syllabus Essay Example

syllabus Essay Example syllabus Essay syllabus Essay El Paso Community College Syllabus Instructors Course Requirements l. Course Number and Instructor Information HECO 1322 NUTRITION AND DIET THERAPY INSTRUCTORS NAME CAMPUS AND OFFICE NUMBER Evelin achier, MS, RD, LD Rio Grande No office TELEPHONE NUMBER (cellphone) (575) 642-1850 OFFICE HOURS TO be announced E-MAIL Communication with instructor should be done through the class message system, not through the college e-mail address II. Text, Materials, Links You will need the following materials for the Course: Blackboard MindLink for MindTap Nutrition Instant Access for Sizer/Whitneys Nutrition: Concepts and Controversies, 13th Edition Purchase your Instant Access Code here for $80. This is the only place you can find it for this price. cengagebrain. com/micro/l-1 MI MKVN B. The course is offered through El Paso Community College using Blackboard format. 1. The student must have access toa computer with internet access. If the student does not own a computer, the computer lab and library computers will work fine. 2. The student must use a word processing program for some of the work. Some word processing programs are not compatible with the instructors software nd if that is a problem, the student will be notified early in the semester to change software. 3. The system information and required hardware and software needed for Blackboard can be found on this URL: www. epcc. edu/DistanceEd For assistance getting started with an online course and technical support, contact the 800-630-8849. EPCC Blackboard Help Desk available 2417 (Toll Free) A. How the course works: Students must arrange their schedule to include computer time to complete and submit the work that is required for the course. Our discussion will include the roles that both the Financial Accounting Standards Board (FAST) and the Securities and Exchange commission (SEC) Till In tens process. We wall also review a sample AT corporate Telling required by the SEC. These filings are required of all public entities; those whose securities are listed on any stock exchange in the U. S. Next, we will spend some time becoming familiar with the Abss Accounting Standards Codification (the Codification or ASS). This Codification Project was finalized during the summer of 2009 and the ASS includes all relevant authoritative accounting literature (GAP) issued by both the FAST and the SEC. The ASS will be your source for all accounting research assignments during the quarter. Your familiarity with the ASS will make you much more proficient in your ability to complete accounting research projects as you begin your professional careers. Regarding accounting research, one of my main objectives in this course is to get you out of your so-called comfort zone insofar as financial accounting is concerned. In most financial accounting courses you have been expected to find the one, correct answer in a given set of circumstances. For example, you were expected to learn the one, correct way to calculate the amount of interest to accrue on a note receivable or payable. Similar expectations characterized your tax courses in that you were expected to identify the precise tax treatment for investment income or charitable contributions. In this course you will quickly learn that in many areas of financial accounting and reporting, as in tax accounting, there is not always one obviously correct answer. As a matter of fact, you may discover that in some situations multiple correct answers can be supported. The time that you dedicate to learning how to perform accounting research in an efficient and effective manner will be valuable to you in discovering solutions to obscure accounting issues and learning how to use the authoritative literature to support the conclusions you reach regarding these issues. The portion of the course dedicated to accounting research will often not be as concerned with the black and white areas of financial accounting as it will be with the gray areas. In your careers, you will quickly learn that there are numerous gray areas in financial accounting. The course will also address various financial accounting topics including revenue recognition, fair value measurement and disclosures, and earnings quality issues as they relate to financial reporting. Revenue recognition is one of the most abused financial accounting principles in that businesses may be tempted to manipulate revenue recognition rules to manage or smooth their earnings. The trend toward the use of fair values in financial reporting is growing and we will review current authoritative literature related to this topic. Interestingly, many have blamed the most recent economic crisis, particularly in the banking industry, on disclosures related to fair values. We will also spend time identifying the factors that contribute to the overall quality of reported earnings and what factors detract from that quality. In March 2008, the SEC began allowing foreign companies to file uncial statements prepared in accordance with International Financial Reporting Standards (FIRS) without reconciliation to US GAP. Before March 2008 reconciliation was required. As a result, the significance of FIRS will be emphasized in the course. You will be given an assignment on the first day of class that requires you to read and answer questions related to several documents issued by the SEC concerning the use of FIRS in SEC filings and the possibility that FIRS will ultimately be adopted in the United States. The assignment will be due toward the end of the quarter. At that mime, we will examine a under AT accounting topics Ana compare Ana contrast tenet treatment between the requirements of US GAP and those found in FIRS. Part of this discussion will focus on distinguishing between rules-based and principles- based accounting systems. We will conclude the course with an overview of key issues as they relate to ethics in accounting and auditing. I realize that most of you are taking this course as you complete your MESA Program approach graduation. Keep in mind that although the end of your academic experience at Default is approaching, this course requires a significant commitment on your part and my expectations for your participation and performance during the term are high. In reality my expectations for this class are similar to those that your employer will have once you begin your careers. You will be expected to read, perform research, draw conclusions and support these conclusions using the authoritative literature, participate in group assignments, write effectively, ask questions, and, above all, to commit to continual learning. You can help insure your success in this course by setting high expectations for yourself. I can assure you that the level of meaningful input and conscientious effort that you devote to this course will have a significant impact on what you learn. And, what you learn will translate into your course grade. In other words, your level of personal commitment to the challenges of this course will be closely related to the payoff for that commitment. CLASS STRUCTURE: The format of a particular class meeting will vary from week to week. I will spend a number of class meetings presenting lecture material. Other classes meeting will be used for group presentations, either formal or informal. Certainly, in every class I ill attempt to initiate classroom discussions where any and all input will be encouraged and given full attention. Given the above flexible and changing class format structure; I have identified the following list of responsibilities or expectations for you as graduate accounting students in a professional program at a major university. Commit to learning rather than grades. It is incumbent on you to recognize the benefits of learning. If you have not already, you will soon discover that if you are genuinely committed to learning, your objective for making a good grade will almost certainly be realized. This commitment requires that you a make a complete and conscientious effort on every assignment and exam. Commit to your group. A significant portion of your grade (35%) will be based on work you submit and/or present as a group. It is your responsibility to make a conscientious commitment to your group on all assignments. Making deals within a group where a certain member or members is excused from work on a particular project in return for doing more work on another is not what I expect. When you begin your careers and are asked to participate in group projects, I can assure you that this arrangement will not be acceptable. Your commitment to learning (see above) requires commitment to each and every group activity. Preparation. Be familiar with the class material to the extent possible before coming to class. I will provide you with an outline for note-taking purposes on DEL prior to each class when I will be lecturing. Your familiarity with the lecture material prior to class will make learning much sealers Ana wall needle you to participate more Tally In classroom Locutions. You should have ample time to review the outline prior to class. Participate in class. I want to know your opinions and viewpoints regarding the various accounting issues we cover. Oftentimes, students have perspectives that their peers (and l) may have not considered. Your input is essential to the overall learning process. View our class as a learning community rather than as a group of disparate individuals without common interests. In a learning community, all members have the responsibility to not only learn but to contribute to the learning of others in the community. Have a positive attitude. A good attitude about learning will make a world of difference. Provide constructive feedback to me and to your classmates. Our classroom discussions will often involve reacting to the views or presentations of others. Your moments are welcome and encouraged and should always be made professionally and respectfully. Ask questions. Try not to be concerned that your questions are stupid or that everyone else already knows the answers. Part of any learning process involves thinking about issues in ways that you are not accustomed. To get the most from this aspect of the learning process, it is critical to have an environment where questions are openly asked and welcomed by all. COURSE REQUIREMENTS As the discussion above indicates, group work, including presentations, will be significant component of this course. In addition, your participation in discussions in al class sessions is critical to your success. As a result, regular attendance is not optional. In particular, you must be present for all of your groups scheduled presentations to receive credit. In other words, if you miss class when your group is scheduled for a presentation, you will not receive credit for that presentation regardless of how much you contributed to the preparation of the presentation materials. If you discover that you must miss ANY class, let me know before that class. If the class you must miss is a presentation date for your group AND you have informed of your absence beforehand, you may ask me to prepare a make-up assignment to ensure that you have learned and understand the material missed and to allow you to receive credit for the presentation. Any make-up assignments will include an oral presentation. Absent extraordinary circumstances, I will not allow anyone to make up work for more than one missed presentation. Finally, arriving for class on time and not leaving early or during class except for scheduled breaks is a matter of personal and professional responsibility and respect for your classmates and me. As a result, I expect all of you to be on time and I strongly request that you tot leave class at any time other than during the scheduled class break. If you anticipate having to leave class early or at any time other than at the break, please let me know before class. Should you fail to exhibit responsibility and respect in this regard, you and I will meet to discuss the issue. Group Assignments: A glance at the Assignment Table should make it obvious that you will have a number of opportunities to complete group work. The group assignments will include both writing exercises and oral presentations and will focus on assigned readings, research, and materials covered in class. Assignment of students to groups will be made at my discretion. I expect all group members to contribute in a meaningful way to all assignments and I anticipate giving the same grade to all members off group for all group assignments. Arrangements where a group member gets a free pass on an assignment in return for extra work on another is not acceptable and I expect to be informed immediately if this is happening. These arrangements serve no purpose except to insure that not everyone learns the relevant material. In order to encourage the behavior described above, I will ask each of you to complete a peer evaluation twice during the term; once in mid-October and once at the end of the term. The peer evaluation will provide each of you the opportunity to let me know if there is not a balanced effort and level of contribution from all of a groups members. If I am not informed of non- contributors via peer evaluations or otherwise, there is nothing I can do to rectify the situation. If I become aware of these situations, I assure you that I will address them immediately. If I am not made aware of situations where group members are getting a free ride, the result is that participating members are doing more work than is expected and non-contributors are receiving grades for work they do not complete. This is not what I intend and it is not fair for anyone involved. Finally, I reserve the right to reduce anyones course grade up to two letter grades if he or she is consistently rated poorly in peer evaluations. I expect all members of a group to be completely familiar with all aspects of an assignment. For example, when I ask questions following an oral presentation, be prepared for me to address the question to anyone in the group rather than only the individual who presented the information that is the focus of my questions. Group presentations will be of two types: formal and informal. Each group will prepare and deliver one formal presentation. This presentation will cover topics introduced in More Than a Numbers Game. Your groups presentation should mimic a professional presentation or a Job interview in terms of your attire, your presentation materials, etc. Each group should: (a) prepare discussion materials (e. G. , Powering slides) to accompany its presentation; make sure that there is consistency in terms of font, margins, headings, billeting, etc. Articulacy if slides are prepared independently; (b) upload our slides to DEL prior to your presentation so that your classmates have ample time to download them and bring them to class; if we are in a computer classroom your classmates will not need a hardcopy. A Forum will be available under the Discussions tab on DEL for this purpose; (c) assign specific speaking parts to all group members; (d) present (do not read) your remarks in a coherent and co hesive manner; (e) dress in a manner fitting of the formal scenario; your attire will count as part of your presentation grade. If you are not sure what constitutes attire appropriate for these presentations, ask me. On the date of your groups formal presentation arrive in class early enough to insure that you are ready to begin Immolate at ten Declining AT class. As you prepare Tort your Doormat presentation, imagine that it is being delivered too client or superiors at your workplace. My evaluation of these presentations will take into consideration (a) the content of the presentation materials including their quality, accuracy, and completeness, (b) the quality of the presentation itself in terms of the presentation skills that each group member exhibits including the overall flow of the presentation from speaker to beaker which is enhanced when all presenters are familiar with the entire presentation, (d) the overall professionalism of the presentation including attire, (e) the length of the presentation with respect to my directives, and (f) whether your group was completely prepared to begin its presentation on time. I will post an example of the evaluation rubric that I will use to assess your presentations on DEL. Finally, each group must email its presentation slides (with any revisions I suggest) to me within 48 hours after the presentation (6:00 p. M. On the Wednesday following your presentation). Do not post the revised slides to DEL; I will do so after I have reviewed them. The purpose of this requirement is to allow me to make the corrected slides available on the course website in a timely fashion to allow your classmates the opportunity to review the presentation content for exam purposes. Failure to meet the 48-hour deadline will result in a one letter grade reduction of your presentation grade if I receive the slides within 24 hours of when they are due; a two letter grade reduction will occur if the slides are more than 24 hours overdue. For informal presentations, each group should be prepared to lead a class discussion elated to the assignment and share its answers with the class. Evaluation of these presentations will primarily take into consideration the content, completeness, and accuracy of the information communicated as well as the effectiveness with which it is presented. Like formal presentations, all group members should have a speaking role and all group members should be completely prepared to answer questions related to any part of the assignment. With these presentations, you my dress in any way you choose and although I will provide general guidelines as to the duration of our presentations, no points will be deducted for longer or shorter presentations relative to the guidelines as long as the all relevant issues are adequately addressed. Several group written assignments are also required. These assignments are due at the beginning of the class period that they are due. If a particular assignment is due on DEL it must be posted before class time. The assignment of responsibilities and the completion of these assignments are up to the discretion of group members within the guidelines mentioned above related to participation by all group members. Specific instructions will be made prior to each assignment. Keep in mind that for exam purposes, all group members are responsible for the content of all group oral and written assignments unless I specifically exclude the content of one or more assignments. Other: In-Class Discussions: As you begin your careers you will learn how important it is for you to have effective verbal communication skills. A significant portion of your communication Walt toners In your Tall Ana Walt clients will De vernal. As a result, the development of verbal communication skills is given a high priority in this course. No doubt improving these skills within our learning community is an important step award mastering them in preparation for your professional careers. Dont feel as if you have to offer insight related to every topic discussed in class. Effective verbal communication requires that one knows when to speak as well as what to say and how to say it. Speak out when you have something to contribute. Should you not do so voluntarily, I will provide a little prodding. Course Grade: Your course grade will be determined as follows: FIRS Term project Written Group Assignments (likely 4 or 5) 15% Formal Group Presentation Presentations (likely 2 or 3) 10% 10% Informal Group Research Assessment Mid-term Exam Final Exam Total 5% 25% 100% As a rule, I do not give make-up exams. However, I do not object to anyone taking an exam early if your situation prevents you from taking it when scheduled. If you have what you feel is a legitimate reason for missing the midterm exam and cannot schedule it early, you must let me know of your situation before the exam is given. Should I allow you to miss the midterm exam, your final exam will count for 50% of your total course grade. Only in the most extraordinary of circumstances will you be allowed to postpone your final exam. A final comment with regard to grading: keep in mind that the grade of Incomplete s not designed for students who have fallen hopelessly behind in a course and who have little chance of catching up. This grade is reserved for students who are making satisfactory progress in a course and, due to unforeseen circumstances that are beyond their control, are not able to complete the course. Please do not ask me to give you an incomplete unless this applies to you. In addition, do not ask me to assign you extra-credit work so that you can improve your grade. There is absolutely NO chance that I will do so. You have any number of ways to earn points toward a passing grade. Again, there will be no opportunity of any kind to do work above and beyond the requirements of the course. Lastly, I realize that most of you are very close to graduation. Your nearness to graduation will have nothing to do with how I grade your performance in this course. Academic Integrity and Personal Ethics: Academic integrity requires a commitment to complete and absolute honesty in your intellectual endeavors. The University has a website dedicated to Academic Integrity.

