Serrial Killer Essays - Murder, Crime, Psychopathy, Serial Killer

Serrial Killer SERIAL KILLER Shaine Dolan The country has been gripped by fear and the serial killer has played right into that fear. The serial killer epitomizes the fear that police officers and the criminal justice cannot protect us. Serial killings account for less than one percent of annual homicides we have in America, yet they somehow touch the lives of almost every America. Serial killers are more common here in America then anywhere else in the world. Even though the likely hood of ever encountering a serial killer is very slim it is the serial killer that brings fear to many people in the Unites States. According to the book a serial killer kills several victims over a period of time. Almost all serial killers are sociopaths. They lack superego or conscience. A serial killer des not care about the humanity of his victims he does not empathize with them, or feel remorseful. Serial killers like the power they have over there victims. Most serials killers are driven sexually to kill. They like the physical contact with there victims. Sociopaths have a character flaw they care about inflicting pain and suffering because as far as they are concerned there victims are unfeeling objects. Killing makes these people feel superior not only to their victims but to the police investigators too. Serial murders have been around for a long time. The furthest it has been dated back to was in the 1400's. Serial murders are the hardest for police investigators to figure out. Most of the regular murders are done by someone who was close to the victim. Serial murders on the other hand are done at random within a group of people. Police call these stranger killings because neither victim, nor the victim's family knows the killer. This makes it very hard for police to find the killer. The FBI was able to study many serial killers and have developed a profile to help them catch serial killers. A typical serial killer is a white male that has grown up in a dysfunctional family with an abusive mother. But the most useful physiological insights come from the crime seen itself. The FBI discovered the each criminal mind commits a different signature crime. After over twenty years the FBI has made catching serial killers an art. Sociology

Overview of the Rajput People of India

Overview of the Rajput People of India A Rajput is a member of northern Indias Hindu warrior caste. They live mainly in Rajasthan, Uttar Pradesh, and Madhya Pradesh. The word Rajput is a contracted form of raja, or monarch, and Putra, meaning son. According to legend, only the first son of a king could inherit the kingdom, so the later sons became military leaders. From these younger sons was born the Rajput warrior caste. The term Rajaputra was first mentioned around 300 B.C., in the Bhagvat Purana. The name gradually evolved to its current shortened form. Origins of the Rajputs The Rajputs were not a separately identified group until the 6th century AD. At that time, the Gupta empire broke up and there were repeated conflicts with the Hephthalites, the White Huns. They may have been absorbed into the existing society, including leaders into the Kshatriya rank. Others from the local tribes also ranked as Rajput. The Rajputs claim descent from three basic lineages or vanshas. Suryavanshi, the Solar Dynasty, descended from Surya, the Hindu Sun-god.Chadravanshi, the Lunar Dynasty descended from Chandra, the Hindu Moon-god. They include major sub-branches of Yaduvanshi (Lord Krisha was born into this branch) and Puruvanshi.Agnivanshi, the Fire Dynasty descended from Agni, the Hindu god of fire. This lineage has four clans: Chauhans, Paramara, Solanki, and Pratiharas. These all are divided into clans who claim direct patrilineal descent from a common male ancestor. These are then divided into sub-clans, shakhas, that have their own genealogical creed, which governs the laws of intermarriage. History of the Rajputs Rajputs ruled many small kingdoms in North India from the beginning of the 7th century. They were an obstacle to the Muslim conquest in North India. While they opposed invasion by the Muslims, they also battled among each other and were loyal to their clan rather than uniting. When the Mughal empire was established, some Rajput rulers were allies and also married their daughters to the emperors for political favor. The Rajputs revolted against the Mughal empire and led to its downfall in the 1680s. In the late 18th century, Rajput rulers formed an alliance with the East India Company. By the time of British influence, Rajputs ruled most of the princely states in Rajasthan and Saurashtra. Rajput soldiers were valued by the British. Purbiya soldiers from the eastern Ganga plains had long been mercenaries for Rajput rulers. The British gave more self-rule to the Rajput princes than to other areas of India. Upon independence from Britain in 1947, the princely states voted for whether to join India, Pakistan or remain independent. Twenty-two princely states joined India as the state of Rajasthan. Rajputs are now a Forward Caste in India, meaning they do not get any preferential treatment under the system of positive discrimination. Culture and Religion of Rajputs While many Rajputs are Hindu, others are Muslim or Sikh. Rajput rulers exhibited religious toleration to a greater or lesser extent. Rajputs generally secluded their women and were seen in older times to practice female infanticide and sati (widow immolation). They are usually not vegetarians and eat pork, as well as drinking alcohol.

