Mental Illnesses Essay Example | Topics and Well Written Essays - 500 words

Mental Illnesses - Essay Example Physiological Process The physiological process of schizophrenia is not clearly defined. However, experts link chemical abnormality to be associated with the signs and symptoms of the illness. The imbalance of dopamine and glutamate affects the way a person’s brain reacts to the stimuli making the schizoid person overwhelmed by sensory stimulation in which other people without such condition may easily handle. The study of Dalya and company ( 2007) supported such claim in explaining that changes in the neural circuits as a result of neurotransmitter abnormality may cause patient to experience auditory hallucinations. Other studies have also shown that abnormalities in brain structures and death of tissues in the brain may cause changes in its cells and that relay of sensory information is altered. Symptom Manifestations Manifestation involves hallucinations in the form of hearing voices, delusions which are persecutory in nature, and disorganization in speech and thinking. The individual when communicating to others may present lose of thoughts and sentences are incoherent with its meaning or it is a combination of loose ideas that it becomes word salad. Schizoids do not pay attention to how they project themselves thus they dress poorly. They do not have the motivation for themselves and have project poor judgment as well. Others may have problems of responsiveness and social cognition.

The Homo Erectus vs Modern Man Essay Example for Free

The Homo Erectus vs Modern Man Essay The 2002 discovery of a1. 77 million year old bones of an old man in Dmanisi, Georgia unveiled fertile grounds for a plethora of information about the Homo erectus. Dmanisi, a village characterized by its medieval ruins, is not far from Tbilisi, Georgia’s capital. Dmanisi has been the focus of archaeologists’ explorations since the early 1990s. Findings up to 2002 were typically comprised of early human fossils. The latest evacuations of 5 Homo erectus vertebrae in 2005 was even more infinitive providing anthropologists with a unique opportunity to make instructive comparisons to modern human beings. Anthropologist Marc Meyer from the University of Philadelphia together with David Lordkipandize and Abesalom Vekua from the Georgian State Museum in Tbilisi said that the vertebrae were compared to those of modern man, chimpanzees and gorillas. It is possible that the ancient Homo erectus spoke to one another. The Homo erectus’ remains unearthed at Dmanisi in 2005 and compared to modern man, chimpanzees and gorillas reveal that the ancient remains were capable of supporting respiratory organs that are necessary for oral speech. Although Meyer notes that it is not possible to prove that prehistoric man spoke, the Homo erectus remains evacuated at Dmanisi did not exhibit respiratory constraints relative to speech. The vertebrae of the Homo erectus, although significantly smaller than that of modern man is vastly similar. The similarities in vertebrae structures are indicative of similar human physical traits in terms of posture, mobility and quite possibly communication. This might explain why there is a large debate over the characterization of a 1. 6 million year old skeleton unearthed in Kenya in 1984. The skeletal remains were small and similar to that of a chimpanzee leaving some scientists to conclude that it was the remains of Homo ergaster rather than a Homo erectus. The fact is, scientists are more inclined to conclude that the Homo erectus was possessed of a speech-friendly physique. Previously, all other Homo genus forms were devoid of the vertebrae supportive of speech and had limited speech range. References Beers, K. ; Odell, L. ; Arpin, G. ; Brinnin, J. and Hermacki, T. (2003) Holt Literature and Language Arts. Holt, Rinehart and Winston Bower, B. and Lobdell, J. (2004) History Alive! Teachers’ Curriculum Institute. National Geographic (April 2005) â€Å"Human Erectus Discovery†. http://ngm. nationalgeographic. com/ngm/0504/feature2/gallery4. html (Retrieved July 7, 2010). The Dmanisi Site (n. d. ). http://www. donsmaps. com/dmanisi. html (Retrieved July 7, 2010).

A Freudian Analysis of Ode to the Death of a Favorite Cat (Favourite) :: Ode to the Death of a Favorite Cat Essays

A Freudian Analysis of Ode to the Death of a Favorite Cat (Favourite) "Ode to the Death of a Favorite Cat" can be a poem that represents a sexist view of women while identifying the three psychological entities; the id, ego, and superego. The cat in the poem represents the human female. Throughout the poem it is referred to as a "she", and identified with similar, sexist traits that women have. These traits are laziness, the need for shiny, pretty objects, and an unquenchable desire for material goods. Just as the cat is drawn by the gold fish so is a woman's attention drawn to this glimmering metal. Just as line 24 says "What female heart can gold despise." The cat's desire for the glistening fish ultimately ends in its death. This is similar to what will happen to a woman if left to her desires unchecked. This cat has nothing in its life to prevent it from its folly. A woman needs a man to set her on the right path. If left to her own devices it will mean her end, or so that's what the poem implies of women. I the end a universal moral is introduced that can be applied to the human world, "Not all that tempts your wand'ring eyes, and heedless hearts is lawful prize, nor all that glisters gold." (lines 40-42) This then leads into a perfect comparison of women and men as two psychological entities, the id and superego. Since the cat in the poem is so consumed by its desire that it impulsively acts on its greed and is a representation of the human female then obviously women can be considered representations of the Id. They impulsively act on their desires and ultimately, like the cat, are consumed by these desires if left unchecked. This is where man comes in. Men must be there and act as the superego holding back a woman's natural desire for material gain. Since both represent a different entity respectively then obviously the union of man and woman must be the ego. A balance between the two. A woman's desire for material gains and a man's natural inclination for law and order. This then does bring in the idea that certain human traits can be identified not only as manlike and womanlike but also things that are naturally inclined towards the superego and the id.

