The Development of the Atomic Theory free essay sample

The Development of the Atomic Theory Have you ever wondered how the atomic theory came to be? Or have you have wondered who it was that helped in its development? There was not just one man who came up with the atomic theory, but there were many scientists that contributed to its development. One of these scientists was Democritus, a Greek philosopher. Democritus was the son of Hegesistratus, and he was a student of Magians and Chaldaeans. By some authorities he was thought of as the greatest of the Greek physical philosophers. He was born in Abdera in Thrace sometime between 470 and 460 BC. Democritus studied under the Greek philosopher Leucippus, whose system he later on developed further. Democritus visualized atoms; atom is a Greek word for indivisible, which means as moving through space, then colliding to form the universe and the natural objects in it. Democritus was said to have excelled in all the branches of knowledge. We will write a custom essay sample on The Development of the Atomic Theory or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"His name was associated with the first exposition of the atomic theory of matter, according to which all matter is composed of single, indivisible atoms exactly alike qualitatively.† (Greek: pg 1) His theory was different from the theory of early philosophers, who believed that matter was composed of particles that differed qualitatively from each other, and that disagreed only concerning their differences. Democritus believed that the first principles of the universe were atoms and empty space, and that everything else was only thought to exist. He also believed that the space which the atoms moved in and their motion within that space was without end. Democritus’ theory also included that atoms were unlimited in size and number, and that they generate all composite things. He wrote extensively on the nature of matter, but only fragments of his original work still remain today. Democritus also contributed to ethics, theology, and psychology. The second scientist that helped in the development of the atomic theory was John Dalton, who was an English chemist. The idea of the atom was first suggested by Democritus, but his assumption was said to not be useful in explaining chemical phenomena, because he did not have experimental evidence to support those assumptions. It was the late 1700’s when early chemists began to explain chemical behavior in terms of the atom. â€Å"Joseph Priestly,  Antoine Lavoiser, and others were the ones that set the stage for the foundation of chemistry.†(Early pg.1) They did this by demonstrating that substances can combine to form new materials. It was John Dalton, though, who put the pieces together and helped in the development of the atomic theory in 1803. In Dalton’s theory he had five basic assumptions the first one stated that all matter consisted of tiny particles called atoms. Dalton along with others anticipated the atoms that composed all matter as tiny, solid spheres in different stages of motion. The second assumption was that atoms are indestructible and unchangeable. Atoms of an element cannot be created, destroyed, divided into smaller pieces, or transformed into atoms of another element. Dalton based this hypothesis on the law of conservation of mass which was stated by Antoine Lavoisier and others around 1785. The third assumption was that elements are characterized by the weight of their atoms. Dalton suggested that all atoms of the same element have equal weights. Therefore, every single atom of an element, such as oxygen, is alike to every other atom. On the other hand atoms of different elements, like oxygen and mercury, differ from each other. The fourth assumption was that in chemical reactions, atoms combine in small, whole-number ratios. The experiments that Dalton and others performed indicated that chemical reactions happen according to atom to atom ratios which were accurate and well-defined. The fifth assumption was that when elements react, it is possible that their atoms may join in more than one whole-number ratio. Dalton used this hypothesis to describe the reason it was that the ratios of two elements in various compounds, such as oxygen and nitrogen in nitrogen oxides, differed by multiples of each other. John Dalton’s theory was accepted because of its explanation of the law of conservation of mass, definite proportions, multiple proportions, and other observations. The third scientist that helped in the development of the atomic theory was Robert Millikan, who was a Nobel Prize winning physicist and one of the best known scientists in America. He was born in Morrison, Illinois. His father and mother were Silas Franklin and Mary Jane Millikan. Robert Millikan went to college at Oberlin in 1887 where he then began to have an interest in problem solving and experimentation. In 1893, after receiving his master’s degree, he was given a fellowship by Columbia University. Later, Millikan became a teacher and wrote several  physics textbooks. Robert Millikan realized that he was going to have to do important research if he wanted to make a name for himself, so he began to search for a research project that could produce fundamental results. Scientists in the past had estimated that the electron was a subdivision of the atom with a unit charge of constant value. Then in 1907 Robert Millikan began to explore ways to measure that charge. He then refined the method that was developed by the Scottish physicist C. T. R. Wilson, and Millikan developed the â€Å"oil drop experiment.† Then over the next few years he refined it, and then finally in 1913, Millikan published the value of the electronic charge. â€Å"He showed that the mass of an electron was truly 1/2000 of the simplest type of hydrogen atom. His experiment also showed that the charge to mass ratio was very high. This meant that although the mass of an electron is much smaller than that of a hydrogen atom it has about the same size charge as a negative ion of hydrogen.†(Robert 1909 pg 1) The fourth scientist that helped in the development of the atomic theory was James Chadwick, who discovered the neutron in 1932. He was born in 1891 in Manchester, England, and he graduated from Manchester University in 1911. He then stayed to work with Ernest Rutherford. Chadwick created an experiment that would help to answer the question of an unknown nucleus mass source. He smashed alpha particles into beryllium, a rare metallic element. He then allowed the radiation that was released from it to hit another target which was paraffin wax. After the beryllium radiation hit the hydrogen atoms in the wax, the atoms were sent into a detecting chamber. In physics it was recognized to be the only particle to have approximately the same mass as a hydrogen atom. The results of the experiment showed that an impact with beryllium atoms would release enormous neutral particles, which Chadwick called neutrons. This provided the answer for the hidden mass in atoms. His discovery helped to develop experimental work for all scientists. Because neutrons do not have any electrical charge, neutrons fired from a source have the capability to go through deep layers of materials and go to the nuclei of the target atoms. After Chadwick’s work, scientists all over began to attack all types of materials with neutrons. The fifth scientist who helped develop the atomic theory was J.J Thomson, who discovered the electron in 1897. He put his work towards a new theory that stated the atom was made up of small particles. Thomson discovered the  electrons, and he proved his theory with the use of the cathode ray tube. Scientists did many experiments, trying to find the structure of the atom. They passed an electric current through a vacuum tube, and saw light glowing inside the tube. It traveled in a straight line and they were not able to explain it. J.J. Thomson began doing more experiments on the cathode tube. He put two electric plates in its path, one of which was positively charged and another which was negatively charged. The glowing light bent towards the positively charged plate, and he found that the glowing light was smaller particles that were even smaller than the atom. In conclusion to this experiment, J.J. Thomson found the particle called the electron, and so his atomic theory was found. He stated that electrons came out of the trace gas that was inside of the cathode tube. Then because of what he stated, a new theory which said that atoms were made of tiny particles came to the attention of people. Thomson discovered the electrons, and it was then proved that atoms are made up of protons, neutrons, and electrons, and he also proved that the atom was divisible. Because the atom was neutral, he suggested that the negatively charged electron was equal to the positively charged proton, and that neutrons did not have charges. He also suggested considering the atom as a sphere, with positively charged particles. These positively charged particles were surrounded by the negatively charged electrons which were placed there because of electrostatic forces. Mattheis 6 The sixth scientist that helped in the development of the atomic theory was Ernest Rutherford who was born in New Zealand. Rutherford worked with and studied under James Chadwick in England. He performed many experiments with radioactive alpha particles. At the time it was unclear what that alpha particle was, they just knew that it was very tiny. Rutherford fired tiny alpha particles at solid objects such as gold foil. He found that most of the alpha particles would pass through the gold foil, but there was a small amount that passed through at an angle and bounced straight back. These experiments that he did suggested that gold foil, and mater had holes in it, and that these holes allowed most of the alpha particles to pass directly through. There was still a small amount though that bounced straight back because they hit a solid object. In 1911 Rutherford  anticipated a ground-breaking view of the atom. He suggested that the atom was made up of a small, and dense core of positiv ely charged particles in the center or nucleus of the atom, and that they were enclosed in a swirling ring of electrons. The alpha particles bounced off because the nucleus was so dense. The electrons were very small, and they spread out to great distances so then the alpha particles were able to pass through the area of the atom. Rutherford’s atom represented a tiny solar system with the positively charged nucleus always at the center and the electrons that revolved around the nucleus. In the development of the atomic theory there were many scientists that contributed to it by experiments, research, and hard work. Because of what all these scientists researched and learned we have all this information on the atomic theory today. If it had not of been for their research and dedication, we would not know the things we know about the atomic theory.