Prothesis in English grammar

Prothesis in English grammar Prothesis is a term used in phonetics and phonology to refer to the addition of a  syllable  or  a sound (usually a vowel) to the beginning of a word (for example, especial). Adjective: prothetic. Also called intrusion or  word-initial epenthesis.   Linguist David Crystal notes that the phenomenon of prothesis is common both in historical change  . . .  and in connected speech (A Dictionary of Linguistics and Phonetics, 1997).   The opposite of prothesis is aphesis  (or  aphaeresis  or procope)that is, the  loss of a short unaccented vowel  (or syllable) at the beginning of a word.   The intrusion of an extra sound at the end of a word (for example, whilst) is called epithesis or  paragoge. The intrusion of a sound between two consonants in the middle of a word (for example, fillum for film) is called anaptyxis or, more generally, epenthesis. Examples and Observations And its a hard, and its a hard, its a hard, its a hard,And its a hard rains a-gonna fall.(Bob Dylan, A Hard Rains A-Gonna Fall. The Freewheelin Bob Dylan, 1962)My characters will hence forth go afishing, and they will read Afield Astream. Some of them, perhaps all of them, will be asexual.(E.B. White in a letter to a New Yorker editor who changed the word fresh to afresh in one of his essays)[A prothetic sound is a vowel etc.] that has developed historically at the beginning of a word. E.g. the e of establish is in origin a prothetic vowel in Old French establir, from Latin stabilire.(P.H. Matthews, Oxford Concise Dictionary of Linguistics, 2nd ed. Oxford University Press, 2007)Old fond eyes, beweep this cause again.(King Lear in The Tragedy of King Lear, by William Shakespeare)

In what ways are the basic rules of media economics changed by the Essay

In what ways are the basic rules of media economics changed by the 'digital revolution' and in what ways do they remain the same - Essay Example Digital revolution has effected cost reduction by replacing analog into binary representation of ones and zeroes, felicitating multiple generations of copies similar to the original. Digital revolution goes far beyond multimedia applications of storing all information in a binary digital format. The horizon of digital revolution has expanded to the extent of putting an end to privacy, to quote the example of Walmart labeling all its products with RFID tags, causing worry to the privacy groups. Hoskins, McFadyen and Finn of University of Alberta have very appropriately and forcefully analysed links between media and communication in their book â€Å"Media Economics: Applying Economics to New and Traditional Media. They have reasoned with arguments on questions like the Internet affecting the information-rooted entertainment and cultural products; how is broadcasting generally regulated and often supported, segregating newspaper publishing from it. Media economics rules have taken different moulds as multi-faceted aspects of digital revolution unfold. On the basis of microeconomic principles and concepts, it peeps into media industries to discuss and analyse topics in the resulting media environment. In media industries, demand and supply of products is affected by their variables. When packet switching to circuit networks is employed for the Internet, the economies of scale work to give competitive advantage to US in comparison to other countries and on top of that the mergers of entertainment industry such as Disney’s acquisitions of Miramax and ABC, AT&T’s acquisition of the cable company TCI happen. Digital revolution through the medium of the Internet affects the supply of media goods and services. The time has come when possessing a commercial television-broadcasting license is â€Å"like having a license to print your own money† ï â€ºBraddon, 1965, p. 240ï   Here comes the all-important role of digital technology in affecting the demand of media

Do High-Stakes Assessments Improve Learning Essay

Do High-Stakes Assessments Improve Learning - Essay Example 5), of which high-stakes assessment was deemed crucial in improving student achievement and learning. However, various studies have revealed contradictory results regarding its effect on students’ academic performance. Do High-Stakes Assessments Improve Learning? One, therefore, contends that high-stakes assessment does not improve the overall achievement and learning of students. Proponents of high-stakes assessment argue that â€Å"when faced with large incentives and threatening punishments, administrators, teachers, and students, it is believed, will take schooling more seriously and work harder to obtain rewards and avoid humiliating punishments† (Nichols, Glass, & Berliner, 2005, p. 1). ... ssessments implemented in various educational institutions throughout the United States have apparently generated contradictory results (Nichols, Glass, & Berliner, 2005; Amrein & Berliner, 2002). The study conducted by Nichols, Glass, & Berliner (2005) revealed that â€Å"there is no convincing evidence that the pressure associated with high-stakes testing leads to any important benefits for students’ achievement† (p. iii). This finding was corroborated in the study made by Amrein & Berliner (2002) which disclosed that â€Å"there is inadequate evidence to support the proposition that high-stakes tests and high school graduation exams increase student achievement. The data presented in this study suggest that after the implementation of high-stakes tests, nothing much happens† (p. 57). A closer evaluation of the reasons why high stakes assessment do not seem to apparently improve learning since high-stakes assessment were reported to be closely linked to ‘ pressure’ that contributes to an apparent temporary or superficial increase in academic achievement ratings. As emphasized by Supovitz (2010), â€Å"high-stakes testing does motivate educators, but responses are often superficial. In the best cases, high-stakes testing has focused instruction toward important and developmentally appropriate literacy and numeracy skills—but at the expense of a narrower curricular experience for students and a steadier diet of test preparation activities in classrooms, particularly in low-performing schools, which are the targets of test-based accountability† (par. 10). This fact was supported by Nichols, Glass, & Berliner (2005) who indicated that â€Å"high-stakes testing pressure might produce effects only at the simplest level of the school curriculum: primary school arithmetic,

