Older Workers And Lifelong Learning Example

Older Workers And Lifelong Learning Example Older Workers And Lifelong Learning â€" Essay Example > Professional RequirementsCustomer inserts his/her answerCollegeOctober 14, 2011EXECUTIVE SUMMARYThis paper seeks to demystify the relationship between professional and vocational practice coupled with their requirements. In light of this, it will first synchronize the demands and contemporary requirements of either vocational or professional practice and further address the ways in which those requirements change. Demands and contemporary requirements of vocational/professional practiceThe term vocation (Dewey 1966) refers to the specified occupation practice an individual acquires through training either through formal or informal education. In light of this, vocation enables individuals meet their diverse basic and tertiary needs. For example, food, shelter, clothing and entertainment are just of the few necessities that vocation helps to mitigate. On the other hand, a profession (Brown 1992) is an academic oriented training experience that a person acquires in academic institut ions. It’s worth noting that vocations and professions are rather different in a way. Vocations are thought to be Godly given whereas professions are academically sought after. However, both the vocations and professions are characterized by demands and contemporary requirements that the perceived persons should apply in their vocational and professional practice. In this regard, the requirements continue to change with time and thus older workers primarily find themselves on the receiving end as they try to juggle between professional practice and education progression. For example, the rise of information communication technology in the modern society has perpetuated increased enrollment in tertiary institutions to effectively nourish their academic expertise with modern technology in efforts to keep in parallel with competition from others at bay in the professional environment. Lifelong learning refers to a situation whereby individuals are guided to work in a certain way as a result of continued experience on their job. For instance, the experiences of a medical practitioner in respect to a wide range of patients serve as critical avenues to propel his/her understanding of a particular phenomenon that he/she never learnt during his/her academic work. Academic expertise/highly developed skills and knowledge of the domainProfessionalism (Kizza 2010 p. 57) is the ability to use knowledge acquired through formal schooling and developed through long years of experience. In light of this, professional individuals are restricted by ethics and a wide range of requirements for one to be deemed a profession. First and foremost, the acquisition of knowledge commonly known as education is an ideal requirement in any profession. Education is essential as it serves as an integral tool for decision making involving a problem, situation or undertaking. Education is paramount in any given job discourse since it perpetuates development. In this regard, it plays a very significant role in the actualization of ideas and increases an individual’s reasoning ability. However, with progress in age, education slowly fades away thus creating ample room for older workers to engage in lifelong learning to boost their morale and scale down their dependency levels. Academic expertise is the primary objective of any human resource management panel selecting individuals for recruitment into the organization either public or private driven. It is for this reason that education merit is encouraged.

The effects of globalization on companies - Free Essay Example

Due to globalization the business people have to interact and manage different people from different cultures. It is helpfulÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦.to think of culture as analogous to music:(a)If another person hasnt heard a particular piece of music, it is impossible to describe.(b)Before the days of written scores, people had to learn informally by imitation.(c)People were able to exploit the potential of music only when they started writing music scores. (Hall,1973). Culture is a collective phenomenon that is about shared values and meanings. For a successful company a strong connection between organizational structure and culture is very important. Organizing is the process of arranging people and other resources to work together to accomplish a goal. Organization structure is a system of tasks, reporting relationships, and communication linkages. Culture is a collective phenomenon that is about shared values and meanings. Strategic mergers are becoming critical components for todays global business strategy. The common causes for the failure in mergers are structural and cultural differences. Before merger the firms need extensive preparation, a relationship of trust between negotiators and long period of post-merger consolidation. 1.1. Research questions What are the organizational designs and key dimensions of culture? What are the factors that influence organizational structure and culture? What are the impacts of organizational structure and culture on merger Process? 1.2. Research objectives To describe the organizational designs and key dimensions of culture. To identify the factors that influence organizational structure and culture. To describe the impacts of organizational structure and culture on merger Process. 2. Research methodology 2.1. Data collection and data analysis. 2.2. Case study method. 3. Literature review and application 4. Organizational structure: The structure of an organization is the sum total of the ways in which it divides its labour into distinct tasks and then achieves co-ordination among them (Mintzberg, 1979) Managers design the organizational structure to influence employees to achieve wider goals. 