Wrangler Jeans Advertisement Analysis free essay sample

From construction workers to high fashion models, jeans are or have been worn by practically every person that you may come across today in life. To match these people’s needs there is a plethora of ways in which jeans are styled and shaped. This variety is good for a person who has an assortment of styles and looks, but is not really good for your â€Å"average Joe† who is just looking for a pair that is comfortable, durable and suits them in a way that complements them. So with this notion where will this â€Å"average joe† find his pair of jeans? Well in todays day and age the the internet would be the first place to go, but why not just settle for a good ol’ magazine advertisement? Specifically speaking a Wrangler advertisement, which boldly states, â€Å"Nothing Beats Wrangler Comfort†, their two celebrity endorsements, along with the comparison of â€Å"other jeans† with their jeans. We will write a custom essay sample on Wrangler Jeans Advertisement Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I believe that Wrangler successfully advertised their jeans in such a way that is easy to decipher, gets straight to the point, being plain and simple simple, while still attracting attention to itself. Taking a first look at this advertisement there not that much going on with its simplistic look, but your attention is immediately directed to the bottom portion of the advertisement which is plastered in red, a commonly used color that advertisers use to catch one’s attention. In this section the first thing that you will most likely notice would be the large, bold, white statement, â€Å"Nothing Beats Wrangler Comfort†. The purpose of this statement is making a completely straightforward and bold claim that Wrangler’s jeans are the best of the best, while conveying the idea that their jeans are the most comfortable because of the way they made â€Å"comfort† the largest word in the slogan. Below the slogan there is a comparison between two kinds of jeans, one named â€Å"Other Jeans† and the next named â€Å"Wrangler†, compared in a table like structure with â€Å"vs† in between them. â€Å"Other Jeans† represent jeans made my companies besides Wrangler, here they are described asâ€Å"V-Pattern Pinches†. The reason for this is the v-shaped cut of the jeans tend to pinch and cause discomfort. While on the other hand â€Å"Wrangler† is described as â€Å"U-Shape Provides More Room†. This statement not only makes Wrangler’s competitor’s jeans look bad, but it reverts back to the slogan emphasising on comfort. This portion of the advertisement is lightly using the the technique of name calling to make the customer feel more negatively about other jeans, causing them to side with Wrangler jeans. Even though the bottom portion seem to be the place where most of your attention is directed do not neglect the to take notice of the top part. Here it shows what looks like to be two happy looking, average men, positioned next to each other, wearing plain clothing, in front of a red and white pickup truck, in pasture like area. Next to the men there are signatures implying that they are famous. Personally I did not recognize them at all, but football enthusiasts would know the one on the left is none other than Brett Favre, an American football player for formidably know for playing for the Green Bay Packers. Next to him NASCAR’s own, Dale Earnhardt Jr. Both spokesmen are from pretty from pretty demanding careers, one football and the other race car driving, so the last thing they need is an uncomfortable pair of jeans, once again going back to the main idea of comfort. Also they are using the testimonial appeal to endorse their product buy making the celebrities wear their clothing with convincing happy smiles to sell their product and appealing to a certain demographic, while using the plain folk appeal by dressing them humbly too look like your â€Å"average Joe†. As a girl this advertisement did interest me at all because it was lacking feminine qualities that I usually look for in an advertisement. Truthfully the chosen celebrities could not be identified by me without looking them up on the internet. So who was this advertisement made for? With white pigment of their skin, the country like background, and the pickup truck I can assume that this advertisement was created for an American, Caucasian, middle aged, male demographic, from the working class, who is most likely from the southern region of the United States that finds entertainment in watching things such as football and even NASCAR. Small deals can make or break an advertisement. Here in this advertisement it gives you the place where the jeans are available, Walmart. Now the customer does not have to venture far to find an outlet or boutique in a mall because it tells you an easy reliable place to go to. Also it shows you a website where you can find out more information about their u-shaped jeans at wrangler. com/ushape, next to it there is a Facebook sign that indicates there is a profile on there that you can find information on too. On the bottom half the slogan is not only large and bold but it has a rough texture too, making it seem more edgy or even manly. The difference between â€Å"Other Jeans† and â€Å"Wrangler† is made more obvious by bold white lines that show different shapes of the jeans, a V-shaped line for â€Å"Other Jeans† and a U-shaped line for â€Å"Wrangler†. Lastly in the background the pasture like area along with the pickup truck gives of a country feel to the advertisement, which can cross into patriotism, being that this an American company and that this kind of setting is associated with America. Even with the obvious stereotypes, cliche setting and arrangement Wrangler successfully executed their advertisement in such ways that the customer can feel relatable to these celebrities with their humble look and feel a sense of comfort with the relaxed setting. The colors used , red and white, brought attention to key points in the advertisement. Both celebrities that were chosen appeal to a specific, but large demographic which can also even be trendy in other ones. The language of the slogan, the comparison of the types of jeans and even the picture of the celebrities Dale and Brett ll tie into the advertisements main idea of comfort. When all the factors come into play it creates an ideal advertisement that your average American,male consumer is looking for .

Optimal Kitchen Upper Cabinet Height

Optimal Kitchen Upper Cabinet Height Although not stipulated by building codes, standard construction practices set ergonomic standards for both the dimensions of kitchen cabinets and their installation heights. These measurements are based on studies suggesting the optimal dimensions that create the most comfortable working spaces for users. They are sometimes altered for special needssuch as a kitchen customized for users with physical limitationsbut in the vast majority of kitchens, these dimensions will be followed closely.   Standards for Upper Cabinets in Kitchens The upper wall cabinets in kitchens almost always are installed so the bottom edge of the cabinet is 54 inches above the floor. The reason for this is that 18 inches of clearance between base cabinets and uppers are regarded as the optimal working space, and with base cabinets generally 36 inches high (with countertop included) and 24 inches deep, upper cabinets beginning at 54 inches provides the desired 18-inch clearance.   These distances are shown to be ergonomically practical for anyone over 4 feet tall, and optimal for an average user 5 ft. 8 inches in height. With the standard upper cabinet 30 inches tall and 12 inches deep, a 5 ft. The 8-inch user will be able to reach all shelves without a step stool. Anyone shorter may need a step stoolor the assistance of a taller family memberto easily access upper shelves.   There are, of course, some exceptions to these standards. The specialty wall cabinets that fit above a refrigerator or range will be installed higher than other upper cabinets, and may also be deeper than the standard 12 inches.   Varying the Installation Heights These installation standards can be varied slightly to match the needs of users, although this is limited by the dimensions of stock cabinets. A family with members 5 ft. 5 inches or shorter might, for example, install base cabinets at 35 inches above the floor, then leave a 15-inch working space and install the upper cabinets starting at 50 inches above the floor rather than the normal 54 inches. A family with very tall members might install cabinets slightly higher for convenience. These small variations are within the accepted range, and will not dramatically affect sale potential of your home. However, you should be cautious about more glaring variations to normal design standards when customizing a kitchen, as it may make your house hard to sell in the future.   Handicap Accessible Kitchens More dramatic variation in height standards can be necessary for homes or apartments used by those with physical disabilities, such as people confined to wheelchairs. Special base cabinets may be purchased or built that are 34 inches or lower in height, and upper cabinets can be installed on the wall much lower than normal in order to allow wheelchair users to reach them easily A newer innovation is electrically operated cabinetry that raises and lowers the upper wall cabinets, making them easy to use for both physically challenged and physically able family members.

