(1039 words) Essay Example For Students

(1039 words) Essay SUNDAY NIGHTS AT SEVENThe Jack Benny Storyby Jack Benny with Joan BennyWarner, $19.95, 302 pagesThe late Jack Benny composed a collection of memoirs that was knownto practically nobody. So few, truth be told, that his lone girl Joanwas astonished to locate the completed original copy among her mothersfiles after her passing in 1983. Joan Benny has increased herfathers words with her own recollections and some interviewsaccomplished explicitly for the book. It is excellent. As one would anticipate from the most mainstream humorist of theage of radio, Jack Bennys journals are quick paced, enthusiastic, andentertaining. His memories are sure, and he says almostnothing negative regarding anybody. He follows back to his humblebeginnings as Benjamin Kubelsky in Waukegan, Ill., and revealsmany charming realities about his initial life and passage into showbusiness. He was a secondary school dropout (in spite of the fact that, as he noteswith incongruity, Waukegan in the end assembled a middle school in hishonor) and took to genuine investigation of the violin just afterflunking out of the family haberdashery business. (Do we haveto know their names? he asked his dad after an unknowncustomer left a record installment with him.) Over his mothersobjections, he in the end discovered work as a musician with alocal visiting artist. Sooner or later, he started to talk, whichgrew into a parody monolog. Jan Kubelik, a show violinist,forced Benny Kubelsky to change his name in 1912. He next becameBen Benny, and turned out to be genuinely notable as a violin-and-comedyperformer. In the wake of serving in the Navy in World War I, a similarentertainer named Ben Bernie constrained him to change his name again,and he picked the name Jack, by which all mariners in the war wereinformally known to one another. A portion of the narratives have been told previously, however get a much-merited retelling from the ponies mouth here. Jack met hiswife, Sadie Marks (she later changed her name to MaryLivingstone, the name of the character she played on the radioshow) when he was 27 and she 14 at her familys Passovercelebration in Vancouver. She was identified with the Marx brothers,and Zeppo Marx (at that point Marks) had carried his partner to the homefor the event. Mary demanded that Jack hear her out violinplaying. He thought that it was unpleasant and he and Zeppo made a quickexit. Quite a while later, they met again and wedded in 1927after a short romance. It was simply after they were marriedthat Mary helped Jack to remember their first gathering. Jack proceeded with his effective profession in vaudeville, and whenhis accomplice became sick, he convinced Mary to fill in. She was ahit. In the end he ended up on Broadway and afterward in themovies. He wavered for a period before concluding that going intoradio would be beneficial. While they were living in New York, they embraced Joan. Shelearned recorded as a hard copy the book that Mary Benny had intended to takeher just to nurture her to wellbeing while they anticipated an arrangedbaby. (Jack contradicted this thought.) Naturally, they discovered theycouldnt part with Joan. A great part of the book comprises of Joans composing. She appears tobe in an alternate book from her dad. It would be a significant helpif she utilized a composing style that adjusted all the more near thatset by her dad in the early sections. Her short, simplesentences moderate the pace in an abrupt way. She providesextreme levels of insight regarding her initial life, homes, and thetrappings of being a big name little girl. While this issue isinteresting to a Benny buff, one expectations that none of the venerablecomedians material was enslaved to account for it. Itwould be unmistakably progressively important if Joan Benny were a big name in herown right. In any case, this is the fall of 1990 and such things are tobe expected of big name posterity. George Bush is our presidentand no uncertainty he endorses. .ufeb299cde218a2178757a1cb1e46af24 , .ufeb299cde218a2178757a1cb1e46af24 .postImageUrl , .ufeb299cde218a2178757a1cb1e46af24 .focused content zone { min-tallness: 80px; position: relative; } .ufeb299cde218a2178757a1cb1e46af24 , .ufeb299cde218a2178757a1cb1e46af24:hover , .ufeb299cde218a2178757a1cb1e46af24:visited , .ufeb299cde218a2178757a1cb1e46af24:active { border:0!important; } .ufeb299cde218a2178757a1cb1e46af24 .clearfix:after { content: ; show: table; clear: both; } .ufeb299cde218a2178757a1cb1e46af24 { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; mistiness: 1; progress: obscurity 250ms; webkit-change: darkness 250ms; foundation shading: #95A5A6; } .ufeb299cde218a2178757a1cb1e46af24:active , .ufeb299cde218a2178757a1cb1e46af24:hover { haziness: 1; change: murkiness 250ms; webkit-progress: darkness 250ms; foundation shading: #2C3E50; } .ufeb299cde218a2178757a1cb1e46af24 .focused content region { width: 100%; position: relative; } .ufeb299cde218a2178757a1cb1e46af24 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; text-enrichment: underline; } .ufeb299cde218a2178757a1cb1e46af24 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .ufeb299cde218a2178757a1cb1e46af24 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; fringe sweep: 3px; box-shadow: none; text dimension: 14px; text style weight: intense; line-stature: 26px; moz-outskirt span: 3px; text-adjust: focus; text-enhancement: none; text-shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: total; right: 0; top: 0; } .ufeb299cde218a2178757a1cb1e46af24:hover .ctaButton { foundation shading: #34495E!important; } .ufeb299cde218a2178757 a1cb1e46af24 .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .ufeb299cde218a2178757a1cb1e46af24-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .ufeb299cde218a2178757a1cb1e46af24:after { content: ; show: square; clear: both; } READ: Media viciousness GRADE 11 PROJECT EssaySome of Joan Bennys entries are interested. Clearly, hadher father needed subtleties of his pre-marriage womanizing in hisbook, he would have put them there himself. Her life is verywell nitty gritty up to around 1965, however she says practically nothing ofher exercises for the past 25 years. Joan Benny holds back in examining her mom. Thetwo had what might gently be depicted as an adversarialrelationship. Mary Livingstone Benny (who consistently introducedherself as Mrs. Jack Benny) is depicted as a vain, insecurespendthrift. She supposedly was generally keen on being with andaccepted by the Hollywood first class. Studio magnates, that is, not theentertainers that her better half called companions. Jack Bennyattended Friars suppers and so forth alone. Mary LivingstoneBenny may have assumed the job of Mrs. Jack Benny as far as possible togain social standing, yet Joan Bennys words must be taken with ateaspoon of salt (or a progressively fortifying sans sodium substitute) inlight of the conspicuous joy she shows on each page at beingJack Bennys little girl. Jack Benny tells a decent numerous stories that have not beenprinted previously. Clearly, none of the three Benny underwear whowrote histories approached this material. He tells how helearned from others botches in building up his radio style. (Different funnies utilized visual material for their studio audience,which left home audience members in obscurity about what was so funny.)There is a sure Catch 22 in the best radio humorist alsobeing the best client of outward appearances and non-verbal communication. Maybe, as Jack recommends, his mystery wasnt those idiosyncrasies buthis timing. Jack recognizes that he was nevertheless a mediocreviolinist. By and by, he won the regard of some of theworlds most noteworthy musician. These accounts are a fortune. Isaac Stern considered him the most blessed show craftsman becausehe didnt need to live with the weight of being great. The book is must perusing, however the peruser cannot help butagonize over how much better it would be had Joan Benny publishedthe collection of memoirs verbatim (Jack needed to title it I Always HadShoes, a response to comics who professed to have risen fromabject destitution) or all the more effectively coordinated her words intoit. With any karma, the book will start a recharged enthusiasm for thelegendary humorist. His TV program could remain to berevived by one of the link systems, and a TV film about him isa probability. Joan Benny chose many family photographs forthe book; they are a commitment. The most striking thing aboutthe book is the way new Jack Bennys words sound, despite the fact that theywere composed very nearly twenty years back. Its practically like havinghim back.

The controversy and the future of Common Agricultural Policy of European Union Free Essays

