Employee Attitudes and Work

Introduction Job satisfaction refers to the general attitude of a worker in liking or disliking his job (Mitchell, 2011, p. 43). Researchers studying the concept of job satisfaction include employee attitude as an important component. It may be difficult to explain what job satisfaction implies without considering employee attitude.Advertising We will write a custom essay sample on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager specifically for you for only $16.05 $11/page Learn More As Saari and Judge (2004, p. 396) confirm, job satisfaction refers to an emotional state of pleasure and positivity on the part of the employee. The emotional state emanates from one’s job or experience appraisal. The two most critical characteristics of job satisfaction include the fact that job satisfaction is linked to cognition, or thinking, and feeling (Saari Judge, 2004, p. 396). Organisational commitment, on the o ther hand, refers to an attitude that reflects the loyalty of an employee to his organisation. It is a continuous process expressed out of the members of the organisation’s concern for its general well-being and continued success (Tella, Ayeni Popoola, 2007, p. 6). Three important concepts come into play when defining organisational commitment. They include a strong desire, on the part of the employee, to continue serving as a member of his organisation, a readiness to exert high efforts for the benefit of the organisation, as well as a definite acceptability of and belief in the goals and values espoused by the organisation (Tella, Ayeni, Popoola, 2007, p. 6). This paper seeks to explore the concepts of job satisfaction and organisational commitment. In particular, the discussion will examine the social scientific researches that have been concluded about both concepts. The paper also analyses the impact of different phenomena, such as globalisation, technology, as well as general social change, which are common in the present-day era. The paper will also analyse specific factors that have an impact on the job satisfaction of employees. Social Science Research Findings: Job Satisfaction, Organisational Commitment, and Job Performance Aamodt (2007, p. 64) notes that satisfied employees will often remain committed to the organisation they work for by attending work regularly, staying in employment with the organisation for long, arriving on time for duty, and performing well in general. They are also more likely to engage in behaviours that help their organisation achieve its set objectives and goals easily. There exists a strong correlation between employee commitment and job satisfaction. A strong relationship also exists between job satisfaction and employee retention (Kotze Roodt, 2005, p. 48).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, orga nisational commitment depends on several factors, including the level of autonomy that is involved in the execution of the job, the variety or type of work, the responsibility level that is linked to the job, and the social relationship quality at work. Other critical factors include the level of remuneration and reward, as well as the available promotion opportunities and the general career advancement within the company (Riggio, 2009, p. 55). There are close relations between satisfaction and pay, satisfaction and promotion, satisfaction and supervisors together with co-workers, as well as satisfaction and job. In all these scenarios, the level of satisfaction is correlated significantly with the affective commitment. Employees who are motivated in their jobs are also committed to their roles and performance. The motivation comes from a number of factors, including good remuneration, supervision levels and standards, and the learning environment within the organisation. Managers w ho have a strong motivation ensure they work hard to achieve their goals and objectives. They also willingly share the knowledge with their employees, thereby improving the overall performance. As the force that pushes organisational commitment, motivation can only be achieved when the employees are satisfied with their job (Budihardjo, 2013, p. 58). Effects of Global Trends on Job Satisfaction and Commitment Globalisation has created a large pool of skilled and talented individuals owing to the increasing educational opportunities. Over this period, demand for these talents and skills is also expected to rise, especially in the emerging nations. This trend is set to create vast talent gaps because of the changes in the demand and supply sides of skilled workers (Rosenblatt, 2011, p. 345). A multiplicity of skills is also required as a result, on the part of the potential employees, to serve in their positions effectively. As multinational organisations take advantage of the globali sation phenomena to spread all over the world, they require employees with the ability to speak different languages, have the ability to fit culturally, and possess high levels of education.Advertising We will write a custom essay sample on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager specifically for you for only $16.05 $11/page Learn More However, these skills are inadequate and those employed to work in such organisations do not develop the needed job satisfaction because of the gap in skills. Growing workforce diversity resulting from social change and other contemporary trends is equally piling a lot of pressure on the human resource departments of many organisations. Organisations are failing to develop a global mindset that can adequately manage their multicultural employees. This, in turn, deprives the employees the chance to address many of their employment-related issues (Rosenblatt, 2011, p. 34 5). The lack of, or poor human resource management skills, is denying workers the quality