Internet Resource Comparison :: GCSE Business Marketing Coursework

Internet Resource Comparison The Internet contains a limitless amount of information. However, the information must be accessible, organized, and comprehensible to be of value. A series of questions were used to compare and exam these merits in four related web sites, the Institute of Management Accountants , Beta Alpha Psi , the American Institute of Certified Public Accountants , and the National Business Education Association . Â ¨ Question 1: Are student benefits of membership easily identified? Â · The Institute of Management Accountants (IMA), American Institute of Certified Public Accountants (AICPA), and the National Business Education Association (NBEA) provided pathways to well defined benefits and services. Offerings were fundamentally shared by all three organizations and included scholarships, access to job banks and information resources, special insurance, credit, publication offers and support for political concerns. An IMA article best summed up other benefits. Student member, Anissa Eggen, suggested less tangible advantages of membership. "In search of guidance, I found much more." Â · Beta Alpha Psi was the exception. The mission statement presented some idea of membership benefits, "providing interaction among students, faculty, and professionals, and fosters lifelong growth, service and ethical conduct." Job opportunities and scholarships were also linked within the site, but a clearly defined list of benefits was either absent or beyond simple access. Â ¨ Question 2: Is the information current? Â · All sites were maintained remarkably well and provided current information. Examples included IMA's Special Events Board, which ranged from scholarship deadlines in February to the annual conference in June, NBEA provided access to current Business Education Standards, BAP listed recent summary reports from their National Office, and the AICPA site contained reports updated every weekday. Â ¨ Question 3: Is the information helpful? Â · Helpful insights, downloads, and links provided an abundance of useful information. IMA's offerings included a wide range of online accessible information that ranged from interviewing tips to passing certification exams. Â · AICPA was also successful in providing useful information. Its strength was in providing information relating to career paths and opportunities. Although some of the information was broad in scope, most of the information was targeted for CPAs. Â · BAP was limited in the amount of information available to non-members. Nearly all the information was specifically related to the organization. Â · NBEA was useful in pointing out available resources for educators such as books and conferences but didn't possess much information beyond that used to describe the organization and its functions.

Nursing Mission Statement Essay

It is my purpose to provide safe and accurate nursing care by educating patients and their families to promote optimal health. It is my goal to assist patients in their journey to self-care by advocating for their health and independence. This nursing mission statement will explain the functional differences between the Idaho Board of Nursing (BRN) and a professional nursing organization (PNO); this will include examples of how the American Nurses Association (ANA) Provisions from The Nursing Code of Ethics influence nursing practice as well as discuss my professional nursing traits described in the Code of Ethics (ANA, 2001). I will identify and explain Dorothea Orem’s Grand Nursing Theory the â€Å"Self-care Deficit Model† that has influenced my professional role as a registered nurse and discuss how Florence Nightingale’s contributions to the profession have impacted nursing practice today (Habel, n.d). Finally, I will discuss how beneficence and respect for autonomy were safeguarded while caring for an obese patient in the clinic where I practice. A. Functional Differences State Boards of Nursing are government agencies tasked with the regulation of nursing practice. They were created to protect the public’s health and welfare and are responsible for ensuring the safe practice of nursing. State Boards are responsible for issuing and maintaining nurse’s licenses. They ensure practicing nurses are qualified and practice within the scope of their licenses (ANA, 2012). The Idaho State Board of Nursing interprets and enforces the state nurse practice act. Each state has a Nurse Practice Act which are laws defining the qualifications and scope of nursing practice in their state. They are responsible for taking action against those nurses who practice outside their licenses or have exhibited unsafe nursing practice (ANA, 2012). They assist in the accreditation process for approval of nursing education programs (ANA, 2012). The professional nursing  organization, the American Nurses Association (ANA) was developed for nurses by nurses in order to further advance nursing as a profession. It allows nurses to collaborate and share in their best practices; it provides a code of ethics to hold the nursing profession in high standards (Matthews, 2012). What is the difference between the regulatory Idaho State Board and the ANA? The Idaho Nurse Practice Act is comprised of statutes to provide the public with quality health care, ensuring that I am qualified and honest to practice nursing. Nurses like me must maintain valid nursing licenses and practice within the scope of that license according to the nurse practice act of Idaho (ANA, 2012). The ANA supports me in the advancement of my education, promotes my rights in the workplace and lobby government and regulatory agencies on healthcare issues that affect both nurses and the public (Matthews, 2014). B. Nursing Code Examples The Provisions of the Code of Ethics for Nurses was initiated by the ANA’s board to hold nursing to a higher standard of care (ANA, 2001). I will give two examples of these provisions that influence my career in nursing. Provision three states â€Å"The nurse promotes, advocates for, and strives to protect the health, safety, and rights of the patient† (ANA, 2001). As a nurse I feel it is my duty to advocate for my patients especially when they are naà ¯ve to care and services that could better their health, rights and safety. I currently work as a clinical nurse for the Veteran’s Health Administration (VHA) in a small, rurally secluded town. It is important that the Veterans I care for in the clinic get the care they need even though the large medical center is 250 miles away. The majority of our Veterans are over the age of 60. Traveling long distances for care and long wait periods are simply not a viable option for them. I encourage my provider and the VHA to work together to get the Veterans necessary lab or x-ray testing, annual eye exams and hearing screenings referred locally in a timely manner. The next provision I am influenced by is Provision seven which states â€Å"The nurse participates in the advancement of the profession through contributions to practice, education, administration, and knowledge development† (ANA, 2001). I participate on the Standard Operating Procedures Committee at the Veteran’s Medical Center where I work. I serve as a member on the committee to represent five outlying Community Based Outreach Clinics that exist in  the smaller communities in two states. It is my responsibility to speak with the nursing leaders in the other clinics to ensure their procedure standards are written documents based on the individual needs of the clinics rather than the medical center. I am also responsible for collecting and reporting for National Patient Safety Goals in our clinic. Goals the VHA works to achieve include standards of care like identifying patients with two identifiers prior to medication administration, nursing procedures and collection of blood work. C. Professional Traits The ANA lists several professional traits in the Code of Ethics, in this next section we will discuss the four professional traits I bring to an interdisciplinary team found in Provisions three, four and eight. Provision three lists two traits I bring to every patient encounter, privacy and confidentiality (ANA, 2001). In order for me to advocate for my patients it is important that I am able to safeguard their privacy and confidentiality. I work to ensure patient’s physical, auditory and written privacy with the Advanced Nurse Practitioner and the LPN in our clinic. During any examination that requires a patient to undress they are provided a safe exam room with a lock on the door. When a door is closed to an exam room we knock before entering. We also use tele-health in our clinic and have created signage for the outside of the door that lets people in the clinic know there is an appointment in progress and not to enter. We use this signage for any encounter a patient has with members of the interdisciplinary team who include primary care providers, dieticians, psychiatrists and other specialty providers. Pt confidentiality is also protected in our clinic by ensuring the conversations between patients and providers cannot be heard by passerby’s when using tele-health technology. Confidentiality of patient’s personal information is kept by shredding documents containing their information; email correspondence concerning patients are encrypted to ensure only intended members of the team get the needed information securely. A strong personal and profession trait I possess is accountability. Provision four discusses the importance of the nurse accepting accountability and responsibility in nursing judgment and action as well as delegation (ANA, 2001). When caring for a patient I am accountable and responsible for any harm or potential harm that I may cause.  