Interperson Communication Skills

It was only around the sass's that it became consider as an actual practice (Benjamin, 2006). This assignment will deal with some of the most influential of these psychological practices which have developed and evolved since the inception psychology all those years ago. This will be achieved in the way of Deadlier, Gestalt and Person-centered therapies as examples. This will involve focused commentary on their historical background and key concepts with mention given to the therapeutic goals of each of the respective theories. â€Å"Psychology has a long past, but only a short history. (Boring, 1929, p. 9) Deadlier Psychology Deadlier psychology is the psychological method founded by Alfred Adler which was formulated around the idea of â€Å"individual psychology'. Individual Psychology is a humanistic approach and is a modification of Freud ‘s psychoanalysis which encapsulates a body of ideas and approaches more focused on our actual motivations, as an indivisible whole, in our behavior towards a life goal. These goals come in divisions of short term and long term with all the stops in-between being goals that indeed affected our behavior today in our everyday lives.It was Adler ‘s insistence that people were motivated by social influences (as nothing materializes in isolation) and that one was, to a large extent, responsible for who they are and couldn't blame others for the predicaments and short comings they may be experiencing in their current existence (Adler, 1964). Deadlier psychology believes that a person forms a methodology to life within the first 6 years of living and the therapy places great focus on feelings of inferiority.However these feelings of inferiority are not viewed as symbols of deficiency or fragility, but rather a driving source of creativity (Corey, 2009). Deadlier Psychology calls these feelings of inferiority â€Å"the inferiority complex† (which is defined as an intense feeling of inadequacy often culminating in shyness or general evasive behavior) and the therapy is often associated with â€Å"the superiority complex† (defined as the overblown or distorted feeling of superiority to others), albeit Deadlier psychology renders the latter as more of a defense mechanism for those who truly do feel inferior to others (Adler, 1998).In therapy, Deadlines endeavourer to look at the life of the individual from his subjective reality as they believe how the client perceives life is ended more important that what reality demonstrates. This is called the phenomenological perspective and will incorporate various aspects of the clients thought process including his viewpoint, sentiments, beliefs and values. This is of utmost importance as in order to understand the whole person, deadlier psychology states that we cannot be understood in pieces but rather all components of ourselves must be comprehended as a unified whole.This is known as the holistic concept (Corey, 2009). It is here where ef fective empathy is especially important in this hereby, which is in contradiction of Freudian theory that the client must be a blank slate. It would be this empathy and the fact that Freudian therapy encouraged the analyst to be silent during free association, whilst Deadlier psychologists are encouraged to make inquiries and have discussions about the client that would be considered 2 of the major differences in the respective theories (Burrow, 1917). At the beginning of this section on Deadlier psychology I made referenced to the importance of social influences.These influences are articulated as social interest ND are defined as the theory that endeavourers to characterize the relationship between an individual and the people he deals with in his community. It is a trait that is inherent in all human beings which can be trained and developed. Deadlines testify that the more refined and developed ones social interest is, the more it will lessen any feelings of inferiority (Adler, 1998). In therapy, the Deadlier psychologist will attempt an assessment of the clients â€Å"family constellation† which encapsulates the circumstances an individual is born into, including gender and birthing order (Adler, 1964).Particular attention is given to the relationship between siblings in the birthing order and continues through the individuals early recollections. These recollections are very important as they create formative happenings that emphatically develop ones personality. It is hoped that by the end of this process the client will be able to recognize or discern where they went wrong, which could range from conceptual errors and adverse processes (Adler, 1998). Deadlier psychology goes further to say that even though children may be raised in to their location in the birth order.Generally the oldest child enjoys more attention ND whilst no other siblings have been born, has a tendency to be spoiled more. This all changes, however, at the arrival of a new s ibling and will generally find them self evicted from the favored position. The second child from the time of birth shares the attention with the first born, but competitiveness develops which can have an influence their development later in life. This second born is generally quite the opposite of the elder sibling. The middle child often feels excluded.A burden is laid on this child as they often become the middle man, the keeper of the peace who tries their best to keep situations together. The youngest child will always be viewed as the baby and results in the individual being pampered and has a tendency to get things their way. The only child seems to be a mixture of sorts. They share some similarities of the oldest child in this model, but tend not to discover how to share or collaborate with others their age. The only child is also often pampered like the aforementioned youngest child and may want to be the centre of attention at all times (Corey, 2009).In the preceding text I made references to the pampering of a child. Deadlines believe that pampering does play a direct role in a child's placement as spoilt children are raised to expect their requests to be law. This is a result of the parenting figures allowing the child a feeling of eminence, a feeling that the child can get almost anything they want without them striving to have earned it and this generally leads to the child believing this eminence is a birthright. For these children it has become commonplace for them to take and not to give.All this as a consequence could result in the child later in life losing their independence, and not knowing how to resolve issues for themselves (Adler, 1998). In my studies of Freud and Jung I was very intrigued in their dream analysis so was very interested to see how Deadlier psychology views this concept. Whereas Freud viewed dreams as a method of solving issues from the past, Deadlier psychology rather views dreams as a recital of conceivable future even ts and could reflect an individual's current issues (Corey, 2009). Meanings are not determined by situations, but we determine ourselves by the meanings we give to situations. † (Adler, 1937, p. 14). Person-centered Therapy Person-centered therapy (also referred to as Organic Psychology) is the psychological method founded by the humanistic psychologist Carl Rogers. It is centered on the idea that the individual has enormous potential for understanding themselves and therefore is best placed in the resolving of their own issues without any direct interjections from the therapist. Hence the therapy revolves around the individual as the promoter and architect of their own self change (Corey, 2009).So it would be pertinent to say that one ‘s self concept is of great emphasis in this therapy and thus is defined as the personal perceptions one believes about themselves (Rogers, 2003). The therapy furthermore states that all of us have the capacity for growth towards fulfillme nt of our life ‘s wishes and aspirations. That being said, it is of utmost importance that the therapist provides a comfortable threat free environment for the individual, as to lower their guard, to make it easier for them to defensiveness (Meaner & Throne, 2007).If the aforementioned life aspirations, potentials and fulfillment are indeed reached this is referred to as self actualization and it is the conviction of this therapy that this tendency is the one essential motive driving all of us. If this tendency is promoted and helped along, the person will flourish and develop and start living what they term â€Å"the good life†. By â€Å"the good life† the therapy is referring to the idea that the individual will have reached an apex of a positive mental outlook, have reached a level of congruence and would begin to trust their feelings.Conversely if that tendency is constrained or blocked, the person will deteriorate and/or have greater difficulties (Rogers, 19 51). The importance of this can never be underestimated and is of particular importance as Rogers confirms: â€Å"The organism has one basic tendency and striving – to actuality, maintain, and enhance the experiencing organism† (Rogers, 1951, p. 487). The organism Rogers (and indeed the entire therapy in general) in that quote makes reference to is the individual person as a whole inclusive of one ‘s emotions, thoughts and welfare (Rogers, 2003).Person-centered therapy has similarities to Deadlier psychology in the way of Idler's social interest concepts which reflects in Rogers core conditions of therapeutic change. The basis of this is in the emphasis Deadlier psychology invests in caring ND empathy being at the centre of therapy regarding social interest (Watts, 1998), but whereas Deadlier psychology tries to get to the crux of the issue through applied techniques, the Person-centered therapist is non-directive and allows the client to lead the conversation.Th e therapist will ask questions and forward scenarios relevant to what the client is discussing, without answering any directed questions, in an attempt to empower the client to indeed realize the issue at hand and the solution to it for themselves (Rogers, 2003). Initially there were 6 conditions that ere fundamental to Person-centered therapy that are necessary in order to achieve therapeutic change and stimulate growth in a client. The first of these is that two people must engage in psychological contact in order for therapy to commence.The second condition refers to the fact that the client is assumed to be in a state of incongruence (the discrepancy between the matching of your experiences and awareness which results in there being an imbalance between the alignment of your feelings and actions). The next condition is that the therapist himself must be fully self-aware and congruent with the