Setting Writing Targets

Setting Writing Targets Setting Writing Targets Setting Writing Targets By Ali Hale When you’re chipping away at a major, long haul composing objective †maybe turning into a distributed writer, or getting by from your composing †it’s simple to get debilitated or occupied en route. Once in a while the bay between where you are with your composition and where you need to be can appear to be a closed gorge. This is the place it assists with setting littler, explicit composing targets: ones that you realize you can meet, and which will make you stride by-step towards your possible objectives. 1. Work out your need for the year In 2007, I was concentrating on short stories: my objective was to compose at any rate two consistently and submit them to rivalries or distributions. I finished the year with more than twenty five completed short stories. It’s as a rule not a smart thought to part your concentration between a few ventures. On the off chance that you compose around an occupation or family life, pick your one need for the year: regardless of whether it’s at long last getting around to composing that novel you’ve been arranging, developing an assortment of verse, posting consistently on your blog, or cleaning up your business composing aptitudes. 2. Set reasonable focuses for yourself For my situation, I could oversee two complete short stories for every month while working all day †it was somewhat of a stretch a few months, however feasible. In the event that I’d attempted to compose a short story consistently, I’d have surrendered before January was finished. Make an effort not to give yourself an objective that depends on outside powers: intending to have something distributed each month is commendable, yet it’s affected as much by the impulses of editors as by your own composing capacities. Some great targets could be: Composing 500 expressions of your novel consistently. Composing a sonnet each Saturday. Posting another section on your blog three times each week. Perusing two parts of a book on composing each week, and evaluating a few activities. 3. Monitor how you’re doing At the point when you have day by day or week by week targets, keeping a visual record of progress can be exceptionally spurring! What about putting a tick or gold star on the schedule for consistently that you meet your objective, or keeping a divider diagram of word-check progress by your work area? In the event that you incline toward an all the more cutting edge approach, Joe’s Goals is a simple method to monitor how you’re jumping on. You may likewise discover booking composing meetings in task the executives programming, for example, Remember the Milk helps †now and again, our minds function admirably with a cutoff time. 4. Evaluate in the case of meeting your objectives is getting you closer to your objectives It’s extraordinary to tick off those four finished sonnets each month, or those three blog entries every week †however following a couple of months, investigate in the case of meeting your objectives is really taking you closer to your objectives. In the event that you’re attempting to win composing rivalries, would you say you are getting short-recorded at this point? On the off chance that you need more perusers for your blog, have guest numbers risen? On the off chance that your point is to improve your composing abilities, are perusers remarking all the more well on your work? Once in a while, you may need to overhaul your objectives so as to gain quicker ground towards your objectives: your objective of four sonnets every month may be excessively driven if you’re hurrying them and delivering unsatisfactory work, and you may arrive at your objective of an opposition win sooner on the off chance that you rather just thought of one extraordinary sonnet every month. Do you have enormous, long haul objectives or dreams for your composition? What littler targets would you say you are setting yourself on an every day, week after week or month to month premise to assist you with coming to these? Need to improve your English quickly a day? Get a membership and begin accepting our composing tips and activities day by day! Continue learning! Peruse the Writing Basics classification, check our mainstream posts, or pick a related post below:75 Synonyms for â€Å"Angry†Homonyms, Homophones, Homographs and HeteronymsGrammar Review #1: Particles and Phrasal Verbs

Safeguarding And Protection Of Vulnerab

To secure someone is to guard them from mischief and injury and the term defending intends to shield from mischief or harm with fitting measures. As an individual's psychological limit is applicable with respect to protecting, as a specialist, you need to acknowledge that a grown-up is settling on decisions that to you might be incautious, however If they are regarded to have mental limit, there is next to no you can do separated from educate them concerning this. As grown-up shielding isn't â€Å"clear cut† you need to guarantee that you don't think the choices they are making are rash since you yourself wouldn't do it.The lion's share of our customer bunch are powerless, and on the off chance that we take a gander at the grown-ups that e work with that abuse substances, this can be a hazy area concerning protecting. Clearly if a grown-up decides to utilize a substance, that is their choice, nonetheless, substances weaken your brain and your Judgment, so if something transpir es while they are impaired, this ought to be a defending issue and ought to be managed accordingly.By ensuring someone this could infer that others are settling on a choice for a grown-up as opposed to with them, yet the current protecting enactment set up acknowledges that people reserve the option to face challenges o long as they have limit and comprehend the suggestion or outcomes. A case of this would be a customer what our identity is right now working with who is a reliant alcoholic with waterfalls in the two eyes so he has basically no sight. This man Is amazingly helpless against burglary and individuals exploiting him.The work that we do to secure him riches the house Is down to earth things Like expelling trip risks, returning things precisely where they are in the level and managing him when we take him out shopping. This man turned into the subject of shielding when someone thumped his entryway professing to be a gathering official and requested that he ay the entirety of his Council charge unfulfilled obligations. Besides, one of his â€Å"friends† used to do his looking for him however this has brought about cash disappearing from his financial balance. This man of his word has mental limit in spite of the fact that this must be addressed on the off chance that he has chosen to drinks entire container of vodka.Although it isn't beneficial for him, it is his choice to drink liquor and that must be regarded. We can instruct him with respect to the dangers to his wellbeing and how this could place him in defenseless circumstances. We can shield him from his companion approaching this financial balance by owing looking for him, in any case, If he rejects this solicitation, we can just make him mindful that cash may well disappear once more. We as a whole have an obligation of care towards our Child Protection, diverse social consideration groups can have altogether different perspectives/conclusions on what is a shielding matter. . 3 Explain the administrative system for protecting helpless grown-ups There are numerous Acts and Government activities set up with respect to powerless grown-ups shielding. Human Rights Act (1998) †This Act is a benchmark whereupon administrations can survey how they maintain a people rights. Open bodies, for example, Police, Courts, emergency clinics and so on, and different bodies doing open capacities need to agree to the Convention rights. The rundown underneath subtleties the key rights and opportunities that people approach to.Everyone has a privilege to life, an existence with opportunity from torment and barbaric or debasing treatment. A privilege to freedom and security, opportunity from bondage and constrained work. The privilege too reasonable preliminary with no discipline without law. Regard for your private and family life, home and correspondence. Opportunity of thought, conviction and religion and opportunity of articulation. Security from separation in regard of these r ights and opportunity. Opportunity of articulation and the option to wed and start a family. The privilege to serene pleasure in your property and the privilege to education.Care Standards Act (2000) †this drove onto National Minimum Standards and methods for estimating care administration quality. This demonstration has set up an autonomous administrative body for care benefits, (the National Care Standards Commission). Autonomous Councils are required to enroll Social Care Workers, set principles in social consideration work and manage the instruction and preparing of Social Workers. It accommodates the Secretary of State to keep up a rundown of people who are viewed as inadmissible to work with helpless adults.The fundamental motivation behind the Act is that neighborhood specialists will be required to fulfill indistinguishable guidelines from free area suppliers. The Act made for the arrangement of a General Social Care Council whose job it is are to direct the preparation of Social Workers, increase expectations in social consideration through codes and lead and practice with a register of social consideration staff to be set up and kept up by the committee. Care suppliers who gracefully people to work in care segments will be under an obligation to allude individuals to the rundown who are viewed as unacceptable to work with powerless adults.Care suppliers need to do checks of the rundown before offering work in a consideration position working with defenseless grown-ups and should reject work to any individual. No Secrets (2000) †This direction was created because of genuine episodes of misuse and to likewise guarantee consistence with the Human Rights Act. Albeit No Secrets isn't enactment it holds the status of legal direction and neighborhood social administrations ought to follow this. The key explanations comparable to No Secrets are; Every individual has he option to carry on with an actual existence liberated from misuse, misuse and ne glect.There ought to be no segregation in regards to manhandle due to presumptions about class, sex, age, incapacity, sexual direction, race, religion or culture. Grown-ups in danger of misuse must be made mindful of their privileges and given data, exhortation and backing. They ought to be empowered and urged to get to the insurance of the law and lawful procedures where they wish to do as such. Each exertion must be made to advance the prosperity, security and wellbeing of grown-ups in danger of maltreatment in accordance with their privileges, mental limit n the game-plan to take while being given every single imaginable type of support.An grown-up may decide to stay in an injurious situation, and, in such cases it is essential to think about what exhortation and backing can be offered to decrease the danger of damage. Successful bury office working is critical for the protecting of grown-ups from misuse. Powerful data sharing, joint efforts and comprehension among offices and ca llings are foremost in defending grown-ups. No single organization can act in disengagement to guarantee the government assistance and security of grown-ups in danger of misuse and data and dynamic must be shared.Valuing People (2001) †This is explicitly identified with those with learning handicaps and has been composed from a human rights point of view and furthermore began the personalization plan. It incorporates the few key rights; People with learning handicaps and their families have indistinguishable human rights from every other person. Autonomous Living †All impaired individuals ought to have more noteworthy decision and authority over the help they have to approach their every day life. They ought to have more prominent access to lodging, instruction, work, relaxation and move and be allowing the chance to take part completely in family and network life.Control †People with inabilities are to be included and in charge of choices made about their life. They are to be furnished with the data and backing to comprehend the various choices and results so they can settle on educated choices. Consideration †Being ready to take an interest in all the parts of network. To work, learn and meet individuals. To turn out to be a piece of an informal organization and have the option to get to administrations and have the help to do as such. Defending Adults (2005) †The point of this was to change the idea of security and was equipped towards the individuals who needed capacity.This is the place the idea of overhauling developed with people facing educated challenges and practicing decisions as opposed to specialists starting to lead the pack. Shielding Adults (2005) is comprised of eleven arrangements of good practice guidelines. Every neighborhood authority has set up a multi office association to lead in protecting grown-ups work. Responsibility for and responsibility for grown-ups work is to be perceived by each accomplice's associatio ns body. The shielding strategy incorporates an away from of each individual's entitlement to live liberated from misuse and disregard, this message is to be effectively elevated to the public.Each accomplice office ought to have an approach of zero resilience of maltreatment inside the association. The shielding grown-ups organization regulates a multi office workforce that is fittingly resourced with a turn of events and preparing system. Anyone can get to data about how to pick up security from misuse and savagery to incorporate data about neighborhood safe guarding methodology. There is a nearby multi organization defending grown-ups strategy depicting how neighborhood specialists react to all grown-ups who might be qualified for network care administrations and who might be in danger of maltreatment of neglect.Each accomplice office has a lot of inside rules that are resolute with the nearby position safe guarding grown-ups approach. The rules set out the duties all things cons idered/laborers. The defending grown-ups methodology incorporate the accompanying stages †alert, referral, choice, shielding evaluation checking. The protecting techniques are accessible to all grown-ups secured by the approach. The organization office incorporates administration clients in all parts of their work.To incorporate observing, improvement, execution of protecting plans and evaluation. Mental Capacity Act (2005) †This Act is meant to ensure helpless grown-ups who are empower to settle on their own choices and it has 5 key standards. Assumption of limit †each grown-up has the privilege to settle on their own choices and must be

