Deficiency of General and Family Physicians in Canada Research Paper

Deficiency of General and Family Physicians in Canada - Research Paper Example Deficiency of general and family physicians results in protracted waiting lists to get appointments and receive services. For instance, in Massachusetts, health care coverage was expanded to comprise the uninsured in 2006. The objective was to provide residents with consistent access to physicians and treatments. With increased demand, the system became overburdened. An avalanche of disappointing statistics indicated that it takes two to five weeks to get the attention of some specialists. There is also a 15% rise in family physicians number who are not seeing new patients. The increase in levels of insured citizens shows an alarming physician shortage. It is expected that the effect will toll on the 46 million Americans presently without insurance coverage. Physician shortages are specifically evident in peri-urban and rural households, demonstrating a change in nationwide demographics relating to baby boomers and their health care desires. It also affects trends of enrollment in me dical school and their specialization. In spite of recent happenings, physician shortages have critical implications for patients. Shortage of doctors results in  poorer health output.  Patients delay in receiving care since the absence of a general physician to diagnose and treat consults with other doctors. They also move from one specialist to another to obtain a resolution. Presence of a primary care physician is significant in sustaining good health. It is problematic to have a doctor shortage, as well as general and family physicians. It is recommended by the American Association of Family Practitioners (AAFP) that 41.6 family physicians should be present in every 100,000 people. Many medical communities around the world are trying to struggle with the effects of doctor shortages. Many patients fail to seek care, regular prevention or management of chronic diseases, thus ending up in the emergency department. Many visit community health clinics since they accept walk-in patients.

Internationalization

Internationalization 1. Preface This paper has been written for the course Societal Developments Institutions. The topic of this paper, knowledge sharing in virtual teams, is primarily focused on the Internationalization aspect of this course. But also aspects from other courses of the Master of Organizational Sciences (Msc OS), like Complexity within Organizations and Organizational Dynamics, are represented in this paper. Virtual teams and especially the knowledge sharing within such a team seemed very interesting to me. The broad link of this topic with the different courses of Msc OS was attractive to me, but also the growth in popularity of using this kind of the teams in nowadays business motivated me into doing this research. I hope this inquiry about knowledge sharing in virtual teams can facilitate virtual teams in knowing the challenges ahead, and help virtual team managers and -designers in benefit better from the advantages of virtual teams. Furthermore, after reading this paper I hope you, as reader, are (even more) inspired about the possibilities of working with virtual teams in ‘the collaboration economy. Key concepts: Internationalization, globalization, virtual teams, knowledge sharing. 2. Introduction In todays society people have adopted media technologies, such as e-mail, chat, and videoconferencing, that enable them to ‘go virtual and communicate with other individuals from all over the world. Currently, there are 1,733,993,741 internet users around the world (Internet world Stats, 2009). Because of those technological innovations it is possible to collaborate with other people regardless there geographical position. The last couple of years, next to those technological developments, two other mechanisms developed in a historical way globalization and demography. Tapscott and Williams argued in their book Wikinomics (2006): The three mechanisms: technology, globalization and demography are influencing the world towards a new economy, the collaboration economy. Emerging globalization demands and facilitates new forms of economic collaboration and provides all businesses who are seeking for unique talents to fix their problems with talented employees from over the whole world. And demographically there is also a shift. A new generation, bigger than the babyboom generation, the internet generation will dominate the 21ste century because of her demographical presence. This generation has grown up with internet and will utilize this technology in an efficient way and will change the status-quo in a radical way. Doing business and the way of collaborating in business will also change. Old monolithic multinationals which creates added value in a closed hieratically structure is quickly outdated. Successful businesses nowadays need open and porous bo rders and should compete using knowledge, resources and capacities outside the organization. Even heavy, capital intensive production industries will not be an exception. Also Ilinitch, DAveni Lewin (1996) addressed those changes; by opening their special issue on new organizational forms and hyper-competitive environments by nothing that, organizations are facing strong forces of change: globalization, demographic shifts, advances in technology, and the demassification of society. In response to those changes and shifts organizational forms are proliferating. One such new organizational form is found in virtual teams, sometimes called distributed teams (Saunders Ahuja, 2006). Virtual teams are, in summary, technology mediated groups of people in various places around the world that work together on common tasks (Hardin, Fuller, and Davidson, 2007). Currently those virtual teams are widely embraced by modern businesses. A motive of this popularity is that they can help organizations adapt better. They may provide firms with advantages such as increased utilization of employee-time, round-the-clock workforce availability, and the opportunity to leverage knowledge and expertise around the world (Paul, Seetharaman, Samarah Mykytyn, 2004). Virtual teams bring organizations also some other advantage: reduced travel expenses, Co2 emissions, and less working time wasted on traveling (Lu, Watson-Manheim, House, Matzkevich, 2005). This increasing use of virtual teams is also noted by the Wall Street Journal. It reports that more than half of companies with more than 5000 employees use virtual teams (de Lisser, 1999) Also, a survey by the Gartner group found that more than 60% of professional employees work in virtual teams (Kanawattanachai Yoo, 2002). The growth in popularity of virtual teams inquires a summary of how to manage such a team in an efficient an effective way. Questions about what are important factors in managing successful global virtual teams needed to be answered. In this inquiry I will address those success factors in case of knowledge sharing in global virtual teams by answering the question: â€Å"What are success factors of knowledge sharing in virtual teams, with team members across the whole globe?†. This enquiry is focused on knowledge sharing in virtual teams because those dispersed teams in particular need to share knowledge, experience and insights in order to function successfully (Rosen, Furst, Blackburn, 2007). The aim of this paper is to facilitate virtual team managers and -designers with a summary of virtual team success factors in knowledge sharing by which they can benefit better from the advantages of virtual teams. Firstly I will address the theoretical background of virtual teams. In this theoretical background I will explain the organizational need for virtual teams, give a definition of virtual teams, deal with the key feature of virtual teams; the absence of face-to-face contact and I will give an insight in the knowledge sharing mechanism. In the second part of this paper I will focus on answering the research question based on earlier researches and literature references. This will be followed by a brief conclusion and recommendations of those success factors in knowledge sharing to facilitate virtual team managers and -designers with a practical summary. 3. Literature References Allen, T., (1977). Managing the flow of technology. Cambridge (MA): MIT Press. Armstrong,D.L., Cole, P. (1995). Managing distances and differences in geographically distributed work groups. In Jackson, S. Runderman, M. (Eds) Diversity in Work Teams: Research Paradigms for a Changing Workplace, p. 497-529. Bailey, D.E., Kurland, N.B., (2002). A review of telework research: findings, new directions an lessons for the study of modern work. Journal of Organizational Behavior, vol. 23, p. 383-400. Bell, B.S., Kozlowski, S.W.J., (2002). A typology of virtual teams: Implications for effective leadership. Group Organization Management, 27, p. 14-49. Boutellier, R., Gassmann, O., Macho, H., Roux, M., (1998). Management of dispersed product development teams: the role of information technologies. RD Management, 28(1), p. 13-25. Conrath, D., (1973). Communication environment and its relationship to organizational structure. Manage Science ,20, p. 586-603. Cummings, L.L., Bromiley, P., (1996). The organizational trust inventory (OTI): Development and validation. Trust in organizations: frontiers of theory and research. Thousand Oaks, CA: Sage Publications. de Lisser, E. (1999). Update on small business: Firms with virtual environments appeal to workers. Wall Street Journal, B2 Devine, D.J., clayton, L.D., Philips, J.L., Dunford, B.B., Melner,S.B. (1999). Team in organizations: Prevalence, charecteristics, and effectiveness. Small Group Research, 30, p. 678-711. Duarte, D.L. Snyder, N.T. (2006). Mastering Virtual Teams: Strategies, Tools and Techniques That Succeed. John Wiley and Sons, New York. Fiol, C.M., OConner, E.J. (2005). Identification in Face-to-Face, Hybrid, and Pure Virtual Teams: Untangling the Contradictions. Organizational Science, vol. 16, p. 19-32. Gibson C.B., Cohen, S.G. (2003). Virtual teams that work: Creating conditions for virtual team effectiveness. Jossey-Bass, San Francisco. Griffith, T.L., Neale, M.A. (2001). Information processing in traditional, hybrid, and virtual teams: from nascent knowledge to transactive memory. Research in organizational behaviour, vol. 23, p. 379-421. Griffith, T.L., Sawyer, J.E., Neale, M.A. (2003). Virtualness and knowledge in teams: managing the love triangle of organizations, individuals, and information technology. MIS Quarterly, vol. 27, p. 265-287. Gudykunst, W.B., (1997). Cultural variability in communication. Communication Research, 24, p. 327-348. Gullahorn, J., (1952). Distance and friendship as factors in the gross interaction matrix. Sociometry, 15, p. 123- 34. Hardin, A.M., Fuller, M.A., Davidson, R.M. (2007). I know I can, but can we?: Culture and efficacy beliefs in global virtual teams. Small Group Research, 38, 130-155. Hertel, G., Geiser, S., Konradt, U. (2005). Managing virtual teams: A review of current emperical research. Human Resource Management Review, 15, 69-95. Hertel, G., Konradt, U., Lehman, K., (2004). Staffing virtual teams: Development and validation of a web-based tool for selection and placement of virtual team members. Manuscript in preparation. Hollingshead, A.B., (1998). Retrieval processes in transactive memory systems. Journal of personality and social psychology, 74, p. 659-671. Ilinitch, A.Y., DAveni, R.A., Lewin A.y. (1996). New Organizational Forms and Strategies for managing in Hypercompetitive Environments. Organization Science, vol.7, p. 211-220. Internet World Stats (2009). Top 20 countries with highest number of internet users. Retrieved November 25th, 2009 from: http://www.internetworldstats.com/ Jarvenpaa, S., Leidner, D., (1999). Communication and trust in global virtual teams. Organization Science, 10, p. 791-15. Jehn, K.A., (1995). A multimethode examination of the benefits and determents of intragroup conflict. Administrative science quarterly, 40, p. 256-282. Kristof, A.L., Brown, K.G., Sims, H.P.Jr., Smith, K.A. (1995). The virtual team: A case study and inductive model. Advances in interdisciplinary studies of work teams, 2, 229-253. Lu, M., Watson-Manheim, M.,B., House, C.H., Matzkevich, T. (2005). Does distance matter? Bridging the discontinuities in distributed organizations. HICSS 2005. Levitt, B., March, J., (1988). Organizational Learning. Annual review of sociology, 14, p. 319-340 Kanawattanachai P., Yoo, Y. (2002). Dynamic nature of trust in virtual teams. Journal of strategic Infromation Systems, 11, 187-213. Kaywoth, T., Leidner, D., (2000). The global virtual manager: a prescription for success. European management journal, 18, p. 183-194. Kiesler, S., Sproull, L. (1992). Group decision making and communication technology. Organizational Behavior Human Decision Processes, 52, 96-123. Konradt, U., Schmook, R., Mà ¤lecke, M., (2000). Impacts of telework on individuals, organizations and families: a critical review. In C.L. Cooper and I.T. Robertson (Ed), International Review of Industrial and Organizational Psychology, vol. 15, p. 63-99, Wiley, Chichester. Kozlowski, S.W.J., Ilgen, D.R. (2006). Enhancing the effectiveness of work group and teams. Psychological Science in the Public Interest, 7(3), 77-124 Lipnack, J., Stamps, J., (1997). Virtual teams. Reaching across space, time and organizations with technology. John Wiley and Sons, New York. Majchrzak, a., Rice, R., King, n., Malhotra, A., Ba, S., (2000). Computer-mediated inter-organizational knowledge-sharing: insights from a virtual team innovating using a collaborative tool. Information Resource Management Journal, 13, p. 44-53. Martins, L.L., Gilson, L.L. Maynard M.T., (2004). Virtual Teams: What do we know and where do we go from here? Journal of Management, vol. 30, p. 805-835. Maznevski, M., Chudoba, K., (2001). Bridging space over time: global virtual team dynamics and effectiveness. Organizational Science, 13, p. 473-492. McDonough E., Kahn, K., Barczak, G. (2001). An investigation of the use of global virtual, and collocated new product development teams. The journal of product innovation management, 18, p. 110-120. Monge, P., Kirste, K., (1980). Measuring proximity in human organization. Social psychology quarterly, 43, p. 110- 5. Meyerson, D., Weick, K.E., Kramer, R.M., (1996). Swift trust and temporary groups. Trust in organizations: frontiers of theory and research, Thousand Oaks, CA: Sage Publications, p. 166-195. Owens, D., Mannix, E.A., Neale, M.A., (1998). Strategic formation of groups: Issues in task performance and team member selection. Research on managing groups and teams: composition, 1, p. 1419-165. Powell, A., Piccoli, G., Ives, B., (2004). Virtual teams: a review of current literature and directions for future research. The data base for advances in information systems, 35, p.6-36. Robbins, S.P., Judge, T.A., (2007). Organizational Behavior. Upper Saddle River, NY: Prentice Hall. Rosen, B., Furst, S., Blackburn, R., (2007). Overcoming barriers to knowledge sharing in virtual teams. Organizational Dynamics, 36, p. 259-273. Sanders, C.S., Ahuja, M.K., (2006). Are all distributed teams the same? Differentiating Between Temporary And Ongoing Distributed Teams. Small Group Research, vol. 37, p.662-700. Sarker, S., Lau, F., and Sahay, S., (2001). Using an adapted grounded theory approach for inductive theory building about virtual team development. Database for advances in information systems, 32, 38-56. Scott, W.R. (1981). Organizations: Rational, natural and open systems, Englewood Cliffs, NJ: Prentice Hall. Sproull, L., Kiesler, S., (1986). Reducing social context cues: electronic mail in organizational communication. Manage Science, 32, p.1492- 512. Stasser, G., Titus, W., (1985). Pooling of unshared information in group decision making: biased information sampling during discussion. Journal of personality and social psychology, 48, p. 1467-1478. Suchan, J., Hayzak, G., (2001). The communication characteristics of virtual teams: a case study. IEEE transactions on professional communication, 44, p. 174-186. Townsend, A.M., DeMarie, S.M. Hendrickson, A.R. (1998). Virtual teams: Technology and the workplace of the future. Academy of Management Executive, vol. 12, p. 17-29 Tapscott, D. Williams, A.D. (2006). Wikinomics: How Mass Collaboration Changes Everything. Penguin Group, New York. Thompson, L.L. (2004). Making the team: A Guide for managers. New Jersey: Pearson Education. Warkentin, M.E., Beranek, P.M., (1999). Training to improve virtual team communication. Information system journal, vol. 9. Wegner, D.M., (1987). Transactive Memory: A contemporary analysis of the group mind. Theories of group behavior, New York: Springer-Verlag.

