Friday, November 29, 2019

Individualism vs. Collectivism

Introduction This paper discusses the ideals of individualism and collectivism. There exist cultural disparities in social behavior caused by ideals of collectivism and individualism. Individualism is the notion that life is individualistic and thus, everyone has a right to live as he pleases (Sampson, 2001).Advertising We will write a custom assessment sample on Individualism vs. Collectivism specifically for you for only $16.05 $11/page Learn More This ideal also holds that a person ought to act on his individual opinions, pursue the values of his preference as well as utilize and maintain the creation of his effort. Besides, it is the thought that the person is an end to himself, independent and the basic component of moral concern (Kim, 1994). This represents the principle that Americans expressed and endeavored to launch when they formed the Constitution that safeguards a person’s rights to freedom, rights to live, right to own possessions, a s well as the individual quest for happiness. On the other hand, collectivism is the thought that a person’s life belongs to the entire community and that he does not possess any rights (Kim, 1994). Rather, the idea holds that an individual should forfeit his goals and values for the good of the larger group. From the perspective of collectivism, the society forms the fundamental element of moral concern, and a person has to serve the group to get value (Kim, 1994). In other words, the only rights that an individual possesses are those that the society bestows. From when a person is born to the day of his demise, the community allows him certain rights and denies him others. This ideal values the welfare, preservation and happiness of the entire community. Collectivism and individualism have a strong attachment to the society and thus, they shape our identities and behavior. The two ideals shape our values, attitudes, understanding, communication, socialization, as well as at tribution. Normally, intellectuals use individualist behaviors to describe people in Western parts of the world including North America and Western Europe, while they use collectivism to describe people from other parts of the world such as Africa, South American, and Asia. The majority of Europeans and North Americans have a sovereign perception of the self as a unit that is self-sufficient, unique, independent and gifted with exclusive characters.Advertising Looking for assessment on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, in countries like Africa, Asia and Latin America, citizens embrace a mutually dependent perception of the self as a component of a bigger social system that comprises the family, colleagues as well as others to whom we have social attachments. As per se, Americans are more apt to articulate ego-focused sentiments such as pride and resentment. Conversely, Japanese who are collectivist ofte n announce feelings of gratitude to somebody, familiarity to somebody and association with someone. Resolving the Conflict between Individualism and Collectivism The issue of individualism vs. collectivism is a source of main conflict in America. American scholars and politicians seek to know with certainty whether an individual has total rights over his life, or whether individuals belong to societies, from where they should derive their moral values. Those who support individualism use ideas of metaphysics, to support their claims. They argue that people that we see in the environment exit as entities and not groups. While they recognize that people may be in groups, they say that we see indivisible beings that have their own bodies’ minds and life. In their interpretation, groups are just individuals who gather for their self-interests. They assert that the fact that people exist as entity beings is an observable truth that does not need debate. Individualism, Collectivism and Culture Several factors determine whether a culture assumes the collectivist or individualistic nature. The first is the wealth of society. As citizens start to thrive, they become economically independent from each other, and this also encourages social independence, mobility in addition to a focus on individual and not collective ends. The second factor is the complexity of a society. People exist in more multifaceted modern societies, as opposed to the nomads, they get more groups to relate to, and this makes them to have a larger focus on individual rather than collective goals, because they have less loyalty to these groups. Another factor is heterogeneity. Homogeneous or tight societies are apt to be rigid and intolerant of those who behave in unacceptable ways. Factors that characterize such communities include shared religion, language and societal principles. Heterogeneous societies, which have many cultures coexisting together, tend to be more tolerant, creating room for further individual expression. Individualism stresses personal autonomy and accomplishment. Hence, an individualist culture honors social status depending on individual undertakings such as significant innovations, inventions, artwork, or charitable work and all dealings that make a person noticeable Collectivism, in contrast emphasizes on connectedness of persons in a bigger group. It supports conventionality and disheartens individuals from rebelling and acting distinctively. African development serves as a good illustration of collectivism.Advertising We will write a custom assessment sample on Individualism vs. Collectivism specifically for you for only $16.05 $11/page Learn More Africans treat productive persons with distrust and force them to share their extra wealth with the community. Therefore, collective reprimands exist to punish the affluent. Such reprimands take the form of social exclusion, loss of status, or even violence. For instanc e, communities have often used witchcraft allegations to punish gluttony and covetousness in addition to ambitions to travel to other areas. At the rear of these reprimands is the fear that the connectedness of the society will be destabilized and that a person who seems more flourishing will depart the community or will not reallocate any extra products, or food. In most African communities, people with huge savings tend to keep this as a secret from other community members at all costs, for fear of retribution. Measures of Collectivism and Individualism Hofstede (1980) came up with a conventional measure of collectivism and individualism. He utilized studies of IBM workers in thirty countries to draw conclusions. His idea was to study people with equal jobs in diverse nations in the same firm in an attempt to gauge cultural disparities. To evade cultural prejudice in the framing of questions, a team of English and native language speakers participated in the interpretation of the survey into native languages. Recently, Hofstede’s gauge of individualism extends to about 80 nations. The gauge of individualism in other methods other than Hofstede’s index utilizes a wide selection of survey queries to create cultural standards. To sum up construct indices and information, they use factor analysis. The index of individualism, in Hofstede’s study, is the primary factor in queries concerning the significance of autonomy, personal time, as well as fascinating and satisfying work. This factor loads negatively on significance of collaboration, associations with seniors as well as harmony and positively on valuing accomplishment, personal liberty, prospects, recognition and progression. Discrepancies of Individualism and Collectivism among Persons Attitudes towards collectivist and individualist ideals are not mutually exclusive. For instance, they can exist together on the personal level, since people have both sovereign and co-dependent attitudes . Besides, collectivist and individualist approaches can be set off as a function of social associations and communal perspectives. Thus, we can say, individualist associations are regular with a number of people or in certain circumstances such as in business dealings, while with others the association is collectivist such as with relatives. There exists variation in collectivist and individualist attitudes in diverse forms of associations for instance, with a parent, fiancà ©e, neighbor, or colleague. Thus, people belong to certain groupings of collectivist and individualist attitudes.Advertising Looking for assessment on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Development of Individualism and Collectivism among different Countries Americans perceive individualism as a good thing. Nevertheless, the term individualism seems to have its origin remote to the North American sphere, specifically in the French Revolution. It seems that America used individualism to portray the negative effect of personal rights on the interests of the commonwealth. The growing surge of the individual rights group was apprehensive. People thought that individualism would quickly make the society fall apart into the power of individualism (Burke, 1973). From this perspective, individualism portrays a worldview opposed to society and communal social organization. In fact, there is an extensive Western custom of differentiating collective and individual spotlights. For instance, Emile Durkheim utilized the words mechanical and organic cohesion to compare the provisional associations formed in multifaceted communities among different others. From this perspective, or ganic solidarity describes a personal focus and the lasting bonds created among parallel others in traditional communities. Mechanical solidarity, on the other hand, is the communal focus. In addition, Weber (1930) differentiated Protestantism with Catholicism to show the difference between individualistic and collectivists. Catholicism believes in collectivism while Protestantism believes in individualism. He explained how Protestantism promoted self-reliance in addition to personal interests, while Catholicism supported lasting and hierarchical associations. Weber’s explanation on collectivism and individualism resembles the relationship between the collective rural villages and the individualistic urban societies. For the last 20 years, the notion of differentiating communities depending on dissimilarities in individualism has augmented in status, in a big proportion due to the very prominent work of Hofstede. Hofstede (1980) distinguished individualism in countries from m asculinity, power distance and uncertainty avoidance. In his descriptions, the particular questions utilized to evaluate individualism centered on the place of work, differentiating the level that employees esteemed individual time and preference with the level they esteemed career trainings and job security. During the Study, Hofstede (1980) assessed likely experiences and inferences of these job-related aspects for communities. While he was not the first social scholar to center unequivocally on culture, Hofstede’s concepts were significant since they prearranged cultural diversities into distinct patterns, which eased comparative study and instigated a swiftly growing organization of cultural and inter-cultural exploration in the following 20 years. Typically, researchers depict collectivism as the opposite of individualism particularly when differentiating East Asian cultural structures and European American (Chan, 1994). Researchers in social science believe that individ ualism is more widespread in developed Western societies than other traditional communities in emerging nations are. The process of civic liberation and Protestantism in Western democracies brought social and public structures that supported the position of personal freedom, and self-actualization and individual preference (Sampson, 2001). Scholars believe that these practices resulted in a Western civilizing center on individualism that is further outstanding in nations and cultural societies with a Protestant legacy. They also relate the thought of Western individualism to both in country and cross regional relationships of ethnic societies with diverse cultural legacies. Therefore, in America, it is usually understood that European Americans are less in collectivism and much into individualism than other people in ethnic minority groups elsewhere. Overall, present