The Sherlock Holmes stories Essay Example For Students

The Sherlock Holmes stories Essay Sherlock Holmes is introduced later on in A Study in Scarlet as a detective, this is after he has demonstrated his skill to Watson and to the reader and firmly established himself as an intelligent man. Sherlock Holmes nature as a detective is important as at the time it was written London was growing and with it crime was growing too, people didnt feel safe. The Sherlock Holmes stories gave a sense of morality. Sherlock Holmes showed that there was still some good in the world looking out for the reader and that even in this growing London full of bad things there was still good, this idea gave the stories a lot of popularity. We will write a custom essay on The Sherlock Holmes stories specifically for you for only $16.38 $13.9/page Order now Sherlock Holmes scientific background is also very important in terms of how the stories gained their popularity. Victorian society was a society whose faith in religion had been shaken; Charles Darwin had just written his book outlining his discoveries and theories, The Origin of the Species. This had left a hole in peoples lives where God used to be a good force protecting them. Sherlock Holmes could fill that hole. Science had over taken religion and had apparently taken over the goodness of God that was looking after everybody but Sherlock Holmes was another good force, one powered by science. He was working for the greater good and he was protecting the people of Victorian society, who where also his readers, he was by all accounts filling the God shaped hole. Sherlock Holmes made Darwins theories easier to accept as he showed science in a good light, as something not to be feared but as something that could help people. It was because of Sherlock Holmes usefulness in doing this that he gained a lot of his popularity.  He has his own little methods, which are, if he wont mind my saying so, just a little too theoretical and fantastic.. The inadequacy of Londons police force in the Victorian times was a worry for the reader of Sherlock Holmes. The police couldnt be trusted and as such when they say this it helps the reader believe in Sherlock Holmes and his ability, helping them to enjoy the story and helping them feel secure while reading it. The police where inadequate in Victorian times so obviously the readers of Victorian times enjoyed reading about a fictional detective who was using these fantastic techniques. Police in Victorian times where lacking in numbers, there where only 10 detectives in the whole of London and these werent very good, crimes where often left unsolved or only solved by the extracting of a confession. The people of London had to fear crime and had to fear the police because of these extracted confession. The police where unorganised and not very intelligent, unlike Sherlock Holmes who was intelligent, organised and scientific which was basically what the people where looking for in the almost non-existent police force. Holmes was like a machine, and he was what the readers wanted which helped him to gain even more popularity. The character of Holmes himself is one of the reasons the stories have gained so much popularity. Holmes is a complex character and he is reflected in some of the views at the time. Holmes scientific nature is reflected in the advances of science of the time and his personality is a more interesting factor. Sigmund Freud had just invented modern psychology and his mental iceberg and many writers of the time had tried to explore his ideas. Sherlock Holmes is an interesting representation of these ideas. Freuds mental iceberg consisted of 3 layers, the ego, the id and the super ego. The id is the seat of all our primitive desires, if it was left in control we would act out our deepest darkest desires. The ego is set to reason with the id so that we do not go out of control and then after the negotiation is done the superego surveys the results. .u1eb72c7434cf79a67a07afb7c07bed0a , .u1eb72c7434cf79a67a07afb7c07bed0a .postImageUrl , .u1eb72c7434cf79a67a07afb7c07bed0a .centered-text-area { min-height: 80px; position: relative; } .u1eb72c7434cf79a67a07afb7c07bed0a , .u1eb72c7434cf79a67a07afb7c07bed0a:hover , .u1eb72c7434cf79a67a07afb7c07bed0a:visited , .u1eb72c7434cf79a67a07afb7c07bed0a:active { border:0!important; } .u1eb72c7434cf79a67a07afb7c07bed0a .clearfix:after { content: ""; display: table; clear: both; } .u1eb72c7434cf79a67a07afb7c07bed0a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1eb72c7434cf79a67a07afb7c07bed0a:active , .u1eb72c7434cf79a67a07afb7c07bed0a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1eb72c7434cf79a67a07afb7c07bed0a .centered-text-area { width: 100%; position: relative ; } .u1eb72c7434cf79a67a07afb7c07bed0a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1eb72c7434cf79a67a07afb7c07bed0a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1eb72c7434cf79a67a07afb7c07bed0a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1eb72c7434cf79a67a07afb7c07bed0a:hover .ctaButton { background-color: #34495E!important; } .u1eb72c7434cf79a67a07afb7c07bed0a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1eb72c7434cf79a67a07afb7c07bed0a .u1eb72c7434cf79a67a07afb7c07bed0a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1eb72c7434cf79a67a07afb7c07bed0a:after { content: ""; display: block; clear: both; } READ: Commentary on: In the Room of a Thousand Miles EssaySherlock could be described as an actual representation of these 3 things, for example Sherlock Holmes often indulges himself in things he likes halfway through a case, such as a concert or opium, this is the id in action but he always works towards the greater good again afterwards, never fully stopping just to indulge himself and letting a case go, this is the ego negotiating with the id, then at the end of each story when he is pleased with the results he surveys them and that is the superego in action. There are examples of this in the Man with the Twisted Lip when Holmes is found by Watson in an opium den, this shows Holmes in a less invincible light and less like a superhero with amazing powers to solve crimes but more as a person with an incredible talent, this makes him easier to relate to. The language and structure used in the stories would have added greatly to their popularity in Victorian times. The structure was like a police report, the facts where presented and everything was worked out scientifically with a good solid explanation, it was predictable and this gave the reader a sense of comfort. The language used by Watson is well ordered and Victorian, it is to the point and clear; this also helps give the reader a sense of security, they want to read something steady with no surprises and they are reading for entertainment and dont want anything to change so there are no drastic changes in the structures of the stories. There is also occasionally some language that strays away from the predictable and dull nature of the police report style in which Conan Doyle adds a more human element to the story with flashes of description. This can be seen in The Man with Twisted Lip: Folk who were in grief came to my wife like birds to a lighthouse. These memorable descriptive snippets add a more interesting and human side to the stories and stop them from becoming monotonous. There are elements of humour present in the Red Headed League for example when Holmes says A sandwich, and a cup of coffee, and then off to violin land, where all is sweetness, and delicacy, and harmony, and there are no red-headed clients to vex us with their conundrums. The very nature of the Red Headed League is humorous and once again this adds more to the entertainment value of the stories, giving them a comic relief factor. It is also a credit to Conan Doyle as he shows his wit and use of literary techniques such as irony to create humour. The modern reader can enjoy Sherlock Holmes as the stories are still entertaining even today, the stories are inter-active and many readers may enjoy guessing the results to the cases or pretending to be Sherlock Holmes themselves, these are just two reasons Sherlock Holmes is still popular today.  In conclusion Sherlock Holmes is a very influential character that had an impact on Victorian England the results of which can still be seen today, as his popularity is still strong.