Financial statements Patton

Financial statements Patton Introduction This paper is based on the Patton Fuller Community Hospital’s Annual Report for the year 2009. Physicians work at the hospital and own it too. They also govern the hospital together with the CEO and CFO. Despite sitting on the board, the CEO and CFO have no voting rights. This hospital aims at making a profit from its operations. The hospital obtains most of its revenue from in-patients rather than outpatients.Advertising We will write a custom essay sample on Financial statements: Patton-Fuller Community Hospital Virtual Organization specifically for you for only $16.05 $11/page Learn More In the current year, the hospital took on additional debt. This debt was issued at an adjustable interest rate. Thus, the CFO has had to create a contingent liability in the financial statements in case the debt interest increases. PFCH has some investments that performed poorly this year. The loss has been recognized in the financial statements. On th e up side, the hospital will receive some funds from a deceased benefactor’s estate. The auditor’s report was unqualified. Audited vs. Unaudited Financial Statements Patton Fuller’s audited and unaudited financial statements are similar except for one line item. The expense ‘Provision for Doubtful Accounts’ had been understated in the unaudited accounts. This was adjusted in the annual report. Prior to the adjustment, the Statement of Revenue and Expenses indicated that the hospital had met its goal of profit-making and made $689,000. Unfortunately, after the adjustment, the hospital’s profit was reduced to a loss of $373,000. Net profit was overstated by double the amount. Clearly, the hospital is doing quite badly financially (Atrill, 2011). This increase in provision for doubtful debts also affected the Balance Sheet. The amount under receivables was adjusted downwards. To complete the double entry, retained earnings were also adjusted dow nwards. This difference is material as it can affect a decision made based on the financial statements. Supposing the financial statements were not audited, they would have misled readers to believe that the hospital was profitable. Revenue and Expenses Patton Fuller obtains its revenue from patients who use its services. Most of the revenue is from inpatients. However, in the current year, some third parties have been introduced. They will cover the patients’ hospital fees, but at a different rate than the normal. They are likely to pay less than the patients owe. This is the reason for the $1,000,000 adjustment. The Balance Sheet shows the amount of receivables owed to the hospital by patients. PFCH’s receivables are approximately 20% of revenue. The hospital needs to improve is debt collection. The fact that the revenue will now be received from a third party has affected Financial Reporting.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It has resulted in the increase of the allowance for doubtful debts (Barrow, 2011). The major expenses are Salaries, Benefits, Physician, and Professional Fees. It is possible that the physicians are paying themselves at a rate higher than the market rate. However, Professional fees are fixed and unavoidable. PFCH has organized its revenue into three different categories. Net Patient Revenue is obtained from the hospitals core business, while investment revenue is obtained from its stocks and other assets. Expenses are organizes by function. Conclusion Financial reporting provides useful information for investors and management to use in decision-making. The integrity of Financials can be increased by subjecting them to an audit. In the case of PFCH, audit adjustments reduced the supposed profit to a significant loss. The hospital should consider allowing management professionals to sit in the board and ha ve voting rights. This might improve its financial management and lead to profit making. References Atrill, P. (2011). Financial Management for Decision Makers. Chicago: Prentice Hall. Barrow, C. (2011). Practical Financial Management: Key Financial Statements Tools of Financial Analysis Business Planning and Budgeting. New York: Kogan Page.

Bullying in Early Education Essay Example | Topics and Well Written Essays - 1500 words

Bullying in Early Education - Essay Example ave equal strength or power to the bully† (Berthold & Hoover, 2000; Olweus, 1996; Solberg, Olweus & Enderson, 2007; Sourander, Holstela, Helenius & Piha, 2000). Aggression was clearly defined in Lee’s research on the relationship of aggression and bullying to social preference as a â€Å"behavior that is intended to harm someone either physically or psychologically (Berkowitz, 1993), manifests itself in a wide variety of acts† (Lee, 2009, 323). Despite differences in definitions, bullying still manifests an aggressively vicious behavior expressed either indirectly or directly by a repeated tormenting towards a victim with obviously less strength and power to defend oneself from his aggressor aimed to harm him or her physically or psychologically. III. The role of gender in bullying Diverse research literatures examined the role of gender in increased susceptibility in bullying. There are actually two sides to be examined: (1) does gender play a significant part in assuming the role of the aggressor? In this issue, one would like to assess and evaluate if indeed boys are the instigator of bullying. If so, what forms of bullying do they usually perform? On the other hand, does it necessarily follow that girls are always the victims of bullying? What other perspectives in bullying give credence to gender differences as relevant correlates of bullying? The study conducted by Carbone-Lopez, et.al. (2010) reveal that gender differences have significant impact on bullying and victimization. However, it was necessary to qualify the direct form of bullying versus the indirect form. The direct form involves behavior that aims to physically harm the victim through any of the following means: hitting, kicking, pushing (Carbone-Lopez, et.al, 2010, 333) and fighting, flicking,... Bullying in Early Education Parents of bullies were observed to resort to unjustifiable physical punishment instigated by mood swings and flares. Due to the fact that bullies have never learned the value of sharing or cooperation, getting along with others is not an ultimate priority. In this regard, the objective of the research is to determine if gender affects the way children respond to bullying in terms of the response or action taken against bullying and how young children, in general, deal with it. II. Differences in Definition of Bullying Bullying has been described by Marees & Petermann (2010) as â€Å"a specific for or aggressive behavior, namely the systematic humiliation, harassment and/or torment of certain children by their peers: (178). Taylor (2003), on the other hand, who studied primary school bullying and the issue of gender differences, defined bullying as â€Å"a subcategory of aggressive behavior; but a particularly vicious kind of aggressive behavior since it is directed, often repeated ly, towards a particular victim who is unable to defend himself or herself effectively†. The impact of gender on the response of children to bullying can still be further investigated to ensure that possible findings would shed light on the diversity of gender and the way they perceive bullying as either a threat to be directly addressed or ignored. There could be other reactions or responses that were not evidently investigated, or reported especially for the age group targeted for the project.

Decisions in USA Super Cars Assignment Example | Topics and Well Written Essays - 2500 words - 2

Decisions in USA Super Cars - Assignment Example Exchange rate is a rate of a foreign currency determined on the basis of home currency. In this regard, companies and banks operations on a global context are concerned about exchange rate owing to the fact that business sustainability, loss and profit on business transactions are based on it. Uncertainty in exchange rate between nations lays immense impact on the overall revenue attainment scope of all global business processes. The intensity of such impact can be witnessed within the automobile manufacturing organizations (Reserve Bank of Australia, 2014; The New York Times Company, 2013). The report will specifically focus on analyzing the patterns through which uncertainty within exchange rates lays a direct / indirect impact on revenue generation rates of the global business organizations. It will identify and elaborate the emergence of multiple other risk factors as a result of the unpredictable exchange rates. An instance in this context includes the risk that will be incurred by the global and nationalized banks because of uncertain exchange rates. Additionally, the efforts made by the governments of multiple nations towards minimizing the fluctuation within the exchange rates will also be considered as a part of this report. The primary scope associated with this report will be regarding the identification of maximum and minimum values of the exchange rates that is prevalent within the US. Furthermore, analysis of the provided data by using standard deviation technique can help in identifying the possibilities through which the uncertainties within the US exchange can be brought down to the minimum possible levels. In addition, scope in alignment with this topic includes the possible options through which the revenue generation procedures of the global business transaction of companies can be improvised (Biz/ed, 2014). In

Search, Taxonomy & Collaboration Tools Essay Example | Topics and Well Written Essays - 1000 words

Search, Taxonomy & Collaboration Tools - Essay Example As the discussion highlights  the knowledge workers are regarded as the people who focus on applying different approaches to analyze the knowledge they have gained and develop the same towards attaining new and progressive views. In this regard, it can be asserted that with the effective development of technical advancements, a large number of tools were incorporated for enhancing a process that is associated with synthesis of knowledge and initiating effective learning.  From this paper it is clear that  knowledge management has emerged to be the most important tools that has been initiating progressive development and affecting progression within the system. With the continuous change in the business environment, managing the diverse and complex business changes could only be mitigated with the effective management of knowledge. This management of knowledge, on the other hand, can be supported and progressed with the diverse use of collaborative tools, initiating succession w ithin the society and supporting knowledge workers to develop their proficiency.  With the progression of the diverse tools and technology, there have been successful advancements in the process of knowledge gathering and synthesis, opening new avenues towards knowledge advancement. Commendably, with the integrated use of the collaborative tools, there have been substantial advancements within the level of knowledge available to the society or community players.