Frances Perkins, First Woman in a Presidential Cabinet

Frances Perkins, First Woman in a Presidential Cabinet Frances Perkins (April 10, 1880 - May 14, 1965) became  the first woman to serve in a presidents cabinet when she was appointed the Secretary of Labor by  Franklin D. Roosevelt. She played a prominent public role throughout Roosevelts 12-year presidency and was instrumental in shaping New Deal policies and major pieces of legislation such as the Social Security Act. Early Life and Education Fannie Coralie Perkins (she would later adopt the first name Frances) was born in Boston, Massachusetts, on April 10, 1880. Her family could trace its roots back to settlers in the 1620s. When she was a child, Perkins father moved the family to Worcester, Massachusetts, where he operated a store that sold stationery. Her parents had little formal education, but her father, in particular, read widely and had educated himself about history and the law. Perkins attended Worcester Classical High School, graduating in 1898. At some point in her teen years, she read How the Other Half Lives by Jacob Riis, the reformer and pioneering photojournalist. Perkins would later cite the book as an inspiration for her lifes work. She was accepted to Mount Holyoke College, though she was fearful of its rigorous standards. She had not considered herself to be very bright, but after working hard to pass a challenging chemistry class, she gained self-confidence. As a senior at Mount Holyoke,  Perkins took a course on American economic history. A field trip to local factories and mills was a requirement of the course. Witnessing firsthand the poor working conditions had a profound effect on Perkins. She realized that workers were being exploited by dangerous conditions, and came to see how injured workers could find themselves forced into a life of poverty. Before leaving college, Perkins helped found a chapter of the National Consumers League. The organization sought to improve working conditions by urging consumers not to purchase products manufactured in unsafe conditions.   Career Beginnings After graduation from Mount Holyoke in 1902, Perkins took teaching jobs in Massachusetts and lived with her family in Worcester. At one point, she rebelled against her familys wishes and traveled to New York City to visit an agency which dealt with helping the poor. She insisted on getting a job interview, but wasnt hired. The director of the organization thought she was naive and presumed that Perkins would be overwhelmed working among the urban poor. After two unhappy years in Massachusetts after college, Perkins applied and was hired for a teaching job at Ferry Academy, a girls boarding school  in Chicago. Once settled in the city, she began visiting Hull House, a settlement house founded and led by noted social reformer Jane Addams. Perkins changed her name from Fannie to Frances and devoted all the time she could to her work at Hull House. After three years in Illinois, Perkins took a job in Philadelphia for an organization that researched social conditions faced by young women and African Americans working in the citys factories. Then, in 1909, Perkins earned a scholarship to attend graduate school at Columbia University in New York City. In 1910, she completed her masters thesis: an investigation of undernourished children attending a school in Hells Kitchen. While completing her thesis, she began working for the New York office of the Consumers League and became active in campaigns to improve working conditions for the citys poor. Political Awakening On March 25, 1911, a Saturday afternoon, Perkins was attending a tea at a friends apartment on Washington Square in New Yorks Greenwich Village. The sounds of a terrible commotion reached the apartment, and Perkins raced a few blocks to the Asch Building on Washington Place. A fire had broken out at the Triangle Shirtwaist Factory, a clothing sweatshop that employed mostly young immigrant women. Doors kept locked to prevent workers from taking a break trapped the victims on the 11th floor, where ladders of the fire department couldnt reach them. Frances Perkins, in the crowd on a nearby sidewalk, witnessed the horrible spectacle of young women falling to their deaths to escape the flames. The conditions in the factory cost 145 lives. Most of the victims were young working class and immigrant women. The New York State Factory Investigation Commission was formed within months of the tragedy. Frances Perkins was hired as an investigator for the commission, and she was soon leading inspections of factories and reporting on safety and health conditions. The job was aligned with her career goal, and it brought her into a working relationship with Al Smith, a New York City assemblyman who served as the vice-chair of the commission. Smith would later become governor of New York and eventually the Democratic nominee for president in 1928. Political Focus In 1913, Perkins married Paul Caldwell Wilson, who worked in the office of the mayor of New York City. She kept her last name, partly because she was often giving speeches advocating better conditions for workers and she didnt want to risk that her husband would be embarrassed. She had a child that died in 1915, but a year later gave birth to a healthy baby  girl. Perkins assumed she would ease away from her work life and devote herself to being a wife and mother,  perhaps volunteering for various causes. Perkins plan to withdraw from public service changed for two reasons. First, her husband began to suffer bouts of mental illness, and she felt compelled to stay employed. Second, Al Smith, who had become a friend, was elected governor of New York in 1918. It seemed to Smith that women would soon get the vote, and it was a good time to hire a woman for a substantial role in the state government. Smith appointed Perkins to the industrial commission of the New York State Department of Labor.   While working for Smith, Perkins became friends with Eleanor Roosevelt, and her husband, Franklin D. Roosevelt. As Roosevelt was recuperating after contracting polio, Perkins helped him keep in touch with labor leaders and began to advise him on the issues. Appointed by Roosevelt After Roosevelt was elected governor of New York, he appointed Perkins to head the New York State Department of Labor. Perkins was actually the second woman to be in a New York governors cabinet (in Al Smiths administration, Florence Knapp had served briefly as secretary of state). The New York Times noted that Perkins was being promoted by Roosevelt as he believed she had made a very fine record in her post in the state government. During Roosevelts term as governor, Perkins became nationally known as an authority on laws and regulations governing labor and business. When an economic boom ended and the  Great Depression began in late 1929, less than a year into Roosevelts term as governor, Perkins faced a startling new reality.  She immediately began making plans for the future. She took actions to deal with the impact of the Depression in New York State, and she and Roosevelt essentially prepared for how they could take action on a national stage. After Roosevelt was elected president in 1932, he appointed Perkins to be the nations secretary of labor, and she became the first woman to serve in a presidents cabinet.   Role in The New Deal Roosevelt took office on March 4, 1933, stating Americans had nothing to fear but fear itself. The Roosevelt administration immediately went into action to battle the effects of the Great Depression. Perkins led the effort to institute unemployment insurance. She also pushed for higher wages for workers as a measure to stimulate the economy. One of her first major actions was to oversee the creation of the Civilian Conservation Corps, which became known as the CCC. The organization took young unemployed men and put them to work on conservation projects throughout the nation. Frances Perkins  greatest achievement is generally considered her work devising the plan that became the Social Security Act. There was great opposition in the country to the idea of social insurance, but the act successfully passed  through Congress and was signed into law by Roosevelt in 1935. Decades later, in 1962, Perkins gave a speech titled The Roots of Social Security in which she detailed the struggle: Once you get the ear of a politician, you get something real. The highbrows can talk forever and nothing happens. People smile benignly  on them and let it go. But once the politician gets an idea, he deals in getting things done. In addition to her work shaping  legislation, Perkins was at the center of labor disputes. In an era when the labor movement was approaching its peak of power, and strikes were often in the news, Perkins became extremely active in her role as labor secretary. Impeachment Threat In 1939,  conservative members of Congress,  including Martin Dies, the leader  of the  House Committee on Un-American Activities, launched a crusade against her. She  had prevented the speedy deportation of an Australian-born leader of the West Coast longshoremans union, Harry Bridges. He had been accused of being a communist. By extension, Perkins was accused of communist sympathies. Members of Congress moved to impeach Perkins in January 1939, and hearings were held to decide whether impeachment charges were warranted. Ultimately, Perkins career withstood the challenge, but it was a painful episode. (While the tactic of deporting labor leaders had been used before, evidence against Bridges fell apart during a trial and he remained in the United States.) Outbreak of World War II On December 7, 1941, Perkins was in New York City when she was told to return to Washington immediately. She attended a cabinet meeting that night at which Roosevelt told his administration about the severity of the attack on Pearl Harbor.   At the beginning of World War II, American industry was transitioning from producing consumer goods to the material of war. Perkins continued as secretary of labor, but her role was not as prominent as it had been previously. Some of her major goals, such as a national health insurance program, were abandoned. Roosevelt felt he could no longer spend political capital on domestic programs. Perkins, exhausted by her long tenure in the administration, and feeling that any  further goals were unattainable, planned to leave the administration by 1944. But Roosevelt asked her to stay after the election of 1944. When he won a fourth term, she continued on at the Labor Department. On April 12, 1945, a Sunday afternoon, Perkins was at home  in Washington when she  received an urgent call to go to the White House. Upon arrival, she was informed of President Roosevelts death. She became determined to leave government, but continued in a transition period and stayed in the Truman administration for a few months, until July 1945. Later Career and Legacy President Harry Truman later asked Perkins  to return to government. She took a post as one of three civil service commissioners overseeing the federal workforce. She continued in that job until the end of the Truman administration. Following her long career in government, Perkins remained active. She taught at Cornell University, and often spoke about government and labor topics. In 1946, she published a book, The Roosevelt I Knew, which was a generally positive memoir of working with the late president. However, she never published a full account of her own life. In the spring of 1965, at age  85, her health began to fail. She died on May 14, 1965 in New York City. Notable political figures, including President Lyndon Johnson, issued tributes to her and to her work that helped bring America back from the depths of the Great Depression. France Perkins Fast Facts Full Name:  Fannie Coralie PerkinsKnown As:  Frances PerkinsKnown For: First woman in a presidents cabinet; major figure in the  passage of Social Security; trusted and valued adviser to President Franklin D. Roosevelt.Born:  April 10,1880 in  Boston, Massachusetts.Died: May 14,1965 in New York, New YorkSpouses Name: Paul Caldwell WilsonChilds Name: Susana Perkins Wilson Sources Frances Perkins. Encyclopedia of World Biography, 2nd ed., vol. 12, Gale, 2004, pp. 221-222. Gale Virtual Reference Library.Perkins, Frances. Great Depression and the New Deal Reference Library, edited by Allison McNeill, et al., vol. 2: Biographies, UXL, 2003, pp. 156-167. Gale Virtual Reference Library.Perkins, Frances. American Decades, edited by Judith S. Baughman, et al., vol. 5: 1940-1949, Gale, 2001. Gale Virtual Reference Library.Downey, Kirstin. The Woman Behind the New Deal. Doubleday, 2009.

