Euthanasia Essays (976 words) - Euthanasia, Medical Ethics

Euthanasia The term Euthanasia has become well known throughout the country. The word is derived from ancient Greek eu thantos, meaning ?easy death.? Today, euthanasia is referred to as mercy killing. There is much controversy over whether or not the practice is just. Euthanasia raises many religious, medical, and ethical issues. Euthanasia can either be active or passive. Active euthanasia occurs when a physician or other medical personnel induces death. An overdose is administered to the patients in the form of insulin, barbiturates, or morphine, and then followed by an injection of curare. Passive euthanasia, on the other hand, is allowing the patient to die due to lack of treatment. This includes taking the patient off their support system, or respirator. Passive euthanasia also includes stopping the food supply intravenously to comatose patients (Compton's, 1). Debate has flourished against those who accept passive euthanasia, but reject active. Questions are asked why one form is accepted and not the other. The distinction that is made between the two of them is that active is murder, while passive is merciful. Turning off support systems is a positive act of death (Singer, 76). In the Encyclopedia of Bio-ethics, some religious views of euthanasia were given. Hebraic and Jewish denominations strongly oppose the practice. They believe life is a precious and divine gift, and that it must be sustained if possible. ?Death must never be hastened by intention. Physicians who kill patients in order to spare them pain are considered murderers (554-555).? Judaism also rejects euthanasia. They do, however, accept two forms of eu thantos: caring for dying patients, and letting terminally ill persons die. Early Christians opposed self-induced death out of suffering and despair. They also condemn such practices such as infanticide and abortion (556). Roman Catholics permit terminally ill patients to die by forgoing life-sustaining measures. Catholics also allow the refusing ?forms of treatment that would secure a precarious and burdensome prolongation of life (557).? Personal views regarding euthanasia are often influenced by their religious beliefs. With a controversial topic, such as euthanasia, there are strong opinions accentuated. Euthanasia is strongly affiliated to medical and ethical debate. Opponents and advocates of euthanasia have several significant points regarding their view of the practice. ?Humans have a natural inclination to continue life (Baird, 98).? Opponents believe that euthanasia acts against nature. Like animals, humans fight for survival. It is our goal to protect ourselves from harm and do whatever possible to stay alive. When euthanasia is implicated, it goes against our concept for survival (98-99). Those against the practice also believe that some might abuse euthanasia and use it for self-interest. The cost to keep a person alive through means of modern technology can be very costly. Families might, despite their love for the patient, consider the money being spent for what may be a hopeless cause (Baird, 97). Opponents argue the possibility of ?s pontaneous remission.? In many cases a patient recovers with no explanation. With euthanasia, these miraculous recoveries would not exist because there would be no expectation of them happening. If the patient is put to death then they have lost their right to recovery and life (100). Another argument regarding abuse is the professional aspect of euthanasia. In the medical profession, doctors are committed to saving lives (Baird, 100). With euthanasia, death is no longer natural; it is a result of a medical decision. Several questions are asked regarding when, why, and under what circumstances medical personnel should implement the practice. Each patient's case has different factors that make the decision to put him or her to rest difficult (Thomasma, 247-248). Proponents feel that euthanasia is an admirable concept; however, the request for death from a patient should be evaluated seriously before administered. Advocates feel that it is a patients right to choose whether or not to remain living. The concern about following a patient's request lies on their psychological state. It must be considered whether the patient is feeling depressed and that is why they want to die, or if it is to relieve the pain. Before euthanasia is implemented the question must be asked if it is in the patients best interest (Battin,120). The use of ?living wills? has become popular in

Aging and Marriage essays

Aging and Marriage essays A big aspect in keeping a marriage successful is how much communication occurs between the two people involved. For a healthy relationship there is a need for quite a bit of communication. Communication, as stated in class, is one of the key elements to a successful marriage. There has to be some open discussions and trust in the relationship to make it anywhere. If you can not talk to your partner you will not be able to solve problems in a healthy manner. You have to be able to tell your partner things to help you learn and mature with them. You have to learn how to compromise and help each other out. Communication has to be part of your relationship in some way. You cannot go through your life not talking to your partner about important issues that you should be able to talk to them about. Another important issue discussed in class was homosexuals and marriage. Homosexual marriage is an important issue because it deals with a relatively large minority of the United States. This issue is important today with respect to many different ideas. There are so many ideas of morals, family values, and those of equality, constitutionality, and right to privacy. The aspect with the most relevance is constantly left up to debate. Homosexuals are 'gay' due to a combination of factors. These factors are environment and society-the outside influences- and genetics. Hence, homosexuals do not decide their own sexuality, nor do heterosexuals. Therefore, homosexuals should have the same rights as heterosexuals, one of these rights being marriage. This is why it is of great importance to public policy whether or not homosexuality is predetermined. I am not homosexual and I am not writing this to defend homosexuals. I just believe that the whole issue is unfair towards homosexuals. Marriage goes beyond the benefits, however. The institution of marriage is a very respected one, and holds much senti ...

Compare and Contrast SRM vs. CRM Essay Example | Topics and Well Written Essays - 2250 words

Compare and Contrast SRM vs. CRM - Essay Example Whereas, CRM is mainly to increase customer satisfaction with a better support and more targeted products and to reduce costs by linking marketing, sales, research & developments and customer support services. SRM is a comprehensive approach to managing an enterprises interactions with the organizations that supply the goods and services it uses. SRM aims to streamline and make more effective the processes between an enterprise and its suppliers and includes both business practices and software. SRM is part of the information flow component of supply chain management (SCM). SRM increases the efficiency of processes associated with acquiring goods and services, managing inventory, and processing materials. The use of SRM software can lead to lower production costs and a higher quality with lower priced product. Some definitions of SRM are given below: â€Å"The practices needed to establish the business rules, and the understanding needed for interacting with suppliers of products and services of varied criticality to the profitability of the enterprise† Gartner Group Customer relationship management is the broad category of concepts, tools, and processes that allows an organization to understand and serve everyone with whom it comes into contact. It is a broad term that covers concepts used by companies to manage their relationships with customers, including the capture, storage and analysis of customer information. CRM aims for: SRM is about to manage relationship with suppliers more effectively at the same time cutting down the costs and increasing the viability of product and services received. Below are some functions/ activities are discussed. SRM is a new emerging concept, which can be seen opposite to CRM. Recent developments in information technology have required and enabled manufacturing companies to rethink and restructure their supply chain strategies. A simple supply chain system includes suppliers, a company, and customers. SRM involves

Mutually Assured Destruction Research Paper Example | Topics and Well Written Essays - 3000 words