Motivation Theory Literature Review

Motivation Theory Literature Review INTRODUCTION: Motivation is naturally conceptualized either as an desire arising from within the human being or as an impulse arising from within the organism or as an attraction arising from an object external to the individual. According to Baron (1991) defines motivation as the internal processes that activate, guide, and maintain behaviour especially goal-directed behaviour. Also (Kanfer, 1998) defines as free will element of behaviour and the psychological mechanism governing the direction, intensity, and persistence of action not due solely to individual differences in ability or overwhelming environmental demands that force action. Motivation has been defined as essential to adaptive functioning and quality of life (Marin Chakravorty, 2005), and as the content of the positive thinking one wishes to maintain towards the attainment of an objective (Schweingruber, 2006). According to (kanfer, 1990) states that challenges facing researchers into motivation is that it cannot be seen and most in dividual see is a multidimensional stream of behaviour and the products of those behaviours. Also states motivational processes can be inferred only from analysis of this continuing stream of behaviour that is determined both by environment and heredity and is observed through their effects on personality, belief, knowledge, abilities and skills. Besides that,(Herzberg,1987)describes movement as a function of fear of punishment or failure to get extrinsic rewards and motivation as a function of growth from getting intrinsic rewards out of interesting and challenging work. Motivation is to be intrinsic and extrinsic. Intrinsic motivation is internal. Intrinsic motivation is obvious as the performance of an activity for its inborn satisfaction rather than for some detachable outcome. As soon as, intrinsically motivated, a person is stimulated to take action for the pleasurable or challenge entailed relatively than because of external products, pressures (Ryan et al 2000). It occurs wh en people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors compel the person to do something. Extrinsic motivation is a pull together that pertains whenever an action is done in order to reach some detachable result. (Rayan et al. 2000).Motivation is the driving force within individuals that compels them physiologically and psychologically to pursue one or more goals to fulfil their needs or expectations. (Lam Tang, 2003, p. 61) From my understanding whatever the behaviour, the drive pushing or polling person to act in particular way is motivation and most researchers believe motivation as the drive behind human behaviour. Furthermore, people cannot be motivated to do something if there is nothing in it for them. Obviously, reward may be the avoidance of a negative outcome as much as it may be the achievement of a positive outcome. Motivation theory has to do with why do individual make the choices they make? or what makes someone persist at one activity and yet quickly give up another. Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behaviour. Motivation is present in every life function. Simple acts such as eating are motivated by hunger. Education is motivated by desire for knowledge. Motivation is a vital quality that pervades all aspects of teaching and learning. Motivated students display interest in activities, motivated teachers feel that they can help students learn and motivated administrators make possible teaching and learning in their buildings. Self-motivation is what most people use to define motivation at its highest mountain of accomplishments. If you are able to motivate yourself and reach your goals, you would have conquered the ability to be disciplined and will accomplish anything you put your mind to. Motivation is very important to all decisions that you have to make. In the workplace, motivation is defined by the actions that employees take to improve the company goals as well as their aspirations for career advancement. The effective performance of employees is what makes or breaks a company. So to keep employees motivated, employers must invest in the overall morale by implementing workshops and seminars to help them. Managers are the key personnel in what makes an employee follow directions. Using rewards like promotions and incentives as well as compliments can greatly improve an employees view of the company and its managers. Employees like to be recognized for their efforts regardless of the salary bracket. Such recognition keeps them motivated in getting their job done. Recognition in this case is the motivation technique that managers can tap into and gain the structure over the workplace environment of how they want things done. What organisation and managers can do is provide the environment, support and resources that will influence and effect motivation. Nowadays, managers are trying to find useful motivation theories to motivate their employees. While there are a wide variety of motivation theories on human motivation discussed in this literature review, which means that managers can use any or all those motivation theories to motivate their employees. Managers can use these motivation theories in ways that complement each other. MOTIVATION THEORY-MAJOR CONCEPTS AND CONTRIBUTIONS This is all about the main researchers of motivation theories and to illustrate how these theories can be apply to practical situation. Also reviewed how the major concepts and contributions can apply in work related situations and applying them in groups, teams at organisational level and individual level. Motivation is a complex concept and there are many different theories which look at the subject from different perspectives. The different theories of motivation and criticisms of the theories have been discussed as follows: 1: Hierarchy of needs theory by Maslow A.H. 2: Hygiene theory by Herzberg F. 3: X and Y theory by McGregor D.M. 4: Existence- Relatedness-Growth theory by Alderfer C. P. 5: Expectancy theory by Vroom V. 6: Goal-Setting Theory by Locke E.A. 7: Internal and External control theory by Rotter J.B. 8: Achievement theory by McClelland and Atkinson J.W. 9: Job characteristics theory by Hackman J.R. and Oldham G.R. HIERARCHY OF NEEDS THEORY: According to Maslow (1954) projected that motivation is based on a number of human need. It has to do with the hierarchy that requires the lower more basic needs to be satisfied before the increasingly less basic ones above. Maslow believed that there are five basic needs of the theory. Maslows Hierarchy of Needs is one of the most famous motivation theories, and it has been the centre of much interest by management researchers (Katz, 2004). This (Fig.1) is Maslows hierarchy of needs in pyramid with physiological needs at the base, self-actualisation at the top. 5: Self- actualisation needs: Refer to personal growth and development. 4: Esteem or Ego needs: Refer to need for status and self respect. 3: Social needs: Refer to need to part of a social group and belongingness/love 2: Safety needs: Refer to security, need for shelter or physical danger. 1: Physiological needs: Refer to basic life needs, like food, drink, shelter, etc THE SELF ACTUALISATION NEED: Maslow defined self-actualization as the complete use and utilization of talents, capacities, potentialities. (Maslow,1954). Self-actualization is not a static state. It is an ongoing procedure in which ones capacities are fully, imaginatively, and cheerfully utilized. Self-actualizing people perceive life without a doubt and they are less emotional and more objective. ESTEEM OR EGO NEEDS: According to Maslow, esteem needs were made of two types of desire. I: Desire for strength, adequacy achievement, competence and confidence in the face of organisation. 2: Desire for reputation, glory dominance, recognition, appreciation and dignity Furthermore, people need to be respected, to have self-esteem, self- respect and respect. Self-Esteem expresses the normal human desire to be acknowledged and valued by others. This has to with ones internal needs for self-respect, autonomy and external needs for status and recognition. SOCIAL NEEDS: Are the third level of human needs from the (Fig 1) above. This has to do with ones needs for affection and a sense of belonging and acceptance. Human being need to feel a sense of belonging and acceptance. They need to love and be loved. According to (Maslow, 1954) include the giving and receiving of affection. SAFETY NEEDS: As soon as peoples physical needs have satisfied, they will chase higher level needs, such as safety needs. Safety needs are determined by the need for security and protection from physical and emotion harm. Safety needs include: personal security, financial security, health and well-being, and a safety net or insurance for accidents/illness and the adverse impacts. PHYSIOLOGICAL NEEDS: Are the lowest level of needs, from the (Fig 1) above which are the most basic needs for people. Physiological needs are also measured the needs for human survival. If these needs are not met, people cannot continue to function. Physiological needs include: breathing, homeostasis, water, sleep, food, excretion, and sex. According to (Sarah Steve 2002, p175)the theory engrossed criticism regarding its principle that individuals work on satisfying needs at a higher level only once all lower- level needs have been met. Also major problem facing the theory is how to measure needs, both in terms of how powerfully they are felt and of how someone knows they have been met. Furthermore, the theory is not easy to apply directly to work because need are not met through one source. HYGIENE THEORY: According to (Herzberg et al 1959) proposed his Two-Factor Theory of Human Motivation, known as Motivation-Hygiene theory. Hygiene theory is based on the principle that things people come across satisfying in their jobs are not always the opposite of things they find dissatisfying. Herzbergs Two-Factor Theory is based on the results of research into the factors in a workplace that lead to employee satisfaction. Herzberg made use of a survey, titled, What do people want from their jobs? to achieve insights into what workplace factors people perceived as satisfying and dissatisfying. He asked people to describe in detail which workplace factors led to satisfaction and which factors led to dissatisfaction, and then he separated the results and classified them.Fig.2and Fig.3 show the factors that led to extreme satisfaction and dissatisfaction, respectively. Fig.2 Shows Factors that led to extreme satisfaction according to Herzberg Fig.3 shows Factors that led to extreme dissatisfaction according to Herzberg According to(Robins 2001) The criticisms facing the theory, is methodology used by Herzberg does not take into account that often, when things are going well, people take the credit themselves, and when things are not , they blame others and their situation. There is on job satisfaction against which the people could rate their job. Also situational factors were not identified. Despite the criticisms the theory is a vital theory of motivation and used by managers to consider hygiene factors with regards to motivation. X and Y THEORY: Based on( McGregor, 1960)reviewed that the relationship between managers and employee could be immensely improved if the assumptions that had develop about how people behaved at work were changed from Theory X view to a Theory Y view. Basically one is positive and the other is negative. THEORY X: was based on scientific management school of thought and projected that enlarged productivity could result from breaking jobs down into small unit of work and giving workers a small range of obviously defined tasks to do. According to (Gray Stark, 1984) Employees do not like to work and want to evade work as much as possible. Employees do not want to take responsibility for the work; managers should take some actions, like convincing and supervising strategies, to help them finishing their mission. Theory X assumed that human actions are dictated by low-level needs, THEORY Y: Was based the predominant theory of management there could be no trust between management and employee. Also Small opportunity for relationship between management and employees in theory .According to (Gray Stark, 1984) employees treat work as entertainment and rest, it is natural. Employees have the ability to make creative decisions, not just managers. Theory Y assumed that human actions are determined by high-level needs. The theory X and Y can influence how motivating factors are regarded within an organisation. Theory X has to do with extrinsic rewards such as pay in order to motivate people to execute good in their job while theory Y has to do with working environment in which employees may discern intrinsic rewards in their job. EXISTENCE RELATEDNESS GROWTH THEORY: This has the similarities to Maslows needs hierarchy. Alderfer C.P. extended and simplified Maslows hierarchy into a shorter set of three needs: Existence, Relatedness and Growth (ERG) Theory. (Alderfer, 1969) EXISTENCE NEEDS: According to (Hollyforde Whiddett 2002) Refers Existence needs as our concern with basic material subsistence motivators and size of how satisfied this need is therefore mostly stated in conditions of what one person has in relation to others. Existence needs, is based on various forms of material and physiological needs. RELATEDNESS NEEDS: Refers to the  motivation we have in support of maintaining interpersonal relationships GROWTH NEEDS: Refers to an intrinsic desire for personal development. Relate to personal creativity and productivity. According to (Sarah Steve 2002), the theory does not suggests how a person may meet his or needs .So managers cannot presume that everyones relationship needs will be met in the same way. Also the theory ERG theory with its three broad categories is maybe easier to deal with than the five levels of need in hierarchy of needs theory. EXPECTANCY THEORY: Vroom suggests that this theory is Based on the principle that people expect particular actions to achieve a desired result and that the desired result is something worth striving for or avoiding. Vroom does not give attention to on needs, but rather focuses on outcomes. According to (Vroom, 1964) identifies two terms the theory. 