Effective Performance Management

Effective Performance Management Free Online Research Papers Performance is your reality, forget everything else. It is an immutable law in business that words are words, explanations are explanations, promises are promises- but only performance is reality. Harold S. Geneen 1910-1997, Communications executive1 Abstract The paper seeks to show that Effective Performance Management has become the core of Human Resources and is revitalizing, reenergizing and rejuvenating HR. The challenges faced by the present day organization are broadly discussed under the effectiveness of its performance management systems, which ultimately acts as a catalyst for employee engagements and their effective performance. This paper explores through its findings a new performance management system for improving overall organizational performance in general, through inventing new dimension for effective individual performances in specific. A framework is developed for the implementation of effective performance management in any organization. This paper is explicitly directed towards various parameters for energising human resources and serves interesting food for thought for the future managers dealing with performance management. Introduction Performance management, as pertaining to human resource management (HRM), is the process of delivering sustained success to organizations’ by improving capabilities of individuals and teams. It supports the philosophical principle that people and not capital provide organizations’ with a competitive advantage. However, performance management presents severe challenges in terms of practical implementation. Previous studies have largely failed to overcome many of the organizational constraints on its successful implementation. Overcoming barriers to change is especially important given their close relationship to the fulfilment of the psychological contract2 and related HRM systems (reward, development, etc.). The psychological contract construct consists of the existence of a â€Å"soft† set of expectations held by the employee, which have to be organized and managed. Within the relationship defined by these constructs, the employer and the employee inform, negoti ate, monitor and then re-negotiate (or exit) the employment relationship. Thus, if the employee feels that a performance management approach breaches or violates their psychological contract expectations this can lead to an irrevocable breakdown in the employment relationship. Careful implementation of performance tools is therefore crucial to their success as contributors to organizational development. Performance Management as a core of HR Performance appraisals, performance reviews, appraisal forms; whatever we want to call them, let’s call them gone.3 As a standalone, a performance appraisal is universally disliked, after all how many people in any organization want to hear that they were less than perfect last year or how many managers want to face the argument and diminish morale that can result from the performance appraisal process. If the true goal of the performance appraisal is employee development and organizational improvement, we consider moving to effective performance management system. There has been a paradigm shift in the focus of HR from the early days where craftspeople organized guilds using unity to improve working conditions. Companies in today’s era focus on performance of employees which in turn helps the organization’s performance. No doubt that effective performance management has become a core of HR. Performance management to support organizational change The ultimate competitive asset of any organization is its people, thus organizations should develop employee competencies in a manner aligned with the organization’s business goals. This can be achieved through performance management systems, which act as both behavioural change tool and enabler of performance management system improved organizational performance through being instrumental in driving change. This can then be institutionalized through organizational policies, systems and structures. Performance management aims to emphasize and encourage desired and valued behaviours, thus is a key tool of communication and motivation within organizations seeking a competitive edge through strategic change and control. A visionary performance management then becomes a system for translating organizational intention and ambition into action and results, delivering a strategic goal, such as behavioural change. The system also brings focus to organisational change and development, particularly regarding competencies. When competency profiles support company goals, they become instrumental in developing the human resources necessary to deliver business goals. As a result, performance management system is an important tool for communicating priorities and for providing feedback to stimulate employees to meet the new expectations. Role and importance of effective performance management system Changing individual employee behaviour lies at the heart of organizational change programmes. This is because they ignore or violate established change psychology principles. Senior management can assume that because they are ready to pro-actively embrace change, their employees will be equally pro-active. However, imposing action on employees who are not prepared results in conflict. Typically, only 20 percent of employees in organizations are prepared to take positive action in response to change initiatives. More than 70 percent of new strategic initiatives fail for this reason.4 Thus, to be successful in shaping behaviour, performance management systems must achieve acceptance by those being â€Å"managed†. Modern organizations need to respond more effectively to changing external and internal environments, and organizational learning has become an important strategic focus. By anticipating and responding to changes in the environment through proactive learning interventions, some organizations are evolving into learning organizations. Nonetheless, the question of how to best transform behaviours through organizational learning and development remains. In reality, many change initiatives fail because either organizational culture is not ready to change at that time, or because they do not anticipate the impact of change on human systems. Initiatives in the latter category typically result in resistance and ultimately failure of the change initiative. As mentioned earlier, one method that organizations can use to affect employee competencies in a manner aligned with the organization’s change is to develop robust performance management systems. Analysis of performance management in terms of key result areas KRA’s refer to general areas of outcomes or outputs for which a role is responsible. The KRA’s should be clearly defined. Once, the KRA’s are defined the individual can chart a process to achieve the KRA’s. KRA’s are also known as Key Work Output’s (KWO’s). An effective performance management system can facilitate change and innovation by both demonstrating their relationship with the overall strategy, and by supporting and monitoring the progress towards achieving the ultimate goal. It is therefore a crucially important tool for communicating priorities and for providing feedback on employees’ contributions towards achieving organizational goals. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the company. Employees should have a clear understanding of the quality and quantity of work expected from them and simultaneously receives ongoing information about how effectively they are standing as to the standards/benchmarks. Opportunities for employee development are identified and employee performance that does not meet standards are appropriately addressed. Moreover an operative performance management system consists of a process for communicating employee performance expectations, maintaining performance management dialogues and conducting annual performance appraisals. It is a procedure for encouraging and facilitating employee development and resolving performance pay disputes. Performance management system serves a strategic purpose because they help link employee activities with the organization’s mission and goals.5 It serves as a basis for employment decisions to promote outstanding performers, to train, transfer or discipline others, and to award merit increases. Data regarding employee performance can serve as criteria in HR research. They can help establish objectives for training programs. Finally, performance management system allows organizations to keep proper records to document HR decisions and legal requirements. A website research 6 conducted on BSE listed companies revealed the four key result areas that are critical for any performance management system and how each of these areas which has a number of dimensions, can be measured by key performance indicators. The four key result areas are as follows: I. Developing external relationship: The PMS should consider the three key performance indicators while considering employee performance to achieve the KRA of developing external relationship: firstly, contractual agreements i.e. managing policy and procedures for agreements which are implemented and reviewed annually and handling major research contracts renewed with stakeholders. Secondly, to create new strategic alliances such as its success can be measured by reviewing annually the number of competitor or collaborator analysis undertaken and new collaborations established and developed and finally to develop lines of communication such as quarterly reviewing, the visits made by the shareholders and information about research and education activities provided to stakeholders in written and electronic format. Communicating this Idea to employees and evaluating their commitment levels through structured parameters will help in achieving organisational objective. II. Building organisational capabilities: Similarly, PMS has to also consider dimensions such as to attract and retain the right people i.e. to review annually so as to identify and resolve gaps in the performance of the leaders and provide and implement strategic, analysis based advice performance management system for all staffs. Secondly, the system fosters a value driven culture which includes code of conduct developed around share values, rewarding employees and implementing a recognition system to reinforce culture. Finally, it creates a supportive structure and systems which includes implementation of most effective organisational structure, reviewing annually the policies, systems and procedural documented. This KRA will finally contribute towards enhancing skill based performance for quality work. III. Taking a selective and focussed approach: The PMS should check the employee’s work focus which can be measured by reviewing annually the service level agreements and how these agreements are benefiting the key stakeholders. In the light of this KRA the employees are able to meet up to the expectations of their job description and accordingly see and evaluate their respective performances as a transparent system. IV. Maintaining quality research, service and education output: The last key area helps to ensure relevance to the organisation’s mission by consistent work with strategic direction and available skills. Performance management can be measured through milestones achieved. Also, it measures work impact which can in turn be measured through new knowledge that is being published or presented, identification of changes to policies or practices and finally customer satisfaction which can be measured with the help of surveys conducted. This will contribute towards managing talent in the organisation and exploring opportunities for potential employees and also for succession planning. BARRIERS TO IMPLEMENTING EFFECTIVE PERFORMANCE MANAGEMENT SYSTEMS7:- 1. Organizational Barriers – Variations in performance within systems may be due to common causes or special causes. Common causes are faults that are built into the system due to prior decisions, defects in materials, flaws in the design of the system, or some other managerial shortcoming. Special causes are those attributable to a particular event, a particular operator, or a subgroup within the system. 2. Political Barriers – Political considerations are organizational facts of life. Appraisals take place in an organisational environment that is anything but completely rational, straight-forward, or dispassionate. It appears that achieving accuracy in appraisal is less important to managers than motivating and rewarding their subordinates. Many managers will not allow excessively accurate ratings to cause problems for themselves. 3. Interpersonal Barriers – Interpersonal barriers also may hinder the performance management process. Because of a lack of communication, employees may think they are being judged according to one set of standards when their superiors actually use different ones. Furthermore, supervisors often delay or resist making face-to-face appraisals. Rather than confronting substandard performers with low ratings, negative feed-back, and below-average salary increases, supervisors often find it easier to â€Å"damn with faint praise† by giving average or above-average salary ratings to inferior performers. Performance Managers Performance managers 8 can improve on a performance measurement system, as objectively as possible, upon discussion with the line managers. They need to clearly define the role for each position in the organisation, and communicate the positions to the new entrants respectively. They may formulate a reward system that is in tune with industry standards, and companys retention and performance strategy, and take local and overseas opportunities as factors of consideration. As facilitators of training and development activities, they may identify their teams’ individual training needs which may involve technological, behavioural or cross-cultural contents. As career counsellors, they may develop different career paths technical or managerial, and attempt to satisfy the needs of the employees. ANALYSIS of a few sectors in India Inc. This research mainly covered the facts of effective performance management and the ways in which PMS is rejuvenating HR. HR across industries is getting a facelift and PMS is playing the most crucial role. Companies strive to align the employee’s personal goals and organizational goals to achieve high performance for both organization and employee. a) PwC Advisory, help leaders anticipate, create, and manage change through effective strategy execution via: Business transformation. Improving business processes. Respond to crises. Combine the discipline of a public accounting firm with the creativity of a consultant. Focus on action, impact and value. These are a few of distinctive things which PwC does, the core belief of PwC HR services are shown in this diagram below:- Integrating these three core values PwC has designed a.) Complete performance management framework which is not only applied in PwC, but also given as consultancy under human resource services for implementation in those organizations. b) The construction industry represents an interesting sector within which to explore organizational initiatives because, as one of the most established project-based sectors, it is subject to frequent change. The industry is currently being challenged to improve its performance by benchmarking its performance against other sectors and developing strategic approaches to align organizational and supply chain processes. Within construction, fragmentation and institutionally grounded vested interests have stymied performance improvement and limited the impact of HRM mechanisms used successfully in other sectors. Performance management, it is the processes involved in change that are crucial rather than the quality of the system per se which is being now understood in the construction industry. A case study finding suggests that the most important factor in a successful strategic initiative is the attitude of those affected and that has what has to change in construction industry. Commit ment and motivation are crucial to the success of a new initiative and the organization must introduce hard procedures to support them. On the basis of a research done by ABC consultancies, a new implementation framework has been developed for effective performance management system. This comprises an amalgam of practices drawn from a range of studies presenting prerequisites for the success of new initiatives responding to the barriers in the industry. The key components of this strategy are:- Support and leadership: Whether employees have the time and resources for improvement efforts. Strategic planning: The new strategy should be consistent with the overall strategic direction of the company and appropriate to the market conditions. Planning the implementation: Operational planning, Resource allocation. Appropriate training and education: Help employees to understand what is going on and why. Monitoring and evaluation: Control and feedback. c) â€Å"The Indian IT industry has set an exceptionally high standard with regard to workplace and employee practices. With the continued growth and rapid evolution of the industry, as well as the changing aspirations of its young workforce, IT companies small or large will have to constantly look at innovation to excel as employers,† said Kiran Karnik, president, Nasscom, in a statement. Small and medium-sized IT and business outsourcing companies are constantly looking at adopting best practices such as innovative performance appraisal system, individual career development programmes and recreational activities, to make themselves more attractive to employees in a fiercely competitive market, says a survey on exciting emerging companies in India conducted by the National Association of Software and Services Companies (Nasscom). Corbus, for instance, has been conducting a bi-annual anonymous survey called Chetna for the past six years to find out from its employees their perception on all facets of organisation including HR, finance, administration, leadership and communication. At the BPO company, which has seen its attrition rate coming down to 8% from 28% last year, employees are encouraged to post their feedback anonymously, which is taken up by teams that can address it the best. By creatively designing the total reward package towards more short-term incentives and benefits, and linking the package to performance, companies can ensure that they get higher productivity without hefty increases in salary costs and minimise attrition costs at the same time. The general parameters for the measurement of employees’ performance in BPO’s are: Speed i.e. process performance, Accuracy and Productivity of each process, Although the measuring parameters are different for employees at different level, but the general classification of the above mentioned parameters for â€Å"Customer care Executives† and â€Å"Team leaders† are as follows: Average Call Value (the sales made or the revenue collected etc.) Time and cost per call Average Handling Time (talk time and after call wrap up) Adherence to Schedule (availability to take calls etc.) Percentage of abandoned calls Discipline Attendance According to a recent survey – â€Å"The Pay for Performance can be as much as 22% of the salary.† Thus, good performance is highly rated in the IT and BPO industry. Recommendations for effective performance management:- 1) Senior management should show commitment – The process of performance management within the company lacks participation and benefits none without active senior management support and leadership. 2) Employee resistance should be kept minimal – PMS is made for aligning the goals of employee and the organization, thus, effective performance management system is only going to be effective when employees understand the importance of performance management system in their own careers. 3) Training infrastructure and capacity building programs – Surprisingly, given the level of resources provided for the rollout of the new performance management system, employees at every level of the organization appear to lack the necessary knowledge and skills required for their particular contribution to the system. 4) Benchmarking – Effective performance management can only be sustained when the performances are compared with the standards set in the organization and as this is done on a continuous basis, this leads to improvement of performance and brings it closer to the benchmark set by the organization. 5) 3rd axis measurement – If performance is to be measured on a two axis system, organizational goals and employee performance for these goals respectively, then a 3rd axis also needs to be measured which is employee’s personal goals, because then only performance can be measured in true terms. Conclusion: We conclude the research by stressing effective performance management is a key tool of communication and motivation within organizations seeking a competitive edge through strategic change and control. The framework for performance management system design has its core element as improving individual performance in accordance with the organization’s performance, keeping in mind employee’s personal goals. Overcoming barriers to change through winning the psychological battle of employee involvement by effective performance and evaluating parameters has become the need of the hour. The KRA’s that determine the effectiveness of a PMS are, Developing external relationship Communicating this Idea to employees and evaluating their commitment levels through structured parameters will help in achieving organisational objective. Building organisational capabilities This KRA contributes in enhancing skill based performance for quality work. Taking a selective and focussed approach and maintaining quality research – This KRA provides a transparent system for evaluation of employee performance in terms of job description. Service and education output – This KRA contributes in managing talent in the organization. The afore said KRAs as discussed in full length are only suggestive in nature .The final implementation may be based on some primary research over the aforesaid parameters so that its contribution may ultimately result into epitomizing performance for establishing a cognitive environment. References:- 1. think.exist.com 2. Mei-I Cheng De Montfort University, Implementing a new performance management system within a project-based organization -A case study. 3. about.com/humanresources. 4. trackers.in 5. Wayne F. Cascio and Herman Aguinis, Applied Psychology in Human Resources Management – sixth edition/ (CH-5) P-83 6. Wayne F. Cascio and Herman Aguinis, Applied Psychology in Human Resources Management – sixth edition/ (CH-5) P-85 7. ibm.com/services/strategy/industries/chemicals. 8. pwc.com/ng/PwC Nigeria – HRS brochure. 9. Stefanescu, Andy, University of Craiova, Faculty of Economics and Business, MPRA paper- Business intelligence, improving performance of reengineering project. 10. itpeopleindia.com/ Performance factors in India. 11. David Moore The Robert Gordon University, Scott Sutherland School, Aberdeen, UK, Implementing a new performance management system within a project-based organization-A case study. Research Papers on Effective Performance ManagementThe Project Managment Office SystemOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalBionic Assembly System: A New Concept of SelfAnalysis of Ebay Expanding into AsiaDefinition of Export QuotasPETSTEL analysis of IndiaStandardized TestingAnalysis Of A Cosmetics AdvertisementComparison: Letter from Birmingham and Crito