hypothesis in cultural psychology depicts the most individualistic group to be European Americans. The first thought that comes into one’s mind when dealing with European Americans is their individualistic nature. Since 1835, Americans have been individualistic. Individualism in America relates to restricted government, as well as equality and individual freedoms. American individualism is also associated with the American frontiers, the Puritans and the origin of their market economy. Individualism in America For a long time, Americans have taken liberty, life and the quest for happiness with much significance. Besides, Americans are known to carry out themselves as independent individuals, who are detached from others. They do not expect to receive any free thing from others, and they do not give out their things. They believe that they are individually responsible for their destiny. In fact, contemporary American cultural idols maintain to express their faith in individualism. Individual privacy as well as personal rights and liberties are celebrated. Besides, independence and individual happiness are highly esteemed. The truth is that every American endeavors to create a private, special and distinctive self (Sampson, 2001). Besides, Americans perceive individualism as an exclusively American feature that forms a fundamental element of their culture. Nevertheless, despite the apparent consent that European Americans are the model that depicts individualism, there is no logical prove of the principal postulation that European Americans act, or are more individualistic than other societies. Besides, there exists an obvious tension between the supposition that European Americans are exclusively low in collectivism and more inclined to individualism. Another area of contention is the supposition that the psychological frames built within the cultural ideals of attribution, self-concept and associations are collective frameworks, and not just structures resulting from and pertinent to an individualistic perspective. According to Baumeister (1998), recent American psych ological inquiry is mainly focused on an individualistic perspective and may not essentially act as a common form of human behavior to the degree that other individuals or states of the globe are stridently dissimilar from Americans in collectivism and individualism. For instance, focus on self-esteem and the principle that achievement of personal happiness is a fundamental motivational force acts as a guide to explorations on self-concept. Similarly, construal of cognitive processes and individual perceptions happens with regard to even traits, while equity is the foundation for flourishing relationships (Triandis, 1995). Such models of research can only be in shape with individualistic, but not collectivistic, ideals of the world. According to Triandis (1995), it is true that there exists disparities in individualism and the power of cultural structures is evident for the spheres of acknowledgment and relationality than all other areas. Psychological Consequences of Individualism According to Triandis (1995), it is possible to distinguish psychological effects of individualism in relation to self-concept, relationality and attribution. First, self-concept makes individualists to focus on making and sustaining a positive sense of self. In addition, self-concept makes individualists to feel good, to strive for individual success, and hold many unique individual views and attitudes. As per se, abstract characteristics, and not communal, descriptors are central to self-conceptualization Moreover, it is possible to distinguish psychological effects of individualism in relation to well-being. Individualism calls for open expression of sentiments as well as accomplishment of personal aims. Individualists view these two aspects as vital sources of life satisfaction and well-being. Furthermore, individualism calls for a personal orientation when it comes to reasoning and judgment, since the cause of the problems, or issues is perceived as an entity. Therefore, indivi dualists’ style of reasoning does not consider specific circumstances, or context. Rather, the style presupposes that social information is not connected to the social context. Lastly, the effects of individualism on relationships are quite tentative. People need relationships and affiliations to groups to achieve self-relevant ends, although relationships are expensive to sustain. Scholars imagine that individualists use equity standards to poise benefits and costs associated with relationships (Kim, 1994). They postulate that people step out of relationships when the costs exceed benefits, and join new relationships that may lead to achievement of personal goals. Thus, theorists suppose that individualists form temporary relationships and group affiliations (Kim, 1994). Psychological Consequences of Collectivism A key component of collectivism is the supposition that groups collectivism aims at keeping members of the communal system leaning toward in-groups and afar from ou t-group. In this case, in-groups include the clan, family, as well as ethnic and religious groups. According to Triandis (1995), collectivism is a varied construct, bringing together culturally dissimilar foci on diverse types and stages of reference groups. Thus, collectivism can denote a wide range of attitudes, values and actions than individualism. While at times seen as plain opposites, it is possibly more precise to conceptualize collectivism and individualism and as concepts that vary in the issues, they make prominent. Sampson (2001) explains that collectivism is found in communal societies typified by disseminate and mutual duties as well as prospects deriving from attributed statuses. In such societies, social components with similar objectives and values are centralized. The individual is just a part of the social, making the group that the person lives in the main component of focus. It is easy to identify possible psychological effects of collectivism. Some of these eff ects relate to welfare, self-concept, attribution and association. First, with reference to the self, collectivism denotes that belonging to a certain group is an essential feature of identity. On the same note, collectivism requires individual traits to mirror the objectives of collectivism, for instance, keeping harmonious interactions and sacrificing for the ordinary good of other members. Second, with reference to emotional expression and welfare, collectivists explain that satisfaction in life comes from accomplishing social obligations and ensuring success as opposed to failure in those areas. Besides, collectivists call for moderation in expressing sentiments, but not direct and open expression of inner emotions. Third, with reference to decisions, attributions and causal thinking, collectivism calls for consideration of the social environment, situational restraints, as well as social responsibilities. Collectivism contextualizes meaning and the memory of collectivists conta ins details that are richly rooted. Finally, with reference to relationships, collectivism calls for significant group memberships. Every member in a collective society must belong to a certain group. Members within the groups have certain limitations. In addition, exchanges inside the groups should follow the principles of generosity and equality. Case study of China China is a country that has had ideological evolution from a more collectivist society to a more individualistic society. China now embraces capitalism in its economy as opposed to socialism. Capitalists promote individualism (Weber, 1930). They believe that there is always a reward for individual effort and these rewards benefit an individual. On the contrary, socialists promote the wellbeing if the group rather than the individual. For a long time, China was a socialist economy. However, China experienced economic transformation in the last two decades and it transformed to a capitalist society. While the Chinese Com munist Party (CCP) goes on with its activities in the disguise of socialism, it should continue to turn away the surfacing of values like individualism, whose affiliation is in developed, Western democracies such as America. We all know that China is slowly embracing some aspects of individualism, although CPP does not announce it loudly. Nevertheless, this transformation to an individualistic society has led to realization that each citizen has some personal responsibility for his or her failure and achievements. Conclusion In conclusion, collectivism and individualism are cultural aspects that have a strong attachment to the society. Both aspects shape our identities and behavior. They also shape our values, attitudes, understanding, communication, socialization, as well as attribution. Individualism stresses personal autonomy and accomplishment. Hence, an individualist culture honors social status depending on individual undertakings such as significant innovations, inventions, a rtwork, or charitable work and all dealings that make a person noticeable Collectivism, in contrast emphasizes on connectedness of persons in a bigger group. It supports conventionality and disheartens individuals from rebelling and acting distinctively. African development serves as a good illustration of collectivism. Africans treat productive persons with distrust and force them to share their extra wealth with the community. Americans, on the other hand, embrace individualism. Every American endeavors to create a private, special and distinctive self (Sampson, 2001). They perceive individualism as an exclusively American feature that forms a fundamental element of their culture. In fact, Americans take liberty, life and the quest for happiness with much significance. Besides, Americans carry out themselves as independent individuals, who are detached from others. They do not expect to receive any free thing from others, and they do not give out their things. They believe that th ey are individually responsible for their destiny. Collectivism requires individual traits to mirror the objectives of collectivists. Collectivists explain that satisfaction in life comes from accomplishing social obligations and ensuring success as opposed to failure in those areas. They also call for moderation in expressing sentiments, but not direct and open expression of inner emotions. On the other hand, individualists focus on making and sustaining a positive sense of self. They call for open expression of sentiments as well as accomplishment of personal aims. Furthermore, individualists call for personal orientation when it comes to reasoning and judgment, since individualism treats causes of the problem, or issues as an entity. Therefore, individualists’ style of reasoning does not consider specific circumstances, or context. Rather, the style presupposes that social information is separate from the social context. Therefore, both collectivism and individualism shape our identities and behavior. References Baumeister, R. (1998). The self. In D. Gilbert, S. Fiske, G. Lindzey (Eds.), Handbook of social psychology (Vol. 1, pp. 680–740). New York, NY: Oxford University Press. Burke, E. (1973). Reflections on the revolution in France. Garden City, NY: Anchor Press. Chan, D. K. (1994). COLINDEX: A refinement of three collectivism measures. In U. Kim, H. C. Triandis, C. Kagitcibasi, S. Choi, G. Yoon (Eds.), Individualism and collectivism: Theory, method, and applications (pp. 200–210). Thousand Oaks, CA: Sage. Hofstede, G. (1980). Culture’s consequences. Beverly Hills, CA: Sage. Kim, U. (1994). Individualism and collectivism: Conceptual clarification and elaboration. In U. Kim, H. C. Triandis, C. Kagitcibasi, S. Choi, G. Yoon (Eds.), Individualism and collectivism: Theory, method, and applications (pp. 19–40). Thousand Oaks, CA: Sage. Sampson, E. E. (2001). Reinterpreting individualism and collectivism: Their religious r oots and monologic versus dialogic person-other relationship. American Psychologist, 55, 1425–1432. Triandis, H. C. (1995). Individualism and collectivism. Boulder, CO: Westview Press. Weber, M. (1930). The Protestant ethic and the spirit of capitalism. New York, NY: Routledge. 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Monday, November 25, 2019

