Installation Art free essay sample

Establishment craftsmanship is hard to depict. In head, it implies taking an enormous inside (the outside can be a piece of an establishment, as well) and stacking it with different things that summon intricate and various affiliations and considerations, longings, and states of mind. Its an enormous three-dimensional artistic creation, figure, sonnet, and composition work. Establishment workmanship is a moderately new class of contemporary craftsmanship, which consolidates a scope of 2-D and 3-D materials to impact the manner in which we encounter or see a specific space. Establishments are imaginative intercessions intended to make us reexamine our lives and values.As in every single general type of Conceptual workmanship, Installation specialists are increasingly worried about the introduction of their message than with the methods used to accomplish it. Be that as it may, in contrast to unadulterated Conceptual craftsmanship, which is as far as anyone knows experienced in the psyches of those acquainted with it, Installation workmanship is more grounded it stays attached to a physical space. Picture: Thomas Hirschhorns The Subjecters on View at La Casa Encendida in MADRID. We will compose a custom article test on Establishment Art or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Thomas Hirschhorn, a Swiss craftsman occupant in Paris, presents a display entitled The Subjecters, which includes a progression of vitrines containing mannequins and two installations.According to the craftsman, each work is a discourse on the mind boggling, disorganized, pitiless, excellent and brilliant world we live in. Crafted by Thomas Hirschhorn (Bern, 1957) is a politically dedicated reflection about contemporary reality. Utilizing an assortment of controls, for example, figure, video and establishment, Hirschhorn produces works accused of social and political analysis. Three of the works included have at no other time been displayed: Tools Vitrine, Subjecter, from which the presentation takes its name, and the Manga puppets Ingrowth, initially made to be appeared in an open space in Paris. The Subjecters, which will be in plain view at La Casa Encendida of Obra Social Caja Madrid through 5 January, contains a progression of vitrines with mannequins and two establishments. Utilizing regular materials, for example, sticky tape, cardboard, sheets of plastic, copies or, as for this situation, mannequins, he speaks to general circumstances in a transgressive, direct way. Through the mannequins, which are expected to speak to individuals, the craftsman converses with us of a general injury, which represents his declaration, Each twisted is my injury. The presentation starts with a recently created piece, I NGROWTH, which not at all like different works was initially wanted to be displayed in an open space in Paris. Be that as it may, as it never went in plain view, it will get its first appearing here at La Casa Encendida. For Hirschhorn, a vitrine is an open space since it is an encased spot which shows an article for a speculative crowd. Notwithstanding this piece, the craftsman has delivered two new works for the undertaking: Tool Vitrine and Subjecter, which loans its name to the title of the exhibition.In Tool Vitrine, a mannequin seems to compromise us with a mallet, despite the fact that he may very well be approaching his every day work, encompassed by a wide range of devices. The executes are normal of those utilized by the occupants of mechanical regions, for example, Aubervilliers, where the craftsman has his studio. Amidst the apparatuses, as though it were a guidance manual, sits a duplicate of Spinozas Ethics, one of Thomas Hirschhorns most loved books. In the interim, in Subjecter, a solitary mannequin loaded with nails shows up outside the vitrines, similar to a fetishistic portrayal of a human figure.The mannequins in progress are completely associated somehow or another with society, be it through the tattoos on the outside of 4 Women, the magazines that feature body care in Mono Vitrine (Interview), the craftsmanship books on Goya that help us to remember the abhorrences of war in Mono-Vitrine (Goya), the instruments in the piece Tool Vitrine, or the Manga dolls in INGROWTH. Finishing the display are two establishments arranged in the room, BlackWhite Hemisphere and The One World. The Subjecters is the title of the display yet in addition the worldwide term for the pieces the craftsman has made with mannequins or parts of them.As the craftsman himself says, The mannequin (or the pieces of mannequins) isn't the Subject †its a Subjecter. The Subjecter is an innovation of mine †it represents what I can't give a name yet for what I can give structure (and should give structure, as the craftsman), and I worked it out with the type of mannequins, which isn't new throughout the entire existence of workmanship, however which is a structure to communicate the nearest far-away of myself. picture: Meret Oppenheim, Fur Covered Cup, Saucer, and Spoon (Le Dejeuner en Fourrure) 1936 This Surrealist object was motivated by a discussion among Oppenheim and craftsmen Pablo Picasso and Dora Maar at a Paris cafe.Admiring Oppenheim’s hide secured arm band, P icasso commented that one could cover anything with hide, to which she answered, â€Å"Even this cup and saucer. † Soon after, when asked by Andre Breton, Surrealism’s pioneer, to take part in the main Surrealist show devoted to objects, Oppenheim purchased a teacup, saucer, and spoon at a retail chain and secured them with the hide of a Chinese gazelle. In this manner, she changed polite things customarily connected with female respectability into exotic, explicitly punning flatware

Analyzing Group Process and Skill Selection Research Paper

Breaking down Group Process and Skill Selection - Research Paper Example The gathering has two Professors who act discontinuously as gathering facilitators and gathering specialists. The gathering is sitting in seats in a little hover in a moderately huge and void room. The circle promptly sets the gathering up to oversee issues around closeness and separation. The circle framed permits the individuals to make (or not make) eye to eye connection. Also, who is to state that individuals are open to sitting at such closeness to one another In a physical structure where individuals may feel they can't deal with the power of the gathering experience genuinely, for example truly move away from the gathering, the individuals are left to discover different approaches to control their experience. Let us take a gander at how the individuals from this gathering oversee being in a gathering and what the gathering is generally keen on. The gathering's essential center is close to home endurance and the self-guideline of feelings. The gathering at first spotlights on films which recount accounts of endurance. Notwithstanding, over the long haul, it turns out to be evident that the gathering individuals are discussing their own endurance, their own battles throughout everyday life, and in the case of 'separating' will leave them powerless and overpowered. The gathering sets the pitch right off the bat by talking about enthusiastic difficulties throughout their life through the target vehicle of 'most loved film'. This sets the pitch and the gathering is included at an early stage in a battle of guideline. How much feeling How much is an excessive amount of Professor Rullo's job is to support and encourage feeling and self-exposure. In the interim, Professor Smith's job is to summarize enthusiastic encounters for the gathering and to contain the limit for the passionate articulations for the gathering. The gathering winds up moving between the individuals who are OK with feelings (Renee and Amy) and the individuals who are less agreeable (Roosevelt and Maria.) These two sub-bunches inside the gathering are mostly produced by the Professors taking inverse positions which leaves the gathering in the situation of favoring one side'. This pressure is hard for them to experience and there is a conspicuous strain after Amy cried about her 9- 11 experience and Professor Smith interferes with her story and helps her to remember Maria's battle to open up prior, and how Professor Rullo told Maria, No more. Amy hears Professor Smith state, no more and she jolts her feeling down. There is some quietness in the gathering and Roosevelt communicates this uneasiness and vulnerability by signaling a thumb to leave the room; he does this roughly multiple times. Now, the gathering is at a junction: to reveal or to be objective, to endure or breakdown. The following noteworthy second for the gathering is when Natasha B. reacts to Renee's interests about being, Terrified to open that case. Natasha B. cries about how extreme life is for her and for others in the gathering and she exhibits the degree of union in the gathering. Quickly following her wails, we witness two things at the same time. Right off the bat, Taryn grins, apparently with distress. She has done this before when another person was in trouble. Following Taryn's grin, Professor Smith catches the feeling in the room and starts to summarize it once more, discussing The battle, the achievements. Later on in the meeting we see this topic of enthusiastic self-guideline again. In this vignette, we see Professor Rullo divert the gathering. Camille says, I would prefer not to have an enthusiastic breakdown. Professor

Bull Run Second Battle of Bull Run

Bull Run Second Battle of Bull Run The second battle of Bull Run (or second battle of Manassas) was also a victory for the Confederates. In July, 1862, the Union Army of Virginia under Gen. John Pope threatened the town of Gordonsville, a railroad junction between Richmond and the Shenandoah valley. Gen. Robert E. Lee sent Stonewall Jackson to protect the town, and on Aug. 9, 1862, Jackson defeated Nathaniel Banks's corps, the vanguard of Pope's army, in the battle of Cedar Mt. (or Cedar Run). When Gen. George McClellan 's army was gradually withdrawn from Harrison's Landing on the James River (where it had remained after the Seven Days battles ) to reinforce Pope, Lee concentrated his whole army at Gordonsville. He planned to strike before Pope could be reinforced. Pope withdrew to the north side of the Rappahannock River. Lee followed to the south side and on Aug. 25 boldly divided his army. By Aug. 28, Jackson had marched to the Union right and rear, destroyed Union communications and supplies, and stationed his troops just west of the first Bull Run battlefield, where he awaited the arrival of James Longstreet with the rest of Lee's army. Pope was attacking Jackson when Longstreet came up on Aug. 29. The attack was repulsed, but Pope, mistaking a re-formation of Jackson's lines for a retreat, renewed it the next day. After the Union troops were again driven back, Lee ordered Longstreet to counterattack. Longstreet, supported by Jackson, swept Pope from the field. The Union forces retreated across Bull Run, badly defeated. Lee's pursuit ended at Chantilly, where the Union forces stopped Jackson on Sept. 1, 1862. Pope then withdrew to Washington. Bibliography See E. J. Stackpole, From Cedar Mountain to Antietam (1959); A. Nevins, The War for the Union (Vol. II, 1960). Introduction First Battle of Bull Run Second Battle of Bull Run The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia arti cles on: U.S. History