Servant Leadership

When we talk about leadership, we refer to people who motivate, influence, and build up relationships, based on trust, respect, and integrity. Servant leaders are people who serve first. So what is Servant leadership? Servant leader ship is â€Å"when people lead at a higher level, they make the world a better place, because their goals are focused on the greater good† (Blanchard, 2010, p. 261). For example, educators are visionaries who help attain goals, instill value, and develop potential leaders.Educators assist in strengthening and developing the mind and body, so individuals an apply their talents and become great servant leaders in the areas of healing, educating, and inspiring. Around two thousand years ago, Jesus, an educator, exemplified the fully committed and effective servant leader (Blanchard, 2010, IPPP). John C. Maxwell (2007) mentions that Apostle Paul used Jesus as the ultimate example of servant leadership (p. 1472).The book of Philippians, chapter two vers es two through eleven (Philippians 2:2-11, New King James Version), discussed how Paul encourages his audience to be humble and live selflessly; he reminds them of how Christ was the ultimate leader who made the ultimate sacrifice (Maxwell, 2007, p. 1473). Maxwell (2007) goes on to say that Jesus stepped through six levels as He moved downward toward us; he gave up His divine form, He emptied Himself of any rights, He became a man, He became a servant, He was obedient to the point of death, and He died a terrible kind of death (p. 473). Basically, one could say that Jesus relinquished the glory that He had due to the fact that he was deity and He lacked recognition and glory to/by unbelievers while He was on earth. He also took he form of a servant by becoming as a servant to man and He appeared in the form of man so that He could die for our sins. Jesus illustrated true humility in action by humbling himself and becoming obedient unto death which resulted in the humility that He di splayed in willingly going to the cross to accomplish the will of our Father. According to John C.Maxwell (2007), Jesus displayed humility in coming to earth, emptying Himself and assuming the position of a man, taking the form of a abandonment, and by becoming mortal and dying (crucifixion) (p. 1470). Apostle Paul lams that all effective leaders must live such a selfless life and that Jesus is an example of what servant leadership actually is (Maxwell, 2007, p. 1470). In a 1970 essay Robert Greengage states that servant leaders are servants first and leaders later (Degrade, Tillie, & Neal, 2001). Ken Blanchard states leadership has two parts, â€Å"vision and implementation. The visionary role is the leadership aspect of servant leadership and implementation is the servant aspect of servant leadership (Blanchard, 2010 p. 262). In the visionary role, leaders must communicate the session values and beliefs the organization stands for and how organizational values encompass the indiv idual value of its members (Blanchard, 2010, p. 262). Once people are clear on where they are going, the task of implementation kicks in. It answers the question, â€Å"How do you make the vision happen† (Blanchard, 1991)?The biggest thing leaders need in order to become a servant leader is to get their egos out of the way. Leaders who are self-serving see themselves as the center of the feel good about their self and will either hide and hope that no one notices them ND/or overcompensate and go out to try to control their environment (Blanchard, 2010, p. 274). On the other hand, servant leaders usually have high self-esteem and have no problem giving credit to others. They want to help their people achieve their goals through teaching and coaching individuals to do their best; they achieve this through developing certain characteristics.The ten major characteristics of servant leadership are: listening, empathy, healing relationships, awareness, persuasion, conceptualization , foresight, stewardship, commitment to human resource placement, and commitment to building community (Nab, 2011). Without being knowledgeable of your talents, you cannot move forward without failure. Knowledge is control and great leadership starts with direction. Strengths of Servant Leadership The strengths of servant leadership includes self-awareness, morals, concern for others, and simplicity (Four Needed Strengths, 2011, p. ); all of which has its contributions to organizational development. Self-awareness is vital to servant leadership. Individuals already have the influence of cultural concepts of leadership resent in their lives so being self-aware of those influences will help the individual to combat them. According to Four Needed Strengths (201 1), servant leaders need to take the time to listen not only to themselves but to others as well; they must take the time to peel the layers back of their character to know who they are and what they stand for (p. 1) which takes me to the next strength, morals.Morals tie heavily with self-awareness and any leader needs to have morals and a strong sense of ethics (Four Needed Strengths, 2011, p. 1). The ethics, morals, values, creditability, and integrity that one possesses should drive their actions and how they lead but without them, large shadows will impact how they lead. The next strength is concern for others. Having concerns for others is about putting the need of others before your own needs. Servant leadership is about serving others over self-interest so servant leaders are less likely to practice self-serving behaviors which are behaviors that hurt others.Four Needed Strengths (2011) noted, â€Å"If you want to take servant leadership seriously you must first have concern for the needs of those that you lead with a servant's heart (p. 1). The last strength that I'm going to discuss is simplicity. Since the goal of servant leadership is to serve others that should be the main shared vision for ev eryone who is doing it. According Four Needed Strengths (201 1), by keeping it simple you can navigate back to the shared vision goal; keeping the aim simple and focused (p. 1).Instead of the traditional leadership style of dominating subordinates, servant leadership empowers subordinates and inspires them to perform; it places great importance on teamwork and building relationships. It also contributes to the all-around development of the employees. The servant leader remains patient, is forgiving, and always looks for the good in others (Nab, 2011). Again, this contributes to the all-around development of the employees. Weakness of Just as we have strengths in the belief of servant leadership, there are also weaknesses that we should stay away from.To be a servant leader and have no sense of direction or integrity is purposeless and a weakness. Sadly, a servant leader doesn't always lead by example, and many people are not influence by their purpose, of being a servant leader, you want understand the direction in which you must go as leader. The decision to act with selfishness, in fear, or without compassion is another weakness. It remains to be seen whether mankind can avoid the negative impact of rebellious individuals who refuse to be servant people.Some critics would argue that servant leadership has a too soft approach and unsuited for a competitive environment. They feel that serving leads to a situation where accountability or responsibility gets diluted. Others feel that when the company is faced with issues of downsizing, servant leadership would fall flat on its face because servant adhering thrust on human resource development. All members may not be on board with the commitment to building community among the team members and would prefer personal lives and work separate (Nab, 2011). Servant Leadership Servant Leadership What is it? The phrase â€Å"Servant Leadership† was coined by Robert K. Greenleaf in The Servant as a Leader, an essay he first published in 1970 (â€Å"What is servant,† ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an end in themselves rather than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top-down, model of management. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova Southeastern University, 10 principle characteristics were identified of servant leadership (â€Å"Leadership development -,† 2007). 1. Listening Listening skills are vital for all leadership styles. Serv ant leaders make a deep commitment to intently listen to others. They seek to identify the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must assume the good intentions and not reject them as people. 3. Healing Learning to heal is a powerful force for transformation and integration. A greatest strength of servant leaders is the potential to heal one’s self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders rely on persuasion rather than positional, authoritative, decision making. Seeking to convince others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams† is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a leader mus t think beyond everyday realities. Leaders must seek balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a likely outcome of a decision. 8. Stewardship Greenleaf’s view of all institutions was one in which CEO’s, staff, directors and trustees all play significant roles in holding institutions in trust for the greater good of society. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach on general leadership characteristics, the fundamental difference is authentic leaderships strive to be â€Å"r eal†, whereas servant leaders strive to be â€Å"right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain success, and tries to shape the character and personality of the leader. On the other hand, authentic leaders tend to rely on their own unique set of experiences and style that has been learned and developed throughout their career. The main difference between servant and authentic styles, when applying into practice, is the serving of others. One of the primary applications is to give priority to the interest of others.Servant leaders exercise their duty by fulfilling needs, aspirations and duties of those in their organization. Authentic leaders don’t put much emphasis in responding to the needs or desires of others. Servant leaders’ style recommends listening, persuading, and empathy when approaching difficult situations, even in times of crisis. Authentic leaders are proactive and ada pt their style to the situation. These leaders can be inspiring in one situation and tough about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such inspiration leads to collective efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain physical and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leadership’s value based approach helps organizations in the business environment where values, empowerment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders may lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organization fit. A primary function of all leaders is to match candidates with organization objectives. Servant leaders put the individual’s goals/needs as the primary concern. 3. Building a sense of â€Å"community† among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. But in its purest theory, I am not convinced servant leadership is a practical leadership style 100% of the time, for any type of business. It does have many qualities that I agree with, and practice a large extent of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my duty to provide them with every resource needed in order to succeed, and it is their duty to tell me w hat they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I tread lightly when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees stray from goals, objectives, vision, mission or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I can’t deny it isn’t entirely for unselfish reasons. I use it as a motivational tactic to achieve positive outcomes. However, I am sincere in my communications in order to build trust. Good managers put the needs of others ahead of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder nee ds. Blending all styles of leadership and adapting to unique situations or people will produce positive outcomes in the long run. However, it is my opinion holding true to only one style of leadership may cause problems for the organization, or an individual manager.References: 1. What is servant leadership?. (n. d. ). Retrieved from http://www. greenleaf. org/whatissl/ 2. Leadership development – Servant Leadership. (2007, August 1). Retrieved from http://www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership: What are the differences?. Retrieved from http://www. brighthub. com/office/home/articles/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory – strengths and weaknesses. Retrieved from http://www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_rec Servant Leadership Servant leadership is both a leadership philosophy and set of leadership practices. Traditional leadership generally involves the accumulation and exercise of power by one at the â€Å"top of the pyramid. † By comparison, the servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible. While servant leadership is a timeless concept, the phrase â€Å"servant leadership† was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970.In that essay, Greenleaf said: â€Å"The servant-leader is servant first†¦ It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions†¦The leader-first and the servant-first are two extreme types. Between them th ere are shadings and blends that are part of the infinite variety of human nature.† â€Å"The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived? â€Å" Advantages †¢This concept is seen as a long-term concept to live and work and therefore has the potential to influence the society in a positive way.†¢The exemplary treatment of employees leads to an excellent treatment of customers by employees of the company and a high loyalty of the customers. †¢There is a high employee identification with the enterprise. †¢An excellent corporate culture is develo ped. †¢Leaders of a company define themselves by their significance to the people. †¢Servant Leadership can be used as a principle to improve the return on investment of staff, in all economic sectors. Managers who empower and respect their staff get better performance in return. Disadvantages†¢Servant Leadership is seen as a long-term application and therefore needs time for applying. †¢Lack of authority: Servant leadership can actually lead to a minimization of the authority of the subject manager and the overall management function in the business. When employees see their manager catering to their needs in an extreme manner, they are less likely to view him as an authoritative figure. If top management wants front-line mangers to push employees to better performance, it is difficult for the servant manager to step back into this role as a more dominant figure.†¢Demotivating: Servant leadership may lead to demotivation of employees, who then produce fewer results over time. It is comparable to a parent-child relationship in which the parent bails the child out of trouble by constantly stepping into to fix things or to do the work for the child. When employees believe their manager will step in to take care of any needs they have or to resolve issues that arise, they are more tempted to sit back and exert less effort in producing quality and put less thought into resolving issues or conflicts.†¢Limited vision: Leaders at all levels of a business are distinct from regular employees by their role of developing vision and providing direction. A manager needs to have some level of detachment from his employees so he can explore new opportunities, brainstorm ideas, resolve problems and formulate a picture on where his department, store or business is headed. Only by having this separation from employees can managers focus on vision and then step in to articulate the vision by providing direction to employees. Servant Leadership Servant Leadership What is it? The phrase â€Å"Servant Leadership† was coined by Robert K. Greenleaf in The Servant as a Leader, an essay he first published in 1970 (â€Å"What is servant,† ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an end in themselves rather than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top-down, model of management. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova Southeastern University, 10 principle characteristics were identified of servant leadership (â€Å"Leadership development -,† 2007). 1. Listening Listening skills are vital for all leadership styles. Serv ant leaders make a deep commitment to intently listen to others. They seek to identify the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must assume the good intentions and not reject them as people. 3. Healing Learning to heal is a powerful force for transformation and integration. A greatest strength of servant leaders is the potential to heal one’s self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders rely on persuasion rather than positional, authoritative, decision making. Seeking to convince others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams† is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a leader mus t think beyond everyday realities. Leaders must seek balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a likely outcome of a decision. 8. Stewardship Greenleaf’s view of all institutions was one in which CEO’s, staff, directors and trustees all play significant roles in holding institutions in trust for the greater good of society. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach on general leadership characteristics, the fundamental difference is authentic leaderships strive to be â€Å"r eal†, whereas servant leaders strive to be â€Å"right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain success, and tries to shape the character and personality of the leader. On the other hand, authentic leaders tend to rely on their own unique set of experiences and style that has been learned and developed throughout their career. The main difference between servant and authentic styles, when applying into practice, is the serving of others. One of the primary applications is to give priority to the interest of others.Servant leaders exercise their duty by fulfilling needs, aspirations and duties of those in their organization. Authentic leaders don’t put much emphasis in responding to the needs or desires of others. Servant leaders’ style recommends listening, persuading, and empathy when approaching difficult situations, even in times of crisis. Authentic leaders are proactive and ada pt their style to the situation. These leaders can be inspiring in one situation and tough about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such inspiration leads to collective efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain physical and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leadership’s value based approach helps organizations in the business environment where values, empowerment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders may lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organization fit. A primary function of all leaders is to match candidates with organization objectives. Servant leaders put the individual’s goals/needs as the primary concern. 3. Building a sense of â€Å"community† among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. But in its purest theory, I am not convinced servant leadership is a practical leadership style 100% of the time, for any type of business. It does have many qualities that I agree with, and practice a large extent of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my duty to provide them with every resource needed in order to succeed, and it is their duty to tell me w hat they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I tread lightly when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees stray from goals, objectives, vision, mission or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I can’t deny it isn’t entirely for unselfish reasons. I use it as a motivational tactic to achieve positive outcomes. However, I am sincere in my communications in order to build trust. Good managers put the needs of others ahead of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder nee ds. Blending all styles of leadership and adapting to unique situations or people will produce positive outcomes in the long run. However, it is my opinion holding true to only one style of leadership may cause problems for the organization, or an individual manager.References: 1. What is servant leadership?. (n. d. ). Retrieved from http://www. greenleaf. org/whatissl/ 2. Leadership development – Servant Leadership. (2007, August 1). Retrieved from http://www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership: What are the differences?. Retrieved from http://www. brighthub. com/office/home/articles/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory – strengths and weaknesses. Retrieved from http://www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_rec