A Rewrite of the Ending (Chapter XX) of Oscar Wilde’s The Picture of Dorian Gray :: Picture Dorian Gray

A Rewrite of the Ending (Chapter XX) of Oscar Wilde’s The Picture of Dorian Gray It was a lovely night, so warm that Dorian threw his coat over his arm, and did not even put his silk scarf round his throat. A sealed envelope fell out of his coat pocket. It was from Basil’s Gladstone bag that Dorian had rummaged through before throwing into the fire. In his recent preoccupation, Dorian had forgotten all about the envelope. He now stooped to pick up the fallen envelope and broke open its seal. Out fell a small watercolour portrait. An angelic face stared back at Dorian and it was of himself. Oh Basil! Why? The portrait was painted with love, Dorian could see that. His eyes glistened in the moonlight. What had he done to his good friend? Distractedly, Dorian put the portrait and the envelope back into his coat pocket, lit a cigarette, and hurried toward home. Two young men in evening dress passed him. He heard one of them whisper to the other, â€Å"That is Dorian Gray.† He remembered how pleased he used to be when he was pointed out, or stared at, or talked about. He was tired of hearing his own name now. Suddenly, one of the young men called out to him: â€Å"Mr. Gray.† Dorian spun around. The one who had called out to him now said, â€Å"Tell us, Mr. Gray, what is your secret?† Dorian cried, â€Å"What secret?† â€Å"Your secret to eternal youth. It is witchcraft, the villagers say.† It was the first time that anyone had directly questioned his appearance and Dorian did not know what to answer. Biting his lower lip, Dorian faintly replied, â€Å"How inquiring you young men are! What good is eternal youth?† â€Å"What good?† cried the young men. â€Å"Wild adoration from charming ladies and great admiration from seekers of truth and beauty!† â€Å"Do not speak of what you know not!† â€Å"You have bewitched all the women in this town, Mr. Gray. And they have suffered for it. What is your secret?† â€Å"Are you saying that you wish for your young women to suffer?† Dorian’s eyes flashed with regret and anger. With that, he turned around and walked quickly home. Behind him, he heard the two young men yell. He thought he caught the words â€Å"Basil† and â€Å"murder.† With a shiver, Dorian stepped into his home and found his servant waiting up for him.

Sammy

Sammy is observant and watches everything that goes on in the store while he cashiers because the Job can get a little boring and he can also by easily distracted y something. His observations, so marvelously acute and precisely and delightfully expressed† (WEB) When these girls walk in, he becomes very observant. He notices the patterns of the bikinis they are wearing. He also notices the way one of them has the strings on the top. Once they start to talk, he fgures out who is the leader. He calls her queenie, and he is very fond of her. He notices by the way she is walking and talking that no doubt she is the leader and the other two are her followers. Sammy is different but acts like a normal cashier in this story.He is not important and does not stand out compared to his coworkers. Sammy wants the girls to notice him, so he feels the need to try to be different. â€Å"Sammy notices the gulf between them; the only way he can get them to notice him to differentiate himself f rom what he sees, through their eyes as the provincialism of the small town that insists on â€Å"decent dress† in its supermarket. † (126) He wants to stand out from the rest of the people in the store, such as, customers and coworkers. He calls this coworker a drone and customers sheep, which is very different and strange.Not many normal teens do that, and nothing makes Sammy any more special than the rest of the people in the store. Sammy is dissatisfied and quits his Job. â€Å"Sammy is not frustrated because he cannot woo queenie but because of the length of time because of the time he has been working at the supermarket and his daily encounters with customers. † (Web) His manager decides to tell the girls something about the way they are dressed. Sammy thinks his manager disrespected them, he stands up for them and quits. He is hoping the girls would notice and like it but they do not notice.Sammy becomes very dissatisfied with his decision when he walks ou tside and notices the girls are gone. Then again, he did not really like the Job anyway, considering he realized this opened up a door for new opportunities. Sammy starts to think about his decision more and more, wondering if he has made the right choice. At the end of this story, he is a different Sammy. He became were worth quitting for. He thought by being different he would have gotten their attention. He also thought he would have been satisfied with his decision, but he begins to question his decision. Sammy Sammy is observant and watches everything that goes on in the store while he cashiers because the Job can get a little boring and he can also by easily distracted y something. His observations, so marvelously acute and precisely and delightfully expressed† (WEB) When these girls walk in, he becomes very observant. He notices the patterns of the bikinis they are wearing. He also notices the way one of them has the strings on the top. Once they start to talk, he fgures out who is the leader. He calls her queenie, and he is very fond of her. He notices by the way she is walking and talking that no doubt she is the leader and the other two are her followers. Sammy is different but acts like a normal cashier in this story.He is not important and does not stand out compared to his coworkers. Sammy wants the girls to notice him, so he feels the need to try to be different. â€Å"Sammy notices the gulf between them; the only way he can get them to notice him to differentiate himself f rom what he sees, through their eyes as the provincialism of the small town that insists on â€Å"decent dress† in its supermarket. † (126) He wants to stand out from the rest of the people in the store, such as, customers and coworkers. He calls this coworker a drone and customers sheep, which is very different and strange.Not many normal teens do that, and nothing makes Sammy any more special than the rest of the people in the store. Sammy is dissatisfied and quits his Job. â€Å"Sammy is not frustrated because he cannot woo queenie but because of the length of time because of the time he has been working at the supermarket and his daily encounters with customers. † (Web) His manager decides to tell the girls something about the way they are dressed. Sammy thinks his manager disrespected them, he stands up for them and quits. He is hoping the girls would notice and like it but they do not notice.Sammy becomes very dissatisfied with his decision when he walks ou tside and notices the girls are gone. Then again, he did not really like the Job anyway, considering he realized this opened up a door for new opportunities. Sammy starts to think about his decision more and more, wondering if he has made the right choice. At the end of this story, he is a different Sammy. He became were worth quitting for. He thought by being different he would have gotten their attention. He also thought he would have been satisfied with his decision, but he begins to question his decision.

