Tribute Speech free essay sample

Tribute Speech Sample I. Introduction A. Attention Statement â€Å"Life is the sum of your choices. † That quote by Albert Camus, a Nobel Prize-winning novelist, is vividly brought to life in the story of one particular man I know. B. Subject or Thesis Statement I would like to share with you someone in my life who has influenced me greatly, my father, Fred Nameless. C. Point Preview My father is a self-sacrificing man, who is authentic in all of his dealings with others. However, in keeping with his authenticity, he tends to be impulsive. D.Significance of Subject It is because of his example, that I carefully consider the choices I make as a parent; knowing I can dramatically affect the lives of my children through my choices and characteristics. II. Main Point One A. Subject Statement Fred’s characteristic of sacrificing his time and energy for others was quite authentic – he was never trying to gain anything for himself. We will write a custom essay sample on Tribute Speech or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page B. Illustration (2 positives with one illustration only) I look back now and remember a scene that played itself out many times when I was a teenager.I see a man in his thirties who just wants to relax at the end of his day of work and familial responsibility. One by one each of my three younger siblings go off to bed. As the 10:00 news wraps up, I know that if I want to talk to him, now is the time; I certainly wasn’t going to get up at 4am to talk to him before he went to work. â€Å"Dad, can I talk to you about something? † Every time, he would give me his full attention, and I would begin to discuss whatever was on my mind that day.The topics ranged from expanding curfews to school subjects, to grand philosophical questions. No matter what the topic or how late the conversation went, he sacrificed his time and his sleep, without ever making me feel like I was an inconvenience. He did not do this because he felt he should or to be a â€Å"good† parent, he did it because he wanted to. Our conversations were genuine, and he talked to me as a peer, as much as any person possibly can when talking to a teenager. C. Summary StatementSo as we have seen, my father was self-sacrificing and authentic. D. Transition Statement However, often a positive trait manifests itself in a negative fashion; as was the case with my father. III. Main Point Two A. Subject Statement His authenticity, being true to himself, often led him to impulsiveness. B. Illustration (1 negative with one illustration only) Some of the consequences for Fred’s actions fizzled out after a short time and left us with many entertaining stories; but other consequences were huge and could not be undone.For example, he was working as a policeman in Gary, Indiana under Mayor Richard Hatch during the seventies. (Mayor Hatch was a notoriously corrupt. It wasn’t until I took History 102 here at Palomar and learned that he had placed armed men at the polls to intimidate voters that I realized how corrupt he was. ) One day, when my father saw the mayor come out of the city offices with his two bodyguards, he approached them and asked the bodyguards if they had permits for the weapons they were carrying. When they said they did not, he arrested them.The entertaining story that came from this is that for his â€Å"punishment†, his superiors put him on traffic duty, where he immediately bought a clown nose and Clarabelle horn and danced around i n the intersection directing traffic. The serious side of the story is that the political ramifications of this single choice led to my father being convicted on trumped up drug trafficking charges that sent him to prison for 3 years. Although he was later exonerated when the FBI did a full investigation into this and other matters regarding Mayor Hatch, the consequence to our family was huge. C. Summary StatementToday we have looked at someone who has influenced my life greatly through his characteristics and his choices, my father, Fred Nameless. B. Post Point Review We have seen that he was a very authentic person who could be self-sacrificing and yet tended to be impulsive. C. Significance of Subject The impact of living through the consequences of my father’s decisions has taught me to consider more fully the consequences of my own actions – before I act. D. Wraparound To Mr. Camus’ quote that our life is the sum of our choices, I would like to add that the choices of others are often included in the sum as well.

Speaking Of Eponyms

Speaking Of Eponyms Speaking Of Eponyms Speaking Of Eponyms By Sharon My first introduction to the concept of eponyms was in high school. My English teacher talked about the eponymous heroine, meaning the protagonist after whom the book was named. Examples include Jane Eyre and Silas Marner. An eponym is a word that is formed from the name of a person. A famous example is the word sandwich, named after the Earl of Sandwich, but there are hundreds more. We seem to like this type of word association and eponyms crop up in all fields. Here are some examples: Laws Asimovs Three Laws Of Robotics The Dilbert Principle: the most ineffective workers are systematically moved to the place where they can do the least damage: management. Faradays law of electrolysis Heisenbergs Uncertainty Principle Newtons laws of motion Trademarks Many generic words were once trademarks, including: Aspirin Brassiere Cellophane Escalator Granola Gunk Heroin Jungle Gym Kerosene Linoleum Saran Wrap Shredded Wheat Tabloid Yo-yo Zipper There are also several trademarks still in use that are also used generically, including: Alka Seltzer Band Aid Breathalyzer Coke Dumpster Frisbee Jello Kleenex Play-Doh Q-Tip Styrofoam Superglue Valium Vaseline Others algorithm, from Al-Khwarizm, a mathematician Celsius, named after Swedish astronomer Anders Celsius derringer, from gunsmith Henry Derringer Granny Smith apples, from an Australian apple breeder leotard, from trapeze artist Jules Leotard Henry Laurence Gantt gave us the Gantt chart Gerard Kuiper gives his name to the Kuiper Belt If you still want more eponyms, then check out medical eponyms, such as Alzheimers, as well as lists from others who have collected eponyms. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:10 Rules for Writing Numbers and Numerals50 Idioms About Meat and Dairy ProductsPhrasal Verbs and Phrasal Nouns