How to Make a College Paper Longer

How to Make a College Paper Longer Need to make a paper longer but out of ideas? Forget fudging the margins and font or even the legendary period trick. These 6 tips will make your paper longer- and better! Avoid the Old, Obvious Tricks First and foremost, know that your professor most likely knows about all of the easy tricks and can spot em! Changing the font, changing the margins, doing the period trick, and tons of other sneaky ways to make your paper longer have all been done before and then some. Since you need to make your paper longer, not worse, skip the easy stuff and focus on the content. Cite a Few Sources Add additional quotations to support your examples. If your paper is good, youll have examples to support your thesis. To make your paper even better (and longer), make sure you have at least one quotation from the text- if not more- to support your examples. (And be careful about citing your quotations accurately, too.) Add Some Examples to Your Paper Add an additional example to each paragraph/argument/idea. If you cant add more quotations, add more examples to support your position. Think about more ways to make your point by showing- not just telling- the reader. Check Your Paragraph Format Make sure each paragraph has a topic sentence, supporting evidence, and a concluding/transition sentence. Of course, each paragraph should have more than just these three sentences, but you might be surprised at how easily each can be left off- and how much longer your paper can become if you go back through and insert missing items where needed. See if You Can Prove Yourself Wrong Think about the arguments against your thesis- and then make sure youve addressed those points. Sure, you may have good arguments for your position. But what would someone holding the opposite position say? And what would you say in response? Making sure those responses are already included in your paper is a great way to make sure youve covered all the bases... and a great way to add some length if your paper is a little shorter than youd like. Make Sure Your Paper Structure is Solid Confirm and reconfirm that you have a strong introduction, thesis statement, and conclusion. ​Although you may be focused on the body of your paper and the evidence supporting your position, having a strong intro, thesis, and conclusion are important, too. Making sure your paper starts with a bang (good intro), has a solid foundation to stand on (strong thesis), and leaves the reader convinced (stellar conclusion) is a great way to make sure your paper is all-around better- and longer!