Inside Out By Peter Doctor And Ronnie Del Carmen - 1425 Words

Inside Out was released in summer of 2015 and directed by Peter Doctor and Ronnie del Carmen. Inside Out is one of the well-directed Pixar movies. It’s an animated film, however it’s meaningful and have touched the heart of all audience of all age range. It’s about a little girl, Riley (Kaitlyn Dias), that was born and raised in Minnesota; she has entered her preteen years, which involves many emotions. On top of that, She and her parents had to move to San Francisco due to her father’s career relocation. The entire movie focused on her journey as she goes through multiple changes throughout her preteen years. Her emotions: Joy (Amy Poehler), Fear (Bill Hader), Anger (Lewis Black), Disgust (Mindy Kaling), and Sadness (Phyllis Smith), help guide Riley through any given circumstances that won’t throw her life in haywire. Joy Joy is one of the main â€Å"emotion† characters that were introduced in the film. Her main color is yellow with glowing blue aura. Yellow is one of the assertive colors while blue is considered as a receding color. Joy’s name defined her personality; she try her best to keep Riley happy and keep every given situations positive as possible. She constantly sees small ray light in darkness and/or the good in others. Joy is considered as a team leader out of all emotions. She’s the main cause of Riley’s core memories. Core memories are important moments in Riley’s life and it also defined Riley’s main personality traits. All of the core memories were created

The Founding Of The First English Colonies - 855 Words

From the founding of the first English colonies to Thomas Jefferson becoming the third president of the United States of America, there was always one question in mind. Is America a land of opportunity? This time period is ridden with oppression and rebellion. So, no America was not a land of opportunity. Because of its infancy and tolerance of oppression, America fell short in terms of opportunity for those who were of the â€Å"lesser† ethnic groups. First, the oppression in America negated its ability to be full of opportunity. The first group oppressed were the Native Americans. When the English arrived in 1607 Chieftain Powhatan dominated the native people near the James River. The settlers incorrectly dubbed all of the local Indians â€Å"Powhatans.† Furthermore, in 1610 the settlers received a declaration of war against the Indians, carried by Lord De La Warr, despite the area being the home of the Natives. Moreover, the oppression of the Natives did not end with a simple war. With the settlers came diseases from England. The Natives had no acquired-immunity to these diseases, so a simple cold to an average settler could be deadly to even the healthiest Native American. Therefore, entire civilizations were decimated because of this. Even in the populations that survived, the feeble elders were taken from them, and with them the oral traditions. The early settlers completely disregarded the natives’ culture out of greed for land. The Natives were not the only race to feel theShow MoreRelatedThirteen Colonies and New England944 Words   |  4 PagesCHAPTER 3 Settling the Northern Colonies, 1619–1700 Focus Questions 1. What religious turmoil in the Old World resulted in the little colony of Plymouth in the New World? 2. Why was the initial and subsequent colonization of the Massachusetts Bay Colony more successful than Plymouth? 3. How did the colony of Plymouth and Massachusetts Bay Colony contribute to the origins of American independence and government? What were the contributions to American independence and government fromRead MoreThe Ideas Of The Enlightenment, By Thomas Paine And The Declaration Of Independence767 Words   |  4 Pagesspread to the American colonies, profoundly influencing leaders of the Revolution to create a new structure of government. Enlightenment, as defined in Thomas Paine’s Common Sense, can be broadly defined is the movement towards reason and individualism rather than tradition. The text, by Thomas Paine, challenged the principles of liberty, equality, and justice. Thomas Paine was a revolutionary thinker who used Enlightenment ideology as a platform to persuade towards the founding of an independant AmericaRead MoreThe 19th Century1724 Words   |  7 Pagesone of the most important eras in the shaping of the America. Both the English and the Spanish would vie for d ominance of the uncharted continent with the establishment of colonies on American soil. 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The other attempt was made in 1587 under the leadership of John White, which also ended in failure along with the disappearance of 117 men, women, and children, â€Å"known since as the Lost Colony of RoanokeRead MoreThe Historical Period of Enlightenment741 Words   |  3 PagesEnlightenment The historical period which is known as the Enlightenment occurred during the latter half of the 17th century and the first half of the 18th century. The period was marked by a decided increase placed on the importance of scientific and philosophical investigation. Political philosophy was one of the most frequent and important branches of theorizing and discourse. One of the most famous political theoreticians was a man named John Locke. His theories would revolutionize the way thatRead MoreIssues Of Early American Settlement Essay1157 Words   |  5 PagesIn the early settlement of America, disease and forced labor played a significant role. In the Spanish colonies from Florida and Southward, smallpox took an enormous toll on the conquerors and the native peoples. The so-called â€Å"black legend† regarding the Spanish and Portuguese was actually somewhat true, but also somewhat misleading. The concept held that â€Å"the conquerors merely butchered or tortured the In dians (‘killing for Christ’), stole their gold, infected them with smallpox, and left littleRead MoreEnglish Relationship Between English Indians And Native Americans1092 Words   |  5 PagesRelationships between English settlers and Native American tribes were central to both the successes and the failures of the early English colonies in America. Although conflict often characterized relationships between the so-called â€Å"Indians† and the English, many of the initial colonies owed their survival and successes to the natives. The Native Americans were valuable trading partners, occasional allies, and aid in sickness and famine. However, various conflicts between tribes and settlersRead MoreThe Beginning Of The Revolutionary War1019 Words   |  5 PagesFrom the basis of the colonies beginning with the founding of Jamestown until the beginning of the Revolutionary War, different areas of the eastern coast had different traditional values. Once establishe d, the thirteen British colonies could be separated into three physical areas: New England, Middle, and Southern. Each of these had specific economic, social, and political growths that were distinctive to the territories. European nations came to the Americas to boost their wealth and expand theirRead MoreThe Colonization Of The New World1068 Words   |  5 PagesFrom 1689 to 1763, almost 200 years after Columbus’ discovery of the New World, several European nations fought to acquire their share of America’s wealth. The Spanish, leaders in the exploration of the New World, were the first to colonize the Americas. In 1494, two years after Columbus’ expeditions, the Treaty of Tordesillas was ratified by the Pope. This treaty split the New World between Portugal and Spain. By the mid 1500s, Spain had gained control of much of western South America, Central AmericaRead MoreNative Americans : An Independent Country And Many Other Valuable Way Of Life1293 Words   |  6 Pagesthis, the Europeans created the first permanent English colony, Jamestown. The first settlers in Jamestown chose to starve rather than work, due to this, disease and starvation ravaged the settlers, and this led to more than half of the original colonists to die in the first nine months. Chief Powhatan and his tribe were well aware of the issues the settlers were having. Powhatan decided to help the settlers and he managed to keep the rest of them alive that first winter. From then on, the relationship