Fire & Rescue Leadership Dissertation Example | Topics and Well Written Essays - 8000 words

Fire & Rescue Leadership - Dissertation Example With an increase in the propensity for threats related to terrorism and a change in the urban landscape, the challenges confronting Fire and Rescue Service organisations are now far more complex than ever before. Emergent nations, including the United Arab Emirates, now confront new challenges with the construction of buildings like the Burj Khalifa, which is the tallest building in the world. However, despite the significance of leadership for all organisations, Fire and Rescue Service organisations around the world present an increase in the leadership gap that is of concern. Thus, it makes sense to try to understand better leadership within the context of Fire and Rescue Service organisations and to device ways to enhance the leadership potential of Fire and Rescue Service members at all levels. This dissertation presents a discussion about fire and rescue leadership, enhancing leadership in Fire and Rescue Service organisation and how Fire and Rescue Service organisations in emer gent nations, like the United Arab Emirates, can learn from the experiences of the more developed nations. Declaration I certify that, except where cited in the text, this work is the result of research carried out by the author of this study. _____________________________________________ Name and Signature of Author March 2011 This write - up is for a dissertation on Fire and Rescue Leadership. Biographical Sketch Acknowledgements Contents Chapter 1 Introduction 1 1.1 Background 3 1.2 Objectives of study 4 1.3 Scope of study 5 1.4 Structure of dissertation 6 Chapter 2 Literature review 7 2.1 Leadership Theories and the Difference between Leaders and Manager 9 2.2 Leadership within the Context of Fire and Rescue Services 12 2.3 Training Leaders for the Fire and Rescue Services 15 Chapter 3 Research Approach and Methodology 21 3.1 General approach 22 3.2 Methodology Framework 24 3.3 Primary research 28 3.4 Secondary research 28 3.5 Data Collection Procedure and Analysis 29 3.6 Interp retation and Application of Results and Findings 30 Chapter 4 Findings 32 4.1 Conduct of Interviews 32 4.2 Findings of Interviews 33 4.3 Analysis of Leadership Courses for Fire and Rescue Services 36 4.4 Observations Derived from Research 37 Chapter 5 Summary, Conclusions and Recommendations 38 5.1 Summary 38 5.2 Conclusions and Recommendations 40 5.3 Limitations 41 Appendices 43 Appendix A – Questionnaire for the Semi-Structured Interviews 44 Appendix B – Consent Form for the Recording of Interviews 47 Bibliography/ References 49 (This page intentionally left blank) Chapter 1 – Introduction The Fire and Rescue Service in any nation confronts change based on the needs of an age that demands clear leadership from within its ranks (Communities and Local Government, United Kingdom, 2005, Pp. 1 – 5). As an example, the threat of terrorism has now placed new demands on fire service leaders who must now find new and innovative ways to meet new challenges and co mmunity expectations, while remaining committed to ensuring maximum safety for the Fire and Rescue Services employees (Weeks, 2005, Pp. 1 – 10). Terrorist attacks in Bali, Madrid, London, Mumbai, Sharm al Sheikh, Amman, Algiers and elsewhere amply demonstrate the need for a new strategy that will challenge Fire and Rescue leadership. In addition, tall structures in regions where they previously

Web applications development Research Paper Example | Topics and Well Written Essays - 1500 words

Web applications development - Research Paper Example A web based application is a program which is used simply through an active web link and that uses HTTP as a medium of communication.Therefore we can say that web based applications are software products that allow website users to send and receive data or information to and from a database using a web browser. Additionally, the web based applications have been utilized as the web technology and achieved typical recognition. In addition, a web based application allows us to access our corporate data and information from anyplace across the globe at anytime. Thus, this feature of web application gives us the opportunity to spend less time, save finance and enhance communication with our business associates and clients (Acunetix), (Nations) and (Tarawneh, Elsheikh and Lahawiah). Moreover, a typical web based application works like three layer fashion. In this scenario, the initial layer is usually a user interface or some sort of web browser. The 2nd layer comprises the useful informat ion development technology based tool for instance Active Server Pages (ASP) or JSP. The 3rd layer holds the database part which is responsible for the information and customer data including credentials and credit card information (Acunetix), (Nations) and (Tarawneh, Elsheikh and Lahawiah). This report presents a detailed analysis of web based applications, their working frameworks, client-server architecture, advantages and disadvantages of client-server architecture. This report will also discuss web based application architecture and its importance in businesses.... It is a network arrangement wherein every computer on the network is either a server or a client. In this scenario, client systems offer an interface to permit a user to demand vital services residing on the server as well as show the results given back by the server. Additionally, servers offer different services to the clients like file services, printing services, and storage services. In addition, servers generally expect requests to come from clients and afterward answer them accordingly. Preferably, a server offers a consistent visible interface to their clients in order that clients don’t need to know about the information of the system (specifically, program and hardware) that is offering the required service. However, these days’ clients are frequently placed at PCs or workstations, whereas servers are positioned in a different place on the networking environment, typically on more dominant and reliable machines (Encyclop?dia Britannica), (Urgaonkar, Pacifici a nd Shenoy) and (Kioskea). 2-Tier Architecture 2-tier architecture is implemented to explain client/server arrangement. In this architecture a client sends requests for services and the server replies openly to the arrived request, by means of its personal resources and services. It implies that a server provides services on its own and will not ask an additional request in an attempt to offer the fraction of resources (Encyclop?dia Britannica), (Urgaonkar, Pacifici and Shenoy) and (Kioskea). Figure1. 2-Tier Architecture, Image Source: http://static.commentcamarche.net/en.kioskea.net/pictures/cs-images-2-tier.gif 3-Tier Architecture In 3-tier architecture, a middle level is distinguished. It implies that the architecture is usually divided

Healthcare management capstone by nikita brown Essay Example for Free

Healthcare management capstone by nikita brown Essay Weekly tasks or assignments (Individual or Group Projects) will be due by Monday, and late submissions will be assigned a late penalty in accordance with the late penalty policy found in the syllabus. NOTE: All submission posting times are based on midnight Central Time. Administrators must continuously seek opportunities to increase the profitability of their practice or facility. Throughout this course, you will develop a plan to integrate a current and emerging trend in health care in your organization. Your Executive Summary to integrate a current or emerging solution into your organization will include the following: †¢Week 1: Topic Research/Selection and Literature Review †¢Week 2: Organizational Assessment †¢Week 3: Project Plan †¢Week 4: Implementation Plan †¢Week 5: Evaluation Plan Week 1: Topic Research/Selection and Literature Review Part 1: Topic Research and Selection Begin this process by researching what health care organizations are doing or attempting to do to increase profitability. Remember, profitability can be improved from many different angles. A nonexclusive list of potential ways would be adding additional services, decreasing costs, increasing the amount of services that are provided, or implementing a quality improvement program that qualifies for incentive monies. Check trade journals or professional discussion boards, or reach out to existing health care managers. Part 2: Literature Review Perform a literature review of the solution that you have decided to apply to your organization. The review will encompass several articles, and at least 1 of the articles must be peer-reviewed. Look at current material (within the last 2 years). Remember, a literature review includes a summary of the information that you found that is relevant to your topic as well as an APA reference for each resource that you reviewed. Identifying what topic to perform research on should be accomplished quickly because you will need sufficient time to perform your literature review. Review a minimum of 10 documents. The review should be between 10–15 pages, including the bibliography. Use APA format.

Water Aerobics :: essays research papers

Physical activity is an important part of daily life. It allows for many benefits in health and well-being, just 30 minutes a day can reduce the risk of developing certain diseases and conditions. This includes water aerobics. Aerobic exercise in general is important because your body uses oxygen to produce energy for physical activity. Aerobic means with oxygen. This can be accomplished by participating in water aerobics. Water aerobics is a good way to achieve an aerobic metabolism. Aerobic metabolism occurs when the body breaks down fat and glucose by combining them with oxygen. During intense aerobic exercise, your body uses more oxygen and your breathing and heart rate increase. Over time, regular aerobic exercise will improve your health and fitness and reduce levels of body fat. There are many benefits that are gained from participating in water aerobics. Water Aerobics allow the expansion of physical range of motion, along with improved strength and flexibility. Another advantage is that resistance training feels easier because of the way the water controls the weight(s). Water displaces the stress that weight training (on land) can put on the body, especially joints, which is particularly beneficial for those with arthritis. It is also used to rehabilitate people who are recovering from injuries and accidents or just to heal muscles. Water aerobics is also used for people with disabilities to increase the speed of motor skills. Some other benefits are increased circulation, stronger heart, improved physique or figure, and increased energy. Other benefits that are gained from water aerobics relate to social interaction. One of the social benefits is, camaraderie, which occurs between many different types of people, because water aerobics benefits everybody, including athletes, those who need walkers to walk, and pregnant women. It teaches discipline due to the regularity of a weekly class. Water aerobics teaches time management skills because you learn that daily/ weekly exercise is important in maintaining good health. The last social benefit that happens during water aerobics is increased self-confidence and self esteem. For my water aerobic routine I’m going to use different types of water activities to meet the criteria for each specific section that includes a six minute warm up, some cardio, some toning exercises, and about five minutes of cool down. For the warm up I think we should use a mid paced song, I think Incubus’s clean will work well. The warm-up should consist of mostly stretches for six minutes.

