Landscapes and Film Essay Example | Topics and Well Written Essays - 1000 words

Landscapes and Film - Essay Example esis statement: In the film Witchfinder General, the director (say, Michael Reeves) makes use of the landscape as an effective and active container or important character to prove how beautiful landscapes can be used to portray human attitude towards violence, bloodshed, and manipulation within horror film genre. The opening scene (see, appendix-1) in the film Witchfinder General is symbolic of the director’s decision to make use of British landscape as a contrasting character against violence and bloodshed. For instance, the director blends the beautiful British landscape with the hanging of a lady by a group of witch hunters. The scenic beauty of British landscape, including villages, hills, and trees are beautifully portrayed in the film. The viewer may suspect that the director is trying to divert his/her attention from the violence and bloodshed in the film. In actual sense, the director is aware of the fact that landscape is important to a film with historical and cultural importance. If the film’s background is different, the viewers may not feel the presence of British culture. The director chose an important time period within British history (Civil War era), for his film. To be specific, the British civil society underwent rapid transformation during the Civil War. During this period, armed conflicts and unexpected rebellions were usual in the society. The fight between the rebels and the supporters of the monarchy created trouble among the mass. Besides, the civil war ended by making sure that the parliament (symbolic of the people) will be an influential factor within British politics. One can see that rural England is renowned for its scenic beauty. Within this context, Matthew Hopkins’ (say, the antagonist) unexpected arrival at the village is symbolic of the urban invasion on rural atmosphere. To be specific, the director makes use of the antagonist to prove that his arrival created trouble among the villagers and destroyed their peaceful

Discussion Of Strategic Human Resources Management

Discussion Of Strategic Human Resources Management In this particular task we will discuss the Strategic Human Resource Management. What it is, what is the importance of SHRM in the modern business, purpose and the contribution of SHRM in the business. With the increased global competition and the innovation of new technology and knowledge ,human resource management became the most critical function of organisation. Therefore, the workforce which was considered as resources became assets and are valuable for gaining competitive advantage for organisation. HRM helps organisation in aligning individual goals and objectives with the corporate goals and objectives, and rather than working as dictator HRM works as facilitator and promotes participative approach of workforce. In short, the SHRM focuses on the efficient and effective management of people in achieving the organizations vision or purpose. Conceptually, the SHRM goes beyond a set of coordination functions and activities of an organizations human resources. One of the fundamental ideas underlying the SHRM theory is that the organization can create a strategic fit or synergy between its HR strategies and organizational strategies. In other words, the organization should be able to side with its HR strategies and policies with whatever their organization might exist for. SHRM if designed carefully can become the driving force for organizational success. For, it is the HR that stands in the key position to influence growth and development of any organization. Variables such as customers and stakeholders, the quality of products or services, revenues or development outcomes are greatly determined by HR strategies and polices. Definition of SHRM Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. [ezinearticles.com,2010] Task 1.1 Importance of SHRM With the hard core competition and the tough market conditions it is getting hard for the organisations to survive in the market .organisation have to develop themselves in such a way that they can survive and gain competetive advantage over its competitors.this is where shrm comes into picture as SHRM helps in the long term planning of the business.SHRM is a proactive management of people. It is a two way process where organisation meeting need of people and employees meeting needs of organisation SHRM helps in aligning individual goals with that of organisational goals and objectives by developing the skills of the employees by training and motivating employees. SHRM have provided new dimension for training and development by encouraging and facilitating innovation and creativity. Employees are motivated by enriching their work experience . Instead of the performance Appraisal s performance and talent management have taken place. Strategic Human Resource Management blurs the distinction between a specialized Human Resource Management function and core operational activity, SHRM Aims to achieve strategic fit by integrating Hr strategies and business strategies vertically. {Adopted from: People management} DESTS Strategic Human Resource Management Framework According to survey in 2007 by Australian government a DEST Strategic Human Resource Management Framework is designed which explains the development of the department which shows to retain talented people in challenging environment department is introducing new and innovative strategies while delivering fundamental human resource services like the salaries, payroll and recruitment. A strong emphasis on leadership is used as a key strategic element to help and support for department people. the department has built and maintained a creative and engaged workforce able to deliver the growing and diverse education, science and training agenda. {Adopted from: Curtin.edu,2011} This diagram illustrates the HRM function factor are the specific factors that influence the compatability of HR practices ,while firm level factors are analysed as major determinants for matching hr activities with strategy.personal factors which embrace the capabilities of both employees and manager are identified as common determinants for both horizontal and vertical fit. Task 1.2 Purpose of SHRM The aim of SHRM is to ensure that the strategic decisions are made having a major long-term impact on the behaviour and success of the organisation by ensuring that the employees of the organisation are skilled, motivated and highly committed to achieve the organisational goals and also attain the competitive advantage against other rivals. Some of the SHRM activities are listed as below: Resourcing:SHRM main activity is