Assess The Level Of Anemia Health And Social Care Essay

This chapter discusses the findings of the survey derived from the descriptive and illative statistics. The survey was conducted to measure the effectivity of Beta vulgaris rubra mush on anaemia among adolescent misss at selected schools, Salem.Description of the demographic variablesThe demographic variables were collected through Structured Questionnaire and anaemia was assessed by Sahlis Hemoglobinometer graduated table. The degree of anaemia was assessed before and after disposal of beetroot mush. The research worker found that in experimental group, 19 ( 63.33 % ) were in the age group of 15 old ages and in control group 19 ( 63.33 % ) were in the age group of 14 old ages. This survey was supported by, Thankachen et Al ( 2008 ) he did the survey to gauge the prevalence of anaemia among adolescent misss. In this survey 296 adolescent misss were studied between the age group of 10-19 old ages and concluded that 60-70 % of adolescent misss were anaemic between the age group of 13 to 15 old ages. In experimental group 18 ( 60 % ) were analyzing in 10th criterion and in control group 15 ( 50 % ) were analyzing in 9th criterion. In experimental group, 23 ( 76.67 % ) non-vegetarian whereas in control group 25 ( 83.33 % ) were non -vegetarian. In experimental group, 25 ( 83.33 ) were taking 3 times nutrient per twenty-four hours and in control group 25 ( 83.33 ) were taking 3 times nutrient per twenty-four hours. In experimental group 29 ( 96.67 % ) were taking jammed tiffin from place and in control group 30 ( 100 % ) all of them were taking jammed tiffin from place. In experimental group 22 ( 73.33 % ) had regular catamenial rhythm and in control group 22 ( 73.33 % ) had regular catamenial rhythm. In experimental group 15 ( 50 % ) had normal catamenial flow and in control group 9 ( 30 % ) had regular & A ; inordinate catamenial flow.The first aim of the survey was to measure the degree of anaemia among adolescent misssDuring pretest in the experimental group 15 ( 50 % ) samples had mild and moderate anaemia. In control group bulk of them 19 ( 63 % ) had mild anaemia and 11 ( 36.67 % ) had moderate anaemia. During posttest in experimental group bulk of them 21 ( 70 % ) had mild anemia, 2 ( 6.66 ) had moderate anaemia and 7 ( 23.33 % ) had no anaemia. In control group bulk of them 19 ( 63.33 % ) had mild anaemia and 11 ( 36.67 % ) had moderate anaemia. Rohini et al. , ( 2007 ) conducted survey to measure the prevalence of anaemia among adolescent misss in 16 slums at Pune. 1142 Adolescents were selected as samples. Data aggregation was done based on bio physiological steps, dietetic history, morbidity history, anthropometric steps, and ingestion of locally available Fe rich nutrients. The consequence showed that 1.3 % of misss were badly anaemic and 58 % of misss were reasonably anaemic ( P & lt ; 0.01 ) in the survey population.The 2nd aim was to measure the effectivity of Beta vulgaris rubra mush on anaemia among adolescent misss in experimental group.In experimental group, the posttest average mark of anaemia was 10.53AÂ ±0.65 and in control group the mean mark was 9.76AÂ ±0.29. The ‘t ‘ value was 5.31* which showed that Beta vulgaris rubra mush was effectual in bettering the hemoglobin degree among adolescent misss in experimental group. Therefore hypothesis H1 was retained at P & lt ; 0.05 degree. Fsaumi, ( 2003 ) conducted an experimental survey to measure the effectivity of Beta vulgaris rubra juice on anaemia. The topics were 20 adolescent misss in the age group of 12- 16 old ages who were divided into two groups, 10 as experimental and 10 as control group. The misss of the experimental group were given nutritionary addendum Beta vulgaris rubra ( 50gm | twenty-four hours ) for a period of 25 yearss and the control group was given placebo for the same period. Diet form was same for all the 20 topics. Consequence showed that there was an addition in the serum haemoglobin degree ( 72 % ) and folic acid ( 68 % ) degree in the experimental group after the disposal of beetroot supplementation ( m=10.31, SD=1.32146 ) irrespective of their demographic variables and the obtained ‘t ‘ value ( t = 9.39, P & lt ; 0.05 ) was important. It is concluded that the addition in serum haemoglobin degrees irrespective of their demographic variables in the experimental group as compa red to command group was decidedly due to the consequence of Beta vulgaris rubra supplementation.The 3rd aim was to tie in the pretest tonss on anaemia among adolescent misss in experimental and control group with their selected background variables.In experimental and control group there was no association between the pretest tonss on anaemia and their selected background variables at P & lt ; 0.05 degree.DrumheadThe treatment was made in this chapter based on the aims of the survey and its relation with similar surveies conducted by other research workers. All the three aims have been obtained. The first formulated hypothesis was retained and 2nd hypothesis was rejected in this survey.CHAPTER-VISUMMARY, CONCLUSION, IMPLICATIONS AND RECOMMENDATIONSThis chapter consists of four subdivisions. In the first two subdivisions, the sum-up and the decision were presented. In the last two subdivisions, the deductions for nursing pattern and the recommendations for farther research were pres ented.DrumheadThe intent of this survey was to measure the effectivity of Beta vulgaris rubra mush on anaemia among adolescent misss at selected schools, Salem. True experimental pretest and posttest design was chosen for this survey. 60 samples were selected ( 30 in experimental 30 in control group ) from Govt. High. School, Poolaveri and Govt. High. School, Veerapandi, Salem through systematic random trying technique from which information was collected through demographic proforma and Sahlis Hemoglobinometer. The information was analysed by utilizing descriptive and illative statistics. To prove the hypothesis, independent ‘t ‘ trial and chi-square was used. The P & lt ; 0.05 degree of significance was used to prove the hypothesis. In pretest, in experimental group 15 ( 50 % ) had mild anaemia and 15 ( 50 % ) had moderate anaemia. In control group 19 ( 63.33 % ) had mild anaemia and 11 ( 36.67 % ) had moderate anaemia. In posttest, in experimental group 21 ( 70 % ) had mild anemia, 2 ( 6.66 ) had moderate anaemia and 7 ( 23.33 % ) had no anaemia. In control group 19 ( 63.33 % ) had mild anaemia and 11 ( 36.67 % ) had moderate anaemia. In experimental group, the average pretest mark on anaemia was 9.48AÂ ±0.81, posttest mark was 10.53AÂ ±0.65, with a difference of 1.05. In the control group, the pretest mean mark was 9.64AÂ ±0.53, and posttest mean mark was 9.76AÂ ±0.29 with a difference of 0.12. In experimental group, the posttest average mark of anaemia was 10.53AÂ ±0.65 and in control group the mean mark is 9.76AÂ ±0.29. The ‘t ‘ value was 5.31 which shows that Beta vulgaris rubra mush was effectual in bettering the hemoglobin degree among adolescent misss in experimental group. Therefore hypothesis H1 was retained at P & lt ; 0.05 degree. In experimental and control group there was no association between the pretest tonss on anaemia and their selected demographic variables at P & lt ; 0.05 degree. Hence the formulated hypothesis H2 was rejected at P & gt ; 0.05 degree.DecisionThis survey was done to measure the effectivity of Beta vulgaris root mush on anaemia among adolescent misss at selected schools, Salem. The consequence of this survey showed that Beta vulgaris rubra mush was effectual in bettering hemoglobin degree among adolescent misss in experimental group. There was no important association between the pretest tonss on anaemia and their selected background variables in experimental and control group. Hence formulated hypothesis H2 was rejected at P & gt ; 0.05 degreeDeductionsAnemia is the commonest wellness job among adolescent misss. Hence there is a demand to hold nutritionary supplementation for direction of anaemia. The consequence of the survey proved that Beta vulgaris rubra mush can be used efficacio usly in the nutritionary direction of anaemia.Nursing service:Regular showing of school kids can be arranged by school wellness nurse to observe anaemia and forestall its patterned advance. Educate the benefits of Fe rich diet and its function in bar and control of anaemia. Nutritional intercessions can be introduced as a primary manner of intercession by the nurses for the intervention of anaemia. The school wellness nurses can set up nutritionary supplementation Sessionss for school kids particularly for adolescent misss. Continuous instruction to the school instructors sing importance of nutritionary supplementation are necessary for cut downing the prevalence of malnutrition including anaemia. All the anaemic persons can be taught about the importance of taking Fe rich diet by small town wellness nurse.Nursing instruction:Nurse pedagogues could stress the construct of school wellness and encourages pupil nurses to appreciate the function of the nurse as an pedagogue of the school kids. Nurse pedagogue should take enterprise in forming go oning instruction plan for nurses on effectivity of Beta vulgaris rubra mush in direction of anaemia. Motivate the pupils to update the cognition on assorted invention attacks in intervention modes for anaemia.Nursing disposal:Necessary disposal support can be provided to carry on plans on bar of anaemia. Form in-service instruction sing anaemia and its effects for community wellness workers and school instructors to cut down its impact on wellness position of kids. The nurse decision maker coordinates her work along with the staffs, to promote them to make selected alternate nutritionary steps like Beta vulgaris rubra mush in the direction of anaemia.Nursing research:Nursing research demand to be done to happen out assorted other nutritionary steps in order to cut down prevalence of anaemia among adolescent misss. Research can be done on assorted populations at assorted scenes.RecommendationsA similar survey can be conducted with prenatal female parents. An extended descriptive survey can be conducted to measure the prevalence of anaemia among adolescent misss. A similar survey can be done for kids ‘s of other age groups and grownups. A comparative survey can be done to find the effectivity of nutritionary intercession vs. pharmacological intercession on anaemia A Similar survey can be conducted by utilizing one group pretest and posttest design. A similar survey can be conducted in urban schools. A similar survey can be conducted in rural and urban communities.DrumheadThis chapter dealt with drumhead, decision, deductions for nursing and recommendations.