Andragogy Self-Directed Learning in My Personal Perspective Free Essays

Yet it is interesting to note that it was not Lineman who taught Knowles the term ‘androgyny; Lineman used the word in Cavities, introduced Knowles to the word and its meaning, since the term has had much more currency in the Eastern European countries than it has had until recently n the West. 20th Century Thinkers in Adult Education by Peter Serves THE ANDROGYNY When applying androgyny to learning, task or goal of the learner will determine if direct or indirect methods of instruction should be used. If a concept is one that is previously unknown to the learner, then more direct instruction will be necessary. We will write a custom essay sample on Andragogy: Self-Directed Learning in My Personal Perspective or any similar topic only for you Order Now An effective method is to address specific topics of immediate concern and then expand to how it can be applied in other situations. However, the learner needs to know why the concept to be learned is important in order for the learner to remain motivated. Despite the learner ultimately having control of learning through self-directed means, the instructor and instructional designer needs to facilitate the opportunities for the learner to experience growth. Androgyny reorients adult educators from educating people to helping them learn. The methods used may range from isolated instruction within a curriculum or integrated instruction. It may also encompass intentional and unintentional learning situations. As an example, when designing materials to facilitate learning a computer program, providing a list of commands that must be memorized is inadequate. The instructions need to be organized by task and presented in a manner similar to how it will be used. There is a significant amount of flexibility provided in regards to the development of interpersonal and interpersonal dimensions. However, the learner must be within an environment that values self-directed learning. Knowles places an emphasis on the concept of the safe environment. In particular with workplace training and development, McGregor Theory X ; Theory Y Management Philosophy comes into play. If an organization is based in Theory X and they attempt to utilize training ; development based n the principles found in Rorer’s Experiential Learning, then there will be resistance to the training that could prevent its success. Knowles envisioned that learning was lifelong. A particular skill might be taught once; however, within a supportive environment, the learner might learn new approaches or methodologies from their fellow learners over time. Even though there is a lot of emphasis on the self-directed learner, this person cannot exist in a vacuum. They need to be surrounded by other self-directed learners and grouped in a manner that they can learn new perspectives from learners with different, but applicable experiences. Androgyny, Malcolm Knowles, by Steven R. Crawford THE SIX ASSUMPTIONS OF ANDROGYNY Knowles had already begun building a comprehensive theory of adult learning that is anchored in the characteristics of adult learners. Beginning with concepts researched by Cross (Adult Learning Theory), Eagan (Conditions of Learning), Hole, Rogers (Experiential Learning), Tough, and others, he developed the angelical model based on several assumptions that differed from the accepted pedagogical models. The Need to Know An adult needs to know why they need to learn something before undertaking to learn it. Similar to myself, the decision I had made to further my study in knowledge. Knowledge can be gain anywhere, I can improve my knowledge Just trough reading education material in National Library or buying books from the books store. The main reason first come up in my mind was I need to improve my colonization with people and build confidence in myself while communicate with other people in proper manner. We can communicate with our friends, neighbors, siblings or relatives but usually we use our own mother tongue language and sometimes I do not know how to explain, describes or give opinion so that people can understand and not keep hurt feeling if I was wrong in using word. From my point of view, learning to use correct word according to situation is only can be tough in formal classroom because I will force myself to accept other people comment toward me. The Learner’s Self-concept Adults have a self-concept of being responsible for their own decisions, for their own lives. Once they have arrived at that self-concept they develop a deep psychological need to be seen by others and treated by others as being capable of self-direction. When making decision to continuing my study, I had put all important things in my fife into consideration and isolate unimportant things. The hard thing for me to made decision is I do not have financial support as I Just quit from my Job because I felt not confidence to communicate because my Job was as customer service, at the same time I had car loan, personal loan to be paid and daily expenses to be put in count so yet I decide to do part-time work during my study and my parents lend me their money before I got my scholarship. All this decision I made nevertheless not depending on others decision and I bared all the consequences if a failed to finish my study with flying colors. The Role of the Learner’s Experience Adults come into educational activity with both a greater volume and a different quality of experience from youths. Differ from my experience when study in diploma, all decision is made by my parents and influence from friends. I Just follow directly what course I should choose to learn and what university I had to go. This kind of experience give me lack value of knowledge, I Just study to pass not for my own sake. This decision, the way I am study and what sort of material I need to prepared is guidance by past experience, I become more tolerate in time schedule and more Ochs on my study. Opportunity to improve soft skills such as communication skill is grabbing when time has come. Take example when international student asking me about subject being taught in class I force myself trying hardly to explain so that they can really understand me and that give me very high satisfaction. Readiness to Learn Adults become ready to learn those things they need to know and be able to do in order to cope effectively with their real-life situation. Every subject I been taught in class will be relate to my real-life, question will floating in my mind what if I used this teeth in my work or use it in my daily life. I love new experience and ready to be out from my comfort zone. That is means; I ready to learn something new or used different method to solve problem even thought I already have my own method that I familiar with. Take example, when your friend told you there is other way to understand one paragraph, event I used to with my own may, but I try to do with their way which is new to me. Usually I am easy to cope with new environment and environment does not mean that I forget my own culture, I will used it to compare, adapting good thing and share it with my own people. Orientation to Learning In contrast to children’s and youths’ subject-centered orientation to learning (at least in school), adults are life-centered (or task-centered or problem-centered) in their orientation to learning. Exactly, when I want to learn something I will find solution by collecting data from many sources such as magazines, internet or books that give me immediate solution for example if I got new knowledge on how to planning my work schedule I will immediately practice it with my daily life so that it will easier for me to familiar with new schedule. Outside from class room or formal learning, I also learn from informal learning such as, understand other people culture as study in Universities Ethnology Malaysia (TM) need me to socialize with foreign student, in the way to have good relationship with them I need to try at least to understand the way of their thinking sometimes their culture might be different from my own culture. Having good relationship with other people is actually a ticket for me to learn how they develop their culture and successful in what they are doing especially the Chinese and also the Arabic people. Motivation While adults are responsive to some external motivators (better Jobs, promotions, higher salaries, and the like), the most potent motivators are internal pressures (the desire for increased Job satisfaction, self-esteem, quality of life and the like). It is hard for me to find a good Job that relate to what I had study in my undergraduate because in Malaysia’s Job market, there is so many applicant that compete for the position which is at the same level of our certificate especially in government sector. The position for grade 41 usually offered only quartile (in my point of view) from total applicant under same certification level and this give very tough competition among us. How to cite Andragogy: Self-Directed Learning in My Personal Perspective, Essays

Violence exposure in real

Table of Contents The major concern of the article Strengths of the study Limitations of the research design Conclusion Reference List The major concern of the article The article under consideration entitled â€Å"Violence exposure in real-life, video games, television, movies, and the internet: Is there desensitization?† investigates the links between the violent content of TV programs, video games and the increase of the aggressive behavior in adolescents. The purpose of this research was to analyze the relationships between the violence exposure in real life, various media sources and games.Advertising We will write a custom article sample on Violence exposure in real-life, video games, television, movies, and the internet: Is there desensitization? specifically for you for only $16.05 $11/page Learn More It should be noted that desensitization and lower empathy as the results of the violence exposure in media and games have been studied f or decades. Nevid (2008) admitted that violent or aggressive behavior in real life can be attributed to TV viewing, while â€Å"playing violent videogames is also linked to increased aggressive behavior in young people† (p. 362). Though the research problem is not unique and was explored previously, Funk et al (2004) implemented a new approach in their study. Investigating the impact of exposure in games and media sources separately and pointing at the differences in these relationships was a valuable contribution of this research. The assumption that the exposure to video games violence is linked to lower empathy, while both video games and media exposure cause stronger proviolence attitudes is rather interesting and fresh and can be regarded as the main strong point of this article. Strengths of the study It is important that Funk et al (2004) pointed out the differences in the impact of various media sources on the consciousness, attitudes and behavioral patterns in adoles cents. The hypothesis of this paper is that exposure to video games violence has the strongest relationship with the decreased empathy and desensitization. This assumption is explained with the peculiarities of this media source, namely its creative and active nature which requires intense engagement of the players and can be translated into fantasies and behavioral models. In contrast to Ohman et al (2001) who investigated the well-researched issues of the relationships between the fear-related stimuli and the cognitive abilities and did not make any significant contribution to the existing theoretical data, Funk et al (2004) managed to find the gap in knowledge and selected a new perspective for viewing the issue. The differentiation between the influence of various media sources upon the attitudes and behavioral patterns in adolescents can be regarded as the main strong point of the study under consideration.Advertising Looking for article on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Limitations of the research design Though the researchers provide substantial theoretical basis for supporting the assumption of different impact caused by different media sources, Funk et al (2004) recognize that their research has certain limitations. Thus, the sample of 150 elementary school students included 82 boys and 68 girls. It should be noted that there is a relationship between gender and game preferences, for instance. Thus, the prevalence of male participants could have impact upon the findings of this study. Funk et al (2004) noted that â€Å"the sample is somewhat better educated and likely to be of somewhat higher socioeconomic status than the general population† (p. 29). The socioeconomic and cultural characteristics also influence the behavioral patterns, and these peculiarities need to be taken into consideration for evaluating the results of the experiment (Ryan 2011). Conclusion Though the ar ticle under consideration explores the well-researched problem, the scholars managed to detect the gap in prior studies and selected a new approach for investigating the relationship between the violence exposure in real life and media sources. Regardless of certain limitations of the research design, it can be concluded that a new perspective contributed to the existing knowledge. Reference List Funk, J., Baldacci, H., Pasold, T., and Baumgardner, J. (2004). Violence exposure in real-life, video games, television, movies, and the internet: Is there desensitization? Journal of Adolescence, 27: 23- 39. Nevid, J.S. (2008). Psychology: Concepts and Applications. Belmont, CA: CENGAGE Learning. Ohman, A., Flykt, A., Esteves, F. (2001). Emotion drives attention: Detecting the snake in the grass. Journal of Experimental Psychology / General, 130(3): 466. Ryan, M. (Ed.). (2011). Psychsmart. New York, NY: McGraw-Hill.Advertising We will write a custom article sample on Violence exposur e in real-life, video games, television, movies, and the internet: Is there desensitization? specifically for you for only $16.05 $11/page Learn More This article on Violence exposure in real-life, video games, television, movies, and the internet: Is there desensitization? was written and submitted by user Todd D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

ep thompson essays

ep thompson essays Everyday in society, somebody is challenging something. Everyone believes that they can make a difference. This manner of critical thinking allows for lifestyles to be altered on a regular basis. Much of this is caused by the creation of countercultures that oppose the so-called norm or popular culture. In the past, such people have been labeled revolutionary or enlightened thinkers. In E.P. Thompsons book, The Making of the English Working Class, he focuses on how these enlightened thinkers came to be. He discusses the argument of democracy, religion and economic status. These three elements discussed in the first part of the book titled The Liberty Tree are ideas in a theory known as industrialism. The book begins with an introduction to the hostility between the working class and the voting class. By the end of the first chapter the reader is aware that groups of enlightened thinkers are forming and wish to see a democracy within England. Following the works of Cromwell, literary working class males create organizations to fight for their right to vote. As groups such as these began to spread throughout Europe, new sects of freethinking individuals emerged. These groups were originally called Levellers in early years but slowly advanced to a broader term, namely, enlightened thinkers. This transformation in names occurred over a century starting with the Levellers in late 1640s and advancing to enlighten thinkers in the late 1790s. These new groups along with the groups who wished for democratic rights began to publicly spread their views, allowing for enlightenment to spread throughout the country and eventually into the Church, which had been closely tied in with the government. This expand of enlightenment occurred rapidly in the mid 1790s after the French revolution and the publication of Thomas Paines pamphlet The Rights of Man. The ris...

