Leadership and Power with Teenagers Essay Example for Free

Leadership and Power with Teenagers Essay Communication between patients and health care providers has always been an important topic. Specifically communication between teenagers and health care professionals, a study conducted by Jacobson and others (2001), shows that there has not been much research that specifically show how teenagers relate to the health services. Using the communication aspects of that study, the description of group dynamics shown in the textbook and the assigned readings, we will try to show a more effective way to communicate with teenagers as a health care professional. Power in a Group With few exceptions, most teenagers feel the need to belong to a group. For a teenager group dynamics help to define his or her identity. If we can understand how group dynamics work, we can then use that information to develop a strategy to help us as health care professionals communicate effectively with teenagers. Adler (2010) defines power as â€Å"the ability to influence others† (p. 308). There are many ways to influence other people using the different types of power. We will review a few of them in order to get a better understanding of what level of power we can have in a group. We will not be discussing if the â€Å"power† or level of influence in the group is used for good or bad, only that it is present. Legitimate Power Legitimate power is defined as power received because of title or position. A parent, a teacher or, in our case, a nurse or paramedic, has this kind of power when first approaching a patient. This kind of power is usually acquired through an authority that is recognized by society. We accept this authority because they have a position above us in the chain of command. The end result is the person with the power has the major influence. As a nurse or a paramedic, the uniform, the tools we use and even the environment we are in, are common ways that people recognize our title, is also highlights power and influence that comes with our title. This allows us to approach a patient and get their attention so we can begin their assessment and treatment. Expert Power Expert power comes from what lies behind the title; perceived knowledge â€Å"what we believe that they know or can do†(Adler, 2010, pg. 385). Nurses and paramedics are excellent examples of expert power. We respect their authority not because we know his or her personal background, what university they graduated from or how much experience that they have, but because the person has a professional title that we know has to be earned. This earned title means that the professional has certain level of knowledge in health field and we are more likely to follow their instructions because of it. After we present ourselves as a nurse or paramedic, it is our job to confirm the first impression caused by our uniform and shows the patient that we know how to do our jobs. Once we are assessing the patient it is important to demonstrate our medical knowledge and the experience we have while performing procedures. We do this in order to make the patient feel more comfortable with us and give them more confidence in communicating with us about their current condition. Referent Power Referent power comes from the interactions with the members of a group. It is not bestowed upon a person like the legitimate power and it is not related to the power a person gets because of their knowledge in a particular subject like expert power. The referent power is earned because of the respect that person has earned from the group. There are many important factors that we need to be considering when earning this kind of power; earning trust and admiration of the group member’s and likability, all take part in gaining this kind of power. Leadership is the word that best describes referent power. When a person becomes a leader, they support and push the group toward a common goal that is the best for everyone. Leadership is a skill, not a quality; nurses or paramedics need to develop this skill to have a better have a way to communicate with our colleagues and patients, especially our teenaged ones. Losing referent power. When a leader fails to be an effective, the ineffective leaser will lose the referent power they had gained. In one study a teenager was asked how they felt while talking to a doctor, they described there interpretation of a doctor as â€Å"an authority figure who communicated briskly† (Jacobson, October 2001, p. 813). This statement show the failure in meeting a teenagers need to. The results of the study show that most teenagers don’t trust their trust and respect their health care professional. The results of the study show that most teenagers don’t trust there health care professionals and this can lead to them failing to disclose important medical information. Communicating with a Teenager Patient Legitimate, expert and referent power demonstrate a persons ability to gain power and influence within a group. Returning to our main topic, we know that teenagers have a group mentality. This means that one way to get and maintain their respect is to use referent power. By using the skills of a leader, we are much better to able to connect and to build relationship with out teenaged patients. When we first have contact with a patient we inherently have both legitimate and expert power with us; then begin to develop the referent power and earn the trust and respect of that patient. If we are successful the patient will cooperate with us and we will have a good and open communication. This works for almost every patient, but if the patient is a teenager, we also have one extra challenge, time. Teenagers usually make quick decisions; they don’t usually take the time to consider all ramifications or consequences of their choices. We have to make sure they know we are there to help them and that they are important to us as a person. To earn their trust, they have to feel like they are being treated as an adult, not like another bratty teen and this must be accomplished in a short period of time due to the teenager’s tendency towards quick decisions To summarize, we have described a few of the different types of power a person can have in a group, legitimate, expert and referent. Then we further explained how you go from legitimate and expert power to the referent in your dealing with teenaged patient and how using referent power and being a leader is always your best option. This is so not only can we work better with them but we can do a better job as a health care providers overall. References Adler, R. Rodman, G. (2006). Understanding Human Communication. Oxford, NY: Oxford University Press. Jacobson, L. Richardson, G. Parry-Langdon, N. Donovan, C. (October 2001). How do teenagers and primary healthcare providers view each other? An overview of key themes. The British Journal of General Practice, 51(471): 811–816. PMCID: PMC1314126 Sieh, A. Bretin, L. (1997). The Nurse Communicates†¦ (pp. 85-102). Philadelphia, PA. WB Saunders Company.