New York Times vs. Sullivan

Issue: Does Freedom of Speech protect a newspaper when it makes false defamatory statements about the conduct of a public official if the statements were not made with knowing or reckless disregard for the actual facts? The holding does not match the issue. If the fourteenth amendment is going to be incorporated in the holding, then it has to be in the issue. Also, the issue needs to be posted in a constitutional way.   For example: By not requiring Sullivan to prove that the advertisement personally harmed him and dismissing the same as untruthful due to factual errors, did Alabama’s libel law unconstitutionally infringe on the First Amendments freedom of speech and freedom of press protections? Statement of the Facts: The New York Times published a full page ad soliciting funds to defend Martin Luther King, Jr. In the ad were accusations of brutal force employed by the Montgomery police force against King’s followers. L.B. Sullivan, the police commissioner at the time, claimed the ad maligned his character. He sued for, and won, damages from the lower court. The Holding/Decision of the Court: The Court held that the First and Fourteenth amendments protected a publisher from libel only if the false and derogatory statements were not made with knowing or reckless disregard for the truth. Reasons/Rationale: The Court made its decision based on three closely-related facts: †¢ First, the commercial nature of the advertisement; †¢ Second, the existence of actual malice; and, †¢ Finally, the tendency for the alleged libel to be connected to the plaintiff. The New York Times was paid to publish the ad. However the fact that it was a paid advertisement does not make it a ‘commercial ad' in that it waives constitutional guarantees of Freedom of Speech. To consider it as such would discourage newspapers from accepting â€Å"editorial advertisements† which would have a dangerous tendency to shut out this form of information promulgation. Furthermore, it would curtail freedom of speech and shackle those who do not own publications.   This would be in violation of the First Amendment, which aims to secure â€Å"the widest possible dissemination of information from diverse and antagonistic sources†. There was no actual malice in this case although negligence can be ascribed to the NY Times for not exercising due diligence in ensuring the facts published. The paper had merely published a paid advertisement. The publisher cannot be accused of knowingly publishing falsehoods. Being a public official, Commissioner Sullivan had to accept the reality that his work would be under constant scrutiny. A higher level of proof is necessary to prove that the defendant printed material with intent to malign Sullivan’s character, especially since the alleged criticism was about his official functions as the police commissioner. Finally, the alleged libelous ad did not bear any mention of his name. While the ad criticized the activities and â€Å"brutality of the police†, there was never any direct mention of Sullivan or the office of the police commissioner. It could not then be said that the ad was a directed, defamatory and malicious attack upon him. In fact, the acts described in the ad – the padlocking of the dining hall, among others – were not even directly ascribed to the police, much less the police commissioner. On a side note, there is even suggestion that the commissioner manifested a guilty conscience in respect of the acts protested in the ad. The court therefore ruled in favor of freedom of speech over the right of a public official to defend himself from attack. Such cases have often been cited as jurisprudence to justify the level of criticism that can be inflicted on a government official. For acts related to his official functions, there is virtually no limit to the attacks that can be levied so long as they are not done with reckless disregard for the facts. Justice Black concurs on the basis that the 1st and 14th amendments do not merely delimit a state's power to award damages to officials for criticism of their official conduct but completely prohibits a state from exercising this power.   He is of the opinion that the defendants had an absolute constitutional right to publish their criticisms regardless of whom they were aimed at. It is regrettable that the court stopped short of a holding unequivocally protecting our free press. Justice Goldberg concurs on the privilege to criticize official conduct, despite the harm which may flow from excesses and abuses and consistent with the prized American right â€Å"to speak one's mind†.

Katherina and Petruchio Essays

Katherina and Petruchio Essays Katherina and Petruchio Paper Katherina and Petruchio Paper Essay Topic: The Taming Of the Shrew Petruchio says that the moon is the sun and Katherina firstly disagrees. So Petruchio calls for the horse so that they can go back to his house in the country side. Katherina is either very tired or that she has realised that it is pointless to argue with Petruchio. The final scene is with all the family and suitor gathered having a feast. This is where we see who much more in love Katherina and Petruchio are. Their relationship is now a lot stronger and on steadier grounds than Biancas and Lucentios. Petruchio and Katherina have learned to love each other. The last scene there is a bet raised to see whose wife is more obedient to there husband. There is a wager of hundred crowns each. Before this wager Bapstia is very impressed how Petruchio has tamed his viscous daughter he awards another dowry to Petruchio. The bet is to see who comes first to there husbands when they call for there wives. This is the moment where we see how much Katherina has changed. When she arrives she has a lot to say but does not speak to the men she speaks to the widow, who is unconvinced by what Katherina has to say. When Katherina speaks to the widow she says she see Petruchio as a god, Thy husband is thy lord. Katherina has been taught to obey Petruchio in very way and she does so. Shes tells the widow how simple women are and that they have only one thing to do in life and thats to have children. She says that women are weak and tender. Katherina sees that Petruchio has taught her and that she has learned that her behaviour was unacceptable. In the end Petruchio has the chance to embarrass Katherina even more by making her kiss his feet but he does not and kisses her on her lips. Then Petruchio invites Katherina to bed and Katherina comes willingly. This is the sign in my opinion that Katherina and Petruchio are in love. I agree with the fact that Katherina has been tamed and that she is not defeated. I think that Katherina and Petruchio are in love but I also think that they might be playing a tick on the others to seek there rewards. I think that she is not defeated because of the way that the play ends; Petruchio has the opportunity to embarrass Katherina completely but he does not, this shows a sense of understanding between the two of them. She is not defeated because she still has a sense of her own character even though she has fallen in love with Petruchio. I come to this conclusion because Petruchio is the one that raises the bet and he is confident about betting his money on it. Katherina is not defeated because she attacks the widow in her own words. Katherina respects Petruchio but in the same way Petruchio most defiantly respects Katherina. This is show by Petruchio when he has the option to embarrass Katherina but decides not to. This relationship is the strongest because the only rival to it is Biancas and Lucentios. This relationship is total false because Lucentio fell in love with the wrong Bianca. This relationship seems very shallow and they were married on false pretences. They married each other without knowing each other. Bianca has been living a lie to the whole world and she only shows her true colours in the final scene where she does not do what Lucentio says she should do. They meet when Lucentio dresses up as a tutor so he is not being himself. Lucentio sees Bianca as a young and lovely girl. Lucentio is the one who is in love and not Bianca. Bianca has not been tamed and therefore she is the shrew. Bianca shows her true colours by tell Lucentio the more fool you for laying on my duty. Hath cost me hundred crowns since supper time; this is where Lucentio realises that he is married to an untamed shrew. A shrew he thought he had control over and he doesnt. The other relationship other than the widow and Hortensio is the one of Baptista and his daughters. Baptista obviously loves Bianca more than Katherina, because otherwise he would show Katherina a lot more tenderness Call you me daughter? I promise you have showed a tender fatherly regard. He does show Bianca that he is fond of her He fondles her. A reason for why he is not as fatherly to Katherina is because of the way she treats Bianca. However, Katherina treats Bianca the way she does because of the lack of love on his part. Thus creating an emotional and vicious circle where it would seem that Katherina fairs worst. There are two essential ideas that are recurrent throughout The Taming of the Shrew. First, is the relationship with Katherina and Bianca who, as sisters should have an admiration for each other. This however, is apparently absent. This may be due to the fact of Katherinas profound jealousy of Bianca. The second is the unjust quantities of love shared between Katherina and Bianca from Baptista. Katherina has an obviously sad and despairing heart caused by many years of loneliness and loathing. The only way she can express this is to act obnoxiously towards Bianca, for she, in Katherinas eyes is the problem. Baptista is evidently an incredibly obtuse father towards his daughters. A more rational father would love both daughters in proportion. Baptista does not do this. However, Baptista is never hateful towards Katherina; he is just merely civil, similar to that of an acquaintance rather than that of a daughter. The views of marriage and womans rights have changed a lot since the time of Elizabeth the first. A feminist in the 1960s, Germaine Greer wrote about The taming of the shrew instead of tearing the play to pieces she supports it and even say that Kates speech at the close of the play is the greatest defence of Christian monogamy ever written. Even though the play has moments of women being ordered around by men, Katherinas and Petruchios relationship has hints of a change coming. I think that this relationship is going to change to the fact that they will have equal rights in there relationship. I think Shakespeare didnt want us to jump from one extreme to the other; he simply was pointing out the failings, and warned us of the path we were following. The hint of this made it acceptable to feminists. Shakespeare did not write the play to make it acceptable to feminist I think he was forward thinking and I believe that he saw that the way marriage was seen was going to change. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Taming of the Shrew section.

