Free

Free Will Versus Determinism Essay The excerpt I chose was â€Å"Free Will versus Determinism†, and I noticed from the beginning the piece was written with reasons to support the content. First, the presentation introduces two beliefs; the behavior of atoms is governed entirely by physical law, and humans have free will. Immediately after presenting these ideas and questioning the relations in the two, the excerpt explains the logical approach to why they do not necessarily favor one another. Any argument that is presented, or comparison of two aspects, needs facts and reasons to confirm why the person is trying to convince the reader or other person that the argument is supported. Referring to the two beliefs presented at the beginning of the excerpt, the piece supports the idea that the behavior of atoms is governed entirely by physical law and humans have free will do not have a congruent relationship. Atoms will do what they have to do because of physical law and its determination of what each atom will do in the given circumstances. This is fact which is presented clearly and holds accuracy. An interpretation of the example given would be is if an atom does Z in circumstance Q, then circumstance Q will result in the atom having to do Z. By physical law, one cannot predict, change, or control what atoms do and how they do what they do. Continuing on to the next segment of the excerpt, it explains that free will is what happens, but did not necessarily have to happen. Unlike atoms and how they are governed by physical law, free will is something that has to be invoked by a human. Choice is the root in free will and what a person chooses to do will have a result. In this second part I began to see the argument because it was the comparison to the first fact presented, and reasons are given for why the argument is being made. A quote is written into the conclusion that points out that humans have free will to a certain degree, but it does not relate to how atoms are governed. The strengths that I found were the facts presented and the explanation of the material. Also I like the order in which the excerpt was written. The two beliefs were first, followed by the questioning of validation and reasons why the two beliefs did not fit well together as one belief. I could not identify any weaknesses in the excerpt, or parts that were irrelevant. As stated before the segment was factual, and the reasons were enough to convince the reader that the theory presented is accurate. References: Moore-Bruder, (2008). Philospophy (7th ed. ). : The McGraw-Hill Companies.

The Data Protection Act 1998 and the Freedom of Information Act 2000 Es

The Data Protection Act 1998 and the Freedom of Information Act 2000 Introduction ============ For my module computing I have to find research and produce detailed report on freedom of information and the need for security. The information commissioner’s office enforces and oversees the Data Protection Act 1998 and the Freedom of Information Act 2000. I need to read and understand knowledge respecting private lives of individuals and encourage the openness and accountability of public authorities. In the report my aims and objectives will be to cover the following aspects: - What is Data Protection Act 1998 and identify and describe 8 principles. - What is the Freedom Information Act 2000 and how does it build on the Data Protection Act - Privacy and Electronic Communication (EC Directive) Regulation 2003 came into force 11th December 2003. The Information Commissioner’s office mission how does he intend the directive to operate to work in UK. The completion of the report needs to be produced and handed in by Friday 30th April 2004. Executive Summary In this report It will cover all aspects of freedom if information and the need of security covering the Data Protection Act 1998 and the eight essential principles. By promoting good information handling practice and enforcing data protection and freedom legislation and by seeking the influences national and international thinking on privacy of information on medical records. Analysis 1.0 What is Data Protection Act (1998), 8 essential principles? Data is facts of any kind, whether in number or verbal form. Although this is the correct explanation business people are inclined to use the terms to mean numerate information only. Data refers to facts and figures in their raw state, which have still to be processed. If you carry out a survey to count the number of cars and vans which pass your house each day, the number you write down are the data. Every computer should be aware of the Data Protection Act. Every individual on a computer should register with Data Protection Registrar. It is a criminal offence not to register and ignorance of the law is no defence. Once registered, data users must comply with the eight principles of the Data Protection Act (see below 1.1, Page 7). The Data Protection Act, organisations which hold such information have to register with Data Protection and have to agre... ...issioners office ‘What the regulation covers’ www.iformationcommissioner.gov.uk/eventual.aspx?id=94 26/04/2004 Page 1-2 [10] David Baumer, Privacy of Medical Records: it Implications of HIPAA,2000,40-47, 19/4/2004 11 Anthony Browne, The observer, ‘Lives ruined as NHS leaks patients notes’ Sunday June 25 2000, 19/4/2004 [12] Nigel Hawkes, Times online ‘Patient records go on database’ July 21 2003, www.timesonline.co.uk/printfriendly/0,,1-2-751992-2,00.html 19/04/2004 [13] ‘Subject Access and Medical records: fees for access’ Data Protection Act 1998, Compliance advice, 19/4/2004 www.informationcommissionersoffice.co.uk [14] Consumers Advice to safeguard your medical records, www.epic.org/privacy/medical/EPIC_principles.txt 19/04/2004 [15] Thomas C.Rindfleisch, ‘Privacy, information Technology, and Health Care’, August 1997/Vol. 40, No.8, www.artn.nwu.edu/ 19/04/2004 [16] Computer Security Group, Personal Medical Information, Security, Engineering and Ethics, 1995 -99, www.cl.cam.ac.uk/Research/Security/book-j/pmi96.html 19/04/2004 [17] Andrew Wall, The nursing Specialist Group ‘Private worries: public concerns’, March 1997 www.bcsnsg.org.uk/inftouch/vol3/wall.html 19/04/2004

