Personality Development

Personality refers to the long lasting traits in an individual. Generally, people tend to evaluate the personalities of human beings around them on a daily basis; this happens consciously or unconsciously.Advertising We will write a custom essay sample on Personality Development specifically for you for only $16.05 $11/page Learn More The difference between psychologists and other individuals, however, is that, whereas we appraise personality informally and focus more on individuals, psychologists employ the usage of personality conceptualizations that possibly applies to all persons. This explains the development of various theories. Fundamentally, personality may be defined as that which comprises behavioral and trait aspects that tend to distinguish one person from the rest. Therefore, the argument here is that personality comes from within an individual and remains unswerving even as he/she ages. Generally, there are four basic tenets of personality including Consistency; Psychological construction; Impact Behaviors and Actions, and Multiple Expressions. Personality does influence how people take action to their setting or stimuli, and causes individuals to do or behave in an exacting mode. Multiple expressions on the other hand provide the understanding that the expression of personality does not just occur in behavior, but also in how people think, feel and in their associations with others, as well as in day-to-day interactions. Sigmund Freud’s Psychosexual Theory According to Freud’s theory of Psychoanalytic development, a person’s personality appears within the first six years and remains more or less the same over the years. This theory is grounded on the fact that personality and behavior is unconscious and draws back from childhood and sexuality, an aspect he called fixation. He proposes that a child undergoes five stages of human development within the formative years (Friedman Schustack, 2008). F reud imagined that sexuality begins when one is very young and goes through what he referred to as fixation. His basic argument is that if these stages are not successfully accomplished and done away with, then people tend to unconsciously maintain them and discharge them later in life as psychological defense mechanisms, so that they unconsciously eliminate anxiety associated with the conflict in abandoning such stages (Allen, 2006). For instance, oral fixation can have a number of effects, one of them being oral aggressive personality, where one becomes unreasonably aggressive, and antagonistic to the extent of getting to vocally abuse others. Perhaps, this explains why Tina Turner occasionally hauls insults at others. On the other hand, anal fixation brought about by stringent punishment when children undergo toilet training can have a number of effects including ‘The Anal Retentive Personality’.Advertising Looking for essay on psychology? Let's see if we can he lp you! Get your first paper with 15% OFF Learn More People who have this sort of personality tend to be very tidy and stubborn, and they tirelessly value perfection (Friedman Schustack, 2008). Again, perhaps this is the reason Tina Turner has great impatience to non-performers in the music industry and always values fashion and great dress sense; indeed, this may be the reason she ventured on her own. Besides, it could well explain why she is very energetic during her performances on stage. Eriksson’s Eight Stages of Human Development Erik Eriksson, in psychodynamic Theory, presents eight stages of human development. The striking thing about this theory is the belief that when one does not fully go or successfully experience a particular stage, then such stage will reoccur later in life, or will define unfulfilment in the latter stages (Friedman Schustack, 2008). Accordingly, kids are usually borne with unique temperaments and basic capabilities. Generally, people undergo a number of changes in the process of growing into adulthood and aging. Eriksson’s each of the stages of human development reckons that the entire psychological predicament associated with each of the stages must be successfully resolved before one takes into the next stage (Friedman Schustack, 2008). For instance, stage three in Eriksson’s theory, which is ‘’Early Childhood’’ stipulated between ages 2 to 6 and described as ‘’Initiative Versus Guilt’’, can give us a prelude to Tina Turner’s personality and behavior. According to Eriksson, at this stage, children usually had mastered ‘motor skills’ and therefore they increasingly participate in social interaction. The challenge for children at this stage is that it is imperative for them to strike a balance in their quest for adventure with responsibility. If this stage is handled well, then children acquire the thinking that some things are wrong to do while also feeling no shame in engaging in independent roles. This perception could be one of the reasons Tina Turner has been very independent to even moving mountains in her musical and acting career path. Albert Bandura’s Social Learning Theory This theory posits that human beings learn through three key ways: Observation, Imitation, and Modeling. Bandura notes that people acquire behavior and attitudes by observing how others’ attitudes impact on such behaviors (Cited in Friedman Schustack, 2008).Advertising We will write a custom essay sample on Personality Development specifically for you for only $16.05 $11/page Learn More The ground is that one forms the idea of behavior and therefore acquires personality through modeling and imitation. Therefore, this theory tends to explain personality and behavior in terms of cognition, behavioral interaction, and environmental influences. Bandura summarizes personality as form ed because of interaction between behavior, the environment and psychological processes such as cognitive abilities (Cited in Cloninger, 2008). His theory brings in, the aspect of cognition and defines it as the individualized worldview; it is a way by which individuals order the world around them (Friedman Schustack, 2008). Arguably, perhaps this theory, because of its holistic nature provides a balanced conceptual scheme within which to situate Tina Turner’s personality. That she must have learnt many things in her life and career processes and used her cognition to adapt along. Summery of Tina Turners Biography, in relation to the aforementioned above Theories Tina Turner, originally Anna Mae Bullock, has been in the music business for about fifty years, and been very commercially successful even to this day in rock music. She has a powerful voice and energetic on stage besides being incredibly attractive, factors which have contributed immensely to her fame (Anonymous, 2 011). Having been born to a family in the segregated South of America, Tina Turner and her siblings were deserted by their parents, forcing her to live with her grandmother. It was after her grandmother’s death that she moved to St. Louis where she re-united with her biological mother. It was this that opened the break to be in nightclubs of Rhythm and Blues, and it was in one of those escapades that she displayed her talent for performing on stage upon being invited by Ike Turner and his Kings of Rhythm in 1956. She subsequently changed her career dreams and her name soon changed to Tina Turner from Anna Mae Bullock, when her hit song, a fool in love, gained fame. She was later married to Ike Turner in Mexico; however, after a number of musical successes where Tina proved domineering, Ike, a wife beater, became so violent forcing Tina to attempt unsuccessful suicide, and eventually moving out of the marriage (Anonymous, 2011). Her domineering spirit might correspond to what may have happened during Sigmund Freud’s phallic stage.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More It was then after when she was 40, that she suffered low and devastating experiences in her career and would just perform in hotel Ballrooms and Super Clubs. However, she has since said this was perhaps the best time of her career because she was able to ‘’put her shows together and execute them herself’’ (Anonymous, 2011). This development presents her as an independent person, a trait that corresponds to Erickson’s third stage of human development. However, her explanation for having dropped in terms of fame and moneymaking is a defense mechanism and can fall in the category Freud calls Rationalization. That, she did not contest for a divorce settlement from Ike, even though she was in big debt having failed a number of promoters and fled the group Revue, brings her out as a forging person, while repression as a defense mechanism comes into play. She did later, in 1980, having featured in Olivia Newton-John Hollywood Nights TV, impressed upon Newt on-John’s management to bring her onboard. The explanation here psychologically is that she must have learnt from her previous mistakes and therefore the model of Social Learning comes in handy. It was after this that her profile took a higher note upward rise, and her performances with Red Stewart and the Rolling Stones introduced her to rock market, which she had dreamt of pursuing. Later, she was to release a number of albums and singles, which were great hits and sold millions in America, Europe and the rest of the world. It was based on this that she received notable awards and increased her fame. In deed after this time, her successes had even been all the time enormous and have been an actress in a number of movies including ‘Mad Max beyond Thunderstorms’ in 1995. Here, she received the highest accolade in American Artistry by receiving the Kennedy Centre Honors; thus, ‘’Tina Tuner is the undisputed King of Rock’’ (Anonymous, 201 1) Conclusion Psychological Models and theories have been used over time and are important in evaluating and attributing behavior and personality. For Tina Turner, there seems to be no specific model that summarizes her personality. Instead, a number of models apply to Tina Turner. References Allen, B. (2006). Personality Theories: Development, Growth, and Diversity. Boston: Pearson/Allyn Bacon. Anonymous. (2011). Mini Biography: Tina Turner. Retrieved from https://www.imdb.com/name/nm0877913/bio. Cloninger, S. (2008). Theories of Personality: Understanding Persons. NJ: Prentice Hall. Friedman, H., Schustack, M. (2001). Personality: Classic Theories and Modern Research. Boston: Allyn Bacon. This essay on Personality Development was written and submitted by user Dixie Mccullough to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Simon Girty essays