Resistance And Electrical Conductivity Environmental Sciences Essay

Resistance And Electrical Conductivity Environmental Sciences Essay Electrical currents are routinely harnessed and transmitted via interconnected wires. The purpose of this research is to identify factors commonly responsible for affecting the resistance of current, or flow of electricity, across a wire in an electrical circuit. Some factors will need to be identified and investigated prior to experimentation. A basic understanding of electrical circuits and resistance is required for successful completion of this project. In order to create an electric circuit, a path must be constructed to allow electrons to continuously move, or flow, across a medium. The movement of electrons is called the current. The medium used to conduct the electron transfer is called a conductor. The difference or potential difference in electrical charges in the circuit is called voltage. Voltage is the measure of the force between two pots. When electrons move through conductors they often encounter friction which is called resistance. As with voltage, resistance is a measurement between to points and does not have meaning outside of those two points. A conductor with low resistance is considered a good conductor and a conductor with high resistance is considered a bad conductor (http://science.howstuffworks.com/electricity.htm). Because copper atoms have only one electron in their outer shell they tend to share electrons easily and allow an electrical charge to move through them with little resistance. Because of these properties copper is a good conductor (http://www.webelements.com). Free electrons tend to move through conductors with some degree of friction, or opposition to motion. This opposition to motion is more properly called resistance. The amount of current in a circuit depends on the amount of voltage available to motivate the electrons, and also the amount of resistance in the circuit to oppose electron flow. Just like voltage, resistance is a quantity relative between two points. For this reason, the quantities of voltage and resistance are often stated as being between or across two points in a circuit. Resistance is the property of a conductor that inhibits or restricts the flow of electricity through it. Good conductors are associated with low resistance and high energy transference. Poor conductors are associated with low current and higher resistance (http://science.howstuffworks.com/electricity.htm). Hypothesis: The hypothesis of this experiment is: the resistance to an electrical current should increase in relation to the length of the conductor. The resistance should be proportionally higher for the 60cm length of wire than it is for a 10cm length of wire. Prior research indicates that the resistance of the 60cm length should be 6 times that of the 10cm length. Earlier studies indicate that resistance will increase with length because resistance is proportional to length (www.123HelpMe.com/view.asp?id=120694). Project Plan/Problem Statement Does the length of the conductor affect the flow of electricity? If it does, in what way? Resistance to an electrical current should increase in proportion to the length of the conductor. The resistance should be considerably higher for the 60cm length than it is for the 10cm length. Theoretically the resistance for the 60cm length should be 6 times that of the 10cm length. The reason for this was explained earlier. Resistances are just added together in a series circuit so having a long length of wire will just be the same as having 2 lengths of wire half the size. Resistance will increase with length. Resistance is proportional to length (www.123HelpMe.com/view.asp?id=120694). The mathematical formula for the relationship between two points, as described by Ohms Law, being directly proportional to the voltage across the points and inversely proportional to the resistance between them is expressed mathematically as: (http://science.howstuffworks.com/electricity.htm). Or graphically as: (http://science.howstuffworks.com/electricity.htm). This science project will be used to test the length of an assortment of wires to determine how characteristic of length affects electrical conductivity. The electrons jump from atom to atom in the metal in response to the electric field in the circuit (http://science.howstuffworks.com/electricity.htm). Research tells us that copper has more free electrons than many other materials and should conduct electricity relatively freely (http://www.webelements.com/). The dependent variable for this project is the amount of resistance measured. The independent variable is the length of the copper wire used to conduct the electrical charge. The controlled variables for this project are constant room temperature, constant humidity, constant circuit, and a constant charge from a DC power pack. The project plan is to test the current/resistance over different length of wires. This project is relevant to real world applications because if people have a better understanding of the factors that affect electricity conduction, enhancement can be made in electricity transmission to reduce loss of charge and increase preservation of electrical energy. Literature Review/Other Experiments Research has shown the conductivity of certain materials is: Cu copper use 2.15 nÃŽÂ ©m 15.43 nÃŽÂ ©m 16.78 nÃŽÂ ©m 17.12 nÃŽÂ ©m 17.25 nÃŽÂ ©m CRC (10-8  ÃƒÅ½Ã‚ ©m) 0.215 1.543 1.678 1.712 1.725 LNG (10-8  ÃƒÅ½Ã‚ ©m) 1.678 WEL (10-8  ÃƒÅ½Ã‚ ©m) (293 K-298 K) 1.7 (http://www.webelements.com/) Yamaguchi, T., Matsuoka, T., Koda, S. (2007). A theoretical study on the frequency-dependent electric conductivity of electrolyte solutions.  Journal of Chemical Physics,  127(23), 234501. doi:10.1063/1.2806289. The accepting on the frequency-dependent electric accoutrement of electrolyte solutions proposed beat by Yamaguchi et al. [J. Chem. Phys. 127, 234501 (2007)] is affiliated to arbor the hydrodynamic alternation amidst ions. The accepting is activated to the aqueous band-aid of NaCl and the assimilation affirmation of the accoutrement agrees able with that angled by experiments. The abatement in the electric accoutrement is acceptance into the contributions of ion brace administering at acclimatized distances. The all-embracing ionic atmosphere plays a aloft role at the assimilation as low as 0.01 mol/kg, accepting the accession of the accent ion brace amphitheatre is important at 1 mol/kg. The acclimatized basal of cation is afflicted to be a abbreviating activity of assimilation as is empiric in experiments. How Electricity Works, retrieved from http://science.howstuffworks.com/electricity.htm The basal of electrons in motion in a abuttals is declared the current, and its abstinent in amps. The force allegation the electron alternating is declared the voltage and is abstinent in volts. The accumulated of electricity consumed were measured in watts. Investigation the Factors That Affect Resistance of a Conductor. (21 Jul 2010) Retrieved from: (http://www.123HelpMe.com/view.asp?id=120694) The factors that affect the transmission of electricity are: length of the wire- the greater the distance over the medium is the longer the electrons have to pass through and producing a higher possibility of impacts with other electrons; material used- the more closely packed the conductor (the nearer the