Summary of New Cardiovascular Drug Article Essay

Summary of New Cardiovascular Drug Article - Essay Example This is a disease of the cardiovascular system and the heart in particular. The physiological system under discussion in this article is the cardiovascular system. In general, the cardiovascular system is the main element that is concerned with the transportation of substances around the body and hence enhancing the exchange process. Substances like nutrients wastes, gases- oxygen and carbon dioxide are passed across the cells and the cell function is sustained (Marieb & Hoehn 2007). The cells form the body tissues while the tissues constitute organs and organs form the organ systems. The heart is cone shaped and lies on the side of the diaphragm inclined to the right side (shoulder) and having the widest part upwards. Its about the size of a fist roughly 9cm in width and 12 cm long. The muscles provide the force of pumping blood as it's the biological pump pericardium covers the whole heart. Heart muscles are specially designed for the pumping purpose and are called cardiac muscles. The muscles are striated and connected to form almost one block termed syncytium. The heart is divided into right and left chambers and further into two auricles and two ventricles. Ventricles pump blood outside the heart and heart valves direct their flow (Marieb & Hoehn 2007). Cardiovascular system also includes the blood

Does Robert Bruce deserve to be remembered as a great Scottish king Essay - 3

Does Robert Bruce deserve to be remembered as a great Scottish king - Essay Example When Wallace was defeated, Bruce became the custodian of Scotland ruling it with Comyn but they later fell out. Robert Bruce was later excommunicated and banished from Scotland, leading to his exile in modern day Northern Ireland. However, Robert Bruce returned and waged a successful war against the English and their rulers, whereby at the Battle of Bannockburn, he defeated the English army that was under the command of Edward II. After this, the Declaration of Independence was made at Arbroath that made Scotland be recognized as an independent nation with Robert Bruce as the king of Scotland. Robert Bruce is considered one of the greatest kings in the history of Scotland as he led them to many victories against their enemies. This king was born of Norman and Celtic ancestries and led the Scots to most of the wars against the English, especially under King Edward I. Notable amongst his many victories is the victory achieved under his rule at Bannockburn in the year 1314, which culminated in the freedom of the Scots from English rule (Brown 2008, p. 1). Due to the supremacy of the English forces over their northern Scottish neighbours, the Scots were continuously humiliated in wars and battles over resources and territories. However, with the rise in the nationalist fervour amongst the Scots under the leadership of Robert Bruce, the English were defeated at the Battle of Bannockburn, which marked an important defining moment for Scotland and an evaluation of the greatness of Robert Bruce as a leader. The Battle of Bannockburn is considered the highlight of the greatness of Robert Bruce as a great and exceptional leader in the history of Scotland as he led Scottish forces to a major defeat against the English troops (Spiers 2011, p. 7). As at 1313, Robert Bruce had demanded that the remnants of the Balliol regime acknowledge him as the absolute king of the Scotland as well as surrender their