Employee testing project Assignment Example | Topics and Well Written Essays - 2500 words

Employee testing project - Assignment Example Performance assessment test can be carried out at organizational or individual level. In regards to organization, Performance assessment test requires strategic plan of the firm to layout goals, objectives and mission in a certain period of time (Anne and Sheldon, 19). Mostly, performance assessment test is carried out especially when the Organization wants to determine their progress with respect to realizing its goals and objective and to have right indicator of workers knowledge and abilities. More importantly, performance assessment test can provide indicators for improving instruction and increasing human resource productivity. This is mainly achieved through enhancement of human resource understanding of their roles specifically after successful performance testing (Anne and Sheldon, 31). Successful performance assessment test is characterized by positive changes in worker relations, their ability and effectiveness improves and improvement of overall performance customer servic e and teamwork. Performance testing also lessens business costs by identifying right workers for training, promotions, and hiring. For example, the figure below represents an employee performance evaluation form for Apple Inc. B. Employee strengths and accomplishments: Include those which are relevant during this evaluation period. This should be related to performance or behavioral aspects you appreciated in their performance. Cognitive ability tests typically use questions or problems to measure ability to learn quickly, reading logic, and reasoning. Cognitive ability tests also utilize other mental abilities that are so crucial in achieving aims and goals of different organizations. Cognitive ability tests evaluates an individual’s potential to solve job-related constraints by providing information about their mental abilities; such as verbal or mathematical reasoning and other potentials like speed in recognizing letters of the alphabet. Although the

Coaching Term Paper Example | Topics and Well Written Essays - 2000 words

Coaching - Term Paper Example In simple terms, coaching is training or development that involves an individual (coach) supporting the learner (trainee) in achieving professional objectives. There many types of coaching like business, sports, and philosophy to other. A coaching philosophy is what one values and how he will approach his coaching roles. Coaching philosophy covers ones purpose as a coach and how he will approach player development and winning. Ones coaching philosophy is composed of the primary objectives and at times beliefs and the principles that one adhere to achieve his goals (Program, 2010, p. 45). One’s coaching philosophy will guide him on how to behave as a coach and how to interact with his or her athlete, footballers among other examples. Coaching philosophy has to touch on who one is and who one wants to be in future. In many occasions, it is based on one’s experience, knowledge, opinions, and beliefs. All excellent philosophies irrespective of their length describe and explain the purpose of coaching, the views, and the principle that the coach will use to achieve his goal. (Association A. F., 2012, p. 130) Some of the elements of the coaching philosophies are discussed below. Motivation vs. Inspiration: Inspiration is the shortest- lived character or behavior. In many occasions when a challenge requires a force and application over time, inspiration may help to start us off, but motivation provides the perseverance required. (Barbour, 2011, p. 335) On the other hand, motivation is based on the intrinsic need of people, for example, how vital is the outcome for the performer. As far as the footballer has made up his mind as to the desirability of this result for him then his coach can help him to achieve his goal. When a footballers or athletes depend on the coach for his so called motivation, then the coach will be in trouble. It is because coaches need highly motivated players to work within the field. Plan, prepare