to have right people to do the right job at the rightime.Main emphasis is laid on the efficiency and effectiveness of staff.resourcing is a process and pay.which have planning,recruitment, selection ,induction. Retention: once the staff is hired emphasis is laid on the retention of staff by providing them necessary training and development, by motivating them, by providing them job security ,job enlargement and using the reward management like the the performance related pay. Flexibility: employees are provided with the flxibilty of work life balance, getting job done from home, like the part tiome jobs for students and mums and the maternity or the paternity holidays and the sick holidays to retain staff. Therefore the purpose of the shrm is to deploy right people for the right task and look after the flexibilty and training and development of employees.The purpose of Shrm can only be achieved by proper planning and implementation. Task 1.3 Contribution of SHRM In todays economy the HRM plays an important role in achieving the main objective of the organization. it has lot to contribute as the policies of the organization is set by the Human resource management jointly with the approval of the senior level management hence a lot is depend on the contribution of SHRM in the organization .For any HRM to make positive contribution to the organizational achievements it is necessary that the HRM should know the business ,the core competencies and their competitive advantage along with expectations of the organization and their customers .there is a need to evaluate key drivers in the business performance . This will help the HRM in formatting the stratergic according to the need of the organization .the organizations mission and vision is the key factor For example if the organization is a Fast Food Industry where generally the vision is customer centric, customer satisfaction and the value of time. All these requires a well trained workforce usually available for the job to be done on time hence improving quality of work-life can have a substantial impact by reducing errors accidents, reducing absenteeism turnover, and improving productivity customer service. Thus contribution of the strategic human resource management in todays economy and style of business can makes substantial impact to the objectives of the organization and thus in turn participate in helping the business of the company to grow to higher limits. SHRM contribute to the paradigm of the business.Shrm provides a value added core responsibility of HRM. HR Planning: The ongoing process of systematic planning to achieve optimum use of an organizations most valuable asset its human resources.(investopedia,2011) Hr Planning assist organisations to recruit ,retain and optimize the deployment of the personnel need ed to meet the business objectives and to respond to the external environment.The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply. This may include the development of training and retraining strategies.(bnet,2011) Utility of Human Resource Planning in an unstable econonmic environment can be stated as follow: Employee Maintainence: Tha administration and monitoring of workplace.Safety ,Health and welfare policiesto retain competent staff and comply with the statuatory standards and regulations.Employee Maintainence gives access to the employee data in regard to the personal and workplace information. Performance Management:Accordng to Armstrong and baron -Performance Management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. Performance Management should be Strategic- About broader issues and long term goals and the Integrated -which links with the various aspects of the business ,people Management and individuals and teams. Peformance Management helps in the performance improvement and development of the individuals,teams and overall organisation.it also helps in managing behaviour iensuring that every there is better working conditions within the organisation.Performance mangament is a continuous process .Business starts of with the corporate goals and the departmental goals followed by the agreement on performance and development, leading to the development of plans betweenindividual and managers with continouous monitoring and feedback supported by formal reviews. Managers play aa important role in the performance management as they define individual behaviours ang assign duties and responsibilities and inform individuals about their accountibilities. Performance management is continuous improvement of the business processess, skills and behaviour of individuals and groups. Long Term Consequences: HR Planning main purpose is to recrit, retrain , optimise and deploy people.But HR is also responisble ethically to individuals working for the organisations.Ii has its responsibity towards individual for devolping their skills by providing them training .Training should lead the organisational effectiveness. HR is responsible towards the society for its well being following the ethical issues and the corporate governance.HR policies should be ethical and complaying with the laws. Because of the unstable Economic Environment large number of efforts are needed by the organisation sto sustain.Most of the organisations are trying to elimainate wastage like redundacy to get rid of the people who are not doing their job properly, Multitasking is pervailing and companieis are investing only on those employess who are capable and competent of multi tasking to assess sustainability. Hiring and training of new staff need lot of expenditure so companies is trying to train the staff internally from within the organisation. Task 2.1 Business Factors that underpin Human Resource Planning In an Organisation. Different business facors that underpin the Human Resource Planning in an organisation can be stated as follow: Competetive advantage: Human Resources within the organisations are treated as assets than capital.Having the Capable and Competent workforce than the competitor provides a competetive edge to organisation over the rivals. Talent management: Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation-critical roles.