Science Projects for Every Subject

Science Projects for Every Subject How many times have you seen a science demonstration or watched a cool video and wished you could do something similar? While having a science lab certainly expands the type of projects you can do, there are many entertaining and fascinating projects you can do using everyday materials found in your own home or classroom. The projects listed here are grouped according to subject, so no matter what youre interested in, youll find an exciting activity. Youll find projects for every age and skill level, generally intended for the home or a basic school lab. To understand the basics of chemical reactions, start with the classic baking soda volcano or get a little more advanced and make your own hydrogen gas. Next,  learn the basics of crystallography with our collection of crystal-related experiments.   For younger students, our bubble-related experiments are simple, safe, and lots of fun. But if youre looking to turn up the heat, explore our collection of fire and smoke experiments.   Because everyone knows science is more fun when you can eat it, try some of our chemistry experiments involving food. And finally, our  weather-related experiments  are perfect for amateur meteorologists any  time of the year.   Turn a Science Project Into a Science Experiment While science projects may be done simply because they are fun and raise interest in a subject, you can use them as the basis for experiments. An experiment is a part of the scientific method. The scientific method, in turn, is a step-by-step process used to ask and answer questions about the natural world. To apply the scientific method, follow these steps: Make observations: Whether youre aware of it or not, you always know something about a subject before you perform a project or experiment with it. Sometimes observations take the form of background research. Sometimes they are qualities of a subject you notice. Its a good idea to keep a notebook to record your experiences before a project. Make notes of anything of interest to you.Propose a hypothesis: Think of a hypothesis in the form of cause and effect. If you take an action, what do you think the effect will be? For the projects in this list, think what might happen if you change the amounts of ingredients or substitute one material for another.Design and perform an experiment: An experiment is a way to test a hypothesis. Example: Do all brands of paper towels pick up the same amount of water? An experiment might be to measure the amount of liquid picked up by different paper towels and see if its the same.Accept or reject the hypothesis: If your hypothesis was that all brands of paper towels are equal, yet your data indicates they picked up different volumes of water, you would reject the hypothesis. Rejecting a hypothesis doesnt mean the science was bad. On the contrary, you can tell more from a rejected hypothesis than an accepted one. Propose a new hypothesis: If you rejected your hypothesis, you can form a new one to test. In other cases, your initial experiment might raise other questions to explore. A Note About Lab Safety Whether you conduct projects in your kitchen or a formal laboratory, keep safety first and foremost in your mind. Always read the instructions and warning labels on chemicals, even common kitchen and cleaning products. In particular, note whether there are restrictions about which chemicals can be stored together and what hazards are associated with the ingredients. Note whether or not a product is toxic or poses a hazard if it is inhaled, ingested, or touches skin.Prepare for an accident before one happens. Know the location of the fire extinguisher and how to use it. Know what to do if you break glassware, accidentally injure yourself, or spill a chemical.Dress appropriately for science. Some projects in this list require no special protective gear. Others are best performed with safety googles, gloves, a lab coat (or old shirt), long pants, and covered shoes.Dont eat or drink around your projects. Many science projects involve materials you dont want to ingest. Also, if youre snacking, youre distracted. Keep your focus on your project.Dont play mad scientist. Young children may think chemistr y is about mixing together chemicals and seeing what happens or that biology involves testing the reactions of animals to different situations. This is not science. Good science is like good cooking. Start by following a protocol to the letter. Once you understand the basic principles, you can expand your experiment in new directions following the principles of the scientific method. A Final Word About Science Projects From each project, youll find links to explore many other science activities. Use these projects as a starting point to ignite interest in science and learn more about a subject. But, dont feel like you need written instructions to continue your exploration of science! You can apply the scientific method to ask and answer any question or explore solutions to any problem. When faced with a question, ask yourself if you can predict an answer and test whether or not it is valid. When you have a problem, use science to logically explore the cause and effect of any action you might take. Before you know it, youll be a scientist.

How and When to Bring Up Personal Issues When Applying for Jobs

How and When to Bring Up Personal Issues When Applying for Jobs So you’re applying for jobs, but you have some serious needs based on personal considerations: you’re pregnant, or have kids, or require a particular kind of flexibility in order to maintain your work/life balance. Or perhaps you’re moving across the country, or you need to have a position somewhere close to your partner. You name it, you’re probably struggling with finding the right time to bring it up. Here are three stages in the job process and an outline of how and when to bring up personal issues when applying for jobs. Happy hunting!In Your Resume Cover LetterSay the company has boasted about their super-casual work culture and flexible hours. You’re allowed to work at a beanbag and take three-hour lunches as long as you get your projects done. Or they have a fantastic family leave package and you’re planning to have a kid soon. You’re secretly doing a happy dance, but you really shouldn’t show it. At least not yet.Sayin g how important flexibility and leave and casual scheduling might be to you could be interpreted by a hiring manager as a red flag in a cover letter. â€Å"Ahoy! This guy is lazy and doesn’t really want to do the job!† Save it for much later in the process. Or just be glad you found this opportunity and keep the celebration to yourself.During an InterviewThe good news is they’re already interested. The bad is that you could easily blow it by asking about any of the above with too much eagerness or glee. It’s still not the time to say, â€Å"Hang on†¦ how many personal days do I get?† Or: â€Å"So I get how many weeks off for maternity leave?†Stick with convincing them that you’re the most qualified candidate for the position and an asset to the company. Render yourself indispensable and then take advantage of the sweet perks this company can offer. When you get to the point in the interview when you’re invited to ask quest ions, you can casually inquire about the work atmosphere or culture, but that’s about it.During NegotiationYou got the offer! Yes! Now is the time. If you’re, say, pregnant, or moving in a year, or in need of Friday mornings off to watch your kids, this is the ideal stage to broach the subject. There’s no right time, really, and you’ll probably be dreading it. But take a deep breath and say how delighted you are about the offer, then say you just have one small complication you wanted to make sure you addressed up front.If you get to such an advanced stage, however, you should make sure you’ve got the right read on the company. You won’t make any friends by asking for things the company just can’t or won’t provide. Pick your marks and shoot straight and steadily for them.

Critical questions Coursework Example | Topics and Well Written Essays - 250 words

Critical questions - Coursework Example An example of when I used critical thinking is when my laptop was stolen at my place. My best friend Max and his distant cousin Gabriel had come over to play video games. After sometime, I noticed my laptop was missing and confirmed this after looking for it all over the house. Max insisted that only Gabriel could have taken it since he was the only person among us who had gone outside. Max insisted we beat him up until he produced the laptop, but after thinking very carefully, I realized that beating him up would do more harm than good so I decided to leave the issue with the police to solve it. I reported the matter to the police, and Gabriel owned up and I got my laptop back. Critical thinking is not only important in the professional discipline, but it is also important in the basic life. For example, I decided not to agree with max after carefully examining the implications of our action. If we would have beaten him up, we would have been charged with taking the law into our own hands and assault among other things. Therefore, it is important to use critical thinking in order for us to reach sound

Software Essay Example | Topics and Well Written Essays - 500 words

Software - Essay Example Additionally, it is against the software piracy policy and rules those outline that a software licensing rules must be followed. In this scenario, there is a need to strictly follow these rules and regulations to avoid any legal actions. In addition, software piracy is about illegal copying a software application. It is recognized as an unethical activity that negatively affects all the users by driving up costs as well as minimizing funds for development and research of future software developments. Furthermore, it is a negative practice that is currently catching attention of software industry trade associations (National Academy of Engineering). The use of an unlicensed copy of a software application is totally illegal and unethical. In fact, it can increase the number of thefts thus this kind of activity should be neither tolerated nor practiced at TI. Consequently, how would we manage any other circumstances concerning potential misuses of a technology based assets? Can we ignore the illegal borrowing or change of a $200 for an application or other piece of system that is associated either to roommate or to fellows? Of course not (National Academy of Engineering; Shelly, Cashman and Vermaat). On the other hand, at the present, the majority of students believe that they are supporting and helping one another by sharing licensed software with other students. They believe that software costs are prohibitively high, and consider that, as students, they should not bear such extensive software costs. In this scenario, there are numerous solutions for the effective management of these issues. One of the primary solutions of such issue is the online websites where they can purchase such software at low cost by providing details of their institution and student enrollment. Another very good solution is that, institutions can as well establish their membership with the student welfare programs where

Laws, tactics and imprisonment surrending cyber crimes in the UK Literature review

