Turbulence in the Mind Essay - 2302 Words

Although it is more common than schizophrenia and bipolar disorder, borderline personality disorder is considered to be â€Å"under the radar†. However it affects an estimated 6 percent of the population, over eighteen million Americans; and recent studies show that this is an understatement. The individuals suffering from borderline personality disorder are only victims of their environment, their family background coupled with their genetic predisposition and social interactions push them into a break. Although the deepest root causes are not entirely known it is a highly accepted belief that these factors play into the disorder and its severity. The signs are unmistakable; fear of being abandoned, feelings of emptiness and boredom, frequent†¦show more content†¦Borderline Personality disorder is highly prominent in the world population today. The authors of the nationally bestselling classic â€Å"I Hate You- Dont Leave Me, Jerold J. Kreisman, MD, and Hal Straus s tated â€Å"approximately 10 percent of psychiatric outpatients and twenty percent of inpatients, and between 15 and 20 percent of all patients seeking psychiatric care, are diagnosed with this disorder† (Kreisman, Straus, 2010). With such a hefty amount of people suffering from the disorder one may ask: why is it not more highly known? If you ask a man on the street about alcoholism, depression or bipolar disorder he will probably give a fairly detailed outline of the disorders. On the other hand, if you ask him about borderline personality disorder you will most likely get a blank stare. Psychologists fear borderlines. They are the most difficult to treat and avoided more than schizophrenics. The main reason for BPDs little known existence is due to the fact it is a rather new diagnosis â€Å"For years, â€Å"borderline† was used as a catchall category for patients who did not fit more established diagnoses†(Kreisman, Straus, 2010). The diagnosis was used fo r those who were more ill than neurotics but less ill than psychotics. The diagnosis was comparable to being diagnosed with the epilepsy, a vague word that can mean a number of things. Today, however, psychologists understand that the disorder is an inability to control ones emotions. The diagnosis of BorderlineShow MoreRelatedStatement of Purpose for Cfd1035 Words   |  5 Pagesproblem of turbulence remains.† ---------- A. Liebchaber Career plans and long-term goals†¦ The â€Å"teraflops† supercomputers will become common over the next decade and with the advent of a new era in the world of parallel programming, the long cherished dream of the scientific community to get a substantially deep insight into the hitherto uncanny world of turbulence will atRead MoreRhetorical Analysis Of Minsdsight By Daniel J. Allport850 Words   |  4 Pageswonderfully rich sea within the minds of human beings. 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Methods in Criminal Justice and Criminoogy Essay

Essays on Methods in Criminal Justice and Criminoogy Essay The paper "Methods in Criminal Justice and Criminology" is a good example of an essay on social science. Criminal justice research is a highly scientific method. The first question to be answered in the research design is what the researcher is trying to accomplish. This is basically called as the purpose of the research. The research can be done to explore a particular thing, evaluate the effects or simply describe a phenomenon. At the most basic level in every kind of research, there exists at least one independent variable and one dependent variable. The dependent variable is generally called as the outcome variable. Quantitative research basically involves a pattern involving the study of the relationship between these variables. Once this has been done we can then go on to explore the various research methods that are available to researchers such as survey research, experimental and quasi-experimental research, cross-sectional research, longitudinal research, time-series resear ch, and meta-analysis.Survey research consists of asking questions from a sample of respondents. These questions may be open-ended or close-ended. The survey method is generally quite efficient and inexpensive. However, this method does suffer from problems like sampling, measurement and the overall design of the survey.Experimental and quasi-experimental researches are considered to be the best form of research for criminal justice. Experiments usually have the following three features – two comparison groups, independent variable must have some variation before we go forward and assess the changes in the dependent variable and lastly there should be a random assignment to the two or more comparison groups. Experiments may even have a pre-test or a post-test. The pre-test measures the dependent variable before the experiment and the post-test measures it after the experimental intervention has been done. One example of this type of research is – Two police precincts t hat should be similar to each other are selected to study the fear of crime in their neighborhood. Both of them would be pre-tested to obtain information about the fear among the citizens. After the duration of research is over, both of them would be again post-tested to observe the change in perceptions.The cross-sectional research design involves the study of one group at a particular point in time. It basically provides information about the particular phenomenon and tells researchers about the state of affairs.The time-series design observes a single group. This research typically analyses a single variable affecting a particular group at different points of time. This type of research is extremely beneficial in studying the impact of a new program or a new method of policing introduced in the area. An example of this will be to study the murder rate in the USA over a period of 10 years.Longitudinal research is concerned with assessing the same group over a period of time and th em asses the changes that take place within the group. Panel and cohort studies are two of the commonly used longitudinal research methods. An example of this type of research is the cohort study conducted by Marvin Wolfgang about the criminal records of all boys who were born in Philadelphia in 1945 up to the age of 18.