(cipd,2011) From Business perspectives hiring those people who have the right skills that will be helpful to the organisation. Labour Market: HR Planning is affected by the labour Market which deals with the demand and supply of the skilled and unskilled workforce available in the market. Due to the Unstable economic Conditions their is to much of supply and less demand for the workforce . Strategy of the Organisation: Depending on the Strategy of the Business if they are the having a leader plan or the survival plan Hr will recruit and train staff. Finance: Heavy investment is needed in recruiting ,training and retaining staff . Different levels of management have Different raes of remuneration.According to the Finances Available to the HR Department Recriument or Training of workforce is done. Expansion or growth: Expansion or growth requires recriument and promoting of the workforce. Law: HR policies and planning has to abide by the law .Law relating to the women working, pay, holidays or the ethical issues. Internal /External Environment: Environment affect the operations and the working of the orgaistions. As the market is turbulent therefore the Hr planning is affected by the economeic conditions . Organisational need : Depending upon the structure or the culture of the organisation HR act . To provide flexibilty there can be number of part timers within the organisation. Apart from these factors HR planning is also affected by the mission and purpose of the organisation and the resource planning of the organisation. Task 2.2 HR Requirement in a given situation In a given situation HR requirement is about the workforce analysis.HR main job is to have right number of people with the right skill available for the job. Any training and development required is also analysed by the HR.HR estimates the cost of training and development. It is the responisibity of the HR to retain the staff.Basically HR is involved in all the activities related to the human resources such as recuiting,selecting, training, retaining . Task 2.3 Develop a HR Plan For an organization Organizational objectives are defined by the top management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resources.   HR Demand Forecast: Helps in estimating future quantity and quality of people required. There are several good reasons to conduct demand forecasting Quantify the jobs necessary for producing a given number of goods Determine what staff-mix is required Asses appropriate staffing levels in different parts of the organization Prevent shortages of people Monitor compliance with legal requirements with regard to reservation of jobs HR Supply Forecast: Supply forecasting measure the number of people likely to be available from within and outside an organisation .Reasons for supply forecast are: Helps quantify number of people and positions expected to be available Helps clarify staff mixes that will exist in the future Assess existing staff levels in different parts of the organization Prevents shortage of people Monitors expected future compliance with legal requirements of job reservations HR Programming Once an organizations personnel and supply are forecast, the two must be reconciled or balanced in order that vacancies can be filled by the right employees at the right time. HR Plan Implementation Implementation requires converting an HR plan into action. A series of action programmes are initiated as apart of HR plan implementation. Recruitment, Selection and Placement- after the job vacancies are known, efforts must be made to identify sources and search for suitable candidates. The selection programme should be professionally designed. Training and development- The training and development programme should cover the number of trainees required and programmes necessary for existing staff Retraining and Redeployment- new skills are to be imparted to existing staff when technology changes. Retention plan- retention plan covers actions which would help reduce avoidable separations of employees. Downsizing- where there is surplus employee, trimming of labour force will be necessary Control and Evaluation Control and evaluation represents the fifth and the final stage of hrp process. It should also clarify responsibilities for implementation and control, and establish reporting procedures, which will enable achievements to be monitored against the plan. Task 2.4 Critically evaluate how a human resource plan can contribute to meeting an organisations objectives: Human Resource Planning plan for the optimum use of its human resources. HR planning therefore deals with having right people for right job at the right time. Therfore Hr is responible for fulfilling the organisational objective. Making best use of people: HR is responsible for hiring right people for the right job. Proper utilization of the capabilities of the individuals help the organisation to achieve its goal. Planning for the surplus and shortage of staff: HR plans helps the organisation about the skill and unskill labour market . If there is excess of staff then staff is made redundant or the early retirements are given to employees .but if the staff is in shortage than than the staff is hired or trained from within . Multiskilling is practised by the organisation. It is the responsibilty of the Hr to have right number of staff for the right job. Efficient utilization of people: Hr helps in the effective and efficient use of the workforce Hr helps the organisation to be cost effective by providing employees with the job rotation, job enlargement and job enrichment.Employees tend to acquire more skills by this. Succession Planning:Wendy Hirsh defines succession planning as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having longer-term potential (long-term successors). Therefore Hr defines the right candidate to be promoted for the right post. Recriument of Efficient Staff: Talent Management is in practice which helps the organisation to gain competetive advantage over its competitors and finding the cabable and competent employee for the job. Creating a fit between the HR Strategies and business Strategy:HR need ritcto follow the policies which will help in the achievemnet of the business objectives.Strategies concerning recruiting, training, deployment and delayering should all be aliged with the business strategy to achieve business objectives. The Development and Retention of the Human resources:Beside recriument and training it is very essential for organisation to retain and develop the staff. Task 2.5 Explain the purpose of HR management policies in organisation Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce.