Leaderships: Gender and Characteristics Essay

Leader from different gender can bring good and bad to organization. However, studies shows bad and good leader can be from both male and female leaders. From the follower’s perspective, there were no significant indicators shows either male or female leaders is the worst or good leader (Singh P., Nadim A.& Ezzedeen S.R, 2012) In recent years, more and more women becoming a leader in organization, here in Malaysia itself, Bank Negara Malaysia is led by a women. This topic, Leadership style and gender had become interesting and most intensely studied in the field of Leadership. The purpose of this articles is to identify leaderships styles by different gender and what are the characteristic identified as a good or bad leaders for each gender. Some characteristic may share by both gender and some may be uniquely to one gender. By identifying these criteria we should be able to further identify which styles significant for each. Literature Review Leadership in organization is defined as a process of influencing the activities of an organized group in its effort toward goal setting and goal achievement (Stogdill, 1950). By the definitions, we can firmly confirm that either male or female can be a leader which the long belief that leadership effectiveness equates with masculinity and being male (Eagly & Karau, 2002). Gender differences in organization leadership’s style is still full of ambiguity and paradox despite the number of studies done to address the topic. There are still unanswered questions (Moran, B. B., 1992). Further study in gender differences in leadership style were further studied by Eagly and Johnson (1990). The findings indicates that women were more participative or democratic compared to men. Men were more directive or autocratic than women. Contingency theory suggest men and women use different approaches to leaderships, women focus on social and emotional concerns and being supportive of their members whereas men are more task oriented (Gray, 1992). This two characteristics, referred as democratic and autocratic leadership styles. Traditional leadership models and expectations are still in place, presenting challenges for women in such roles. An exploration of gender stereotypes about leadership serves as a foundation for positing new leadership definitions and strategies for successful negotiation of leadership roles. In the Malaysia, career expectations for both women and men have shifted over time. If women are in professions in which leadership is expected, additional concerns related to this pressure may be raised. C. West and Zimmer- man (1987) suggested that gender is in fact an action that allows individuals to ascribe meaning to daily functions and describe the way that specific gender roles enable and enhance certain functions. Bem (1974) began the discussion on gender in the late 1970s and presented a gender continuum. She suggested that androgyny is the sought-after perspective to highlight the best of a person’s masculine and feminine sides, rather than the traditionally prescribed focus on gender roles for men and women. The androgynous approach is meant to liberate men and women to more freely express themselves and their masculine and feminine qualities. Discussion Traditional perspectives and gender roles may be denigrated by some and expected by others. Thus, the female leader is left in a quandary. As gender, an issue worthy of regard, has received more attention, gender’s role in career transitions, career choice, and career success has been studied. Learning how to be a leader may present yet another challenge for female leader. Considered within the framework of feminism, mentoring itself may be counter to ideals of equality by virtue of the imbalance of power inherent in the relationship. However, such an assumption is based on the traditional notion of mentoring relationships in which there is a teacher and a student. Wary of being perceived as having a separatist attitude, many women tacitly agree to â€Å"play the game,† whose rules were made by the men who typically held the power, and attempt to get ahead professionally by following the traditionally male-oriented routes to success. Other women may feel marginalized by this perspective and fear that they will not be able to get ahead without sacrificing family, relationships, or their personal well-being. Many men are faced with an even greater challenge to uphold the masculine gender role expectation to be career-driven and success-oriented, when in fact they may prefer to spend more time with family, friends, and generally nurturing themselves and their relationships (Staggenborg, 1998). Through historical examples and traditional organization leadership, women may receive the message that assuming leadership means they must sacrifice in other areas of their life. Perhaps the definitions and portrayal of leadership are in need of exploration to address their inherent challenges to different gender. Examining traditional definitions of leadership, leadership styles, and the role of gender in leadership provides a foundation for understanding these challenges and creates a platform for opportunities for reform and support. J. D. West, Osborn, and Bubenzer (2003) suggested three leadership dimensions: context, vision, and action. Context involves exploration of the population or task, vision reflects work to achieve an intended goal, and action moves people and process toward change and improvement. Leadership requires one to be an advocate for a profession, a cause, or a task (J. D. West et al., 2003). Similarly, Borders and Shoffner (2003) defined leaders as individuals who are change agents, social activists, and catalysts in their disciplines. In the counseling profession, leaders may be in various positions and serve myriad functions. Given these functions, leadership may be a sought-after quality. The degree to which a daily work is construed as fulfilling a leadership role may be a reflection of the profession’s definition. Leadership Styles It is perhaps the manner in which one leads that distinguishes style and perception of ability. Collaborative, transformational, and context-driven leadership styles are inherently geared toward stereotyped interpersonal leadership styles attributed to women. At odds with the traditional view of how women should behave are the characteristically male leadership styles that are driven by authoritarianism and swift decision making. A qualitative study of eight female leaders suggested that women’s leadership attributes and behaviors are actually an interaction between personal, interpersonal, and professional domains (Black & Magnuson, 2005). Black and Magnuson (2005) highlighted authenticity, compassion, and vision, respectively, with the three domains they identified. It might even be suggested that the traditional hierarchical model of leadership, challenged by feminist efforts to equalize power (Humble et al., 2006), runs counter to the actual lived experience of women’s leadership. An individual’s leadership style reflects a unique combination of personality traits and professional goals and vision (Black & Magnuson, 2005). It is assumed that leadership style will correlate with success. Yet, the myriad books describing leaders across disciplines do not advocate a specific leadership style (e.g., J. D. West et al., 2003). Leadership Theory: The Role of Gender Leadership, by implication, suggests power. Yet, power comes in many forms and, historically, addresses issues of oppression. Dimensions of race, gender, and class have been conduits of oppression. Gender has not been fully explored within the context of oppression and may have a place in discussions of hierarchy and power (Murray, 2006). Stepping into a leadership role can be a means of exerting power over traditionally oppressed groups or, conversely, a means of reacting to one’s own history of oppression and thereby exerting one’s first experience with power. Multiple cultural identities have challenged the stereotypes of leadership. For example, Bradley (2005) discussed the traditional stereotypes for professional African American women as either â€Å"Mammy† or â€Å"Sapphire,† referencing instead the nurturing and strength they bring to their professional roles. There are penalties for holding professional roles that by nature do not fit with the stereotypes of African American women, including criticism by other. Traditional masculine and feminine traits are stereotyped in terms of leadership potential. Women in leadership positions are often expected to demonstrate typical masculine traits such as decisiveness, authority, and directness. Women are perceived to work from a care and relational orientation, and these traits may be inconsistent with the traditional concept of leadership (Gilligan, 1982). However, concepts of patriarchal power and hegemonic masculinity challenge women to uphold traditional gender role expectations (Coleman, 2003). Participants in a qualitative study of female head teachers in England and Wales found advantageous ways to step outside of the male role (Coleman, 2003). Several participants in this study discussed using â€Å"feminine wiles† and having different interactions with men to achieve their professional functions. Whether decisiveness, authority, and directness are indeed reserved for men and masculine behavior is a multilayered question that addresses surface behaviors and, more deeply, effective leadership styles. There are distinct challenges for women who wish to assume leadership positions, either by choice or by nature of their abilities.. The profession must move beyond leadership stereotypes to which female leaders may conform and promote the strengths of each individual. Similarly, consistent with the profession’s multicultural and social justice emphases, provisions must be made to consider individuals’ personal strengths rather than assume that they must change to effectively lead. Stereotyped gender perspectives are generally unintentional and based largely on personal belief systems and experiences (Staggenborg, 1998). The organization might even benefit from female leaders who, as a way to validate women engaging in similar struggles, publicly share the challenges they face in their effort to balance multiple roles and responsibilities (Steiner, 2006). Mainstream authors (e.g., Warner, 2005) have suggested that organizational and societal infrastructures must change if women and men are to be equally successful. Providing child care at conferences, offering flexible work schedules, and identifying differential markers for success and accomplishment have been recommended (Levitt & Hermon, 2009). Defining leadership in terms of action and style rather than position and power is a framework that organization may endorse. Even exploration of the professional literature can have an impact on this perspective. Exploring gender differences with respect to social context, not simply a male–female dichotomy, may provide greater meaning in the explorations of human development and counseling phenomena (Yoder & Kahn, 2003). My experience working with different gender either as a manager or subordinate, show a different aspect, characteristic and behavior of male and female leader. Most Malaysia male leader are more democratic, task oriented and open minded. Female leader on the other hand, adopt and strict follow the rule leaderships. However, no studies show that women are bad or worst leader. This may due to more male leader compare to women leaders. If both gender are equal in leadership role, some significant finding will can be shows. Currently, more women report to male manager/leader. The perception on good or bad leader will be totally based on their experience. However, some consideration should be make, to just good or bad leader. Some studies show, if leader either male or female which have characteristic as empowering, knowledgeable, inspiring were consider as good leader. If male or female who have characteristic as autocratic, unaspiring, degrading and manipulative is voted as bad leaders. This can be seen in our daily work. Due to challenge, male and female who able to cope with pressure in either work or family life plus with hectic lifestyle today, they will become a good leader. Those who failed to cope with all the pressure, will somehow effecting their leadership’s style. Some studies show that male have strong understand of their good or bad leader compare to women. Even in dyad relationships, male to male, female to female relationship should be good for organizations, but study show, men prefer male as their leaders.