4.1. The organizational designs: Organizational design is the process of creating structure that will help to achieve the mission and objectives of an organization. The organizational design consists of 1.Organizational variables, 2.Control variables, and 3.Cultural variables. Organizational variables: The organizational variables are designed to achieve organizational effectiveness. They will help the organization to achieve its goals without any confusion in a precise way. The following are the important organizational variables. 1. Decision rights: This Indicating who is having the responsibility to approve an important decision regarding the business and implement necessary technology and control various types of decisions. It designs the proper allocation of decision rights. 2. Business processes: The set of ordered tasks needed to complete key objectives of the business and includes 1) A beginning and an end,2)Inputs and outputs,3)A set of sub processes that transform the inputs into out puts,4)A set of metrics for measuring effectiveness. 3. Formal reporting relationships: The formal reporting relationship reflects the flow of communication and coordination among the units throughout the organization. Effective communication, coordination and cooperation among uni ts in an organization are basic necessities for growth of the organization. 4. Informal networks: Sharing and transferring knowledge within different project unites other than the formal reporting relationships are the key factors for effective function of the organization. Control variables: These are the tools which will help the organization to monitor, motivate and evaluate the performance of the organization. 1. Data: Collecting information regarding the progress of all units, evaluating and providing feedback. 2. Planning: It is the processes through which the desired strategic objectives are achieved. 3. Performance measurement and evaluation: To improve the quality of work a set of measures are used to get feedback about execution of plans and the processes. This feed back is used to improve the performance of the organization. 4. Incentives: Incentives are motivating factors within an organization which will help to improve the organizational performance. Cultural variables: Set of values and beliefs about what is desirable and undesirable in a community of people. 1. Values: The set of unspoken and clear beliefs that underlines decisions made and actions taken, reflects aspirations about the way things should be done. 4.2. Identifying structural characteristics: Every firm should have a strategic plan which specifies the future direction of the business. The responsibilities of the managers should be organized to achieve the strategic plan, for this the firm should have their organizational structure that identifies responsibilities for each job position and relationships among those positions. The organizational structure also indicates how all the job responsibilities fit together. The organizational structure affects the effectiveness and efficiency with which the firm produces its product and therefore has an impact on the firms value. When choosing a structure that fits its business goals, it is important to understand different types of organizational structures and compare them with each other. Reduce the disadvantages or negative impacts that the chosen structure might have on the business goal. According to my analysis different firms use different organizational structures which are influenced by specific characteristics of it s business and can affect the firms performance. Organizational structures vary among firms according to: Size of organization Strategic importance Budget and time constraints 4.3. Types of organizational structure: Organizational structure defines the way work is divided, managed and synchronized. Organizational structure is formed according to the organizations size and strategy. Functional structures, Divisional structures and Matrix structures are the traditional structures. Team structures and Network structures are new directions in organizational structures. The following are the important types of organizational structures. 4.3.1. Functional organizational structure: In a functional structure employees are grouped by managers according to their activities and profession or function for example like production, finance or marketing. Functional structure is not only used in business but also in banks and hospitals. Functional structure is effective in small organizations with less problems and limited demand for change and innovation. 4.3.2. Divisional organizational structure: A divisional structure groups together people working on the same product, in the same area, with similar customers. It is suits more in complex organizations with diverse operations with many products, territories, customers, and work processes. 4.3.3. Matrix organizational structure: The matrix structure combines functional and divisional structures. It is more precise to use matrix structure in permanent cross-functional teams to support specific products and projects or programs. It is more useful in manufacturing, service industries, professional fields and nonprofit sectors. 4.3.4. Network organizational Structure Network structure is a modern structure which includes the linking of numerous, separate organization structure to optimize their interaction in order to accomplish a common, overall goal, because it consists of multiple organizations that works together to produce products and services. 