How Social Media Listening Can Improve Your Content Marketing

How Social Media Listening Can Improve Your Content Marketing When producing content, your number one goal should be to add value for your community. That value might be sharing tactics to accomplish their goals, or lessons on how to make the best use of your product. Or it could be introducing them to tools that will make their lives easier, or even to the best restaurants in their city. No matter what your topic (aka value) is, your content is driven by your community. Listening to your community is an obvious first step to unlocking the power of your content marketing, but it’s one that goes tremendously overlooked. Here’s how you can lay the foundation of a strong and sustainable content strategy by  using social media listening  to hear what your community is saying. When producing content, your number one goal should be to add value to your community.Identify Relevant Topics  to Write About Gather invaluable insights by paying attention to what your community is saying to you, to your competitors, and to each other - problems they’re trying to solve, tools they’re using, and what it is about your brand/offering they like or dislike. Monitor specific key terms relevant to your brand with a media monitoring tool (like Mention) to pinpoint your community’s interests as they relate to the problem you’re solving or value you’re adding. Beyond monitoring your brand name, deciding on other keywords to track is as simple as choosing terms related to the problem you solve and mission of your product. For example, we know that our content can be valuable  to anyone looking to learn more about social media listening, social media strategy, community management, Twitter strategy, and content marketing, so we track all of those terms, among others. We recently noticed a trend in conversations around brand advocates  in our community management feed, so we wrote a post on how to convert five types of customers into brand ambassadors  using media monitoring, which performed significantly well. We chose brand ambassadors rather than advocates because from monitoring these conversations, we learned that both are important to a community ecosystem and often (but not always) theyre one in the same. Brand ambassadors also seemed to appeal to a larger marketing-focused audience. If you need more help deciding which terms to track, check out this  guide to keyword research. Identify Headlines with Viral Potential Swayy.co and Scoop.it are effective tools for discovering what stories your network or community is sharing on social media. You can monitor the content that’s most popular among your community as a whole, or based on a specific topic you track. Forums with upvoting capability such as GrowthHackers.com, Inbound.org, and Hacker News are also great places for discovering headlines that resonate with audiences, by tracking which trend. Additionally, Buzzsumo will show you the most popular posts (measured by social shares) on any specific topic. Use the headlines and topics you identify as inspiration for yours, but put your own spin on it by using your own unique case studies,  for example. Or, take a look at the comments and social shares from these articles and see which section resonates with the audience the most, then produce content that elaborates on that particular segment. You can also monitor the key terms used in these headlines to identify what other related topics your audience may be interested in. For example, weve recently seen a lot of content around the role of emotions and psychology in marketing. This happens to be a topic were interested in, so we will create an alert around it, research the topic further, and brainstorm topics that are unique to our offering. By taking this approach, weve seen our content perform well on these forums. Growthhackers is now the fourth  biggest driver  of traffic to our blog. Discover Where Your Audience Hangs Out Media monitoring and social media listening tools provide you with a vehicle for distributing your content directly to where your community is already sharing information. After all, in order to be heard over the noise that is the Internet, sometimes you have to hand deliver your content to where your community is finding information.

Human Resource Management Research Paper Example | Topics and Well Written Essays - 2500 words

Human Resource Management - Research Paper Example These human resources management decisions are aimed at maximizing the return on investment from organization’s human capital. Human resource management also entails conducting its various practices e.g. recruitment, promotion and compensations in a fair, legal and consistent manner. In this way therefore, human resource management is more than personnel administrations since it needs planning, resources and management skills The modern human resource management analysis perceives human being as valuable assets or resource of an organization. However, the human beings are taken as rational, creative and social beings which differentiate them from other assets. The human resource which is mostly referred as human capital, therefore, proper management to increase their productivity and reduce risk and losses associated with poor management of human capital. (Claydon, Beardwell, et al 2007). At this point therefore, human resource management entails research and development in order to make informed decisions. This make the human resource to be perceived more than labor force which has been taken as an organization resource by economist. Some of the challenged and environmental forces that are considered by human resource managers before making decisions include market labor wages, working conditions, work place diversity and human skills. The human resource managers must also ensure that decisions made com ply with labor laws in order to keep a good image of the organization. In order to analyze the human resource management position in the organization management units, it is necessary to analyze the various practices and activities of human resource management. Human resource management involves human resource development which is achieved through job analysis. This is done by identifying level of skills, abilities, competences and

Higher Education Task Force Report Essay Example | Topics and Well Written Essays - 1250 words

Higher Education Task Force Report - Essay Example The essay needs to dwell mainly on the role of CBI Higher Education Task Force in reporting on the topic of ‘Stronger together: Government policy on this crucial issue is another aspect, which can determine the guidelines to be formulated. The proposed essay structure needs to present an analysis of the view points of different industry heads on the possibilities of investing funds by them and the government to speed up the process of economic growth. The role of media needs to be pinpointed to know the impact of the campaign on higher education policy. Contribution of media in initiating a national debate through various broadcasting channels would add value to the content of the essay. The government, universities and the businesses are the direct stakeholders while students will reap the benefits indirectly by getting grants on tuition fees and right employment opportunities. Sam Laidlaw is not only the chairman of the CBI HE taskforce but also the chief executive of Centrica. Hopefully, his views should present a clear picture of all aspects including not just employment but the niche area to pay more attention, namely subjects like science, technology, engineering and maths (STEM) where the demand of the businesse s on hunting talent has not been fulfilled and is going to rise further in future. Arguments given for creating and developing stronger relations between the universities, government and businesses in turbulent times need to be discussed in the proposed essay to substantiate the steps and recommendations made in the report.