Math in Early Childhood Article Review Essay

Math Journal Review The purpose of this article was to explain the use and importance of programs such as the, â€Å"What’s the Big Idea† program instituted at the Bennington Library in Vermont. The â€Å"What’s the Big Idea† program aims to provide librarians with techniques and tools for introducing preschool and kindergarten students to science and math through literature. Picture books and stories are used a lot because stores are great conveyors to memorable messages about since and math. It also gives children the tools they need to be able to look at books and seek out math and science concepts and connections within the text. The program focuses on child directed and hands on explorations rather that adult directed instruction allowing the children to gain personal acts of discovery through play. â€Å"What’s the Big Idea† focuses on four main math and science concepts; numbers and operations, patterns and relationships, changes over time, and geometry and special sense. For each topic there are activities, projects, and books that correspond with the chosen topic. There are different activity centers that are also set up. Some are set up for large group and small group and some are set up for independent exploration. They offer things such as interactive graphs, geoboards, jars with small objects for sorting, blocks, and other manipulatives. Something new that I learned was that I didn’t know that libraries offered programs like that. I knew that had reading groups and programs but I didn’t realizes that there were also libraries that offered programs to also promote math and science concepts as well. I like how they use books first to gain an idea and then tie it into math and science by exploring the concepts in the story a little further to better their understanding not only of the story but of the math and/or science behind it. A way that I can see this information being useful in the future is to have programs like this available to all libraries nationwide. In the article it said that it started out in Vermont and spread to libraries in New York, Delaware, and Texas. With children having access to programs like this from the preschool level they will then enter kindergarten with a greater knowledge base and with deeper understanding of the math and science concepts that they will need for the rest of their lives.

Vinland Saga’s

VINLAND SAGAS: THE QUEST TO NORTH AMERICA BY: KAMALJOT BRAR 5206404 HISTORY 1F90 PREPARED FOR: AARON RODENBURG 3, THURSDAY, 1000-1100 DUE: OCTOBER 11th 2012, SUBMIT: OCTOBER 11th 2012 A saga is described to be a short story with historical significance that summarizes in detail events that took place during a certain period of time. In terms of Ancient Scandinavia and the Viking Age, sagas are stories of voyages of Vikings that include subjects like migration, battles, and family and inter-societal interactions.These sagas were written by unknown authors well after the actual events occurred. The Vinland Sagas translated by Keneva Kunz and edited by Gisli Sigurdsson includes two accounts of the Norse voyage to North America; The Saga of the Greenlanders and Eirik the Red’s Saga. Both sagas help to describe the journey to discover North America. However, each tell the prose in a different perspective. The differences between the two sagas include the initial accidental discover y of lands west of Greenland, the discovery of Keel Point, and the voyage by Thorvald.On the other hand there were also similar aspects of the sagas that include the way the western lands were discovered and named, the story behind Leif and the shipwrecked crew, and the length of the voyages. While both sagas are detailing the events of the Icelandic migration to North America, they are not completely identical in the way the events are summarized. One difference between the two sagas is the initial discovery of the lands to the west of Greenland. In The Saga of the Greenlanders, after Bjarni initially noticed the lands to the west, curiosity spread amongst the people of new lands.Leif was the first to venture to the West in hopes to find the lands; he soon purchased Bjarni’s ship and led on a voyage of his own with fellow companions. 1 However, Eirik the Red’s Saga records the initial discovery of the new lands by the voyage by Karlsefni and Gudrid who were accompanie d by Freydis, Thorvard, Thorvald, and Thorhall. 2 This shows the discrepancy between the sagas and questions validity of who actually found and named the lands. The 1 second difference between the two accounts is the origin of Keel Point.The first saga tells the reader after Thorvald’s ship was wrecked, he announced to his companions that the spot of this unfortunate event will be called Keel Point. 3 Instead, the second saga reveals that Keel Point was just another piece of land named by Karlsefni and Gudrid’s voyage, after they witnessed seeing a keel of a boat around that area. 4 This difference outlines the different perspective the writers had in the story, it forces one to question the meaning of that ship wreck. Another difference is the role of Thorvald, and how it differs between the two sagas.Thorvald in the first saga is seen more independent as he leads his own voyage with his own companions after he thinks Leif did an inadequate job in exploring Vinland. 5 His role in the second saga is altered. He does not lead his own voyage, instead travels along with Karlsefni and Gudrid during their voyage to Vinland. 6 The less importance of Thorvald in the second saga makes historians believe that the writer of the first saga could have been closer to Thorvald which gives him more of an image. Along with the differences, the sagas do have many details of the voyages that can be closely comparable.In both the sagas the reader is told about the discovery of the lands west of Greenland by an accidental occurrence. The first saga describes Bjarni’s discovery of the lands to happen after his ship is blown off course to Greenland where he was going to meet with his father. 7 This is similar to the second saga where Leif finds Vinland by chance, when he is tossed about in the sea while on his way to Greenland to spread Christianity. This allows one to validate the route taken by the voyagers to North America. Another similarity between the two accounts is the story about Leif and how he earned the nickname Lucky.In the first saga, Leif comes across a group of stranded men 8 2 on a skerry and ends up rescuing fifteen of them. 9 This story is alike to the one from the second saga. Leif on his way to Greenland comes across a shipwreck, where he finds men in trouble; he ends up taking them home and sheltering them during the winter. 10 Thus, he gains the nickname Leif the Lucky. This similarity not only shines light on Leif Eirikkson, but also helps to confirm Leif’s voyage to Greenland, since both the accounts agree upon the event.The last similarity is the close connection between the lengths of the voyages. During Leif’s voyage in the first saga it is said that the time spent at sea between one point to another was two days. From Markland to the discovery of Vinland it took Leif two days at sea. 11 Likewise in the second saga the voyage of Karlsefni and Gudrid had similar lengths to the voyage of Leif. Ident ically to Leif, Karlsefni’s voyage from Markland to Vinland also took two days at sea. 12 Since both sagas describe the oyages to have taken the some amount of time, it allows historians to value this source in validating the discovery of the lands because there is no discrepancy between the length of time spent at sea. As a secondary source The Vinland Sagas prove to be a valuable piece of history. Not only because the sagas are the only account available from the 11th and 12th century, but that the accounts together help to piece together the voyages made by the Vikings to America. Together the sagas compliment each other because they help to give different perspective of the Vikings discovery.Since there are many similarities between the two, it allows historians to infer that the sagas truly are factual pieces of evidence to the past. They are also important because it removes the stereotype of the Vikings being nothing but pure savages. It shows that the Vikings were suc cessful pioneers and made profound discoveries 3 In conclusion the sagas hold both differences and similarities. The differences they had was the person who initially had discovered and named the new found land, the origin of the place called Keel Point, and the role of Thorvald as a voyager.In contrast the similarities they held included the naming and way the lands were discovered, Leif’s reputation of being Lucky, and the identical travel time on sea. Although the sagas may fluctuate with the differences and similarities, this source of history is still very feasible and valuable when looking back to the 11th and 12th century during the Viking Age. 4 Notes 1. Gisli Sigurdsson, â€Å"The Saga of the Greenlanders† In The Vinland Sagas, trans. Keneva Kunz (London: Penguin, 2008), 5-7. 2. Gisli Sigurdsson, â€Å"Eirik the Red’s Saga† In The Vinland Sagas, trans. Keneva Kunz (London: Penguin, 2008), 40-41. . Sigurdsson, Greenlanders, 10. 4. Sigurdsson, Eiri k the Red, 41. 5. Sigurdsson, Greenlanders, 9-10. 6. Sigurdsson, Eirik the Red, 40. 7. Sigurdsson, Greenlanders, 4. 8. Sigurdsson, Eirik the Red, 34-35. 9. Sigurdsson, Greenlanders, 8-9. 10. Sigurdsson, Eirik the Red, 35. 11. Sigurdsson, Greenlanders, 6. 12. Sigurdsson, Eirik the Red, 41. 5 Bibliography Sigurdsson, Gisli. â€Å"Eirik the Red's Saga. † In The Vinland Sagas. Translated by Keneva Kunz London: Penguin, 2008. 23-51. Sigurdsson, Gisli. â€Å"The Saga of the Greenlanders . † In The Vinland Sagas. Translated by Keneva Kunz London: Penguin, 2008. 1-23. 6

Violence and politics can hardly be separated Essay - 1

Violence and politics can hardly be separated - Essay Example While some authors and writers dispute the necessity of engaging in violence to get or maintain political power, there are those who contend that there can be no achievement of political power without violence. In this sense, therefore, violence is a significant part of political violence. For this reason, this paper will present an argument to ascertain whether violence plays any significant role in politics. It is an evident fact that violence and politics cannot be separated. This is because of the way that violence is considered to be a significant economic power. With it, it is possible to eliminate any chances of colonial regime within the society. As such, an oppressed society can work well using violence to ensure that it gives its citizens the much desired right to be free and safe. Most of the time, violence has been considered to be an intrinsic factor in the realm of politics. This is also the feeling that is experienced towards violence by the public. However, it is supposed to be conducted in a particular manner that brings about the desired benefits. Without this, then it turns out not to be justifiable and undesirable in politics as well as to the general public. In order to understand the important role of violence in politics, it is imperative to realize that there is a major difference between violence and force. Although the two terms might seem to be interchangeable, they are highly distinct in their nature. This can be evidenced by the Indian anti-colonial movements in India. They were non violent but as they are envisaged by Mohandas Gandhi they were displayed through the use of full force. In the same way, there were the non violent but forceful civil rights movements that were led by Martin Luther King Junior in the United States. A major distinction is shown with the majority of the civil wars, which have cracked most of the African countries in the recent past. They also include the urban

Demonstrate the evidence of activities Essay Example | Topics and Well Written Essays - 1500 words