electrons are) the more difficult it is for electrons to move through the conductor and so more crashes between particles, thus giving rise to a greater resistance; temperature- if the temperature of the cable is elevated then the atoms in the cable will begin to pulsate and that will augment the total number of impacts amid particles consequently rising the resistance; cross-sectional area- if the wires thickness is increased the resistance will decrease, this is because the electrons will have more space to move and that will make the probability of a collision with another electron is less likely. Experimental Design Steps/Sequence of Events This test set up should be able to assess the length of a wire for disparity in resistance of wire. Wires of differing lengths will be tested to verify that resistance is proportional to length. This will require testing different lengths of copper wire. For the experiment assorted wires from 10 cm to 60 cm will be tested using a current, a voltmeter and ammeter. The project will require an electrical circuit to test the resistance of a wire and an apparatus to connect differing sections of wire. To gauge the resistance of the wire conductor by means of Ohms Law, both an ammeter and a voltmeter will be used to check the electrical current. To achieve an average, the experiment will be conducted twice and then averaged for more accurate results. The power from the power source will be set at a current of 0.22 amps. Identical experiment steps will be utilized for wires of the following lengths: 10 cm, 20 cm, 30 cm, 40 cm, 50 cm, and 60 cm. The wire will be attached to the circuit in su ccession so that the current flows directly through it. Power will be supplied by a DC power pack that facilitates easy and accurate adjustments of power. Steps: Prepare circuit Attach section of wire to be tested to circuit Join one end of the ammeter to one end of the open circuit to guarantee that the whole current will be calculated. Check the polarization of the ammeters ends that are connected to the circuit. Turn on the power supply and increase the current to 0.22. Check the reading from the voltmeter. Check the reading from the ammeter. Attach the 10 cm length of the copper wire to the circuit. Apply 0.22 current to the circuit from the power source. Check the reading from the voltmeter. Record the reading from the voltmeter. Check the reading from the ammeter. Record the reading from the ammeter. Calculate resistance. Repeat steps 8-14 with 10cm, 20cm, 30cm, 40cm, 50cm, and 60cm lengths of copper wire. The dependent variable for this project is the amount of current/resistance measured. The independent variable is the wire used to conduct the electrical charge. The controlled variables for this project are steady room temperature, steady humidity, and a steady charge in the form of a DC output from a DC power pack that will allow the power to be changed easily and accurately. Reasoning Copper is a widely recognized conductor that is extensively used in business and housing wiring for electricity. The greater the distance that the electrical charge has to travel then the greater chance of collisions with other electrons within the electrical current. In this experiment the length of an otherwise identical wire will be investigated to find how that factor affects resistance. This experiment design method was chosen for its relative simplicity and ease of computing results. The reasoning behind this testing method was to prove fundamental factors of Ohm law and to test current laws in electrical conductivity. Tools/Materials Tools: Ammeter Votlmeter Circuit Power Source (DC Power Pack) Materials: Wire 10 cm copper wire 20 cm copper wire 30 cm copper wire 40 cm copper wire 50 cm copper wire 60 cm copper wire Variables The controlled variables, which must stay constant in this experiment to make it fair, are the output voltage from the power supply, which remains the same (0.22A) throughout measuring and the surrounding temperature should not rise or lower too much. The independent variable in this experiment is the length of the wire. The dependent variable is the output of current and resistance which are measured with a voltmeter and ammeter. Threat Reduction to Internal Validity To reduce the threat to internal validity a new wire is used for each subsequent test. Previously used wires are discarded after use to ensure that the wire has not been compromised in a previous test. All testing supplies and materials are kept clean and away from contamination. In order to reduce any inconsistency this experiment is repeated several times and several measurements are taken by meters which have previously been checked and determined to be free from defect. Results Experiment 1 Result: Length Experiment 1 Cm I V 10 0.22 0.08 20 0.22 0.14 30 0.22 0.23 40 0.22 0.32 50 0.22 0.4 60 0.22 0.47 Experiment 2 Result: Length Experiment 2 Cm I V 10 0.22 0.09 20 0.22 0.18 30 0.22 0.25 40 0.22 0.33 50 0.22 0.42 60 0.22 0.51 Average Result: Length Average Cm I V 10 0.22 0.85 20 0.22 0.16 30 0.22 0.24 40 0.22 0.325 50 0.22 0.41 60 0.22 0.49 Conclusion The resistance of the wire increases in proportion to length as predicted in the hypothesis. The results from this experiment have followed previous energy laws. The experiment proved that the resistance in 10cm of wire is roughly 50% of the resistance of 20 cm of wire, which is in turn roughly 50% of the resistance of 40 cm of wire. Additionally, the resistance of the 10cm wire is approximately 1/3 of the resistance of the 30cm wire. This is because 10 is 1/3 of 30. Confirmation of Hypothesis Based in the results of this experiment the hypothesis is correct. This experiment proves that resistance increases in proportion to length. The evidence to support this is clearly shown in the graphs included above. As the length of the wire is increased, the resistance also increases directly proportional to the additional distance in length that the electricity had to travel. Experimental Design as Key Factor Experiments are generally conducted to prove or disprove a hypothesis, theory or an assumption. The legitimacy of any experiment is precisely affected by its design and implementation. Consideration of experimental design is particularly significant. If an experiments design is inconsistent the results and conclusions will be unsound and as a result will be unusable. Replication This project could be easily replicated using materials that cost less than $50. This is important because easily replicable results are not as likely to be impacted by accidental errors and if an experiment can be repeated under different circumstances by different people then it is most likely that the conclusions will remain the same and be accepted. Scientists are not likely to accept the results of a single experiment since the proposed hypothesis has to explain all experimental results and due to surrounding conditions, results could potentially vary, Evaluation of Validity This experiment is valid because it is easily reproducible, the data corresponds to scientific proofs, and most importantly the data is consistent through a variety of testing situations. This experiment would be easily confirmed by another scientist recreating the process. Further research is ongoing to develop a method of transmitting electricity with minimal resistance and loss of voltage.