Parental Attachment and the Development of Self-Compassion

Parental Attachment and the Development of Self-Compassion The Positive Psychology movement focuses on identifying protective factors that promote wellbeing and protect people from the negative psychological effects related to life’s everyday challenges. Research increasingly supports self-compassion as a key component in positive mental health outcomes. However, very few studies have examined factors that lead to the development of self-compassion. Attachment is known to contribute to the development of healthy social and emotional development (Sroufe, Egeland, Carlson, & Collins, 2005). Theoretically, parental attachment should promote the development of self-compassion. Attachment is described as the socio-emotional bond between individuals (Wicks-Nelson & Isreal, 2009). Healthy parental attachment develops in the first year of life through consistent, sensitive, and responsive parenting from a stable caregiver (Ainsworth, 1979; Barnas & Cummings, 1994; Sroufe, 2005). The attachment relationship with a caregiver is an essential component in helping to form the foundation for healthy personality and functioning in society. For example, attachment is known to influence cognitive ability, development of conscience, coping skills, relationship skills, and the ability to handle perceived threats and negative emotions (Sroufe et al. , 2005; Wicks-Nelson & Isreal, 2009). In a review of the Minnesota study, Sroufe (2005) highlights the importance of early attachment in the developmental course. The Minnesota study was a 30-year longitudinal developmental study, commencing in the 1970’s, which followed individuals from before birth until adulthood. The main purpose of the study was to evaluate the â€Å"major propositions of attachment theory† (Sroufe, 2005, p. 49). The primary goal of the study was to test Bowlby’s hypotheses that (1) quality of caregiver-infant attachment is influenced by the interaction history with the caregiver, (2) individual differences in personality can be explained by variations in the quality of early attachment, and (3) secure attachment is related to the devel opment of self-reliance, emotion regulation, and social competence. The quality of infant-caregiver attachment was assessed through observation at 12 and 18 months, using Ainsworth’s Strange Situation procedure. Many outcome variables, or patterns of behaviour, were extensively measured using various methods (questionnaires, observation, standardized testing, parental and teacher reports) at several ages including infancy, preschool years, childhood, adolescence, and emerging adulthood. During the preschool years outcomes such as self-regulation, curiosity, and effective entry into peer group were measured. In middle school, measures of real-world competence, loyal friendships, coordination of friendship, and group functioning were examined. During adolescence identity, intimacy, and self-reflection were assessed. The findings from the Minnesota study provided support for Bowlby’s hypotheses (Sroufe, 2005). First, it was demonstrated that secure attachment is directly related to a history of sensitive, emotionally engaged, and cooperative interaction with a caregiver. Also as Bowlby suggested, secure attachment predicted the development of self-reliance such that individuals who used their caregiver as a secure base to explore during infancy, were later more independent. Moreover, secure attachment predicted adaptive emotion regulation as demonstrated by securely attached individuals having more self-confidence, higher self-esteem, more ego-resiliency (ability to adjust), persistent and flexible coping strategies, and displaying affect appropriate to situations. Finally, strong links were found between secure attachment and measures of social competence from early childhood through adulthood. Individuals with secure attachment were assessed as significantly better on measures such as expectation of relationships, engagement with others, skill in interaction, empathy, and leadership qualities. Sroufe (2005) suggests these findings indicate the critical importance of attachment because it plays an initiating role in the pathways of development and is related to crucial developmental functions. Thus, attachment is associated with adaptive psychological development. One construct associated with positive mental health outcomes, and in consequence is likely to be engendered by attachment, is self-compassion. Self-compassion is a self-attitude that originates from Buddhist philosophy and has recently begun to appear in Western psychology research. Neff (2003a) has proposed