Essay Sample - Introduction

Essay Sample - IntroductionIn a traditional college admissions essay, it is not uncommon to find the student opening by stating what the student has to say, but for the essay samples introduction, it is not unusual to find the student initiating the essay as well. The concept of a formal introduction is fairly recent in college admissions, and an essay sample that utilizes this term does not necessarily indicate a bad composition or even a poor essay.But many students have a problem with the essay samples introduction because they are taught not to do so, by being taught from a young age. They are taught in high school and early on in college admissions that writing a formal introduction is wrong. A formal introduction is a formal introduction, and students who are too casual in their style will not be taken seriously.The problem with essay samples introductions is that they are often delivered in a way that sounds impersonal. The introduction is delivered in a monotone voice, delive ring information in a disinterested manner. Some students might say that the introduction is impersonal because it lacks passion.The problem with a student who introduces an essay with a monotone is that it leaves the reader unimpressed. If the introduction seems impersonal, the reader will believe that the essay has little or no passion behind it. The reader will be given the impression that the writer has no real interest in their viewpoint.The essay samples introduction, therefore, must also have some kind of passion behind it. A more passionate introduction does not necessarily mean that the writer is not interested in their viewpoint, but it might mean that the writer wants to explore the ideas presented in the essay. A student might want to discuss a particular topic in depth, or they might want to talk about the ideas presented in the introduction that was just introduced, in order to tie everything together.Students who want to express their ideas to their essay samples intr oduction need to decide where their ideas are going to be introduced, and the way they are going to tell their story. This is where the student's style comes into play. Students can find themselves having trouble writing the essay's introduction because of the lack of style in their choice of words.If the student chooses to use too much emotion in their essay samples introduction, the words might seem to come out with the wrong emotions. In fact, a tone might be unintentionally chosen to create the wrong tone. The wrong tone could lead to the teacher giving a zero on the essay, since there are so many wrong tones that the essay samples introduction may sound rather synthetic.Students are encouraged to learn to write the essay's introduction by choosing the correct tone, and expressing themselves clearly. However, many students have difficulty with their writing. The task of choosing the right tone often becomes a struggle for many students.

How Barometers Measure Air Pressure

A barometer is a widely used weather instrument that measures atmospheric pressure (also known as air pressure or barometric pressure) -- the weight of the air in the atmosphere. It is one of the basic sensors included in weather stations. While an array of barometer types exist, two main types are used in meteorology: the mercury barometer and the aneroid barometer. How the Classic Mercury Barometer Works The classic mercury barometer is designed as a glass tube about 3 feet high with one end open and the other end sealed. The tube is filled with mercury. This glass tube sits upside down in a container, called the reservoir, which also contains mercury. The mercury level in the glass tube falls, creating a vacuum at the top. (The first barometer of this type was devised by Italian physicist and mathematician Evangelista Torricelli in 1643.) The barometer works by balancing the weight of mercury in the glass tube against the atmospheric pressure, much like a set of scales. Atmospheric pressure is basically the weight of air in the atmosphere above the reservoir, so the level of mercury continues to change until the weight of mercury in the glass tube is exactly equal to the weight of air above the reservoir. Once the two have stopped moving and are balanced, the pressure is recorded by reading the value at the mercurys height in the vertical column. If the weight of mercury is less than the atmospheric pressure, the mercury level in the glass tube rises (high pressure). In areas of high pressure, air is sinking toward the surface of the earth more quickly than it can flow out to surrounding areas. Since the number of air molecules above the surface increases, there are more molecules to exert a force on that surface. With an increased weight of air above the reservoir, the mercury level rises to a higher level. If the weight of mercury is more than the atmospheric pressure, the mercury level falls (low pressure). In areas of low pressure, air is rising away from the surface of the earth more quickly than it can be replaced by air flowing in from surrounding areas. Since the number of air molecules above the area decreases, there are fewer molecules to exert a force on that surface. With a reduced weight of air above the reservoir, the mercury level drops to a lower level. Mercury vs. Aneroid Weve already explored how mercury barometers work. One con of using them, however, is that theyre not the safest things (after all, mercury is a highly poisonous liquid metal). Aneroid barometers are more widely used as an alternative to liquid barometers. Invented in 1884 by French scientist Lucien Vidi, the aneroid barometer resembles a compass or clock. Heres how it works: Inside of an aneroid barometer is a small flexible metal box. Since this box has had the air pumped out of it, small changes in external air pressure cause its metal to expand and contract. The expansion and contraction movements drive mechanical levers inside which move a needle. As these movements drive the needle up or down around the barometer face dial, the pressure change is easily displayed. Aneroid barometers are the kinds most commonly used in homes and small aircraft. Cell Phone Barometers Whether or not you have a barometer in your home, office, boat, or plane, chances are your iPhone, Android, or another smartphone has a built-in digital barometer! Digital barometers work like an aneroid, except the mechanical parts are replaced with a simple pressure-sensing transducer. So, why is this weather-related sensor in your phone? Many manufacturers include it to improve elevation measurements provided by your phones GPS services (since atmospheric pressure is directly related to elevation). If you happen to be a weather geek, you get the added benefit of being able to share and crowdsource air pressure data with a bunch of other smartphone users via your phones always-on internet connection and weather apps. Millibars, Inches of Mercury, and Pascals Barometric pressure can be reported in any one of the below units of measure: Inches of Mercury (inHg) - Used mainly in the United States.Millibars (mb) - Used by meteorologists.Pascals (Pa) - The SI unit of pressure, used worldwide.Atmospheres (Atm) - Air pressure at sea level at a temperature of 59 Â °F (15 Â °C) When converting between them, use this formula: 29.92 inHg 1.0 Atm 101325 Pa 1013.25 mb Edited by Tiffany Means

