Friday, August 21, 2020

Why abortion should not be legal in the U.S Research Paper - 1

Why premature birth ought not be legitimate in the U.S - Research Paper Example Furthermore, the essential things of how the law is deciphered for fetus removal and how this is off base will be quickly examined. Right off the bat, one must comprehend that the procedure of a fetus removal is a fairly vicious act. For motivations behind this author’s reaction, the viciousness that is related with this method won't center upon the specific way in which the undeveloped organism is deconstructed and expelled; rather, the center will be upon the drawn out impacts that such a system predicts for the mother (Emery 1). Though numerous ladies have premature births for various reasons, the truth is that medicinal services choices and systems are typically executed distinctly now and again in which no other option is promptly accessible. Accordingly, taking a chance with the present and future rich strength of the mother in such a superfluous procedure is both stupid and limited. Because of the way that options exist, one is left to address a facetious inquiry rotating around why somebody would obstinately get their body through such a procedure (Rothsgrove 1). Albeit numerous different components play into the decision of whether to get a fetus removal, the one that is concentric upon the wellbeing, prosperity, and future richness of the mother is of basic significance to this creator. Because of the way that the harms continued during a fetus removal are customarily non-reversible and life changing, such a game-plan may well should be banned until a strategy that isn't about so hurtful to a woman’s wellbeing can be created. Rothsgrove, Carl. 9 Reasons Why Abortions Should Be Illegal. 9 Reasons Why Abortions Should Be Illegal. N.p., 15 Nov. 2012. Web. 15 Nov. 2012.

Tuesday, July 14, 2020

Condescension in the Ranks How to Handle Snide Remarks at Work

Condescension in the Ranks How to Handle Snide Remarks at Work One of the biggest characteristics a workplace must have is harmony among the workers so that it can be a healthy and productive work environment.Unfortunately, sometimes some colleagues know to throw a remark or two on your way for various reasons.Condescending work colleagues who are persistent in their snide remarks are the basic example of harmful work behavior.There is a big difference between a witty comment that is occasionally brought up in order to lighten up the atmosphere and consistently harmful comments that get you off your balance.Being a target of a snide remark is nothing new, it has, actually, become a mundane and everyday experience.Have in mind that throwing a couple of snide remarks among friends is a normal thing, however, if you are not well acquainted with the colleague or colleagues at work that constantly annoy you with their remarks, then it might be a problem.In further writing of the text, you will learn what are some of the ways you can use that can help you in handling snide remarks, how you can show yourself as an emotionally strong person so that people avoid throwing snarky remarks at you, etc.By the end of the article, you will be able to read a brief psychological insight into why people use snide remarks and what do they want to achieve by using them at their workplaces.GIVE THE COLLEAGUE THE BENEFIT OF THE DOUBTThis is the first logical step that one takes when a snide remark is made about them.This applies if the colleague in question is throwing a snide remark at you for the first time.Just give that colleague the benefit of the doubt. They might have been nervous and it might have slipped up accidentally.Using sarcastic comments and similar snide remarks is a common way of showing that the person is just trying to be friends with you.It does not mean that they are doing it on purpose. It is the same as if someone you smile at does not return the smile, and you automatically assume that they are rude.Before doing anything always consider the intention of the comment, because maybe the comment was not of mean nature but a sign of a friendly teasing nature.You should try this way in order to avoid escalation of the situation. In other words, you could make an elephant out of a fly and further decrease the quality of the working atmosphere in your office, if it was just a witty, one-time remark.AVOID THE COLLEAGUEAvoiding the colleague is a useful step but it is not one that is always plausible. If the snide remarks really get under your skin, you can always try to avoid the colleague.The problem arises if that colleague is an important person that crosses paths with you daily.This step would not help you in the long run because it will give confirmation to the colleague that the snide remarks get to you and that you will only run if met with snide remarks.Even though avoiding the colleague could sound like the only option in the heat of the moment, the only situation where avoiding the colleague can w ork is if you are employed somewhere where you do not plan on staying for some extended period.In addition, if your work results would not be affected by your choice to avoid the colleague whose snide remarks are bothering you, then it can also be a good idea to avoid them.If you plan on sticking longer on that job position, then it might be a good idea to consider some other ways of handling snide remarks.Even though it is not a good way to handle a colleague who is bothering you with their remarks, it is still a possible way that can be considered. COMPLETELY IGNORE THE COLLEAGUEThis one is a bit similar to the previous entry but it has a major difference.If a colleagues remarks are really getting under your skin, you can try and completely ignore them.The ramifications are similar to the previous entry: it might affect the working atmosphere and it might affect the work projects that you two share if you do share some at all.One of the major differences is that you actually confr ont the colleague that is bothering you, in a way.If the colleague sees that you are completely ignoring, not only their snide remarks but also their legitimate questions, they might suspect something is wrong between the two of you and issue a conversation to see what is going on.After talking, you can start with a clean slate.The main idea with this entry is to show the colleague that is bothering you that you do not like the snide comments they are throwing at you and, at the same time, show them that you can give minimal to no attention to them as a form of retaliation.It might be seen as a childish move, but so are the constant remarks that they are directing to you.ANALYZE THE SITUATION AND THE REMARK DIRECTED AT YOUThis entry is one of the interesting ones, as it involves evaluating oneself.First things first, the analysis of the situation means that you should ask yourself in what situation were the two of you when the remark was tossed at you.If it was a situation closely l inked with a particular work project or a characteristic that you have, for example, chewing loudly while at the break room, then it was a slight critique of you disguised as a remark.The remark itself would serve as a direct explanation of that characteristic and why it must be changed.This one is one of the deeper and philosophical entries in this article because it basically tells you to look beyond the snide comment and find the inner core and meaning of the comment in order to help you.Of course, not every snide remark will be a call to better yourself. You can always try and seek the deeper meaning behind the remark.This entry cannot be seen as a way to stop the snide remarks made by the colleague, but as a way to employ your brain to not look at them as a shallow way to make a quick laugh, but as a critique to improve over that characteristic that has been ridiculed through self-improvement, which is one of the most important things that one could do.You know that old phrase that says there is a grain of truth in every joke? Well ask yourself if the snide remarks youre faced with holds that grain of truth or more.This is an interesting entry that you can use because it actually can help you analyze yourself and help you think more about your strengths and weaknesses rather than the snide remark that might have hurt your feelings.There are no negative aspects in the workplace, except that the colleague might continue messing with you with the snide remarks, however, you might better yourself so much that, in the end, the colleague will run out of material.The point of the analysis is to critically assess what youre facing. Critically means youll try to be objective and neutral as you can and that means that youll clear all vanity out of the way.That in itself is helpful.DO NOT SHOW THAT IT GETS TO YOUThis one is indisputably the hardest entry on this list to achieve.There is a certain amount of negativity and nuisance a person can take before they burst. It is important to know that the colleagues or people who regularly toss around snide remarks aimed at you have the goal of seeing you annoyed.Possessing that knowledge, you can turn the stunt on its head by showing that you do not care about the snide remarks and that they simply do not get to you, at all.There are a few ways to focus your mind away from the person in mind, such as anchoring on a word in your mind until your anger passes, and regularly resting to balance your emotional stability.This entry might prove to be difficult for some people who have a tendency to get angry easily.The people with a short fuse or tendency to let other people get under their skin easily might have problems with this one due to their explosive nature.In that case, it is for the best to read on some techniques on how to relax in a situation that triggers your anger before you look up some ways of handling snide remarks.If you are a member of the infamous club of a short temper, this article mig ht be an interesting read t you.All in all, this way of handling the snide remarks might be more difficult for some people, but it is actually an easy way to keep the working atmosphere in the office and show the colleagues that by not showing that the snide remarks are bothering you enough to show any emotion, you are not the target they are looking for.BE KIND TO THE PROBLEMATIC COLLEAGUEThis one is the ultimate empathic approach. If the colleague is constantly spewing snide remarks about you, one of the interesting approaches is to be really kind to them.There are many benefits to becoming a kind person, one of them being the kindness boomerang. By being kind to him, you are showing that you do not care for the snide remarks they are making about you, and you might inspire him to be kind, as well.Being kind primarily improves your mental state and it might help you more than just handling a snide remark.Actually, empathy is a really important trait in the workplace as it enforces a positive increase in the atmosphere, thus, further increasing productivity.Being kind to the colleague who is getting under your skin is a good way to make him stop using the snide remarks, and is really a simple rule to follow: forgive them and be happy! Source: tutsplus.comTRY TO ESCAPE THE SITUATIONWhen in a workplace, one of the easiest ways to handle the snide remark or, if you see one incoming, avoid it completely.An example of the situation could be this: you see a colleague coming into the break room or your cubicle, or office.Then, when the colleague starts talking, if you see that they are going for a snide remark, look at the clock and say that you have to go do something. Easy as that.Basically, if you know that that one colleague will always try to be funny by getting under your skin, you can always find a way to get out of the room and tell that you have work to do.This entry is actually very similar to the avoiding the colleague entry, the only difference being that, in this case, you are confronting the witty colleague and snuffing them out before they start talking.This is a way to handle the incoming snide remarks but the only disadvantage is that you might cut off the person that might tell you something work-relate d.This can be used for serial snide remarkers, and should be used only if you are absolutely sure that that colleague will not say anything important or productive to you.TALK TO THE COLLEAGUE ABOUT ITTalking to the colleague that is bombarding you with snide remarks is one of the most important things to do, sooner or later.It is important to express yourself and explain to them that their remarks annoy you and that they should stop.Now, there are three ways to talk to the colleague.The first way is to talk to them privately.Simple one on one talk, where you explain the situation to them, explain that you are not comfortable with the remarks and that you do not find them funny.This is the most civilized way to snuff out the situation and continue with your work.The second way of talking is to talk to them on the spot, just after them saying the snide remark.This one is tricky because, for a short-tempered person, the stuff that can come out of their mouth in the heat of the moment might not be something that they are going to proudly retell later.On the other hand, you will come out as a person who does not like being pushed around and annoyed, so you might earn your colleagues respect.It is an interesting way to confront the colleague and their snide remark, but at the same time, this type of confrontation might prove to be a double-edged sword.The third and final way of handling the remark with a conversation is to jokingly confront the colleague with a snide remark of your own.This one can be a tricky road, as you might be stuck in a perpetual competition of who thinks of a better or funnier remark if that colleague is persistent.Even though it sounds childish, it is a way to try and make up a better and funnier remark than them, after which they might stop.It is a strange and childish way to try and handle the remark and the colleague that makes it, however, out of all the three aforementioned ways of talking, it is the one that has the least chance of wo rking.It is important to talk to your colleagues, no matter the circumstances, as you promote open-mindedness and communication with them, which is an important trait for a workplace and colleagues to have.For a person engaged in work, workspace atmosphere is one of the most important aspects of the workplace. Source: researchgate.netIn this part of the text, some reasons and mental profiles for such behavior will be covered in short, and how you can help yourself mentally, in order to deflect those or any other similar remarks easily.First of all, it is really difficult to stick a characteristic on a person that is throwing a snide remark at somebody. Is the person considered being a bully? Or being a mean person?That depends on the nature and frequency of the remarks.If we put a fusion of a bully mindset and a mean mindset into one and surround it with a workplace coat, it can be suggested that the person has been an object of other peoples remarks in their early career or previous jobs.The combination of having been taught to behave like that on their previous workplaces and other factors, for example, the need to be liked, having a big ego, seeing you as being different, are all the prime characteristics of a bully.Of course, being a part of the adult world, it is much easier to talk w ith that colleague that is bothering you, as you all share a common goal in the office.Having said all that, it might possibly be a silly joke that the person uses to connect with other people, as some believe that people often use snide remarks to make themselves look funny and break the ice or relax the situation.Of course, they can get out of line, but the golden rule to follow is for both parties to know when to speak and when to be silent.Secondly, if you have a bit of a shorter fuse than other people, or simply cannot let go if someone is messing with you, in an emotional sense, there are a few things you can do to strengthen psychologically.Firstly, you should focus your thoughts on bright thoughts, on places, people, and objects that inspire you. One should learn to not let a person dictate ones thoughts.Whenever you see the colleague or just any other person that knows how to get under your skin, be ready for their type of action that targets you and show them that it does not bother you anymore.You have greater goals that will require iron will and full attention so that snide remark is just too small to deter you away from your charted goal.Secondly, do not show the victim traits, even if you are one, in their eyes. The person is throwing the snide remarks in your face for their own selfish reasons, so do not give them the satisfaction of showing that it got to you.Even after a while, you should not think about the remark and whether you have done something wrong. Throw those negative feelings and thoughts out the window and focus on your goals, achievements, and inspirations.Finally, there are many ways to strengthen your mental state, for example, deep self-evaluation and progress reflection, if you are interested in reading a detailed explanation, here is an interesting article, in addition to a speech by Amy Morin, a psychotherapist whose expertise is giving advice regarding mental health. ASSERTIVE COMMUNICATIONNow the key thing here is asserti ve communication which basically means youll state the problem without adding oil to the fire.You will take a stance and confront a passive-aggressive colleague, but you wont verbally attack him, nor you will show that his/her comment got to you.You will either address their claim or them in person and expose the convo for what it is verbal aggression.The thing here is that people who are passive-aggressive opt for passivity because theyre afraid of aggression in the open or because they enjoy seeing you confused about the nature of your relationship and downright scared of the thing they may say next.The important thing to do is face them head-on and show them that you are not afraid and that youre a force to be reckoned with. You don’t do that by displaying aggressive behavior yourself because aggression is actually a sign of weakness.You remain calm, analyze their behavior and their potential motives and in a very serene tone, cut the whole thing at its core.Or just use sarcas m, thats what really gets on their nerves as well.CONCLUSIONIn conclusion, the working atmosphere is essential for a workplace to be seen as a productive and healthy work environment.Even though there are always jokers around every office, there is a thin line between saying a witty and funny comment and throwing a snide remark.Have in mind, that it is simply in some peoples nature to joke around by throwing snide remarks, one should always take it as such if the problem does not continue.Be aware that it all depends on your mentality. If you are easy to forgive and not easily let people get under your skin, you are at a greater advantage than the people who cannot emotionally withstand those kinds of attacks with ease.If you are one of the people that cannot easily let go of the snide remarks directed at them, just remember the ways of handling those snide remarks that have been mentioned in the text, and the ways you can exercise your mind to be more resilient to those snide remar ks that are thrown at you.All in all, it is important to understand that there are people and there will always be people who simply enjoy throwing snide remarks at their colleagues, friends or family, and the best possible option is to simply accept them and learn how to handle their snide remarks.