1. Expectancy: means the stronger the assurance that an act will be followed by particular outcome, the stronger the expectancy is considered to be 2. Valence: Means affective orientations toward particular outcome either positive or negative. Theory expectancy and valence of Vroom concentrated on extrinsic outcomes rather than intrinsic ones. Based on research expectancy and valence are not as distinct from each other as Vroom recommended .And one the key criticisms is that the theory was tested as if it was based on behavioural and attitudinal predictions across rather than within persons. Furthermore, expectancy theory accommodates multiple work outcomes in forecasting motivation and predicts motivation to work hard to earn the merit pay will be low if expectancy low (Schermerhorn J. et al 1997) GOAL-SETTING THEORY: The theory is based on the principle that individuals are motivated to achieve the successful accomplishment of challenging goal. According to (Locke, 1968) based his result on three main conclusions. 1: The more hard goals result in higher level of performance than easy goal 2: The specific goals produce higher levels of performance than general goals. 3: The behavioural intentions influence the choices people make. The Goal -Setting theory is helpful to many managers because much of people management is particularly about performance against goals. Theory has great relevance for managers. According to (Robins, 2001) Implies that Goal Setting theory is restricted to those cultures that match the ones in which the research was carried out. INTERNAL AND EXTERNAL THEORY: The theory is based on locus of control. Locus of Control refers to an individuals perception about the underlying main causes of events in his/her life. According to (Rotter, 1966) invented the internal -external dimension to determine locus of control. Based on the extent to which people feel they are in control of the situations that engulfed them and also the extent to which they are convinced of directing events 1. External control: when individual feels that result of his or her actions is as the result of chance, luck as under the powerful others. 2. Internal control: When individual perceives that the occurrence is contingent upon his own behaviour. The Internal and External theory has been criticised for its centre of attention on the Internal-external dimension only as on personality variable .Besides that the theory is useful when considering motivation issues at individual level. ACHIEVEMENT THEORY: The theory is based the needs that can be classed as either Achievement(nAch), Affiliation(nAff) or Power(nPow) .Also theory is based on three factors research into behaviour in achievement-oriented activities. 1: when individual expects to receive unmistakable feedback on the marks of his or her action. 2: When individual feels liable for the outcome success or failure. 3: When individual feels a little level of uncertainty or risk in the activity Achievement theory does not explore why some people enjoyment a challenge and others fear failure. Achievement theory was not specifically about work. The theory is useful when considering why individuals react different to achieving tough goals and why they react to failure in individual ways (Sarah Steve 2002).McClelland recommends that top managers should have a high need for power coupled with a low need for affiliation. Sunil R. Cited (Kreitner kinicki 1998) JOB CHARACTERISTICS THEORY This theory is based on how to design a job so that it is motivating to individual. Also the theory deals with how individual responds to complex and challenging tasks. According to (Hackman Oldham 1976) job characteristics theory proposed that individuals intrinsic motivation is affected by psychological states: 1: Experienced meaningfulness of the work: The extent individuals perceive the job as meaningful and valuable. 2: Experienced responsibility for the outcomes of the work:-the extent individual feels personally accountable and responsible for the outcome of work done. 3: Knowledge of the result of the activities:-the extent individual knows, and understands on continuous basis how successfully he or she is performing the work Also theory has five job dimensions 1: Skill variety-this has to with number of type of skill and talents of individual. 2: Task identity-this has to with work at hand and job completion 3: task significance- this has to with job considerable impact on lives or work of other people. 4: Autonomy -All about individual in setting up the work and determining the procedures to be used in carrying it out. (Freedom and independence at work environment). 5: Feedback-All about individual getting direct and clear result about the effectiveness of his or her performance The theory is one of the few motivation theories specific to an organisational environment and has plenty of practical application. Theory centre of attention is on facilitating0 high internal work motivation. Hackman and Oldman based their theory on motivating individual through job design. CONTRIBUTIONS: According to (Whittington Evans 2005) The Hierarchy of Needs theory proposed by Maslow has been identified as a major influencing factor in the growth of other motivation and management work, such as that of McGregor (Theory X and Theory Y) and Herzberg Motivation-Hygiene theory. It has been generally applied as a basis for much research into, among other things, workforce commitment, job satisfaction and management theory (Stum, 2001). Goal-Setting Theory by Locke has been acknowledged the best goals and dispute facing management environment and Achievement theory by McClelland has identified problems facing motive to achieve success in management work. (Sarah Steve 2002).Expectancy theory has been used to identify job satisfaction, occupational choice, the likelihood of staying in a job, and the effort that one might expand at management work. Internal and External control theory by Rotter has enhanced the concept of persistence (locus of control) in management work. The job char acteristics theory relies on workers insight of the job dimensions for the accomplishment of the psychological states that lead to increased motivation. APPLICATION OF THE CONCEPT OF MOTIVATION TO FACILITIES MANAGEMENT Facilities management regularly deals with identifying relations that humans have with their environment. According to (Smith et al., 1997) the rates of pay had very little influence on participants job satisfaction and subsequent work motivation. Some affiliation can be made at this point to Maslows lowest levels of his hierarchy of needs physiological and safety needs. Maslow argued that individuals can only move up the hierarchy of needs to the higher levels of belongingness/love, esteem and finally self-actualisation, once the lower levels had been achieved; however, the results demonstrated in this study suggest that ancillary staff can be motivated and achieve higher levels of Maslows hierarchy without having their physiological and safety needs completely fulfilled. Individuals can only move up the hierarchy of needs to the higher levels of belongingness/love, esteem and finally self-actualisation, once the lower levels had been achieved; on the other hand, the results demons trated in this study suggest that facilities managers can motivate their staff and achieve higher levels of Maslows hierarchy without having their physiological and safety needs completely fulfilled. McGregors Theory X and y focused on managements assumptions about employees. Theory X and Y describe the average worker from management perspective and suggest methods by which facilities manager can get the best out of worker. Herzberg studies concentrated on satisfaction at work. Herzberg came to a conclusion that certain factors tended to lead to job satisfaction.(motivators),while others led to frequently to dissatisfaction(Hygiene factors).these factor are related to job context they are concerned with job environment as an extrinsic to the job itself. Shane, S., 2001. Technology opportunities and new firm creation. Management Science 47 9, pp. 1173-1181. LATEST IDEAS ON MOTIVATION THEORY First of all, fields of management background study like leadership, decision making and organization plan persist to develop conceptually speculative developments focusing on work motivation have not held in reserve speed. These changes can have a philosophical manipulate on how companies challenge to attract, retain and motivate their employees in labour market. JOB DESIGN: This is about changing the content or process of job to increase job satisfaction and performance. This is usually easier for new organisational or new business unit. Furthermore, most organisations find themselves designing as the result of organisational change and to motivate their Staff. Job design is relating to job characteristics theory, suggests job should be design in such a way as to maximise intrinsic motivation. (Sarah Steve 2002) EFFECTIVE COMMUNICATION: This gives managers strategies, to promotes positive improvement in organizations particularly motivation and performance improvement o f employees. For organization to improve well, messages should be designed in such a way as to maximise motivation. Effective communication strategies have strong effect to motivation of employees. (Sarah Steve 2002) OBJECTIVCE- SETTING: This is important to managers to focus individuals work efforts. It is important to commit employee with goals to motivate them. Most organisations applied Management by Objective (MBO) to motivate their employee. This is relating to Goal-setting, suggests individuals tend to produce higher levels of performance when they have specific goal. (Sarah Steve 2002) MANAGING VIRTUAL TEAMS: Is made of group people who regularly work mutually dependent for joint purpose across time, distance and organization. So motivating people to apply for jobs in virtual teams is one of the latest ideas. CONCULSIONS Motivational techniques, therefore, are useful to teachers, leaders, parents, employers, and almost anyone. The key is in understanding that you are not motivating someone else. Instead, you are simply providing a circumstance that triggers that person to be motivated. However, The developments in motivation and management theory. (Whittington Evans 2005) conclude that the road to building high commitment organisations requires the solid foundation laid by Maslow, McGregor and Herzberg. Motivation theories can therefore offer guidance to anyone interest in motivational issues. Motivation theories discussed above can help mangers consider how and why people are motivated. For example, Hierarchy of need theory may help manager figures out where someone is in term of the satisfaction his or her short and long term needs -which may in turn influence how they seek to create the situation that may be the most motivating. Motivation theories discussed were based on work related environment s. However the can be applied to help individuals understand human behaviour at work. This literature review also emphasized the important of motivation theories to facilities manager with regards to working environments. Also provide frameworks enable facilities manager to manage their working environment. Finally, one of the challenge facing researchers into motivation, it cannot be seen.