Christians and the Environment - 1095 Words

Christian theology states that God created the earth and gave it as a gift to humans to be shared with all other living creatures. This belief is known as the â€Å"Creation-centered approach to the natural environment† (Massaro, p.163). This approach emphasizes the value of nature by recognizing humans as being an equal part of God’s creation under which all â€Å"species deserve protection† (Massaro, p.163). With such publicly known cases of pollution like the BP oil spill in the Gulf of Mexico or Bethlehem Steel’s pollution of Lake Erie decades ago, it is evident that humans have been using the environment in accordance with the Stewardship or even the Dominion model, both of which place humans above all other creations. According†¦show more content†¦Dr. Nawaraj argues that natural disasters such as massive earthquakes or volcanic activity are still a possibility in the area around Yucca Mountain, and that such disasters would inevitably cause the proposed massive storage container to leak radioactive waste into the land and water supply. This is why Dr. Nawaraj suggests keeping the radioactive waste in aboveground containers located throughout the country. Dr. Nawaraj justifies his solution by saying that such facilities â€Å"maximize the autonomy and decision processes of future generations†¦it would allow for the development of new technologies to deal with the material in better ways than primitive burial† (Gudorf and huchingson, p. 110). Government officials had similar thoughts because, facing the objection of the Yucca Mountain site by the state of Nevada in 2009, the federal government decided not to use Yucca Mountain and instead, impose an interim solution of storing all nuclear was in aboveground facilities nearby nuclear power plants (Gudorf and huchingson, p. 114). But which storage method, if any, is the most morally sound solution when thinking about future generations? Both previously mention ed methods of storing radioactive waste carry with them some sort of burden for future generations. If history has taught mankind anything, it is that nature, no matter how many calculations are made, cannot be one hundred percent accurately predicted, especially overShow MoreRelatedChristians and the Environment1279 Words   |  6 PagesChristians and the Environment Alexandra Gales Liberty University Online Christians and the Environment â€Å"For this is what the Lord says, he did not create it to be empty, but formed it to be inhabited† (Isaiah 45:18 NIV). Meaning that our earthly habitat is not unexpected, it is worth more than anything in this world. â€Å"For by him all things were created: things in heaven and or earth, visible and invisible, weather thrones or powers or rulers or authorities; all things were created byRead More Christians and the Environment Essays1243 Words   |  5 Pageslittle about the environment. Every day that passes seems to leave the world with more to be concerned with, the ever-increasing pollution, the deforestation, and the threat of nuclear waste. Taking responsibility for the environment is a duty that Christians should commit to. In fact, Christians should lead the world in taking specific actions in the preservation and restoration of the environment. Some environmentalists have blamed Christianity for the abuse of the environment. The 1967 articleRead MoreChristians Helping to Perserve the Environment Essay717 Words   |  3 PagesChristians Helping to Perserve the Environment Many Christians believe that God created the World and also made man to be its stewards i.e. To look after something that does not belong to you. Christians who want to be good stewards attempt to protect the World and the rest of creation, by dealing with environmental problems e.g. a major oil of the coast of Spain, or forest fires in Australia. Examples of these stewards are Green Peace who try to overt environmentalRead MoreThe Contemporary Business Environment : Kingdom Authority Christian Center1288 Words   |  6 Pages The Contemporary Business Environment: Kingdom Authority Christian Center Ken Davis Liberty University The Contemporary Business Environment A contemporary business environment is an approved way, for not-for-profit organizations and government agencies to handle their finances instead of the efficient and effective directives available. A contemporary business environment maximizes the potential of a business, and fully utilizing the resources, in an effort to make theRead MoreShould Christians Take Regarding The Environment And Its Preservation Or Restoration?1257 Words   |  6 PagesWhat specific action(s) should Christians take regarding the environment and its preservation or restoration? Religion has had a lot of interaction with the environment since God created the world. Humanity has a God given responsibility to take care of the environment. The changing state of the environment from bad to worse is a growing concern for communities and nations across the globe. Despite people that try to deny the fact that there are serious environmental issues, there is enough proofRead MoreOur Worldview Into The Classroom, A Secular And Christian School Environment930 Words   |  4 PagesIn today’s society it is hard to be a teacher; especially, in a secular school. The students in this setting need Christian teachers more than anything. The children today need to have a teacher that has biblical values and understands just how important it is to live by these values. Before stepping foot into a classroom, a teacher really needs to understand that each child’s worldview will make a difference as to how the teacher leads her instruction and how the students processes the instructionRead MoreEssay about Christians Need to be good Stewards of the Environment1206 Words   |  5 PagesThe well-being of the environment is the responsibility of all people. From the water in the ground, to the air that we breathe and everything in between, is a gift from God, and worthy of preservation. The book of Genesis says, â€Å"Then the Lord God took the man and put him into the Garden of Eden to c ultivate it and keep it† (Gen 1:15, New American Standard). It is clear by this passage that God intended for man to not only care and prepare the land for growth, but also to remain faithful in his responsibilitiesRead MoreActions That Christians Should Take Regarding the Environment and Its Preservation2163 Words   |  9 PagesActions That Christians Should Take Regarding the Environment and Its Preservation or Restoration Name Institution Date Outline and Thesis statement Thesis statement Christians have a wholesome and unending responsibility of being at the forefront in protecting and preserving the interests of the environment in the world Grounds The environment is one of the lucrative facets the world has. The concept of environmental conversation and preservation is a breakthrough to the entire planet. Read MoreWhat Impact The Word Of God Should Have On A Christian1083 Words   |  5 Pages† (ESV, 2016). If a person is to state that they are indeed a Christian, then they are agreeing that the Bible is the inherent word of God and that it will dictate the choices they make and the things they do. Considering what impact the word of God should have on a Christian it would be antithetical to Christianity for someone to state that it is not necessary for a devout Christian to care for and sustain the environment. Christians should be the leaders in environmental sustainability if theyRead MoreChristians and The Environmental Ethics958 Words   |  4 Pages An environmentalist is a person worships the environment and cares for nature more than people. Christians and others share the common perception that environmental ethics exist for how human beings should relate to the land, the free market perceptive and the environmental perceptive. Humans share a relationship with all creations of the earth. But as humans, they find themselves as having a role in the created order which is they have a closer relationship with the creator who has charged

Character Analysis of Captain Beatty (Fahrenheit 451)

Beatty, the Nearly Enlightened As fire captain, it is Captain Beatty’s job to promote and direct the eradication of knowledge and free thought within his district through the burning of books in Ray Bradbury’s novel Fahrenheit 451. Though one may expect his job to be one occupied by a brutish, obtuse man with a powerful inferiority complex, this is not so: Beatty is obviously intelligent, well-versed in literature, but also completely devoted to the act of book-burning and the structure that supports it. He is more than just than an ardent rule follower, however; his own embarkation upon an academic quest soured and embittered him on literature. He unleashes his own burning anger against books and eventually Guy Montag, an†¦show more content†¦Also, as a precursor to Beatty’s increasing suspicions of Montag (and as Montag’s mind becomes increasingly unsettled with its current state of affairs) the Mechanical Hound becomes more aggressive toward Montag, signifying a realization of Beatty’s suspicions and allowing him to subvert Montag’s security about his secrecy. Bradbury hints at Beatty’s clever deduction of Montag’s activities by sending the Hound (in a wonderfully subtle, sly move) to literally â€Å"sniff around† Montag’s house: â€Å"Under the door, a slow, probing sniff, an exhalation of electric steam. [†¦] And the smell of blue electricity blowing under the locked door† (72). While the fear of the Hound does not abolish Montag’s resolve to read the books, it does weaken it and he hastens to finish his scholarly task because he is afraid he’ll be stopped. This is one of the few instances where Beatty does not attempt to sway Montag by outmaneuvering him in a debate but is still present for (in some form) and aware of an act that goes against both the law and the firemen’s code. The final act of Montag’s that Beatty is explicitly aware of and violates both the law and the firemen’s code is his murder. In a deed of fear, desperation, and (ironically) atonement, Montag burned him with his own flames; the force of destruction Beatty had released inside of each of his firemenShow MoreRelatedCharacterization Of A Hero In Ray Bradburys Fahrenheit 4511272 Words   |  6 Pagescharacterization of a hero is also true in Ray Bradburys novel, Fahrenheit 451. Rodney A. Smolla introduces the main character in â€Å"The Life of The Mind and A Life of Meaning: Reflections on Fahrenheit 451† stating that â€Å"Montag begins the novel ostensibly proud of his profession and settled in life, but we soon find that there is disquiet beneath the surface† (897). Throughout the continuation of the story, Guy Montag is the main character who ultimately refuses to be controlled by the dictated environmentRead MoreAnalysis of Metaphors and Symbols in Fahre nheit 4512249 Words   |  9 PagesFarris 3 Lauren Farris Mrs. Reid AP English 4 21 March 2006 Analysis of Metaphors and Symbols in Fahrenheit 451 Fahrenheit 451, by Ray Bradbury takes the reader to a time where firemen do not put out fires; they start them in order to burn books, because books and intelligent thinking is outlawed. By using a combination of metaphors and symbols in this novel, Bradbury deepens the intricacy of his central them that censorship and too much government control is dangerous, and men should beRead MoreRay Bradbury s Fahrenheit 4512496 Words   |  10 Pagesessay. Ray Bradbury’s novel Fahrenheit 451 uses different literary elements, and character is one of the most important elements that contributes to the richness of this novel. Bradbury takes readers into a far future to give them a hint of what their world may become if care is not taken. With the use of different elements, Bradbury builds a world like no other, setting the novel very far into the future, many generations after the novel is written. The use of characters accurately depicts the storyRead MoreFahrenheit 451 By Ray Bradbury2 826 Words   |  12 Pagesentitled Fahrenheit 451. Bradbury depicts a dystopian society filled with mechanic-like, mindless, and thoughtless individuals living a life they think is normal and comfortable, but to people of intelligence, people with an interest in freedom of thoughts and mental stimulation, this society seems controlled, close-minded and wrong. Fahrenheit 451 is a creative, thought provoking piece of literature that encompasses a futuristic society in which books are illegal and banned. Through an analysis of theRead MoreAnalysis Of Ray Bradbury s Fahrenheit 4511743 Words   |  7 PagesIn Fahrenheit 451, by Ray Bradbury, the protagonist, Guy Montag, suddenly realizes his overwhelming discontent with life when he meets Clarisse McClean, a seventeen year old girl who introduces him to beauty of the world and the notion of questioning ones surroundings. This novel, having been released shortly after the Second Read Scare, a time when fear of communism lead to the baseless accusation of political figures by Senator McCarthy, was received with mixed reviews. However, today more so thanRead MoreAnalysis Of Ray Bradbury s Fahrenheit 451 Essay2089 Words   |  9 PagesThe analysis of Ray Bradbury s dystopian novel, Fahrenheit 451, shows that literature as books, education and alike is abused and criminalized in the heroâ€℠¢s reality, who is Guy Montag. The novel’s setting is when new things seem to have totally replaced literature, fire fighters set flames instead of putting them out, the ownership of books is deserving of the law and to restrict the standard is to court demise. The oppression of literature through innovation and technology can be analyzed throughRead MoreA Comparative Analysis Of Bradbury s Style1974 Words   |  8 Pages28, 2015 A Comparative Analysis of Bradbury’s Style As Seen in Something Wicked This Way Comes and Fahrenheit 451 Ray Bradbury was an American author who many argue revolutionized the concept of science fiction writing. Many SF writers commend technology, yet Bradbury is quick to vocalize the danger of it. He is not afraid of conforming to the regular standards of science fiction and is not afraid to voice his thoughts about technology. The story of Fahrenheit 451 is a dystopian novel whereRead MoreCharacter Analysis of Guy Montag829 Words   |  4 PagesJohntay Fuller Ms. Fleming amp; Ms. Humes English November 20, 2012 Character analysis of Guy Montag â€Å"If they give you ruled paper, write the other way.† This quote by Juan Ramon Jimenez means that sometimes rules are meant to be broken and sometimes rules are not always for the betterment of society. Rules give us structure, but they can hinder our humanity towards one another. The book Fahrenheit 451 by Ray Bradbury is about a dystopian society where books are burned and outlawed. Guy MontagRead MoreThe Book of English2652 Words   |  11 PagesElena Moya Mrs. Fayter English 10 Honors January 16, 2011 Montag Fahrenheit 451 by Ray Bradbury Physical Charcoal hair soft-colored brows and blush ash smeared checks, an unshaven look Looks like all the other fire fighters Emotional At the beginning Montag was content and satisfied with his job and life After meeting Clarisse he became confused Admitted he is unhappy He feels a deep sense of guilt and pain because of the condition of society Intellectual It was Montag curiosityRead More Analysis of Fahrenheit 451 by Ray Bradbury Essay3557 Words   |  15 PagesAnalysis of Fahrenheit 451 by Ray Bradbury Imagine living in a world where you are not in control of your own thoughts. Imagine living in a world in which all the great thinkers of the past have been blurred from existence. Imagine living in a world where life no longer involves beauty, but instead a controlled system that the government is capable of manipulating. In Ray Bradburys Fahrenheit 451, such a world is brought to the awareness of the reader through a description of the impacts