(uslegal,2010) Rules and Norms: HR policy should follow the rules and norms and should comply with the law. Procedures- HR policies provides a clear idea about the procedures relating to the displinary. Support- HR policies provide support in regared to the working hours and the break timimngs etc. Displinary and greviaces-Policies relating to the greviances such as how the greviances by solved and what are the displinary measures and the misconduct and the gross misconduct. Performance Management: Performance management underlines the Hr policies about analysing and measuring the performance of individuals. These underline the probation time , appriasal and the reviews by the management. Employee Relations-HR policies provide support to employees in relation to any problem or information relating to the workplace. Reward Management : HR policies states the pay and remuneration of the employees and how the employees are paid . Task 2.6 Analyse the Impact of regulatory requirements on HR policies in an organisations Regulatory bodies have tremendous effect on the HR hence it is mandatory for the HR to keep the Law and regulatory authorities at priority before finalizing on HR Policies failing to do so would lead the organization into serious trouble with consequences up to heavy penalty and license being cancelled. There are a few of those policies No discrimination policy discrimination of any sort is a crime hence the HR follows the policy of no discrimination policy. Training is been given to employees on this topic which explain them what they can say or do. Equal opportunity policies where the Hr has to plan a structure to offer jobs for everyone irrespective on anything Economic : Hr sholud look after tax policies as well. Any Tax Evasion of wrong Income Shown leads to the unethical bahaviour .therefore HR policies should work ethically towards the government. Sexual or mental harassment policy: Hr takes a serious action against any employee breaking this policy Working HR Restriction policy: Hr Has to proved a contracted hours of job for immigrants that have work hour restriction for their job Social Corporate Responsibilty:it is HR responsibility to look after the welfare of the society or invest in the ecnomic infrastructure or creating jobs for the unemployed in the society. Adequate Resource and Training : HR policies should have proper measures for the training and development of workforce. Respect for employees: HR policies should support diversity in work cultures and the common law for respect for the employees and forbade the use of abusive language at work. Regular performance review: it is mandatory for the Comapnies to perform reviews of employees as it provide the idea of the working of employees. There are various policies and procedure that has to be implemented by the HR due to the legal restrictions of the government . Task 3.1 Impact of Organisational structure on HR: An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims (wikipedia,2010) An organisation s structure is presented as an organisational chart which shows how management is organised vertically with layers of hierarchy and horizontally by function, product or division.There are three main types of organisational structure: tall ,hierarchical,flat hierarchical and matrix.In the centralized structure decision making power is concentrated in the top layer of management and in the decentralised structure decision making power is distributed. HR do not have much power to exercise in the traditional structure but in regard of the decentralised Hr have rights and power to exercise. Hr helps in improving the communication between managers ,supervisors and employees.It helps in allocating the roles ,powerand responsibilities are delegated ,controlled and coordinated. Task 3.2 Impact of organization culture on HR: The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholdersHYPERLINK http://en.wikipedia.org/wiki/Stakeholder_(corporate) outside the organization.(wikipedia,2011) Role culture also known as the Greek temple ; classical structure, bureaucratic nature, roles more important that the people who fill them. Position power predominates and expert power tolerated. This culture serves the cause of structure.This type of culture is normally for the Army or the Home Office. Hr define the role properly for every individuals. Task culture also known as the Net; the focus is on completing the job. Individuals expertise and contribution are highly valued. Expert power predominates, but both personal and position power are important. The unifying force of the group is manifested in high levels of collaboration. NHS nurses and doctor are the examples of the tash culture.There is continouous training needed for the jobs. Person culture also known as a Cluster or Galaxy; a loose collection of individuals usually professionals sharing common facilities but pursuing own goals separately. Power is not really an issue, since members are experts in their own right. This type of culture serves the individual. Accountant,businessman are the examples.No hr is needed for the person culture as the individuals take their own decision and do not require any staff. Task 3.3 How effectiveness of HR is monitored:- Performance appraisal (PA) is one of the important components in the rational and systemic process of human resource management. The information obtained through performance appraisal provides foundations for recruiting and selecting new hires, training and development of existing staff, and motivating and maintaining a quality work force by adequately and properly rewarding their performance. There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data is used to reward high performance. The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data is used for training and development purposes.The effectiveness of HR can be monitored by auditing the following functions of the Human resources like Hiring Procedures/Recruitment/Interviewing:- the quality of the hiring procedure ,recruitment and the interviewing criteria Reference Checking Process :- To thoroughly check the reference provided by the employee New Employee Orientation Program:- the Quality of the orientation programmed for fresh employees Salary Reviews/Compensation Issues :- the Time Taken to provide solution to these issues Employee Benefits Programs :- Are these programmed Worth for the employees HR Policies and Procedures :- their Adherence quality Employee Handbook :- How well it is reviewed Job Descriptions for Key Positions:- if the employees know about their duties and responsibilities. Cross Training :- Quality of Checking if the training was worthy enough for the employee Skills Assessments : criteria to assess the skills of the employee Staff Mentoring : the degree or the quality of mentoring provided to the staff by the HR if situation arises where a staff needs mentoring (htr,2010) Task 3.4 Recommendation to improve the effectiveness of HRM Below are some recommendations Have a check on the composition of the audit team which audits the performance of the HR. have a member of HR in the team representing the HR Review the values and the Mission statements of the HR Review the effectiveness of the Hr policies in getting the polices adhere to the desired result KPIs ( Key performance indicators should be set for Hr functions and should be monitored