Agribusiness is a hazardous territory in each created nation. Free market economy that permits direct rivalry of farming items can frequently cause an excess or lack of specific items, and quality changes. So as to guarantee solid gracefully of food part conditions of the European Union chose to coordinate and moved the authority over horticulture arrangement to European level. We will compose a custom paper test on The debate and the eventual fate of Common Agricultural Policy of European Union or on the other hand any comparable subject just for you Request Now Basic Agricultural Policy was set in 1961 and its points were to improve creation and take care of existing issues in horticulture all over EU part states. The past triumphs of participation with coal and steel, and the way that most states experienced issues to create certain products consistently prompted further collaboration in agribusiness, and to CAP. Today, â€Å"CAP is viewed as the most created of the European Union’s arrangements and covers practically 90% of all rural products† (peruser). Be that as it may, likewise it is viewed as the most dubious and has been liable for some negative outcomes on the business, and it needed to go under numerous changes. This paper will clarify why CAP has been both celebrated and scrutinized. Additionally, it will incorporate the difficulties that will be placed before it by the future augmentation of European Union. At the time CAP was made, national horticultures had every normal issue. In spite of the fact that the distinctive degree of improvement, and diverse level on reliance on this industry between part conditions of EC, there were some tremendous difficulties to be comprehended by Cap: deficiencies of specific merchandise, wasteful creation rehearses, poverty of individuals utilized in horticulture, quickly unique costs, significant varieties in nature of items and so forth. The objectives of strategy characterized in Maastricht Treaty, article 39: â€Å"(a) to increment agrarian efficiency by advancing specialized advancement and by guaranteeing the reasonable improvement of farming creation and the ideal use of the variables of creation, specifically work; (b) in this manner to guarantee a reasonable way of life for the agrarian network, specifically by expanding the individual profit of people occupied with horticulture; (c) to balance out business sectors; (d) to guarantee the accessibility of provisions; (e) to guarantee that provisions arrive at the customers at sensible prices.† (TEU) Since its establishment CAP has improved the horticulture of Europe from an incredible perspective, however pundits would state that expenses of the triumphs are impressively high for all. A portion of the objectives were satisfied with minimal negative results, while others were unraveled with dubious techniques that turned into a tremendous weight for the spending plan and had some counter-impacts. The progressions in Europe’s agrarian structure and profitability since 1961 brought about by CAP were tremendous. Because of the interest in innovation, there was a development in profitability of ranches, decline in individuals utilized in agribusiness, fast urbanization and consequently success in different divisions of economy. Insights show that â€Å"the workforce utilized in agribusiness declined from 11.3% in 1973 to 9.4% in 1980 and just 5.7% in the entire of the EU in 1992.† (Hitiris, 190) Profitability development was fast, and we can say that the point of CAP to rebuild the cultivating to make it increasingly effective is being satisfied. The development of the effectiveness of the work can be seen on the way that: † In 1960 more than 15 million individuals in the first six had chipped away at the land. In the mid-1970s the agrarian populace of the developed EC was just 14 million, tumbling to 10 million by the mid-1980s† (Urwin, 187) Second objective of CAP is a social strategic: help the personal satisfaction of the individuals in agribusiness. This went little against the monetary efficiency and caused many negative outcomes on it, particularly by enormous expenses. The intercessions that were made were not just sponsoring the ranchers, that is an enormous weight for EU spending plan yet counterfeit controls with costs and setting of norms. These two were reprimanded by numerous liberal financial experts as normalization brought costs up, and fake value setting caused surpluses and shortfalls. The most effective method to refer to The contention and the eventual fate of Common Agricultural Policy of European Union, Papers

Huntington

Huntington Huntington. 1 City (1990 pop. 16,389), seat of Huntington co., NE Ind.; inc. 1848. It is a farm trade center and an industrial city. Manufactures include automotive parts, machinery, construction materials, food and beverages, cleaning agents, fireplaces, electrical equipment, rubber, and plastic. Huntington College and the Dan Quayle Center and Museum are in the city. The nearby Forks of the Wabash were a Native American gathering place and early trade center. 2 Uninc. town (1990 pop. 18,243), Suffolk co., SE N.Y., on the northern shore of Long Island; settled 1653. It is the heart of a township containing 17 contiguous communities, noted for their precision manufactures. The town, which is chiefly residential, has numerous harbors and boatyards. It is the seat of Immaculate Conception College and World Friends College. 3 City (1990 pop. 54,844), seat of Cabell co., W W.Va., on the Ohio River; founded 1871 as the western terminus of the Chesapeake Ohio RR and named for the C O's president. The second largest city in the state, it is a commercial center and a river port that ships bituminous coal. It has railyards and glass and chemical industries. Other manufactures include transportation equipment, furniture, and wood and metal products. Marshall Univ. is there. The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. Political Geography

Electron Density Definition in Chemistry

Electron density is a representation of the probability of finding an electron in a specific location around an atom or molecule. In general, the electron is more likely to be found in regions with high electron density. However, due to the uncertainty principle, its not possible to identify the exact location of an electron at any instant in time. For a system with a single electron, electron density is proportion to the square of its wavefunction. X-ray diffraction crystallography is one technique used to measure electron density. When the concept is applied to free radicals, it is called spin density. This is the total electron density of one spin minus the electron density of electrons with the other spin. Neutron diffraction is used to map spin density.

Religion and the Syrian Civil War

Religion played a minor but important role in the conflict in Syria. A United Nations report released in late 2012 said that the conflict was becoming â€Å"overtly sectarian† in some parts of the country, with Syria’s various religious communities finding themselves on the opposite sides of the fight between the government of President Bashar al-Assad and Syria’s fractured opposition. Growing Religious Divide At its core, the civil war in Syria is not a religious conflict. The dividing line is one’s loyalty to Assad’s government. However, some religious communities tend to be more supportive of the regime than others, fueling mutual suspicion and religious intolerance in many parts of the country. Syria is an Arab country with a Kurdish and Armenian minority. In term of religious identity, most of the Arab majority belong to the Sunni branch of Islam, with several Muslim minority groups associated with Shiite Islam. Christians from different denominations represent a smaller percentage of the population. The emergence among anti-government rebels of hard-line Sunni Islamist militias fighting for an Islamic state has alienated the minorities. Outside interference from  Shiite Iran, Islamic State militants who seek to include  Syria as part of their widespread caliphate and Sunni Saudi Arabia  makes matters worse, feeding into the wider Sunni-Shiite tension in the Middle East. Alawites   President Assad belongs to the Alawite minority, an offshoot of Shiite Islam that is specific to Syria (with small population pockets in Lebanon). The Assad family has been in power since 1970 (Bashar al-Assads father, Hafez al-Assad, served as president from 1971 until his death in 2000), and although it presided over a secular regime, many Syrians think Alawites have enjoyed privileged access to top government jobs and business opportunities. After the outbreak of the anti-government uprising in 2011, the vast majority of Alawites rallied behind the Assad regime, fearful of discrimination if the Sunni majority came to power. Most of the top rank in Assads army and intelligence services are Alawites, making the Alawite community as a whole closely identified with the government camp in the civil war. However, a group of religious Alawite leaders claimed independence from Assad recently, begging the question of whether the Alawite community is itself splintering in its support of Assad. Sunni Muslim Arabs A majority of Syrians are Sunni Arabs, but they are politically divided. True, most of the fighters in rebel opposition groups under the  Free Syrian Army  umbrella come from the Sunni provincial heartlands, and many Sunni Islamists don’t consider Alawites to be real Muslims. The armed confrontation between largely Sunni rebels and the Alawite-led government troops at one point led some observers to see Syria’s civil war as a conflict between Sunnis and Alawites. But, it’s not that simple. Most of the regular government soldiers fighting the rebels are Sunni recruits (though thousands have defected to various opposition groups), and Sunnis hold leading positions in the government, the bureaucracy, the ruling Baath Party and the business community. Some businessmen and middle-class Sunnis support the regime because they want to protect their material interests. Many others are simply scared by Islamist groups within the rebel movements and don’t trust the opposition. In any case, the bedrock of support from sections of the Sunni community has been key to Assad’s survival. Christians The Arab Christian minority in Syria at one time enjoyed relative security under Assad, integrated by the regime’s secular nationalist ideology. Many Christians fear that this politically repressive but religiously tolerant dictatorship will be replaced by a Sunni Islamist regime that will discriminate against minorities, pointing to the prosecution of Iraqi Christians by Islamist extremists after the fall of Saddam Hussein. This led to the Christian establishment: the merchants, top bureaucrats, and religious leaders, to support the government or at least distance themselves from what they saw as a Sunni uprising in 2011. And although there are many Christians in the ranks of the political opposition, such as the Syrian National Coalition, and among the pro-democracy youth activists, some rebel groups now consider all Christians to be collaborators with the regime. Christian leaders, meanwhile, are now faced with the moral obligation to speak out against Assads extreme violence and atrocities against all Syrian citizens regardless of their faith. The Druze Ismailis The Druze and the Ismailis are two distinct Muslim minorities believed to have developed out of the Shiite branch of Islam. Not unlike other minorities, The Druze and Ismailis fear that the regime’s potential downfall will give way to chaos and religious persecution. The reluctance of their leaders to join the opposition has often been interpreted as tacit support for Assad, but that isnt the case. These minorities are caught between extremist groups like the Islamic State, Assads military and opposition forces in what one Middle East analyst, Karim Bitar, from the think tank IRIS calls the tragic dilemma of religious minorities. Twelver Shiites While most Shiites in Iraq, Iran, and Lebanon belong to the mainstream Twelver branch, this principal form of Shiite Islam is only a tiny minority in Syria, concentrated in parts of the capital city of Damascus. However, their numbers swelled after 2003 with the arrival of hundreds of thousands of Iraqi refugees during the Sunni-Shiite civil war in that country. Twelver Shiites fear a radical Islamist takeover of Syria and largely support the Assad regime. With Syria’s ongoing descent into conflict, some Shiites moved back to Iraq. Others organized militias to defend their neighborhoods from Sunni rebels, adding yet another layer to the fragmentation of Syria’s religious society.