If I administered a medication incorrectly I am responsible for the mistake and must report it to the primary care provider and the patient. I am responsible for knowing what nursing tasks may be carried out by the LPN or clerk in my clinic. This is based on what the state practice act allows as well as my judgment for how competent they are in that assigned task. I also must you judgment while carrying out orders from mid-levels and doctors. It is my responsibility to carry out tasks I am comfortable and competent doing and voicing any concerns I may have with the rest of the team. Provision eight states â€Å"collaborates with other health professionals and the pubic† (ANA, 2001). As part of an interdisciplinary team it is imperative that I collaborate with other members so the patient can receive safe and appropriate care. There are times when a patient may have an adverse reaction or allergy to a particular medication prescribed by the primary provider. It is my responsibility to report these issues to the provider in order to rectify the situation and have the patient stop the medication causing harm. Sometimes the pharmacist may be consulted by the primary care provider to find an alternate medication for the patient to take. In collaborating with each other we address the issue together and work to find a solution that is best for our patient. D. Nursing Theory Resource The theory I most identify with in my professional career is Dorothea Orem’s â€Å"Self-Care Deficit Model: Self-Care, Self-Care-Deficit, and Nursing Systems† (Habel, n.d.). A client does not seek my professional advice, instruction or care unless there is a need or concern. D1. Nursing Theory in Practice Orem’s general theory of Self-Care, Self-Care Deficits, and Nursing Systems states that when an individual becomes ill for any reason and is unable to care for themselves they have a self-care deficit that requires nursing interventions. Self-care refers to the daily, independent cares an individual performs; they are developed over time and have a purpose. The theory provides the patient with nursing interventions based on the nurses’ assessment of self-care (Habel, n.d). The interventions may provide complete care by the nurse, partial care that both the patient and the nurse complete together, or it may be a matter of educating the patient how they  can give self-care. The ultimate goal of the nursing interventions is patient autonomy in order to maximize the patient’s personal level of care; to optimize the patient’s growth and restore health and well-being (Habel, n.d.). This theory correlates with my professional practice on a daily basis in the VA outpatient clinic where I work. Any patient over the age of 70 is screened annually for self-care deficits. A functional, physical and mental screening is performed to asses any self –care deficits my patients may have. The patients are asked about their daily routines like dressing themselves, using a telephone, managing finances and grocery shopping. The individual is rated on a scale from 0-4 where zero is the ability to perform independently to four, which is needs total assistance. When a self-care deficit is found I intervene. If they are not able to dress themselves they sometimes have a spouse or caregiver to do it for them at home; at the clinic I would assist them completely. If the patient lives alone and it is found they have a complete self-care deficit and lack a support system I put in a referral for home health nursing. I may discuss the option, along with the primary care provider, of a long term care facility for the patient. If a patient can perform some self-care, but the caregiver or spouse needs assistance in day to day cares of the patient I may refer the patient to the social worker to help them find nursing care or respite care at home. Sometimes the patient is unable to operate a telephone because they are unable to hear so I refer them to get a hearing screening and may get them a hearing impaired telephone. I also screen every 6 months for post-traumatic stress disorder (PTSD) and depression since the Veterans may have participated in combat or experienced some other traumatic insult that they require assistance dealing with mentally. If they screen positive for PTSD or depression then I refer them to the social worker to assist the individual with their mental health. The majority of my practice involves educating patients and their families about a diseases and disorders such as high blood pressure, diabetes, heart failure, obesity and many other illnesses. This self-care deficit requires education to reach the goal of self-care by the individual. I use written hand outs and instructions to teach individuals how to manage their disease whether it is how to monitor their blood pressure at home or what foods are good sources of nutrition. Patients come to the VA clinic because they have a basic need for care. The  nursing system in Orem’s theory describes nursing interventions from wholly compensatory which is total, dependent care; partially compensatory, when the patient can meet some self-care needs with some degree of nursing intervention and finally the nurse acts in a supportive teaching role (Habel, n.d.) All of these nursing interventions are aimed at patient autonomy so the individual can meet the goals to maintain or improve heal th and restore self-care E. Nursing Contributions When I think of historical nursing figures there is always one who comes to mind above any others. Florence Nightingale is possibly the most famous and recognized for changing nursing from domesticated home care of the ill to a respected profession. Florence Nightingale was a pioneer for human advocacy. Although Nightingale did not specifically define advocacy in nursing, she wrote letters of correspondence, government documents and books that describe instances of her advocacy. She believed that all people deserved the same opportunities no matter what religion, sex or ethnicity; she was a strong proponent of equal human rights (Selanders, 2012). Florence Nightingale advocated for nursing by creating standards of care and educating nurses to improve health care for patients. She collected information and used statistics while caring for patients to promote their health. Her analysis of patient care led to an improved patient environment, changing it from unsanitary to a more sanitary environment which promoted health and well-being (Selanders, 2012). Her leadership in the profession led to establishing her own school of nursing in England which in turn prompted schools in America. This leadership paved the way for nurses to become leaders in a respected profession (Selanders, 2012). Today Florence Nightingale’s vision for the professional nurse continues. Nightingale’s beginnings in statistical analyses of patients and their environments is carried on in nursing practice today. My everyday nursing practice involves the use of evidence-based practice to improve patient care and well-being (Selanders, 2012). Research in health is accomplished by nurses in order to find better ways for me to care for my patients. For instance, we know that people may be susceptible to high blood pressure and we use evidence-based  practice to screen for, prevent and treat it. I monitor my patient’s blood pressure at every visit. If during the screening they have risk factor such as obesity or smoking I educate them on proper nutrition and smoking cessation. I work together with the primary care provider and pharmacists to teach patients how to take their medications properly and how to monitor their blood pressure at home. Nightingale’s work in educating nurses continues with my own education as I try to gain the knowledge to improve myself and my practice of nursing. I work on advancing my nursing by continuing my education to develop my leadership skills and professional growth. F. Principles In this section I will discuss how I have safeguarded principles of beneficence and the respect for autonomy. The principle of beneficence is an ethical duty to be compassionate in my care of patients and to promote autonomy through positive actions of kindness (Cherry, 2011). A patient of mine has been struggling with obesity for the past two years. He has lost 60 pounds and gained 40 pounds back. I set up a one-on-one appointment with patient to discuss what actions he may take to get back to a healthier weight. Instead of placing blame on the patient and telling him what he is doing wrong, I focus on the things he is doing right. He continues to walk over a mile a day, but he admits he has not been writing in his food diary. Together we worked to create short term goals, goals the patient felt he could attain in the following weeks. When the patient returned he had increased his walking distance and had started writing in his food diary again. It is my ethical responsibility to have respect for patient autonomy. Autonomy is the personal freedom of a patient and their right to decide what choices to make in their health care. In the example above the patient came to me for help and guidance because he had gained weight. Instead of telling the patient what he should do to get back to a healthier weight we discussed options together. I provided him autonomy by asking what choices he could make to attain his weight loss goal. We discussed what better food choices he could make and how he could increase his physical activity in order to reach his goal. The patient was able to maintain his autonomy and make the choices he thought were necessary to lose weight. When the patient returned to the clinic he had reached his goal to increase his  physical activity and lost 2 pounds. G. Conclusion This paper has been about my professional journey to create a professional mission statement. The Idaho State Board protects the public by issuing and maintaining my nursing license and the American Nurses Association advocates for the advancement of nursing and patient well-being. I am an advocate for the protection of patient safety and rights and participate in committees at my workplace to advance my profession. Safety, confidentiality, accountability and collaboration with the interdisciplinary team are some of the professional traits I use to care for my patients. I have shown how Orem’s theory of Self-Care has been integrated into my practice and explained how Florence Nightingale’s contributions to professional nursing have been applied in my modern nursing practice. Finally, I have explained how I used beneficence and respect for autonomy in caring for an obese patient in my clinic. References American Nurses Association (2001). Code of Ethics for Nurses with Interpretive Statements. Retrieved from http://nursingworld.org/MainMenuCategories/EthicsStandards/CodeofEthicsforNurses/Code-of-Ethics.pdf American Nurses Association (2012). Frequently asked questions. Retrieved from http://www.nursingworld.org/mainmenucategories/tools/state-boards-of-nursing-faq.pdf Cherry, B., & Jacobs, S. (2011). Contemporary nursing: Issues, trends & management (5th ed.). Memphis, TN: Elsevier. Habel, M. (n.d.). Nursing theory: At the heart of practice. Retrieved from https://lms.nurse.com/Aspx/CourseObjective.aspx?TopicID=5892 Matthews, J (2012). Role of Professional Organizations in Advocating forthe Nursing Profession. OJIN: The Online Journal of Issues in Nursing Vol. 17, No. 1, Manuscript 3.doi:10.3912/OJIN.Vol17No01Man03. Selanders, L.C., Crane, P. C. (2012). The Voice of Florence Nightingale on Advocacy OJIN: The Online Journal of Issues in Nursing Vol. 17. doi: 10.3912/OJIN.Vol17No01Man0 1.