Business ethics Essay Example | Topics and Well Written Essays - 6000 words

Business ethics - Essay Example â€Å"It is often said that deontologists unlike consequentialists believe that there are certain acts that are wrong in themselves† (Lippert-Rasmussen, 2010: p15). In other words, deontology indicates that there are things that are inherently right and things that are inherently wrong. One does not need to question why they are so. One must just do it because that is the right thing to do. There are no debates about it. Thus, a distinction is made between deontology and consequentialist philosophy on the grounds that consequentialists mainly examine the bigger picture of the results of a given activity or process. Hence, they evaluate the consequences and the impact of a given activity or process. However, deontology differs significantly because it supports the position that things are inherently either bad or good. And a person must choose one and not question it. Basford and Selvin commented in deontology and stated that â€Å"... they are ethics of duty and principle as they relate to what is intrinsically good, they are often seen as encompassing virtue ethics† (2012, p215). This implies that deontology supports the idea that doing what is right is a duty. And it is inherently so because some higher power or authority requires what is write in a strict and prescribed format. Hence, there is no room for negotiation and compromise. Deontology forms a class of absolute ethics – and it must be done irrespective of the circumstances or the situation at hand (Kelly and Magill, 2009). People must do what is required and prescribed and there is no need to examine or factor in the consequences of the action. If it is right, it must be done. If it is wrong, it must not be done. This is a form of ethic based on moral obligation and it is determined by principles and ideas (Hitchcock et al, 2012). Teleological ethics on the other hand, are consequentialist ethics that are based on the

Oman Air, In The airline industy and growth opportunities Dissertation

Oman Air, In The airline industy and growth opportunities - Dissertation Example Global economic recession, escalating fuel prices, competition in the sector resulting in consolidation and financial restructurings, have all been important factors leading to transformation of the airline industry in the past decade (Rosenstien, 2013). The legacy carriers or full-service network carriers (FSNC), struggling to make profits, were forced to alter their business model to minimize losses through lower operating costs. Other factors that could help minimize losses were by eliminating unprofitable routes, or introducing newer, fuel-efficient aircrafts while grounding older, inefficient aircrafts. As the legacy carriers struggled to survive, low-cost airlines (LCA)/ low-cost carriers (LCA) continued to generate profits and expand. The low-cost model in the airlines sector was pioneered by South West Airlines (SWA) in1971 with certain features that were typical of LCA during that period. However, over the decades, the model introduced by SWA has undergone a change as competition in the LCA grew. Nevertheless, different airlines introduced different features and made changes to the original SWA model depending on the macro-environment in which they operated. However, what became apparent was that demand for low-cost travel was high and airlines in this sector continued to generate profits while the legacy carriers struggled. Oman Air (OA), the national carrier of the Sultanate of Oman, is a dynamic, growing carrier. However, Oman Air faces major challenges due to ever-increasing competition and global recession. Across the world many airlines still face losses as travel and freight have declined. Most airlines have been cutting operating costs but Oman Air is pursuing its expansion strategy (Hill, 2010). The carrier has several plans it is working on – to get into the cargo business to facilitate development of cargo in and out of the country, to bring freighters in (Aerospace & Defence, 2013) and to start a low-cost carrier (LCC) in addition to the regional service that it offers. 2.0 Oman Air - Company Information Started in the early