management that can help them improve their motivation and improve their job commitment and satisfaction. Employees working for multinational corporations, in particular, face this challenge the most because some of these organisations have not integrated diverse value systems within their frameworks; thus they do not champion for shared international work values (Rosenblatt, 2011, p. 345). Factors that Influence Employees’ Job Satisfaction and Organisational Commitment The employee’s personal characteristics The personal characteristics and perceptions of employees form important qualifications of organisational commitment. Employees develop a strong correlation that influences their affective, as well as normative commitments when they perceive that they are satisfied with their job (Mahanta, 2012, p. 45). Organisational characteristics, such as provision of support to workers a nd work experience on the part of the employee, result in a strong correlation with both organisational commitment and job satisfaction. For instance, an employee who is sure about his great experience in the occupation field will feel a great commitment to his organisation and will easily be satisfied with his job.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In studies already performed, it has been established that managers who have served their respective organisations for long have a higher affective commitment, intrinsic job satisfaction, and normative commitment as well. Important personal characteristics such as emotional intelligence and work-role salience significantly predict workers’ organisational commitment (Mahanta, 2012, p. 50). The employee’s job characteristics A job or occupational role comprises of various components that influence an employee’s job satisfaction and organisational commitment (Hanly, 2013, para 1). Such components are valued by the employee and include job safety and relationship with other workers. Employees have their social needs that their manager and organisation need to address. Employees have the propensity to want things that fellow employees want. This is explained by the social influence hypothesis. This influences job satisfaction as an individual worker feels empowered, especially where the organisational culture allows employees to have authority over their projects. Job safety gives satisfaction to the employee and commitment because there is no worry about losing the job. The employee’s supervisor Employees need to be recognised and praised in their roles to get motivated. Supervisors have a greater role in recognising and praising their workers because they are in charge of their performances directly. Employees get demotivated in their work if they perceive that their performance is good for the organisation, but they fail to receive the recognition from their supervisors. The loss of motivation also affects the level of their satisfaction with the job, thus interfering with their organisational commitment. The interaction between the employee and his supervisor is important in improving job satisfaction. The supervisor is the closest representative of the organisation that the employee can approach and share his feelings about the job. A friendly supervisor will be ready to learn about the challenges faced by his employee and help him to improve on his performance. This will create satisfaction on the part of the employee and influence the organisational commitment in turn (Saiyadain, 2003, p. 54). The employee’s work environment Employees often wish to work in an environment that makes their performance comfortable. A worker’s mental, as well as physical well-being, is attached closely with the environment within which he operates. Thus, an unfavourable working environment can have a direct bearing on the worker’s mental and physical state. This would eventually result in poor commitment to the organisation and job dissatisfaction on the part of the employee (Qasim, Cheema, Syed, 2012, p. 34). The work environment comprises of several important aspects that managers must ensure conform to the requisite standards. The environmental components include noise, hygiene, temperature, working hour s, lighting, ventilation, and the resources used during role performance. Once the environment affects the mental and physical tranquillity of the employee, it may lead to either satisfaction or dissatisfaction on the job depending on how the individual perceives the surrounding (Qasim, Cheema, Syed, 2012, p. 34). The employing organisation’s human resource management practices Human resource management practices comprise of various important aspects that directly touch on the employee. Such aspects include training and development, remuneration, and recruitment activities. According to Harzing and Pinnington (2011, p. 324), high-quality performance of these HR practices increases the satisfaction of the employees. The employees will often compare their remuneration, for instance, with that earned by workers in other organisations. Employee perception on the salaries earned will have a positive influence on their job satisfaction after comparing the salary with that earned b y workers in a different organisation. Equally, the training standards offered by the employer will increase job satisfaction and commitment of the employee. The employees deem it as a gesture that does not only seek to improve the productivity of the organisation, but one that also improves their skills. It equips them with the technical knowledge that they can still apply elsewhere in case their employment ceases. As research conducted by Harzing and Pinnington (2011, p. 320) confirms, effective HR practices convince the employees to work for their organisation for long. The long duration of working ascertains the job satisfaction levels and