Human Resources Management in Business Essay Example for Free

Human Resources Management in Business Essay Human resources department is a part of business that deals with its staff. The department is seen as part of strategic management, in the effort to achieve the goals of the business, and is crucial to the businesss success. Some of the human resources departments responsibilities include recruitment, retention, selection, job enlargement/enrichment, motivation and leadership, job role allocations, training, and payroll appraisals. The departments decisions are influenced by, however, internal issues for workforce planning. One of the issues could be the cost of its operations. The business would want to minimize cost, so any decisions made by Human resources should be cost-effective. Another issue could be the companys business strategy, for example when the company want to expand, the Human resources department would have to recruit more employees; if the company wants to cut costs and increase profit, the department would have to consider reducing the number of staff. It is also responsible for training current employees for any new equipments. There are also external factors that affect how workforce planning is carried out. These external factors include government actions that affect the business environment. For example, the government can impose new minimum wages that would increase the Human resources departments spending on wages payment. The education situation of the country can also affect Human resources, as education is the means that workers gain their skills; without proper education, Human resources wouldnt be able to recruit highly skilled workers without paying large salaries or recruit foreign nationals. An important external factor is the economic situation of the economy. If unemployment rates are high, Human resources would be able to recruit new employees much easier and cheaper than when the economy is in boom, which makes labour more expensive. The age ranges of the labour force can affect Human resources decisions, since they dont want to recruit too old of employees who are going to retire soon. The business often want more young employees who can potentially contribute to the company for a long period of time, and can also be more innovative. Another external factor is technology advancements, as this may result in the introduction of new equipments into the company. The Human resources department would then have to organise training for their current staff to enable them to work with the newly acquired machineries. There are many benefits to Human Resources planning. One of the most important purpose of the Human Resources department is to motivate staff. This can be done by means of promotions, training, and rewards. Another benefit is that Human Resources help import important skills into the business through the process of recruitment. Human Resources would compose a recruitment process that selects the right people for the business. Without a Human Resources department, a firm cannot efficiently recruit employees that they need. Also, the department helps the business plan the right number of workers. They make sure that there are no redundancy or shortages of labour in the company, and if there is any, Human Resources would fix this either by cutting or recruiting staff. Human Resources department also ensures smooth operations in regards to labour management. This means they make sure that employees arrive when they are needed, and are allocated to the right tasks, and that each workers know their role within the business. In addition, they resolve whatever arguments that may arise between the workers and company management, making sure that the employees are clear of company regulations, and that management are clear of their workers conditions. Finally, the Human Resources department ensures that no laws are broken in regards to labour employment. For example, the recruitment process must not violate discrimination laws. All necessary laws are briefed to staff to ensure no illegal activities are conducted within the company. Before selecting staff for any position, key skills needed for that particular job need to be identified, creating a list of criteria for candidate selection. British Sugar is one of the largest provider of sugar products in the UK. Their Human Resources department has been directed to recruit three new production managers, as part of the companys expansion project in China. The Human Resources department has identified the key skills for a potential production manager: Confidence: the manager needs to be confident in handling large responsibilities, whether it be meeting production deadlines, ensuring worker safety etc. They need confidence to be able to make decisive actions, taking the initiative without too much dependence on higher directives. As they direct the production process, confidence is also needed for negotiating with suppliers, making the best deals for the factory. Technical skills: a production manager has to be sufficiently knowledgeable about the production technology of their factory, to be able to understand and resolve technical problems should they arise. Technical knowledge of a manager does not have to be detailed, but must be sufficient to issue correct directives to the factorys engineer force. High technical skills is preferred, as the manager will be more likely to be innovative in improving production methods of the firm. Communication skills: a good production manager is able to communicate to all different divisions of the company. They are quick to absorb information from different levels of the company, whether it be top management or floor workers, and then provide quick and effective feedback. Communication skills are crucial in a manager, as it helps him ensure the coordination between different elements of the company. Problem-solving skills: the production manager should be able to independently deal with problems within their factory. They will be extremely resourceful in coordinating factory or company-level efforts to solve problems. This requires an intelligent person that can improvise upon their resources to damage-control and reverse the problem and put the factory back onto its original course. Motivating staff is an important part of company operation, as it ensure the employees do their best and be productive while working for the company. There is a variety of reasons why employees would want to work harder in their working environment. Such reasons could be money, bonuses, power, working with friends, social aspects of work, the need to provide for family, promotion, team work, and promotion. Frederick Taylor’s theory of motivation simply stated that all workers are worked by money. This means that in order to better motivate employees, the employer simply just has to raise their pay, and this would make them work harder. Taylor introduced the Theory of Scientific Management, which said that workers are naturally lazy and need close supervisions and control. The theory also says that managers should break down work to the simplest tasks to their employees. Workers also need adequate training and equipment to perform their simple tasks as efficiently as possible, then they would be paid according to the amount of products they had produced. The theory is often applied in mass production lines which involves repetitive tasks. Elton Mayo later introduced a new theory of motivation of his own. He believed that money is only part of the worker’s concern, and social needs are more important in motivating workers at their work place. Mayo published the Human Relation school of thought, which encourage managers to focus more on social interactions between workers. Mayo went further in his studies and conducted his own experiment at the Hawthorne factory in Chicago. From these series of experiments, he concluded that although physical conditions worsened, they do not affect the productivity of the Hawthorne workers. Instead, social factors such as better communication between workers and managers, better involvement in employees’ lives from their manager, and team work was what improved productivity levels. In the 1950s, Abraham Maslow introduced the Neo-Human Relation school of thought. This new theory focus on the employee’s psychological needs, which are structured into five different levels of needs. The theory says that once a lower level of needs is satisfied, would then the worker could be motivated by an upper level of needs. These levels of needs in lower to higher order are physiological needs, safety needs, social needs, esteem needs, and self-actualisation respectively. Managers also need to realise that each worker moves up this ladder at a different pace, and therefore might need different sets of incentives from worker to worker. In financial-related type of motivations, the most common motivation is salaries and wages. Salaries are what permanent employees are paid monthly or annually. Wages, on the other hand, is what is paid to workers per hour they have worked. These can motivate the employees, for the harder they work, the more they would earn. A piece rate system is when an employee is paid a fixed rate for each unit of production; In other words, they are paid by results, which motivate them to achieve better results. Commission and fees are similarly dependent on the results of the workers. Commission is a percentage of the sale revenue, and fees are fixed amounts that are earned after sale. The more the employee sells, the more commission or fees they get, motivating them to sell more. Fringe benefits are any non-wage payment or benefit such as pension plans, profit-sharing programs, vacation pay, and company-paid life, health, and unemployment insurance. Having these extra benefit with their jobs can make the employees feel more secure and work harder. Performance-related pay or pay by performance is money paid relating to how well the employee works. This would motivate them by giving them knowledge that the better they perform in their field, the better their assessment would be and the more they would be paid. Profit sharing is another way of motivating staff, it consists of a plan that gives employees a share in the profit of the company. Each employee receives a percentage of those profit based on the companys earnings. This makes staff work harder, knowing the more their company earns, the more they would get in shared profit. Share ownership is when employees who have worked in the company for a long time are given part of the business as shares. These shares would give the employees power, and they get to take part deciding how the company is run. Other than financial motivations, there are non-financial ones that could boost motivation while costing minimal for the business. Job redesign involves restructuring the elements including tasks, duties and responsibilities of a specific job in order to make it more encouraging and inspiring for the employees. Job enlargement is basically increasing the employees work load, so that they feel more responsible and work harder. Job rotation is when employees are moved between two or more jobs in a planned manner. The purpose of this is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. Job enrichment is a variation of job enlargement. Job enrichment adds new sources of job satisfaction by giving the employee additional authority, autonomy, and control over the way the job is accomplished. Team work is a Cooperative effort by the members of a group or team to achieve a common goal. Working in a team may motivate employees to do better to fulfill their part on the team. External link for employees motivating can be found here: http://www. forbes. com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/ The fundamental method which British Sugar would use to motivate their staff is to make them feel safe. Feeling safe would clear the employees minds from external worries, helping them to focus more on their tasks and try harder to achieve. This method would include providing their employees with adequate facilities to work in. This means that British Sugars factories and offices would to the most basic safety regulations such as fire safety, electrical safety, and protection from hazardous conditions inside their factories. British Sugar would also make sure that their facilities have appropriate security measures to protect employees and their possessions safe. This method of motivation is one of the most basic levels of Maslows hierarchy of needs. Another method that British Sugar uses is providing extra employee benefits beside their regular salaries and wages. They would give company cars for manager and directors, along with free O2 mobile phones. British Sugar also looks after their employees by providing them with free healthcare in the form of free check-ups with company nurse, eyesight tests and glasses, and subsidised scheme with AXA. Families of employees can also enjoy company benefits with provided child vouchers and team meals for spouses. British Sugar’s factory workers are also provided with free safety work wear. There are numerous other benefits that employees can enjoy working for British Sugar, which includes sports clubs, gym facilities, free parking†¦etc. A popular method of motivation from Taylor’s school of thought is recognition. British Sugar would give out tokens of appreciation and to recognise employees/teams that have made a significant contribution over and above that reasonably expected. Company managers would award their employees with vouchers, meals, bouquet of flowers, or bottles of wine to boost their work morale. Long Service Awards are given to employees with significant length of service. Annual bonuses of ? 400, ? 600, ? 800, and ? 900 are given to employees who have served 20, 30, 40, or 45 years in the company respectively. British Sugar also use chances of promotion to encourage their employees. This is a process known as internal recruitment. When a position is open, employees are often promoted to fill the position instead of recruiting new people externally. This keeps the employees motivated to work harder, knowing there are chances of future promotion. Another method of motivation used by British Sugar is performance management. Performance management is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. To ensure the proper functioning of the business, British Sugar would have to maintain a high level of cooperation and satisfaction in its employees. Making employees cooperate would increase productivity, reduce labour turnover, and make sure that they can maintain the quantity and quality of work they are capable of. One of the methods of doing this is by communication. This method involves staying in touch with the staff to make sure they are updated with company information. When staff have the information that they need for their job, they will be more likely to be oriented towards their tasks, and be able to do it correctly and more efficiently. Communication with employees can be done by many means. It includes emails, which are quick, efficient, and reliable. Face-to-face communication is an important form of communication, often in the form of meetings; however it has time and distance limitations , for example a manager might not have the time to see all of his employees to talk about new policies, while he could just send them all an email. There are other methods such as telephone calls, which can be made easily over long distance or face-time technology that allows employees to communicate despite the long distance. Another way of improving employees cooperation and commitment in the business is making them more involved in it. In British sugar, this is know as the â€Å"quality circle†. British Sugar would engage its employees group discussions, where groups of workers meet and discuss the good and bad side of the issues that they face. The employees would try to resolve their problems together, and discuss ways to improve how they work and how the company works. This method generates a feeling of involvement, employees would feel that they are a contributing part of a team, and therefore view their work more positively and become more inclined to cooperate with other employees as well as the company managers. Clear employment contracts also help boost staff cooperation and commitment. A clear contract would have to explicitly explain the details of the job, such as explaining the roles and duties that the employee is expected to carry out, along with the hours of work required. The business would also need clearly identified procedures such as disciplinary policies or grievance policies. A clear pay structure that explains basic time as well as overtime is essential. All of these will reduce arguments in the company, enabling more efficiency and cooperation within the business. Motivational methods are a way of getting more cooperation from staff. Motivated employees would perform better while feeling better about their prospects than demotivated ones, therefore cooperating more in their work. Similarly, training and charity links should also be used to boost the morale of workers. Training would increase the employees motivation and performance, as well as charitable activities such as helping out the local community. A well-motivated workforce with high morale is more likely to cooperate with the company and to each other. The culture of the business itself will also affect how its employees cooperate. If the company has a culture of cooperation and an atmosphere of teamwork, then the employees are more likely to have more cooperation in their work. Training in a large organisation such as British Sugar is carried out extensively. An example of British Sugars training operation is their Graduate scheme, a scheme in which British Sugar finds apprentice in universities. The company would offer university graduates a period of vocational training, with the assurance of a job at the end of their training, in addition to have year-long job placements for engineering students. British Sugar also organises over 1000 training courses every year involves all levels from senior managers to new apprentices and our seasonal workers. The company encourages its sites to play an active role in local communities through media visits, schools activities, agricultural and environmental events. British Sugar have regular dialogues with leading and local non-government organisations. They also organise sponsorships and charitable funds, allocated to their employee fundraising activities through a Supporting YOU to support others programme. Measuring the workforce can be done by a number of ways. This is generally looking at the key indicators in the business workforce such as labour productivity, health and safety, labour turnover and absenteeism. Labour productivity is how much the workers produce in terms of goods and services per hour worked. In the business, it can be measured by looking at the efficiency of individual or teams. However, this method should be used with cation, because there are factors that could affect labour productivity such as the age of machinery, type of sector that the business is in or whether production is automated or labour-intensive. If machineries are old, they wouldnt be able to produce as much, therefore being the cause of low labour productivity. A business in the secondary sector would be more productive than one in the tertiary sector since manufacturing makes more products than service. Similarly, a business that has automated production will be much more productive than one with labour-intensive production, since machines are able to mass produce more products than individual workers. A business can try to improve labour productivity by using motivational tools such as bonuses. Training can also be used to add productivity to workers, and business plans help staff work more efficiently. The business can also buy new equipments to improve productivity of their workers. Another measurement is health and safety. As it is one of the motivational factor, the quality of health and safety at the workplace can affect the staff. The better the health and safety standard, the better the staff will perform. The business must consider the possible causes of poor health and safety, such as poor equipment, dangerous environment and also the poor training in the matter. Labour turnover can also be used to measure a companys workforce. Labour turnover is the proportion of staff leaving the business over a period of time, usually each year. A company can lose their staff due to de-motivation, retirement, social factors, better opportunity elsewhere ,or that the employee wants to start their won business. Staff leaving can also be involuntarily as their positions become redundant or they are fired due to performance. A high labour turnover is generally not good because it spawns many problems such as the loss of productive capacity, the costs and the time taken to recruit new staff, and the extra training and induction programmes to new employees. However, new staff can bring benefits such as introduction of new ideas to the business, or more efficient workers. Absenteeism is another measurement to the companys workforce, as it tells managers how much their staff go on break from work. This can be a substantial problem for the business, because production output will suffer if employees are absent, projects will run into delays, and the quality of products affected due to the lack of staff. There are many other costs associated with absent staff, such as sick pay, and temporary staff pay, which is often expensive. Absenteeism also cause de-motivation in the business, as other employees will have to take the work load of the absent employees. To lower the level of absenteeism, the business can issue fines to absent staff, improve the safety of the work environment so staff would want to be at work, and improve their motivational methods. British Sugar uses a range of performance indicators to evaluate and improve their performance. SMART targets are a set of criteria that are based on the specific words: specific, measurable, attainable, relevant and time-specific. These criteria are applied in the process of making goals and objectives, to maximise the business chances of obtaining them. Punctuality is the characteristic of being able to complete a required task or fulfill an obligation before or at a previously designated time. Attendance is the frequency with which a person is present. An appraisal system, or performance management, is a proactive and continuous process of communicating and clarifying role responsibilities, performance expectations and priorities in order to ensure mutual understanding between managers and employees. It is very useful as it is both a motivational strategy and a review system where mangers can assess their employees. The appraisal system would fulfill the employees social and recognition needs according Maslow theories, motivating to work harder to achieve more and be more recognised. The system is not without flaws, however. The appraisal system can be very costly, requiring a lot of administrative work, and is time-consuming. It is also exposed to favouritism. Managers can tend to trust and praise some employees more than others, causing distrust discontentment among team members.