Quantitative and Qualitative methods Essay Example for Free

Quantitative and Qualitative methods Essay On being Sane in insane places Rosenhan, (1973). Rosenhan orchestrated one of the most famous studies criticising basic psychiatric concepts and practices; his intention was to test the hypothesis that psychiatrists cannot reliably tell the difference between people who are genuinely mentally ill and those who are not. (Coordination Group Publications 2009; Richard Gross 2010).  Eight psychiatrically normal people presented themselves at the admissions offices of twelve different psychiatric institutions in the United States complaining of hearing voices or auditory hallucinations, all eight were admitted, eleven with a diagnosis of schizophrenia and one with manic depression; after which they stopped claiming to hear voices and assumed their normal selves. They were eventually discharged with schizophrenia and depression in remission; however it took an average of nineteen days to convince staff that they were well enough to be discharged. (Coordination Group Publications 2009; Richard Gross 2010). Rosenhal has claimed that psychiatrists cannot reliably tell the difference from those that are sane and insane, Rosenhal argues that psychiatric labels stick in a way that medical labels do not therefore everything a patient does is interpreted in accordance with the diagnostic label once it has been applied; he suggested that instead of labelling a person as insane we should instead focus on the individuals specific problems and behaviours. (Rosenhal D. L. 1973). The study demonstrated the limits of classification and also the appalling conditions in many psychiatric institutions; this has stimulated considerably greater research and has led to many institutions improving their philosophy of care. Rosenhal, like other anti-psychiatrists is arguing that mental illness is a social phenomenon and merely a consequence of labelling although those who suffer from severe mental illness might disagree. (Rosenhal D. L. 1973) Validity is much more difficult to assess than reliability as for most mental disorders there is no absolute standard against which diagnosis can be compared, the primary purpose of making a diagnosis is to enable a suitable programme of treatment to be chosen thus aiding in an individuals potential recovery. Bannister et al (1964) found that there was simply no clear-cut connection between diagnosis and treatment in one thousand cases, one reason for this seems to be that factors other than diagnosis may be equally important in deciding on a particular treatment. (Coordination Group Publications 2009; Richard Gross 2010). Construct validity is the most relevant form of validity in relation to diagnosis, according to Davison et al (2004), the categories are constructs because theyre inferred, not proven entities; a diagnosis of schizophrenia doesnt possess the potential status of a physical disease, but even in the more extreme psychotic states its not possible to separate or divorce such a debilitating illness from the individual. (Coordination Group Publications 2009; Richard Gross 2010).  Davison et al believe that the DSM diagnostic categories possess some construct validity, some more than others; however, according to Mackay (1975): The notion of illness implies a relatively discrete disease entity with associated signs and symptoms, which has a specific cause, a certain probability of recovery and its own treatments. The various states of unhappiness, anxiety and confusion which we term mental illness fell far short of these criteria in most cases. (Richard Gross 2010).  Pilgrim (2000) argued that that calling madness schizophrenia, or misery, depression, merely technicalises ordinary social judgements. What is gained by calling someone who communicates unintelligibly schizophrenic? Similarly Winter (1999), argues that: Diagnostic systems are only aids to understanding, not necessarily descriptions of real disease entities. (Winter, 1999).  Classifications are needed in psychiatry, as in medicine, primarily to aid communication regarding the nature of patients problems, prognosis and treatment. It is invaluable when exchanging and/or communicating information about individual cases if there is some agreed universal terminology available and if a label can be assigned that distinguishes one patients disorder from anothers. (Claridge and Davies, 2003; Gelder et al., 1989; Richard Gross, 2010). The fact that there are different classification schemes demonstrates that theres a certain degree of arbitrariness about how people are diagnosed, DSM-IV and ICD-10 merely represent the current beliefs of experts in the field regarding how such psychological disorders should be classified. (Richard Gross, 2010).  The fact that they, (DSM and ICD) are not identical indicates that the diagnostic categories they suggest are somewhat arbitrary and often represent compromise. This is bound to be the case, since the contents of both merely result from decisions made in committee by groups of professionals, experienced in their own fields, but often of differing theoretical persuasion or clinical expertise. (Claridge and Davis 2003; Richard Gross, 2010).