Free Essays on Serial Murderer Henry Lee Lucas

Henry Lee Lucas is one of America’s most notorious serial killers. He was convicted of eleven murders in Texas, West Virginia, and Michigan and is suspected in twenty-seven other states for up to one hundred and sixty-two murders (Egger, 1998). Lucas claims to have killed in almost every state in the United States and to also have killed individuals in Canada as well (Hickey, 1991). Although he has confessed to killing around three hundred people, the actual number of his victims is probably less than fifteen and Lucas has confessed to numerous crimes only to later recant his confessions (Egger, 1998). In 1936, Henry Lee Lucas was born in Blacksburg, Virginia (Furio, 1998). He was raised in a small two-room cabin with his father, mother, brother, three half brothers, four half-brothers and his mother’s boyfriend (Egger, 1998). His mother, Viola Waugh, was an alcoholic and a prostitute who was also very abusive towards her son (Furio, 1998). While growing up, Lucas was even forced to watch his mother have sex with numerous strange men in their home (Giannongelo, 1996). Viola raised Lucas as a girl for about the first seven years of his life (Egger, 1998). She made him wear dresses, keep his hair long and even curl his hair and wear make up (Egger, 1998). Only after a teacher at school complained about his long hair did his mother finally cut it and let Lucas dress as a boy (Egger, 1998). After Lucas was allowed to dress like a boy, his mother became even more violent towards him, even making him eat from the floor and not at the table with the rest of the family (Egge r, 1998). Lucas has stated that: â€Å"It’s a lot harder than what people can imagine. Growing up with hatred, without any kind of friendship, without any kind of companion to be around or anything† (Egger, 1998). The man who Lucas thought was his father, Anderson Lucas, lost both his legs in an accident while he was working for the railroad and spent th... Free Essays on Serial Murderer Henry Lee Lucas Free Essays on Serial Murderer Henry Lee Lucas Henry Lee Lucas is one of America’s most notorious serial killers. He was convicted of eleven murders in Texas, West Virginia, and Michigan and is suspected in twenty-seven other states for up to one hundred and sixty-two murders (Egger, 1998). Lucas claims to have killed in almost every state in the United States and to also have killed individuals in Canada as well (Hickey, 1991). Although he has confessed to killing around three hundred people, the actual number of his victims is probably less than fifteen and Lucas has confessed to numerous crimes only to later recant his confessions (Egger, 1998). In 1936, Henry Lee Lucas was born in Blacksburg, Virginia (Furio, 1998). He was raised in a small two-room cabin with his father, mother, brother, three half brothers, four half-brothers and his mother’s boyfriend (Egger, 1998). His mother, Viola Waugh, was an alcoholic and a prostitute who was also very abusive towards her son (Furio, 1998). While growing up, Lucas was even forced to watch his mother have sex with numerous strange men in their home (Giannongelo, 1996). Viola raised Lucas as a girl for about the first seven years of his life (Egger, 1998). She made him wear dresses, keep his hair long and even curl his hair and wear make up (Egger, 1998). Only after a teacher at school complained about his long hair did his mother finally cut it and let Lucas dress as a boy (Egger, 1998). After Lucas was allowed to dress like a boy, his mother became even more violent towards him, even making him eat from the floor and not at the table with the rest of the family (Egge r, 1998). Lucas has stated that: â€Å"It’s a lot harder than what people can imagine. Growing up with hatred, without any kind of friendship, without any kind of companion to be around or anything† (Egger, 1998). The man who Lucas thought was his father, Anderson Lucas, lost both his legs in an accident while he was working for the railroad and spent th...

The Relevancy of Marxism in Modern Latin America

The Relevancy of Marxism in Modern Latin America Free Online Research Papers Although capitalism has taken root throughout the world, even in socialist and communist countries like Venezuela and China, Marxism remains today an important ideological force in Latin America more than anywhere else. This paper argues that in Latin America, there exists a strong movement to peacefully reform the economic, political and social structure in the area, consistent with Marx’s â€Å"theory of the state†. The allure of Marxism appears, at least in part, to be a reaction to negative ramifications resulting from capitalist globalization, such as the methods of production in developing countries. The idea of Marxism is not necessarily important for political leaders in communist and socialist countries, but more so for the working classes which make possible the production of goods by multinational corporations; the very people who suffer from low wages and class struggles. Judging by 20th Century Latin American history, Marxism has no doubt established itself as an important ideological force in revolutionary movement. Cuba (1959-1991), Chile (1970-73), Grenada (1979-83), Nicaragua (1979-90), El Salvador (1980-1991) , and Venezuela (1992-Present) are all cases in which revolutionary change occurred with Marxist and Socialist ideals in mind. During most of those events, however, the effects of globalization were not wholly realized by the people of Latin America and the respective end results were not what Marx had in mind when writing the Communist Manifesto. The economic and political climate is much different today than it was for most of the 20th century. Today, socialist states retain the social structure which Marx criticized: there is a class of workers and there is a class of owners. Countries like Sweden and Norway are only considered ‘socialist states’ because those countries utilize vast government-controlled welfare programs. Even though countries like Venezuela and China use almost all revenues from nationalized business to fund social programs , political and business leaders hold all of the power, which creates class struggles. Marxist ideals are most relevant to the developing parts of Latin America because of its populist appeal. Capitalism is indubitably responsible for economic growth in Latin America , just as it has been in the industrialized nations; however, the fundamental unfairness in how the economic growth is distributed in these developing countries contributes to the frustration of working classes. Looking at the Gini Index, a measure of income distribution, most Latin American countries rate around or well above 50 on a scale of 0-100, where 0 represents total equality . Whereas industrialized nations control capital investment, the developing nations rely on this investment for growth, and the governments in Latin America have a record of lax legislation in order to appeal to multinational corporations’ investments. Such a situation contributes to the ‘alienation’ of a worker. Workers in Latin America produce goods which they almost never benefit from and receive compensation for that work which is worth considerably less than the good produced. Data from the Quarterly Journal of Economics in May 2006 states: â€Å"The distribution for Brazil is displayed in Figure IIe. The rightmost part of the distribution shifts a lot more than its lower end, which reflects an increasing level of inequality. This is a phenomenon that we tend to observe in all Latin America. The reduction in poverty rates in Brazil seems to have been small, and to have occurred mostly during the 1970s. In fact, the lower end of the distribution appears to shift to the left between 1980 and 1990, which indicates an increase in poverty during the â€Å"lost decade† of the 1980s. Little progress has been made during the 1990s.† Multinational corporations exploit the workers’ desperate situations by gaining control of their work and work lives, and the workers of Latin America have realized that their situation hasn’t gotten any better. The situation presented is problematic for more reasons, because the conditions in which workers are placed are reminiscent of what Marx saw in Europe in the mid 19th century. Workers are subject to â€Å"that quantum of the means of subsistence which is absolutely requisite to keep the laborer in bare existence as a laborer† (Marx, Engels, 1848). Workers earn just enough to get by, impoverished, and they continue to lack the capital to build their own enterprise. The work itself is also characterized by monotony and alienation; says Marx, â€Å"He becomes an appendage of the machine, and is only the†¦most monotonous†¦that is required of him. Hence, the cost of a workman is restricted†¦to the means of subsistence that he requires for his maintenance.† It is important to realize that Marx admires the successes of capitalism in broadening the horizons of material and cultural opportunity, and that his aim of revolution is not a communist or socialist state. He says in the Manifesto, â€Å"[The Bourgeoisie] must nestle everywhere, settle everywhere, establish connections everywhere. The bourgeoisie has†¦given a cosmopolitan character to production and consumption in every country.† Marx’s objections rather are directed at class divisions, and how history is defined by class struggles; the bourgeoisie have subjugated the working classes in a terrible manner. Marx’s objective is to overthrow the bourgeois supremacy and establish the political power of the proletariat. In the case of Latin America, the goal of the working class is to overthrow multinational corporations, nationalize critical markets, and establish a society in which the government- under the will of the people- rules all and divides the ec onomic spoils as it sees fit. Perhaps the least radical and violent method of reformation is the implementation of a worker cooperative movement. The rise of the worker cooperative in Latin America is the most basic and important example of how and why Marxism is relevant to the people of that region. Branko Horvat, a Marxist scholar, argues that the â€Å"basic form of socialism is self-management† and outlines the basic characteristics of self-managed groups: 1. Participation in decision making is direct on all matters affecting the work unit 2. The decision making process itself and the decisions reached are transparent 3. Because of the continuous face-to-face nature of the group, the unjustified and permanent imposition of the will of the majority is unlikely 4. Because of (1) and (3), the possibilities for the manipulation of opinion are limited. Worker Cooperatives meet all of these criteria, since they are based on common ownership of a company and democratic decision making. Since the standard of living, infrastructure, education and advanced skill sets in Latin America are much lower than in developed countries, the working classes must still rely on manufacturing and exports in order to maintain a healthy lifestyle. This means that capitalism, or the free trade of goods and services, is still the best option since it is beyond reason to think that any country could achieve self-sustainability the way Stalinist Russia tried to achieve. The worker cooperative achieves the productive goals of the free market while still avoiding the negative implications of worker vs. owner capitalism. Trent Craddock and Sarah Kennedy, Canadian researchers of worker cooperatives, state that â€Å"since December of 2001, the government of Argentina has been very supportive of worker co-operatives and has recognized that worker co-ops are able to sustain employment and production.† The instance here is an example of workers peacefully moving to gain control of industries in which they collectively make decisions and have part ownership in their company. Grassroots Economic Organizing (GEO) is an organization started in the United States which promotes and helps organize worker cooperatives in the Latin American region. Worker cooperatives also avoid the negative implications of Marx’s â€Å"alienation† and â€Å"globalization†. The workers in this case will own a part of their company and thus benefit from the sale of the relative product, rather than being paid a wage not consistent with their product’s value, in the case of private ownership. The workers democratically make decisions, which ensure that their labor is not subject to the dominant bourgeoisie and that since their method of work is decided by them, it is most likely not going to be monotonous and degrading. As explained above, â€Å"alienation† exists when all of these factors are present in a person’s work life. Worker cooperatives do not fit into the idea of â€Å"globalization† since foreign companies are not providing and controlling investment to run these companies. There are multiple instances of Latin Americans overthrowing private interests, but almost none are consistent with Marx’s vision, insofar that every time a government has attempted a Marxist state, factors still exist which destroy the ultimate goal of Marxism, which is to empower the working class. A more specific example provides insight into the problems of collectivization. In Cochambaba, Bolivia, the people managed to drive out a corporation which attempted to privatize the water supply . Rather than achieving a society in which everyone enjoyed access to water, the system returned to a poorly government-run system where sixty percent of households are connected to a water supply and pay as much ten times what they would have to a private company . The net effect of nationalizing the water supply is critical in considering the legitimacy of Marxism as it used and exploited in today’s social struggles. When a country nationalizes markets, it cuts itself off from the benefits of privatization, and for a society trying to sustain for the long term, for the immediate benefit of nationalization and social programs could result in that country one day finding itself without the accumulated capital it needs to grow. In Venezuela, Hugo Chavez nationalized the oil industry- much like populist leaders in Ecuador and Bolivia- because he thought that too much of the revenue generated from the industry went to private, foreign interests . As the Tina Rosenberg states in The New York Times, â€Å"When Venezuela’s oil was in private hands, the government collected 80 cents of every dollar of oil exported. With nationalization the figure dropped, and by the early 1990s, the government was collecting roughly half that amount.† This troubling figure is due to the fact that Chavez ignores the need for more oil exploration and diverts almost all of the funds to social programs and his own secret funds and agendas. These examples of failures in national interests don’t lie on the same premises as worker cooperatives. The executions of these industrial reformations were made by an oligarchy, and either society hardly reflects true Marxism. Yet these failures must remain an important lesson to worker cooperatives, and how growth and expansion is necessary to sustain a company. There are factors working against the Marxist movements in Latin America as well. In Nicaragua, during the revolutionary movement against the Somoza regime, the hierarchy in the Catholic Church acted in the counterrevolutionary interests and supported the bourgeois cause . Catholicism is an important cultural aspect in almost all of Latin Americans’ lives, and it is likely that business and authoritative interests will work against common ownership and democratic thought. This does not, however, discount the legitimacy or importance of a Marxist movement. The situation of the majority of the Latin American working class currently fits into the extreme of what Marx criticized in his writings: alienation of the worker from his or her product; that worker’s life being dominated by monotonous and dismal work; and also the forcing of the worker into a vicious cycle of subsistence and survival. This picture is also characterized by foreign investment controlling these unwanted factors. It is important to realize that because of these factors, Marxism will play a role in peaceful worker movements, consistent with his â€Å"theory of the state†, in order to gain common ownership and decision making rights in a broad range of industries in Latin America. Bailey, Ronald. Water is a Human Right. Reason Magazine. 17 Aug. 2005. 4 Nov. 2007 . Berman, Marshall. Unchained Melody. The Nation (1998). 8 Nov. 2007 . Berman, Marshall. Unchained Melody. The Nation (1998). 8 Nov. 2007 . Craddock, Trent, and Sarah Kennedy, comps. Analysis of International Trends in Worker Co-Operatives. 2003. Agriculture and Agri-Food Canada. 10 Nov. 2007 . Harris, Richard L. Marxism, Socialism, and Democracy in Latin America. 8th ed. Boulder: Westview P, 1992. 140-145. Knopf, Alfred A. Marxism in Latin America. Toronto: Georgetown University, 1968. Kozloff, Nikolas. Hugo Chavez. New York City: Palgrave MacMillan, 2006. Kozloff, Nikolas. Hugo Chavez. New York City: Palgrave MacMillan, 2006. Love, Nancy, ed. Dogmas and Dreams. 3rd ed. Washington, D.C.: Congressional Quarterly P, 2006. 236-275. Mandle, Jay R. Marxist Analyses and Capitalist Development in the Third World. Theory and Society os 9 (1980): 1-12. SpringerLink. Vancouver. 6 Nov. 2007. Keyword: Marxism. Petras, James, and Chronis Polychroniou. Marxism Today: Essays on Capitalism, Socialism and Strategies for Social Change. Capitalist Transformation: the Relevance of and Challenges to Marxism. 5 Nov. 2007 . Rosenberg, Tina. Perils of Petrocracy. The New York Times. 3 Nov. 2007. 12 Nov. 2007 . Sala-I-Martin, Xavier, comp. The Quarterly Journal of Economics. May 2006. Columbia University. 12 Nov. 2007 . Schultz, Jim. Water Fallout. In These Times. 15 May 2000. 12 Nov. 2007 . The World Factbook. Distribution of Family Income-the Gini Index. 1 Nov. 2007. Central Intelligence Agency. 12 Nov. 2007 . Research Papers on The Relevancy of Marxism in Modern Latin AmericaAssess the importance of Nationalism 1815-1850 EuropeNever Been Kicked Out of a Place This NiceInfluences of Socio-Economic Status of Married MalesTwilight of the UAWDefinition of Export QuotasPETSTEL analysis of IndiaBringing Democracy to AfricaQuebec and Canada19 Century Society: A Deeply Divided EraRelationship between Media Coverage and Social and