Mutually Assured Destruction - Research Paper Example Their own children fought the first man versus man battle with Abel as the first human casualty. From then onwards, from the Book of Genesis to the Book of Revelation, every chapter exposes the wars human beings have had to win. On the other hand, the theory of evolution paints an even more difficult birth for the human kind. It is survival of the fittest. Perhaps the Homo sapiens specie is indeed the fittest because it had survived the tests of time and nature. Sadly though, we did survive millions of years of evolution only to stand at the brink of total annihilation on our own hands. Apparently, Armageddon would come not through the Beast of the Book of Revelation or through a colliding giant asteroid. Contrary to the prophecies of prophets and filmmakers, the end of days would be brought by the beast of man called nuclear weapon when the interests of the world’s powers collide. Worse, there is no need for a world war three in order for the world to be in chaos. All it need s is a war between two nuclear superpowers and the earth will stand still, or whatever is left of it. War in this day and age is unthinkable but we need to think about it. War in the twenty first century is simply mad. Well, as a matter of fact, it is MAD. This paper shall look into the theory of war called Mutually Assured Destruction (MAD) and its role in the World War I, World War II and the Cold War. Moreover, this paper shall explore into the future of weapons and war in light of the technological advancements of our time. The MAD Theory When John F. Kennedy took over the reins on January 20, 1961, he declared in his inaugural address: "Let every nation know, whether it wishes us well or ill, that we will pay any price, bear any burden, meet any hardship, support any friend, oppose any foe, to assure the survival and the success of liberty.† Essentially, this was a confirmation that from then onwards, the USSR will never catch up on the mighty USA. The government will do everything in its power and utilize all available resources to ensure that the USA shall remain the world’s guardian of democracy and anyone who chose to disagree and oppose shall feel its power. True to his words, the President brought in Robert McNamara from the business sector to help him pound the competition and ensure its monopoly on world power. And McNamara managed the Department of Defense like he would a multinational company – always with a sharp eye on profit and always calculating the odds with the aid of cost-benefit analysis. The US developed more products that would be a big hit in the world market (read: weapons that would destroy the world). And the business of war was indeed good. President John F. Kennedy’s Secretary of Defense Robert McNamara introduced the world to the concept of Mutually Assured Destruction otherwise known as simply MAD. In his own words: â€Å"Mutual Assured Destruction is the foundation of deterrence†¦ If you want a stable nuclear world†¦ it requires that each side be confident that it can deter the other. And that requires that there be a balance and the balance is the understanding that if either side initiates the use of nuclear weapons, the other side will respond with sufficient power to inflict unacceptable damage. Mutual Assured Destruction. So Mutual Assured Destruction is the foundation of stable deterrence in a nuclear world. It's not mad, it's logical.† (Interview) Robert McNamara is credited with the doctrine of Mutually Assur

Knowledge management plan Essay Example | Topics and Well Written Essays - 4000 words

Knowledge management plan - Essay Example Julphar’s has recognized that the importance of knowledge is in how it is used and maximized in decision support and to provide an edge in customer care (Shannak, 2010). Julphar has already made a big step in recognizing the importance of automation, information and its relation to knowledge as it influence organizational culture (Petrides, 2004). These learning have made Julphar a leader in the industry and continuing along these lines it will remain so in the decades to come. In order to achieve this it is important to provide Julphar a systematic approach on how to build its knowledge base from its current one. This paper will recommend approaches and implementation strategy to make Knowledge, Information and Technology available to the company to augment its natural pool of human talents. A well defined technology assisted implementation not only consider warehousing information and knowledge or providing technology assisted productivity tools it also consider the organization’s culture and the need for a structured implementation strategy (Schlogl, 2005). Julphar use its knowledge base by capitalizing on the lesson learned by other people within the organization so as not to repeat the same mistake. Instead of re-inventing the wheel the focus becomes improving the vehicle. The knowledge management system therefore guides in executing and developing innovative strategies for all. Julphar’s Knowledge base also enables its customer service department to provide goods and services on time to meet its customer’s needs. In terms of supplier relation, Julphar is able to provide additional information and experiences regarding its manufacturing processes. This enables Julphar with the help of its service providers and suppliers avoid manufacturing defects and improve its product’s quality. Feedback mechanism as an essential entry to the knowledge base is a good source of input in developing products while enhancing