Demonstrate the evidence of activities - Essay Example I made it certain for this day to mark as the beginning of a lasting bond. 1b. Demonstrate an understanding of factors that influence how students integrate into practice Our work requires being up on your toes and having those same toes stilted by nothing less than education, skill and confidence. I believe that my student will best attain these if I were to groom my pupil following the strictest standard of well-roundedness, discipline and competence. For this reason, I introduced my student to my co-workers and permitted the creation of working relationships amongst them so that my student will have an alternate source of training and instruction. I believe that allowing my student to assist other nurses and health practitioners will provide her with the necessary consciousness necessary for her to ascertain her commitment and passion for the job. 1c. Provide on-going and constructive support to facilitate transition from one learning environment to another With my student gaining enough foothold to consider her as being able to adapt well into the responsibility required in this field, I talked to her and made her promise to come see me anytime she feels uncertain or hesitant about a particular duty. I also gave her instructions to feel free to ask her superiors and not be intimidated and reticent to voice out her concerns or questions. My student and I chanced upon an opportunity to talk and I told her of the time when I was starting in on my career and had to undergo everything that she is going through including the uncertainties, misgivings and exhaustions. I told her that she is free to come up to me anytime and that I would not hesitate to lend my support and even willing to see her as a friend to help her through and not her mentor. Domain 2 – Facilitation of Learning 2a. Use knowledge of the student’s stage of learning to select appropriate learning opportunities to meet their individual needs Before commencing on the mentorship progra m, I have already created an outline detailing the tasks that would comprise the duties and responsibilities in the field. I listed down the tasks according to its degree of difficulty and I endeavoured to group together the tasks that are manageable and packed them in one or two days, while the more difficult task, I opted to spread out into more days. I believed that indoctrinating my pupil with the obligations in the field in a gradual manner would enable her to perform better as she would be able to have mastery of the tasks at hand. Allowing her to gain sufficient knowledge in performing assignments in phases would allow her to adapt and cope with the life in the field better and more effectively. 2b. Facilitate selection of appropriate learning strategies to integrate learning from practice and academic experiences With the relative acceptance and assistance that my mentor and I get from the other staff members, I was able to gain insight as to how to handle my pupil as would enable the best manner to instil certain matters into her training. I realized, from a remark made by a co-worker that my pupil is actually very hard working and is set on learning new things. She remains objective even during toughest and critical moments and she seldom gets nonplussed even when under extreme duress. Furthermore, I was able to observe that my pupil responds positively to commendations

Case Study Essay Example | Topics and Well Written Essays - 750 words - 30

Case Study - Essay Example It is worth noting that for increased size and ability to sustain global positioning, Logitech have acquired some companies such as Intrigue Technologies to harmonize its remote controls, Connectix for its webcams, Slim Devices for its music systems, and Labtec for its audio functionings (Cellich, 1997). Logitech has also retained its strength in the market due to its ability to innovate and diversify. This is shown through the introduction of; computer keyboards, a digital still camera, a headphone/microphone, coupled with a joystick gaming applications. In addition, there is a web camera on a flexible arm. The innovation ability has to be continuous since the attitude and taste of consumers always changes, and this gives designers and obligation to continue to be at their best to ensure they continuously meet the consumer demands. The growth and subsequent increase in size of Logitech will affect the speed of decision making as the organization and management structure become more and more complex (Zoltay Paprika, Wimmer & Szanto, 2008).This is because most of the company follow a decision structure that is long and tedious wasting a lot of time in the process before the top management that has the power to make a decision get enlighten. However, key decision that involves expansion and positioning are discussed by the top organ of the management and that has to take patients and time. Therefore, it is logical to point out that the global dominance and expansion will affect the speed of decision-making, and various strategic method exist that can be used to improve such time and make Logitech more competent. Business success depends fully on the decisions of the management and such simple measures if not well handle can result in the downfall of a company (Ilori & Irefin, 1997).In large organization, decision -making runs from the executives to the

Human resources - Feedback Research Paper Example | Topics and Well Written Essays - 1000 words

Human resources - Feedback - Research Paper Example However, the team members may not all be saints, but it is noteworthy that every team member feels respected in order to establish a conducive work environment for all (Deforest, Largent, & Steinberg, 2005). In this regard, the objective of this report will be to facilitate positive feedback from Drew without creating any negative feelings and ensuring that he sees the effects of his behavior to the other team members. This will be through investigation in to the matter as a payroll manager without victimizing any employee before arriving at any concrete decision. Further, the report will provide a basis for creating articulated feedback in which communication of the managerial expectations shall be appropriate. The information gathering process Ideally, obtaining of feedback is a delicate process in which one’s intentions may become ill intentioned to those who may not understand the purpose. In this regard, the information gathering becomes the tricky aspect in the complete feedback process. Essentially, it will be appropriate to start with the employees before engaging Drew in the process. For instance, calling the team members during separate times of the working day will be effective in acquiring the information required. This should be in utter discretion and information by the team members within the department should be discrete in order to avoid victimization and animosity. In essence, Drew might develop a disliking attitude if they become aware that a certain employee portrayed him in poor taste. According to Deforest, Largent and Steinberg (2005), communicating with Drew will be the last step in the process in that consideration, assertiveness, and behavior control are some of the traits that need to emerge during the communication process with Drew. As a build up, clarity in the purpose of the meeting is a key aspect in which Drew needs to be well aware of in that he should understand that the meeting is not an attack on him. The purpose of t he meeting becomes to try changing his behavior to create a friendly work environment. Applying the feedback principles and the legal implications involved An appropriate venue where the conversation will take place is also a factor that needs considering. For instance, the meeting should be within the confines of the company in order to portray the problem as a serious work related issue. The information gathering starts immediately after complain arrives to the attention of the manager. The conversation should ensure that it maintains eye contact with a firm tonal voice (Deforest, Largent, & Steinberg, 2005). Empathy or sympathy should not reflect at any time, as this will be a sign that the issue is not as heavy as it should be. In addition, the posture during the communication should be upright to ensure that Drew does not look aware because of drifting from the conversation. The shoulder level should be of the same level to influence concentration and immediate response. During the meeting, active listening and not being judgmental when it is Drew’s turn to speak will be essential in the facilitation of an appropriate response to the changing of the behavior. Absence of attention during the conversation will prevent Drew from sharing the reasons why he behaves that way; hence, it will be impossible to help him change his behavior. In addition, avoiding of assumption of intent during the feedback process is vital, and facts should

The Effects of the Great Depression on Children Essay

The Effects of the Great Depression on Children - Essay Example It is an idea of creating a clinic, which will give the needed services to the children who are economically challenged families. For this clinic to be successful and efficient, some employees must be involved. They must be qualified to be dedicated to their work. They must be equipped to develop a health center with services that focus on the prevention of some diseases (Dunlop, 1995). Two doctors must be hired, and four nurses who will help to provide the necessary services. The support staffs hired should be from the local for the benefit of the community. Equipment is the most essential, therefore, spending a lot to purchase and maintain will enable the doctors and nurses perform their work effectively. The staff should be there to give the needed support to the doctors and nurses (Dunlop, 1995). The clinic will handle approximately 150 children in a day. The possible challenges might be the shortage of employees and equipment to be used. Lack of support from the government to the clinic will be a challenge too. Children who may not get the required service may get a referral to other hospitals. Those who cannot afford the stated cost may acquire medical cover early enough for future

Microsoft in Japan Term Paper Example | Topics and Well Written Essays - 1000 words

Microsoft in Japan - Term Paper Example This paper illustrates that Bill Gates and Paul Allen founded Microsoft Company in 1975. The company’s headquarters is in the US and they develop, sell, support, manufacture, as well as license computer soft wares. The company has over one hundred thousand employees and the computer soft wares they sell include the Microsoft office, windows operating software and internet explorer browser. The multinational company also sells hardwares such as phones, tablets, and the X-box games console. The company estimated its revenue to be around $77b by 2013. The Knowledge Assessment method is used to analyze challenges and opportunities that the company encounters following investment in a foreign company. Like in the case of a clothing line company that expanded its market globally, it faced many challenges. Being a small business, it should have first invested in its educating the employees on possible challenges and how to deal with them. The government policies were very different f rom their home country, and they had difficulties adjusting to the forms of taxes as well as importation policies. The company was also not aware of taxes and quotas that the foreign government had imposed on the sale of imported clothes and they ended up making a loss instead of expected profits. In analyzing the industry, organization, as well as investment analysis in Japan, the costs of starting a business in Japan have reduced drastically since the domestic recession and resulting price deflation of the past 8 - 10 years. Office rents and the values of land have also declined since the bursting of Japans property bubble toward the end of the 1980s. After the domestic recession, many companies in Japan reduced the summer and winter bonuses that they had traditionally paid to their employees.