A Look At Burnout Psychology Essay

A Look At Burnout Psychology Essay CHAPTER 2 LITERATURE REVIEW 2.1 Introduction This study examined the relationship between emotional intelligence (EI) and burnout among nurses working in private hospitals in Malaysia. Theoretical literature related to this relationship will be presented in the first part of this chapter. The existing literature on the topics was examined and key pieces were brought together to establish a foundation for this study. The next part of the review explores the literature which has supported the proposed relationship between EI and burnout among the nurses in Malaysia. 2.2 Burnout The term burnout has its roots in the medical and nursing disciplines. It was first defined by a psychiatrist, named Herbert Freudenberger in 1974. The theory of burnout was developed through his clinical experience by exploring the turmoil that people experience every day. According to Maslach and Jackson (1981a), burnout occurs in the helping professions, such as nursing due to the chronic stress associated with doing work that involves people. Basically burnout occurs as feelings of emotional exhaustion, negative feelings, and attitudes within the job and the increase of negative self-concept. The earliest use of the burnout term in nursing literature was found in the articles published by Seymour Shubin in 1978. Shubin described burnout as hazardous to nursing and all other helping professions. The study of burnout, although not exclusive to nursing, continues to be an important occupational issue for the nursing profession. 2.2.1 Definition of Burnout There are many definitions of burnout, however most definitions share a view of burnout as a state of fatigue and emotional exhaustion, as a result of emotional depletion and loss of motivation. The term burnout that was first coined by Freudenberger in 1974 refers to wearing out from the pressures of work. It was used to describe the experience of employees in professions that needs high degree of people contract. Freudenberger in 1975 further defined burnout as wearing out, failing, becoming exhausted, and it occurs when excessive demands on energy, strength or resources are made. Cherniss (1980) was among the first to describe burnout within human service field who defined burnout as a process that leads to an individuals attitudes and behavior change in negative ways in response to work stress. On the other hand, Maslach (1982) who has extensively researched about burnout has provided the most commonly accepted definition of burnout as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who do people work of some kind. Maslach identified three related themes: (1) painful emotional experiences often resulted in clinical practitioners feeling emotionally exhausted and drained; (2) as a result, they developed negative and cynical attitudes towards their clients; and (3) personal competence suffered resulting in feelings of failure about their ability to work in the health care profession. These three themes were summarized as emotional exhaustion, depersonalization, and reduced personal acc omplishment and later operationalized to measure burnout using the Maslach Burnout Inventory (MBI) (Maslach, Jackson Leiter, 1996). Garrosa, Moreno-Jimenez, Liang and Gonzalez (2008) pointed out that burnout is a specific form of chronic and occupational stress in the professional social services. According to Westman and Eden (1996), studies have shown a strong relationship between work stress and burnout in many occupations. Especially, burnout has been repeatedly linked to job stress in the human service field due to the frequent and intense interactions with clients (Cordes Doughery, 1993; Lee Ashforth, 1996). Additionally, studies have also shown that nurses who experience occupational stress experience greater burnout (Stechmiller Yarandi, 1993). Thus, burnout is related to stress whereby burnout is a reaction to stress. Prolonged and unrelieved work stress often leads to burnout which results in negative attitudes towards work. Freudenberger (1975) postulates that burnout involves physical and behavioral symptoms. Behavioral consequences of burnout include decreased interaction with care recipients, ine ffective absenteeism, and high levels of job turnover (Maslach, 1982; Maslach Leiter, 1997). 2.2.2 Models of Burnout The burnout literature provides several models of burnout. This section describes four models constructed in the early eighties which proceed from the simplest to the most complex model. 2.2.2.1 Cherniss transaction model of burnout Cherniss (1980) was a significant figure of the first wave of burnout researchers and offered a burnout model that articulate transactional imbalance between the personal resources of the giver and the demands of the recipient or situation. Cherniss described burnout as a transactional stress process that involves three stages. The first stage is stress whereby demands placed exceed individual resources for coping. The second stage is strain, the initial emotional response to stress which usually includes feelings of anxiety, tension, fatigue, and exhaustion. Finally, defensive coping occurs which leads to changes in attitudes and behavior such as the tendency of burnout individuals to treat clients in depersonalized way. Two years later, Cherniss modified his model and elaborated on the model that the causes of stress can either be internal or external demands. Additionally, the limited resources contributing to stress can also be external (e.g. availability of time, work space, and equipment) or internal (e.g. skills, knowledge, energy, and personality). In summary, Cherniss theorized that burnout is a coping response in a transactional process that begins with excessive and prolonged exposure to job stress. The uncontrollable stress causes strain in the individual which influences the coping process. If the stress is prolonged or becomes more intense, it will deplete the coping resources of an individual and force the individual to withdraw psychologically. 2.2.2.2 Edelwich and Brodsky: Five stages of burnout Edelwich and Brodsky (1980) suggested five stages of burnout: (1) enthusiasm; (2) stagnation; (3) frustration; (4) apathy; and (5) intervention. At the first stage, employees have great enthusiasm for their new jobs. They do not know much about their job and have unrealistic expectations about outcomes of their effort. Therefore, when the outcome is not as expected, they become disillusioned. During the period of stagnation at stage two, realities of the job become evident. The job is no longer satisfying as it first appeared. Employees are now more concerned with meeting personal needs, working hours, and career development. The third stage is called the period of frustration. Employees begin to question their job effectiveness and the value of their job. The limits imposed by bureaucracy frustrate the individuals and they become dissatisfied with the job situation. At this stage, employees begin to develop emotional, physical, and behavioral problems. Proceed to stage four; employees frustration turns to apathy because individuals feel trapped. On one hand, they feel frustrated by the job situation but on the other hand, they need the salary. The emotional and physical responses of individuals become worse whereby they would avoid clients whenever possible. The final stage is intervention. Nevertheless, it cannot be determined whether this stage would occur in an organization or the individual who is experiencing burnout would recognize their psychological state as undesirable. In summary, Edelwich and Brodsky viewed burnout as an evolutionary process that begins with idealistic enthusiasm and commitment. Subsequently, the loss of idealism, vigor, and purpose is triggered largely by work conditions (Edelwich Brodsky, 1980). 2.2.2.3 Maslach: Burnout caused by social interaction Maslach, a social psychologist, who became a stellar figure in the emerging research of burnout, has provided the conceptual definition that begun the second wave of research. Maslach (1982) described burnout as a three-dimensional syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Another specific contribution Maslach made was the theoretical emphasis on the relational causes of burnout which linked to the social roots of emotional expenditure (Leiter Maslach, 1988; Maslach Leiter, 1997). Maslach (1982) saw that emotional overload and subsequent emotional exhaustion is the heart of the burnout syndrome. Thus, the first response to a stressful interaction with other people is emotional exhaustion. As people become emotionally depleted, they cope by cutting back on their involvement with others. This detached response which called depersonalization is the second aspect of burnout and leads to various negative attitudes and behaviors. At this stage, individuals who experience burnout feel more emotional distress and guilt about how they have treated those that they are trying to help. Finally, the feeling of reduced personal accomplishment which is the third aspect of burnout appears. At this point, the individuals feel inadequate about their ability to treat or help others. They tend to believe that they have failed professionally and chosen the wrong profession. A major contribution by Maslach was the development of the Maslach Burnout Inventory (MBI). Maslach and Jackson (1981a, 1981b) developed the MBI, which was one of the first reliable instruments for valid measurement of burnout. MBI is still the most widely-used measure of burnout in current research. MBI assesses psychological burnout and has three different versions, which include one general survey, one for human service professionals, and one for educators. The most commonly used measure of burnout is the Maslach Burnout Inventory-Human Services Survey or MBI-HSS (Maslach, Jackson Leiter, 1996) which was developed to measure occupational burnout among people working in the field of human services. 2.2.2.4 Golembiewski, Munzenrider and Carter: Rigorous scientific research While other models focused on the order in which burnout aspects occur and the helping professions, Golembiewski, Munzenrider and Carter (1983) were concerned to make the study of burnout more rigorous and to broaden the population in which burnout was examined. Golembiewski et al. noticed that research was lacking in terms of empirical investigation of the stages of burnout. To rectify both the lack of empiricism and extend the study of burnout to wider work settings, the authors used Maslach and Jacksons MBI (1981a, 1981b) to measure burnout among nursery school teachers and nurse educators. Golembiewski et al.s results in 1983 suggested that depersonalization occurs first and increases greatly before reduction in personal accomplishment occurs and finally emotional exhaustion follows. Their argument was based on the fact that when people sense a loss of control and autonomy, their self-image is threatened. Initially, individuals may seek constructive ways out of the situation such as leaving the job. However, if the situation persists, they may begin to treat others as objects resulting in depersonalization. This will lead to diminished personal accomplishment and ultimately worsening emotional exhaustion. Based on Golembiewski et al.s findings and discussion of the burnout model in 1983, it can be classified that their model is similar to the earliest version of burnout model proposed by Cherniss (1980). Additionally, based on their model, Golembiewski et al. used a modified version of MBI and administered the instrument to a small population. The results allowed them to propose a model of burnout with eight stages. However, their model did not clarify or simplify the understanding of burnout. They moved to more rigorous methods of data collection and analysis using MBI as measurement instrument and expanded the population of employees to which results can be generalized. 2.2.3 Burnout and Nursing Employees in general experience burnout on the job, especially those in jobs with high contact with people. Nevertheless, nurses are considered at high risk of work-related stress and particularly susceptible to burnout among the different healthcare providers (Keane, Ducette Alder, 1985; Kilpatrick, 1989; Schaefer Moos, 1993; Schaufeli Janczur, 1994; Duquette, Kerouac Sandhu Beaudet, 1994; Farrington, 1995; Decker, 1997; Marsh, Beard Adams, 1999; Koivula, Paunonen Laippala, 2000; Taormina Law, 2000; Shimizu, Mizoue, Kubota, Mishima Nagata, 2003; Jenkins Elliott, 2004; Piko, 2006). This is also proven by the fact that burnout in nursing has received world-wide attention (Demerouti, Bakker, Nechreiner Schaufeli, 2000). Several studies have identified nurse burnout rates are as high as 40-50% (Hapell, Martin Pinikahana, 2003; Vahey, Aiken, Sloane, Clarke Vargas, 2004). Nurses are particularly susceptible to the development of burnout, mainly because of the nature and the em otional demands of their profession. Nurses experience considerable stress in their job because they have long working hours, a wide range of tasks, interpersonal conflict with patients and their families, doctors, and other co-workers, exposure to death and dying, and noise pollution (Schmitz, Neuman Opperman, 2000; Maslach, Schaufeli Leiter, 2001; Shimizu et al., 2003). Studies have also confirmed that stressful circumstances for hospital nurses are escalating and including work load (Foxall, Zimmerman, Standley Bene, 1990; Healey McKay, 2000; Koivula et al., 2000). Basically, nurses are subjected to many demands in the workplace which include physical demands and the psychological/emotional demands. The physical demands are related to the physical energy required to perform the daily duties of nursing such as transferring patients in and out of bed and lifting patients onto a bed. On the other hand, psychological/emotional demands are related to the emotional energy required to care for patients with chronic illn ess (Van Servellen Leake, 1993). Therefore, nurses who feel overloaded perceive a lack of meaningful connection with the patients. 2.3 Emotional Intelligence (EI) Emotional intelligence (EI) is complementary to cognitive abilities (IQ) (Devrim, Nadi, Mahmut, Mustafa Mustafa Kemal, 2005). Goleman (1995) stated that EI is significant to success. Goleman further explains the difference between people with high IQs who experience difficulties in their personal and professional lives and people with moderate IQs who are very successful in all their endeavours. Emotions are separated from that of the rational mind having independent views and a mind of their own (Freshwater Stickley, 2004). Therefore, one has two minds, a rational mind that thinks and an emotional mind that feels. In conclusion, both the rational mind and emotional mind, store memories and influence our responses, actions, and choices. Furthermore, EI such as academic intelligence can be learned and developed with age (Mayer, Caruso Salovey, 2000). Research has shown that people with high EI understand their own and others feelings, know how to manage themselves, deal successfully with others, and respond effectively to work demands (Dulewicz Higgs, 2003; Goleman, 2005). Cooper (1997) stated that people with high levels of EI experience more career success, build stronger personal relationships, lead more effectively, and enjoy better health than those with low EI. Hence, developing EI competencies in existing employees or finding individuals who posses these skills will enhance the organizations bottom line (Goleman, 1998a, 1998b) and ensure long-term success for the company. 