Photoelectric Effect Definition and Explanation

Photoelectric Effect Definition and Explanation The photoelectric effect occurs when matter emits electrons upon exposure to electromagnetic radiation, such as photons of light. Heres a closer look at what the photoelectric effect is and how it works. Overview of the Photoelectric Effect The photoelectric effect is studied in part because it can be an introduction to wave-particle duality and quantum mechanics. When a surface is exposed to sufficiently energetic electromagnetic energy, light will be absorbed and electrons will be emitted. The threshold frequency is different for different materials. It is visible light for alkali metals, near-ultraviolet light for other metals, and extreme-ultraviolet radiation for nonmetals. The photoelectric effect occurs with photons having energies from a few electronvolts to over 1 MeV. At the high photon energies comparable to the electron rest energy of 511 keV, Compton scattering may occur pair production may take place at energies over 1.022 MeV. Einstein proposed that light consisted of quanta, which we call photons. He suggested that the energy in each quantum of light was equal to the frequency multiplied by a constant (Plancks constant) and that a photon with a frequency over a certain threshold would have sufficient energy to eject a single electron, producing the photoelectric effect. It turns out that light does not need to be quantized in order to explain the photoelectric effect, but some textbooks persist in saying that the photoelectric effect demonstrates the particle nature of light. Einsteins Equations for the Photoelectric Effect Einsteins interpretation of the photoelectric effect results in equations which are valid for visible and ultraviolet light: energy of photon energy needed to remove an electron kinetic energy of the emitted electron hÃŽ ½ W E whereh is Plancks constantÃŽ ½ is the frequency of the incident photonW is the work function, which is the minimum energy required to remove an electron from the surface of a given metal: hÃŽ ½0E is the maximum kinetic energy of ejected electrons: 1/2 mv2ÃŽ ½0 is the threshold frequency for the photoelectric effectm is the rest mass of the ejected electronv is the speed of the ejected electron No electron will be emitted if the incident photons energy is less than the work function. Applying Einsteins special theory of relativity, the relationship between energy (E) and momentum (p) of a particle is E [(pc)2 (mc2)2](1/2) where m is the rest mass of the particle and c is the velocity of light in a vacuum. Key Features of the Photoelectric Effect The rate at which photoelectrons are ejected is directly proportional to the intensity of the incident light, for a given frequency of incident radiation and metal.The time between the incidence and emission of a photoelectron is very small, less than 10–9 second.For a given metal, there is a minimum frequency of incident radiation below which the photoelectric effect will not occur so no photoelectrons can be emitted (threshold frequency).Above the threshold frequency, the maximum kinetic energy of the emitted photoelectron depends on the frequency of the incident radiation but is independent of its intensity.If the incident light is linearly polarized then the directional distribution of emitted electrons will peak in the direction of polarization (the direction of the electric field). Comparing the Photoelectric Effect With Other Interactions When light and matter interact, several processes are possible, depending on the energy of incident radiation. The photoelectric effect results from low energy light. Mid-energy can produce Thomson scattering and Compton scattering. High energy light can cause pair production.

Public relations officer interview Essay Example | Topics and Well Written Essays - 1500 words

Public relations officer interview - Essay Example The Richmond Veterans Hospital offers services to over two hundred thousand veterans who dwell in the central and southern parts of North Carolina. Their services are offered in their outpatient clinics that have been located in Emporia, Charlottesville and Fredericksburg. The Hunter Holmes Hospital was actually the first hospital in VA to execute heart transplants on its patients. The Richmond VAMC is also the hospital that offers patients suffering from heart failure with medical care throughout the country. In addition, the hospital offers a variety of services to its patients that range from comprehensive outpatient care to the multifaceted inpatient services like heart, kidney, liver and lung transplantations. The medical facility also provides medical care to patients suffering from traumatic spinal and brain injuries. The hospital has about 415 operating beds and an acute care department, mental health services and nursing home. In addition, a new polytrauma transitional rehab ilitation center was recently opened to assist injured veterans adjust to living normal lives (US Department of Veteran Affairs, 2012). Ms. Edwards, the public relations officer at the Richmond Veterans Hospital plays various roles on behalf of the facility. ... situation with the police officers, determine who and how the family of the deceased should be informed and deliver a statement to the hospital staff and the press. In another instance, an employee who was engaged to another employee fell out with his fiancee and shot his fiancees cousin as they arrived at the facility (the cousin was a veteran who had been receiving cancer treatment and was killed). Ms. Edwards immediately communicated with the police, offered statements to the press and communicated the situation to the hospital’s employees. On the same day that I interviewed Ms. Edwards, the assailant was in court pleading not guilty though she ensured that the employees who had been affected by the incident were okay. The Richmond VAMC hosted the wheelchair Olympics this summer with Ms. Edwards being put in charge of coordinating the event which took a great deal of her time and energy. Prior to the event she resided at the downtown Marriot hotel which was the center for o perations for this event. She was charged with the tasks of directing the events, the staff members, various organizers, participants, medical staff and everyone else who was a part of the event. The public relations officer for the Richmond VAMC was also responsible for arranging the itinerary and making clearances with the hospital’s director when public figures like Michelle Obama visited the facility. According to the WWBT news, the first lady, Michelle Obama’s visit to the Richmond region came less than three months after the president had visited. It was a high profile visit to the state which was considered an important swing state during the coming elections. The news channel reported that at around lunchtime on Wednesday, the country’s first lady would attend a high profile

Assess the management of the Canadian Wolseley company Research Paper

Assess the management of the Canadian Wolseley company - Research Paper Example These processes include frequent reporting on the status of internal control and risk management from the Audit Committee, and annual objectives’ and strategic plan reviews before the approval of the strategies and budgets of the company. Management exercises control at business unit level by monitoring monthly performance against forecasts, budgets, and cash targets. The Board regularly visits the Managing Directors and Group Chief Executive of the different geographical regions for effective communication and collaboration on all strategic matters. â€Å"The Board has formal procedures in place for approving investment, acquisition and disposal projects, with designated levels of authority, supported by post-investment review processes for major acquisitions or disposals and capital expenditure† (â€Å"Risk Management†). The management of Wolseley comprises a large team of highly qualified and competent professionals with years of experience in their respective fields. The efforts of the management are directed at developing a healthy organizational culture at Wolseley where organizational personnel can feel comfortable and reach their optimal