Emotional and Cognitive Intelligence Essays

Emotional and Cognitive Intelligence Essays Emotional and Cognitive Intelligence Essay Emotional and Cognitive Intelligence Essay Cognitive intelligence and emotional intelligence have both been widely examined with regard to their effect on individual workplace abilities. A critical comparison of the two concepts will be the basis of this essay. Some theorists have hypothesised that the ease with which an employee can process information and work towards solutions (our cognitive intelligence) is the key aspect in our ability to contribute to the workplace, particularly in more complex environments (Viswesvaran Ones, 2002). While others support the theory that our ability to use and adapt to emotion (our emotional intelligence; EI) has the greatest affect on our organisational involvement (Cherniss, Extein, Goleman, Weissberg, 2006). Through exploration of both theories, and their respective strengths and weaknesses coupled with their practical applications, this essay will aim to support the, perhaps rather diplomatic, view that the two concepts are not only equally important but, in fact, complementary (Cote Miners, 2006). Since the emergence of emotional intelligence as a theoretical construct in the work of Salovey and Mayer (1989) there has been much debate surrounding its precise definition (Spector and Johnson, 2006). Despite these deliberations EI has come to be accepted as an one’s ability to recognise, project and shape their own emotions, and identify and appropriately respond to the emotions of others (Mayer, Salovey, Caruso, 2000). Furthermore, through research EI has become widely acknowledged for its organisational importance. Organisational leadership is purportedly more likely in individuals with high EI abilities (Rosete Ciarrochi, 2005) while Kirch, Tucker, and Kirch (2001) speculated that accounting firms’ sole focus on cognitive capabilities when recruiting may lead to unhappy working environments. A popular method of testing for EI in research is the Mayer-Salovey-Caruso emotional intelligence test (MSCEIT) (Cherniss, 2010; Cote Miners, 2006). When a store manager recognises one of their staff is stressed or unhappy and offers them a break, some time off or even counselling they are employing their EI skills. It is estimated that anywhere up to 80% of our business potential is dependant on these skills, with only 20% of an individual’s organisational success based on their cognitive abilities (Kirch et al. , 2001). This leaves little doubt about its importance in business. In complete contrast, cognitive intelligence is not a debatable concept. Generally speaking cognitive intelligence refers to an individual’s quantitative abilities, such as memory, problem solving and the ability to absorb and then utilise information (Cote Miners, 2006). It has been studied in relation to the workforce for well over 80 years (Viswesveran Ones, 2002), and it is quite obviously a valued attribute in wider society. We extensively test the cognitive abilities of our Year 12s in the examinations for the Higher School Certificate; receptionists are tested on their typing skills based on a words-per-minute measurement, and individuals are even asked to complete a comprehension task when the apply for training in the police force – physical ability alone is not sufficient. Cognitive intelligence is used every day; remembering to pick something up from the store, or calculating the total of the bill in a restaurant are examples of everyday cognitive capabilities. As such it is highly valued in jobs of elevated practical and mathematical expertise, such as linguistics or laboratory science. Some might even say the value placed upon these strengths is too high, but we will elaborate on that later. The existence and importance of emotional intelligence in life and work is virtually indisputable. Every time a sales manager sits down with a new recruit to ensure they are comfortable and prepared before their first cold call, or a doctor shields his fear about a potentially dangerous diagnosis to keep the patient calm, EI is in use. However, perhaps its greatest limitation lies in the ambiguity and near-cliche of the term itself (Cherniss, 2010). It has been studied and elaborated upon so much, that what was initially a concise realm of specificity, has – particularly in the area of EI testing – become convoluted by measures of social intelligence and emotional and social competencies (Cherniss, 2010), which while similar to EI do distinctly deviate from the generally accepted Mayer et al. 2000 model of it. Some measures even include tests of cognitive intelligence, the concept with which it is supposedly in direct contrast. This has led to criticism about whether or not measures of EI have construct validity (Cherniss, 2010). From a theoretical standpoint the equivocality regarding an agreed definition of EI most specifically affects the theorists studying the concept. From an organisational perspective the practical implications of uncertainty surround the measurement of the concept, as opposed to its definition. For example if an organisation relies heavily on a team which is cohesive, cooperative and connected to one another the business may screen potential employees to ensure they will suit the role using a measure of emotional intelligence. Here in lay the problem; if a construct cannot be clearly defined, how can a test every truly have construct validity – how can the variables indicating an particular outcome ever be accurate, when we do not know exactly what we are measuring? Moreover, a focus on EI within businesses and organisations could have significant drawbacks. Unavoidable though it may be, if EI is the sole focus when staffing a coffee shop, the outcome may be a lack of efficacy, drive and direction. For example, if all of the staff are preoccupied with the emotions of their co-workers and are constantly self-monitoring their behaviour so as to maintain absolute harmony within the team, the focus will be on the relationships rather than the task at hand. Similarly cognitive intelligence is an important component of not only our work lives, but also our everyday lives. You would not allow an electrician to delve into your fuse box if they did not have the capacity to understand its complexities – nor would they have been employed in the field in the first place. In the same sense, an individual might struggle to make it to work punctually without the ability to comprehend the bus timetable. With that in mind however it is important to recognise the limitations of cognitive intelligence. If you take for example the Graduate Australian Medical Schools Admission Test (GAMSAT) which future Australian medical, dental and optometry students must take in order to be allowed into their preferred degree. The role of the test is to gauge the cognitive abilities of the individual, given the sophisticated level of learning required. However, few universities in Australia allow, even a high GAMSAT scorer, entry into a medical degree without the successful completion of a face-to-face interview because demonstration of their emotional intelligence capabilities is a vital aspect of this job, and one could argue all fields of work. If all the lawyers in a law firm possessed only cognitive abilities, they would likely complete tasks with a great deal of efficiency and accuracy. However when it came to recognising distress, sadness or indeed any emotion in a client being questioned on the stand, they may fail o even recognise the discord. It has also been acknowledged that even though cognitive testing is widely recognised as valid and reliable (Viswesvaran and Ones, 2002), there is always the possibility that an individual with a high score on an accepted