Human Behavior Is Unpredictable Management Essay

Human Behavior Is Unpredictable Management Essay This research sought to find out the gaps that exist in the Karatina University Colleges performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. The objective of the study was to determine how the institution conducts performance appraisal, the main challenges faced in the appraisal process, and the best practices that it can adopt for the process. Literature review was conducted on the subject touching on the various aspect of performance management. The study was conducted using a survey research design. Primary data was collected using self-administered questionnaires with supplements of secondary data used to add efficacy to the results. The questionnaires were administered on randomly chosen members of faculty in the common School of Business Staff room. Descriptive statistics were used including percentages and frequencies. The results were presented in tables in the an alysis for each objective. Human behavior is unpredictable and differs among individuals or even on the same individual at different points in time (Hunt, 2007). Human beings also differ in their abilities, background, training and experience. At the same time, Dr. Nigel Hunt notes that many problems facing most organizations today are social rather than technical or economic. It therefore goes that human resource at work is the most important component of the undertaking. It is therefore very important for organizations to measure performance of this critical resource as doing so ensures organisational success. 10 Performance Management (PM) has recently dominated the Human Resource Management (HR) as a profession owing to the realization that HR is the one of the most potent source of competitiveness in todays operating environment. Insights into performance management by leading thinkers in the recent past (Armstrong, 2009) point to the emergence of Performance Management as the most viable solution to address the productivity lag in most industries. Performance Management is a branch of human resource management whose objective is to support employees in their struggle to attain their goals as well as those of the organisation (Bhattacharyya, 2006). Bhattacharyya explains that PM gained prominence in the 1960s when competition in the operating environment led firms to reexamine their internal operating efficiencies to survive. A difficult operating environment coupled with a desire for productivity led firms to emphasize on productivity of not only their machines but also their human resource. Armstrong (2009) explains that Performance management as a term emerged in the 1970s and was later gained prominence in the 1980s as a distinct discipline within human resource management. Presently, most organizations have embraced performance management as a pillar of productivity in the organisation. As Abbey (2007) describes, performance management has taken prominence in organizations as a vehicle to deliver on organisational and indi vidual performance objectives. Abbey emphasizes that the incorporation of individual objectives into the performance management paradigm made performance management distinct from mere performance appraisal. Performance appraisal emphasized the degree of accomplishment of a given individual by supervisors without seeking the active involvement of the employee in the process (Management Study Guide, 2012). Measuring employee performance therefore goes beyond staff appraisal to include other aspects of performance such as learning and development, talent management and culture change as key contributors to organisational productivity (Armstrong, 2009). Performance management provides the only tool with which the management can evaluate departmental/sectional contributions to the overall organizational performance as well as determine the best options for intervention. For effective achievement of organizational objectives, employees must know what needs to be done and the overall objectives of the organisation (Dransfield, 2000). Besides the knowledge of the overall organizational objectives, individual employees must have knowledge of their particular role within the broader organisational setting. This way, and as Dransfield (2000) notes, all the players in the organizational production chain share a common objective and pull towards the same direction. This is particularly important in that it harnesses organisational synergies in pursuit of a common goal and aligns daily activities within an organization to the overall strategic objectives. Performance management is done to compare relative variations in performance over time for organizations. Output from performance management process is also used for comparison with similar industries or benchmarks and establishing basis for corrective action (Management Study Guide, 2012). The nature of organizational power structure means that senior management cannot keep a direct watch over the performance of the subordinates and therefore a self-corrective process has to be initiates to assess their performance against objectives of the organizations. Performance management also inculcates the culture of sticking to organisational objectives and ignoring the activities that do not add value to the organisational value chain (Management Study Guide, 2012). Though it is impossible to forestall all management challenges, performance management helps the management take steps in advance to improve organizational capacity to deal with unexpected situations The Management Study Guide website details the evolution of performance management as a discipline within the wider human resource management in four phases. The first phase involved filling of annual confidential reports to control employee behavior. Career development was pegged on positive evaluation in the annual confidential report. The second phase entailed communication of the contents of annual report to the employees to correct the identified failings. The last phase involved replacement of the annual confidential reports by performance appraisal process where employees could rate their accomplishment annually. Today, performance appraisals have given way to performance management. The process entails performing continuous reviews based on mutually agreed objectives. The focus of performance appraisal is quantifiable objectives behaviors and values as opposed to employee traits (Management Study Guide, 2012). Appraisal processes are more of directive than participative thus stifling team effort (Leung and White, 2004). The output from performance appraisal is not directly linked to pay as was for the performance appraisals process. Guest, D E et al, (1996) aptly described performance management process as concerned with assumptions, expectations, mutual obligations and promises of employees and the organization. With the continuous change in operating environment, businesses have leveraged on human resource as their basis of obtaining and maintaining competitive advantage (Bhattacharyya, 2006). However, appraisal processes misses the crucial aspects that sustain a firms competitiveness as earlier describes including the wider strategic framework within which the organization operates. A system that emphasizes on employee mentorship and development as opposed to remuneration and disciplinary action enhances organizational output (Tripathi Reddy, 2008). Performance Management requires continuous output by in time for action to be taken. Panagar (2009) explains that employees are disappointed when annual appraisals bring negative feedback and do not point to the areas of improvements that an employee needs to focus on. He offers that participative evaluation in performance management contextualize the management to the working environment and challenges them to facilitate positive change for achievement of objectives. Continuous and balanced feedback enhances coordination and cooperation in organizations (Heskett, 2006). Besides, Heskett cites that employees achievements should be emphasized as opposed to dwelling on areas of improvement to encourage them to do more. Human behavior is unpredictable and differs among individuals or even on the same individual at different points in time (Hunt, 2007). Human beings also differ in their abilities, background, training and experience. At the same time, Dr. Nigel Hunt notes that many problems facing most organizations today are social rather than technical or economic. It therefore goes that human resource at work is the most important component of the undertaking. It is therefore very important for organizations to measure performance of this critical resource as doing so ensures organisational success. 1.2 Statement of the Problem Upon appraising employees and provision of feedback, most organizations wait until the next planned appraisal exercise (Hunt, 2007). Hunt offers that performance management in most organisation stops at the employee evaluation process and mostly after there is sufficient evidence pointing to non-performance. However, this defeats the main objective of the performance management process as an undertaking in aligning employees goals to goals to those of the organisation. This keeps the whole organization focus on its strategic objectives by harnessing collective efforts of its workers. Hunt states four issues that need to be taken into consideration in the performance management process namely following up to ensure achievement of targets, evaluating the entire process to ensure that it is appropriate and fair and do not foster conflict in the organisation. Observance of these four standpoints guarantees employee job satisfaction and continuous improvement in the organization. In most organizations, employees harbor qualms on the appraisal process (Shaddock, 2010). Shaddock attributes the negative perception to the use of appraisal results as evidence of poor performance instead of discussing performance with the employees to find common ground. The infrequent manner in which appraisal process is conducted adds to the subjectivity of the results as managers are more prone to conduct the exercise when performance is deteriorating (Tripathi Reddy, 2008). Tripathi and Reddy explain that the effect of these appraisal processes leave employees disillusioned and afraid to take risks leave alone accepting the fact that continuous improvement can enhance their success and by extension that of the organizational. As a result, employees lose their sense of control over the situation and resign to the directives of the management without their own insights. This contrasts with the new human resource management paradigm that emphasizes on mentorship, coaching and emp owerment (Dacri, 2006). 1.3 Purpose of the Study This research sought to find out the gaps that exist in the KUCs performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. 1.4 Research Questions 1.4.1 How does KUC conduct performance appraisal? 1.4.2 What are the main challenges faced in the appraisal process? 1.4.3 What are the best practices that KUC can adopt for performance appraisals? 1.5 Significance of the Study 1.5.1 Human Resource Managers and Practitioners The head of human resource at the institution as well as others will get insights into the performance of their organizations and the best practices they can employ to achieve the best output from the human resource. The research will reveal insights on the frequency of performance appraisal and how best to achieve the desired results. Besides, the research will reveal the benefits of communication between the managers and employees. It will lead to clear understanding of job descriptions by the employees and better performance measurement. This will go a long way in boosting efficiency and effectiveness at the workplace. 1.5.2 Organizations The research will emphasize the role of performance management process in the achievement of strategic objectives of the organization. It will also enlighten the employees on their role in the organisation as well as the opportunities they have to advance boost their performance and by extension their careers. The research will particularly emphasize on the role of the performance management process on continuous improvements within the organization. This will position organization on a path to responsive change needed for survival in todays operating environment (Management Study Guide, 2012). 1.5.2 Employees The research will provide employees with an opportunity to evaluate their performance appraisal system and to suggest adjustments to align it with the organisational objectives. The employees will have an opportunity to express their desired outcomes of the performance management process that best serves the interests of both them and the organizations. Besides, the research will expose new areas that employees need training. Lastly, the employees will feel that the organisation is concerned about their welfare just as much as it is concerned about the performance of the organisation. 1.6 Scope of the Study The study was performed on a group of workers at Karatina University College. Data was collected on the month of February and March to reflect the current operational context of the organization. a review of literature was performed as well as secondary data on performance management concepts, the challenges faced and benefits that can accrues in evaluating an organizations performance. 1.7 Definition of Terms 1.7.1 Performance Appraisal Performance Management is an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding of the functions expected of the employee and their contribution towards the achievement of the organizational goals (Robert Basal, 1999). 1.7.2 Performance Management Performance management refers to the proactive system of evaluating and providing feedback on employee output in line with the desired results. It aims at harmonizing employee and organisational objectives to achieve operational excellence (Management Study Guide, 2012). 1.7.3 Benchmarking Benchmarking is adopting best practices in the industry to guide organizational effort. It involves leaning from success of others (Peters, 2006). 1.7.4 Key performance Indicators These are performance measurement for key values necessary to achieve success in an undertaking (Reh, 2010). 1.8 Chapter Summary This chapter puts into perspective the concept of performance management and its application in modern day operating environment. The chapter defines the concept and differentiates it from performance appraisal as more elaborate and supportive of firms strategic objectives. The chapter also detailed the purpose of the study that was to find out the gaps that exist in the KUCs performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. In this pursuit, the three research questions to be answered were identified and the population from which the sample was drawn. Lastly, the research lists the beneficiaries of the research including employees, human resource managers and organizations keen to gain competitiveness from their human resource. CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 Introduction Chapter 2 is a discussion on the various publications on the subject of performance management in line with the objectives of this research. The objectives of this research was to find out how performance appraisal is conducted, establish the main challenges faced in the appraisal process and identification of the best practices that KUC can adopt for performance appraisals. 2.2 The process of Performance Appraisal 2.2.1 Performance Appraisal explained Performance appraisal is a periodic assessment of employee performance and productivity line with the objectives of the organization (Manasa Reddy, 2009). Results of the process are used to gauge employees accomplishments as well as their potential for future improvements. Performance appraisal is done annually with the feedback used to counsel and develop employees, identify their training needs and align the compensation structures within the organisation (Manasa Reddy, 2009). Performance appraisal differs from performance management in that the earlier is carried out on a top-down basis with the supervisor acting as the judge with minimal employee involvement (Management Study Guide, 2012). Grote (2002) rightfully stated that the objective of the performance appraisal was to value each employees contribution against his rewards and take corrective action if the disparity is large. For this reason, performance appraisal was done on an annual or biannual basis depending on the particular entity. On the contrary, performance management focuses on the mutual objectives set by the employees and the management through a dialogue process (Management Study Guide, 2012). It is done continually and focuses on quantifiable objectives, behaviors and values (Management Study Guide, 2012). It thus leaves no room for subjectivity of the supervisor and aims at determining the points of improvements available to both the employer an employee. Performance management dates back to the early 20th century when Fredrick Taylor equated employees compensation to their output at work (Vroom, 1990). In those times, appraisal was less formal than it is today and involved the aspect of units produced per given time (Lyster, Eteoklis Arthur, 2007). ***** offers that performance appraisal is a mere step within the wider performance management paradigm. He notes that performance appraisal is an objective analysis of the facts and not the person. After getting the results of performance appraisal exercise, the wider process of performance management moves a step towards the final goal of aligning organisational and employees goals. According to ***, positive results are celebrated while negative results should prompt development of an improvement plan. Performance appraisal uses a number of methods including graphic rating, ranking, behavioral anchored rating and management by objectives (Cokins, 2009). Cokins explains that the choice of the method used for appraisal depends on the goals of the organizations. Zaffron and Steve (2009) add that regardless of the method used, regular communication and feedback from the managers is essential for success of the appraisal process. That way, work teams in an organization feel that they are working towards a common goal (Grote, 2002). 2.2.2 Purpose of Performance Evaluation. Heskett (2006) attributes the negative perception of performance appraisal among employees to the general lack of understanding about the purpose of appraisal. The Management Study Guide (2012) details out that performance management helps in defining responsibilities of both the individual and the team in the Key Result Areas. That way, coordination and control among the various departments in an organization becomes easy. The Management Study Guide notes that knowledge of responsibilities enables the employees to take initiative and work towards their set targets while improving their areas of weakness. This is as affirmed by Daniels (2006) that an objective and participative performance management process fosters learning and continuous improvement as opposed to breeding animosity. Performance management cultivates a feeling of shared mutual accountabilities within an organization (Shepard, 2005). This way, Sheppard notes that employees are able to overcome resistance to change and are ready to improve on KRAs. Leahy (2003) who offered that effective performance management anchors other operational metrics like the balanced scorecard has supported the views. Effective performance management is crucial in motivating employees (Akrani, 2011). Akrani notes that performance management starts with employees setting goals that they intend to achieve over a given period. The employee assesses what he/she has done against the set targets. Given that the employer and the supervisor mutually set the targets for performance, the employee strives to reach the set targets (Akrani, 2011). Performance below the set standard is taken as an opportunity to improve as it is within the employees capacity to achieve. Beach (2007) explains that the employees give up trying if they feel that the set targets will not be achieved. Since the performance management entails mutual goal setting, such incidences are unlikely to occur. Instead, and as Akrani points out, performance management helps organizations determine the training and capacities for each of their employees. Gamble, Strickland and Thompson (2007) explain that data obtained from performance appraisal is crucial in determining the right people to execute organizational strategy. Employees with the highest performance are easily identified and encouraged to undertake roles that are more challenging. In most cases, results from performance appraisals are used in the determination of employee compensation (Heathfield, n.d) a fact that Kirby (2005) detests. Appraisals are used to determine compensation and promotion levels that assist in linking rewards to performance among the staff (Heathfield, n.d). However, appraisals on their own should not be used as basis for promotions and rewards (Kirby, 2005). Given that the main goal of performance management process is to assist employees in setting goals and aligning them to those of the organization, it is crucial for performance and rewards framework be aligned to this process as opposed to mere performance appraisal (Lyster, Eteoklis Arthur, 2 007). Lastly, performance appraisals play a huge part in shaping behaviors and attitudes of employees (Panager, 2009). Panager notes that employees relate well with the management and are responsive to the changing demands of their workplace. This is consistent with the Conaty and Ram (2011) assertion that human resource is the strongest catalyst or inhibitor of organisational change efforts. Performance management helps an organization to gauge its human resources effectiveness in coping with change (Conaty Ram, 2011). 2.2.3 Common Performance Appraisal Practices. The most common performance appraisal practice involves ranking employees from the best to the worst (Griffin, 2007). The method is mainly subjective with the supervisors judgment being crucial in the ranking of each employee. This subjective approach exposes the process to bias and manipulation by the management. Lunenburg Ornstein (2011) offer that ranking involves the supervisor rating each employee based on employees traits and behaviors in comparison with the rest in the organisation. Despite its subjective nature, ranking gives a clear picture of employee performance relative to the rest of the employees within the organisation and offers them real models that they can follow within the organisation (Coens, Jenkins Block, 2002). However, Griffin (2007) offers that ranking method is prone to bias and can result in poor relationships within work teams. Besides, ranking stifles the opportunity for feedback within an organization and sows a feeling of inferiority among underachie vers (Coens, Jenkins Block, 2002). In the same way, Coens, Jenkins and Block note that persons who are consistently ranked on top of the rest lack an opportunity to improve on their performance as they feel they have done enough. Lastly, Beach (2007) explains that ranking creates an adversarial relationship between work teams that stifles the spirit of cooperation between employees. Paired comparison resembles ranking method only that the performance of each employee is compared to that of every other employee based on a single criterion (Mondy, 2008). If an employee receives the highest number of favorable comparisons, s/he is ranked the highest. The process is more objective compared to the ranking method but poses huge problems for organizations with large numbers of employees (Mondy, 2008). Another performance appraisal system commonly used in organizations is the graphic rating scale. Under the system, evaluators judge performance of employees on a scale of about 5-7 categories (Mondy, 2008). These categories depict the rating of the employees by use of appropriate adjectives such as needs improvement, outstanding, average, meets expectations etc. The method is good in that it can be quantified by assigning numeric values to the descriptors. It is also easy to administer and can be tailored to meet specific needs of a given organization (Mondy, 2008). Under the forced distribution method, the evaluator assigns individuals to a limited number of categories, similar to the normal frequency distribution curve. Few individuals get very high ratings while a few get very low ratings. Most of the employees rate at the center of the curve (Armstroong, 2009). Mathis and Jackson (2011) decry that this system explicitly calls for evaluators to distinguish between winners and losers even if their performance is not rightly so. For this reason, the method is unpopular among managers and employees as it stifles the concept of employee development and assumes that there must always be very good and very poor performers in the same organisation (Mathis Jackson, 2011). It also creates cutthroat competition among employees that disarrays synergy (Beach, 2007). Another employee appraisal technique is called critical incident method. Under the method, the evaluator maintains records of favorable and unfavorable performance during critical incidences (Mondy, 2008). These incident log records are maintained continually and are used as indicators of employee performance. Ostrom and Wilhelmsen (2012) explain that this method lacks intellectual merit as it is dependent on the frequency of occurrence of critical incidences. Behaviorally anchored rating scale (BARS) is an appraisal technique that aspects of critical incident method and the rating scale method (Mondy, 2008). Under the method, the performance level of each employee is described on a scale. The evaluator then compares the different performance of each employee to decide the best performing and those in need of more training. Mondy offers that this system is more objective but is hard to quantify for further analysis. One of the most common performance appraisal methods today is referred to as Management by Objective (MBO). Mathis and Jackson (2011) and Mondy (2008) define the method as a result based system under which the employees and managers set objectives together that form the basis of appraisal in the next appraisal period. The employee actual output is compared to the set performance targets and points of improvements identified (Griffin, 2007). Management by objectives arises allows management to see the wider picture of the organsaitional and the part that each employee plays in it and to remain on curse to achieving the overall strategic objectives of the firm (Drucker, 1954). Employees also conduct a self-audit of their performance potential and chart out the best course for attaining the mutually agreed goals (Pecora, Cherin Bruce, 2009). 2.3.4 Frequency of Performance Appraisals. In most organizations, employees and their supervisors deliberate on their performance over a given period typically annually, biannually or quarterly (Garber, 2004). Tripathi and Reddy (2008) list two major forms of performance appraisal namely summative and formative. They explain that a summative performance is done occasionally typically in three to six months relative to the organization in question. On the contrary, formative appraisal is done continually typically daily. Formative appraisals are important in that the employees can track their performance over time and determine their weak points for improvement. This is as opposed to summative appraisals under which employees have no trail of their past performance (Management Study Guide, 2012). Many scholars emphasis on the need to perform appraisals based on a schedule (Miller Braswell, 2010; London, 2003; Mathis Jackson, 2011). Routine performance appraisal avoids the temptation of focusing on irrelevant activities (London, 2003). That said, the management is responsible for ensuring continuous performance appraisal taking care not to forget critical incidences (Miller Braswell, 2010). Though appraisal is done continually according to the set schedule, it is important for the managers and subordinates to sustain informal communication throughout the performance period to take advantage of any opportunity to change negative trend (Edwards et.al, 2003). Edwards et al also cites the preemption of negative surprises at the end of an appraisal period as good reasons for maintenance of these informal contacts. Abbey (2007) notes that in most organizations, appraisal forms are used to capture employees accomplishment in the past year as well as some aspects such as their rela tionships with team members, their personality traits and flexibility, etc. 2.3 Challenges are faced in Performance Appraisal process Most organizations experience challenges in their appraisal processes. Deming (2000) once cited that performance appraisal is one of the most powerful inhibitor to quality and productivity. More recently, Lee (2006) offered that performance appraisals inspire hate and distrust among employees. Challenges in performance appraisal occur from the fact that the processes are based on widely held and invalid assumptions that hold back progress (Scholtes, 2008). Lee aptly described the processes as designed to measure and rate performance as opposed to improve it. Past research works (DeNisi Williams, 1988; Longenecker et al., 1987) cite subjectivity among the evaluators as well as different standards used for different employees as major problems in appraisal process. More recently, Lee (2006) cited lack of congruence with organizational objectives as well as lack of use of the results to improve performance. Lee adds that the results of performance appraisal should be used to motivate employees as opposed to instill fear and loathing as to stifle the spirit of teamwork. Hazard, (2004) and Nickols (2010) explain that performance appraisal demotivates the employees, is too subjective and unfair in application, and takes too much time and is seen as a management attempt to coerce employees to submit to management authority. 2.3.1 Employees Motivation Wilheir (2010) explains that motivation is the only effective tool for ensuring effective employee management. According to Wilheir employees, lose motivation when duties become repetitive, too difficult or too easy. The management should ensure that their employees remain motivated and productive throughout their engagement in the organization (Hazelden, 2010). Hazelden (2010) adds that the most common causes of employee demotivation include lack of information, unrealistic expectation by management, feeling of excessive control by authorities and lack of management appreciation of effort. Noone (2008) adds that to keep employees motivated, the management should develop clear goals and keep the roles interesting for the employees. That way, Noore asserts that employees are unlikely to deviate from the organisational mission. . Employee motivation is crucial to achieving the g