The Merger of Womens and Mens Sports will Benefit Women :: Argumentative Persuasive Argument Essays

The Merger of Women's and Men's Sports will Benefit Women Every sports fan hates to admit the fact that sports are simply business, but it is undeniable that sports are one of the most lucrative businesses in the U.S. Right now the market for women's professional sports is growing rapidly. The best way for women's sporting organizations to promote and sell this market is to align with previously established organizations such as the NBA, NCAA and the USOIC. Although joining with men's organizations is a difficult process that involves compromise, merging with these organizations helps to land big television contracts, gives greater publicity, and brings in endorsements, advertisers and investors. The lack of these benefits was among the key factors in the failure of the ABL. Inversely, these are the reasons for the successes of the WNBA and women's sports in the Olympics. Throughout the history of female athletics merging with male sports organizations has not always been a pleasant experience. In 1982 the AIAW merged with the NCAA, despite the NCAA fighting tooth and nail to try and find ways out of Title IX, an act of Congress that required Universities to provide equal funding for women's athletics. The NCAA did everything they could to stop the equal funding but finally gave in during the 1990's. Right now the NCAA embraces its women's sports programs and has had many women represented on the executive committee roster and even has a committee on women's athletics. Also, the NCAA has worked out television contracts with ESPN, FOX sports and CBS. This has lead to not only coverage of women's sports but publicity. Women's games are talked about on Sports Center and College Hoops Tonight everyday during the season. The addition of the women's to the Olympics did a lot more to promote commercial secures and the advancement of women's The Women's Olympic Games went out of business shortly after the Olympics allowed women to participate. Women lost a lot with this merger at first due to the fact that women were prohibited from many Olympic events that they could have participated in as part of the Women's Olympics. These restrictions weren't lifted until 1984. However in the long run co-ed Olympics are beneficial for women's sports. At the 2002 Olympics at Salt Lake City there was only two sports that USA women did not compete in, ski jumping and the Nordic combined.

Fate in Oedipus the King Essay

Tragedy of Oedipus is about pre-destination vs free-will. Fate does play a part in the tragic down fall of Oedipus but it does not mean that his character and disposition has no liability for that. Excessive arrogance and self-confidence of Oedipus is the main cause of his tragedy. He harbors unjustified suspicions against Tiresias and Creon; in one place he goes so far as to express some uncertainty about the prophetic natures of oracles and truth of their prophecies. It is hardly likely that even a combination of all these would be equal to what Aristotle considered to be a serious hamartia, and it would not be very relevant to the point at issue even if he did, for Oedipus has committed incest and parricide years before the action of the play began, and before he exhibited any of the failing mentioned above. It would hardly be logical to say that the gods punished Oedipus for a crime which he was to commit many days later. Another view is that the present failings of Oedipus may be taken to means that he was he was always like that, and his tragedy comes due some inherent or innate unsoundness in his character. So he is not a puppet in the hands of fate. But Sophocles also illustrates that it was fate that brought him to Thebes and it was gain fate that he came across someone at where three highways came together. It was his fate that he married his mother. Above all, fate has played a pivotal role in his life from the very start and has not dealt with him even-handedly. The divine will as predicted and proclaimed by the oracle was absolute and it has nothing good about Oedipus. Although certain measures were taken by the King and Queen) to escape from that proclaimed destiny but it became the cause for the tragic downfall of Oedipus. That is the reason that Oedipus says after blinding himself. God. God. / Is there a sorrow greater? /Where shall I find harbor in this world? / My voice is hurled far on a dark wind. / What has God done to me? (Sophocles 831) Dodds writes about the nature of fate as demonstrated by Oedipus that fate is â€Å"inevitably and inexorably bound to happen no matter what Oedipus may have done to avoid it (Dodds 21).