measure of cognitive intelligence such as the Stanford-Binet IQ test (Wood et al. 2010), will perform poorly in a workplace deemed below their individual capacity, and in reverse someone with a low cognitive expectancy may perform well in a role of great complexity (Viswesvaran Ones, 2002). Explanations for these variances are broad, and generally speak to the fluidity of the concepts. In spite of what is clearly a myriad of conflicting research studies, basic logic gives rise to the theory that both types of intelligence have their strengths in the workforce. Emotional intelligence accounts for very subjective every day workplace experiences such as the friendships we form; and moreover the evolutionary path of EI could also be said to be responsible for the development of things like bereavement leave, exit interviews, employer counselling facilities and team building seminars or meetings. The en masse emotions and moods of employees throughout the past few decades – and the highly emotionally intelligent people who observed these emotions – could arguably be said to have paved the way for these positive changes in policy and corporate development. Judging emotional intelligence strictly by a measure of success potentially contributes to the perception that it is a weak concept. It is possible that emotional intelligence is related to beneficial outcomes that cannot be measured by a Key Performance Indicator (KPI) in business. For example Cherniss, 2010 cited various researches that indicated EI contributed to personal wellbeing, improved interpersonal relations and even a reduction in the likelihood of depression and drug use. Aside from the obvious strength of giving people the ability to complete work related tasks, the abundance of attributes under the umbrella of cognitive intelligence is probably the greatest asset of the cognitive family. The boundaries of cognition are vast; the concept covers memory, mathematical processing, verbal reasoning, perception, memory, visual processing, judging, use of language and many other elements. Thus it is almost impossible to be completely lacking in cognitive strength generally. As indicated by Viswesvaran and Ones (2002) and Cote and Miners (2006), if one is weak in a particular cognitive area they will likely compensate with strength in another. For example, a mathematics professor is an obvious candidate for someone with immense cognitive power, however if that same professor always forgets his keys or where his car is parked, this is a cognitive failure. Therefore it is possible to be cognitively strong, and therefore potentially productive in the workplace, if you have capabilities in just some cognitive areas. From an organisational perspective the application of the both the cognitive and EI constructs often takes place in the recruitment phase. Before an applicant can be invited for an interview at Flight Centre Limited a series of tests must first be completed. The first is a detailed cognitive task involving mathematical equations, logic and reasoning as well as a test of personality and emotional ability to assess your emotional compatibility with the brand. While this approach has its limitations, as detailed above, generally speaking it is a productive process of elimination. Organisations also support cognitive abilities with training days, and development beyond the expectations of an individual’s role. For example a hairdresser has the cognitive intelligence to cut hair, the employer may develop the employees cognitive abilities by having their staff learn make-up application techniques. This in turn develops the employee’s cognitive skills, with the real-life benefits of giving the staff more professional development and offering the employer another approach to gaining more business. A staff member of a newspaper might have great writing ability, but insufficient grammatical skills; in response an employer might offer that employee a sub-editing course to hone those cognitive deficiencies. With the exception of the recruitment phase of a business, the theory of emotional intelligence is much less tangible and therefore more difficult to apply in an organisation. It is of course what contributes to a regional manager of a retail outlet sending a new employee to a particular store – due to their EI fit with that team – but deficiencies or imbalances in EI are difficult to police and adjust. Some businesses apply it as part of a philosophy, by encouraging (and sometimes enforcing) monthly or weekly one on one meetings with senior management to discuss their feelings towards the business, or offering planning and social days so that teams can bond and perhaps become better able to receive the emotions of one another. It could also be suggested that organisations look to people of high emotional intelligence to lead teams, and divisions as the emotionally intelligent perhaps have the ability to motivate and inspire the cognitively gifted to complete their tasks with a greater level of efficacy or quality. Such substantiations have not, however, been verified. This might seem the appropriate time for the introduction of some revolutionary third workplace success measure, one not as littered with limitations as the two aforementioned concepts are. On the contrary, the myriad of weaknesses serves only to support the idea that cognitive intelligence and emotional intelligence are both vital and complement one another in life and in work. More that being equal contributors, independent of one another, they serve individuals in harmony, creating balance between personal relationships and emotions as well as, tasks and problem solving abilities. To that end it stands to reason that without a certain level of cognitive capability any task, let alone job, will not be able to be completed. However, as anyone who has been a part of an organisation will know, work is much more than just the tasks at hand. The people you work with, for and alongside play a crucial role in our work lives and our ability to monitor both their and our own emotions complements our general mental ability. ? References Cherniss, C. (2010). Emotional intelligence: Toward clarification of a concept. Industrial and Organisational Psychology, 3, 110-126. Cherniss, C. , Extein, M. , Goleman, D. , Weissberg, R, P. (2006) Emotional Intelligence: What Does the Research Really Indicate? Educational Psychologist, 41(4), 239-245. Cote, S. , Miners, C. T. H. (2006) Emotional Intelligence, Cognitive Intelligence, and Job Performance. Administrative Science Quarterly, 51, 1-28 Kirch, D, P. , Tucker, M, L. , Kirch, K, E. (2001). The benefits of Emotional Intelligence in accounting firms. The CPA Journal, 71(8), 60-61. Mayer, J. D. , Salovey, P. Caruso, D. (2000). Models of Emotional Intelligence. Handbook of Intelligence, 2, 396-420. New York: Cambridge University Press. Rosete, D. Ciarrochi, J. (2005). EI and its relationship to workplace performance outcomes of leadership effectiveness. Leadership Organizational Development, 26, 388-399. Salovey, P. , Mayer, J. D. (1989). Emotional intelligence. Imagination, Cognition and Personality, 9(3), 185-211. Spector, P, E. , Johnson, H, M. , (2006) Improving the definition, measurement and application of emotional intelligence. A critique of emotional intelligence: What are the problems and how can they be fixed? 325-344. Mahwah: Lawrence Eribaum. Viswesvaran, C. , Ones, D. S. (2002). Agreements and disagreements on the role of general mental ability (GMA) in industrial, work, and organizational psychology. Human Performance, 15(1/2), 211-231. Wood, J. , Zeffane, R. , Fromholtz, M. , Weisner, R. , Creed, A. , Schmerhorn, J. , Hunt, J. , Osborn, R. (2010) Organisational Behaviour: core concepts and applications, 2, 44-45. Milton: John Wiley Sons.