Organizational Behaviour - 1455 Words

Q1.Using the Assessment tools we have discussed in unit 6, (McKinsey 7-S framework, Balanced Scorecard, SWOT Analysis etc) provide a complete assessment of the company you are currently working for. If you were CEO what would you change and why - provide your recommendation with a Before and After Organizational chart. - If you are not working at this time - use a past employer. Ans 1. Table of Content * Introduction * Discussion * Complete assessment of the company I work for – M. Muhammad Shafi amp; Co. * What would I change as the CEO and why * Organizational Charts, Before and After. * Bibliography Introduction Change is very important for any organization because, without change, an†¦show more content†¦* Strong Ramp;D and QC * Highly qualified and experienced technical team * Good distribution network * Strong internal IT and communication systems * HR development Threats * Political conditions of the country (Pakistan) are unfavourable, reducing interest of foreign buyers. * Problems in smooth supply of utilities and increasing costs of energy * Competitors trying to closely follow our developments and offering at lower prices * Bigger part of the market has become very price sensitive after the economic crisis * Consumers switching to alternative materials due to shortage in supply and increase in prices Opportunities * Huge potential for growth in new markets like Eastern Europe, South America and Australia * Potential to diversify into shoe and bag leathers production * Potential for integration into leather garment manufacturing * Substantial growth in demand of high quality soft leathers for garments and hand bags * Increased demand in bulk quantity economical leather (capacity) * Growth in demand for the spring summer season (traditionally focussed on Autumn/Winter) * Import duty/tax on import from Pakistan withdrawn for imports into Europe. Exhibit 1: SWOT analysis (Chapman,2005-08) McKinsey 7’s framework Here is the 7S model that portrays seven elements of the organization. Shared Values * To improve andShow MoreRelatedOrganizational Behavior And Organizational Behaviour1644 Words   |  7 PagesThe above drawn figure shows about organisational behaviour. It highlights the bonding among human behaviour in organizational settings, the individual - organization interface, the organization, the environment surrounding the organization. In an organization each and every individual brings its own experience, managerial and effective skills. Classical Organizational theory:- Popovich (2010) said that in this theory, the concentration mainly goes in how an organization can be structured inRead Moreorganizational behaviour1261 Words   |  6 Pages Organizational Behavior MG6013 The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and job satisfaction; decision making; group dynamics; work teams; leadership; communication; power, politics and conflict; organization culture, structure and design; impact of technology; management of work stress; organizational change andRead MoreOrganizational Behaviour Analysis28615 Words   |  115 Pagesconfusion, also goes under several different names, some of which you will encounter when reading texts on the subject. The two main areas are generally called Human Resource Management (HRM) and Organisational Behaviour (OB), but the field is also sometimes called Organisational Analysis (OA), Behaviour in Organisations (BinO), Organisation Studies (OS), and a host of other names, including the practitioner area called Organisational Development (OD). There are, in fact, subtle nuances and variations inRead MoreOrganizational Behaviour Issues1427 Words   |  6 PagesFinal Report- Organizational Behavior â€Å"Issues in Organizational Behaviour based on own experiences† Student No. Structure: 1. Introduction 2. Main Body and Recommendations 3. Conclusion 4. References What is Organizational Behaviour? Organizational Behaviour is nothing else than developing our understanding and development of people skills. A multidisciplinary field devoted to understanding individual and group behaviour, interpersonal process and organizational dynamics. DifferentRead MoreEssay about Organizational Behaviour1051 Words   |  5 Pagescom My essay will introduce the culture and organizational strategies of Amazon.com. I focus on the evolution of Amazon.com, the organization culture with the Scheins three levels of culture, the truth of working on Amazon, why is amazon so successful on the basis of organizational strategies and how to improve in the original basis. Organizational culture could be the core of the company and exists from the start of Amazon.com. Organizational culture is the shared values, beliefs, and normsRead MoreThe Development Of Organizational Citizenship Behaviour3154 Words   |  13 Pages2001). Out of this comes the development of Organizational Citizenship Behaviour (OCB). OCB represents â€Å"individual behaviour that is discretionary, not directly or explicitly recognised by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization† (Organ 1988, p. 4). The study of OCB has become increasingly important as the prevalence, importance, and costs of counterproductive, or deviant, behaviour in the workplace have been increasingly recognisedRead MoreOrganizational Behaviour And Communication Issues Essay1452 Words   |  6 Pages1.0 INTRODUCTION In this case-study for Electra Products’, I will be addressing relevant, organisational behaviour and communication issues that must be addressed in order to â€Å"revive the failing company† (Samson, 2012). Specific recommendations will be offered to further assist in focusing on the key outlined issues and what actions would be most appropriate to take from this point. Throughout the report, it is clear the attitudes of staff are becoming unfavourable and has resulted in a lack ofRead MoreRoot Metaphors as an Aid to Understanding Organizational Behaviour3097 Words   |  13 PagesRobert Allen 11500024 Root metaphors as an aid to understanding organizational behaviour and their relevance to organizations in a knowledge based economy. Introduction The use of root metaphors to provide insight into organizations seems to be seen as a useful if limited way of understanding their complex natures (Morgan, 1997) (Andriesson, 2008), which may have been more suited to the industrial age. The rise of the Knowledge Based Economy (KBE) and post-industrial organizations pose furtherRead MoreOrganizational Citizenship Behaviour (OCB) Essay1796 Words   |  8 Pagesï » ¿What is organizational citizenship? Explain the links between the various types of organizational citizenship behaviors and job-related outcomes. In what ways does organizational citizenship affect organizational performance? Illustrate with examples where appropriate. Organizational Citizenship Organizational citizenship is an organizational success that consists of supports from the volunteers of individuals and behavior (Business Dictionary 2013). Organizational citizenship behaviors (OCB)Read MoreIndividual Analysis Paper on Organizational Behaviour2511 Words   |  11 Pagesto creating and expanding opportunities for children and adults with disabilities. This is demonstrated by their agencies contribution to the realization of an individual’s choice of caregivers, support, housing, and employment opportunities. Organizational Design/Culture: 1. How is it structured as regard to organization? 2. What is the culture of the organization? The very nature of the field of industry requires one to be very flexible and be willing to quickly adapt to the non-ending

Hamlet by William Shakespeare - 721 Words

Prince Hamlet is disheartened and having been beckoned home to Denmark from school in Germany to be present at his fathers funeral, he is stunned to find his mom Gertrude already re-wed. The Queen has wed Hamlets Uncle Claudius, the deceased kings brother. To Hamlet, the matrimony is vulgar interbreeding. What makes things worse is Claudius crowned himself King even though Hamlet was his fathers successor to the throne. Hamlet questions his father’s death and thinks that he was murdered. When his dads spirit pays a visit to the castle Hamlets uncertainties are corroborated. The spirit whines that he is incapable to rest in peace because he was killed. Claudius says the spirit drizzled toxic substance in King Hamlets ear while the king slept. Incapable to admit and find redemption King Hamlet is now condemned to spend his days in limbo and walk the earth by night. He entreats Hamlet to take vengeance because of his death, but to pardon Gertrude and let heaven choose her destiny . Hamlet vows to imitate madness puts on escapade and wears a mask that will allow him to witness the exchanges in the castle but finds himself more mixed up than before. In his constant confusion he questions the spirits honesty. What if the Ghost is not a real spirit but more accurately a representative of the devil sent to tempt him? What if murdering Claudius results