Obesity Debate Essay Example for Free

Obesity Debate Essay In the five section article, â€Å"Rethinking Weight† by Amanda Spake, the author outlines the conflict surrounding whether obesity classifies as a disease. Spake discusses the prevalence of obesity in America and sheds light on the idea that obesity may contain genetic roots. The article continues with the author’s insights into whether weight or fitness retains the most importance. Spake concludes the article with thoughts on the growing concern of insurance coverage and obesity treatment. The author claims that â€Å"At the heart of this obesity epidemic is a debate over whether obesity is a biological ‘disease’ and should be treated like any other life-threatening illness – cancer, heart disease – or whether it is simply a risk factor for these killers† (282). Spake successfully supports the claim by incorporating a narrative account, explaining the biology, psychology, and scientific research of obesity, and stating how society may already classify obesity as a disease, but Spake strays from the idea of obesity qualifying as a disease when she describes the role insurance companies play when paying for obesity treatment. The article begins with a narrative account of Maria Pfisterer. Spake uses Maria Pfisterer’s story to reveal the struggles obesity and dieting inflict upon a person. According to the author, Pfisterer’s many attempted diets, in terms of weight â€Å"All resulted in a little lost and more regained,† which supports the idea of weight and dieting inflicting a constant burden in the lives of many Americans (282). Spake also included in the story of Pfisterer’s weight battle the idea that no matter how hard Pfisterer tried to lose weight or what method Pfisterer thought to try, the weight never permanently disappeared, which in turn supports the concept of obesity being more than just a physical ailment. The author also discusses the possible treatment of gastric bypass surgery for Pfisterer, which remains unavailable to Pfisterer due to the high cost and specific criteria an individual must possess in order to receive the surgery. The narrative story provides an appeal to emotions by showing one woman’s struggle with weight and the effect that struggle embodies in Pfisterer’s life. The story also provides a persuasive element, influencing a want for Pfisterer to achieve her personal weight goals. The author pinpoints a person’s biology and psychological state as possible factors in the development of obesity. Xavier Pi-Sunyer from the Obesity Research Center at St. Luke’s-Roosevelt Hospital suggests â€Å"†¦obesity is a biologically determined process† (282). Many weight researchers also believe that â€Å"obesity is controlled by a powerful biological system of hormones, proteins, neurotransmitters, and genes that regulate fat storage and body weight and tell the brain when, what, and how much to eat† (284). Rudolph Leibel, a Columbia University geneticist, also states, â€Å"I believe there are strong genetic factors that determine susceptibility to obesity† (285). The given beliefs demonstrate how obesity qualifies as more than a personal decision. A person’s biology resists changes; therefore, the idea of obesity as a biological condition contains validity for Spake’s claim. The author also includes Brian Wansink’s perspective, â€Å"obesity is not just biology; it’s psychology† (286). The brain plays a key role in how obesity operates differently in individuals. The author continues to explain how, psychologically, obese individuals hold no control over the eating habits the overweight display. Spake’s inclusion of biological and psychological ideas presented by reliable professionals persuades critical audiences to agree with the author’s claim. Scientific research also plays a part in the obesity debate. Spake uses a variety of logos and ethos information to support the claim of the ongoing debate over the classification of obesity. The article incorporates the use of statistics from various studies on weight and obesity to solidify the author’s beliefs. The author gives a shocking statistic that â€Å"A majority of Americans—now 64   percent—are overweight or obese and struggling to conquer their expanding waistlines before their fat overtakes their health†¦Ã¢â‚¬  (282). A study done of twins showed that 20 to 70 percent of weight issues developed through inheritance. Another study conducted by RTI International and the Centers for Disease Control and Preventions stated, â€Å"the nation is spending about $75 billion a year on weight-related disease† (283). Spake even includes the statistic saying that, â€Å"Simply eating with one other person increases the average amount eaten at meals by 44 percent,† which refers to the psychological aspect of obesity (286). The author’s use of statistical information provides a strong backing for Spake’s claim about the obesity debate. Although not officially categorized as a disease, some organizations in society already list obesity as a disease. Spake chooses to include examples of situations in society where obesity may already encompass similar characteristics to a disease. The diseases that result from excessive amounts of weight embody a prominent situation described by the author. â€Å"Almost 80 percent of obese adults have one of these conditions, and nearly 40 percent have two or more,† Spake suggests when referring to diseases, such as heart disease, Type II diabetes, and high cholesterol that relate to the presence of obesity. Another example the author mentions confirms that, â€Å"The WHO has listed obesity as a disease in its International Classification of Disease since 1979.† Spake raises concern as to why obesity still remains uncategorized as an official disease when large quantities of overweight individuals contract other diseases due to the affliction of obesity and when a substantial organization already includes obesity in a database of diseases. Another statistic included in the discussion reads â€Å"About 325,000 deaths a year are attributed to obesity† (283). This shocking statistic sparks the question of why obesity lacks the definition of a disease even further. However, the author strays from her claim when insurance problems come into the article. Bringing the topic of insurance into the discussion provides no backing for any of the author’s claim. Spake chose to incorporate that â€Å"The health insurance industry argues that obesity treatments  can’t be covered†¦Ã¢â‚¬  (287). The claim refers to whether obesity classifies as a disease, not the effect of insurance coverage on those affected by obesity. Also, the author included that â€Å"the cost†¦of treatment and health insurance will escalate† (288). The price tag of treatment and rising insurance costs gives no support to the debate of obesity classifying as a disease that Spake claims as the purpose of the article. The inclusion of the insurance debacle distracts from the key issues the article puts forth, leaving readers to question the main idea of the article. In summation, Spake successfully supports the claim by incorporating a narrative account, explaining the biology, psychology, and scientific research of obesity, and stating how society may already classify obesity as a disease, but Spake strays from the claim when she describes the role of insurance companies in paying for obesity treatment. Works Cited Spake, Amanda. â€Å"Rethinking Weight.† Writing and Reading for ACP Composition. Comp. Thomas E. Leahey and Christine R. Farris. New York: Pearson Custom Publishing, 2009. 285-88. Print.