Memo Review Free Essays

Memo Review XBCOM/230 Whenever an individual is doing work for a division of an organization, it is important to transmit information to other divisions and the supervisors. The executive vice president wanted information on stock values therefore the memo should have been professional and correct. The data in the memo should have a description to the organizational officials. We will write a custom essay sample on Memo Review or any similar topic only for you Order Now The use of jargon in a memo is not professional. Jargon, rubber stamp, and cliches are usual for accountants to use when they are interacting with other accountants. Rubber stamps convey the result of usual treatment, unlikely to win over readers positively. This kind of treatment inform readers that the author does not have particular concern for them, and the current case is dealt with in the same manner as others (Rentz, Flatley, Lentz, 2011). Summarized under are the modifications in the interoffice memo pertaining to the accounting jargon and abbreviations. The interoffice memo requested that we provide a review of last in/first out (LIFO) against first in/first out (FIFO). The memo alters from casual to official while revising the data. In this instance, the memo is about the FIFO and LIFO techniques and the outcomes of the techniques of the organization. Description is needed for each valuation technique with regard to the profit and loss on the income statement as well as the cost of goods sold (COGS). The final part regarding the legal action by Macy’s is not required to incorporate since this information has no effect on the retail industry’s inventory valuation techniques. The accounting jargon of elastic pricing as well as an inflationary economic time alters to professional phrasing. In the matter of elastic pricing, it will be suitable to say that the company’s rates are flexible within the industry requirements. Thus, the inventory techniques must reflect this to keep a profit. As getting into a time the rising cost of living, inflationary economic times have a description. Both of these modifications will suggest the senior officials what is important to think about without adding useless information. The final portion of the memo should stress the regulation; regardless of what inventory valuation the organization determines to use it should carry on using this technique for the whole accounting cycle. An associated suggestion, depending on the last fiscal statement adds this to assist with this process or a reason of how each inventory technique would impact the company’s profit would be essential. After doing the overview of the interoffice memo, a worker will frequently find there are modifications made prior to delivery to the supposed receiver. Proofreading and editing is essential to get rid of interoffice jargon and abbreviations. The memo should meet the requirements needed information and the place of the individual receiving it. Business communication can be official or casual based on the relationship of the individuals communicating, and the ultimate location of each communication. This is important to keep in mind when crafting any business communication. References: Rentz, K. , Flatley, M. E. , Lentz, P. (2011). Lesikar’s business communication: Connecting in A digital world (12th ed. ). Boston, Ma: McGraw-Hill. How to cite Memo Review, Papers Memo Review Free Essays Occasionally a person working with a department at a company is required to pass on information to another department or a supervisor. Because the executive vice president has requested information on inventory valuations, it is necessary to make this memo professional and accurate. The use of information must be explained to the company officers so it should be considered that they are not aware of the jargon used by accountants. We will write a custom essay sample on Memo Review or any similar topic only for you Order Now Summarized below are the changes in the interoffice memo relating to accounting jargon and abbreviations. Also included is the requested information on First In First Out (FIFO) and Last In First Out (LIFO) method, but this topic is changed for easier understanding. When revising the memo it is changed from casual to professional and formal. In this case the memo in question is concerning the FIFO and LIFO methods and the effects of the methods on the company. This requires explaining each valuation method in terms of the profit and loss on the income statement and the Cost of Goods Sold (COGS). This needs to be detailed without being condescending. The last paragraph about the lawsuit by Macy’s is not necessary to include since this information does not affect the retail industry’s inventory valuations methods. The accounting jargon of elastic pricing and an inflationary economic time needs to be changed to professional wording. In the case of elastic pricing, it would be appropriate to state that the company’s prices are flexible because of the industry demands, so the inventory methods need to reflect this to maintain a profit. Inflationary economic time can be explained as coming into a period of inflation. These two changes will advise the senior officers what is important to consider without adding unnecessary information The last part of the memo that must be stressed is the law that state no matter which inventory valuation the company decides to use it must continue to use this method for the complete accounting cycle. An accompanying recommendation based on the previous financial statement could be added to help with this process or an explanation on how each inventory method would affect the company’s profit would be important. Upon completing the review of the interoffice memo an employee will often find there must be changes made before it can be sent on to the intended recipient. This will require eliminating interoffice jargon and abbreviations. The memo must meet the requirements of the demand of information and the station of the person receiving it. Business communication can be formal or casual depending on the relationship of the people interacting and the final destination of each communication. This is important to remember when composing any business communication. References Leisker, R. V. , Flatley, M. E. , Rentz, K. (2008). Business communication: Making connections in a digital world (11th ed. ). Boston, MA: McGraw-Hill. University of Phoenix Online. (2010). Business Communications for Accountants. University of Phoenix: Accounting Memo. How to cite Memo Review, Papers