Laws, tactics and imprisonment surrending cyber crimes in the UK - Literature review Example Initially, the Act contained the three criminal offences of unauthorised access to computer and computer material, illegal; access with intent to commit and/or facilitate the commission of further offences and unauthorised modification of computer material. Later, in 2006, the Police and Criminal Justice Act amended the Computer Misuse Act. This amendment added a new section dealing with the offences of making, supplying and obtaining articles for use in computer misuse. To make the Act more effective, there is a proposal for the Act to be amended to target hackers that instigate serious attacks on computers on critical infrastructure with life imprisonment. This Act details all the offences associated with hacking and all the malware used in breaching computer systems. Regrettably, the Act is not encompassing enough to deal with cyber attacks that threaten national security. Currently, it addresses issues of unauthorised access to computer material or another persons user ID and password and further crimes upon gaining unauthorised entry into another person’s computer (www.gov.uk, 2014b). In this context, the Act addresses crimes such as stealing money or data and information from another’s computer system, spreading viruses and deleting files (Brenner, 2007). The maximum sentence for these offences is ten years. Fortunately, the Queen proposed the Serious Crime Bill, which will add a new offence of unauthorised acts causing serious damage in the Computer Misuse Act. The new offence encompasses more heinous cyber attacks on sensitive and essential systems of power supply, communications, and food or fuel distribution. Also addressed in the proposed Act are cyber crimes that would result in loss of life, social disruption or damage to the economy, environment or national security and serious injury (Brenner, 2007). The proposed Act’s

To What Extent Does the Principle of Good Faith Play in English Contra Research Paper

To What Extent Does the Principle of Good Faith Play in English Contract Law, and French Contract Law - Research Paper Example In this context, Collins (1994, 230) stated that â€Å"the traditional solution for international transactions invokes the choice of law rules of private international law; under these rules, now codified by the Rome Convention, the parties to a contract are free to select the governing law, and in the absence of an express choice, the default rule applies the law which is most closely connected to the transaction†. In other words, the law applicable in a specific contract is decided primarily by the parties of this contract and only in cases that no special provision exists, then this issue is resolved directly by the relevant legal provisions referring to jurisdiction in cases of international transactions. The examination of the validity and the content of a contract has been traditionally an issue of primary importance for countries of civil law. For common law countries, the above issues are also extensively examined by the courts. In this context, the study of Beatson et al., (1997, 14) showed that â€Å"once the contract passes the test of initial validity, the control of its terms on the ground of unfairness becomes problematical since it is in direct conflict with the notion of freedom of contract; nevertheless, the law has for centuries possessed tools that could be utilized in order to exercise such control, notably the doctrine of public policy and the equitable rules against penalty and forfeiture; the doctrine of good faith provides another important tool for the control of contractual terms and their application; the doctrine has long been recognized by continental law; recently it has been gradually absorbed by a number of common law jurisdictions†. In accordance with the above researcher, the doctrine of ‘good faith’ is not broadly used in common law countries but only in cases where its application is inevitable taking into account the circumstances of a specific country and the behaviour of the parties involved. As pointed out by Summers (1968, 198) ‘Without a principle of good faith, a judge might, in particular cases, be unable to do justice at all, or he might be able to do it only at the cost of fictionalizing existing legal concepts and rules, thereby snarling up the law for future cases; in begetting snarl, fiction may introduce inequity, unclarity or unpredictability; in addition, fiction can divert analytical focus or even cast aspersions on an innocent party’.     

Describe how your place of business uses different forms of Essay - 1

Describe how your place of business uses different forms of communication - Essay Example I work for Wal-Mart, a company dealing with processing and sale of grocery products across the country. Communication is crucial in the purchases and sales department as it enables fast procurement of raw materials and capital goods. Additionally, good communication allows management of inventory in all company’s retail outlets and delivery of the processed goods to customers. The most prominent form of communication used in this department is oral communication. It involves calling via the cell phone to make queries and helps in resolving misunderstandings that are frequent in the department (Chaturvedi 47). Also, one can speak directly to the members of staff in charge of any operation in the company. When procuring raw materials, I usually call via the phone to request for certain materials before placing a detailed purchase order in the supplier’s inventory. Written communication is another form of communication that is commonly used in the department. Paper-based communications give a clear message that can be filed in the offices (Chaturvedi 48). With the advanced technology, we usually draft papers in a digital format and send them via e-mail to the intended recipient. In the department, purchases orders are sent to the suppliers via e-mail, as well as, the details of the materials required together with their specifications. In response, the different suppliers send delivery notes to the department in the event of delivering materials. Written messages are sent to customers informing them that their invoices have been received. Face-to-face communication is also applied in the department operations as it enables clear understandings among the parties involved. Speaking directly to someone saves time and reduces subsequent communications especially when there are organizational conflicts. When customers complain of delivery of broken or substandard goods they are advised to visit the premises for a talk with the manager. Meeting

Public Administration The Good, The Bad, The Ugly Research Paper

Public Administration The Good, The Bad, The Ugly - Research Paper Example However, the failure of the House Republicans to endorse the process compelled President Obama to come up with immigration accountability executive actions. The actions target to provide a mechanism for fighting illegal crossing at the borders; deport felons who upset national security and overall public safety without including their families and running a background check of the undocumented illegal immigrants. The check will prompt the workers to pay their taxes legally and offer temporary stay before the payment (The White House, 2015). A regulatory public policy supports the move by the president to put an end to the illegal population in United States. A regulatory policy is aimed at limiting the actions of any person, group or organization to protect the general public or the portion of the public that is directly affected by those actions. Remarkably, a number of regulations aim at reducing criminal or illegal activities. The administration policies focus on regulating the practices of businesses to ensure that they uphold fair and competitive practices for all American citizens. Both state and federal government carry out the regulatory efforts to monitor organizations or agencies that upset stability of the economy. The propositions by the Obama government about immigration are built on the existing Immigration and National Act. The Immigration and National Act is a public policy that was created first in 1952 (West, 2010). The immigration law has so far received new provisions and reorganization in terms of structure. The government noted the need to reinforce homeland security procedures, governance of corporations and financial institutions following the rampant cases of terrorist activities and the turbulent state of the economy. The authority and regulatory grip of the government will be expanded if the entire congress and the senate endorse the proposed reforms. The previous governments have constituted the regulatory

Describe how your place of business uses different forms of Essay - 1

Describe how your place of business uses different forms of communication - Essay Example I work for Wal-Mart, a company dealing with processing and sale of grocery products across the country. Communication is crucial in the purchases and sales department as it enables fast procurement of raw materials and capital goods. Additionally, good communication allows management of inventory in all company’s retail outlets and delivery of the processed goods to customers. The most prominent form of communication used in this department is oral communication. It involves calling via the cell phone to make queries and helps in resolving misunderstandings that are frequent in the department (Chaturvedi 47). Also, one can speak directly to the members of staff in charge of any operation in the company. When procuring raw materials, I usually call via the phone to request for certain materials before placing a detailed purchase order in the supplier’s inventory. Written communication is another form of communication that is commonly used in the department. Paper-based communications give a clear message that can be filed in the offices (Chaturvedi 48). With the advanced technology, we usually draft papers in a digital format and send them via e-mail to the intended recipient. In the department, purchases orders are sent to the suppliers via e-mail, as well as, the details of the materials required together with their specifications. In response, the different suppliers send delivery notes to the department in the event of delivering materials. Written messages are sent to customers informing them that their invoices have been received. Face-to-face communication is also applied in the department operations as it enables clear understandings among the parties involved. Speaking directly to someone saves time and reduces subsequent communications especially when there are organizational conflicts. When customers complain of delivery of broken or substandard goods they are advised to visit the premises for a talk with the manager. Meeting

Advantages and Disadvantages of a Market Entry Strategy for SMEs Essay

Advantages and Disadvantages of a Market Entry Strategy for SMEs - Essay Example The risks associated with entry into a new and unfamiliar market can be reduced by applying pertinent market entry strategies. Under this strategy, exporting can be divided into two parts such as indirect exporting as well as direct exporting. Indirect exporting is referred as decreasing the producer’s risk by selling the manufacturer’s product in the foreign market with the help of others. On the other hand, direct exporting signifies that a company controls the export activities as well as sells the manufactured products directly to the foreign market. Therefore, in the direct exporting strategy producers have more control on the activities of a foreign market (Tielmann, 2010). In this paper, the benefits and the disadvantages of a foreign market entry approach about exporting of small and medium enterprises (SME’s) as well as multinational enterprise (MNE’s) are discussed. Evaluating the advantages as well as the disadvantages of market entry strategy is most important in order to develop SME’s exporting. Entry strategy of exporting for SME’s can be defined as sale of goods produced by the SME’s in the foreign market with the help of agents and distributors (Bendt & Skropska, 2011). The selection of optimal entry mode strategy is imperative for SMEs in the international marketing context in order to make their presence felt in the competitive foreign markets where there are a number of existing competitors present. SMEs have been observed to possess quite simple objectives as well as organisational structures. SMEs’ key aim is to make growth as well as development, which can be ensured by maximising the anticipated profit level. However, SME’s face resource and information constraints (Decker & Zhao, 2004).