that self-compassion plays an important role in psychological health and describes self-compassion as extending kindness and caring towards one’s self. As the term itself insinuates, self-compassion involves treating oneself with compassion, especially when experiencing negative feelings and events. Being compassionate towards oneself entails being able to forgive one’s perceived failures and shortcomings, accepting oneself as human and therefore as limited and not perfect, and also desiring wellbeing for oneself. Neff (2003a) conceptualized self-compassion as comprising three components: self-kindness, common humanity, and mindfulness. Self-kindness refers to extending kindness and understanding to oneself rather than being harshly self-critical and judgmental. Being less judgmental of oneself should also minimize judgment of others. Common humanity is the ability to view negative experiences and limitations as a shared aspect of the larger human experience, instead of seeing experiences as separating and isolating. Consequentially, common humanity also involves recognizing one’s equality with others, which prevents one from being self-centered. Finally, mindfulness requires clearly seeing and accepting one’s emotions as opposed to the tendency to exaggerate or become absorbed with one’s painful thoughts and feelings. These three elements are linked such that they each promote one another. Research has established and continues to support the benefits of self-compassion. Indeed, there is evidence that self-compassion is associated with emotional intelligence, intrinsic motivation, emotion focused coping strategies, and life satisfaction (Neff, 2003b; Neff, Hsieh, & Dejitterat, 2005). Additionally, self-compassion protects persons from self-criticism, anxiety, and depression (Neff, 2003b; Neff, Kirkpatrick, & Rude, 2007). Self-compassion also involves taking responsibility for one’s mistakes, and in turn being motivated to change maladaptive thoughts and behaviors (Neff, 2003a; Leary, Tate, Adams, Allen, & Hancock, 2007). Furthermore, self-compassion, not self-esteem, accounts for the attenuation of people’s reactions to negative events (Leary et al. , 2007). Together these findings indicate the importance of self-compassion as it promotes adaptive psychological functioning while preventing negative outcomes. Self-compassion is also perceived to be distinct from and more beneficial than self-esteem (Leary et al. , 2007). Self-esteem refers to our overall attitude about ourselves (Baron et al, 2008), and has recently been criticized for inconsistently predicting positive outcomes. Although having high self-esteem is known to be related to such factors as positive self-feelings and motivation (Baumeister, Campbell, Krueger, & Vohs, 2003), it has also been linked to narcissism, distortions in self-knowledge, increased prejudice and aggression (Baumeister et al. , 2003; Sinha & Krueger, 1999). Self-compassion may be a better alternative to promote because it does not involve judgments about oneself or comparison with others as self-esteem does (Neff & Vonk, 2009). Self-compassion leads to positive outcomes without the negative drawbacks associated with self-esteem (Neff, 2009). To date, only one study has demonstrated that maternal support and secure attachment predict higher levels of self-compassion (Neff & McGeehee, in press). Neff and McGeehee (in press) examined the relationships between self-compassion and psychological wellbeing, cognitive, and family factors in a sample of high school and college students. Because adolescence is known to be a difficult emotional period involving the formation of one’s identity or sense of self (Arnett, 2007), the first goal of Neff and McGeehee’s study was to determine whether self-compassion promotes the same positive mental health outcomes in adolescence as those found in adulthood. Self-compassion was expected to be related to reports of higher levels of social connectedness and lower levels of anxiety and depression. As expected, the results demonstrated that self-compassion was strongly associated with low depression, low anxiety, and high feelings of connectedness. The second goal of Neff and McGeehee’s (in press) study was to explore factors that may contribute to adolescents’ development, or lack of development, of self-compassion. Self-compassion was hypothesized to be associated with maternal support, functional families, and secure internal working models of attachment. Self-report measures were used to assess self-compassion (Self-Compassion Scale), maternal support (maternal subscale of the Family Messages Measure), family functioning (Index of Family Relations), and attachment (The Relationship Questionnaire). The results show that adolescent’s self-compassion partially mediated the relationship between their reports of mental health and maternal support, family functioning, attachment style, and adolescent egocentrism, indicating that family factors can impact wellbeing through self-compassion. Additionally, individual differences in self-compassion were predicted by family factors. In particular, maternal support and secure attachment were positively correlated with self-compassion, whereas maternal criticism and insecure preoccupied and disorganized attachment styles were negatively associated with self-compassion. Unexpectedly, there was no relation found between the insecure dismissing attachment style and self-compassion. The