Sweat Shops :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  All of my life I have considered myself as a person who loves children. I enjoy playing with them, helping them, and just being around them. So when I first agreed with corporations who use child labor I shocked myself completely. After examining two articles; one â€Å"The Case for Sweatshops†, by David R. Henderson, and two â€Å"Sweatshops or a Shot at a Better Life†, by Cathy Young, I came to the conclusion that in some cases when young children work under proper conditions it can keep them out of the streets and be helpful to them and their families.   Ã‚  Ã‚  Ã‚  Ã‚  The lives of people in some third world countries such as Honduras and Indonesia are completely different than ours hear in a much more prosperous nation. So when citizens of this great nation hear about people working for thirty to fifty cents an hour they think it’s absolutely absurd. But what they don’t realize is that this amount of profit is acceptable to these people. David R. Henderson backs this up by stating, â€Å"Take the 31 cents an hour some 13-year-old Honduran girls allegedly earn at 70-hour-a-week jobs. Assuming a 50-week year, that works out to over $1,000 a year. This sounds absurdly low to Americans but when you consider that Honduras’s GDP per person in 1994 was the equivalent of about $600.† You can also see proof of this in Cathy Young’s article when she writes, â€Å"I have also wondered why, when we are shocked by reports of 50-cent-an-hour wages, we never think of those Save the Children ads reminding us that a contribution of $15 can feed and clothe a Third World child for a whole month.† Also, Young brings up another good point by stressing the fact that to many Third World country families having children is one more financial burden, â€Å"†¦in poor societies, a family cannot afford to support a child for 18 years. For virtually all of human history, most children worked†¦Ã¢â‚¬    Ã‚  Ã‚  Ã‚  Ã‚  Many children in these Third World countries have no other option but to go to work and help support their families. Otherwise they are left to survive for themselves on the streets ruled by crime and danger. Cathy Young strengthens this point by saying, â€Å"Some children, left with no other means of earning a living, may even be forced into prostitution.† Yes, to most people, working in a sweat shop does not seem like a good option but for some it is the only one so why get rid of it.

Political attack ads

Americans National University Political advertisements have been a pervasive part of politics In the united States since the dawn of television. Presidential candidates have been making an appearance In the living rooms of Americans since Dwight D. Eisenhower Introduced a series of short campaign ads to the world of television during his presidential race (livingroomcandidate. Org par-I, 2012).From the beginning researchers regarded television as a medium that had the potential to allow people to become more informed, and therefore more included leading to a nonpartisan democracy Chirurgic, Coleman, & Blubber, 2009). Individuals who, in the past, had limited access to current affairs have been able to gain a different impression of politics through the medium of television. As television became a comfortable medium for politics, electoral democracies became a game of â€Å"power, persuasion, monopolizing support for policies and politicians, and accumulating votes† (Chirurgic, Coleman, & Blubber, 2009).In this paper the writer will attempt to analyze the impact of political television ads on democracy. Throughout political history politicians have used an ray of methods such as speeches, advertising, and political rallies to obtain the winning vote, however political television ads became a popular theme in the race for president. Political attack ads are as old as television and made their first appearance in 1952 in which republicans would give one answer to one group and give a completely different answer to the same question to another group (Greer, 2006).Because of this the opposing party could not be trusted. Some of these ads had quite a lasting effect but none more than the President Johnny's ad â€Å"Daisy Girl† that sutured a little girl picking the petals off of a daisy then fades into a nuclear bomb going off (Greer, 2006). The ad was a response to Barry Goldwater statement regarding using nuclear weapons in the Vietnam War. Although t he ad was only aired once before being pulled from television, many believe It's Impact was what led to Johnson winning the presidential race In 1964 (Greer, 2006).For more than sixty years politics and television have existed In a state of reciprocated dependence. Politics provides the raw materials while television packages It, subtly reconstructs It, and livers It to the audience (Currently, Coleman, Blubber, 2009). Political advertising has become an Indispensable campaign strategy and many people regard It as fairly obtrusive. Political advertisers are not liable to any regulatory organization, voluntary or otherwise, for the accuracy of their claims (lounger, Prior, 1999).Political ads are complaining about the objectivity of the comments made about them. While television has become a fundamental part of the political process it, in turn, has widely contributed to De-plasticization (Chirurgic, Coleman, & Blubber, 2009). Greer ascertains that poll after poll confirms that the e lectoral process is marked by cynicism and dissatisfaction with contemporary campaign discourse (2006). Nearly 60% of the public in the year 2000 was dissatisfied with how candidates conduct their campaign (Greer, 2006).The focus has moved from political discourse to the personalities and faces of political leaders. Because the focus has turned to spectacle rather than ideas the educational value of election campaigns has greatly diminished. Televised presidential debates have become a battle of physical style which has moved our culture towards a new way of conducting important business Postman, 2005). The lines between show business and political discourse become more blurred with each passing day. Americans tend to have a negative preconception towards political campaign ads.They are inclined to believe that such attack ads undermine not only the election but the democratic government as well. John Greer Author of In Defense of Negativity disagrees with this theory. Greer believe s that these political ads enrich the democratic process, providing voters with relevant and substantial information before they head to the polls as they are pitched battles for control of the government (2006). Greer points out that exaggeration in political ads not only apply to negative ads, but to positive election propaganda as well (2006).Many ads point out the positive aspects of a candidates race to become president such as President Reggae's advertisement of his tax cuts, however he failed to mention the tax increase he previously signed into law. This ad and other similar political ads were not labeled as misleading (Greer, 2006). Americans tend to assume that positive political ads are practical and truthful. Greer states that Bob Squire once said â€Å"most lies in politics are told in positive ads† (Greer, 006). This statement asserts that regardless of the content of the ad it is impossible to truly assess whether or not the ad is misleading.Political attack ad s have branched off from the television and people are now turning to the internet for their political news. The television trend is currently on a downward spiral. According to research by the Pew Internet & American Life Project the number of Americans going to the internet for their presidential election campaign news has increased by 23% since 2004 while those relying on television dropped by 4% (Pew, 2008). The most popular internet resources are blobs, comedy sites, government websites, candidate sites or alternative sites (Chirurgic, Coleman, & Blubber, 2009).Audiences are increasingly becoming active participants in public communication, as senders as well as addressees of mass-circulating messages (Chirurgic, Coleman, & Blubber, 2009). Through the internet medium American audience members can intervene and participate in political discourse with a gradation of value that was impossible even twenty years ago. Political advertisement, whether positive or negative, will always mom with a degree of fabrication that misleads one American or another.Political ads set the stage for campaigning and are what gets Americans involved in democracy whether it is a commercial you watched on Television or a Youth video. Americans have been able to gain a sense of involvement that was not possible offended by political attack ads, Greer believes that positive political ads can be Just as misleading if not more. Regardless of the general consensus, political attack ads have gotten the public more involved in not only their local politics, but their national politics as well. References Greer, John G. 2006).