Psychosis vs Neurosis

Brain disorders are commonly misunderstood due to the actions of the person living with it. Knowledge about brain disorders or mental illness should lessen the misunderstanding of the disorder, and increase the support for the people suffering with the disorder. According to the World Health Organization (WHO), a mental disorder is a mental or behavioural pattern or anomaly that causes distress or isability, and which is not developmentally or socially normative.Mental disorders are generally defined by how a person feel, acts, thinks or perceives. I will be discussing two mental disorders in which, they are often misunderstood as the same. This essay is about Psychosis vs. Neurosis. Both mental disorders cause the person suffering from it some distress and their behaviour is not socially acceptable. Both disorders are mostly diagnosed based on the harm they caused. When these disorders become severe, it is difficult for people with these mental disorders or llness to carry out daily activities and do some social interaction.Psychosis however is a mental condition which is referred to as â€Å"a loss of contact with reality. † People suffering from this type of mental illness are called Psychotic. The symptoms of people with psychosis are suffering from hallucinations, delusions, catatonia or thought disorder. The psychosis of a person is usually triggered by a history of a traumatic event, and stress. Stress triggers a short-lived psychosis called brief eactive psychosis and people suffering from this usually recovers to their normal state within two weeks.In some cases, a full-blown psychosis could last a long time, and maybe have attenuated psychotic symptom (such as low intensity hallucinations) present at most times. Brief hallucinations are triggered by falling asleep and then waking, bereavement (hallucinations of a dead loved one) severe sleep deprivation, caffeine intoxication, and an extremely stressful event. There are also subtypes of psychos is. These are menstrual psychosis (in rhythm with menstrual cycle), ostpartum psychosis (which happens after childbirth), monothematic delusions, occupational psychosis, stimulant psychosis and shared psychosis.Neurosis, on the other hand, is a mental disorder involving distress, but people who are neurotic are not suffering from hallucinations or delusions. Signs of people suffering from neurosis have anxiety, sadness or depression, anger, irritability , mental confusion, and low sense of self-worth. There are also behavioural symptoms such as phobic avoidance, vigilance, impulsive and compulsive acts. There are cognitive problems such as obsession, disturbing thoughts, habitual fantasizing, negativity, cynicism, etc.There are many forms of neurosis. These are: obsessive-compulsive disorder, anxiety neurosis, personality disorders, hysteria, and an endless variety of phobias. Neurosis is simply defined as a â€Å"poor ability to adapt to one's environment, an inability to change o ne's life patterns, and the inability to develop a richer, more complex, more satistying personality † According to Carl Jung, â€Å"people became neurotic when they ontent themselves with inadequate or wrong answers to the questions of life. He said that the unconscious finds expression primarily through an individual's inferior psychological function, whether it is feeling, thinking, sensing, or intuition. For me, psychosis and neurosis are very different yet similar. The behaviour of psychotic and neurotic people are both not accepted or understood by the society. People with less knowledge about these illnesses often has a negative perception on people suffering with psychosis and neurosis.