Conceptualising Recovery in Mental Health Rehabilitation Samples

Question: Discuss about the Conceptualising Recovery in Mental Health Rehabilitation. Answer: Introduction: Mental well-being and mental health are the prime aspects of a persons life. WHO statistics have shown that 15 % of the world population suffers from some or the other mental illness. Psychological problems and mental health illness contribute to reduce the quality of life and opportunities for a person. In this essay we would discuss how mental health issues plague the adults in New Zealand. According to a survey conducted for the year 2012-2013 one in every 6 adults is suffering from some mental disorder or illness in New Zealand. These illnesses can be as common as anxiety, bipolar disorder and depression. According to this survey about 200, 000 adults that are around 6 % of the adult population of the country suffers from psychological distress. The highest rate of 24% has been noted for adult women between 35-44 years of age. In this essay the chosen age group are woman age between 35 to 45 years of age, this age were characterized by Erikson as generatively verses self-absorpti on. In general at this stage the middle adulthood tend to be the most productive age towards family, qualification as profession and high social contribution in society to supporting the next generation. On the other hand the feel of frustration and unrealistic goals in life can create self-absorption. If we look deeper middle age women tend to be the subject of reproductive experience of possible pregnancy , infertility and menopause at this strange and early in life. These issue may have the impact on woman physical and mental health such as depression , anxiety, post-traumatic stress disorder and others mental illnesses. Many researchers have concluded through their studies that social environment is the factor that is prominent in the development of many mental developments. In the recent decades social exclusion/ inclusion has come up numerous times when discussing about social disadvantage. Numerous researches in Europe and UK have been conducted to determine the link between social exclusion and disability but not many studies have been done on the link between social exclusion and mental health issues. According to the paper presented by Susan Cuthbert titled Mental health and Social Inclusion concepts and Measurements adults suffering from mental health issues are the most excluded group in the society. This exclusion affects their everyday lives as they are not able to enjoy their life in community and the society. The Mental Health Foundation of New Zealand and Like Minds, Like Mine conducted a research under the title Respect costs nothing in the year 2004 that reports about the discrimination that the people experience if they suffer from mental illness in the society. People with health issues reported discrimination on all levels in their lives whether it be education, housing, employment in the hands of their family, friends and community. This discrimination forces them to feel excluded from social gatherings and thus preventing them to take part in many activities. Lets first understand what social inclusion means, it is a multidimensional and complex process that involves the denial or lack of resources, services, goods and rights which in turn leads to the inability to take part in activities and to form normal relationships. Only a small portion of the society is subject ed to this discrimination that affects the quality of life of these individuals(Levitas, 2006),(Levitas R, 2007). Social inclusion depends on four systems that are legal and democratic system, the labor market, community system and family and the welfare system. The person only feels a sense of belonging when all the four systems are there. These four systems are equally crucial and important. Social inclusion also depends on the two concepts of rights and participation. When social inclusion has a right based approach citizens are excluded when they are deprived of their citizenship right. This refers to the economic, civil, cultural and social rights of the individuals in the community. The citizens have these rights that are present in international as well as domestic legislature. Huxley in the year 2012 highlighted through his research that right based approach is important in mental health(Huxley P, 2012). It is due to the fact that if a person is excluded that he is being den ied his right that he or she is entitled to. These rights include political and civil rights that they are being denied. The mental health legislature in the New Zealand states that even during treatment these individuals have the right to be treated with respect and dignity whether the treatment is involuntary or voluntary. A participatory approach is the one that focuses on the extent of participation of the individual in their social environment. This approach involves the identification of the activities through which a person is involved in the community and society around them. Some of these activities could be work, education and social interaction with family and friends. Employment is a large component of any ones life but barriers like self-stigma and discrimination affects it. Self-stigma occurs due to lack of self-esteem and confidence which is a result of the discrimination a person faces in the society(Crisp A. H., 2000)(Thornicroft G., 2007). There are also some overl apping concepts with social inclusion some of which are poverty, social model of disability, recovery, quality of life and discrimination(Silver H, 2003). Social inclusion is a more wider and broader term for deprivation in context to poverty. Poverty is material, economic and resource based deprivation that is in total contrast to social inclusion(Morgan C, 2007). In social inclusion loss of meaningful relationship, discrimination and loss of roles occurs that affects the mental well-being of a person(Link B, 2004). Another overlapping concept to social inclusion is Social model of Disability which states that a person suffering from some kind of disability is a disadvantage to the society. Sayce through his research showed the link between the social model of disability and social inclusion(Sayce, 2000). He stressed how people with mental health issues can only achieve social inclusion when our society changes. Other researchers as Repper and Perkins have also supported the need of social reintegration as the most important factor for recovery in mentally ill(Perkins, 2003). These researchers have focused on the society who excludes these people rather than just concentrating on the excluded. Recovery which is living in the absence or presence of a mental illness is used in different ways. It is also used to define the personal journey that a person takes to get well. Social inclusion is included in social recovery but many argue that recovery is linked to medical model and individual pathology. Discrimination and social inclusion are strongly linked as they give rise to one another. Discrimination stands for the unfavorable treatment of a person from another person in similar circumstances or situation. It can be both indirect and direct. This barrier to social inclusion prevents a person to participate in everyday activities and to exercise their rights. There are numerous other barriers to social inclusion such as self-stigma, lack of support and mental impairment. (Hills, 2002) The Blue print II is a bold vision that focuses on improving the mental well-being and health of all New Zealanders. It is a ten year recovery approach that is independent and evidence based advice from the Mental Health Commission of New Zealand. Through this recovery model everyone will participate in protecting the mental well-being. This approach will focus on people who have addiction issues along with mental health problems. It will also focus on indigenous people where Whanau or well-being involves the equal participation of their family members. There are numerous priorities in this model as the Mental Health commission has realized that we need to respond earlier in order to provide a good start to children associated with addiction issues. This model especially focuses on adults that suffer from addiction and mental health issues as these individuals need support to return to normal functioning, to be independent and to remain healthy. The Mental health commission has reali zed that minor changes wont do any good but a stepped care approach is needed to promote self-care. This can only be achieved through ensuring that the ringfence funds that were set in blueprint I stage are flexible enough to extend and integrate all specialist, community and primary services. The monitoring of the model will be done through regular sector visits and public reporting that provides information about the progress at service and population level. The Blueprint I which was published in the year 1998 provided services to the 3% most severely affected people with addiction and mental health issues. But with Blueprint II the Mental Health Commission is broadening the focus through inter agency partners and broader healthcare. This recovery model is also not a government policy same as the Blueprint I as it is an independent advice by the Mental Health Commission of New Zealand. Through 1998 to 2005 with the Blueprint I the policy focus was on severely mentally ill people b ut there is an acknowledgement in the society about the needs of people who are suffering from moderate and mild mental health issues. The mental health addiction strategy TeTehuhu (2005-2015) along with the associated plan Te Kakiri (2006-2015) has broadened the focus from severely affected. Since the year 2005 there is a constant progress in development of primary mental health initiatives that promotes self-help activity such as Like minds, like mine, destigmatisation campaign and The National Depression. Along with this government agencies has increased their focus on addiction and mental health issues by launching initiatives that influence care of young people and support them to get back on the workforce. Adults with addiction and mental health issues are encouraged to take part in building of their own treatment plans. This recovery model has a people directed and people centered approach which works well in partnership with people who suffer from addiction and mental health issues. The model that was already developed and introduced in Blueprint I has only grown stronger with the introduction of Blueprint II. The need to provide stronger partnership in services along with information, self-determination in shaping policies at national level has been recognized. The central point of any social inclusion strategy or initiative is the belief that individuals suffering from mental health issues will make a positive and practical contribution to their surroundings. Arguably the most crucial group to consider in partnership in mental health services formation is the Service users(Gawith, 2006).The Ministry of Health strategic document titled Rising to the challenge 2012-2017: Mental Health and Addiction Service Development plan continues to focus on recovery. Lurie in the year 2005 stated that New Zealand in a way changed the direction as to how mental health policies were formulated and designed. It was in the year 1994 that the New Zealand government following the trend of introducing strategic plans introduced Looking Forward: Strategic directions of The Mental Health services plan. Another plan Moving forward: The National Mental Health Plan for More and Better services in 1997 was introduced that focused on the resources needed. In the year 1998 Like Minds, Like mine was set up that increased the awareness about mental illness through media programs and campaigns. But it was only in the year 2014 that Te Tahuhu, our lives in 2014 that was a New Zealand Mental Health and Addiction plan focused on service users visions. This document was about the Tangata whaiora who is a person seeking wellness. It included the statement that mentally ill people wanted a society and Whanau that values them as participating members who have the same opportunities and rights. Te Tahuhu had an associated plan that was Te Kokiri that provided services that especially focused on the needs of community, Whanau/ family and the service providers. All these strategies and policies emphasize the tenets of social inclusion and stress on the fact that all citizens should have equal opportunities to take part in the society, have productive relationships and involvement in the workforce. These plans focused on building of partnerships between NGOs, mental health services users, clinical provider services and the Ministry of Health. They also highlighted the partnership between education, justice, social services, correction, housing, and employment. Therapeutic relationships and nursing has been the topic of numerous studies since the 1950s. A continued commitment to work in partnership with the mental health patient is needed by every nurse who work with these individuals. Partnership in Coping is a recovery model that was designed in Australia that applied the recovery oriented approach to nursing practice. This model draws on the holistic perspective of mental health nursing(Lloyd C, 2008). Where the nurse has numerous informal contacts with the patient, has a positive and healing relationship with the client and has knowledge about the patient(Webb, 2013). This model focuses on the strengths of the service users. This model focuses on the notion that patient has the understanding about their needs. The nurse should work in collaboration with the patient and consider their cultural beliefs and background(Beggs, 2013). It emphasizes the service user involvement in their recovery. It draws on the commitment of nursing that ther apeutic relationships work well in partnership. This partnership of two people working together in order achieve a common goal works well in mental healthcare(Wand T, 2015). Nurses need to support their patients in understanding their experiences as they should refrain themselves to explain the experiences for the patients(Lowe, 2001). The informal nature and holistic approach are the most crucial aspects of nursing that are needed when working with mental health patients. This model is about six steps which include development of conditions that facilitates the user, identify the concern of the patients, negotiate the goals with the service users, identify the strategies that the patient is using to cope and offer new ones if they are unable to identify the strategies for themselves, apply these strategies and measure the outcome(Martensson, et al., 2014). In each of these steps there is a clear involvement of the service user in their recovery. A nurse should focus on negotiated c are and in the development of a dependable and consistent relationship with the patient. Best way to evaluate patient need in mental health is to focus not only on physical health but the social support interaction for example:- family and social contact, such as friends and community contribution. Encourage and providing an ongoing support from mental health profession team can enhance patient's recovery and promoting social inclusion(Repper, 2010) Conclusion The people who suffer from mental illnesses need psycho-social assistance along with clinical care. They need the support of their family, health professionals and friends to encompass interpersonal relationships, work, education, leisure activities, housing, transport and income. The recovery process for them is a self-directed transition towards a meaningful life but they need continuous support to achieve it. This support involves a range of services, opportunities, social inclusion and responsibility. Therefore to provide an effective mental health care an integration is needed in primary, secondary and tertiary services at all levels. Social stigma, and discrimination faced by the mentally ill are barriers to their recovery therefore awareness is needed in the society. Responsibility and empowerment are key aspects of recovery which health professionals should always focus on(Drinkwater, 2013). They should work on the notion that mentally ill are capable of understanding their n eeds and can work along with them to recover well. As through this essay we came to know social inclusion is linked to a persons recovery it is crucial that the discrimination that these people experience in the society should be minimized(Diener, 2011). This discrimination is impacting their lives and preventing them to enjoy and function normally. It is a basic human right to have relationships with other people but discrimination and stigma prevents the mentally ill to practice this right. References Beggs, G. (2013). Nimbin: An alternative culture, an alternative clinical approach an integrated community mental health drug and alcohol nurse practitioner approach. International Journal of Mental Health Nursing, 65-69. Crisp, A.H, Gelder, M.G,Rix, S.,Meltzer,H. I, Rowlands, O.J, (2000). Stigmatisation of people with mental illnesses. British Journal of Psychiatry, 177(1), 47. Diener, E. . Chan, M.Y (2011). Happy people live longer: Subjective well-being contributions to health and longevity. Applied Psychology: Health and Well-being, 3(1), 67-74. Drinkwater, V. (2013). Collaborative approach to the management of acute behavioural disturbance. International Journal of Mental Health Nursing, 31(2), 6. Gawith, L. P. (2006). Long Journey to recovery for Kiwi consumers:Recent developments in mental health policy and pratcice in New Zealand . Australian Psychologist , 140-148. Hills, J. L. (2002). Understanding social exclusion. Oxford: Oxford University Press. Huxley P, Evans S,Madge S,Webber M,Burchardt T,McDaid D,Knapp M. (2012). Development of a social inclusion index to capture subjective and objective life domains (Phase II): psychometric development study. Health Technol Assess., 16(1), 1-24 L., Sayce. (2000). From Psychiatric Patient to Citizen: Overcoming Discrimination and Social Exclusion. . London: Palgrave. Levitas R, Pantazis, C, Fahmy, E, Gordon, D, Lloyd,E, Patsios, D, (2007). The Multi-Dimensional Analysis of Social Exclusion. Bristol: University of Bristol. Levitas, R. (2006). The concept and measurement of social exclusion. Bristol: Policy Press. Link B, Phelan JC (2004). Fear of people with mental illness: the role of personal and impersonal contact and exposure to threat or harm. Journal of Health and Social Behaviour. , 45(1), 68-80. Lloyd, C., Waghorn, G., Williams, P. (2008). Conceptualising Recovery in Mental Health Rehabilitation.The British Journal Of Occupational Therapy,71(8), 321-328. Lowe, J., Struthers, R. (2001). A Conceptual Framework of Nursing in Native American Culture.Journal Of Nursing Scholarship,33(3), 279-283. Martensson, G., Jacobsson, J., Engstrm, M. (2014). Mental health nursing staff's attitudes towards mental illness: an analysis of related factors.Journal Of Psychiatric And Mental Health Nursing, 21(9), 782-788. Morgan, C., Burns, T., Fitzpatrick, R., Pinfold, V., Priebe, S. (2007). Social exclusion and mental health: Conceptual and methodological review.The British Journal Of Psychiatry,191(6), 477-483. Repper, J. and Perkins, R. (2003). Social Inclusion and Recovery. Edinburgh.: Balliere Tindal. Repper, J. (2003). Adjusting the focus of mental health nursing: Incorporating service users' experiences of recovery.Journal Of Mental Health,9(6), 575-587. Silver H, Miller, S.M. (2003). Social exclusion: the European approach to social disadvantage. Indicators, 45(2), 1-17. Thornicroft, G., Rose, D., Kassam, A., Sartorius, N. (2007). Stigma: ignorance, prejudice or discrimination?.The British Journal Of Psychiatry,190(3), 192-193. Wand, T., D'Abrew, N., Barnett, C., Acret, L., White, K. (2015). Evaluation of a nurse practitioner-led extended hours mental health liaison nurse service based in the emergency department.Australian Health Review,39(1), 1. Webb, K. C. (2013). Expanding the clinical practice domains and developing collaborative models of care - The mental health nurse and family based treatment (FBT) for young people and their families who are experiencing anorexia nervosa or bulimia nervosa. International journal of mental health nursing , 3-4. Mental Health Commission. November 1998. Blueprint for Mental Health Services in New Zealand: How things need to be. Wellington: Mental Health Commission.