International Human Resource Management At Iceland Business Essay

International Human Resource Management At Iceland Business Essay Current business changes have also led to difference in viewpoint and opinion of strategists who now believe that HRM and Personnel management are two completely different scenarios where HRM is a broader concept mainly responsible for managing a large number of manpower for efficient working of the firm. On the contrary Personnel management is more inclined towards supervision and administration related to payroll and legal scenarios of labour employment. Looking at the working environment of Iceland and other food companies, the difference between personnel management and human resources is quite clear. In the sense that, Human resource management of Iceland encompasses and promotes personnel management tasks and also develops and groom the workforce for attaining maximum efficiency and improving the working of the organization. As personnel management is reactive, human resource management is proactive, involving a holistic approach to continuous development of employee skills to handle personnel related tasks and activities A major difference between the two lies in the fact that personnel management is responsible for employee satisfaction which is realized through incentives , bonuses, rewards etc whereas HRM practice in the firm works on the ground that enhanced performance of employees through challenging work, job creativity etc leads to employee satisfaction. HR Specialists Role and Responsibilities HR specialists are quite influential and have a unique role in managing the human workforce of the firm. Iceland too recognizes the importance of a HR specialist who is mainly responsible to attain and extract the maximum potential and capacity through the firms human workforce. They are involved in functions of staffing, training and development, labor relations etc. on the whole a HR strategists role can be categorized under three main heads, the strategic process, the legal aspects and the operational aspects (Carolyn W, 1992). Under strategic process, HR specialists are involved in: Strategic planning They perform the role of a consultant who advices the management in all key areas A diagnostician who identifies the various loopholes and recommends necessary action for the same innovator/change agent who implements the dynamic changes in the corporate practices of the firm A catalyst who triggers the positive areas of business A cost manager who minimizes cost and maximizes returns. Under legal process, HR specialist performs the role of: Auditor/controller who assesses the companys personnel policies and strategies A consultant who advices the company on personnel matters and issues related to employment laws and other areas A conciliator who acts as a peace maker and negotiator for resolving conflicts and issues arising between different employees and existing workforce (Carolyn W, 1992). From operational perspective, HR specialist Deals with handling daily operations such as staffing, compensation, appraisal, rewards etc Interface between employees and management regarding the framing of employee policies and procedures Coordinating and motivating employees (Carolyn W, 1992). 1.3 Line Managers are Responsible to Manage People at Work Line managers have a special role to play in managing people as they reside in the lower layers of management hierarchy and deal with people who have no obligation or any sort of managerial responsibility (Hutchinson S HYPERLINK http://www.cipd.co.uk/research/_bringpolstolife.htmHYPERLINK http://www.cipd.co.uk/research/_bringpolstolife.htm Purcell J, 2003). Line managers execute a critical role in implementing HR policies and strategies. Their role revolves around: Managing people effectively Minimizing operational costs to maximum possible extent Extending and forwarding technical advice and guidance Assigning work and allocating tasks Continuous monitoring and supervising work Detect errors and take prompt corrective actions Handling customers effectively Setting standards for measuring operational performance of the firm When it comes to managing people effectively, line managers perform vital functions such as Performance appraisal of employees Imparting training and counselling to new recruits and existing workforce Maintaining proper communication and employee involvement Maintaining work life balance etc Giving due recognition to employees (HYPERLINK http://www.cipd.co.uk/research/_bringpolstolife.htmHutchinson S HYPERLINK http://www.cipd.co.uk/research/_bringpolstolife.htmHYPERLINK http://www.cipd.co.uk/research/_bringpolstolife.htm Purcell J, 2003) Thus well managed front line managers help in leading high productive and high performing workforce. It is the organizations and senior management responsibility to promote and support capable and efficient line managers by clearly drafting their role and responsibility. RECRUITMENT AND SELECTION PROCESS Human Resource Planning Process in Iceland Iceland being one of the renowned frozen food chains depends a lot on the human resource department which is well managed through s systematic human resources planning process that helps in anticipating the end results of the applied business strategy in regard to the firm human resources. The HR planning also involves the need of required workforce with special skill and competencies to perform the necessary tasks and activities. The Iceland human resource planning process involves the following steps: Analyzing the already existing organizational plans Secondly to forecast the demand of the total headcounts required in the firm Then forecasting the supply, that is obtaining data about current human resource present in the market and future changes Fourthly, the net human resource requirements are finalized considering all the departments of the firm After which, the deployments, retrenchments etc are taken into consideration and future demand is planned In case future deficits are confronted, reference plans are also chalked out. Lastly, the plan to modify and adjust the organizational plan in accordance with the market changes is also taken into account. Analysis After analyzing the human resource planning process of Iceland Company, it can be deducted that the information system regarding human resources is still inadequate. The internal deficiencies are well accounted for but the external market changes are not acknowledged such as the labour market, the current trends in human resources etc are not well adapted into the human resource system. Thus, the global perspective needs to be included in the entire process for giving the procedure a holistic view. The stages involved in the planning process in Iceland consist of: 2.2 Link Between Human Resource Planning and Organization Structured Process. The human resource planning of the firm has a deep impact on the structure of the organization, the needed information and the three stages including strategic, intermediate and operational levels of the planning process in various forms which involve: Organizations work culture is affected if things are taken in a casual and unsystematic manner such as a distance is created between the key decision makers and the workforce, secondly senior management no more remains trustworthy, reduces the contribution from the workforce in terms of creativity, risk taking, new talent is reluctant to be a part of the company, the image of the company is hindered, infact the entire process is impeded. The human resource succession planning is affected which may further lead to improper promotions or demotions, team evaluation, inappropriate performance reviews leads to hindered employee development etc. The operation costs are intensely affected by human resource decisions such as high turnover cost, replacement cost, slack time , hampered motivation, restructuring of employee cost, health cost , increase in insurance costs etc Ultimately the workforce is affected which in turn has an impact on the organizations working and performance such as reduced productivity, sub standard customer service quality etc. 2.3 Interview Selection Technique Evaluation Most of the organizations depend mainly on the interview technique to select the required workforce. Iceland is also one of them where potential candidates are screened and selected by conducting various interviews at different stages of selection process. Iceland is now the only food retailer recognized among the best 25 companies of UK having more than 200 stores running in different countries. Such wide network requires huge labour that is selected after conducting various interviews such as: Preliminary interview Core interview Decision Making Interview Various levels of interviewing help the organization to extract the best talent from the market as the initial rounds help to better general interaction with the candidate and judge his suitability for the job. Many candidates who are not suitable for the organization and its work culture are eliminated right in the beginning of the process that saves a considerable amount of time and cost to the company. Selection by Invitation: one of the methods of selection could be inviting the key executives of competitors by constantly observing their performance and offering them attractive incentives and benefits. Such technique helps in saving tremendous cost and time to the company and attracting the best and experienced candidates. Leasing: Company may benefit by leasing that is employee expert and depute the employees to the needy companies on a lease basis. In regard to which the leasing company charges a reasonable amount. Such kind of activity helps the organization to utilize the resources in the best optimum manner and select candidates as and when required without much hassles. 360Â ° Selection Programme: Involvement of subordinates, employees working at the same level of job are better in determining the skills, knowledge and performance of potential candidates as they are accustomed and tuned to the specific job environment. A 360Â ° appraisal is the best fit between the job and the candidate and at the same time lessens the burden of the superior administrators as well. Thus the above procedure and techniques can help Iceland to put into practice a rigorous and dynamic selection process for attracting the best talent within the organization. The core interviewing is conducted for potential candidates where major emphasis lie on stress interview and probing technique as the candidates are required to deal with customers of various nature and temperament. Depth interviews are also considered where special skills of candidates are examined by judging critical answers to posed questions. Such drilling exercise helps in understanding the mental capacity of individual to handle stress and intense situations. The candidates behaviour during the interview process is a good criteria to determine his reasoning and analytical abilities. Finally the decision making or the final interview is conducted whereby the top authorities or managers examine the interest level of the candidates for the job and find about his acceptance and decide whether to select the candidate or not. Icelands interviewing process is rigorous and in-depth which eliminates the changes of wrong decisions and adding extra cost to the company. Various aspects of interviewing are taken into account which renders the entire process a structured approach. The company is able to select the best pool of talent through its own skills and capabilities. Alternative methods of selection Selection by Invitation: one of the methods of selection could be inviting the key executives of competitors by constantly observing their performance and offering them attractive incentives and benefits. Such technique helps in saving tremendous cost and time to the company and attracting the best and experienced candidates. Leasing: Company may benefit by leasing that is employee expert and depute the employees to the needy companies on a lease basis. In regard to which the leasing company charges a reasonable amount. Such kind of activity helps the organization to utilize the resources in the best optimum manner and select candidates as and when required without much hassles. 360Â ° Selection Programme: Involvement of subordinates, employees working at the same level of job are better in determining the skills, knowledge and performance of potential candidates as they are accustomed and tuned to the specific job environment. A 360Â ° appraisal is the best fit between the job and the candidate and at the same time lessens the burden of the superior administrators as well. Thus the above procedure and techniques can help Iceland to put into practice a rigorous and dynamic selection process for attracting the best talent within the organization. 