Simon Girty essays Simon Girty was born in 1741, the second of four boys in the region surrounding Harrisburg, Pennsylvania. His father's alcoholism and inability to keep steady employment forced the family to move around a lot during his youth. By the time Girty was 15, his family was living in western Pennsylvania. During an Indian raid, he and his brothers were captured by Indians. He spent the next four years living with the Senecas in northwest Pennsylvania and western New York. During this time, he learned many languages and dialects of Indians and his skills as an outdoorsman were honed. He was hired by the American army to serve as an interpreter at Fort Pitt in Pittsburgh. He left his post briefly to fight with Lord Dunmore in Lord Dunmore's War as a scout and interpreter. He returned to Fort Pitt to resume his duties. Girty was unpopular with his superiors because of his belligerence. He left the army because he felt he was unappreciated. Girty decided to go to Detroit where he began working for the British government. The British quickly placed Girty in charge of activities against the American government on the frontier. He was able to easily interact with the Indians and earned respect from both the British and the Indians. To the American frontiersman, he was hated. Girty encouraged the Indians to not accept peace from the American government and in his role as a British agent, told the Indians that the British would continue their support of the Indian insurrection. Because of his success as a British agent and provocateur of the Indians, Girty was wanted for treason against the American government. By 1783, Girty had retired from the British employ. However, he continued to encourage the Indians to not accept peace from the Americans and worked to keep the Indians fired up against the Americans. It is rumored the Girty fought with the Wyandots against St. Clair at St. Clair's Defeat. ...

EXAMINING CURRENT ASSESSMENT PRACTICE Thesis Example | Topics and Well Written Essays - 2000 words

EXAMINING CURRENT ASSESSMENT PRACTICE - Thesis Example signed contests that highlight understanding of concepts taken up, completion of projects related to the concept to apply the knowledge derived from it, and written tests or examinations demonstrating student retention of the concept and application of the skills learned. Most teachers put a lot of effort and thinking in designing their tests. Since its goal is to evaluate how much the students have learned from their lessons, teachers may come up with various strategies in their tests. Math tests are usually perceived to be easy to create because it entails some problems to answer and there is just one accurate answer expected, however, math teachers know that the process is equally important as the product. They have to ensure that students are correct in the process they go through to come up with the answers. What makes it more complex is the fact that Mathematics is a hierarchical discipline where concepts build on previous concepts and more often than not, need full understanding before proceeding to the next, more complicated concept. (Ruthven, 1987). In learning writing, what is referred to is handwriting or expression of thoughts in print. The more basic handwriting skills assess a student’s fine motor competencies. Writing as an expression of thoughts is a higher level of skill. â€Å"Children construct their understanding of written language in a developmental sequence that is observable and very similar in all children† (Brewer, 2001, p. 276). Assessment for writing skills is different for handwriting and expression of thought. Vygotsky came up with the concept of the zone of proximal development (ZPD). He defined the ZPD as the distance between a child’s independent problem-solving level and that obtained under adult guidance or in collaboration with more capable peers (Wertsch, 1985). Wells (1997) cautioned us, however, that a ZPD is formed not just within an individual learner, but in the interaction between the learner,

Starting Cookie Business Assignment Example | Topics and Well Written Essays - 1500 words - 5

Starting Cookie Business - Assignment Example Debbi’s cookies were hugely popular amongst her relatives, friends and Randy’s clients and therefore could easily start a cookie business. Randy, as an economist was able to calculate the start-up cost and could contribute to the management of the business. Hence their skills were complimentary which was hugely beneficial for their future business. It was the popularity of Debbi’s cookies amongst Randy’s clients that gave birth to the idea of starting a cookie business. Her cookies were in great demand and Debbie believed that she could exploit her expertise in making cookies. Debbi’s goals were to bake great cookies and provide customers with a unique experience. Ensuring customer satisfaction through quality goods and caring and make them feel special was important for Debbi. Randy’s goals for the business was to make it successful by using technology to enhance information flow for effective decision making regarding operational efficiency, administration, and management of its various stores. He primarily believed that mechanistic work should be delegated to machines and people should use their creativity and skills to augment business productivity through direct input like interacting with customers directly. Debbi faced a huge dilemma while opening her second store of Mrs. Fields’ Cookies because she believed to be proactive in business and loved baking cookies and serving to customers. She believed that she should be involved in the business and with the second store, she would not be able to be in two places at the same time. She was not comfortable with delegation as she preferred to being hands-on! Her management style fundamentally relied on developing unique customer relationship based on trust and caring.  Thus providing customers with quality cookies and making them feel important were key ingredients.

The Marketing Mix for Pets.com Case Study Example | Topics and Well Written Essays - 1000 words

The Marketing Mix for Pets.com - Case Study Example Diversity of product was what differentiated the site from other competitors, both online and bricks-and-mortar, thus attracting more potential target segments. During the launch and growth period of Pets.com, product was one of the primary selling points along the marketing mix. Place was emphasized for convenience, providing new opportunities for consumers to get pet products without having to visit a bricks-and-mortar competitor. Place was important in the late 1990s as the Internet was just beginning to become part of consumer lifestyle and thus represented innovation in sales strategy. Furthermore, price was an important part of the marketing mix. This was reflected in the company’s guarantees for a flat rate shipping fee of $4.95 regardless of the volume and weight of the products being delivered. Sales and discounting incentives that provided further value also emphasized the company’s focus on pricing as a differentiation tool. Finally, Pets.com also utilized pr omotion effectively, gaining brand exposure through cross-promotional strategies with The Discovery Channel and Animal Planet. A very large expenditure to be included in the 2000 Super Bowl ad gave the company considerable promotional exposure and gained more consumer interest in the process. Analysis of Differentiation Strategy Diversity of product variety served to differentiate from other pet-related competition, illustrating that the business wanted to gain market attention and assist many different target segments. However, there were difficulties with this strategy as the company did not maintain the distribution and warehousing capacity needed to support this differentiation tactic. Further, holding costs of high volume inventories must be considered that include lighting, labor, and taxation that can significantly raise operating costs (Heizer and Render 174). Sales and discounting incentives also differentiated the business from competition. The advantage of this is that pr ice-sensitive consumers are more attracted to the business model over competition. When offering a flat rate guaranteed shipping price, this also had advantages related to price. Furthermore, using expert consultations from experts in the pet field, such as breeders and scientists, gave the business more credibility and expressed perceptions of competence to many target segments. Some of the differentiation strategies were implemented successfully, including having expert information available to pet owners that gave the business a better market position under quality. However, discounting and high volume merchandise selection offerings conflicted the process of avoiding losses associated with operational budget. If the business had re-examined its low flat rate shipping policy and redetermined its distribution network strategy, it is likely the cost of goods sold would not have been so high and attracted more investor confidence and interest in common stock purchasing. The Product- Market Growth Matrix Analysis Adding horse products to the business model was a diversification strategy, branching into untapped or new markets with a new line of relevant products (Boone and Kurtz 218). The result of this strategy along the product-market growth matrix proposed by Ansoff is having presence in a new market where the business had not previously been devoted. The company’s diversification strategy, however, was not efficient, especially since the business did not have the capacity to sustain such high volume inventories and inventory holding costs. Horse ownership is a niche market and most consumers procure their products from local organizations and, because of this, it is not likely that Pets.com would have gained much revenue growth in an effort to lure horse enthusiasts to buy