Critically discuss the importance of sponsorship in the event industry Essay

Critically discuss the importance of sponsorship in the event industry - Essay Example The benefit that the event experiences is funding that might not otherwise be available if this marketing opportunity was not possible. Sponsorship provides a mutually beneficial relationship between the sponsor and the organization of the event, a conduit for communication that then occurs between the event and the market that exploits that relationship. The benefits of this relationship are defined by the elevation of the image of the sponsor through association and the event through monetary resources from which to fund the event. The following essay will explore the relationship of the sponsor and the event, their unique blend of product and cause creating an opportunity for associations that connect through an emotional context to consumers. The essay will first explore the meaning of sponsorship, transitioning to the benefits to the sponsors and then to the event organization. Although a mutually beneficial relationship, there are issues that can arise that will cause problems for either the sponsor or the event. These issues will be examined for their effect on the sponsorship relationship. The conclusion of the paper reveals that sponsorship is a powerful resource in enhancing a brand, creating positive emotional context through transference of social equity from an active entity to a supporting entity. 2. Defining Sponsorship According to Damster and Tassiopoulos (2006, p. ... According to Bowdin (2006, p. 228), â€Å"sponsorship is said to be one of the most powerful mediums now used to communicate and form relationships with stakeholders and markets†. The relationships that are formed during the act of sponsorship connects the sponsor to the event, allowing the market to relate one to the other, in spite of direct relevance to the connectivity between the sponsoring entity and the purpose of the event. As an example, a soft drink may have no direct relationship to a sport, but still may become associated with the emotional connections that a consumer makes to that sport as it is then transferred to the soft drink. As suggested, not only events can be sponsored, but individuals through either their participation in an event or through their participation in their sport or craft can be sponsored by outside entities. A specific example of intra-sport types of sponsorship can be seen through the sponsor of a celebrity sports personality through the eq uipment that he or she uses. According to Pringle (2004, p. 126), â€Å"customers perceive outstanding performance to be inextricably connected with a piece of sporting equipment and can assume with a high level of confidence that if they too were to play using that particular guitar, piano, racket, bat, club, or pair of boots, then their own personal performance would certainly be no worse†. In associating a piece of equipment that is related to the expertise of a celebrity, a brand can benefit from the perceived superiority of its product. Therefore, when defining sponsorship on a larger scale in terms of event sponsorship, it must be understood that this is undertaken by a company in order to

Ethics essay Example | Topics and Well Written Essays - 1250 words

Ethics - Essay Example The importance of finding answer to this question is just as, if not more, important than trying to establish and enforce civility and ethics in the workplace. Defining values that support leadership is an ongoing process and requires critical insight and effort on our part. The task of a leader is to establish excellence rather than commanding it. An organization’s mission should be based on our values and beliefs rather than alteration of our values and beliefs because of the mission of organization. Character lays the basis of leadership. Character reflects in a leader’s courage to make decisions from this perspective. Organizations acquire stability from our values. Our purpose must be stable so that we are better able to deal with the unstable environment. Our moral values enable us to always display responsible performance. Performance responsibility exists in people’s moral values, dignity, and ethics obtained from them. Values discussed in the article inc lude openness, equality, liberty, respect for others, self-reliance, and responsibility of behavior. Openness has become a norm in our society. Openness implies that we are self-sufficient and do not need others which in effect paradoxically leads us to a closing end. Despite the immense emphasis placed on the sustenance and enforcement of these values in the American society, these values fail to lay an adequate explanation of the conflict between individualism and collectivism. Nevertheless, the collective nature of ethical value is still promoted by the democratic ideal since it highlights the concerns for others more than the concerns for us. I consent with the author that establishment of excellence is even more important for a leader than commanding excellence. When a leader commands excellence rather than establishing it, he/she might be successful in achieving his/her objectives, but a holistic change that incorporates effective leadership skills in everybody down the line c annot be made unless excellence is established. I also consent with the author that organization’s mission should be driven by the society’s morals and values. This is fundamental to the preservation of our culture, trends, and tradition and for an organization to function ethically in the society. In my personal practice, I see myself as a transformational leader who intends to inculcate the desire, urge, and motivation to bring about a positive change in the followers rather than telling them what to do all the time. I am a strong believer in every individual’s creative abilities and I believe that given the appropriate chance, everybody is able to contribute to the development of a positive change in the society. This responsibility fundamentally rests with the leader because to a large extent, the way followers behave and approach a matter is depicted by the style of leadership adopted by the leader. I do acknowledge that there is confusion about values. Par ticularly in an age where our society has become more multicultural than ever before, values are bound to differ. So in my career when I am caught in a situation where values contrast, I as a leader would see which values promise the achievement of the most desirable and beneficial results. I shall give society’s well-being as a whole priority over the well-being of the society because this would enable me to align the interests of the

Ethics and Legal Considerations in Strategic Management (StilSim Essay

Ethics and Legal Considerations in Strategic Management (StilSim Company ) - Essay Example Virtues such as integrity and honesty have always been valued here in the stilsim company, not only that, we also believe in quality customer service, openness, personal excellence, continual self improvement and mutual respect. We respect our committment that we have with our cliental and cutomers and we believe in providing the best service that is out there to all of our associations. We here hold ourselves accountable to not only our customers but also to our share holders, our partners and our employees and we pride ourselves on honouring our commitments with them and providing the best of the results that we can. We try our best to live up to the expectations of our cliental and customers. To understand more about the work here at stilsim and the principles on which we work, we provide our employees and clientals with our brochures and handbook. These handbooks have all the essential information about the stilsim and what this company is about. Generally, ethics considered as the moral standards by which behaviour of the people is judged. Often the ethics re considered as the â€Å"golden rule†, this however is only the general consideration of ethics and this standard can not be used to define the buisiness ethics. In a business you are answerable to diffrent set of people such as customers, shareholders and the clients. Business ethics is is a highly compex field where determining your next move when an ethical dilemma arises among diffrent interests is an extremely tricky job. Right now the stilsim company is dealing with many internal and external issues and once we impliment our new strategy, the ethics should be kept in our minds while making any important decision. Since the stilsim company has been in the business for such a long period of time , we believe that we hold a great deal of responsibilty towards our employees, our stake holders, our shareholders, our customers and even the

4What do you consider are the main problems with the royal prerogative Essay

4What do you consider are the main problems with the royal prerogative Explain the extent to which you would reform the royal prerogative and why - Essay Example ?, the name for the residue of discretionary power left at any moment in the hands of the crown, whether such power be in fact exercised by the King himself or by his ministers†. Wikipedia describes the Royal Prerogative â€Å"as a body of customary authority, privilege, and immunity, recognised in common law jurisdictions possessing a monarchy as belonging to the Crown alone. It is the means by which some of the executive powers of government are possessed by and vested in a monarch with regard to the process of governance of their state are carried out. It is not subject to parliamentary scrutiny but an individual prerogative can be abolished by legislative enactment† 2 . Practically speaking, Royal Prerogative is the usage accorded to the formal powers of the Crown within the executive process of the British politics. As part of the common law, the Queen represents the British constitutional monarchy that is apolitical, symbolic and impartial. The Queen exercises the Royal Prerogative on behalf of the elected ministers. As per the Royal Prerogative vested on the Monarchy, the Queen has the right to appoint and dismiss a prime minister.3 The Queen has the powers to appoint ministers, peers, senior C of E officials, head of BBC and senior civil servants. But, in reality, the Prime Minister exercises these powers. Only the Order of the Garter and the Order of Merit are at the personal disposal of the Queen indicating that vast powers in senior appointments rest with the Prime Minister. Under the Royal Prerogative, the Queen has the right to grant pardons and input some sentences but this has mostly remained a theoretical power with the Home Secretary retaining this power in practice. The Monarch has the power to declare war or treaties internationally but the Prime Minister has been exercising these powers on behalf of the Crown as we have seen in case of war on Iraq in 2003. Also, the Monarch is above the law and has immuni ty from law. In fact, it is commonly

Ethics and Legal Considerations in Strategic Management (StilSim Essay

Ethics and Legal Considerations in Strategic Management (StilSim Company ) - Essay Example Virtues such as integrity and honesty have always been valued here in the stilsim company, not only that, we also believe in quality customer service, openness, personal excellence, continual self improvement and mutual respect. We respect our committment that we have with our cliental and cutomers and we believe in providing the best service that is out there to all of our associations. We here hold ourselves accountable to not only our customers but also to our share holders, our partners and our employees and we pride ourselves on honouring our commitments with them and providing the best of the results that we can. We try our best to live up to the expectations of our cliental and customers. To understand more about the work here at stilsim and the principles on which we work, we provide our employees and clientals with our brochures and handbook. These handbooks have all the essential information about the stilsim and what this company is about. Generally, ethics considered as the moral standards by which behaviour of the people is judged. Often the ethics re considered as the â€Å"golden rule†, this however is only the general consideration of ethics and this standard can not be used to define the buisiness ethics. In a business you are answerable to diffrent set of people such as customers, shareholders and the clients. Business ethics is is a highly compex field where determining your next move when an ethical dilemma arises among diffrent interests is an extremely tricky job. Right now the stilsim company is dealing with many internal and external issues and once we impliment our new strategy, the ethics should be kept in our minds while making any important decision. Since the stilsim company has been in the business for such a long period of time , we believe that we hold a great deal of responsibilty towards our employees, our stake holders, our shareholders, our customers and even the

Sidney Waters Customer Information Billing System Case Study

Sidney Waters Customer Information Billing System - Case Study Example However, Price Water House ran into implementation difficulties and overran the $ 60m Budget assigned to the project. These difficulties were a direct result of their failure to develop the correct architecture the company need by evaluating what it has and then acquire them. It seems also that Price Water House lacked the technical expertise to take the project forward, in that several contingencies were made, including hardware and software that were not in the original budget. Sidney Water had carefully followed the tender process of selecting Price Water House as the winner but should have done background checks on its past performances with other companies. It should also have brought in IT experts within the organization, and externally, to timely perform Technical Proof Of Concept (TPOC) to help guide its decision in the correct direction. It seems Sidney Water was looking only at keeping the project cost below the budgeted and not at its feasibility. This is due to the fact that companies in a tender process will give information they cannot guarantee, in order to win bids, and they often hope the bid recipients will be impressed and make hastily uninformed decisions. The company after selecting Price Water House called in the company after three months to begin work, without visiting other facilities that had similar systems to see what levels of efficiency they were achieving and be able to make comparisons to its goals and objectives. Poor contract administration led to the transfer of responsibility for certain aspects of the project back to Sidney Water from Price Water House.  