results regarding attachment styles were interpreted using Bartholomew’s model of attachment styles (Bartholomew & Horowitz, 1991). Bartholomew’s model (Bartholomew & Horowitz, 1991) characterizes four different prototypic attachment styles of adolescence and adulthood, according to one’s views of the self (dependence dimension) and others (avoidance dimension) as either negative or positive. Secure attachment, corresponding with low dependency, low avoidance, and a positive view of both self and other, involves being trusting and comfortable with intimacy and autonomy. Having a secure sense of self-worth and trusting others to be supportive may have facilitated the development of self-compassion among adolescents in Neff and McGeehee’s (in press) study. Insecure preoccupied attachment corresponds with low avoidance, high dependence, a positive view of others, but a negative self-image, and is characterized by clinginess, jealousy, and being preoccupied with relationships. Insecure dismissing attachment is distinguished by low dependence, high avoidance, a positive view of the self, a negative view of others, and involves inflating self-worth, being counter dependent, and being dismissing of intimacy and the importance of relationships. Disorganized or fearful attachment involves distrust of others, social withdrawal, feelings of inadequacy, fear of intimacy, and corresponds with high avoidance, high dependency, and a negative view of both the self and others. The anxiousness about deserving care or not expecting support from others in relationships may hinder individuals with insecure attachment styles from developing self-compassion. Given the findings from Neff and McGeehee’s (in press) research, the characteristics of secure attachment should promote the development of self-compassion. Namely, a positive self-image may help form a sense of self-worth that should in turn lead to self-kindness. In addition, being able to trust others helps form a connection with others that may foster common humanity. Conversely, the characteristics of insecure attachment may impede the development of self-compassion. Doubting one’s worth and lacking trust in others suggest a lack of an emotional foundation necessary for self-compassionate thinking (Neff & McGeehee, in press). Similarly, dependency on others to feel good about oneself may prevent the ability to accept oneself, which is a necessary feature of self-compassion (Neff & McGeehee, in press). Futhermore, considering the relation of early attachment to positive developmental outcomes (Sroufe, 2005; Scroufe et al, 005), attachment conceivably contributes to the development of self-compassion. Attachment is important in initiating the development of adaptive psychological functioning (Sroufe, 2005; Scroufe et al, 2005). Self-compassion is a healthy self-attitude, which promotes positive mental health outcomes (Neff, 2009). Therefore, the development of a self-compassionate mindset should emanate from early attachment. Neff and McGeeh ee’s (in press) findings are the first to establish a relationship between attachment and self-compassion. However, Neff and McGeehee’s (in press) study is limited in that it they did not examine how attachment promotes self-compassion, due to its cross-sectional and correlational design. The study was restricted to adolescents and young adults, and used self-report data rather than observational measures. As a result, only the status of the attachment relationship and level of self-compassion present in adolescence were assessed. Further research is necessary to investigate the role of parental attachment in the development of self-compassion. It is of crucial importance to identify the early factors and processes associated with attachment formation which could promote the development of self-compassion among children. Following this, there is also a need to create a measure for self-compassionate thinking and behaviour among children. Being self-compassionate may involve different thoughts and behaviours according to ones age or stage of development. In order investigate the development of self-compassion, it is essential to be able to recognize and measure self-compassion among children. Findings from such prospective research can be used to help encourage healthy attachment, perhaps through parent sensitivity training, and educate parents how to foster self-compassionate thinking and attitudes in their children. References Ainsworth, M. S. (1979). Infant-mother attachment. American Psychologist, 34, 932-937. Arnett, J. J. (2007). Adolescence and emerging adulthood: A cultural approach. Saddle River, NJ: Pearson/Prentice Hall. Bartholomew, K. , & Horowitz, L. M. (1991). Attachment styles among young adults: A test of a four-category model. Journal of Personality and Social Psychology, 61, 226-244. Baumeister, R. F. , Campbell, J. D. , Krueger, J. I. , & Vohs, K. D. (2003). Does high self-esteem cause better performance, interpersonal success, happiness, or healthier lifestyles? Psychological Science In The Public Interest, 4, 1-44. Barnas, M. V. , & Cummings, E. M. (1994). Caregiver stability and toddler’s attachment-related behaviour towards caregivers in day care. Infant Behaviour & Development, 17, 141-147. Baron R. A. , Branscombe, N. R. , & Byrne, D. R. (2008). Social Psychology. Boston, MA: Pearson/Allyn and Bacon. Leary, M. R. , Tate, E. B. , Adams, C. E. , Allen, A. B. & Hancock, J. (2007). Self-compassion