Numerous Definitions Of Expatriates

Numerous Definitions Of Expatriates This chapter explores the literature around expatriates in Multinational Corporations, emphasizes the focus of adjusting to cultural differences when preparing expatriates for foreign assignments and also show how it enables them to succeed in their foreign assignments. Different theories and critiques on expatriate training will also be discussed. Expatriation has long been identified as a coordination and control mechanism used by MNCs ( Edstrom Galbraith, 1977; Martinez Jarillo, 1991). As global competition continues to intensify, it becomes increasingly important for multinational corporations (MNCs) to maintain control over their international operations (Barlett Ghoshal, 1988, 1989; Geringer Hebert, 1989; Martinez Jarillo, 1989; Sohn, 1994 ) since appropriate control will ensure that the MNCs strategic goals are met and deviations from standards are corrected to enable subsidiaries act in accordance with headquarters policies. (Vernon, Wells, Rangan, 1996) Numerous definitions of expatriates exist. Several researchers define an expatriate as someone who is assigned to a single foreign country and able to hold a leadership role, (Pucik and Saba, 1998), has high technical skill levels relative to personnel in the host location (Naumann, 1992) and has a limited role or time for his or her assignment in the overseas location (Adler and Bartholomew,1992). Harzing, (2001) defines expatriates as usually home-country assignees who hold top management positions or key positions in functional departments of a foreign subsidiary. Shaffer, Harrison and Gilley, (1999) also define an expatriate as a highly skilled worker with unique expertise who is sent to work in another unit of the same company located in a foreign country generally on a temporary basis for a period of at least six months which will usually involve relocation and significant progress in cultural adjustment (Selmer et al.,1998; Coyle and Shortland, 1992; Torbiorn, 1982). Since the globalization of economies worldwide has resulted in pressure for managers to deal routinely with other cultures and different countries business practices (Marchington and Wilkinson, 2008), it has brought a corresponding rise in multinational corporations direct investment in different countries. However, as these MNCs expand their operations into foreign countries, they also transfer their human resources and managerial practices to their foreign subsidiaries which are not always successful due to the influence of cultural differences between the home and host countries (Dowling et al, 2008) as shown below. Figure 2.1 Management Demands of International Growth d%2013[1] Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA As seen in figure 2.1, the globalization of economies worldwide has resulted in pressure for MNCs to deal regularly with other cultures, their beliefs, size, different business practices amongst others and recognising these differences is the first necessary step to anticipating potential threats and opportunities for business encounters (Schneider and Barsoux, 2003). The implication of this focus is that our contemporary world is one of cultural diversity and the MNCs normally operate within diverse cultural environments. For the expatriates, then, cultural issues of all sorts, whether at home or in the host country, become basic concerns. Culture is what makes us what we are and our cultural backgrounds influence everything we do at all times and in all places. We learn about and live our local cultures through the processes of socialization and acculturation that begin in childhood. Now, in order to be functional in a different culture, we need to appreciate its values, norms, beliefs, and behaviour patterns and learn to adjust to them as much as possible. Proficiency in the language of the host country goes a long way to provide someone with the tools of cultural competence. The more the expatriate knows about the host culture (including speaking the local language), about its values and expectations, and the more proficient he/she is in the l ocal language, the greater his/her chances of a successful job performance. All of this adds to a cross-cultural learning that will greatly facilitate his/her professional life while managing the business of the organization within the parameters of a different culture. 2.2 Types Of Expatriates Figure 2.2 presents international human resource management activities in three dimensions. The broad human resource activities of procurement, allocation and utilization. The national or country categories involved in international HRM activities which are the host-country where a subsidiary may be located; the home-country where the firm is headquartered; and other countries that may be the source of labour, finance and other inputs. The three categories of employees of an international firm which are the host-country nationals; parent-country nationals and third-country nationals. DISSERTATION%20DIAGRAM%201[1] Figure 2.2 Types of Expatriates Source: P.V Morgan (1986) International Human Resource Management: Fact or Fiction, Personnel Administrator, Vol. 31, No. 9, pg. 44. The management of foreign subsidiary operations is a substantial challenge for multinational corporations because when making the subsidiary staffing decision, they have the option to choosing between parent country nationals (PCNs), host country nationals (HCNs) and third country nationals (TCN) from the home, host or other countries of the MNC as seen in the diagram above. Perlmutter and Heenan (1974) also widened the analysis of the international human resource selection decision through the dimension of employer staffing choices where four primary philosophies were identified which are the ethnocentric, polycentric, regiocentric, and geocentric staffing . 2.3 Roles of Expatriates According to Rahim (1983) an expatriate has to play many different roles which includes being an agent of direct control, socialization, network builder, boundary spanner, and knowledge transferor which is reflected in the diagram below. d%2015[2] Figure 2.3 The Role of an Expatriate Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA. As seen in figure 2.3, the reasons for using expatriates are not limited since they have multiple roles. The expatriate as an agent of direct control can be seen as a control mechanism where the primary role is that of ensuring compliance through direct supervision. The expatriate as an agent of socialization involves the use of corporate culture as an informal control mechanism since they are bound to be exposed to different viewpoints and perspectives that will shape their behaviour. As expatriates move between various organisational units, their network of personal relationship changes. Hence, expatriates are network builders that develop social capital by fostering interpersonal linkages that can be used for informal control and communication purposes. Expatriates are boundary spanners because they can collect host-country information, act as representatives of their firms in the host country and can influence agents. Expatriates are language nodes since they can learn the language of the host country they are in order to adapt. Expatriates also transfer competence and knowledge from their home countries to host countries and vice versa in the course of their assignments. Edstrom and Galbraith (1977) also identify three general company motives for sending out expatriates: position filling (PF), management development and organisation development. Position filling refers to the transfer of technical knowledge, mainly to developing countries where qualified local nationals are not available (Edstrom and Galbraith, 1977); Transfer for management development gives the expatriate manager in question international experience and develops him for future roles in subsidiaries abroad or with the parent company (Edstrom and Galbraith, 1977); Organisation development occurs where transfers are used to change or maintain the structure and decision processes of the organisation. In this case, transfers are used as a co-ordination and control strategy. Specifically, the use of expatriate personnel has been recognized as an important control mechanism to monitor and evaluate the activities and behaviours within the subsidiary (Black Mendenhall, 1990; Boyacigiller, 1990; Edstrom Galbraith, 1977; Kobrin, 1988; Schuler, Dowling, De Cieri, 1993; Tung, 1993). However, this role comprises of two elements which are direct and indirect control. Direct control is defined as the direct involvement in decision making, selection and promotion of local employees while indirect control is exercised through the transmission of values, attitudes and ways of doing things, or by being cultural carriers'(Edstrom and Galbraith 1977; Jaeger 1983; Lu and Bjorkman, 1997). Whether implicitly or explicitly stated, expatriates are also trainers who are expected to assist the multinational corporations train and develop HCNs to be able to train their replacements ( Dowling et al, 2008) . Expatriates should also be perceived not just as knowledge carriers but, more importantly, as transfer facilitators who enhance the transfer of important parent-firm organizational knowledge to its subsidiaries (Bonache and Brewster, 2001; HÃ ©bert et al.,2005; Kostova and Roth, 2003). However, according to Fenwick et al, (1999), there has been little empirical investigation as to how effective expatriates have been as agents of socialization since attempts to introduce corporate values and norms ritualized in the form of certain expected behaviours often have negative results at the subsidiary level. Besides transferring knowledge from headquarters to overseas affiliates, expatriates also learn from their involvement in managing these operations. In this case, expatriates play the role of learning agents, absorbing new knowledge on behalf of the headquarters ( Jaeger and Baliga, 1985) . Expatriates also serve an important role as transmitters of corporate culture (Jackson,2002) or cultural carrier (Edstrom and Galbraith 1977; Jaeger 1983; Lu and Bjorkman1997) since they are often sent abroad to transmit corporate culture (Jackson, 2002). Boundary spanning refers to activities, such as gathering information that bridge internal and external organisational contexts ( Dowling et al, 2008) . Expatriates are considered boundary spanners because they can collect host-country information, act as representatives of their firms in the host country and can influence agents ( Dowling et al, 2008) . 