Being Independent free essay sample

Most people like to believe that they are independent-free of a pack, their own person, unswayable by peer pressure. Is this actually true? Some philosophers and sociologists actually believe that there is wisdom in crowds and that many people are guided through life by a sense of wanting to belong. So which is actually true? How many times have you heard the sentence Im an individual, just like everybody else! Or My friends and I are all individuals. We just agree a lot. The fact of the matter is that most people seek out a crowd or a tribe of like minded people to belong to. The sentence Im an individual just like everybody else is just about as popular as the idea that no man is an island. When it comes to independence, many people try to strike a balance. In America, children and adults alike seek out like minded individuals to form alliances with. We will write a custom essay sample on Being Independent or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page These friendships and relationships are based on a common philosophy or ideology and while this sameness is the reason for the bond, the individual parties struggle to retain their individual independence. This can often lead to a sociological kind of nomad-ness as people drift from group to group trying to find the best fit for themselves. Politically speaking, independence is what happens when a new nation is formed and declares itself free of the laws and rules of the country that it used to belong to. The United States declared its Independence from England a couple of centuries ago, Bolivia declared its independence form the Ottoman Empire-the list of independence declarations is as long as history itself. Much like individuals, nations that declare their independence immediately try to model their rules and regulations upon other models that they admire. They build themselves up while searching for other nations to form allegiances with-nations that they can trade with, fight with and, ultimately, live with in harmony. Even in a broad sense, the need to belong and forge relationships wins out over complete independence. There is not one nation that does not interact with the rest of the globe in at least a few capacities. The truth of the matter is that political independence is starting to slowly become less important. While each nation wants to retain an individual identity, thanks to things like global trade and the free exchange of ideas, the relationships between nations are getting tighter. Many people call this the shrinking of the world as individual nations give up their independence to be a part of the global community. In conclusion, it looks like true independence isnt true at all. Independence is declared in a number of degrees-a need to retain ones individual sense of self while still belonging to a group. Nobody wants to be left alone completely. Even those who say that they are more comfortable spending time alone still have a few relationships that they rely on. For more information on independence, visit  http://

28 Serious Quotes From British Comedian Charlie Chaplin

28 Serious Quotes From British Comedian Charlie Chaplin Charlie Chaplin (1889-1977) became a star well before movies had sound. But his talent to turn the tragedies of everyday people into epic comedies has made him immortal on the silver screen as he played everything from a tramp to a buffoon dictator. The following quotes consist of Chaplins observations on his life, career, and the study of human nature. Charlie Chaplin on Laughter and a Positive Outlook A day without laughter is a day wasted.To truly laugh, you must be able to take your pain, and play with it!Youll never find a rainbow if youre looking down.Failure is unimportant. It takes courage to make a fool of yourself. On Despair and Tragedy Despair is a narcotic. It lulls the mind into indifference.I always like walking in the rain, so no one can see me crying.Life is a tragedy when seen in close-up, but a comedy in long-shot.Nothing is permanent in this wicked world, not even our troubles.The saddest thing I can imagine is to get used to luxury.We might as well die as to go on living like this. Chaplins Comedy and Career All I need to make a comedy is a park, a  policeman, and a pretty girl.I dont believe that the public knows what it wants; this is the conclusion that I have drawn from my career.I went into the business for the money, and the art grew out of it. If people are disillusioned by that remark, I cant help it. Its the truth.The basic essential of a great actor is that he loves himself in acting.Imagination means nothing without doing.Why should poetry have to make sense? On Human Nature A mans true character comes out when hes drunk.I am at peace with God. My conflict is with Man.I am for people. I cant help it.We think too much and feel too little.What do you want a meaning for? Life is a desire, not a meaning.We all want to help one another. Human beings are like that. We want to live by each others happiness, not by each others misery. On Beauty and Understanding I do not have much patience with a thing of beauty that must be explained to be understood.If it does need additional interpretation by someone other than the creator, then I question whether it has fulfilled its purpose. On Politics I remain just one thing, and one thing only, and that is a clown. It places me on a far higher plane than any politician.The hate of men will pass, and dictators die, and the power they took from the people will return to the people. And so long as men die, liberty will never perish.Dictators free themselves, but they enslave the people.Id sooner be called a successful crook than a destitute monarch.

Home Nursing Dissertation Example | Topics and Well Written Essays - 6500 words

Home Nursing - Dissertation Example The American Indians also had their own midwives and traditions of birthing (Rooks, 2006). Changes in the legislation and the education system were eventually made in order to introduce midwifery and nursing education in the schools. The regulation of the profession was also set forth with the implementation of government control and management in the 1920s; these regulations have been modified throughout the years (Rooks, 2006). In the 1800s, birthings were attended mostly by midwives; the rest by physicians. Physicians soon replaced the role of midwives in the birthing when the former were made to undergo more training in the field of birthing. Hospitalizations of birthing mothers became one of the means adapted in order to improve the skills of birthing doctors. Gradually, the number of midwives trickled to a limited population with most of them being relegated to rural communities (Rooks, 2006). Nurse-midwifery however slowly made a rebirth in North America with the Frontier Nurs ing Service (FNS) founded in poor rural county Kentucky in 1925 (Rooks, 2006). It was founded by Mary Breckenridge who was a public health nurse with the Red Cross France. She was trained by British midwives in the birthing process and she used these skills to help poor families in Kentucky (Rooks, 2006). These nurse-midwives attended births only until the 1950s when the hospitals created midwifery services to assist in the post war baby-boom. In the 1960s, only about 70 nurse midwives were in practice. These nurse-midwives were however very much influential because they advocated family-centred maternity care and assisted in childbirth education; they also illustrated the importance of mother-baby rooming, the importance of encouraging breast... This paper approves that in order to ensure that the nurse and the midwife, as well as other health professionals are equipped to deal with the home health patients they would be monitoring, proper training and workshops must be set-up for them. These workshops and trainings would properly inform them of the inclusive details of their practice in relation to the patient’s needs. It would enhance their knowledge and skills; it would also serve to update their knowledge about postpartum care; and it would help focus their skills towards more specific patient needs. Through these staff trainings and workshops, they would be trained to know what to expect from their patients and the danger signs which may be associated with at-risk patients. This report makes a conclusion that this research very enlightening but also very much difficult. We had to convince ourselves to focus on the research and to ensure that we would be able to reach and fulfill the goals of this research. This process was tedious at times, but we understood that these were essential parts of the research. We were prompted many times to ask help from my fellow nurses in the reflection process. They were very helpful and they gave me strong and very insightful details about our research. We learned about the benefits of teamwork and coordination and of communicating with other health professionals, not just nurses. We found out that with proper and respectful coordination, the patient can benefit well from the improved practice and collaboration of health professionals. The referral process would be automatic and routine, to a point wherein the flow of communication would be seamless. This research assisted in the development of my analytical skills.