4.4. Comparison of organizational Structures: In each type organizational structure there are variations. Each one is unique in its own way. The adaptability of a particular structure depends on the necessity of the organization. Functional organization structure : They work best in a stable environment like small organizations with less problems and change. Advantages of functional structure: Economies of scale. Task assignments with proper training and guidance. High-quality technical problem solving. Good skill development within functions. Clear career paths within functions. Disadvantages of functional structure: Difficulties in indicating tasks for things like cost control, product or service quality, timeliness, and innovation. Lack of communication, coordination and problem solving across functions. Divisional Organization structure: They work best in a complex organization with many products, territories, customers, and work processes. Advantages of divisional structure: More flexibility in responding to situational changes. Improved coordination across functional departments. Good responsibility for product or service delivery. Focused on specific customers, products and regions. Disadvantages of divisional structure: Reduces economies of scale. Increases costs through the duplication of resources and efforts across divisions. Creates unhealthy rivalries as divisions compete for resources and top management attention. Matrix organizational structure: The main influence of matrix structures to organizational performance lies with the cross- functional teams whose members work together to share knowledge and information in a timely manner to solve problems. Advantages of matrix structure: Good collaboration across functions. Problem solving takes place at team level which will improve decision making. Improved customer service because there is always respective manager informed and available to answer questions. Better strategic management, since top managers are free from un-necessary problem solving to focus on strategic issues. Disadvantages of matrix structure: The two-boss system is subject to power struggle. It creates task confusion and conflict in work priorities. Strong team loyalties will cause a loss of focus on larger organizational goals. Network organizational structure: A network organizational structure is seen as a more complicated and complex structure than any other structure. A network structure uses IT to link with networks of outside suppliers and service contractors. Advantages of network structure: Quality and cost are the best advantages of network structure. The creative use of information technology. Disadvantages of network structure: More demand for new management responsibilities. Network of contracts and alliances are more complicated to maintain. 4.5. Importance of organizational structure in merger process: Effective organizational structure makes responsibility delegation easier and makes it easy to see the organizational change throughout the organizations. It is important to realize the advantage of organizational structure to benefit from a strong framework. Organizational Chart: is a tool that represents employees work responsibilities and reporting relationships. With its reporting structure it shows the structure and hierarchy of employees of their division of work and level of responsibilities in the organization. Distribution of Authority: Organizational structure shows the authority and responsibility distribution throughout an organization. Employees will get awareness of their superiors and subordinates. Communication: Organizational structure makes communication easy between employees in their duties and this enhances information sharing and problem solving. Chain of command: the structure helps employee to know who is engaged in the decision making process. Proper Balancing: Structure helps specific task and activities to be assigned in functional departments which provide a good coordination between departments. Lorachester,2010 4.6. Impact of organizational structure on merge: In the case of merger, two organizations are required to integrate their organizational structure appropriately. Inappropriate organizational structure can cause failure in integration between firms and reduce benefit of merger. Unclear reporting structure has a great tendency to cause merger failure. Reconstructing organizational structure may take some time after a merger and it may cause uncertainty and anxiety amongst employees. Therefore it is important to declare the new organizational structure with clear roles and reporting relationship of employees (SS Brahma). Good organizational structure facilitates communication between individuals or groups within the two organizations. Incompatible structure becomes obstacle for successful communication and achieving the corporation goal become impossible. 4.7. Factors that influence organizational structure: The organizational structure can be influenced by different factors, such as the size of an organization, the environment, technology, efficiency of organizational design, etc. The structure of an organization should be developed in such a way that endorses the strategy and plan of management. It is very significant for managers to be aware of the factors which may have an influence on the structure of an organization. Environment Strategy People Technology Size Figure: A framework for organizational design- aligning structure with situational contingences Environment Stable Environment- Composed of certain and predictable environment. Desires of customers are well known and may remain constant. Few changes take place in such kind of environment and organizations can perform well without frequent change. Bureaucratic organization and mechanistic design fits in such environment. Dynamic Environment- composed of uncertain environment with less predictable elements. The desires of customer are frequently changing. Organizations must be flexible. For such environment, adaptive organizations and organic design is adequate. Strategy Organizational structure should be designed in such a way to fit its strategies. Different strategies need different structure. Organizations may need to change their strategies or mission for better performance and this leads to a change in organizational structure. Stability oriented strategy only few changes occur in the external environment, Bureaucratic organizations and mechanistic design is adequate for such certain strategy. Growth oriented Strategy Strategies is likely to change frequently. Circumstances are complex and uncertain. The operation objectives focus on flexibility of frequent change and