2.3.1 Other Roles of Expatriates Expatriates are used for a variety of other reasons which includes to provide staff with management development experience for future senior managers (Peterson, Sergent, Napier and Shim, 1996), to set up methods of working, new technology or new marketing methods (Jackson, 2002) , for accountability, their technical skills, their knowledge of products and to provide international exposure to key personnel for development purposes (Arvey, Bhagat and Salas, 1991; Klaus, 1995). Finally, expatriates may be utilized to enforce and protect the companys interests (Bird Dunbar, 1991; Dowling, Schuler, Welch, 1994). 2.4. Major Factors that Affect Expatriates Effectiveness Many factors may affect the effectiveness of expatriates (Thomas, 2002, Tung, 1998) since as indicated by Rahim (1983) an expatriate has to play many different roles which includes being a representative from the parent company; a manager for a local subsidiary company; a local resident; a local citizen or a citizen in both countries; an expert; and a family member. Figure 2.4 International Assignments: Factors Moderating Performance Certain factors moderate expatriates performance and affect the decision to stay or leave the international assignment. Some of these factors as seen in figure 2.4 below includes the inability to adjust to the foreign culture which has been a consistent reason given for expatriate failure, the length of the assignment which might be quite long, the unwillingness to go for the assignment, work-related and psychological factors amongst others. d%208[1] Figure 2.4 Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA 2.4.1 Why Expatriates Fail One of the most prominent issues in international human resource management is the failure of expatriates (Hill, 2005:624; ÃÆ'-zbilgin, 2005:132; Black et al., 1991:291;Shaffer Harrison, 1998:87; Black, 1988:277) which as defined by Hill (2005:624) as the premature return of an expatriate to his or her home country. Assignments often may not be completed, necessitating the replacement of the expatriate (Bird Dunbar. 1991; Black, 1988) and the frequently cited reasons for this outcome include the inability of the expatriate or the spouse and family to adjust to the new environment (Black Gregersen, 1991;Black, Mendenhall. Oddou. 1991; Gaylord,1979; Harvey, 1985) or diminished job satisfaction and effectiveness (Feldman Thomas, 1992;1993; Hodgetts, 1993;Miller, 1975; Naumann, 1993; Stening Hammer, 1992) as a result of workplace conflict around differences in norms and culture. As relocation, be it domestic or international always causes change for those involved as scholars have repeatedly reported that stress levels increase with cultural environment distance (Torbion, 1982; Black, 1988) which is supported by a recent survey released by the U.S National Foreign Trade Council where it was reported that the inability to adjust to the foreign cultural environment was the key reason for expatriate failure and has continued to remain the major reason given for expatriate failure which has been a subject of considerable interest to researchers. Additionally, it has been found that the adjustment of the spouse is highly correlated with the adjustment of the expatriate and that the children tend to mirror their parents reactions (Black and Stephens, 1989). This was observed after an early study by Tung (1982:67) who found out that the number one reason for the failure of expatriates in the US and Western European MNCs were the inability of the expatriates spouse to adjust to the foreign location which proves that family adjustment is a significant criteria that determines expatriates failure in a country ( Selma, 2002) since research over the past 20 years has shown a consistent ranking of the inability of the spouse/partner/family to adjust to the foreign culture as a primary cause of early recall which may result from non-preparation for the move abroad or from the inability to work in the foreign country (Dowling et al, 2008). The spouses difficulty in adjustment may also be related to several other factors which include the inability to cope without the familiar network of family and friends, inadequate language skills or cultural training, and inadequate social support programs to assist him or her in developing an acceptable lifestyle overseas (Adler, 1997). However, Shaffer and Harrison (1998:87) and Black, (1988:277) observe that failure may vary in degree. They highlight the fact that expatriates who remain on the assignment but psychologically withdraw may incur indirect losses for their enterprise. These losses can include a reduction in productivity, market share, and competitive position, as well as damaged staff, customer and supplier relations, and a discredited corporate image and reputation. Tung (1982:68) surveying United States (US), European and Japanese MNCs, highlighted the severity of the problem when identifying that 7 percent of the United States MNCs experienced expatriate failure rates of 10-40 percent, 69 percent had a recall or failure rate of 10-20 percent, and the remaining 24 percent experienced a failure rate of less than 10 percent. He also observed that US-based MNCs experienced a much higher expatriate failure rate than either Western European or Japanese MNCs. More recently Shay and Tracey (1997:31) stated that 25 to 40 percent of the United States expatriates assigned to a developed country return home prematurely compared to 70 percent assigned to a developing country. This is supported by Briscoe, Schuler and Claus (2009) who observed that the rate of early return for US expatriates varies in different enterprises (and in different surveys) from 10 percent to 80 percent (with a common failure rate in the 30-40 percent range). Furthermore, according to Copeland and Griggs (in Shay Tracey, 1997:31) and Deresky (2002:398), it is estimated that between 30 and 50 percent of expatriates who do complete their assignments are considered ineffective or marginally effective. Numerous authors have also highlighted the high cost of a failed expatriate assignment. According to authors such as McNerney (1996:1), Shay and Tracey (1997:31), Hill (2005:624), and Chowanec and Newstrom (1991:65), the estimated cost of a failed expatriate assignment ranges between US$250,000 and US$1 million. While authors such as Griffin and Pustay (2002:583) and Black (1988:277) estimate the cost of a failed expatriate assignment at between US$40,000 and US$250,000 (these figures include the expatriates original training and moving expenses, as well as lost managerial productivity, but do not include the decreased performance of the foreign subsidiary itself). In addition, a failed assignment also has an indirect cost implication for a MNC as it can lead to damaged relations with the host country government, a diminished worldwide reputation of the MNC as well as negatively influencing the moral of employees in both the home and host country operations of an MNE (Chowanec Newstrom, 1991:66; Deresky, 2002:398). Harveys (1995:223) research is also supported by a study of Pricewaterhouse Coopers (PWC) ( 2000:80), who found that the partners of employees were the main reason for failed or unsuccessful international assignments in half the MNCs they surveyed. Hence there is a body of literature that highlights issues and challenges for organisations and expatriates. A particular issue is the need for organisations to pay attention to organisational support on expatriate and spousal adjustment (Caligiuri et al, 1999) which is not only related to general interactions adjustment but also to better performance on the job. 2.4.2 The Process of Adjustment As earlier stated by the author, research shows that if the expatriates spouse and/or family members are having trouble adjusting abroad, the expatriate will have problems as well, including poor job performance (Black Gregersen, 1991; Gaylord, 1979; Harvey,1985),which could result in a premature return from the overseas assignment or a poor performance upon completion of his/her assignment. As a result, several personal dimensions have also been found to impact a managers transition to an overseas assignment and when activities available at home cannot be found in the host country, there may be feelings of loneliness, isolation, and frustration, which contribute to culture shock and inhibit adjustment (Church, 1982). Hence, an international assignment intensifies the stress associated with the transfer of personnel as it involves an entire personal and professional life style modification that impacts the expatriate and other family members (Harvey, 1985:84) often causing a temporary emotional state called culture shock as seen in figure 2.4.2 Figure 2.4.2 The U-Curve Phase 1: Tourist Phase 2: Crisis Culture shock Æ’Â   May exit? Phase 3: Pulling up Phase 4: Adjustment Time Adjustment Source: H. De Cieri, P.J Dowling and K.F. Taylor, The Psychological Impact of Expatriate Relocation on Partners, International Journal on Human Resource Management, Vol. 2, No.3 (1991) p.30. Adjustment to a foreign culture is multifaceted, and individuals vary in terms of their reaction and coping behaviours and the adjustment curve (sometimes referred to as the U-Curve) is based on psychological reactions to the assignment and is helpful in demonstrating the typical phases that can be encountered during cultural adjustment (Dowling et al, 2008) . Phase 1 (tourist or honeymoon stage) commences with reactions prior to the assignment which can be a range of positive and negative emotions such as excitement, anxiety, fear of the unknown, or a sense of adventure which can lead to an upswing of mood . Then as the novelty wears off, realities of everyday life in the foreign location begin to