Cities and the Quest to Host the Olympics Games

Cities and the Quest to Host the Olympics Games The first modern Olympics was held in Athens, Greece, in 1896. Since then, the Olympic Games have been held more than 50 times in cities in Europe, Asia, and North America. Although the first Olympic events were modest affairs, today they are multibillion-dollar events that require years of planning and politicking.   How an Olympic City Is Chosen The Winter and Summer Olympics are governed by the International Olympic Committee (IOC). This multinational organization chooses the host cities. The process begins nine years before the games are to be held when cities can begin lobbying the IOC. Over the next three years, each delegation must meet a series of goals to demonstrate that they have (or will have) the infrastructure and funding in place to host a successful Olympics. At the end of the three-year period, the IOCs member states vote on the finalist.  Not all cities that want to host the games make it to this point in the bidding process, however. For example, Doha,  Qatar, and Baku,  Azerbaijan,  two  of the five cities seeking the 2020 Summer Olympics, were eliminated by the IOC midway through the selection process. Only Istanbul, Madrid, and Paris were finalists; Paris won. Even if a city is awarded the games, that doesnt mean thats where the Olympics will take place. Denver made a successful bid to host the 1976 Winter Olympics in 1970, but it wasnt long before local political leaders began rallying against the event, citing the cost and potential environmental impact. In 1972, the Denver Olympic bid had been sidelined, and the games were awarded to Innsbruck, Austria, instead. Fun Facts About Host Cities The Olympics have been held in more than 40 cities since the first modern games were held. Here is some more trivia about the Olympics and their hosts.   The first modern Summer Olympics in Athens in 1896 took place just four years after Frenchman  Pierre de Coubertin  proposed them. The event featured only about 250 athletes from 13 nations competing in nine sports.The first Winter Olympics was held in Chamonix, France, in 1924. Sixteen nations competed that year, with just five sports total.The Summer and Winter Games were held every four years in the same year. In 1992, the IOC altered the schedule so that they would alternate every two years.  Seven cities have hosted the Olympic Games more than once: Athens; Paris; London; St. Moritz, Switzerland; Lake Placid, New York; Los Angeles; and Innsbruck, Austria.London is the only city to have hosted the Olympics three times. Paris will become the next city to do so when it hosts the 2024 Summer Games.Beijing, which hosted the Summer Olympics in 2008, will host the Winter Olympics in 2020, making it the first city to do so.The U.S. has hosted eight Olympic Games, more than any oth er nation. It will next host the Summer Olympics in Los Angeles in 2028. Brazil is the only nation in South America to have hosted the Olympics. Africa is the only continent not to have hosted the Games.World War I prevented the 1916 Olympics from being held in Berlin. World War II  forced the cancellation of Olympics scheduled for Tokyo; London; Sapporo, Japan; and  Cortina dAmpezzo, Italy.The 2014 Winter Olympics in Sochi, Russia, which cost an estimated $51 billion, was the most expensive Games of all time.   Summer Olympic Games Sites 1896: Athens, Greece1900: Paris, France1904: St. Louis, United States1908: London, United Kingdom1912: Stockholm, Sweden1916: Scheduled for Berlin, Germany1920: Antwerp, Belgium1924: Paris, France1928: Amsterdam, Netherlands1932: Los Angeles, United States1936: Berlin, Germany1940: Scheduled for Tokyo, Japan1944: Scheduled for London, United Kingdom1948: London, United Kingdom1952: Helsinki, Finland1956: Melbourne, Australia1960: Rome, Italy1964: Tokyo, Japan1968: Mexico City, Mexico1972: Munich, West Germany (now Germany)1976: Montreal, Canada1980: Moscow, U.S.S.R. (now Russia)1984: Los Angeles, United States1988: Seoul, South Korea1992: Barcelona, Spain1996: Atlanta, United States2000: Sydney, Australia2004: Athens, Greece2008: Beijing, China2012: London, United Kingdom2016: Rio de Janeiro, Brazil2020: Tokyo, Japan Winter Olympic Games Sites 1924: Chamonix, France1928: St. Moritz, Switzerland1932: Lake Placid, New York, United States1936: Garmisch-Partenkirchen, Germany1940: Scheduled for Sapporo, Japan1944: Scheduled for Cortina dAmpezzo, Italy1948: St. Moritz, Switzerland1952: Oslo, Norway1956: Cortina dAmpezzo, Italy1960: Squaw Valley, California, United States1964: Innsbruck, Austria1968: Grenoble, France1972:  Sapporo, Japan1976:  Innsbruck, Austria1980: Lake Placid, New York, United States1984: Sarajevo, Yugoslavia (now Bosnia and Herzegovina)1988: Calgary, Alberta, Canada1992: Albertville, France1994: Lillehammer, Norway1998: Nagano, Japan2002: Salt Lake City, Utah, United States2006: Torino (Turin), Italy2010: Vancouver, Canada2014: Sochi, Russia2018: Pyeongchang, South Korea2022: Beijing, China

High Turnover concerns Essay Example | Topics and Well Written Essays - 2000 words