Promise and peril Essay Example | Topics and Well Written Essays - 250 words

Promise and peril - Essay Example The article also notes there are challenges in implementing pay-for-performance programs by managers. One of such is seen on the negative impact on motivation, self-esteem, teamwork, and creativity (Beer, and Cannon 4). The second challenge is that the program may lead the employee to forego other things that would help the organization in pursuit of rewards. Merit has also been shown not to be based on performance. The proponent of the program believes the challenges can be overcome through intelligent design of the program (Beer, and Cannon 4). The article also highlights the role played by managers in pay for performance programs. The article notes managers may opt for adoption, modification, or discontinuation of the programs (Beer, and Cannon 13). The article shows reasons for managers coming up with any of the decision. One influence for decision is on pragmatic commitment to finding ways of improving performance (Beer, and Cannon 13). Their goals are just driven by ensuring there is an improvement in performance but not just desire to apply the new programs. They also viewed the new tool as a combination of other tools that could be used in solving some of the challenge they face. Moreover, failure to gain result of the new tool makes manager adopts other traditional tools. Such tools include close supervision, clear goals, coaching, and training (Beer, and Cannon 13). The manager’s view these tools as being fundamental in management hence change of decision. Additionally, the manager viewed the new program as requiring more time to implement and attracted difficulties in setting performance standards. The new program has been viewed as advantageous. However, it faces the challenges of implementation by

Work-Family Conflict and Job-Satisfaction in Married Couples

Work-Family Conflict and Job-Satisfaction in Married Couples DISCUSSION A struggle which is common in most of the people nowadays is Work-family conflict. It is a battle which everybody is fighting i.e. to maintain the balance between work and family. This conflict is also affecting major sub-areas of work and family life and one of those areas is Job-satisfaction. Hence the present research study was aimed to find the relationship between work-family conflict and job-satisfaction and therefore is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married Couples.† The study was conducted on the sample of 80 i.e. n=80 which comprised 40 (50%) males and 40 (50%) females. All the participants were the university professors at Amity University Sec-125 Noida, Uttar Pradesh. For the conduction of research study, two standardized questionnaires were used. They are Work Family Conflict Scale developed by R.G.Netemeyer, J.S. Boles, R.McMurrian (1996) and Job-Satisfaction Scale (JSS-R) by Dr.B.L.Gupta (2009). In the study the indepenpedent varia bles are Work intereference with family (WIF), Family intereference with work (FIW) and gender. The dependent variable in the study is Job-satisfaction. Statistical analysis was done with the help of MS-Excel 2010. In statistical analysis, mean, standard deviations, T-tests and Pearson’s coefficient of correlation was calculated. The findings of the study broadly explain the impact of work-family conflict on job-satisfaction among males and females. The analysis of the sample population made it clear that there is no significant gender difference in the level of perception of work-family conflict and job-satisfaction. Work family conflict is a conflict between different roles of life i.e. work and family. It is always the result of imbalance between the individual’s work and family life. It arises when people fail to fulfil their responsibilities in both the areas as well as towards their personal development. There is various cause of work-family conflict such as long working hours, increased family demands, increased work-pressure, personality differences etc. These factors increase the incongruity in work and family domains and eventually result into work-family conflict. Job-satisfaction is usually defined as the level of contentment or gratification an individual has with his/her working environment. It is none other than his or her attitude toward the work, nature of tasks, supervision, colleagues, environment etc. Job-satisfaction doesn’t get affected by any one aspect of the job but it is something which gets generated by the cumulative facets of one’s job or work. Hence we can easily assume that it is not the one dimensional concept rather a multidimensional construct. Now we take into account the negative correlation of work-family conflict and job-satisfaction level of males and females. It was found in the result that there was a negative correlation between the two which means greater the work-family conflict, lesser the job satisfaction and vice-versa. The finding of the research is also supported by Patel C.J, Beekhan A, Paruk Z, Ramgoon S (2008) who studied work-family conflict, job satisfaction and spousal support. They discovered the effect of work on functioning of the family and its association to job satisfaction and it was found in the study that work-family conflict and job satisfaction was negatively correlated. On further analysis of the gender differences between males and females, we found that there was no significant difference between male and female in the level of perception of work-interference to family (WIF). Similarly it was also found that there was no significant gender difference in the perception of family interference to work (FIW). The above results are well supported by the study done by Sadia Aziz Ansari (2011) who studied the occurrence of WIF and FIW in both the genders. The outcome of the study showed that there was no significant gender difference in relation to work interference with family and family interference with work. There was no significant difference between work-family conflict and job-satisfaction of males and females. HYPOTHESES TESTING There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. The stated hypothesis was accepted as the Pearson’s correlation coefficient (r) was -0.22. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. Family interfering with work would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.11) was not significant. Work interfering with family would be more prevalent in women as compared to men. The stated hypothesis was rejected since t-value (0.24) was not significant. There would be no significant difference on work-family conflict and job satisfaction of men and women. The t scores for work-family conflict and job satisfaction of men and women are 0.69 and 0.61 which are not the significant score. Hence our hypothesis stands accepted. CHAPTER-6 SUMMARY CONCLUSION SUMMARY The present investigation is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by R.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009). The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa. The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict. It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction. To make the research more scientific the following hypothesis were made There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. Family interfering with work would be more prevalent in women as compared to men. Work interfering with family would be more prevalent in women as compared to men. There would be no significant difference on work-family conflict and job satisfaction of men and women. The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. There is no significant gender difference in the perception of family interfering with work. There is no significant gender difference in the perception of work interfering with family. There is no significant difference in work-family conflict and job-satisfaction of males and females. CONCLUSION Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict. LIMITATIONS The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are: Due to sensitivity of the topic individuals might not have disclosed the truth completely. There was no control over other relevant variables. Small sample size might have the effect on the results. PRACTICAL IMPLICATIONS Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction. For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner. If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns. Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts. The present investigation is titled as â€Å"Work-Family Conflict and Job-Satisfaction in Married men and women.. The concerned study is conducted on a sample of 80 with 30 (50%) males and 30 (50%) females were taken from universities across Noida , Uttar Pradesh . The study used the standardised test of Work-Family Conflict by R.G.Netemeyer, J.S.Boles, R.McMurrian (1996) and Job-satisfaction scale by Dr. B.L.Gupta (2009). The study showed that there is a negative correlation between Work-Family Conflict and Job-Satisfaction among males and females. This indicates there is an inverse relation between the two. The more the work-family conflict among individuals the lesser the job-satisfaction and vice-versa. The present study determines also revealed that there is no significant gender difference in the perception of work to family conflict and family to work conflict. It was also shown in the study that there was no significant gender difference on work-family conflict and job-satisfaction. To make the research more scientific the following hypothesis were made There would be a negative correlation between Work-Family Conflict and Job-Satisfaction. Family interfering with work would be more prevalent in women as compared to men. Work interfering with family would be more prevalent in women as compared to men. There would be no significant difference on work-family conflict and job satisfaction of men and women. The findings of the research suggests There is correlation between Work-Family Conflict and Job-Satisfaction. It indicates that as the work-family conflict increases, job-satisfaction decreases and vice-versa. There is no significant gender difference in the perception of family interfering with work. There is no significant gender difference in the perception of work interfering with family. There is no significant difference in work-family conflict and job-satisfaction of males and females. CONCLUSION Work-family conflict and Job-satisfaction has a negative correlation. It mean they have inverse connection. If work-family conflict increases jobs-satisfaction tends to decline and vice-versa. There is no gender difference in the level of perception of work-to-family conflict and family-to-work conflict. There is no significant gender difference in job-satisfaction and work-family conflict. LIMITATIONS The present investigation may have some limitations as it was carried out in a short period of time and with limited resources. Some important limitations are: Due to sensitivity of the topic individuals might not have disclosed the truth completely. There was no control over other relevant variables. Small sample size might have the effect on the results. PRACTICAL IMPLICATIONS Work-family conflict is a strong predictor of job-satisfaction among employees suggests that by being flexible as an employer one can increase the level of job-satisfaction. For reducing work-life conflict and increasing job-satisfaction level, an individual should learn to prioritize tasks. It would help him/her in a positive manner. If an individual is facing stress at work-place due to which he/she having conflicts with the family, in this case they need to identify the stressors and work upon them. Also they can communicate with their family members and share their concerns. Lastly it is very important to take out personal time i.e. a time which they spend with themselves. It will reduce the stress and pressure of an individual which would eventually lower the conflicts.