client at all times. The fourth condition is that the therapist portrays unconditional positive regard (UPPER) towards the client.At number five is that the therapist must, above all else, display empathic understanding towards what the client reveals without getting emotionally involved. The final condition is that the expression to the client of the therapist's empathy and positive regard must be achieved to a minimal degree (Rogers, 1957). Over the years, however, the aforementioned 6 conditions have developed, revised and hence reduced to 3 core conditions as over time the others were viewed as nonessential.The 3 conditions that remained and are practiced today are firstly â€Å"congruence†; defined in Person-centered therapy as the therapist having to be as genuine as he possible can towards the client, which is essential as it aids in the establishment of trust between the client and the therapist and thus is considered by many to be the most important part of counseling. The second core condition is â€Å"empathy', which is the issue at hand from the cl ient's perspective (I. E. – what the client is feeling). The therapist needs to appear incredibly authentic and sensitive during sessions, but just always be careful not to confuse empathy with sympathy.Furthermore the therapist must pay attention to the client's experiences as if they were their own, but not at the expense of becoming lost in those emotions. This is referred to as accurate emphatic understanding. The third core condition is â€Å"unconditional positive regard and acceptance† (UPPER). This encapsulates the concept that regardless what the client reveals during therapy, be it good or bad, it will be accepted unconditionally by the therapist with no Judgment passed whilst showing meaningful and genuine understanding for the client.This leads to the client being more at ease and more willing to share experiences without fear of being Judged (Corey, 2009). Person- centered therapy believes that these conditions, as well as the aforementioned self actualiza tion, are all necessary in the achievement of becoming a â€Å"fully functioning person†. A â€Å"fully functional person† is the state of being reached when a person is fully congruent and comfortable with living life in the present (I. E. – not held back by past bad experiences and lives considerably more freely) and when the client has cached this state, it is then that the therapist will begin the â€Å"ending† discussion.The â€Å"ending† discussion refers to the therapist initiating the idea of terminating the sessions as sooner or later; the client needs to go it on their own (Meaner & Throne, 2007). â€Å"It is the client who knows what hurts, what directions to go, what problems are crucial, what experiences have been deeply buried† (Rogers, 1961, p. 11). Gestalt Therapy Gestalt therapy is the existential, phenomenological and process based approach formulated by Frizz and Laura Peres which focuses on the human mind and behavior n i ts entirety in relation to the individual's environment (I. E. The whole is more relevant than the quantity of its parts). Gestalt too initially stemmed from Freud ‘s psychoanalytic ideals, but took issue with Freud ‘s view of individual's being mechanistic and insisted how one acts and reacts in the present is far more important than understanding ones past (Corey, 2009). This isn't to say the past was completely overlooked and undervalued, but its relevance was more focused on how events and situations affects one now in the present as all our adaptations to the resistances and events we experienced through our development manifests in our present (Peres, 1969).Clients who engage in Gestalt therapy are generally in a phase of existential dilemma and need to learn to be accountable for their own existence. Gestalt therapy believed that the solution to such issues was found in the client gaining awareness and once this was achieved, genuine adjustments and changes would happen naturally (Nelson-Jones, 2000). Gestalt therapists in the quest for the client to become aware will encourage the client to face the experience in question head on, rather than simply discuss it.For example instead of discussing the bullied abuse the client received at school, the client will be urged to try becoming that tormented child during sessions. This awareness was made up of the client being able to be self accepting and gaining a greater understanding of Person-centered therapy in the way they all prized empathy and accepted the notion of the client having the inherent capacity of being able to accomplish great freedoms and self-reliance.Gestalt does, however, differ from person-centered therapy fundamentally in the way person-centered therapy wishes to limit the therapist's role o that of to a passive mediator of information and that the client already deep down has the solutions (Rogers, 2003), whereas the Gestalt therapist isn't there to Just pay attention and li sten but also engage in dialogue and moreover make the client aware of what presently is happening (Peres, 1969).Furthermore these Gestalt therapy sessions don't follow particular guidelines so therapists are encouraged during to devise experiments and be creative to maximize the client's awareness to the â€Å"what† and the â€Å"how' they are doing things (Yonder, 1993). Gestalt therapy places significant stress on the concept of contact and believes it is necessary if growth is to take place during sessions with clients. Contact is defined as the audible, physical, visual, odorous and actual movement made between those involved in the therapy.Part of the importance of contact is also identifying the disruptions and defiance's to contact that may occur during therapy (Nelson-Jones, 2000) . The most common of these resistances are: â€Å"Interjecting†, which refers to the acceptance of information without entirely considering whether it is something you potentially c oncur with and in most instances not even understanding its meaning. This form of resistance is loaded with ‘should haves', ‘must haves' and ‘l still need to do ‘s' during therapy. â€Å"Projecting† refers to us renouncing facets of ourselves by assigning them to our given environment.Every time we attempt to interpret the world, we project and we tend to see in other people what indeed belongs to us. â€Å"Retroflection† is when we grant ourselves what we indeed want from the environment (I. E. – doing to ourselves what we would actually like to do to another). â€Å"Confluence† involves the fading or blurring of the boundaries that stand between others and us. â€Å"Deflecting† is when he individual dilutes life in the way of making serious issues not seem as serious as they indeed are. Humor and changing of the subject are good examples of deflecting. Desensitizing† is when we chose to block out issues or scenarios we don't want to experience or identify. In Gestalt therapy, this is viewed as a fundamental resistance. â€Å"Egotism† gets a special mention under this section as whereas it isn't directly viewed in gestalt therapy as a resistance as such, it is a familiar component in all the manifestations of our impairments and has been recognized to interfere with good contact (Latter, 1973). In Gestalt therapy, the relationship between the client and the therapist is a dynamic communication which is characterized by empathy, acknowledgement and responsibility.This communication has 4 main aspects including â€Å"inclusion† (being as present as possible without passing any judgment on what the client has to say), â€Å"presence† (the therapist finds ways to express them self during the session towards the client), â€Å"commitment to dialogue† (makes for an understanding and allowance for communication between therapist and client) and â€Å"dialogue is lived† (implying the communication doesn't deed to be only verbal, but can in fact be any method that expresses energy between client and therapist) (Yonder, 1993).There are 6 main principles to Gestalt therapy and are characterized as follows: First is the principle of â€Å"field work†. This therapist gives special attention to how the client connects with his environment. Secondly is the principle of â€Å"holism† which quite simply put, includes everything about the client including thoughts, emotions, dreams and reactions as gestalt therapists assign no preferable value to a particular part of the client. â€Å"Unfinished equines† is the third principle and in gestalt therapy is construed as the unspoken or unexpressed feelings that seem to have attached themselves to specific memories from our past.These feelings can raise their ugly head in our lives and be demonstrated by means of resentment, anxiety, anger and guilt. These hide in the background of our being and find their way into the present in a number of self- defeating expressions and acts. The fourth principle is â€Å"the figure-formation process† which pays attention to how the client regulates and shapes their surroundings from nocturne to Juncture. It furthermore keeps a keen eye on how some element of the environment can appear from the client's background and make itself a centerpiece of the client's attention. Organism self-regulation† is the fifth principle and it makes reference to the innovative adjustment the client makes in relation to his surroundings. The final principle is called â€Å"the now' and is focused on the client truly being in the present as attention given to events from the past, as well as the future, could be a mental diversion to keep the client from dealing with issues in the present moment (Corey, 2009). â€Å"I am not in this world to live up to other people's expectations, nor do I feel that the world must live up to mine. † (Peres, 1969, p. 21).Conclusion In the modern day there is a plethora of psychological methods and therapies, which begs the question: â€Å"Which one is the best and most practical to adopt? † I don't imagine there is a clear and elementary answer to this question, but if I had to be as bold to commit to an answer, I'd imagine my answer would be: â€Å"Somewhere in- between. † My answer isn't as cryptic and inconclusive as it may first appear as wrought all my research for this assignment, as well as previous endeavourers, I have recognized that all the respective methods have their pertinent, compelling and intriguing arguments or merits.They also do, however, seem to have their limitations to lesser or greater degree. So for myself it would make practical sense to use one approach as a basis for therapy, but include all the redeeming aspects of the others if need be. Regardless of one ‘s viewpoint on the approaches I have discussed in this assignment, I can à ¢â‚¬Ëœt help but feel the more tools we have at our disposal, the better