Thursday, November 21, 2019

Staffing Organizations-Part 1 Essay Example | Topics and Well Written Essays - 1000 words

Staffing Organizations-Part 1 - Essay Example Be clear. Be polite. Know people’s names, and use them. Recognize that everyone has a life outside work. Show sensitivity, be accommodating, and don’t pry†Ã‚  (Fox, 2012). The employees should be told how they are to address those in authority. The names should be said clearly and slowly during introduction sessions with new workers so that they recognize the correct pronunciation. Spelling the name would not hurt and will only help. Follow these rules to maintain harmonious relations with the staff: keep an even tone while talking, as tone plays an important role in communication. Correcting mistakes, one of the best ways to help employees reach their potential, can be done very politely and in a private space. Shouting at people, even those of them who deserve it, is infrequently effective. Try maximum as to provide clear directions. Nobody is perfect and this just opens room for even the authoritarians to commit errors, which requires them to own up to their mi stakes. If someone else is responsible for a mistake, the error should not be focused on more, rather the circumstances and solutions should be sought after. 2. Suggest ways in which you can avoid claims of disparate treatment. Human Resource Departments require handling circumstances efficiently with similar treatment of every employee in order to avoid discrimination under human rights and further federal discrimination laws covering various elements such as age and disabilities. Follow a detailed process of documentation as well as keep a checklist to avoid bias complaints in the industry. Disparate treatment care for employees should be provided less positively based on religious views, age, sex, race, national identity or ethnicity. An outline of discrimination of laws in the US would lead to an illegal execution of lawsuit that can provide the courts with a reason to allow a worker on disparate treatment. If some employees are warned before termination while others are not, bu siness shows weakness under discrimination laws and disparate treatment. 3. Identify the type of external influences that could hinder staffing and how you would address  them. Staffing procedures are very important to any institution, as they determine the value of workers. Many internal issues influence the staffing procedure along with external issues.  If workers are to perform well, certain actions need to be taken to ensure calm and planned work surroundings.  Ã¢â‚¬Å"In the staffing organizations model, staffing system management is needed to provide direction and control for the staffing system components and external influences.   Essential to that process is the concept of business ethics.   Ethical practices seek to raise ethical expectations, encourage ethics discussions, encourage ethical decision making, and prevent and/or identify misconduct†Ã‚  (Staffing Organizations, n.d.). Some of the major external issues that could hinder staffing include the foll owing: Micro-management Poor leadership Low compensation Not enough training Little appreciation 4. Create a plan that you can use to deal with employee shortages and surpluses. The biggest labor problem that a small business owner would confront is definitely that

Wednesday, November 20, 2019

Course Project Coursework Example | Topics and Well Written Essays - 1500 words

Course Project - Coursework Example In this case, the body that is in power to manage disaster should be focused to deal with is matter. Decision-making is a fundamental element that can be described as a daily routine matter. This is because in everything that is done decision should be put in the first place. Thus, decision-making can be defined as a process of gathering cognitive choices among many alternative possibilities (Köksalan, 2011). The person making the decision should select the logic choice from the available options (Köksalan, 2011). However, the nature of its existence and the historical background of the events (Köksalan, 2011) describe the decision-making. Therefore, in order to have a quality decision making the problem must be identified. Secondly, the outcomes should be clearly noticed. While managing the vulnerable hazards like flood wise decisions should be made to make sure that people do not die because of its effects. In many areas where floods are experienced malaria, turns to kill large number of such poeple like children and pregnant women (Hardman, 2009). Additionally, chole ra turns also to become a killing disease because of poor sewage. Thus, floods as they are prone in many areas in the corrective measures should be implemented to in order to meet the level of its risks. In this scenario, the article is hereby to identify disaster/emergency problems such as floods. According to the facts of scholars, floods are storms that are because of natural occurrence (Hardman, 2009). Since, the flashing of flood occurs unexpectedly the decision should be wisely made because of its consequences (Hardman, 2009). For instance, floods might cause the death of animal, people, and destruction of properties (Hardman, 2009). It is the responsibility of the state government to make clear decisions towards how to deal with such problem if it is experienced (Hardman, 2009). In this case, the government might decide to evacuate the residents