Reflective Paper on Management of Organizations Essay

The concept of management especially that of managing organizations, is a broad field of study and usually requires understanding of the other branches of human learning such as sociology, psychology and economics, among others.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In determining the most effective approach in management, it is important to learn the basics of dealing with persons, how to organize them, develop their skills while bonding them together and eventually generate positive outcome or production from their collective labor.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Being an experienced nurse and member of the US Armed Forces, I have learned through the years in reserve camps and in field that interpersonal relationship is not easily perfected considering man’s innate instinct of â€Å"self-survival.† In order for a man to survive in any given situation, condition and place, it is but natural for him to save and protect himself or his interests, oftentimes resulting to conflict with other persons.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This human frailty is often than not the root of problems and conflict affecting the smooth flow of communication and cooperation within a certain group or organization. In addition to this, a person’s inability to understand the proper systems of learning within an organization and the natural course of changes brought by outside forces such as information technology, globalization and the likes usually result to negative output or disintegration of the organization itself.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also, change, transformation and evolution is part of nature. Such reality also affects organizations and the society as a whole. The concept of the continuous transformation of the society and all of its institutions is best described by Donald Schon (1973): The loss of stable state means that our society and all of its institutions are in continuous processes of transformation. We cannot expect new stable states that will endure for our own lifetimes. We must learn to understand, guide, influence and managed these transformations. We must make the capacity for undertaking them integral to ourselves and to our institutions. We must, in other words, become adept at learning. We must become able not only to transform our institutions, in response to changing situations and requirements; we must invent and develop institutions which are ‘learning systems’, that is to say, systems capable of bringing about their own continuing transformation. (Schon 1973: 28)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Schon, as quoted by M.K. Smith (2001) in his article, â€Å"The Learning Organization† posted in the worldwide web infed.org, is indeed correct by saying that we must learn how to adapt to changes and transformation, make them as integral part of us and our institutions and likewise come up with new learning systems that could carry on the cycle.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Given this idea, I believe that by learning the proper systems in the field of management, one would not only be able to adapt to such transformations in the society and all its institutions or organizations, but also one could make a big difference in mobilizing people together, making them more competent, service-oriented, effective and productive.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   At the same time, learning the proper systems can lessen, if not only its impact, the conflict caused by self-survival by individuals thereby resulting to an effective team that is highly competitive, competent and motivated.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Part of the learning systems in an organization is the building of teams that would become the heart and machinery of the organization. In building teams, I have learned from several readings that it is important to determine the strength and weaknesses of each individual to assess their distinct capabilities that would match the requirement for specific responsibilities and work to be done.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In determining the weaknesses and strength of the team members, as well as the over-all status of the team, some analytical modules can be used such as the force field analysis and the SWOT analysis.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To initiate the force field analysis, the team must start with a brainstorming session to identify the â€Å"driving† and â€Å"restraining† forces in their organization. The driving forces are the factors that promote obedience to the team’s work or schedule while the restraining forces are the factors that hinder adherence.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   By learning how to determine both, the team and its leader would be able to design strategies how to approach the problem and decrease the restraining forces to achieve maximum resolution.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another effective way of identifying the internal and external strength, weaknesses and opportunities of the team is the SWOT analysis. In using the SWOT analysis, the team would not only be able to determine the causes of motivation or hindrances to their work or schedules, but also the opportunities and threats to the organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   SWOT is more comprehensive and detailed and by identifying the internal strength and weaknesses and the external opportunities and threats, the team would be able to draw up critical solutions to its problems. In using systematic analysis in identifying problems, the team leader also develops a systematic thinking or approach in building a strong and effective team.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Such forms of analysis are effective in most cases especially in military operations. As an active member of the US army, part of our daily activities is to maintain order in each team at the camp and effectively carry out orders from our superiors.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   By learning how to determine several forces that affect our operations, I am becoming more capable to handle orders and cooperate with my colleagues. At my age of 41, I am still open to possibilities that even an older woman like me could achieve more in the future. Through learning how to build teams and eventually become a very good leader, I am relearning the values of discipline, independence and competence that I could use once I finish my course in Human Resources. But building teams and knowing each team member’s capability is only part of the larger face of learning systems in learning organizations. The next step to an effective management is how to enhance and develop strategies that would improve the team. An effective team develops ways to share leadership roles and ways to share accountability for their work output. It also builds a specific team purpose and goals. There are several ways or strategies how to motivate teams to become stronger and more efficient.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is important to establishe objectives together. All team members must understand the objectives and what actions are needed to achieve them. Each member shall have a sense of responsibility and must have a sense of participation in achieving the collective goal of the team.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A good leader also knows how to encourage members to suggest ways how to improve their own services. The team must develop a participatory style. The feeling of belongingness and importance is one of the best ways to boost the team members’ morale. I often do this at home with my children. For 18 years as I reared them as single parent, I tried to teach them to speak and to participate in all house concerns. This made them independent and self-assured the same way a team member should feel – important.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Most often than not, listening is the best way to learn. Leaders should know how to listen to their team members. They should also acknowledge their points of view and encourage a healthy venue for discussions and democratic debates. Healthy discussions are actually therapeutic to the group because the members will be able to speak their minds or the problems they encounter at work. This improves interpersonal relationships and lessens the conflict of self-interests and self-survival. By understanding each other’s problems or by listening to one another, a team member would learn to decrease his personal walls and start opening doors to other persons.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This is actually interesting for me. As I go through this course and the learning systems in management and organizational learning, I come to realize that managing teams or organization is not quite different from managing your own home. I could easily relate, not only because I encounter team concerns at work but also because I have experienced being aleder at my own house.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Meanwhile, other strategies in can be introduced to maximize the effectiveness of a team. Defining specific roles and responsibilities also helps in organizing the team and keeping them focused. It is also important to explain rules and regulations, including time commitments. By knowing the rules and the rationale for such rules, team members will develop respect and trust to the organization. Commitment of time for team building and team work is also crucial in an organization’s growth. All members must have a sincere concern for the team and in doing so, they must be willing to extend time at work to do their responsibility to the group, if needed.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to the experts, an effective team has at least seven characteristics. These are as follows: team members share leadership roles; team develops own scope of work; team schedules work to be done and commits to taking time allotted to do work; team develops tangible work products; team shared accountability; performance is based on achieving team products; and open discussion and collective resolution of problems within the team.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Working long hours at the nurse’s station in camps and in hospitals, taking care of the sick and old, then has given me enough insight of the real meaning of team work. It is true that a hospital or a military infirmary is just like an organization. Each medical staff shall take part in all the responsibilities. Less time would also be spent if each nurse takes quality time to take care of the patients or station himself in a designated area. In my former line of work, there are also specific responsibilities and areas of accountability including pharmacy, supplies, maintenance, emergency, wards, among others. The same is true with the military. And mush is expected of us. At present, I am an E6 Supply Staff Sergeant. I work for a transportation reserve unit full time. I am part of a larger team. And it is my responsibility to take care of their supply needs. If I fail, the whole system fails. It is a chain. But if I do my work on time and with efficiency, I help my teammates and the order is protected.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Simple things or simple tasks are oftentimes the key to an organization’s success. By doing the very basic things right, the team is assured of a holistic effectiveness and efficiency. As I begin to look back, it is getting clearer to me that the tricks of management, in any given field, are actually around us everyday. One only needs to be more observant and reflective to better understand the processes of learning.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Part of the continuing learning process is also the methods of solving conflicts. Conflicts within organizations usually arise when there is contradiction between team members, who sometimes have varying views on specific concerns.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When conflicts arise, experts tell us that it is important to introduce a constructive way how to resolve it. The first thing that one must take into consideration is to avoid jumping into conclusions. To avoid such mistake, it is crucial to identify the factors that have caused the conflict and determine the stakeholders involved in the conflict.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Group discussion would help determine who are stakeholders in a certain conflict. By diplomatically opening a dialogue between the stakeholders, the leader would be able to recognize individual interests, as well a power issues affecting the conflict.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The next step is to consider the alternatives in resolving the conflict. Each alternative must be carefully studied and from each, try to determine which is the most apt solution to the problem.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After the chosen solution is implemented, it is imperative to evaluate its effect to assess whether the results are satisfactory. If not, begin the process again and find other solution to the conflict.