2.3.1 Background and Definition of Emotional Intelligence (EI) The idea of EI has its roots in the social intelligences. EI was first proposed by Thorndike in 1921, who noted that it was of value in human interactions and relationships. Gardners (1983) multiple intelligence theory later also contributed to the theory of EI through the identification of intrapersonal and interpersonal intelligences. Interpersonal intelligence comprised of the ability to understand others and to co-operate with them, whereas intrapersonal intelligence comprised of the ability to be self-aware, to recognize ones own feelings, and to use this to operate successfully in life. However, the term EI was not brought into mainstream psychology until 1990s (Mayer, DiPaolo Salovey, 1990; Salovey Mayer, 1990). Hence, EI is a new construct since the first peer-reviewed article that was published in 1990 (Salovey Mayer, 1990). The concept is also described as a new theory which is still in the initial stage of development and testing (Ashkanasy, Hartel Daus, 2002; Cherniss , Extein, Goleman Weissberg, 2006). As a result, definition of EI varies. Salovey and Mayer (1990) first coined the term of EI and defined EI as the ability to monitor ones own and others feelings and emotions, to discriminate among them, and to use this information to guide ones thinking and actions. Mayer et al. (2000) further defined EI as an ability to recognize the meanings of emotions and their relationships, and reason and problem-solve on the basis of them. EI is involved in the capacity to perceive emotions, assimilate emotion related feelings, understand the information of those emotions, and manage them. However, the concept of EI was popularized by Goleman (1995) through his book Emotional Intelligence, which became a best-selling book for business and education leaders. Goleman (1998a) identified EI as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. In addition, Bar-On (2005) defined EI as a cross-section of interrelated emotional and social competencies, skills, and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands. In conclusion, recognizing feelings and controlling emotions are described as the core competencies of EI. Individuals who are emotionally intelligent can understand one another and each others views to overcome conflict and avoid damaging the relationship. Therefore, EI is about sensing what others are feelings and handling relationships effectively (Dulewicz Higgs, 2000). Previous research also addressed the relationship between EI and work outcome variables such as stress perceptions in the workplace (Bar-On, Brown, Kirkcaldy Thome, 2000; Nikolaou Tsaousis, 2002), job satisfaction (Wong Law, 2002), job commitment (Nikolaou Tsaousis, 2002), leader effectiveness (Higgs Aitken, 2003), and performance (Lam Kirby, 2002; Van Rooy Viswesvaran, 2004; Lopes, Grewal, Kadis, Gall Salovey, 2006). 2.3.2 Theories of Emotional Intelligence (EI) Since the emergence of the concept of EI in 1990s, many theories have been proposed. Nevertheless, three theories have gained acceptance among scholars and practitioners (Dulewicz, Higgs Slaski, 2003). These three major theoretical constructs each focused on understanding the roles of skills, traits, and abilities in EI (Emmerling Goleman, 2003). EI has been defined as an ability (Salovey Mayer, 1990), a set of traits and abilities (Bar-On, 2005) or a combination of skills and personal competencies (Goleman, 1995). The ability model is based on an individuals ability to use emotion as part of the reasoning process (Mayer et al., 2000). Mayer et al. asserted that EI depends on the ability to process emotional information and to use core abilities related to emotions. Bar-On (2005) conceptualized EI as a set of personality traits and abilities that predict emotional and social adaption within environments. Bar-On also affirmed that EI is teachable and learnable. According to Goleman (1995), EI is a set of learned skills and competencies and this conceptualization is most widely accepted outside academia. Golemans ideas have contributed to the development of leadership models that outline skills and competencies related to emotionally competent leadership (Emmerling Goleman, 2003). Additionally, the literature has evolved into two main categories of EI models: (1) ability model; and (2) mixed model (Feyerherm Rice, 2002). The Salovey and Mayer theory is considered an ability model of EI, while the Bar-On and Goleman theories are considered mixed model of EI (Mayer et al., 2000). Basically, the ability model encapsulates EI as a skill and the mixed model go beyond ability by including additional personality characteristics that leads to certain behavior. 2.3.2.1 Ability Model The ability model of EI is the Salovey and Mayer (1990) model which officially launched the field of EI. Salovey and Mayer viewed EI as an ability that exists, interacts, and complements an individuals cognitive capabilities. Ability theory promotes the relationship between cognition and emotion based on mental abilities (Mayer, Salovey Caruso, 2004). Salovey and Mayer conceptualized EI as a set of interrelated skills composed of four branches of abilities, which include: (1) perception and expression of emotion; (2) using emotions to facilitate thought; (3) understanding and analyzing emotions; and (4) managing emotions (Mayer et al., 2004). The four branches can be described as follows: (1) the perceiving emotions branch relates to the ability to detect emotions in oneself and in others; (2) the using emotions branch relates to the ability to use emotions in cognitive activities such as problem solving; (3) the understanding emotions branch relates to the ability to comprehend the complexity of emotional language and emotional relationships; and (4) the managing emotions branch relates to the ability for one to regulate emotions in oneself and in others. The ability model of EI is different from other theories because the model is the only one which utilizes an instrument designed to measure ability (Dulewicz et al., 2003). This model operationalizes EI using ability-based measures: the Mayer-Salovey-Caruso Emotional Intelligence Test (MECEIT) (Mayer, Salovey Caruso, 2002) and its predecessor, the Multifactor Emotional Intelligence Scale (MEIS) (Salovey Mayer, 1990). The ability tests measure how well people perform tasks and solve emotional problems, as opposed to other EI scales which rely on the individuals subjective assessment of his or her perceived emotional skills. However, ability tests are expensive and require more resources to administer and score. MSCEIT instrument is difficult to score and lacks workplace applicability (Brackett, Rivers, Shiffman, Lerner Salovey, 2006). Consequently, self-report assessment outnumbers ability tests are more widely used in the mixed models. 2.3.2.2 Mixed Models EI mixed theories highlight the emotional and social functioning of individuals (Goleman, 2005; Bar-On, 2006). Therefore, Bar-On categorizes his model of EI as a key of emotional-social intelligence (ESI). Bar-On (2005) asserted five key competencies are associated with ESI, whereby the five domains of this mixed model are: (1) intrapersonal capacity (the ability to be aware and understand ones own emotions and to express ones feelings and ideas); (2) interpersonal skills (the ability to be aware, understand, and appreciate others feelings as well as to build and maintain effective and satisfying relationships with others); (3) adaptability (the ability to adapt to various situations by effectively managing personal, social, and environmental changes by employing various skills such as problem solving, reality testing, and flexibility); (4) stress management strategies (the ability to manage emotions and to use those emotions to stay motivated and persistent); and (5) motivational an d general mood factors (the ability to be optimistic, to enjoy oneself and others, and to maintain positive feelings) (Bar-On et al., 2000). The Emotional Quotient Inventory (EQ-i), a self-report measure is considered as the most widely used measure of ESI (Bar-On, 2005). The EQ-i analyzes the concept of emotional and social functioning by measuring a persons ability to deal with daily demands and pressures. People who are taking EQ-i answer questions based on five competencies: (1) intrapersonal skills such as emotional self-awareness, self-regard, self-actualization, or independence; (2) interpersonal skills such as interpersonal relationships, empathy, and social responsibility; (3) adaptability, including problem solving, flexibility, and reality testing; (4) stress management, including tolerance and impulse control; and (5) general mood of optimism and happiness. Goleman developed his mixed model theory of EI by building on the work of Salovey and Mayer, in addition to other researchers in the field (Emmerling Goleman, 2003). Basically, Golemans model of EI can be grouped into personal competencies and social competencies that affect personal success in the workplace. Goleman (2005) stated that a personal competence is the ability to keep self-awareness and manage ones behaviors while a social competence is the ability to understand the behaviors of others and manage relationships effectively. These competencies are described in detail as: (1) self-awareness (knowing ones internal states, preferences, resources, and intuitions); (2) self-management (managing ones internal states, impulses, and resources); (3) motivation (emotional tendencies that facilitate reaching goals); empathy (awareness of others feelings, needs, and concerns); and (4) social skills (adeptness at inducing desirable responses in others) (Goleman, 1998a). Based on the emotional competencies identified by Goleman (1998a), the Emotional Competence Inventory (ECI) was designed to assess EI. ECI is a 360-degree scale which gathers self, subordinate, peer, and supervisory ratings on social and emotional competencies of individuals in organizations. Subsequently, Boyatzis (2007) designed Emotional Social Competency Instrument (ESCI), a multi-rater assessment in real organizational contexts which comprised of four emotional and social competencies, which include: (1) self-awareness; (2) self-management; (3) social awareness; and (4) relationship management. In general, EI mixed models stress performance based on behavioral competencies and personality traits suitable for a wide range of work contexts, job roles, and job levels (Petrides, Furnham Martin, 2004; Goleman, 2005; Boyatzis, 2007). The mixed model is also comprised of other measurement instruments. For examples, measures such as the Schutte Self-Report Emotional Intelligence Test (SSEIT) (Schutte, Malouff, Hall, Haggerty, Cooper, Golden Dornheim, 1998), and Wong and Laws (2002) leadership-focused measure of EI. Many studies in the literature utilize self-report measures of EI based on mixed model perspective that incorporates both disposition and ability (Chan, 2006). According to MacCann, Matthews, Zeidner and Roberts (2003), mixed model scales vastly outnumber ability tests at the stage of EI development, meaning that EI is more commonly assessed as a disposition, rather than as an ability. Additionally, self-report or peer-report measures require less amount of time to com plete and are most cost-effective than the ability based measure. 2.3.3 Emotional Intelligence (EI) and Nursing There is a large body of knowledge related to EI exists outside nursing whereas EI theory and research within nursing is scarce and a more recent phenomenon (Akerjordet Severinsson, 2007; Smith, Profetto-McGrath Cummings, 2009). Smith et al. (2009) conducted a literature review related to EI and nursing during 1995-2007. Smith et al. found only 21 theoretical and 9 empirical articles related to the subject and concluded that although the body of theoretical literature in nursing is growing, scientific research about EI and nursing is just beginning. Apart from that, researches that link EI and nursing are mostly correlation designs using small sample sizes. Akerjordet and Severinsson (2007) asserted that EI has significant implications for nurses quality of work in healthcare. Therefore some qualitative studies have been conducted to explore the concepts and ideas of EI in nursing (Akerjordet Severinsson, 2004; Freshwater Stickley, 2004; Kooker, Shoultz Codier, 2007; Hurley Rankin, 2008). Akerjordet and Severinsson (2004) used qualitative interviews to gain insight into mental health nurses emotional experiences in practice and sought to understand the connection between nurses articulations of emotions in practice and EI concepts. Four main themes emerged from the study, which include: (1) relationship with the patient; (2) the substance of supervision; (3) motivation; and (4) responsibility which are related to different aspects of EI. For instance, relationship with the patient which was a central research finding is linked to EI through the ability to interpret and communicate emotional information. Akerjordet and Severinsson co ncluded that EI implies important personal and interpersonal skills in nurses therapeutic use of self, critical reflection, and stimulates the search for a deeper understanding of professional nursing identity. Additionally, quantitative studies in nursing have linked EI with coping strategies (Rochester, Kilstoff Scott, 2005; Montes-Berges Augusto, 2007) and burnout (Gerits, Derksen, Verbruggen Katzko, 2005). Montes-Berges and Augusto (2007) investigated links between nursing students EI, coping with stress and success at school or work. They indicated that nursing students who possess EI competencies are more likely to manage the pressures of school and continue throughout the nursing programs. The findings further pointed out a moderate correlation between nurses EI and coping within work-related environments. Another study found a clear link between EI and burnout in nurses measured at two different points in time (Gerits et al., 2005). Gerits et al. conducted a two-year longitudinal study on the EI profiles with 380 nurses working in 56 Dutch residential facilities for people with mental retardation. The fewest symptoms of burnout were reported by female nurses with relatively high EI profiles and relatively low social skills. EI has been identified as important for leaders in healthcare environments (Vitello-Cicciu, 2002; Cummings, 2004; McQueen, 2004). Organizational literature supports the notion that strong leaders who know how to manage emotions within complex healthcare systems is needed and will further benefit patient care, nurses, and organizations (Snow, 2001; Herbert Edgar, 2004; Feather, 2009). Emotionally intelligent leaders use emotionally intelligent skill to recognize the professional and emotional needs of colleagues, establish positive relationships with nurses, motivate passion and dedication in the workplace and ultimately influence patient care practices (Vitello-Cicciu, 2003). In a nutshell, emotionally intelligent leaders secure a commitment for excellence in practice through emotionally intelligent relationships that promote improvements in thinking, critical decision making, and care delivery (Strickland, 2000; Snow, 2001; Goleman, 2005). In summary, EI concept is increasingly recognized and is making an appearance in nursing journals (Cadman Brewer, 2001; Evans Allen, 2002; Freshman Rubino, 2002). The literature revealed EI is important and relevant to nursing from both an empirical and a theoretical perspective. EI influences emotion within caring relationships, quality of care and stress management. Emotionally intelligent leaders influence employees retention, quality of patient care, and pati