High Turnover concerns - Essay Example ve due to the fact that the customers are not willing to pay more money to for the guards and the company has to make a profit from each of them if it was to stay in business. High staff turnover is also another issue that may need to be addressed. Like most other guard companies, Omega Security Services is faced with high rates of staff turnover and this makes it more difficult for the firm to be able to provide good services. There are certain factors that have led to the high rate of staff turnover in Omega Security Services. To begin with is the problem of the fact that the jobs are low-paying and there are better paying jobs in the government is an issue. Most of the officers are likely to be looking for better pay elsewhere in the government or even in other private security firms. With regard to Lady Cilento Children’s Hospital, more issues then come up such as the issue of the highs risk environment in that the guards have to work in a hospital where the issue of likely infection is a challenge. Insufficient training is also another issue that has increased high rates of staff turnover. There is also the problem of miscommunication between the staff (guards) and the management and this means that the Gerard’s dint feel that their issues are being taken care of. In a nutshell, overall job dissatisfaction is major cause of the high rates of staff turnover. As Lyma (1974) points out, the first short term cost that is imposed on the firm due to high rate of staff turnover is the selection and recruitment cost. Recruiting even for such low level jobs is always a hard task and it costs the firm not only money but also time (Jeanne & Pau, 1987). Every time there is an officer who needs to be replaced, this means that the firm will incur cost and this is not acceptable. There is also the issue of training cost increasing every time there is a new officer who needs to be trained. Although these officers who are recruited are already trained to be security

To compare and contrast Ebenezer Howard's ideas of town planning, such Essay

To compare and contrast Ebenezer Howard's ideas of town planning, such as The Garden City and that of Archigam, in particular The Waking and Plug In Cities - Essay Example Towards this direction, Ebenezer Howard has been considered as the person who ‘put forward a new physical form and structure for urban growth which would reintroduce a balanced and ecological relationship between the city-of limited size and population-and the countryside-of sufficient size to support the city with all necessary goods and material-as well as a balance between the varied functions of the city, again as a result of the strict limitation of its size and population’ (Frey, 1999, 18). One of the most known study of Howard has been the ‘Garden City’ in which Howard states his ideas regarding the town planning and its potential forms in the cities of his era – in his case the city under examination had been London. Apart from Howard, many other theorists have tried to respond to the increased need for innovative proposals regarding the urban planning mostly in big cities. In this context, a group of young London architects, created in 1961 a ‘magazine’ called Archigram which has ‘dominated the architectural avant garde in the 1960s and early 1970s with its playful, pop-inspired visions of a technocratic future’ (Design Museum, 2007). Archigram was published in 1961 on ‘a large sheet of the cheapest available paper; filled with Greene’s poems and sketches of architectural projects designed by Cook, Michael ‘Spider’ Webb and other friends, the magazine voiced their frustration with the intellectual conservatism of the British architectural establishment’ (Design Museum, 2007). Archigram had a significant influence on the urban design of the specific period (1960’s).Today Archigram’s proposals are still considered as unique and innovative plans for the urban design area. However, these plans have remained in the paper and have never been applied in real terms. Urban design has been developed throughout the years in accordance with the needs and the potentials of each particular

Stages of Demographic Transition in Spain Between 1960-2008 Essay Example for Free

Stages of Demographic Transition in Spain Between 1960-2008 Essay This corresponds to the red square stated on the figure showing the demographic transition theory. At the start of the second phase the birth rate and the death rate are still high, but in this phase they will both decline to a lower level. The death rate starts declining earlier and it will decline faster than the birth rate. This will result in a remarkable growth in the population size during the second phase. A important factor for the decline of the death rate is the improvement in the standard of living. Other factors for this decline were improvement in health care and in hygiene. The decline in the birth rate during the second phase of the demographic transition theory is also a result of the improvements in the standard of living and in health care. The increase in prosperity resulted in a decline of the total fertility rate. Children were no longer needed to work in the industrial life to help their parents raise an income, and because of the improvements in health care, children were no longer needed to take care of their parents when they were old.

The Absence of Knowledge :: Essays Papers

The Absence of Knowledge â€Å"Never shall I forget that night, the first night in camp, which has turned my life into a long night†¦ never shall I forget that smoke†¦Ã¢â‚¬  Night doesn’t always represent the absence of light, but is a symbol for the absence of knowledge. Elie Wiesel’s book Night is a true account of what the Holocaust did, not only to many Jews but to humanity as well. The night was dark, flooded with death and decay, in the silent gray sky, secreting all that happened in Germany at that time. Crematories filled the night sky with the horrific odor of burning flesh, searing your nostrils. In this night, a concealed operation was occurring. Millions of Jews, including Elie’s family suffered horrible deaths of incineration, being shot to death, lack of food, and terrible death marches. This book was titled Night because of the worlds ignorance towards the slaughtering in Germany by the Nazis. Elie and his family were transported by train; cramped, starved, and fearful of death. These massive trains carried thousands of women, children and men to an unknown destination, leaving them in the dark, without windows or fresh air they were living in an everlasting night. Many Jews went crazy and tore their hair out from living in a cramped space. They were not given food or water for many days so they became dehydrated and desperate for just a bite of hard bread. There was no sanitation in the boxcars. Not having bathrooms and sinks made the train cars reek of waste. Many people went crazy like the woman in Elie’s car who had images of smoke and fire, screaming and yelling till she got knocked out. Because the train cars were so dark and dim it gave everyone within them a long night, full of fear. Gleiwitz concentration camp was one of the nastiest camps he had been to. Elie Wiesel worked endless nights, trying to stay alive, and keep his father alive. Many Jews were worked to death by hard labor and no food. His father was getting weak, so Elie gave him extra rations of food to keep him living.

