in attitudes and moods, capture non-verbal signals that their brains are continually receives and analyzes information from the outside world. Woman understands the intricate relationship of heroes in movies and books, knows all about the tastes, preferences and problems of their children a man can only assume something. Hearing a woman for several orders of magnitude than the male. A woman knows how to share the sounds, assign them to different categories, to make a decision about each of them (which gives it the ability to simultaneously arguing with her husband, mentor a child and talking with a friend on the phone). Female hearing was originally set up to childs cry thats why for a man would be hard to sleep when the baby is beating in hysterics, and a woman wakes up at the first sound. The boys still in their teens cited a psychological deafness when they hear something that do not want to listen. If a woman wants a man to come up to important information, it is best to submit it in writing, according to Men are from Mars, Women are from Venus? (2007). The book Men are from Mars, Women are from Venus shows the importance of the issue in the society. The topic is extremely important and it is often discussed in the society. As a fact, there are many differences between men and women, which can be easily explained. That is why the book Men are from Mars, Women are from Venus will be interesting for both sexes, as there are many interesting issues discussed, which can contribute to the understanding between the sexes. The most famous book about the relationship between men and women will become movies. Hollywood producers are going to film a series of bestsellers by John Gray Men are from Mars, Women are from Venus, read before Bridget Jones and the millions of women worldwide. Of particular intrigue to this event was attached to that book of Gray its not fiction, and psychological benefits. Incidentally, this is not the first attempt to film the creation of John Gray. The romantic comedy Hes Just Not That Into You is based on the book You just do not like him. Men are from Mars, Women are from Venus was published in 1992 and immediately became a bestseller. Psychologist John Gray wrote a total of 16 books on gender relations, 13 of them dedicated to Mars and Venus. Metaphor, invented by Gray, turned into a real cultural phenomenon. Based on the books, information was delivered to the TV show, a musical, was released a DVD with lectures, the author who brought profits of more than 100 million dollars, and the books themselves separated the 50 millionth circulation in 45 countries. The very first of them lasted for nearly seven years in the bestseller list, The New York Times. Relationships Most problems in relationships, men and women arise because we are really different. And not just different men and women are from different planets. Our approach to most issues is so different that for the understanding of different issues we need a common language. Men are from Mars, Women Are from Venus is a U.S. trial, the best-selling book by John Gray published in 1992. Gray matter includes difference between men and women of essentialist views and exhibits examples and behaviors to allow both sexes to better understand the opposite sex, according to Deborah Cameron (2007). In 2006, the French translation of the book was directed by Thomas Douarec. This show has enjoyed considerable success across the francophone world. The show and book deal with the relationship of the couple in their corner very caricatured (men who do not ask for directions by car or women who carry too many clothes on a journey), traits being pushed deliberately in order to better illustrate and contrast male and female sides of each person, according to Men Are From Mars, Women Are From Venus (2007). About love and sex there is so much said and written, that remains to add that for women love this is poetry, and for the man prose. Man lives with the installation of doing something, he demonstrates a deep love acts (such as conquering a mountain peak or a knock-out carpets). A woman wants beautiful confessions and words. When relations are at a stage of courtship, the man says to a woman more than the rest of his life together is it the needs to achieve his goal in getting the desired girlfriend. In this case it is necessary to seek a compromise a man at times is romantic, and women appreciate what a man does for them. And how many tears shed by women due to the fact that in intimate relationships men pay little attention to caress and touch! Willingness to men for sex at almost any time in any mood (after a quarrel, during the illness of children, etc.) makes a woman think that a man just uses her! But let us turn to science and see that the hypothalamus, where is the center of sex, the male is much more feminine, in addition, the hormone testosterone, responsible for sexual attraction, in its content in the male body is 10-20 times higher than the female. Such is the nature. Truth I must say that this unrestrained desire has a clear subconscious goal the continuation of a kind, survival among the aggressive environment. In support of women say that their skin is 10 times more sensitive than men, it is thinner and comes with an additional layer. Thats why women are in dire need of touch. Men have thicker skin and is less sensitive to tactile contact (its sensitivity is concentrated in a few places). It is rather difficult to find a common language among such different creatures. Now a lot of talk is necessary about the problems of financial, political, or environmental, but few people think about the problems of the relationship. I think that the question of survival, even as they must come first and not just because a decrease in physical work degrades men as the stronger sex, but gradually takes the joy out of life, but the meaning of life in happiness. Who needs a life of continuous suffering and anxieties? And true happiness we can draw only a harmonious relationship. We eat no food, and energy is extracted from food. And this energy, that is giving us the fullness of life, we spend on the stress of negative relationships. Stress is the main catalyst of our quarrels. But the root cause of most conflicts is the fact that men and women in different ways have to cope with it. Their reactions to stress are very different and these differences are increasing with the increasing stress. American writer John Gray, Ph.D. in his book Mars and Venus: Why we fight? Says: Sometimes it seems that we are from different planets, men are from Mars and women from Venus. And there is not a positive understanding of the mechanisms for responding to stress, Mars and Venus are in conflict, rather than closer. The difference