Intro to Early Childhood Essay

Friedrich William Froebel (1782-1852) had a significant influence on early childhood education as we know it today. He is known as the inventor of kindergarten, a German word meaning â€Å"children’s garden†. The model of the modern day kindergarten was conceived by Froebel, who opened his own kindergarten in 1836, calling it a Play and Activity Institute. There he implmented such practices as promoting a child’s right to play, to have toys, and to be in the care of trained teachers. He believed that education should be pleasant for the child, because of his own unhappy childhood, instead of shifting the role of the teacher from strict disciplinarian to friendly facilitator. Froebel also had the idea that men as well as women should teach, which was not heard of in those times. His system of teaching was centered around self activity and the development of a child’s self- esteem rather than relying on sterile and rigid instructions. (Hewes 1993). Froebel observed the children and came to an understanding of how they learned and what they like to do. It was his belief that children learned much in the process of playing. (Ann Miles Gordon and Kathryn Williams Browne 21, 22) We can see the fruits of Froebel vision alive today in a variety of ways. For example, many early childhood programs are teacher-directed, with the focus being on planting ideas for the children to cultivate in their own time. Also, you may encounter a teacher of the male persuasion in your child’s classroom. Often, teachers in early childhood education are required to pursue some type of training and/or education relating to childcare, which was encouraged by Froebel. ( Ann Miles Gordon and Kathryn Williams Browne 21, 22) Froebel’s philosophy was that life was a school and the world was a classroom. He wanted the environment in which children learn to be full of discovery and adventure. He called the educational toys he created â€Å"gifts†, giving us insight into how he viewed learning and the teaching of the young mind. There are children in kindergarten all over the world thanks to the dedication of Friedrich Wilhelm Froebel. His work is an accomplishment that reflects on the way children are taught and cared for today. (Ann Miles Browne and Kathryn Williams Browne 21,22) Works Cited Gordon, Ann Miles and Kathryn Williams Brown. Beginnings and Beyond-Foundations in Early Childhood Education. 8th ed. California. Wadsworth. 2011, 2008.