and reactions to unpleasant self-relevant events: The implications of treating oneself kindly. Journal of Personality and Social Psychology, 92, 887-904. Neff, K. D. (2003a). Self-compassion: An alternative conceptualization of a healthy attitude toward. Self and Identity, 2, 85-101. Neff, K. D. (2003b). The development and validation of a scale to measure sel f-compassion. Self and Identity, 2, 223-250. Neff, K. D. (2009). The role of self-compassion in development: A healthier way to relate to oneself. Human Development, 52, 211-214. Neff, K. D. Hsieh, Y. , & Dejitterat, K. (2005). Self-compassion, achievement goals, and coping with academic failure. Self and Identity, 4, 263-287. Neff, K. D. , Kirkpatrick, K. L. , & Rude, S. S. (2007). Self-compassion and adaptive psychological functioning. Journal of Research in Personality, 41, 139 – 154. Neff, K. D. , & McGeehee, P. (in press). Self-compassion and psychological resilience among adolescents and young adults. Self and Identity. Neff, K. D. , & Vonk, R. (2009). Self-compassion versus global self-esteem: Two different ways of relating to oneself. Journal of Personality, 77, 23 – 50. Sinha, R. R. , & Krueger, J. (1998). Ideographic self-evaluation and bias. Journal of Research in Personality, 32, 131-155. Sroufe, L. A. (2005). Attachment and development: A prospective, longitudinal study from birth to adulthood. Attachment & Human Development, 7, 349 – 367. Sroufe, L. A. , Egeland, B. , Carlson, E. A. , Collins, W. A. (2005). The development of the person: The Minnesota study of risk and adaptation from birth to adulthood. New York: Guildord Press. Wicks-Nelson, R. , & Isreal, A. C. (2009). Abnormal Child and Adolescent Psychology. Saddle River, NJ: Pearson/Prentice Hall.

Adults Resistance to Change in the Workforce

Change has become an integral part of all organizations for bringing about innovation and creativity in their work procedures. Bringing about change is a complex process since change in one area affects the other area in the organization directly or indirectly.Change is extremely important if companies and businesses want to survive in the long-run. This is due to the changing needs of the organizations as well as the customers and due to changing internal and external environment. Today, there is an increasing trend towards the development of a learning organization where managers and employees are committed to bring about continuous improvement in the processes and capabilities.Such type of an organization can only be formed when everyone working in the company develops a positive attitude towards adapting change. Change might result in efforts to deal with existing problems or with the opportunities available in the external environment. Though change is important and should be in itiated in an organization but this does not mean that it can be easily implemented (Hultman, 1998).Planning ChangeInitiation and implementation of change requires proper planning and this planned process should be used to carry out change. If proper planning is not done then the change can fail and the employees’ fear and uncertainty related to it might come true.If the change fails initially in the organization then it would be highly difficult for the employees to support change in the organization. Firstly, the organization must see a need for change and the forces triggering change may be from the internal as well as external environment.Internal factors may be related to the company goals and objectives or problems facing the organization whereas the external factors are largely related to the environment such as changing customer tastes or the changing strategies of the competitors (Harvard Business School Press, 2005).These factors make the organization realize the ne ed for change and then this must be studied properly. The organization should critically evaluate its strengths and weaknesses as well as threats and opportunities so that the right change could be initiated at the right time. After evaluating the need for change, the management should initiate change and this can be done through different ways.Initiating change requires the recruitment of new and creative employees and this is where the problem starts arising since the adult employees began to resist their recruitment. The management should search for proper solutions which can used to meet the perceived need for change. Search involves observing and analyzing different organizations and making use of knowledge to meet the need.Creative employees are hired to find the correct solution in order to establish a creative and learning organization. Creative individuals are important since they are open-minded, original and focused in their approach. They are persistent and committed and use teams to work for initiating change.These creative individuals generate innovative ideas and these individuals are called idea champions. They form new-venture teams for developing and initiating innovative changes in the organization. It is these idea champions and new-venture teams to which the adult employees offer resistance since they perceive them as a threat to their position.They think that their employment by the organization underestimates their capabilities and qualifications. Sometimes the employees’ resistance is so high that it is impossible to implement the change. For implementing change, this resistance must be overcome or else the process