2.4 Recruitment and Selection Process of Iceland Iceland is regarded to be one of the highest rated among the big companies to hire the best talent available and provide complete staff satisfaction like pay and benefits. The practices and procedures adopted in the selection process by the company are best taking into perspective the legal framework as well. The recruitment and selection procedures of the firm comply with the IPCCs diversity policy which includes the requirement of the following acts: The Sex Discrimination Act, 1975 The Race Relation Act, (1976, 2003) The disability Discrimination Act, 1995 The Employment Equality(Sexual Orientation) Regulation, 2003 The Employment Equality (Religion or Belief) Regulation, 2003 (IPCC, retrieved on 17th September, 2010) All interviews are conducted by authorized panel who design competency based questions. Proper pre and post arrangements for interviews are made and decisions for appointment are based on the content, qualification, performance and the right to work norms in the UK (IPCC, retrieved on 17HYPERLINK http://docs.google.com/viewer?a=vq=cache:ZzAuwNGdp24J:www.ipcc.gov.uk/foi/agreed_recruitment_and_selection_policy-4.pdf+legal+requirements+of+selection+in+UKhlthHYPERLINK http://docs.google.com/viewer?a=vq=cache:ZzAuwNGdp24J:www.ipcc.gov.uk/foi/agreed_recruitment_and_selection_policy-4.pdf+legal+requirements+of+selection+in+UKhl September, 2010) . Proper reference and security checks and clearances are made. Iceland follows complete legal norms to select candidates, hence no major discrepancies are found in the selection procedure. PRINCIPLES AND PROCEDURES FOR MONITORING AND REWARDING EMPLOYEES 3.1 Iceland Job Evaluation Process Job evaluation is conducted in the firm in order to rank the jobs on the basis of certain duties, responsibilities and performance attached with the job. In accordance to which the pay package is designed and defined keeping the minimum and maximum limits intact. Information about every job type is retrieved through the medium of job analysis questionnaire, job descriptions, observations and interviews involving 360 Â ° selection processes. Based on the above information, each job is rated based on evaluation factors which comprise of: Education Experience (Technical and Commercial) Problem Solving Impact Physical Effort Executive ability Analytical skills Complexity of job Iceland makes use of both the Non quantitative techniques as well the Quantitative Techniques of job evaluation such as the Ranking Methods including paired comparison, simple ranking, points rating method as well. The Equity motivational theory is applicable in Iceland also where the concerned managers should consider the balance between the input and resulting rewards taking into consideration the input factors such as loyalty, diligence, ability, skill, enthusiasm, support, patience, sincerity, trust, relation with superior etc , backed by reward or output in form of financial and no financial rewards such as wage increase, increased job responsibility, recognition, appreciation , tangible monetary benefits, job security etc (Baxamusa N B, retrieved on 17HYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.htmlthHYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.html September, 2010). The equity theory works best when the over recognized and benefitted employees are able to produce higher output and quality service and on the contrary the less rewarded employees tend to decrease their output when they compare themselves with other employees. It becomes the utmost responsibility of the managers to link the rewards with the performance and efficiency of the employee. For this consistent development programmes, regular meetings, and discussions can be undertaken to communicate with employees and make things more clear for better understanding and fairly link reward with performance. Such kind of evaluation process is logical and objective in nature as it helps to include the newly created job in the pre existing structure of the firm. The undesirable factors of evaluation are eliminated such as fluctuations in market rate etc and help to attain fair wage and uniformity in fixing wages for all employees. Maximum employee satisfaction is realized by maintaining wage equity and sound evaluation structure. 3.2 Reward System There are different reward systems that can be linked to the organizational compensation packages offered by Iceland to boost up the morale and productivity of employees (Stockley D. 2006)HYPERLINK http://www.google.co.in/search?hl=enq=Motivation+and+financial+and+non-. Monetary Reward System Payment for unproductive work in form of Hours of work Paid holidays Paid vacations Security of employees Retrenchment compensation Lay off Compensation Safety and Health Workmens Compensation Health Benefits Welfare Recreational Facilities Canteen Benefit Housing Benefit Legal Aid Holiday Homes Educational Benefit Transportation benefit Old Age and Retirement Benefits Provident Fund Insurance Gratuity Medical benefits Non Monetary Reward Treats Free Meals Festival bashes Dinners Knick Knacks Accessories Planners Recognition Letters of appreciation Plaques Social Acknowledgement Informal Recognition Solicitation of advice Memberships On the Job Benefit Enhanced responsibility Job rotation Training Special tasks All the above rewards in some form or the other have a deep impact on the performance of employees as: Positive Impact Employees are motivated to work to the best of their potential Build self esteem and confidence Increased loyalty Easy acceptance to change Close bondage between company and self Negative Impact Demotivational impact on employees under conditions of biasness Short sightedness Unhealthy competition 3.3 Motivation Theory and Icelands Reward System Icelands reward system could be directly linked to the Adams Equity Theory of Motivation which believes that the factors of motivation can affect the performance of employees and their relationship with the employer as well (Baxamusa N B, retrieved on 17HYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.htmlthHYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.html September, 2010). The theory is based on the belief that if the employees inputs are more in comparison to the benefits or rewards derived, it can lead to employee dissatisfaction and reduced productivity. The Equity motivational theory is applicable in Iceland also where the concerned managers should consider the balance between the input and resulting rewards taking into consideration the input factors such as loyalty, diligence, ability, skill, enthusiasm, support, patience, sincerity, trust, relation with superior etc , backed by reward or output in form of financial and no financial rewards such as wage increase, increased job responsibility, recognition, appreciation , tangible monetary benefits, job security etc (Baxamusa N B, retrieved on 17HYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.htmlthHYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.html September, 2010). The equity theory works best when the over recognized and benefitted employees are able to produce higher output and quality service and on the contrary the less rewarded employees tend to decrease their output when they compare themselves with other employees. It becomes the utmost responsibility of the managers to link the rewards with the performance and efficiency of the employee. For this consistent development programmes, regular meetings, and discussions can be undertaken to communicate with employees and make things more clear for better understanding and fairly link reward with performance. 3.4 Iceland Monitoring Strategy Iceland has a well planned strategy to monitor the performance of employees that includes: Reviewing work of employees on a consistent basis Regularly observing the activities of employees and guiding them when require Preparing charts, records and using techniques for measuring performance Encouraging self reporting by employees Timely redressal of complaints and issues for uninterrupted performance The latest methods of performance monitoring are adopted by the company such as the Balanced Scorecard method that involves a holistic approach of monitoring by taking into various perspectives such as customer perspective, financial perspective, training and development perspective and innovative aspect as well. After defining the various factors on which the performance is analyzed such as efficiency, growth, training, development, productivity, behaviour, relations, creativity and innovation at work etc, methods such as Gantt chart is prepared this is a pictorial description of employees performance. Thus, a comprehensive performance analysis is conducted by Iceland which helps to depict a fair view of efforts put in by candidates. The Equity motivational theory is applicable in Iceland also where the concerned managers should consider the balance between the input and resulting rewards taking into consideration the input factors such as loyalty, diligence, ability, skill, enthusiasm, support, patience, sincerity, trust, relation with superior etc , backed by reward or output in form of financial and no financial rewards such as wage increase, increased job responsibility, recognition, appreciation , tangible monetary benefits, job security etc (Baxamusa N B, retrieved on 17HYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.htmlthHYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.html September, 2010). The equity theory works best when the over recognized and benefitted employees are able to produce higher output and quality service and on the contrary the less rewarded employees tend to decrease their output when they compare themselves with other employees. It becomes the utmost responsibility of the managers to link the rewards with the performance and efficiency of the employee. For this consistent development programmes, regular meetings, and discussions can be undertaken to communicate with employees and make things more clear for better understanding and fairly link reward with performance. The Equity motivational theory is applicable in Iceland also where the concerned managers should consider the balance between the input and resulting rewards taking into consideration the input factors such as loyalty, diligence, ability, skill, enthusiasm, support, patience, sincerity, trust, relation with superior etc , backed by reward or output in form of financial and no financial rewards such as wage increase, increased job responsibility, recognition, appreciation , tangible monetary benefits, job security etc (Baxamusa N B, retrieved on 17HYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.htmlthHYPERLINK http://www.buzzle.com/articles/equity-theory-of-motivation.html September, 2010). The equity theory works best when the over recognized and benefitted employees are able to produce higher output and quality service and on the contrary the less rewarded employees tend to decrease their output when they compare themselves with other employees. It becomes the utmost responsibility of the managers to link the rewards with the performance and efficiency of the employee. For this consistent development programmes, regular meetings, and discussions can be undertaken to communicate with employees and make things more clear for better understanding and fairly link reward with performance. 4. EXIT FROM THE ORGANIZATION 4.1 Employee exit procedure in Iceland On the contrary, when the exit procedure of Iceland was compared with ASDA it was found that the above procedure was quite similar to ASDA, however ASDA adopts an in-depth interview procedure with extra steps such as analysis of exit interview, reasons for absenteeism, Work Interview, analysis of labour turnover, comprehensive Exit Interview Data analysis judging the company benefits provided etc Analysis The organizations have drafted suitable exit procedures in order to determine the reasons for employee exits, yet they cant be termed as best. They are scope for improvement and modification as little emphasis is laid on the employee background and his contribution towards the organization. A fair view can be extracted only when organizational inputs and employee outputs are compared. Thus while studying about the exit analysis, managers should also emphasize on the employee relations with the firm and subordinates. On the whole, the procedure adopted is satisfactory and solves the purpose for the same. Employee Redundancy Redundancy is a situation when the organization , Iceland for this case decides to dismiss an employee on the basis of ceased business or intended to cease the area of business where the concerned dismiss employee was employed. For the redundancy to actually be called legal, it is necessary that the employee under question must completely vanish. If the organization declares any candidate redundant, it is liable to pay the necessary statutory payment in regard to it. Iceland has adopted certain criterias for declaring an employee redundant, they are: Dismissal cant be on grounds of individual capability but organizational circumstances When certain specific designations are no longer required in the company along with reasons for decease or reduction in business process In the course of a business slow down When a specific business line is altogether eliminated from the organizations business portfolio If the employees who are to be redundant are more than twenty, then the matter is to be put forward for consultation with the employees representative before making a final decision Reasons for selecting few employees from the group for redundancy The selection criteria is not based on any unfair means such as race, age, sex or any disability Conclusion Iceland has been able to formulate a systematic and well organized human resource management policy and strategy in the organization, keeping into consideration all the details right from human resource planning to redundancy. Their recruitment and selection criteria are as per the norms of the UK government and in accordance with the legal requirements as well. The company aims to impart maximum employee satisfaction in all respects.