commitment that employees have for the organisation. Conclusion An important role of a contemporary manager is to work consciously to build and sustain the job satisfaction and organisational commitment of their workforce. Employees’ commitment to their organisation and the overall job satisfaction help in improving the performance of t he organisation. Managers must seek to motivate the employees in working toward influencing the commitment of their employees to the organisation and their job satisfaction. A motivated employee is satisfied with his job and will have a positive commitment to the organisation. New global trends are changing management needs of organisations and require full participation by the contemporary manager to get the needed positive results. Multinational corporations are increasing in number as the globalisation phenomenon grows. Education and technological advancements are also increasing, thus piling pressure on individuals to acquire skills that are more competent. However, the gap between technical skills needed and organisational demand affects job satisfaction and organisational commitment on the part of employees. The changes are taking place at a higher rate and the skills possessed by the employees are not adequate to meet the demands of the organisation. The organisations also la ck adequate human resource management skills to cater for the challenging employment demands, including cultural fit and language skills. Employee job satisfaction is affected by personal characteristics because an individual’s own affection results in motivation and organisational commitment. Supervisors who fail to strike a rapport with their subordinates affect the concentration of their employees, leading to loss of job satisfaction and organisational commitment. Contemporary managers must learn their subordinates properly and understand how to interact with them to enhance their motivation and job satisfaction. The work environment must be favourable for job performance to increase participation, satisfaction, and overall performance. Managers must be involved in determining the environmental requirements of the workplace and work towards providing them for their employees. List of References Aamodt, MG 2007, Industrial/organisational psychology: an applied approach, Wad sworth Cengage Learning, Belmont, CA. Budihardjo, A 2013, ‘The relationship between job satisfaction, affective commitment, organizational learning climate and corporate performance’, GSTF Business Review (GBR), vol. 2, no. 4, pp. 58-64. Hanly, S 2013, The job characteristics and theories of job satisfaction. Web. Harzing, A Pinnington, A 2011, International human resource management, SAGE, London, UK. Kotze, K, Roodt, G 2005, ‘Factors that affect the retention of managerial and specialist staff: An exploratory study of an employee commitment model’, South African Journal of Human Resource Management, vol. 3, no. 2, pp. 48–55. Mahanta, M 2012, ‘Personal characteristics and job satisfaction as predictors of organizational commitment: an empirical investigation’, South Asian Journal of Management, vol. 19, no. 4, pp. 45-58. Mitchell, LD 2011, ‘Job satisfaction and affective events theory: What have we learned in the last 15 years?à ¢â‚¬â„¢, Business Renaissance Quarterly, vol. 6, no. 2, pp. 43-53. Qasim, S, Cheema, F, Syed, NA 2012, ‘Exploring factors affecting employees’ job satisfaction at work’, Journal of Management and Social Sciences, vol. 8, no. 1, pp 31-39. Riggio, RE 2009, Introduction to industrial/organisational psychology, Pearson London. Rosenblatt, V 2011, ‘The impact of institutional processes, social networks, and culture on diffusion of global work values in multinational organizations‘, Cross Cultural Management: An International Journal, vol. 18, no. 1, pp. 345-367. Saari, LM Judge, TA 2004, ‘Employee attitudes and job satisfaction,’ Human Resource Management, vol. 43 no. 4, pp 395-407. Saiyadain, MS, 2003, Organisational behaviour, Tata McGraw-Hill, New Delhi, India. Tella, A, Ayeni, CO, Popoola, SO, 2007, ‘Work motivation, job satisfaction, and organisational commitment of library personnel in academic and research libraries in Oyo Stat e, Nigeria’, Library Philosophy and Practice, no. 1522-0222, pp 1-16. This essay on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager was written and submitted by user Jul1us to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Promoting Rights of Health and Social Care Users

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Mass people’s complaints about the service, their feedback and the satisfaction level of their family are the concern of the organizations. To make the best outcome possible from the social service is the aim of this organization. So the individual who are receiving the social and health care are now feel relax and safe about the service they are having and this sets the standard bar even higher. 1.2 Analyze factors that may affect the achievement of promoting and maximising the rights of users of health and social care services. The factors that can influence the achievement of the best possible of the users of health and social care services are given below: Problem in communications: For providing information and the service there is a vas importance of the communication skills. Understanding among the service providing organization and the customer is relied on this. Sometime the customer cannot know what is best for his or her conditions. Customer sometime cannot choose the way of having the service. Organization can fail to give update service for its customers for the communications problem. Some disable persons need special language like sign language, body language or Braille. Legislation and the instruction need to be in understandable form for the customer. So the communication