The Mental Health Act Social Work Essay

The Mental Health Act Social Work Essay Introduction: We are living in an ageing society where majority of population live longer and the age of the people over 60 is more than the children under the age of 16 years in United Kingdom. Most of the older people need care. As Bracht (1978) noted, Social works uniqueness come from its persistent focus on the physical, social-psychological and environmental health needs of clients (p 13) 1.1 Explain how principles of support are applied to ensure that the individuals are cared in health care settings. All staff have a responsibility to ensure good standards of care are maintained and organisations need to have internal systems to monitor social care governance arrangements.   Communicate in an honest, open, positive and friendly manner that is appropriate to the Patients/clients need. Ensure you have consent for everything you do with the patient/client. Provide person-centred care and respect the persons individuality and dignity. Protect patients/clients from infection, accidents, injuries and breaches of confidentiality.   Carry out basic observations safely and effectively.   Record and report your findings accurately in the appropriate place. Use your interactions with patients/clients as an opportunity to promote health. Know and respect your role and the roles of others in the health care team.   Accept accountability for your actions and behaviour. Be open to learning new knowledge and skills and to developing your role safely.   All patients should expect the same standard of care, whoever delivers it. The level of supervision provided must be appropriate to the situation and take into account the complexity of the task, the competence of the support worker, the needs of the patient and the setting in which the care is being given. 1.2 What are the procedures for protecting clients, patients and colleagues from harm? Many health care settings are now part of national and international initiatives to promote workplace health. The Health promoting Hospitals Network of the World Health Organization, for instance, recognizes the importance of workplaces as settings for promoting the health of service users and service providers. A big part of looking after others clients you care for, the people who live with, visit and accompany them and the colleagues you work with and looking after your workplace. People cannot remain healthy in unhealthy and unsafe environment. As individuals, all health professionals have a duty to protect patients. All health care professionals are personally accountable for their actions and must be able to explain and justify their decisions. While the scope of their practice varies they all have a duty to safeguard and promote the interests of their patients and clients. Health care professionals must act quickly to protect patients, clients and colleagues from risk of harm especially if either their own or another health care workers conduct, health or performance may place patients or clients at risk. There are many things we can do that will help to make workplace safer and healthier we for instance: Make sure keep working environment clean and tidy, using organizations cleaning guidelines. Keep equipment and furnishings safely stored when not in use and remove trailing electric cables from floors. Report damaged equipment, floor coverings and lights immediately. Look for signs that clients, staff and others, including yourself, may be in danger of harm or abuse or have been harmed or abused. This would include recognizing and dealing with early signs of violent or aggressive behavior. Always follow organizations waste disposal stream policies, particularly with sharps. Clean away spillages immediately, using approved procedures and personal protective equipment if necessary guidelines.   Work with patients/clients in a way that respects their dignity, privacy, confidentiality and rights. Keep equipment and furnishings safely stored when not in use and remove trailing electric cables from floors. 1.3 What are the benefits of following person centered approach with users of health social care services. There is only one way and that is the person centered way it is a journey worth taking. Sally, member of the Transforming Adult Social (Care service user reference group) Recent survey shows that around  £2.7 billion could be saved each year by providing person-centered support for people with long-term conditions. Our society is based on the belief that everyone has a contribution to make and has the right to control their own lives. This value drives our society and will also drive the way in which we provide social care. Services should be person-centered, seamless and proactive. They should support independence, not dependence and allow everyone to enjoy a good quality of life, including the ability to contribute fully to our communities. They should treat people with respect and dignity and support them in overcoming barriers to inclusion. They should be tailored to the religious, cultural and ethnic needs of individuals. They should focus on positive outcomes and well-being, and work proactively to include the most disadvantaged groups. We want to ensure that everyone, particularly people in the most excluded groups in our society, benefits fr om improvements in services. The trend towards a person-centred approach can be found in the work of Carl Rogers (1958) and his approaches to client-centred psychotherapy (Brooker, 2004) initially developed to support people with learning difficulties. Person-centred planning has since influenced work across the range of social care services. Person-centered planning is for learning how people want to live, to learn what is important to them in everyday life and to discover how they might want to live in the future. However, a plan is not an outcome. The only reason to do the planning is to help people move toward the life that they want and person-centered planning is only the first part of the process. In order for people to have real choice and control over their life and services, the people who support them will want to consider the following questions: à ¢-  What is important to the person, so that services and supports are built around what matters to them as anindividual instead of people being labelled according to a condition, an impairment or a stereotype. à ¢-  How, when and where the person wants support or services delivered -rather than a standard one size fits all approach. 1.4 What are the ethical dilemmas and conflict that a care worker may face when providing care, support and protection. Ethics play a central role in the clinical decision making of all healthcare practitioners; however dilemmas can arise with practitioner morality and ultimately professional judgment being central to the correct management. As healthcare professionals there is a duty of care to increase the quality of life of those who present for treatment and above all else to cause no harm.The social worker can also provide emotional support and clarification to the patient and family as things unfold. Many times, the social worker acts as the voice of the patient and family, explaining to the consultants what their wishes are and advocating for them to be respected (Rothman, 1998). Healthcare practitioners must always place the welfare of the patient before all other considerations (College of Optometrists MembersHandbook, 2007) Example of possible dilemmas includes being asked to prescribe the contraceptive pill to under 16s without parental consent. (Health and social care Book 2 Level -2) 2.1 Explain the implementation of policies, legislation, regulations and codes of practice that are relevant to own work in health social care. UK government had made numerous policies, legislation and regulation in order to protect everyone in health and social care setting including employers, employees, service users and their families as well. Care Standards Act (2000): Ensures all care provision meets with the National Minimum Standards. Sets standards for the level of care given to individuals requiring social care. Requires that all staff have a thorough police check before they begin working with children and adults and that a list is kept of individuals who are unsuitable to work with children or vulnerable adults. Children Act (1989) Made major changes to childcare practice; Introduced concept of significant harm. Introduced concept of parental responsibilities rather than rights. Made wishes and interests of the child paramount. Children Act (2004) Introduces Childrens Commissioner, Local Safeguarding Children Boards and provides legal basis for Every Child Matters. Disability Discrimination Act (2005) First came into force in 1995 and was amended in 2005. Requires the providers of public transport to reduce the amount of discrimination towards People with disabilities on their buses and trains. Requires public facilities and buildings to be made accessible to those who have disabilities. Requires employers to make reasonable adjustments to allow an individual with a disability to gain employment. Data Protection Act (1998) Data Protection Amendment Act (2003)Access to Medical Records (1988): Provide for the protection of individuals personal data with regard to processing and safe storage. The Acts cover: Storage of confidential information Protection of paper-based information Protection of information stored on computer Accurate and appropriate record keeping. Health and Safety at Work Act (1974) Aims to ensure the working environment is safe and free from hazards. Employers and employees should share responsibilities for: Assessing risks before carrying out tasks Checking equipment for faults before use Using appropriate personal protective clothing Handling hazardous/contaminated waste correctly Disposing of sharp implements appropriately. Management of Health and Safety at Work Regulations (1999) Explain to managers and employers what measures they must take to keep staff safe. The main focus of the regulations is risk assessment. The regulations explain how to conduct a risk assessment and what the assessment should contain. Mental Health Act (2007) Updates the Mental Health Act 1983. The main changes are: 16 and 17 year olds can accept or refuse admission to hospital and this decision cannot be overridden by a parent. Patients who are detained in hospital under a section of the Act are entitled to an independent advocate who will speak for them at a review to decide on their future. Under Supervised Community Treatment Orders, patients who are discharged will be visited at home by a mental health professional to ensure that they take their medication. There are many more policies and legislations which are relevant and need to be understand in health and care such as; Food Safety (General Food Hygiene) Regulations (1995), Lifting Operations and Lifting Equipment Regulations (1998), Manual Handling Regulations (1992), Mental Capacity Act (2005), Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (1995) (RIDDOR). 2.2 Explain how local policies and procedures can be developed in accordance with national and policy requirements. Several stages are involved in shaping care policies, and nurses can play an important role in all of these. When trying to disentangle policies, it makes sense to look at the roles of the different organisations that develop them. Things that seem to be a matter of local decision-making, for example, what type of incontinence aids to use, can be determined by policies at a regional or national level. These might cover how suppliers or equipment should be chosen (for example, through tendering processes), or set budget or resource levels. In turn, national policies might be shaped by international policies: for example, a trade embargo might preclude the purchase of equipment from suppliers a certain country. One type of continence pad may be more comfortable for patients, more absorbent or more secure, but if it is too expensive, or made in a country that does not trade with the UK, it will not be used at local level. National policies have a major impact on the resourcing of health-care services but, increasingly, they also set performance indicators and evaluation criteria. For example, if one criterion for evaluation is that every patient should have a named nurse, then this will affect how you organise work, or at least the way you welcome a patient into your unit. Similarly, if a set of performance indicators set by national government focuses on measuring throughput of patients, you may find yourself under pressure to discharge people from your care more quickly than otherwise. The first type of policy-making process has the advantage of transparency everyone knows what the process and outcomes are. It can, however, be very slow to respond to changing circumstances. If every change has to be discussed and debated by the full committee, and then formally communicated across the organisation (perhaps with opportunities for people to give their responses before the policy is finally adopted), it can take a long time for things to change. The second type of policy-making process is more flexible, and arguably more responsive to change, but its informality can mean people in the organisation are not clear about what policies are, or how they were developed. It can sometimes be difficult to have an open debate if there is no process for doing this, and it is difficult for people to be updated on policy change with no clear dissemination mechanisms. 2.3 Evaluate the impact of policy, legislation, regulation and codes of practice on organizational policy and practice. Every organization has some policies and producers that promotes equal opportunities and reinforce the codes of practice of specific professional bodies. Organizational policies are the mechanism by which legislation is delivered and implemented. Policies in organizations are includes: Health and safety Harm Minimization Risk Assessment Equal Opportunities Confidentiality Bullying and Harassment Conflict of Interests Since 2000, health and social care services have become strictly regulated and then it became essential for all settings to have a professional code of practice.Organizations have to follow government policies strictly. The code of practice for everyone working within the social care sector includes information on protecting the rights, and promoting the interests, of individuals who are receiving the care and their careers. Policies, legislation and regulation enable the organizations to perform their role efficiently and professionally. 