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In every organization, change is also a constant factor. Organizations are often faced by difficulties within the structure when there is leadership or organizational change.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Rosabeth Moss Kanter (1999, Chapter 5), it was proven over the years that things that sustain change are not â€Å"bold strokes but long marches – the independent, discretionary and ongoing efforts of people throughout the organization.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter (1999, Chapter 5) further says that:   â€Å"real change requires people to adjust to their behavior, and that behavior is often beyond the control of top management.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter teaches us that change is constantly created at many levels in an organization. Kanter says that there are big events that often occur due to outside forces while some changes are brought about by the people’s actions in their daily operations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In confronting change, adept organizations share three key attributes. Kanter (1999, Chapter 5) specifies these as follows:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   *The imagination to innovate. To encourage innovation, effective leaders help develop new concepts – the ideas, models, and applications of technology that set an organization apart. *The professionalism to perform. Leaders provide personal and organizational competence, supported by workforce training and development, to execute flawlessly and deliver value to ever more demanding customers. *The openness to collaborate. Leaders make connections with partners who can extend the organization’s reach, enhance its offerings, or energize its practices. (Kanter 1999, Chapter 5)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter cited three important words – concept, competence and connections. She claims that these intangible assets naturally build up with successful individuals and organizations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Such intangible assets, she explains, reflect habits and not programs. These habits – personal skills, behavior and relationships – if deeply imbedded within the organization results to minimal resistance to change.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   If the organization has such assets, change would be so natural that leaders would find it easier to gear their team members to positively react to change.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Mastering change and transformation usually brought by outside forces such as technology, globalization, competition and politics as well is not an easy task. The organization should be intuitive, dynamic and innovative.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The organization must come up with its own innovations to adapt to its environment, guided by the skillful and pro-active leader.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter (1999) explains that the skillful leader must know how to lead with passion, conviction and confidence in others. There are other techniques or tips that could be adopted by an effective leader. The first is to keep abreast with the changing environment. A leader must be constantly observant, keen in learning and updated of what is new and what is latest.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter’s concept of effective leadership teaches me and everyone else another basic characteristic of humans – our innate instinct to learn. Man’s curiosity and unending search for the â€Å"truth† or the â€Å"story behind things† is actually a trait that must be mastered by a leader.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I now find it imperative to double my efforts in honing my skills in preparation for my future as human resource personnel or manager. Doing routines at the military sometimes make you too comfortable with your environment that you forget to check what is happening around.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Now, I am beginning to realize that in order to be an effective and skillful leader, one must prepare and master the technique of listening, learning and tuning in to the environment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another trait that a leader should master is to think outside the box. Kanter said it is okay to challenge the wisdom of the organization. It is alright to question the patternsn and come up with new solutions, looking into different angles or dimensions that sometimes lead to new approaches and innovative ideas.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter (1999) gave several examples how to promote kaleidoscopic thinking. Team members can conduct activities outside the company or the organization itself. Interact, immerse with the community, break routines, rotate job assignments or even exchange projects. These are only few of the ways to generate fresh ideas and opportunities.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Genuine conviction is also a positive trait that should be taught to team members. Kanter (1999) explains that one cannot sell change or anything else without any real conviction. In order for others to believe what you say or what you are trying to communicate, you must believe it first. Makes sense to me. In many situations that I was confronted by issues at the US Armed Forces, my children would sometimes ask about the real concerns and agenda of the US government. And in many cases, I try to answer them as honestly as I could. But now, it reminds me of my true feelings at that time. Kanter helps me reflect of my thoughts and thinking about it, I know that at times, I am not even sure whether my convictions were genuine enough to let my children believe what I say.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This is one trait of a good leader I must master. To have genuine conviction so I could become an effective leader and be able to communicate vision and aspirations to my team members.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Change leaders† also needs the involvement of the team members who have the resources, the knowledge and the political influence to make things possible.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter (1999) calls it coalition building. In early stages of planning, the leader must identify key players with appropriate capabilities. It is also important to find sources across or outside the organization to find influencers. According to Kanter, coalition building requires an understanding of the politics of change and its accompanying principles.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Once the coalition is in place, a leader must know how to coach and provide guidance to the team members while at the same time allowing them to enhance their individual contribution to the team.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Kanter (1999) says leaders should allow team members to forge their own identity, build a sense of membership and become accustomed in implementing changes. The leader must resist giving too many responsibilities to the members because in order for their individual capabilities to grown, they must learn how to focus.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another effective way to ensure the success of an organization and its resolution to change is the primary law of management – perseverance. I myself believe that in any aspect of our life, not only in management, learning how to persevere and develop a strong passion on what we do is a positive attitude.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Perseverance gives a person more room to grow. As a 41-year-old woman, others may think that my career is almost over or that I may be experiencing the downsides of life. But I beg to disagree because I know that in pursuing my studies in human resources, I will have a better future ahead of me. My perseverance and willingness to adapt to changes and hone my skills in the process makes me a person with a vision and a drive to achieve more.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As Kanter (1999) explains, one must know how to overcome obstacles during the process of change. Perseverance helps a savvy leader to ensure the success of the process and prevent failure. If a leader launches something, he must not leave it to the team members. He should ensure that the process is done until the end.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   And after everything has been put into place, it is important to recognize each member’s contribution to the any accomplishment. Remembering to reward and recognize accomplishments is critical in any leadership, Kanter (1999) says.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Words of gratitude, recognition or appreciation are one of the most powerful tool in motivating members of any organization. In the US Armed Forces, promotions and awarding of medals of honor or valor are few of the motivational tools being used to boost the morale of US soldiers and to encourage them to fight for America. It is also a form of incentive to American soldiers for their sacrifices and the risks they face in the military, considering that the profession is a high risk one.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Kanter, there is no limit to how much recognition a leader can provide to his team members. Making everyone a hero for a job well done often results to higher performance or bigger output in the future.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In relation to change in an organization, Kanter (1999) says recognition motivates people to attempt change again especially if they are involved in the process.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In closing, effective management of people or organization is actually the ability to lessen individualism and self-survival instincts, break communication barriers, limit conflicts, building teams and training them to adapt to change, and the ability to innovate in order to keep abreast with the constantly changing environment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Effective management, though not easy to achieve, is actually a continuous learning process. One must have the concepts, the competence and the connections in order to become competitive, innovative and effective.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ashford University actually teaches us the same foundational values. The values of self-worth, creativity, independence, service, integrity and effectiveness. As for me, after studying this course and learning the proper systems in effective management, it is clear that the university’s core values such as creativity and effectiveness are truly important, not only to every individual but to interpersonal relationships and organizations as well.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The ability to innovate and have the respect for the free flow of ideas are some of the key points in mastering the techniques of effective management. As discussed above, innovation and transformation are continuous processes in the growth of an organization and by learning the values of creativity and self-directedness, one is assured that he could face the ever-changing and demanding world outside.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also, one’s independence, self-discipline and competence result to effectiveness, not only as an individual but also as integral part of a larger group or organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In any way, I believe that my aspirations in life are clearer and more achievable as I grasp a better understanding of the processes or organizational learning, as well as the values being taught at the Ashford university. This course is actually very interesting and liberating because it gives me a broader view of the society and its institutions. (End)       References: Smith, M.K. (2001) â€Å"The Learning Organization†, The Encyclopedia of Informal Education,   Ã‚   Retrieved May 3, 2006 from http://www.infed.org/biblio/learning-organization.htm Schon, D.A. (1973) Beyond the Stable State. Public and Private Learning in a Changing   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Society, Harmondsworth: Penguin, 236 pages. Kanter, Rosabeth Moss (1999) â€Å"The Enduring Skills of Change Leaders (Chapter 5) †, On   Ã‚  Ã‚  Ã‚   Leading Change. Retrieved May 3 from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://leadertoleader.org/leaderbooks/L2L/summer99/kanter.html Force Field Analysis. Retrieved May 3 from http://erc.msh.org/quality/pstools/psffanal.cfm SWOT Analysis. Retrieved May 3 from http://erc.msh.org/quality/examples/swot.cfm   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   If such could be achieved by a person, then he is a candidate to become an effective leader. By trying to understand the academic theories and vast possibilities to which this course of study has offered me, I now come to the realization that there is room for much improvement to everyone, even to a 44-year-old nothing is impossible I am a person with simple values, who appreciates those around me. I consider nmyself as helper of people and have been a member of the nursing profession for years.