between the response to stress is that men cope with it alone and do not like when somebody is even helping him, not to mention that if he was ordered or even advised, and women, on the contrary, want him to communicate or work together, asking assistance. Coming tired from work, men tend to at least briefly retire to rest. Women are not capable of passive recreation and can not get rid of the weight of their cares and affairs. If the husband returns from work and is not in the spirit of loving wife the best of intentions, rather than to give it to recover alone, begins to pester him with questions, with their problems or even the consolation than further increases his stress. No wonder they say that good intentions lined the road to hell. A woman in distress has a need to speak out. The man, instead of silence to listen, (or at least pretend) that he listens, is thinking that his problems are not worth a damn, and is trying some way to soothe her, this way adding fuel to the fire. She decides that her husband does not sympathize with her. In men, there is an anti-stress hormone testosterone, and they produce it alone. Women have oxytocin. Women feel comfortable in a conversation, telling someone about their problems. Men do not like to complain and relieve stress, solving problems and acting independently. Ignorance of these differences leads to the fact that men are tired of womens issues (and they are never quiet, always somewhat concerned), dismiss them, words such as: Do not pay any attention to such trifles!. These words are only fueling the fire. She decides that the partner ignores it, does not want to give him attention. From this the stress only increases. Conversation threatens to grow into a quarrel. A man in a stressful, irritable state can not maintain a conversation. For him, to restore normal testosterone levels and calm down, you need some time to be alone and he, sensing the looming conflict, somehow stops the conflict and leaves. If a woman at this point is wise not to leave him alone and go after h im, trying something else to finish saying, the man can blow up and the scandal will be provided. As we know, the scandal is as a fire, it is easier to prevent than to extinguish it. To do this you need to know more its anatomy. The fact that women in conversation tend to move away from the main theme, that man, as mentioned in the previous article, annoying for the simple reason that he, unlike women, can only focus on one subject of discussion. Starting from this, nervous, he instinctively raises the tone. This, in turn, drives up the woman, and she already becomes angry, remembering all the past wrongs, totally forgetting about the problem of the conversation, according to according to Men are From Mars, Women are From Venus-what Does It Mean Really? (2010). To prevent this from happening, women need to try to track the topic of conversation, without going beyond its limits, until it is completed by a decision. And most importantly for both partners during the whole conversation it is important to remember about a compromise, if there is at least something they want to get from one another. Otherwise, they get nothing, except stress. And they lose energy, and with it good mood, maybe even in the long term, even health. Any pressure, according to the law of reflection, is causing even greater resistance from the other side. Differences It is known that women differ from men. There is a childrens song, which is sung, that the boys are made of pistols, soccer balls, slingshots and ruptured after climbing over the fences of pants. About the girls in the same song is sung, they are made of sweets, aerial lace dresses and ribbons, braided into tight braids caring moms. When we grow up, the difference between the sexes is not reduced, and vice versa, it becomes increasingly evident, even in appearance. For example, men do not have these breasts that are tempting to stick out from under your fashion T-shirts. And women are the subject of a mens pride, an object of admiration and envy of mens girlfriends. Sexes differ in chromosome structure. That is, the differences start at the biological level: For example, women are better versed in the smells. Their brains can store and classify the different smells much better than the average male brain. But for men, this ability is an exception. Male perspective is arranged in such a way that they see in the dark better than women do, and thus may be well to concentrate on driving. Womens skin is much more sensitive, since it has more nerve endings. Therefore, women are so fond of massages and all sorts of amenities such as aromatic shower gels and creams for massage. Women sweat twice as compared with men, according to How men from Mars and women from Venus Can make the most of their differences (2008). Women have better-developed intuition. This is due to the fact that we have more interactions between the two halves of the brain the left and right. While men can not immediately switch from a logical problem in the figurative, some time needs to pass. So when a woman calls him at work to inform that she bought a wonderful summer curtains tropical colors (as recommended by designers this season), a man may fall short in a stupor, trying to adjust to a different way of working of the brain. He is now obsessed with the whole process of intelligence or strategic planning. So women do not have to be offended if a man answers her a little harsh and off-topic. This does not apply to a woman personally. Women tend to be dissatisfied with their figure, all the time trying to find flaws in themselves. Women do not give any names and nicknames, caressing the body parts, which can not be said about men. Women in a joint interview prefer to talk about their failures. Also, women often have not enough communication, received on the job, and they want a little chat after work with her man. Men, by contrast, often exaggerate their abilities, are rarely dissatisfied with their figure, and prefer to talk only about their successes and achievements in various fields of life. They totally lack of communication that they received during the day at work and many evening conversations can lull them, according to Men are From Mars, Women are From Venus-what Does It Mean Really? (2010). We are so very different from each other as Mars and Venus. It is unclear how we all manage to coexist under one roof. At the same time, in our differences there is a big plus they are the guarantee of our mutual attraction. As men and women, we all want to be happy. Irresistible desire for happiness is the strongest instinct and desire. It does not matter what its made from butterscotch and fruit gum, or toy cars and slingshots and we are particularly pleased at the