3.1 Explain the theories that underpin health social care practice Social Care Theory for Practice is a major component in Social Care. Professionals role can often be a powerful one. As a care worker you are potentially able to exercise a relatively high degree of control in a situation. French and Raven (1959) identified five types of power: Reward Power based upon the perceived ability to guarantee positive consequences Coercive Power based upon the perceived ability to ensure negative consequences Legitimate Power based upon the perception that someone has the right to expect certainbehaviors (sometimes called position power) Referent Power based upon the desire of subordinates to be like leaders they believe have desirable characteristics Expert Power based upon the perception that a leader has expert knowledge the Subordinates dont have (sometimes called information power). Motivation Theory: According to Stefanle Haffmann(2006), Motivation is a psychological process and it can be explained as willingness of individuals to do something for satisfies a need. When a worker motivated about his job/work employer can get more efficiency. (Robbin and Coulter, 2002) said that, in everyday life, people ask themselves the question why they do something or why not. A need is a psychological or physiological deficiency, which makes the attainment of specific outcomes attractive. Maslows Hierarchy of Needs: Abraham Maslow (1908 1970) along with Frederick Herzberg (1923) introduced the Neo-Human Relations School in the 1950s, which focused on the psychological needs of employees. Physiological; hunger, thirst, etc. Safety and Security Belongingness and Love Esteem Cognitive; understanding, knowledge Aesthetic; order, beauty Self-Actualization; fulfillment and realization of potential Self-transcendence; connection with something beyond the ego or to help others fulfill their potential Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. Maslow Hierarchy of Needs Taylor Theory: 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 maximise their productivity. 3.2 Scrutinize how social processes impact on users of health social care services. Marginalization and social exclusion describe the process whereby individuals or groups are pushed to fringes and edges of mainstream activity, where minority groups are excluded from the available to the majority of people. The effect of marginalization is to disadvantage many people and sideline any social, economic and moral concerns for their wellbeing. It is likely that if a group of people experience discrimination and social exclusion, they are also experience health inequalities. Since the Black Report of 1980, it has been acknowledged that those from the lowest social grouping experience the poorest heath in society. Iike in UK inequalities in heath is still persisting. The statistics are stark: For example: Young Black men are six times more likely to be sectioned under the Mental Health Act for compulsory treatment than their white counterparts. Gay and bisexual men are seven times more likely to attempt suicide compared with the general population. GPs often do not accept Gypsies or Travellers on their lists or refuse treatment after first visits. 24% of deaf or hearing impaired people miss appointments, and 19% miss more than five appointments because of poor communication (such as not being able to hear their name being called). Take-up of breast screening is just 26% in women with a learning disability compared with over 70% for other women. Children in the lowest social class are five times more likely to die from an accident than those in the top class. Someone in social class five is four times more likely to experience a stroke than someone in class one. Infant mortality rates are highest among the lowest social groups. Under the age of 65, men are 3.5 times more likely to die of coronary heart disease than women. Women experience more accidents in the home or garden, while men experience more accident in the workplace or while doing sports. Suicide is twice as common in men as in women. The poorest people in England are over ten times more likely to die in their fifties than richer people. Obesity and smoking, two of the leading causes of preventable death, are more common in lower socio-economic groups. Over recent years, we have become increasingly aware of our responsibilities in regard to issues such as equality, diversity and human rights. Like other public sector services, the NHS is under a legal and moral obligation to provide services to all people, regardless of gender, ethnicity, age, disability, sexual orientation, religious or cultural belief. From a public health perspective, the key concern is the extent to which people who are socially excluded or disadvantaged as a result of their ethnicity, sexual orientation or religious belief etc. all too often experience the poorest health and poorest experience of healthcare services. 3.3 Evaluate the effectiveness of inter-professional working. According to Barrettet et al, (2005) Quality of service depends on how effectively different professionals work together. Schein (1972) believes that education of health professionals should be mixed in order for professionals to obtain new blends of knowledge and skills. Recently Government stressed the need of inter-professional working which making a difference that our health system must move from one in which a multitude of participants, work alone focusing primarily on managing illness, to one in which they work collaboratively to deliver  quality effective care to clients. Professionals working in collaboration provide care which is designed to meet the needs of clients .When a person seeks hospital care; they will interact with more than one healthcare  professional. The number of professionals involved and the importance of their ability to work collaboratively increases with the complexity of the clients needs. New initiatives to improve management of diseases such as asthma and diabetes invariably points to the need for a more  collaborative approach (Iah and Richards, 1998) 4.1 Explain own role, responsibilities, accountabilities and duties in the context of working with those within and outside the health social care workplace Health service providers are accountable to both the criminal and civil courts to ensure that their activities conform to legal requirements. In addition, employees are accountable to their employer to follow their contract of duty. Registered practitioners are also accountable to regulatory bodies in terms of standards of practice and patient care (RCN et al., 2006). The law imposes a duty of care on practitioners, whether they are HCAs, APs, students, registered nurses, doctors or others, when it is reasonably foreseeable that they might cause harm to patients through their actions or their failure to act (Cox, 2010). HCAs, APs and students all have a duty of care and therefore a legal liability with regard to the patient. They must ensure that they perform competently. They must also inform another when they are unable to perform competently. This applies whether they are performing straightforward tasks such as bathing patients or undertaking complex surgery. In each instance there is an opportunity for harm to occur. Once a duty of care applies, the key question to ask is: what standard of care is expected of practitioners performing particular tasks or roles? In order for anyone to be accountable they must: Have the ability to perform the task. Accept the responsibility for doing the task. Have the authority to perform the task within their job description, and the policies and protocols of the organisation. Registered nurses have a duty of care and a legal liability with regard to the patient. If they have delegated a task they must ensure that the task has been appropriately delegated. This means that: The task is necessary and delegation is in the patients best interest. The support worker understands the task and how it is to be performed. The support worker has the skills and abilities to perform the task competently. The support worker accepts the responsibility to perform the task Competently. Employers have responsibilities too, and as HCAs and APs develop and extend their roles the employer must ensure that their staff are trained and supervised properly until they can demonstrate competence in their new roles (Cox, 2010). Employers accept vicarious liability for their employees. This means that provided that the employee is working within their sphere of competence and in connection with their employment, the employer is also accountable for their actions. Delegation of duties is summarised in this statement from NHS Wales (NLIAH, 2010) Delegation is the process by which you (the delegator) allocate clinical or non-clinical treatment or care to a competent person (the delegatee). You will remain responsible for the overall management of the service user, and accountable for your decision to delegate. You will not be accountable for the decisions and actions of the delegatee. Delegation must always be in the best interest of the patient and not performed simply in an effort to save time or money. The support worker must have been suitably trained to perform the task. The support worker should always keep full records of training given, including dates. There should be written evidence of competence assessment, preferably against recognised standards such as National Occupational Standards. There should be clear guidelines and protocols in place so that the support worker is not required to make a clinical judgement that they are not competent to make. The role should be within the support workers job description. The team and any support staff need to be informed that the task has been delegated (e.g. a receptionist in a GP surgery or ward clerk in a hospital setting). The person who delegates the task must ensure that an appropriate level of supervision is available and that the support worker has the opportunity for mentorship. The level of supervision and feedback provided must be appropriate to the task being delegated. This will be based on the recorded knowledge and competence of the support worker, the needs of the patient/client, the service setting and the tasks assigned (RCN et al., 2006). Ongoing development to ensure that competency is maintained is essential. The whole process must be assessed for the degree of risk. 4.2 Evaluate own contributions to the development and implementation of health and social care organizational policy. You will need to know and understand: Codes of practice and conduct, and standards and guidance relevant to your setting and own and the roles, responsibilities, accountability and duties of others when developing, implementing and reviewing care plans Current local, national and European legislation and organisational requirements, procedures and practices for: data protection health and safety risk assessment and management employment practices protecting individuals from danger, harm and abuse your responsibility for keeping yourself, individuals and others safe making and dealing with complaints and whistle blowing multi-disciplinary and multi-agency working working in integrated ways to promote the individuals well-being the planning and provision of services developing, implementing and reviewing care plans How to access, evaluate and influence organisational and workplace policies, procedures and systems for developing, implementing and reviewing care plans How to access and record information, decisions and judgements for care plans How different philosophies, principles, priorities and codes of practice can affect inter-agency and partnership working when developing, implementing and reviewing care plans Knowledge of the physical, emotional and health conditions of the individuals for whom you are developing, implementing and reviewing care plans and how to use this information to make informed decisions for the content of the care plans The factors to take account of when evaluating whether your organisation has the resources (human, physical and financial) to provide the services and facilities Methods of supporting staff to work with individuals, key people and others to deliver, implement and evaluate care plans The stages, procedures, paperwork and people involved in developing, implementing and reviewing care plans The use of evidence, fact and knowledge based opinions in records and reports and why it is important to differentiate between these and make clear the source of evidence Legal and organisational requirements on equality, diversity, discrimination, rights, confidentiality and sharing of information when developing, implementing and reviewing care plans Knowledge and practice that underpin the holistic person-centred approach which enable you to work in ways that: place the individuals preferences and best interests at the centre of everything you do provide active support for the individuals recognise the uniqueness of individuals and their circumstances empower individuals to take responsibility (as far as they are able and within any restrictions placed upon them), and make and communicate their own decisions about their lives, actions and risks (when developing, implementing and reviewing care plans) How to manage ethical dilemmas and conflicts for individuals, those who use services and staff/colleagues when developing, implementing and reviewing care plans Contribute to, participate in and run meetings and discussions to agree revisions to care plans, taking account of any benefits and risks Ensure that review meetings are arranged and run in ways which promote the full participation of individuals and key people Collate review information and revise care plans within agreed timescales Ensure that individuals and key people understand the revisions that have been made to the care plans and the implications of these for the health and care services that individuals receive Complete, and support individuals to complete, any necessary paperwork when the final plan has been agreed Ensure that the plan is stored and able to be accessed within confidentiality agreements and according to legal, organisational and any service requirements 4.3 Make recommendations to develop own contributions to meeting good practice requirements. Protect the rights and promote the interests of service users. Strive to establish and maintain the trust and confidence of service users. Promote the independence of service users while  protecting them as far as possible from danger or harm. Respect the rights of service users whilst seeking to ensure that their behaviour does not harm themselves or other people. Uphold public trust and