in Hamlets having to recall his recollections for all time? Hamlet struggles over what he recognizes as his spinelessnessShow MoreRelatedHamlet, By William Shakespeare880 Words   |  4 PagesWilliam Shakespeare is praised as the pioneering English poet and playwright whose collection of theatrical works is regarded as the greatest artistic value throughout the history of English literature. Shakespeare delved into the spiritual and mental component of humanity and the consequences that arise from this human spirit when it is disputed. The most famous revenge tragedy play, Hamlet, is an excellent illustration of Shake speare’s philosophical study of human nature. In Hamlet, the arguableRead MoreHamlet, By William Shakespeare899 Words   |  4 PagesWilliam Shakespeare, author of Hamlet, was a well-known author in the 1500s and is still popular today. He was born on April 24, 1564 in London, England. Although there were no birth records at that time, it shows he was baptized one year prior to that, which leads us to believe his birthday was in 1564 because children were normally baptized a year after their birth. Shakespeare’s writing style was very different than others at that time. He used many metaphors and rhetorical phrases, and most ofRead MoreHamlet, By William Shakespeare996 Words   |  4 PagesHamlet, written by William Shakespeare, with out a doubt holds the most famous soliloquy in English history spoken by Hamlet in Act III, scene i, lines 57-90. This soliloquy holds much importance to the play as a whole because it ties together the reoccurring themes of suicide and Hamlet’s inaction portrayed by Shakespeare. Hamlet poses a problem, which is the driving force of the play: â€Å"To be or not to be?†(III.i.57). Shakespeare uses this logical question asked by Hamlet to drive out his underlyingRead MoreHamlet, By William Shakespeare1178 Words   |  5 Pages In William Shakespeare’s play Hamlet, the protagonist suffers from struggles with major characters, especially with the women in his life. While reading the play Hamlet, Hamlet appears to be a disillusioned man. Throughout the play, Shakespeare has only casted two females: Gertrude and Ophelia. Gertrude is defined to be incestuous, naà ¯ve and cold-hearted. On the other side, Ophelia is characterized to be ignorant, innocent and fearful. After the quick marriage of his mother and evil uncle, Hamlet’sRead MoreHamlet, By William Shakespeare1308 Words   |  6 PagesHamlet is arguably one of the greatest tragedies in all of literature and when most people think of tragic plays, they think of none other than the one who wrote it, William Shakespeare. This classic story of revenge excites it’s readers with its main character, Prince Hamlet, who goes through the unique human-like process of revenge that is often overlooked. Many other stories rely heavily on the logi c of good people doing good things and bad people doing bad things just for the sake of their natureRead MoreHamlet, By William Shakespeare Essay1453 Words   |  6 PagesHamlet by William Shakespeare explores many aspects of mankind--death, betrayal, love, and mourning. Out of these, the most prominent theme in this play is death in the form of suicide. The main character, Hamlet, finds himself questioning the quality of life and the uncertainty of the afterlife once he discovers news of his father s death and the corruption in the kingdom that follows. Ophelia, Hamlet’s lover, is found dead later in the plot and is presumed to have committed suicide. In Hamlet’sRead MoreHamlet, By William Shakespeare1146 Words   |  5 PagesA character so complex, enticing and fascinating, his name is Hamlet. We are all Hamlet, and that, is the argument. Hamlet is an enigmatic character with many flaws. These flaws are the ones that prove similarities between us and him. A play so popular and significant is due to its huge relevance to us as a society. In the play Hamlet, William Shakespeare uses Hamlet’s character and metaphor to demonstrate that when one is left alone to their thoughts, these thoughts overtake reason. ConsequentlyRead MoreHamlet by William Shakespeare1456 Words   |  6 PagesThe play Hamlet, by William Shakespeare, takes place in a time where the impossible was a part of the lives of everyday people. Occurrences that people in the modern time would believe unbelievable. Yet, with just a quill and parchment Shakespeare’s is able to connect the past and present by weaving a plot with skill that is still unparalleled to this day. The play Hamlet this exceeds this expectation by revealing depth of Hamlets, the protagonists, character personality through the useRead MoreHamlet, By William Shakespeare1920 Words   |  8 PagesIn the play Hamlet by William Shakespeare, the character Hamlet must deal with both external and internal conflict. Hamlet encounters many struggles and has trouble finding a way to deal with them. With so many corrupt people in his life, Hamlet feels as if there is no one that he can trust and begins to isolate himself from others. A result from this isolation leads Hamlet to become melancholy. Hamlet struggles with suicidal thoughts, wants to kill King Claudius, and is distraught over his mother’sRead MoreHamlet, By William Shakespeare846 Words   |  4 Pagesalways been a contemplative topic. In Hamlet, the main character Hamlet thinks to himself about suicide. Hamlet was written by William Shakespeare. Shakespeare wrote Hamlet between 1599 and 1602. William Shakespeare is one of the greatest playwrights in history. Hamlet is about Prince Hamlet of Denmark who is trying to find out about the death of his father after his father s ‘ghost’ comes to him telling him it was his uncle who had killed him. While Hamlet contemplates suicide he gives his famous

My Writing Writing Skills - 938 Words

The first time I picked up a pen and wrote something in English was when I was in the seventh grade, there I was sitting in my Language Arts class when the teacher made us form groups then told us to write something about the other person. The words I wanted to use, I didn’t know how to translate into English. I only had broken fragments that did not entirely make sense. I became frustrated and agitated that I couldn’t do it, so the next day I decided to start keeping a journal. This was really helpful, because by the time I became a sophomore, my writing had improved significantly. There were some grammatical errors, but at least people would understand what I was writing. To improve my writing was what I wanted to do, so I began a journey to become better. In order to improve my writing skills, I kept a journal, I wrote each and every thing I did. This journey of mine was going to have some ups and downs, but I knew that to really achieve my goal, I had to do everythi ng possible to make it come true. I knew I’d have to stay committed to take on this challenge. My last year of high school came with some grave challenges. My English teacher focused more on writing. We wrote papers from short articles to writing a research paper as our last assignment. That itself, was a really big struggle. In the end, I made it through and ended up with a decent grade. College, came around the corner sooner than I’d hope. My advisor told me the classes I’d need to take in order to meetShow MoreRelatedMy Writing And Writing Skills985 Words   |  4 Pages Throughout the years, my reading and writing skills were never my best aspect growing up as a kid. I always felt that I would never need to learn how to write and read because I wanted to become a superhero when I grew up, and I thought superheroes don’t need to learn that type of stuff because they just save people from the bad guys. As I grew older I knew my dream of flying around and fighting crime wasn’t an option, so I started read and write, which mostly started in kindergarten. I knew itRead MoreReflection On My Writing Skills987 Words   |  4 PagesReflection My writing skills which I have worked on over the few months I have been in English 102 have changed quite a bit in my opinion. There are many things which I have improved upon that were amongst my weaker writing skills when the year began. On the opposite side of that point, there are also many things which I still need to improve upon if I want to truly elevate my writing to a level that I will be confident in. Finally, I have gained new skills outside of writing from this class, particularlyRead MoreMy Reading And Writing Skills1484 Words   |  6 PagesI was terrified walking into my third attempt at Engl 1010 this semester. I attempted and failed this class twice already so I was worried about what was to come, more failing grades, more difficult papers to write, and more confusion. I wrote about this concern in my Literacy Narrative assignment. I realized for the first time my easy high school years had hurt me academically, and that as a college freshman, my reading and writ ing skills were at an eighth grade level. I tried, but was unableRead MoreMy Legacy in Writing Skills646 Words   |  3 Pagesme beyond my years of wisdom. I have used this quote at least once in my writing every year, because it inspired me to leave my legacy through writing. I write of what I want to know, of what I want to change, of what I believe, and one day a collection of my writing will be all that’s left of me, and it will allow me to still matter, even when I’m gone. Although my writing may not be equivalent to Tom Stoppard’s, I am slowly progressing towards obtaining strong writing skills. Writing in EnglishRead MoreMy Writing Style And Skills900 Words   |  4 Pagesme about how I formulate ideas and outlines to my papers and visual works. My writing style and skills have gone through many changes throughout English 150 but by far there have been three areas where I have seen the most improvement. How I compose and formulate my works, using certai n resources and how I integrated them into my paper, how I edit those works, and how well I use the advice and guidance from my peers to help me revise or complete my works. Composing and formulating to me should beRead MoreGraduation Speech : My Writing Skills943 Words   |  4 Pagesand my writing skills have truly improved tremendously. Taking this class has helped me become a better writer and has helped my grammar grow extremely. Another thing that I have gained in this class is stronger sense of vocabulary words. While writing these papers I have learned the variety of different papers there are. I have learned how to write these papers for future purposes so I will be successful in the long run. My goals as an improving writer are to become more creative and use my skillsRead MoreCritical Skills And My Writing Assignments901 Words   |  4 PagesThroughout all my writing assignments, I have developed many critical skills that allows me to simplify my work, and narrow-down my topic to simpler forms. Interestingly, at the beginning of this quarter I was afraid of in-class writing essays because I am a super slow in writing and thinking. However, after writing several drafts for every assignment, my understanding of the critical skills gradually increased to the point where I wrote well organised essays within the time limit. I think I am readyRead MoreRhetorical Analysis : My Writing Skills894 Words   |  4 PagesProfessor Maureen and others who may concern this: I would say I am always a horrible letter writer. I am tearing my hair to squeeze every single word from my poor mind to finish this letter. Yet deep in my frontal cortex, there is no part of mechanisms that is designed for writing a self-analyzing letter to my instructors. However, it has been ten weeks I studied in this course, and all my favorite works in these ten weeks are gathering in this tiny portfolio. I have wrote a several rhetorical practicesRead MoreI Am Satisfied With My Writing Skills1665 Words   |  7 PagesThroughout the 2015-2016 school year, I have discovered and improved heavily upon my writing skills in addition to analyzing all of the reading assignments that we were given this year. I firmly believe that these journals have significantly improved all of my abilities within the realm of English. I strongly feel well prepared for the AP test, but most importantly for all of my future english classes, and classes in general. The journal experience I had may have been time consuming, but overallRead MoreMy Wri ting Skills Has Effectively Improved1078 Words   |  5 PagesI first came to the Wilkes University, one of my edifier (?) (Friend, teacher, mother) told me Don’t judge your class in the beginning, judge your class at the end of course†. In the beginning of my classes I was very nervous about how to write an essay. However, I believe my writing skills has effectively improved. To be honest, English 101 wasn’t an easy class for me in the beginning. College writing is entirely different from high school writing. I always have trouble with grammar when I write

Use Of Strategic Approach to Human Resource Development

Question: Identify and explain how the company can adopt a more strategic approach to Human Resource Development, using the HRD Cycle, ensuring you demonstrate how the HRD Cycle could be applied to the company in this scenario. Analyse the strengths and weaknesses of the company using an off-the-shelf strategic HRD solution such as the Investors in People standard, and identify problems that might arise during implementation. Identify, explain and analyse the design options available for managing the companys Human Resource Development function. The structure of the report should be as follows; summary, introduction, body (research, analysis of findings), conclusion, recommendations, references and appendices. Answer: Introduction This report critically evaluates theories of developing human resources within the organization. Concerning, it discusses the applications of more strategic approach through the HRD cycle within the company in the given scenario. At the same time, this report also analyses the strengths and weaknesses of the company by applying an off-the-shelf strategic HRD solution and identifies the challenges during its implementation. In addition, it also evaluates the design options that can be helpful to manage the organizations HRD function. Use of strategic approach (the HRD Cycle) From the scenario of Kidsgrove Electronics Ltd, it is determined that company is losing its competitiveness in terms of employees performance and high standards of collective performance. Due to increasing business expansion, there is a need for the firm to upgrade skills and knowledge of its employees to maintain the latest developments in design and manufacturing processes with high-quality production. In order to maintain the competitive position, the company can use a more strategic approach by using Human Resource Development (HRD) cycle to enhance the skills and competencies of the employees to provide the quality products as per the market trends (Swart, et al, 2012). The below figure shows the HRD Cycle that can be useful to apply more strategic approach for developing employees' competitiveness: Figure 1: HRD Cycle The HRD cycle includes four phases in developing HRD interventions that lead to learning and development, career growth opportunities and organizational effectiveness. These phases are described as below: Identifying learning/HRD needs: It is essential for the company to identify the learning needs at different levels including strategic, operational and personal level to compete in the market. In order to determine the HRD needs, company requires for conducting the survey over the employees to recognize the common points related to skill gaps and design the HRD programmes accordingly. The main motive behind the recognition of training needs is to develop career opportunities for the employees and contribute to organizational development. Regarding this, behavioural learning theory also suggests that there is a need to conduct HRD programmes for the development of a required behaviour by the employees at the workplace (O'Grady, 2013). Therefore, it is required for the company to provide positive stimuli in the form of training to shape the behaviour of the employees. There may be different learning needs of the employees due to differences in their skill levels and potential. Due to this, it is crucial for the compa ny to determine these learning needs. In this need assessment, the company needs to analyze HRD needs at four levels such as organizational needs, individual skills, knowledge and attitudes and functional responsibilities and needs of the department. Generally, firms focus on individual skills of the employees that do not provide a better view of the need assessment. The conventional methods to identify the learning needs are surveys through interviews and questionnaires, observations, and focus groups to gather information related to skills gaps in employees. Apart from this, root-cause analysis can be used by the company to identify the HRD needs by recognizing the root cause of the problem identified within the organization or department (Truss, Mankin and Kelliher, 2012). In addition, some other complex methods such as informal feedback, performance appraisals, etc. can also be conducted to get the information related to employees performance and skill levels and determine HRD needs. Designing HRD programmes: In this, the company can focus on a two-level HRD process including training interventions and work-based activities. In designing of HRD programmes, it is essential for the company to focus on personal aspects of the employees due to their impact on their learning needs and requirements. Similarly, the humanistic theory of learning also holds that personal considerations and emotions play a significant role in learning and have a considerable impact on the adoption of new changes in knowledge state of learners (Wilton, 2010). In this stage of HRD cycle, the company needs to consider learning strategies, learning outcomes, which