Mediating Of Organizational Identification -Myassignmenthelp.Com

Question: Discuss About The Mediating Of Organizational Identification? Answer: Introducation Maxfield (2016) in his article highlighted the impact of the culture of silence in the workplace. The people tend to remain silence, even if they learn about the misconduct or unethical conduct is being taken by their colleagues. It is observed in many of the cases over various different organizations that the employees are reluctant to raise their voice if they find any flaw in their superiors input to the company. This is due to the fear of misbehavior or negative impact that might arise in their carrier. Similar evidence can be noticed in the work of Nafei (2016), where he identified that many desires to speak up against the misconduct that takes place in the workplace or any other situation in the in their daily lives, but only a few can stand against it. This potentially decreases the organizational performance. The article of Maxfield highlighted many of the cases where the productivity of the organization faced significant fall due to the incapable decision taken by the higher authority. However, this could have been avoided as the employees could identify the gap in proposal made that ultimately resulted declination. The article also proposes some methods of changing the culture of silence existing among the employees. Maxfield assumes that the culture of silence is a common factor present in every organization. He further assumes that this is a result of insecurity in the workplace that the employees feel. This makes them incompetent for standing against the misconduct taking place. Furthermore, the author identifies that the employees waste a significant amount of time and productivity thinking, remunerating and complaining about the problem with their colleagues. These have direct impact on the productivity in the organizational level and in cases it can go down as less as 50% of their potential productivity (Maxfield, 2016). Thankfully there are ways to overcome the situation, where the leaders of the organization have to take a stand to eradicate the problem. The author has prescribed some of the tactics that might help the organization to overcome the situation. However, no evidence of efficiency of the tactics are presented in the article, which can be identified as the first limitation of t he article. Moreover, the author did not prescribe the procedure of implementing the tactics, which can be regarded as the second limitation of the work. Both qualitative and quantitative data are present in the article that makes us identify the presence of both the method of data collection and analysis. It can be assumed that the author has utilized the closed ended questionnaire for collecting the data on the opinions of the employees regarding the pressing issue discrimination and misconduct. Qualitative data on the other hand is believed to be collected using the open ended questionnaire (Flick, 2015). The qualitative data were collected from both the employees and the higher authorities of organizations incorporated in the study. Hence, it is possible to the evidence presence of a mixed method in the Maxfields work. Furthermore, the evidence of random sampling method is present in the article. The author conducted the study over 1025 managers and employees in various organizations regardless of the industry. Examples of healthcare along with other industrial firms can be used as the supporting evidence for the above statement. The research identifies the culture of silence in a number of organizations form diversified directions that ends up expressing similar results. A study on the healthcare reflects that 90% of the nurses dont speak up to the physician despite of knowing about the risk of the procedure being conducted. It puts the patients lives in danger. Moreover, the study on the workplace safety identifies that 93% of the employees in organizations accepts that they are usually aware of the risks, however they fear to speak up to the higher authorities or are unwilling to speak up. In spite, 78% of them complain to others, 66% get involved in unnecessary work, 53% ruminate the problem, and 50% get angry regarding the issue. In fact, 40% of these respondents admit that they waste around two weeks or so in due to these issues in spite of standing against it. The cost for this avoidance is around $50,000 for the company and $7,500 for the individual (Maxfield, 2016). The course focuses on different management approaches and methods, and organizational behavior. The learning provided in the class discusses about the organizational behavior and how it impacts the organizational performance. Organizational behavior is measured by the identification of deviation of employee behavior and code of conduct (Wood et al, 2016). The silence culture that has been discussed in the article is one of the major behavioral issues that the organizations face. The concept of silence puts any organization under major threat as it increases the risk factors. As mentioned by Maxfield (2016) in his article, the employees restrict themselves from speaking up for any identified risk for the company due to the pressure imposed by the superior authority. They are in constant fear regarding their safety within the organization. It might be job security or workplace harassment, whatever the reason is, the employees fear to speak up against the superior for anything decided b y their superiors. This not only increases the risk of a project, but also decreases the organizational efficiency. It is because of the factor that the employees waste time discussing about the risk with their fellow colleagues or anger they hold within about the topic. This behavior noticed in the organizations over various industries potentially decreases the efficiency as it is related to the concepts of organizational behavior. (a) Maxfield proposed four tactics the management can utilize to overcome the issue posed by the silent culture in any organization. The first tactics speaks of changing the perception. The people dont often speak up due to their fear of consequences that might incur. The management can impose the threat of negative consequences for not speaking up. This process utilizes the fear within the employee for a positive outcome. Secondly, employees need to gain control over their emotion while speaking up. It is seen that most of the whistleblowers take out their rage in the conversation, which needs to be avoided to continue a healthy conversation. Adamska (2017) agrees with the third tactic proposed by Maxfield and states that the managers can take to motive the employee is to feel them safe speaking up in the situation. It is will minimize their fear of the consequences that is the primary issue noticed in the silent culture. The fourth tactic is a continuation of the third where the em ployees should be encouraged to speak up in the comfortable environment provided by the manager. (b) The ideas provided in the article not only help the manager to solve the silence culture issues in the workplace, but also help in identifying them. According to Morrison (2014) making the employees feel safe can ultimately make them speak up about the reason they do not protest against the issues that they face in their workplace. Moreover, the threat of not speaking up will help can also make them disclose the problem they face in speaking up in any situation where the superior are wrong in making decisions. Morrison (2014) further argued that these can potentially help them in identifying the main causes the employees do not stand for against the wrong. It can also help them understanding if the issue is within the workplace or in their daily lives. (c) According to Kahya (2015) the first tactic proposed by the Maxfield is not a solution in this case as it will not resolve the issue of fear. Using fear for gaining positive outcome might sound useful for gaining short term advantage, but it is incapable for long term gain. Hence, recommendation can be made for the third tactic. The managers can ease the workplace environment by reducing the stress. This will definitely help the employees much safer in their workplace, which will help them tackle the situation. The safer the employees feel in the environment, the greater the mind will perform. It will help the management getting more innovative ideas for increasing the growth of the organization. The employees will not only stand against the risk, but can also provide ideas to resolve it. Article 1 : Gkorezis, P., Panagiotou, M., Theodorou, M. (2016). Workplace ostracism and employee silence in nursing: the mediating role of organizational identification.Journal of advanced nursing,72(10), 2381-2388. Article 2: Mannion, R., Davies, H. T. (2015). Cultures of silence and cultures of voice: the role of whistleblowing in healthcare organisations.International journal of health policy and management,4(8), 503. Gkorezis, Panagiotou and Theodorou (2016) worked the silence culture relating it to the health care sector. They highlighted the fact that the healthcare sector suffers the greatest threat from the silent culture in the organization as they deal with the patients lives. There are multiple evidences noted, where the healthcare providers escaped the risk at the last moment. The culture is present even after encouragement due to the presence of ostracism in the workplace environment. Healthcare scandals in many countries provide tangible evidence of the significant shortcomings in the protection and support offered to whistle-blowers even when they raise legitimate concerns (Mannion Davies, 2015). References Adamska, K. (2017). Silence and breaking the silence in an organization.Roczniki Psychologiczne/Annals of Psychology,19(1), 89-101. Flick, U. (2015).Introducing research methodology: A beginner's guide to doing a research project. Sage. Gkorezis, P., Panagiotou, M., Theodorou, M. (2016). Workplace ostracism and employee silence in nursing: the mediating role of organizational identification.Journal of advanced nursing,72(10), 2381-2388. Kahya, C. (2015). THE RELATIONSHIP BETWEEN LOCUS OF CONTROL AND ORGANIZATIONAL SILENCE: A STUDY ON THE TURKISH ACADEMICIANS 1.IIB International Refereed Academic Social Sciences Journal,6(19), 1. Mannion, R., Davies, H. T. (2015). Cultures of silence and cultures of voice: the role of whistleblowing in healthcare organisations.International journal of health policy and management,4(8), 503. Morrison, E. W. (2014). Employee voice and silence.Annu. Rev. Organ. Psychol. Organ. Behav.,1(1), 173-197. Nafei, W. A. (2016). Organizational Silence: Its Destroying Role of Organizational Citizenship Behavior.International Business Research,9(5), 57. Wood, J. M., Zeffane, R. M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., ... Osborn, R. N. (2016).Organisational behaviour: Core concepts and applications. John Wiley Sons Australia, Ltd.