Lorraine Hansberrys A Raisin In The Sun - Dreams and Racism Essay

Dreams and Racism in A Raisin In The Sun At most times, the American Dream resembles an ideological puzzle more than a fully realizable image. Within the confines of her fantastical, theatrical world Lorraine Hansberry attempts to fit a few of these pieces together and, in the process, ends up showing exactly how everything doesn't just snap-together all nicely. The problems in her play, A Raisin In The Sun, deal primarily with the basic nature of humans and their respected struggle's to "make it" in America. The story, for the most part, centers upon an African-American family, their dreams for the future and an insurance check coming in for death of the eldest man. Stirring into the mix later is the hugely oppressive, segregationist aspect of mid-twentieth century America. With highly oppressive external pressures, combined with conflicting ideas of happiness, the story centers on the ideological conflicts between characters. The largest conflicts result between Mama Younger and her son, Walter. Walter represents, apparently, all the things America instills in men; the desire to work hard and make a better life for his family than he had, the inability to be compassionate towards his family, an almost ignorant refusal to vary from his dream for the dreams of others. Hansberry centers here, it would seem, on the most negative aspects of "manhood". In fact, overridingly, men in this play are horrible creatures: George is uppity, aristocratic and a braggart (mentioning the curtain time in New York to a women who obviously has no idea about that type of thing simply places him, in his eyes, that much higher than her); Walter's friends are loud-mouth-know-it-all's (one of whom takes off with all the money th... ...r but, until the day he dies she will be his sister, and therefore he will always be somewhat proud of her. To me, this is an intricate human detail and evidence of Hansberry's supreme ability of crafting characters right out of real life. In the end I believe she is making the statement that the so-called American Dream is different for everyone; sort of a spiritual fingerprint of utopia. Being an African-American woman in the 40's and 50's probably had a large influence on the tone of this piece; as did being a severely closeted lesbian. Even though our respective upbringings couldn't be much more different, I fully agree with the stance she's taken. The table of America isn't level, thus causing the puzzle to shift and tilt uncontrollably. The pieces don't always fit and it is sad that so many people spend their entire lives trying to force them to work.

Local Literature for Entrance Exam Registration Essay

Every year thousands of high school graduating students seek admission to PUP through its College Entrance Test (PUPCET). For the School Year 2008-2009, the Admissions Office recorded approximately 42,000 applicants. During peak periods of application, it takes several hours to complete this process. At times applicant has to return to PUP to finish the transaction. Time and resources spent by the applicants and by the University could have been used to more productive activities. Moreover, during the month of October and mid-December, the Admissions Office has to suspend processing of application to allocate their resources to the processing of mid-year graduation and to attend to the enrollment for second semester. The existing system does not integrate the data captured by various offices involved in the processing of the PUPCET. The Admissions Office, Accounting Department, Cashier, Guidance and Counseling, Scholarships, Student Services, Academic Units, Research and Development, Human Resources are just some of the units who will use the information by this system. In addition, the University is required to submit data and reports regularly to external agencies such as the Commission of Higher Education (CHED), Department of Budget and Management (DBM), Congress, etc. The absence of an integrated database tends to result to data inefficiency, which affects the quality and objectivity of the recommendations, decisions and plans by the policy-making body or administrators and other stakeholders. In order to address this problem, PUP iApply (formerly codename â€Å"Project Silangan†) was conceptualized. Applicants benefit from the proposed system as compared to the existing systems, because they can Apply anytime, anywhere at their convenience using any personal computer connected to the Internet, save on cumulative expenses (transportation fare, food, etc. ), save on time and energy (transportation, falling-in-line), and verify status of application anywhere, anytime. These are just a few of the ways PUP iApply can impact the bottom line and simplify the admission process.