have to be achieved and the learners. The below figure shows the process of designing of HRD programmes: Figure 2: Designing of HRD programmes After analyzing the HRD needs, the company requires for determining clear objectives related to improvement in personal and collective performance as a company with high-quality production. For designing of HRD programmes, an internal expertise or outsourced external training provider is deployed by HR professional. In planning and design in HRD, training provider develops lesson plans and selects the suitable training delivery methods. The lesson plan helps to determine the actual delivery of the training content including purchasing of training content or designing of training content by the organization (Saks, Haccoun and Belcourt, 2010). It is also essential for the company to frequently update and review the training materials. Finally, a proper schedule needs to be settled with the consideration of the availability of both trainer and participants. In addition, the budgeting is also a significant element of designing of HRD programmes. Delivering HRD programmes: This is the third stage of HRD cycle that emphasizes the provision of HRD programme, the level of employees, training providers and methods of HRD programme delivery. In the provision of HRD programme, there is a need to emphasize on training in new technologies to meet the global quality standards and keep advancement in technologies. This training programme is provided to the employees of Kidsgrove Electronics Ltd on the request by the top management. After need assessment, it is determined that there is a need to conduct HRD programme for the personal and professional development of the employees to achieve higher productivity (Pritchard, 2013). At the same time, it is also crucial to ensure the execution of HRD programme for all level of employees with equal levels of training. A theory of equity deals with equity of rights and train and pay irrespective of any attribution or the personality factors. According to this concept, the management would be able to train the people towa rds the organization if it employs a fair system of HRD in the organization. Figure 3: Delivery of HRD programme Apart from this, it is required for the company to deliver HRD programme to its employees through internal and external training providers or consultants. In last, different delivery methods of HRD programmes such as audio conferencing, virtual reality, etc. can be used to provide training material to the employees. Apart from this, other methods of HRD programme delivery such as problem-based learning, fieldwork analysis, job rotation, mentorship, etc. can also be preferred as on-the-job training methods without disturbing the work schedule and organizational performance at different locations in order to enhance employees knowledge and skills (Karve, 2013). At the same time, off-the-job training method such as classroom is used outside the workplace through lectures and instructions that are not suitable for companys various international locations. In such condition, on-the-job training programmes can be effective to develop the intellectual skills. Evaluating HRD programmes: It is the final stage of HRD cycle that helps to measure the reactions of the employees on HRD programmes, the level of learning acquisition, employees' behaviour and knowledge transfer and financial outcomes related to HRD programmes. Reactions can be related to trainer, method of training delivery and interest of training contents (Hill and Jones, 2012). At the same time, the returns on investment on HRD programmes can be measured in terms of their financial returns and benefits. Figure 4: Evaluation of HRD programme For this, comparative analysis can be conducted to compare the performance of the employees prior and post of the execution of HRD programme. At the same time, other methods such as interviews with learners, feedback, tests, performance appraisals, observations and self-assessment can be useful to evaluate the effectiveness of HRD programmes. Strengths and weaknesses of an off-the-shelf strategic HRD solution An off-the-shelf strategic HRD solution such as the investors in people standard (IIP) is a business improvement tool that is helpful to improve the organizational [performance through its people. There are three models of IIP namely leadership, recruitment and selection and work life balance that can be used to develop organizational people by setting performance benchmark against a recognized standard. One of the strengths of using IIP is to develop strategic understanding about people development that helps to determine proper strategies and policies according to development needs of people (Ranken, 2010). At the same time, IIP is also effective to think about the development of employees in the organization. Figure 5: Impact of IIP on organizational performance (Source: Bourne, et al, 2008) Apart from this, it also helps to clarify the link between HRD and organizational performance over a flexible time frame. Additionally, it is also effective to get directions for improving staff management, motivation, satisfaction and access to training. It is inclusive in nature that helps to involve all people in any capacity including consultants, volunteers, part-time, full-time, temporary and permanent. It provides the ability to review the progress at a regular level to make continuous improvements in HRD. In support of this, Human Capital Theory (HCT) also concludes that the investment in human capital is effective for the organizations to achieve greater outputs (Hill and Jones, 2012). But, off-the-shelf strategic HRD solution such as IIP has some weaknesses such as high-cost, time-consuming and high energy required. During execution of IIP, there might be some problems such as time consumption because it takes time to explain organizational aims and enhance the people participation and contribution in organizational performance and execute the plans and achieve the outcomes (Nickson, 2013). The requirement of high energy might also be a significant problem for the company to execute IIP because there is geographically and culturally diverse workforce as the company will require for changing the organizational culture. It might be difficult for the company to invest in its human capital due to diversified workforce at geographical level and cultural level. It is because all the employees located at different locations have differences in their cultural background that has a significant influence on their views and attitudes. Due to differences in views and attitudes in the diversified workforce, it may be challenging for the HR managers to execute the HR policies and strategies to enhance their performance level (Mulvie, 2015). On the other hand, the company might face problems related to high cost arise during implementation of IIP because it requires high costs of assessment, training and support to the employees for developing understanding about the ways to achieve the standard. Design options for the management of HRD function There are several design options such as centralized training, decentralized training, customer model, matrix model that are available for the company to manage the HRD function. Regarding, centralized training design is effective to locate the resources and professionals primarily in one location and make decisions related to HRD programmes from that location. However, the company focuses on decentralized training design due to being located at different locations across the world. But, the use of centralized training design can be beneficial for the company to allocate ownership of training to one organization and removal, variation and duplication in any HRD programme (Delahaye, 2015). Through this, it can be ensured that the skills are adopted across the company and adopt a common set of metrics and scorecards to evaluate the training effectiveness. Apart from this, this training design can be helpful to reduce the cost of HRD and maintain consistency and standardization of train ing being delivered to enhance the learning of the employees and develop HR effectively. But, it may be difficult for trainers to make adjustments instantly due to the requirement for getting permission from the central authority. Apart from this, it is also challenging for the trainers to provide feedback in centralized training design due to isolation from the employees. At the same time, customer model can be another design for managing HRD function appropriately. According to this model, HRD department is responsible for HRD needs of one division or function of the company. For example, if the company wants to enhance the productivity of the employees and organizational performance, then there is a need for the HRD department to focus on the fulfilment of skill gap of the production department to enhance the production efficiency of the employees. Matrix model can also be effective for