very moment when our happiness is the joint. Gray presents almost exclusively focus on differences, unlike many psychologists (and feminists), but also points out that Mars and Venus are only stereotypes and can not describe the individual woman or man. This reservation is easily overlooked in the book, then focuses just on differences, not similarities. Not all sex researchers agree with Gray in the fact that two sexes communicate in such different ways, as it has been pointed out that there is often very large overlap in gender psychology. Among feminists, the book has been criticized for being misogyn or to require that women must adapt to mens behavior. Others have pointed out that Gray has not made detailed references to the research he claims underlie the book. Martians appreciate the power, efficiency, and love to compete who will overtake someone who will reach more in life. Their regular job is to assert itself in our own and others eyes, to prove that they are better, stronger, more talented than others. Their sense of self is determined by how they are able to achieve good results. Only success gives them a feeling of fullness of life, self-realization, according to Men are from Mars, Women are from Venus Author John Gray coming to KC to talk about New Book Venus on Fire Mars on Ice (2010). For women there are other values. For them, above all, is love, companionship, beauty, the world of human relations. They leave plenty of time to care, support and help each other. Their sense of self is determined by their feelings and the quality of relationships. The contacts with others, opportunities to share their own feelings, and experiences, as well as sharing others joys and sorrows, which realize their potential. Interests focus on the Martians subjects, things, rather than on people and their feelings. And today, on Earth, while women dream about love, thoughts, men occupy powerful cars, computers, working with incredible speed, technical innovations and advanced technologies. They care about things that can help them achieve those or other results, in terms of their power and for women communication is paramount. Sharing their feelings and experiences for them is far more important than to achieve success or to achieve high results. They realize themselves in conversation, relationships with others experiencing this feeling of great satisfaction. For the Martians it is essential to reach the result: for them it is a way to prove that they are worth something, and it brings them the moral satisfaction. However, men feel it only if they got the desired results on their own, and not someone elses help. At the same time, womens intuition is very strong. They have developed this ability over the centuries, divining the wishes and needs of others. They are proud that they can be empathetic and able to capture the feelings one experiences. Offer help and assistance before men ask about is womens brightest manifestation of love, according to according to Men Are From Mars, Women Are From Venus (2011). To sum it up, it can be said that Men are from Mars, Women are from Venus is a book written by John Gray. It is a self-help book that offers a range of solutions designed to improve the relationship between spouses. The starting point of the book is that the two sexes are very different, and for that relationship to function, it is necessary to understand the opposite sex different forms of communication and emotional needs. Gray uses the Roman gods, respectively, war and love as a metaphor for gender differences. Conclusion This book will help to learn the practical aspect of the solution of problems arising from misunderstanding of insurmountable differences between men and women. There is described a theoretical analysis of the psychology of these differences, as well as a practical tutorial for creating such relationships, which by law can be called love. Men are from Mars, Women are from Venus is one of the greatest bestsellers of our time. This is a book that has changed for the better the fate of people who read it. Most problems in relationships, which arise among men and women, occur because we are really different. And not just different people we are from different planets. Our approach to most issues is so different that for the present understanding of special needs a common language is needed and this book will help to find and learn the language of each and every. When we learn it, disappears the majority of the reasons to be unhappy in love, in family, in business relationships. The book is intended for all men and women over 16 years.

Evidence Based Mental Health Nursing

Evidence Based Mental Health Nursing Introduction This report will focus on the assessment and care planning for an individual using the mental health services. Evidence based approach will be deploy in order to be able to record, review and monitor the progress of the service user. Evidence-based practice is a structured and systematic approach to using research based knowledge of effectiveness to inform practice (Olfson, 2009). Knowledge includes formal information derived from research, for example from published trials and reviews. It also encompasses the informal knowledge and wisdom of practitioners, sometimes called tacit knowledge. This informal knowledge can include, in addition, the expertise of those who receive an intervention, whether that is medication, talking therapies or attending a parenting skills group. Care Programme Approach(CPA)provides the framework for assessing and care planning for a person with mental illness. CPA was introduced in 1991 by Department of Health as a systematic arrangement for assessing the health and social needs of people accepted into specialist mental health services (Kingdon, 1998). The formation of the plan will detail the health and social care required from a variety of provider as well as the appointment of a key worker to keep in close touch with the service user and to monitor and co-ordinate care. In addition, regular reviews will be conducted where necessary, agreed changes to the care plan. Hence, in this report, I will outline the main principles of CPA and deploy the use of Tidal Model and principles throughout the report by Tidal models principles to clinical practice and assessment and care planning. A detailed background and information about the individual receiving care in the clinical section of where I work will be provided. And to make it clearer for the audience of this report, I will highlight the purpose of conducting this assessment as well as the process of the assessment. The discussion will centre on care planning and the strategies or issues that may impact the process. In order to keep the identity of the person