Letter of Intent for a Language Program Free Essays

Greetings! I am a freshman international student and would like to apply for the offered Paris Summer Program for the main intent of obtaining purposive and applied education on the French language. I have fulfilled the necessary prerequisites for the aforementioned course—French 205 (â€Å"A†) —and is currently taking up French 206. Additionally, I have passed DALF test, a French language proficiency test administered by the government of France. We will write a custom essay sample on Letter of Intent for a Language Program or any similar topic only for you Order Now You will also find that I am well versed in the following languages— French, Spanish, Bulgarian and English— and has a good standing in academics with 3 A’s and a B+ in my previous semester. The Paris Summer Program would enable me to upgrade my French linguistic level and at the same time, absorb and understand better the intricate French culture. Such advanced linguistic skills are necessary prelude to my preparation for a future career in international diplomacy, more specifically as country representative at the European Council.   Ã‚  Ã‚  Requisites of the career include units in International Studies and Political Science Program and such program require advanced linguistic skills and exposure abroad. Aside from scholastic considerations, my interest in the program lies on experiential learning on French culture—- history, arts literature and music— and language integration. Hoping for your consideration regarding my application. Thank you very much. How to cite Letter of Intent for a Language Program, Essay examples

Tesco and their motivational theories

Question: Assessment Tasks: Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work. When employees feel these things, it helps them, and therefore their managers, be more successful. It is a managers job to motivate employees to do their jobs well! Lawrie Mullins. It is a widely accepted notion that motivation is a primary driver of behavior. Human motivation theory describes motivation as effectively laden anticipations of desired situations that guide human behaviours toward these situations. McClelland, 1985. Are You Daunted by the Thought of Due Assignments? Avail Our Services and Receive Assignment Help from Experts. There are a number of key motivational theorists (as discussed in lectures). You are required to prepare a report for submission in week 8. The report should include the following factors: A discussion of four motivational theorists of your choice. An assessment of the techniques used to implement each of these theories to a real life organization of your choice. ( TESCO PLC) Demonstrate and determine the effectiveness of the implementation of these theories at these organizations.(this could include the implementation of any of the elements below: Discuss the degree to which the company has managed to achieve set targeted outcomes through the implementation of the motivational theory. The degree to which the company has improved its business performance in terms of market share, sales volume, profitability, customer satisfaction. The increase of employee satisfaction. The decrease of employee turnover. Prepare a range of recommendations as to how the implementation of these techniques could be improved in the future at your chosen organization. Answer: Theories For Motivation Maslows Hierarchy of Needs One replica of motivation which has attained great attention, yet not total recognition, has been brought by Abraham Maslow. This theory actually argues that people get motivated and satisfied through several different types of needs. Few of these are extra powerful than few others. Some needs are more proponent than others. Here the termprepotencymeans a concept that some requirements and needs are seen as being extra pressing as compared to others. The theory also argues that until such most pressing requirements and needs are not satisfied, all the other needs in reality have very little effect upon the entitys behavior (Fitzgerald, 1977). Maslow actually represents such prepotency of requirements and needs as a properhierarchy. Source: (Gawel, 1997) The vitally proponent needs also are shown at bottom of ladder, with the prepotency declining as one shifts upwards. Self-actualization- it is about reaching the maximum potential, and performing own best part Esteem- it is related to the respect that one attains from others, and also the self-respect, as well as recognition (Umoren, 1992) Belonging- it is regarding affiliation and acceptance plus being a part and parcel of something Safety- it relates to the physical safety as well as psychological security needs of people Physiological- it relates to the needs like hunger and thirst, sex as well as rest (Taormina and Gao, 2013) Herzbergs Dual-Factor Theory