why parrot repeat :: essays research papers

Why Parrots Repeat A long, long time ago before human even roamed the earth animals here alone. There were all different types of them, from big to small, fat to skinny and brave to cowardly. There were also groups of animals, based upon there personalities just like us today. The way that you look made no difference, just the way you acted. For example, the lions were very brave and loyal and the turtles were cowardly and shy. Then there were the parrots. They were also like the turtles because they were cowardly but not shy. They love to make fun of others. They had huge mouths. Every time they could insult one of their fellow animals they would. In this one incidence the warthogs we just minding their own business while playing soccer out in the fields (the warthogs were a sort of uneducated animal, but nice at the same time, as long as you were kind to them they would do anything for you). They parrots saw them playing as they were and immediately started to make fun of them. They called them names like â€Å"fatty† and â€Å"slowpoke.† This upset the warthogs so much that they went to the mammoth, the king animals, and told him what the parrots had done. So at the next town meeting the mammoth talked to the parrots about their behavior towards their fellow animals. The mammoth said â€Å"Parrots why must you be so cruel to all of the animals?† all the parrots did was laugh and then told the mammoth to take it easy because they were just having a little fun. Then the mammoth replied back quickly and said that next time they insulted their fellow animals that he would go straight to Zaron, the god of all the animals. The parrots could only imagine what would happen to them if Zaron found out about this, because all knew about he was the same god would made the flies attracted to feces. After hearing this they seemed to be afraid. The parrots held back their comments for a while but eventually it came back out.   Ã‚  Ã‚  Ã‚  Ã‚  On one rainy day the sloths were trying to get to there homes as fast as they could but we know that it would take them a while. Even when all the other animals were safely in there homes the sloth’s still had miles to go before they could get dry.