intrude, homesickness sets in, and a downswing may commence which can create negative appraisals of the situation and the location leading to a period of crisis (phase 2).This phase can be a critical time, and how the individual copes with the psychological adjustment has an important outcome in terms of success or failure. Once past this crisis point, as the expatriate comes to terms with the demands of the new environment, there is a pulling up (phase 3) resulting in an adjustment (phase 4) to the new environment (Dowling et al, 2008). In recent studies (Mendenhall and Oddou 1985; Black 1988; Black and Gregersen 1991;Black, Mendenhall and Oddou 1991; McEvoy and Parker 1995), adjustment is seen as a multi-faceted phenomenon with three major dimensions that are addressed and empirically tested: adjustment to the general environment, referring to the general psychological comfort involving aspects such as living conditions, weather or food; adjustment to the work situation, referring to the psychological comfort with culture specific work values and standards; and adjustment to interacting with host nationals, focusing on the comfort with different communication styles in the host setting. Also, adjustment pertaining to expatriates can be broken down into anticipatory, psychological, environmental/ (socio) cultural, organisational, interaction and personal change adjustment (Black et al, 1991,) and Shaffer et al, (1999) has also identified job factors, organisational factors, personal factors, non-work factors and individual factors as significant to expatriate adjustment. 2.5.1 Definition Of Culture According to Hickson and Pugh (1995), national culture shapes everything. National culture influences management practices like structure, strategy and human resources systems; and the effective transfer of management structures and processes relies on the ability to recognise their inherent assumptions and compare them with the cultural assumptions of the potential host country recipient. (Schneider and Barsoux, 2003). Over the years, culture has been defined in different ways by various writers. Culture was first defined in 1871 by Tylor (Hall,1980: 20) as the complex whole which includes knowledge, belief, art, morals, custom and any other capabilities and habit acquired by man as a member of society while Hofstede (2001) also defines culture as the collective programming of the mind that distinguishes the members of one group or category of people from another . At the organizational level, Schein (1985:9) also provides a definition of culture drawn from the framework developed by Kluckholn and Strodtbeck (1961) in (Schneider and Barsoux ( 2003): a pattern of basic assumptions-invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration-that has worked well enough to be considered valid and, therefore, to be taught to new members as correct way to perceive, think and feel in relation to those problems Values, behaviour and beliefs are different across cultures and their importance to those cultures should not be underestimated. Whether engaging in strategic alliances, setting up operations abroad or attracting the local market, companies need to discover how culture can be harnessed to drive business forward (Schneider and Barsoux, 2003). 2.5.2 Cultural Adaptation and Knowledge When expatriates are familiar with the culture, language, and customs of headquarters, it can facilitate the transfer of corporate culture between headquarters and their subsidiaries, enhancing communication and coordination (Boyacigiller,1991; Rosenzweig and Singh, 1991) and can also provide technical and managerial skills that may not be immediately available at the local level. However, expatriates are not likely to be motivated to engage in active participation in a new environment if they are uncertain as to what an appropriate behaviour is, as such contacts with host nationals could be threatening and increase anxiety (Stephan and Stephan, 1992). Hence, the more information received regarding local behaviours, the more easily the expatriate can adopt culturally appropriate behaviour and thus facilitate the adjustment process. Expatriates may learn the host culture indirectly prior to direct contact with the host society through pre departure cross cultural training which can be an effective way of gaining cultural knowledge about the host culture (Black, Mendenhall and Oddou, 1991) in order to reduce uncertainty prior to active participation. Expatriate pre departure knowledge can also contribute to both work and general adjustment overseas (Black, 1988) when such knowledge includes information about the transition which can reduce many of the uncertainties associated with the new role. Work adjustment here includes the extent to which the expatriate is able to adjust to the level of responsibility associated with the assignment as well as his or her pay schedule while adjustment to the general environment refers to the individuals ability to adjust to non-work factors such as housing conditions and health facilities (Black, 1988). Clarke Hammer (1995) also observed that interpersonal skills, which are similar to social orientation, tended to facilitate cross cultural adjustment since social skills appear to be critical to the managers ability to complete tasks and to establish and maintain effective intercultural relationships, all of which assist in the cultural adjustment of the expatriate and his or her family. However, cultural knowledge acquired in ones culture of origin may be inadequate and subject to modifications as one encounter the new environment since cultural knowledge obtained by indirect learning such as through contact with mass media can be superficial and subject to misinterpretation compared to the knowledge obtained by direct contacts with the host society (Lee, 2006; Weimann, 1984). Also, previous international experience was repeatedly found not to predict expatriate and spousal general adjustment during expatriation (Black, 1988; Black Gregersen. 1991b; Black Stephens, 1989) which suggests that many aspects of overseas experience are not generalized from one assignment location to another meaning that expatriate managers are not able to transfer their learning concerning adjustment in one country to another. 2.5.3 The Impact of Training on Cultural Adaptation Cultural adaptation is a social cognitive process that reduces uncertainty and an affective process that reduces anxiety. The outcomes of cultural adaptation include psychological well being and satisfaction as well as social competence (Gao and Gudykunst, 1990; Ward and Kennedy, 1992). Failure to adjust successfully may lead to negative consequences such as lowered mental health status, feelings of marginality and alienation, heightened psychosomatic systems and identity confusion (Berry et al; 1987). For expatriates unfamiliar with the customs, cultures, and work habits of the local people, training may be critical to the outcome of overseas assignments since culture shock experienced by people in new and different cultures which reduces the ability to function in a cultural setting because of the perceived discrepancy between an individuals expectations of how events should proceed and how they actually occur (Black et al. 1992) would be reduced immensely. With complete adjustment, individuals not only accept the customs of the new culture as another way of living but also may actually begin to enjoy them or at least terminate the projection of discomfort onto the host culture (Oberg, 1960). Thus, successful cultural adaptation can be conceptualized as an individuals general satisfaction with ones personal situation in the host country (Gudykunst and Hammer, 1983; Torbiorn, 1982). 2.6.1 Factors Affecting Expatriates Cross-Cultural Adjustment Given the multidimensional conceptualization of culture ( Hofstede, 2001) and strong empirical support (Shaffer et al. 1999), the cultural adjustment of expatriates is essential. Following this multi-faceted approach, it appears that some expatriates may be well adjusted to one dimension but at the same time poorly adjusted to another. For example they may adapt themselves to their new work situation in a foreign country but feel uncomfortable in interacting with locals. Without an understanding of the host culture in such a situation, the expatriate is likely to face some difficulty during the his/her assignment. According to Fontaine (1997:631), the success of international assignments could be ensured if effective preparation, support, and training were provided to the expatriate and their tailing families. Sievers (1998:9), suggests that the majority of MNCs do not have formal policies to address the needs of their expatriates families, hence, it is imperative those MNCs develop comprehensive, flexible and interactive programmes specifically for spouses and children. 2.6.2 Cultural Training Training is defined as the process of altering employee behaviour and attitudes to increase the probability of goal attainment (Hodgetts Kuratko, 1991) thereby reducing expatriates perceived need to adjust (Black et al.1992; Deshpande Viswesvaran, 1991; Earley, 1987).It has frequently been argued that training is the litmus test of human resource management (Keep, 1989) since the pivotal element of a system is designed to harness the talent of those it employs in ensuring that employees are developed for their roles (Redman and Wilkinson, 2008). Few of the training programmes of organisations are available to the public (Morris and Robie, 2001). As a consequence, empirical support on different training methods remains scarce. Organisations develop their own specific training programs or subcontract them to specialist trainers in view of the perceived needs of their business and managers, but cultural views differ on how training is provided, by whom and for what purpose (Schneider and Barsoux, 2003).Training aims to improve employees current work skills and behaviour, whereas development aims to increase abilities in relation to some future position or job (Dowling et al, 2008) Failed or ineffective intercultural adjustments may be avoided by utilizing effective training to prepare expatria