Gap Within the Organization: a Case Study in Administrative Building

Communication Gap within the Organization: A case study in administrative building of SUST, Sylhet By Sato Barua Masters Student Department of Public Administration SUST, Sylhet Introduction Organizational communication as a discipline grew tremendously over the 20th century, but accompanying that growth was a struggle to establish a clear identity of the field. Today scholars still continue to define and redefine the focus, boundaries and future of the field (Thompkin & Wanka-Thibault, 2001).Why it is that organizational communication is such an interesting concept for researchers to study? Apparently, a great deal of the answer to this question can be found in the importance communication has been re-vealed having for the success of organizations. Open communication has for example been found to be positively correlated with employees’ satisfaction with the organization (Koike, Gudykunst, William, Lea & Ting-Toomey, 1989). Communication is the glue that holds a society toget her. The ability to communicate enables people to form and maintain personal relationships.And the quality of such relationships depends on the caliber of communication between the parties. Communication is the process of sharing ideas, information, and messages with others in a particular time and place. Communication includes writing and talking, as well as nonverbal communication (such as facial expressions, body language, or gestures), visual communication (the use of images or pictures, such as painting, photography, video or film) and electronic communication (telephone calls, electronic mail, cable television, or satellite broadcasts).Communication is a vital part of personal life and is also important in business, education, and any other situations where people encounter each other (Encarta, 1998). A study was completed within the organization to determine if there was an internal communication gap that existed between the supervisors and representatives. When there 1 is an internal communication gap within an organization there is usually a breakdown in the way information is been sent from the sender to the receiver. This is precedent in organizations that have a top down hierarchy.In this type of hierarchy it can be difficult for bottom level employees to obtain information regarding changes within the organization. Significance of the study Communication is described as one of the crucial fouls of management. It helps in handling the major managerial tasks of planning direction coordination motivating and controlling. We live in a world filled with other people. We live together, work together, and play together. In our personal lives, we need each other for security, comfort, friendship, and love.In our working environment, we need each other in order to achieve our goals and objectives. None of these goals can be achieved without communication. Communication is the basic thread that ties us together. Through communication we make known our needs , our wants, our ideas, and our feelings. The better we are at communication, the more effective we are at achieving our hopes and dreams (Alessandra, Hunsaker, 1993). Based upon conversations among the representatives, this study is important because there appears to be a lack of communication within the organization.Some of the representatives feel as though the supervisors have daily meetings, but no information is shared regarding the company changes and/or procedures. When there is an internal communication gap it becomes difficult for anyone to effectively achieve goals. Purpose of the study The purpose of this study is to determine whether or not there's an internal communication gap that exist between the representatives and the supervisors. The three objectives of this study were to: 2 1. Discover whether or not there is an internal communication gap between supervisors and representatives within the organization. . Determine the subject's perception of their immediate supe rvisor’s level of communication. 3. Identify the ways in which employees usually receive most of their information. Definition of terms Sender Someone or something that sends or transmits something. To establish yourself as an effective communicator, you must first establish credibility. You must also know your audience (individuals or groups to which you are delivering your message). Failure to understand who you are communicating to will result in delivering messages that are misunderstood (Fowler, 2005).Message A communication in speech, writing, or signals. Written, oral and nonverbal communications are effected by the sender's tone, method of organization, validity of the argument, what is communicated and what is left out, as well as your individual style of communicating. Messages also have intellectual and emotional components, with intellect allowing us the ability to reason and emotion allowing us to present motivational appeals, ultimately changing minds and action s (Fowler, 2005). Channel A course or a means of communication or expression.Messages are conveyed through channels, with verbal including face-to-face meetings, telephone and videoconferencing; and written including letters, emails, memos and reports (Fowler, 2005). 3 Receiver These messages are delivered to an audience. No doubt, you have in mind the actions or reactions you hope our message prompts from this audience. Keep in mind, your audience also enters into the communication process with ideas and feelings that will undoubtly influence their understanding. Your audience will provide you with feedback, verbal and nonverbal reactions to your communicated message.Pay close attention to this feedback as it is crucial to ensuring the audience understood your message (Fowler, 2005). Context The words or phrases or passages that come before and after a particular word or passage in a speech or piece of writing and help to explain it's full meaning (Encarta, 2005). Feedback Comments in the form of opinions about the reactions to something intended to provide useful information for future decisions and development (Fowler, 2005). A literature review was completed to determine the importance of internal communication within the work environment. Review of literatureIn every society, humans have developed spoken and written language as a means of sharing messages and meanings. The most common form of daily communication is interpersonal- that is, face-to-face, at the same time and in the same place (Encarta, 2005). Communication barriers can pop-up at every stage of the communication process (which consists of sender, message, channel, receiver, feedback and context) and have the potential to create misunderstanding and confusion. To be an effective communicator and to get your point across without misunderstanding and confusion, your goal should be to 4 essen the frequency of these barriers at each stage of this process with clear, concise, accurate, well planne d communications (Fowler & Manktelow, 2005). Communication, the heart of business, is the most important of all entrepreneurial skills. The destiny of the business depends on the quality of your relationships. Your ability to transmit information helps both clients and employees feel they can communicate with and ultimately trust you (Black Enterprise, Charles, 1998, pg 116). Internal communication is more important today than in previous years partly because the business and market conditions are more complex.There is a lot of information in the marketplace and it's crucial that employees understand it. The development of a strategic internal communication strategy and its implementation can provide a number of benefits to organizations, such as keeping employees motivated and engaged, and sharing clear, consistent messages with employees in a timely manner. Personal relationship is what organizations are all about -or should be. An organization, whatever its size, mission, or moti ve is merely a collection of people assembled to pursue a common objective.An organization functions through its people, who in turn function through communication (Brennan, 1974). Employees have their own sources, their own information system, separate from the management channels. These usually carry the news ahead of communications from management. Not that the employee network is flawless. That system transmits information indiscriminately- Fragments, Rumors, Gossip. It may not always operate in the best interests of the organization, but it does provide a check-point when management fantasies are disguised as information.Furthermore, it enables employees to participate in the communication process, and it fills their need for information which at least seems to come from a credible source: another employee (Brennan, 1974). Employees, like all people, require outlets for their thoughts and feelings. And they find them. So don't arbitrarily assume that the relative absence of emp loyee complaints is a positive sign. Employees may be expressing themselves through other channels: meetings with fellow employees, union representatives, government agents; or through passiveaggressive behavior such as work slowdowns, carelessness, tardiness, absenteeism, and apathy.These can be symptoms that employees feel other means of participation are unavailable to them (Brennan, 1974). 5 The skill of listening becomes extremely important when we talk about â€Å"upward communication. † There are many avenues through which management can send messages downward through a business organization, but there are few avenues for movement of information in the upward direction (Nichols & Stevens, 1999). Many popular theories on workplace communication focus on the differences between men and women, suggesting that the sexual divide causes communication to break down. Women are seen as being more empathetic and oblique than men.Other variables that cause people to mix their mes sages include differences in age, culture, and socioeconomic background. Some tips to help managers bridge any communication gap were (Fortune 1994): 1. Listen actively for the subtext of people's words. 2. Persuade rather than command. 3. Target your words to your audience. 4. React to content, not to people's manner of expressing themselves. 5. Let people know that criticism is welcome. 6. Make your intentions clear before acting. 7. Assume that people take responsibility for what they say. By successfully getting your message across, you convey your thoughts and ideas effectively.When not successful, the thoughts and ideas that you convey do not necessarily reflect your own, causing a communications breakdown and creating roadblocks that stand in the way of your goals-both personally and professionally (Fowler & Mankelow, 2005). In the workplace, supervisors and their employees have opportunities to develop nonthreatening, mutually rewarding relationships. These can be quite cond ucive to individual and corporate health. They are akin to what in our personal life we call meaningful relationships. Supervisors who attain such relationships with employees are said to practice â€Å"positive human relations. True. But it's done through communication. (Brennan, 1974). 