The Story of Saint Catherine’s Prison :: Saint Catherine

The Story of Saint Catherine’s Prison â€Å"Near Famagusta is another city called Salamis, set on the seashore, where there was once a noble and wealthy city. It is there that St. Catherine was born and her tomb remains still.† ~ German priest Ludolf von Suchen of Westphalia In the 12th century, the story of the beloved St. Catherine was brought to Europe by the Crusaders returning from their battles in the East. She was from a noble blood line of Roman emperors and her father was Constantine, King of Salamis. In 290 A.D. Constantine was appointed the new ruler of Egypt. When Constantine left to rule Egypt, he decided to leave his brother in charge of the Salamis kingdom. Unexpectedly, Constantine died in Alexandria, Egypt. During this time, Catherine converted to Christianity and her conversion sent her uncle, the interim king, into a rage. He had Catherine imprisoned in Salamis, later in Paphos, and finally Alexandria, Egypt. She was brought before the new Alexandrian emperor, Emperor Maxentius, who had replaced her deceased father. Emperor Maxentius was persecuting Christians. Catherine reprimanded him for this cruelty and asked him to stop. Insulted and astounded at Catherine’s boldness, the Emperor held Catherine prisoner at his palace. He ca lled his scholars in to try to trick her into committing heresy against the Roman religion so she could be put to death. However, she converted many of the Emperor’s scholars to Christianity with her eloquence and knowledge of religion and science. The Emperor became so outraged he had his scholars put to death and Catherine was tortured and thrown into the palace’s dungeon. The Empress, Maxentius’ wife, had heard of this extraordinary young woman. The Empress and the Emperor’s military general secretly snuck into the prison to meet and talk with Catherine. They listened to Catherine and were converted and baptized into Christianity. The Emperor discovered their secret encounter and had them, the Empress and his general, put to death. The Emperor ordered Catherine to be broken on the torturer’s wheel, yet when she touched it, it was miraculous destroyed. Distraught and infuriated, Emperor Maxentius ordered Catherine to be beheaded. After her death, her body was carried to Mount Sinai by angels and the place where Catherine’s body was found is also believed to be the site of the burning bush seen by Moses.

The Word Nigger Essays -- Definition History Nigga Nigger Black Essays

The Word "Nigger" â€Å"My niggas. Some niggas that you don’t wanna try.   Ã‚  Ã‚  Ã‚  Ã‚   My niggas. Some niggas that’s really do or die.   Ã‚  Ã‚  Ã‚  Ã‚   My niggas. Ain’t no longer living a lie.   Ã‚  Ã‚  Ã‚  Ã‚   My niggas is stong. My niggas is real.†   Ã‚  Ã‚  Ã‚  Ã‚  Does this artist use the word nigger in the same way that racists have and still are? The answer to this question is a simple one- no. Today’s urban society have changed, not only the definition, but also the spelling of this word, which was once used to belittle those of African-American decent. Now, the definition as proved through today’s urban youth holds many denotations- positive and negative. But has the definition really changed? Or are today’s urban society just being ignorant and socially blinded by the hardships of our ancestors as they continue to use a word that held such great racial tension when used in the 1800’s? Two answers for this one- yes and no. Yes the definition has changed, but not totally to where it’s precedent has been forgotten. In fact, urban youth are so socially powerful that they can take a word and totally flip it and use it within themselves but when one of another race uses it, they return it b ack to the old definition and the racial remarks commence.   Ã‚  Ã‚  Ã‚  Ã‚  The definitions of the word nigger are as follows: 1.  Ã‚  Ã‚  Ã‚  Ã‚  a Negro 2.  Ã‚  Ã‚  Ã‚  Ã‚  loosely or incorrectly applied to members of dark-skinned race 3.  Ã‚  Ã‚  Ã‚  Ã‚  a vulgar offensive term of hostility and contempt as used by Negrophobes Nigger (etymology) 1.  Ã‚  Ã‚  Ã‚  Ã‚  Latin niger becomes Spanish and Portugese Negro used in France for â€Å"black man† especially in Africa adapted by the English 2.  Ã‚  Ã‚  Ã‚  Ã‚  latin niger, for black, occurs in such river names as the Rio Negro in South America and the Niger f Central West Africa. When used by a white person to describe a black or African American person, this can be the most hateful hurtful, offensive term in the language today. This word in American speech dates back to the late 16th century, although the modern spelling doesn't appear until two centuries later. The obsolete spelling niger dates to 1574. It derives from the Latin niger meaning black. It shares this common root with negro. The first recorded use of the word nigger was in 1786 in a poem by Robert Burns yet variations on it including negar, neger, and niger are recorded two centuries before then. The offensiveness of the term has increased ov... ...ds in the air and scream. In this thesis, I’ve actually learned a few things. From looking up the word in etymology books, I concluded that the society has come to realize that we do use the word amongst ourselves but never to the extent to which it has been used centuries ago towards our ancestors. One book quotes â€Å"†¦African Americans commonly use the word in different ways among themelves†¦Ã¢â‚¬  1. DMX, Interlude, (Flesh of My Flesh, Blood of My Blood, 1998) 2. â€Å"Nigger.† The Shorter Oxford English Dictionary ed. 1973 3. DMX, Interlude, (Flesh of My Flesh, Blood of My Blood, 1998) 4. â€Å"Nigger.† The Shorter Oxford English Dictionary ed. 1973 5. â€Å"Nigger† Webster’s Third New International Dictionry 6. â€Å"Nigger† A Short Etymologica Dictionary of Modern English ORIGINS ed 1966 7. â€Å"Nigga† Dictionary for American Slang ed. 1995 8. Twain, Mark Hulckeberry Finn 9. Rice Jr., Earl The O.J.Simpson Trial San Diego, CA:Lucent Books Inc, 1997 10. Peterson, Nina. Personal interview. 2 June 2000 11. Punisher, Big. Watch Those! (Yeaah Baby!, 2000) 12. Rush Hour (movie) 13. Scoop, Fat Man, Brooklyn Clan (Hot 97’s mix tape) 14. â€Å"Nigger† Encyclopedia of Word and Phase Origins ed 1997

Reformations of School Essay -- Essays Papers

Reformations of School Education plays a fundamental role in the development of any nation. History is witness that those nations who did not recognized the importance of education were doomed, and education played a key role in the success of the developed nations. A successful country like America faces many challenges regarding education. Some of these challenges are: how to better achieve educational opportunity, and to find ways to deal with such problems and educational dilemmas for American children. To find the answers and solutions to these problems we can not ignore the dialogue of reforming of schools, instead, new ways of education, restructuring of American schools, and recommendations to improve might be the only answer to these problems. In the following paragraphs, problems like weak curriculum and poor standards in the schools have been identified, and recommendations have been made to eliminate these problems. Also the problems and errors regarding the distribution of funds by the governm ent for the schools have been addressed, and recommendations have been made that these funding should be distributed equally and accordingly to the states. The federal government should take this issue more seriously and assist the states on a greater level. It is a very sad fact that even now when we have entered the 21st century, a first world country like America which is supposed to be a role model for the rest of the world is facing the problem of poor standards in their schools such as goals, expectations, and requirements. There is a great contradiction on people’s standards vs. the school’s standards. People set high standards that are very hard and sometimes impossible to achieve by students and teachers, whereas some schools do not match these standards and even pass kids who cannot read or have poor educational skills. In order to have high academic standards there has to be high performance in public education systems. The system needs to be changed fundamentally. Teachers can play an important role and should come together on a common platform to achieve a common goal and that is the improved quality of education. Good communication between school, school boards, and school administration is very important, so teachers can be heard and listened to. School should only hire highly qualified and proficient teachers. Students are usually int... ...me states there is five times as much spending on students in some school districts as in others ($15,744 versus $2,932 during 1994-95 in Illinois, for example)† (by Patricia Albjerg Graham, article#1). If we observe the above data, it is very noticeable that federal government is playing a less active role in financing the education. One way to provide high quality of education is that federal government should get more involve with the current schooling system. Parents in general public can play their part and instead of criticizing the present system, they should elect the candidates in the government who give higher priority for the education and reserve more funds for the improvement and reforming of the school systems. Bibliography: References: Textual Resources: a) Article #1 (Educational dilemma for Americans). b) Article #2 (Restoring the impulse to Dream). c) Article #3 (How to teach a children). d) Class notes. Non-textual Resources: a) American School Board Journal (March 2000 issue). b) Http://education-world.com. c) Reforming American Education from the Bottom to the Top by Evans Clinchy. d) One on one conversation with parents.