Drug Testing of Employees is Ethical Essays

Drug Testing of Employees is Ethical Essays Drug Testing of Employees is Ethical Paper Drug Testing of Employees is Ethical Paper â€Å"The term drug testing refers to the analysis of biological material to detect drugs or their metabolites in the body. Urine tests are most common in the UK, but saliva, sweat and hair can be tested. For alcohol, breath tests are most common. Drug testing at work takes a variety of forms, including pre-employment testing, random testing of employees and post-accident testing. † (Drug testing in the workplace: Summary conclusions of the Independent Inquiry into Drug Testing at Work) Drugs are a source to damage one’s life, through the misuse of drugs one can be indulged in many heinous activities. Heroine, hashish, etc. and nearly all the items used in cigarettes, cigars are drugs. Drugs are a source to indulge a strong and healthy man into a world of depression and tiredness. A man or a person who is a drug addict feels very depressed and he is often a patient of hypertension. Drug addicts also feel inferior or superior and that is the reason why half percent of the drug addicts are patients of superiority or inferiority complexion. According to the opinions of many analysts, companies even high schools should organize drug testing campaigns so that beside asking good care of drug addicts they could also save people who could get harm from the rising number of drug patients in the esteemed organization. The leftist or the people who are against this activity suggest that an employee or a student who is a drug addict feels ashamed when he is tested in front of many people. First Argument My first argument in this regard is that the employer and the respected institution have the right to test their employees to save the prestige of their organization. People who are drug addicts often do use drugs in their workplace, which is also harmful for other employees joined with the organization. â€Å"Most U. S. states sanction some sort of drug testing in the workplace, but many dont regulate it much. In these states, employers may legally ask you to drop your drawers and urinate in a vial, for any reason or no reason at all. They dont need a warrant or even probable cause, as they do to legally justify violating your other rights. † (Drug Testing in the Workplace) One person who is neglected after being may time doubtful has many severe and negative impacts on other normal people and soon a sudden change in their behavior is noticed. Companies usually do this to save their other employees from the destruction of drugs so that workplace sanity should also be maintained. â€Å"Employee drug testing programs help protect the health and safety of all employees, and mitigate the costs associated with having drug abusers on the payroll. They provide early identification, and the ability to refer employees with substance abuse problems for treatment. The integration of drug screening procedures with appropriate drug education and treatment programs is proving not only to be an effective way of managing substance abuse, but also a valuable tool in achieving positive employee relations, delivering significant cost savings, and providing corporations with a competitive advantages. † (Employee Drug Testing. Drug Testing Company. Workplace Drug testing. Avitar Inc. ) Second Argument My second argument in this regard is an employee’s health. â€Å"There was a time in the United States when your business was also your bosss business. At the turn of the century, company snooping was pervasive and privacy almost nonexistent. Your boss had the right to know whom you lived with, what you drank, whether you went to church, or to what political groups you belonged. † (Drug testing in the Workplace lectlaw. com/files/emp02. htm) As it is well said that health is wealth, it is. Besides maintaining a better and a peaceful workplace environment it is also a tough job to take care of the health of employees. When employees get towards drugs they start to go towards a world where there is nothing except depression and frustration. Their behavior with all the people in their surroundings start to differ in many ways and in this type they gradually lose all their contacts. It is too late when they come out from this disastrous activity known as drug taking. Employees also face great loss not only from their job but also from their homes. They do not get the required comfort which a person requires in his or hers home because every day drug taking and everyday dose also depresses the people in the surroundings but the most worse impact of this activity is on the family members with which the person is living because the people have to face many other people. Besides that they have to tackle many more problems, which appear from this one worse habit of drug taking. Many people have been fired or suspended from their employments just because this disastrous habit of drug taking. After prolonged period of unemployment the person who is facing distress and disturbance from everywhere tries to commit suicide and even succeeds in its mission but those people never think of what their families have to face. Third Aargument My third argument is that through this approach of employees, the esteemed organizations in which they are working have a great negative impact on their image. Besides that they have to face a lot of financial losses just because the drugs dealing and drugs addiction in the office premises. People who are against this activity of testing employees for drugs ask the question that why companies do drug tests of their employees as it is unethical and one may feel very afraid and frightened during this testing process. The answer to this question is very simple that when employers of a company are unaware of what their employees are doing, these companies may loss their reputations as well as have to bear great damages and losses. For example, if one day a company gets a police raid and there some of the employees are caught during drug addiction then the whole blame would be put onto the organization that they should have kept a check and balance on their employees. After receiving numerous complaints for drugs use, many governments of the western countries have implemented a law that the firms should be prior responsible for taking the drug test of all of the employees which are working under their kind consideration. This will reduce the drug cases and all of the terminology that is creating misuse of drugs in the working or professional environment. Through, the drug testing, employees and employer both can lead happy professional and personal lives, as everyone in this world requires a life free of depression and tiredness. Objections of First Argument A drug addict can hurt many people in many ways. Drug addicts according to a research not only hurt people physically but they have great impacts on other people’s minds when they hurt them mentally or emotionally. When a drug addict is unconscious at its workplace he can answer the simplest question very badly and sometimes they even reveal the secrets or domestic problems of their close colleagues, which results in misunderstandings. â€Å"In order to receive the benefits of the law, employers must implement a comprehensive policy and must adhere to specific collection, testing, and confidentiality procedures. † (State Law) However if a person who secures a high post in the company is a drug addict then it would be of a great loss to the company for the person when not in his or hers real senses will behave madly with people and all the clients who come to visit the companies and see the efforts made by the employees in maintaining all sorts of disciplinary environment. In this regard many analysts and researchers term workplace drug test a good and positive thinking and this should be implemented in all countries, which do not have this law in their respected organizations. Analysts further suggest that employees should be medically, mentally and physically checked once in a month so that if their medical reports have any sorts of discrepancy in them they could be terminated immediately and the firm should be saved from any kind of blurred image. Firms have the right to suspend any of their employees but when they have any prove against the respected employee. According to a web research in many countries especially the European and the American countries. The European and American countries have laws implemented on them by the state governments that every employee should be checked before he or she should be employed in the organization. Objections of Second Argument Drugs not only destroy the mental capabilities but they have a so strong grip that if their grip tightens and tightens, nobody would be able to come back from the blunder of drugs addiction, and if he or she will not commit suicide to run away from the responsibilities, drugs will take away their prestigious life and then they would be saying good bye to the drugs at their last breaths. â€Å"Employee drug testing programs help protect the health and safety of all employees, and mitigate the costs associated with having drug abusers on the payroll. They provide early identification, and the ability to refer employees with substance abuse problems for treatment. The integration of drug screening procedures with appropriate drug education and treatment programs is proving not only to be an effective way of managing substance abuse, but also a valuable tool in achieving positive employee relations, delivering significant cost savings, and providing corporations with a competitive advantage. † (Employee drug testing Avitar Inc. ) According to the second argument it has been proven through strong proves that employees who are drug addicts face great loss from everywhere if they are physically and mentally ill just because they enter the blunder known as drug addiction. Employees who use drugs definitely suffer in the workplaces as well as in all phases of their lives. Their minds would be in their control and can’t take quick and effective decisions. This eventually led to the losses of the companies as their mental capabilities have been reduced immensely due to the drugs use. Thus, it can be fair to say that drugs use is a loss for both the employee and the employer. Objections of Third Argument Through this act of the employees’ companies go into a great loss and lose not only their prestigious image but also they have to pay fines to the court, and often their licenses are also cancelled. â€Å"Employee drug testing is unfortunately one of the most controversial and troublesome issues facing American employers. Rising employee turnover, absenteeism, tardiness, on-the-job accidents, health benefit utilization and costs, workers compensation claims, inventory shrinkage and employee theft, lowered productivity, and workplace violence are problems directly attributable to substance abuse. Employer concern and action are equally warranted these problems cost to the U. S. workplace well over $110 billion each and every year. † (Employee drug testing Avitar Inc. ) Drugs use in the workplace or drugs trafficking in a workplace is not an ethical as well legal activity. It is vital to control these activities in the workplaces but this drug testing could backlash the companies in the form suspension or cancellation of their licenses – they might suffer with heavy fines. This could be a very difficult decision for companies to go for drug testing because of the aforementioned reason. This problem can be handled by the company’s internal strong policies or counseling with that employee. Don’t take any legal action or severe action against the employee as it might lead to the court that could lead to cancellation of licenses and heavy fines as well as loss of the entire company’s reputation. Thus, always avoid law suits and legal actions against your employees, especially in drugs cases as it could put the company in a big trouble. Conclusion According to latest research and thesis based upon facts one thing has been cleared that through one disastrous habit of an employee the firm or the reputable company goes into great damage. Companies have to face a loss of their clients, havoc and violence at their workplace, through this activity many other people in the surroundings of the company environment get ill or mentally sick because of some other people who adopt the immature habit of drug addiction. â€Å"Seven anti-drug-testing laws were enacted in the late 1980s. Since that time, no anti-drug-testing laws have been enacted at the state level (Puerto Rico did adopt one), and two of the original seven anti-drug-testing laws have been repealed and replaced with a pro-drug-testing law ( Iowa) or modified significantly and acceptably ( Montana). † (Jackson Lewis States Enact Mostly Pro-testing Workplace Drug Laws) Drug addiction is something, which destroys a person from everywhere. For the employer and the employee it creates great problems as the employee gets rid of its job or employment and later on he ends his life by himself or herself or drugs end his or hers life but the employer has to face many things besides that such as loss of huge sum of amount and court proceedings as well as a spot on the company’s name. Besides that entire drug testing of employees, it is termed legal from the side of the government and it is ethical too because it is better to end those disastrous and harmful activities than to end one’s life and creating problems for other people. Drug Testing in the Workplace http://jobsearchtech. about. com/od/laborlaws/l/aa090301. htm Accessed, June 9, 2007 Drug testing in the workplace:Summary conclusions of the Independent Inquiry into Drug Testing at Work jrf. org. uk/knowledge/findings/foundations/694. asp Accessed, June 9, 2007 Drug testing and employee monitoring: Directgov Employment direct. gov. uk/en/Employment/Employees/HealthAndSafetyAtWork/DG_10026594 Accessed, June 9, 2007 Drug Testing in the Workplace lectlaw. com/files/emp02. htm Accessed, June 9, 2007 Employee drug testing Avitar Inc. avitarinc. com/Drug_Testing/employee-drug-testing. cfm Accessed, June 9, 2007 Accessed, June 9, 2007 Employee Drug Testing. Drug Testing Company. Workplace Drug testing. Avitar Inc. avitarinc. com/ Accessed, June 9, 2007 Jackson Lewis States Enact Mostly Pro-testing Workplace Drug Laws jacksonlewis. com/legalupdates/article. cfm? aid=929 Accessed, June 9, 2007 State Law dol. gov/asp/programs/drugs/said/StateLaw. asp? id=786 Accessed, June 9, 2007