Coaching in the Workplace

DEVELOPING COACHING SKILLS FOR THE WORKPLACE ACTIVITY 1 Introduction In this report I will describe two types of coaching and how coaching can be directive and non-directive. Also, I will explain two differences between coaching and other learning and development methods. I will identify 3 benefits of coaching to the organization and an explanation of 3 ways that coaching can be used to meet organization objectives. Moreover, I will explain the meaning of coaching culture and therefore 2 options for developing it within an organization.And in conclusion, I will identify 3 advantages and 3 disadvantages of developing in house coaching. 2 types of coaching * Sports Coaching: This is what many people think of when they hear the word â€Å"coach†. A â€Å"player† is helped to develop their skills by a â€Å"coach†. On the other hand, the term sports coach encompasses a wide range of roles and approaches, from the football manager on the touchline, through one-to-one coaches for athletes and players, to specialist coaches for fitness and health.There are also coaches who focus on the ‘mental game’, helping sports players fine-tune their psychological preparation for high-pressure events. * Executive coaching: is a form of business coaching which is typically aimed at developing senior managers, directors and key players within a business setting. It may enhance current performance, taking skills and abilities to a new level and help individuals adapt to new situations or it may address poor performance. This type of coaching may also be termed Leadership Coaching or Performance Coaching as it tends to target the same audience and similar issues.How coaching can be directive and non directive? 1. Directive: Is where the coach offers you solutions, tools and techniques for moving forward. You may like to be offered solutions however the danger is that the solution may not be appropriate for your situation and consequently may not feel fully committed to the solution provided. 2. Non-Directive: Is coaching in the true sense of the word where the coach simply asks you questions to allow you to find your own solutions. A on-directive coach will certainly not offer you advice and rarely even give you suggestions, although through skillful questioning they will help you to see your situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold you accountable to your actions. 2 differences between coaching and other learning and development methods Other learning and development method chosen has been counseling that it means to give advice to someone. It’s a process in which a person is helped to explore the situation and find solution or answers for a problem.Therefore, counseling can be used to address psychosocial as performance issues and coaching does not seek to resolve any underlying psychological problems. It assumes a person does not require a psycho-social intervention. By counseling, the goal is to help people understand the root causes of long-standing performance problems and issues at work and by coaching, the goal is to improve an individual’s performance at work. 3 benefits of coaching * Greater aware about the company objectives * Better communication within teamwork Gives the purpose and vision to go ahead to the good way 3 ways that coaching can be used to meet organizational objectives * An improvement of the personal performance improves organizational performance with an increase of benefits * Improved cross functional interaction and efficiency. People do business with people and that means a better result of sales. * Greater efficiency through less fractious relationships and sulking and that improves staff retention and a creation of a great place to work. Many people would like to work to the company.Coaching Culture * It’s an organizational setting in which not only formal coaching occurs, but also, most or a large segment of individuals in the organization practice coaching behaviors a means of relating to, supporting and influencing each other 2 options for developing a coaching culture within an organization: * Training and developing house coaching: deliver training entirely in house or through fund payment of a consultant to deliver training to some employees as coaches. Basically it’s the internal coaching creates and designed in the company. Buying in coaching expertise: deliver coaching through external coaches’ experts and independents of the company. 3 advantages of developing in house coaching * Cost and available resources (cheaper) * Knowledge of business and industry (vision of the company goals, about what’s going on) * Can be flexible (any moment and any situation) 3 disadvantages of developing in house coaching * Confidentiality (without prejudice to the good faith contract of the company) * Willingness to open up (no feel comfortable) * Qualif ications and experience (risk bad coaching habits)