Gay marriages in the Military Essay Example | Topics and Well Written Essays - 1750 words

Gay marriages in the Military - Essay Example In case of the military though, at first gay and lesbian marriage and adoption were considered stigma and a taboo which may even result in losing employment of the person who indulges in same sex affairs. But with time and passage of antidiscrimination laws, it is becoming a norm and people are having a rather favorable approach towards this issue. Citizens in general and women in particular, were more likely to favor gay marriage and adoption within the military than were men. Gay marriage support groups were campaigned mostly by Liberal and Democratic political parties and their followers, especially those who supported ENDA and military. ENDA stands for Employment Non-Discrimination Act, which is a statutory-legislation presented by the U.S Congress. This act outlawed and restricted discrimination and non-employment on the basis of sexual orientation, it especially applies to the religious fanatics who deprive gays of their fundamental employment rights. On the other hand, the Con servatives and Republican groups antagonized this issue and were homophobic towards gay relationships. (Zimmerman & Wilcox, 2007). The change in attitude of military towards gay and lesbian alliances, arise from the very fact that the hectic army lifestyle, demands and objectives of warfare actually support their Homosexual identity. Sexual orientation is considered no more a measure of a service man’s merit and performance. Homosexuals are as good soldiers as heterosexuals, which is the advent of a rights based military service in which gay rights are identified on an equal opportunity basis. Gay marriages in the military are no more a cause for exclusion; self identified gay couples used to hide their identities because of rejection and lack of constitutional support. But now-a-days it is a common practice within the military. Since All the

Taylor Theory Of Motivation Commerce Essay

Taylor Theory Of Motivation Commerce Essay Motivation is the word derived from the word motive which means needs desires wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the peoples behavior can be One of the most important functions of management is to create willingness among the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of the stages: A felt need or drive A stimulus in which needs have to be aroused When needs are satisfied, the satisfaction or accomplishment of goals. Therefore, we can say that motivation is a psychological phenomenon which means needs and want of the individual tackled by framing an incentive plan. Taylor Theory of Motivation: Frederick Winslow Taylor (1856 1917) put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued the following: Workers do not naturally enjoy work and so need close supervision and control.Therefore managers should break down production into a series of small tasks Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximize their productivity. Taylors methods were widely adopted as businesses saw the benefits of increased productivity levels and lower unit costs. The most notably advocate was Henry Ford who used them to design the first ever production line, making Ford cars. This was the start of the era of mass production. Taylors approach has close links with the concept of an autocratic management style (managers take all the decisions and simply give orders to those below them) and Macgregors Theory X approach to workers (workers are viewed as lazy and wish to avoid responsibility). However workers soon came to dislike Taylors approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines. Firms could also afford to lay off workers as productivity levels increased. This led to an increase in strikes and other forms of industrial action by dis-satisfied workers. Elton Mayo (1880 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work (something that Taylor ignored). He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together. Mayo conducted a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago He isolated two groups of women workers and studied the effect on their productivity levels of changing factors such as lighting and working conditions. He expected to see productivity levels decline as lighting or other conditions became progressively worse What he actually discovered surprised him: whatever the change in lighting or working conditions, the productivity levels of the workers improved or remained the same. From this Mayo concluded that workers are best motivated by: Better communication  between managers and workers (Hawthorne workers were consulted over the experiments and also had the opportunity to give feedback) Greater manager involvement  in employees working lives (Hawthorne workers responded to the increased level of attention they were receiving) Working in groups or teams  (Hawthorne workers did not previously regularly work in teams) In practice therefore businesses should re-organize production to encourage greater use of team working and introduce personnel departments to encourage greater manager involvement in looking after employees interests. His theory most closely fits in with a paternalistic style of management. C:Usersraja atifDesktopimage083.png Figure 2.Explain the Taylor motivation theory. The Expectancy theory: The Expectancy theory states that employees motivation is an outcome of how much an individual wants a reward. You can check the employee how is doing efforts for his work and how he understand his work and how much he is giving good results individually or in team work. Is he having a leadership quality? He is having a good communication skills .Is he updated with all kinds of information regarding company and also with the market. If he is having a good post in the company how he utilizes his powers in work .He must be a very honest person and also not using his power in wrong ways. He should have great temperament to build good relationship with colleagues. If some person is doing mistakes and lack of knowledge he is available for him or her to guide. C:Usersraja atifDesktoppicture_vroom_expectancy_theory.gif Figure 3.Explain the Expectancy theory. How can business leaders keep employees motivated? Small businesses can take a number of steps in a bid to keep their employees motivated, it has been claimed. Kevin Friary, clinical director at Right Management Workplace Wellness, said that when work is largely physical and repetitive, money is a good motivator. So for businesses operating in this arena, the development of clear financial mechanisms to reward effort will produce more motivation. For others the picture is more complicated; in fact, evidence suggests that when you are looking at brainpower, the more money you throw at people the less productivity you achieve, Mr Friery noted. Motivated staff tends to be people who are given opportunities to excel in an area in which they have specialist abilities. Employees should spend at least a small amount of time at work doing things that stretch them, he suggested. This gives them the opportunity to contribute and see the difference they are making. Giving people flexibility to arrange their work in a way in which they feel they have some control is an important motivating factor, Mr. Friary added. He said managers who see a key part of their role as identifying people doing something right are far more motivating than those who are simply quick to point out the errors.   Perhaps most important is clarity and honesty, linked to performance management, Mr. Friary added. He said that by setting clear performance indicators, along with a good measurement process, both employee and employer can engage in a dialogue about the working relationship and develop an adult, motivated engagement. C:Usersraja atifDesktopSmall-business_666_801364498_0_0_14059739_562.jpg Figure .4.explain how can leaders motivate there employees. INTEL CASE STUDY: According to Intel Corporation the desire of employees is everything for them. By having these kind of idea in their mind Intel is giving financial benefits to their employees which differ from other companies like for motivating the employee for their work Intel has many financial benefits which are like Intel has giving free laptops to their employees so the employees can store all of their personal and confidential data on their computer. They are as follows: Health benefit: Intel is not giving the health benefit only for their employees but they are also giving benefits to the whole family of that employee. By doing this Intel is giving benefit to the whole family. Leave: If a employee want to take break he just have to go and tell the company for a leave and the company will give leave to the employee without asking any further question. Retirement: If an employee is being retired from the company he can still be in contact with the company. If an employee cant afford his cost of living then company will pay his cost of living without taking any kind of work from him. Case study of Sheraton Hotels: Sheraton is a big international chain of hotels and resort. Sheraton hotels are one of the best brands in the hospitality industry. Sheraton is providing best services to their guest. The person who pays for staying in the hotel called guest but Sheraton also consider employees as an internal guests. Thats why Sheraton hotels give lots of motivation benefits to the employees with the basic salaries .Sheraton give bonus, medical facilities, school fee of the employee kids, Air ticket, and 50 % discount in Sheraton made things like if you buy cake from Sheraton hotel they will give you 50% discount as a employee and if you are living in KL and working in Sheraton KL and you are going to Karachi Pakistan and you want to stay in Karachi Sheraton hotel then if you are on management post then room meal is totally free and if you are working in 3rd level then room is free and you just have to pay for meals. After the retirement of the employee Sheraton hotel also give a chance to employees son or daughter to work in Sheraton. Discussion: Companies are successful because of their employees. For example. Sheraton is a big chain of Hotels and resorts it is giving lots of financial rewards for motivation and appreciate their employees by giving bonus, appreciation letter, birthday cake,2 or 3 night stay in any Sheraton hotel, Hajj allowance etc. As we know that Pakistan is facing few problems like Terrorist Attacks, Political stabilities etc but in this atmosphere Sheraton Karachi Hotel is going well and also getting more then 800 crores. Employees of this hotel are working so hard and what they are doing hotel is motivating them by giving financial rewards and benefits. If you see the Intel Company it is also giving lots of benefits to their employees. As employees can give their best so its necessary to give financial rewards and benefits after doing hard work which they deserve. Conclusion: The company after investing millions of dollars, all they require is return over investment which is a lot more depended on productivity of employees, the best human resource will only move to the employer who always keeps them happy, so that they can perform their best on job. After analyzing the success of companies like Microsoft, Sheraton, Google etc. and understanding the benefits provided to employees within organization, without any doubts it can be stated that certainly, happy employees are the one whos taking them to heights.