under care anonymous in in accordance with confidentiality and the NMC code, only the initial of the individual will be used through the discussion in this report. As a nurse, I owe a duty of confidentiality to all those who are receiving care under me and that includes making sure that they are informed about their care and that information about them is shared appropriately (Maloney, 2016). Care Programme Approach Framework and The Tidal Model The Care Programme Approach (CPA) is a way that services are assessed, planned, co-ordinated and reviewed for someone with mental health problems or a range of related complex needs (Nhs.uk, 2017). CPA are generally offered to individual that have been diagnosed for having a severe mental disorder, someone who is at risk of suicide, self-harm, or harm to others and people with history of violence or self-harm. In addition, the service is available for people that vulnerable, this could be for different reasons such as physical or emotional abuse, financial difficulties because of mental illness or cognitive impairment. The three main core principles of CPA according to Rowland (2013) are the assessments of the needs of the individual, allocation of a care coordinator and plan how to meet the needs of the person. The coordinator will ensure that the plan include the fully assess of the service user needs, it will also show how the NHS and other organisations will meet the needs of the person, including the family in some cases. It has to be regularly reviewed by the coordinator to monitor progress. In addition, the coordinator will have to think about all the mental health needs of the service user, medication and side effects, employment, training or education and personal circumstances including family and carers. The assessment will include the risk of the service user to themselves or other, either there is a problem with drugs or alcohol. The CPA is a model for good practice which remains applicable today. However, the CPA is a care for those of working age in contact with specialist mental health and social care services (Donohue, 2014). It is crucial to work have an integrated approach across health and social care to minimise the distress and confusion sometimes experienced by people referred to the mental health system and their carers. In addition, professionals have found some aspects of the CPA over-bureaucratic, managers and service users alike have found the lack of consistency confusing (Donohue, 2014). It is they who have been working and living with the CPA for some years now and it is important to take account of their views. In the nutrshell, Bree-Aslan and Hampton (2009) indicated that CPA is not a model of care but a tool and process to guide nurses on how to provide effective service for people with mental illness. By embracing an integrated approach where by a seamless service can be achieved through an integrated approach to care co-ordination which provides for a si ngle point of referral and a unified health and social care assessment process (Koopmans, 2013). Tidal model will be deployed through the care planning and assessment in this report. This principles and philosophies of this model will help to give an in depth understanding to the process of assessment and care-planning. Tidal model is a mental health recovery model which may be used as the basis for interdisciplinary mental health care. It was developed by Dr Phil Barker and Poppy Buchanan-Barker as a philosophical approach to the discovery of mental health (Barker and Buchanan-Barker, 2010). The Tidal Model accentuates helping people reclaim the personal story of mental distress, by recovering their voice. With service user, own language, metaphors and personal stories, people can begin to reclaim the meaning of their personal experiences. Helping someone to a problem in living is rarely easy because everyone is unique and each persons reaction to any problem in living also is unique. Hence, what works one person may not always work for another. In Tidal model. The first step towards someone with mental illness recovering control over their lives. The model enable mental health nursing to be used as the basis for interdisciplinary mental health care and the focus begin with begin with the recovery journey when the person is at their lowest ebb experiencing the most serious problems in living (Barker and Buchanan-Barker, 2010). The Tidal Model provides a practice framework for the exploration of the patients need for nursing and the provision of individually tailored care. (Barker P, 2001) and it is considered as a mid-range theory of nursing, hence the main focus of the model is on helping individual people, make their own voyage of discovery. From the research, already been conducted by different scholars, the combination of CPA framework and Tidal model with the collaboration with the service user will enable them to recognise areas and needs that will be most suitable for their recovery as well as promoting a culture of p erson-centred care that is not associated with CPA framework. Biography Janet Bonet is a 58-year-old female living with her daughter who is one of her three children. Janet has never been married and also has no partner at the moment, although she said to have been in different relationships in the past but which seem to lead nowhere. My mentor and I have been asked to assess Janet during her inpatient appointment at the centre. Janet has been known to mental health services over the years and has a history of disengagement. She has had a diagnosis of severe depression in the past and also suffers from back problem which impacts on her mental health. Janet has never been able to keep a job due to her physical health and so she has been in benefits most of her life. Due to financial stress in the past, she has self-neglected and now depend on her carer who is also her daughter for support in daily activities. Also, she was asked by the council to downsize her four-bedroom house to a two-bedroom house which she has done but still waiting on the housing list to be moved closer to her family and she finds this waiting period stressful as she has been waiting for over a year so housing is also her concern. Recently, she has been experiencing a lot of fluctuations in her mood as she reports that she lost her Dad, Mum,Nan,and Grandad within two weeks of each other and found this extremely distressing and also has been having thoughts of harming herself. Her daughter is her carer and she also claims that her other children along with her grandchildren do visit sometimes which makes her think less about self-harming herself. She says My children and grandchildren are my protective factors. She went further to say that she has been experiencing