can appear as the obstacle for the customer or user of specific service. Aggression: Some patients become aggressive for their illness. They don’t like the attitude of the service provider and they don’t show enough patience to know what is best for him or her. For this situation service or the rights can be very difficult to apply. Culture and belief: Patient’s cultural need can be ignored by the health care provider. Different cultural patterns, attitudes, expectations and beliefs are belonged to the people, coming from different culture and country. So not able to understand the cultural value can appear as the barrier in the achievements. Education and income: Asking unnecessary information about their income and education is taken offensively sometime by the patients. Sometime the patients need pay the bill though they are not interested in paying. (Coiera, 2011). 1.3 Analyze how communication between care workers and individuals contribute to promoting and maximising the rights of users of health and social services. The people who are having the health and social services are having problem in communicating with others. Sometimes they cannot understand the simple words. There can be a violent situation if the words from the speakers are working inversely. So before working along the customers the words should be chosen fairly and respectfully. There are some methods of communications and they are. 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Understand how to promote the participants and independence of user of health and social care service. 2.1 Explain factors that may contribute to loss of independence, non participants and social exclusion for vulnerable people. There are some factors that can cause loss of independence and social exclusion. They are dependent to care taker and sometime avoided in the decision making even when the decision is about the patient’s treatment or welfare. Dependency: Vulnerable adults or children are subjected to independency and social ban because of their dependency to the care giver. These vulnerable are sometime not allowed to live their daily life for inability or life threat. According to the service user’s mental and physical condition they are not sometime not permitted to spend their time and money on own willing. So the outcome is predictable, they lose their minimum ability to live their own life. 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This will change the service quality and the service receiver will be satisfied than ever. When the staff discovers that their good hard work is changing the service receiver and the company they will do extra organizational work. Information sources: Employee and the service receiver should have open and free access to the data so that they can know about the problems and find a suitable solvency. All the weakness and strength can then become a clear picture in the mind of the staff and receivers. This will make them as the part of the organization and everyone can feel their duty to this organization. This will encourage them to participate and work independently. (Buchanan, Fitzgerald and Ketley, 2007) To maximize the independence and participation there should be empowerment of needs based on social, physical and emotional, intellectual factors, information access, confidentiality measurement, taking part in the decision making. Providing them the right: They can keep their secrets, safety and security. Letting them to take risk: This can only be done after the risk assessment. If the risk is greater than the expectation then that can be barred. Giving them the opportunities to communicate and relate to anyone they like. Permitting them to personalized care, responsibilities. Individuals must be given chance to take their own decision and make choices for them. Decision making ability must be practiced and they should have their own choice. Information should be available for the individuals. Every service receiver should have the right to take part in their own religious and cultural activities. Providing a range of options from which they can make choices options should be there to make a choice. The service receiver should be encouraged to face their own problem and solve it successfully in near future. (Improvement and Development Agency, 2010) 2.3 Analyze the tensions that arise when balancing the rights of individual to independence and choice against the care provider’s duty to protect. Many issues can raise the tensions while providing the service to vulnerable person. For example patients of dementia or frail intend to go some places by themselves. Service provider then put in some trouble. Dementia patients may loss their path and can’t return to the expected place. So they can harm themselves at that position and their aggressive behaviour makes it more difficult to retrieve them. Frail patients may loss their conscious easily and cause danger for themselves. When the patients are in that type trouble the service provider is accused of negelency. So the service provider should prevent the patient from doing anything that can bring danger. In that very time the individual has his humanitarian right to live independently. So this create the tensions between the relatives vs. customer, customer vs. staff, staff vs. employee, kid vs. parents, parents of the kid vs. service provider and employee vs. Employee. So tensions can bear at the place where the right a nd choice are conflicting over balance. The care provider should be keeping in mind that the client’s security is first than his independence. (Kizer, 2001) 3.1 Use a case study from a health or social care setting to identify the extent to which individuals are at risk of harm. We assume a scenario that Mr. S had harassed eight elder citizens in health care organizations. His