Procter and Gamble Europe Essay

I. Introduction Since the end of World War II, business organizations in the United States are becoming closer together with businesses in the European region. There are several reasons of this business behavior. First is the geographical location. Geographically speaking, Europe is the next logical step for foreign expansion after the North American continent has been fully explored. Second is the cultural and technological situation in Europe. Reports indicated that some nations in Europe has became more Americanized in technology and more importantly, culture (Hilger, 2006). Procter and Gamble, one of the most acknowledged companies in the United States have also had a significant presence in the European market today, particularly in Germany. In this paper, we will discuss Procter and Gamble’s decision to expand their business into the European continent and how the decision relates to Procter and Gamble’s corporate strategy. II. P & G Corporate Culture In the company’s annual report and reports from external observers, there are actually various traits in Procter and Gamble’s operations that define their uniqueness in the global market. However, some of those corporate cultures are more in line with the European expansion strategy, compare to the others. Some of them are:  · Diversity In the company’s official website, it is mentioned that people at Procter and Gamble are united by the commonality and of corporate values and goals. Diversity is considered as the uniqueness of each of them that will help fulfilling corporate goals. The company has a human resource system that is designed to ensure that everything works for everyone and as the company became more diverse, the company encourage collaboration even more and stresses the importance of fully utilize individualities of people at Procter and Gamble. This culture should work well to support Procter and Gamble’s decisions to perform international expansion.  · Innovation The group also relies heavily on its capability to innovate and create new things from merely ideas. The group applies about a dozen core technologies to amplify this particular competitive advantage. Furthermore, the group has connected its internal innovation capability to vast external network of scientists, technology problem solvers and corporate inventors. Procter and Gamble treat innovation as a process that can be refined continuously to produce more robust and reliable results. This particular capability to inn ovate has also been a contributive factor to Procter and Gamble’s decision to expand abroad. By tapping into this capability, the company can adapt to local environments and create new and innovative products.  · Market Leadership Spokesperson of the company has once said in the middle of a launching campaign that Procter and Gamble put forth many competitive advantages like consumer oriented strategy and innovation, but most importantly, the company also stresses heavily on market leadership. In its annual report, it is repeatedly stated that the company is designed to win in various aspects of the global business competition. The company spends huge percentages of their earnings each financial period on marketing campaigns because they believe in being a winner in every market they get themselves into. Analysts believed that this value also makes it more appealing for Procter and Gamble to expand their business into Europe, especially after the war was over and created a more positive atmosphere for international expansions.  · Focus on Growth Procter and Gamble also stated in its annual report that the company as a whole, is designed for growth. In other words, corporate management is always looking for growth opportunity whether internally or externally. Thus, a chance to develop business into a new market will obviously be perceived as another way to secure growth. III. Strategy by P&G III.1.  Ã‚   Human Resource Management Investments Despite the cultures of the company that supported corporate expansion into Europe, the group must still adapt to the changes between American business culture and European. One of the greatest changes in Procter and Gamble is within the human resource department. As the company entered the new market, management has formed a project team to compare between the current employee services and the expectations of Procter and Gamble. In the case of Europe expansion, Procter and Gamble has also developed a strategic alliance with IBM and transferred this value into corporate competitive advantage.   Procter and Gamble also uses their HR account managers to organized how the business is performed within the company. Across the whole Europe, management have organized the HR business accounts to mirror the way the business is organized, and the HR account manager is responsible for ensuring that the team delivers business results in a way that generates growth. Overall, Procter and Gamble has made huge investments in its Europe HP structure, but the new model has now become a significant source of operational and strategic competitive advantages within the continent (Mandiese, 2006). III.2.  Ã‚   Communication strategy changes Along with the European expansion, Procter and Gamble has also invested heavily in changing its information technology. One of the changes Procter and Gamble has made is shifting from media planning to communication planning. This was as much as an industry effort as it is an internal initiative. Procter and Gamble might not be the only company embracing the consumer-centric approach to the media, but Procter and Gamble did it in quite a high-profile fashion that the marketing world surrounding the company must pay attention to the new philosophy. The company maintained a consistent focus on media creativity and also pushed to develop a broadband video upfront marketplace. IV. The Vizir Launch (no data†¦) V. Change Management Model The change management model that can be suggested to Procter and Gamble is the three step change model. This change model basically contains three steps, which are: unfreezing, moving and re-freezing. These steps however, can be modified according to the extent of change that must be performed. For small projects, companies generally go for the light model. The Medium-Sized Model on the other hand is created for the majority of project. For complicated projects, people generally use the Complex Model. When the element of time is crucial, then the suitable modification is the quick model. The last variation is the one designed for a slow type of change, which is the Day-by-day model (Baekdal, 2006). For Procter and Gamble on the other hand, which contains various products for various customer segment, the Complex model is the most suitable. In the Complex model, the unfreezing step contains phases like: analyzing the problem to understand what is really going on and the reason of it, and then understanding the cost and benefits of a change. Afterwards, the company should explain the situation to members of the company and listen to their comments. The next phase includes invalidating the present rules and policies and defines new visions, new goals and finally generate a plan. The move step in the Complex model includes explaining the logics of the new vision, mission and goals and getting everyone on board. Afterwards, the team should listen to everyone’s comment, evaluate the plan and adjust the plan based on the feedbacks. In the re-freezing step, management should define new rules and policies and define the new way of living for the company. This step includes constantly renewing the energy and evaluating the results (Baekdal, 2006).