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Nursing theory and its application in nursing practice - Research Paper Example eory is essentially a description of how culture care is an essential part of a nurse’s understanding of patients, and how a myriad of cultural factors can improve the care that a patient receives (Leininger, 1988). The main definitions acquired from the theory are care, cultural practices, wellness, and illness; all the factors that influence the health of an individual. The relationships put forward by Leininger indicate that a nurse’s understanding of the cultural care received by a patient goes a long way in determining the rate at which a patient acquires wellness from illness. An appraisal of the theory indicates that it is simple enough to understand, since the factors presented in the theory are interrelated and linked. The arguments presented in the theory are clear for nurses and what they need to do to improve the health of their patients. The theory can be generalized to include all classes of patients, including all illnesses, since the cultural practices applied are universal. This theory can be considered contagious for many classes of students, researchers, administrators and all the players in the health industry. The above assumption lies in the fact that the theory is generally applicable in most fields of health care, and can be used interchangeably with other nursing theories to find the best solution for illnesses. The administrators in the nursing field, especially administrative nurses, can use the points mentioned in the theory to improve both in-patient and outpatient care, since the cultural care practices mentioned in the theory are universal. The usefulness of the theory is found in the applicability to different nursing models, since it presents a rational outlook for both practice and research. This assumption is arrived at after considering the importance of a deeper understanding of patients’ needs and backgrounds, which indicate the importance of extra care. For a patient’s illness to be cured, a nurse has to apply the

Marriage and Divorce in Colonial Korea Essay Example for Free

Marriage and Divorce in Colonial Korea Essay The article â€Å"Where Boys Were Kings, a Shift Toward Baby Girls† from The New York Times relays to readers the significant and profound changes in Korean society in relation to preference of female children over their male counterparts in Korean families.   In Korea, preference for boys is a centuries old custom and was rooted in part in an agrarian society that relied on sons to do the difficult work on family farms.   Men were also accorded special status because they were considered the carriers of the family’s all-important bloodline.    As Yang mentioned in Korea times, many people (mostly men) still think that â€Å"men are sky and women are land†. Under a highly conservative Confucianism based society, these changes in preference of baby girls especially highlights a shift in women’s status in Korea. The New York Times provides an example of Ms. Park’s situation.   Ms. Park is a 61-year-old newspaper executive who has three sons.   Only several decades ago, women who could reproduce many boys were considered the ideal wife.   However, Ms. Park now says that â€Å"within a generation, I have turned from the luckiest woman possible to a pitiful mother†.   As seen in Ms. Park’s interview in South Korea, once one of Asia’s most rigidly patriarchal societies, a centuries-old preference for baby boys is fast receding. This kind of significant change started from 1987 when â€Å"the government banned doctors from revealing the sex of a fetus before birth†.   Since then, women’s status improved each year.   As compared to fewer than one out of ten women entering college in 1981, six out of ten did so in 2006.   Also in the National Assembly, once one of the nation’s most male-dominated institution, women now hold about 13 percent of the seats, about double the percentage they held just four years ago†. As we examined in Yoo’s article â€Å"The ‘New Woman’ and the Politics of Love, Marriage and Divorce in Colonial Korea†, there was a time when education, political involvement, and sense of freedoms were limited for women in Korea.   For being one of the group of young educated Korean women, I am very proud. For the older generation of women, who have tried to find their true rights as a â€Å"modern girl†, I owe their struggles to my success.