Financial planning

Investment is not as simple as it seems. For, many people often wonder which of the different types of investment processes will yield more money in the shortest possible time(Weston, 1996). People often equate the viability of investments in terms of many factors including safety, risk, income, growth, and liquidity. The following paragraphs explain these decision making factors in detail. BODY Stock or Equity Financing. The investor will feel safe if he invests in a company that has a historical trend of generating profits(Gapenski, 1997). For, he gets a share of the income if the company makes money. On the other hand, the investor will have a high probability   of   squandering his or her money if the company he or she invests in has been generating losses for the past year or years of operation. To reiterate, he will generate income if the company generates income. Also, he or she will find his or her investment money decrease if the company generates losses. For, his or her investment in stocks or equity financing will grow if the company generates profits in its generating activities. Thus, if the company generates losses, the company will stop growing in terms of net assets. If the assets of the company are liquid, then this is a good investment. Liquidity is how very near the assets like inventory, accounts receivable and the remaining other assets can be easily converted into cash. Cash is the most liquid asset. The investor is the stockholder or owner of a certain percentage of the company. Surely, future income is unpredictable. Corporate and Goverment Bonds.  Ã‚   The investor will feel safe if the company he lends his money has been generating income for the past year or years of operations for there is strong probability that the company will have enough money to pay the bond investor. Evidently, this is a lender (investor) & borrower (loaner) relationship. Likewise, if the company is generating profits for the past years, then there a miniscule risk that the creditor will be paid when the due date for loan payment arrives. The income of the investor here is based on a pre –agreed interest rate. Thus, future interest income can be predicted. The growth is predictably fixed based on the periodic interest income rate agreed by the parties. Investment here is very liquid because the investor received fixed interest income on the money he lent to the company. Definitely, investment here is very predictably fixed. Mutual Funds.   Here, money from a group of investors is collected and invested in bonds, stocks and other short term money market securities and instruments. This is a safe investment because the mutual funds are invested by an expert third party in stocks, bonds or cash options such as Euro dollar, and other foreign currencies in what we call forward contracts. Thus, investments here are safe and the risk is very minimal. The income is very assured because money is invested in several income -generating companies. The mutual fund representatives are generally experts in giving advice on which funds to invest money in. The mutual fund advisor gathers data and analyzes the peculiarities of each fund and determines the optimal mix of securities and communicates this to the investor. Consequently, money invested here will grow fast because of the expert management of the mutual fund advisors. Finally, liquidity is reassured because the money invested in the different funds can be easily divested and the cash investment withdrawn.   Clearly, future income here is unpredictably in the investor’s favor. Real Estate.   Investment in real estate is very safe because the market value of land continues to escalate upward. Thus, there is a very small risk in real estate investments. Investment in land is very reassured because land prices continue to rise each year. Furthermore, growth will undoubtedly unfold each year. This investment is very liquid because, land can easily be sold and converted to cash anytime of the day. Investment here is very lucratively predictable. CONCLUSION: Four of the more popular investment methods are   1) Stock or Equity Financing 2)Corporate and Government Bonds 3) Mutual Funds 4) Real Estate. The bottom line here is that   the investor in interested to know if he or she will make money from investing his or her hard earned cash and cash equivalents. In conclusion, each investor will often choose the method which he or she is very comfortable with. REFERENCES: Weston et. Al., Essentials of Managerial Finance, Dryden Press, New York, 1996 Gapenski, L., Brigham, E., Financial Management, Dryden Press, New York, 1997    Financial planning Investment is not as simple as it seems. For, many people often wonder which of the different types of investment processes will yield more money in the shortest possible time(Weston, 1996). People often equate the viability of investments in terms of many factors including safety, risk, income, growth, and liquidity. The following paragraphs explain these decision making factors in detail. BODY Stock or Equity Financing. The investor will feel safe if he invests in a company that has a historical trend of generating profits(Gapenski, 1997). For, he gets a share of the income if the company makes money. On the other hand, the investor will have a high probability   of   squandering his or her money if the company he or she invests in has been generating losses for the past year or years of operation. To reiterate, he will generate income if the company generates income. Also, he or she will find his or her investment money decrease if the company generates losses. For, his or her investment in stocks or equity financing will grow if the company generates profits in its generating activities. Thus, if the company generates losses, the company will stop growing in terms of net assets. If the assets of the company are liquid, then this is a good investment. Liquidity is how very near the assets like inventory, accounts receivable and the remaining other assets can be easily converted into cash. Cash is the most liquid asset. The investor is the stockholder or owner of a certain percentage of the company. Surely, future income is unpredictable. Corporate and Goverment Bonds.  Ã‚   The investor will feel safe if the company he lends his money has been generating income for the past year or years of operations for there is strong probability that the company will have enough money to pay the bond investor. Evidently, this is a lender (investor) & borrower (loaner) relationship. Likewise, if the company is generating profits for the past years, then there a miniscule risk that the creditor will be paid when the due date for loan payment arrives. The income of the investor here is based on a pre –agreed interest rate. Thus, future interest income can be predicted. The growth is predictably fixed based on the periodic interest income rate agreed by the parties. Investment here is very liquid because the investor received fixed interest income on the money he lent to the company. Definitely, investment here is very predictably fixed. Mutual Funds.   Here, money from a group of investors is collected and invested in bonds, stocks and other short term money market securities and instruments. This is a safe investment because the mutual funds are invested by an expert third party in stocks, bonds or cash options such as Euro dollar, and other foreign currencies in what we call forward contracts. Thus, investments here are safe and the risk is very minimal. The income is very assured because money is invested in several income -generating companies. The mutual fund representatives are generally experts in giving advice on which funds to invest money in. The mutual fund advisor gathers data and analyzes the peculiarities of each fund and determines the optimal mix of securities and communicates this to the investor. Consequently, money invested here will grow fast because of the expert management of the mutual fund advisors. Finally, liquidity is reassured because the money invested in the different funds can be easily divested and the cash investment withdrawn.   Clearly, future income here is unpredictably in the investor’s favor. Real Estate.   Investment in real estate is very safe because the market value of land continues to escalate upward. Thus, there is a very small risk in real estate investments. Investment in land is very reassured because land prices continue to rise each year. Furthermore, growth will undoubtedly unfold each year. This investment is very liquid because, land can easily be sold and converted to cash anytime of the day. Investment here is very lucratively predictable. CONCLUSION: Four of the more popular investment methods are   1) Stock or Equity Financing 2)Corporate and Government Bonds 3) Mutual Funds 4) Real Estate. The bottom line here is that   the investor in interested to know if he or she will make money from investing his or her hard earned cash and cash equivalents. In conclusion, each investor will often choose the method which he or she is very comfortable with. REFERENCES: Weston et. Al., Essentials of Managerial Finance, Dryden Press, New York, 1996 Gapenski, L., Brigham, E., Financial Management, Dryden Press, New York, 1997   

How to Build Basic Interpersonal Communication Skills in College

How to Build Basic Interpersonal Communication Skills in College College is an excellent setting for students to hone their communication skills. Becoming a responsible communicator is a coveted skill with high value to prospective employers. It’s also a sign of maturity, humanity and leadership. Whether practice a sport or belong to any groups or clubs, your ability to communicate effectively is key to your success and depending on the role you hold, the success of the group. It can also help you make and keep friends and ensure a , not to mention help you develop positive relationships with your professors. Here are some ways to practice effective communication while in college: Learn to Listen One of the most underrated and yet most important communication skills is listening. Instructions The ability to listen to and recall information comes in very handy when someone is giving you instructions. Always keep in mind: what is the goal of this exercise? If the goal is to demonstrate teamwork in a sporting exercise, then the focus will be different than if the goal were to merely demonstrate physical ability. Make sure you pay attention to both the small details and the big picture. Empathizing If someone comes to you to vent their frustration about something, try to remain empathetic but neutral. Don’t stoke the flames of their frustration nor ask them to calm down. Rather just try to listen to their perspective and put yourself in their shoes. The ability to be a good listener is also usually a sign of good leadership. Feedback When a teacher, coach or other student is giving you corrective feedback, try to understand their point of view and don’t ever take anything personally. Be flexible in your thinking so you can be open to new ideas and perspectives. Accepting the fact that you’re not always right about everything will make it easier for you to work with people and will also enhance your learning skills. Standing Your Ground However, sometimes there are situations where you’ll have to stick up for yourself. If you were given an unfair grade or were unduly punished or were accused of something you didn’t do by a friend or classmate, then it’s important you voice your opinion. In these cases, you want to avoid either of these conflict types: The fighter Having an emotional reaction, demonstrating anger or offense will only aggravate the situation. The avoider However, running away from conflict and letting the injustice slide will not serve you in this situation or in the future. Try this: Diplomacy Instead, try to arrange a meeting in a neutral setting and come prepared with valid points on why the person was mistaken. Use neutral language and be diplomatic. Don’t raise your voice or display anger, but do sit up tall, look the person in the eye and speak with confidence. Learning How to Give Feedback If you’re in a leadership role such as the captain of a team or the editor of the school newspaper, you’ll have to learn how to give feedback: Don’t give immediate feedback if it’s negative If an incident just happened, it’s best to wait a while before approaching the person about it. If you give immediate feedback, it can come across as irritation or anger. When the situation cools down, then you can approach them. Be specific Don’t say things like â€Å"You didn’t do a good job.† That’s too general and not helpful. Instead, let them know specifically where they failed: â€Å"The formatting for this month’s newspaper was off and had to be corrected at the last minute at the printer’s.† Give helpful suggestions and guidance Using the example above, you could suggest the following: â€Å"Let’s go over the formatting together this month in order to make sure everything’s okay before going to print.† Learning how to express thoughts and opinions, how to de-escalate conflict, how to empathize and offer feedback and guidance to others are all skills that can be practiced in college and which will serve you in professional and personal relationships afterwards.

Free Essays on The Slaves And The Slave Owners Views Of Slavery

The Slaves’ and the Slave owners’ Views of Slavery The slavery in the United States is no doubt a shameful history of our country. White people transferred the slaves living in Africa to the New Land and treated them as their property, not as human beings. The living and working conditions of slaves and their food were extremely poor. Those were inhuman conditions in which the slaves had to survive. Endless executions of the slaves made the situation even worse. Slavery was a period of time when one race treated the other race as animals, things, property, but not as people. Unfortunately, not everyone saw the situation as it was in reality at that time. As we can see from many different sources available today, the points of view of slaves and slave owners on slavery were the opposite of each other. That can be seen in various slaves’ and slave owners’ descriptions of slavery. Slaves described their dwellings, food, clothes, labor, and the terrible treatment of slaves by their masters. On the other hand, slave owners described the relationships between slaves and their masters in a very positive way. They argued that slavery is very beneficial for the slaves and the slaves are very happy to live with their masters. Let us now consider both these points of views in details. First of all, let us look at the slaves’ description of the cloth they wore. The clothes supply was as minimum as possible and the quality of the clothes was very bad. Here is how one of the slaves describes it. â€Å"Our dress was of tow cloth; for the children nothing but a shirt; for the older ones a pair of pantaloons or a gown in addition, according to the sex. ... In winter, a round jacket or overcoat, a wool hat once in two or three years, for the males, and a pair of coarse shoes once a year†(Lester 65). This scanty list of items was the only things available to the slaves. Certainly, it was not enough for the people who worked ver... Free Essays on The Slaves' And The Slave Owner's Views Of Slavery Free Essays on The Slaves' And The Slave Owner's Views Of Slavery The Slaves’ and the Slave owners’ Views of Slavery The slavery in the United States is no doubt a shameful history of our country. White people transferred the slaves living in Africa to the New Land and treated them as their property, not as human beings. The living and working conditions of slaves and their food were extremely poor. Those were inhuman conditions in which the slaves had to survive. Endless executions of the slaves made the situation even worse. Slavery was a period of time when one race treated the other race as animals, things, property, but not as people. Unfortunately, not everyone saw the situation as it was in reality at that time. As we can see from many different sources available today, the points of view of slaves and slave owners on slavery were the opposite of each other. That can be seen in various slaves’ and slave owners’ descriptions of slavery. Slaves described their dwellings, food, clothes, labor, and the terrible treatment of slaves by their masters. On the other hand, slave owners described the relationships between slaves and their masters in a very positive way. They argued that slavery is very beneficial for the slaves and the slaves are very happy to live with their masters. Let us now consider both these points of views in details. First of all, let us look at the slaves’ description of the cloth they wore. The clothes supply was as minimum as possible and the quality of the clothes was very bad. Here is how one of the slaves describes it. â€Å"Our dress was of tow cloth; for the children nothing but a shirt; for the older ones a pair of pantaloons or a gown in addition, according to the sex. ... In winter, a round jacket or overcoat, a wool hat once in two or three years, for the males, and a pair of coarse shoes once a year†(Lester 65). This scanty list of items was the only things available to the slaves. Certainly, it was not enough for the people who worked ver... Free Essays on The Slaves' And The Slave Owner's Views Of Slavery The Slaves’ and the Slave owners’ Views of Slavery The slavery in the United States is no doubt a shameful history of our country. White people transferred the slaves living in Africa to the New Land and treated them as their property, not as human beings. The living and working conditions of slaves and their food were extremely poor. Those were inhuman conditions in which the slaves had to survive. Endless executions of the slaves made the situation even worse. Slavery was a period of time when one race treated the other race as animals, things, property, but not as people. Unfortunately, not everyone saw the situation as it was in reality at that time. As we can see from many different sources available today, the points of view of slaves and slave owners on slavery were the opposite of each other. That can be seen in various slaves’ and slave owners’ descriptions of slavery. Slaves described their dwellings, food, clothes, labor, and the terrible treatment of slaves by their masters. On the other hand, slave owners described the relationships between slaves and their masters in a very positive way. They argued that slavery is very beneficial for the slaves and the slaves are very happy to live with their masters. Let us now consider both these points of views in details. First of all, let us look at the slaves’ description of the cloth they wore. The clothes supply was as minimum as possible and the quality of the clothes was very bad. Here is how one of the slaves describes it. â€Å"Our dress was of tow cloth; for the children nothing but a shirt; for the older ones a pair of pantaloons or a gown in addition, according to the sex. ... In winter, a round jacket or overcoat, a wool hat once in two or three years, for the males, and a pair of coarse shoes once a year†(Lester 65). This scanty list of items was the only things available to the slaves. Certainly, it was not enough for the people who worked ver...