Foreshadowing, Mood, Mythical Parallels, and Narrative Elements in Drac

Foreshadowing, Mood, Mythical Parallels, and Narrative Elements in Dracula      Ã‚  Ã‚  Ã‚  In the novel Dracula, by Bram Stoker, there is much evidence of foreshadowing and parallels to other myths.   Dracula was not the first story featuring a vampire myth, nor was it the last.   Some would even argue that it was not the best.   However, it was the most original, using foreshadowing and mood to create horrific imagery, mythical parallels to draw upon a source of superstition, and original narrative elements that make this story unique.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Anyone who has ever seen one of the several adaptations of Dracula as a movie will know that it was intended to be a horror story.   Stoker goes to great lengths in order to create an atmosphere of terror and villainy, while hinting at exciting things to come.   Straight from the beginning of the book, foreshadowing is utilized to hint at horrifying future events.   As Jonathan Harker was about to depart for Castle Dracula, an old lady accosted him and said, "It is the eve of St. George's Day.   Do you not know that to-night when the clock strikes midnight, all the evil things in the world will have full sway?"   (Stoker, 4).   However Harker leaves anyway, despite the warning.   Thus the reader is fully aware that something awful is going to happen to him.   This quote makes one's mind think of possible future events, thus creating imagery.   Every writer aspires to create good imagery, and Bram Stoker is particularly go od at doing so.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another example of foreshadowing unfolds when Harker is being transported to Castle Dracula by the mysterious and tenebrous driver.   "Then, as we flew along, the driver leaned forward, and on each side the passengers, craning over the edg... ...are depicted in many instances in order to draw upon a source of superstition for added affirmation.   Finally, original narrative elements are conceived in order to bring together a central theme of unity, which stresses the teamwork by which the protagonists defeated the vampires.   Bram Stoker applies these elements to create an enriching, compelling plot in the novel Dracula.       Works Cited Birge, Barbara.   "Bram Stoker's DRACULA:   The Quest for Female Potency in Transgressive Relationships."   Psychological Perspectives.   1994.   22-36. Gutjahr, Paul.   "Stoker's Dracula-Criticism and Interpretation."   Explicator.   Fall 1993.   36-40. Holland, Tom.   "A Sure Fang."   New Statesman.   Feb. 19, 2001.   40-42. Keats, P.   "Stoker's Dracula."   Explicator.   Fall 1991.   26-29. Stoker, Bram.   Dracula.   Tom Doherty Associates:   New York, 1988.   

Background Screening and the Fair Credit Reporting Act

Recent incidents with domestic and international significance have compelled employers to give more weight and attention to the practice of conducting background checks not only on job applicants but on their current employees as well. Some of these events prodded employers to resort to background screening on their own initiatives while others had been the subject of state and federal requirements. One of the most noteworthy events were the 9/11 terrorist attacks which have made employers more security conscious, leading them to subject the backgrounds of both their prospective and present workers to more rigorous examination.A recorded increase in lawsuits filed against employers involving all sorts of negligence in the hiring of employees, on the other hand, caused employers to stop hiring applicants based solely on their instincts about human nature. Corporate frauds and scandals similar to the Enron case of 2002 had also impelled employers to scrutinize both the private and prof essional lives of the members of their upper management teams such as â€Å"corporate executives, officers, and directors† in efforts aimed at preventing financial losses.Newspaper reports claiming that as high as 40% of job applicants in the country have been submitting fabricated resumes and false information have similarly alerted employers into ascertaining the backgrounds of people approaching them for employment (Privacy Rights Clearinghouse). A heightened interest on background checking also resulted from the observed rise in cases involving abductions and abuse of children, older people, and persons with disabilities.This resulted to majority of the states requiring employers to conduct â€Å"criminal background checks for anyone who works with children, the elderly, or disabled. † In fact the database of the National Crime Information Center (NCIC) of the Federal Bureau of Investigation is now accessible to state officials under the authority of the National C hild Protection Act primarily for this purpose (Privacy Rights Clearinghouse). Employers conduct background checks under the authority of the â€Å"Fair Credit Reporting Act (FCRA),† a federal law.Although background checks are not a requirement under the FCRA, employers nevertheless do so in order to comply with the standards set by the national government concerning screening of employees. These national standards are established by the FCRA. Under the FCRA, external organizations should undertake the investigation into the backgrounds of applicants or employees and include the same in a â€Å"consumer report. † Employers are not allowed to apply the provisions of the FCRA to checks which they themselves have done (Privacy Rights Clearinghouse).Examples of information and/or records that could be obtained or accessed through a background check are: â€Å"criminal convictions, driving records, social security number, property ownership, past employees, vehicle regist ration, character references, personal references, credit records, court records, neighbor interviews, state licensing records, incarceration records, workers’ compensation, drug test records, sex offender lists, educational records, military service records, dental records, and bankruptcies within the preceding ten years.† The following information could likewise be available to a check conducted under the FCRA as long as the investigation should cover only the preceding seven years: â€Å"civil suits, civil judgments, paid tax liens, and accounts placed for collection† (Privacy Rights Clearinghouse). Under the provisions of the FCRA, before an employer could have a background check conducted, the written consent of the applicant should first be obtained.If after reading the report the employer decides to take an â€Å"adverse action† i. e. he/she decides not to hire the applicant, terminate an employee, rescind an offer of a job, or refuse to promote an employee, he/she is required to provide the applicant or employee with a notice or a â€Å"pre-adverse action disclosure† together with a copy of the result of the background check.After undertaking the â€Å"adverse action,† the name and address of the screening entity should be provided to the applicant or employee in an â€Å"adverse action notice† together with an advice that he/she â€Å"has the right to dispute the accuracy or completeness of any of the information in the report† (Privacy Rights Clearinghouse). Reference Privacy Rights Clearinghouse. Employment Background Checks: A Jobseeker’s Guide. July 2007. 23 September 2007