Thursday, May 21, 2020

The Many Forms of Hate Crimes Essay - 687 Words

The Many Forms of Hate Crimes The issue of hate crimes has greatly affected the way in which people interact. A hate crime is defined as any act of violence or verbal slashing of a person based upon race, religious belief, or ones sexuality. There are several other grounds for determining a hate crime depending upon guidelines in written laws. Hate crimes are said to have originally derived from the unjust treatment of Jewish cultures during the Holocaust in World War II. Slavery of African Americans in the early to mid 1900s has also been deemed a cause of hate crimes. The issue of hate has completely engulfed the media with questions and proposed answers on how and why some of these ungodly acts could have taken place. The†¦show more content†¦Groups such as the Ku Klux Klan serve as a basis to the ideology of white supremacy and anti-Semitism. Recently, several white supremacists have been arrested for threats on anti-hate group officials. Alexander James Curtis and Michael Brian DaSilva were arraigned in federal court with felony charges of a two-year hate crime spree against Hispanic and Jewish Politicians. Both politicians had spoken out against unjust treatment of minorities in the past. (Article 3) The ideology of the Ku Klux Klan has also appeared in Moscow recently as former member David Duke spoke against world Zionism and preached of expulsion of dark skinned people. The slogan of the Ku Klux Klan, Glory to Russia and White Power is still evident the crowd in Moscow. (Article 4) Aside from the rise in racial discriminative acts, hate crimes against homosexuals pose as the one of the largest problems in recent news. With the current rise of gay and lesbian marriages, many individuals are protesting that this action is not acceptable and in violent ways. Police and Congress have their hands full sending out large task forces and passing laws to put a stop to harmful protests. The National Gay and Lesbian Task Force declared October 19th National Hate Crimes Call-In Day. TheShow MoreRelated Hate Crime Laws Essay1378 Words   |  6 Pageshorrific crimes should be prosecuted to the full extent of the law. That is why I strongly support hate crime laws. Now, before I dive into this very controversial subject, I should probably define what hate crime laws are so you will have a better understanding of what I am talking about. As I have understood it, hate crime laws are laws that protect certain minorities or groups from bias motivated violence and harassment, and also more harshly punish people that commit these crimes againstRead More It’s Time to Limit Restrict Hate Speech Essay901 Words   |  4 PagesIt’s Time to Limit Restrict Hate Speech Free speech is the backbone that holds democracy together.   Without a free speech, ideas would not be challenged, governments would not be kept in check, and citizens would not be free.   John Stuart Mill said once that, â€Å"If all mankind minus one were of one opinion, and only one person were of the contrary opinion, mankind would be no more justified in silencing that one person then he, if he had the power, would be justified in silencing mankind.†( RoleffRead MoreEssay on Hate Crimes Against Gays and Lesbians1379 Words   |  6 PagesHate Crimes Against Gays and Lesbians LaReese Nixon Kaplan University CJ490: Research Methods in Criminal Justice Prof: Deborah Barrett August 7, 2012 Abstract Introduction Lesbian, gay, bisexual, and transgender persons frequently face violence motivated by their sexuality or gender identity. Violence may be executed by the state, as in laws prescribing corporal punishment for homosexual acts, or by individuals engaging in intimidation, mobbing, assault, or lynching. Violence targetedRead More Hate Crimes Essay902 Words   |  4 Pages Hate Crimes I. What are Hate Crimes A. Definitions for Hate Crimes B. Counting Hate Crimes 1. White Power 2. Black Power II. Examples of Hate Crimes A. Hate Crime penalties III. Reasons for Hate Crimes Even though Hate Crimes have been around in the past, and have been most certainly been more violent in the past. Hate Crimes are most certainly still a problem in todays society, but it is not dealt with the same violent manner as previously performed in the past. There are still violent actsRead More Profile of a Hate Crime Offender Essay1614 Words   |  7 PagesProfile of a Hate Crime Offender Sterilized from emotion, hate crime, also called bias crime, is those offenses motivated in part or singularly by personal prejudice against other because of a diversity-race, sexual orientation, religion, ethnicity/national origin, or disability. Hate crimes are committed out of anger, ignorance, and lack of knowledge of another’s ideas and beliefs. There are many causes for an individual to commit a hate crime. Also, many differentRead MoreEssay about Hate Crime Victimization1642 Words   |  7 Pagesof murders, assaults, and acts of vandalism and desecration were fueled by bigotry† (Karmen, 2013, p. 350). Hate crime victimization is a very prevalent and serious issue that exists amongst our society today that is often used to demonstrate a form of hate towards a particular group of people; primarily minority groups. â€Å"Although each state employs a different definition of hate crime, most statutes include groups singled out on the basis of race (such as African Americans or Asian Americans)Read MoreWe Should View Terrorism By Alan Krueger And Jitka Maleckova1542 Words   |  7 Pagesseveral key similarities. Alan Krueger and Jitka Maleckova argue that we should view terrorism â€Å"less like property crime and more like a violent form of political engagement.† Hate crime should also be conceptualized in this manner. Unlike other forms of criminal activity where the offender’s motivation is often material gain, perpetrators of both terrorist attacks and hate crimes’ motivations are more nebulous -- the opportunity to express grievances and have an outlet for their anger, the desireRead MoreThe Symbolic Interactionalism Theory Of Hate Crime1347 Words   |  6 PagesHate crimes are difficult to fathom, primarily because they involve the unprovoked physical attacking and, sometimes, murder of people based on race and ethnicity. A more formal definition of hate crimes is presented by Shepard (2017, p. 285). As he writes, â€Å"a hate crime is a criminal act that is motivated by extreme prejudice,† This is a very good, concise and accurate definition, nevertheless , hate crimes are not the outcome of unimaginable heights of discrimination. Most people have prejudicesRead MoreHate Crime Essay1660 Words   |  7 PagesThe term hate crime developed in the early 1980s by reporters and government officials such as John Conyers and Mario Biaggi. Even though the interest of hate crimes has increased in recent developments, it has deep historic roots that dates back into time. Statistics of U.S. history has shown that assaults, murders, and acts of vandalism has stemmed from hatred. The first hate crime victims were Native Americans and since then almost all U.S. immigrants have been exposed to violence, discriminationRead MoreWhat are Hate Crimes?736 Words   |  3 PagesThroughout history, crimes have been committed worldwide. Murder, assault, and other crimes have been dealt with some kind of punishment, but one crime stays unnoticed and not cared about. Hate crimes, a major conflict in communities, have been showing up without anyone noticing. People sometimes commit them unaware of the consequences due to the lack of understanding what a hate crime really is. A hate crime is a motive to hurt or insult a certain group of people. It is more harsh and dangerous