Macroindividual Essay Example for Free

Macroindividual Essay I need to explain the uses, problem and critically examine the uses or problems with real life examples. Question 1 Briefly explain the uses of National Income Statistics. Comparison over Time According to Vengedasalam D. and Madhavan K. (2010), national income able to state the economy’s performance whether is progressing, stagnating or deteriorating on yearly basis from national income figures. For example like Singapore, their national income has improved steadily over the years which indicate that the country have a stable economy and high in productivity. As for economies in countries such as India, China, and Bangladesh are stagnating and should take action to increase their growth and development. However countries such as Vietnam, Cambodia, and some African countries have deteriorated in terms of economic performance. Comparisons between Countries Ali H. (1999) stated that we can differentiate the development and developing countries through national income. According to an international organization, OECD (Organization Economic Cooperation and Development) statistic, Singapore was the 13th richest country in the world. OECD is to tackle the country performance to estimate the country is developed or still developing. Countries such as Ethiopia, Myanmar, Bangladesh and most of the Asian states are the poorer nations. Measurement the Standard of Living According to Vengedasalam D. and Madhavan K. (2010), nationwide earnings information able to help us evaluate the quality lifestyle of individuals in different nations and the individuals residing in the same nations at different times. There is a correlation between national income and standard of living because when income is high, standards of living is high; when income is low, standards of living is low. For example countries such as United States, United Kingdom, Canada, and Australia have high national income and also high standards of living. However, as for the countries such as Ethiopia and Myanmar have low national income leads to low standards of living. Balance of Payment Ali H. (1999) stated that stability of transaction can be determine as the complete of expenses and invoices that a nation generates as result of transfer and trade worldwide with other nations. We can approximately calculate whether the nation will face lack or excess balance of transaction through the nationwide earnings data. There will be an output of forex from the nation and this will lead to disequilibrium in the complete amount of transaction if earnings paid overseas are far greater than earnings obtained overseas. National Planning According to Vengedasalam D. and Madhavan K. (2010), national planning also knows as planning of each of the countries which based on the national income statistic, the government will formulate its short term and long term economic planning. In this case, Karl E. Case and Ray C. Fair (2003) stated on the basis of present economic performance, the government will have to forecast future developments. This which if income increase, plans for the future will increase; same goes to if income decrease, plans for the future will decrease. This also important and why all the countries have to collate data on national income. Question 2 Discuss the problems involved in calculating the GNP per capita of an economy. Underground Economy OSullivan A. , Sheffrin S. M. , and Perez S. J. (2012) stated that one of the significant problems from measured GDP is so-called underground economy where transactions are not reported to official authorities. According to Lipsey (1998), some transactions are perfectly legal, but for the people do not report their income that they have generated it is because they wanted to avoid paying taxes. For example plumber who repairs pipes leakages in the toilet and only receive payment by cash which is to avoid taxes and these transactions are not recorded so they are excluded from GDP. According to Tucker I. B. (2008), some transaction such as illegal gambling, illegal drugs, illegal guns prostitution, and loan-shark are goods and services that meets every requirement for GDP but GDP does not include unreported criminals activities. Nonmarket Activities According to Lipsey (1998), dealings that do not take position in the structured industry are also being disregards by GDP. For illustrations like solutions that individuals do for themselves in their own houses because these solutions are not moved through markets; this is so GDP statisticians cannot evaluate them. Tucker I. B. (2008) stated nonmarket activities that are not transferred though the markets such as homemaker production, do-it-yourself activities, childcare services, and voluntary work. Problem of Illiteracy Vengedasalam D. and Madhavan K. 2010) stated that problem of illiteracy most happen in third world countries like Bangladesh, Indonesia, Myanmar, India, and many African nations which the people there do not know how to keep accounts of their productive activities. With this problem of illiteracy, the governments of these countries will have difficulties in getting information such as estimated value of home produced product. For example people there do not have knowledge on marketing and finance which makes them do not know the value of product they are selling. Problems of Expertise According to Vengedasalam D. nd Madhavan K. (2010), one of the major problems of developing countries is shortage of professionals. In order to measure the national income accurately, we need the professional services such as statisticians, analysts, programmers, researchers. With these professionals in the developing countries will be able to present the national income data accurately with less technical and human errors. For example if the country do not have programmer, they need to record the national income data in papers and there will be more human errors. Lack of Sophisticated Machinery Vengedasalam D. and Madhavan K. (2010) stated that technical aspect is as important as human factor. Technical aspect such as having sophisticated machinery is needed to compute data and information. For example, problems that developing countries like Indonesia and Peru are facing the problem of technical experts and technical equipment. There countries need this latest and advance machinery to compute massive volume of data. In the end, data that collected on national income need to be analyzed using sophisticated machinery regardless of which method is used. Question 3 Explain with examples whether you support its use as a measure of quality of life in a country. No, I do not support its uses as an evaluation of total well-being in a nation. The factors as follows: Problem of Illiteracy Third world countries like Bangladesh, Indonesia, Myanmar, India, and many African nation facing this problems in which the people there do not know how to keep accounts of their productive activities. For example, Memon G. R. (2007) stated Pakistan has one of the smallest expenses of details on the globe, and the smallest among nations of relative resources and public or financial conditions. With a per close relatives earnings of over $450 Pakistan has an older details amount of 49%, while both Vietnam and Local Indian native with less per close relatives earnings have details expenses of 94% and 52%, respectively (Human Development Middle, 1998). Knowledge is greater in places and in the areas of Sindh and Punjab, among the greater earnings group, and in men. Nonmarket Activities According to Shaheen S. , Sial M. H. , Awan M. S. (2011), womans option about contribution in work market is of crucial importance in determining living standard, dependency stress and saving design in homes. Women signify about half of the people in this country in Pakistan. But in Pakistan mostly females execute happens in non-market activities in the home or the informal market. In recent past women contribution in modern market activities has been increasing. Factors determining the profession of women are extremely complex. At the individual level females option to execute is topic to such factors as the availability to projects, knowledge level and skills. Underground Economy One of the problems from measured GDP is so-called underground economy where transactions are not reported to official authorities. According to Schneider F. and Enste D. H. (2000), the results from eight nations in African-american are revealed, among these, Nigeria and The red sea have the biggest subterranean financial systems with 76 % and 68 % of GDP; Mauritius has the tiniest subterranean economic system with 20 %. Implementing the forex requirement strategy, Tanzania had a subterranean economic system of 31 % (of GDP) in 1989–90, and Southern African-american, 9 % in 1989 to 1990. The position of the size the subterranean financial systems for the Africa nations is reinforced by identical results and historical proof from Pozo (1996); Lawrence Chickering and Muhamed Salahdine (1991); and Lubell (1991). Conclusion I have explained the uses and problems. I have also examined the problems with real life examples.