Margaret case Essays

Margaret case Essays Margaret case Essay Margaret case Essay Psychology paper #4 May, 10, 2013 Margaret Case Since antiquity, human exposes to many environmental stresses that lead to behavioral changes. These changes were studied by experts, which we call psychologists nowadays. Psychologists analysis human behaviors, define the type of stress that influence it and then try to fix that abnormal behaviors by one of the treatments. In the beginning, psychologists were unable to define some of abnormal behavioral changes (disorders) and what might cause these changes. However, later this science evolved through the psychologist, who faced a lot of cases and who were able to understand the behavioral disorders. In this paper I will follow the footprints of these psychologists in order to diagnose one of the patients, and in order to help her to get her normal life back. The patient name is Margaret. She is a clerical worker at manufacturing company. Recently, Margaret stopped going to her work due to many mental problems. When she came to the clinic, she complained about some of the feelings and the things that made her life abnormal. She said that she often awoke feeling deplorable on Mondays. Moreover, Margaret explained that she suffers from Amnesia, which means that she lost the time and the memory. She rarely remembers what she usually does in the weekends. Margaret also complained that she cant understand how sometime she would find a stranger man in her bed or receive a call from men that she never met, who called her Janie. Suddenly, while Margaret was describing her sufferance in the therapy session, she started to talk and to act like a kid who refers to herself as Suzie. Thus, based on these symptoms, its clear that she suffers from dissociative identity disorder (DID). This disorder can be define as a condition in which a person has more than one, each personality acts differently from the other personality. This disorder is a result of a trauma or extremely bad experiences. According to psychoanalytic theory of Freud, Margaret disorder is a result of one of the defense mechanisms. Defense mechanisms are psychological or mental mechanisms brought by the unconscious to protect the ego, to deny the reality and to preserve a socially cceptable image of self. Margaret disorder can be explained by one of these mechanisms that called denial mechanism. Denial mechanism is when the patient refuses to accept the reality because it cause anxiety, and its too threatening. In Freud opinion, human deny things or events to protect the ego from things that cannot be cope with. Therefore, Margaret hides her real personality, and shows other personalities because she is trying to deny a bad experience or a bad memory that she faced in her childhood. Margaret condition can be treated by using ifferent kinds of therapy. However, I would like to use cognitive behavioral therapy with her. Cognitive behavioral therapy (CBT) is a psychotherapeutic approach that treats mental disorder or emotional disorder. CBT is based on the idea that our thoughts cause our behaviors or feeling. Margaret negative ideas influence the way she acts and the way she feels. My task with Margaret will be making her aware of the influence that negative ideas have on her life. By making Margaret aware of her negative ideas and the wrong view of life, it will be easier to change the way she hinks. Modifying the way the patient thinks will cause changing in her behaviors, and thats will decrease the number of personality she has. In addition, Margaret might benefit from medication such as antidepressant or anti-anxiety drugs. In conclusion, there are many patients that suffer from dissociative identity disorder. This disorder affects their daily life and also affects their families. Undoubtedly, its difficult to be a round people who suffer from DID, because every period of time they will have different personality. Also, they suffer from amnesia that causes them to forget a lot. Therefore, informative workshops would be needed in the society. The question that remains on the line is, would theses workshops succeed to change the way people react to such a disorder? Books list that associate with DID: Sybil: The Classic True Story of a Woman Possessed by Sixteen Personalities The Sum of My Parts: A Survivors Story of Dissociative Identity Disorder Switching Time: A Doctors Harrowing Story of Treating a Woman with 17 Personalities When Rabbit Howls The Three Faces Of Eve Twenty-Two Faces