Wednesday, May 6, 2020

The Parenting Styles That Were Theorized By Diana Baumrind

Today the education system places a lot of importance on the student’s academic performance. The educational performance of children and adolescents has been attributed to a myriad of factors. Low academic performance has been attributed to inadequate teachers or schools, large class sizes, socio economic status, and parent’s education, among others. Undoubtedly, all of these factors play a role in low academic performance. What scholars have shown as definitive is that parental contributions are important in helping students achieve high academic performance. Specific parental practices such as helping their kids with their homework, attending parent-teacher conferences, and monitoring after school activities are related to adolescents school performance. The belief is that if parents adopt the correct parenting style when raising their children/adolescents, these children /adolescents can become academically proficient. There are three parenting styles that were t heorized by Diana Baumrind. These are: authoritative, authoritarian, and permissive. These parenting styles are believed to have associations in the social, moral, behavioral, and academic development of children/adolescent. Past studies have shown that there is an association between parenting styles and academic performance in children/adolescents. In authoritative parenting style, there is a mutual respect between the child and the parent. There is also negotiation and dialogue involved. The parentShow MoreRelatedAwareness of Parenting Style/Practices and the Effect on Adolescent Identity2220 Words   |  9 Pagesassist adolescents in their identity formation process. Two theories that have been used in research to examine adolescent identity are the psychosocial development of adolescents and Bandura’s social learning theory. Psychosocial development as theorized by Erikson has eight stages through which a healthily developing human should pass from infancy to late adul thood (Kail Cavanaugh, 2010). Adolescents fall into stage five, Identity vs. Role Confusion, in which the question of â€Å"Who am I† is trying

Group Speech Free Essays

Today we would like to talk you about finding a more a healthier you. First I will start off with discussing the physical fitness aspect. (Khrys) Next I will be discussing the basic guidelines for eating healthy. We will write a custom essay sample on Group Speech or any similar topic only for you Order Now (Corey) Thirdly, I shall discuss how to reduce and cope with everyday stress. (Derek) Lastly, I will explain to you the affects that drugs have on your well being. Body First (Ken)Everyone wants a nice body. As men we want to look like those bodybuilders with the veins sticking out and biceps as big as a basketball.And women, they dream of having the perfect hourglass figure like the models in Victoria’s Secret commercials. Pretty much its those who seem to live at the gym. 1. Edward Laskowski from mayo clinic in Rochester Minn. says, â€Å"A lot of people lives start with, 1) you get a bit fat, 2) start to hate the way you look, 3) hit the gym with vengeance, 4) start to look noticeably better, 5) loose motivation and stop working out for a few weeks, and last start all over again. As shown many feel that exercising makes them tired. For most people the feeling of sweat and fatigue is just not natural.Though it is proven that exercising boosts your energy level. Exercising and increasing the heart rate helps carry vital nutrients and oxygen to tissues in the body. 1. Cardio workouts help increase your heart rate. The increase in rate helps blood flow throughout your body carrying oxygen to the muscles being used. 2. Iron is what forms many proteins and enzymes in the body for proper functioning and maintaining a healthy body. Iron is what binds with hemoglobin’s, which is a protein in red blood cells that carry oxygen from the lungs to the rest of the body.With all this in mind the body should feel fatigue after exercising. Working out in the morning has best results for daily function. Through the day you will wake up, resulting at the end of the day you will feel tired when it is time to sleep. Also since you have a much deeper sleep, the fallowing day you shall be more focused on what you need to be doing. A. Strength training is a very important aspect. And yes even for women. Ladies don’t worry it is impossible for you to build like a man without using steroids. As a beginner, first off, learn proper technique.Once you have taught the muscles how to properly support weight other than your own body, keep it light and keep it tight. This will help prevent injury from occurring. 1. Start with a single amount of repetitions. You don’t need to be like the body builder at the gym. Do a set 10-12, at the end of the last 2 or 3 you should be struggling. 2. Start slow and with the basics. Stick to squats, dead lifts, bench, pull-ups, sit-ups etc. till you have strengthened yourself. Last and most importantly, rest. The body needs rest and as well plenty of water.When working out the body breaks down muscle fibers leaving you sore sometimes the next day. Next (Khrys)The food and the physical activity we choose, will affect our health, and how we feel today, tomorrow, and hopefully in the future. Most of us here today might be eating enough food, but not all of us are eating the correct foods, therefore depriving our body of the vital nutrients we need to stay healthy. A great example of this is in a documentary called â€Å"Supersize Me†. This movie shows the affects of eating breakfast lunch and dinner at McDonalds for thirty consecutive days.Not Good. According to the Department of Health and Human Services the average American diet is too high in calories, sugars, fats, cholesterol, sodium, animal protein, and alcohol, and too low in complex carbs, dietary fiber, fruit’s, vegetables, and water. The key to feeling better today and healthier for tomorrow starts with a good eating plan that emphasizes fruits, vegetables, whole grains, and fat-free or low fat milk and milk products. Includes lean meats, poultry, fish, beans, eggs, and nuts. And is low in saturated fats, trans fats, cholesterol, salt, and added sugars.There is also a correct number of calories you should eat each day, this number depends upon your age, activity level, and whether or not you’re trying to gain, maintain, or lose weight. You can calculate your number on www. healthierus. gov/dietaryguidlines. With healthier eating habits, you can reduce the risks of many chronic diseases including heart disease, diabetes, osteoporosis, and certain cancers, and increase your chances for a longer more enjoyable life. Thirdly (Corey)In a recent study by the associated press. out of 10 students say they endure stress often and 1 out of 5 students say they deal with it most or all of the time. So it affects us some how or another. Either you or your friends. If not dealt with in the right way stress can lead to more stress and can lead to more unhealthy choices. People we all have problems its how you deal with it that makes it stressful or just another problem. From helpguide. org I have ways to help reduce stress. First identify the sources of stress. Guys this isn’t as easy as it sounds. Some say start a stress journal.Second look at how you cope with the stress. There’s the unhealthy way of dealing with stress. Like smoking, drinking to much, overeating or under eating. Then learning how to deal with it the healthy way. Thirdly avoiding unnecessary stress if there someone who gives you stress how about spending less time with him or her. College can be stressful so you don’t need any extra stress. 4th if something can’t be change like having a child to deal with try altering the situation. Like expressing your feelings instead of bottling them up, being more assertive and being open and willing to compromise.If asking someone to change their behavior be willing to do the same. 5th adapt to the stressor if there something you cant changed like a boss. Then try to focus on the positive. Adjust your standards trying to do everything perfect is a set up for more stress. 6th Accept the things you can’t change. Some stress is just clearly unavoidable like deaths of a love one you cant change that. Sharing your feelings is huge. Learn to forgive bottling up emotions about what someone did to you or someone else does more harm then good.Its like the saying drinking poison and hoping the other guy dies. 7th Make time for fun and relaxation. There healthy ways to do this. Like going for a walk, spend time in nature, Call a good friend, reading a book, watch a comedy. Laughter is a cure people for stress. Lastly is adopt a healthy Lifestyle like exercise regularly, eating a healthy diet, Reduce caffeine and sugar, avoid alcohol, cigarettes, and drugs. And Lastly (Derek)Drugs (the effects of drugs on your body, more specifically, the most common drug in use.. . ) Caffeine Increases energy/concentrationCaffeine was put on rat neurons in vitro (suspended in water) and was found that dendrites would grow, and then retract when the neurons got used to the caffeine. Relieves indigestion, stress and hyperactive disorders May aggravate illnesses and disorders causing bone loss over time, temporary hardening of arterial walls (atherosclerosis) undue chemical stress on the brain [wikipedia] Causes low energy and apathy between uses, and of course is addictive, as well as carries the side effects of: anxiousness excitability restlessness dizziness rritability inability to concentrate gastrointestinal (GI) aches headaches that don’t seem to go away trouble sleeping weight gain higher risk for diabetes Alternatives Mate (to wean you off) contains a little over half the caffeine of coffee, but in a slightly different form, called mateine. has been shown to lessen the tendency towards obesity induced by a high-fat diet. LDL-cholesterol reduction (that’s the bad kind) Uses in treating heart disease contains antioxidants which are good for nearly everything B-vitamins (if you want to quit completely) nergy good for skin and and nucleic acid production (cell regeneration) We have the affects of drugs In conclusion we discussed four key aspects to finding a healthier you first we covered the physical aspect, Next we discussed the basic guide to eating healthier; Thirdly we explained how to cope with daily stress and Lastly we indulged in the effects drugs have on our well being. We hope you all gained something good from our speech, thank you for your time.Work Cited1) â€Å"1 in 5 undergrads is constantly stressed†msn. com[http://www. msnbc. sn. com/id/23693229] The associated press 2008 2) Smith Melinda, Jaffe-Gil Ellen, and Segal Robert â€Å"Stress Management how to reduce, prevent, and cope with stress† Help guide, October 2010. http://helpguide.org? mental? stress_management_relief_coping. htm3) U. S. Department of Health and Human Services. gov4) U. S. Department of Agriculture. gov5) Health. gov/dietaryguidlines/dya2005/document/pdf/brochure. pdf6) Editor. â€Å"10 Reasons to Work Out That Have Nothing to Do With a Sexy Body. † PickTheBrain | Motivation and Self Improvement. Pick the Brain, Apr. -May 2009. Web. 20 Nov. 2010. .7) â€Å"What Does Iron Do? † A 2 Z of Health and Beauty. Web. 20 Nov. 2010. .8) â€Å"Cardiovascular Disease Statistics† American Heart Association. Web. 20 Nov. 2010. Caffeine’s Effects on Health. (n. d. ). Go Ask Alice!. Retrieved November 29, 2010, from www. goaskalice. columbia. edu/1485. html Ellis-Christensen, T. , ; ed. O. Wallace (n. d. ). What are the Negative Effects of Caffeine?. WiseGEEK. Retrieved November 29, 2010, from www. wisegeek.com/what-are-the-negative-effects-of-caffeine. tm Positive and Negative Effects of Caffeine. (n. d. ). HubPages. Retrieved November 29, 2010, from www. hubpages. com/hub/Positive-and-Negative-Effects-of-Caffeine Caffeine. (n. d. ). Wikipedia, the Online Encyclopedia. Retrieved November 29, 2010, from en. wikipedia. org/wiki/caffeine Yerba Mate. (n. d. ). Wikipedia, the Online Encyclopedia. Retrieved November 29, 2010, from en. wikipedia. org/wiki/Yerba_mate B-Vitamins. (n. d. ). Wikipedia, the Online Encyclopedia. Retrieved November 29, 2010, from en. wikipedia. org/wiki/B-vitamins How to cite Group Speech, Papers