Supernatural in Shakespeares Macbeth - The Witches Role :: Macbeth essays

In Shakespeare's time, many people were superstitious; they believed that that their lives were strongly influenced, if not dictated by fate. They also thought that the world was full of supernatural creatures, such as witches, ghosts, and many other such beings. Shakespeare incorporated these aspects of belief in his play Mac Beth. The witches, although accurately predicting what would occur, i.e., Mac Beth would be king, they did not specify how their prophecies would be realized. The witches did possess some sort of power (unless they were privy to some political information which MacBeth was not aware of), otherwise, how could they have known that MacBeth had been appointed Thane of Cawdor? Of course, once MacBeth, who, living in such a society, was superstitious, is presented with Cawdor's title, he believes that the other prediction, namely his kingship, must come true. Banquo notes the danger inherent in believing (and subsequently acting on) the witches' predictions; he says, "Were such things here as we do speak about?/Or have we eaten on the insane root/That takes the reason prisoner?" Act I, scene 3, ll.83-85. MacBeth is quite overwhelmed when he hears that he is now the Thane of Cawdor. However, almost immediately, he starts thinking about how to bring about his rule as king. "{Aside} Two truths are told, As happy prologues to the swelling act Of the imperial theme.—I thank you, gentlemen. {Aside} This supernatural soliciting Cannot be ill, cannot be good. If ill, Why hath it given me earnest of success, Commencing in a truth? I am the thane of Cawdor. If good, why do I yield to that suggestion Whose horrid image doth unfix my hair And make my seated heart knock at my ribs, Against the use of nature? Present fears Are less than horrible imaginings; My thought, whose murder yet is but fantastical, Shakes so my single state of man that function Is smothered in surmise; and nothing is But what is not." (1.3.127-141) MacBeth seems to be fantasizing about having a direct role in Duncan's downfall. He apparently believes that the only way to make the witches' predictions come about, is to act on his urges (although he attained the title of Cawdor without any extraneous effort). A wife has a large influence on her husband's thinking. Lady MacBeth tries to persuade MacBeth to murder Duncan. Throughout Act I, scene 5, there are many speeches in which she tries to convince him. However, the monologue most relevant to my theme is Lady MacBeth's first speech:

Advantages and Disadvantages of Education

Share on facebookShare on twitterShare on emailShare on pinterest_shareMore Sharing Services130 Knowledge is power and for those reading this article, at least a basic level of that power of education has been accessible. However there are instances in the world where the distribution of education is skewed. The advantages and disadvantages of education although seemingly quite clear can be explored to quite a detailed level.It is usually the benefits of education that are extolled from time to time and there is much strength in that argument since the one thing that separates man from animals is the ability to advance knowledge and expertise from one generation to the next. On the other hand some may argue about the difference between ‘having an education’ and ‘possessing knowledge’. Here we try and develop a debate about the advantages and disadvantages of education keeping in mind all points of view. Advantages of EducationHuman Capital – To build upon the previous point, when looked at from a macro perspective, an educated population provides a more valuable human capital base to the economy. A developed economy has maximum concentration of jobs in the tertiary sector which requires a highly skilled work force which has expertise in specific fields. For instance the most developed country in the world, the USA has the most skilled human resources with maximum efficiency. Also, developing countries which adopt tried and tested technologies from other nations require skilled engineers, technicians and managers who can put it to good use.This can only be achieved by providing quality education to the population at a primary, secondary and higher secondary level. Broadens perspective – This is one of the key advantages of education. Even if we consider economic benefit of education but its most important contribution that it helps in changing minds of people. Education makes people understand other cultures, religions, pl aces and culture. It helps gain understanding of what the world is all about. This very important if we see from perspective of developing nations which are plagued by old notions.In countries such as India girl and boy child are differentiated. Even worse women are considered cause of girl child while science tells that it is the other way round. Similar old style dogmas exists everywhere in the world and the only way to eradicate them is proper education. Hones potential – An education provides individuals with the ability to develop their potential to a much greater extent. Exposure to different fields and interests allows a person to choose between a number of options and hone in on the one field that they have the ability to excel in.This also helps develop interest in a number of other non-academic fields such as art, culture, music, all of which are important to have a wholesome life. It improves interaction between people and results in more efficient exchanges. Bette r job prospects – The conventional way of proceeding in life through the ages has been in four stages: childhood and education, putting knowledge to work by obtaining a career, raising a family, growing old and retiring from the daily conundrums of life.The logical step after the initial childhood years is to attend an educational institute and gather as much knowledge and information as possible for a better life in the future. This helps in developing a better base for securing a career later thus advancing the individual into the next phase of life. This helps in providing the basics such as food, water and shelter as well as a host of other needs. Thus, a better education will ensure higher returns and subsequently a better quality of life.Dispels inequality – For individuals who do not have a wealthy or fortunate background, the provision of quality education puts them at the same footing as the vast majority of job seekers allowing them to rise from their present level. This phenomenon, also known as distributive justice, helps in reducing inequalities, both economic and social, in society. The importance of education has been recognised by the international community as can be observed by the Right to Education Act which has been in existence since 1952 in the European Convention on Human Rights and obliges all signatories to guarantee the right to education.The United Nations’ International Covenant on Economic, Social and Cultural Rights of 1966 guarantees this right on a global scale. These facts display how seriously countries the world over have taken the aspect of education to be. Especially for developing countries, improving the quality of life of its population through education and all its subsequent effects is of utmost priority and has indeed been undertaken on a large scale by all such countries. Disadvantages of EducationThough it is widely accepted that education is essential for the growth and development of an indiv idual, the medium through which this is carried out can vary from one place to another. Some societies may be of the opinion that education can be transmitted just as well through unconventional media as it is through schools, colleges and other education institutes. In olden times knowledge was passed on over generations through learning on the job and elders’ stories; a formal route of attending school and college was not stressed upon. Here we explore some of the disadvantages of education.Status symbol – These days a quality education has become a means for discrimination. As if the regular economic and social barriers weren’t enough, now the level of education and place from where it has been obtained, have become valid grounds for looking down upon people. As has been claimed by an Ivy League graduate himself, an elite education has its own inadequacies. The atmosphere in which these ‘elite’ students are instructed and taught brings upon most a sense of false achievement and superiority which widens the chasm between members of society.People who attend other less prestigious schools are regarded with disdain and the entire concept of self-worth is derived from the grade or CGPA system. People are judged by the numbers they carry around – GPAs, ranks, grades which may not be a wholesome representation of who they are or what their potential is. Although it is no crime to nurture excellence, refraining from making it a criterion to judge people on is important. Restricts ideas – Some forms of education blindly impose ideas upon young minds instead of teaching them to think for themselves.The whole purpose of an education is to allow the learner to apply themselves to think bigger and better. However a faulty education system can do more harm than good in this respect. It can be argued that those without a formal education are more ready and equipped to handle a dog eat dog world. They may have gathered their knowledge from experience for which there is no substitute. Hence, unless the mode of education is wholesome and nurtures all aspects of an individual’s personality, it may not be as advantageous as expected.After exploring both aspects of the argument, it is safe to say that the advantages and disadvantages of education point toward one direction. Though it has its drawbacks, if implemented correctly, an education system is very helpful in improving the quality of human life. It helps in transmitting knowledge, skills, customs and values, all of which are essential in the development of an individual. Thus, this discussion of the advantages and disadvantages of education have led us to the conclusion that the importance of education far outweighs its negatives. ï » ¿Advantages and Disadvantages of Education Share on facebookShare on twitterShare on emailShare on pinterest_shareMore Sharing Services130 Knowledge is power and for those reading this article, at least a basic level of that power of education has been accessible. However there are instances in the world where the distribution of education is skewed. The advantages and disadvantages of education although seemingly quite clear can be explored to quite a detailed level.It is usually the benefits of education that are extolled from time to time and there is much strength in that argument since the one thing that separates man from animals is the ability to advance knowledge and expertise from one generation to the next. On the other hand some may argue about the difference between ‘having an education’ and ‘possessing knowledge’. Here we try and develop a debate about the advantages and disadvantages of education keeping in mind all points of view. Advantages of EducationHuman Capital – To build upon the previous point, when looked at from a macro perspective, an educated population provides a more valuable human capital base to the economy. A developed economy has maximum concentration of jobs in the tertiary sector which requires a highly skilled work force which has expertise in specific fields. For instance the most developed country in the world, the USA has the most skilled human resources with maximum efficiency. Also, developing countries which adopt tried and tested technologies from other nations require skilled engineers, technicians and managers who can put it to good use.This can only be achieved by providing quality education to the population at a primary, secondary and higher secondary level. Broadens perspective – This is one of the key advantages of education. Even if we consider economic benefit of education but its most important contribution that it helps in changing minds of people. Education makes people understand other cultures, religions, pl aces and culture. It helps gain understanding of what the world is all about. This very important if we see from perspective of developing nations which are plagued by old notions.In countries such as India girl and boy child are differentiated. Even worse women are considered cause of girl child while science tells that it is the other way round. Similar old style dogmas exists everywhere in the world and the only way to eradicate them is proper education. Hones potential – An education provides individuals with the ability to develop their potential to a much greater extent. Exposure to different fields and interests allows a person to choose between a number of options and hone in on the one field that they have the ability to excel in.This also helps develop interest in a number of other non-academic fields such as art, culture, music, all of which are important to have a wholesome life. It improves interaction between people and results in more efficient exchanges. Bette r job prospects – The conventional way of proceeding in life through the ages has been in four stages: childhood and education, putting knowledge to work by obtaining a career, raising a family, growing old and retiring from the daily conundrums of life.The logical step after the initial childhood years is to attend an educational institute and gather as much knowledge and information as possible for a better life in the future. This helps in developing a better base for securing a career later thus advancing the individual into the next phase of life. This helps in providing the basics such as food, water and shelter as well as a host of other needs. Thus, a better education will ensure higher returns and subsequently a better quality of life.Dispels inequality – For individuals who do not have a wealthy or fortunate background, the provision of quality education puts them at the same footing as the vast majority of job seekers allowing them to rise from their present level. This phenomenon, also known as distributive justice, helps in reducing inequalities, both economic and social, in society. The importance of education has been recognised by the international community as can be observed by the Right to Education Act which has been in existence since 1952 in the European Convention on Human Rights and obliges all signatories to guarantee the right to education.The United Nations’ International Covenant on Economic, Social and Cultural Rights of 1966 guarantees this right on a global scale. These facts display how seriously countries the world over have taken the aspect of education to be. Especially for developing countries, improving the quality of life of its population through education and all its subsequent effects is of utmost priority and has indeed been undertaken on a large scale by all such countries. Disadvantages of EducationThough it is widely accepted that education is essential for the growth and development of an indiv idual, the medium through which this is carried out can vary from one place to another. Some societies may be of the opinion that education can be transmitted just as well through unconventional media as it is through schools, colleges and other education institutes. In olden times knowledge was passed on over generations through learning on the job and elders’ stories; a formal route of attending school and college was not stressed upon. Here we explore some of the disadvantages of education.Status symbol – These days a quality education has become a means for discrimination. As if the regular economic and social barriers weren’t enough, now the level of education and place from where it has been obtained, have become valid grounds for looking down upon people. As has been claimed by an Ivy League graduate himself, an elite education has its own inadequacies. The atmosphere in which these ‘elite’ students are instructed and taught brings upon most a sense of false achievement and superiority which widens the chasm between members of society.People who attend other less prestigious schools are regarded with disdain and the entire concept of self-worth is derived from the grade or CGPA system. People are judged by the numbers they carry around – GPAs, ranks, grades which may not be a wholesome representation of who they are or what their potential is. Although it is no crime to nurture excellence, refraining from making it a criterion to judge people on is important. Restricts ideas – Some forms of education blindly impose ideas upon young minds instead of teaching them to think for themselves.The whole purpose of an education is to allow the learner to apply themselves to think bigger and better. However a faulty education system can do more harm than good in this respect. It can be argued that those without a formal education are more ready and equipped to handle a dog eat dog world. They may have gathered their knowledge from experience for which there is no substitute. Hence, unless the mode of education is wholesome and nurtures all aspects of an individual’s personality, it may not be as advantageous as expected.After exploring both aspects of the argument, it is safe to say that the advantages and disadvantages of education point toward one direction. Though it has its drawbacks, if implemented correctly, an education system is very helpful in improving the quality of human life. It helps in transmitting knowledge, skills, customs and values, all of which are essential in the development of an individual. Thus, this discussion of the advantages and disadvantages of education have led us to the conclusion that the importance of education far outweighs its negatives.