“Organizations need strong leaders and a strong culture” Essay

In this essay, I am going to critically analyze the importance strong leaders coupled with a strong culture has within organizations. In doing so, the argument is built up of several contextual layers defining the significance that heavily immersed cultures along with well driven leaders has on the operational and interactional functioning’s of an organization but most importantly its employees. However first and foremost, it is believed that Post Bureaucratic management practices shape the construction of individual values and beliefs, ultimately depending on which cultural enrichment management will adopt. Furthermore, the abuse of power leaders may espouse may inflict adversarial repercussions upon the cultural framework embraced by the organization. Therefore this initiates a direct sequence of employees challenging De Facto power by engaging in managerial discourses, which repudiate against cultural structures, causing hierarchal movement. Whilst, firmly substantiating that strong culture’s lead by strong leaders build the inner mechanistic functioning of an organization, throughout this essay, in Section One I shall illustrate the importance of Post Bureaucratic mechanisms and the internal relationships they have with culture and leadership. Moreover in Section 2, I will attempt to expose how power is used as a possession, rather than a relationship between people. Lastly, in order to logically complete my argument, I will define how resistance is seen to be a ‘reactive process’ whereby people embedded in power relations actively oppose initiatives enacted by others (Jermier et all 1994:90) Section 1 It is believed that having such a widely shared integrative culture in organizations is often viewed as a panacea for management and a recipe for corporate success (Peter and Waterman 1982) In relation to this statement, a good culture coupled with a intuitive leader will only set out a positive regime of truth, that will undoubtedly allow the emergence of a cultural  landscape to ensure conformity is consistent to all who belong to the organization. In order to achieve such an ambition, organizations embrace Post Bureaucratic mechanisms, which are depicted as a set of normative controls that stress the importance of socialization, enculturation and identification with company objectives. (Josserand, Villesà ¨che, & Bardon 2012) However the most pressing point to highlight is the fact that Post Bureaucratic mechanisms heavily entail the involvement of cultural promotion, which further aims to propel culture onto center stage. Ultimately, this means that for people to function within any given setting they must have a continuing sense of what the reality surrounding them is about (Pettigrew 1979) Herein, this tells us that culture provides a source of organizational ‘common sense’, upon which members draw to when deciding where, when and how to act. (Clegg, Kornberger & Pitsis 2011) Therefore social interaction must be conceived as the negotiation of meaning, which inevitably formulates and continues the growth and extension of leadership abilities and culture amongst members of an organization. Moreover social interaction may also be characterized as an organization of instrumental relations, resulting in the formulation of various relations or relationships amongst not only members of an organization but also identification in a corporate alumni network. Hence, repetitive symbolic activities are drawn upon by organizations to maintain the stability of the social system, which has a fundamental obligation to create and recreate the system. (Rosen 1988) Making direct reference to Michel Rosen’s journal article: â€Å"You asked for it: Christmas at the Bosses Expense†, the use of ceremonies and rites, being the Christmas party encompasses a latent function, which directly aims to enable a state of partial suspension of normal structure relationships in which culture emerges as an organizing principle underlying agency membership. Lastly, despite Post Bureaucratic mechanisms promoting an enterprising culture, more importantly it imbues humanistic values of autonomy, flexibility, confidence and trust that ultimately carry the intent to urge employees to take on responsibilities (Josserand, Villesà ¨che, & Bardon 2012) However, it should be undoubtedly emphasized that managers must inhibit the appropriate leadership qualities that will enable themselves and employees  to share a common relationship, in turn directly allowing them to control and frame their subjectivity in order to align one another’s relevancies. Subsequently this is achieved through leaders identifying culture, as an asset to form a paternalistic relation with their employees, as such can be debated to ignite a desirable urge to be apart of the community the organization instills. Furthermore it should be accentuated that the â€Å"Path Goal Theory† of leadership, is imperative to a successful relationship between employer and employee. It is noted as the physiological and technical support that managers provide as leaders, which ultimately intends to motivate employees by helping them understand that their needs and expectations can be fulfilled through the performance of their jobs. (Clegg, Kornberger & Pitsis 2011) Section 2 In todays business realm the sociological treatment of power has the ability to perpetuate a substantial impact on the interrelation and operational processes of an organization. In support of this statement, it is elemental to treat power as a property of abstract systems, as its complexities must not only be precisely managed but also more importantly understood. Therefore it is clear that the conception of power has the capability to â€Å"make or break† an organization as Giddens argues that â€Å"the notion of power is logically tied to that of action, and in its widest sense, power refers simply to the ‘transformative capacity’ of human action†. (Knights & Roberts 1982) Given this fact, we are able to argue that power has the fortitude to develop, refine or revolutionize an organizational landscape. Accordingly it is paramount that power should be treated and only applied amongst the confinements of a relationship, rather than kept as a possession to an individual. It is this underlying complexity that sparks much conjecture throughout organizations and cultural foundations. Specifically, when power is treated as a possession the direct result is that of the ignition of conflict, which can be depicted as a threatening hazard that has the ascendency to topple even the most successful organizations throughout the world. Firstly it is important to point that the individualistic conception of power is concealed within managers in which it is defined as the way that resources of ownership and control are employed in attempt to coerce labor into compliance. (Knights & Roberts 1982) This is formally known as coercive power, which is understood to be the power someone has over another, ultimately meaning the denial or removal of individual choice. Furthermore coercion â€Å"requires the active submission of one person to another†¦Ã¢â‚¬  (Russ 1980:7-11) as such a thought holds the aptitude to administer alarming repercussions throughout an organizations culture. This is largely due to the fact that â€Å"equal attempts at coercion may lead to more or overt forms of resistance† (Russ 1980:7-11), a discomforting scenario that will not only cause a severe backlash against the leadership circle, but also hold the potential to eclipse the current operational success of the business. Essentially, due to the low trust dynamics, a regressive spiral of attempted control and counter control (Fox 1974) will further impede negatively on the business, ultimately throwing the culture into an unhealthy state of affair and the leadership hub at risk of being overthrown. In addition, another essential point to mention is the affiliation the notion of mainstream culture has with coercive power. As stated above, the sociological treatment of power has the potential to inflict adversarial effects if not effectively managed by administrators of an organization. Alternatively, culture is believed to create consistency and reduce conflict. However coercive authority, contradicts the view of mainstream culture, as it arguably does the total opposite. If it is believed that if organizational structures, strategies, regulations and policies frame the behavioral intents of employees, then members who belong to a hierarchy dominated by coercive power, will not only reject to be consistent with company norms