Friday, April 24, 2020

Thomas Edison , A Great Inventor In 20Th Century Essay Example For Students

Thomas Edison , A Great Inventor In 20Th Century Essay Thomas Edison was one of the greatest inventor of all time in our history. He has invented over 1903 patents in his life time. That is more than one person could achieve. He was born in 1847 in Ohio. When he was growing as a child, he didn not receive public education. His mother taught him to read and he was fond of reading book. One time, he wanted to be an actor, but he changed his direction to science. He was always curious just about everything around him. One of famous inventions of all time was electric light bulb. He spend years to figure out to turn light switch. He was very smart, out-witted. We will write a custom essay on Thomas Edison , A Great Inventor In 20Th Century specifically for you for only $16.38 $13.9/page Order now He was a family man. He spent time with his family when he was free. He had a wife but she died shortly after he invented phonograph. We still use some of his stuff today. If it wasnt for him, we would not have stuf like, CD or computer. We should thank him for what he did. BibliographyN/ABiographies

Tuesday, March 17, 2020

Conceiving and Measuring Managers Performance

Conceiving and Measuring Managers Performance Introduction The success of every organization depends upon its management. The management incorporates the managing director who in most cases is referred to as the Chief Executive Officer (CEO) and the other middle level managers who are the heads of various organizational departments.Advertising We will write a custom critical writing sample on Conceiving and Measuring Managers Performance specifically for you for only $16.05 $11/page Learn More The CEO alone cannot adequately enhance the management of an organization and so the other management staff is equally important in critical decision-making. Successful implementation of company’s various strategies requires total commitment and cooperation on the part of the management of the organization. Almost all organizations have stakeholders who have stakes either directly or indirectly in the organization (Goddard Broad, 2010, p. 64). The manner in which an organization is run will attract varying attitudes from the stakeholders or any other external bodies that may be having direct link to the company. These attitudes will be based on how the managers are running the organizations. It is important to assess managers’ performance t o ascertain how the set goals and objectives are being or likely to be achieved. This will call for an appropriate action against those managers who are not performing accordingly and a different direction can be sought. The following report will try to analyze how the managers’ performance can be measured and the complications involved in the entire process. Performance Management Indicators and Systems There is no reason to retain a manager who cannot deliver. The managers’ goals should be in line with organizations’ functional goals and objectives. Managers must always be achievers and they should focus on getting the organization to the highest possible level. That is why poor performing managers are usually retrenc hed or have their contracts terminated because of non-performance. The overall performance of an organization is the summation of all the individual sections’ performance in that organization. This calls for the people of high integrity, excellent credentials in their fields of management and well devoted to their work in order to achieve organizational goals. This calls for proper performance management in an organization.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Performance management is a tool for evaluating how the company has successfully achieved its goals and objectives and to what extend it has achieved them. This will direct the relevant authority to take the most appropriate corrective measures in time. Groove, Joby Fisk (2006, p. 252) maintained that performance management can be applied based on performance management systems. These systems ca n be used in line with specific consideration of behaviors (the manner in which work is completed) or results (the outcomes realized) or both aspects are used. Management by objectives is part of a performance management system based on measuring the outcomes. Performance management systems can also be based on processes rather than results. These are competencies, intelligence, skills-based or professionalism (Goddard Broad, 2010, p.67). Whichever the approach is adopted, it should give the best evaluation to determine the organization’s position and future potential prospects. Performance management is a perpetual process of managing businesses. An appropriate assessment tool should be used to detect and assess how the managers are propelling the business. Proper monitoring of the performance of employees can yield substantial benefits to the organization. There are factors that can be used to tell whether an organization is under good management. These include customer sa tisfaction, employee retention and profitability of the organization. A well-managed organization will satisfy the customers or clients through meeting their demand and offering high quality services. Employees too are interested in remaining in an organization where their efforts are being appreciated and this can be achieved through ensuring proper communication channels are maintained, proper delegation of duties, specialization and division of labor and motivating them by showing appreciation to them for example promoting them when they deserve it. A company or an organization that fulfils these factors gives a clear indication that the performance of managers is going well.Advertising We will write a custom critical writing sample on Conceiving and Measuring Managers Performance specifically for you for only $16.05 $11/page Learn More The relationship between the employees of an organization and the top management is another critical issue that should be given a priority in measuring the performance management. The managers ought to give feedback to the employees on a regular basis concerning the ongoing of the organization. This is important information since it makes employees aware of how far the organization has gone in achieving the set goals and objectives and how development plans are faring. This information also identifies areas that need to be improved. The employees are able to adjust their efforts based on the feedback they get from their managers. The management team of the organization determines this relationship in most cases. There are some managers who do not give their employees freedom to express themselves or do not involve them in any decision making process of the organization. Such managers are harsh and portray dictatorial style of leadership and they expect things to be done as they direct regardless of whether they are wrong or right. The ultimate outcome in such organizations is poor relationship betwe en the management and the sub-ordinate staff and the employees perform their duties not because of respect but because fear has been instilled in them. Such managers are poor performers and can drive the organization into a bankruptcy position especially if it is a financial entity. Performance Management Process Aguins (2009, p. 75) asserts that performance management is a continuous process that involves a number of stages. The stages take place in a cyclical manner. The first stage entails acquiring information on the company’s strategic goals and mission as well as knowing the work in question well. Performance planning is the actual discussion between the management and the employees and ensuring you come into a consensus on what should be done and how is going to be done. In performance assessment, both employees and the managers are involved and it evaluates the extent to which the desired behaviors have been attended to and whether the anticipated outcomes have been a chieved (Groove, Joby Fisk 2006 p. 255). This is a very important stage as it provides an avenue in which the employee receives feedback on hi/her performance. Re-contracting is the final stage and is very essential to the planning component. It uses the insights gained from all other stages.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The managers’ performance receives varying conceptions depending on the relationship between the organization and the parties with stakes in the company (Jean-Franà §ois, 2004, p.93). A poorly performing company can be criticized from different perspectives or reasons as to why it is being viewed that way. The opinions will depend on the expectations of the interested parties. Let us for example look at the shareholders of a profit making company. The shareholders commit their funds in a company with one main reason and that is to get revenues or profits in terms dividends. A company may decide not to pay dividends for a particular year(s) because of low returns. Subsequently since the shareholders’ expectations have not been met, they raise a complaint and if you go asking their opinions the answers you will get is that the managers of the company are performing poorly and they need to be replaced. On another perspective, we might have the suppliers of goods and othe r materials and other creditors including banks. Delaying their debts will create a problem, as they will perceive that a company that cannot honor dues in time shows declining performance and the blame is laid on the management team of the company (Aguins 2009, p. 75). Finally, the most important person who can destroy the company’s image if his/her expectations are not met is the customer. In the event that customer demands are not met either qualitatively or quantitatively, he/she can be very disappointed and shift the consumption of the products to another potential supplier in a highly competitive market. Moreover, if you want to know who has been blamed in this context ask the customers and all the answers will be same, that they have no confidence with the management of the company in question. These indicators can be used to measure the managers’ performance and instances of different conceptions from different parties. In fact, both the CEO of the company and the other managers must ensure that all the above aspects are adequately addressed. It is important that measures of managers’ performance reflect the total value of work done. The set of behaviors that are relevant to the organizational goals where that person works is referred to as performance domain (Morse Wagner 1978, p. 23). Performance must be measurable in accordance with managers’ contribution towards organizational objectives. This is because failure of the management to achieve certain goals may be caused by an individual manager in a management team. For instance, low profits of a company might have been caused by low sales, which was because of poor marketing strategies by the marketing manager. The other departmental managers might have played their roles well but due to failure of one of their teams, the blame will befall on the entire management team and in particular the overall manager. Therefore, good parameters should be used to assess the individu al’s contribution towards performance of the company. Performance is not a consequence of action. It is the action itself. Performance is different from effectiveness, which is viewed as the total values of the organizational behaviors. Nevertheless, this does not mean effectiveness measures do not have the utility for assessing performance of managers. Valid assessments need that only variation sources in performance and effectiveness controlled by managers’ need to be assessed. Therefore, assessment of managers’ performance should incorporate only those elements that are within their scope of control (Sevastos Hosie 2009, p. 148). Management takes place within the organizational context. Therefore, for the sake of effectiveness, there must be a fit between the performance of managers and goals of an organization. Managers’ performance can be defined as the total value of contribution towards the effectiveness and the goals of organization attained join tly by the managers and people as determined by factors controlled by managers’ in a given environment. Roles and Responsibilities of Managers It is the managers’ responsibility to maintain as well as improve the performance of the people under his control, which in this case may mean the employees. There is a relationship between managers’ performance and the level of achievement of organizational goals together with people (Aguinis, 2009, p.79). Managers should practice the principle of empowering by encouraging the employees. Managers’ roles include policy formulation, strategy development, giving direction, facilitation and extensive monitoring of the performance of others. It is the role of managers to plan, organize, lead and control. T hese roles have been linked to managerial behaviors, which are â€Å"direction setting, problem solving and decision making.