Workplace Ethics Essay -- essays research papers

I can describe ethics in the workplace as the right way to act on the job, whether you are the manager or the employee. You can use ethics positively the right way or negative and possibly get yourself and or others fired. I worked at Target for two and a half years and I only have experienced one negative ethical situation.   Ã‚  Ã‚  Ã‚  Ã‚  I was hired at Target to be an overnight stocker during Target’s remodeling. There was a team of us five guys and three girls. One night our supervisor called in and said that she was not going to be able to come until the morning. To everyone expect for me, since I was new, this was normal. Our supervisor left a list of instructions for us to follow that night and told us that if anyone had any problems or questions to ask Mike, one of the team members that had...

Joseph Stalin :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Son of a poverty-stricken shoemaker, raised in a backward province, Joseph Stalin had only a minimum of education. However, he had a burning faith in the destiny of social revolution and an iron determination to play a prominent role in it. His rise to power was bloody and bold, yet under his leadership, in an unexplainable twenty-nine years, Russia because a highly industrialized nation. Stalin was a despotic ruler who more than any other individual molded the features that characterized the Soviet regime and shaped the direction of Europe after World War II ended in 1945. From a young revolutionist to an absolute master of Soviet Russia, Joseph Stalin cast his shadow over the entire globe through his provocative affair in Domestic and Foreign policy.   Ã‚  Ã‚  Ã‚  Ã‚  Stalin was â€Å"born in Gori, Georgia† as the third and only surviving child of a â€Å"cobbler and ex-serf†(Compton’s 403). His true name was Iosif Vissarionovich Dzhugashvili. â€Å"In 1912 he took the alias of ‘Stalin’, from the Russian word stal, meaning ‘steel†, hence his nickname â€Å"Man of Steel†(Compton’s 402). Stalin began his studies at the seminary as a devout believer in Orthodox Christianity, where he was soon exposed to the radical ideas of fellow students. In 1899, just about the time of graduation, he gave up his religious education and to devote his time to the revolutionary movement against the Russian monarchy. In 1902 Stalin was hunted down and arrested by the imperial police for organizing a large worker’s demonstration. A year later he was sentenced to â€Å"exile in the Russian region of Siberia, but soon managed to escape and was back in Georgia by early 1904†(Arc her 58). When the Russian Social Democratic Party split into Menshevik and Bolshevik factions, Stalin sided with the Bolsheviks, who just happened to be led by Vladimir Lenin. Stalin immediately became a staunch follower of Lenin, studying his every move. He did marry in 1905 but his beloved bride died of tuberculosis two years later. Their son, Yasha, died later in a Nazi Prison camp during World War II. After the Bolshevik’s Civil War victory, Stalin became highly organized and was elected secretary of the Communist Party. â€Å"After Lenin’s death, Stalin gradually isolated and shunned his political rivals, especially Leon Trotsky, and by the end of 1929 Joseph Stalin had succeeded in eliminating his opponents and became the supreme leader of the USSR† (Compton’s 404).   Ã‚  Ã‚  Ã‚  Ã‚  In the late 1920’s, living in Lenin’s shadow, Stalin decided that the New Economic Policy would introduce the Five-Year Plan.

Mean World Syndrome Essay

â€Å"Mean World Syndrome† In the film, â€Å"The Mean World Syndrome†, George Gerbner argues that people who watch a large amount of television tended to think of the world as an intimidating and unforgiving place. Gerbner researched the effects of television on society. He focused on the commercial media system that thrived on violence, stereotypes, and the cultivation of anxiety. The film argues that the more television people watch, the more likely they are to be insecure and afraid of others. Is it the media that makes us more violent or do we become more scared of violence happening to us? Mass media made viewers believe that the world was more dangerous than it actually was. The film showed how these media-induced fears and anxieties provided grounds for intolerance, extremism, and a paranoid style of politics that threatened basic democratic values. He talked about the government’s power over the mass media that leaves Americans in a state of perpetual fear. The result was a fascinating and exposed introduction to debates about media violence and media effects. Yet across the board, on issue after issue, studies have repeatedly shown that the very things that scare Americans the most have little to no basis in fact. Media violence inundated every home with choreographed brutality. It was and still is a relentless exposure to violence. All of the information that he provided was astonishing and really opened my eyes. A few statistics that he talked about where that children see on average 8,000 murders by the end of elementary school and 200,000 acts of violence by age 18. This is absolutely ridiculous. It makes me think twice about letting my children someday television. There is even â€Å"happy violence,’’ meaning that most fairytales, artistic shows, or journalistic features lead to a happy ending. It’s simply sugar coated with humor or â€Å"happy violence.† Now really thinking about it, it is so true. We don’t even realize it but mass media messages have a direct influence on the audience. As I am writing this paper I have the news on and 80% of the news seems to be negative. It is all about killings, stabbings, robberies, fires, or some sort of crime in the area. In the film they stated that 61% of all stories on the news are crime, violence, deaths or fires. This Mean World causes us  to magnify our fears. In a violent and threatening world we are readier to fear ‘others’. We mistrust more, and retract into our groups in pursuit of the protection. A Mean World is a more divided world, less able to achieve compromise and progress. A Mean World makes us more prone to the ill effects of chronic stress. And as Gerbner put it â€Å"†¦a society in which most people or many people already expect a higher degree of victimization, sooner or later they are going to get it.† Media doe project violence every day into our homes and lives. A world that feels more violent and threatening than it is makes us all more worried than we need to be. For me this film has opened my eyes about what I read and what I watch on the television. I think Gerbner did a great job of bringing awareness to this issue. Now with all the mass killings that have gone one, we really have to look at what our young children are watching and listening to these days. If the mass media is pumping this violence into our homes and lives then maybe it really does have a long term affect on our culture. â€Å"[Viewers] integrate and absorb a sense of danger, of mistrust, of meanness in the world – it is what we call the Mean World Syndrome.† – George Gerbner

Analysis of the salient features of Beck’s cognitive theory Essay

Beck’s cognitive theory assumes that most psychological problems arise from faulty thinking processes. The theory is centred on three factors that form what can be illustrated as a triad. Beck (1976) noted that the three factors that affect the human mind’s capabilities are thoughts, antecedent events and behavior (Figure 1). Figure 1: The foundation of Beck’s (1976) concept of the cognitive theory Source: Created from the description by Bandura (1976) A point worth noting is that these factors cannot act on their own as they do so in synergy with other factors. For instance, behavior is affected by the environment; thoughts are affected by the self (individual); and antecedent events are influenced by the current events. Beck’s cognitive theory perceives antecedent events, thoughts and behavior to be dynamic. In addition, according to (1998), each of the three constituents of the triad is capable of affecting others. However, Beck (1976) notes that in evaluating the triad, cognition or thoughts require more emphasis. This is because it is through thoughts that human beings are able to change their beliefs, attitudes, interpretation and perceptions in different instances. Moreover, thoughts or cognitive factors serve as a platform for filtering or appraising events. In line with this, if the human mind is biased towards one event at the expense of another, the thinking process would elicit some form of emotional and behavioral responses that would imply some problems in life. Therefore, according to this theory, the way human beings think could actually change the way they feel and behave. The cognitive theory serves as a way of understanding and treating depression due to the approach it takes in addressing the various faculties of the mind. In addition, since it highlights issues related to mental capabilities, it is appropriate for addressing mental health issues and other instances of disorders that arise due to depression or factors such as substance use. In postulating the theory, Beck was of the opinion that depressed people often have low opinion of themselves. Precisely, Beck suggested that depressed people believe that the world, their future, and they themselves were the causes of their depression. In addition, Beck (1998) noted that people might be faced with psychological difficulties due to occurrence of automatic thoughts, negative self-assessments and dysfunctional assumptions. Moreover, Beck connoted that automatic thoughts usually pave the way for emotions but occur considerably fast with the affected individual’s little awareness. As a result, such individuals do not view themselves with high esteem. As an example, people affected by stress may address themselves in considerably high critical tones; they also blame themselves for every mishap that befalls them. Beck’s theory and depression Beck (1987) noted that depressed people, apart from having a low opinion of themselves, also develop schemas in their minds such as â€Å"if many people hate me then I am worthless. † Nevertheless, such beliefs are usually primitive, overstated and rigid. It is worthy noting that the self schemas developed in the minds pf distressed people are usually stable but latent and only discernible when they are stimulated by social stressors (for instance when a person provokes the distressed individual) (Beck, 1987). Once the distressed person is provoked, the depressive diagram in the mind of the individual becomes activated by the stress of the event (provocation) and results into a two-fold consequence (Beck, 1976). The first effect is that the content of the distressed person becomes negative. This is characterized by a cognitive triad and the person develops negative beliefs about himself or herself, the world and the future (i. e. every aspect of the cognitive triad becomes negative). In the second phase, there is a systematic bias in the mind that characterized by distortion of information processing capability and being prone to committing errors. Although not all forms of depression are caused by stimulation of the self-schemas, Beck viewed the negative cognitive triad and negative processing of information as the intrinsic features of all depressions (Beck, 1987). The result of the negative schema is fear for all activities by the individual. This is in spite of the fact that some activities could be easily accomplished. For instance, a negative evaluation of self worth may be â€Å"I am unworthy, I just can’t do this†; and a negative evaluation of the world or daily events may be â€Å"Everything that happens to me is just enough evidence that my world is crumbling, this world does not need me. † On the other hand, a distressed person’s evaluation of the future may be â€Å"It seems that nothing will ever get better for me even in future. † From the above illustration, Beck’s Cognitive Model of Depression clearly shows how early experiences in life can lead to the development of dysfunctional beliefs, which in turn cause individuals to have negative self-views, which in turn result into depression (Beck, 1987).