innovation. Plans changes regularly and there is a need for improvement. Technology Technology is the way task is done using knowledge, skill, equipment, techniques and human know-how. Advance in technology cause frequent change in an organization. A suitable technology results in high productivity and lower cost for the firm. Technology is a major influence on organizational structure. The right combination of structure and technology are critical to organizational success (Joan Woodward 1960s). Organizational size As the size of an organization become larger and older, the structure becomes more complicated. It is very difficult to manage large organizations without a formal organizational structure, whereas in very small organizations structure can be very simple. Employees can carry out their task based on their needs, skill and/or interest. Tasks can be performed without having a formal work assignment and delegation of authority. In large organizations, the structure is more liked mechanistic. Tasks are highly specialized and more level of management. Work procedure is dictated by rules and strategies. Communication flow is from superior to subordinate. 5. Organizational culture: Organizational culture consists of the behavior, actions, and values that people in an enterprise are expected to follow.(Pettigrew, 1979) Organizational culture is a set of values, often taken for granted, that help people in an organization understand which actions are considered acceptable and which are considered unacceptable.(Moorhead Griffin, 1992) 5.1. Key dimensions of an organizational Culture: Measuring key dimensions of an organizational culture provides a composite picture of the organizations culture. This will become the base for the feelings of shared understanding of the members about the organization, how things are done, and the way the members are supposed to behave. The following are the 10 key dimensions of an organizational culture. 1. Member identity: The interpersonal relationship of the employees with the organization to feel a vital part of it. It depends on loyalty of employees to the organization. 2. Team emphasis: Organized group work rather than individual work. 3. Management focus: Identifying the effective outcomes of people within the organization and taking them into account to make important decisions. 4. Unit integration: cooperation and coordination among the units. 5. Control: The extent to which rules and policies used on employees to control their behavior. 6. Risk tolerance: The level up to which the employees are encourag ed to be innovative and risk seeking. 7. Reward criteria: A precise system which rewards promotion and salary increase according to employee performance rather than seniority, favoritism or other nonperformance factors. 8. Conflict tolerance: The degree to which the employees are encouraged to talk about the conflicts openly. 9. Means versus end orientation: The extent to which the management focuses on outcomes rather than on techniques and processes used to achieve those results. 10. Open-system focus: Monitoring the changes in external environment. 5.2. Identifying cultural characteristics: Denison Organizational Culture Model, indicates the external adaptation, internal integration, flexibility, stability as cultural characteristics of the enterprise which influences the prospective of organization. These four ideal characteristics would be reflected by four features (1) involvement, (2) consistency, (3) adaptability and (4) mission. Involvement: referred to the capacity of workers, ownership and responsibility. In the culture characteristic reflects the companys training for staff, the communication between workers, the participation of staff and the responsibility of workers. Consistency : to measure whether the company has strong and cohesive internal culture. Whether company has a set of fundamental value, so that employees have immense identity and have clear expectation of future. Adaptability : mainly refer to capability of adapting the change from external environment or whether they have ability to aware the sign of market and response quickly. M ission : is used to determine the company is focusing on immediate interest or has long-term strategy and accurate tactics to approach even bigger goal. 5.3. The stages of cultural formation: As people become more civilized they develop and share some common beliefs and values according to their geographical location which will guide their behaviour.The positive outcome of the beliefs and values makes them strong and will influence on how people should work and relate to each other. The following figure will explain about the stages of cultural formation. Shared values Reinforcing Shared beliefs Outcomes Norms Individual and Group behaviour 5.4. Types of culture: Charles Handy (1993) generalized 4 culture types. Power culture: is one in which peoples activities are strongly influenced by dominant central figure. Role culture: is one in which peoples activities are strongly influenced by clear and detailed job descriptions and other formal signals as to what is expected of them. Task culture: is one in which the focus of activity is toward completing a task or project using whatever means are appropriate. Person culture: is one in which activity is strongly influenced by the wishes of the individuals who are part of the organization. 5.5. Multiple cultures: A key concern in the culture of any organization is diversity. The term multiculturalism refers to pluralism and respect for diversity in the workplace. They value the talents, ideas, and creative potential of all members. Good characteristics of multicultural organizations are, 1) Pluralism: Members of both alternative cultures and majority cultures are important in setting key values and policies. The talents, ideas and creative thinking from different cultures are important for an organization to achieve its goals. 