customers have faced a life threat for this abuse. Now the risk of harm for this abuse is stated below: In the scenario a 78 years old lady pours cold water on her head. Researches shows that cold water shower is good for normal aged people’s health but it can injurious to the older people. Cold water in shower for the older persons can lead to heart attack, choking and even death. Paralysis is also a byproduct if he or she survives death. If there is some sexual harassment then there is the issue of shame. The lady must feel guilty and sorry that can push her to the suicide. The physical and mental stability can be hampered for this incident. No service provider can use force to make someone or the client to do something. He or she can only be asked or requested to do that. A 96 year old was forced to eat her food when she was not interested in eating. Mr. S also forced 81 years old to take sherry and that can lead to serious choke and the dying. This force implementation can cause vomiting and loss of appetite. Mr. S‘s clients were the patient of dementia and other psychological problem so most of memories can be vanished and they may take their experience as the treatment. So that is a physical and mental abuse. For the clients who are on wheel chair can’t make them safe or move quickly to a safer place. Not only their appropriate care was neglected but also they have experienced some hateful and regretful treats. 3.2 Analyze the effectiveness of policies, procedures and managerial approach within a health or social care setting for promoting the management of risks. Organizations have their policies, procedures to run their ventures effectively and to complete their objectives along with the governmental policy and laws. For example every health care centre has some law and rules according to the expected and unexpected risks, safeguarding from the unexpected risk, measuring and recording risk, take part in the abuse free working environment, procedures of gathering feedback, leadership pattern, policy about whistle blowing according with the sector skills standards. Management risks can be prevented by the assessment of risks, pattern of leadership and complain processes. A health care should have enough equipment to treat the patients. Early discovering of possible harassment, picturing the staff, complain with proper process, getting evaluation from the clients, monitoring the client’s financial, physical and psychological issues are also steps to avoid management risks. (Addicott, 2011) 4.1 Review current legislation, codes of practice and policy that apply to the handling of medication. There are some law, rules and regulations to handle medicine. The laws are Public Health Regulations 2002, Drug Misuse act 1986, Medicine Act 1968, Poisons and Therapeutic Goods regulations 2008, Drug Act 2005, Poisons and Therapeutic Goods Act 2002. According to the upcoming only a certified individual can handle the management of medicines to ensure the quality of care in the care institutions. It provides safety for the admin of medication with the personal care staff and in the organization. Doctors, pharmacists, surgeons, suppliers and nurses are capable of handling the medicine within a legal framework which is possible for the Medicines Act 1968. According to this law some medicines are cramped to sale, provide and handle. A licensed drug handler can only prescribe a medicine. This license has to be renewed after a certain year. Misuse of drug act 1986 and Drug act 2005 are the strong law to restrict the handling and misusing of drug. A supplier has to prove that the medicine has an honest and valid intention to supply drugs. Supplier can be assumed by court if he has more drugs than he have licensed for. Safe handling of the drugs is assured by the legislations, guidance and policies. (Christensen and Silvestre, 2010) 4.2 Evaluate the effectiveness of policies and procedures within a health and social care setting for administrating medication. The policies and procedures can help to achieve the best result for administrative drugs and care institutions. Care home are run by the policies and procedures and that can lessen the threat of medication. There is a record for all the medication to avoid the risks in future and this is done by the policy of the medicine administration. Side effects of the drugs are evaluated on the internet and the third party comments are regarded as most fair evaluation. Medication that are ordered must have some key features and that are Clear mentioned name Dose Time when the drug to be administrated Pattern of the administration. Reason behind the medication For these features all medicines are taken at the appropriate time. Nurses are responsible for any misuse of the medicine or any type negligence about the medicine. Hospitals use secret coded language for the prescription which can only be understood by the medical professionals. This is time saving and the care service has gained speed. Care homes are now having the implementation of medicinal administration which decreases the overall death less than 7000. Every care providing personnel have the guideline about accurate timing of dosage, medication, patient, route. The medical administration has the only goal and that is the best result and service for service receivers. (Christensen, Bohmer and Kenagy, 2000) Conclusion

Oregon Geography Essay -- essays research papers