Critical Thinking on Female Perpetrators

Critical Thinking on Female Perpetrators Critical Thinking on Female Perpetrators Critical Thinking on Female Perpetrators: While conducting the following literature review of female perpetrators committing violence towards their spouse and children, many ideas and practices discussed are the same, yet some were reviewing violence from both male and females point of view. Nonetheless, it appears that, in all the reviewed articles, the researchers tend to agree that cases of female perpetrators committing violence towards their spouses and children are indeed there. It is undoubtedly that most researches address male-to-female violence, although the articles reviewed here are among those addressing male victimization by female spouses. Physical abuse and violence between spouses and children is the focus of this literature review and it has continued to spark more debate within areas of social policy, practice, and research. In the discussion that will follow, the focus will be on comparing and contrasting the articles, analyzing them critically, and looking at the key concepts. According to Wilkes Cho (2009), violence taking place within a relationship, which is intimate in nature is a big social problem. In their observation, the victims, be it children or spouses suffer intense psychological, mental, and physical impacts of violence. It is only after police intervened that most perpetrators have been arrested. In contrast, Feldman and Ridley (2003) hold that, in the last ten years, there has been witnessed increased awareness in the public regarding domestic violence and the consequences it has on the well-being of the family and individuals involved. Although most attention has been geared towards male violence on their spouses and children, studies show that female violence towards their spouses is evident in intimate relationships. In view of Feldman and Ridley (2003), there tends to be equal percentages of females (12%) and males (11%) recorded of being violent towards their partners. In a study of 272 couples intending to get married, majority of fe males than males recorded cases of being violent towards their spouses at (44% vs. 31%) in pre-marriage, and (36% vs. 27%) in post-marriage of 18 months, and (32% vs. 25%) in a post-marriage of 30 months. While comparing Sarantakos (2004), and Taylor et al. (2009), it is obvious that maltreatment of both spouses and children is real owing to female perpetrators. According to Taylor et al. (2009), close to one million cases of physical abuse and other children maltreatment cases were reported in America in 2005. Unfortunately, high victimization rate is evident in kids who are below three years of age. In their observation, children who are victimized by their mothers suffer behavioral, mental, physical, and social problems and this might lead to problems of health such as smoking, alcoholism, STDs, heart disease, and obesity. In the 83% of the maltreatment meted on children, the mother alone contributes 40%, while the father is rated at 17%, and the rest 6% is from other people. Nonetheless, the mothers are associated with the highest percentage because they spend most time with children that anybody else (Taylor et al. 2009). In contrast, Sarantakos (2004) observes that there is dive rsity regarding how the society is responding towards ‘wives’ violence against their husbands (p.1). However, irrespective of irrefutable evidence that female are assaulting their male counterparts, most people tend to hold that the violence comes in equal proportions, an idea echoed by Feldman and Ridley (2003). In his study Sarantakos (2004) found out that, female-to-male violence was evident even with the males being peaceful in their homes. In a separate study by Kern smith and Kern smith (2009), the last two decades have seen policymakers in the United States maximizing their attention towards domestic violence. Unlike Sarantakos (2004), and Taylor et al. (2009) who focus on increased violence by females towards their males, Kern smith and Kern smith (2009) strive to examine recommendations of changing policies and intervention services to guide perpetrators. At a glance, these articles are characterized by themes, disagreements, and commonality. In view of Kern smith and Kern smith (2009) article, the authors have focused on providing recommendations to policy makers on what should be done to perpetrators of violence be it males or females. The two assert that, considering men are known for being violent towards their female counterparts, they have suffered more arrests. These findings, therefore, indicate that, the motivations and context of males being arrested for being violent are different from females arrested for committing similar crime. In the articles by Sarantakos (2004), Taylor et al. (2009), Wilkes Cho (2009), and Feldman and Ridley (2003) the thematic concerns of violence and its consequences on spouses is common. The authors tend to agree that violence in relationships lead to physical, psychological, health, and mental consequences to both children and spouse under violence. Additionally, in order to substantiate their c laims, Wilkes Cho (2009), and Feldman and Ridley (2003) have employed statistics to show the extent of violence reported among spouses. Most spouses in violent relationships suffer ridiculing, name-calling, instances of blaming, criticizing, threatening, and accusing. Spouses do these actions mutually, and in some cases by spouse unilaterally, while in some cases some spouses did not participate (Feldman Ridley, 2003). In some articles such as Wilkes Cho (2009), Taylor et al. (2009), and Feldman and Ridley (2003) there is a common practice regarding the manner in which the researches were conducted. In each case, the authors employed study samples, findings, results, discussion, and conclusion. In their article, Wilkes Cho (2009) identified their study variables as re-victimization, arrest, and gender. According to their results, male victimization and female victimization differed. Males were meted serious assaults at 28%, while their female counterparts stood at 17%. Additionally, females were fond of using weapons on their spouses although both parties suffered serious injuries. On the other hand, Taylor et al. (2009) based their variables on child-related and child maltreatment. Their results indicated that, mothers recorded over twenty cases of psychological violence, and seventeen cases of physical violence. Most mothers use physical and psychological violence against their loved ones, and cases of neglect of their children. In their conclusion, Taylor et al. (2009) asserted that most females, who mistreated their children, were equally being harassed in their relationships. In their research, Feldman and Ridley (2003) identified their variables such as verbal aggression, withdraw, and cooperation. The two employed questionnaire in their work, which was addressed to the 153 females, who were volunteers. In their results, the researchers asserted that, although studies exist regarding domestic violence severity are limited; a distinction exists between severe and mild types of domestic violence. In their conclusion, the researchers observed that, while 75% of females are reported as physically abused, they are aware that they are likely to be wounded owing to domestic violence. Although these articles tend to agree on violence orchestrated by female perpetrators, there are some disagreements on opinions explored by the authors. For instance, Wilkes Cho (2009) observe that men are most victimized in violent relationships while compared with their female counterparts who experience fewer injuries. For that reason, it is apparent that violence among spouses predominantly male. Additionally, the two authors found out that, females are fond of using weapons than their male spouses. Nonetheless, Feldman and Ridley (2003) tend to disagree with the former two regarding violence. Unlike Wilkes Cho (2009), Feldman and Ridley (2003) hold that women are most victimized, and they are likely to experience injuries because of violence from their spouses. Furthermore, unlike females, males are known for being extremely violent towards their partners. According to Feldman and Ridley (2003), conflicts in relationships are brought mostly by poor communication. Further disag reement is evident, if the observation made by Sarantakos (2004) is anything to put into consideration. According to Sarantakos (2004), husbands play a key role in sparking violence in their marriages. In his findings, the researcher retorts that husbands are fond of sparking aggressions, which in return force their female partners to be violent towards them. Prior to assaulting their partners, females tolerated with the unpleasant behaviors of their males and they only responded on realizing the impending danger (Sarantakos, 2004). From a critical point of view, some of these articles exhibited limitations from the context of the research. In the article by Wilkes Cho (2009), there are evident limitations. Firstly, the number of males who were put under re-victimization was extremely small (33 of the possible 298 victims). Additionally, considering that out of the 33 men under re-victimization, less than ten were put behind bars, it is clear that detecting the impacts of arrest would be difficult, in the event there was any. Furthermore, there is a likelihood of underreporting female-oriented violence. In yet another limitation, the research failed to include vital contextual details regarding episodes of violence, and those who initiated it and the reasons for such actions. Moreover, the response by security authority was disregarded, and the actions, which were taken on the perpetrators (Wilkes Cho, 2009). Limitations are also evident in the article by Feldman and Ridley (2003). For instance, although the r esearch revolves around communication responses as one of the factors contributing towards violence among spouses, the researchers did not explore the connection between psychological types of abuse, and responses of communication. It would have been better if the research by the two authors were based on a wide range of communication trends, which may lead to domestic violence. In view of Kern smith and Kern smith (2009) article, implications are evident. For instance, irrespective of the study suggesting that women needs on intervention services are different from those of men, the research failed to offer an alternative. Although numerous programs have been developed, the study fails to mention that their accountability is minimal. In Taylor et al. (2009), the article only considered limited details regarding psychological, sexual, and physical behaviors of aggression. In the article, the authors excluded confounders such as history of aggression in the female’s origin, th us leading to biasness on estimates of regression. While reviewing the five articles, key concepts are evident in each of them. In their context, each of the articles has employed unique but important practices while conducting the study. In each of the study, the researchers based their work on a wide range on previous researches. In the journal by Kern smith and Kern smith (2009), the two backdated their research in the last two decades in connection with policymakers in America. Additionally, in order to give the reader a better understanding of the intervention services on batterers, the authors have reviewed the changes, which have been enacted from two decades ago. In Taylor et al. (2009) article, the researchers based their predictions of maternal maltreatment and neglect from a study that run from 2001 to 2004. For that reason, the researchers came up with a study, which was reliable, if the materials used in the research are anything to go by. Sarantakos (2004) made his study more reliable because he based his work on real l ife experiences issues affecting spouses. Additionally, the research targeted the entire family from children to parents to grandparents. In other words, Sarantakos (2004) bases his findings and results on a specific real-life case, as opposed to generalization. In view of the above literature review, the authors of the articles conducted studies revolving around the thematic concerns of domestic violence orchestrated by female perpetrators, and its effect on children and spouse. Basing their studies on statistics and findings previously exhibited in previous researches, the authors have assisted the readers to understand the objective of their research. Nonetheless, the studies are characterized by numerous limitations such as biasness, lack of recommendations, and limited comparisons to warrant the impacts among others. However, the authors have incorporated key concepts in their work thus making it reliable, and of high quality. If you are looking for professional critical thinking writing services to get your academic paper written from scratch, visit us!