performance monitoring for the implementation for the planning made by the HR in the next six months also implementation and proper execution of the trading or other activity assigned for the employees. The time or the period taken by the HR to solve or rectify or address a query shall also be monitored and their follow up for the same has to be made. Appointing a consultant to examine the HR of a given Company would be a better option Conclusion Human Resource Planning helps ,in selection,recruiting,training and appraising . HR department helps the organisation to gain competetive advantage over its competitor by selecting the employees with the right skill to do the right job. HR now a days is focussing more on the talent management.Concepts like psycological contract ,learning organisations are getting into practise to increase the efficiency and productivity of employees. Refrences: Inroduction of SHRM available[online] http://www.rim.edu.bt/Publication/Archive/rigphel/rigphel2/people_mgt.htm [accessed 24th January 2011] Image of organisational culture adopted [online]http://changeworksblog.com/category/viral-change-change-management/ accessed [14th January 2011] defination of personnel management available [online]http://www.businessdictionary.com/definition/personnel-management.html accessed[ 14th January 2011] HRM Available[online]http://humanresources.about.com/od/glossaryh/f/hr_management.htm [accessed 24th January 2011] Defination of SHRM avaliable [online]http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585id=549585 accessed [14th January 2010] HR Planning Available[online]http://www.bnet.com/topics/human+resource+planning accessed[24th January 2011] Image of HR Available [online] http://rphrm.curtin.edu.au/2006/issue2/strategic.html[Accessed 18th January 2011] HR Planning Available(online)http://www.investopedia.com/terms/h/human-resource-planning.asp [accessed 24th January 2011] Utility of HR Planning available[online]http://www.cipd.co.uk/subjects/perfmangmt/general/perfman.htm [accessed 24th January 2011] Talent Management Available[online]http://www.cipd.co.uk/subjects/recruitmen/general/talent-management.htm?IsSrchRes=1 [Accessed 25thJanuary 2011] Human Resource Policies Available[online] http://definitions.uslegal.com/h/human-resource-policies/ [Accessed 25th January 2011] Organisational structure Available[online]http://en.wikipedia.org/wiki/Organisational_structure [Accessed 25th January 2011] Defination of Organisational Culture Available[online] http://en.wikipedia.org/wiki/Organizational_culture [Accessed 25th January 2011] HR Effectiveness Available[online]http://www.htr.org/hrmanagement.asp [accessed25th January 2011] Doherty N.,Tyson S.,1999Human Resource Excellence.,Cranfield School of Mnagement.,Financial TimesManagement. Anthony P.W.et al.,1995.Strategic Human Resource Management,Dryden Press. Image of Evolution of SHRM available [online] http://www.brighthub.com/office/project-management/articles/77199.aspx?p=2 [accessed 18th January 2011] DEST Strategic Human Resource management Framework Available[online] http://www.annualreport2007.dest.gov.au/chapter_eight/people_management.htm [accessed 18th January 2011] Workforce planning Available[online] http://www.cciq.com.au/Business-Skills/Adult-Learning/What-training-is-right-for-your-business[ Accessed 19th January 2011]

Child Observation Report Essay -- Adolescent Behavior

Confidential Material Detailed report of five observations. The names used in this Observation Report are fictitious. This is absolutely necessary to protect the privacy of the children being observed. Observation #1: Ron and aggression Date and time: Wednesday April 16, 2014; 11:25-12:50 Setting: Playground for 1st/2nd grade recess 11:25-11:50, 3rd/4th grade 11:55-12:20, Kindergarten recess 12:25-12:50 Activities observed: Children climbing across the climbing rings, watching children pretend play at the tire mountain and under the large wooden play structure with the blue plastic slide. My interaction with the children: I spent a lot of time answering questions about my name and where I am from for the children. Example A: There was one child named â€Å"Ron† on the first recess who was racing across the rings with another child, lost the race and fell to the ground. He then started to cry and called himself a loser. I pulled him aside to try to talk to him to find out what was wrong. He kept telling me that he was a loser because he didn’t win the race and he never wins, and that â€Å"all my friends think I am a loser because I cry all the time. They make fun of me because I cry. They beat me up. I am a loser.† I tried to reassure him and tell him I did not think he was a loser. I explained how I thought one of the reasons he lost the race was because he had been climbing across the rings for most of recess was tired from racing. He continued to cry even after his friends came over and tried to get him to play. He just sat in the sand sobbing, so I tried to tell him that his friends came over and asked him to play so it did not appear that they think he is a loser. He said they would beat him up. I tried to get him to go and see if they would play; initially, he refused to interact with his friends but then he got up and tried to find his friends. He searched for a few minutes and when he could not find them he started crying again and walked away from me. Date and time: Monday, April 21, 2014; 11:25-12:50 Setting: Playground for 1st/2nd grade recess 11:25-11:50, 3rd/4th grade 11:55-12:20, Kindergarten recess 12:25-12:50 Activities observed: Chi... ...g & Homer, Bruce. (1999). Children as folk psychologists: The developing understanding of the mind. In A. Slater & D. Muir (Eds.), The Blackwell reader in Developmental Psychology (pp. 228-252). Oxford, England: Blackwell Publishers. Pepler, Debra, Craig, Wendy M., & O’Connell, Paul. (1999). Understanding bullying from a dynamics systems perspective. In A. Slater & D. Muir (Eds.), The Blackwell reader in Developmental Psychology (pp. 440-451). Oxford, England: Blackwell Publishers. Putallaz, Martha, & Wasserman, Aviva. (1990). Children’s entry behavior. In S.R. Asher & J. D. Coie (Eds.), Peer rejection in childhood (pp. 60-76). Cambridge, England: Cambridge University Press. Rubin, Kenneth H., Burgess, Kim B., Coplan, Robert, J. (2002). Social withdrawal and shyness. In P. K. Smith & C.H. Hart (Eds.). Blackwell Handbook of Childhood Social Development (pp. 329-352). Oxford, England: Blackwell Publishers. Seifert, Kelvin L., Hoffnung, Robert J., & Hoffnung, Michele. (1997). Play. In Lifespan Development (pp. 221-228). Boston: Houghton Mifflin. Shaffer, David R. (2000). Social & Personality Development (4th ed.). Belmont, CA: Wadsworth: Thomas Learning.