† Managers’ behavior can easily be distinguished from that of non- managers: m anagers decide command and coordinate while performers implement, obey and undertake the specialized tasks delegated to them. A manager should manifest his competencies and technical expertise through proper handling of things as well as coordinating them in the most appropriate manner possible (Grove, Joby Fisk, 2006). Minzberg (2004, p. 77) suggested that the managerial role ignores matters related to ownership and power and suggests that contingency factors yield variations in the managerial work characteristics. These characters include environmental factors (physical location, climate and community characteristics), job matters (level of hierarchy, functions and level of supervision), individual variables (tastes, personality, preferences and style) and situational factors (technological advancement and time-related factors). An organized set of behaviors form job role. Managers perform multiple roles to meet the increasing demands of performing their functions (Minzberg 2004 p. 80). Contextual Performance and Organizational effectiveness Many scholars from varying traditions agree that behavioral patterns that are outside formal job task requirements are significant for human performance, effectiveness, and profitability of organizations. Contextual behaviors make a huge contribution in maintaining and enhancing social and psychological environment that facilitates technical production system (Lindberg, Bartholomew Kaiser 2007, p.50). Actually, contextual performance leads to the improvement of effectiveness of departmental units and the entire organization. There is a tentative link between effectiveness of an organization and Organizational Citizenship Behavior (OCB). Therefore, it is advisable to include managers’ contribution towards the effectiveness of an organization when measuring performance of managers. Contextual aspects of managers’ work are very critical and significant as far as the productivity of an organization is concern ed. Operationalizing Managers’ Performance Past studies indicate that sometimes measuring managers’ performance is limited by lack of common metric for assessing the performance. Many different opinions have come up as to which measures are valid for measuring the performance of managers in an organizational context. Measuring managers’ performance to come up with clear comparisons between managers from different domains and organizations is empirically difficult since managers’ work is faced with many complications. Links between managers’ Contextual and Task Performance According to Motowidlo, Borman and Schmits (1997, p. 72), the difference between task and contextual performance is shown by the figure below (Fig. 1.0) Fig. 1.0 Theory of personal differences in contextual and task performance Theory of contextual and task performance stemmed from the literature that was thought to be the best for developing a suitable measurement instrument. Th e theory dimensions make up the performance. Consistence maintenance of contextual behaviors across individuals may contribute to effectiveness in an organization. Contextual behaviors are directly linked to personality while task is linked to cognitive ability. Contextual and task performance depend upon different predictors (Carmeli Tishler, 2006, p. 25). Cognitive ability and personality are mediated by intelligence, skills and job habits. All classifications emphasize that behaviors that entails solidarity and assisting others contribute ultimately to the effectiveness in an organization. The establishment of a good work environment for optimal performance can eradicate pressures on managers resulting from unrealistic performance demands (Lant Shapira 2008, p. 79). This can be attained by reduction of the complexity of practices of organizational and accelerating job security. Negative emotions have been identified as aspects of negative affectivity that lead to the managersâ €™ perception that the environment is posing a threat to them. Too much pressurization in work that is too complex can result to negative or positive affectivity. Evaluations of affective well being and sufficient job satisfaction should be in line with working environment where the manager is operating. Competence, devotion, commitment, and aspiration are some of the behavioral components of mental health associated with positive levels of affective well being and job satisfaction. High performing managers are in most cases exposed to challenging job assignments. This gives them an opportunity to handle the most difficult and complex tasks and they can gain a valuable experience that can enable them work in varying job environments since there is proof they are achievers (Mintzberg, 2004). Managers who spend substantial amounts of their time in jobs with less or no opportunities to gain skills and control mechanisms are likely to become incompetent. Highly motivated managers wh o like challenges may respond to risks in a manner that may raise their anxiety but without affecting their adverse well-being and sufficient job satisfaction (Micari 2007, p.460). One way of enhancing affective well-being in managers is through allowing them a recreational leave after undertaking a highly complex and demanding work assignment. Performance is defined more broadly than just considering whether the managers are completing their tasks and performing their duties accordingly. Additional factors like contextual performance need to be considered when forming an assessment of managers’ performance (Aguinis, 2009). Other tools that can be used to measure managers’ performance Sevastos Hosie (2009, p. 140) pointed out there were other diagnostic tools used to measure managers’ performance. It should also be noted that these measurements must be quantitative, accurate, reliable and proactive to support the corporate culture. These tools are: Foundation information: This refers to organization’s financial documents like profit and loss account, balance sheet and cash flows. Thorough inspection and auditing of these documents can indicate the financial position of an organization and tell how the managers have been performing. Productivity information: This focuses on the productivity of key resources, labor in particular. The productivity will determine whether the there is Return on Investment on the part of the company. High productivity shows excellent managers’ performance. Competence information: This is not an easy task. It tries to look at how many innovations a company has made. The more the innovations are, the better the management of the company. Resource allocation information: This shows the manner in which resources are allocated in an organization. Optimal allocation of resources can give an indication of whether the company is under good management. General Mental Ability (GMA) is a good predictor of work performance in general and managers’ performance in particular. From a theoretical perspective, the determining variables in job performance are GMA, work experience and individual trait of conscientiousness. Thus, there is need for incorporating a measure of conscientiousness in any consideration of the performance of the managers. Conclusion Measuring of managers’ performance is an elaborate exercise that goes beyond what managers are achieving within their organizations’ set goals and objectives. Organizational effectiveness alone is not a sufficient measure of the organizational or managers’ performance. The overall performance of a business entity or organization is the contribution of individual managers’ performance. No performance of an organization can be attributed to individual managers’ contribution (Carmeli Tishler, 2006, p. 20). Contextual behavior and organizational efficiency are equally important in assessing the manag ers’ performance and should be taken into consideration whenever any performance of the organization is to be carried out. Many organizations ignore some critical factors that should not be left out while formulating a measurement criterion. It should be also noted that the measurement is a complex thing and as such, it calls for competence, experience and relevant skills to make it a success. References Aguinis, H. (2009) Performance management. 2 Ed. Upper Saddle River, NJ: Pearson Prentice Hall. Carmeli, A. Tishler, A. (2006) The relative importance of the top management teams, managerial skills International Journal of Manpower Vol: 27 Issue: 1 ISSN: 0143-7720 Date: 2006 Pages: 9 36 Goddard, A. Broad, M. (2010) Internal performance management with UK higher education, Measuring Business Excellence, Vol. 14(1) pp. 60 –66 Grove, J., Joby, J. Fisk, P. (2006) Improvisation in service performances: Lessons from jazz, Managing Service Quality, Vol. 16(3) pp. 247 268 Jean-Franà §ois, H. (2004) Performance measurement and Organizational Effectiveness: bridging the gap, Managerial Finance, Vol. 30(6) pp. 93 – 123 Lant, T. Shapira, Z. (2008) Managerial reasoning about aspirations and expectations, Journal of Economic Behavior Organization, Vol. 66(1) pp. 60 73 Lindberg, T., Bartholomew, C., Kaiser, R. (2007) Assessing the Flexibility of Managers: A comparison of Methods International, Journal of Selection and Assessment, Vol. 15(1) pp. 40 – 55 Micari, M. (2007) Assessment Beyond Performance: Phenomenography in Education. Evaluation American, Journal of Evaluation, Vol. 28(4) pp. 458 – 476 Mintzberg, H. (2004) Managers not MBAs: A hard look at the soft practice of Managing and Management development. San Francisco, California: Berret-Koehler Morse, J. Wagner, F. (1978) Measuring the process of Managerial effectiveness, Academy of Management Journal, 21(1), pp. 24-35 Motowidlo, S., Borman C. Schmit, J. (1997) A theory of i ndividual difference in task contextual performance, Human Performance, 10(2), pp. 71-83 Sevastos, P. Hosie, J. (2009) Does the â€Å"happy productive worker† thesis apply to managers, International Journal of Workplace Health Management Vol. 2(2) pp. 131 – 160.