Role of Job Satisfaction on Employee Behavior

Role of Job Satisfaction on Employee Behavior In todays complex work environment maintaining satisfied employees that will continue to serve an organization is the ultimate goal of any human resource department of a company. Job satisfaction is the most frequently studied variable in organizational behavior research (Spector, 1997). It has been considered in a variety of ways, and is defined differently in various studies. Thus in order to understand and appreciate the role of job satisfaction on employee behavior this study has been undertaken. The researcher has introduced the concepts of Attitude and Behavior and then moved further into explaining the three main components of major Job Attitude which consists of Job Involvement, Organization Commitment and Job Satisfaction. The Dimensions, Antecedents and Measures of Job Satisfaction have also been touched upon in detail. The researcher has also gathered information on various motivation theories that are applied in organizations by the managers There is enough discussion on the impact of Job Satisfaction and Dissatisfaction on employee behaviors which in turn affects the workings and performance of an organization. To conclude with the researcher has discussed job satisfactions necessity for an employee since it not only affects his/her work life but also his personal life. It is very important for organizations to identify the determinants of job satisfaction in an effort to optimize the productivity of their employees and avoid the costs of employee turnover. Restructuring of activities and jobs in organizations and the human resources to suit the specific demands and needs of such structures is of vital importance to both the employees and managers. The viewpoint of many managers and employees from various articles has been taken into consideration. INTRODUCTION Organization Behavior (OB) is a very important study and application of knowledge about how people as individuals and as groups act within organizations. It studies what people do in an organization and how their behavior affects the organizations performance. It endeavors to identify ways in which people can act more effectively. It is an applied behavioral science that is built on contributions from a number of behavioral disciplines. It provides a useful set of tools at many levels of analysis. For instance it helps managers understand the behavior of individuals working within an organization. It also aids their understanding of the complexities involved in interpersonal relations. People, structure, technology, and the environment in which the organization operates are the key elements in the study of organization behavior (Robbins, Judge and Sanghi, 2008). In todays work environment, organizations focus a lot of their attention towards ensuring job satisfaction for each of their employees. The cost of dissatisfied employees is extremely high for any organization. Satisfied employees are believed to be more productive, perform better and are more likely to perform acts that lead to customer satisfaction. Dissatisfied employees on the other hand, are those that are not satisfied with their working conditions for a variety of reasons and the consequences of having them in an organization are very disastrous in nature (Newstrom and Davis, 1993; George and Jones, 1999; Bennett, 1991). ATTITUDES AND BEHAVIOR Attitudes are the feelings and beliefs that largely influence as to how the employees would perceive their working environment, commit themselves to designated actions and behave as a result. They are evaluative statements in nature which can be either favorable or unfavorable- concerning objects, people or events. They basically reflect as to how an individual feels about something. Attitudes is formed by three main components: cognitive component which talks about the opinion or belief segment of an attitude, affective component stresses on the emotional or the feelings segment of an attitude and finally behavioral component talks about having an intention to behave in a certain way towards some or something. These components, together, help in understanding the complexity and the potential relationship between attitudes and behavior. In organizations, attitudes are important because of their behavioral component. In order to explain the linkage between attitudes and behavior, Leon Festinger proposed the theory of Cognitive Dissonance in the late 1950s. This theory refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes. Recent researches have confirmed to Festingers belief by evidencing that attitudes significantly predict future behavior and also that relationships between employees and the organization can be heightened by taking into concern moderating variables. Important Attitudes that reflect fundamental values, self interest, or identification with individuals or other groups that a person values are considered to be very important in nature. Attitudes that the individuals consider important tend to show a stronger relationship to behavior. The link between the two is even stronger when the attitude and the behavior are very specific in nature. For instance asking an employee about their intention to stay with the concerned organization for the next few months is going to help in predicting the turnover for that person as compared to if they were asked about how satisfied they were with their pay. Attitudes that are easily thought of or are often showed by an employee play a key role in predi cting behavior than those attitudes that are not easily accessible in the memory. Variances between attitudes and behavior are quite likely to occur when social structures stress people to behave in certain ways. This tends to qualify behavior in organizations. Also the attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which the individual has direct personal experience. Attitudes are usually used to evaluate and understand after an action has taken place instead of using it before so as to guide an action. Organization Behavior concentrates on only a limited number of work-related attitudes even though a person could have an unlimited number of attitudes. Either may it be positive or negative evaluations that an employee carries about his/her work environment are captured by these work related attitudes. Job Satisfaction, Job Involvement and Organizational Commitment are the three main attitudes that have been studied by a lot of scholars and researchers. MAJOR JOB ATTITUDES JOB INVOLVEMENT JOB SATISFACTION ORGANIZATIONAL COMMITMENT JOB INVOLVEMENT Job involvement helps in measuring the level to which people psychologically relate themselves with their job and conceive their self worth with the perceived level of performance. It has been evidenced that employees who are highly involved with their jobs strongly identify themselves with their work and value its worth in their life. Because of their attachment with their work they highly engross themselves in their jobs, invest valuable time and energy in them and view work as a fundamental part of their overall lives. Higher level of job involvement and psychological empowerment leads to higher to organizational citizenship and job performance by the individual. Holding meaningful jobs and performing them well are important to their own self image which helps to explain the traumatic effects of job loss on their esteem needs. People involved in their jobs participate in following the code of work ethics of their workplace; exhibit high growth needs, and also enjoy their involveme nt in making decisions. Thus, job involvement also helps in lowering the absenteeism rate and turnover rates. Also a managers high involvement in the job leads to higher job satisfaction of his employees thus making it an important factor for an organizations effectiveness in a highly competitive environment. ORGANIZATIONAL COMMITMENT Organizational Commitment is usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979) as cited by Silva. P (2006). Its the state when an employee identifies himself/herself with a particular organization and its goals and sees he/she working with that organization in the future also. It is a way by which an employees willingness to remain as a member of that organization for the future also is evaluated. It often reflects the employees belief in the mission and goals of the firm, willingness to put in effort in their accomplishment and intentions to continue working there. Under the case of high job involvement an employee identifies with ones specific job, while under high organizational commitment an employee identifies with ones employing organization. It has been identified that a positive relationship exists between organizational commitment and job productivity. Employees who are organizationally committed u sually have low absenteeism rate, low turnover rates and also have a willingness to adhere their concerned companys policies. JOB SATISFACTION Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory Andrew Carnegie (as quoted by Brown, 1996) Job satisfaction, in the words of Ivancevich and Matteson, 1990, is an attitude that individuals carry about their jobs. It results from their perception of their jobs. Various aspects of a job such as pay, promotion opportunities and co-workers plays a role in forming the base of job satisfaction. Also factors such as of the work environment such as the supervisors style, policies and procedures etc. affect a persons level of job satisfaction. It details other determinants of job satisfaction such as promotion, co-workers, managerial styles and policies/procedures. Job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees perceive their work. Job satisfaction is an affective attitude- a feeling of relative likes or dislikes. It can be viewed as an overall attitude or it can apply to the various parts of an individuals job. Job satisfaction is related to the positive feeling an employee perceives about ones job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a persons job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. There are multiple reasons for the same such as increased employee performance as pointed out by George and Jones (1999), higher motivation levels as found by Bennett (1991) and longevity in tenure with the organization as stated by Robbins (1996). All of the above are essential for any organization especially in case of the hospitality industry where employee performan ce, high levels of motivation and saving costs incurred in replacing employees are vital. Dimensions of Job Satisfaction Job Satisfaction is a complex concept and not easy to measure at the same time. Job satisfaction is different from motivation. It is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative whereas motivation is more of a process which may lead to job satisfaction as a result. It is not clear whether job satisfaction consists of a single dimension or a number of separate dimensions. But there surely seems to be a positive correlation between satisfaction and different areas of work. But some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Level of job satisfaction gets affected by a wide range of variables related to individual, social, cultural, organizational and environmental factors. These factors all influence job satisfaction of individuals in a given set of circumstances, but not necessarily in others (Mullins. L, 2001). It is important that managers know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they actually wanted. It is also important that they realize what effect an economic or other change has on these priorities. One may generalize at this point that individuals act on the basis of their perceptions or interpretation and not on the basis of reality itself. One of the main reasons behind understanding the study of behavioral sciences is that they help in getting our perceptions to realism. Therefore, by bringing their perceptions closer and closer to reality- what their people really want- managers can often increase their effectiveness in working with employees. Managers just cannot make and act on their own self made assumptions. They have to know and understand the factors that motivate their employees (Hersey. P and Blanchard. K, 1992). ANTECEDENTS OF JOB SATISFACTION A lot of researchers and scholars have carried out studies to determine and understand the variables and factors affecting an employees job satisfaction. A wide range of individual, social, organizational and cultural variables have been identified as factors affecting an employees level of job satisfaction. These factors affecting an employees job satisfaction can be divided into internal and external factors. Internal factors usually refer to the factors that can affect the employees job satisfaction within the organization and are always focused around the environment of the organization, working conditions, relation with other members in the organization, benefits that employees receive as outcomes to their work and many other factors. Factors outside the organization like employees family/social life, the identity and image of the organization in the outside market are categorized under external factors affecting an employees level of job satisfaction. It is not important that the employees may be satisfied with their job but may not have the same feelings about all the aspects of their job (Spector, 1997). George and Jones (1999) found that there are four main factors that affect the level of job satisfaction namely, personality, values, the work situation and social influences. These can also be broadly grouped as non work and work related determinants of job satisfaction. Determinants of Job Satisfaction Source: www.google.com Five main components of job satisfaction, that is, work, supervision, coworkers, pay and promotion play a very key role in affecting an employees job satisfaction levels. Personal factors such as age, health, length of job experience, emotional stability, social status, leisure activities, and family and other social relationships also play a certain role in influencing job satisfaction. Even role ambiguity and role conflict are considered to be vital in influencing an employees job satisfaction. An employers behavior at the workplace in many ways can also to some extent affect an employees job satisfaction. Outcomes such as organizational commitment or intention to leave are some of the end results that come into being because of these factors. Personality also plays an influential role in forming as an antecedent of job satisfaction since it is subjective to individual experience and expectations (Judge, Heller Mount, 2002). An employees personality traits can influence satisfaction or dissatisfaction at work. Employees