2) Structural integration: Members from multiple cultures are given equal opportunity in all levels and in all functional responsibilities. The integration of all levels of employees, management and all functional unites are important for a successful coordinated progress. 3) Absence of prejudice and discrimination: A proper guidance and task force actions deal with the need to eliminate culture-group conflicts. Prejudice and discrimination will cause differe nce among work force which will affect the work. So it is important to eliminate the prejudice and discrimination. 5.6. Culture and performance: We can review the effect of organizational culture on employee behaviour and performance with some key ideas. The culture of an organization allows employee to understand both the history of the firm and present methods of operation. This knowledge provides guidance about expected future behaviours. The commitment of Organizational culture to corporate philosophy and values. This commitment generates shared feelings of working towards common goals. The organizational culture, through its norms, serves as control mechanism to channel behaviours towards desired behaviours and away from undesired behaviours. Finally, certain types of organizational cultures may be related directly to greater effectiveness and productivity than others. 5.7. Importance of culture in merger process: The market world today is facing increase competition, in such situation organisations will like merge to have popular strategic tools entering new markets and acquiring new technologies. On the other hand, 80% of mergers do not reach their financial goals and 50% of the mergers fail. (Nahavandi and Malekzadeh 1993) Its true that most mergers fail because of financial reasons or economic crisis, and management as well, but we must critically look at the importance of culture in the merger process. When two companies merged with different cultures, it will have greater consequences on the organisation. An example for this is merger between US air and America West. The two airlines had extremely different organisation cultures. US Airways had an older workforce with highly structured bureaucracy, whereas America West had much younger workforce with entrepreneurial culture. For a successful merger they must adopt to a common culture that will suit the company. Cultural differences: When employees do not agree with the cultural adaptation it will create problem for the organisation. This will affect their performance in the organisation. Culture play an important role in the way employees will react when they face new business environment, in some situation where merger take place. Its difficult for some to work with new members within a team. To overcome this problem the organizations need to prepare employees to adapt to the new culture. 5.8. Impact of organization culture on merge: Organization culture is one of the most important factors of success or failure of a company in merger process. Culture will have an enormous impact on the way a company operates today. The culture does not become established until shared understanding achieves dominance in the collective thinking of the members of the organization. The following points below illustrate some important interrelationships that deeply affect the organization culture in merger process. Purpose and Goals: The purpose and goals of the organization initially trigger the kind of culture that founders want to follow their successors to see their vision. The extent to which they achieve this culture depends as much on the others factors as on their own leadership Organization policies: The different rules and policies followed by the organizations will create problem after merge. Organization structure: The difference in organizational structures also causes serious problem in the merger process. Employee skills and attitudes: The different skill sets and attitudes of employees from both the merging organizations also cause some disturbance in merger process. Use of technology: The development of technology and the way its implemented will create an impact on the organization culture. 5.9. Factors that influence organizational culture: The following are the some of the important factors that influence organizational culture in a broad way. Change in management For an organization, change management means defining and implementing actions and technologies to deal with changes in the business environment and to profit from changing opportunities. Change management is one of the main factors that influence organization culture. Change might come in various forms within an organization, such as technological change, change in management staff as well as change in leadership. Employee Employees are part of an organization, they will be unhappy if things are not going well in the organization. In today competitive world, its important for organization to do all they can to keep their employee happy and motivated. Organizational culture plays a vital role amongst employees. An organization that has a good culture ensures that its employees are satisfied with the facilities it provides them. This means that taking adequate care of employees ensures organizational effectiveness. This culture also enables employees to work in a comfortable environment that is reflected in the overall efficiency of their work performance. Geographical location Geographical locations influence organization culture, in sense that when companies are located in a particular region, they mostly adopt to the culture of that area to succeed. Geographical location might vary in turns of language; language is a factor that greatly affects cultural stability. When people from the same geographical location speak the same language, culture spreads easily. Since countries see language as an integrate part of their cultures. Religion is a strong shaper of value; different geographical location has different religions, at such this affects organization culture in that particular region. 6. Case study (US Air and America West Merger Case) 6.1 Brief summary of the case 6.2. What are the influences of organizational structure and culture in merger Process 6.3. Recommendations for the successful merger of organizational structure and culture in US Air and America west merger case. 7. Findings and Conclusions 8. Recommendations Graphs and tables