Robot in Medical Field

VEX ROBOTICS ESSAY I believe that robotics should be used in the medic field because they can be safer and be more helpful. They can save time and a person life. They are more accurate. I have a evidence to prove that robots are safety to use. 1. In 1997, surgery was performed in Cleveland using Zeus, a robotic surgical system. The operation successfully reconnected a woman’s fallopian tubes. 2. In May of 1997, the first robotically-assisted operation for a heart bypass case in Germany was successfully done using the da Vinci surgical system. 3.The first coronary artery bypass graft was performed using the ZEUS robotic surgical system in October, 1999, in Canada. 4. The first unmanned robotic surgery was performed in Italy, in May, 2006. 5. Also in 2011 a 50 year old mother of 4 child, Maureen Sampson was suffering from gastrointestinal disorder. This is very serious and it can be deadly. Her conditions worsed each day. As the day went by her condition worsed. But in july of 2 011 her doctor referred her to the robotic-assisted surgery program at Swedish Covenant Hospital in Chicago.Maureen didn’t hesitate after learning that she could recover in a matter of weeks versus months compared to a conventional surgery. Just a month after her surgery, Maureen was back at work, back to daily life with her family, and finally feeling at ease about her health. Maureen is just one of hundreds of patients who have benefited from the knowledge and skill of the robotic-assisted surgical team. But remember these are just some of the examples of succesful robotic surgery. Robotic-assisted procedures reduce the negative impacts of surgery, allowing for a speedier recovery and less pain, risk of infection, and scarring.Surgery robots on this day are actually cleverly made manipulators controlled by competent doctors. Nowadays, there are two fields where surgical robots are being developed and tested. One is telerobotics which enables a doctor to do a surgery at a di stance. The other field is minimally invasive surgery – surgery done without making large cuts. The da Vinci robot surgery system is one great example of robotics use for surgery purposes. The da Vinci System consists of a surgeon’s console that is typically in the same room as the patient and a patient-side cart with four interactive robotic arms controlled from the console.Three of the arms are for tools that hold objects, act as a scalpel, scissors, bovie, or unipolar or bipolar electrocautery instruments. The fourth arm is for an endoscopic camera with two lenses that gives the surgeon full stereoscopic vision from the console. For patients, the benefits of robotic assisted surgery may include: -Decreased post-operative pain -Decreased risk of infection -Decreased use of anesthesia -Decreased blood loss -Shorter hospital stay -Quicker and more complete recovery -Faster return to normal daily activities

General Paper

MARRIAGE. â€Å"Marriage is the union of two different surnames, in friendship and in love, in order to continue the posterity of the former sages, and to furnish those who shall preside at the sacrifices to heaven and earth, at those in the ancestral temple, and at those at the altars to the spirits of the land and grain. † —Confucius, As this culture becomes more individual focused, bonds with others for survival becomes less important. We now pay people to do the things we used to accomplish in a partnership. Restaurants and fast food chains, once relegated to occasional family outings, are a main source of nourishment.There are agencies that will deliver â€Å"home-cooked meals† to you or have them ready for pick-up. Cleaning staff, once limited to the rich or to businesses, are being used by the middle-class. Both parents are working, focusing on their careers, their paths toward self individuation, and more tedious tasks like yard work are being hired out. The point, partnerships are less necessary than they were 60 years ago. That is the social reason that the institution of marriage may be outdated. But the social influence does not stand alone. These changes impact individuals and individuals make up a marriage.So what are some of the individual characteristics that may contribute to marriage being an outdated concept? First, as discussed above, it is the desire for individuation by those in a marriage. More and more often people want to have meaning in their life, beyond raising a family. We are culture whose individuals want to be different. Americans want to stand out. They want to feel they accomplished something for themselves. As such, simply supporting a partner to achieve feels inadequate to many. They also want to achieve, and to be supported in their endeavors.This alone can contribute to strife in a marriage. Whose needs come first? How long do I put my goals on the back burner to help you attain yours? When can I pursue my happiness? â€Å"Is marriage as an institution outdated? † Discuss According to the most recent statistics, the divorce rate, often quoted (even by this author in classes) as 50% of marriages, is actually closer to the low 40 percentile. (Divorce Rate: It's Not as High as You Think, By Dan Hurley, The New York Times, and April 19, 2005). But that does not negate the fact that the United States has the highest divorce rate in the world per capital.The fact that so many American marriages end in divorce leads to the question is marriage an outdated institution? I think the answer is dependent on some of your personal variables. First, let us look at the facts: over 40% of marriages end in divorce. This does not simply infer that the intact marriages are happy. This author attended a lecture by a respected psychiatrist, rabbi, and author who suggested that another half of the in-tact marriages were unhappy. Per capita, the United States has the highest divorce rate in the wo rld. The average duration of a marriage in the U.S is about 7 to 8 years. And although marriage is an institution which makes childrearing most efficacious, marriages in which there are children end in divorce with a higher frequency than those marriages