managing the HRD function effectively. In this design option, it is crucial for trainers to report both training manager and manager in the functional department (Mulvie, 2015). Therefore, the trainer has to fulfil the responsibilities of both a training expert and functional expert. This design is beneficial for the management to ensure that training is linked with the business needs appropriately and develop expertise in trainer regarding particular business functi on. But, it can be time-consuming for the trainers to manage both training department and functional department. On the other hand, the business-embedded model can be another option that can be used by the company to manage HRD function effectively. In this, training is aligned with the business strategy to respond quickly to the customers needs and requirements by providing high-quality products. At the same time, off-the-job and on-the-job designs can also be useful for the company to manage the HRD function in desired way. In on-the-job training, the company can provide HRD programmes to develop the knowledge and proficiency of the employees in a practical way, while facing actual working situations. This design is beneficial to learn in a simple way by performing training activities during the job and generate immediate productivity and quick learning. But, this design can create the workload and increase stress affecting the quality of the performance and organizational effectiveness (Brennan, 2013). On the other hand, off-the-job training design is conducted through seminars, lectures and e-learning practices that can disturb the normal working routine of the employees and increase the cost of HRD and financial burden on the organization. Conclusion In a conclusive way, it can be stated that HRD as a more effective strategic approach plays a significant role in developing skills and knowledge of the people to make them efficient to produce the improved results within the organization. HRD cycle is executed by identifying the HRD needs, designing, delivering and evaluating HRD programmes. In addition, off-the-shelf strategic HRD solution such as the Investors in People standard is effective for the company to develop proficiency and knowledge of the employees to achieve a specific standard of performance. However, there are some problems such as time consumption, high cost and cultural differences due to the diversified workforce during the execution of such HRD solution. At the same time, there are some design options such as centralized training, business-embedded model, customer model; on-the-job training, off-the-job training designs that may be effective to manage the HRD function. Recommendations In order to determine cost effective HRD solution, it is essential for the company to conduct the cost-benefit analysis that could be effective to save time and reduce the cost of human resource development. Ata the same time, it can be beneficial for Kidsgrove Electronics Ltd to conduct diversity management training programs to manage diversified workforce during execution of the HRD solution. Centralized and business-embedded training design can be useful for the company to better align the business strategy with the HRD objectives and control the issue related to diversity among the employees by developing a common organizational culture for HRD (Amason, 2011). In addition, on-the-job training programs can also be useful to develop practical knowledge without affecting working schedule and productivity of the employees. References Amason, A. (2011) Strategic Management: From Theory to Practice. UK: Routledge. Bourne, et al (2008) The Impact of the Investors in People Standard on People Management Practices and Firm Performance. Available at https://www.som.cranfield.ac.uk/som/dinamic-content/media/CBP/Publications/IIP_Impact_StudyReport_CBP%20080930.pdf (Accessed: 30 March, 2016). Brennan, B. (2013) Human resource development: managing learning and knowledge capital, Studies in Continuing Education, 35(2), pp.260-262. Delahaye, B. (2015)Human resource development. UK: Tilde Publishing. Hill, C. and Jones, G. (2012) Strategic Management Theory: An Integrated Approach. USA: Cengage Learning. Karve, S. (2013) Planning and Organizing Training Events. USA: American Society for Training and Development. Mulvie, A. (2015) The Value of Executive Coaching. UK: Routledge. Nickson, D. (2013) Human Resource Management for Hospitality, Tourism and Events. UK: Routledge. O'Grady, A. (2013) Lifelong Learning: An introductory guide for Education Studies. UK: Routledge. Pritchard, A. (2013) Ways of learning: Learning theories and learning styles in the classroom. UK: Routledge. Ranken, W.B. (2010) Employment 2010. UK: NCVO. Saks, A. M., Haccoun, R. R., and Belcourt, M. (2010) Managing performance through training and development. USA: Cengage Learning. Swart, J., Mann, C., Brown, S., and Price, A. (2012)Human Resource Development. UK: Routledge. Truss, C., Mankin, D., and Kelliher, C. (2012) Strategic human resource management. UK: Oxford University Press. Wilton, N. (2010) An introduction to human resource management. USA: Sage Publications.

The Effects of Stress, Alcohol Outcome Expectancie Essay Example For Students

The Effects of Stress, Alcohol Outcome Expectancie Essay s, Gender, Coping Styles, andFamily Alcoholism on Alcohol ConsumptionThe Effects of Stress, Alcohol Outcome Expectancies, Gender, Coping Styles, andFamily Alcoholism on Alcohol ConsumptionResearch Proposal byJosh Robbins100-928-594November 26, 1996Economics 143AbstractOne large component of American popular culture today is alcohol. Acommon stereotype for the effects of alcohol is that as a drug it acts as astress antagonist. This theory was introduced by Conger (1956) as the TensionReduction Hypothesis (TRW). It states that alcohols sedative action on thecentral nervous system serves to reduce tension, and because tension reductionis reinforcing, people drink to escape it (Marlatt ; Rehsenow, 1980). Why do wedrink, when do we drink, and how much do we drink? This research will determinethe correlation between total weekly consumption of alcohol and perceived stress,alcohol outcome expectancies, gender, coping styles, and family history ofalcoholism among undergraduate students. Do p eople drink more or less whenstressed? Do alcohol outcome expectancies lead to higher or lower consumption?Is a history of family alcoholism positively or negatively correlated topersonal consumption? Do the tested variables play mediating or moderatingroles in stress-related drinking? This research will determine the answers tothese questions, and determine the strength of the correlations, if any. We will write a custom essay on The Effects of Stress, Alcohol Outcome Expectancie specifically for you for only $16.38 $13.9/page Order now IntroductionThe main question that this statistical model will answer is as follows:Is there any correlation between drinking and gender, alcohol expectancies,family alcoholism, stress, and coping styles?GenderIt has been demonstrated that significant differences exist between thedrinking patterns of men and women (Hilton, 1988). In a survey of US drinkinghabits conducted in 1988 by the US National Center for Health Statistics, Dawsonand Archer (1992) showed that there are three areas illustrating genderdifferences. The first is the actual number of male and female drinkers. Thestudy showed that 64% of men versus 41% of women were current drinkers. Second,men were more likely to consume alcohol on a daily basis (17.5 grams of ethanolper day versus 8.9 grams for women). Third, men were more likely to beclassified as heavy drinkers. In fact, when the classification measure of aheavy drinker was changed from five drinks or more per day to nine drinks ormore per day the ration of male to female heavy drinkers increased by a factorof 3. StressAre the theories mentioned above about stress-induced drinking accurate?There have been studies which disprove the Tension Reduction Hypothesis. Forinstance, in a study by Conway, Vickers, Ward, and Rahe in 1981 it was foundthat the consumption of alcohol among Navy officers during periods of high jobdemands was actually lower than the consumption during low-demand periods.Additionally, some drinkers have been known to consider alcohol as a tensiongenerator rather than a tension reducer. Alcohol ExpectanciesThe expectations of what effects alcohol consumption may have play animportant role in drinking habits. These expectancies first develop inchildhood as indirect learning experiences (media, family modeling, peerinfluence) and, as a result of increased direct experiences with thepharmacological effects of alcohol, become more refined (Christiansen, Goldman,; Inn, 1982). Do the expectancies that people hold about alcohol decentlypredict consumption? Some people believe that alcohol consumption will increasesexual and aggressive behavior, or otherwise enhance social experiences. Manypeople subscribe to the view that