Analytical Report Employee Behaviour and Working Relationships

The study paper has been described to discuss the management of one of the fundamental business ethical dilemmas. Precisely, contemporary business organisations need to identify the foundational issues related to business ethics, so that management of workforce will become effective. In the management of employee behaviour and working relationships, one of the most conventional ethical dilemmas is manager’s role in dealing with the claims of workplace harassment. Through the identification of the particular business ethics dilemma, the study considers moral reasoning and significant ethical principles describing the issue from a broader perspective (Dale, 2016). Moreover, the issue has been discussed at the individual level, organisational level, and corporate social level to define the impact on the same based on moral stance. Notably, the critical analysis of the identified issue has been illustrated in the study based on the question of morality and challenges to be considered by modern firms. However, the importance of ethics to the contemporary business management must be evaluated at the individual, organisational, and corporate social level. Dealing with the issue of ethical dilemmas such as workplace bullying or harassment claim management in the management of employee behaviour and working relationships, the role of the manager should be evident. Meanwhile, ignoring the workplace bullying or workplace harassment cases can create an adverse impact on the employee engagement and reputation of the firm (Teare, 2016). Modern organisations need to identify the essence of employee relation management so that any internal ethical issues can be dealt with severity. Precisely, the management of the human resource must protect the civil rights of the employees to avoid issues leading to discriminatory harassment due to gender, religion, race, colour, and employee background, etc (O'Leary-Kelly and Bowes-Sperry, 2001). In order to control the problems of managing workplace bullying and harassment claims, suitable organisational ethical code of conduct and employee regulations must be developed. By considering the law of discrimination, such ethical problems should be tackled irrespective of any other aspects (Armstrong and Francis, 2014). However, the manager needs to investigate the impact of the issue at the broader level so that the damage control must be done quickly. For instance, some of the reputed companies have tried to solve the issue internally so that the overall status and reputation of the business cannot be hampered (Stevens, 2010). Herein, the ethical liability of the company should be questioned. Furthermore, in dealing with the ethical dilemmas such as workplace bullying and harassment claims in managing employee behaviour and working relationships, the management team needs to verify each aspect of the problem as the issue can affect the employment of an individual employee (McCabe and Hardman, 2005). Apparently, the ethical code of conduct and workplace guidelines must state the employees what actions should be acceptable within the workplace. Understandably, workplace bullying can destroy the entire culture of the business organisation. For a manager’s point of view, in the decision-making of a harassment claim, it is important to investigate the type of humiliation involved in the case. Proper investigation and evidence must be conducted so that the emotional stress of the plaintiff can be redeemed (Lieber, 2008). However, certain challenges must be overcome by the managers dealing with the issues of managing harassment claims and workplace bullying. One of the most significant challenges in managing the cases of workplace harassment is the position of the accused. In many of the instances, the senior executives have been accused of the harassing the staff members based on sex, gender, race, or religion, etc (Fevre, Grainger and Brewer, 2010). Therefore, managers may face significant administrative pressure to handle the case internally. As a result of the consequences, independent investigation and witness related to the case can be manipulated. Alternatively, in the case of sexual harassment claims and other discriminatory cases, responding to the complaints has been delayed so that the severity of the matter cannot affect the culture of the organisation (Hirsh and Lyons, 2010). However, in the management of employee behaviour and working relationships based on moral and ethical aspects, managers need to evaluate what is right according to the stated ethical code of conduct. The decision-making standards of the manager need to distinct the practice of workplace romance and sexual harassment so that the accused employee can get the right punishment for the offence (Boland, 2005). By listing the inappropriate behaviours that can be considered as workplace bullying, managers of the modern firms can ensure right practices while handling such cases of harassment claims (Thrasher et al., 2016). If an employee has been found guilty, legal actions should be taken to set an example. The ethical dilemmas have several implications of the organisation at different levels. For example, the individuals facing the harassments are directly impacted by the issues. On the other hand, the managers as a representative of the organisation need to deal with the issues or uncertainties (Trevin?o and Nelson, 2011). Furthermore, the ethical issues may result in loss of reputation of the organisation among the external stakeholders of the firm. Hence, it is important for the HR department to maintain separate policies and strategies to deal with the ethical dilemmas to smoothly carry on the operations of the firm. The influence of workplace harassment in different levels have been analysed in details in the below section. It is a responsibility of a person to work according to the policies of the organisation and to help others working in a safe and secured environment. Furthermore, in the management of employee behaviour and working relationships, the role of the managers is to provide a better working condition to the employees in order to improve their performance. The ethical dilemma of workplace harassment management has several negative impacts over the individuals who face such issues. On the other hand, it impacts the morality of the surrounding people working under the same condition. The effect of harassment over an individual may range from simple frustration to extreme depression (O'Leary-Kelly and Bowes-Sperry, 2001). The subjects of these types of behaviours often lose their morale and self esteem. Moreover, the incidents may lead the subjects to frequent disruption and make them unable to concentrate on their jobs. The issues of workplace harassment may lead to inconsistent timekeeping, lack of commitment, increased absenteeism. On the other hand, low performance may even lead to resignation (Trevin?o and Nelson, 2011). Additionally, anxieties can also be noticed in the life of the victims as well as their family.   It can be seen through study that irrespective of different HR policies and strict government regulations, several cases of workplace harassment can be seen throughout the globe. Hence, the development of policies and ways to handle the situations will not be the ultimate way to mitigate the issue. The management must focus on developing the mindset among every individual in the workforce to influence people committing such nuisance (Trevin?o and Nelson, 2011). In context to the impact of workplace on the organisational level, the reduced morale and self-esteem of the employees directly influences the affectivity and performance of the organisation. The cases of workplace harassment impact the motivation and satisfaction level of the victims (Thrasher et al., 2016). On the other hand, the cases of ethical dilemmas also influence the surrounding employees who are not directly connected to the issue. Workplace harassment leads to high employee turnover, absenteeism, reduce productivity, lose of initiative, lack of creativity, and lack of performance (Oyewunmi, 2013). Hence, the issues of harassment lead to negative impact over the organisation and its internal reputation. Precisely, by admitting consequentiality theory of morality and ethics, responsibility towards the employees should be protected and promoted by the management of any organisation. Such theoretical aspect will influence the decision making of the managers dealing in claims o f workplace harassment. It is important for the managers to deal with the cases of workplace harassment on a serious note. The managers act as a representative of the organisation and must help the employees facing such problems. It is the duty of the managers to promote people to come up and speak to the management regarding such issues (Perry, 2013). On the other hand, the personal feelings of the managers must not interfere with the objectives required to handle such problems in the organisation (Geppert and Roberts, 2007). Hence, it is important for the managers to maintain good relationship with the workforce to know every detail of the daily operations and avoid the occurrence of such ethical dilemmas in the workplace. By setting poor examples of ethical disputes within the business environment, the upward success graph of the corporate business can be cut short. Precisely, failure to control the ethical issues within the corporate management, organisations can face substantial challenges such as legal issues, employee performance, employee relations, and credibility issues in business dimension. Following the duty theory of ethics, foundational principle must be taken into consideration by the management to deal with the cases and claims of harassment within the organisation. The duty theory promotes right things first irrespective of any situation. During the management of sexual harassment scandals or humiliation of employee, company guidelines and legal directives should be followed at the highest level to protect the corporate social dignity of the enterprise. If the management of modern firms have failed to mitigate the workplace harassment cases, scandals regarding harassment issues can dire ctly make an adverse impact on the organisational status as well as financial position of the company (Fevre, Grainger and Brewer, 2010). Due to such ethical issues and controversies, the stakeholders and investors may have lost their faith on the company. As a result of the scenario, the overall business proceedings can be diminished. At the same time, if such ethical issues cannot be handled according to the law and directives, a negative message can be sent to the rest of the workforce. Therefore, the intensity and employee engagement at the work will be reduced. Thus, the employee productivity will be affected as well. Furthermore, failure to deal with such ethical dilemmas can adversely affect the employee relations. Unethical behaviours in the workforce can increase tension among the employees. Thus, the collaboration and dedication within the workforce will reduce in a substantial order. On a broader perspective, failure to manage the workplace bullying and other harassment cases can be a huge setback towards the business credibility of the firm (Faldu, 2012). Due to lack of ethical guidelines, the organisation may have lost their target audience. Meanwhile, the impact of such event will be substantial in the business framework. Also, the consumer confidence towards the organisation will be reduced as well. On the basis of the above analysis, it is important for the management of every organisation to take necessary steps in order to mitigate the ethical dilemmas and develop a healthy and safe workplace for the employee. Some recommendations have been discussed herein below to deal with the problems of workplace harassment: By considering the above analysis, the management is responsible for maintaining the organisational behaviour and promote corporate culture in the firm. There are several cases of workplace harassments that are faced by the organisation that directly impacts the productivity and reputation of the firm. On the other hand, the issues of workplace harassments lead to anxiety in the life of the victims and their family. Hence, it is the duty of the managers to promote ethical practices in the firm by developing adequate HR policies and introducing appropriate training and development programmes. Conclusively, the management must take necessary steps to manage the ethical dilemmas to maintain a safe and health workplace for the employees. Armstrong, A. and Francis, R. (2014). Assessing Ethical Governance in a Policing Environment.  Journal of Law and Governance, 3(3). Boland, M. (2005).  Sexual harassment in the workplace. 1st ed. Naperville, Ill.: Sphinx Pub. Dale, O. (2016). Ethical issues and stakeholders matter.  Addiction, 111(4), pp.587-589. Faldu, D. (2012). Social Responsibility and Ethical Issues in Managing Global Business.  International Journal of Scientific Research, 3(7), pp.248-250. Fevre, R., Grainger, H. and Brewer, R. (2010). Discrimination and Unfair Treatment in the Workplace.  British Journal of Industrial Relations, 49, pp.s207-s235. Geppert, C. and Roberts, L. (2007). Ethical Issues in the Use of Genetic Information in the Workplace: A Review of Recent Developments.  FOCUS, 5(4), pp.444-450. Hirsh, E. and Lyons, C. (2010). Perceiving Discrimination on the Job: Legal Consciousness, Workplace Context, and the Construction of Race Discrimination.  Law & Society Review, 44(2), pp.269-298. Lieber, L. (2008). HR's proactive role in workplace ethical issues.  Employment Relations Today, 35(2), pp.87-94. McCabe, M. and Hardman, L. (2005). Attitudes and Perceptions of Workers to Sexual Harassment.  The Journal of Social Psychology, 145(6), pp.719-740. O'Leary-Kelly, A. and Bowes-Sperry, L. (2001). Sexual harassment as unethical behavior: The role of moral intensity.  Human Resource Management Review, 11(1-2), pp.73-92. Oyewunmi, A. (2013). The promotion of sexual equality and non-discrimination in the workplace.  International Journal of Discrimination and the Law, 13(4), pp.324-347. Perry, J. (2013). Before the Mandate: Cultivating an Organizational Culture of Trust and Integrity.  The American Journal of Bioethics, 13(9), pp.42-44. Stevens, R. (2010). Managing Human Capital: How to Use Knowledge Management to Transfer Knowledge in Today’s Multi-Generational Workforce.  International Business Research, 3(3), p.77. Teare, R. (2016). Reflections on the theme issue outcomes.  Worldwide Hospitality and Tourism Themes, 8(2), pp.251-256. Thrasher, A., Wells, A., Spencer, S., Cofie, L. and Yen, I. (2016). Workplace Discrimination Is Associated With Alcohol Abuse Among Ethnically Diverse Hospital Staff.  Workplace Health & Safety, 64(5), pp.202-209. Trevin?o, L. and Nelson, K. (2011).  Managing business ethics. 1st ed. New York: John Wiley.