Sunday, March 1, 2020

The History and Purpose of the European Union

The History and Purpose of the European Union The European Union (EU) is a unification of 28 member states (including the United Kingdom) united to create a political and economic community throughout Europe. Though the idea of the EU might sound simple at the outset, the European Union has a rich history and a unique organization, both of which aid in its current success and its ability to fulfill its mission for the 21st Century. History The precursor to the European Union was established after World War II in the late 1940s in an effort to unite the countries of Europe and end the period of wars between neighboring countries. These nations began to officially unite in 1949 with the Council of Europe. In 1950, the creation of the European Coal and Steel Community expanded the cooperation. The six nations involved in this initial treaty were Belgium, France, Germany, Italy, Luxembourg, and the Netherlands. Today, these countries are referred to as the founding members. During the 1950s, the Cold War, protests, and divisions between Eastern and Western Europe showed the need for further European unification. In order to do this, the Treaty of Rome was signed on March 25, 1957, thus creating the European Economic Community and allowing people and products to move throughout Europe. Throughout the decades, additional countries joined the community. In order to further unify Europe, the Single European Act was signed in 1987 with the aim of eventually creating a single market for trade. Europe was further unified in 1989 with the elimination of the boundary between Eastern and Western Europe- the Berlin Wall. The Modern Day EU Throughout the 1990s, the single market idea allowed easier trade, more citizen interaction on issues such as the environment and security, and easier travel through the different countries. Even though the countries of Europe had various treaties in place prior to the early 1990s, this time is generally recognized as the period when the modern day European Union arose due to the Treaty of Maastricht on the European Union- which was signed on February 7, 1992, and put into action on November 1, 1993. The Treaty of Maastricht identified five goals designed to unify Europe in more ways than just economically: 1. To strengthen the democratic governing of participating nations.2. To improve the efficiency of the nations.3. To establish economic and financial unification.4. To develop the community social dimension.5. To establish a security policy for involved nations. In order to reach these goals, the Treaty of Maastricht has various policies dealing with issues such as industry, education, and youth. In addition, the treaty put a single European currency, the euro, in the works to establish fiscal unification in 1999. The EU expanded in 2004 and 2007, bringing the total number of member states to 27. There are 28 member states today. In December 2007, all of the member nations signed the Treaty of Lisbon in hopes of making the EU more democratic and efficient to deal with climate change, national security, and sustainable development. How a Country Joins the EU For countries interested in joining the EU, there are several requirements that they must meet in order to proceed to accession and become a member state. The first requirement has to do with the political aspect. All countries in the EU are required to have a government that guarantees democracy, human rights, and the rule of law, as well as protects the rights of minorities. In addition to these political areas, each country must have a market economy that is strong enough to stand on its own within the competitive EU marketplace. Finally, the candidate country must be willing to follow the objectives of the EU that deal with politics, the economy, and monetary issues. This also requires that they be prepared to be a part of the administrative and judicial structures of the EU. After it is believed that the candidate nation has met each of these requirements, the country is screened, and if approved the Council of the European Union and the country draft a Treaty of Accession which then goes to the European Commission and European Parliament ratification and approval. If successful after this process, the nation is able to become a member state. How the EU Works With so many different nations participating, the governance of the EU is challenging. However, it is a structure that continually changes to become the most effective for the conditions of the time. Today, treaties and laws are created by the institutional triangle that is composed of the Council representing national governments, the European Parliament representing the people, and the European Commission that is responsible for holding up Europes main interests. The Council is formally called the Council of the European Union and is the main decision-making body present. There is also a Council President here, with each member state serving a six-month term in the position. In addition, the Council has the legislative power and decisions are made with a majority vote, a qualified majority, or a unanimous vote from member state representatives. The European Parliament is an elected body representing the citizens of the EU and participates in the legislative process as well. These representative members are directly elected every five years. Finally, the European Commission manages the EU with members that are appointed by the Council for five-year terms- usually one commissioner from each member state. Its main job is to uphold the common interest of the EU. In addition to these three main divisions, the EU also has courts, committees, and banks which participate in certain issues and aid in successful management. The EU Mission As in 1949 when it was founded with the creation of the Council of Europe, the European Unions mission for today is to continue prosperity, freedom, communication, and ease of travel and commerce for its citizens. The EU is able to maintain this mission through the various treaties making it function, cooperation from member states, and its unique governmental structure.

Friday, February 14, 2020

Socioeconomic Status in Relation to Language Literacy Research Paper

Socioeconomic Status in Relation to Language Literacy - Research Paper Example Therefore they should work hand in hand with each other. The content-area instructor must assist the learner to develop the reading strategies, acquire knowledge and thinking skills to have insight and learn text that are complex (Comber, 2013). This should be done to both students who come from high socioeconomic status and those who come from low socioeconomic status. The content-area instructor may enhance the learning strategies by providing the students with instructions that are more effective for them depending on their socio economic status to improve their reading skills. Some of these instructions are: 1. There is need for dialogue on content from the text to enable students to share different ideas about the subject of discussion. The teacher can act as a facilitator among learners in their focused group discussion and encourage discussions among people from different socioeconomic status. 2. In order for the student to improve on their language and literacy it is necessar y to revise the curriculum. 3. Content-area teacher should create a motivating and engaging classroom, by interacting with the students in a more friendly way to know more about their socioeconomic status in order to understand their problems at a personal level and motivate them. 4. Teacher should be aware that the students come from different cultures. Hence he should know to teach them and the teaching techniques that should be used to teach different students depending on their culture especially those from non English speaking origin. Family Support Parental support is one of the crucial elements that impact children’s learning because it is the pathway through child competences are influenced and enhanced. Research carried out on the influence of parental involvement... This essay stresses that parental support is one of the crucial elements that impact children’s learning because it is the pathway through child competences are influenced and enhanced. Research carried out on the influence of parental involvement on their children’s language/literacy revealed that maternal education qualifications and other factors such s family income played a critical role in children’s learning of language and literacy skills. This paper declares that parents are the people who set and lay foundation for their children; therefore, their support and involvement in early language and literacy learning is very valuable in helping the children prosper in education. Furthermore, parental interventions are also essential because it helps children develop positive behaviors towards literacy. In addition, it is important that families should have a good knowledge of literacy and language in order to assist the young ones in developing these skills. Similarly, family support is closely related to culture, which also proves to be extremely valuable in language and literacy development. For instance, social activities available in ones culture allows the children to derive meaning from what is learn from text or classroom, and consequently, put this to practice. The early years of a child with parents and family are very important because what they learn impacts on future activities. Families and parents assist child ren to establish emotional interconnections, which gives children strength and resilience to meet future difficulties.

Saturday, February 1, 2020

Project Management of F16 Software Code Update (SCU) Research Proposal

Project Management of F16 Software Code Update (SCU) - Research Proposal Example F-16 has many classified information and has several versions and type of weapons for operational flight program. The whole F-16 system hardware is enabled by the Operational Flight Program which is made up of a series of software modules. Each software module of Operational Flight Program codes the functions of a separate weapon system or operational systems. This study is aimed at analyzing the software capabilities of Operational Flight Program of F-16 aircrafts and its upgrades made from time to time. Introduction F-16 aircraft was designed to strengthen the combat capabilities of Air Force of United States. It was developed originally by the General Dynamics and later developed further by Lockheed Corporation which was then became Lockheed Martin. Fighting Falcon is one of the most significant fighters of the latter part of the 20th century. The development of F-16 began with the concept for an experimental lightweight fighter. It then fostered into an aircraft fighter that oper ated in all types of weather and had capabilities of attacking precisely to any enemy target. The manufacturing of F-16 is done at five different production lines. Over 4,000 F-16 aircraft fighters have been built for the Western World and it has become their largest fighter program. The F-16 aircraft is used in war and its design and development is mostly classified. The software technology used in embedded computer system is the most critical, accurate and zero tolerance code. The automation of warfare management is done with the operation flight program of F-16 aircraft. The Operational Flight Program (OFP) is a computer program written for computer hardware fixed inside the F-16 aircraft. The Operational Flight Program needs to be updated and upgraded as and when new needs for improvements of F-16 aircraft are identified and consequently weapons are improved or changed. Methods F-16 Operational Flight Program The F-16 Operational Flight Program is written in the form of modules. Each module executes and performs the functions of the weapon system. The coding of the functions is done such that each function describes the phases of the mission a weapon system performs. The phases which are included in the mission are â€Å"preflight, takeoff/time to cruise, outbound cruise, SAM (surface to air missile) evasion, descent, penetration, bomb delivery, climb, air-to-air combat, inbound cruise, loiter, and approach and landing.† (Charles P. Satterthwate, 1994) â€Å"Function types include communication (external/internal), IFF (identification friend or foe), navigation, guidance, steering, control, target acquisition/identification, stores management, weapon delivery and threat warning.† (Charles P. Satterthwate, 1994) â€Å"The modules of the F-16 Operational Flight Program include executive; control and display; air-to-air; air-to-ground; navigation; communication; heads up display; vertical situation display; gun, missiles; overload warning and v isual identification.† (Charles P. Satterthwate, 1994) â€Å"A module type, such as controls and displays, might contain multiple modules which are prioritized according to the timing requirements of the functional calls of the OFP. The OFP is required to process real time interrupt driven schedules, which are handled by the executive

Friday, January 24, 2020

Essay --

Every relationship that we have shapes who we are. As children we had many friends and took advantage of the friendships, not realizing how wonderful they were until we grow up and have to look back at what may have been, had we not taken those relationships for granted. Liesel Meminger has many important relationships throughout the novel The Book Thief. The most significant of these relationships is the one she has with Rudy Steiner, which is like one of our many friendships as children. The narrator of the novel, Death, shows the beauty and brutality of this relationship when he retells Liesel’s wonderful friendship with Rudy, her rude awakening of her love for him, and the strength of both as they divulge secrets to each other. When Liesel first arrives on Himmel Street, she has no friends. However, her quick friendship with Rudy grows strong and fast. Shortly after they become friends, Rudy begins to have romantic feelings for Liesel when he states hopefully, â€Å"If I beat you, I get to kiss you† (53). Unfortunately, she does not see him as anything other than a friend in the beginning. Their relationship is beautiful because it is so filled with love. Liesel learns from a young age what it is like to have someone you love taken away by Death and so it is hard for her to find love for a while in her life. Her relationship with Rudy, in addition to her relationship with Hans, helps her to â€Å"relearn† what love is. She only sees Rudy as the child who covered himself in dirt and called himself Jesse Owens, not a teenager who has always been there for her with love that blossomed early and endured forever. It was only until it was too late that she realizes that â€Å"He was her best frien d.† (518) and she truly loved him. Love comes in... ...ret from him. This helps her to see that she loves him and allows her to further analyze their amazing relationship. Overall Liesel and Rudy’s relationship is so significant because, in a way, it has us rethink own relationships in retrospect. Through their relationship we learn about our own, and their relationship teaches us to have no regrets in love. Their relationship is special in The Book Thief and it is one thing that remains constant in Liesel’s crazy life after her mom leaves her. Death shows the beauty and brutality of this relationship when he retells Liesel’s wonderful friendship with Rudy, her rude awakening of her love for him, and the strength of both as they divulge secrets to each other. Rudy and Liesel have been through many ups, and few downs in their relationship, but it has affected her for the better because Rudy retaught Liesel how to love.