How To Manage Multiple Social Media Accounts In One Tool

How To Manage Multiple Social Media Accounts In One Tool Wouldnt life be a whole lot easier if you could just manage multiple social media accounts in one place? Imagine removing the hassle of logging in and out of every social network and profile, remembering how often to post to each network and when (and if you did or didnt), and setting reminders to write, approve, and post social messages without a defined process. Your imagination is probably filling up with rides on unicorns over rainbow bridges at the sheer thought that managing multiple social media accounts doesnt have to be an organizational nightmare. But its true- your dream of getting organized can become a reality. And you dont need a  unicorn (as cool as that would be).  So today, lets take a look at how to manage all of your social media in one place. How To Manage Multiple #SocialMedia Accounts The Easy WayConsider this a step-by-step guide to: Organize your social media management to help you share faster than ever Create one clear version of the truth for all of your social media accounts and messages Plan all social media in one place to finally keep your sanity with social media while you manage everything else Lets do this. 1. Gather All Of Your Profiles Into One Social Media Accounts List Chances are, you have a handful of profiles on a bunch of different social networks. And to boot, some of these social media accounts are your companys profiles, while others are your  personal professional profiles. The first step to manage all of your accounts easily is to create a master social media accounts list that you can later enter into the tool where youll manage all of your social media in one place. How To Manage Multiple #SocialMedia Accounts The Easy WayAt this point, youre not looking for anything fancy- use a napkin, spreadsheet, or Google Doc to simply list out every one of your business social profiles. Make a list of  your companys: Twitter handles Facebook page Facebook groups LinkedIn company profile Google+ page Pinterest profile Next, create a social media accounts list for your personal profiles where youll share your companys information. Write a list of your #socialmedia accounts. Then find the tool to post to all of them.Personal professional profiles are often on LinkedIn and Twitter where youve built relationships with your followers to share your companys content- along with industry niche content. Again, make a list of  your personal accounts across your networks: Twitter handles Facebook profile Facebook group LinkedIn profile Tumblr blog Pinterest profile Easy, right!? Your next step is to find the  app that supports  your social  media accounts to help you manage all of them in one place. Takeaway: Build a comprehensive list of all of your social media accounts. Make one column for your business profiles and another for your personal professional profiles to which youd like to maintain private access  (so your team cant post to your profiles). Recommended Reading: How To Improve Your Social Media Management In 30 Days 2. Create A Checklist To Find Your App To Manage Multiple Social Media Accounts At this point, youre pulling together a checklist of requirements to help you choose the tool that will work best for your unique needs. Here are a few requirements to kick off  your checklist  as you search for your app: Manage All Social Media In One Place Use the  list of social media accounts you just created to help you find a tool that supports those networks. The goal here is to find a tool thatll eliminate the hassle of logging in and out of social networks and profiles. For example, if you use Twitter, Facebook, and Pinterest to reach your audience, find a tool that will help you  post  to those social networks. Separate Your Business Accounts List From Your Personal Accounts It makes sense to share access to your business social media accounts with the rest of your team. But you probably want to keep your personal profiles private while still getting the benefits of bonus traffic from those accounts. Find a tool that helps you keep your privacy- so only you can post to your personal profiles- while giving  the right team members access to your companys accounts. That will help you stay organized by managing all of your social media accounts in one tool while avoiding any *surprises* on your personal profiles. Get and stay organized with a social media project management tool like . #bloggingKeep Your Team Accountable With Historical  Logs Know exactly who  posted what,  when they posted it, and which accounts they posted to. A historical  log to help you see changes, edits, and what was eventually posted will help you  keep the team accountable for reaching deadlines while keeping you organized. Get Organized With  A Social Account  Workflow Chance are, your campaigns run on  multiple social media accounts. Find a system that helps you define a workflow to make your content creation and approval process painless while also helping you and your team stay organized. Manage everything in one app rather than doing it in a few.This way, you can manage everything in one app  rather than  maintaining a separate project management tool. If youre creating a social media campaign, youll need some help from your team to write social messages, design awesome social media images, schedule your  messages, and approve your campaign. A workflow built into your tool- right where you create your social media content- will help you stay super organized with the entire process. Recommended Reading: How To Quadruple Your Traffic With A Social Media Editorial Calendar Customize Roles For Different Team Members To View Social Messages Sometimes, its nice to help certain people in your company see social messages but not let them edit your hard work. Have a plan to keep  those nit-pickers out of your social media messages  by letting them just see whats going on without letting them change your  projects. Features like this help with approval processes for those folks in your company who just want to see everything going out. Recommended Reading:   How To Assemble A Content Marketing Team For Your Blog How To Create The Best Content Ever With Your Cross-Functional Team See All Messages For Every Account On One Social Dashboard A great tool will help you plan the messages  youll share to each social media account before your  content publishes. Imagine creating an entire social media posting schedule for a blog post or landing page a week before your content is set to launch. Youd avoid  the last-minute promotion frenzy, strategically plan your social messages, and get super organized. Find a tool that allows you to see all your messages on one social dashboard.Find a tool where you can see all of your messages for your own content- and curated content- on one social dashboard. For example, social media editorial calendars serve as a perfect  way to see every message youre planning for every single account- including  messages that are already published and those that you will share in the future. This type of social dashboard is handy because you can visually see the times, days, networks, and specific accounts in an at-a-glance view. Takeaway:  Use these requirements as a starting point, then define a complete list of features youd like your social media account manager tool to have. Create a checklist of your requirements  to help you find the app that is the right fit for you. 3. Commit To Managing All Social Media In One Place Since youre looking for a solution to manage multiple social media accounts in one place, Ill fill you in on a little secret: can help you do just that. is a content and social media editorial calendar that combines blogging, content marketing, social media, and project management all into a single tool. Its perfect for managing all of your social media in one place- and will help you get super organized. Lets explore how to use  Ã‚  to remove the time-sucking hassle of managing multiple social media accounts: Manage  Every Profile From Your Social Media Accounts List Integrate the accounts on your list into . Simply log in to your social networks, then connect each of your accounts with a couple simple clicks: From here, youll have a complete list of your social media accounts all in one place. Now all you need to do is check which accounts youd like to remain private so only you have access to share content to those accounts: So now you have one list of social media accounts you manage, yet they are separated into public and personal profiles: Whats cool is that  the rest of your team can also have personal profiles that only they see, too. That means all of you  get the benefits of privacy and still get lots of traffic from employee advocacy. Win-win! Organize Your Social Media Content Creation And Approval Process Chances are, if youre focusing on social media, youre also creating awesome content. So why not plan to share to your social media accounts in the  workflow youre  already using? For example, on a  blog post like the one youre reading right now, youd probably like to share to multiple social media accounts. So create the blog post first, then collaborate with your  team to plan how youll share the content on social media. You can now organize your social media content creation and approval process.This is what your  workflow might look like in : Now  simply follow the workflow step by step.  And when your team has questions  or progress updates along the way, they can check off their tasks and use comments to fill you in. Start by  writing  your messages in using social helpers: Then schedule your social messages for every account using the social queue.  Since you wrote your messages in social helpers, you dont need to copy and paste, but instead, simply write the tag into new messages to easily reuse what youve already written: And finally, add in images and graphics into your social messages with the image selector: Now you have a social dashboard  view of all the messages scheduled on  all of your social media accounts for a single campaign- complete with days and previews, and  best time scheduling so you will get the most engagement possible for your content: If Your Social Media  Approval Process  Gets Advanced If your workflow requires some higher-ups to see your content for approval (but lets just say you dont want them to edit your hard work), you can let them see your progress with custom roles. Just  build a custom role in , then add them to your team and assign them that role: You can also  keep everyone accountable (and keep those big wigs happy) by knowing exactly who did what, when they did it, and to which social media accounts they sent messages with security and access logs: Use One Social Dashboard To See  Messages For Every Social Media Account At this point, you have a full list of all of the messages for every social media account for a single campaign. Thats a terrific view to understand how youre sharing a specific blog post- or any piece of content, really. What if there was one social dashboard that let you see all your social media accounts? When you step out of the view of working on just one piece, however, its natural to want to see every message youll send to every one of your social media accounts. So what better way is there to do that than with a calendar that shows you the specific date and time your messages will send? At this point, you can see when certain days have more social messages scheduled than others- and to which accounts- so you can easily drag and drop messages from any account from one day to another. That will help you avoid bombarding your followers with too many messages while consistently connecting with them to get the most engagement. Use Your App As Your Personal Social Media Organizer Whatever tool you choose as the app to manage your multiple social media accounts, make sure it helps you eliminate  the  tediousness of using multiple tools to complete the work that one could really help you do. Think of your app as your very own personal social media manager.Heres another way to think about this: You could manage your social media accounts with multiple tools, but consolidating and automating at least some parts of your process will help you get organized, stress a whole lot less, and save a ton of time. And if seems like a great place to get started to manage your social media accounts, take advantage of the 14-day free trial to get your feet wet. I promise you, its the tool Id  use if I were in your sopping  shoes. :) (I know sorry about the lame jokes.)