with Type A personalities are usually more aggressive in nature. They believe in setting high standards for themselves and therefore are more prone to job dissatisfaction. Whereas employees who are quite relaxed in their attitude fall under the category of Type B personalities. Their personality shows its effect on their attitude towards work in a very relaxed way. People who find themselves in jobs which fit according to their attitudes and personalities stay more satisfied and committed to their work. The characteristic of the job also influences ones attitude towards it which may include the aesthetics of that workplace. Financial Rewards are viewed as satisfactory only when it is equitable and is in li ne with the expectations of the workers (Khandewal. V, 2008). The use of sound selection methods and having a good match between employee and jobs can ensure right person for the right job which in turn would help in enhancing job satisfaction. Job satisfaction factors for employees keep changing over time. Thus it is the responsibility of the managers and the employers to keep in pace with their changing needs and demands so that they remain committed to the organization. MEASURES OF JOB SATISFACTION To evaluate an employees satisfaction or dissatisfaction at work is a complex process which consists of assessing a number of discrete job elements. One of the popular methods to evaluate the attitudes of employees is by the use of attitude surveys. It helps in drawing out responses from employees through questionnaires as to their feelings about their jobs, work groups, supervisors and the organization. Managers are provided with valuable feedback on how employees perceive their working conditions by using attitude surveys on a regular basis. It helps in revising an organizations policies and procedures so that they work in favor of the employees. In research literature, the two most extensively validated employee attitude survey measures used are the Job Descriptive Index (JDI) which questionnaire widely used to capture job satisfaction data that was created by Smith, Kendall Hulin (1969). It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. JDI is a very reliable method. Some more job satisfaction questionnaires include Minnesota Satisfaction Questionnaire (MSQ) created by Weiss, Dawis, England Lofquist (1967), the Job Satisfaction Survey (JSS) And the Faces Scale. The MSQ method has the advantage of skillfulness. All of these measures have led to greater scientific understanding of employee attitudes and it has proven to be very successful for many practioners and researchers (www.wikipedia.org) Many organizations often wish to obtain a more detailed assessment of employee attitudes in order to ensure employee satisfaction as an end result. It is very important to analyze and interpret effectively the data obtained from these employee attitude surveys in order to understand the results and in turn take appropriate actions to improve employee attitudes and job satisfaction. Employee surveys used effectively can act as catalysts for improving employee attitudes and producing organizational change. Survey feedback and action help support and drive organizational change (Ulrich, Brockbank, Yeung, Lake, 1995). IMPACT OF JOB SATISFACTION AND DISSATISFACTION ON EMPLOYEE BEHAVIOR When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Many researchers and authors like Davis Newstrom (1989), Lawler (1977), Porter Steers (1977), Newcomb, Betts Cano (1987) have attributed job turnover, absenteeism and job burnout to a lack of job satisfaction. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and actively pursue excellence in all areas of their jobs. Some specific outcomes of job satisfaction and dissatisfaction in a workplace are explained as under: Job Satisfaction and Job Performance The relationship between Job satisfaction and Job performance is one of the most researched topic by many scholars (Judge, Thoresen, Bono, and Patton, 2001). According to Landy (1989) their relationship in the field of Industrial psychology was described as the Holy Grail. The satisfaction-performance relationship is more complex that the simple path of satisfaction leads to performance. Thus it is wrong to assume that high satisfaction always leads to high employee performance. Satisfied workers actually may be high, average or even low producers will tend to continue the level of performance that brought them satisfaction before also. The study of the relationship between job satisfaction and job performance has a very controversial history. In 1930s the Hawthorne studies conducted helped the researchers in becoming aware of the effects of employee attitudes on their work performance. According to Newstrom and Davis (1993), one way to view this dimension is in believing the relationship that high performance contributes to high job satisfaction. This sequence states that better performance typically leads to higher economic, sociological and psychological rewards. If these rewards are seen in a fair light then the overall employee satisfaction improves. On the other hand if these rewards are seen inadequate for ones level of performance then dissatisfaction tends to arise. It is important for managers to devote its efforts to aid its employee performance, which will likely produce satisfaction as a by product. In 2001, Judge et al identified seven different models that can be best used to describe the job satisfaction and job performance relationship. Some of these models view the relationship between job satisfaction and job performance to be unidirectional which states that either job satisfaction causes job performance or vice versa. Job Satisfaction and Organizational Citizenship Behavior (OCB) Job satisfaction is considered to be a major determinant of an employees organizational citizenship behavior (OCB). A modest relationship exists between job satisfaction and OCB. Satisfied employees seem more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. They are also very likely to go beyond the formal requirements of the job just in order to reciprocate their positive experiences. They voluntarily engage in behaviors that work in favor of the organization. Job Satisfaction and Customer Satisfaction Customer satisfaction is a very important requirement for many firms. Their performance gets marked by keeping their customers satisfied and happy. Employees of service based organizations often interact with their customers, thus the satisfaction of these employees is very important in order to keep the customers loyalty to the concerned organization. Satisfied employees increase customer satisfaction and loyalty. Service organizations know that satisfied and loyal customers are highly dependent on how frontline employees deal with their customers. Satisfied employees are more likely to be friendly, upbeat and responsive in nature which the customers appreciate. Since satisfied employees have high retention rate, customers are more likely to encounter familiar faces and receive experienced service. All these qualities build customer satisfaction and loyalty. The dissatisfied customers can increase an employees job dissatisfaction in a similar fashion. Many service based companies like, FedEx, Southwest Airlines, Four Seasons Hotels are American Express very customer oriented companies who go out of their way in order to please their customers. In order to provide that great impeccable service to their customers they focus on building employee satisfaction- recognizing that employee satisfaction will go a long way towards contributing to their goal of having happy customers. These firms seek to hire upbeat and friendly employees, train the employees in the importance of customer service, reward customer service, provide positive work climates and track employee satisfaction on a regular basis through various attitude surveys. Job Satisfaction and Absenteeism/Tardiness A consistent negative relationship exists between satisfaction and absenteeism. Dissatisfied employees are more likely to be absent at their work, other factors have an impact on the relationship and reduce the correlation coefficient. Employees who have less job satisfaction tend to be absent more often. But this connection is not sharp for a couple of reasons. Some absences are caused by legitimate medical reasons and therefore a satisfied employee may have a valid absence at times. Tardiness is another way by which employees may exhibit their dissatisfaction with job conditions. A tardy employee is one who arrives late at work. Tardiness is a type of short period absenteeism ranging froma few minutes to several hours for each event, and it is another way by which employees withdraw from active involvement in the organization. This may impede the timely completion of work and disrupt productive relationships with coworkers. Job Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is way stronger than that in the case of job satisfaction and absenteeism. Yet there are various factors such as labor-market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job for some other work. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance i. e, it is said that level of satisfaction is less important in predicting turnover for superior employees as compared to the poor performers. But studies suggest that job satisfaction should be more important in influencing poor performers to stay than the superior performers because regardless of level of satisfaction, the high performers are likely to remain with the organization only on account of receipt of recognition, praise and other rewards. Job Satisfaction and Withdrawal Behaviors Numerous studies have shown and proven that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees (eg. Hackett Guion, 1985; Hulin, Roznowski Hachiya, 1985; Kohler Mathieu, 1993). Job satisfaction shows correlations with turnover and absenteeism. It also appears to be related to other withdrawal behaviors like lateness, unionization, grievances, drug abuse, theft or decision to retire. Using different methods that statistically measure the financial impact of employee attitudes on organizations, practioners can reveal costs of low job satisfaction and the value of improved employee attitudes on such outcomes as absenteeism and retention (Saari Judge, 2004). Job Satisfaction and Workplace Deviance Job dissatisfaction predicts a lot of specific behavior, including unionization attempts, substance abuse, stealing at work, undue socialization and tardiness. Researchers say that these behaviors are indicators of a broader syndrome that is usually termed as deviant behavior in the workplace. If the employees do not like their work environment then they world respond in some way which could either be in favor or not in favor of the organization. If the employers want to control the undesirable consequences of job dissatisfaction, they have to attack the source of the problem i. e. the dissatisfaction rather than trying to control the different responses. Source: An overall model of the Job Dissatisfaction-Job Withdrawal Process www.geocities.com The consequences of job dissatisfaction are very long term in nature. Mowday (1984) suggested that the negative effects of job turnover on organizations may include increased costs in recruiting, selecting and training new employees, demoralization of remaining employees, negative public image of the organization, disruption of day-to-day activities and decreased organizational opportunities to pursue future growth strategies. Thus it is important to have a thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it would help in putting a stop on the negative consequences associated with job dissatisfaction (Davis Newstrom, 1989; Mowday, 1984 and Berm, 1989). MOTIVATION THEORIES It has been evidenced to consider Job satisfaction as one aspect of life satisfaction because what a person does on the job reflects while he is off the job. A persons job satisfaction can actually impact his life, a person works to earn a living and therefore his entire personal and professional life depends upon his job therefore a single factor leading to dissatisfaction can cause a great deal of damage to his overall life satisfaction and vice versa (Davis and Newstrom, 1989). Similarly, it is important for managers to monitor the employees attitudes towards their life along with their attitude towards their job and also work environment. Motivating employees so that they work more productively and efficiently is one of the crucial problems facing todays organizations. This in turn helps in increasing their feelings of satisfaction, involvement and commitment. Two Factor Theory (Motivator-Hygiene Theory) The two factor theory, also called as motivation-hygiene theory proposed by psychologist Federick Herzberg was used in order to understand the factors affecting peoples attitudes about their work. This theory states that satisfaction and dissatisfaction are driven by different factors that are intrinsic and extrinsic factors. Intrinsic factors which are also known as satisfiers are related to job content (work itself). It also includes achievement, recognition, work itself and responsibility. It is stated that motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter Wrench). These motivating factors those aspects of the job that make people want to perform, and provide people with satisfaction. While the extrinsic factors which also know as the hygiene factors are related to the job context (work environment). It involves company policy, administration, supervision, salary, interpersonal relations and working con ditions. According to this theory, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. The opposite of job dissatisfaction is, no job dissatisfaction but instead: not satisfaction (Herzberg et al, 1959). Job Characteristics Model (JCM) The Job Characteristics Model was proposed by Hackman Oldham which is widely used in many organizations to study how particular job characteristics impact the job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) which impacts three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results) which in turn influences the work outcomes of the employees (which covers aspects like job satisfaction, absenteeism, work motivation etc). These five core job characteristics can be combined to form a motivating potential score for a job which can be used as an index of how likely a job is going to affect an employees attitudes and behaviors. Attitudes are generally acquired over a long period of time. Similarly, job satisfaction or dissatisfaction emerges as an employee gains more and more information about the workplace. Nevertheless, job satisfaction is dynamic, since it can decline even more quickly than it dev