Case Study The Ethical Dilemma Essay - 1617 Words

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Relationships Are All About Love, Happiness, And Support

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However, in Arlie Russell Hochschild’s essay â€Å"From the Frying Pan into the Fire†, she points out that capitalization brings busyness and fades humans’ relationships due to the busyness. The definitions about l ove have been altered through the process of capitalization which to someone like Hochschild is a great loss. Similarly, the technical advancement, which is another consequence of Modernization, also impacts people’s lives.Read MoreWhy Irina Longs For A Life Of Hard Work1593 Words   |  7 Pagesthough these three sisters have been pushed out of the aristocratic class because of the actions of their brother, they have already separated themselves from the class by working and earning their own means for survival. This also speaks wonders about the characters of these young women because Irina wants to do any type of work, not just the jobs that are mandated specifically for women during this time. She wants to get her hands dirty and participate in laborious tasks. Alice Garriga, the actress

Biography of Franz Schubert Essays - 674 Words

Biography of Franz Schubert *No Works Cited Many prominent musicians produced major works during the romantic period. Among these are Beethoven, Strause, and Bach. But the musician that I think had the most impact, was Franz Schubert. Franz Peter, born on 31 January 1797 was one of fourteen children born of Franz Theodore Schubert and Elisabeth Vietz, four of which survived. He grew up in an apartment that daily converted to a classroom in which his father taught several elementary school classes. He received a thorough basic education; his father being a good teacher, and son being a bright student. From his father Franz also learned to play the violin, and from his†¦show more content†¦He was orderly and disciplined in his creative musical life and rather free spirited in his social life, spending evenings in Viennas numerous cafes. Never successful in obtaining a steady position, he was largely supported by his wealthy male friends, occasional funds from publishers, and such short-term positions as a foray to Hung ary to teach the wealthy Esterhazy daughters. Schubert is music historys first bohemian. Schubert lived the whole of his life in Vienna, a city much overshadowed by Mozart, Beethoven, and Haydn. With the rise of a middle class society, opera houses and concert halls were very much a part of everyday life. Vienna, however, was also under great political stress during this period, constantly at odds with France. When Schubert was an adolescent, Vienna was invaded and occupied by Napoleon. Schubert lived in a climate both preoccupied by music, occupied by French armies, and governed by oppressive political administrations. In his music can be heard the cheerfulness of stoicism and the influence of the common man being invited into the sphere of art music. A significant characteristic of Schuberts life is the blending of his devotion to compose and his need for socializing. His circle of friends, which included artists, poets, and musicians, would often gather to hear the music of their composer friend, who they affectionately nicknamed Schwammerl. These gatherings came to be known as Schubertiads. This was theShow MoreRelatedFranz Schubert: A Biography and Musical Analysis Essay1118 Words   |  5 Pages Franz Peter Schubert, born January 31, 1797, is accredited as one of the most gifted musicians of the 19th century (â€Å"SCHUBERT†), and is considered to be the last composer of the classical era and one of the first romantic composers (The Biography). His relentlessly impoverished life was short in comparison to many people of the era – his death was on November 19, 1828 (two months shy of his 32nd birthday) – and his music was generally unrecognized and unappreciated during his time, but his exemplificationRe ad MoreThe Leid in the Romantic Era1415 Words   |  6 PagesFranz Schubert, the name defines an era and a genre. A rare composer whos symphonic works represent the best legacy of the classical tradition, while his songs define German lied and exemplify the height of romantic lyricism. Schubert’s success with lied began with his masterpiece, Gretchen im Spinnrade. Written in the early romantic era, the year 1814. It is based on a text by Johann Wolfgang von Goethe, a poet whose works would become the most associated with the romantic music of the era dueRead MoreThe Symphony Of The Key Of Change3582 Words   |  15 Pagesstructure of the symphony helped to instigate a similar rebellious spirit among Romantic symphonists, such as Austrian composer Franz Schubert. Interestingly enough, Schubert was resentful towards Beethoven in his youth, preferring to stay loyal to his Austrian predecessors, Mozart and Haydn. When Eroica premiered, Schubert was a teenager, and in a diary entry from June 1816, Schubert even criticizes Beethoven for a â€Å"current eccentricity in music, which is due almost wholly to one of our greatest GermanRead MoreThe Aesthetic Qualities Of A Musical Selection From Space Odyssey1568 Words   |  7 PagesRomanticism in Music The romantic period (1820-1900) was a movement that stressed emotion, imagination, and individuality. Some of the most significant romantic musicians were Franz Schubert – Erlkà ¶nig (1815), Robert Schumann – Carnaval (1835), Clara Wieck Schumann – Romance in E Minor for Piano, Op.11, No. 1 (1839), Franz Liszt – Transcendental Étude in F Minor (1851), Johannes Brahms – German Requiem (1868), Giuseppe Verdi – Rigoletto (1851), Giacomo Puccini – La Bohà ¨me (1896), Frà ©dà ©ric ChopinRead MoreClara Schumann and Fanny Mendelssohn-Hensel1377 Words   |  5 