Lab Safety Report Essays

Lab Safety Report Essays Lab Safety Report Essay Lab Safety Report Essay The lab safety picture has provided valuable information to better fix me to be safe in lab and travel by the Seminole State College Lab protocol. I watched the lab picture link-http: //flash. seminolestate. edu/vod/chemistry/startingwithsafety/startingwithsafety. hypertext markup language. and learned lab safety. The subjects addressed were dressing suitably. how to manage chemicals safely. Bunsen burner and glasswork safety. and the exigency equipment available in the lab. I feel I have been informed of the proper processs and regulations to remain safe and protect my schoolmates. instructor and my personal safety in the research lab scene. Before come ining a lab one should see the regulations that need to be applied. The garb considered necessary are proper Googles. long bloomerss. long arms ( non excessively loose ) . jewellery removed. baseball mitts ( if required ) . and apron ( if necessary ) . Besides a pupil is responsible for their behaviour and should hive away personal points. non fool around. and neer convey nutrient and drinks to the lab. Then a lab can be conducted in a safe mode with the extra consciousness provided in the undermentioned subjects. The first subject addressed was how to manage chemicals safely. When utilizing acids or bases in a lab proper eyewear. baseball mitts. and aprons should be worn if necessary. The chemicals should be kept from the eyes and tegument. and if happen to acquire in eyes use an oculus wash or lavish instantly. When blending chemicals: read and reread labels. merely mix chemicals when told to by instructor and utilize the proper sized ( normally smaller ) container. When utilizing acid merely add acid to H2O. non the contrary order. In the instance of an accident. describe the spill to teacher instantly. Upon lab clean up. throw stuffs in proper containers and do non pour acids down the sink. The 2nd subject addressed was Bunsen burner and glasswork safety. The Bunsen burner is unsafe and therefore safeguard demands to be taken. The apparatus should get down with the proper connexion of the gas hosiery. and when enkindled base clear. The burner should be turned off instantly if the fire goes out. spatters or fires happen. or there is a odor of gas. The Bunsen burner can be used with glass beakers for heating chemicals. However. the glasswork should be checked for clefts. and one time hot should be removed with tongs or baseball mitts. When utilizing delicate glass tubings. custodies should be protected with leather baseball mitts and lubrication should be used with gum elastic inserter and so washed off. If a thermometer is needed the appropriate temperature ( intoxicant or mercury- depending on temperature scope ) should be used and understood that no shaking is necessary. The Bunsen burner is among some of the equipment used often but can do injury if used improperly. The concluding subject addressed the exigency processs and equipment needed if accidents were to originate in the research lab. The lab room is equip with first assistance kits. fire asphyxiators. fire covers. oculus wash Stationss. exigency chemical showers. and proper deposal containers. However. hopefully one will non necessitate to be used with careful safeguards and common sense. For illustration. if a ledgeman is on fire merely cover it to incorporate the fire before a fire asphyxiator or emptying is needed. The exigency equipment is at that place to guarantee safety in instance of an accident or exigency and should be used suitably. In decision. the research lab is a unsafe topographic point if the proper concern for safety is non taken earnestly. Therefore the picture has given the proper guidelines and protocols demands to run a safe lab for all to bask.