What Is Absenteeism And What Causes Absence Management Essay

What Is Absenteeism And What Causes Absence Management Essay An employees deliberate or habitual absence from work. In todays working organisations everybody misses a day of work now and then. But when an employee misses too many days of work it can be a big problem for the organisation and this can cause serious problems when all other employees have to cover for the missing worker or in worse cases the work simply doesnt get done. Absenteeism occurs when the employees of a company do not turn up to work due to scheduled time off, illness, injury, or any other reason. Recent studies have reviled that Absenteeism sometimes put the figure much higher. One recent Gallup poll did not put a price tag on the sniffles and swollen eyes, but claimed that more than 3 million workdays per year are lost when working people stay home because their allergies are acting up. The Massachusetts Institute of Technology released a study in 1994 claiming that clinical depression alone resulted in more than 213 million lost workdays, costing $24 billion. Furthermore, a 1995 study discovered a correlation between absenteeism and employee turnover. Companies with high rates of absenteeism were found to be more likely to have their employees leave for jobs with other firms. In light of such findings, employers have recognized that a generous absence policy can be profitable and contribute to employee satisfaction and stability.  [1]   If we look back the history, there is only a small written history of absenteeism in business literature, probably because until the 20th century businesses had a simple rule, No work: no pay. Then labour unions forced the companies into contracts to allow employees to take time off from work for illness or vacations and the practice of offering paid sick days become widespread. These practices still vary among companies and union contracts and normally there is an average of four to ten sick days per year is standard. Companies have realized that human absence management policies are cost effective; even many companies were unwilling to off paid leave to their employees. In fact, there is an estimate in the current studies regarding absenteeism that those company who have effective employee absence strategies can reduce their overall payroll costs by atleast 10 percent. HOW MUCH ABSENTEEISM COST THE BUSINESS: Most recent studies on absenteeism have claimed that missing employees cost companies millions of pounds in lost revenue each year. There have been several surveys to find out how much exactly does absenteeism cost the organisations, some of them are as under: According to a new survey by Mercer,  The Total Financial Impact of Employee Absences, the total cost of absence can equal as much as 36% of payroll (compared to 15.4% for health care coverage). Of that figure, 9% accounts for unplanned absences. Planned absences, like vacations and holidays, average 26.6%. For a midsize business, this unplanned absence can account for as much as $4.5 million per year and unplanned absences like casual sick days result in the highest per-day productivity loss, 21% versus just 15% for planned absences like vacation days. On an average, employees have 5.3 unplanned absence days per year.  [2]   The other most recent survey on the common causes of absenteeism by BBC has revealed that within the UK 93% of workers cite cods and flu as their common reason for being away from their work. IHC estimates that 13.4 million working days a year are lost to stress, anxiety and depression, and 12.3 million to back and upper limb problems. And the overall cost to UK industry? A whopping  £11.5bn in 2002 was paid out in wages to absent employees and on additional overtime and temporary staff cover, according to the CBI. One such firm that has decided to tackle the problem of workplace absence is investment management company INVESCO. Based in the City of London and Henley-on-Thames and employing 1,000 permanent staff, it realised that absenteeism, whether to visit a doctor, physiotherapist or councillor, was costing it an estimated  £38,000 a year after carrying out a study into the problem in late 2002.  [3]   Absence from work costs British industry  £10.2bn a year, mainly through minor illnesses, stress and family responsibilities, according to a new report. A survey of more than 530 firms for the Confederation of British Industry estimated that 200m days were lost through sickness absence last year, an average of 8.5 days per worker.  [4]   The  Massachusetts Institute of Technology  (MIT) is a  private  research university located in  Cambridge,  Massachusetts, United States, MIT has released a study in 1994 that, Clinical depression alone resulted in more than 213 million lost workdays, costing $24 billion.  [5]   According to an annual survey report of CIPD in 2009, it is stated that the annual cost of absence, is highest in the public sector, averaging  £784 per employee per year. Manufacturing and production employers recorded the next highest cost at  £754 per employee per year. Absence costs among non-profit organisations also fell slightly to  £698 from  £741 per employee per year.  Private services organisations recorded the lowest annual absence costs, averaging  £666. However, the findings showed that only 41% of employers monitor the cost of employee absence, a figure which has remained stubbornly low over the last few years.  Annual Absence Labour Turnover Survey 2008  by the CBI and insurer AXA revealed that of the 172 million sick days lost to absence in 2007, more than one in ten (12%) are thought to be non-genuine. These 21 million sick employees cost the economy  £1.6bn and two thirds of employers think that people use them to extend their weekends.  [6]   Another company Hewitt Associates  which is based in  Lincolnshire,  Illinois  is a global  human resources  (HR)  outsourcing   and  consulting  firm which delivers a wide range of integrated services to help companies manage their total HR and employee costs and improve their workforces has confirmed that: Sickness costs UK companies more than  £1,000 per employee every year. In addition, absenteeism is costing employers at least  £662 per employee, although this rises by as much as 60% once indirect costs, such as lost productivity, overtime and recruitment, are included. The first Hewitt Healthcare Fundamentals Survey, found that many companies are under-estimating their rate of absenteeism and its financial impact as less than two thirds of companies indicated that they properly record employee absenteeism. The survey showed that the biggest causes of absenteeism are flu, muscular injuries such as back pain and repetitive strain injury, and stress and depression. Some 56% of respondents said that stress is an issue for their organisation yet only a third provides stress management coaching for their managers. The report makes it clear that stress is predicted to be the main cause of employee ill-health in the next three years. If the UK economy worsens, stress levels can undo ubtedly be expected to rise further, making this the biggest threat to employee health in the UK. Poor health and work absenteeism has long been recognised as a problem for UK employers. According to a recent review by Dame Carol Black, the National Director for Health and Work at the NHS Institute for Innovation and Improvement, the total cost of sickness and absenteeism to the UK economy is over  £60 billion.  [7]   Forum of Private Business (FPB) an online forum has recently conducted a survey on how much absenteeism is costing the business in the United Kingdom. This forum warned that the cost of a single day of workers absenteeism within UK because of the freezing winter conditions could be at least  £230 million. FPB also stated that: Employee absenteeism represents a huge cost for many small businesses. According to the FPBs recent cost of compliance survey, small business employers in the UK spend a total of  £391 million per year on absence control and management more than on any other aspect of employment law.  [8]   WHAT CAUSES ABSENCE? The most common main causes of sickness absence for both manual and non-manual employees have been identified as: Manual Non-Manual Minor illness (cold, flu, stomach upsets headaches) Minor illness (cold, flu, stomach upsets headaches) Back pain Stress Musculo-skeletal injuries Musculo-skeletal injuries Home/family responsibilities Back pain Stress Home/family responsibilities Recurring medical conditions Recurring medical conditions Injuries/accidents not related to work Other absences not related to ill-health The latest studies and surveys have revealed that an increase in stress related absence is continuing in number of employers these days. INTERNATIONAL COMPARISONS International comparison of absence rates is equally useful and informative. The title sick man of Europe was once given to Britain because of apparently poor industrial relations record. This title can be given to any other country now as absence rates in the UK are among the lowest of any EU member country. Table 1 illustrates this point: Country Short-term Absenteeism rate Long-term Absenteeism rate Denmark UK Austria Sweden Ireland Norway Netherlands France Germany Belgium Italy Portugal 3.5 3.6 4.1 4.4 4.5 5.0 5.5 5.6 5.6 5.8 6.9 8.0 9.1 5.5 12.7 3.0 10.4 13.3 11.1 6.5 6.6 5.5 11.2 Source: Adapted from CBI, Focus on Absence, 1989  [9]   THEORIES RELEVANT TO ABSENTEEISM MOTIVATION THEORY The word motivation is used to describe certain sorts of behaviour. The purpose of motivation theories is to predict behaviours. Motivation is not the behaviour itself, and it is not performance. Motivation concerns action and the internal and external forces which influence a persons choice of action (Mitchell 1987).  [10]   HERZBERGS TWO FACTOR THEORY Herzberg used the critical incidental method and his original study was chosen because of the growing importance in the business world and his study was consisted of interviews with 203 accountants and engineers  from different industries in the Pittsburgh area of America. The responses to these interviews were generally consistent and revealed that there were two different sets of factors affecting motivation and work. This led to the Two Factor Theory of motivation and job satisfaction. Herzberg concluded that the factors as company policy, supervision, interpersonal relations, working conditions, and salary are not motivators but are hygiene factors. According to Herzbergs theory, the absence of hygiene factors can create job satisfaction and on the other hand their presence does not motivate or create satisfaction. In contrast, he determined from data that the motivators were elements that enriched a persons job he found  five factors  in particular that were strong  determiners of job satisfaction: Achievement Recognition The work itself Responsibility Advancement  Ã‚   According to Herzberg theory these motivators who also can be known as satisfiers were associated with  long-term  positive effects in job performance while the hygiene factors (dissatisfiers) consistently produced only  short-term changes in job attitudes and performance, which quickly fell back to its previous level. In summary,  satisfiers describe a persons relationship with that she or he  does, many related to the tasks being performed.  On the other hand dissatisfiers have to do with a persons  relationship to the context or environment  in which she or he performs the job.  Ã‚  The satisfiers or motivators relate to what a person does while the dissatisfiers relate to the situation in which the person does what he or she does. Herzberg argued that extra compensation only work in the short term and other hygiene factors only avoid dissatisfaction and that satisfaction comes from intrinsic motivators. Herzberg developed the job enhancement process and brought out the following features in his theory: Direct feedback non-evaluative feedback on work performance which goes straight to the employee, not through a superior. New learning employees given opportunities to learn new and meaningful skills Scheduling employees are permitted to organise their own work patterns within reasonable limits Unique expertise using ones special skills and knowledge Control over resources having an individual budget for which one is responsible Direct communications authority being able to communicate as necessary to get the job done Personal accountability the employee is directly accountable for the work.  [11]   ATTRIBUTION THEORY Attribution theory suggests that we observe a persons behaviour and then try to establish whether internal or external forces caused it. If it is judged to be internal, it is seen as being under the persons control; if it is judged to be external, it is seen as a result of the situation. Attribution is said to be subjected to a number of considerations, because we judge actions in a context. For example, we judge how distinctive behaviour is and whether behaviour is unusual for a particular person. Attribution theory is very much relevant to absenteeism as for example the employee is absent from work and the circumstances are that his or her attendance record is exemplary, then the behaviour could be considered unusual and an external cause (that is, that the behaviour is outside the control of the individual) will be attributed. If the absenteeism fits in with the general pattern of behaviour, then an internal attribution will be attached (that is, it will be seen as being under the persons control). DOUGLAS MCGREGOR THEORY X THEORY Y According to Douglas McGregor there are two distinct views of human beings, the first one is basically negative, labelled as Theory X, and the other basically positive, labelled as Theory Y. McGregor concluded, after viewing the way in which managers dealt with employees, that a managers view of the nature of human beings is based on a certain grouping of assumptions and that he or she tends to mold his or her behaviour toward employees according to these assumptions: According to McGregors Theory X, there are four assumptions held by managers which are: Employees inherently dislike work and whenever possible, will attempt to avoid it. Since employees dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals. Employees will avoid responsibilities and seek formal direction whenever possible. Most workers place security above all other factors associated with work and will display little ambition.  [12]   In contrast to these negative views about the nature of human beings, McGregor listed the four positive assumptions that he called Theory Y: Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives. The average person can learn to accept, even seek, responsibilities. The ability to make innovative decisions is widely dispersed throughout the population and is not necessarily the sole province of those in management positions.  [13]   HOW TO MEASURE ABSENTEEISM To measure worker absenteeism the most obvious way is to record how many days have employees not come in to work. The companies should have some sort of clock-in or accountability set-up making this step relatively simple. Once the numbers are available, surely it would be interesting to know how many of those workers were genuinely ill. Measuring absenteeism can serve as many as four purposes for organisations, which includes the following: Administering payroll and benefits programs Planning human resource requirements for production scheduling identifying absenteeism problems measuring and controlling personnel costs (Gandz and Mikalachki, 1979) Actual assessment and analyzing is a key aspect of managing absence effectively. Organisations must assess if they have complications with absenteeism, its extent and find out the best way to tackle it. In the latest Chartered Institute of Personnel and Development (CIPD) absence survey, less than half of employers monitor the cost of absence,  and just under  half of organisations have set a target for reducing absence and only 38% of organisations benchmark themselves against other employers.   To analyse particular arrangement of absenteeism and underlying the basis, employers should acquire and use data, for example, the management approach of an appropriate manager or an increase in workloads. This can also provide the evidence of how absenteeism impacts on the bottom line and why it value investing in an effective absenteeism management programme. HOW TO MEASURE TIME LOST? To evaluate absenteeism there are a number of different measures that can be used, each of which can gives information about the different aspects of absenteeism. Some of the factors are described as under: LOST TIME RATE Lost time rate measure  articulate the percentage of the total time available which has been lost due to absence: Total absence (hours or days) in the period  x 100   Possible total (hours or days) in the period   For instance, if the total absence of the employees in the period is 155 person-hours and the total time available is 1,950 person-hours, the lost time rate will be:   155 x 100 = 7.95%   1,950   This can also be calculated separately for the individual departments of different groups of employees to uncover particular absence problems within an organisation. FREQUENCY RATE The frequency rate method shows an average number of absences per employee, which is expressed as a percentage. This does not give any indication of the length or duration of each absence period, nor any indication of employees who take more than one spell of absence and it is calculated as under:   No of spells of absence in the period  x 100   No of employees   For example, if an organisation employed on average 110 workers in one month, and during this time there were a total of 24 spells of absence, the frequency rate will be:   24  x 100 = 21.82%   110   To find out the individual frequency rate, we have to count the number of workers who take at least one interval of absence in the period, rather than to total number of intervals of absence. BRADFORD FACTOR This method expresses the persistent short-term absence for individuals, by measuring the number of spells of absence, and is therefore a useful measure of the disruption caused by this type of absence. It is calculated using the formula:   S x S x D S = number of spells of absence in 52 weeks taken by an individual   D = number of days of absence in 52 weeks taken by that individual   For example:   10 one-day absences: 10 x 10 x 10 = 1,000   1 ten-day absence: 1 x 1 x 10 = 10   5 two-day absences: 5 x 5 x 10 = 250   2 five-day absences: 2 x 2 x 10 = 40   The trigger points will differ between organisations. The underlying causes will need to be identified for all unauthorised absence. ABSENCE POLICIES The companies should have clear policies in place which support their business objectives and culture and this is the first step to managing absenteeism efficiently. Under the current legislation employers are required to provide their staff with knowledge on any terms and conditions relating to inadequacy for work due to the sickness or injury, including any arrangement for sick pay. Effective absenteeism policies must spell out clearly employees rights and responsibilities when taking time off from work due to sickness or any other reason. The Chartered Institute of Personnel and Development (CIPD) is Europes largest HR development professional body which support and develop the management and development of people within organization, has explained that the following few facts are most considerable and the policies should: Provide details of contractual sick pay terms and its relationship with statutory sick pay Outline the process employees must follow if taking time off sick covering when and whom employees should notify if they are not able to attend work Include when (after how many days) employees need a self-certificate form Contain details of when they require a fit note from their doctor Explain that adjustments may be appropriate to assist the employee in returning to work as soon as is practicable   Mention that the organisation reserves the right to require employees to attend an examination by a company doctor and (with the workers consent) to request a report from the employees doctor Include provisions for return-to-work interviews as these have been identified as the most effective intervention to manage short-term absence.  [14]   HOW TO MANAGE ABSENTEEISM Before we discuss how to manage absenteeism we look the types of absenteeism. There are many other reasons why people take time off from work. These can be categorised as under: Non permitted absence or continuous lateness Long-term sickness absence Short-term sickness absence (uncertificated, self-certificated, or covered by a doctors fit note which replaced the sick note from April 2010) Other authorised absences:  for example,  annual leave; maternity, paternity, adoption, or parental leave; time off for public or trade union duties, or to care for dependents; compassionate leave; educational leave. Other than these above categories of absenteeism there are two main types of absenteeism, know as short term absenteeism and long term absenteeism. We discuss in detail how to manage these two main types of absenteeism: MANAGING SHORT-TERM ABSENCE Short term absence also known as absence interventions. The most effective interventions in managing short term absence include the followings: A proactive absence management policy Return-to-work interviews Disciplinary procedures for unacceptable absence levels Involving trained line managers in absence management Providing sickness absence information to line managers Restricting sick pay Involving occupational health professionals The most common method which is currently being adopted by many organisations is return-to-work interviews which can help identify short-term absence problems at an early stage. These return-to-work interviews provide an opportunity to managers to start a dialogue with staff over underlying issues, which might be causing the absence.   Tim Holden, the Managing Director of  FLUID, draws on more than 10 years experience as an award-winning recruiter and trainer. FLUID works with organisations to enhance their attractiveness to both current and future employees. Holden suggests that: The use of disciplinary procedures for unacceptable absence may be used to make it clear to employees that unjustified absence will not be tolerated and that absence policies will be enforced.  Ã‚  [15]   According to CIPDs recent survey it has been revealed that, only 12% of organisations use attendance incentives or bonuses as a tool of absence management according to our latest absence survey. LINE MANAGERS ROLE To control and reduce the causes of absenteeism, line managers have a substantial role to play, either directly or indirectly. How managers behave is very important because it has a significant effect on employee health and comfort. Many recent researches show that line managers are the type of employees most likely to be reported as bullies within organisations. Management style within an organisation is also one of the top causes of stress at work.  Ã‚   In any organisations the managers need good communications skills to encourage employees so that they can feel free to discuss any problems they may have at an early stage so that they can be given support or advice by the managers before matters escalate. According to all the recent studies and surveys it is stated that despite of all the importance of line manager/supervisor involvement, there are only 50% organisations are training their line managers to get the skills needed to do this effectively. The organisations should train their line managers to get the following skills to handle the absenteeism properly and they should have a good knowledge of: Their companys absence policies and procedures What is their role in the absence management programme How to act upon any advice given by the doctor to the employee. All the related legal and disciplinary aspects of absence including potential disability discrimination issues   How to maintain absence record-keeping and understanding facts and figures on absence The role of occupational health services The proactive measures to support staff health and wellbeing Operation (where applicable) of trigger points Development of return-to-work interview skills Development of counselling skills. MANAGING LONG-TERM ABSENCE The current studies and researches on long term absence have shown that absence of  eight days or more justify about one third  of total time lost through absence and absence of four weeks or more accounts for more than 15%. Consequently it is very vital that organisations have an approved strategy in place to help their employees to get back to work after a continuous period of sickness or injury-related absence. The knowledge of potential disability discrimination claims is also critical these days.   THE ROLE OF LINE MANAGERS   The role and responsibilities of the line manager in the management of absence should be clearly defined. However, these days the role of line managers is paramount. It is the line managers responsibility to manager his or her departmental, or unit. Therefore it is his/her responsibility to see that these resources are used as effectively as possible. This means that levels of attendance should be good and absence kept to a minimum. The line managers should follow the companys approach to management style, organisation and allocation of work, as this will be a vital part of any strategy to control absence. In addition it is his/her responsibility to follow the company absence polices and procedures to staff. In addition, the line manager will be one of the main influences on an individuals view of the company attitude to absence. It is therefore important that the actions, and words of line manager support the companys position. Taking a difference stance on the management of absence, whether more strictly or leniently, will cause problems for the individual manager and for the organisation. Line managers must be able to rely on the support of senior management for decision they take in line with the companys policy, their responsibilities are as under: To effectively organize and allocate work; To use an appropriate management style; To ensure that all staff are adequately trained for their role; To communicate the absence policy and procedures to all subordinates; To apply policy and procedures in a consistent and fair manner; To deal with requests for prior approved absence; To keep accurate and up-to-date records of absences; To investigate reasons for unexplained absences; To carry out return to work interviews; To instigate disciplinary procedures, when required; To provide adequate feedback to senior management; To ensure adequate personal development and training to be able to meet these responsibilities effectively. As we already discussed the role of line manager in managing the short-term absence, now we discuss the role of the line manager in managing long-term absence which is also crucial for managing long-term absence and other interventions are also important, which include:   The occupational health involvement and proactive measures to support staff health and wellbeing The line management involvement as part of the absence management programme Restricting sick pay Changes to work patterns or environment Return-to-work interviews Rehabilitation programme There are also four typical components in the recovery and return-to-work process, which are discussed as under: Keeping in contact with sick employees   The line manager should ensure that a regular contact is maintained using both sensitive and non-intrusive approach with the employee and this should be agreed with the member of staff and manager and, also where appropriate, with the union or employee representative. Planning and undertaking workplace controls or adjustments   There can be some obstacles which may cause delay, interruption or difficulties to an employees return to work. A risk assessment can analyse measures or adjustm