To Kill a Mockingbird by Harper Lee - Reflection :: To Kill a Mockingbird Essays

To Kill a Mockingbird Reflection Written in the late 1950s to early 1960s, To Kill a Mockingbird in many ways reflects the state of its society. The Civil Rights Movement was occurring at the time, a fight for human freedom, extending the rights of full citizenship to individuals regardless of race, sex, or creed and the slowly emerging concept of equal rights for all. Although set in the 1930s, it has come to my attention that the book strongly mirrors it ¡Ã‚ ¯s context and was greatly influenced by the values and beliefs of the people at the time. To Kill a Mockingbird in my opinion doesn ¡Ã‚ ¯t represent a true 1930s. It contains many main characters such as Calpurnia and Atticus who have morals and personalities that I felt out-step the time period. These qualities seem to originate from the essence of The Civil Rights Movement instead. In the 1930s an African American woman wouldn ¡Ã‚ ¯t have had so much power over white children like Calpurnia had over Scout and Jem, and people like Atticus who were sympathetic to the African Americans would have had none of the support Atticus had with Heck Tate, Mr. Underwood, just to name a few, the way he did. Perhaps I feel this way because of the novel ¡Ã‚ ¯s overall focus on casting Atticus as morally correct and racial prejudice as something terribly immoral, which were rather new concepts introduced to America during The Civil Rights Movement. The insights into the lives of the African Americans, contrasted with the more flawed white community (with its many not so pleasant members such as the Ewells) in Maycomb, cast a warmer light onto the black community. This representation I think reflects the changing views of the people in the novel ¡Ã‚ ¯s context and the challenge against racial prejudice that was the core of The Civil Rights Movement. In the 1930s there would have been nothing wrong with what today we recognise as  ¡Ã‚ ®racial prejudice ¡Ã‚ ¯, in fact it would have been the other way around with showing prejudice as the morally correct thing to do for a proper white person. Though prejudice to African Americans was still very much an issue throughout the novel ¡Ã‚ ¯s context. This can be seen through the likeness of Tom Robinson ¡Ã‚ ¯s trial and the Mississippi Burning trails. In both these cases I noted that a white person ¡Ã‚ ¯s word has prevailed over a black man ¡Ã‚ ¯s based on the notion that one race is superior than the other.

Human Trafficking, The Modern Slavery Essay

Introduction Human trafficking is a big problem all around the world. Every year, thousands of men, women and children are kidnapped by traffickers, and forced into sexual exploitation and slavery. In this essay, I will talk about the causes of human trafficking and what effects it has on the victims, families, and society. Causes The cause of human trafficking is mainly the organized criminals that kidnap and abuse the victims. Their main purpose is to get rich by exploiting people. These people usually are cold-hearted and they do not have any morals or sense of social justice. Another reason that causes human trafficking is that governments in those countries are very weak, and they usually do not do anything to help or at least try to help. Therefore, the criminals have more chances of kidnapping people without worrying about getting caught easily. The final cause of human trafficking is that society has a lack of awareness of its dangers. Not many people really care about human trafficking as they do not know the dangers of it. There may be a lack of attention given to the problem in education and the media. Human trafficking happens all around the world, even in rich countries. The countries that I will be writing about are the Democratic Republic of the Congo, Vietnam and the U.S.A. The Congo. Human trafficking is a very serious problem in the Congo. The human trafficking in the Congo is usually for forced prostitution and forced labor. The government there is very weak; they do not seem to show any evidence of punishing and prosecuting the human trafficking offenders, or in raising awareness to other people. According to one report, â€Å"Lord’s Resistance Army (LRA), continued to abduct and forcibly recruit Congolese men, women, and children to bolster their ranks and serve as laborers, porters, domestics, combatants, and sex slaves. For example, between July 30 and August 2, 2010, a coalition including the LRA abducted 116 civilians from 13 villages, and subjected them to forced labor. Between January and September 2010, the LRA violently abducted more than 279 Congolese citizens, including 184 children† – Refworld. (http://www.unhcr.org/refworld/country,,USDOS,,COD,,4e12ee8837,0.html ) The U.S.A. The USA is one of the richer countries with more protection and awareness of human trafficking, but of course, there are still people (mostly women and children) getting kidnapped and being involved in this horrible crime. Another report says, â€Å"According to the FBI, there are currently an estimated 293,000 American children at risk of being exploited and trafficked for sex. Forty percent of all human trafficking cases opened for investigation between January 2008 and June 2010 were for the sexual trafficking of a child. And while the term trafficking may conjure images of desperate illegal immigrants being forced into prostitution by human smugglers, 83 percent of victims in confirmed sex trafficking cases in this country were American citizens.† -Guest Blogger , October 6, 2012- (http://thinkprogress.org/health/2012/10/06/971401/girls-human-trafficking-and-modern-slavery-in-america/?mobile=nc) Vietnam. There are also a number of victims of human trafficking in Vietnam. Women and men here are usually trafficked for forced labor and the construction of buildings, or as domestic servants. Many Vietnamese women are trafficked to Cambodia for sexual exploitation, where they become prostitutes and are often unable to escape. When they get older they are thrown out of the trafficking and left to look after themselves. In 2004, the police had estimated that more than 50,000 Vietnamese women and girls under the age of under 18 had been victims of human trafficking, and the number is getting higher every year. http://www.globalexchange.org/country/vietnam/trafficking Effects There are lots of effects on the victims of human trafficking, mostly psychological and physical problems. There will also be health effects on the victims. Psychological effects could be even worse than physical effects as the victims will suffer from lack of self-esteem, emotional disturbance, depression, and they could even be scarred for life. This problem could lead to suicide. Health effects are also very serious. The victims who are involved in sexual exploitation can easily be infected by diseases such as HIV/AIDS. These diseases can then be passed onto their future partners (http://www.buzzle.com/articles/effects-of-human-trafficking.html) The families of the victims of human trafficking will be affected. The families would be completely broken and it will also affect their whole life, losing one of their loved ones. The society would be affected as well. This generation, people do not really do anything to prevent human trafficking. They do not help. Therefore, people now will always think that it is not their problem, so they do not have to worry. The society is getting worse and worse, and more selfish. Conclusion This essay shows the causes and effects of human trafficking. Human trafficking happens everywhere in the world, mostly in poorer countries with weak governments that usually do not help decrease the amount of human trafficking in their country. Additionally, the effects of this crime on the victims involved could be very serious, leading to mental problems like depression or even suicide. References Causes http://www.caritas.org/activities/women_migration/caritas_migration_trafficking_and_women.html?cnt=431 http://ec.europa.eu/anti-trafficking/section.action?sectionId=90963548-0cf3-43e1-8e59-4bce1b03192d §ionType=LIST_ENTITIES_SQUARE_IMAGES Human Trafficking in Vietnam http://www.actionaid.org.uk/100191/human_trafficking.html http://www.globalexchange.org/country/vietnam/trafficking In USA http://thinkprogress.org/health/2012/10/06/971401/girls-human-trafficking-and-modern-slavery-in-america/?mobile=nc http://www.today.com/id/22083762/site/todayshow/ns/today-today_news/t/sex-slaves-human-trafficking-america/#.UPod-R37iYk In Congo http://www.indexmundi.com/democratic_republic_of_the_congo/trafficking_in_persons.html Effects http://www.buzzle.com/articles/effects-of-human-trafficking.html