Professional Practice in Early Years Settings Essay

1.1 Explain how the range of early years settings reflects the scope and purpose of the sector The range of Early Years Settings reflects on the requirements of parents and families for their children. Some parents want care for their children so that they can return to work, some may want to stay with their children while they socialise, some may want their children in a setting which offer services aimed at learning, whilst some may want their children to be in a home based environment and some families cannot afford to pay fees for provision. This is why the |Early Year’s sector has various forms of provision to meet the needs of families. Provision include Nurseries, child minders, pre-schools, crà ¨ches, children’s centres and parent and toddler groups. 2.1 Identify current policies, frameworks and influences on the early years There are various policies in place which each setting is required to follow. There are five basic policies of good practice, Equality and Diversity Rights and responsibilities Confidentiality Promote anti discrimination, effective communication. There is also the Childcare Act 2006 were Child minders and childcare providers registered on the Early Years Register must meet the legal requirements set out by this act. The legal requirements you must meet for the safeguarding and welfare and the learning and development of young children are set out in the Statutory Framework for the Early Years Foundation Stage. There is the EYFS Framework which was put into place to ensure every child is given the best possible start in life and to ensure every effort is made ensure a child has equal opportunities to learn in a safe and secure environment. There is also the Foundation Stage, The Birth to Three Matters Framewor k and the National Standards for Under 8s Daycare and Childminding, to which are replaced by the EYFS. There is also the Every Child Matters Framework. The education act introduced free childcare provisions for under-fives and since September 1st 2010 this rose from 12 and a half hours a week to 15 hours a week. 2.2 Explain the impact of current policies, frameworks and influences on the early years sector The purpose and impact of current policies, frameworks and influences on the Early Years sector is about connecting everyone  together as a whole. By having policies and frameworks in place it ensures the safety and welfare of the children. Children are now able to play, engage in and express themselves freely and are being heard. With all groups linked together, working with the same child will mean that the child will learn more effectively. Information is encouraged to be shared with the children and families. Whatever their backgrounds, all children and families are now given the access to affordable quality childcare. 2.3 Describe what is meant by evidence-based practice and give examples of how this has influenced work with children in their early years Evidence based practise is a setting which is influenced by objective evidence gained from research. Professional practices require you to keep up to date with researched findings and to consider how these can be applied to your own setting. An example of how research has influenced work with children is The Effective Provision of Pre-School Education (EPPE) which is a comprehensive report which investigated the effects of pre-school provision, its findings found that children who had attended early years provision were more likely to have better cognitive, social and behaviour skills when they started formal education than those who had no early years provision. EPPE also confirmed the value of early learning through ‘play’ especially from low-income families. Key Elements of effective practice (KEEP) is another example. This documen t emphasises that effective learning in children is dependent on secure relationships. Learning through play and forming secure relationships are both key elements to the EYFS. 4.1 Explain the importance of reviewing own practice as part of being an effective practitioner It is important to review your own practice to enable opportunities to evaluate and reflect on your own work. Reflecting on practice will help to see where changes need to be made and also note if errors have been made and how to rectify them and ensure the same errors are not repeated. To reflect on practice, as a setting you need to be able to provide constructive criticism, question actions and see whether what you are doing is working or whether there is room for improvement. Reflecting on your practise will help you to have a clearer picture of what you actually do within your work role and what is expected of you, and to ensure you are  meeting the required standards. 4.2 Undertake a reflective analysis of own practice Through working with 0-2 year olds it has provided me with opportunities and experience to acknowledge children’s needs by finding ways to communicate through body language. By having opportunities to extend by knowledge via different courses has allowed me to extend my knowledge. Although I have gained a great deal of experience with deal with behaviour and leaning to different forms of discipline, I would like to learn more and extend my knowledge and experience. 4.3 Develop strategies to deal with areas of difficulty and challenge encountered in professional practice in early years setting One of the main difficulties a setting comes across is how to deal with a child that may have difficulties with their behaviour, and how to approach the child’s parents. The first strategy would be to follow the setting’s policy on behaviour and monitor the situation. It may be necessary to approach the parent’s and try and work together. It may be useful to explain the settings policies and strategies to the child’s parents to enable them to carry out the same strategies at home.