Herzberg has classified the job factors in dual categories- Hygiene factors-these are such job elements which are necessary for continuation of proper motivation at the workplace. These never lead to optimistic satisfaction in the long run yet if such factors are not present then they result in dissatisfaction. Some of ways to attain this are appropriate as well as reasonable salary structure, fringe benefits to staffs, abiding by firms rules and policies, providing good and safe work conditions as well as maintenance of staffs status and relations amongst each other (Bragg, 1982). Motivational factors-As per Herzberg, hygiene factors are the ones those cannot be felt as motivators. All motivational elements yield optimistic satisfaction. Such factors are also inherent towards work. These elements motivate staffs for a greater performance and are named as satisfiers. This type of factors is time when employee needs to be recognized as well as praised for any accomplishment or attainment, also staffs need a feeling for achievement and also should be provided with timely growth as well as promotions (Shipley and Kiely, 1986). Source: (Smith, 1979) The Mayo effect Interior or external elements might also motivate people to change otherwise develop all of their activities. For instance, an interior factor might be desire to know and learn a novel skill. This might also reward individual in optimistic way. External factors here can be include, sales targets as well as incentives. A negative motivator could be less or no pay or no rise in the salary if targets are not attained (James, n.d.). In early 1930s Elton Mayo recommended that motivation in the work place are promoted by following factors: Proper communication Efficient and coordinative teamwork Demonstrating interest in the others Taking suggestions while decision making Ensuring wellbeing of people Ensuring work being interesting as well as non-repetitive (Springer, 2008). Taylors motivational theory In the year 1911 engineer named Frederick Taylor made one of earliest theories for motivation. As per this theory, people work merely for money. In beginning years of car assembly sector, work on the production line actually was on the basis of producing quantity as well as was very much repetitive. Workers also were paid a thing called 'piece rate', which was paid for each item that was produced. This loom of paying by results in reality was seen well for business. The result was better production yet it gave very little opportunity and encouragement to the employees and made them less creative and innovative (Miner, 2007). Source: (Fisher, Erdelez and McKechnie, 2005) Tescos Initiatives Employing Maslows Herzberg theory- Tesco aims to motivate its staffs by emphasizing attention towards hygiene elements as well as through enabling the satisfiers. For instance, it aims to motivate and also empower its staffs by proper and timely interaction as well as communication, through delegating accountability and responsibility as well as involving employee in the decision making process (Lauer, 2003). It actually holds forums each year where the staffs become a part of discussions on rise of payment. This also demonstrates recognition of work that Tesco people perform and also rewards them. Employees get properly motivated to take decisions and make choices which would help in enhancement of their utilization of things (LeMon, 2000). Tesco is well known for higher payment to staffs and people here are always happy and satisfied with the salary. Such high wages as well as salaries are actual motivating factors for satisfying basic plus physiological needs for the Maslows theory. Employing Taylors theory- Employee rewards Tesco's Reward Program for its staffs has few similarities to the Taylors theory. The financial remuneration packages of the firm are basic motivating factor. Moreover, there also exist factors except money that motivates staffs in their personal as well as working lives such as support to varied lifestyles which people lead by supplying relevant as well as targeted benefits. Also some non-financial elements like desire towards serving people; improvement of personal knowledge and skills and also attainment of higher position via promotion, exist in the firm. Employees here are more actually motivated as the employer creates proper working ecology to staffs where employees sense their value for the firm and feel happy. Tesco even spends a lot behind regular training as well as development of the staffs (Pustai, 1989). Tesco measures staff satisfaction- Each year Tesco invites all its employees to participate in the survey of staff satisfaction named as Viewpoint which supplies them real opportunity to articulate their points and views on approximately every aspect related to their job. Few benefits attainable to Tescos staffs are: Lifestyle break