6 Methodology of procedures Methodology can properly refer to the theoretical analysis of the methods appropriate to a field of study or to the body of methods and principles particular to a branch of knowledge. Methodology has been increasingly used as a pretentious substitute for method in scientific and technical contexts. â€Å"Methodology† is a system of precise rules and procedures on which research is based and against which claims for knowledge and evaluation. Research and DesignA quantitative research methodology was used for the research to determine if there was a communication gap within the organization. A multiple choice single answered survey was distributed to the lower-level employees. A survey can be a powerful tool to improve communication between different parts of an organization. Surveys are especially useful for establishing upward communication links from lower-level employees to management. Population The survey was distributed to lower-level employees who are within the organization. The participant's involved included males and females with 6 weeks to 20 years of experience within the organization.A total of 20 surveys were completed. The participants were informed per instructions on the survey and through face-to-face conversation that their participation was voluntary and the answers in which they chose would remain confidential, with the exception of the final results from all the participants. Sample The research was conducted within Administrative Buildings of Shahjalal University of Science and Technology, located in Sylhet, Bangladesh. The organization has an 7 estimated 300 staff which are located in three separate buildings. The adm inistration is divided into some units and each unit has one supervisor.The subordinates report to the supervisors. Instrumentation The survey consisted of ten multiple choices single answer questions and one open ended question. The participants were asked single answer questions to discover whether or not there was an internal communication gap between supervisors and the subordinates within the organization, to determine the subject's perception of their immediate supervisors level of communication and to identify the ways in which employees usually receive most of their information. The survey was distributed to the employees by the researcher via face-to-face contact.The researcher chose face- to-face contact because it gave the participants the opportunity to ask questions and to have a visual picture of whom and where to return the surveys. Data collecting and recording A Microsoft program, Excel was used to determine the percentage rate of each answer given by the participan ts. Limitations of the study The limitations of this study were that the researcher could not distribute the surveys to forty-three employees. Some employees were not available to complete the survey due to absenteeism (vacation, personal time, sick, etc). The employees are so much busy so they cannot provide me to give information.Time is not sufficient to gain practical knowledge and prepare a report. I have no proper experience to do this kind of report. So, inexperience creates obstacle to follow the systematic and logical research methodology. 8 Analysis Findings The present study was designed to determine whether or not there were an internal communication gap that existed between the subordinates and the supervisors. The three objectives of this study were to: 4. Discover whether or not there is an internal communication gap between supervisors and representatives within the organization. . Determine the subject's perception of their immediate supervisor’s level of com munication. 6. Identify the ways in which employees usually receive most of their information. The representatives responded to questions regarding the communication within their organization. To the contrary, the result suggests that 5% of the representatives were neutral regarding the overall satisfaction of communication within this organization, 80% were very satisfied, 15% were satisfied and no one indicated that they were dissatisfied.Although majority of the representatives were very satisfied so 60% thought the organization kept them fully informed and no one indicated that the organization gave them a limited amount of information, 35% thought that they were fairly well informed, 5% answer was unclear. When asked how would you rate your supervisor's communication skills, 80% indicated excellent and 20% marked that their supervisor communicated very good. Also, 35% indicated that whenever there was change within the organization their supervisors inform them most of the time . A 60% response was given to the supervisors informing them all the time.Like many organizations, the majority (90%) of the representatives indicated that they received most of their information through their supervisor. The overall result of the survey indicates that there does not appear to be a lack of communication between the subordinates and the superiors. 9 Results Table 1: Which best describes your impression of communications within this organization? Item Response Frequency % Keeps us fully informed 14 70 Keeps us fairly well informed 3 15 Keeps us adequately informed 2 10 Gives us only a limited amount of Information 0 0 Doesn't tell us much at all about what is going on 0 Answer was unclear 1 5 N=20 0% Figure 1: impression of communications within this organization. 10 5% Answer were unclear 0% Doesn't tell us what is going on 10% Adequately informed Fairly well informed 15% Limited amount of information 70% Fully informed 80% 70% 60% 50% 40% 30% 20% 10% 0% Table 2: How do you feel about the information you receive? Item Response Frequency % I can almost always believe it 14 70 I can usually believe it 3 15 I can believe it about half the time 2 10 I usually can't believe it 1 5 Frequency % Strongly Agree 16 80 Agree 3 15 Neutral 1 5 Strongly Disagree 0 0 N=20Table 3: I have the information I need to do my job. Item Response N=20 11 Table 4: How would you rate your supervisor's communication skills? Item Response Frequency % Excellent 16 80 Very good 4 20 Good 0 0 Fair 0 0 Poor 0 0 Unclear answer 0 0 N=20 20% Excellent Very Good 80% Figure 2: Supervisor's communication skills. 12 Table 5: Overall, how satisfied are you with the communications within this organization? Item Response Frequency % Very satisfied 16 80 Satisfied 3 15 Neutral 1 5 Very dissatisfied 0 0 Unable to identify answer 0 0 N=20 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 80% 15% 5% Very Satisfied Satisfied NeutralFigure 3: Overall satisfaction of communications within the organizatio n. 13 Table 6: From which of the following sources do you usually receive most of your information? Item Response Frequency % Grapevine 0 0 Bulletin Board 0 0 My supervisor 18 90 Group meetings 0 0 Organizational Programs 0 0 Organizational emails 0 0 Multiple answers 2 10 N=20 Table 7: I feel confident that management considers my ideas and/or concerns. Item Response Frequency % All the time 8 40 Some of the time 12 60 Undecided 0 0 Almost never 0 0 Never 0 0 N=20 14 Table 8: Whenever there is a change within the organization, my supervisor Item Response Frequency Always inform me 12 60 Inform me most of the time 7 35 Almost never informs me 0 0 Never informs me 0 0 Unable to identify answer 1 5 N=20 Table 9: The information that I receive from my supervisor is consistent with the information received from other supervisors. Item Response Frequency % Strongly Agree 15 75 Agree 5 25 Neutral 0 0 Disagree 0 0 Strongly Disagree 0 0 N=20 15 What topics do you feel are important for you to know more about and would like the organization to inform you during future communications? Answer: ? Policy and/or procedural changes ? Future and/or general changes that are coming and how to prepare for it ?Correct procedures for completing work correctly ? Adequate training for job changes ? Training and/or how to use new programs ? Overtime and/or for special projects ? All information that can help improve goals and job skills ? New updates within the system ? Legitimate reasons why things cannot be updated or corrected ? More feedback on the quality and quantity of work completed. ? Information regarding promotions ? Information regarding other departments. 16 Conclusions Communication is very important in every aspect of our lives. In order for any relationship to work properly we have to learn to communicate effectively with each other.The fact still remains that in order for any business whether entrepreneur, partnerships or corporate offices to succeed we have to commu nicate with someone to voice our ideas and/or concerns. The literature review addressed the importance of internal communication. It provided the researcher with background information on the different ways and the different styles of communication. Needless to say, face-to-face communication seemed to remain the number one style of communicating within organizations. Based upon the answers given on the survey, most people were thought that the communication was satisfactory within the organization.Majority of the participants also felt that their supervisor communication skills were excellent. 17 Recommendations The researcher would recommend for future research that the survey exclude any neutral options. Although by eliminating this option it forces the participants to answer one way or the other. The researcher believes that you will get more precise answers. The supervisors can also following communication techniques can be used to increase the level of internal communication i n the organization and therefore the level of the organizational efficiency (Fishman, 2000). 1. Share information with employees whenever possible.One of the most sensitive areas in management involves how much company information should be shared with employees. Many feel that information should be given on a need-to-know basis. 2. Find out if those listening to you hear what you say and interpret it correctly. One way of doing this is to ask questions that will show the understanding level of those with whom you are speaking. 18 References 1. Alessandra, T & Hunsaker, P. (1993). Communication at Work. Fireside, Simon & Schuster, New York, NY. 2. Brennan, J. (1 974). The Conscious Communicator; making communication work in the workplace. Addison-Wesley Publishing Co. Reading, MA. . MSN Encarta Premium (2005). Retrieved May 2005 from http:// www. msn. com. , accessed on 15. 12. 2011. 4. Retrieved from, http://www. communicationintheworkplace. net/, accessed on 15. 12. 2011. 5. Retri eved from, http://www. buzzle. com/articles/importance-of-communication-inthe-workplace. html, accessed on 18. 12. 2011. 6. Retrieved from, http://www4. ncsu. edu/~crmiller/Publications/ATTW03. pdf, accessed on 18. 12. 2011. 7. Retrieved from, http://www2. uwstout. edu/content/lib/thesis/2005/2005mallett hamerb. pdf, accessed on 20. 12. 2011. 8. Retrieved from,http://www. lisc. org/docs/resources/experts/2007/eo_2007_03_07. df, accessed on 22. 12. 2011. 9. Retrieved from, http://www. google. com/#sclient=psyab&hl=en&source=hp&q=communication+in+t he+workplace+ppt&oq=communicaton+in+the+workplace+&aq=3&aqi=g10&aql=& gs_sm=c&gs_upl=7599l8963l0l11145l8l6l0l0l0l5l766l3816l55. 1l6l0&bav=on. 2,or. r_ gc. r_pw. ,cf. osb&fp=55dcc7523cfd78c6&biw=1024&bih=577, accessed on 23. 12. 2011. 10. Retrieved from, http://www. managementskillsadvisor. com/effective-communicationin-the-workplace. html, accessed on 23. 12. 2011. 19 Appendix Survey Questions Please fill in the answer that best fit your ex perience when dealing with communication within this organization. . Which best describes your impression of communications within this organization? ? Keeps us fully informed ? Keeps us fairly well informed ? Keeps us adequately informed ? Gives us only a limited amount of Information ? Doesn't tell us much at all about what is going on ? Answer was unclear 2. How do you feel about the information you receive? ? I can almost always believe it. ? I can usually believe it. ? I can believe it about half the time. ? I usually can't believe it. 3. I have the information I need to do my job. ? Strongly Agree ? Agree ? Neutral ? Strongly Disagree 20 4.How would you rate your supervisor's communication skills? ? Excellent ? Very good ? Good ? Fair ? Poor ? Unclear answer 5. Overall, how satisfied are you with the communications within this organization? ? Very satisfied ? Satisfied ? Neutral ? Very dissatisfied ? Unable to identify answer 6. From which of the following sources do you usual ly receive most of your information? ? Grapevine ? Bulletin Board ? Company Newsletter (Intranet) ? My supervisor ? Unit leader ? Group meetings ? Company Programs ? Company emails ? Multiple answers 21 7. I feel confident that management considers my ideas and/or concerns. All the time ? Some of the time ? Undecided ? Almost never ? Never 8. Whenever there is a change within the organization, my supervisor ? Always inform me ? Inform me most of the time ? Almost never informs me ? Never informs me ? Unable to identify answer 9. The information that I receive from my supervisor is consistent with the information received from other supervisors. ? Strongly Agree ? Agree ? Neutral ? Disagree ? Strongly Disagree 10. What topics do you feel are important for you to know more about and would like the organization to inform you during future communications? 22