Management Effective contemporary quality Management practices

Introduction Management is considered the most important aspect of operation in the organization. There are several factors that opt to be effectively managed and coordinated to ensure that the organization effectively and efficiently operates or function. There are several resources that an organization or company require to effectively and efficiently operate.Advertising We will write a custom report sample on Management: Effective contemporary quality Management practices specifically for you for only $16.05 $11/page Learn More However, human resources are considered the most important resources in an organization. This is because human resources are directly in charge of execution of duties and achievement of results in an organization. Basically, human resources are in charge of formulation and implementation of policies in an organization. Organizations require effective and realistic policies to efficiently operate. Furthermore, the human resource s or employees must be competent to ensure that the formulated policies are effectively implemented. This is a report paper discussing or debating the relationship between employees’ competency and organizational efficiency. Employees’ competency and efficiency in an organization Today, there are four major impediments that may affect the level of productivity in any given organization. These challenges include call to satisfy clients, need for innovation, call for a speedy response to the ever-shifting market requirements, and augmented levels of competition. Consequently, both managers and workers ought to be committed to the attainment of a company’s objectives in order to overcome these impediments. It is therefore necessary for management to come up with effective strategies to deal with the issue at hand, for instance, management should ensure that all aspects of a company’s operations are supportive and encouraging to employees. They can achieve th is by first ensuring that the organization’s basic requirements are put in place. Such requirements may include high quality of goods and services that employees can easily advocate for. Generally, such requirements require competent employees to ensure that they are met. Employee competency ought to begin with the top management and enforced among the junior employees too. Furthermore, an excellent system of delivery that guarantees that pledges and promises made to the customers are met, effective practices which are sincere, clear-cut and executed with honesty. Most importantly, management should consider the manner in which it should provide thrust to motivate workers as this influences their level of commitment to the company (Ferguson 36).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are several factors that are considered while evaluating efficiency of an organizatio n. These factors should be effectively coordinated and implemented to enhance efficiency of the respective organization. Basically, an organization requires competent staff or employees to achieve its goals and objectives, and effectively and adequately respond to market changes, produce quality goods and services and create or enhance good relation between the company and the public and enhance consumers’ satisfaction. Generally, efficiency of an organization is derived from the quality of goods and services it produces or offers in the market, its response to technological changes and market changes, consumers’ satisfaction and relation the company has with the general public among others. Therefore, an organization requires competent employees to enhance efficiency in operation. Furthermore, efficiency in organization is enhanced by competency of employees of the respective organization (Gowdy 28). Even though technology is known to dominate the current corporate se ction throughout the world, a lot of focus has recently been put on employees as well as the manner in which they are handled by their seniors. Basically, relationship between the junior and senior employees is determined by competency of both the junior and senior employees. It has been proved that competent employees professionally relate irrespective of their position in the respective organization leading to efficiency in the organizational operations. It is often said that the best managers produce the best results from their employees. As a matter of fact, throughout history, managers have devised several approaches and strategies which have been aimed at enhancing performance of employees. In addition, a lot of research has been carried out with regards to employee engagement. For this reason, there is need to critically examine employee engagement and competency as well as roles played by managers and relationship between employees’ self-efficacy and managers’ effectiveness. This will help to explain the impacts as well as benefits of enhancing employee competency through engagement. Moreover, it will help to illuminate on various ways that may be used to enhance employee competency through engagement in the respective organization (Bret 37).Advertising We will write a custom report sample on Management: Effective contemporary quality Management practices specifically for you for only $16.05 $11/page Learn More Organizational objectives, organizational efficiency and employees’ competency Businesses or organizations are formed with objectives or goals. However, there are different types of organizations, for instance, profit oriented and non profit organizations. Though non profit organizations are not after maximization of profits, they require competent employees to meet their goals or objectives. Objectives and goals are set by both profit oriented and non profit organizations. This is because objec tives and goals govern operations of individual organizations in the respective industries and market where they operate. Basically, organizations require competent employees so that they can outline or set realistic goals or objectives that can be achieved within the stated deadline (Uche 35). Objectives and goals set or outlined by an organization may lead to efficient operation of the respective organization or company. Achievement of the respective goals and objectives within the stated deadlines also reflects efficiency of not only the organization, but competency of the employees of the respective organization. Therefore, an organization requires a competent staff or management team to set or establish realistic objectives. Furthermore, organizations also require competent employees or staff to achieve the respective goals and objectives within the stated deadlines. This is because achievement of goals and objectives requires competent employees who understand the nature of ea ch objective and time required during the implementation period to achieve the respective goals and objectives (McCarthy 42). Objectives and goals of an organization may also determine the efficiency of the respective organization. However, this can only be realized in case the respective organization employees competent employees to enhance realization or achievement of the respective goals or objectives. An organization may establish effective goals and objectives, but the respective goals or objectives may not lead to efficiency of the respective organization. This can happen in case the organization lacks competent employees who can effectively implement the respective goals and objectives, and ensure their achievements within the stated deadlines by the respective organization. Generally, an organization requires a competent human resource team that can formulate realistic goals and objectives, which can lead to efficiency of the respective organization. However, formulation of effective goals and objectives may not be useful to an organization in case it lacks a competent human resource team to implement the respective goals and objectives.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, an organization should develop and maintain competent employees who can effectively work towards achievement of the goals and objectives, and enhance efficiency of the organization by ensuring that the goals and objectives are achieved within the deadlines stated by the management team during formulation of the respective goals and objectives (Singleton and Singleton 52). Employees’ competency, organizational efficiency and technological changes In operation of businesses, management has to consider both internal and external business environment factors. Organizations have direct influence over internal factors, but not the external factors though both affect operations of an organization, for instance, technological changes. There are several uncertainties in the business environment that organizations ought to effective respond to enhance efficiency in operation in the respective market and industry where they operate. Failure to adequately and effectively respo nd to these uncertainties may lead to losses or even closure of operation of the respective organization. Technology is dynamic and frequently changes and this also affects operations of organizations irrespective of their line of business or nature of businesses they transact. Generally, technological changes affect delivery of services and production of goods by organizations and companies in the market or globally (Silverstone and Sheetz 48). Organizations must effectively and adequately respond to changes in technology that directly affect their nature of business. Failure to respond to these changes may affect income levels of the respective organization. Furthermore, it may also affect operation of the respective organization. Efficiency of an organization is determined by the response the organization has towards changes that affect their operation. Basically, failure to respond to technological changes may lead to production of goods using outdated technologies, and delivery of low quality services in the market. Technology frequently changes due to developments and frequent research on technology. Furthermore, developments in technology influence production processes and delivery of services. Moreover, effective and adequate response of an organization to technological changes enhances efficiency of the respective organization. However, an organization requires a competent human resource team to effectively and adequately respond to these technological changes. Generally, effective response to technological changes may enhance efficiency of an organization because it may lead to adoption of better production methods and delivery of quality services, which meet the market requirements and demands of the respective consumer in the market (Bret 44). Effective response to technological changes is determined by competency of employees responsible for technological department in the respective organization. Employees need to frequently and regularly review technological changes and adopt or adjust to changes that directly affect their operation in the respective market or industry. Effective review of technological changes requires a competent human resource team that can effectively and adequately review technological changes and effectively advise the organization on how to adopt the new changes and enhance efficiency in operation by meeting market demands and requirements. Therefore, organizations require competent employees to effectively and adequately respond to technological changes that directly affect their operation in the respective market and industry. This can also enable an organization to meet demands of consumers by producing quality goods and offering quality services (Gowdy 55). Ensuring that Employees’ competency facilitates the Achievement of an Organization’s Goals Managers should ensure that they connect the employee competency strategies with the realization of the company’s objectives. As a matter of fact, employee competency should be seen as a means to an end but not an end in itself. Consequently, managers should ensure that they first establish the company’s main objective as it is pointless to have employee competency without linking it to the organization’s goals. Effective linking of the organizational objectives and employees’ competency may lead to increased efficiency in an organization. This is because it can lead to achievement of the outlined goals and objectives by the management team within the stated deadline. An organization should ensure that competency of its employees facilitates achievements of goals and objectives leading to increased efficiency in the organization (Mouse 72). In addition managers should ensure that they show their commitment to the ideas of competent employees, for instance, they should always make sure that they respond and act on employees’ propositions for improvement of the organization’s p erformance. It is indeed very exasperating to employees when they are asked for suggestions and their responses disregarded. Competent employees may positively contribute to increased efficiency in an organization through suggestions of ideas that can lead to improved operations within the organization. Generally, competent employees may suggest effective strategies that can lead to efficiency in operation in the respective organization, if the suggested ideas are effectively implemented (Silverstone and Sheetz 82). Moreover, supervisors should always volunteer to teach employees more about the business or organization itself. Employees can only contribute positive suggestions that can enhance efficiency in the organization if they are well versed with the organization where they work. This