Monday, November 18, 2019

This is not actually micro or macro the class is called Economics of Essay

This is not actually micro or macro the class is called Economics of developing countries - Essay Example This is because, poor people around the world seldom access financial services through the formal sector, and hence, they are forced to venture into informal financial dealings which are in the form of micro-finance services (Gulli 50). The history of Micro-finance dates back to hundreds of years. Credit corporations and lending unions have been in existence for many centuries. However, the pioneer of modern micro-finance is Dr. Mohammad Yunus, who in the 1970s started experimenting with the idea by using women in rural villages of Bangladesh. Yunus began lending affordable loans to the women, and they would later return at an interest. The women benefited from the loans because they were able to begin community projects that generated income for them. The profits enabled them to pay back the loans. Later in 1983, Yunus founded Grameen Bank, one of the world’s greatest micro-finance banks currently. Yunus won the Nobel Peace Prize in 2006 due to his efforts of improving the lives of poor women in Bangladesh. Innovation in micro-finance has continued over the years, and currently, it has been established that micro-finance solves economic problems of people in developing countries. Current estimates by the Wo rld Bank reveal that approximately 160 million people that live in developing countries benefit from micro-finance (Armendariz 67). Comprehensive studies have demonstrated that micro-finance indeed works. Research has shown that micro-finance continues to assist poor individuals in developing countries to meet basic requirements, and protects them from any potential risks. These financial services have enabled low income earners to improve their quality of life and enhance their enterprise stability. Most Micro-finance Institutions (MFIs) target women, for example, Grameen Bank targets Bangladeshi poor women. This is of benefit as it contributes to women empowerment, and ensures that

Saturday, November 16, 2019

Cause And Effects Of Land Degradation Environmental Sciences Essay

Cause And Effects Of Land Degradation Environmental Sciences Essay Land degradation is an issue of increasing concern to most countries. It is a concept in which the value of the environment is affected by one or more combination of human induced processes acting upon the land. It also means the deterioration in the quantity of land or soil that affects phenomena such as floods and bushfires. The land degradation threatens not only the viability of agriculture, but also water quality, human health, biodiversity and the fundamental ecological processes on which all life depend. The loss of arable land has been caused by a number of factors, many or most of which are tied to human development and agriculture used. The major causes are land clearance such as clear cutting and deforestation, agriculture activities, irrigation salinity and over drafting, livestock including overgrazing, pollution and industrialization. Overgrazing is a common problem in many parts of Australia. It is caused by animals, generally sheep, cattle, or other feral animals, all concentrated in the one area, all feeding on the grass and shrubs. Grass and shrubs hold the soil firmly together. The removal of grass and shrubs leaves the soil bare and susceptible to wind and water erosion. The soil can be broken up or compacted by hooves, this makes the problem worse. Irrigation salinity is when the irrigation water, used to provide water for crops and pasture, seeps down to the water table, with all the dissolved salts, rises and kills the crops and grass, as they are not used to the salty soils. Deforestation is the complete removal of a forest ecosystem and conversion of the land to another type of landscape. It differs from clear-cutting, which entails complete removal of all standing trees but leaves the soil in a condition to regrow a new forest if seeds are available. Over drafting is the process of extracting groundwater beyond the safe yield or equilibrium yield of the aquifer. Since every groundwater basin recharges at a different rate depending upon precipitation, vegetative cover and soil conservation practices, the quantity of groundwater that can be safely pumped varies greatly among regions of the world and even within provinces. Some aquifers require a very long time to recharge and thus the process of over drafting can have consequences of effectively drying up certain sub-surface water supplies. Land Degradation Processes The main outcome of land degradation is a substantial reduction in the productivity of land. The land degradation processes include soil erosion, nutrient depletion, salinization, desertification and soil acidification or alkalinisation. Soil erosion is a natural process that removes soil from the land. The critical aspect of soil erosion for our purpose here is that the rate of the process is highly dependent on human actions. Natural rates of soil erosion are lower for soil with a good cover of vegetation than for bare soil. In fact, any human actions that uncover soil (farming, logging, building, overgrazing, fires, etc.) greatly enhance soil erosion rates. Soil salinization is the concentration of salts in the surface or near surface of soils. It involves the processes of salt accumulation in the upper rooting zone so that many plants are inhibited or prohibited from normal growth. Human induced salinization is a major problem in drylands and is often associated with large-scale irrigation. Dryland Salinity When drylands are irrigated, the water evaporates quickly, leaving behind previously dissolved salts. These salts can collect, since there is little rain to flash the system. The salt in the soil inhibits the uptake of water by plant roots and the soil can no longer sustain a vegetative cover. Irrigation Salinity Irrigation salinity is when the irrigation water, used to provide water for crops and pasture, seeps down to the water table, with all the dissolved salts, rises and kills the crops and grass, as they are not used to the salty soils. Nutrients loss is an important problem in regions of low-input agriculture, such as Africa. In such regions, when crops are harvested, essential nutrients are taken away in the crop and not replaced. Desertification occurs whenever a non-desert area starts to exhibit the characteristics of a true desert. The term was coined by the United Nations in 1977. The main cause of desertification is not drought, but mismanagement of land, including overgrazing and felling of trees and brushwood for fuels. Soil acidification is when certain chemicals are used on the soil, for various reasons including pesticides, removal of salt from the surface and the soil, acid rain, the growth of certain crops, certain animal wastes and etc, these chemicals are often absorbed into the soil and become part of the soil-structure. With these chemicals now part of the soil, the soil may become acidic and therefore crops and pastures will not grow. Soil acidification can lead to a productivity decline up to and equal to 50%. Soil akalinisation is clay soils with high pH (> 9), a poor soil structure and a low infiltration capacity. Alkali soils owe their unfavorable physico-chemical properties mainly to the dominating presence of sodium carbonate which causes the soil to swell. Sometimes these soils are also referred to as (alkaline) sodic soils. Effect of degradation Several land degradation affected a significant portion of the arable lands, decreasing the wealth and economic development of nations. Land degradation cancels out advanced by improved crop yields and reduced population growth. As the land resource, base becomes less productive, food security is comprised and competition for dwindling resources increases. Thus, a downward eco-social spiral is created when lands are nutrient depleted by unsustainable land management practices resulting in lost soil stability leading to permanent change. Land degradation not only affects soil productivity but also have more significant impacts on receiving water resources. Since soil along with nutrients and contaminants associated with soil, are delivered in large quantities to environments. Land degradation therefore has potentially impacts on lakes and reservoirs that are designed to alleviate flooding provide irrigation and generate Hydro-Power. In summary, land degradation includes soil erosion, salinization, soil acidification or akalinisation and desertification. The rate of degradation has increased dramatically with growth in human populations and technology. Severe land damage accompanies large-scale of agriculture. The continued loss of arable land will jeopardize our ability to feed the world population. Land degradation is a worldwide problem which includes both of the developed and developing countries.