Enterprise Resource Planning Case Study Example | Topics and Well Written Essays - 750 words

Enterprise Resource Planning - Case Study Example The first stage was of the implementation of The Advantage 2000 was the development process. The development process involved four steps where business team members would design the global process, business and IS team members would look at SAP as the preferred platform, identify the gaps in the current system and work through them. Along with the development stage was the enterprise resource planning (ERP) that would simplify the support of common, global business processes and enable OC managers to do the following (pg. 667): During the development and planning stage Deloitte & Touche CG/ICS experts were actively involved to develop and deliver training to the project teams on process simplification. They were OC’s top management prior to Radcliff’s arrival due to their expertise in organization design, BPR, and change management. The next stage was the sourcing where talents and resources were sought that would enable the project become a reality. In May 1994 Michael Radcliff was brought on board as the company’s chief information officer. Along with the sourcing of talent was also the outsourcing of vendor that would serve as the transition system from the old legacy systems to the new system. In early 1995, project teams for the Advantage 2000 project started to form. Workshops then ensued to communicate and enable the entire IS community of the new high performance objective of a process oriented organization. Team members were trained to juggle from one function to another to enable systems integration a possibility on various business units of the organization under the auspices of its new CIO Radcliff. Among the teams that were created were Global Development Teams which were made of composite members from business and IS to form the new business process model whose objective was to develop and delvier process and systems solutions on time. R2 -included a

Human resource management Management of physical resources Marketing Essay

Human resource management Management of physical resources Marketing Information systems - Essay Example They not only advice the managers on issues related to employees but also help the organization in achieving its objectives and aims. The International Business Machines have always emphasized on the paramount importance the employees hold in the organization. The founder of IBM had stated that they say a man is known for the company he keeps. We say in our business that a company is known by the man it keeps. At IBM, the overall human resource strategy focuses on four specific areas. These areas are business value, innovation, on demand infrastructure and global integration. IBMs HR strategy aims at identifying the characteristics of the company that energizes as well as motivates its employees. This is mainly because behind the overall strategy are the employees who work hard to make it all work. IBM has always been committed to a diversified workforce and always strives to attain candidates who are qualified and reflect the markets served by the organization. The IBM recruiting is strategically designed to reach the brightest professional talent. The organization works hard to motivate its employees through leadership, flexibility, a value based climate, performance based opportunities and by hiring diverse and talented people. At IBM, the Human resource is expected to achieve certain objectives. These include mainly to grow IBM, also the HR is to anticipate and build skills and lastly to lead transformation. The contribution of human resource development techniques at IBM ensures employee engagement. The employees are provided access to On Demand Workplace through which they access to a variety of tools and websites in order to build expertise and manage career. This includes E-learning; which is IBM’s central warehouse of all online courses that are offered by the IBM professionals, Career sites and tools; these enable the employees to not only identify opportunities but also to mark their progress as they proceed along their career path and to

Changes by Tupac Shakur Essay Example | Topics and Well Written Essays - 1250 words

Changes by Tupac Shakur - Essay Example Grossman and DeGaetano in their book "Stop Teaching Our Kids to Kill: A Call to Action Against TV Movie and Video Game Violence" (1999) pursue this idea even further, as they prove that media not only conditions children and young adults to violent behavior, but also teaches them the "mechanics of killing". The adherents of this theory consider rap music to be one of the greatest threats for the soles and minds of young Americans. Jay Nordlinger in his article "'Bang': Guns, rap, and silence - violence in rap music" published in National Review (April 2001) claims that "gangsta" rappers glory in guns and gun violence in song after song after song." He, along with the other social activists tries to persuade the society that gun violence promulgated in the lyrics and videos of some rap singers is one of the main reasons for the children to bring guns to school and shoot their teachers and classmates. But it's obvious that rap music videos solely are incapable of creating this effect. Social conditions such as poverty, racial discrimination, substance abuse, inadequate schools, joblessness, and family conflict and dissolution contribute to an environment that fosters violence not just rap music videos. Some journalists and psychologists prove that rap videos are just one of the ways of "selling" rap culture. It's true, that for many of the rap singers their music is just the way to earn money and popularity, thus they fill their songs with the content that sells successfully. Unfortunately, there is always a demand for violence on our market. Before blaming rap music and videos for encouraging children and teenagers to commit violent acts, we should try to find out why is this music so popular among them. Why American teens and young adults, at list part of them, want to listen and watch songs, clips, and movies where people abuse, rape and kill each other Maybe something is wrong with our educational system, as it's unable to persuade the youth in the futility and danger of violence, to teach them that their goals can be achieved using other methods Or the problem lies within the society that cannot offer some of its young inexperienced members other sphere for actualizing their potential than that of crime and violence Typac Shakur, who's one of the most prominent rap singers, of our time made a great impact on part of our contemporaries. His texts expressed the opinions for all of those, who were underprivileged because of their race and financial state. This singer had himself grown up in a poor Afro-American family, thus he knew about the realities that were present in his songs. Lots of people say that Typac, together with other rap singers often overcharged the difficulties and severities the Afro-American poor have to experience, but, nevertheless, his songs became tremendously popular. A question arises here which's would his creativity have been so popular if he were lying in his songs Tupac's song Changes is one of his attempts to let the world see what is going on in the blocks were the poor Afro-Americans dwell. Most of us don't believe it until we see it by ourselves, as our

The case for christ (student edition) Essay Example | Topics and Well Written Essays - 500 words

The case for christ (student edition) - Essay Example His Divinity was evidenced by His resurrection from the dead and ascension to heaven. To ask the reliability of Jesus Christ is also to ask the historical accuracy and competence of the Holy Bible because it is the source of our information about Jesus Christ. For academic discussion, it may be necessary to cross reference the existence of Jesus Christ from other sources other than the Bible itself. Jesus Christ was recognized to have existed by early historians such as Tacitus, the first century Roman historian who is touted to be the most credible historian of the ancient world. In his historical recordings, â€Å"Christians† (derived from Christus, the Latin equivalent for Christ) was already mentioned in an unflattering way considering that he is a Roman. He mentioned that a certain superstitious â€Å"Christian† or â€Å"Christus† existed during the reign of Tiberius and suffered under Pontius Pilate. In the same breadth, the legendary Jewish historian also made an account of Jesus Christ. In his â€Å"Antiquities†, he mentioned that there was a â€Å"Christ† who is a brother of James. Again, he referred Jesus Christ in an unflattering way considering he is a Jew: â€Å"Now there was about this time Jesus, a wise man, if it be lawful to call him a man. For he was one who wrought surprising feats....He was [the] Christ...he appeared to them alive again the third day, as the divine prophets had foretold these and ten thousand other wonderful things concerning him.† One version reads, â€Å"At this time there was a wise man named Jesus. His conduct was good and [he] was known to be virtuous. And many people from among the Jews and the other nations became his disciples. Pilate condemned him to be crucified and to die. But those who became his disciples did not abandon his discipleship. They reported that he had appeared to them three days after his crucifixion, and that he was alive; accordingly he was perhaps the Messiah, concerning whom the

Causes of prejudice (I have a strict formula requirement.please read Research Paper - 1

Causes of prejudice (I have a strict formula requirement.please read order instructions box) - Research Paper Example Ethnocentrism is the ethnic subdivisions and distinctions that functions to define each distinct cultural identity. It entails judging other groups culture relative to the standards and values of one’s particular culture. Both prejudice and ethnocentrism has been seen causing tumultuous social relationships in the daily events especially between the dominant and the minority groups. Causes of prejudice , is a well documented book by one of the famously known sociological authors named Vincent N. Parrilo. In his book, Parrilo tries to analyze several a number of theories that tries to explain the motives and factors for a prejudiced behavior. These motives behind racial prejudice have been pillars for the creation of racial categories in both the current and the past human societies. The second article by C.P Ellis sounds likes autobiography. He vividly recalls many mishaps in his life that formed the basis of his prejudiced personality. This was mainly because of self-justific ation. The many difficulties he encountered in his life anchored with peer influence made him develop a strong sense of prejudice especially to the African Americans. However, this ended after he came back to his senses and realized that no race is better than the other is. Malcom X. the author mainly focuses on how our own personalities influences levels of prejudice has written the third article entitled learning to read. His great interest to develop learning skills as an inmate, made him made him rise to be to be one of the greatest historians of all times. His unique personality made him an all round individual with no any racial bias to all groups in the society and motivates him to enhance the

Critical Analysis of the Poem Patriotism by Sir Walter Scott Essay

Critical Analysis of the Poem Patriotism by Sir Walter Scott - Essay Example For example, the first point where allusions come into play is the idea of death but not physical death since that only comes at the end of the poem for the unpatriotic person. Scott alludes that a man without pride in his own country has a dead soul and not only is it a dead soul it is dead in the extreme. That person’s physical death will result in him/her ‘doubly dying’ since the physical as well as the spiritual aspects of the person would die in such a scenario. The rhyme scheme of the poem figures largely in couplets which go together very well even though the third line seems to be slightly out of rhyme since it is a quote which the man in question has not said. However, the continuation of the poem establishes a scheme which goes as AA B CC D EE FF GG HH and so on. This also establishes the iambic pentameter measure of the poem that makes it easy to read while the words themselves hold pointed meaning for the readers of the work. The imagery in the poem sh ines through with the idea of such a man being given titles, a proud name and wealth but no real soul since these worldly goods will end for that man once he has died. However, since he had no patriotism in his soul, his death remains unnoticed because he was concentrated only on his own self and never for the country to which he belonged. This is indeed an image of despair which is only highlighted by the next section that shows that his death, much like his life remained without use to his country or even to those who were around him. In conclusion, it becomes easy to say that Scott himself comes across as being immensely patriotic and the poem in question certainly shows what he thinks about those who are unpatriotic. While patriotism may be a dangerous emotion for some, individuals such as Sir Walter Scott would make it the first criteria for having a soul or for being a good person. I found the poem to be quite uplifting in the beginning but the

Causes of prejudice (I have a strict formula requirement.please read Research Paper - 1