is because lack of enough knowledge on how a company runs may influence employees to give unsuitable suggestions. Basically, employees’ suggestions in an organization may be used to enhanc e efficiency. Ideally, knowledgeable and empowered employees are likely to produce best outcomes from employee competency programs. Employees are only empowered to give productive suggestions if they are competent and are well versed with their roles in the respective organization and how the organization operates too. Generally, employees’ competency can only contribute to the achievement of organizational goals and objectives if they understand the objectives and goals of the respective organization. Therefore, for an organization to reap from its employees’ competency, management has to enlighten its employees on the goals and objectives of the respective organization, and how the organization operates (Hopwood, Young and Leiner 73). Drivers of Employee competency Even though we can determine the level of employee competencies through employee surveys, we may not be in a position to identify necessary areas that need to be improved within an organization through sur veys. It is therefore important for managers to consider a variety of factors, which are also referred to as drivers, which are said to improve general employee competency and enhance efficiency in the respective organization. In case these drivers are effectively handled, a company can successfully deal with increasing employees’ degree of competency. These drivers include effective communication, performance intelligibility and response, organizational values, incentives as well as appreciation, excellent relationships between employees and managers, professional advancement prospects and familiarity of a company’s objectives are some of the major aspects that enhance employee competency hence enhancing efficiency in the respective organization (Hopwood, Young and Leiner 86). Employee perceptions of his/her job and company According to a recent study, a worker’s attitude towards his/her work in a particular organization has a major influence on his/her on loya lty to the organization which has a tremendous impact on customer satisfaction. Generally, it is believed that competent employees have positive attitude towards their work in respective organization and effectively undertake their duties. This may lead to improved services to customers and production of quality goods leading to increased customer satisfaction. Additionally, this may enhance efficiency in operation because individual employees understand and value their job in the respective organization. An organization requires competent employees because competent employees understand their job leading to positive perception about their job and the respective organization where they work in case they understand the values and culture of the respective organization too. Therefore, positive perception about a company or job by an employee may enhance his/her competency leading to increased efficiency in the respective organization (Manning 75). The clarity of job expectations in th e employees In case the management’s expectations are not clearly outlined to employees, and the entire fundamental resources are not adequately provided, unenthusiastic feelings such as boredom or bitterness may crop within employees and they are therefore likely to shift their attention from the organization’s general wellbeing to survival mechanisms. Employees should be well informed on the job expectation. This makes the employees prepared to carry out their respective duties. Better understanding of an organizational job expectation may also enable an employee to utilize his or competency in carry out respective duties in the organization. Generally, employees may not be able to effectively utilize their competency if they are not aware of job expectation in the respective organization. However, if employees are well informed on the job expectations in the respective organization, they may easily utilize their competency towards improvement of the organizational e fficiency. Moreover, though an organization may hire competent employees, benefits of their competency might not be realized in case the organization does not effectively and adequately inform the respective employees on the job expectations. An organization’s management should enlighten employees on job expectations in the respective organization. In return, this can enhance competency of the respective employees because they adequately understand their job leading to increased organizational efficiency. Therefore, clarity of job expectations may enhance employees’ competency leading to increased efficiency in the respective organization (McCarthy 63). Professional development opportunities Research has shown that career improvement opportunities often have a positive impact on workers attitudes as it contributes to employee motivation. As a matter of fact, in many organizations, this is often suggested by employees and made effective through management. In most cases , career improvement has a positive impact on an organizations general performance. Generally, professional development opportunities are meant to enhance employees’ competency in respective organizations. Employees enhance their performance by undergoing different trainings related to their area of profession. Organizational efficiency greatly relies on employees’ competency. Since professional development opportunities leads to increased employees competency; therefore, it also contributes to efficiency of respective organizations that have established employee professional development plans or programs. An organization requires competent employees to enhance efficiency. However, employing and maintaining competent employees or staff may be difficult. Organizations need to establish a professional development plan or program so as to enhance competency of the respective employees to enhance efficiency. Professional development plans or programs are essential in boost ing employees’ competency leading to increased efficiency in the respective organization. Therefore, professional development plans or programs may enhance employee competency leading to increased efficiency in the respective organization (Lenox 45). Regular and effective communication between employees and managers Management should always strive to present an opportunity for dialogue where employees air their views, are appreciated and reminded of management’s expectations. This way, employees are likely to develop a feeling of belonging and hence likely to influence their productivity positively. Communication is an essential management tool that positively contributes to efficiency in organizations. Employees and managers should frequently and constantly communicate to enhance efficiency in the respective organization. This is because effective communication between managers and employees enables both the managers and employees to understand the organization better . It may also enable the employees to understand changes in the organization and how to adjust to such changes without affecting operations within the respective organization. Furthermore, regular and effective communication between and among employees may enable employees to decide on the necessary changes that the respective organization require leading to increased efficiency. Basically, regular and effective communication between managers and employees may enhance employees’ competency leading to increased efficiency in the respective organization. Therefore, an organization requires regular and effective communication between junior and senior employees to enhance their competency leading to increased efficiency in the respective organization (Silverstone and Sheetz 74). An effective relationship among workers and with superiors An effective relationship among employees and with their superiors is a vital ingredient ‘ in an organizations general performance. In cas e employees do not relate with their fellow employees as well as managers in a cordial manner, then they are not likely to perform at their best. As a matter of fact, employee adequate incorporation of their competency is a direct manifestation of workers feeling towards their relationship with their colleagues and superiors. In addition, such a relationship moves management closer to workers and they are thus in a better position to understand workers grievances and respond to them appropriately. In such instances, management is able to depict when performance is not at its best in good time and thus act promptly. In return, this may lead to increased efficiency in the respective organization. Efficiency in an organization can only be enhanced by performance of employees in the respective organization. Furthermore, competent employees are most likely to enhance efficiency in the organization because competent employees effectively perform their duties. Generally, efficiency in an o rganization may only increase if employees effectively and professionally relate with their supervisors. This is because it leads to good working relation and enhancement of competency. In the long run, this may enhance efficiency in the respective organization (Mouse 94). Perceptions of an organization’s culture and values An organization’s culture and values postulates a vital inspirational factor of employee engagement and competency. Absence of the two is likely to affect a company’s performance negatively. Organizational values and culture stipulates on the expected codes of conduct among employees in the respective organization. This might enhance efficiency of the respective organization if employees adhere by the culture and values of the respective organization. An organization need to enhance employees understanding of their culture and values to enhance their operation in the respective organization. This might also increase competency of employees in the respective organization leading to increased efficiency in operation. Therefore, organizations need to enlighten employees on their cultures and values so as to increase their competency in operation leading to enhanced efficiency (Uche 62). Reward for competency In any organization, it is important for managers to reflect on the benefits that an organization stands to gain if they offer incentives to employees. This is an important way of improving employees’ drive and thus improves their engagement and competency. In order to achieve this, it is important for supervisors to set sensible goals for employees, pick the most appropriate rewards for the incentive program, constantly address reward issues, come up with several and different winners and different rewards, support constant effort, present awards in a transparent manner and assess incentive programs on a regular basis. Rewards to competent employees or best performing employees greatly motivate employees to wor k hard to be recognized by the organization’s management. In return, this enhances employees’ competency because individual employees will have to work towards achievements of respective goals within the stated deadlines to be appreciated and rewarded accordingly. This increases employees’ competency hence enhancing efficiency of the respective organization (Singleton and Singleton 86). Conclusion Organizations operate to enhance efficiency hence increase their market share and profit level. Basically, organizational efficiency relies on employees’ competency. There are several factors that an organization has to effectively respond to so as to enhance efficiency, for instance, technological change, market demands and requirements, service delivery and production of products among others. Furthermore, there are drivers that may increase employees’ competency leading to increased efficiency in respective organizations, for instance, professional dev elopment plans or programs, competency reward system and regular and effective communication among employees among others. Considering relationship between employees’ competency and organizational efficiency, organizations need to promote employees’ competency so as to enhance efficiency in the respective organization. Works Cited Bret, Sharon. Essentials of Human Resource Management. Oxford: Oxford University Press, 2008. Print. Ferguson. Management: Effective contemporary quality Management practices. New York: Infobase Publishing, 2010. Print. Gowdy, John. Organizational Efficiency and Employees’ competency. Chicago: CRC Press, 2010. Print. Hopwood, William, Young, George, and Leiner, Jay. Management and employees’  Competency. McGraw-Hill Companies, Inc, 2011. Print. Lenox, Marcel. Effective Management towards organizational efficiency. New York: Springer, 2009. Print. Manning, George. Management: Organizational efficiency. Chicago: CRC Press, 2010. Print. McCarthy, David. ‘Contemporary Human Resource Management: Competency Based Approach.’ Cambridge; Cambridge UP, 2011. Print. Mouse, Mika. Management: Competency based approach. Indiana: Pearson Education, 2010. Print. Silverstone, Howard and Sheetz, Michael. Employee competency and Organizational  Efficiency. New York: John Wiley and Sons, 2011. Print. Singleton, Tommie, and Singleton, Aaron. Contemporary Management, Organizational  Efficiency and employees’ competency. New York: John Wiley and Sons, 2010. Print. Uche, Austin. Human Resource Management. Cambridge: Cambridge UP, 2009. Print. This report on Management: Effective contemporary quality Management practices was written and submitted by user Jorge Winters 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.