The Oregon Coast runs from north to south along the Pacific Ocean. Oregon is three-hundred and sixty miles long and two-hundred and sixty miles wide, making it the ninth largest state. Oregon is bordered by California and Nevada on the south, Washington on the north, Idaho on the west and of course, the Pacific Ocean. Oregon's nickname is the Beaver State because in the nineteenth century beaver skins were very valuable to trappers in the area. The longitude in Oregon is 116 45W to 124 30W. The Latitude is 42N to 46 15N. The Highest point in Oregon is Mount Hood reaching 11,239 feet high. The lowest point in the state of Oregon is the Pacific Ocean. According to www.netstats.com the average elevation in Oregon is 3,300 feet above sea level. Oregon is known for its lumber about one tenth of the United States lumber is in Oregon. Oregon is also the leading lumber provider in the United States. Oregon has 3.3 billion dollars lumber and wood industry. It also has an 859 million dollar paper and allied manufacturing industry. The two leading manufactured items in the state of Oregon are lumber and paper. The states natural beauty and grade A quality of life has helped it economic and population growth. The past twenty years, Oregon has reduced its heavy involvement in natural resources and has increased its industrial diversity. According to www.merriamwebster.com Oregon has a very high unemployment rate but is slowly decreasing as the states per capita income increases. The major products in Oregon are lumber, water, and fish. Symbols are very important to a state. Oregon has three major symbols. The first symbol is the hazelnut. Oregon grows ninety-nine percent of the entire United States commerc... ... by going to the Columbia River Maritime Museum home to one of the nations finest display of model artifacts. Then we would head down to the Astoria Bridge. The Bridge is over four mile long and it is a nice walk. There is also many activities for families. Families could go fishing, cycling, scuba diving, windsurfing, and surfing. There are limitless options on the Oregon Coast. Lastly, after being on the coast for four days we would head back into Eugene where we would fly out of, and attend a Oregon Ducks Football game. Eugene holds a cultural center for Oregon. Before the football game we would walk down to Saturday morning market, and experience new things. In conclusion with this tour, Oregon holds some of the countries most valuable resources. The geographers on this tour will be more knowledgeable about the Oregon Coast, and its surroundings.

Childcare Level

The expected stage of social development for a child age four is being able to eat with a fork and spoon, despite not being able to use a knife yet the child should be able to skillfully use a fork and spoon on their own. They should also be able to dress and undress themselves, but not yet expected to be able to tie laces, or back buttons. They should also be able to do more hygiene essentials such as washing and drying their hands without any support/ help, and brush their teeth.They should also have developed a skill to show sensitivity towards their friends and other people and show n understanding of how the other person may feel. They should also show a willingness to be around and play with other children, and Like to be Independent and take more control in what they do. They should start to show a sense of humor when talking In a conversation, or wealth an actively.The expected stage of social development for a child age five would be for a child to be able to dress and undre ss themselves with no help, and beginning to learn how to do laces, but may show some difficulty. They should be able to find an Interest In an activity for a longer period of mime, without needing the attention of an adult or getting bored. An example of this would be reading a story or watching a film.They should be able to show an understanding to other people's emotions, and show sympathy and comfort to their friends when they are hurt. As well as this enjoy looking after and petting pets. They will have certain likes and dislikes, and have strong opinions on it; some may have no apparent logic such as cutting a piece of food in a certain way for them to like it. They will be able to choose their own friends, and be able to make decisions whether they like someone or dislike someone for a reason. Childcare Level The expected stage of social development for a child age four is being able to eat with a fork and spoon, despite not being able to use a knife yet the child should be able to skillfully use a fork and spoon on their own. They should also be able to dress and undress themselves, but not yet expected to be able to tie laces, or back buttons. They should also be able to do more hygiene essentials such as washing and drying their hands without any support/ help, and brush their teeth.They should also have developed a skill to show sensitivity towards their friends and other people and show n understanding of how the other person may feel. They should also show a willingness to be around and play with other children, and Like to be Independent and take more control in what they do. They should start to show a sense of humor when talking In a conversation, or wealth an actively.The expected stage of social development for a child age five would be for a child to be able to dress and undre ss themselves with no help, and beginning to learn how to do laces, but may show some difficulty. They should be able to find an Interest In an activity for a longer period of mime, without needing the attention of an adult or getting bored. An example of this would be reading a story or watching a film.They should be able to show an understanding to other people's emotions, and show sympathy and comfort to their friends when they are hurt. As well as this enjoy looking after and petting pets. They will have certain likes and dislikes, and have strong opinions on it; some may have no apparent logic such as cutting a piece of food in a certain way for them to like it. They will be able to choose their own friends, and be able to make decisions whether they like someone or dislike someone for a reason.