Easy on the adjectives - Emphasis

Easy on the adjectives Easy on the adjectives New research suggests that if you want your writing to be shared online then overusing adjectives is not wise, advisable, judicious, big or clever. [Mental note: should probably edit this.] The findings come from social media scientist Dan Zarrella, who aims in his book Zarrellas Hierarchy of Contagiousness to demystify social media marketing for the masses. After examining how often online content was shared, he came to one definite conclusion: the less complex the language, the more likely it was to be passed on. And, after studying which types of words were the most mobile, he found the biggest no-nos were adjectives and adverbs. This is actually a good tip for just about any writing. Its easy to imagine that cramming in adjectives will give your writing colour or help create more vivid images in your readers mind. But more often than not they do just the opposite, and merely add clutter that slows your reader down. Fledgling fiction writers are taught to adopt the lotus position and chant the mantra show, dont tell over and over until their posture is perfect and they never want to overdo the adjectives and adverbs again. But this advice evidently isnt only for creative writing. Its much better to choose verbs (the most-shared word type) and nouns that work hard, rather than using adjectives or adverbs as crutches for your writing to hobble along on. The finished piece will be tighter and more expressive for it. For example, instead of ran quickly, how about sprinted? Or bounded? See how either could replace the phrase, but each gives a very different and more distinct mental image? Sometimes adjectives are simply redundant. Forward planning, for example. Is anyone out there still planning what to do yesterday? Have a look at these (genuine) examples and spot the pointless words: Teen dies after fatal stabbing Gunned down by armed rebels A visual treat for the eyes Ill-chosen adjectives can also lead to unintentional silliness (which can be delightful for everyone but the writer): Stiff opposition expected to casket-less funeral plan Statistics show that teen pregnancy drops off significantly after age 25 This isnt to say that all adjectives should be banned on pain of death. Mark Twain put it nicely, if youll forgive the adverb: When you catch an adjective, kill it. No, I dont mean utterly, but kill most of them then the rest will be valuable. They weaken when they are close together. They give strength when they are wide apart. Perhaps its worth thinking of them like magnets: repellent together, useful kept apart, and not recommended anywhere near computers.

Dr. Gregory House Essay Example

Dr. Gregory House Essay Example Dr. Gregory House Essay Dr. Gregory House Essay Dr. Gregory House is the chief character in the House telecasting series. He is presently working as the Head of Diagnostic Medicine with a dual forte in infective disease and nephrology at Princeton-Plainsboro Teaching Hospital. He is portrayed as egotistic. sarcastic. and appears to dislike most people. He prefers superficial relationships with others. sometimes utilizing cocottes to fulfill his sexual demands. Descriptive Information: Gregory is a 52 twelvemonth old Caucasic male. He prefers to be called House. as he views being called Greg as excessively personal. Dr. House has a lasting disablement in his leg. Dead musculus tissue had to be removed and left a divot in the tegument. He is besides really sensitive about the visual aspect of his thigh. being severely scarred from multiple operations. He is really loath to speak about this disablement and is easy offended if it is brought up. House has been in changeless hurting since the surgery and has become addicted to analgesics. He does non admit his utilizing as a drug job ; he reports it is a hurting job. He states that it does non interfere with his ability to work. At the present clip he has been to npatient intervention for detoxification. nevertheless still struggles with his dependence. House is above norm in his intelligence. holding been accepted to John-Hopkins University for his pre-med surveies. It is his neglect for moralss and protocol that has caused him jobs. He lost an chance for an internship at the Mayo Clinic when he was caught cheating and expelled. His inability to work good with others has been a beginning of employment issues for him in the yesteryear. House’s male parent was a Marine pilot. and he spent most of his childhood traveling to different states. As a consequence he isolated. and concentrated on a assortment of involvements. He is fluid in several linguistic communications. and plays the piano and guitar. At the age of 12. detecting the timing of his construct did non correlate with a clip his male parent was about. he confronted his parents on the paternity. It was revealed to him that his female parent had an matter with the household curate. House feels this was the turning point in his relationship with his male parent. John. He feels he was mistreated by John for this ground. John was cold and commanding. demoing House limited fondness. House was rebellious and was frequently punished harshly both physically and emotionally. House and his female parent had a loving relationship. nevertheless in his desire to avoid his male parent he does non hold her in his life. Showing Problems: House’s showing jobs at this clip are: his dependence to analgesics. his fright of familiarity. and anti-social traits. He besides displays a job with impulse control. Dr. House states his chief ground for utilizing Vicodin was for hurting direction. nevertheless he has admitted to recreational drug usage in his yesteryear. His dependance has caused him professional jobs. acquiring him into problem on several occasions. His dependence has besides caused him jobs with Lisa. the adult female he has feelings for. Dr. Lisa Cuddy and House have had an on-going attractive force crossing 25 old ages. They were get downing to organize a relationship when she had a panic with malignant neoplastic disease. When House couldn’t face losing her. he turned once more to the Vicodin. Lisa ended their relationship when she realized his inability to get by without the usage of drugs. Dr. House has been afraid to see any existent intimacy to others in his life. He has issues of trust due to his mother’s dishonesty and his father’s distance and ill will towards him. This is the primary beginning of his fright of familiarity and cynicism. He hides his frights with a egotistic attitude. and pushes people off alternatively of exposing any exposure. House can be highly defensive. and it is likely he uses his personality in a deliberate effort to estrange anyone who tries to acquire near to him. He is conflicted when confronting his feelings for Lisa. while seeking to keep onto his belief he is wholly self-sufficing. House has acted on legion occasions without respect to his wellness and safety. He besides takes his behaviours to the extreme. When Dr. Cuddy starts dating after their reak-up. he reacts by driving his auto through her forepart window. He states his ground as merely returning her hairbrush. He uses himself as a trial topic for drugs and medical trials. sometimes merely to fulfill his wonder. He has taken experimental drugs in hopes of reconstructing his leg musculus. which finally led to tumours. House has besides injected himself with questionable blood received by an sick patient to see if a blood transfusion caused their symptoms. Model: I believe that person-centered therapy would be the theoretical account best suited for House. I would besides integrate some cognitive-behavioral techniques. House would non react good to any theory that is confrontational. he needs to experience in control. I besides recognize that although his past dramas a large portion in why he has relationship issues. he does non look to desire to revisit these happenings. I believe really small clip should be spent on the topic of his parents specifically. with more clip spent on how he’s covering with relationships now. House would be a hard client to construct a curative relationship with ; nevertheless I do experience it could be done over a period where he felt he was in a safe and non-judgmental environment. He is intelligent and lives to calculate out the pieces in hard medical diagnosings. House may hold a small problem in utilizing this in respects to his ain mental wellness. since he is so enveloped in denial. but he does hold the capacity to make so. The person-centered theoretical account plants on the premises that the client is the expert. and I believe it is one he would react to outdo given his personality type. Treatment Goals: House’s primary issue is addiction. and a deficiency of holding a recovery program. He has been seeking to cover with this on his ain footings. and has had backslidings. His untreated status contributes to his anti-social personality. interferes with his relationships. and causes issues at work. I feel his other showing jobs can neer be to the full addressed until he can derive control over his habit-forming behaviours. Until he comes to footings with his dependence. he will stay stray and go on to be suicidal. Dr. House needs to turn to his trouble with any type of relationship. It is evident at times that he does hold the capacity and this aspect of him is non portion of a personality upset. He displays a demand for people despite his non desiring to. He shows green-eyed monster when Lisa dates others and does has a close friendly relationship with Dr. James Wilson from the infirmary. Dr. Wilson provides House with audience about instances. and frequently personal issues. James is one of the few who can off with naming House out on behaviours. They sometimes have existent minutes on a deeper degree. and at times they can allow travel and portion laughs. House has displayed many cases of debatable impulse-control. He has experimented with Methadone. self-induced insulin daze. and tested deep encephalon stimulation with an electrical goad. The electrical current caused him ictuss. encephalon leeding. and finally led to him being in a coma. He frequently shows no respect for his wellbeing. Once in an agitated province. he dove from a balcony into a pool. These behaviours horrify others around him. Techniques: The person-centered therapy is flexible plenty to be adapted to most personalities. I feel a technique constructing a individual profile would assist House to turn to his dependence issues and in constructing a program. This would get down with naming his properties and strengths. Learning what is sympathetic and worthy about himself. alternatively of concentrating on negatives. will show to him a position of himself in want he wants to be seen. Next he should verbalise what is of import to him. Having clear. concrete believing on what he wants in his life can assist when turn toing what his drug usage will take away from him. and how it is a barrier in accomplishing his coveted result. Finally House should look at what has been working and what is non working as support in his life. This includes relationships. both 1s that may be unhealthy and those he needs to construct. Recovery is greatly impacted by support systems. These can include relationships on a personal degree. and outside support groups. House needs to see what should be changed. what should remain the same. and what makes sense every bit far as being realistic. Rational affectional behavioural therapy ( REBT ) could be good to House in covering with his fright of familiarity. The basic hypothesis is that people are non disturbed by events. but by the positions in which they take on them. Therapy would challenge his irrational beliefs and prosecute him in activities that can counter them. Showing House the faulty belief system he imposes on everyone he meets. he can get down to work on seeing how his actions are self-sabotaging. If he can truly hold on how his beliefs are barricading him. he can happen ways to alter and command them. It will assist him to pass on more efficaciously with others. I believe societal accomplishment groups could assist House with his impulse-control. Group therapies aid with answerability of the behaviour. and supply for feedback. This therapy is a powerful locale for growing and alteration. Participants receive enormous apprehension. support. and encouragement from others confronting similar issues. House could besides derive different positions. thoughts. and point of views on those issues. I feel a discrepancy outside of one-on-one would be good for House. As egotistic as he can be. I think excessively much attending to entirely his issues at one time would coerce him to go more defensive and less unfastened to intervention. Appraisal: House’s intervention ends will take some clip to be actualized. Addiction is rooted non merely in behaviours. but besides his biological science. He will necessitate to hold some strong support built in along with get bying accomplishments. Given the fact relationships with others need to be for the support to be effectual. these intervention ends are dependent on one another. His intervention with dependence will non demo promise until a lower limit of a twelvemonth without usage has been met. and regular engagement in a self-help group has been established. I do non anticipate House to develop newer relationships at this clip ; nevertheless I will estimate his success in furthering his bing 1s. His alterations should include larning how to show his feelings maturely. and larning to give of himself without the usage of irony to conceal when it feels uncomfortable. There is besides a strong correlativity between dependence and impulse-control. by placing get bying accomplishments for impulses. House could use some of these with his behaviours. In add-on. low self-esteem can be portion of the job in prosecuting in such unsafe and high hazard activities. House needs to turn to both his physical status that causes him embarrassment. and his forsaking issues with his household. I feel as clip goes on. and he gives recovery and relationships with others a opportunity. he will get down to see himself as a individual deserving caring for. Once he begins to experience that he is valuable and deserving of love from others. he should be able to accept this within himself. It is my hope through those alterations his neglect for his safety will disperse.