but also increase conflict. This is supported by the belief that culture brings people together: it ensures they all think alike, feel and act in relatively similar ways. (Clegg, Kornberger & Pitsis 2011) Similarly, also by correlating coercive power with mainstream cultures, it highlights the inadequate and defective leadership attributes it promotes. Cultural engineering is undertaken by senior management and disseminated  downward causing a spiral effect. (Clegg, Kornberger & Pitsis 2011) Therefore culture can be interpreted as a management ‘lever’, a means of ensuring organizational goals are instilled and accepted by its members through the allurement of its culture. (Brewis 2007) Essentially, to make leadership effective, a leader must undertake in authoritative power, which is a more realistic understanding of interdependence in organizations (Knights & Roberts 1982) What this means is that a mutual recognition of employer employee relations is shared, causing members to accept the advice and direction of others rather than opposing. A unique feature of the relationship is that authority cannot be imposed nor possessed, but exists only as a quality of the relationship. (Knights & Roberts 1982) However mutual manipulation may occur when someone attempts to elevate their power above the mutual trust, therefore implying it is imperative to maintain the reciprocal of rights. Lastly this has an overwhelming influence on the culture, as all participants obtain a sense of authority and belonging. Section 3 With regard to coercive power, and the debilitated ramifications it inflicts on an organization’s cultural arrangement, it can be condoned to believe that members will engage in more overt forms of resistance. Essentially, what this points out is the creativity of employees resisting increasing control of the labor processed by management (Prasad and Prasad 2000). Therefore resistance can be directly associated with defective leadership, as even though management believe they hold the right to produce the policies that â€Å"they† want, it doesn’t mean its members will agree. Given these facts, work groups use resistance to induce what they want, the indispensible adjustments required for relatively smooth and everyday functioning in the workshop. (Courpasson, Dany & Clegg 2011) More importantly, despite the act of resistance producing a common interest in opposition to management, it simultaneously results in more resistance (Burawoy 1982), clearing professing the viral empowerment it professes amongst members of an organization. Hence, this approach conceptualizes resistance as an irreducible opposition between members and management, clearly endangering the foundations of any cultural environment inhibited by an organization. Touching upon the previous paragraph, resistance is a direct result of the enmeshment of exploitative relations (Courpasson, Dany & Clegg 2011). More importantly, this allures members to engage in managerial discourses, which operate against the cultural and ideological controls that frame, a company (Thomas 2009) and craft new identities, which challenge De facto Power (Ewick and Silbey 2003). Ultimately this causes dysfunctional freezing of an organization, a direct cause of members participating in â€Å"distancing† themselves from the company’s ambitions and requisites until change has transpired. Nevertheless this can be seen to benefit the organization as a whole, as employees now have the capacity to accede their desires. In relation to culture, it is imperative that members concerns are meant in order to achieve optimum business success; therefore managers seek to secure compliance through meeting employee’s sentiments and desires. Subsequently, it is vital for cultures to obtain core values and presuppositions that are widely shared and acted on (Peter and Waterman 1982), however by managers thriving on the elevation of power and exploitation, it only contradicts what a good culture should be about by going against group norms. Drawing closely to theorists ideas, it is believed that â€Å"if you forged a strong culture that incorporate all organizational members in shared beliefs and commitments – everything else good, morale, performance and results should follow†(Peter and Waterman 1982), clearly exposing the importance of effective and understanding leadership. Lastly, it should be accentuated that improvement in productivity and quality would accrue when corporate cultures systematically align individuals with formal organizational goals (Peter and Waterman 1982), but arguably wont be reached if members are continually constrained by the corporation. Overall with all of the above being discussed, one could conclude that Human skill is a pre requisite of what a strong leader should acquire. An approved culture will only occur if everyone is integrated into one managerially designed structure and the result, a superior performance. However this is  can be deemed only attainable if leadership has the ability to work with people, meaning to be sensitive to the needs and motivations of others, and taking into account other needs in ones decision making (Clegg, Kornberger & Pitsis 2011) a clear contrary to what coercive power achieves. However, it could be argued that such leaders enjoy the hierarchal separation between themselves and lower level employees, as the process to both lead and yet also work alongside them is an ongoing struggle. Conclusion In summation, I have come to the conclusion that it is inevitable for an organization to parade operational success without some sort of formulation of a strong culture espoused with strong leadership. Despite Post Bureaucratic management practices shaping the construction of individual values and beliefs, I believe it is imperative for the leadership hub of any organization to be effectively aware of the on going relationship its shares with its members. For any organization to achieve corporate success the notion of culture should be heavily identified and all components that it contains must be exercised accordingly. Ultimately, if managements leadership qualities are deemed to be strong, the culture constructed must comprise a set of deep, basic assumptions and beliefs as well as shared values, which will enable members to attain a sense of not only identity but also more importantly provide them with heterogeneous ways of making decisions. Therefore bringing my essay to a close, it should not be forgone that an organization requires a strong culture and strong leadership. Reference List Articles 1. Burawoy, M. 2001. Donald Roy: Sociologist and working stiff. Contemporary Sociol. 30(5) 453-458 2. Courpasson, D., Dany, F. and Clegg, S. (2011) Resisters at Work: Generating Productive Resistance in the Workplace,  Organization Science, Articles in Advance: 1–19. 3. Ewick, P., S. Rayner, eds. (2003) Narrating social structure: Stories of resistance to legal authority. Amer. J. Social. 108(6) 1328-1372. 4. Fox, A. (1974) Beyond Contract: work, power and trust relationships. London: Faber 5. Josserand, E., Villesà ¨che, F. Bardon, T., (2012) Being an active member of a corporate alumni network: a critical appraisal, pp. 31-55 6. Knights, D. and Roberts, J. (1982) The power of organisation or the organisation of power? Organisation Studies, 3(1): 47-63 7. Prasad, P. A. Prasad. (2000) Stretching the iron cage: The constitution and implications of routine workplace resistance. Organ. Sci. 11(4) 387 – 403 8. Russ, V., (1980) Positive and negative power; thoughts of the dialectics of power, Organizational studies 1/1:3-20 9. Rosen, M. (1988) You asked for it: Christmas at the bosses expense, Journal of Management Studies, 25(5): 463-480. Books 1. Brewis, J. (2007) Culture in Knights, D. and Willmott, H. (eds), Introducing Organizational Behaviour Management, Australia Thompson: 344-374. 2. Clegg, S., Kornberger, M., and Pitsis, T. (2011) Managing & Organisations: An Introduction to †¨Theory and Practice, 3rd Edition, London, Sage (Chapter 6), pp. 224 3. Clegg, S., Kornberger, M., and Pitsis, T. (2011) Managing & Organisations: An Introduction to †¨Theory and Practice, London, Sage (Chapter 4), pp. 133 4. Jermier, J. M., D. Knights, W. R. Nord, eds (1994) Power in organzations. Routledge, New York. 5. Thomas, R. (2009) Critical management studies on identity: Mapping the terrain. M. Alvesson, T. Bridgman, H. Willmott eds. The Oxford Handbook of Critical management studies. Oxford University Press, Oxford, UK, 166-186 6. Peter, T. J., & Waterman, R.H. (1982) In Search for excellence: Lessons from Americas best-run companies. Warner Book, New York.