Should Cloning Be Permitted essays

Should Cloning Be Permitted essays Should Human Cloning Be Permitted? For years, part of the American public, and humans in general, have been fascinated with the possibility of creating human life by other than natural means. There are many who strongly disagree with the idea of human cloning. It certainly wasn't surprising when they were able to clone a sheep and will not be the least surprised if someday scientist's will be able to clone a human being. Should cloning for human benefits or even human cloning itself be allowed in society today? That is a question we must ask ourselves? On one side of the issue are those who believe that human cloning should be permitted. One thing that shows this, is what human cloning research may bring. Those who opposed to a ban believe that human cloning research could bring substantial benefits, including the development of new treatments for cystic fibrosis, other diseases and the ability to create animal with normal compatible organs for transplant. (1."Should Congress Prohibit All Human Cloning Experimentation",Pg 34). From my opinion, I believe that human cloning is just a huge step towards negativism in human life's, rather than simply being the next step in fertility technology. There might be a possibility that human cloning research may result in the discovery of a cure for diseases and the growing of human organs, but the disadvantages are that many years as well as money may be need it. Also several experts told the committee that cloning might be the only chance for many infertile couples to have their own genetically related children.(2.Gorman,Pg66). For what I see these cases are rarely seen, and the little amount of couples who suffer of infertility are more likely to adopt a child. Infertility, is not the cause. This is not the main reason why scientists are coming up with the idea of human cloning. What I believe...

cassiopiea essays

cassiopiea essays Cassiopeia was the wife of Cepheus, the Ethiopian king of Joppa (now known as Jaffa, in Israel), and the mother of Andromeda. The queen was both beautiful and vain, and the story of how her vanity caused great distress is told in relation to the constellation Andromeda. After promising her daughter in marriage to Perseus, Cassiopeia had second thoughts. She convinced one of Poseidon's sons, Agenor, to disrupt the ceremony by claiming Andromeda for himself. Agenor arrived with an entire army, and a fierce struggle ensued. In the battle Cassiopeia is said to have cried "Perseus must die". At any rate it was Perseus who was victorious, with the help of the Gorgon's head. Perseus had recently slain Medusa, the Gorgon, and had put its head in a bed of coral. He retrieved the head and waved it in midst of the warring wedding party, instantly turning them all to stone. In the group was both Cepheus and Cassiopeia. A contrite Poseidon put both father and mother in the heavens. But because of Cassiopeia's vanity, he placed her in a chair which revolves around the Pole Star, so half the time she's obliged to sit upside down. The asterism clearly shows the chair upon which Cepheus's queen sits. The Bayer stars are generally third and fourth magnitude, with the exception of the first four stars which make up the "chair". Cassiopeia has many fine binaries, a few variables of note, and several interesting deep sky objects. Cassiopeia was the beautiful wife of Cepheus, king of Ethiopia, and the mother of Andromeda. She is most famous in connection with the myth of her daughter, Andromeda. The queen made the mistake of bragging she was more lovely than the Nereids, or even than Juno herself. The goddesses were, needless to say, rather insulted, and went to Neptune, god of the sea, to complain. Neptune promptly sent a sea monster (possibly Cetus?) to ravage the coast. The king and queen were ordered to sacrifice their daughter to a ...