The Battle of Taiyuan

The Battle of Taiyuan Tom Su The battle of Taiyuan includes: Battle of Pingxingguan battle, Tianzhen, Xinkou battle, battle of Taiyuan, battle of niangziguan. From October 1937 to November, during the Anti Japanese War, Chinese second troops with the Japanese army in North China in the north of Shanxi Province, the eastern and central regions of the large-scale strategic defense battle.[1] In the late summer of 1937; the Japanese Kwantung Army chief of staff under the command of Tojo E, the army set up headquarters in Toronto, with four brigade troops along the flat Suilu from mongolia. Pinghan way Japanese army Fifth Division at the head of the division under the command of Itagaki Shiro, from Huailai through Weixian County, Laiyuan to Baoding to coordinate operations. China, the national government in the second fight in each department in Weixian County, and Tian Zhen, Yanggao Pingxingguan, Datong in the near to the main assembly, in preparation for julebu and Japanese aggression army battle. Since September 5th the Japanese attack West , only twenty days, they occupied the city, the town of Datong, Jining, Yanggao and large area. Tianzhen Battle: battle from September 3rd started, more than 1 thousand and 500 Japanese troops began to attack the Kuomintang positions,In September 5th, 6, the Japanese aircraft, tanks, artillery, armored vehicles and step more than 3 thousand horsemen began to attack the town main position. In the attack, the Japanese army also used a gas bomb, in addition to the aircraft. The 400 regiment stationed in Panshan to resist, the end result was hopelessly outnumbered more than and 800 casualties, run out of ammunition and food supplies, and after  the Japanese breakthrough position.In September 9th, the fall of yanggao. The Japanese siege complex back to TianZhen. The posterior was amputated, commander Li Fuying ordered to leave,at12,Tianzhen fall, North Shanxi lost barrier. Pingxingguan Battle: in September 21st, the Japanese army Fifth Division twenty-first regiment in two infantry brigade from Hunyuan south to climb mountains, the seventeenth army attacked the defenders of positive, 23 day occupation group and then to twenty-first brigade Chengkou; from Lingqiu to the south, Pingxingguan from frontal attack, the KMT army was fighting thirty-third army seventy-third Division, 24 troops stormed again. Thirty-fifth army commander Fu Zuoyi rate reserve army 2 division reinforcements, the Japanese attack frustrated. The Eight Route Army in the 115th division division commander Lin Biao, deputy commander Nie Rongzhen led to a hit Lingqiu, Laiyuan in 685th, the main enemy lines, 686th, 687th regiment three regiment ambushed the Japanese army in Lingqiu County, favorable terrain of East Henan town Pingxingguan northeast highway on both sides of the mountain. In September 25th, the Fifth Division forty-second regiment of the twenty-first brigade and a large nu mber of baggage vehicles from Lingqiu to advance in the pre V area Pingxingguan, killed thousands of people, hundreds of vehicles were destroyed. The Japanese Army Second brigade, Fifteenth east post, 27 days on the second day of Ru Ru exports, exports fell. Japanese troops occupied Fanshi, the threat of Pingxingguan paranotum. 30 day and night, Pingxingguan garrison was ordered to withdraw to Mount Wutai. The Japanese army was in Pingxingguan westward to Daixian. Xinkou Battle: The Communist army and the Kuomintang army retreated to Xinkou, both sides of WuTaishan and the Yunzhonshan mountains, and the defense was favorable. In October 2nd, the Japanese army attacked Gouxian, and then pressed against Yuanping, defeating Jiang Yuzhens 196th brigade in thirty-fourth, December 1st, 50000 Japanese troops began in Xinkou assault, used more than thirty aircraft, forty artillery, and more than fifty tanks. 16, China to fight back, the Japanese slowdown. 19, China army successfully attacked Yangmingbao airport and destroyed 24 Japanese planes on the ground, because of air support, in 26 Japanese assault battalion China garrison line push back to Shijiazhuang through the Taiyuan railway. January 11th, the Chinese army to give up Xinkou, returned to Taiyuan. Niangziguan defense battle: The Kuomintang troops into East Shanxi Niangziguan area defense organization, positive for the seventeenth, thirtieth division, fourteenth army left, right by the third army, deputy commander of the second district chief Huang Shaohong command. In October 11th, the Japanese twentieth division of the occupation of Jingxing, a school of Niangziguan front, the main bypass in 13, captured the old customs. Yan Xishan is anxious to reinforce the north of Shanxi Province, sun Lianzhong rate of the twenty-sixth Route Army feedback Niangziguan, organized a counterattack, the Japanese fighters, but did not regain the old customs. 21, the Japanese twentieth division division commander Kawagishi Fuburo 109th division of reinforcements, to continue in the aviation support under the frontal attack of Niangziguan, covering twentieth division two commando moved southward. measuring the town of fish on the south side of Third Army breakthrough defense, and turn around to N iangziguan. Niangziguan garrison in full retreat, the Japanese teenage  boy along the west of the railway chase, blocking and repel Joseph forty-first army, the occupation of Shouyang in November 2nd. Japanese quickly approaching Yuci, The twentieth division troops baggage by Qigencun, has two times by the Eight Route Army 129th division. 26, the Japanese left about 4 Commando Brigade by endangering Taiyuan. In October 4th and 7, the Japanese army in a mountain by Guangyang 115th, 129th division of the Eight Route Army ambush. The battle of Taiyuan: In November 4th, Yan Xishan Fu Zuoyi was appointed commander of the Yugoslav capital Taiyuan, Wei commander in chief in the second front, determined to occupy Taiyuan Beijiao positions in Xinkou retreating troops, to withdraw the troops defending the Niangziguan eastern suburbs of Taiyuan, Yuci to promote the Japanese reinforcements to standby attack just thirteenth army, 7 army brigade in thirty-fifth is responsible for the damage. However, the two line is still based on the withdrawal of troops is not stable, the Japanese that followed, the order of chaos. 5, the Japanese accounted for 6 of Yuci Road, North Road, the Japanese at Taiyuan city wall, 7 sides of the Japanese siege to. Fight to the night, only more than 2000 defenders soldiers. The battle of Taiyuan is the Second World War Chinese army and Japanese army first front battle, but also Chinese Communist Party and the Kuomintang cooperation for the first time fighting, the Japanese army occupied Chines e slow speed, it consumes the Japanese Army forces broke the Japanese army strong. Bibliography Chen,C.Peter Battle of Shan Xi World war 2 Database 2004-2007.Accessed Fed 23.2017.www2db.com/ Akira Kakizawa Early Japanese Campaign in the 2nd Sino-Japanese war.Axis History forum Aug 2006.Accessed March 9 2017.www.forum.axishistory.com/ Long,F Battle of taiyuan.Nov 2015.Accessed March 9 2017.www.baike.baidu.com/ Xi,N Background and process of Taiyuan.March 2016.Accessed March 22.www.shanxi.sina.com.cn/ [1] Peter C. Chen. Battle of Shan Xi World War 2 Database. 2004-2007. Accessed February 23, 2017. www2db.com/ [2]

The National Market for Cellular Phone Service Essay -- Business Econo

Figures Unreadable The National Market for Cellular Phone Service The national cellular market is undoubtedly one of the nation’s most expansive markets. In 2003, wireless revenues totaled to over $100 Billion; nearly one percent of the United States GDP. Since wireless has emerged, the typical buyer has expanded from the average middle/upper-class adult to teenagers, elderly, and business consumers. 20% of American teenagers own cell phones, explaining why Virgin Mobile was founded to specifically target young consumers1. There is certainly a large market for business consumers, as many carriers advertise business solutions even in retail outlets. Altogether, it’s estimated that 50% of Americans own cell phones, yielding a consumer base of approximately 147 Million customers2. Although there are over 300 registered national wireless firms, there are only a select few that compete in the entire national market3. The industry’s largest corporation is Verizon Wireless with a 2003 annual revenue of $22.5 Billion and a base of 40.4 Million customers. Sprint PCS, T-Mobile, and Nextel also have growing nationwide networks. Many competitors, although well known, only have coverage areas in sections of the United States. Alltel, for example, only offers service in the south and midwest. Until recently, Cingular had coverage areas in only the southeast and western parts of the United States. Its recent merge with AT&T wireless, though, will expanded its network to what some speculate will become the largest nationwide network. Since we are considering the market for national cellular service, we will consider only the ones with complete nationwide service: Verizon Wireless, Sprint PCS, T- 1 Brome 2 Brian and Tyson .. ...escoop.com/>. Burden, Eric. Personal interview. 6 Dec. 2004. Cingular. . Leslie Cauley, and Paul Davidson. â€Å"Cingular, AT&T deal gets an OK from Justice.† USA Today Oct. 2004: Money, Pg. 03b. Marshall Brian and Jeff Tyson. â€Å"How Cell Phones Work.† Article. . Nextel. . T-Mobile. . Taylor, John B. Economics. Boston: Houghton, 2004 RadioShack. . Sprint PCS. . Verizon Wireless. . â€Å"What is the difference between analog and digital cell phones?† Article. . Wireless Advisor. . Yahoo Finance. .

Molecular Switches :: essays research papers fc

We live in the technology age. Nearly everyone in America has a computer or at least access to one. How big are the computers you are used to? Most are about 7" by 17" by 17". That's a lot of space. These cumbersome units will soon be replaced by something smaller. Much smaller, we're talking about computers based on lone molecules. As far off as this sounds, scientists are already making significant inraods into researching the feasability of this. Our present technology is composed of solid-state microelectronics based upon semiconductors. In the past few years, scientists have made momentus discoveries. These advances were in molecular scale electronics, which is based on the idea that molecules can be made into transistors, diodes, conductors, and other components of microcircuits. (Scientific American) Last July, researchers from Hewlitt-Packard and the University of California at Los Angeles announced that they had made an electronic switch of a layer of several million molecules and rotaxane. "Rotaxane is a pseudorotaxane. A pseudorotaxane is a compound consisting of cyclic moles threaded by a linear molecule. It also has no covalant interaction. In rotaxane, there are bulky blocking groups at each end of the threaded molecule." (Scientific American) The researchers linked many of these switches and came up with a rudimentary AND gate. An AND gate is a device which preforms a basic logic function. As much of an achievement as this was, it was only a baby step. This million-moleculed switch was too large to be useful and could only be used once. In 1999, researchers at Yale University created molecular memory out of just one molecule. This is thought to be the "last step down in size" of technology because smaller units are not economical. The memory was created through a process called "self-assembly". "Self-assembly" is where computer engineers "grow" parts and interconnections with chemicals. (Physics News Update, 1999) This single molecule memory is better than the conventional silicon memory (DRAM) because the it live around one million times longer. ' "With the single molecule memory, all a general-purpose ultimate molecular computer needs now is a reversible single molecule switch," says Reed (the head researcher of the team.) "I anticipate we will see a demonstration of one very soon." ' (Yale, 1999) Reed was correct. Within a year, Cees Dekker and his colleagues at Delft University of Technology in the Netherlands had produced the first single molecule transistor.