alcohol acts as liquid courage. DataThe dependent variable for this research will be Weekly AlcoholConsumption (WEEK), measured by the total number of drinks consumed in 1 week. A standard drink is defined as a 12-ounce bottle/can of beer, 1.5 ounce shot ofliquor, or a 5 ounce glass of wine. The predictor variables would include thedummy variable GENDER, where D1=1 for a male, STRESS, alcoholic expectancies(EXPECT), family alcoholism (FAMILY), and difference coping styles (COPE). .u4ec51be712c2937d160128b5bcee5c82 , .u4ec51be712c2937d160128b5bcee5c82 .postImageUrl , .u4ec51be712c2937d160128b5bcee5c82 .centered-text-area { min-height: 80px; position: relative; } .u4ec51be712c2937d160128b5bcee5c82 , .u4ec51be712c2937d160128b5bcee5c82:hover , .u4ec51be712c2937d160128b5bcee5c82:visited , .u4ec51be712c2937d160128b5bcee5c82:active { border:0!important; } .u4ec51be712c2937d160128b5bcee5c82 .clearfix:after { content: ""; display: table; clear: both; } .u4ec51be712c2937d160128b5bcee5c82 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4ec51be712c2937d160128b5bcee5c82:active , .u4ec51be712c2937d160128b5bcee5c82:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4ec51be712c2937d160128b5bcee5c82 .centered-text-area { width: 100%; position: relative ; } .u4ec51be712c2937d160128b5bcee5c82 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4ec51be712c2937d160128b5bcee5c82 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4ec51be712c2937d160128b5bcee5c82 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4ec51be712c2937d160128b5bcee5c82:hover .ctaButton { background-color: #34495E!important; } .u4ec51be712c2937d160128b5bcee5c82 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4ec51be712c2937d160128b5bcee5c82 .u4ec51be712c2937d160128b5bcee5c82-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4ec51be712c2937d160128b5bcee5c82:after { content: ""; display: block; clear: both; } READ: Illiad EssayThe complete list of possible measurable variables are: PerceivedStress, Family History of Alcoholism, Problem-Focused Coping, Emotion-FocusedCoping, Less Useful Coping, and Drinking to Cope. For alcohol expectancyoutcomes, the following variables would be useful: Sociability, TensionReduction, Liquid Courage, Sexuality, Cognitive ; Behavioral Impairment, Risk ;Aggression, and Self Perception. The data for this research project will becollected through surveys and questionnaires given to undergraduate students atone university, but not limited to one department. An attempt should be made tosplit the test group approximately equal in terms of sex. Since race/eth nicityand age are not being tested, they are irrelevant for this study. Compensationmay be necessary (possibly a beer), as college students time is quite valuable,and the questionnaire may take approximately 30 minutes. There are a number oftests which currently exist which may be used to evaluate the subjects. 1. Adapted Short Michigan Alcoholism Screening Test (Adapted SMAST)This is a 13 item self-report questionnaire developed by Sher andDescutner in 1986 which is designed to measure family history of alcoholism. This is a yes/no type of test, and is specifically determines the extent of anindividuals parents alcohol abuse. 2. Comprehensive Effects of Alcohol (CEOA)The CEOA (Fromme, Stroot Kaplan, 1993) has 38 questions, and isdesigned to measure alcohol outcome expectancies. There are seven expectancyscales, four positive (sociability, tension-reduction, liquid-courage, andsexuality) and three negative (cognitive-behavioral impairment, risk andaggression, and self perception). The answers are based on a five point scalewith 1 = disagree and 5 = agree. 3. Perceived Stress Scale (PSS)The PSS (Cohen, Kamarck, Mermelstein, 1983) is a 14 item self-reportdesigned to assess the degress to which situations in ones life are appraisedas stressful. There are 7 positive and 7 negative questions. 4. COPEThe COPE (Carver et al., 1989) has 53 questions and is designed toassess individual coping dispositions. This test is quite complicated, as it ismade up of 14 scales which are categorized into 3 coping styles: Problem-FocusedCoping, Emotion-Focused Coping, and Less than Useful Coping (Denial, BehavioralDisengagement, and Mental Disengagement). The main result we will be looking atis a section called Drinking to Cope. This will help us find out whetherpeople drink to cope and if so, in what situations. SpecificationThe regression equation for this research will be as follows: WEEKi = b0+ b1(GENDER)i + b2(STRESS)i + b3(EXPECT)i + b4(FAMILY)i + b5(COPE)iThe expected signs of the coefficients are as follows:b1: This is a dummy variable, with only 2 possible values, 0=female and1=male;b2: Positive. Increased stress leads to increased drinking;b3: Both. It will probably be positive with expectancy variables likeTension Reduction, liquid-Courage and Sexuality, while negative with BehavioralImpairment, Risk ; Aggression, and Self Perception;b4: Positive. One would expect an alcoholic family would increase thelikelihood of an alcoholic child;b5: Positive. If we restrict this variable to Drinking To Cope, itshould be positive. I would plan to run a regression using one predictor variable at a time,and then adding an additional variable until many possibilities have beenregressed, determining the correlation between the different predictors. Thiswill determine as well which predictors account for what percentage of thevariability. Anticipated BenefitsAfter determination of the correlation between weekly drinking and the 5predictor variable discussed herein, we will be able to focus on which variableshave more effect, or higher correlation. If the highest correlation is found inthe FAMILY variable, we will know to spend more time and money on programs whichpromote Family Values. If high correlation is found with the STRESS variable,we can direct our energies to making college less stressful. This researchshould be used as a signal for what needs to be done in the future. .uf323143453d6a1350dd2dd2c8717f1e6 , .uf323143453d6a1350dd2dd2c8717f1e6 .postImageUrl , .uf323143453d6a1350dd2dd2c8717f1e6 .centered-text-area { min-height: 80px; position: relative; } .uf323143453d6a1350dd2dd2c8717f1e6 , .uf323143453d6a1350dd2dd2c8717f1e6:hover , .uf323143453d6a1350dd2dd2c8717f1e6:visited , .uf323143453d6a1350dd2dd2c8717f1e6:active { border:0!important; } .uf323143453d6a1350dd2dd2c8717f1e6 .clearfix:after { content: ""; display: table; clear: both; } .uf323143453d6a1350dd2dd2c8717f1e6 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf323143453d6a1350dd2dd2c8717f1e6:active , .uf323143453d6a1350dd2dd2c8717f1e6:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf323143453d6a1350dd2dd2c8717f1e6 .centered-text-area { width: 100%; position: relative ; } .uf323143453d6a1350dd2dd2c8717f1e6 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf323143453d6a1350dd2dd2c8717f1e6 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf323143453d6a1350dd2dd2c8717f1e6 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf323143453d6a1350dd2dd2c8717f1e6:hover .ctaButton { background-color: #34495E!important; } .uf323143453d6a1350dd2dd2c8717f1e6 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf323143453d6a1350dd2dd2c8717f1e6 .uf323143453d6a1350dd2dd2c8717f1e6-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf323143453d6a1350dd2dd2c8717f1e6:after { content: ""; display: block; clear: both; } READ: Evaluation of preparation and improvisation EssayReferencesCarver, C. S., Scheier, M. F., ; Weintraub, J. K. (1989). Assessing copingstrategies: A theoretically based approach. Journal of Personality and SocialPsychology, 56, 267-283. Christiansen, B. A., Goldman, M. S., ; Inn, A. (1982). Development of alcohol-related expectancies in adolescents: Separatingpharmacological from social-learning influences. Journal of Consulting andClinical Psychology, 50, 336-344. Cohen, S., Kamarck, T., ; Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and SocialBehavior, 24, 385-396. Conger, J. J. (1956). Alcoholism: Theory, problem andchallenge. II. Reinforcement theory and the dynamics of alcoholism. QuarterlyJournal of Studies on Alcohol, 13, 296-305. Conway, T. L., Vickers, R. R., Ward,H. W., ; Rahe, R. H. (1981). Occupational stress and variation in cigarette,coffee, and alcohol consumption. Journal of Health and Social Behavior, 22,155-165. Dawson, D. A., ; Archer, L. (1992). Gender differences in alcoholconsumption: Effects of measurement. British Journal of Addiction, 87, 119-123. Hilton, M. E. (1988). Trends in US drinking patterns: Further evidence fromthe past 20 years. British Journal of Addiction, 83, 269-278. Marlatt, G. A, ;Rohsenow, D. J. (1980). Cognitive processes in alcohol use: Expectancy and thebalanced placebo design. In N. K. Mello (Ed.). Advances in Substance Abuse:Behavioral and biological research, Vol. 1. Greenwich: JAI Press. Sher, K. J.,; Descutner, C. (1986). Reports of paternal alcoholism: Reliability acrosssiblings. Journal of Addictive Behaviors, 11, 25-30. Business