Social Theories in Conflict and Examples of Application

Social Theories in Conflict and Examples of Application Introduction Conflict is part of human existence. Theories expounded by scholars and theorists state that conflicts are the result of human needs not being met, or as a result of competition. When these needs are addressed to, conflicts lose significance. There are a number of theories discussed in this essay and most delve on the interconnectivity of society and the individual members.Advertising We will write a custom research paper sample on Social Theories in Conflict and Examples of Application specifically for you for only $16.05 $11/page Learn More Paramount is the study of Lewis Coser which states that conflicts have a positive effect on society. Historical events relate that social groups are strengthened by conflict. Conflict and social upheaval are common in history. Oppression characterizes historical events. If there was no conflict, it would have been very difficult to write history because history is filled with conflicts of tribes and peoples , kings and their dominions, and nation states against nation states. People and organizations deal with conflict day in and day out. Human nature is complicated; it is filled with emotions and feelings which can be the cause of conflicts. In an organization, there are complexities, errors, and successes, because organizations are manned by humans. We are not governed by theories but we formulate these theories out of our experiences and continued socialization. In the course of time, these theories seem to rule over our behavior and activities. In our socializing activities, we commit errors which are a part of our behavior in making judgments, interpretations, assumptions, and beliefs about our social world, the people within it, and our place in it. This essay will try to delve on the many aspects of conflict, but most especially on the theories of conflict, and on the why and the how of conflicts encountered by man. The Theories Human Needs Theory – John Burton (1990) The theory states that conflicts are caused by human needs that are not met. These needs can be psychological, social, economic, political, etc. The needs and problems of the people involved in conflicts have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved. Another argument by Burton and Dukes (1990 as cited in Anyanwu, 2009, p. 58) states that satisfying human needs seems to be present in all conflicts although there are many kinds of conflicts.Advertising Looking for research paper on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Common to the Human Needs theory are selfs of Application specifically for you for only $16.05 $11/page Learn More Muzafer Sherif (1961, as cited in Goldstein, 1994, p. 98) and his research team conducted studies on the causes of intergroup competition. The research was known a s the summer camp studies. They recruited 24 12-year-old boys who came from middle-class families. The boys were not informed of the experiment; instead they were told that it was just a summer camp. The Researchers planned the experiment to be in three stages including group formation, conflict between the groups, and reduction of the conflict. The first stage involved transporting the boys into two separate groups and classifying them according to their psychological and physical characteristics, and separating those who were friends. Inside the camp, the two groups were separated from each other in two distant locations, avoiding possible contact with each other. Activities for the boys involved athletics, hiking, camping, swimming, and developing group structure. Toward the end of the first week, the two groups realized that they were sharing the same facilities and were beginning to exhibit a different kind of behaviour against the rival group. The two groups were now aiming fo r competition. The Researchers staged the games of baseball, tug-of-war and other contests, increasing the tension among the boys, until it escalated into verbal insults and other hostilities. Throughout the period, the attitudes of the two groups became more hostile but were cohesive towards their own team. More activities or experiments, disguised as games, were conducted by the Researchers, and each time the boys showed bias toward their own group. When they were asked to indicate their best friends, they chose their co-members of the group when in reality their best friends before they were brought to the camp were those from the opposite group. The experimenters created instances where the two groups could cooperate with each other and this was when they had to pool their money for a movie that they all wanted to see. Another was for all to help in rescuing the water truck when it got stuck. All other activities involved interdependency for the two groups. The result was that t here was a reduction in hostility. (Goldstein, 1994, pp. 98-9) Team development is designed to improve the effectiveness of team members with interdependent jobs, where effectiveness refers to managing problems and accomplishing group goals. The experiment proved that behaviour of groups could escalate conflict and how easily hostilities can form. The experimenters designed tasks wherein the two groups had no other recourse except to help each other.Advertising Looking for research paper on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Functionalism – Emily Durkheim and Talcott Parsons (1902-1979) This is sometimes known as ‘the society perspective’ or the ‘social-system perspective’. The original work of the French sociologist Emile Durkheim links this theory to the existing system at the time, but it was provided further study by the American sociologist Talcott Parsons. This theory was dominant in the United States during the period 1940s to the 1960s. It gained wide prominence but soon waned down although insights for this theory are linked to the existing social issues. According to this theory, human nature is irrational and self-centred. (Willis, 1996, p. 117) Society has a great influence to the order of things and can prevent the escalation of conflict and war. Willis (1996, p. 117) describes the tension between society and the individual members: ‘ the civilizing influence of society keeps irrationality in check, and individuals do not actively create social lives b ut are products of the external society. Individuals can be free and happy only within the confines set up by society.’ In this theory, society has a great influence on the individual members. It can be said that society comes first and the interest of the majority is ahead of the interest of the individual members. The studies of Frederick Taylor are somehow linked to the society-individual interaction in the functionalism theory. He defined work in terms of the specified tasks designed for the workers to follow, and with no chance of freedom or judgment left on the part of the workers. There is no motivation during those early years of industrialization, which is the basis of Taylor’s theory. (Luecke Hall, 2006, p. 18) Another is that of the social scientist Douglas McGregor who formulated the Theory X and Theory Y approach to management. Managers who embrace Theory X have two motivational tools: the carrot and stick – greed and fear. Theory X sees the boss a s prodding the employees, exerting too much control in the workplace. Theory Y assumes that when people are motivated, they accomplish goals. Workers become productive when they are motivated: to be a part of the team, or to be a part-owner of the organisation, and to be creative in their work. (Fournies, 1999, p. 34) Social Conflict Theory – Karl Marx and Friedrich Engels An important figure in conflict theory is Karl Marx whose work remains important to the understanding of how capitalist and modern society works. Marx’s ideas were revolutionary and a source of great change in a rapidly changing social order. It was known as a revolution within a revolution. Karl Marx and Friedrich Engels focused their theory of the social conflict on the worker and the owner of production, and the so-called class struggle. They both popularized their theory at the height of the industrial revolution. During this time, there were two groups emerging in society – the moneyed cl ass or the bourgeoisie and the workers or the proletariat. (Sociology Guide, 2010) Karl Marx wrote that the worker was used for production, to make goods or commodities and profits. But as his production increased, his being and humanity were disregarded. He became poorer and also was transformed into a commodity, a cheap commodity. As this commodity increased in value, he became devalued in the process. The worker worked for the goods which had more value than him. As the worker continued to struggle, society broke up into classes which were hostile to one another, and the creation of the proletariat and the bourgeoisie. (Randall, 1964) Marx’s focus on class struggles states that the worker has become ‘objectified’. He is made a tool to produce more goods or commodities, and the more he produces commodities, the more he is reduced or lowered. He becomes an instrument for profit; the capitalist rejoices over his job. The worker is reduced to the lowest serf, only being used for the advancement of money, capital, and more profits. (Marx and Engels Internet Archive, n.d.) On the other hand, the powerful and the moneyed class impose their will on the proletariat purposely to preserve everything they have – their power, wealth and even their culture. But Marx says the workers can make themselves powerful if they unite. Marx’s theory is still applicable today. The rich and powerful use their money and power to impose their will upon the poverty-stricken majority, and to preserve their wealth. In the modern world, society is always in a state of conflict because various groups or nation states keep on imposing their will on other groups or states. The powers that be impose their will on the majority, purposely to preserve their wealth and power. (Siegel Welsh, 2009, pp. 164-5) Nevertheless, conflict can offer a positive experience. This was explained by Lewis Coser (cited in Melchin Picard, p. 29) who linked his arguments to the w orks of Hegel and Marx. Coser was interested in the change that society was undergoing and how conflict affected the change. He had broader ideas on social health; he explained that conflict had a lot to do with social change and indeed it had a positive effect on society, i.e. social groups were strengthened by conflict. Conflict balanced the equilibrium. Hegel and Marx developed the theories on conflict as it affects society. Conflict and upheaval are common in history and they are not destructive but the source of strength or vitality. The positive thing about conflict is that history is not all about harmony but about oppression and the forces and activities to counter oppression. (Melchin Picard, 2008, pp. 29-30) Social Darwinism – Charles Darwin It is said that when psychology was still at its early stage, three theorists dominated the scene of debates and discussion – Darwin, Marx, and Freud. These three intelligent personalities influenced the thinking and wri tings of the early social psychologists. Darwin popularized the concept of â€Å"survival of the fittest†: that living things and everything in nature is at war, organisms fight against each other or against the rest of nature and the strongest can survive. (Deutsch, 2006, p. 13) Darwin’s theory focuses on the evolution of the species but the term evolution itself connotes conflict: there is a continuing conflict in living organisms that it seems evolution is all about conflict. Social Darwinism, on the other hand, is more of a vulgarization of the original theory of Darwin’s because it provided reason for other terms to evolve, such as racism, sexism, superiority of another group or class, and conflicts. The ideas of â€Å"survival of the fittest† and those of evolution are now misapplied to social groups which explain the vulgarization part. (Deutsch, 2006, p. 14) Imperialism has been rationalized with this concept. The powerful continue to oppress the less fortunate, or perhaps the working class. But Marx says that the working class can always unite and become powerful. This is the reason why he formulated the concept of communism – to help the class struggle of the working class. Social Darwinism started to emerge in the mid 1920s. But it declined during the popularity of the concepts of Marx’s class struggle. From the waning of the concept of Social Darwinism, emerged the phenomena of war and inter-group hostility. Postmodern Social Theory – George Ritzer and Douglas Goodman The heart of the modern theory is the belief that society can become a better group of people through a revelation of the hidden processes of the past. According to this theory society is a product of past events which can be said as historical accidents and not intentioned activities by personalities or heroes. This theory has two approaches, the modern and the postmodern. (Turner, 2006, p. 151) Postmodern focuses on contingency, for i nstance, scepticism or rejection of universality; rhetoric and a focus on what is irrational. These are emphasized so that it can lead to something which is the contrary, or to lead to some alternatives, and not the usual or traditional methods. Game Theory and Economic Behavior – Von Neumann and Morgenstern (1944, as cited in Deutsch, 2006, p. 16) The Game Theory, as explained by von Neumann and Morgenstern, emphasized on the interdependence of interests of the opposing parties. The theory also formulated mathematical solutions to conflicts through the zero-sum games, but it also emphasized that cooperative and competitive interests are interwoven in conflict. Deutsch (2006) states that conflicts were a mix of cooperative and competitive processes. The cooperative factors were opposed to the common idea at that time that conflicts were purely competitive struggle. Symbolic Interactionism – Sheldon Stryker Symbolic Interactionism is important in sociology as it connote s functions and roles of individuals in society. The theory was developed in the 18th to mid-20th century and its emphasis is on the role theory. This is somehow linked to Functionalism as individual roles are linked to society. (Stryker, 2006, p. 211) Individual members of society have particular roles or functions and if something goes wrong, conflict occurs and can be interpreted as poor role performance. Stryker (2006, p. 211) correlates the traditional symbolic interactionism to the role theory where everyone in society has a filling role to play, for instance as child, parent, teacher, politician, etc. Functionalism and symbolic interactionism have synonymous meanings. Conclusion Conflict theories link society and individual members. As stated in the introduction, conflict is a part of human existence, and history could not have been written without conflicts. There are conflicts within us or inside us, our relations and interactions with others and the society as a whole, and , above all, war or conflicts between nation states, ethnic or tribal wars, etc. Conflict is a human phenomenon. This is how we are made – our innate personality and, to speak religiously, the seeming ‘restlessness’ of the human soul. Conflict begins inside us because of our unique personalities. It springs to our early relationship with family members, the basic unit of society, then onto society. But conflict is not at all ‘bad’ for us and our interaction with society. Since conflict and social upheaval are a part of history, history could not have been written without conflict. Our conclusion goes back to Lewis Coser (in the introduction) who states that conflicts have a positive effect on society. Laws and policies of groups, tribes, nation states and governments have been written and imposed because of conflicts – and to avoid conflicts. . Functions and roles of individuals in society are emphasized in some theoretical perspective, for ex ample in functionalism. We are linked to the community where we assume different roles. At home or at school, in the office or organization, we play different roles. Some are children, others are parents, some play the role of teachers, supervisors, employers or managers. Conflict occurs if we don’t play our roles accordingly. Conflicts help individuals find solutions. Managers realize the importance of conflict and competition; it helps them find ways to improve their business, although in a larger sense they tend to avoid conflict and competition. When the level of conflict is too low, which means the people in an organization tend to avoid conflict – they are content with how things are going on and how they appear to be. This should not be so because conflicts lead people to finding new ways and be creative. References Anyanwu, C. N. (2009). Creative strategies for conflict management community building. Indiana, U.S.A.: Authorhouse. P. 58. Armstrong, M. (1998). M anaging people: a practical guide for line managers. London: Kogan Page Limited. Deutsch, M. (2006). Introduction. In M. Deutsch, P. T. Coleman, E. C. Marcus (Eds.). The handbook of conflict resolution: theory and practice, second edition. San Francisco, California: John Wiley Sons, Inc. pp. 1-4. Firth, D. (2002). Life and work express. United Kingdom: Capstone Publishing. pp. 85-6. Fournies, F. (1999). Coaching for improved work performance. New York: McGraw-Hill. p. 34. Goldstein, A. P. (1994). The ecology of aggression. New York: Plenum Press. pp. 97-9. Kopelman, R. E., Prottas, D. J., Thompson, C. A., Jahn, E. W. (2006). A Multilevel Examination of Work-Life Practices: Is More Always Better? Journal of Managerial Issues, 18(2), p. 233. Luecke, R. Hall, B. (2006). Performance management: measure and improve the effectiveness of your employees. United States of America: Harvard Business School Publishing Corporation. p. 18. Marx and Engels Internet Archive (n.d.). Economic and philosophical manuscripts of 1844, Karl Marx: Estranged Labour XXII. Web. Maslow, A. H. (1943). A theory of human motivation. In G. Goble, The third force: the psychology of Abraham Maslow, pp. 233-6. USA: Zorba Press. Melchin, K. R. Picard, C. (2008). Transforming conflict through insight. Toronto: University of Toronto Press Incorporated. pp. 29-30. Randall, F. B. (1964). The Communist Manifesto, Karl Marx and Friedrich Engels. New York: Simon Schuster Inc. Siegel, L. J. Welsh, B. C. (2009). Juvenile delinquency: theory, practice and law. Belmont, California: Cengage Learning. pp. 164-5. Sociology Guide (2010). Conflict theories. Web. Stryker, S. (2006). Traditional symbolic interactionism, role theory, and structural symbolic interactionism: the road to identity theory. In: J. H. Turner (Ed.), Handbook of sociological theory, p. 211. United States of America: Springer. Turner, J. H. (2006). Handbook of sociological theory. United States of America: Springer. p. 151. Webster, R. E. (2006). CLEP introduction to educational psychology. New Jersey, United States of America: Research Education Association. p. 84. Willis, E. (1996). The sociological quest: an introduction to the study of social life. New Brunswick, New Jersey: Rutgers University Press. p. 117.