Mental Health Of Women Experiencing Domestic Violence Social Work Essay Essays

Mental Health Of Women Experiencing Domestic Violence Social Work Essay Essays Mental Health Of Women Experiencing Domestic Violence Social Work Essay Essay Mental Health Of Women Experiencing Domestic Violence Social Work Essay Essay There have been ongoing public and professional concerns about the issue of domestic force in the universe. This involvement has resulted in a turning organic structure of research grounds which examine the prevalence and correlatives of this type of force ( Archer, 2002 ; Fagan A ; Browne, 1994 ; Johnson A ; Ferraro, 2000 ) . The most common signifier of force against adult females is domestic force, or the force against adult females in households. Research systematically demonstrates that a adult female is more likely to be injured, raped or killed by a current or former spouse than by any other individuals. Work force may kick, seize with teeth, smack, clout or seek to strangulate their married womans or spouses ; they may fire them or throw acid on their faces ; they may crush or ravish them, with either their organic structure parts or crisp objects and they may utilize deathly arms to knife or hit them. At times, adult females are earnestly injured, and in some instances they are killed or decease, as a consequence of their hurts ( United Nations Economic and Social Council, 1996 ) . The assaults are intended to wound adult females s psychological wellness and organic structures, which normally include humiliation and physical force. Just like anguish, the assaults are unpredictable and bear small relation to adult females s ain behavior. Furthermore, the assaults may go on for hebdomads, and even old ages. Some adult females may believe that they deserve the whippings because of some incorrect actions on their parts, while others refrain from talking about the maltreatment because they fear that their spouse will further harm them in reprisal for uncovering the household secrets or they may merely be ashamed of their state of affairs ( United Nations Economic and Social Council, Report of the Particular Reporters on force against adult females, E/CN.4/1996/53, February 1996 ) . Physical and sexual force against adult females is an tremendous job throughout the universe. The culprits are typically males near to adult females, such as their intimate spouses and household members. Violence puts adult females at hazard for both short- and long-run subsequence which involves their physical, psychological, and societal wellbeing. The prevalence of force affecting adult females is dismaying and it constitutes a serious wellness job. No adult female is safe from domestic force, no affair what state or civilization she lives in. Harmonizing to the latest UN study, one in three adult females is raped, crush, or abused during her life-time. The juncture of today s universe Eliminate Violence against Women s Day focuses on Iran, where maltreatment mostly goes unreported and officially at least unrecognised. Some research workers have argued that force is every bit a job for both sexes ( Gelles, 1974 ; Straus, Gelles and Steinmetz, 1980 ; both cited in Dwyer, 1996 ) . However, as Bograd ( 1988 ) points out, this statement ignores the disproportional rate of male force against adult females and that most documented female force is committed in self-defense. Furthermore, it besides ignores the structural supports for male force against adult females. There is abundant grounds which suggests that force, against adult females by their hubbies or spouses, is a historical and current norm ( i.e. Dobash and Dobash, 1988 ; Geller, 1992 ; Gordon, 1998 ) . Some of the unfavorable judgments of cognitive behavioral therapies are that they tend to disregard societal and political factors which affect clients ( Enns, 1997 ) . Peoples who are stateless, battered, or hapless may non hold the fiscal resources or societal support to utilize some cognitive and behavioral methods. Cognitive-behaviour therapy positions that behavior is chiefly determined by what that individual thinks. Cognitive-behaviour therapy works on the premiss that ideas of low dignity are wrong and due to faulty acquisition. In add-on, the purpose of therapy is to acquire rid of the faulty constructs which influence negative thought. Furthermore, cognitive behavioral therapies may non go to to client s cultural premises about reason which are instead inexplicit in such therapies. To do cognitive and behavioral therapies more compatible with the womens rightist therapy, Worell and Remer ( 2003 ) suggested altering labels that stress the pathology of people, concentrating on feeling, and incorporating thoughts about gender-role socialisation, instead than utilizing negative or pathological labels such as deformation, unreason, or faulty thought. Worell and Remer ( 2003 ) suggest that clients explore thoughts, based on the gender-role generalisations which appear to be distorted or irrational. For illustration, instead than labelling the idea that adult females s topographic point is in the place as irrational, the healer should research the existent wagess and penalties for populating out this stereotypic belief. By concentrating on choler, peculiarly angry 1s which arise as a consequence of gender-role restrictions or favoritism, adult females can be helped to experience independent and derive control over their lives. Therefore, assisting adult females with their social-role issues, gender-role and power analysis can be helpful in researching ways of covering with social force per unit areas which interfere with adult females s development. This is supported by Wyche ( 2001 ) who believes that cognitive and behavior therapies are peculiarly relevant for adult females of coloring material because they focus on the present, supplying clients with methods to utilize in managing the current jobs. 1.2 Statement of the Problem Violence by intimate spouses has been recognized throughout the universe as a important wellness job. For case, the World Health Organization ( WHO ) focuses on force against adult females as a precedence wellness issue. Violence by intimate spouses refers to any behavior within an confidant partnership which causes physical, psychological, or sexual injury to those in the relationship. Violence against adult females is a manifestation of historically unequal power dealingss between work forces and adult females ( Declaration on the Elimination of Violence Against Women, 1993 ) . Harmonizing to this Declaration fright is the biggest result of force against adult females. Fear from force is a large obstruction of adult females s independency and consequences in adult females to go on seeking the work forces s support, and in many cases this support consequences in the exposure and dependence of adult females, and is the chief obstruction in the authorization of adult females s potencies, which can convey about the development of their capacities and to utilize their energy in the betterment of society. Violence and maltreatment across the universe are a common phenomenon and are non specific to a peculiar society, civilization or outlook. Womans in any given state and society are in one manner or another subjected to force in the private ( place ) environment or public ( societal ) environment. In position of the irreversible effects of force for both the homo, societal and household construction of society, and for adult females themselves. This issue must go excess sensitive in the universe. In fact, gender-based force against adult females is the misdemeanor of their human rights and cardinal freedoms, the denial of their religious and physical unity and an abuse to their self-respect. Violence against adult females is an obstruction of entree to equal aims, development and peace. The term force against adult females is associated to any violent act that is gender-based that consequences in physical, mental and sexual injury and agony. The chief ground for the separation of work forces and adult females is mental maltreatment. Mental maltreatment is an opprobrious behavior which hurts and amendss the adult female s honor, self-respect and assurance. This type of maltreatment consequences the loss of perceptual experience, loss of assurance, assorted types of depression, adult female s failure in pull offing the household, greed at the work environment, the Reconstruction of violent behavior in kids, adult female s disfunction in the household, turning to depressants, intoxicant, drugs, fortune-telling ( Mehrangiz Kar 2000 ) . Violence against adult females in Iran takes topographic point in a figure of ways: 1 Honour violent death ; 2 Self-immolation ; 3 Domestic force ; 4 Prostitution ; 5 Human trafficking, adult females and kids in peculiar. Violence reduces the assurance of adult females in the household. Women, who are abused, normally become down, secluded, and withdrawn people. Depression is besides one of the most cardinal psychological jobs in adult females who are in domestic force. ( Enayat, Halimeh,2006 ) . Standards for reding pattern was developed in response to studies from adult females who were dissatisfied with the reding they received after sing domestic force, and concerns raised by workers in adult females s domestic force services ( Inner South Domestic Violence Service in Melbourne ) . Harmonizing to the Welfare Organization of Iran ( 2006 ) , the rate of mental unwellness among adult females victimized by domestic force is significantly higher than among other adult females holding hospital contact. It was noted that while an established web existed for domestic force crisis and support services were designed specifically to run into the demands of adult females, reding services tended to be generalized, with merely a few practicians specialising in the country. Furthermore, there has been no survey to demo counselors which intervention for the mental wellness intervention of adult females who experienced domestic force is better than the others ( WBO, 2006 ) . Family Torahs in Iran, create inequality between work forces and adult females, and these Torahs do non hold the capacity to protect adult females who live with violent work forces, and force has turned into a power tool for work forces. As the state progresses into an industrial state, more academically qualified professionals are in great demand in Iran. Womans who have experienced domestic force are subjected to considerable sum of jobs refering mental wellness related to domestic force. In a survey by A. A. Noorbala, conducted at the Tehran University of Medical Sciences, the prevalence of mental upsets was shown to be 21.3 % in the rural countries, and this was 20.9 % in the urban countries. Harmonizing to an old Persian expression, Women should give themselves and digest. This shows that many adult females, if non most adult females, are involved in domestic force. It happens in private life and a legal ailment can destruct the life of a adult female. In other words, parts of the population have the perceptual experience that maltreatment is done in order to maintain with the traditions of the society and out of love. Women, who are victims of domestic force, perceived that their hubbies covetous reactions which turn into force are a mark of their love and attending to them. In a very traditional and spiritual scene in which many [ in Iran ] live, their apprehension of faith and the reading given to them throughout the centuries is that a adult male can crush his married woman. They believe that it is a spiritual bid and the observers, who have portrayed Islam in this visible radiation as a violent faith, have besides contributed to the growing of this sort of civilization. The constabulary and judicial system are of small aid. If a beat-up adult female calls the constabulary, it is improbable that they will step in. Ironically, the traditional attitude towards matrimonial struggle in Iran slopes people to intercede between the twosome. In many instances, the adult female is normally sent back to her violent place. In the Persian judicial system, there has been no jurisprudence established to forestall domestic force. On the contrary, there are many indexs which encourage force against adult females in households in the Persian Islamic penal codification . Some writers estimate that the figure of intimate relationships with violent hubbies is approximately 20 to 30 per centum ( Stark A ; Flitcraft, 1988 ; Straus A ; Gelles, 1986 ) . Broken castanetss, abortions, broken households, decease, and some mental wellness upsets are some of the effects of buffeting in intimate relationships. Each twelvemonth, over one million adult females seek medical attention due to buffeting ( Nadelson A ; Sauzier, 1989 ) . Victims besides experience incubuss and bodily effects, while kids who witness maltreatment may be diagnostic, exposing a high figure of bodily, psychological and behavioral