Free Essays on Role Of The Government In Healthcare

Resource allocation: Changing the Face of Health Care in the United States Abstract Healthcare resources utilization, could the United States develop a more efficient system? If the Government and the Private Sector working to work together all Americans could have quality, affordable and access. By decreasing the number of agencies, combining and/or removing unnecessary and redundant, involved the system it could be streamlined helping to funneling most the dollars into actual patient care, reemphasizing the patient the true focus. Utilizing Healthcare Resources In the modern, idealistic, politically correct, self righteous society that is America we are at the bottom of the pile when it comes to meeting the basic needs of our own society, currently a large segment of Americans do not have access to quality healthcare services and some Americans to none. Some have basic services, work full time but when major illness strikes what little they have accumulated evaporates in the flash that is the cost of healthcare. Should not all Americans have access to quality healthcare? Government, the Federal, should step up to the proverbial plate taking a leadership role in the U.S. Health care system. Available delivery of quality healthcare should be of primary concern. This is not only true because it is humane, the right thing, but for economical advantages. The economy is dependant on a, if not happy, at least a healthy work force. This has been studied ad nauseam by big business looking for ways to increase productivity. In the past phys icians have been collectively against government involvement in health care, clamming no big government it will ruin our healthcare system. The loss of control i.e. treatment options, by physicians to Insurance Companies, is a small part of the frustration felt by not only physicians but patients and there families. Physicians also face rapidly falling reimbursements and increasing costs o... Free Essays on Role Of The Government In Healthcare Free Essays on Role Of The Government In Healthcare Resource allocation: Changing the Face of Health Care in the United States Abstract Healthcare resources utilization, could the United States develop a more efficient system? If the Government and the Private Sector working to work together all Americans could have quality, affordable and access. By decreasing the number of agencies, combining and/or removing unnecessary and redundant, involved the system it could be streamlined helping to funneling most the dollars into actual patient care, reemphasizing the patient the true focus. Utilizing Healthcare Resources In the modern, idealistic, politically correct, self righteous society that is America we are at the bottom of the pile when it comes to meeting the basic needs of our own society, currently a large segment of Americans do not have access to quality healthcare services and some Americans to none. Some have basic services, work full time but when major illness strikes what little they have accumulated evaporates in the flash that is the cost of healthcare. Should not all Americans have access to quality healthcare? Government, the Federal, should step up to the proverbial plate taking a leadership role in the U.S. Health care system. Available delivery of quality healthcare should be of primary concern. This is not only true because it is humane, the right thing, but for economical advantages. The economy is dependant on a, if not happy, at least a healthy work force. This has been studied ad nauseam by big business looking for ways to increase productivity. In the past phys icians have been collectively against government involvement in health care, clamming no big government it will ruin our healthcare system. The loss of control i.e. treatment options, by physicians to Insurance Companies, is a small part of the frustration felt by not only physicians but patients and there families. Physicians also face rapidly falling reimbursements and increasing costs o...

Case studies AED Wk 8 DQ 1 Replies Coursework Example | Topics and Well Written Essays - 250 words

Case studies AED Wk 8 DQ 1 Replies - Coursework Example There should be a record on the development of the student since their birth so as to project the future thus the requirements of Brandon. The strengths of the child are particularly necessary. Brandon has the capacity to pursue his future with a little help. Exceptionalities in this case include class work, social behavior, and self esteem. The information given was adequate to give feedback that has no bias. The interest affinities of the child form a positive side thus supremely necessary. The child can improve his profile by participating in class work thus improving his level of intelligence (Wong, 2008). Exceptionalities include the social life of the child, school work and the talents of the child. There should be information regarding the level of literacy of the child because William has difficulties in reading and writing. The areas of interactions in school and at home were necessary to give feedback. The child has a bigger positive side rather than a negative side. Exceptionalities include school work and development behavior. There should be more details on the capabilities and behaviors of the child. The strengths of the child is necessary for evaluation. The child with a little help can focus and learn complex topics (Wong,

Asian Economic Essay Example | Topics and Well Written Essays - 1750 words

Asian Economic - Essay Example â€Å"The 1993 World Bank policy research report† (Ryan 802) named The East Asian Miracle, identified eight â€Å"high-performing Asian economies (HPAEs)† (Ryan 802) and classified them into three distinct groups according to the duration of uninterrupted â€Å"positive real economic growth rates between 1960 and 1990† (Ryan 802). Japan alone occupied the first group. By the 1960s, Japan had already become matured as an economy by maintaining a remarkably high focus on economic development. Hence it had become a leader with an enviable record showing sustained economic growth for thirty consecutive years. The second group consisted of four countries recognized as ‘four Asian tigers’; namely, Singapore, Hong Kong, Taiwan and South Korea. All these four economies had witnessed soaring economic growth rates consistently since the mid-1960s until the mid 1990s. Three other countries, Thailand, Malaysia and Indonesia, were referred to as â€Å"newly indu strializing economies (NIEs)† (Ryan 802) by the World Bank. These countries that made the third group of HPAEs had been included in the list of the HPAEs in the beginning of 1970s. The outstanding growth rates and economic performances reflected by the eight nations had one thing in common. Excepting Japan, which had been categorized as a developed country by the 1960s, all the other seven countries had adopted strategic macroeconomic policies and implemented them to manage their economic activities, coupled with carefully selected policy interventions by their individual governments. Research reveals that in all these cases, the government played a decisive role in mobilization of resources. Government policies were assisted by foreign direct investment (FDI) and technological transfer from other industrialized nations of the world, particularly Japan and the USA (Ryan 802). Causes of the financial collapse in Asian economies Heavy dependence on cheap labor input Initially, c ompetitive advantage of these countries was founded on their endowment of abundant labor. Since supply of labor was abundant in these countries, labor input was cheap, which created competitive advantage for these countries in adopting labor intensive technologies of production. However, as the knowledge intensity increased in the exports made by these countries they increasingly started to rely on highly skilled labor force that was more productive than low skilled laborers and was also more disciplined. Krugman had made a controversial contention on the phenomenon of economic growth of the Asian economies (65). The renowned economist had put that these countries would inevitably face a downfall in their economic growth. Since the lofty growth rates of these countries were achieved principally through incorporation of higher amounts of labor input along with capital input into the production process of these economies. This led to higher output and hence higher GDP, but, did not in crease the net level of productivity. This was a stage when the economies were moving along the revenue curve in the zone of increasing returns. According to Krugman, it could be anticipated that these economies would reach the range of diminishing returns (Krugman 65) that would ultimately