Beauty and Goodness

We have discussed before a question whether art necessarily has to improve us morally and concluded that not all art has moral impact, or is morally relevant. But think about the following questions, please explain each in detail: 1) Is a work with a moral message a better work because of this, than the work without any moral relevance?I believe that on general terms a work is better with a moral message than without one, meaning that its having a moral message is not the only measure of a work of art but that it is better because it reflects a consciousness, a responsibility on the part of the artist, of trying to make a statement, of sharing his stand to all the eyes that will look at the art work. An artist will eventually die, a work of art has more chances of surviving through the years, and it will be his testament.If it will survive then it would be better if it can show the coming generations a grain of truth on the human condition. 2) Could an immoral work be praised as arti stically successful? Personally I do not believe that an immoral work could be praised as artistically successful. Should art have no meaning but simply satisfy aesthetic taste? Could we look past the effect of a work of art and just choose to look at aspects of it and not its wholeness including the statement it makes?An immoral work goes against the goodness that we recognize as beautiful – and in this it seems that human nature is innately good, as we associate what is good with what is beautiful. It is only when we disassociate with what our emotions and our instinct tells us that we take a calculating look and examine a work based on rigid standards. 3) Are goodness and beauty in any way related in real life? I believe that in goodness we see beauty, but not all things beautiful truly have goodness.We know of beautiful faces but have evil hearts, but we also know of good hearts but may not come in what society brands as beautiful. However, when there is goodness in heart and spirit, we feel safe and good about ourselves and others as well, and we see the beauty in things. After all, all things have beauty and goodness in the – as long as we look for it – and what is good is the beautiful in them.

Hr Systems Comparison: System Thinking , Best Practice, Best Fit

Managing human capital| HUMAN RESOURCE MANAGEMENT| | | | Table of Contents 1. Abstract3 2. Introduction3 3. System and Ecological Thinking4 3. Best Practice5 4. Best Fit6 5. Discussion7 5. 1. ‘Systems Thinking’7 5. 2. ‘Best-Practice’8 5. 3. ‘Best-Fit’9 6. Summary and Conclusion10 7. Bibliography11 1. Abstract This assignment will assess three main schools of thought that apply to Human Resources Management (HRM). With regards to contemporary HRM concepts it is evident that a consideration of the ‘larger picture’ is necessary to be able to effectively push an organisation towards its ideals goals.A consideration of ‘system thinking’, ‘best practice’ and ‘ best fit’ systems of HRM lead to balanced conclusion that it is necessary for an HR Manager to have a sensitivity to the individual needs of the workforce as well as the ultimate mission of the company. Each system discussed here does this diff erently here does this differently with each focussing on alternate viewpoints of what is most important; be it the intricacies of the system, the commitment applied to the overreaching goals of the organisation.This study finds that our of the three areas studied is viable and arguable that best practice system offers the most well rounded set of principles for general HRM. However, to assess the appropriate HR System for a more specific organisation either local or international, it is essential to consider a conglomerates system, which takes into consideration the specific aims of the company the needs of the staff to create an efficiency and enhanced performance that is still systematic and easily applicative.Key words: System Thinking, Best Practice, Best Fit, Human Resource Management 2. Introduction Human Resource Management was influenced from the changing look of the employment management relationship that occurred after the First and Second World War. It starts with the Fi rst World War; it can be classified in terms of a changed attitude of managers towards labour, changed labour management practices, the development of personnel techniques, and development of the personnel profession.During WW1 the demand for workers significantly increased, as a result of this, the need for monitoring workers, and finding qualified workers to manage the group of people similarly increased. â€Å"These new values became incorporated in what was emerging as a distinctive body of management thought, practice and ideology, upon which later theory and practice are founded. † WW1’s impact on HRM grew rapidly during WW2, with an increase in new theories and ideas. In addition to this, labourers created their industrial unions which enhanced the monitoring of the people and also allowed a development in training.During WW2 developments opened vast fields for HRM. Significant impacts occurred after the war, when the idea was introduced that â€Å"quality adds to costs†. Subsequently, â€Å"western organisations have since come to emulate the philosophy and practises of quality that proved so successful†. The concept of HR can thus find their beginnings rooted in the aftermath of the two world wars This essay will consider three main systems of HR namely; ‘systems thinking’, ‘best practice’ and ‘best fit’.Within these topics there will be an assessment of what each of these systems involves with regards to HR and occasionally the International HR Manager. The ‘best-fit’ system can be subdivided into three models which shall be discussed also. These are the ‘life-cycle model’, the ‘competitive model’ and finally the ‘configurational model’. Furthermore there will be consideration of the benefits and limitations of each of these practices, culminating in an assessment of which of these systems could offer the advantageous and beneficial HRM for the Director. . System and Ecological Thinking By definition, the context of HRM is complex because the nature of HR is that it is affected by many different factors, both internal (Vision, Mission and Goals, Policies, Management Approach, Organizational Culture, Quality of Work Life) and external (Political , economic, Social and Technological). Collins comments that â€Å"from the perspective of context, the story is never-ending†. He refers here of course, to the idea that these internal and external factors have an enormous effect on the working environment.It is a sensitive issue which requires a large amount of continued assessment; the goal being to keep these factors in check and accounted for in order to create a harmonious, productive and efficient workforce. This approach helps to simplify the complexities of context by looking upon HR as a ‘system', a term which denotes a delicate habitat made from smaller ‘sub-systems', where each ‘sub-s ystem' provides a layer of information that feeds up the chain to create the bigger picture.In the context of International HR (IHR), managers take on the same responsibilities as their local based colleagues