will not proceed further (Hultman, 1998).There are huge obstacles and problems to be dealt with when implementing change successfully in an organization. This is because employees offer resistance to change and this resistance can be attributed to several reasons: ·One of the reasons that employee resist change is th at by implementing the new strategy or innovative idea, it will take away something valuable from the employees.It might be the loss of power, position or any other pay benefit. An employee’s self-interest is the most important to him and this loss can become the biggest obstacle in the way of implementing change (Hultman, 1998). ·Another reason is that employees are unable to understand the purpose behind the change and therefore, they cannot trust the organizational move. If the employees have a negative attitude towards the change initiator then they will offer their full resistance to implementing his idea.They cannot trust his idea for change and might think that its implementation will bring something negative to them. Therefore, lack of understanding and mutual trust becomes another factor for resisting change in organizations (Harvard Business School Press, 2005). ·Employees are also afraid of implementing change due to the uncertainty factor associated with the c hange. They get worried about the consequences of change and thus, do not offer their support towards it. They might also be worried as the new technology or new procedure requires more talent and creativity which they might not be able to provide (Markham, 1999). ·Lastly, the goals of the employees may be different from the goals of the organization. They might not be able to assess the change from the organization point of view and therefore, they disagree over the benefits resulting from the change (Jellison, 1993).These are the main reasons why employees offer resistance to change in an organization. Once an organization has the need for change then it looks for possible solutions through which the need can be overcome. Change requires innovation and creativity in an organization without which an organization cannot progress and will stagger behind.For initiating innovative and creative ideas, the organization starts hiring creative individuals in different departments. There are idea champions and new-venture teams formed with creative individuals who see the need for change and initiate it productively. Now here is where the main problem rises and this will center our research paper.By hiring creative individuals to form new-venture teams for developing innovation the organization attempts to change the workforce of the organization.Before offering resistance to change itself, the employees especially the aging ones offer their first resistance to change in the workforce. The research paper will focus the discussion on this issue of adult’s resistance to change in the workforce (Goldstein, 2001).Change in the workforceThe way a business is done is determined by its workforce. And changing workforce changes the way of doing business or in other words, bringing a change in the way of doing business requires a change in the workforce. Companies are recruiting and hiring young employees due to their creative and dynamic personalities.They are able t o see things differently and want transition in things that are still being done in traditional way (Pihulyk , 2003). Their ideas and solutions are different from what their parents had to offer and thus, they want the traditional approaches and strategies to change in an organization.They show their dissatisfaction in different areas of the organization and want them to change for the good. They are practical in their approach in that they can see the organization strengths and weaknesses and are aware of the threats and opportunities in the organization external environment and thus, develop a desire to change accordingly.But there is also a darker side to this brighter situation and this darker side is due to the existing employees and workers of an organization. Organizations have usually experienced and committed workers who are working their since years and thus are quite adult. These employees work in their own traditional and routine way and do not want any change in their s tyle of working.When an organization feels a need to hire young employees, the adults feel a threat to their power, position and prestige since they are not capable enough to work like the young ones. They feel threatened by the young employees who have more creative and novel solutions to organizational problems and work for bringing about change. At this stage the adults offer resistance to the recruitment of young employees in the workforce because it will not only threaten their position but also bring about a change in their style of working (Hultman, 1998).Aged employees consider themselves experienced enough and are not ready to tolerate younger employees imposing themselves and their ideas for change. They want a stable work environment and get negative feelings if some one tries to challenge their style of working.This is mainly the most important reason why adults and aged people offer so much resistance to recruiting ever energetic and efficient young employees in the org anization’s workforce.It has been always said that new and young employees are important for the success of an organization because they are able to see things from a different perspective