Thursday, January 16, 2020

How Useful Is Postmodernism in Understanding Contemporary British Fiction

How useful is postmodernism in understanding contemporary British fiction To examine the question of how useful postmodernism is in understanding contemporary British fiction, I will be using the example of ‘Sexing The Cherry’ written by Jeanette Winterson. The works that can be closely linked with this novel first published in 1989 are those of theorist and historian Michel Foucault. His ideas on sexuality mirror the ideas of sexuality used in Sexing The Cherry (Winterson. J 1989, 47-60). Postmodernism affects the way that we read a text, but why is that more important than reading a text for its own individual merit.Postmodernism as a movement is only the current movement in literature, and if we look into the past we can see that all the movements can be used to characterise some of the texts of the era in which they were written, but also there are other factors that go into analysing a text, such as historical and social context. During those times texts were analys ed by using the movement of the time, however there is nothing to say that previous movements can’ be used to analyse contemporary texts, it doesn’t necessarily have to be the current movement.For example Romanticism or Modernism could still be used as a valid theory to analyse texts that are currently being published; because some of the ideas used to create the basis of these movements are still valid in today’s society, as Postmodernism is still just the progression of Modernism. It is all dependant on what the author has intended to convey with his or her story, as in any case the ideas and theories that have influenced postmodernism are those of the previous movements and societies.Foucault’s ideas of sexuality and the taboo of sexuality can be seen in the retelling of the 12 dancing princesses in Sexing The Cherry (Winterson. J. 1989, 47-60). In the story told by Winterson the twelve dancing princesses all become married to twelve princes but all bu t one of them part with their princes for one reason or another, most of them kill their husbands due to their inadequacies or in one case because he asks her to. Foucault argues that the relationship between sex and power is defined by repression.Sexual repression is something that can be seen in some if not all of the stories Winterson tells, if not especially with the tale of the princess who married another woman and lives are happy and peaceful life until their persecutors come to kill them. In this Foucault’s ideas of sexual repression which he talks about in his book The History Of Sexuality (Foucault, M, 1976) in society come to be useful in the analysis of this, however this could also be done using the current social context concerning sexuality.The postmodernism critique of this is detracting from the individual and placing into a much larger concept and can take away all the emotional power of this story. Postmodernism is not concerned with the individual as previ ous movements had been but instead pushes all of us into groups or theories that characterise all people in a similar way, which I believe takes something away from the text by making the text merely a commentary on the social aspects of our society as opposed to being the thoughts on paper of one person who wishes to express his or her feelings.Postmodernism removes itself from reality by showing the nature of the society in which we have created for ourselves as fake â€Å"Postmodern theorists adopt the poststructuralist strategy of severing the connection between signs and their referents, thus abandoning modern theorists' efforts to represent the â€Å"real. †Ã¢â‚¬  (Robert J. Antonio and Douglas Kellner, New York: Guilford Press, 1994: 127-152. Sexing The Cherry does this with the playful way in which it deals with history, by placing the protagonist of the story in a time that is so different from now the author is able to play with and subvert our already existing id eas of that time and apply social stigma of our society onto a time that had different ideas to those which we have now. Postmodernism as a critical tool, I feel takes away from the text its individuality, and therefore the power from the words on the page, which the author has tried to put down on paper.Literature should be classed individually as it has been created by individuals, and the postmodernist way of critique dismisses the idea that the author had anything to do with it. Word Count: 745 Bibliography * Sexing The Cherry – Winterson J. 1989, Vintage ISBN 0-09-974720-0 * Beginning Theory an introduction to literary and cultural theory – Barry P. 995, 2002, 2009 Manchester University Press ISBN 978-0-7190-7927-6 * The History of Sexuality, Vol. 1: An Introduction – Foucault M. 1976 Vintage ISBN-13: 978-0679724698 * The A-Z Guide to Modern Literary and Cultural Theorists Sim S. 1995 Prentice Hall/ Harvester Wheatsheaf ISBN 0-13-355553-4 * MODERNITY AND SO CIAL THEORY: THE LIMITS OF THE POSTMODERN CRITIQUE Antonio R. J. and Kellner D. 1994 New York: Guilford Press