but the area of activity and difficulty of these duties is based on the extent of internationalisation of the organisation. As they move towards a more global economy, organisations are supposed to revise their HR strategies. From one country to another, for example, external factors (e. g. politics) or internal factors (e. g. practice) would be vastly different.As a result of this, normal decisions can be really complex in an organisation operating around the world in multiple countries, particularly since for international organisations, all HR events are supposed to be synchronised across the home country and different national branches. The IHR manager needs to consider how to improve their leadership of a global company, choosing high potential employees and making correct decisions for the overall HR organisation A critical issue for IHR managers is creating co-operative strategies between countries.Consequently, the IHR manager cannot look at the ‘big picture’ from only one perspective. As Collin’s suggests, positivist and alternative views of a system can open â€Å"useful insights into the understanding of context†, ‘system’ thinking â€Å"allows us to see the whole rather than just its parts and recognise that we are a part of that whole. It registers patterns of change, relationships rather than just individual elements, a web of interrelationships and reciprocal flows of influence rather than linear chains of cause and effect. †The ‘system’ approach is organised in such a way that the processes and objectives are considered as a whole. For example, the ‘system’ consists of the organisation of the human element, machines, material resources, tasks, formal authority relatio nship; all of which are small informal groups. Each of these components works towards achieving the objective of the organisation – all of the processes are connected to each other. The main ‘system’ is the organisation, and this includes the interrelated and interdependent subsystems.The system thinking approach can be divided into an ‘open system' which refers to systems that take information from the environment, and a ‘closed system' whereby the system does not have any relationship with the environment. It is important for IHR Managers to remain firmly within an ‘open system’. They are required to start a dialogue with their environment and constantly adjust internally to remain buoyant and in balance with the external factors. It is interesting to consider an aspect of ‘systems thinking’ referred to as both ‘Hard Systems Thinking’ (HST) and ‘Soft Systems Thinking’ (SST).Within HST, humans are c onsidered as an objective resource. Its purpose is to pinpoint the ideal solution for predicting and controlling the use of existing resources. Once this ideal solution has been identified, the role of HRM then focuses on enforcing compliance with the designed regime. The difficulty with HST however, is that it is incapable of taking into consideration any kind of human misunderstanding or conflict which may hinder goal achievement. On the other hand, SST as proposed by Checkland (1980), is available to help tackle those problems which could not be handled by HST.SST has seven stages, which focus heavily on wide participation to create ownership of the outcome. Firstly, one must enter the problem situation, secondly express the problem in a â€Å"rich picture†, thirdly Formulate Root Definitions so that one can create precise perspectives of the participant system, fourthly Build Conceptual Models to understand better what each system does, fifthly, compare these models with reality, sixthly identify possible changes and seventhly take firm action to improve the situation. The benefits of SST are that it truly is able to recognise that problems occur due to differences of opinion.Its chief aim is to develop a sense of mutual understanding and preserving the existing state of affairs. Another aspect of ‘systems thinking’ is ‘Critical Systems Thinking’ (CST). According to Jackson (1991), CST accumulates five main components: critical awareness, social awareness, and dedication to human emancipation, complementarism at the theoretical level and complementarism at the methodological level. Midgeley (1995) stresses that CST developed around three areas of thought: improvement, critical awareness, and methodological pluralism.Improvement is able to be easily monitored through value systems, critical awareness considers participation factors and boundary judgements while methodological pluralism reflects on the range of methodologies available to temper communication and observation in order to supply an improvement, offer mutual understanding and involve a decision making process. Both Jackson and Midgeley show that CST is able to satisfy the three key human interests that were identified by Habermas in 1970 as being the technical interest, the practical interest and the emancipatory interest. 3. Best PracticeThe concept of ‘best practice’ falls under the category of a strategic human resource management technique (SHRM). It is also an example of ‘high commitment’ HRM. The idea behind ‘best-practice’ SHRM is that if an organisation adopts a particular selection of HR practices that are considered ‘best’ or most effective, then this will allow that organisation to enjoy an improved performance; both in terms of organisational productivity and output, and employee satisfaction. It is argued that with the ideal set of ‘best practices’, any company or organisation will benefit if they implement these practices fully (ie. ith a level of ‘high commitment’). There has been much research into the perfect set of ‘best practices’; since without knowing what constitutes the ideal universal set, it is impossible to claim any is really a ‘best’ set. Pfeffer (1994) provides one of the most commonly considered set of HR practices – a collection of sixteen HR principles designed for â€Å"competitive advantage through people†. These sixteen were then later simplified in 1998 into seven practices for â€Å"building profits by putting people first†.Marchington and Wilkinson later tweaked these practices for the benefit of the UK populace in 2002. The simple act of Pfeffer’s work needing to be altered to better fit a UK audience, suggests that the original principles were not relevant and consequently, not universal. If, the concept of ‘best practice’ is for an org anisation to follow a set of universal practices as closely as possible, with the idea being the more closely followed, the better the performance, then these principles need to be applicable to a universal audience to begin with.Guest (1987) expands on this by noting that since lists of ‘best-practices’ vary wildly in their inclusions it is difficult for there to be any rigorous evidence that supports any kind of universal application. Youndt et al. (1996) provide a generalised acknowledgement of what most models of ‘best-practice’ seem to focus on. In this research it is claimed that most focus on â€Å"enhancing the skill base of employees†. Extensive training of staff is undoubtedly important for many sets of ‘best-practice’, with most providing at least induction training and/or performance appraisals.Similarly