Wednesday, November 13, 2019

courteous :: essays research papers

Being courteous is an act of being respectful and by using good manners towards people. Treating people with courtesy can show many different feelings towards the person being acted upon. In the play Othello by William Shakespeare there are many characters in the play that use and don’t use acts of courtesy. The focus of this issue is the question of, do the men in the play show courtesy towards the women in the play? Othello is the main character, and Iago is a solider in his army. Iago was passed a position of lieutenant to another solider named Cassio. This action made Iago very angry and jealous, so he would seek a sort of revenge throughout the play. In the play Othello Iago, a respected individual, shows very little respect towards women in the play. In lines 103 through 125 in Act 2 scene one Iago is very disrespectful towards the women in the play. In Iago’s speeches, especially in lines 109 through 119, Iago acts in a very heavily manner towards Desdemona, and Emilia in these scenes throughout the play. In the opening acts we learn that Othello is a respected man, and a leader of an army. He lives out a long history of heroic stories and epics that make women woo over him. He marries Desdemona, while carrying a relationship with Emilia, the wife of Iago. Iago finds out about a past relationship with Othello and Emilia and becomes jealous and seeks revenge again. Iago then thin ks of a way to make Othello jealous. Iago shows no remorse towards anyone in these situations and uses not only his wife but also Desdemona to seek revenge on Othello out of jealousy. Throughout act 2 Iago talks to and about women in a very rude DuBois 2 manner. In line 115 Iago states, " â€Å"You rise to play, and go to bed to work.† This statement was primarily directed towards Desdemona and Emilia but, also includes all women at this time period. This means that a woman’s main purpose is to please a man and that’s it. Iago also shows little respect for the leaders of his army, like Cassio his former lieutenant. He uses Cassio to make Othello jealous and then this makes Othello angry at Cassio. Cassio also shows little some disrespect towards women as well. In act 3 tension arises between the crowd and at the end a former prostitute of Cassio approaches him and he deliberately eases her by telling her that he hasn’t seen her in awhile because he is under a lot of stress lately.

Monday, November 11, 2019

Sedalia Engine Plant Case Study Review

We have reviewed your case at Sedalia Engine Plant and believe we have found a plan that fits your needs. We believe that while your company surely holds a lot of promise, we have a few ideas to we would like to recommend to you and perhaps take into consideration. We have your best interests at hand and only serve in helping you in bettering your company and becoming more efficient. By the means of what is known as lean production, you can continue to preserve the value in your product while increasing efficiency in the production process, making your employees happier resulting in more productivity and quality control, and hoping to save your company time and money in the long run while not costing your employees, products or consumers anything, all of which are good things. You state that employees are starting to feel powerless and feel like they are unable to do tasks that would benefit the company. While you have implemented a program to address this, you indicate it is not working. One important principle of lean production is leveling out the workload. We recommend spreading the work load among all employees. If the work load is level across the board, employees will feel useful and not feel as though they have wasted efforts. Feeling like a part of a team and feeling equal amongst your work peers creates for greater solidarity and an increased chance for greater work quality, resulting in product quality. Adding standardized tasks is also the foundation for continuous improvement and employee empowerment. Employees themselves should be passionate about the company and work together for one goal. These people should be in agreement with your companies’ philosophy. Those you elect to be team leaders or managers should be equipped for the position. They should thoroughly understand every aspect of the company and also be trained in being team leaders, while at the same time understanding the teaching methods of the company. Building strong leaders to help lead and keep teams working together is essential for the well-being of your company. As mentioned prior, giving each employee a fair amount of the work will help with their morale, and providing strong leaders equipped with good leadership skills to direct their equal efforts makes for an outstanding system. Concerning the Board of Representatives, Board of Employees, and Human Resources, these teams will need to work in tandem to be effective. These three teams should be making decisions together, and rapidly implementing the unanimous decision. These decisions should focus on the long-term picture, not the short-term picture, even if sacrifices will need to be made. The Board of Representatives should constantly be watching with their own eyes to ensure production is being carried out in a proper manner. The Board of Employees should be concerned with making employee tasks standardized, and work to continuously improve the level of standardization. With standardized tasks and work evenly spread across employees, employees will feel empowered to succeed. To avoid wasting time and resources, the focus should be on building quality first, rather than worrying about fixing problems later. Your company should only be using reliable, thoroughly tested technology that serves your people and processes. You should also provide visual controls so no problems are hidden. Remember, quality is â€Å"key†. In regards to the issue pertaining to wage differentials and job security, a good way of going about handling that is to compromise with the workers. Also if you use the steps for searching for integrative solutions, that would help as well. The first step would be to separate the people from the problem. I know that wages and job security directly affect the employees, but it is best if you take away the employees from the issue and really find out the company issues with differing wages. The second step would be to focus on the shared interest of all the parties. As for the plant, you would naturally want to do what is in the best interest of the company, but if you are really trying to resolve and compromise the issue you would need to look at the issue from an employee point of view. The next step, and one of the biggest ones, is to generate options. It is good to not just come up with one solution to the job security issue, but to also formulate many options that can be used to solve that problem. I suggest layout a plan that employees were to follow and if they didn’t, that would put their wages and job security at risk. The fourth step in the breakdown would be evaluation. It is best to evaluate the options using objective criteria. This step simply means to thoroughly look over options and have a certain criteria to follow for the options to be of any relevance to the problem. The last step would be to iteration. There is not a, onetime, perfect option for every problem. The best way to go about this is to keep trying. If one solution doesn’t fully solve the wage issues at the plant, than keep trying other plans. It was mentioned that POT is still functioning, but an Organizational Review Group (ORG) was established to discuss plant guidelines along with Exempt and Non-exempt Task Force Groups (NEIG & EITG). In response to employee criticism and the potential for negative publicity, the board of trustees made a decision to establish a â€Å"Task Force on the Work/Family Interface. The mission of the Task Force was to make recommendations on possible additions and modifications to company policies and programs that will better accommodate the family responsibilities of its employees. Members of this Task Force included: company executives, exempt and non-exempt employees, and members of the board of trustees. The Task Force can make recommendations in a large number of areas including health insurance coverage, absence with pay, leave without pay, sick leave, promotion criteria and policies, training programs, family leave, job sharing, flextime and child care. I believe task forces are an improvement on past practices, but I also do believe there could be another option as well Your decision-making processes should be based on a long-term philosophy of proving good services and products, even at the expense of short-term financial goals. While profit is important and essential, a high one means nothing if your employees aren’t happy, resulting in your products not having as much quality, resulting in unsatisfied customers. This rips everyone off in the end. High morale and work ethic is core, as previously stated. Bringing back building a philosophy within the minds and work ethic of team leaders and employees, it trickles down into the product itself and reassures that your company stands for something great and admirable, not simply another big name making lots of money. It is probably very important for you to hold a high morale and solid reputation, and with these key ideals and systems, that is very much possible. We thank you for your time and hope you to take our recommendations into deep consideration. We feel these decisions would be wise for the lasting future and quality of your products, people and proficiency.