which requires change, innovation and creativity. They want the organization to become a learning organization progressing on the path of continuous improvement and innovative problem solving.An organization becomes successful by the way a business is done it which in turn is determined by the employees working there so for making an organization successful talented young employees should be hired and trained for working with the organization (Harvard Business School Press, 2005).Today, the business expectations are rising and customers are becoming ever-demanding. The competition is becoming fiercer with everyone striving to attain the competitive edge.The organization that develops a positive attitude towards welcoming change will be able to continuously improve itself at the times of pro blems and opportunities and thus, this requires the contribution of the talented young working people who have just graduated and are fresh with the knowledge of business management.They have a tendency to work in teams because they realize the fact that a team can accomplish more what individuals can achieve. On the other hand, the adults do not appreciate collective working and work individually instead. The young workers are more popularly known as Generation Y whereas the adults are being referred to as Generation X.It has been estimated that 70% of 21-year old Generation Y people are in the US workforce today which shows an increasing trend towards young employees (Jellison, 1993).Moreover, the new generation adapts to technology changes easily and want to work with new and modern procedures but the older generation sees technology with a negative eye and does not adapts to it readily. This is not to say that adults and aged people are unimportant in an organization, in fact th ey are the most important assets of an organization.These assets can not be replaced because their age has given them an experience to deal with problems which is hard to find. Young people find most creative and novel solution to a problem whereas the experienced employees find accurate solutions through their experience. This means that both generations should be made to work together if the organization wants to rise higher than any other organization in the industry or outside the industry.There is an increasing amount of Generational Conflict in the organizations and it is predicted that by 2010 it is going to increase considerably (Hultman, 1998). By Generational Conflict, we mean the conflict between two or more generations and here we are referring to the two generations of X and Y (Pihulyk , 2003).This is due to the age diversification in the workforce as young and talented employees are being increasingly hired by the businesses. The new generation will cause the erosion o f old work ethics and they will require a more flexible workplace.Moreover, women representation will increase hundred percent in the upcoming years. There exists a multi-generational and multi-cultural workforce and this will continue to grow in the future years. Since this is going to increase therefore, management must properly plan for accommodating this change in their business as the demographic change can have positive as well as negative implications.The policies and procedures must be adapted for accommodating this change so that there should be new values for the new generation (Rosenburg, 2005).

What evidence is there of the pursuit of justice essays

What evidence is there of the pursuit of justice essays Justice is something that we all want from a Law and believe should be an integral part in any legal system. However, the meaning of Justice is very difficult to define. There are many aspects of justice that we may question about; i.e. is a particular law just? Is the legal system just? Much of the issue of justice is very controversial and raises questions such as whether the combination of Law and system produce a just result? Justice has a definition as follows: The quality of being just or fair, the act of determining rights and assigning rewards or punishments Websters dictionary. This definition of Justice is vague and will be discussed further. One must take into account that the issue of justice also has other elements drawn into it: i.e. morality and justice. This illustrates that the law has been attributed with many objectives. These objectives are culminated from theoretical perspectives such as Positivism v Natural Law, Utilitarianism, Marx and Rawls. Other objectives associated with the Law and Weber, Durkheim, Llewellyn and Devlin debate justice. These theorists bring greater depth of explaining the significance of the objectives of Law in the English legal system, and also emphasises on how justice is expressed. For example, justice can be inherently linked to moral obligations in which the theorist Devlin lays down this view. We can further discuss the significance of the objectives; the theory of Natural Law. It is based on the idea that there is a divine source of Law, which is superior and based on moral rules, and that therefore Law and morality should absolutely reflect each other. The logical extension of this view is that the Legal rules of a country can be broken if they do not conform to moral Laws, a view that was favoured by St. Thomas Aquinas. This theory of Natural Law can be contrasted with Positivism. Natural lawyers conflict with positivist thinkers who believe that if the Law is ...