Youndt’s recognition that many practices â€Å"promote empowerment, participative problem-solving and teamwork† which we can see reflected in examples such as Huselid’s (1995) stress on information sharing, Kochan and Osterman’s (1994) problem-solving groups, and Arthur’s (1994) suggestion of social events respectively. Youndt et al. goes some way towards establishing a more universal set of ‘best practices’, by taking the most commonly appearing practices and collecting them into a likely looking set of the most popular practices.In doing so, one could hopefully assume that the principles are relatable to a vast majority of organisations if not, ideally, all. Considering the difficulty in pinning down a firm set of ‘best practices’ acknowledged and agreed upon by all, it is interesting then that Capelli and Crocket-Hefter (1996:7) believe that in place of a single set of practices, which they believe to be â€Å"overstated†, it is rather the â€Å"distinctive human resource practices† that cause progression and enhancement of or ganisation.A type of practice that is thus distinguishing and characteristic or a particular workplace cannot be considered universal, but rather a focused set of practices that are applicable in a specific work environment. A final aspect to consider with ‘best-practice’ is the notion put forward by Storey, 1992, that single practices will be less affective if they are executed individually. MacDuffie, 1995, expands on this further by suggesting that it is essential for each practice to be grouped together into with complementary practices.This concept is known as ‘horizontal integration’. It is recognised that this type of integration allows some practices to be added or left out, as long as there are a core set of highly committed principles to adhere to. Although this too has problems, since in Guest et al. ’s analysis of the WERS data in 2000, they found that â€Å"the only combination of practices that made any sense was as straightforward cou nt of all the practices†. 4. Best Fit ‘Best-fit’ is also an example of SHRM.It is a concept which is rooted in ‘vertical integration’; the idea that a company’s business and HR strategies are aligned and cohesive. The suggestion being that an organisation becomes increasingly efficient when its HR department and the overall aims, goals and mission of the company are tailor fit. There are three models of ‘best-fit’ that explore this vertically integrated relationship, firstly the ‘life-cycle models’ (Kochan and Barocci, 1985), secondly the ‘competitive advantage models’ (Miles and Snow, 1978 and Schuler and Jackson, 1987) and thirdly the ‘configurational models’. . 1. Life-Cycle Models This model tries to link the vertical relationship between HR practices and company policy to a metaphoric ‘life-cycle’ of a company, from its start-up phase through to decline. Baird and Mershoulam (1988) states that â€Å"human resource management’s effectiveness depends on its fit with the organisation’s stage of development†. The inference is that as a company grows, changes, progresses etc. so must its complementary HR department. During the start-up phase, the emphasis for the HR department is flexibility and informality.As the company grows (growth phase), so must the HR policies. With the assumed increase in staff it is necessary for there to be a more rigid and formal HR department to cope with this. It is a perfect opportunity to foster innovation. The next stage is the maturity stage whereby a company is more established. During this time the HR role is about stability and control, and about perfecting practices already in place. Finally the decline stage considers HR’s role in matters such as redundancy and generally reducing company size. 5. 2. Competitive Advantage ModelsThis model usually applies to the research conducted by Porter (19 85), in which three bases of competitive advantage were identified: cost leadership, quality of service, and focus or innovation (i. e. being the sole provider of a product or service). Schuler and Jackson (1987) expand on this research by defining HR practices that ‘fit’ Porter’s three bases. Within each base (which can be referred to as a market strategy) there is an ideal set of employee roles alongside a reinforcing set of HRM policies. If the two are able to align efficiently, then it is presumed a higher level of performance will incur. 5. 3.Configurational Models The configurational model was proposed by Delery and Doty (1996). It attempts to rectify the problem that the best-fit school is often levelled with, that it oversimplifies the organisational reality. It does not take into consideration the ways in which a company is expected to grow and change in accordance with external factors (economic, political, social). The configurational approach aims to steer clear from linear thinking, and allows for the prospect that a company/organisation may be subject to many independent variables and may be focusing on multiple performance strategies at any given time.In short, the configurational model’s aim is to simultaneously achieve both horizontal and vertical integration. It responds to the truth that it is necessary for a company to be able to integrate it’s HR policies both horizontally and vertically (i. e. in accordance with the company’s overall direction but also with a set of practices that provide employee satisfaction and growth) in order for it to survive. This concept is easily visualised through Miles and Snow’s (1978) ‘defender’ and ‘prospector’ categories.The ‘defender’ category refers to a system that operates in a stable and predictable environment, while the ‘prospector’ category is conversely unpredictable and hurried. Each category is nec essary for the progression of the company (vertical integration), while the varying characteristics of both allow for a set of fairly general HR practices designed to secure employee satisfaction (horizontal) while adhering to the needs of both categories. 5. Discussion The three systems that have been discussed address HRM in vastly different ways.What is interesting to note is that despite this incongruence, they each prove to be successful and efficient systems. It is necessary however to discuss each system a little more critically in order to assess which system would be the most useful and effective in a work environment. 6. 