Pages INTRODUCTION BIOGRAPHY Clara Schumann and Fanny Mendelssohn-Hensel are considered possibly the most important female figures of the Romantic Era. Both women were friends living with the struggles of trying to make a name for themselves as musicians and composers while living in the shadows of their famous male family members: Robert Schumann and Felix Mendelssohn. Clara Schumann Clara Josephine Wieck was born on September 13, 1819 in Leipzig, Germany into a musical family. Her father, FriedrichRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesteam. However, even within the teams organized by sport, there often was no team effort in any real sense of the word. Speedskater Shani Davis, winner of a gold and a silver medal, neither lived nor practiced with the team. He didn’t even allow his biography to be posted on the team’s Web site. Skier Lindsey Vonn, snowboarder Shaun White, and many others were similarly and rather defiantly â€Å"on their own.† There are not many organizations in which a member of a team could get by with that kind of behavior

Liberia’s Mental Health Care a Crucial Need for Improvement

Liberia’s Mental Health Care: A Crucial Need for Improvement By Ernest S. Maximore INTRODUCTON Liberia, a country with 3.5 million population has only one mental specialist, Dr. Benjamin Harris and one psychiatrist hospital, E.S. Grant Hospital, which is not even a public hospital. It is practically nonexistent because of little or no support: wreck facility, lack of more psychiatrists and outpatient service dysfunctional. This is a gross disproportion to the increasing mental health related illnesses budding in a country where citizens suffered 14 years of civil war with increasing post war traumatic mental health problems. It important to note that Liberia is a country whose citizens experienced 14 years of†¦show more content†¦Liberia’s Government only public Hospital, Catherine Mills Rehabilitation Center, was destroyed during the civil war. Mental health care, in effect is practically non-existent in the country. There are no outpatient or inpatient treatment options available at health clinics or health centers, and no psychiatric wards at county hospitals. In addition, there are no specialized services for the developmental and mental health needs of children and adolescents, and no services for other vulnerable groups, such as geriatric patients. There are also no rehabilitation services for alcohol and other substance use disorders or for individuals with deficits and handicaps that result from their mental illness (National Health Policy, Republic of Liberia, 2009). Psychological Impact of the Liberian Civil War There is no doubt the Liberian civil war has had a grave impact on the psychological wellbeing of both combatants and non-combatants as well. The scare of the war continues to resonate in the minds and hearts of direct and indirect victims since little or nothing sustainable has been done to provide relief and treatment as result of the dysfunctional mental health system in Liberia. As one writer puts it, there are many â€Å"walking talkers†Show MoreRelatedGovernment Of Health Systems : Liberia And Sierra Leone8463 Words   |  34 Pagesservices. However, the state of health systems for the last 20 years is difficult to overcome. Liberia and Sierra Leone were each embroiled in civil wars until the mid-2000s. Porous borders and a shared diamond belt meant that their conflicts were often shared, as political strife, violence, looting, armed forces, and refugees moved to neighboring countries. , Guinea in particular was on the rec eiving end of refugees. During that time in all three countries, health systems were uniformly poor, with

Rain Man the Movie Free Essays

Rain Man is a movie directed by Berry Levinson. The movie won best picture in 1988. This movie is about a man Charlie Babbitt, played by Tom Cruise. We will write a custom essay sample on Rain Man the Movie or any similar topic only for you Order Now In the beginning of the movie Charlie suddenly learns of his estranged and wealthy father’s death. After the funeral, Charlie is read his father’s last will and testament. He then finds out that he is not to be included in the estates finances. This news is somewhat disturbing to Charlie. He questions the lawyer to find out who the money has been left too. Charlie finds out that the three million dollars had been left to an un-named trustee. Charlie is determined to find out who this unnamed trustee is, and why his father would leave so much money to him. Through some digging Charlie finds that the trustee is a man that lives at a mental institution. Charlie goes there to check out the institution and ask questions. At the institution Charlie runs into his long lost autistic and institutionalized brother. It takes him awhile to put the pieces of the puzzle together because Charlie was never told that he had a brother. Charlie is still angry about not inheriting his father’s money, and is very confused about the news of having an autistic brother. Charlie decides to take his brother away from the institution, and back with him to Los Angeles. The news of having a brother is a big shock to Charlie, the fact that his brother has autism is very difficult for Charlie to deal with. Charlie’s brothers name is Raymond Babbitt he is played by Dustin Hoffman. Raymond is not allowed to leave the institution for longer than two hours, so it takes some manipulation on Charlie’s part to finally convince Ray to go with him to Los Angeles on this lengthy cross country road trip. Charlie had to promise Ray that he would take him to a major league baseball game. During the excursion Charlie slowly learns more about Raymond’s condition. It’s very challenging for both of them along the way. Charlie slowly learns how to adjust to all of Raymond’s autistic ways. Ray always likes to eat at the same time every day and gets very upset and nervous if anything is altered from his normal routine. He has certain menus he follows for each day of the week and any variation in