without children. Yet marriage remains an institution that many would not think of doing away with or even restructuring. Likely even the question of marriage being an outdated institution raises eyebrows. A controversial issue in this country currently is whether gays should have the right to marry, again showing the attachment to this social institution.Many young people wouldn't dream of not getting married. In fact, many women have been dreaming about their impending nuptials since they were young children. This is not only true for women, as many men assume marriage and children are a foregone conclusion in their lives. So what is this author's argument that the idea of marriage might be outdated? Well, beyond the statistics ab ove, I also believe that as the Dali Lama said, â€Å"Our purpose in life is to be happy. From the very core of our being, we simply desire contentment. † This is becoming more and more true today, as more people seek happiness.Marriage is a source of lasting happiness for some, but for others it is only a temporary high. The first argument that marriage might be outdated is the divorce rate. Marriage has been around as an institution since, well, according to anything found in this author's research, ancient time. It was reported as necessary for childrearing, property disbursement, and bloodline. In these times it was more necessary to have a partnership to survive. Even more than partnerships, tribes were necessary for survival. As times changed, neighborhoods became like tribes and small communities worked together to enhance the lives of all.But Western civilization has continued to move toward a more individualistic culture. Today people are less likely to even socializ e with their neighbors, let alone rely on them. It is true some areas are bound by their neighborhood, and the community works together to enhance the life of its members. But this is becoming less and less true. As an example, how many â€Å"daycare centers† for children were there 50 years ago? As this culture becomes more individual focused, bonds with others for survival becomes less important. We now pay people to do the things we used to accomplish in a partnership.Restaurants and fast food chains, once relegated to occasional family outings, are a main source of nourishment. There are agencies that will deliver â€Å"home-cooked meals† to you or have them ready for pick-up. Cleaning staff, once limited to the rich or to businesses, are being used by the middle-class. Both parents are working, focusing on their careers, their paths toward self individuation, and more tedious tasks like yard work are being hired out. The point, partnerships are less necessary than they were 60 years ago. That is the social reason that the institution of marriage may be outdated.But the social influence does not stand alone. These changes impact individuals and individuals make up a marriage. So what are some of the individual characteristics that may contribute to marriage being an outdated concept? First, as discussed above, it is the desire for individuation by those in a marriage. More and more often people want to have meaning in their life, beyond raising a family. We are culture whose individuals want to be different. Americans want to stand out. They want to feel they accomplished something for themselves. As such, simply supporting a partner to achieve feels inadequate to many.They also want to achieve, and to be supported in their endeavors. This alone can contribute to strife in a marriage. Whose needs come first? How long do I put my goals on the back burner to help you attain yours? When can I pursue my happiness? Another aspect of this is the dr ive toward excitement and experience. For some people, experience is more important than possessions. Some people just enjoy experience, for its own sake. They may be thrill seekers, or may just place a high value on novel experiences. These people just enjoy doing new things and meeting new people.At one point in time these characters might have been explorers, adventurers, or other types of risk takers. It seems though, that this is becoming much more common as a character trait these days. And folks with this character trait are likely to find the routine of marriage stifling. There are other reasons that marriages may fail that are related to society. For one, despite many marriages failing or being unhappy, we live in a culture that romanticizes marriage. People are constantly told they will find their soul mate, that if this relationship doesn't work out; another will come along who might be â€Å"the one. In reality, how often are you able to accurately predict who your â₠¬Å"one† is? Most people getting married believe they found the one. And when that doesn't work and they remarry, they often believe this time they found the one. And this isn't limited only to those who marry. How many people did you get romantically involved with who at some point you thought were probably â€Å"the one†? Perhaps this concept, which shows no signs of dying despite the evidence against it, is at worst mere wishful thinking, or at best, a long-shot. Along with this idea of marriage being romanticized is the desire to simply have a wedding.First, a wedding is a beautiful thing. The pageantry, the pomp, and the beauty of it all results in it being majestic. Everyone should have one. It just doesn't seem they should have to stay together forever as a result. In a recent discussion with a colleague who was discussing marriage, she reported she wanted to get married. It wasn't that she necessarily wanted to marry the guy she was with, but that she wanted to g et married to someone. She discussed the beauty of a wedding, and how it would be a shame to miss out on that. Everyone wants to be Cinderella or Prince Charming for a night.This is not uncommon thinking. But does the expectation have to be that they will stay together for a lifetime? (There was an article two years ago about a politician in a European country advocating a law that marriages expire after seven years, with the opportunity to renew. Of course she was mocked