Organisational/Individual Environment Essay

The relationship between individuals and their workplace is largely determined by their motivation, the driving force behind actions. Therefore motivation is defined as the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal (Robins,). Research conducted in this area has a subsequent effect on management styles. Motivation theories are basically divided in two basic categories. The earliest ones focused on content, what actually motivates people, were followed by process theories where the focus is on the actual process of motivation. Maslow(1943) introduced the hierarchy of need motivation theory which is the most widely established theory and it still influences management today. Maslow suggested that people have five kinds of needs namely physiological, safety, love, esteem and self-actualisation. People are trying to satisfy them following an ascending order. It is necessary to satisfy a lower ranked need in order to move to a higher ranked one. Maslow’s theory was been criticised as little evidence was in support of that theory. Most people tend to be partially satisfied at each level and partially unsatisfied. In early motivational research physiological needs were linked with money. Gellerman suggested that security safety needs can be provided through fringe benefits and as life insurance. Taylor (1911) placed great emphasis on money and argued that motivation comes from economic needs. He also proposed that a science should be developed for each element of a man’s work. However research has shown that for low pay workers money is not a good enough motivator. To what extend and how important depends clearly on personal circumstances Taylor tried to eliminate human mistakes at work. Taylor’s theory still influences production lines today. However in industry today workers are seen as humans and emphasis is given on their training and professional development. Smith (1999) conducted a study in order to evaluate the strength of financial incentives and the content of employment as motivators to work, in ancillary staff in the NHS and Hotel and Leisure industry. It was found that the rates of pay had very little influence on participants job satisfaction and subsequent work motivation despite the contrary belief of their line managers. This suggests lack of communication between management and staff and non-awareness of their needs. Training opportunities did exist for ancillary staff but there was little information on them. Farren recognised salry and fringe benefits as extrinsic motivation while as intrinsic motivation when the individual has the opportunity to use his own ability and appreciation. Money in the form of incentives is not an adequate motivator for people however Hersey & Blanchard (1982) recognised the symbolic value of money as the buying power they can attribute to individuals. In support of the abstract value of money McClelland suggested that there are four basic motives that drive individuals, achievement, power and affiliation and avoidance. It was observed that individuals, which are high achievers, prefer situations where they have personal responsibility for their performance, can receive clear and unambiguous feedback and the task is of moderate task difficulty. In this theory money were seen as symbolising successful task performance and goal achievement [cited in Mullins(2002)]. As far as social affiliation needs are concerned it is a common finding that people like to interact and be with others in situation where they feel comfortable. They tend to compose small informal groups in order to find support when they have no support over work. This can result in reduction of productivity in which management cannot have control over. However when strategic goals are in accord with individual ones then those informal groups can work to the benefit of management. Managers are then invited to find ways to attract employees in sharing company objectives. The need for esteem is associated with prestige and power that comes from the position that someone has or it can be personal. Lastly Self-actualisation refers to competence and achievement. Alderler condensed Maslow’s five needs into three and came up with existence which refer to physiological and safety needs, relatedness which refer to love and growth which refer to the higher ranked needs esteem and self actualisation. He suggested that they form more a continuum rather than being hierarchical in order. If satisfaction of needs at one level is blocked then attention should be focused on satisfaction of needs at other levels. Following the same example of ranking of needs Harberg developed theory X and Theory Y. Herzberg (1959) conducted a study of 203 Accountants and Engineers where he asked them to describe situations where they felt good or bad about their jobs. Findings have shown that people were dissatisfied with their jobs when hygiene factors (extra-job factors) like salary, interpersonal relationships, supervision, company policy, working conditions job security, status and factors in personal life were not satisfied. However when there was the opportunity for growth people were extremely satisfied with their jobs itself, thus when motivators where in place. . It is noticeable the opposite of satisfaction or dissatisfaction is not dissatisfaction or satisfaction accordingly but simply lack of it. When hygiene factors are satisfied for example it does not mean that workers will feel motivated. This study was replicated with different groups as well and similar findings were found Process theories that were developed later focus on the actual process of motivation. Hawthorne studies sponsored by Harvand University and directed by Elton Mayo signalled the need for management to study and understand relationships among people. It emphasised delegation of autonomy, employee autonomy, trust and openness, interpersonal dynamics, and co-operation instead of competition (Reis &Pena, 2001). Vroom(2000) has introduced the Expectancy theory. According to that theory effort, performance, reward and personal goals are inter-linked and interdependent. People are influenced by the expected results of their actions. The choice of behaviour is based on expectancy of most favourable consequences. To describe that feeling of anticipated satisfaction out of a specific outcome Vroom used the term ‘valence’. The Cognitive Evaluation theory, which was developed subsequently, could be applied to jobs, which are neither dull nor interesting. Here what is important is self-efficacy not job satisfaction thus setting and achieving goals. In that process self generated feedback is a more powerful motivator. In that process of setting up goals and achieving them Adams with the Equity Theory found that people tend to compare them selves with others and therefore concerned with fair treatment [cited at Anderson, 2002]. For example employees compare the rewards and promotional opportunities that they have with other employees, which can result in feelings of disappointment when they perceive their performance equal but the financial rewards unequal. As a result of feeling inequity individuals might change the inputs and outcomes or might even distort them cognitively. They might decide to leave the field or become aggressive and act on others unrelated to the subject of comparison. Finally they might decide to change the object of comparison. The individual thinks that he should be awarded in a certain way, what Porter and Lawler names perceived equitable reward. When the perceived equitable rewards are greater than the actual ones dissatisfaction occurs. That is a state of mind rather that a permanent condition. Farren