Administrative Ethics-HIPAA Essay Example | Topics and Well Written Essays - 1250 words

Administrative Ethics-HIPAA - Essay Example The specifics of these objectives are highlighted under Title II and I respectively. Section one embodies the protection of health covers for workers and their families. This part is meant to ensure easy transfer of health insurance covers from an old employer to a new employer or at least guarantee the continuation of cover in the event of job loss. On the other hand, section II details administrative specifics under Administrative Simplification (AS) (Banks, 2006). The AS section dictates requirements in establishing nationwide standards, which define the manner in which healthcare transactions are conducted electronically. It also defines the specific identifiers for employers, insurance plans and healthcare providers. This section helps simplify administrative challenges emerging from requirements of portability. The AS section also addresses issues of privacy and security of patients’ information and records. Since its ambitious implementation, HIPAA has expanded its infl uence on to major health issues such as security, confidentiality, privacy and simplification (Banks, 2006). In a nutshell, HIPAA promises an effective and efficient mode of disseminating and sharing electronic information in the healthcare sector. The compliance deadline was 2003 and a slight extension for harmonization of some minor plans. Since 2003, the plan has gained widespread adherence by various players including health insurers, employer sponsored healthcare plans, healthcare service providers and clearing houses in the sector. In spite of its positive outlook and gains made, HIPAA still raises numerous challenges with regard to its implementation. This paper reviews one of the significant challenges in HIPAA’s implementation by highlighting a newspaper article covering the issue of disclosure. The article under highlight appeared in the New York Times on 3rd July, 2007. The piece of work by Jane Gross is titled â€Å"Keeping Patients’ Details Private, Even From Kin.† Disclosure Issues in HIPAA’s Implementation HIPAA dictates the rules of disclosure and non-disclosure for Protected Health Information (PHI). However, Gross (2007), indicates that a number of studies have shown that a number of healthcare providers are applying HIPAA inappropriately. These providers and practitioners under them apply the regulations overzealously by being excessively and unnecessarily prohibitive. These acts have left caretakers, family members, law enforcement officers and public health officers unable to access information that is essential for their operations and life. Gross’ article presents this challenge by citing various real-life situations in which family members have been barred from staying with their kin or assessing their treatment chart information while undergoing treatment. Gross cites Mr. Nussbaum’s case in which he was barred from staying with his father or checking his treatment chart as an example of misinte rpretation of the act (Gross, 2007). A similar case involving Ms. Banks saw her drive from Oklahoma to Tampa to get information about her mother because this could not be disclosed over the . On arrival, she had to spend another 24 hours before she could get the disclosure from the doctor involved, simply because the nurse feared going against HIPAA (Gross, 2007). These examples show the frustrations that family and other parties such as researchers have when seeking patient information. The bigger challenge is that while there are â€Å"good faith nondisclosures,† there are also numerous cases of â€Å"bad faith nondisclosures† that unnecessarily bar access to information. For example,

Global Managerial Economics Essay Example | Topics and Well Written Essays - 1000 words

Global Managerial Economics - Essay Example This essay presents answers on several questions about the United States and it's role and impacts on global managerial economics. Firstly, the researcher aims to explain why the United States would subsidize the short run costs of production for tobacco farmers in foreign countries and how does this practice shift the equilibriums (price and output) for tobacco and domestic food items. Any form of incentive is helpful to the tobacco farmer as well as the local economy which rely on the income of these industries to generate employment. Then, the researcher presents an analysis of both the local and international effects of this issue, such as an increase in marginal and average value of employment, because the incentives/subsidies could afford wage increase and this translates into an increase of production for existing firms and the incentive for new players to start-up with positive externalities. This essay then describes the case with Acme Motors and what are the production gain s to the entire company from the facility in Nuevo Laredo specializing in Autoturbo Quattro engines. The researcher also discusses why do they just make engines in Nuevo Laredo rather than the entire auto. In addition, the researcher analyzes why would Acme Motors shift its production of engines from Detroit to Mexico and then shift the engines back to the United States and what are the gains and losses for consumers in these types of international production and trading patterns, that were described.