slave culture essays

slave culture essays Slavery in America thrived and continued to grow because there was a scarcity of labor. Cultivation of crops on plantations could be supervised while slaves used simple routines to harvest them, the low price at which slaves could be bought, and earning profits as a bonus for not having to pay hired work. But in the beginning half of the 19th century a strong push for slavery's final straw was coming. The people of the South tended to be more genteel, and seemed not quite adjusted to hard work, but more to giving orders. The idea of telling people how to do their work just seemed to fit all too well into this scenario. Slaves lived under virtually unsuitable conditions. Douglass' account of a slave's life told of the trying times on the plantation. An allowance was given to the workers. A monthly allowance consisted of mostly of pork and corn meal but also some money. Yearly slaves were given clothes, a couple shirts, and two pairs of pants-one pair of pants for winter and one pair for the other times of the year. They were not given beds to sleep on but rather a blanket for the floor. On top of lack of basic necessities slaves were forced to work around the clock. If they were not at their total output for the minute their owners they would be forced by the whip and "encouraged" to work harder, as an owner might feel. They were always subject to profanity from their masters and treated more like horses. Just like horses they were bred to be strong, in the mindset of outputSlave owners would also sexually take advantage of women slaves. Slaves turned to freedom for more than this reason though. Some were obsessed with being free and living a life where they were not told how to live-and who wouldn't be? Then there were some that were treated so cruelly, that it forced them to run just to stay alive. Since coming to America as slaves even back as far back as when the first colonies began, slaves want ...

Learn How To Make Money Freelance Writing Online

Learn How To Make Money Freelance Writing Online Learn How To Make Money Freelance Writing Online Learn How To Make Money Freelance Writing Online By Ali Hale The Internet completely changed the freelance writing landscape. For some people (those who were freelance writers before), these changes are scary. For others (those who are getting started), they are quite exciting. In my opinion there has never been a better time to be a freelance writer, and that is why we decided to launch the DWT Freelance Writing Course earlier this year. Today we are opening the doors to new students again (if you want to join us click on the link above). The course is a six-week program designed to teach you everything you need to know about making money freelance writing online. You’ll get written lessons every week (that you access on a special members’ site). They’ll cover: Week #1 Maximizing Your Productivity to Multiply Your Profits: During the first week youll learn techniques you can use to increase your productivity as a writer – if you can write fast without sacrificing quality, you’ll massively increase your earnings. Week #2 Website Setup, Promotion and Guest Blogging: Setting up your own freelancing website and building up your online writing credentials – essential if you want to be taken seriously and land online gigs. Week #3 Writing Content For The Web: Writing for the web is a totally different beast, and in this module youll learn techniques that can set you apart from other freelance writers. Week #4 Finding Clients and Developing High Paying Jobs: Finding great clients and high-paying jobs is probably the biggest challenge any freelance writer will face. The information provided in this module will help you overcome this challenge. Week #5 Running A Freelance Writing Business: Running your business effectively – because if you can’t communicate well with clients or if you miss deadlines, you’ll soon find yourself out of work. Week #6 Using Social Media To Promote Yourself: Social media is already considered an important part of modern marketing. In this module youll learn how to use it to promote yourself and land more clients. Three years ago my life changed forever when I left my day job to become a full-time freelance writer. Now, I get to do what I love all day long. This course teaches you exactly how I did it – so that you can do the same. And you won’t be alone. You’ll be taking the course as part of a whole group of writers (hundreds of them!). You’ll have a forum where you can get to know them – and where you can get advice and support directly from me, whenever you need it. So that everyone can go through the course together, though, we are keeping the doors open for 72 hours only, until midnight (GMT) this Friday, September 30. If this is what you’ve been waiting for click here to read all the details and join us. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:Writing Prompts 101Expanded and ExtendedQuiet or Quite?

The cognitive and biological approaches to Panic Disorder Essay

The cognitive and biological approaches to Panic Disorder - Essay Example Donald Klein's biological view of PD as a medical disease and David Clark's cognitive view of panic as an escalation of physiological activation due to catastrophic misinterpretations of bodily symptoms was a main point of argues about PD nature. The common features of PD include a racing or pounding heartbeat; dizziness and lightheadedness; feeling that "I can't catch my breath"; chest pains or a "heaviness" in the chest; flushes or chills; tingling in the hands, feet, legs, arms; jumpiness, trembling, twitching muscles; sweaty palms, flushed face; terror; fear of losing control; fear of a stroke that will lead to disability; fear of dying; fear of going crazy, etc. Sometimes stomach disorders are seen (Lydiard, 1994).A panic attack typically lasts several long minutes and is one of the most distressing conditions a person can experience. In some cases, panic attacks have been known to last for longer periods of time or to recur very quickly over and over again. The aftermath of a panic attack is very painful. The greatest fear is that the panic attack will come back again and again, making life too miserable to bear (Warshaw,2000). Panic is not necessarily brought on by a recognizable circumstance, and it may remain a mystery to the person involved. At other times, excessive stress or other negative life conditions can trigger an attack (Katerndahl,2000). Much research was carried out to understanding the biological and psychological mechanisms of PD and to developing effective treatments. A working consensus has been reached regarding its clinical features (as laid down in DSM-IV) and guidelines for its psychological or pharmacological treatments are delineated in documents from the NIH and the American Psychiatric Association. A number of theories have been suggested and tested. The majority of them are based on biochemical or physiological markers. Still, the exact etiology has not been found. The aim of this paper is to review the main theories of PD and to discuss them. Classification of theories 1. The serotonergic model suggests an exaggerated postsynaptic receptor response to synaptic serotonin. Recent studies report subsensitivity of 5HT1A receptors. The 5HT system or one of its subsystems may play a role in the pathophysiology of panic disorder, the precise nature of which must be delineated by further investigation. 2. The catecholamine model postulates increased sensitivity to adrenergic CNS discharges, with hypersensitivity of presynaptic alpha-2 receptors. 3. Similarly, the locus ceruleus model explains that panic symptoms are due to increased local discharge resulting in adrenergic neuron stimulation, similar to the more general catecholamine theory. Locus ceruleus activity also affects the hypothalamic-pituitary-adrenal axis, which can respond abnormally to clonidine in patients with panic disorder. 4. The lactate model focuses on symptom production by postulated aberrant metabolic activity induced by lactate. 5. The false suffocation carbon

Social media and it's affects on teens Research Paper

Social media and it's affects on teens - Research Paper Example The study seeks to register myriad problems spawned by excessive social media use like body image complex, poor performance in schools, limited interaction with family etc. in hopes to solve them. These problems will be solved by analyzing how limited exposure to social media benefits teenagers in context of psychological and emotional development and academic performance. Local teenagers will be included in the study as research participants. In addition to that, past and contemporary research studies on the subject of relationship between social media and teenagers will also be scrutinized to find out what they have to say regarding the scope of this problem. The research study aims to accentuate the reality of this growing problem that social media use urges teenagers to fit themselves into an ever narrowing ideal of physical beauty. Our society is quite merciless when it comes to the subject of physical appearance and growing social media use has only served to aggravate this problem for teenagers. It is no hidden reality that this impossible kind of social ideal is impressed upon our teenage population by social media. People have developed a habit of posting self-promoting selfies on their social media webpages to show others how well they are doing physically (Briggs, 2014). This kind of trend generated by social media affects teenagers the most because they have highly impressionable minds. By going online, these teenagers find â€Å"an endless supply of people to whom they can compare themselves† (Steiner-Adair, cited in Johnson, 2014). This is why social media has a potential to cast a shattering effect on teenagersâ€℠¢ body image. Resulting emotional turmoil can be enough to distract them from their studies and other social obligations. Research also confirms that the US social media environment is sexually charged. Females suffer even more than males in this regard as social media works to objectify girls’ appearance (Steyer, 2012,