Benefits and Compensation in Human Resources

Benefits and Compensation in Human Resources What are your benefits is the first thing many applicants ask. Benefits indirect financial and nonfinancial payments employees receive for continuing their employment with the company are an important part of just about everyones compensation. They include things like health and life insurance, pensions, time off with pay, and child-care assistance. Most full-time employees in the United States receive benefits. Virtually all employers offer some health insurance coverage. Employee benefits account for between 33% 40% of wages and salaries (or about 28% of total payrolls). Pay for time not worked is the most costly benefits, because of the large amount of time off employees. Compensation is a primary motivator for employees. People look for jobs that not only suit their creativity and talents, but compensate them-both in terms of salary and other benefits-accordingly. Compensation is also one of the fastest changing fields in Human Resources, as companies continue to investigate various ways of rewarding employees for performance. It is important for small business owners to understand the difference between wages and salaries. A wage is based on hours worked. Employees who receive a wage are often called non-exempt. A salary is an amount paid for a particular job, regardless of hours worked, and these employees are called exempt. The difference between the two is carefully defined by the type of position and the kinds of tasks that employees perform. In general, exempt employees include executives, administrative and professional employees, and others as defined by the Fair Labor Standards Act of 1938. These groups are not covered by minimum wage provisions. Non-exempt employees are covered by minimum wage as well as other provisions. It is important to pay careful attention to these definitions when determining whether an individual is to receive a wage or a salary. Improper classification of a position can not only pose legal problems, but often results in employee dissatisfaction, especially if the employee believes that execution of the responsibilities and duties of the position warrant greater compensation than is currently awarded. When setting the level of an employees monetary compensation, several factors must be considered. First and foremost, wages must be set high enough to motivate and attract good employees. They must also be equitable-that is, the wage must accurately reflect the value of the labor performed. In order to determine salaries or wages that are both equitable for employees and sustainable for companies, businesses must first make certain that they understand the responsibilities and requirements of the position under review. The next step is to review prevailing rates and classifications for similar jobs. This process requires research of the competitive rate for a particular job within a given geographical area. Wage surveys can be helpful in defining wage and salary structures, but these should be undertaken by a professional (when possible) to achieve the most accurate results. In addition, professional wage surveys can sometimes be found through local employment bureaus or in the pages of trade publications. Job analysis not only helps to set wages and salaries, but ties into several other Human Resource functions such as hiring, training, and performance appraisal. As the job is defined, a wage can be determined and the needs for hiring and training can be evaluated. The evaluation criteria for performance appraisal can also be constructed as the specific responsibilities of a position are defined. Other factors to consider when settling on a salary for a position include Availability of people capable of fulfilling the obligations and responsibilities of the job, Level of demand elsewhere in the community and/or industry for prospective employees, Cost of living in the area, Attractiveness of the community in which the company operates, Compensation levels already in existence elsewhere in the company. There are many federal, state, and local employment and tax laws that impact compensation. These laws define certain aspects of pay, influence how much pay a person may receive, and shape general benefits plans. The Fair Labor Standards Act (FLSA) is probably the most important piece of compensation legislation. Small business owners should be thoroughly familiar with it. This act contains five major compensation laws governing minimum wage, overtime pay, equal pay, recordkeeping requirement, and child labor, and it has been amended on several occasions over the years. Most of the regulations set out in the FLSA impact non-exempt employees, but this is not true across the board. The Equal Pay Act of 1963 is an amendment to FLSA, which prohibits differences in compensation based on sex for men and women in the same workplace whose jobs are similar. It does not prohibit seniority systems, merit systems, or systems that pay for performance, and it does not consider exempt or non-exempt status. In addition, the United States government has passed several other laws that have had an impact, in one way or another, on compensation issues. These include the Consumer Credit Protection Act of 1968, which deals with wage garnishments; the Employee Retirement Income Security Act of 1974 (ERISA), which regulates pension programs; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which forms the basis for most benefits programs; and implementation of unemployment insurance, equal employment, workers comp, Social Security, Medicare, and Medicaid programs and laws. For the most part, traditional methods of compensation involve set pay levels (wage or salary) with regular increases. Increases can be given for a variety of reasons, but are typically given for promotions, merit increases, or cost of living increases. The Hay Group points out that there is less distinction today between merit increases and cost of living increases: Because of the low levels (3 to 4 percent) of salary budget funding, most merit raises are perceived as little more than cost of living increases. Employees have come to expect them. This base pay system is one that most people are familiar with. Often, it includes a set salary or wage, a set schedule for merit increases, and a set benefits package. Benefits are an important part of an employees total compensation package. Benefits packages became popular after World War II, when wage controls made it more difficult to give competitive salaries. Benefits were added to monetary compensation to attract, retain, and motivate employees, and they still perform that function today. They are not cash rewards, but they do have monetary value (for example, spiraling health care costs make health benefits particularly essential to todays families). Many of these benefits are nontaxable to the employee and deductible by the employer. Many benefits are not required by law, but are nonetheless common in total compensation packages. These include health insurance, accidental death and dismemberment insurance, some form of retirement plan (including profit-sharing, stock option programs, 401(k) and employee stock ownership plans), vacation and holiday pay, and sick leave. Companies may also offer various services, such as day care, to employees, either free or at a reduced cost. It is also common to provide employees with discounted services or products offered by the company itself. In addition, there are also certain benefits that are required by either state or federal law. Federal law, for example, requires the employer to pay into Social Security, and unemployment insurance is mandated under OASDHI. State laws govern workers compensation. As businesses change their focus, their approach to compensation must change as well. Traditional compensation methods may hold a company back from adequately rewarding its best workers. When compensation is tied to a base salary and a position, there is little flexibility in the reward system. Some new compensation systems, on the other hand, focus on reward for skills and performance, with the work force sharing in company profit or loss. One core belief of new compensation policies is that as employees become employee owners, they are likely to work harder to ensure the success of the company. Indeed, programs that promote employee ownership-and thus employee responsibility and emotional investment-are becoming increasingly popular. Examples of these types of programs include gain sharing, in which employees earn bonuses by finding ways to save the company money; pay for knowledge, in which compensation is based on job knowledge and skill rather than on position (and in which empl oyees can increase base pay by learning a variety of jobs); and incentive plans such as employee stock options plans (ESOPs). Compensation programs and policies must be communicated clearly and thoroughly to employees. Employees naturally want to have a clear understanding of what they can reasonably expect in terms of compensation (both in terms of monetary compensation and benefits) and performance appraisal. To ensure that this takes place, consultants urge business owners to detail all aspects of their compensation programs in writing. Taking this step not only helps reassure employees, but also provides the owner with additional legal protection from unfair labor practices accusations. Todays competitive business environment is forcing companies to rethink how to attract and retain top talent without sacrificing business goals. Employee compensation and benefits are an employers primary tools to attract and retain talented employees, but they are facing more scrutiny now than ever. Plan fiduciaries are under increased pressure to adhere to rigid standards in light of recent corporate scandals. Waves of employee benefits legislation and regulation threaten to swamp employee benefit plan administration. Many companies are faced with unmotivated employees whose poor attitude can greatly affect the growth of the company. By introducing incentives, companies can boost employee morale tremendously. A few examples of employee incentives are paid vacations, company sponsored social activities, stock options, and bonuses or pay increases based on performance. These are just a few activities that can lead to a more productive work environment. HR is usually faced with suggestions but is unable to put them into company policy. The most challenge Human Resources department facing is employees turnover. Meeting the demands of todays changing business environment requires building and retaining a loyal and motivated staff. Therefore, finding and keeping quality employees so as to reducing turnover is one of the key challenges of HR department. Employees who feel theyre underpaid will also feel theyre undervalued and are more open to potential offers from outside firms. To a firm, the effects of turnover can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into a firms bottom line. Besides the costs, especially for the high-technology companies, employees turnover means high risks of losing its important technologies and clients. To develop a loyal, motivated workforce and keeping turnover at a minimum, the first step is finding and hiring good people. Therefore, Its crucial to have a recruiting strategy in place. Secondly, it certainly takes more than money alone to attract and retain skilled professionals, its helpful to offer competitive compensation packages, for example: to be flexible and tailor compensation to individual employees; pay a little more than prevailing salaries at other firms; acknowledge your employees contributions as frequently as possible; offer staff members opportunity and reward them when they succeed. Thirdly, creating an employee-friendly work environment also play a role. The implication is clear: The more enriching your work environment, the more likely you are to retain a staff of satisfied, productive employees. The single most challenging issue facing HR executives today is the benefits package a company offers to its employees. Such benefits as retirement plans, healthcare, family leave plans and vacation time are becoming increasingly important to employees. However, such benefits are costing companies a tremendous amount of money each year and its on the rise. Human Resource executives must find a middle ground that will not only please its employees, but also be affordable to the company. The most challenging HR issue facing companies today is the ability to offer a competitive incentive package. Employees today want to work for a company that offers reasonable salaries, excellent health benefits, a pension plan and comprehensive 401k plans. Not to mention tuition reimbursement, child care centers, fitness centers, life insurance, and the all-important paid time off. Each of these perks is very costly to the company, but without them the quality of their workforce would be sacrificed. Companies seem to be adding more benefits to attract and retain employees, but with the increases in the cost of these benefits who know how long they will last. HR executives need to understand their company and be able to offer as many benefits as possible without hurting the profitability of the company. If you own your own business, your employee compensation and benefits package can be the deciding factor for many potential employees. And its not just the money. To make your company competitive and attractive to job candidates, you have to offer an exceptional total benefits package. That makes it a very important part of your business planning and management process if you hope to hire (and keep) top employees. Of all the disciplines in the human resources field, compensation is one of the most complex. Handling compensation issues requires knowledge of employment trends, the value of experience and credentials for various positions and industries, negotiation skills, company budget and the organizations bottom line. Economic conditions also play an important role in compensation and benefits issues. Addressing compensation issues can range from developing competitive wage scales to weighing the advantage of bonus and incentive payments. The term compensation means financial payments such as wages and salary paid to employees. Compensation also includes bonus and incentive payments, raises and company stock awarded to employees. Compensation specialists often have knowledge of both compensation and employee benefits. This is one reason why human resources departments sometimes combine compensation and benefits into one departmental function. HRs efforts to integrate compensation strategies and practices are a key component of successful mergers and acquisitions. In todays whirlwind of mergers and acquisitions (MAs), everyday HR issues such as employee compensation may get blown aside as countless financial and legal priorities take center stage. However, recent research suggests that HR could play a greater role in successful MAs, and, the earlier HR gets involved, the better. Depending on the circumstances of the deal-and the compensation policies of the merging companies-HR may be called on to splice disparate payment plans into a program that fits the new organization, or HR may have to discard the original plans and then create a program from scratch that complements the merged entities. Either way, old and new employees will be concerned about what is happening with their pay, so HR also must develop an effective communications plan to inform and reassure them. Compensation represents the largest of all expenses in most organizations, and it is in turmoil. The Federal governments statements are inconsistent and have resulted in much uncertainty. Executive Compensation is a global issue, including who is an executive, CERP implications, and long and short-term incentives. While some employers are reducing hiring and merit budgets, freezing salaries, decreasing bonuses and pay, passing on of benefit costs, and gasp cutting out 401k contributions they should also remain concerned about holding on to their most talented employees when the economy recovers. With decreasing revenues, sales compensation structures are being revised, such as the trend away from a revenue basis to a profit basis. Then there are the changes in 401(k) and other plans Companies are cutting their match, and the IRS is providing guidance. It is the biggest pain of Compensation and Benefits how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations the transparency and fairness of the compensation policy can be a real issue to the employees. The organizations usually know what it means to have a fair and transparent compensation policy. But the pressure of the business and the constant need to change makes almost impossible to make the compensation policy transparent and fair to all the employees. It needs a lot of time and effort. Fair Compensation Policy needs a clear definition of job descriptions and job profiles in the organization. The value of each job must be evaluated and the organization must develop a clear system of jobs within the organization. In this stage the HRM is under a big pressure as the managers know about the impact of the job evaluation to the real salaries and bonuses. The whole system must be clearly supported by the Top Management of the company. When the organization has a clear system of job evaluation and all the job positions are put in the correct order, the organization can develop the Fair Compensation Policy. The fair compensation policy takes the following inputs, job, evaluation, job market situation, business strategy, preferences of the organization. Based on the inputs the HRM can prepare the fair compensation policy, which enables the company to reach better performance. The HRM is responsible for the correct setting and keeping the rules during the procedure of creation of the fair compensation policy. The fair compensation policy means the fair value of each job in the organization and clear process of reaching this fair value. Transparent Compensation Policy is about opening the rules for the compensation policy to employees. When the employees have a chance to understand the principles of the compensation policy and they can take them as fair to them, you are successful in the implementation of the Transparent Compensation Policy. The Transparent Compensation Policy is about the courage to open the rules and the compensation policy must be ready to be open. In case, the compensation policy is not fully implemented and the employees are not fully in the compensation range, it is very dangerous to make compensation policy transparent. Honestly, these basic rules about the Fair and Transparent Compensation Policy are easy to write, but very hard to follow in the real business life. But every HRM should implement Fair and Transparent Compensation Policy to support the performance of the business and to increase satisfaction of employees.