An Analysis Of Family Structure And Dynamics Social Work Essay

An Analysis Of Family Structure And Dynamics Social Work Essay The concept of family identity can be defined as a familys subjective understanding of reality based on shared beliefs and experiences that determine how individual members interact and relate to each other and the world outside the family (Bennett, Wolin, McAvity, 1988). Throughout my childhood my family had two identities: a public identity that was shaped by societal expectations and norms, and a private identity that was governed by the unique needs and issues that plagued our family life. From a public perspective we were a traditional middle class family complete with a married couple, three children, and two dogs. We lived in a modest but nice home in a suburban community, my sisters and I attended private schools, and we were financially secure. However, few people were aware of the conflict, chaos, and abuse that occurred behind closed doors within our home. Our private identity, characterized by dysfunctional behaviors and interactions that occurred between various members of the family, told a very different story. The structure or organization of my family based on patterns of interactions, subsystems, and boundaries is important in understanding the dynamics within my family of origin (Minuchin, 1974; Nichols, 2011). The genogram, or family diagram, provided in the appendix illustrates a multigenerational view of structure and relationships within my extended family (Bowen, 1978; Nichols, 2011). However, for the purpose of this paper I will focus on the structure of my family of origin. My family consists of my father, Gerald, my mother, Alma, and three children: Michelle, the eldest, Jennifer, the middle child, and myself the youngest child. Our family structure was governed by familial roles, rules, and expectations (Nichols, 2011). My father held the role of financial provider within the family. His responsibility was to ensure that the family had financial security. My mother maintained the role of caregiver and leader. She was the matriarch of the family and was charged with the task of maintaining every aspect of the home and family. My oldest sister was the scapegoat and protector within the family. Family issues were often projected onto her forcing her to take responsibility and blame for family dysfunction (Shulman, 2006). She also held the role of protector within the sibling subsystem, and frequently shielded my middle sister and I from danger and harm within and outside the home. My middle sister was the quiet member and model child of the family. She is passive and rarely expressed opinions regarding family issues, and always made an attempt to satisfy familial expectations and demands (Shulman, 2006). As the youngest child, I played the role of gatekeeper within the family. My goal as the gatekeeper was to use my wit and humor to help the family return to a state of homeostasis by easing tension and restoring calm and peace within the family (Shulman, 2006). My family was also governed by a set of explicit and implicit rules and expectations (Nichols, 201 1). Explicit rules and expectations consisted of good behavior, high academic achievement, and the completion of various chores and duties within the household. Implicit rules helped fortify family secrets and included keeping family issues private, and forbidding family members to discuss or acknowledge the dysfunction within the family. Additionally, my family operated as a closed system with rigid boundaries limiting input from outside sources (Minuchin, 1974; Nichols, 2011). We were not open or welcoming to outside influences and support; rather, we internalized familial issues and problems. My mothers mental illness complicated family dynamics and contributed to the pathology within the home. My mother has Borderline Personality Disorder which made her a polarizing presence within our home due to her frequent fits of rage and unstable mental health (Nichols, 2011). Thus, the familys attention and energy was primarily focused on my mother and her needs (Nichols, 2011). My mother would frequently displace her anger and rage onto my sisters and I in the form of physical and emotional abuse. Her behavior affected relationships, boundaries, and attachment patterns within the family as illustrated in the family genogram. My mother exhibited an anxious-ambivalent attachment to my father due to her imminent fear of abandonment (Bowlby, 1988; Nichols, 2011). She desperately desired my fathers love and attention, but would behave in ways that created conflict and chaos within the marital subsystem (Bowlby, 1988; Nichols, 2011). As a result, my father developed an anxious-avoidant attachment to my mother, which resulted in him creating a rigid boundary within the marital subsystem in order to protect and distance himself from my mothers anger and concomitant feelings of helpless and frustration (Bowlby, 1988; Minuchin, 1974; Nichols, 2011). My parents were involved in a cyclical pursuer-distancer pattern of interaction that resulted in my fathers disengagement within the marital subsystem (Minuchin, 1974; Nichols, 2011). The dynamics, boundaries, and attachments between the parental and child subsystems were equally complicated. The relationship between my mother and my oldest sister was filled with conflict and tension. My mother was exceptionally abusive to my oldest sister which resulted in the establishment of disorganized attachment (Bowlby, 1988; Nichols, 2011). My oldest sister perceived my mother as frightening; yet, she desperately desired nurturance from my mother and fluctuated between distancing herself from my mother and desperately seeking comfort and security (Bowlby, 1988; Nichols, 2011). My oldest sister and my mother were psychologically and emotionally entwined or fused with one another despite years of abuse (Bowen, 1978; Nichols, 2011). My middle sister established an anxious-avoidant attachment with my mother (Bowlby, 1988; Nichols, 2011). As a child, my middle sister rarely sought help, guidance, or comfort from my mother as a result of the abuse she endured and my mothers inab ility to adequately address her needs for safety and comfort (Bowlby, 1988; Nichols, 2011). I established an anxious-ambivalent attachment to my mother in which I desperately depended on her for emotional support and encouragement despite her abuse, but rarely received adequate comfort and nurturance (Bowlby, 1988; Nichols, 2011). My sisters and I have an anxious-avoidant attachment with my father as a result of his inability to consistently provide us with comfort and safety in response to my mothers abuse (Bowlby, 1988; Nichols, 2011). The family dynamics, however, strengthened the sibling subsystem. My sisters and I have a secure attachment and are able to rely on each other for support, comfort, and nurturance in the face of adversity (Bowlby, 1988; Nichols, 2011). Culture and ethnicity also played an integral role in my family identity and dynamics. My parents are first generation Mexican-Americans and were raised in families that emphasized traditional Mexican cultural values and beliefs including a strong commitment to family, respect, trust, and religion (Rothman, Gant, Hnat, 1985). However, my parents raised my sisters and I in a bi-cultural environment that incorporated various aspects of American and Mexican culture and traditions. My parents emphasized trust, respect, and commitment within the family, but they also introduced American language, food, celebrations, and values including a focus on individuality, privacy, and achievement (Rothman et al., 1985; Beane, 2011). Additionally, contrary to traditional Mexican culture, there was a stronger emphasis on immediate rather than extended family (Rothman et al., 1985). Religion was also an important cultural aspect of our lives. My family is Catholic and placed a strong emphasis on relig ious beliefs and rituals such as praying before meals and attending church together every Sunday. Family Crisis/Transition In June of 1992 my family, as we knew it, changed forever. My father left our home without any prior notice or discussion and filed for divorce from my mother. His abrupt and unanticipated departure from our home left every family member struggling with feelings of shock, confusion, disdain, anger, and anxiety. The initial phase of the divorce process is identified as the most stressful time for a family due to the changes in family structure as a result of the absence of a parent, and subsequent pressures and demands for family members to take on new roles and responsibilities (Cooper, McLanahan, Meadows, Brooks-Gunn, 2009; Kelly Emery, 2003). Additionally, families often experience significant changes in socioeconomic, social, and health resources as the result of a divorce that often increases the level of stress within a family and complicates the coping and adaptation process (Cooper et al., 2009, p. 559; Kelly Emery, 2003). According to the ABC-X Model of Family Crisis, a fam ilys ability to adjust and cope with transitions and crises is based on the interaction of the following variables: A-the situation or stressor event, B-available resources, C-the familys perception of the event, and X-the degree of stress or crisis experienced by a family (McKenry Price, 1994). Let us now apply the ABC-X Model of Family Crisis to analyze my familys initial response to the stressful transition of my parents divorce. The stressor facing my family was the separation, and subsequent divorce, of my parents which left the family in a state of distress and significantly altered our family identity, structure, dynamics, and functioning. My fathers absence resulted in significant financial hardship for the family, which forced my mother to enter the workforce and take on the new and unfamiliar role of financial provider. The responsibility and demands of this new role affected my mothers ability to maintain her caregiver role within the family. As a result, my sisters and I had to take on many of her responsibilities within the home. Initially, my oldest sister took on the role of caregiver in my mothers absence. However, my oldest sister left for college shortly after my fathers departure which resulted in significant changes to the sibling subsystem and further complicated our familys ability to adapt and cope. My middle sister was forced to abandon her usual role as the quiet member, and assume the r ole of protector and caregiver. This new role placed a great deal of pressure on my middle sister and changed the dynamic within the new sibling dyad by increasing tension. Additionally, I was no longer able to successfully ease family tension and chaos as the gatekeeper, and assumed the new role of helping my middle sister maintain the household. The divorce also affected family attachment needs, boundaries, and relationships. After the divorce, my father was physically and emotionally cut-off from my mother and the rest of the family (Bowen, 1978; Nichols, 2011). My sisters and I had no contact with my father for a year following the divorce, which created a rigid boundary between him and the child subsystem and contributed to our inability to reconcile our grief and heal (Minuchin, 1974; Nichols, 2011). Additionally, boundaries between the parental and child subsystems, and within the sibling subsystem, became more diffuse as a result of the new roles and responsibilities of each family member (Minuchin, 1974; Nichols, 2011). The changes in family structure forced my middle sister to take on more of a parental role within the sibling subsystem. Additionally, my mother was unable to spend as much time within the home due to the demands of her new role as financial provider, which created a distance and disengagement between the parent and child subsystems (Minuchin, 1974; Nichols, 2011). My mothers relationship with my oldest sister was equally affected as a result of the transition. After she left home, my oldest sister was able to emotionally separate or cut-off my mother and the chaos within the home (Bowen, 1978; Nichols, 2011). However, my oldest sister continued to provide emotional support within the sibling subsystem. My mothers mental illness complicated her ability to cope with the transition and adequately address the attachment needs of my sisters and I (Minuchin, 1974; Nichols, 2011). Despite the complicated and chaotic relationship we each had with my mother we desperately needed and wanted her comfort, guidance, and nurturance in response to the pain, confusion, and anguish we were feeling. However, my mothers own emotional instability rendered her unable to adequately address our needs for attachment. My mother was preoccupied with her own needs for emotional comfort and responded in a cold and rejecting manner to our need for comfort and security. Rather, my middle sister and I were forced to provide comfort and solace to my mother and put our own needs aside. This role reversal further complicated the interactions and boundaries between the parent and child subsystems. Culture also influenced my familys perception of the divorce and ability to cope with the transition. The dissolution of a marriage and family is not well accepted within the Mexican culture due to the strong emphasis on family connection and commitment. In fact, families that experience divorce are often shamed and ostracized by extended family as was the case in our family system. My maternal grandparents expressed disdain and disappointment in my mothers inability to salvage her marriage and family, which created more tension within our family. Additionally, divorce was uncommon within our suburban community. We were the first family in our community to experience a divorce and this contributed to my familys feelings of embarrassment and shame. The divorce also altered our familys public identity of the ideal middle class family, and revealed some of the conflict and chaos within our home. Our family identity now reflected marital discord and a broken home. Our religious beliefs a lso complicated our ability to adapt after the divorce. Divorce is not supported or condoned within Catholicism which increased our feelings of embarrassment and shame in the Catholic community. My family had limited access to resources following the divorce. As previously mentioned, our family operated as a closed system which complicated our ability to attain adequate financial, social, and emotional support and assistance from external systems (Minuchin, 1974; Nichols, 2011). Our socioeconomic status, financial resources, and standard of living were significantly minimized. We transitioned from being a financially secure middle class family to living below the poverty line in a matter of months. Our access to social support was also limited as a result of the rigid boundaries separating my family from external systems of support such as family friends and mental health professionals (Minuchin, 1974; Nichols, 2011). Rather, each member of the family sought individual resources within and outside the family to help alleviate emotional distress and attain support. For example, my sisters and I sought support from external systems including friends and teachers (Nichols, 2011 ). We also relied on the secure attachment we had with each other for emotional support and guidance (Bowlby, 1988; Nichols, 2011). My mother sought emotional support from extended family, the child subsystem, and her new co-workers. My parents divorce was an unexpected event that significantly increased the level of stress within my family and contributed to changes in family identity, structure, roles, relationships, and resources. My familys resistance to seek and accept external resources and support further complicated our ability as a system to recover from our loss and adaptively cope with the transition. Cultural influences also contributed to a negative appraisal of the situation. My familys negative perception of the divorce resulted in feelings of hopelessness and despair rather than an emphasis on problem-solving and growth (McKenry Price, 1994). This negative perception significantly inhibited our ability to adaptively cope with the transition and associated stressors. My family was able to readjust structure and roles, but lacked cohesion and stability. The culmination of the event, the lack of sufficient resources, and the negative perception of the transition resulted in my familys appraisal of t he event as a crisis that disrupted equilibrium, increased pressure and stress within the family system, and negatively affected family functioning (McKenry Price, 1994).