Doea 'informal social control' have any part in explaining the Essay

Doea 'informal social control' have any part in explaining the differential rates of male and female offending - Essay Example The culture is the most dominant factor that has significant impact on the perceived roles of men and women. ‘Boys will be boys’ the famous adage is a prime example of communication behaviour that is appropriate for boys but which would not be suitable for girls. â€Å"women experience linguistic discrimination in two ways: in the way they are taught to use language, and in the way general language usage treats them† (Lakoff). It makes it easier for men to commit crime than women. The religiosity of a particular strata of society or the social structure of that region, contribute to the way people respond towards socially relevant issues and gender inequality. The socio-economical environment and political leanings promote orthodoxy and fanaticism. Patriarchal society endorses male domination that deliberately cast women in the inferior roles and restricts their personal and social development to compete with their counterparts on equal terms. Women, especially in the current time, adopt ways and means to exhibit their independence and empowerment through actions that sometimes border in criminal activities. It is one the reason that explains criminal activities amongst women. According to national statistics, ‘men commit more crimes than women. In 2004, male offenders in England and Wales outnumbered female offenders by more than four to one’ (BCS1, 2004). The survey showed that in all the major crime categories, men out numbered women in committing the crime but it is a distressing fact that the women remained the main target or victims of the crime. It will not be incorrect to say that despite the advancement made in almost all areas of life, the women remain vulnerable target of socio-cultural values. There are various means through which persons imbibe the values that they carry all through their life. Some of them may be through the

Did the frontierhelp shape American individualism Assignment

Did the frontierhelp shape American individualism - Assignment Example It took centuries of efforts and sacrifices before the country achieved its illustrious and commanding status in the world. If not for these events, it will just be another nation that would want to make a name for itself. For new frontiers to be discovered and developed, vast efforts were undertaken by generations of people who have dreamt of reaching not just fame for people as individuals but for the nation as a whole (Hoover, 2005). As Turner (1893) stated on his essay The Significance of the Frontier in American History, the frontier is the borderline of barbarism and development. The 300 years in the history of the United States and its people serve as the frontier of the land. Though the actions and strategies that were taken during these years were truly primeval compared to the ideologies and designs which are being used in recent years, they are responsible for many important details and events in history. The most important contribution or event by these primeval acts is the liberation of the land from its colonizers. This single event transformed a land to a civilized nation. Three hundred years of struggle can be considered as baby steps to the present pace of the country in different aspects of the society and governance. If not for these baby steps, the nation would not be capable of taking leaps that have made their mark in world history. What used to be desert and unplowed lands are now either cultivated fields or modernized cities. If there would be one thing that the present Americans should learn from their forefathers is the fact that during the three-century frontier, they fought for the land as a whole and not on a per state basis. This should be considered if the present nation would like to sustain its stature and the ability to adapt to changes that are being consistently undertaken not just by the Americans