1. ‘Systems Thinking’ ‘Systems thinking’ is a highly beneficial process for the IHR Manager. What is unique about its application is that it is able to take a very complex, perhaps global, situation and conceptualise it in such a way that it becomes clear how it can be manipulated by external factors.The manager is able to witness how the environment can affect the subsystems and consequently implement changes that react with the environment so as to produce a dialogue that is able to breathe and develop organically. For the IHR Manager it is essential for such complex dynamics to be simplified to an extent that it becomes easily manageable and they are able to grasp the bigger picture, whilst remaining in tune with the intricacies of the subsystems that are flexible to change. It is this ‘open system’ that makes ‘systems thinking’ so unique.Furthermore, the concepts of HST and SST are equally beneficial within ‘systems thinking’. HST is perfect for workforce planning and optimising resources, while SST is excellent for agreeing goals, performance feedback and participation. However, ‘systems thinking’ finds its downfall in the fact that while HST and SST are effective systems, they are only able to work independently of each other. Ideally, one would merge the two to provide an all encompassing system both in tune to the personal needs as well as the technical aspects. Another limitation of most ‘systems thinking’ in general is that it is primarily oriented towards ethodology, and is fundamentally rationalist. Flood (2001) argues that when focused on human existence, â€Å"systemic thinking helps people to sense a deep holistic or spiritual quality†, but arguably perhaps only if the idea of ‘systems thinking’ can be expanded to become part of a worldview, rather than just a discipline or methodology. In short, ‘systems thinking’ is at risk of only seeing the bigger picture to the detriment of the particulars. 6. 2. ‘Best-Practice’ The concept of ‘best-practice’ is one that takes into consideration the specifics of HRM.It encompasses some of the most commonly used principles of HR by identifying key policies that are essential to HRM. The advantages of this system lie in its simplicity. It is able to present a firm, established and tested selection of HR principles that will undoubtedly be beneficial to an organisation. The problems with ‘best-practice’ arise centred around the word ‘best’, however if one concurs with Capelli and Crocker-Hefter (1996), that these practices would be better referred to as ‘distinctive’, then we are faced with a healthy abundance of productive systems, ready to be implemented.An HR Manager in this instance need only choose a set of principles which they feel is most applicable to their situation and organisation and start using the immediately. Since there are so many ‘best-practice’ systems, it is arguable that one could alter and tailor-make a set of ‘best practices’ that are specific and unique to a particular organisation. The technique of horizontal integration, or ‘bundling’ allows complementary systems to be implemented alongsi de each other and heightens a sense of congruence and cohesion, as asserted by Wright and McMahan (1999).Furthermore there is evidence to support the idea that the ‘high-commitment’ strategy behind ‘best-practice’ (i. e. an organisation should aim to follow all systems within a ‘best-practice’ set) creates a higher achieving organisation. While horizontal integration can be considered beneficial, frustrations may arise due to the fact that ideally no single practice should be pulled out of a system and used individually as its efficacy will drop considerably. Additionally, the ‘best-practice’ system is only effective on a non-universal plane.Since there is such an abundance of systems it is impossible to select just one set as being the only ‘best-practice’. Consequently for an organisation on an international level, the ‘best-practice’ system would not be beneficial and could potentially neglect certain i mportant aspects if it is not catered towards the specifics of that organisation. On the other hand, Youndt et al. (1996) were able to briefly collect a sample of some of the most commonly appearing policies, which could provide a sound starting point for any HRM. 6. 3. Best-Fit’ When considering the ‘best-fit’ model it is plain that its main advantage is its use of vertical integration. By paying close attention to the overall aims and goals of the company, the ‘best-fit’ system is able to create a set of HR policies that work in complete cohesion with those aims in order to fully maximise the potential of the staff and consequently the business. Every aspect of the organisation works with the focus of the same goals. The various models within the ‘best-fit’ system each have their own benefits too.The ‘life-cycle model’ is able to vividly explore the natural progression of a company and alters it’s HR policies in tan dem with this progression. However, it is difficult to know throughout this model which HR strategies are able to secure the type of human resources that are necessary to continued viabilities, even when industries develop, and which are more likely to contribute to sustainable competitive advantage through the life cycle? (Boxall and Purcell, 2003). The ‘life-cycle’ model is unique also since it is able to allow the HR Management master the present while pre-empting the future.However, it is incapable of allowing for unexpected incidents and relies on an organisation not veering away from the pre-planned cycle. The ‘competitive advantage model’ is useful since it focuses on company gain and edge and tries to set an organisation apart from the other by an awareness of Porter’s three key bases (1985). Finally, the ‘configurational model’ allows both horizontal and vertical integration, which ideally allows the full potential of a company to be realised, whilst expanding and enhancing staff prospects. The difficulties of the ‘best-fit’ system lie in its common criticism, that it oversimplifies the matter entirely.It does not take into consideration internal turmoil or conflict which needs to be sensitively addressed. It assumes that everyone’s best interests are with the overall aims of the business, and provides a rather harsh reality of working life. It forces HR into a submissive system that fits into the overall goal, and implies that within this model HR is a secondary factor. On balance, on an advisory level for an IHR Manager, ‘systems thinking’ would be the most beneficial, since it offers the opportunity to assess the situation on a larger scale and implement strategies that can be manipulated in harmony with the external influence.However, when considering a start-up company or a localised company, it would appear that the ‘best practice’ model is the most viabl e. While it is not able to be fully universally applied, it is able to provide an excellent basis for most businesses. For the discerning HR Manager, a set of ‘best-practices’ can be established specific to that organisation that can be assessed and manipulated as the company progresses with time. 6. Summary and Conclusion In conclusion, this assignment is able to consider the complexities of HRM through the investigation of three strategic systems.It is apparent that each system has many benefits, and each is certainly applicable in various situations. Each HR system is designed with a certain business model in mind. The ‘system thinking’ approach is clearly catered towards a more internationally based institution, while the ‘best-fit’ approach takes into consideration the start-up company. It is only really the ‘best-practice’ system (in this study) that offers a middle ground option for the largest sector of businesses.It is evi dently important for the HR Manager to keep on top of their chosen system, as the ever changing environment, especially nowadays, leaves businesses vulnerable to external factors (most apparent in the form of political, social and economic factors). 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