Honor and Dueling :: European Europe History

Honor and Dueling A duel was a prearranged combat with lethal weapons between two people, usually taking place under formal arrangements. Each side had a witness, called seconds. The usual cause of a duel is an insult given by one person to the other or over a question of honor. The challenged person has the right to set the place, time, and weapons. Duels have generally been fought early in the morning in secluded places. (Encarta "Duel") Dueling to avenge one's honor has never been legal, dueling has been marked by laws opposing it. The practice became popular in Europe after the famous challenge between King Charles V of Spain and Francis I of France. When war was declared on Spain in 1528 by Francis, he annulled the treaty between the two countries, Francis was challenged to a duel after being accused of ungentlemanly conduct by the Spanish ruler. The duel never did take place because making arrangements was to difficult, but this incident influenced the manners of Europeans so that gentlemen everywhere thought they were entitled to avenge slights on their honor by having similar challenges. (Encarta "Duel") Duels involving honor were so prevalent in France that Charles IX issued an ordinance in 1566 that was death to anyone participating in a duel. This became a model for later edicts against dueling. Dueling however did survive longer than monarchy in France. Dueling became a technique for resolving political disputes. (Britannica "Duel) The duel was intensely popular in England, during Restoration. Legislation during the 17th century had little effect on suppressing the practice. The English Common Law declares that killing in a duel to be held as murder, but juries rarely convicted in cases of dueling until the custom had ceased to be popular during the reign of Queen Victoria. (Encarta "Duel") The earliest form of dueling was the judicial duel or trial by battle. The judicial duel was established because solemn affirmation, or swearing of oaths, in legal arguments had led to extensive perjury and the ordeal has too much of a chance of being manipulated by the priests. If one man declares before a judge that his opponent was guilty of a crime and the accused said that his accuser is lying, the judge would order the two to meet in a duel. The judge then stipulated the conditions as to the place, time, and weapons. The combatants had to guarantee their participation by throwing down a gauntlet and his opponent accepted by picking it up.

office apace Essay -- essays research papers

The Life of Peter: Idealism vs. Realism When asking a child what they want to be when the grow up, they will most likely tell you a doctor, teacher or some other public service occupation. They have the ideal that a career helping people is the best job a person could have. When those same kids get into high school their ideals become even greater (this really only applies to middle-upper class). They want to be artist, musicians, actors, or free lance writers who travel the world for the next big story. In college the ideals of the student are usually pushed to the back burner so that there is room for reality. Peter’s character in the movie Office Space is an example of the ultimate idealist. Throughout the movie we are shown his conflict between â€Å"good and evil† (otherwise known as idealism and realism). Peter’s character is placed in the toughest battle zone to live out his ideals: the corporate world of cubicles. Americans have the idea of an â€Å"American Dream† which in tales having a good job, family and happy home (for most people this is all that is needed to be content in life). Peter though can’t accept the idea of the â€Å"American Dream† and comes to make his own idealistic ideas a reality that most would laugh off as being a nothing but pipe dreams. It must be hard to spend 40-50 hours a week in a little box with no windows or connection to the outside world. Office workplaces tend to invent annoying saying like â€Å" Do you have a case of the Mondays?† that in itself ... office apace Essay -- essays research papers The Life of Peter: Idealism vs. Realism When asking a child what they want to be when the grow up, they will most likely tell you a doctor, teacher or some other public service occupation. They have the ideal that a career helping people is the best job a person could have. When those same kids get into high school their ideals become even greater (this really only applies to middle-upper class). They want to be artist, musicians, actors, or free lance writers who travel the world for the next big story. In college the ideals of the student are usually pushed to the back burner so that there is room for reality. Peter’s character in the movie Office Space is an example of the ultimate idealist. Throughout the movie we are shown his conflict between â€Å"good and evil† (otherwise known as idealism and realism). Peter’s character is placed in the toughest battle zone to live out his ideals: the corporate world of cubicles. Americans have the idea of an â€Å"American Dream† which in tales having a good job, family and happy home (for most people this is all that is needed to be content in life). Peter though can’t accept the idea of the â€Å"American Dream† and comes to make his own idealistic ideas a reality that most would laugh off as being a nothing but pipe dreams. It must be hard to spend 40-50 hours a week in a little box with no windows or connection to the outside world. Office workplaces tend to invent annoying saying like â€Å" Do you have a case of the Mondays?† that in itself ...

Sexual Abuse and Eating Disorders Essay -- Health Violence Papers

Sexual Abuse and Eating Disorders The possible relationship between sexual abuse and the development of an eating disorder has gained attention over the last few years. Researchers have attempted to clarify this potential link using a variety of population samples and research methodologies. As will be shown, the results of these investigations are rather diverse and sometimes inconclusive. In the following review of the literature, the complex relationship between sexual abuse and eating disorders will be examined while also discussing the methodological limitations of the various designs. Anorexic Samples Steiger and Zanko (1990) compared rates of incestuous abuses (sexual contacts with family members) and extrafamilial abuses (sexual traumata involving other perpetrators) among eating disordered women who met DSM-III-R (American Psychiatric Association, 1987) criteria, women with psychiatric disturbances, and normal women. The authors’ interest in the psychological effects of abuse led them to examine psychological defenses which are believed to filter perceptions and affects. Defenses were of interest to the authors for two reasons: (1) incest victims often resort to maladaptive defenses with a self-victimizing quality, in which anger at others is expressed through self-sabotaging acts; and (2) the authors’ previous work suggests that eating disordered women use primitive defenses when compared to normal and psychiatrically disturbed women. This particular study was designed to determine the degree to which traumata like sexual abuse might have effects upon defense-sty le development. In order to compare rates across eating disorder subtypes, the eating disordered women were divided into the following groups: (1) ... ... Test: The BULIT-R. Psychological Assessment: A Journal of Consulting and Clinical Psychology, 3, 119-124. Walters, C., Smolak, L., & Sullins, E. (1987). Parent-child interactions and severity of child sexual abuse. Paper presented to the annual convention of the Society for Research in Child Development, Baltimore. Welch, S.L., & Fairburn, C.G. (1994). Sexual Abuse and Bulimia Nervosa: Three integrated case control comparisons. American Journal of Psychiatry, 151, 402-407. Wonderlich, S., Donaldson, M.A., Carson, D.K., Staton, D., Gertz, L., Leach, L.R., & Johnson, M. (1996). Journal of Interpersonal Violence, 11, 195-207. Zlotnick, C., Hohlstein, L.A., Shea, M.T., Pearlstein, T., Recupero, P., & Bidadi, K. 1996). The Relationship Between Sexual Abuse and Eating Pathology. International Journal of Eating Disorders, 20, 129-134.