Apple Inc. Management - Free Essay Example

Sample details Pages: 9 Words: 2754 Downloads: 4 Date added: 2019/08/16 Category Business Essay Level High school Tags: Apple Inc Essay Did you like this example? Introduction: It is no secret that Apple Inc. is one of the most successful companies worldwide, however, many individuals believe that they remain the best company in the world, (https://www.businessinsider.com/how-to-run-your-company-like-apple-2012-2). In order to receive a reputation this strong, both your business plan and style must be perfected. Don’t waste time! Our writers will create an original "Apple Inc. Management" essay for you Create order It is easy for outsiders to take a look at the success levels that Apple Inc. has met and provide feedback as a satisfied consumer, however, taking a look at the inside operations of Apple Inc. will leave individuals impressed as well. The management style that Apple chooses to implement is a very effective style and it opens the organization to a great deal of opportunity. Organizational Structure Design Considering all aspects of competition and the need to remain ahead of opponents, Apple takes the confidentiality aspect very seriously. When Steve Jobs was present within the organization, he was very keen when it came to privacy and keeping new ideas under the radar. Making sure that the ideas generated within the organization remained inside the corporation was very important in regards to staying ahead of the competitors; it still is very important today, even with Steve Jobs out of the organizational structure. The CEO of the company plays a very dominant part when it comes to organizational structure. The CEO, Tim Cook, provides guidance and structure for the next tier of employees, which happens to make up the executive team for Apple Inc.. Cook also has a direct communication with VPs whom report to Cook. After the tier of six individuals who fill the position of VPs that are reporting to Cook, falls the majority of the VPs for Apple Inc. which refer to the VPs one tier up for assistance or guidance. The type of structure that Jobs had implemented into Apple Inc. was very unique at the time and seemed to be very effective in the sense of success. Everything that went into and out of the corporation went directly through Steve Jobs office. The way that this is set up provides the CEO with the majority of duties and some individuals had said to believe that all of the company-drive should be split up and weighed out a little differently. (https://intothelook.wordpress.com/2013/11/24/organizational-structure-of-apple/) The VPs within the organization provide a good example of function-based grouping, (https://panmore.com/apple-inc-organizational-structure-features-pros-cons) which means that each individual has a task, or business function, in which they are focused on. This provides a sense of expertise for just about every business function within the organization. On the other hand, the lower tier take on a product-based grouping (https://panmore.com/apple-inc-organizational-structure-features-pros-cons) theme that uses a vice president for both different outputs and inputs. Steve Jobs had it set up in a way that he had the final say in a lot of decision-making and a ton of responsibility in regards to the process of innovation and creation. When Tim Cook took over, he implemented a few changes that were focused primarily around the level of collaboration. Rather than Tim Cook having the first and final say on controversial or decision-making issues, more employees now have a say. Though Tim Cook still has the spoke-and-wheel hierarchy (https://panmore.com/apple-inc-organizational-structure-features-pros-cons) feel within the workplace, the small alterations made seem to be showing a positive effect on Apple Inc. The type of departmentalization in which Apple implements is territorial departmentalization, which in more simple meaning, stands for an organization that chooses to group products by product line. Apple incorporates a high level of departmentalization. There are a handful of advantages, along with a handful of disadvantages that go alongside departmentalization by territories. An advantage that belongs to territorial departmentalization is that it places responsibility at a lower level [and] places emphasis on local markets and problems, (https://iedunote.com/departmentalization-by-territory.), while a disadvantage could be considered the fact that you must maintain a handful of employees that provide expertise in their abilities to be an effective manager. INTER/INTRA ORGANIZATIONAL PROCESSESS Over the years, Apple Inc. has adopted a mechanistic organization versus an organic organization; this was inherited by the centralization within the organization and the standardization aspect that Apple heavily relies on. Apple easily applies the mechanistic structure into their organization due to their mass-production of technology-based products and their chosen and developed leadership style. Strategy The Porter Analysis is done by analyzing five aspects of a business, these aspects are: industry rivalries, the threat of new entries, the power of suppliers, the power of customers and the threat of substitutes. Being such a technology-based company in such a tech-based era, Apple has encountered a handful of successful competitors; this takes a little bit of power away from Apple. Though Apple has remained on top of their competitors thus far, they must remain reasonable in a sense of pricing and staying fair due to the ability for consumers to make purchases from their common competitors, such as Samsung. In regards to the potential of new entrants, Apple sits pretty comfortably. It would not be feasible for a company to start up in such a technology-based market and end up level with Apple. The market that Apple Inc. lies in would take both a great deal of time and a great deal of money for a competitor to enter. Apple provides a decent barrier, which is attractive to the investors eye. The power of customers is driven by a handful of aspects such as how many buyers or customers a company has, how significant each customer is, and how much it would cost a customer to switch from one company to another, (https://www.investopedia.com/terms/p/porter.asp). Apple Inc. holds a pretty dominant stand when taking a look at the number of consumers that they have. Apple provides very good quality products to their consumers, so the cost in switching from one company to another may not be a smart decision considering the decrease in quality that they could be taking. The power of suppliers may be Apples biggest downfall. Apple has a lengthy list of suppliers that are located both in and out of the United States. Considering that Apple relies on 200+ suppliers, their suppliers hold a lot of power, however, they do have a lengthy list, which spreads out the amount that Apple depends on each individual supplier. Apple has a comfortable stand in regards to the threat of substitutes. Apple provides consumers with very high quality products that can perform a handful of tasks; therefore it would not be easy or feasible to find a product that can out-perform an Apple Inc. product. Of the five forces that the Porter Analysis takes into account, this would be one of Apples most comfortable positions. CEO Tim Cook implemented Apples most current vision statement: We believe that we are on the face of the earth to make great products and thats not changing. We are constantly focusing on innovating. We believe in the simple not the complex. We believe that we need to own and control the primary technologies behind the products that we make, and participate only in markets where we can make a significant contribution. We believe in saying no to thousands of projects, so that we can really focus on the few that are truly important and meaningful to us. We believe in deep collaboration and cross-pollination of our groups, which allow us to innovate in a way that others cannot. And frankly, we dont settle for anything less than excellence in every group in the company, and we have the self- honesty to admit when were wrong and the courage to change. And I think regardless of who is in what job those values are so embedded in this company that Apple will do extremely well. Apple is a company that will continue reaching for success and growth within their profitable organization, the vision statement implemented really breaks that down and simplifies it in a sense of what the company values and is looking to obtain. The vision statement is a very detailed piece of work that puts into perspective their business plan and marketing strategies. Apples mission statement has also been a piece of work that underwent changes and alterations over the years. The current mission statement is: Apple designs Macs, the best personal computers in the world, along with OS X, iLife, iWork and professional software. Apple leads the digital music revolution with its iPods and iTunes online store. Apple has reinvented the mobile phone with its revolutionary iPhone and App store, and is defining the future of mobile media and computing devices with iPad. Within the mission statement, Apple is outlining all of the devices that they are well known for. They used this opportunity to capitalize on what they do and the quality products that they put out while attempting to out-shine their competition. Apple makes their intentions for the future of their organization very clear within the mission statement, they are in a sense saying that they are not done taking steps forward and they will continue to further develop as time goes on. Apples mission statement is a very powerful piece of work and it was designed to outshine competitors. Apple is a company that takes their corporate social responsibilities (CSR) very seriously, as just about any multinational company attempts to do. Apple has greatly satisfied and fulfilled their company stakeholders and their CSR. Apples success is largely influenced by their stakeholder groups, which consist of their consumers, employees, investors and employees of suppliers and distributors (https://panmore.com/apple-inc-stakeholders-csr-analysis). Apple puts a huge emphasis on the satisfaction of their stakeholders. Consumers remain categorized as Apples highest level of importance. They aim to keep their consumers satisfied and are constantly looking out for the next best thing that Apple Inc. has up its sleeves. Apple also strives to preserve everything that is produced at an acceptable price level. Apple also takes part in a handful of programs, such as one for recycling, which provides reassurance of corporate social responsibilities. Apple puts their employees as their second priority in a sense of their stakeholders. These stakeholders remain loyal based on compensation and career development. Apple strives to treat their employees very well and they provide competitive wages, along with great opportunities for development. Not only does Apple Inc. provide competitive wages and great career development aspects, they also provide very good compensation packages to their employees. Investors also remain very important to Apple, as they do any corporation. Apple Inc. provides their investors with very appealing aspects in regards to investing such as high profit margins and very strong and competitive financial positioning. It becomes very attractive to investors when a company is labeled as one of the most lucrative companies worldwide. As previously mentioned, Apple also takes their CSR very seriously, which is yet another aspect that attracts investors. Apples employees of suppliers and distributors make up the indirect stakeholders that the company preserves. These individuals are treated comparably to their employees; they receive competitive wages and countless benefits. Apple looks out for their employees and their suppliers and distributors by making sure that they are well taken care of. Apple has a Supplier Code of Conduct. The company monitors and imposes requirements on the employment practices of firms in its supply chain. Part of Apples policy is to terminate business relations with suppliers that continue to fail or refuse to satisfy this Code of Conduct. Apples 2014 assessment of suppliers shows that 92% of suppliers now comply with the 60-hour workweek rule, (https://panmore.com/apple-inc-stakeholders-csr-analysis). Apples industry strategy The corporate strategy that makes Apple stand apart from their competitors is differentiation in various aspects. Apple strives to create a product of quality that is going to stand out to consumers. Not only is the American multinational technology company striving to create a product that will stand out, however, they are also putting a huge emphasis on market expansion. Apple products are created with such advanced technology that leaves consumers very satisfied. Apples firm-level strategies. Leadership Tim Cook takes on and displays the situational leadership theory, meaning that there is not one, singular leadership theory that he goes by. Cook alters the style of leadership that he is going to take on regarding various factors such as the magnitude of the issue, the segment that he is working with and the sequential order of events. However, until Cook recently altered the leadership style that Apple implemented, Jobs had put into effect an unconventional leadership style, he strived to push employees to think deeper, using more complexity and he was very blunt to criticize. Both leadership styles have contributed to the great level of success that Apple Inc. has encountered. As many successful businesses, Apple considers Maslows hierarchy of needs and places a heavy focus on the needs listed. Apple takes all-levels into high consideration. They have fulfilled their employee needs of physiological by setting an average salary of $108,483 which basically can ensure survival, (https://managementofapple.wordpress.com/motivation/), this is a very high average pay and can undoubtedly ensure survival factors. As mentioned earlier, Apple Inc. also provides their employees with incomparable benefits, which also meets priority needs alongside a competitive salary. While Apple meets Maslows lower-order, important needs, they also meet the higher-order needs. Apple provides a great deal of positive feedback to their employees, not only feedback, but employees can also receive salary increases and bonuses for preforming well on the job. Apple takes recognition within their organization very seriously and will not hesitate to reward an outstanding employee, which meets the sense of self-actualization on Maslows hierarchy. Any company that places such a threat on competitors within the market segment must provide their employees with a high level of motivation in order to ensure that they are providing their best work for the company. Human Resources Apple has a very successful human resources department with very exclusive techniques, of which they actually prefer to release minimal information on. Apples HR representatives are trained to put an immense amount of effort into recruiting; they spend a lot of time recruiting the most superior employees from other firms, frequently competitors (https://management-training-guru.com/2013/12/hr-strategy-at-apple-make-their-employees-creative-and-innovative/). Apple displays their open job opportunities on their company website as well to provide a competitive entry and appeal to all individuals. Apple incorporates a different style of training than a lot of other companies; they actually hold a number of training classes referred to as Apple University. Throughout Apple University, you learn the ins-and-outs of the company, all of the way from the history to the perceived future. Upon completion, you receive a diploma that recognizes your contribution to the training and development program. Though this seems to be a different style of training and development, it has definitely seemed to be effective ever since the university was put into play. As far as the performance appraisal process within the organization goes, the individuals who are deemed to be the best fit for the position are selected and are moved into the interview process, where they will start of with a practical exam and their skill sets will be evaluated. If the exam goes well and their skills seem to meet the level that Apple is searching for within the employee, they will go through rounds of face-to-face interviewing, where levels will depend on the position in which the individual is applying for. After being selected for the position, an employee for Apple will sit down with them and go over the benefits, pay and a further job description. After the individual accepts the job, they will take place in training and will in due time be moved into their given position where they will be evaluated again. (https://www.quora.com/What-is-the-recruiting-and-hiring-process-of-Apple-How-does-one-contact-their-HR-department) My Perspective I personally would unquestionably be interested in joining Apple Inc. as an employee. I believe that they treat their employees very well and the benefits are incomparable. Their training and development opportunity is very appealing to me as well. The aspect of Apple Inc. that I liked the most is that employees receive recognition and even benefits and/or advancements for their hard work within the organization. The aspect that I disliked the most was the fact that the hiring process seems to be very long and in a sense drug out, however, that is to be expected when applying to be a part of such an exceptional corporation.