NAB case study Essay

Question 1: List one strength and weakness for each cultural perspective described in this case study. There are numerous cultural perspectives that have been provided. Three major cultural perspectives have been identified, these include: the integration perspective, ambiguity perspective, as well as the differentiation perspective. The Strength of the cultural perspectives that is described in NAB: Cultural Change Program: Integration Perspective at NAB: this is the most widely applied cultural change perspective. It may be reflected in highly visible and tangible manner all through the organization. It should be noted that there has to be accord in the entire firm and it may be reflected via diverse mediums of organizations such as performance metrics and targets, informal and formal rules, business strategies, as well as management practices that govern traditions stories, together with manifestations. In the situation of NAB, business strategies were client- focused. For the creation of the visible manifestations of the firm’s desired culture, the priorities were observed within the mission, vision statements, as well as in the strategic objectives (Allaire and Firsirotu, 2006). Differentiation Perspective: It views culture to incorporate various cultures. Given that it is highly focused on the inconsistencies that are got at the center of culture, it provides organization the opportunity of correcting inconsistencies thorough having better culture. When the inconsistencies are recognized, a number of cultural initiators may be identified with the firm, both externally and internally (Deal and Kennedy, 2002). Ambiguity Perspective: The perspective, neither adheres to the differentiation nor the integration viewpoint of cultural perspective. On the contrary, it offers the suggestion that the  relationships that exist between cultural manifestations are not having highly effective clarity; rather, they are lacking clarity. With them, there is complete vagueness, as well as a contradiction. Individuals within any firm may have common values and views that they share with one another. However, on some values or views, they may differ. It is observed to be a highly realistic perspective concerning culture since it enables the workers to bring forward the issues that they are disagreeing with the line managers. When the issues are established, via the ambiguity perspective, various steps might be taken in order to resolve them. This will also ensure that the employees are satisfied. Besides, the employees will be involved in the organization’s culture (Denison, 2007). Weakness for the cultural perspectives that are mentioned within NAB: Cultural Change Program: The Integration Perspective: This perspective’s weakness is that when the integration perspective is having any trait that is unfavorable, it will be transferred everywhere within the organization since it is always present within the entire organization. In some cases, culture persists in manners that are invisible and which cannot be detected in the firm. This can also be very harmful (Denison, 2007). Differentiation perspective: through this perspective, various inconsistencies that lie at the culture’s focal point, both internally and externally can be identified. Its weakness is that culture is depicted to be a group of several manifestations that may be contradictory to one another (Denison, Cho, and Young, 2000). Ambiguity Perspective: with the ambiguity perspective, employees may agree on certain management issues. However, in other instances, they may pretend to be ignorant. In some cases, they might be completely indifferent. At the same time, they may oppose the entire managerial line. Therefore, the ambiguity perspective in organizations always brings various issues that may make the employees within the organization to be dissatisfied (Jain & Thomson, 2008). Question 2: Complete a force field analysis using Kurt Lewin’s change management model clearly illustrating the driving and restraining forces for change in a force field diagram. The Kurt Lewin’s Change Management Model Force Field Analysis (Lewin, 1951) ‘Force Field Analysis’ Model that was developed by Lewin Kurt is highly  beneficial in providing a description of the present performance level. Force Field Analysis is highly useful technique for decision-making. It helps organizations in making various decisions through the analysis of various forces that are for and against a given change. In addition, through it, organizations have the capacity to effectively communicate the reason that is behind the decisions that are made. It can be applied for two main purposes: deciding whether to proceed with the change; and also to enhance success chances through strengthening various forces that supports the change and also weakening various forces that are against the change (Lewin, 1951). In addition, Force Field Analysis refers to a tool that is applied in order to analyze systematically the various factors that are got within problems that are very complex. It always frames various problems in terms of pressures or the various factors supporting the status quo, as well as the pressures supporting change in the direction that is desired. A factor may be individuals, attitudes, resources, regulations, traditions, needs, values, desires among others. Being a change management tool, it plays a major role in helping in the identification of the various factors, which have to be monitored and addressed for change to be highly successful (Lewin, 1951). Procedure: Step 1: Definition of the Problem In this step, organizations determine the nature of their present situation which is not acceptable, and which requires modification. It is always very prudent to separate specific problem from the things, which are working very well (Maslen and Platts, 1994). Step 2: Definition of the Change Objective This stage entails the determination of the desired situation, which is worth working to attain. There is need for organizations to be very specific (Maslen and Platts, 1994). Step 3: Identification of the Driving Forces This stage entails the determination of the various pressures or factors which support change in the direction that is desired. It also entails determining the forces’ relative strengths. In addition, the driving forcesshould be placed on a chart on Force Field Analysis diagram in labeled arrows with the arrow’s length reflecting each force’s relative strength. It is also very prudent to determine the interrelationships between the various driving forces. Step 4: Identification of the Restraining Forces At this stage, it is very prudent to determine the pressures or factors which resist the change that is proposed. These forces should be represented in the diagram like the ones of the driving forces. The interrelationships between the restraining forces should also be determined (Maslen and Platts, 1994). Step 5: Development of a Comprehensive Change Strategy The diagram that is created in stage three, as well as stage four reflect the thing that can be referred to as a quasi-stationary equilibrium state. Though this is a state that is comparatively stable, movement may be attained through changing the various factors that are presently contributing to the equilibrium. It should be noted that change might occur due to a combination of any these: strengthening one of the various driving forces, as well as the addition of new driving forces, reducing or removing the restraining forces (Lewin, 1951). The Driving Forces are always positive reasonable, economical, reasonable, and conscious. On the other hand, the Restraining Forces are always negative emotional, social, unconscious, psychological, as well as emotional. When organizations are handling dealing with a change or when they are managing change or when they are reacting to given change, the two set of the forces ought to be considered. Lewin made the suggestion that to in order make change to be very easy, as well as long lasting the various forces that are working against the given change ought to be minimized instead of increasing the forces that are for the given change. He also made the suggestion that force modification will be beneficial in ensuring the maintenance of the status quo in a very easy manner instead of changing or instead of increasing the change forces (Thomas, 1985). The above steps can be reduced into three steps: Step 1: Unfreezing: in this step, the strength of the forces that are mandating the present equilibrium is reduced. Step 2: Moving: in this step,the new values of the organization, behaviors, as well as attitudes are developed. They are beneficial in helping to move the firm forward. Step 3: Refreezing: in this stage, when the changes have been made, the various forces ought to be stabilized. This is to ensure that a new equilibrium is maintained (Miner, 2007). However, in some cases, it is always criticized because when an organization is within an environment that is rapidly moving, it will not have the capacity to ‘refreeze’. In a case like that, refreezing will make the organization to be staid and stale. Lewin points out that Refreezing ought not to be viewed as a permanent phase, but a short term phase. In addition, it is highly significant for obtaining certain types of stability in organizations (Maslen and Platts, 1994). The arrow lengths are depicting the quantity of the forces. When a given change is implemented within an organization, the point of equilibrium is moved. For the movement of the equilibrium, driving forces must be increased or added. In addition, resistance forces ought to be reduced or removed (Thomas, 1985). On the contrary, when the driving forces are enhanced, the intensity of resistance will also be enhanced. Hence, it is always good to minimize the resistance. This may be done through the use of various techniques such as motivation, commitment, as well as involvement (Maslen and Platts, 1994). Question 3: which cultural change perspective was adopted by NAB during its change program? The Australian Prudential Regulatory Authority (APRA) has identified numerous limitations in the bank’s internal control framework. In addition, there has also been the claim that various cultural issues lay at the center of the collapse of NAB. In order to obtain an enhanced comprehension of the processes and construct of the entity, effective analysis of the culture through the application of symbolism should be done. On the contrary, analyzing culture through the application of symbolism always lacks measurement scale; hence, it does not offer a ready-made formula to be applied in order to mea sure change, analysis, as well as improvement. In addition, it is always believed that individuals do not have the capacity to manage the things that they do not have the capacity to comprehend. Therefore, this is the main reason as to why researchers, as well as practitioners must depend on the functionalist-integrative viewpoint of cultural change in order to get a much deeper insight into culture’s nature, as well as how culture may be managed effectively in order to attain  the goals that are desired. The present, as well as the former executives of the bank share the functionalist-integrative perspective of culture. This should form a basis for APRA and PriceWaterhouse Coopers (PwC) to carry out proper investigations into the official losses of the Banks Trading. Functionalist-integrative viewpoint of culture lays much emphasis on various factors that are found to be prevalent within the entire organization. On the contrary, there is likelihood that foreign currency trading room where losses were incurred by the bank was totally distinct subculture to the firm. This illustrates that trading room of the bank was existing as a subculture to the firm, something th at offers the suggestion that rogue traders always operate within functionalist-differentiation culture (Sorenson, 2002). However, as illustrated by Dellaportas, Cooper & Braica (2007), a research that is focused on the bank’s foreign currency options trading room is attempting to adopt the integration perspective; however, it is at a very low level analysis. However the differentiation perspective is established to be better in the analysis of the relationships that exists between several subcultures in the organization. The multiple subcultures point out inconsistent cultural manifestations rather than being focused on a given subculture. Hence, it is established that the functionalist-integrative viewpoint is highly applicable and effective in the analysis of the culture within a single organizational department given that is its highly applicable, as well as effective on an organizational-wide basis (Dellaportas, Cooper & Braica, (2007; Graetz, Rimmer, Lawrence and Smith, 2006). It should also be pointed out that integration viewpoint is highly opted by National Australian Bank during the change program. The steps that were taken by the firm in order to ensure cultural change include: Readjusting the major priorities in order to point out that National Australian Bank is an organization that is focused on the clients. Believing in making investments in its reputation, its people, as well as its culture Commencing to differentiate via its reputation and culture in order to ensure that their employees, customers, as well as the community benefits. Making visible manifestations of the culture via its visions, mission, as well as strategic objectives statements being reflected on whole portfolio of National Australian Bank group. Re-launching tangible change initiatives of National Australian Bank brand with an innovative, as  well as a fresh logo. Regaining the public’s confidence through launching the brand and lobo with the Melbourne Commonwealth gam es of the year 2006. The bank was the top sponsor. Focusing on various community developments ‘Developing various ‘team-oriented ‘ structures Question 4: what would be your future recommendations to the CEO or HR team at NAB? There are numerous things that need to be done by the bank’s CEO, HR team in order to ensure its success in the future. First, there is a need for the new leaders that are appointed by National Australian Bank to make conscious efforts in order to effectively implement cultural changes in a manner that is highly effective. They should not focus mainly on the process; however, they should lay much focus on the gravity of the issue (Fairbairn, 2005). Additionally, within the firm, there were no clear responsibilities, as well as accountabilities. There is a need for the management of the firm to ensure that this is seriously fixed in order to ensure that change is effectively implemented y the organization. Additionally, NAB is having a good news culture that ensures the prevention of bad news from arising. The issue is very serious since it is always good to adequately address bad news or problems in their nascent stage instead of waiting for them to be bigger. On the same note, NAB adheres to a Bureaucratic culture. It always tends to overcomplicate things. Therefore, through making a change, as well as enhancing the firm’s culture, there will be a positive difference. Generally, cultural changes always come along with very deep logic of personal commitment. The new CEO should view himself as the â€Å"Chief Ethics Officer† instead of a CEO (Trevino, Hartman and Brown, 2000). Being a Chef Ethics Officer, the CEO should convey strict and strong ethics message that will help the co-leaders. In addition, being a leader, the CEO should have the knowledge of his responsibilities and powers. When these recommendations are put into place by the leadership of NAB, they will have the capacity to address the issues in a highly systematic manner. In addition, they will have the capacity to overcome the crisis. In addition, they will have the capacity to restore their brand image. The firm should also portray itself to be more focused on their customers rather than on profits given that when they portray themselves to be profit centered, they will engage in various activities that are unethical. Cases study 2 Question 1 As pointed out by Child (2005), when determining if a team or a firm over- organized or under-organized, there are always strengths, as well as concerns which have to be taken into consideration. The strengths which should be looked into include: very high commitment to the firm, as well as its mission; norms of straightforwardness and honesty; smart, as well as articulate management; very high interest in learning, as well as growth; and general manager and founders as role-models (Bradford & Burke, 2005). In addition, various firms will always face constant struggles in order to shun the extremes of over-organizing and under-organizing. Every service provider always has a built-in inclination to get off balance organizationally on a single side or to another. The firms that are under-organized, their leaders always struggle mainly with efficiency: how things can be done. Because of inadequate organizing, organizational leaders always get it very hard to pull the correct â€Å"levers† and also to push the correct â€Å"buttons† in order to make the firms work (Bradford & Burke, 2005). Some of the various concerns which have to be looked into include individuals and systems failing to keep pace with the growth; lack of very clear structure, roles, as well as teamwork; lack of common direction, mission, as well as priorities; individuals are stretched to their limit; and the general manager and founders are both firm’s greatest strength, as well as the greatest weakness (DeKler, 2007). There are several other signs of under-organization. administrators and staff are not sure of the activities that they should delegate and thee individuals to whom they should delegate; organizational members are unsure where they can serve best and where they can â€Å"plug in†; huge expenditures in terms of time, as well as effort is needed in order to get various programs adopted, as well as implemented; work load is distributed unevenly —some leaders and members are overworked whereas others are entirely left out; Leaders are very slow to respond and to discern to the members’ needs; Members of the organization are faintly aware of the congregational goals yet they are not well informed regarding the daily activities; The firm experiences huge programs overlapping, as well as consequent effort duplication (Carter, 2004). A firm that is unbalanced by excess organization is always challenged by  effectiveness, the things that ought to be done. Over-organized firms have the capacity to move efficiently to make sure that various things are properly done. In addition, work is delegated smoothly, various job descriptions are effectively followed, and besides, committees deliberate (Schultz, D.P., Schultz, 2006). What are the implications for planning an OD intervention? In the case, intervention planning was required since no individual took responsibility for anything. In addition, they had no structures or guidelines to follow in their work to the latter. Ben and Jerry needed to make it a family and fun work environment. To do this, they did not have the means to put authority in to force. When things got broken, no person could man up to take responsibility for the actions. Had Ben and Jerry ensured that there was authority over fun, it could have made the firm to avid this. If authority was replaced with friendship, they could have avoided the scenario. Is team building a good way to launch an OD effort in this case? Other approaches? Other than team building, several other approaches can be adopted by the firm. Among the various interventions that can be taken into consideration include: Organization Confrontation Meeting: through this change technique, the members of the organization will be mobilized in order to identify various problems, set various action targets, besides commencing to work on various problems. In the case, it will most likely represent numerous meetings between the feuding groups within the organization. On the contrary, the data from the case offers the suggestion that the firm is not prepared for this kind of intervention (Murray, 2005). Inter-group relations: The interventions are specifically designed to enhance interactions between diverse groups, as well as departments within organizations. Microcosm group intervention entails a very small group of individuals whose backgrounds is closely matching the problems of the organization that are being looked into. Inter-group conflict model generally entails a consultant aiding two groups to comprehend the origin of their conflict besides choosing highly relevant solutions (Western, 2010). The various issues that face the firm are highly visible along alignment lines, focus, as well as leadership instead of a true conflict. Large-group Interventions: The interventions entails gathering several stakeholders into  a big meeting in order to clarify significant values; develop fresh working ways; to articulate a fresh organizational vision and also to provide solutions to various pressing problems of the organization. This appears like a very viable option majorly after a team building with some of the top team management. Trying this intervention prior to team building will have similar problems to confrontation meeting. It should be noted that OD is not a science, which may be placed into concise prescriptive. Ben & Jerry experienced issues that affected the entire organization. The firm’s board was not fully prepared to tackle its own issues. In addition, they become united in order to offer the leadership which was needed by the rest of the firm. Therefore, the starting point was the managers. The outdoor methods applied in this case may be effective activities for teambuilding. The other optio n applicable for the firm could have been intervention with the founders and the board and confronting them for lack of leadership, as well as their incapacity to effectively handle their own issues. What next steps would you recommend? After the formation of the management team and its alignment with the founders and the board, there is a splendid opportunity of getting other individuals within the organization to be aligned with the management. In addition, they should be involved in the newly established goals. When the system is highly organized around certain goals, as well as missions, all individuals within the organization will work on the bigger issues. 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