suggests that when needs or expectations are hindered the individual can react with either a constructive behaviour or frustration. The outcomes of constructive behaviour leads to problem solving or restructuring while frustration can cause aggression, fixation, withdrawal or even displaced aggression where the person in question is directing his aggression to a colleague other than the one who is the source of frustration. Following on from goal setting as a motivator Thomas has developed the theory of Intrinsic Motivation were emphasis was placed on the source of motivation. Individuals have a motivation, which stems from them selves rather than imposed by managers when a) they have the right of choice and can select form different activities b) can show competence, thus that they can skilfully perform the chosen tasks. This adds meaning fullness to the task and the feeling that a worthy task purpose is created. As individuals advance in achieving the task’s purpose they can demonstrate some progress [cited in Mullins, (2002)] Douglas McGregor(1960)made a major contribution to the history of motivation theory with his Theory X and Theory Y. According to theory X, which is the one traditionally followed by managers, most people prefer to be directed. They are not interested in assuming responsibility, what they need is safety. Managers structure, control and supervise external control appropriate for immature workers. This theory is questioned because as we live in a democratic society, with an increasing level of education and standard of living people must be capable of a more mature behaviour. In Theory Y however it is suggested that people are not by nature lazy and unreliable but can be self-directed and creative if motivated. That creates an essential task for management, which is to unleash this potential in individuals. Properly motivated people can achieve their own goals best by directing their own efforts towards accomplishing organisational goals. Argyris(1993) was in support of that theory and argued that following bureaucratic or pyramidal values leads to poor, shallow and mistrustful relationships. Humanistic and democratic values can nurture an environment for trusting and authentic relationships. Argyris suggests that as people grow up and mature the same process take place at work. People develop from a stage of dependency upon others as infants to a state or relative independence as adults. Their interests are becoming deeper and stronger. Furthermore they move from being subordinate to being equal or at a superior position. According to Argyris’ theoritical findings management is challenged to provide a work climate where everybody has the chance to grow and mature as individuals while working for the success of the organisation. In the 1980’s in America a new movement was to be initiated, Total Quality Management, which influenced management style of the two following decades greatly (Reis & Pena, 1999). It supported employee empowerment and decent treatment of people. After that movement the idea of re-engineering was due to influence management until today. According to that, work processes are re-thought and streamlined. Work satisfaction was to be enhanced by the creation of multi-skilled teams who accepted considerable responsibility. However as it was later proved in times of recession re-engineering became the synonymous of downsizing in businesses. Management was more interested in cutting costs by reducing work force and not improving the work processes. According to Reis & Pena ‘Management forgot the employee, the customer, and quality’ p. 673. Alternatively Reis & Pena suggest that managers should try and understand the people they work with and vice versa. The key here is to remove barriers to motivation. Rabey (2001) is warning us that there are some limits as to how much managers can motivate employees as they can only create the right environment for individuals to respond to motivation voluntary. Rabey continues by making some more practical suggestions about how to achieve that motivating environment in the workplace at different stages of employees’ work history from selection to retention. At the stage of interview he suggests that the interviewers as well as the interviewee must have an honest approach and disclose any information about the company and the applicant accordingly so that to achieve the best match. According to Rabey surveys of employees in recent years have shown that a workplace should meet some certain standards in order to stimulate motivation. These include goal setting, participation, recognition, and communication fair wages, training, teamwork and innovation. These preconditions for motivation are also included in the latest content theories, i.e Theory Y, Intrinsic Motivation, Expentacy Theory. Rabey goes one and defines the golden mean for a manager/leader. He reckons that a manager should be something between a manager where he manages and gets results from planning, control and compliance and a leader who leads and motivated followers choose to give commitment. Managers can play a unique role in building trust and co-operation with employees, which is the foundation to success. Tietjen and Myers(1998) conclude that ‘it is the work itself that brings fulfilment and Maslow’s higher order of needs into being’p.231. For management this means that they are challenged to create the necessary conditions so that the fulfilment gained from doing the job is expected daily. In the lines of effective interpe rsonal relationships at work Orpen (1997) found in a study that mentoring can improve motivation. Motivational research and organisational history suggests that management should adopt a more customer-focused style. During the last century research as well as management practice has moved from recognising as money incentives as the strongest motivator to placing emphasis on the employee and the intrinsic motivation that he has. The focus is now on the actual process of motivation and managers are called to create the necessary conditions in the workplace for their employees to achieve common company objectives. The ultimate goal is to have empowered workers, able to take an active role in the pursue of their career oriented goals and his objectives are in accordance with the ones shared by management. References Anderson, N. (Ed); O., Deniz S. (Ed); et-al. (2002). Handbook of industrial, work and organizational psychology, Volume 2: Organizational psychology. (pp. 53-76) Argyris,-Chris (1993) On Organisational Learning. Cambridge, MA, US: Blackwell Business/Blackwell Publishers. Hesley, P. & Blanchard, K. (4th edition) Management of Organisational Behaviour: Utilising Human Resources McGregor,-Douglas (1960) The human side of enterprise, New York, NY, US: McGraw-Hill. Mullins (2002), Management and Organisational Behaviour, 6th Edition, Pearson Education, pp 418- 448 Orpen, C. The Effects of formal mentoring on employee work motivation, organisational commitment and job performance in The Learning Organisation: An International Journal, 1997 Vol 4, No 2 pp. 53-60 Rabey G. B. Motivation is Response in Industrial and Commercial Training, 2001 Vol. 33, No 1 pp.26-28 Robins S. R. Organisational Behaviour (10th Edition) Pearson Smith, L. An Evaluation of programmes for staff motivation in NHS and hotel ancillary staff Facilities 1999, Vol 17, No 7/8 pp.264-271 Tietjen M. A. & Myers, R. M. Motivation and Job Satisfaction in Management Decision 1998, Vol 36 No 4, pp. 226-231 Vroom,V. H. Leadership and the decision-making process. Organisational-Dynamics. 2000 Vol 28(4): 82-94 Bibliography Wetherell M. (1996) Identities Groups and Social Issues Sage Publications: London