Bukidnon Deer Park and Wildlife Center Reaction Paper Essay Example for Free

Bukidnon Deer Park and Wildlife Center Reaction Paper Essay On August 26, 2012 I visited the Bukidnon Deer Park and Wildlife Center located at San Miguel, Maramag, Bukidnon. The purpose of the trip was to look at some fascinating wild animals that live from different parts of the world and to learn more about them. The first animals I visited were the mammals. Mammals are class of warm-blooded vertebrate animals that have, in the female, milk-secreting organs for feeding the young. The animals available at the park that represents this class were the Long-tailed Macaques (Macaca fascicularis), Palawan Bear Cat (Arctictus binturong), Common Palm Civet (Paradoxuros hermaphrodites), Balabac Mouse Deer (Tragulus nigricans), Leopard Cat (Pronailarus bengalensis), Philippine Mouse Deer (Cervus marianus), and lastly the Wild Pig (Sus philippinensis). After we have visited the mammals we then go straight to the Aves. But on the way to the Aves we came along to pass by the Japanese Koi (Cyprinus carpio). These are carps with red-gold or white coloring, kept as an aquarium or ornamental pond fish, native in Japan. They were so fun to watch. Finally we arrive where the Aves are caged. Aves are two-legged, warm-blooded animals with wings, a beak, and body covered with feathers. These animals lay eggs from which their young hatch, and most of the species can fly. The animals available at the park that represents this class were the Philippine Serpent Eagle (Spilornis holospilus), Brahminy Kite (Haliastur indicus), Single-wattled Cassowary (Casuarius unappendiculatus), Dwarf Cassowary (Cassuarius bennetti), Indian Blue Peafowl (Pavo cristatus), Indian Ringneck Parakeet (Psittacula krameri), Blue-naped Parrot (Tanygnathus lucionensis), Pied Imperial Pigoen (Ducula bicolor), Nicobar Pigeon (Caleonas nicobarica), Golden Pheasant (Chrysolophus pictus), Spotted Imperial Pigeon (Ducula carola), Lady Amherst Pheasant (Chrysolophus amherstiae), Blacked-chinned Fruit Dove (Ptilinopus leclancheri), True Silver Pheasant (Lophura nycthemera), Mindanao Rofous Hornbill (Buceros hydrocorax mindanensis), Visayan Hornbill (Penelopide panini ), and lastly the African Ostrich (Struthio camelius) which I liked the most because of its beautiful eyes and long eyelashes. Ostrich is also the largest and fastest living bird. It is a two-toed fast-running bird with a long bare neck, small head, and fluffy dropping feathers. But sad to say, it cannot fly. The third and last animal I visited were the reptiles. Reptiles are animals with tough, dry skin covered with horny scales. Reptiles are vertebrates – animals with backbone. They share characteristics common to other vertebrates – fish, amphibians, birds, and mammals. But reptiles display a unique combination of characteristics that distinguishes them from other vertebrates. Like amphibians, modern reptiles are cold-blooded, or ectothermic. This means that they are unable to produce their own body heat, so they rely on the sun for body warmth, and much of their behavior is directed toward regulating their body temperature. Some of the most widespread living reptiles are turtles, lizards, snakes, crocodiles, and alligators. The park only exhibit crocodiles among the class reptilian. They have the Saltwater Crocodile (Crocodylus porosus), and the Philippine Crocodile (Crocodylus mindorensis). The Bukidnon Deer Park and Wildlife Center helped for the maintenance of these wild animals that are near to endangerment and they also hatch eggs and do breeding for these animals to survive in this cruel world. This is very important so that our next generation can still see this wonderful creatures and gain knowledge at them. Bukidnon Deer Park and Wildlife Center Reaction Paper. (2016, Nov 27). We have essays on the following topics that may be of interest to you

Project Management Essay Example | Topics and Well Written Essays - 1250 words - 1

Project Management - Essay Example Carly's ability to become an effective group leader is definitely in question since according to the other team members she is the real reason for the conflict and not Morris as she claimed. I feel she was using Morris as an excuse to divert responsibility for not completing project tasks in a timely manner. As an individual Carly must work on improving her management and communications skills as well as improve her emotional intelligence since this situation was completely avoidable. I think her mistakes and dysfunctional emotional conflict with Morris might have been the main contributing factor for the project delays and lack of group cohesiveness. 2) I think Carly was being blinded by her own emotions and insecurities. From what the other team members mentioned they felt that she was treating Morris unfairly as compared to other team members. Since the other team members felt Morris was not causing any problems there was no real reason or excuse for her to confront. The reality w as that Carly was the root of the conflict and not vice versa (Umsl). I think that Carly would benefit from having a one to one conversation with Morris in order to vent out her concerns and fears. As an individual Carly needs to figure out ways to better communicate her emotions without falling into destructive patterns or behaviors that only create unnecessary conflicts and misunderstandings. Morris would probably be shocked, but not necessarily surprised by some the fabrications or negative ideas that Carly probably harbors about him. He would probably be more open to keeping the lines of communication open between team members in order to resolve underlying conflicts that will continue to affect team performance if the underlying causes for the conflict are not addressed. 3) Overall there is a definite lack of group cohesiveness between all team members not just Carly and Morris. The lack of open lines of communication between team members is an overall symptom of the underlying tensions and climate of mistrust that Carly as a team project leader has created. Since the team members were aware of Carly's unfair treatment towards one of the team members, their responsibility as a group was to address the problem directly and not let an individual team member's actions negatively affect the overall group performance. As a functional team all members are responsible for team performance, they as a functional group should have discussed ways to address the issue and resolve the underlying dysfunctional conflicts for the benefit of the whole. I think that the group would benefit from participating in a one day conflict management and effective communication seminar in order to empower, educate, and provide all team members with the knowledge and a set of tools to better deal with all types of functional and dysfunctional conflicts that are commonly encountered in group settings. During the seminar the expert speaker and psychologist could have a short 15 minute individual session with all team