Choosing Freedom Over Limitation Essay

Each and everyday, what I can watch from the news reports nowadays are all about crime, crime and all crime. Our society is already filled with human being’s dark sides and that is what is continuously being unleashed. What I wanted to say is that we need to have effective ways to help our world to leave its bad ways. The role of the government in the society is to enforce what is right and limit the wrong doings. But as what I can observe, the more the government limits its people, the more the people do terrible things. An example of that I have read that shows this example is the Martial Law brought down onto the Philippines in the early 1970s. Yes, at the beginning, the people follows the government because of the forced limitation but after years had passed, people revolted because they cannot take any longer what the government is doing to the people. It is not always that forced limitation becomes effective to ruling people everytime. There will be a point in time, when someone limits another person and doesn’t give him his freedom it will show its annoyance about that because what was taken away from him is his freedom. We must let the people do what they wanted to do. But we can let them as long as they don’t do anything that will go against the rules. It is like when you are holding a handful of sand. When you just hold it with your palm up, nothing happens. But at the time when you squeeze your palms against the sand, the sand breaks off your hand, violently, like it’s trying to get away. And also just what Saint Augustine has said, evil only exists on something good. There is not really an opposing force to everything good done of every people. So we must leave the responsibility of being good to the people and limitation might do just less. Although we know that there is a big and bad possibility that we choose freedom rather than limitation for people, that people will just abuse it, it is still the people’s responsibility of what they are doing. When they do bad things, then, punish them. It doesn’t mean that when there is freedom, it’s only freedom ruling over the people. Of course there must be someone or some group that looks over people’s safety because what will be the use of freedom if all the people are just killing each other or stealing things? But of course it is also up to the people what they wanted and what they think that is better for them. Freedom or limitation? That is why there different forms of government all over different countries in the world. Some countries prefer a democratic form of government because they wanted freedom of speech. Others wanted communism because they feel safer through the government’s protection. And there are many other forms of government that people together take as a choice. The government has the full responsibility of its own peoples’ sake. It must provide them enough protection that can ensure that the people will not be harmed and perhaps will not harm. That is why, law enforcement was developed. It is being continuously improved to watch out everything regarding the society’s peace and order. And also, this provides an invisible shield that also helps protect without taking away freedom. A very powerful tool that human kind created that manages civilizations. The question that I have answered is that whether or not I think freedom is better than forced limitation. For me, the question should not be limited in the choice between freedom and limitation. Yes, we can choose freedom, and also, we can choose limitation. But we must remember that anytime the two can exist together at the same time, just with the right amount of both things.

Sleep Apnea Devices Market Worth $19.72 Billion by 2017

The â€Å"Sleep Apnea Diagnostic & Therapeutic Devices Market [Polysomnographs, Respiratory Polygraphs, Pulse Oximeters, CPAP, Masks, Adaptive Servo-Ventilation (ASV), Oral Appliances, Nasal EPAP, Neurostimulation] Global End-user Analysis, Competitive Landscape & Forecast to 2017† analyzes and studies the major market drivers, restraints, and opportunities in North America, Europe, Asia, and Rest of the World. Browse 147 market data tables spread through 318 pagesand in-depth TOC of â€Å"Sleep Apnea Diagnostic & Therapeutic Devices Market [Polysomnographs, Respiratory Polygraphs, Pulse Oximeters, CPAP, Masks, Adaptive Servo-Ventilation (ASV), Oral Appliances, Nasal EPAP, Neurostimulation] Global End-user Analysis, Competitive Landscape & Forecast to 2017†. http://www. marketsandmarkets. com/Market-Reports/sleep-apnea-devices-market-719. html Early buyers will receive 10% customization on reports. This report studies the global sleep apnea devices market, with forecast to 2017. Sleep problems are touted as a ‘global epidemic’ and sleep apnea is a crucial contributor to this disorder. Obstructive Sleep Apnea (OSA) is the most common type of sleep apnea; around 84% of people with sleep apnea are diagnosed with the disease. Studies suggest that about 100 million people worldwide are suspected to have obstructive sleep apnea, of which more than 80% remain undiagnosed. Sleep apnea is a relatively new market in the medical field, gaining momentum at a fast pace, especially in developed geographies. The demand for sleep apnea devices is slated to increase at a faster pace, owing to gradually increasing awareness among both patients and the medical fraternity. The global sleep apnea devices market was valued at $7. 96 billion in the year 2011 and is expected to reach $19. 72 billion by the year 2017. North America was the largest sleep apnea devices market, followed by Europe and Asia. North America will continue to lead the sleep apnea device market in the next few years, followed by Europe. The Asian region’s contribution to the global sleep apnea device market is expected to pick up in the coming years, as the medical condition gets more recognition. The global sleep apnea devices market, which is broadly classified into Diagnostic Devices and Therapeutic Devices, is witnessing high competitive intensity. Segment rivalry is high, as there are a few well-established firms and several small firms with similar product offerings. The market is dominated by Philips Respironics and ResMed, Inc. , which jointly comprise 70% of the market. Fisher and Paykel Healthcare, CareFusion Corporation, Natus Medical Incorporated, DeVilbiss Healthcare, Weinmann Medical Devices, etc. are some of the other prominent players in the global sleep apnea devices market.