these menus seems tragic to him. Ray also followed a strict television routine. He always watches the same programs every day. Ray would drive Charlie crazy by always repeating things, and insisting on only shopping at K-Mart. Along the way Charlie realizes that Raymond has a gift to memorize and count things with great accuracy. To Charlie’s downfall he ends up taking him to Las Vegas to count cards at the black jack tables at Caesars Palace casino. Although at first Charlie was concerned mostly about the money, he does establish a very strong bond with his brother and decides that he wants him to live with him in Los Angeles. The doctors on the other hand want Raymond to come back to the institution to live. It is unclear if the doctor’s motives are the money, or if they truly care for this patient. They have a custody hearing to determine where Raymond will live. The doctor at the institution meets up with Charlie to try to buy him off with money, but Charlie refuses, it is no longer an issue of money for him he just wants to be with his brother. The following day they go to the custody hearing. Even though it had appeared as though Raymond had made great improvements while in the care of his brother Raymond was unable to show the psychiatrist and doctor this because he became too nervous. It appears as though he was no different than he was when he left the institution. The decision was made that Raymond would return to the institution to live. Charlie puts Raymond on a train back to the institution with a promise that he will be coming to visit him in two weeks. The movie ends with Raymond counting down the days until Charlie’s visit. He is counting how many days, weeks, minutes, and even the exact seconds it will be until he will get to see his little brother again. Levinson, B. (1988) Autism is a challenging disorder. It causes massive amounts of stress on families. Autism disorder tends to causes a lot of stress on parents, siblings, and caregivers alike. Raising a child with autism usually causes more stress on a parent than mental retardation does due to the lack of interpersonal responsiveness associated with autism. Hoppes and Harris (1990). It is such a commonly known disorder for children to be diagnosed with that it scares new moms who are constantly looking for those red flags. If a child has a speech delay then parents often become concerned about a diagnosis of autism. It will lead parents to have their children tested when sometimes there is no reason for them to be concerned. Pediatrician’s offices usually have tons of useful information pertaining to identifying symptoms of autism disorder. Some symptoms include but are not limited to violent temper tantrums, they can appear to be deaf at times but not at others, or not respond when their own name is called. Most often autism is recognized by a delay in language skill or even a regression of skills such as social or communication. Autism affects each individual differently, some cases can be very mild and some can be more severe. Parker and Parker (2002) often parents become aware that something is not right as early as infancy. Sometimes it can take as long as three years of age before they notice something is wrong. It really depends on the severity. Patients with autism will or can show signs of communication problems, difficulty relating to people, difficulty to changes, and repetitive body movements ex: repetitive rocking. Children with autism usually do not like a lot of physical contact; they often do not like to even be held by their own parents. It is noted that adults with autism usually find looking people directly in the eye to be a problem, even people that they may know very well. Many people with autism never learn to speak. Parker and Parker (2002) For years Scientist research to find a cure, but for now no one even knows exactly what causes autism. It is estimated that somewhere between three to nine percent of the population of the United States has been diagnosed with this disorder. Boys seem to be more likely to get it than girls are by a ratio of 2. 5 to four. Studies seem to show that genetics play a big role as siblings seem to be two hundred times more likely to get this disorder than the general population. Piotrowski (2005). Yet over the years there have been many speculations, news stories and several documentaries on how vaccinations are the main cause of autism, as of yet there has been no scientific proof that this is true Parker and Parker (2002). There are also rumors of lead and mercury being a culprit although I was not able to find a documented source on this that I could cite. There are many people who feel that if they feed their children a certain diet plan that it will help their children’s symptoms, again these are not scientifically documented. The main fact here is that there is no cure for autism, but there are treatment options available. The earlier the treatment is started the better chance the patient and families will have at a possibly of living a near-normal life. Usually it is recommended to start treatment before age two. Examples of treatment options are Individualized Education Programs, Comprehensive Treatment Programs, Applied Behavior Analysis, Positive Behavioral Interventions and Support, and certain types of medications. Parker and Parker (2002) Autism is a challenging disorder. It causes massive amounts of stress on families. Through further education and treatment autism does not have to be a crippling disease, it can be managed with proper treatment and care. References Berkell Zager, D. (1999). Autism: Identification, Education, and Treatment. Mahwah,NJ Lawrence Erlbaum Associates, 17 Parker, J. Parker, P. (2002). Official Parent’s Sourcebook on Autism. San Diego, CA Icon Health Publications, 10-25 Piotrowski, N. (2005). Psychology Basics. Hackensack, NJ Salem Press, 121-126 Johnson, M. (Producer), Levinson, B. (Director). (1988). Rain Man [Motion picture]. United States: Metro Goldwyn Mayer Studios Inc. How to cite Rain Man the Movie, Papers