feelings of emptiness and anger due to the fact that she does not feel safe in her neighbourhood as she feels some people are out to get her. Janet admits that in the past she has not been compliant with her medication due to side effects but is willing to be compliant with treatment now that she feels she is in crisis in order to promote her recovery. Janet has also reported suicidal thoughts in the past and has had two attempts at committing suicide. Assessment The assessment of service user with mental illness include collections of different range of information. The information may include mental health symptoms and experiences of the service user, feelings, thoughts and actions physical health and wellbeing, culture and ethnic background, use of drugs or alcohol, social and family relationships and past experiences, especially of similar problems. The whole essence of conducting assessment is for the coordinator to be familiar with the life history of the service user. However, I prefer deploy Barker (2008, p.66) procedures of assessment by trying to answer the question who the service user is. The procedure will enable the coordinator to focus on the individual as a whole by considering their needs instead on focusing on diagnosis. The second question like what is wrong? will prompt the service user to give information about their state of mind and wellbeing. For a nurse, the concept is to show empathy for the service user to be at eas e and feel unthreatened to give more information about the state of the health and their experience. The correlate with Tidal model of Barker and Buchanan-Barker (2010) that indicated that coordinator can deploy a holistic assessment whereby the service user is allowed to tell their story and world of experience. Through holistic assessment, therapeutic communication, and the ongoing collection of objective and subjective data, nurses are able to provide improved person-centred care to patients. A holistic assessment approach acknowledges and addresses the physiological, psychological, sociological, developmental, spiritual and cultural needs of the patient (Kreys, 2014). However, finding out who the person is and what is wrong with them, is just one part of the assessment. It is essential to form a collaborative and empowering relationship with the service user in order for them to be comfortable around the coordinator. Hence, service user should be treated with respect and dignity no matter the state of their health. References Barker, P. (2008). What are psychiatrists for?. Mental Health Practice, 12(1), pp.11-11. Barker, P. and Buchanan-Barker, P. (2010). The Tidal Model of Mental Health Recovery and Reclamation: Application in Acute Care Settings. Issues in Mental Health Nursing, 31(3), pp.171-180. Bree-Aslan, C. and Hampton, S. (2009). Pressure care, part two: the importance of assessment. Nursing and Residential Care, 11(1), pp.12-17. Donohue, P. (2014). Involving families in planning and assessment of community services. Nursing and Residential Care, 16(3), pp.175-176. Kingdon, D. (1998). Reclaiming the care programme approach. Psychiatric Bulletin, 22(6), pp.341-341. Koopmans, R. (2013). Mental health in long-term care settings: The Dutch approach. Geriatric Mental Health Care, 1(1), pp.3-6. Kreys, T. (2014). A holistic approach to patient care in psychiatry. Mental Health Clinician, 4(3), pp.98-99. Maloney, P. (2016). Nursing Professional Development. Journal for Nurses in Professional Development, 32(6), pp.327-330. Nhs.uk. (2017). Mental health services: Care Programme Approach NHS Choices. [online] Available at: http://www.nhs.uk/Conditions/social-care-and-support-guide/Pages/care-programme-approach.aspx [Accessed 28 Feb. 2017]. Olfson, M. (2009). Review: limited evidence to support specialist mental health services as alternatives to inpatient care for young people with severe mental health disorders. Evidence-Based Mental Health, 12(4), pp.117-117. Rowland, P. (2013). Core principles and values of effective team-based health care. Journal of Interprofessional Care, 28(1), pp.79-80.

How Flexible is the Brains Circuitry? :: Biology Essays Research Papers

How Flexible is the Brain's Circuitry? The brain is a complicated organ, containing an estimated 100 billion neurons and around 1,000 to 10,000 synapses for each of those neurons (1). This organ has the great responsibility of not only controlling and regulating the functions of the body but also sensing and perceiving the world around it. In humans, it is what we believe makes us the highly adaptive and intelligent organisms that we are, as well as give us our individuality. But with so many parts and connections to it, what happens when the brain's delicate circuitry is disrupted? We've all heard of brain damage, and its horrible results, whether is a news report on TV or science books. It seems that with trauma, disruption of blood supply, and disease; neurons and their connections could be destroyed and the organism's behavior exceedingly affected. Yet I've read about how people have overcome tremendous damage to their brains and gone on to function with very minimal handicaps. In elementary biology, we are all taught that cells in our body go through systems that replaces old, worn out cells with new cells. Most cell types go through programmed cell death, or PCD, but there was always an exception in the neuron; very early in mammalian development, neurons stop growing (4). PCD would be disastrous, as the depleted neurons would never be replaced. Since we need all our neurons and their connections to function, how do individuals with damage to both these neurons and connections survive, much less functioning within any definition of normality? After all, remove a few chips from a computer's motherboard and you won't have functioning computer. Yet there are children living their lives with only half their brains intact One of the most memorable case studies I read about in high school psychology was the procedure of removing large portions, sometime half the brain, to treat young children with epileptic seizures. This procedure, called hemi-spherectomy, was developed in the 1920's but rarely performed due to complications (8). With the advances in medicine today, it has become a more common practice in treatment severe epilepsy. At first, though the procedure was expected to stop the seizures, doctors did not expect these children to ever function normally. After all, with so much of the brain missing, it is hard to expect much of the mental functions of these children. Surprisingly, these children often retained much of their personality, memories and sense humor (8), awing their doctors with the flexibility of the brains to adjust after such invasive surgery.