Wednesday, January 8, 2020

The Impact of Depression on Society - Free Essay Example

Sample details Pages: 9 Words: 2745 Downloads: 1 Date added: 2019/04/15 Category Psychology Essay Level High school Tags: Depression Essay Did you like this example? Society has always done an amazing job in molding and shaping the thoughts of individuals. Throughout time, a persons behavior, way of thinking, dressing, and even interaction has always been influenced by whatever society approves of. Unfortunately, although times have changed, many beliefs continue to stand firm; these range from gender, age, and even to race. Don’t waste time! Our writers will create an original "The Impact of Depression on Society" essay for you Create order A woman is to act in a certain manner while a man is to think in another. Now, although women have reforms, activists, and various avenues of support and change, men on the other hand do not always have as many. Even at that, their masculinity may or may not always encourage them to always be a par. There is a stigma that a man is to be strong, manly, bold, unemotional, and numb to many girl-like feelings. Unfortunately, this same stigma has caused many men to have to hold unto so many feelings and act outside of who they really are. Among men, research has found a relationship between adhering to traditional male roles and depression, and studies have found a significant association between gender role conflict and depression (Chapman, Delap, Williams, 2018, p.16). This causes a major concern especially when dealing with certain mental illnesses in which symptoms are not entirely outwardly expressed. Certain mental illnesses slowly take over a persons life and affect them before i t is unfortunately too late. Depression can be seen as one of these mental illnesses. According to Castonguay and Oltmanns (2016), depression is defined as a disorder of mood or affect. Symptoms vary and may be accompanied by other symptoms such as weight/appetite disturbance as well as sleep disturbance, fatigue, feeling of worthlessness or guilt and so much more (Castonguay Oltmanns, 2016, p. 18). A serious disorder than can get to the extreme of even causing a disability to individuals, depression has been estimated to have impacted 16 % of the general population and is even seen as a financial burden for many (Castonguay Oltmanns, 2016, p. 18). Men with depression may be more likely to distract themselves, less likely to seek help, increase conflict and anger in interpersonal relationships, use more alcohol or other mood-altering substances, and express concern about productivity and level of functioning in employment domains (Castonguay Oltmanns, 2016, p. 18). Now, although there are studies done mainly on age and even gender of the disorder, there is much dis crepancies about race. Race is an unfortunate battle in society today but when mixing it with Mental Health, as well as various stressors including social economic status, age, and sexuality, so many other considerations are made. Race/Equality/Discrimination In the African American community, like others, there are many challenges that are faced but one stands out among the rest; discrimination. The Cambridge dictionary defines discrimination as being the treatment of a person or particular group of people differently, in a way that is worse than the way people are usually treated (Cambridge Dictionary, n.d.).This relates so heavily to mental health because of the simple matter that discriminating against one could make their mental health worse and stop a person from getting the treatment that they need (NAMI, n.d.). This already is a problem in the African American community in that many do not make the effort to seek out that necessary help; mental illness stigma is a prominent barrier to seeking mental health treatment among African Americans (Cheers, 2018). It is said that there is evidence from studies which show higher rates of depression found in those living in poverty and those in less education (Castonguay Oltmanns, 2016, pp. 20-21). But it should make one only wonder that if there is doubt and unbelief and unbelief even amongst the people, what the field in general is doing to diffuse such? It is known that clinicians are to receive multicultural education, but even with the education, it unfortunately does not always stop misconceptions and discrimination. If clinicians continue to view minority groups such as A.A men through the lens of a European-American lens, it would be to no surprise that A.A would hold a greater distrust of both the medical and mental health care because of the racist attitudes of certain establishments (Chapman, Delap, Williams, 2018, p.16). African Americans are diagnosed less accurately than non-Hispanic Whites when suffering from depression (Chapman, Delap, Williams, 2018, p.18). Even when considering medications, A.A were less likely to receive an antidepressant, even the newest form, when first diagnosed unlike White patients (Chapman, Delap, Williams, 2018, p.18). One important aspect to note is that if the research is not being completed on minority groups, there will always continue to be a lack of structure, consistent trust, and as sistance to provide. Studies could go a long way but unfortunately much have not been tested, especially when it comes to race. For example, a recent review identified only 17 articles between1980 and 2004 that explicitly examined depression risk factors among African American men (Hammond, 2012). Although very little research has been done about the beliefs of mental illness in African American men, even with the little that has been done, it is said that men tend to report symptoms congruent with traditionally masculine norms, such as preoccupation with work failure, social withdrawal, avoidance of affect, and self-medication (Cornish, E. K., Bergner, E. M., Griffith, D. M., 2017). There was a study constructed to understand mental illness, perceptions of stigma, and help-seeking barriers. Researchers attempted to determine the barriers specific to African American men as well as their beliefs and attitude toward mental illness (Ward Besson, 2013). The study found that participants believed the negative portrayal of African American men in the media can intensify the stigma of a mental illness (Ward Besson, 2013). One participant stated, We feel like we are already at the bottom because were Black and showing everyone that you may not be stable in your mind is out of the question. You got many things against you because youre a Black man (Ward Besson, 2013). This speaks much volume to the individual and what he experiences as a man of color. To believe that in this world, he already has various troubles to deal with, therefore, even making it known to a person that mental illness is a problem, to an African American man, in his eyes, is unacceptable. In totality, the results of the study proved that the A.A men believed that having a mental illness can result in negative outcomes including social, psychological, and financial problems (Ward Besson, 2013). Social Economic Status There are many mechanisms that explain why SES is linked to better mental health (Assari, Lankarani, Caldwell, 2018). High SES promotes a variety of positive things such as education enhancement, reduction of risk behaviors, access to healthcare, promotion of human connections, and even an increase in psychosocial asses such as having a sense of agency and mastery (Assari, Lankarani, Caldwell, 2018). Yet having a high SES is not universally a protective factor (Assari, Lankarani, Caldwell, 2018). There was an empirical data done that revealed a high risk of Major Depressive episodes in African American males of high social economic status. Study proposed perceived discrimination (PD) as an underlying mechanism for the positive association between SES and risk of depression in African American males (Assari, Lankarani, Caldwell, 2018). In fact, for several A. A men in the study, having a high SES meant a high cost of upward social mobility because the residual effect of income bey ond employment, marital status, and education became a risk factor for African American men (Assari, Lankarani, Caldwell, 2018). As described by the Minorities Diminished Return Theory or MDR, education, income, and employment had smaller protective effects on the physical and mental health for whites more than African Americans (Assari, Lankarani, Caldwell, 2018). African Americans with high SES did not report better mental health than their low SES counterparts. In contrast, SES was positively associated with the risk of depression in African Americans, particularly African American males (Assari, Lankarani, Caldwell, 2018). Age Stress Younger A.A males are said to have a more dramatic increase in suicide rate and disproportionate premature mortality from both diseases and intentional injuries with high depression comorbidities (Hammond, 2012). Younger African men tend to follow through to masculine role possibly because of developmental limitations in affect regulation. Masculine role strains and conflicts are robust predictors of diminished psychological well-being among men (Hammond, 2012). There is higher restrictive emotionality associated with more depressive symptoms among men aged 18 to 29 and 30 to 39 years (Hammond, 2012). Self-reliance was also associated with less depressive symptoms among the same age group (Hammond, 2012). Because depressive symptoms have been linked with African American mens educational attainment and career development, family- and mentor-based intervention programs have the potential to help young men find meaningful career pathways during a particularly difficult transition (Koga n, S. M., Brody, G. H., 2010). In older men, we see again discrimination and depressive symptoms at correlation in that there is high restrictive emotionality in men in the 30 to 39 years and 40 or older age group (Hammond, 2012). One thing to keep in mind is the fact that African American men certainly perceive depression differently (Cornish et al, 2017). While some may perceive it as stress, others may also see it as feeling extremely sad or sorrowful at a period. So then, what exactly is the difference between stress and depression? In one study, a 45-year-old participant noted that Im Black. Im born into depression and stress. I was raised its nothing unusual, its just what it is (Cornish et al, 2017). This participant stated this almost as if both stress and depression were part of his normal, everyday life. Regardless, many men in the study had a strong belief that stressors impaired their ability to manage their everyday lives. This significantly distinguished a mental health problem that researchers managed independently from one that may benefit from professional treatment (Cornish et al, 2017). Even in that same study, African American men who had been diagnosed with depression never directly spoke about their diagnosis. They instead downplayed the diagnosis, making it seem more so as if depression was a manageable problem, almost like stress (Cornish et al, 2017). This goes to show that yet still, there are some African American men who have been misconstrued about the seriousness of depression. Like the findings linking work stress and depression, a series of studies showed that employment, earnings, job stability, and other work-related issues were connected to depression. Work stressors influenced depressive symptoms, but the direct effects of work wore off over time for all groups, except for African American men, whose levels of depressive symptoms remained elevated by work stressors 2 years after their occurrence. Additionally, poor health elevated depressive symptoms among African American men. Whereas retirement decreased depressive symptoms in other groups, it increased depressive symptoms in African American men. Income was found to be a significant protective factor against depressive symptoms among African American men. Sexuality Men who have sex with men (MSM) experience greater mental health problems as compared with heterosexual populations. Informal social support plays a critical role in emotional well being (Yang, Latkin, Tobin, Patterson, Spikes, 2013). Homosexual men are not only discriminated against by others but are often discriminated against by their own; African Americans. Research has suggested interconnections between psychosocial factors, mental health, and HIV risk among MSM, and the high prevalence of depression among African American MSM may have contributed to the health disparity in HIV rates (Yang et al., 2013). With the lack of support from others, as well as medical problems, it would be to little surprise that homosexual A.A men would experience depressive symptoms. Compounded stressors associated with racism and stigma and limited resources available to African American MSM may lead to greater reliance on social support from network members as compared with those who are less margi nalized (Yang et al., 2013). Studies show that women are diagnosed with depression at twice the rate of men, yet men have higher rates of suicide, substance abuse, and externalizing behavior (eg, risk taking, violence, aggression), which suggest that depression may be underdiagnosed in men (Cornish et al., 2017). While African American men tend to experience lower rates of depression than African American women, the high rates of morbidity and mortality from stress-related chronic illnesses suggest that depression and mental health may be underappreciated as a problem in this population.6-8 African American men are exposed to several varying stressors, ranging from social economic status to sexuality, that increase their risk for poor mental health (Cornish et al, 2017). There is a cultural barrier to seeking psychotherapy involving the perception that seeking psychotherapy was associated with weakness and diminished pride. Men are more likely to endorse cultural beliefs such as the need to resolve family concer ns within the family and uphold the expectation that African Americans demonstrate strength. Additionally, A.A men believed that in selecting a psychotherapist, the psychotherapists race mattered. Considering the negative impact of stigma on treatment seeking among African American men, there is a critical need for educational outreach programs to reduce stigma (Ward Mengesha, n.d.). For example, local educational outreach programs tailored specifically for African American men at the local or grassroots and national levels could include dissemination of educational materials in community settings such as community centers, churches, barber shops, and mens athletic clubs (Ward Mengesha, n.d.). Also, using a family-centered approach focusing on Black families could be useful, because marriage and perceived social supports are protective for this group (Ward Mengesha, n.d.). Lastly, a great source of help and support would be faith filled. Because A.A men trace back depressive symptoms to a variety of things such as both environmental and social factors, the faith community outreach programs would be beneficial to addressing and alleviating the problems experienced by African -American men with depression (Bryant, Haynes, Greer-Williams, Hartwig, n.d.). Because community services are usually free and very open, that would be a great source for educating A.A men and families on the benefits of seeking-help. There are organizations however, that work on promoting decreasing mental health stigma and educate the public about mental illness therefore there is hope for progress in years to come (Cheers, 2018). References Assari, S., Lankarani, M. M., Caldwell, C. H. (2018). Does Discrimination Explain High Risk of Depression among High-Income African American Men? Behavioral Sciences (2076-328X), 8(4), N.PAG. https://doi.org/10.3390/bs8040040 Bryant, K., Haynes, T., Greer-Williams, N., Hartwig, M. S. (n.d.). Too Blessed to be Stressed: A Rural Faith Communitys Views of African-American Males and Depression. JOURNAL OF RELIGION HEALTH, 53(3), 796â€Å"808. https://doi-org.proxy-ub.researchport.umd.edu/10.1007/s10943-012-9672-z Cambridge Dictionary. (n.d.). Definition of discrimination English Dictionary. Retrieved from https://dictionary.cambridge.org/us/dictionary/english/discrimination Chapman, L.K., R.C.T. Delap, M.T. Williams. Impact of Race, Ethnicity, and Culture on the Expression and Assessment of Psychopathology. Chapter 5 of Adult Psychopathology and Diagnosis. Ed. Beidel, D.C. B.C. Frueh, eds. Hoboken: John Wiley Sons, Inc., 2018. Pages 131-156. Cheers, A. (2018). The impact of contact-based stigma reduction intervention on stigma and attitudes toward treatment seeking behavior among African Americans. Dissertation Abstracts International: Section B: The Sciences and Engineering. ProQuest Information Learning. Retrieved from https://proxy-ub.researchport.umd.edu/login?url=https://search.ebscohost.com/login.aspx?direct=truedb=psyhAN=2017-23163-259site=eds-live Cornish, E. K., Bergner, E. M., Griffith, D. M. (2017). They have said that I was slightly depressed but there are circumstances that bring that on: How Middle-Aged and Older African American Men Describe Perceived Stress and Depression. Ethnicity Disease, 27(4), 437â€Å"442. https://doi.org/10.18865/ed.27.4.437 Hammond, W. P. (2012). Taking It Like a Man: Masculine Role Norms as Moderators of the Racial Discrimination-Depressive Symptoms Association Among African American Men. American Journal of Public Health, 102(S2), S232â€Å"S241. https://doi.org/10.2105/AJPH.2011.300485 Kogan, S. M., Brody, G. H. (2010). Linking parenting and informal mentor processes to depressive symptoms among rural African American young adult men. Cultural Diversity and Ethnic Minority Psychology, 16(3), 299â€Å"306. https://doi.org/10.1037/a0018672 NAMI. (n.d.). Stigma and Discrimination. Retrieved from https://www.nami.org/About-NAMI/Policy-Platform/Stigma-and-Discrimination Ward, E. C., Besson, D. D. (2013). African American mens beliefs about mental illness, perceptions of stigma, and help-seeking barriers. The Counseling Psychologist, 41(3), 359â€Å"391. https://doi.org/10.1177/0011000012447824 Ward, E., Mengesha, M. (n.d.). Depression in African American Men: A Review of What We Know and Where We Need to Go From Here. AMERICAN JOURNAL OF ORTHOPSYCHIATRY, 83(2), 386â€Å"397. https://doi.org/10.1111/ajop.12015 Yang, C., Latkin, C., Tobin, K., Patterson, J., Spikes, P. (2013). Informal Social Support and Depression among African American Men Who Have Sex with Men. Journal of Community Psychology, 41(4), 435â€Å"445. https://doi-org.proxy-ub.researchport.umd.edu/10.1002/jcop.21548