Causes of prejudice (I have a strict formula requirement.please read order instructions box) - Research Paper Example Ethnocentrism is the ethnic subdivisions and distinctions that functions to define each distinct cultural identity. It entails judging other groups culture relative to the standards and values of one’s particular culture. Both prejudice and ethnocentrism has been seen causing tumultuous social relationships in the daily events especially between the dominant and the minority groups. Causes of prejudice , is a well documented book by one of the famously known sociological authors named Vincent N. Parrilo. In his book, Parrilo tries to analyze several a number of theories that tries to explain the motives and factors for a prejudiced behavior. These motives behind racial prejudice have been pillars for the creation of racial categories in both the current and the past human societies. The second article by C.P Ellis sounds likes autobiography. He vividly recalls many mishaps in his life that formed the basis of his prejudiced personality. This was mainly because of self-justific ation. The many difficulties he encountered in his life anchored with peer influence made him develop a strong sense of prejudice especially to the African Americans. However, this ended after he came back to his senses and realized that no race is better than the other is. Malcom X. the author mainly focuses on how our own personalities influences levels of prejudice has written the third article entitled learning to read. His great interest to develop learning skills as an inmate, made him made him rise to be to be one of the greatest historians of all times. His unique personality made him an all round individual with no any racial bias to all groups in the society and motivates him to enhance the

Paragraphing in Academic Writing Essay Example for Free

Paragraphing in Academic Writing Essay Although it often seems that paragraphs can take an infinite number of forms, there are really only a few formats for paragraphing in formal, academic prose. What makes paragraphs seem unique to the reader is the style of the writers prose, not the actual format of the information. There are four main types of paragraphs in academic prose: the standard paragraph, the explanatory paragraph, the evidential paragraph, and the introductory paragraph (whose format is sometimes mirrored in the conclusion). Note that the rules and formats described here apply to formal, academic prose, as opposed to paragraphing in newspapers, business, or electronic discourse. Each kind of writing has its own conventions, that is, rules and rhetorical strategies unique to a particular form of composition. In poetry, for example, line breaks contribute to the poems rhythm and overall message and mark the poem as a poem, not as another kind of writing. Conventions in paragraphing can vary from one kind of writing to another as well. In newspaper writing, paragraphs are one to three sentences because the narrow columns used in newspapers make even the shortest paragraph seem long. In electronic discourse, shorter paragraphs and more listing is used because it is more pleasing to the eyetaking advantage of the internets more visual features. A. Standard Paragraph Format Standard paragraphs are the most frequently used paragraph format and most of your essay paragraphs should follow this format. Standard paragraphs contain the following elements in order: 1. Most begin with a topic sentence that makes the main point to be discussed, analyzed, or argued within that paragraph. On very rare occasions, the paragraph may begin with a transition from the last paragraph, followed by the topic sentence for the new paragraph. Paragraphs do not begin with quotations or other kinds of evidence. Evidence must be introduced after the point of the paragraph is made and explained. 2. Following the topic sentence, there is an explanation and/or further development of the point proposed in the topic sentence that clarifies and expands on this point. This explanation adds to the readers understanding of the point. 3. Following the explanation or development of the point, the writer introduces evidence. Introducing evidence includes informing the reader who the information comes from and where (i.e. author and article or book title or foundation, etc.). Such an introduction is an important part of source documentation and helps the reader understand where the evidence portion of the paragraph begins and how the evidence is being used. It is literally a signal to the reader that you have stopped talking and your source has started talking. 4. Once introduced, you provide the actual proof or evidence. This may come in the form of supporting evidence like statistics or quotations or other kinds of softer evidence like anecdotes or eye-witness accounts. Evidence is presented primarily as a paraphrase or summary, with only an occasional pithy, apt quote. It is limited to a few lines, so that the primary focus of the paragraph is on the writers point. Evidence must also be cited properly once given, using parenthetical documentation. (See your textbook for more information on citation.) This parenthetical documentation provides additional, helpful information that pinpoints even more accurately where the evidence can be found and signals the reader that you are going to resume speaking on the topic. 5. After providing proof, you must always explain the meaning of the evidence and tie its meaning to the point you are making so that the reader understands it the way you understand it. Never let evidence stand on its own merit; it must be interpreted for the reader, in light of the point being made, so that the reader understands the meaning and relevance of it. Otherwise, the reader may see the evidence in a different light or be completely lost as to its significance. Thus, evidence must always be explained, even if it seems self-evident to you. Working out the explanation of the evidence is also a helpful check on your own insights. If you cant explain your evidence in light of your point, then it probably doesnt support the point you are making. 6. The paragraph closes with either a summation of the main point or some kind of transition to the next point. This reminds the reader of the argument in progress, its essential points, and the connection between points. B. Explanatory Paragraphs Explanatory paragraphs are used to allow the writer to expand on and explain particularly complex points before providing the reader with a lot of examples or evidence. In particular fields, like the sciences or philosophy, such paragraphs are common in writings that attempt to explain or analyze difficult ideas, theories, or concepts. An explanatory paragraph can also be used to summarize someone elses ideas or concepts that you plan to utilize in your own paper. Essay conclusions are often a kind of explanatory paragraphs because they summarize and reiterate the main ideas discussed in the paper. Explanatory paragraphs contain the following elements in order: 1. Begin with a topic sentence or a transition. 2. Following the topic sentence, there is an in-depth explanation without corroborating evidence, although if the explanation is of someone elses ideas, you must cite this person. 3. The paragraph closes with either a summation. C. Evidential Paragraphs Evidential paragraphs are sometimes used to allow the writer to provide more evidence for a particular point made in a standard paragraph. These paragraphs act as an extension of the point made in the previous paragraph by supplementing the points with further, important evidence. In some fields, like in psychology where individual case studies are often used, there are occasions when there will be several evidential paragraphs for each sub point since the amount of evidence gathered is important to the proving of the point. Evidential paragraphs contain the following elements in order: 1. Begin with a topic sentence or a transition that reiterates the main point of the previous paragraph to remind the reader of the point under consideration. Paragraphs do not begin with quotations or other kinds of evidence. 2. Next, the writer introduces the next piece of evidence for the point as outlined for standard academic paragraphs above. 3. Then the writer provides the actual proof or evidence, followed by the necessary documentation as outlined above. 4. Next, writer must again explain the meaning of the evidence as outlined previously. [Repeat steps 2, 3, and 4 as needed to provide additional, corroborating evidence. To avoid unwieldy paragraphs, keep in mind that a paragraph must have a sense of unity and that usually academic paragraphs run about 1/2 a double-spaced page in length. Therefore, put like evidence together in a paragraph, but use separate evidential paragraphs for items that defy categorization or if you have an overwhelming amount of evidence that you feel must be presented.] 5. The paragraph closes with either a summation of the point and, perhaps some kind of transition to the next point. D. Introductory Paragraphs All essays contain some kind of introductory paragraph or paragraphs. Often, this is where we feel that we can be the most creative in our writing because there are so many ways to begin an essay. Introductory paragraphs usually begin with a hook to draw the reader into the paper and, most often, end with the overall thesis of the paper. Sometimes the thesis includes a forecast of the papers major points. The hook might be a pithy quote, a brief anecdote, or hypothetical situation. Hooks can also be overviews of the problem or of current research on the subject. When using a hook, keep in mind that it should be handled like evidence; thus, it must be clearly introduced, documented, and explained. And, like evidence, it should be pithyshort and to the point. You dont want the reader getting lost in the hook and never get to the point of the paper. In short papers, of 900-1200 words, introductions are usually one paragraph in length. In longer papers, they may run two to three paragraphs. In books, they could run to a whole chapter. Stereotypically, the academic conclusion is merely a repeat of the essays main points and overall thesis. A truly innovative conclusion may repeat the essential point, but suggest other avenues to pursue with the topicsuggesting your awareness that you are only one voice in an on-going discussion of the topic. E. Standard Paragraph Checklist Use the following checklist to analyze the format of your papers paragraphs. If a particular paragraph does not fit the standard format, re-evaluate it: does it at least fit the format of an explanatory, evidential, or introductory paragraph and is its format consistent with the purpose of the paragraph?