Specialized academy to teach writing Essay Example | Topics and Well Written Essays - 1250 words - 1

Specialized academy to teach writing - Essay Example Moreover, others have gone to an extent of seeking these services from various research bureaus. It is as a result of this challenge that I came up with an idea of this specialized academy. This academy will teach and help students acquire basic writing skills. This will assist students in carrying out their research, organizing and presenting their papers that are free from grammatical errors. This will in turn help students save that money they have been spending in seeking services of research bureau. The academy is set to be operating twice a week; that is, every Tuesday and Thursday, from 9 am to 5 pm. Students will not only learn writing skills but also will be at a position to carry out research independently and report on their findings. The academy will also establish a website though which students can interact and assist each other especially when not attending lectures at the academy. The project is a way of giving back to the community by producing knowledgeable students who can carry out various researches for the society. I request for funds from this committee to help me put this project to reality and together we shall reap benefits. Proper accountability shall be done to ensure that these funds are utilized properly. Specialized academy proposes to teach students on various writing skills. The academy seeks to support students and other parties willing to join the academy develop, improve and nurture their writing skills. Proposed services to be provided by the academy include writing skills, grammar, and spelling in research writing and presentation. The academy will operate on a weekly base where students are required to attend classes only on Tuesdays and Thursdays. Classes will run from 9 am in the morning till 5 pm in the evening. The academy is society based and is set to benefit the FDU society at large. Moreover, there are future plans of expansion on its success. The specialized academy is a training