American history :: essays research papers

The United States Stock Market In the world today, people buy and sell to make a living. The American stock market is a great example of what it is like to buy and sell. The saying of the stock market is â€Å"buy low, sell high†. That means you buy a stock at a low price and sell it when it gets to a high price. There are two main stock exchanges. The American Stock Exchange and Nasdaq. They are what most people basically trade on. Basically the first major incident in the stock market was the Great Depression. The year of 1929 began a time period of horror in America. It was the beginning of the great depression. A time in which many lost their jobs became homeless, and went hungry. Many people had to live off the nutrition of weeds or some worked fifty - five hours and only earned seventy - five cents. The cause of the depression was the stock market crash of 1929 known to investors as Black Tuesday. Black Tuesday is said to be the most shocking financial event in the history of the United States. Not only did the stock market prices drop drastically but the business world was brought down with it. Inflation also rose because of the crash. The crash that occurred on October of 1929 caused Americans to lose Thirty billion dollars and the American dollar value was 90% less than it was prior to October of 1929. Wholesale and retail food prices dropped 40% and farm prices dropped over 60%. About four million fami lies were left unemployed and on relief support only receiving fifteen dollars a month. Because of the crash the government was required to set new regulations regarding stock market trade. The reason for this was to attempt to prevent another stock market crash from happening in the future. The depression brought about many problems not only did people have to worry about unemployment they also had to worry about crime. Many Americans tried to get easy money by taking part in robberies kidnappings and murders. In 1935 criminals out numbered carpenters four to one, grocers six to one, and doctors twenty to one. In the mid west, crooks with shotguns and Tommy Gun were a common thing. In large cities the criminals were making money off of extortion, prostitution, and auto theft. GREAT DEPRESSION TIMELINE

Motivation Theory Essay

1. What motivates behavior? According to humanist psychologist Abraham Maslow, our actions are motivated in order to achieve certain needs. This hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. This hierarchy is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. 2. Clayton P. Alderfer’s ERG theory from 1969 condenses Maslow’s five human needs into three categories: Existence, Relatedness and Growth. Existence Needs Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow’s first two levels. Relatedness Needs Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers . This also means to be recognized and feel secure as part of a group or family. Maslow’s third and fourth levels. Growth Needs Internal esteem and self actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one’s ideal self). Maslow’s fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks. Even though the priority of these needs differ from person to person, Alberger’s ERG theory prioritises in terms of the categories’ concreteness. Existence needs are the most concrete, and easiest to verify. Relatedness needs are less concrete than existence needs, which depend on a relationship between two or more people. Finally, growth needs are the least concrete in that their specific objectives depend on the uniqueness of each person. Contrarily to the idea by Maslow that access to the higher levels of his pyramid required satisfaction in the lower level needs, the ERG areas of Alderfer are simultaneous needs. ERG Theory recognizes that the importance of the three categories may vary for each individual. Managers must recognize that an employee has multiple needs, which must be satisfied simultaneously. According to the ERG theory, if you focus exclusively on one need at a time, this will not effectively motivate. 3. The expectancy theory says that individuals have different sets of goals and can be motivated if they have certain expectations. This theory is about choice, it explains the processes that an individual undergoes to make choices. In organizational behavior study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management in 1964. Motivation, according to Vroom. boils down to the decision of how much effort to apply in a specific task situation. This choice is based on a two-stage sequence of expectations (effort —> performance and performance —> outcome). First, motivation is affected by an individual’s expectation that a certain level of effort will produce the intended performance goal. For example, if you do not believe increasing the amount of time you spend studying will significantly raise your grade on an exam, you probably wilt not study any harder than usual. Motivation also is influenced by the employeeâ €™s perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Finally, individuals are motivated to the extent that they value the outcomes received. EXPECTANCY THEORY BELIEFS 1. Valence. Refers to the emotional orientations which people hold with respect to outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, free time, benefits] or intrinsic [satisfaction] rewards. Management must discover what employees appreciate. 2. Expectancy. Employees have different expectations and levels of confidence about what they are capable of doing. Management must discover what resources, training, or supervision the employees need. Facts [+] The 2011 Nielsen survey also showed that the top five dimensions students considered when it comes to seeking employment were high degree of independence at work, salary package, learning on the job, growth prospects and standing of the company in the market [Employer brand] respectively. 3. Instrumentality. The perception of employees whether they will actually receive what they desire, even if it has been promised by a manager. Management must ensure that promises of rewards are fulfilled and that employees are aware of that. Vroom suggests that an employee’s beliefs about Expectancy, Instrumentality, and Valence interact psychologically. In this way they create a motivational force, such that the employee will act in a way that brings pleasure and avoids pain. This force can be ‘calculated’ via a formula: 4. Adam’s Equity Theory Equity theory, most popularly known as equity theory of motivation, was first developed by John Stacey Adams, a workplace and behavioral psychologist, in 1963. John Stacey Adams proposed that an employee’s motivation is affected by whether the employee believes that their employment benefits/rewards are at least equal to the amount of the effort that they put into their work. Definition of equity An individual will consider that he is treated fairly if he perceives the ratio of his inputs to his outcomes to be equivalent to those around him. Thus, all else being equal, it would be acceptable for a more senior colleague to receive higher