Literature Research Worksheet Essay Example

Literature Research Worksheet Essay Example Literature Research Worksheet Essay Literature Research Worksheet Essay Nursing Research and Practice June 18, 2012 Jacquelyn Zirbes University of Phoenix Material Literature Search Worksheet * Select a literature search topic relevant to your practice. The topic must be sufficiently delineated in scope without being trivial. You will revisit this article in the Week Five presentation. Possible topics include but are not limited to: * * Non-pharmacological pain relief with childbirth * Effects of shift work and fatigue on medication errors Best practices for pin site care * Nurse satisfaction in magnet hospitals * Accurate temperature assessment methods in neonates * Pain assessment in the cognitively impaired * Childhood type II diabetes and obesity * Complementary and alternative therapies for control of menopausal symptoms * Best practices in nurse-led smoking cessation classes * Thermoregulation in the operating room * Best practices for pain assessment and management in specified area of practice * * Complete the table below: * * Which topic did you choose? * Best practices for pain assessment and management in specified area of practice * , for relevant research on this subject. What key words did you use in the Search Strategy fields? Include all attempts and limitations used to refine your search. * 1. I used the key words: Pain assessment and management; Pain management orthopedic surgery; NSAIDs use in orthopedic surgery; 2. I limited my search to peer reviewed journals only. 3. I also refined my search by using full text journals that were published between 2001-2012. * | * * Report the number of citations identified from each database in the number of articles found field. * * 1. EBSCOhost: 9 * 2. ProQuest: 9064 * 3. PUBMED: 2154 * | * Select one article from a peer-reviewed nursing journal published within the last three years- or a germinal article which may contain an earlier publication date- and provide the citation in APA format. * Leach, D. , amp; Bonfe, M. (2009). The effectiveness of Femoral/Sciatic nerve blocks on postoperative pain management in total knee arthroplasty. Orthopaedic Nursing,  28(5), 257-62. http://search. proquest. com/docview/195964994? accountid=35812 * | * Answer the following questions using your selected research article: * 1. Is this qualitative or quantitative? What is the study design? What criteria did you use to determine the study design? * * My article is a quan titative research. The researchers used an experimental research design which includes a total of 130 patients who had total knee replacements. The controlled group of 65 patients received general or spinal anesthesia with conventional narcotic management postoperatively, while the intervention group of 65 patients received general or spinal anesthesia with femoral/sciatic nerve block post-operatively. * The criteria I used to determine the study design is looking at what kind of study the research is. In descriptive and correlational studies, there are no treatments involved (Burns amp; Grove, 2011). Since this study has treatments involve and the researchers have control over the treatments, it is experimental. Experimental study also uses a smaller sample size like the sample size in the article. It also involves 3 characteristics namely: (1) controlled manipulation of at least one treatment variable (independent variable); (2) exposure of some of the subjects to the treatment (experimental group), and no exposure of the remaining subjects (control group); and (3) random assignment of subjects to either the control or experimental group (Hopkins, 2008). 2. How did you confirm that the journal you selected was peer-reviewed or germinal? * * According to Burns amp; Groves, there are clues to know if an article is peer-reviewed. Some of the clues are finding out where the article originated, the number of references they used in the study and if the journal goes through a review process through their editorial board (2011, p. 191). I confirmed that the journal I selected was peer- reviewed based on the where my article originated. I found this article using ProQuest which gave me an option in searching only peer-reviewed articles. Aside from this, the article has 15 references which are from journals, nationally accredited organizations and textbooks. The article is from Orthopaedic Nursing Journal which is an international journal providing continuing education for orthopaedic nurses and focuses on a wide variety of clinical settings. It also provides departmental sections on current events, organizational activities, research, product and drug information, and literature findings. Articles reflect a commitment to professional development and the nursing profession as well as clinical, administrative, academic, and research areas of the orthopaedic specialty (NAON, 2011). The Orthopaedic Nursing Journal also has an editorial committee that reviews their articles before publishing them. 3. Does this research article generate support for evidence-based practice? If not, state why it does not. * * Using the critical appraisal guide, I believe that my research article generates support for evidence-based practice. The purpose of their study was clearly stated: To evaluate the effectiveness of femoral/sciatic nerve blocks on post-operative knee replacements. The inclusions and exclusions criteria were also reported. Patients were excluded if they had a history of chronic pain, fibromyalgia, rheumatoid arthritis or drug/alcohol dependence. In addition, patient who had received antiemetic prior to surgery, those with documented evidence of pre-operative cognitive impairment, or those who required admission to a critical care unit during their postoperative course were also excluded (Leach amp; Bonfe, 2009). The conclusion of the study was supported by the data from their research. The femoral/sciatic group members experienced less pain and increased functional range of motion. Their findings also support the research done by Cook et al. (2003) – that the use of femoral/sciatic blockade produces less pain and use of adjunct narcotics. Our facility uses evidence-based practice in our treatment plans. Finding this article validates why our orthopedic surgeons uses femoral/sciatic blocks on our total knee replacement post-operatively. It is interesting to find out literature that supports our practice.