Friday, November 8, 2019

Border Wall †An Issue to Solve

Border Wall – An Issue to Solve Free Online Research Papers Out of the never-ending list of issues between the United States and Mexico, illegal immigration into the United States is the most important. If Mexico is the would help its citizens by opening new job opportunities there would be less people coming to the United States illegally. The Border Wall is not the best solution to stop Mexicans from coming to the United States illegally; it would probably encourage more Mexicans to try to cross the Wall just to prove to the United States that Mexicans can still immigrate to the United States. The idea of having a physical barrier between the United States and Mexico is redundant. The Wall will separate two countries that have been like sisters for decades. I do not believe in the construction of the Wall because it will be a waste of money and aside from that, Mexicans work like mules in exchange for less than the minimum wage, something that a person who is fired from an eight-dollar an hour job will do. If the United States would help Mexico instead of fighting it, things would be much better for both countries. In the Valley, many Mexicans work for less than the minimum wage in houses and downtown stores. This has been done for decades. Why? Because citizens will not do that job, but still say that Mexicans have come to the United States to take there jobs from them. The U.S can help Mexico by creating enterprises and factories in Mexico. By doing this, the United States creates cheap labor and helps U.S and Mexico’s economy; it will also reduce the illegal immigration into the United States. Another way to help solve immigration issues in the valley would be by granting working permits to Mexicans who want to work in the United States. For those Mexicans who are granted permission to work in the United States, taxes should be charged as if they were citizens. This will also help our economy and Mexico’s. Of course, some safety procedures like background checks should be done in order to grant the working permits. The United States would solve immigration issues not by building the Wall, but by creating more job opportunities in the United States and Mexico and charging taxes to those who decide to work in the United States. Research Papers on Border Wall - An Issue to SolveThe Effects of Illegal ImmigrationNever Been Kicked Out of a Place This NicePersonal Experience with Teen Pregnancy19 Century Society: A Deeply Divided EraPETSTEL analysis of IndiaAssess the importance of Nationalism 1815-1850 EuropeTwilight of the UAWBook Review on The Autobiography of Malcolm XAppeasement Policy Towards the Outbreak of World War 2Quebec and Canada

Wednesday, November 6, 2019

Andrea Yates Argument Paper essays

Andrea Yates Argument Paper essays The death penalty is the most severe punishment awarded to an individual who has abruptly ended the life of another human being. Recently five innocent children died at the hands of a mother who was declared mentally unstable. Andrea Yates was not in control of her own actions when she took the lives of her children, therefore Andrea did not deserve the death Mental illness is a state of mind or feeling or spirit and is closely related to depression. Depression is a suppressed or low feeling. Andrea Yates suffered from a number of mental disorders which increased the state of severe out of control emotions. In her young years she was studious, high achiever, and very caring even to the point of becoming a registered nurse. Not being able to full fill that desire to nuture her sensitivity to the feelings of helping others added to the mental state of depression. Added to that was the death of her father which often times will push down an individual. Andrea was robbed of her spirit of life and body of energy with this helpless feeling of depression. Meanwhile while desperately trying to overcome the state of depression Andrea sought medical help and began taking anti depressant drugs. These drugs do worse damage to an already depressed person. Prozac and Zoloft are so closely related that they can be viewed as the same drug. Prozac can worsen the depression in patients. Andrea Yates was taking Zoloft and the possibility the medication added to the depression driving her further into a mental unstable condition such as psychosis. Added to the fact that during this time she was pregnant and nursing her babies as well. Both of these factors cause post partum depression. It is clear that Andrea Yates never had time to recover from post partum depression before another pregnancy occurred and combined with the anti depressant drugs she lived in continual depression. Pr ...

Monday, November 4, 2019

Of Thinking Globally and Acting Locally Essay Example | Topics and Well Written Essays - 500 words

Of Thinking Globally and Acting Locally - Essay Example Thus, business organizations like Coca-Cola (Coca-Cola) Company take on the challenge of "thinking globally but acting locally." Coca-Cola is currently one of the most recognizable and widely sold commercial brands in the global arena. The company capitalizes on its extensive distribution network comprised of 9 million retailers in more than 200 countries (Klebnikov 2003). Amidst its being a global brand, what is apparent is the company's innate desire of satisfying each locale according to their needs. This aim of Coca-Cola can be seen its products and promotion strategies. Coke, the flagship brand of the company is marketed worldwide. It should be noted that this product has been warmly accepted by the global market because of its universal taste. Coke has a "universal taste" which discounts the differences in nationality, culture, and traditions. However, the company recognizes that the product portfolio offered in each foreign market should be differentiated as not all product appeal to all consumers. Thus, Coca-Cola strives to develop a product portfolio which is unique for each market. Quoting the company's annual report: "Consumer demand can vary from one locale to another and can change over time within a single locale.

Saturday, November 2, 2019

Principles that teacher use in helping african american english Assignment

Principles that teacher use in helping african american english speaking student to become bidialectal - Assignment Example In order to learn and work well in America, this group is required to learn the standard American English that cuts across all cultures. There are guiding principles of teaching African American English speaking people to become bi-dialectal. The core principle to teaching them Standard English is combining culture, language, and literacy. Standard English should be taught as a second language and not taken as correcting or eroding the native language (Perry and Delpit 80). In order for the learners to appreciate the language, their culture must be studied and encompassed into the curriculum. This would produce a culturally responsive, appropriate, and relevant system of Education (Alim and Baugh 24). Educators that have attempted to teach Standard English to Ebonics as correcting the shortcomings of their native language either have failed to improve the Standard English speaking capability of this group or have achieved very little. In some cases, Blacks have dropped out of the sys tem in protest of the lack of recognition or respect for their culture. By studying the culture/language of the American blacks the following can be taken as guiding principles of teaching them Standard English (Hudley, Charity Ann and Mallinson 70-90). Development of Sensitivity of Rhymes For young learners, teachers can aid them practice nursery rhymes and games, such as hand clapping. To be able to appreciate both Standard English and the local dialect, they should rhyme in both dialects. Teachers may examine the rhyming differences that learners hear and use to increase their sensitivity to sound patterns and become acquainted with the linguistics. In the case of learners in higher grades, teachers may impart the rhyme sensitivity by introducing word games and some aspects of verbal play into the classroom. This should be done both in Standard and African American English. Students can also learn rhyming through composing poems and lyrics, analyzing them and writing reviews (Ali m and Baugh 19). Students should be allowed to compose songs in their dialect especially in hip hop style they are famously known of. They should recite these in front of the class. Learners should then discuss how words that rhyme in their native dialect are similar or different from those of the Standard English. They should also be encouraged to write reviews of songs or poems and take note of instances where the composer used Standard English or African American English. The exercise of composing, analyzing, and writing reviews of songs and poetry enhance knowledge, rhyme sensitivity, and word formation. In a nut shell the teacher is encouraging learners to express themselves both in their native language and the Standard English in order to develop language flexibility. Teachers can also come up with mechanisms that allow learners to compare and contrast lyrics/poems composed in different dialects including their own. Students should keenly explore the styles in the different p oems and also note the advantages and disadvantages of each style. By comparing and contrasting different styles, they appreciate the importance of each dialect and will be encouraged to learn the Standard English because they are aware that their dialect is also recognized alongside the Standard English. Grammar The use of ‘ain’t’ in African American English: - The African American English has phrases that are commonly used that are viewed by the rules of Standard English