The 10 Commandments Of Writing Great Copy

The 10 Commandments Of Writing Great Copy What does it take to write great copy? Great copy looks different depending upon where you find it; each audience has a different set of copywriting rules that they respond to. Great blog copy might make terrible ad copy, and vice versa. So lets talk about the copy youre creating for your website and blog. What rules apply? 1. Write as a conversation. People prefer conversations rather than lectures. Lectures talk down to them, while conversations speak with them on the same level. How do you write conversationally? Theres a real human here. When I write, I have a specific person in mind as I write. I need a face to write to, or I write generic, faceless posts. This approach keeps me from acting as if I am lording over a reader, but sitting next to her and having a conversation about something. Perhaps it is a fan on Twitter or a reader who left a comment who I am thinking of when writing. This is made easier when you listen to your audiences feedback and write posts that they request or suggest. Second person over there. When you illustrate with a real-life example, its OK to use the first-person (I, me, we). For the rest of your post, use second person (you, yours). Grammar says no, dont mix the two, but think of how you carry on a conversation. You should stay away from skunks. Why? I had a bad experience once. Thought it was a cat. You really want to avoid that. You can mix the two in your blog copy if you reserve I for your examples and stories, and you for the rest. The point is to be conscious of it, and not sloppily mix we and you from one paragraph to the next when no illustration or personal story is involved. 2. Dont fall in love with your pets. Kill them. You have pet phrases that you love. These are the ways of handling words and ideas that you return to again and again. Maybe you are like Ronald Reagan, and prefer to start everything with a well, Your pets have been loyal and served you well and you dont even notice them anymore, but not everyone who visits your blog appreciates your dog jumping up on them and slobbering all over their face every paragraph or so. During the edit process, look for the so, but, well, therefore that dont need to be there. Youll often see them at the start of a sentence. Look for the larger phrases, too. At the end of the day, to make matters worse, if you can believe it, they arent necessary. They are pets, not work horses. You want words that do work, not look cute. 3. Make friends with simplicity. Simple is good. If churning out copy is what you do all day, youll find it easy to bloat your writing. Words are what you think of and write all day long, and when weariness seeps in, your copy starts to bloat because it is  more difficult to write simple sentences that it is to write long sentences. When you are tired of writing, your copy gets bloated. Simple writing takes more work.You are free to start complicated, as long as you end up simple. Thats part of the blog writing system we use here. What is simple copy? Speaks plainly and directly.  Says what it means to say. Not laden with gimmicks, either in words or ideas. Has breathing room, both in white space on the page and the sound of the sentences (mix short with long sentences). Clear ideas. No meandering around. Skips jargon and impossible words that make readers feel stupid when they dont understand. Stand up straight and speak directly. If youre afraid to say something in your copy, wrapping it in pet phrases and caveats doesnt soften the blow. It merely makes it mushy. 4. Write to sell. All writing is selling. It pains me to say that out of fear of being crass, but even fiction writing is selling. It sells an ideology, a philosophy, a fantasy, a hope, a chance. You have to know what you are selling with your copy before you can write the copy.

The paper assignment will involve revising the first paper and Essay

The paper assignment will involve revising the first paper and integrating the visual aspects of the work i have chose in the Museum with information about the culture from which the work originally came - Essay Example In both cultures, the art of sarcophagi was used for burial. In Roman, it was made from lead, stone or wood. Marble was used for lavish sarcophagus. The practice of sarcophagi was acquired by Romans in the second century from Etruscans and Greeks who had long been using it. This document has been split in different parts including history of roman sarcophagi, significance of various events, and artistic work on the sarcophagus so as to achieve the purpose of this document. A Roman sarcophagus was not developed until the commencement of the second century A.D. Sarcophagi was used in occasions of funeral. They were named according to the prominent figures deceased. Some of the renowned sarcophagi include the Adonis’s sarcophagus, Endymion’s sarcophagus, among others. Adonis’s sarcophagus was inspired by the Adonis’s tale. There are numerous literatures on the Adonis’s tale. According to UC E-Book Collection (2011), most of this briefing of the tale comprises the Ovid’s work of Metamorphoses. The tale is about the prohibited act of the father, King Cinyras, unknowingly slept with his daughter, Myrrha. Myrrha was obsessed with her father to the extent of tricking him into drunkenness and under cover of darkness, had him sleep with her. In need of knowing his partner, he lighted his bed to discover it was her blood daughter. Enraged with no other option, he chased her from the palace (UC E-Book Collection, 2011). She pleaded with gods to take her from both life and death. Her wish was granted and she transformed into a myrrh tree. The inevitable consequence of the illicit act, led to the birth of the son Adonis from this tree. It produced the goddess Aphrodite, adores Adonis and allowed him in heaven and made him her companion. Even Persephone- the other angle- succumbed to his charm and consequently was intervened by the Jupiter by invoking the law of annual cycle where the Adonis oscillated between upper and lower realms and each