John Locke on Property Essay

In the Second Treatise of Government by John Locke, he writes about the right to private property. In the chapter which is titled â€Å"Of Property† he tells how the right to private property originated, the role it plays in the state of nature, the limitations that are set on the rights of private property, the role the invention of money played in property rights and the role property rights play after the establishment of government.. In this chapter Locke makes significant points about private property. In this paper I will summarize his analysis of the right to private property, and I will give my opinion on some of the points Locke makes in his book. According to Locke, the right to private property originated when God gave the world to men. Locke makes the argument that when God created the world for man, he gave man reason to make use of the world to the best advantage of life, and convenience. What he means by that is, that God made this world for man, and when he made it he gave man the right to use what is in this world to his benefit. Locke explains that every man has property in his own person, and that nobody has any right to that property but that person. The author states that â€Å"whatsoever then he removes out of the state of nature hath provided, and left it in, he hath mixed his labour with, and joined to it something that is his own, and thereby makes it his property (Locke pg. 19)†. What Locke means by that statement is that once a person removes something out of its original state of nature that something becomes that persons property. After someone gains this property are there any limitations on that property? Locke believes that there are limitations on that property. Locke believes that God has given us all things richly, and that man may use those things as long as he takes what he needs. Men can have property as long as they obtained it rightfully, and as long as they use discretion. If those limitations were overlooked when the person was getting the property the property was not obtained rightfully. In the chapter the rights of property, Locke tells the role that the invention of money plays in property rights. Money was invented because people were abusing their property rights. With the creation of money things were given value, and this invention prevented people from taking more than they could afford. Money was an invention that men could keep without spoiling. Men could exchange money for truly useful, but perishable supports of life. This invention plays a big role in the property rights. Now that there is money people have to use that money to get what they need instead of taking whatever they want as was the case before the invention of money. According to Locke, individual property rights change after government was established. He believes that in governments, the laws regulate the right of property, and the possession of land is determined by positive constitutions. Before the establishment of government Americans had the rights to property as long as they used it before it spoiled, and as long as they didn’t take more than they needed, and as long as they obtained it rightfully. After government, there were laws and restrictions pertaining to property. These laws and restrictions were established to secure protection of those who had property. I believe that some of Locke’s views on the rights to private property are right. I agree with his thoughts of the way property rights originated, the limitations he said were placed on property rights, and his thoughts of why money was invented. I also agree with his take on the role property rights played after government was established. I think that government plays a very important part in the protection of property. Without the laws that are made by the government there would be many problems with property rights. People still have the right to have any property they want as long as they can afford it and as long as it is obtained properly. The points that Locke makes in the chapter Of property are very important and pertain to North American society today. I feel that he was extremely accurate in some of his views and he is an important figure in world history.

Primary School and Typical Young Kid Essay

I can remember one event in my grade school days that I did not like. You could say it being one of my worst days of my life. I was in the fifth grade, in a school in Clovis, NM. This school believed in paddling if you got in trouble. The teacher I had, acted like he love to enforce this rule. He would tell us, every time we acted out, that he was going to paddle us as he waved his paddle in the air. We were told to do homework for the weekend and to bring it back on the next Monday. I didn’t want to do this long homework assignment, I wanted to go play with my friends and play video games. I was a typical young kid; I just wanted to have fun. That whole weekend I did not touch that assignment. I don’t even think I took my homework out from my backpack. The Moring of that Monday I completely forgot about my homework. When I got to school and sat down at my desk, the teacher asked â€Å"Who did their homework†? Most of the class raised their hands; I was not one of them. The teacher told for the ones that did not do their work have to stay in for recess and finish it. That just made me mad; I wasn’t allowed to go play with my friends. When recess time came and when my friends went out to play, I just stared out the window and refused to do my work. About the time recess was over and the class was coming in, the teacher walked in and told us to bring our work to his desk in front of the class. There was only two of use that gave him a blank assignment. He didn’t take that to well, as he grabbed both papers and directed us to follow him to the office. At the office he looked up for our parent’s numbers from the school records. When he called my step mom and told her what I did he asked if it was ok to discipline me, if he couldn’t do it than she was to come and do it herself. He hanged up the phone with only the word â€Å"Ok† and then he took both of us out in the hall and paddled us both with two swings each across our bottoms. I did not like that school day, I never saw that teacher the same way after that incident. It made me be aware of my actions. From that day I made sure I did all my work. I didn’t want to get paddle again. It was a very cruel way to punish but it was a very infected to make the kids listen.

Stereotype and Prejudice Marjorie

Title: Prejudice Prejudice Marjorie W. Davis PSY/285 February 28, 2012 Michael Ford Abstract Our discussion is about how does society confirm prejudicial attitudes? How does ones social identity contribute to prejudice? How do emotions encourage prejudicial attitudes? What cognitive processes influence prejudice? Our text has explained competition; competition is an important source of frustration that can fuel prejudice. When two groups compete for jobs, housing, or social prestige, one group’s goal fulfillment can become the other group’s frustration. PrejudiceSociety confirms prejudice by what you possess and how much money you have. If you are not in a certain bracket such as (high class or middle class), you are considered poor. Prejudice helps justify the economic and social superiority of those who have wealth and power. Of course they will not give a chance at credit to buy a house, car, or start a business. Society, also confirm prejudice by the way you dress o r the car you drive. Society confirms prejudicial attitude by focusing on personal individuality and Independence, as opposed to becoming a team with neighbors and friends.I am so glad that God looks at the heart and man looks at the outer appearance. One's social identity contributes base on a realization of limited environmental control. The more you believe that you can impact your environment or social status, the less roll social identity plays Emotions really affect prejudicial attitudes because most of the time people make decisions based on their emotions. Emotions of fear and sadness or joy and gladness, which can cause you to project feelings in a hurtful way, rather than in a helpful manner Cognitive process influence prejudice through stereotyping, which cause prejudice.This can be a result of the normal ways in which we simplify and organize the world. Stereotypes are the social scripts we have in our heads about others and the roles we believe they should play in our s ocially constructed world. It is important to have the understanding of the basic concepts of prejudice and racism, and how to lessen their destructive effect (Rosado,  1995-2012). Reference Rosado, C. (1995-2012). Critical Multicultral Pavilion Research Room. Retrieved from http://www. edchange,org/multicultral/papers/caleb/racism. html

Advertising: Make the Consumer Believe They Are Superior Essay

Advertisers persuade people into buying their products by making the advertisement appealing to the consumer. By relating alluring experiences that in most cases have nothing to do with the product at all. It is a psychological strategy that advertisers use to make the consumer believe that by buying the product they will be superior or they will get some kind of satisfaction out of it. Researchers have found a way to discover codes hidden in advertisements that make the unconscious mind want to buy the product. Advertisers relate the products to pleasurable experiences and they use emotional branding to make money. Researchers study the right language to sell a product or idea by trying to figure out a code to the unconscious mind of why people actually buy the product. According to (Clotaire Rapaille) from â€Å"The Persuaders† advertisers know how Americans feel about the product, â€Å"there are unconscious associations with every product that we buy†.† Every word has an unconscious code in every mind marketers understand the real need of the customer sometimes unspoken and they deliver give me want we want†. Marketers try to connect their products to the consumers they are persuasive and they have plenty of selling strategies to get to people to buy something. They relate the product to a certain group of people for example, there was an advertisement that was shown on the film â€Å"The Persuaders† that made a connection with happy people saying that Song a new airline is for happy people. It could be very difficult to get around in this world with a degree of self- awareness as to what’s happening because all these messages are trying to move us to act and make choices on an emotional level and probably the best way to not fall into this trap that advertisers put consumers into is not to believe in the advertisements. (Rusgkoff, Persuaders) Advertisers capture the attention of teens by relating cool or pleasur able experiences to products. They obtain their attention by telling them what’s cool. On TV commercials or at the stores that teenager are most likely to visit. Persuasion is an important role in capturing teen’s attention. Teens are easily persuaded into buying things by the media, advertisers know that teens have favorite celebrities and they use it to capture their attention. Teens attention is captured by the images and wordings that an advertisement has. There is a story that teens can identify just by the picture and by how well the advertisement is organized. It is so easy for teenagers to be amazed by some products being advertised. Teenagers want to have everything that is cool, everything that is going to make them stand out or popular among their own groups. (Rushkoff, Merchants) An example of emotional persuasion is that advertisers are trying to sell their products by making people believe that by buying a product they will be superior. Advertisers relate their products to culture, sports, family anything that is important to people. For example they might advertise something that has to do with a groups culture. Therefore consumers buy the product because they feel that it relates to their culture and makes them feel good. Emotional branding is used to describe a way of life. What people like to do or they are accustomed to do advertisers try to put it in their advertisements. Images and words are important to tell a story within an advertisement. Products are related to things that we enjoy doing advertisers want to make us think that the products we purchase make us who we are. An important strategy that advertisers use is imagery. Imagery displays pleasurable experiences or things that make people laugh. For example the joy they would feel if they bought energizer max batteries because the bunny is so catchy and gives a precedent of how the batteries work. (Maasik and Solomon) Having the correct picture in an advertisement can be very beneficial. Images are what capture peoples’ attention. Pleasurable experiences are shown in images so that the consumer is enlightened by the product and could see themselves in that pleasurable experience. Imagery is very important in selling products. It defines what people want and the words in the advertisement makes people see what advertisers want them to see and feel in order to sell their product. . Pictures give advertisements a sense of what the product means. A product can mean many things in an advertisement but the images show emotion towards things that people want.(Streeter) Images of desire are substituted for actual products on the advertisements advertisers goal is to transform desire into necessity. â€Å"Semiotics is a tradition of thought known for calling attention to the formal structures of signification, of meaning-making, in culture.†(Streeter) Advertisers use psychology to sell their products by associating products with pleasurable experiences, this is how consumers are persuaded into buying a product even though sometimes the pleasurable experience has nothing to do with the product being advertised. Advertisers want to know how the unconscious mind works when it comes to deciding whether or not to buy a product. They believe that the unconscious mind makes people buy things that they don’t need. Advertisers try to satisfy consumers’ needs throughout images and words to make them feel that they deserve to have that pleasurable experience that is being shown in the advertisement. Some ways that advertisers use psychology to sell their products is by making us think that we need the product but we buy a certain brand because it associates with something that we enjoy doing. For example, their favorite brands, things that they like, colors that they might find alluring. Advertisers are willing to pay these people for information to gather ideas for new advertisements. (Rushkoff,Persuaders) Day after day people are exposed to advertisements. There are advertisements in every building, any place we look at. People are being persuaded to buy things and many do not realize it. Many do not even imagine that behind those fascinating images there is a code that advertisers worked too hard to uncover so that people buy their product.