jobs ( Nadelson A ; Sauzier, 1989 ) . In add-on to psychological scarring for victims, kids, and batterers, there are broader social reverberations of domestic force. Williams-White ( 1989 ) province that the structural, cultural, and societal features of our society continue to perpetuate the victimization of adult females at all degrees. In a manner, forc e within familial relationships reflects and helps keep force and subjugation it widely in civilization. Jennings ( 1987:195 ) explains this by saying that violent hubbies non merely lend to keeping the degree of force in society, they besides reflect a direct manifestation of socially learned sex-role behaviors. Furthermore, the prevalence of banging has crossed race, ethnicity, and socioeconomic position ( Hotaling A ; Sugarman, 1986 ) . Maltreatment of force can take to more force ( Walker, 1984 ) . In systems which do non alter, future coevalss may go on to fall back to violence to work out jobs. In add-on, in many of those systems, force may go more terrible with clip. For this ground, it is hence necessary to work on handling the effects of force. However, to day of the month, funding for mental wellness intercessions is still limited, and it frequently merely supports short-run intervention which will non adequately address the long-run symptoms. In position of the particular intervention for the mental wellness of adult females, reding Centres and support houses for adult females can cut down the mental wellness job of abused adult females and besides cut down the domestic force statistics. At the Welfare Organization s Counselling Centres in Iran, adult females who are victimized by domestic force are treated by societal workers and counselors using the cognitive behavior therapy. Based on the above treatment, this survey besides analyzed the comparing of the interventions given to adult females who have experienced domestic force, utilizing four different therapies, viz. combination therapy ( cognitive behavior therapy and feminist therapy ) with cognitive behavior therapy, feminist therapy and societal work accomplishments. 1.3 Aims of the Study 1.3.1 General Objective In general, this survey was carried out to: Analyze the influence of four different mental wellness interventions given to adult females who have experienced domestic force ; Empirically look into the results of the mental wellness interventions given to exploited adult females under combination therapy comprising of ( CBT and Feminism ) , CBT, Feminism therapy and societal work accomplishments. 1.3.2 Specific Aims This survey was undertaken specifically to: Analyze the effects of the combination of therapies consisting of cognitive-behavioural-feminist on the mental wellness of the adult females who have experienced domestic force ; Analyze the effects of the cognitive behavior therapy on the mental wellness of the adult females who have experienced domestic force ; Analyze the effects of the feminism therapy on the mental wellness of the adult females who have experienced domestic force ; Analyze the effects of the societal work on the mental wellness of the adult females who have experienced domestic force. 1.4 Hypothesiss The undermentioned hypotheses are postulated in the current survey: There is a important difference in the betterment of the mental wellness of the adult females who underwent the intervention utilizing a combination of different therapies ( cognitive, behavior, feminism therapy ) and those who were treated utilizing merely societal work accomplishments. There is a important difference in the betterment of the mental wellness of the adult females who underwent the intervention utilizing the cognitive behavior therapy and those who were treated utilizing merely societal work accomplishments There is a important difference in the betterments of the mental wellness of the adult females who underwent the intervention utilizing the feminism therapy and those who were treated utilizing merely societal work accomplishments. There is a important difference between the combination of therapies ( cognitive, behaviour therapy ) , feminism therapy and societal work accomplishments. 1.5 Significance of the Study Violence can shatter a adult female s life in many ways. Bing a victim of force is widely recognized as a cause for mental wellness jobs, including post-traumatic emphasis upset, depression, anxiousness, and panic onslaughts. Bing abused besides plays a major function in developing or declining substance maltreatment jobs. For many adult females who are affected by force, their first maltreatment normally occurred in their childhood or adolescence. Exploited adult females as kids s female parents often end up losing detention of their ain kids due to allegations of maltreatment or disregard, and over 50 % of kid maltreatment and neglect instances involve parental intoxicant and drug maltreatment. In add-on to commit force against adult females in Iran, the bulk of the adult females and immature misss are confronting domestic force at place at the clip when they are still populating with their parents. In most instances, it is the male parent and the other senior male members in the household are among those who foremost commit the aggression against the adult females and immature misss. Harmonizing to the latest statistics, two out of every three Persian adult females have experienced favoritism and domestic force from the male parent or the other male members of their household. For the huge bulk of the Persian adult females, married life marks the beginning of horror, hurting, and humiliation, i.e. being the victim of their hubbies and sometimes the other household members. Furthermore, eighty one out of 100 married adult females have experienced domestic force in the first twelvemonth of their matrimony ( Mehrangiz Kar 2000 ) . Even adult females with outstanding occupatio ns and esteemed societal standings are capable to this misdemeanor. In most of the instances, this maltreatment leaves lasting physical and psychological amendss for the remainder of their lives. Ironically, without stating even a word and with much hurting and yet no support, offenses against adult females have gone unnoticed. Ninety out of 100 adult females suffer from a terrible instance of depression, from which they finally commit self-destruction and 71 % of those adult females experience nervous dislocations. ( Mehrangiz Kar 2000 ) . Their methods of suicide include puting themselves aflame. For them, this is the lone manner of get awaying from segregation and humiliation. For case in Ilam ( a metropolis in Iran ) , 15 misss set themselves aflame each month, contending against subjugation or depression ( Welfare Organization of Iran, 2005 ) . Looking at how serious this job has become, it is hence the duty of everyone to contend the subjugation against adult females. Female v ictims need to believe that they should non be blamed on whatever happens to them. An active engagement in the Welfare Organization of Iran to support the adult females s rights and resistance to the Persian Islamic fundamentalism is the least one can make to assist stop the hurting and agony of the victims of force in both private and public domains. Violence against adult females, in human and barbarous penalties, such as lapidating and complete riddance of the adult females from the political and societal spheres represent some facets of the modus operandi of fundamentalists taking to institutionalised force. This besides means that the battle for equality, safety and security can non be separated from the battle against fundamentalism in Iran. This survey made usage of the theoretical model, uniting the cognitive-behaviour theory and feminist theory for the mental wellness of the adult females who have been victimized by domestic force. The present survey could supply cognition on the different types of mental wellness interventions adopted by counselors at assorted reding Centres throughout the state. This research besides examined the quality of the intervention by uniting two therapies ( cognitive-behaviour therapy and feminist therapy ) . Armed with this cognition, the leaders of the Welfare Organizations, the society, households and counselors can profit from the effects of alteration in the adult females s mental wellness. The suggested theoretical model would supply a better apprehension of the adult females s mental wellness and their public presentation in the society. In summery, battered and abused adult females need a broad scope of responses, flexible services, and supportive policies to heighten their safety and autonomy and to reconstruct their self-esteem and public assistance. These might include mental and physical wellness rating and referral ; resettlement services ; confidential protagonism, shelter, and other domestic force support services ; educational and vocational preparation ; legal representation refering divorce, detention and protective orders ; rating of in-migration position and cultural or cultural issues ; and the effectual enforcement of condemnable Torahs and tribunal orders to assist liberate them from their spouses control and to maintain them and their kids safe. We know that adult females who have suffered maltreatment are more likely to endure posttraumatic emphasis upset ( PTSD ) , depression, and somatization than those who have neer experienced maltreatment ; the more extended the maltreatment, the greater the hazard of mental wellness upset. Women s mental wellness intervention is an of import country to see for research because ( 1 ) misss and adult females as a group are exposed to more traumatic stressors than male childs and work forces ; ( 2 ) the mental wellness of adult females may be badly affected, ensuing non merely in immediate psychological symptoms, but besides lifetime hazard for suicidal or self-destructive behavior, anxiousness and panic onslaughts, eating upsets, substance maltreatment, somatization upset, and sexual accommodation upsets ; and ( 3 ) psychologists are non on a regular basis trained to work specifically with trauma subsisters, which can cut down the effectivity of the intervention subsisters receive. Presently there are 22 crisis intercession Centres ( adult females s crisis intercession Centre ) across the state ( Iran ) , and adult females can remain in these Centres between 6 to 8 months. As force causes psychological force per unit areas and uncontrolled emphasiss on and finally depression in adult females by and large, this survey was intended to happen a better and utile intervention in the effort to better the intervention for the mental wellness of the adult females who have become the victims of domestic force. The present survey would besides supply further cognition and apprehension on the three different types of the interventions used, viz. the Cognitive-behaviour therapy ( CBT ) , Feminist therapy and the combination of the two interventions. The consequences of this survey would therefore lend the theoretical development and pattern in reding. 1.6 Operational Definition of Footings 1.6.1 Domestic force Domestic force is a form of coercive behavior, which includes physical, sexual, economic, emotional and/or psychological maltreatment, exerted by an intimate spouse over another with the end of set uping and keeping power and control. 1.6.2 Mental wellness a province of head characterized by emotional wellbeing, comparative freedom from anxiousness and disabling symptoms, and a capacity to set up constructive relationships and header with the ordinary demands and emphasiss of life. Mental Health is the balance between all facets of life societal, physical, religious and emotional. It impacts on how we manage our milieus and do picks in our lives clearly it is an built-in portion of our overall wellness. In this survey, mental wellness refers to the mark which the client gets from the SCL-90-R trial. 1.6.3 Cognitive behavior Therapy ( CBT ) A set of rules and processs that assume that cognitive procedures affect behavior and conversely that behavior affects cognitive procedures. It emphasizes a here-and-now procedure without stressing causing. ( D.Meichenbaum ) .A intervention attack that helps clients examines and changes the relationship effects, ideas, feelings, behaviors and attendant effects. It incorporates a figure of diverse intercession ( for illustration, cognitive restructuring processs, job resolution, get bying accomplishments intercessions, stress vaccination preparation, and self instructional preparation. 1.6.4 Feminist Therapy A philosophical and practical attack with certain premises ; for illustration, schemes are needed, and healers must be cognizant of personal, gender-biased value system in relation to allow behavior. Feminist healers promote se4lf-awareness, self-affirmation, and personal integrating, outcomes that may conflict with the social norms that were the original beginning of dysfunctional behavior forms of adult females.