Relevance of attachment theory

Relevance of attachment theory As there have been many studies carried out in child development this essay will breakdown its content into the history of attachment theory and the basics of how it works. Mary Ainsworth was well known for her Strange Situations study and this essay will give a brief description of the experiment and its outcome and will be critically explored. As social deprivation is still a common factor in todays society this essay will define what is meant by social deprivation and then will investigate the consequences this has on children that have been reared in that environment. It will then show a study of children raised in orphanages and institutions and demonstrate how the effects of having no attachment to caregivers can have a negative result on their development. Many studies relating to attachment throughout the lifespan and attachment in adulthood have been carried out and this essay will break down these studies and determine whether the outcomes are conclusive or not. Finally a c onclusion will be given on the relevance of attachment theory and how individuals have formed and developed throughout the life course. Attachment theory is the work of John Bowlby and Mary Ainsworth. Bowlby devised the basic system of the theory which was to reform our understanding about a childs connection to the mother, and the disturbance caused through separation, deprivation and bereavement. Ainsworths techniques made it possible to expand the theory and has contributed towards some of the new direction that it has taken up to date. Ainsworth gave the idea of the attachment figure as a secure base from which an infant can investigate the world; she developed the concept of maternal sensitivity to the infant signals and its role in the development of infant mother attachment patterns. Bowlby summarised that for a child to grow up mentally healthy, it needs to experience a warm, intimate and stable relationship with its mother. He accentuates on the primary carer as being female, claiming that he did not agree that dependency is established with a secondary supporter. (Bretherton, 1992). The three characteristi cs of attachment theory are secure attachment, ambivalent attachment and avoidant attachment. Securely attached children show the slightest distress when parted from their caregiver; this is because they feel secure and are able to depend on their caregivers, the children feel at ease in seeking out their caregiver when frightened. When a parent or caregiver leaves an ambivalently attached child, they will become very distressed. This is the outcome of poor maternal connection as the child can not depend on the caregiver when in need. Children with avoidant attachment are likely to avoid caregivers. They show no difference of emotion between a caregiver and a complete stranger. Research shows that this is the result of abusive or neglectful acts by the caregivers. (Wagner, 2009). Mary Ainsworth constructed an assessment technique called the Strange Situation Classification. (SSC). She investigated the security of attachment in one-to-two-year-olds in the strange situation study to f igure out the nature and types of attachment. Ainsworth created an experimental procedure observing the various attachment forms demonstrated between caregivers and infants. The infants were between 12 and 18 months old and were placed in a small room with a one way glass window so that they could be observed. Over the space of 21 minutes, managed in 3 minute sessions the following episodes were conducted; mother and infant were left alone, a stranger joins the mother and infant, mother leaves infant and stranger alone, mother returns and stranger leaves, mother leaves so infant is totally alone, stranger returns and then lastly the mother returns and the stranger leaves. Ainsworths findings during this study were that the child suffered separation anxiety-the child was distressed when the mother left, stranger anxiety- avoided the stranger but was friendly when the mother was present and finally the child displayed a reaction when reunited with their mother. (McLeod, 2007). The str engths of SSC are that it is a reliable study. It delivers dependable results and has become accepted worldwide as a method for measuring levels of attachment. Although the study has positive outcomes it can be criticised that the attachment is only focused on that between the mother and child. There is no mention of the other parent or grandparents to whom children can have an attachment bond with. (Lamb, 1978) Other research has found that the same child may display different attachment behaviour on different occasions. When a childs circumstances change their attachment may also alter, if family circumstances were to become different. (McLeod, 2007) Social deprivation can be defined as being denied suitable and responsive interaction with others, whether the denial occurred from limitations positioned on a physical ability to be in the company of others or by limitations on an emotional access to others. There are two related elements to this type of deprivation which are social and emotional neglect. Social neglect includes situations where a child is left without a caregiver or when the caregiver can not attend to the child but is present. Emotional neglect is where the caregiver denies affectionate physical and emotional contact. They ignore all signals of distress from the child and do not give any reassurance, encouragement, comfort and stimulation. (Provence and Lipton, 1962) Researchers have attempted to establish the effects of childrearing in socially deprived environments on child development. Studies have been carried out on the development of children from institutions and orphanages who appeared to have few social and emotional interactions compared to home-reared, securely attached children. During these studies it was found that children reared in socially deprived institutions developed differently to the home- reared children. Barbara Tizard and Anne Joseph conducted a study on orphans that lived in a clean three-storey building which looked like an institution as opposed to a house. The orphans complied with the caregivers demands and rules resulting in the orphanage being quiet and orderly. Beds were separated from each other by glass cubicles. There was shared eating; toileting and play facilities were within a large group of children. The infants and younger children spent up to 20 hours per day in their cubicle-like cribs, which restricted their movement and resulted in solitary confinement. Even during duties such as nappy changing and bathing, social interactions were kept to a minimum. (Tizard and Joseph, 1970). As the orphans were socially deprived they had less opportunity to witness models of appropriate behaviour. They were not engaged in the usual maternal process that secure home-reared children are given. Provence and Lipton (1962) observed the poor quality of peer interaction between institutionally reared children. Their report indicated that the infants showed little interest in one another even though they had been placed closed to one another in their cribs. This therefore prevented them from developing friendships. When compared to home-reared children, the children from the orphanages and institutions appeared to show different behaviours varying from aggression to irregular friendly behaviours. As a result of being reared in a socially deprived environment the children develop feelings of low self-e steem and a degenerated feeling of self worth, where as home-reared children, who are securely attached respond to feelings of self worth as they learn that their needs are important. Children aged 9-11 years old who had suffered severe and emotional neglect had displayed health problems. They became aggressive and developed anti-social behaviours. They were found to have poor quality peer relationships and show characteristics such as worry, fear, depression and hyperactivity. Attachment theory would conclude that lower cognitive ability and motor function would be the result for children reared in social deprivation. (Provence and Lipton, 1962) A study carried out by Stevens concluded that children reared in an orphanage that had many caregivers over time yet had high levels of attention and interactions from the caregivers, developed normal attachment relationships. (Stevens, 1971) During the 1970s English childcare authorities reconstructed their residential institutions so that they resembled more of a homely environment. The number of staff was increased to care for smaller mixed-age groups in an attempt to encourage the attachment of staff members to the groups of children. (Tizard and Joseph, 1970) Bowlby believed that the attachment characteristics were carried throughout the life span right through to death. (Fraley, 2004). According to researchers Hazan and Shaver, the emotional connection that develops between adult romantic partners is similar to that of the attachment traits. They noted that the bonds between infants and caregivers and romantic adult partners share the same features such as both feeling safe when they other is nearby, they both share explorations together and they both feel insecure when the other is unattainable. Some adults could be anxious-resistant and worry that they would not be loved leading them to be easily disheartened and angered when their attachment needs are not met. Other adults could be avoidant, seeming not to care much about other people and not having to depend on others and allowing others to depend on them. Whether an adult is secure or insecure in their adult relationships this could be an impression made from their own attachment ex periences as a child. (Fraley, 2004). As infants learn social behaviours through secure attachment bonds, the trust and praise endorsed through these bonds are believed to be the basis for the relationships that individuals build as they move from childhood to adulthood. (Bowlby, 1969). Researchers have argued that the connection between infant attachment and adult romantic attachments are only slightly related yet Fraley and Shaver (2000) state that the theory continues to influence behaviour, thoughts and feelings in adulthood and this hypothesis has remained firm for more than over a decade regardless of the different types of intimate relationships. Attachment theory from the 70s, compared to present day has been criticized for neglecting the internal world. It has been stated that attachment theory should pay more attention to regular distortions of the childs outlook of the external world and that the internal working models can conflict with each other. It seems that attachment theory and psychoanalysis overlap the limits of human knowledge. Both theories assume that the first years of life are the most important for the personality to develop: that the maternal feelings are a common factor in establishing the attributes of object relationships and therefore physic development. Furthermore in both theories, early relationships implement the conditions within which certain critical psychological functions are obtained and developed. Both focus on mental and personality development and emotional disorder. (Zepf, 2006) Attachment theory is now recognized and accepted as a lifespan developmental theory which is important in clinical practice for understanding how early bonding experiences influence psychical and emotional well-being. There is still quite a constricted understanding of what it means to be attached during adulthood. There has been no general agreement on what kind of relationships are acknowledged as adult attachments. As Bowlby (1969) based his child attachment behaviour targets on older figures that are stronger and wiser, this can appear to be deceiving when applied to the changeable attachment behaviour and the sexual nature of some adult attachments. Neither Bowlby nor Ainsworth wrote much about adults and attachment and focused most of their studies on the mother-child relationship, as they believed it had a greater influence on their development. As a result, the information foundation of adult attachment is still developing and not yet final. Early attachment experiences are c arried forward and contribute towards the adult personality. Although the bond may not be as extensive, research has proven that family members, friends and even pets provide elements of attachment. (Sable, 2008). Hazen and Shaver (1987) conducted a study of adult attachment to explore the influence of attachment quality on romantic love. In their report they found that secure attachment was related to happy, loving relationships of adults who received a caring and attentive childhood. Another study carried out by Main and colleagues (George et al, 1996) based on Ainsworths attachment patterns is the Adult Attachment interview. This study was aimed to explore the reasons why adults behave with regards to their childhood experiences. The individuals were asked to relay their relationships with their childhood attachment figures and to bring to mind occurrences which had remained in their memories, for example, separation, loss or rejection. A description was then asked for how their parents behaviour may have influenced their adult personality. Their security was determined by the individuals capability to reflect on their happenings and to be able to describe them in an open and rational manner. The study resulted in finding that there is an attachment behavioural system that stays active throughout life. Although adults do not require the regular physical company of an attachment figure, as they do when an infant, they do need to know that they have trustworthy and reliable sources around when they are feeling scared, ill or just need reassurance. (Sable, 2008) Finally, to conclude this essay, it is clear that attachment is a positive theory and the main negatives are from the studies created relating to adult attachment as they appear to be inconclusive. As attachment focuses on the importance of the amount of affection given in relationships, it seems to be the basis of all underlying problems that are surrounded in mental and emotional reactions emitted by both adults and infants. Social deprivation does appear to create an adverse reaction to children being reared in that environment and thus emphasises and confirms why attachment bonds play an important role in children developing mentally healthily and secure and able to lead a strong and grounded life as an adult. Bowlby, J. (1969) Attachment and Loss, Volume 1: Attachment. New York: Basic Books. Bretherton, I. (1992) The Origins of Attachment Theory: John Bowlby and Mary Ainsworth. Developmental Psychology. 28.759-775. Fraley, C. (2004) A Brief Overview of Adult Attachment Theory and Research. [Online] Available From: http://www.psych.uiuc.edu/~rcfraley/attachment.htm [Accessed 05/01/10] George, C.Kaplan, N. and Main, M. (1996) Adult Attachment Interview Protocol. (3rd Edition) Unpublished Manuscript. Berkley: University of California Hazan, C. and Shaver, P. (1987) Romantic Love Conceptualized as an Attachment Process. Journal of Personality and Social Psychology. 52. 511-524 Lamb, M.E. (1978) Qualitative Aspects of Mother-Infant and Father-Infant Attachments in the Second Year of Life. Infant Behaviour and Development. 1. 265-275 McLeod, S.A. (2007) Simply Psychology: Individual Differences In Attachment. [Online] Available from: http://www.simplypsychology.pwp.blueyonder.co.uk/mary-ainsworth.html [Accessed 06/01/10] Provence, S. and Lipton, R. (1962) Infants In Institutions. New York: International Universities Press Reder, P. Duncan, S and Gray, M. (1993) Beyond Blame. Child Abuse Tragedies Revisited. Routledge: East Sussex Sable, P. (2008) What is Adult Attachment? Clinical Social Work Journal.36. 21-30 Stevens, A.G. (1971) Attachment Behaviour, Separation Anxiety and Stranger Anxiety in Polymatrically Reared Infants. In Schaffer, H(Ed) The Origins of Human Social Relations. New York: Academic Press Tizard, B. and Joseph, A. (1970) The Cognitive Development of Young Children in Residential Care: A Study of Children Aged 24 months. Journal of Child Psychology and Psychiatry. 11. 177-186 Wagner, K, (2009) Background and Key Concepts of Piagets Theory. [Online] Available From: http://psychology.about.com/od/piagetstheory/a/keyconcepts.htm [Accessed 30/12/09] Wagner, K. (2009) Attachment Theory. [Online] Available From: http://psychology.about.com/od/loveandattraction/a/attachment01.htm [Accessed 30/12/09] Zepf, S. (2006) Attachment Theory and Psychoanalysis. International Journal of psychoanalysis. 87. 1529