and ridiculed). Another point of discussion for why marriages may fail focuses on the fact that many people get married before having been on their own. Recently one of my students, when discussing her relationship, actually said she didn't want to be alone for the rest of her life.She couldn't have been more than 27, although early 20’s is more likely. For some reason this is a predominant fear in our culture (this could evolve into an existential discussion, but that is better placed in another article). T here seems to be a myth that if you don't find someone, and latch onto them, you will be lonely and miserable, possibly for the rest of your life. Many people seem to settle so they don't have to face this fear. Ultimately, this fear becomes less predominant, and the person may leave the marriage. But the real culprit was the fear leading to settling.Too often, marriage is an attempt to posses another. When humans love someone, they are afraid to let them go. People are afraid of loss. And what better way to secure someone than marriage? Marriage provides a {false} sense of security. It definitely makes ending the relationship more difficult. But beyond just the fear of being alone is the fact that if you haven't been on your own you are used to a cycle of dependency. First people are dependent on their caregivers. And if they go from this state to one of marriage, they have never really been independent. There has always been someone else helping out.Outside of simply being depende nt, there is a level of maturation that comes from living on your own and not being in a romantic relationship. One learns to nurture oneself, to care for oneself, to be independent in the truest sense of the word. Unfortunately, many who enter marriage have never really experienced this. This discussion of personal growth leads me to another point regarding how the changing times have altered individual's character. These days more people are interested in their own personal growth. As people grow and change the risk of growing apart increases.When most people in their forties think of what they were like in their twenties, they can usually see the tremendous changes that have occurred. This is even truer when personal growth is a goal. And with one or even both partners growing and changing, the potential for growth in opposing directions is a possibility. And even if you don't grow apart, there is the possibility of a loss of attraction for your partner, and growing attraction fo r others you meet on your path. Attraction is one of my favorite areas of psychology. The reason one individual is attracted to another is rich with possibility.For some, there is a reminiscence of something deeply enjoyed in the past. A client recently discussed how the attraction to each of her recent relationships related to two important men in her life. This is excellent evidence of this phenomenon. For some people they believe this person they are with is the best they will ever be able to get. Sometimes this comes from feelings of low self esteem, but this is not always the case. Often there is a bargaining process which goes on inside of us when considering a romantic partner. We have this much beauty, smarts, financial potential, humor, etc, and we want equal value.Too much value and we might be insecure. Too little, and well we are getting the short end of the stick. But beyond all of this is the most common reason one individual is attracted to another: early childhood me mory. This article is not the appropriate place for this discussion, so I refer the reader to â€Å"A General Theory of Love† by Lewis, Amini, and Lannon. In short the above book systematically provides a theory that purports that all experiences, but most importantly early childhood experiences, affect the choices we make in close relations.If we had dysfunction in our home, we continue this pattern in other relations. This leads to another reason marriages may not remain intact as they used to, and hence may be an outdated concept. Bluntly, pathology is less accepted now. In the past, abuse, issues of control, alcoholism, addiction, and mental illness were hidden in a closet. These days' people are more psychologically informed. They are more aware that being mistreated is not acceptable, that it is not a reflection on them. They are less likely to tolerate behavior which contributes to their unhappiness.And furthermore, they are more likely than their predecessors to read self-help books, engage in therapy and resolve the issues that result in staying somewhere they are unhappy. They are even more likely to resolve the issues that lead to the attraction to begin with, which would result in the attraction dissipating. So is marriage an outdated concept? It is possible after reading this article you may think this author believes so. And for many people, I do believe marriage is an outdated concept.And I am not alone, although likely in the minority (judging from the comments posted on the article â€Å"On Marriage: Let's Call the Whole Thing Off† posted on MSN June 228, 2009). But I do marriage counseling, and believe marriage is right for many other people. The goal is to find if you are right for marriage. And ultimately whether marriage is an outdated concept or not is a personal decision. Some of the things you might look at before making the decision are your motives for marriage. Are you buying into a preconceived notion of what is suppos ed to be, without evaluating your values?Have you been planning your wedding since you were young and do you just refuse to give up on the dream, regardless of how your personality might affect long term commitment? Are you devoutly religious, and believe that pleasing God comes before personal happiness? If you believe marriage is for you, and you have evaluated your motives, then far be it for any article to sway you. Just realize marriage is work, and it will be important to forgo your happiness at times to maintain the marriage. And keep your hope. Even if marriage is an outdated concept, everyone has the right to make the choices they make. Good luck on your path.