Miller comments Essay

During ‘The Crucible’ the acts which unfold able some characters to empower themselves: most notably Abigail Williams, Mary Warren and even John Proctor. Some characters begin with little or no power, then abuse the situations to gain power, whereas others begin with power and lose it, sometimes justly and other times unjustly. This could be seen as a moral message for the audiences of the play, warning of power abuse which could lead to devastating consequences. In the introductory comments, Miller comments before the events begin to unfold how â€Å"†¦the children were anything but thankful for being permitted to walk straight† which shows before the witchcraft trials and accusations had begun, children were powerless under the authority of the male dominated society -children had no power to roam freely. One of the people that gained power in the play is Mary Warren, who is a servant and so is one of the lowest ranks of the Puritan society- much like the children of Salem. At first she does not have any power at all as she is taught that she has to follow orders from the Proctors, who she works for. This is seen when she â€Å"lept† with â€Å"fright† upon Proctors entrance. Yet, she manages to turn from a â€Å"mouse† to a â€Å"daughter of a prince† as she suddenly gains power from working in the court, trying possible witches. Her increasing power is also shown from her defiance of Proctor when she refuses his order of not going to â€Å"court again†, and responds that she â€Å"must† and â€Å"will be gone everyday†. It also shown through stage directions, when Mary is â€Å"terrified† of Proctor but quickly becomes â€Å"erect†, which highlights her ability to overcome her fear of Proctor because of her growing confidence and power. Mary even manages to intimidate Proctor in this part of the play. When threatened with the â€Å"whip† from Proctor, she manages to threaten him further by responding â€Å"I would have you speak civilly to me, from this out. † Mary, filled with this newly found power, is able to threaten Procter to stop beating her or she will not speak so highly of his family next time. By using the phrase â€Å"from this out† shows that Mary doesn’t usually expect that kind of treatment from the Proctor, yet now she is able to demand it because of the power gain. Again, further on in the play Mary is also able to â€Å"numb† Proctor when she overthrows his â€Å"grip† on her to tell the truth about the accusations, and instead turns on him. When pressured by Abigail and the other girls, once they start accusing Mary to save themselves, she is not able to stand her ground – which highlights her feebleness and weakness which was seen at the very start of the play. This is seen as she even admits she has â€Å"no power†. This links to her inferior position in the society and even within her social group, she is not popular, and respected. This is shown when Abigail tells Mary to â€Å"shut it† and Mercy Lewis starts â€Å"pointing† and â€Å"looking† at Mary as if she were to blame. However, the fact that Mary was able to then accuse Proctor of being â€Å"devil’s man†, who is a highly respected in the village, shows that she does have more power than she started with. But she is abusing her power, to save herself and because of her lack of power on her social circle. So, this once ‘innocent’ girl who thought they â€Å"must tell the truth† took advantage of the situation so she and her friends would not be â€Å"whipped†. Overall, Mary arguably, has the most progressive power of all the girls and possibly all of the characters in ‘The Crucible’, but that’s not to say she has the most power overall. Another character like Mary Warren who gains power throughout the play is Abigail Williams. Once shunned and scorned by the inhabitants of the village because of her â€Å"blackened name†, Abigail becomes a domineering power, and is treated like a â€Å"saint†. A mere accusation from Abigail or one of her girls is enough to convict even a well-respected inhabitant of Salem like Rebecca Nurse who does â€Å"great charities†. Even though in present day we would associate â€Å"saint† with good Samaritans, which would seem absurd to see Abigail called this in present day, she was seen in this way because in puritan society if you went against god, you went against the law. So Abigail’s act of bringing Salem’s attention to the presence of the devil, and then through the court eradicating it was seen as an act of greatness. Abigail starts off as a scared young girl which is seen through Millers stage directions, as she â€Å"quavers† when being questioned by Parris about Betty’s mysterious illness. However, soon she is able to assert her power of the girls by â€Å"smashing† Betty round the face and threatening all the girls not to tell anyone about the events of the previous night, or she will â€Å"come† to them at the â€Å"black of one terrible night†. This implies they could be her prey, and if they make a wrong move she could pounce on them, which again puts her in a domineering position. This characteristic allows her to control within the group which creates more tension because Abigail also seems to be possessive which is seen when she says â€Å"Now look you. All of you†. The repetition of â€Å"you† makes the phrase quite aggressive and short commanding sentences have a strong impact, and make Abigail seem hostile but ultimately powerful. Her empowerment is also documented as the inhabitants of Salem think the â€Å"sea parts like Israel† for Abigail, so her sins are overlooked, as people take her word to be an expression of â€Å"God’s will. † This allowed Abigail to control and manipulate even the most powerful men in Salem, which is seen when Abigail threatens that Danforth- a high court official. So, Abigail Williams, who was once powerless in general society, is a perfect example of someone who became empowered by deciding the fate of other people and, by controlling and threatening people. Although, Abigail did have a powerful status among her social group from the outset and throughout which is shown when she starts â€Å"pointing with fear† and accusing Mary of â€Å"hurting her†, and quickly all the girls chime in with her. The third character who is subtly empowered is John Proctor. Despite his prideful ways, John Proctor describes himself as a â€Å"sinner. † His conversation with Elizabeth in act two where he exclaims for Elizabeth to â€Å"judge him not† demonstrated his internal conflict and his own unwillingness to forgive himself for his act of lechery. There are moments when his anger and disgust towards himself burst forth, such as when he exclaims to Judge Danforth: â€Å"I hear the boot of Lucifer, I see his filthy face! And it is my face, and yours. † So, although it is not clear from the outset that John Proctor has been empowered, he has. He is able for the first time to â€Å"see some shred of goodness† in himself- his relief from his constant guilt- when he decides to deny his confession. In conclusion, all three characters were empowered through the play, which led to the unjust killing of numerous inhabitants of Salem through the false allegations of witchcraft. So, Miller uses this to show the audience the consequence of abuse of power. Abigail is the best example because she falls from her position of high power, and resorts to boarding a â€Å"ship†, in order to escape.

Participation dance Essay

On Thursday October 28th at Cardinal Carter Academy of the Arts the grade twelve’s performed their ISU pieces in the theater. It was 3:30p. m after school hours. The piece I chose to critique was called, â€Å"Beyond the Reflection. † This piece was done to the song called Primavera. Adelaide Batuk, Julianna Bissessar and Jacalyn choreographed this piece. The dancers were Josephine Di Cosmo, P. J. Elisha, Melanie Ferrara, Lauren Paul and Chelsea Santoli. In the piece Beyond the Reflection, most of the choreography was contemporary style of dance. The female dancers wore white dresses with their hair down, each in a slightly different way. The male dancer wore a white shirt and black bottoms. This group used mirrors that hung from above the stage and hovered across centre stage. They also used black curtains that were hung over the mirrors at different times in the dance. This contemporary piece had five dancers; four girls and one boy. The piece had white lighting for most of the dance. It also has some blue lighting. The choreographer chose to use top lighting and side lighting, as well as floods and spot lights. The choreographers used many of the elements in their creative piece. They used energy, time, space and shape throughout their dance. The energy of this piece was calm but fierce. The music (primavera) was slow and soft but the dance moves were strong and powerful. The choreographers used a mixture of energy qualities. They used suspension various times in their dance. For example, the dancers did a grand battement to the front and held it in a continuous motion to second, where it then grew and was lowered. Another energy type that was used was swing. The dancers used this motion as they ran across the stage swinging their arms back and forth like a runner. They raised their arms and then used a fast motion on the way down due to gravity. Sustained was another energy quality used in this piece. One of the dancers forcefully threw her arms up high in front of her and then smoothed out the motion that continued to reach forward with a sudden burst of energy. Percussive moments were also shown through out the piece, with sharp arms and legs extending. Collapse was also used in this dance. When the dancers dropped to the floor and dropped their heads they were doing a collapsed movement. In the dance another element was used; this was time. The dance was completed in a 4/4 time signature and had accents on the down beats. The music was steady like a pulse in sections of the song and sub-diving pulse in other sections. The third element used in this piece was space. The dancers used many levels. High levels when they did a split leap, medium levels when they were standing straight and low levels when they dropped to the floor. The dancers were also given small movements such a hand rolls. They were also given medium and large movements when they ran across the stage and did various jumps. The last element that was used in the piece was shape. Many shapes were used. Spacing was either lines, scattered, or groups. The movements the dancers demonstrated were straight, curved, angular, symmetrical and asymmetrical. They used straight lines and straight legs on kicks. They used curved arms on pirouettes. Angular legs when they were bending low to form a strong stance. They also showed symmetrical positions in side jetes and asymmetrical movements as they ran across the stage. The piece Beyond the Reflection had many different ways of interpreting the piece. The choreographers demonstrated the struggles and hardships in a persons life. They choreographed movement that showed the battle of their insecurities and the people that will help them along the way. They wanted to do this piece because dancers struggle with this situation all the time. They never believe their good enough or can truly make it big, but the reality is that everyone can conquer through hard times and achieve miracles. The mood of this piece was powerful and uplifting even though the song was slower. The dancers used strong movements to show they can achieve anything and come threw and recognize the positive qualities they have. I thought this piece was presented beautifully. The dancers had great technique and also strong and passionate emotion, threw their steps and in their performance. The choreographers did a fantastic job with the choreography and the staging of the performance. I thought the costumes suited the piece and the mirrors were used apparently. The energy behind the piece and was incredible. I also really enjoyed the use of the male dancer. The three choreographers used him to his advantage and showed both males and females have life struggles and both can conquered them. This piece was very well done, and I think it was a strong and deep story line to perform apiece on. The lighting and staging was effective, as well as the movement used in this piece. I really enjoyed this piece and saw many creative movements throughout it.