A Students Fast Trip to Oblivion

A Students Fast Trip to Oblivion Essay I am so full of regret. In fact, if there is one way to describe how I feel at this moment, its living in hell. I have had sleepless nights for several days, and yet I still havent finished my work for our TV production. From rehearsals, to preparations and editing canned materials, it seems like an endless chain of suffering for a CMS student like me. In our previous production, I failed. And I cried. A lot. Right now, there is only one thing on my mind: hard work doesnt always if ever pay off. If I ever failed at such a magnitude again, Id be devastated. I dont even know if Id survive. Thats how fragile I am. Push me too far and watch me shatter like a brittle sheet of glass. I ask myself if its possible that I chose the wrong degree program? Do I really belong in this CMS group? I dont dont feel as if I do. I dont feel a connection to the teachers, the other students, the lessons or the practicum. I am frustrated and confused; frustrated with myself and confused over why Ive made the decisions I have over the past two or three years. Ive asked God to lead me and lay out an obvious path for me to walk. Show me a sign, an arrow, a lighted stairway anything. So, I lay on my bed, exhausted and worn. I closed my eyes but couldnt sleep. I picked up a romance novel and began to read; my heavy eyelids fighting to close like stubborn window shades. After reading for a while and struggling to stay awake, I found myself laughing at the humor in the novel. The heroine of the story was a romance novelist, and of course, as in every penny-store romance novel, she faced some extreme challenges in her life. There are times when some people critique her work and told her that those are scraps, while others are telling her that she is a good author. But despite all that, she never gave up on her career, because according to her, when you are trying to achieve something, you must do everything. That was 10 years ago. I remembered those times when I feel frustrated and annoyed of what I am doing. It only tells me that this world is truly unfair, and there is no space for justice because for every production that we have, I always put my 101 per cent to it. However, my efforts are useless for it is not always visible in my output. Well, thank God I have shifted from BA CMS to Political Science. Now, I dont have to work for suicidal TV productions. I only have to memorize the Philippine Constitution. I have fought for justice in my country. I have defended those who are accused of crimes, cleared their names and proved that they are innocent. However, the only downside of my career is that, I always eat death threats for breakfast. Sometimes, I am afraid of my familys and my owns safety. However, for years of being a lawyer, I always feel like an empty person. I always feel that there is something lacking in me. I just couldnt figure it out. It seems like I am unhappy of what I am doing right now. I relaxed my mind and body for a while. Then, at the corner of my table, I saw a romance novel. The same novel that I have read 10 years ago. Ten years ago. What could have happened to me when I didnt shift to other course and followed the motto of the lead female character in the story? Being into a broadcast industry is my passion but because I couldnt take the pressure of the work of a CMS student, I gave up. So right now, I feel regretful.

Organizational Behavior & Leadership Essay Example | Topics and Well Written Essays - 1000 words - 2

Organizational Behavior & Leadership - Essay Example Leader B and leader C are senior members of the organization with chances of succeeding Executive A. Executive A is a level five leader. The leadership style integrates features of transformational and transactional leadership styles and focuses on an organization’s long term objectives while shifting focus from the leader. The leader therefore motivates and empowers people to achievement of collective objectives and defines rules to guide people in their designated roles. Rewards or penalty may follow this and integration of features of transformational and transactional leadership may be situational of hybrid. Executive A’s driven and ambitious state identifies transformational features towards inspiration and motivation of followers while his high level focus indicates transactional trait of adherence to guidelines. The leader also shifts focus from him to the organization by attributing success to other leaders. His ability to accept responsibility for mistakes and his role in developing leaders further identifies transformational trait. The executive therefore ha s the traits of a level five leader (Phillips and Gully, 2011). Leader B identifies with transactional leadership style. One of the features of the style is a contingent reward system in which the leaders establishes standards for followers and uses the standard for appraisal and reward. Employees who meet the set standards receive reward while those who do not may either not be rewarded or may be penalized for failure. The leaders also believed in routine operation and does not emphasize on employees’ innovation and growth. From this perspective, performance is based on set instructions and not on an organization’s overall objectives. The leader therefore becomes active when employees deviate from expectations. In leader B’s approach to leadership, clarification of roles to be