Psychological Association Essay

The code, first published in 1953, is applicable to psychologists of all categories though various principles are mostly relevant to clinical psychologists in their activities of research, teaching, assessment and therapy. The objective of these codes is to instill ethical behavior among psychologists. The code is categorized into two groups namely: Ethical standards; It encompasses rules that are enforceable and specific covering a great deal of activities performed by psychologists. Ethical standards are further categorized into 10 groups with a sum total of 89 standards. They include; Impact of the APA code of ethics to psychology The field has mostly committed people who have a far greater motivation for doing their work other than material wellbeing. This stems from observing the virtue that proclaims that psychologists should not harm clients but strive to benefit them. Keenness and high levels of professionalism are more pronounced in the field due to the fact that accuracy and truthfulness is one of the guiding principles for psychologists. The principle stressing for forging of close friendships between psychologists and their clients has the likely effect of speeding up the recovery of clients. This is because one major reason why clients see psychologists is due to problems associated with neglect and loneliness (Lane, Meisels, 1994, p. 34). The public has more trust in psychologists because they are assured of the fact that their confidential information is safely guarded. The chances of a client opening up to a psychologist are therefore high. This in turn makes diagnosis and therapy more effective due to the availability of accurate information. The fact that psychologists happen to be calm and composed people makes the atmosphere around an examination room relaxing. This in turn makes the client who might be inclined to overexcitement also composed. Therapy and examination is thus greatly simplified. The existence of a universally accepted code for the discipline makes it easier to compare notes among scholars from different backgrounds. This in turn makes the synchronization of activities easier and hence connecting of scholars from different parts of the globe. Sharing of ideas is thus enhanced with the ultimate result of improving the quality of content in the discipline (Lane, Meisels, 1994, p. 56) Reference MchWhirter Darien (1995) Equal Protection. New York: Oryx Press, pp. 23, 78 Lane Robert & Meisels Murray (1994) A History of the Division of Psychoanalysis of the American Psychological Association. New York: Lawrence Erlbaum Associates, pp. 34, 56 .

How Is the Term Parameter Used in Java

How Is the Term Parameter Used in Java Parameters are the variables that are listed as part of a method declaration. Each parameter must have a unique name and a defined data type. Parameter Example Within a method to compute a change to a Circle objects position, the method changeCircle accepts three parameters: a name of a Circle object, an integer representing a change to the X-axis of the object and an integer representing a change to the Y axis of the object. public void changeCircle(Circle c1, int chgX, int chgY) { c1.setX(circle.getX() chgX); c1.setY(circle.getY() chgY); } When the method is called using example values (e.g., changeCircle(Circ1, 20, 25)), the program will move the Circ1 object up 20 units and right 25 units. About Parameters A parameter may be of any declared data type either primitives like integers, or reference objects including arrays. If a parameter may become an array of an indeterminant number of data points, create a  Ã¢â‚¬â€¹vararg  by following the parameter type with three periods (an ellipsis) and then specifying the parameter name.​

Ethics Essay Example | Topics and Well Written Essays - 750 words - 40

Ethics - Essay Example 2. In this case scenario, a follower of moral pluralism would put into consideration various moral perspectives before deciding whether or not to help Hitler get out of the water; ultimately, the follower of moral pluralism would not help Hitler because not helping him is in conformity with many moral perspectives. On the other hand, a follower of Kantian deontology would help Hitler because failure to help him to get out of the water is tantamount to treating him not as end in itself, but rather as a mean to some end. 3. The main difference between ethics of care and other ethical theories is that, unlike other ethical theories that emphasize on application of universal principles in overcoming moral dilemmas, ethics of care advocates for consideration of the particular action committed and the circumstances under which the action was performed in determining the morality of an action. Ethics of care hold that application of universal ethical principles in solving ethical conflicts can lead to moral indifference in some circumstances. Ethics of care advocates for focus on the best way to respond in solving moral dilemmas. 4. Sartre claims that any explanation that deflects one’s complete responsibility is an example in bad faith. This is because an authentic moral agent for Sartre is a person who acts in freedom. Freedom and authenticity are key in Sartre’s ethical worldview. Freedom for Sartre means the ability for self-determination, while authenticity means the ability to be genuine in one’s actions. For Sartre, an authentic moral agent is free to genuinely make his moral decisions. Sartre’s authentic moral agent is different from Kantian ideal moral agent because, for Kant, ideal moral agent is a person who is restricted by the prevailing rules and regulations; Kant’s ideal agent is not free in his moral decisions. 5. An emotivist philosopher would lodge the following critique against the Rossian Pluralism: the Rossian

Membrane Transport and Extreme cold tolerance Essay

Membrane Transport and Extreme cold tolerance - Essay Example There are different types of membranes like the plasma membrane. The plasma membrane serves the purpose of ensuring effective transportation of compounds like nutrients, ions and metabolism. The plasma membrane provides a wall or separation between extracellular and intracellular spaces and serves a critical and important function in exchange of materials. The membrane also serves as a detective by transmitting extracellular stimuli signals. The transmission of the signal is done by the proteins contained in the membrane. The membrane is made in a way in which it withstands stress stimuli from the extracellular space. For effectiveness of transportation of compounds, the membrane should adopt to all types of stress including hot, cold and warm climates. In case the membrane is not able to cope with the stimuli in the extracellular space, transportation of materials does not take place. The cells which adapt to the stress have proteomic properties which help the cell to adopt to any e xternal condition. For growth and living a health life the organism should have a membrane that can adopt any condition.Any membrane like the plasma membrane is made to adapt to abiotic stresses. The abiotic stresses restrict the growth, distribution and reproduction of an organism. The abiotic stresses include things like extreme cold temperature, light, drought, salt and physical pressure among others. The availability of the proteomics in a membrane has shown that organism is able to cope with extreme cold temperature.