Nonverbal Communication Research Proposal Example | Topics and Well Written Essays - 2000 words

Nonverbal Communication - Research Proposal Example Participants were randomly assigned to either group one or two without knowing the hypothesis to be tested. Participants were asked to solve six questions, where only the time to solve the sixth question was recorded to the nearest second. It was found that participants took more time to answer the sixth question in the absence of nonverbal communication than in the presence of nonverbal communication. It was concluded that absence of nonverbal communication have caused participants to lose their concentration and guidance to complete the task at hand. Nonverbal communication is an effective way to communicate between people. This paper describes an experiment to access the extent to which nonverbal communication affects the level of concentration. Communication is the transfer of information from one person to another. People fail to realize that most of our communication is of a non-verbal form as opposed to the oral and written forms. Non-verbal communication includes facial expressions, eye contact, tone of voice, body posture and motions, and positioning within groups. It may also include the way we wear our clothes or the silence we keep (Allis 2007). While words communicate ideas, nonverbal behavior conveys emotions and attitudes. Nonverbal communication is communication that does not use words. ... Voice is still considered one of the most important nonverbal communications. Voice communicates in ways different than the words a speaker utters. Social scientists use the term paralanguage to describe a wide range of vocal characteristics, which express different attitudes. The paralinguistic content of a message reflects a speaker's feelings. The face and eyes are another important means of nonverbal communication. The eyes communicate a great deal. A skilled nonverbal communicator knows when and where to look to produce the desired results. Visual contact is an invitation to speak which regulates the interaction, exercise control and express intimacy (Posner 1966). Not looking at people indicates the desire not to be interrupted. Eye contact, smiling and nodding indicates interest and social approval of a situation. In most two-person conversations, people seem to look at their partners somewhere between 50 and 60 percent of the time, often alternating short gazes with glances away. An experiment by (Garau 2001) investigated the importance of eye gaze in people engaged in conversation concluded that related gaze behaviour is related provides a marked improvement to the conversation. This report includes the design and results of an experiment to test effect of the existence of nonverbal communication in interpersonal communication. Time taken by participants is recorded in a control condition where nonverbal communication are allowed by the experimenter and compared with time taken by participants in an experimental condition where nonverbal communication is obscured. The hypothesis to be tested was "It would take participants of condition one (absence of non-verbal

Corporate protection Essay Example | Topics and Well Written Essays - 2000 words

Corporate protection - Essay Example In order to achieve these objectives, the company has made an effort of sending its Chief Financial officer and CEO to the Caucasus region, as a fact-finding mission, as well as deploying an expatriate group of 25 employees for 6 months, in order to familiarize with engineering and drilling techniques required in the region. However, the stated objectives of the company have led to it facing a number of threats which requires it to take action. It is needed to increase the expertise of its Protective Security Managers for better examination and understanding of threats hence planing and implementing effective security strategy (Kit bond corporate protection services n.d.). The purpose of the strategy will be to provide protective security solutions, capable of not only maximizing protection for the employees, but also ensuring their liberty in conducting operations in the region. Textar Oil and Gas Company as a multinational corporate organization in the field of gas and oil global exploitation, is facing a lot of difficulties. It is experiencing a number of threats which are putting its employees, especially those in the caucasus region, into a great danger. The emerging Textar’s competitive companies in the market are responsible of these threats. To provide better solutons for these threats, the Company has proposed a corporate orientated protective security solution, through a strategy that involves two maximum security corporations (Halibozek & Kovacich 2003). These security corparations can work as separate entities but in the case of Textar Company, they have decided to work as one unit inoder to ensure maximum security for the company, as well as its employees especially those working in the caucasus regions which seems to be the most insecure region. The first security corporation is KBCPS. This is an asset protection corporation, developed to offer interventions