compensation, since the value of his experience (and input) is higher. The way people base their experience with satisfaction for their job is to make comparisons with themselves to people they work with. If an employee notices that another person is getting more recognition and rewards for their contributions, even when both have done the same amount and quality of work, it would persuade the employee to be dissatisfied. This dissatisfaction would result in the employee feeling under-appreciated and perhaps worthless. This is in direct contrast with the idea of equity theory, the idea is to have the rewards (outcomes) be directly related with the quality and quantity of the employees contributions (inputs). If both employees were perhaps rewarded the same, it would help the workforce realize that the organization is fair, observant, and appreciative. This can be illustrated by the following equation: Adam’s categorised employment benefits and rewards as outputs and an employee’s work effort as inputs. Input Examples The number of hours worked by the employee An employee’s work responsibilities An employee’s work duties The work commitment demonstrated by the employee An employee’s loyalty An employee’s flexibility such as undertaking tasks at short notice The support that the employee has provided to the organisation, colleagues and line managers Output Examples Salary Bonus Prizes Recognition of the employee’s contribution Positive work appraisals Work promotions Pension Employer flexibility Annual leave Adam’s stated that if an employee believes that their work outputs are not equal or greater than their inputs then the employee will become de-motivated. Adams’ theory includes the assertion that when an employee is assessing whether the outputs they receive are fair the employee will often compare their colleague’s work inputs and outputs with their own. The comparison will often be made with an employee at a similar level in the organisation to the employee. Propositions Equity theory consists of four propositions: Individuals seek to maximize their outcomes (where outcomes are defined as rewards minus costs). Groups can maximize collective rewards by developing accepted systems for equitably apportioning rewards and costs among members. Systems of equity will evolve within groups, and members will attempt to induce other members to accept and adhere to these systems. The only way groups can induce members to equitably behave is by making it more profitable to behave equitably than inequitably. Thus, groups will generally reward members who treat others equitably and generally punish (increase the cost for) members who treat others inequitably. When individuals find themselves participating in inequitable relationships, they become distressed. The more inequitable the relationship, the more distress individuals feel. According to equity theory, both the person who gets â€Å"too much† and the person who gets â€Å"too little† feel distressed. The person who gets too much may feel guilt or shame. The person who gets too little may feel angry or humiliated. Individuals who perceive that they are in an inequitable relationship attempt to eliminate their distress by restoring equity. The greater the inequity, the more distress people feel and the more they try to restore equity. (Walster, Traupmann and Walster, 1978) 5. Acquired Needs Theory: McClelland McClelland proposes that those in top management positions should have a high need for power and a low need for affiliation. Psychologist David McClelland created Need Theory, a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. McClelland’s Need Theory, created by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. People who are achievement-motivated typically prefer to master a task or situation. This motivational need stems from a person’s desire to influence, teach, or encourage others. is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. It is often taught in classes concerning management or organizational behavior (Figure 1). People who are achievement-motivated typically prefer to master a task or situation. They prefer working on tasks of moderate difficulty, in which the results are based on their effort rather than on luck, and to receive feedback on their work. Those who desire affiliation, however, prefer to spend time creating and maintaining social relationships, enjoy being a part of groups and have a desire to feel loved and accepted. People in this group may not make effective managers because they may worry too much about how others will feel about them. In his theory, people are not placed into categories but rather have degrees of these needs: No one is only in ‘one group†™ of these needs. The balance of needs brings out a profile. Needs do not explain competencies in any area. One can have high needs in one area and still be effective in an area where these needs are not necessarily fulfilled. This motivational need stems from a person’s desire to influence, teach, or encourage others. People in this category enjoy work and place a high value on discipline. The downside to this motivational type is that group goals can become zero-sum in nature. For one person to win, another must lose. However, this can be positively applied to help accomplish group goals and to help others in the group feel competent about their work. McClelland proposes that those in top management positions should have a high need for power and a low need for affiliation. He also believes that although individuals with a need for achievement can make good managers, they are not suited to being in top management positions. 6. Herzberg’s two-factor theory states that certain factors cause job satisfaction, and a separate set of factors cause dissatisfaction. According to Herzberg, understanding what causes employee satisfaction and dissatisfaction is important for management. The factors that motivate people can change over their lifetime, but â€Å"respect for me as a person† is one of the top motivating factors at any stage of life. Satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. To ensure a satisfied and productive workforce, managers must give attention to both sets of job factors. Frederick Herzberg’s two-factor theory, also known as the motivation-hygiene theory or intrinsic/extrinsic motivation, concludes that while there are certain factors in the workplace that cause job satisfaction, a separate set of factors can cause dissatisfaction. The factors that motivate people can change over their lifetime, but â€Å"respect for me as a person† is one of the top motivating factors at any stage of life. Figure 1 According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction, while extrinsic hygiene factors, including status, job security, salary, and fringe benefits – if absent – produce dissatisfaction. Herzberg’s theory appears to parallel Maslow’s needs hierarchy. Individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. However, Herzberg added a new dimension to this theory, including factors that cause dissatisfaction as well, such as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. This two-factor model of motivation is based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction, while another and separate set of job characteristics lead to dissatisfaction. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. If management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself – the opportunities it presents employees for gaining status, assuming responsibility, and achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment – policies, procedures, supervision, and working conditions. To ensure a satisfied and productive workforce, managers must give attention to both sets of job factors. Examples of Business Goal-Setting Theory Business owners will often set individual goals to motivate employees and reach company objectives. Goals that are hard to reach are often more intriguing, as more work is required to fulfill them. Edwin A. Locke introduced the theoretical approach to setting goals and building motivation, which can be directly applied to a professional setting. In fact, this type of goal-setting theory is one of the more useful motivational theories used in industrial and organizational psychology and management. Clarity and Focus One part of business goal-setting theory is creating clear and focused goals that are obtainable. Having a goal of pulling in $100,000 in business profits within a single year may not be obtainable for a small business owner. A clear and focused goal may be to get $50,000 in profits based on $20,000 in product sales, $10,000 from investments and $20,000 from service sales. A single goal must have a plan to reach the goal, whether it is a monthly plan with mini-goals or a weekly plan for short-term goals. Commitment and Teamwork Employees of a given business may be more committed to a goal if they are a part of setting the goals and deadlines. In addition, a team may also work closer together if they have a mutual goal. Commitment and responsibility to a goal may also increase the motivational level within the business. In addition, each employee may have his own goal, but keep all workers informed of larger goals to ensure continuous commitment and teamwork in a business. Feedback and Progression Another theoretical perspective on setting successful goals in a business environment involves getting feedback from managers and other employees as the work towards the goal progresses. Part of the feedback includes getting clarity on tasks, adjusting the goals or methods, making budgetary changes and getting additional help from managers. This feedback may alter the progression of the goal, so the employee working to reach the goal must be informed of the changes. Complexity and Success A single goal may become overwhelming, especially if the goal is long-term or very complex. Fulfilling these types of goals requires a reasonable time period, including time to learn and practice skills to meet expectations. Meeting a revenue goal may not be reasonable within a single month or quarter, so extending the goal deadline for a reasonable time period may lead to more success. Having a short period of time to fulfill goals may inhibit employees from reaching expectations and may end up failing. Dr. Edwin Locke formulated and clarified what has come to be called â€Å"goal-setting theory† in the 1960s. Since then, businesses have found that employees are more likely to do their best work once they have set clear, attainable goals. Goal-setting theory affects many aspects of your business and once you understand specific applications in each area, you can improve your company in concrete ways. Sponsored Link Small Business Loanswww.captap.com Fund your business today $5k to $15k. Apply now! Clarity To be effective, goals must be clear according to goal-setting theory. Employees must know exactly what they’re supposed to achieve and when. Merely telling an employee to â€Å"do better† does not offer a clear course of action and doesn’t indicate how the employee will know when he has achieved the goal. An example of a clear goal is telling an employee you expect a 10 percent increase in sales in three months. Another example might be asking an employee to produce 15 more units per day over a period of six weeks. Such goals make it clear what the employee is supposed to do and what the deadline is. They allow for objective measurement. Challenge A goal is most effective when it presents a challenge to the employee. According to the article, â€Å"Building a Practically Useful Theory of Goal Setting and Task Motivation† written by Dr. Edwin Locke and Gary Latham, if a task is too easy or too hard employees will not put in their best efforts. However, a goal that is just difficult enough to be challenging inspires maximum performance. For example, asking a production manager to cut costs by 90 percent might be overwhelming. Cutting costs by 20 percent might make a reasonable challenge. Similarly, requiring order takers to double the amount of orders they take in an hour could discourage them. A goal of 15 percent more orders per hour might be more reasonable and challenging. Commitment Getting employees to buy in to the goals you set makes it more likely they will reach those goals. You can do this by asking employees to participate in setting goals. Their commitment will provide the energy and perseverance that will help them achieve those goals. For example, getting your accounting department to agree to having all of your assets labeled and tracked by the end of the year can give them a sense of purpose and direction that will help them work together and improve their ability to value assets for tax purposes. Feedback You don’t just add goals and then check on their completion at deadline time. If you provide benchmarks along the way, this lets your employees know how they are doing. You can also hold periodic meetings so they can give you feedback about any issues that have arisen and adjustments that have to be made. This two-way feedback approach helps measure progress towards achieving goals and provides encouragement in the face of difficulties. For example, if you want the production department to have 20 percent fewer rejections from the quality-control department in six months, you can meet with them each month to give them their current figure and identify any areas where the problems seem to be occurring. In addition, if you would like a 30 percent improvement in customer service ratings, you can give your customer service department feedback on a weekly or monthly basis to let them know how they’re doing. Task Complexity Complex tasks can be overwhelming. Help your employees break such tasks into smaller parts so that they can achieve smaller goals on their way to the big one. For example, if you want to migrate all the data from one database to another, you can set smaller goals of moving a set number of accounts each week or month. Another example might be that if you want expansion plans for a new facility done in six months, you could set smaller goals of completing an analysis for the financing needed, construction costs and the new personnel that will be required as separate goals to achieve.