which offers a proper 4-12 weeks off work plus guarantees job back Career break which permits staff amid 6 months to 5 years to stay away from the work with full right to return back Pension scheme which provides definite long run benefits (Peak, 1979). Employing the Mayo effect- Communication At Tesco, Mayo effect is actually seen to function all through the firm. Interaction is enormously important elements as per Mayo theory when it comes to motivate staffs. Tesco enables face to face and sole discussions with the executives and seniors, and also allows interaction through firms intranet otherwise newsletters. Line managers in the firm hold day to day Team Meeting which ensures updating of staff about current happenings for present day and also giving out of the value awards (Temminck, Mearns and Fruhen, 2013). Training development Tesco even promotes motivation via training development opportunities. Each employee in the firm has proper access totraining they require and also to the leadership training that would push them towards growth. Tesco also offers a strategic planning forcareer to support staffs in'achievement of extraordinary results'. In 2009 the firm appointed some 3,000 executives amongst which 80% were recruited internally. The firm carries discussion of annual career with each employee. Tesco has also implemented a scheme of360 degree feedback (Hammett and McMeikan, 1994). Personal development plans All Tesco staffs have their own Personal Development Plan that they build via the feedback plan which is a 360 degree program and also with many other tools. Such a fact enables the Tesco executives to offer significant feedback to staffs to help and support them as well as supply opportunities to them for constant personal development. Such an approach also helps the staffs to attain their total potential and also help them to encourage their self-assessment as well as providing progression through constant training (Newby, 2003). It even enables people to take the responsibility for all of their development. Such a dual-way relation ensures that staff is dedicated to values of firm, that he works in corporation with some other staffs and helps enhance business for the customers. Effectiveness of implementation of the theories at tesco: Tesco has exposed that through valuing their staffs the firm attains all of their practical goals as well as appealing ecological enhancement of their staffs motivation. It also means that the staff will focus extra upon the customers needs as well as will treat each of the employees fairly. Tescos reward program works analogous with the Taylors, Mayos, Herzbergs and Maslows theories. Tesco ensures total motivation of staff and through applying these theories into practice the firm attains proper success. To support overall growth, the firm requires staffs that are motivated and flexible as well as properly trained. For this application of the theories makes the firm capable of attainment of all these facts in the firms ecology and carrying of a good environment all around (Tamkin, 1996). Here is a case and incident that will prove how Tesco has attained success and good position through motivated and happy staffs. This will also looks at the way in which Tesco motivates all its empl oyees by enhancing their skills, knowledge and job satisfaction via training plus development as well as through providing pertinent and opportune reward as well as recognition. How Tesco attained the advantage: In 1980s, Tescos major focus was on generation of revenue and work culture within the firm was conquered by total fear where staffs actually were frightened of their executives and seniors. People here were hired and then immediately fired arbitrarily. The employees were not even paid properly and were not also managed well. Along with a labor force of approximately 45,000, the firms average staff turnover was seen some 75%. Approx 1000 was actually spent on each employees recruitment plus training which also added to cost of about 30 million every year. Then the firm implemented a novel strategy related to the Tesco's populace as an essential part of Tesco Steering Wheel, as the firm felt that employees were main parts for success within the firms strategies as well as attainment of goals and aims (Srivastav and Pandey, 2015). For keeping things simple, Tesco accepted many new schemes like electronic shelf labeling throughout the store, via which costs could be altered from sole cen tral point and self monitoring tills; as well as self service products, coffee shop and even merchandising of the fresh manufacture. The key findings through implementation of such strategies were as follows: Tescowas able to motivate the staffs through using excellence circles as well as team building. Tescowas able to feel that it is vital to supply staff a proper feeling of accountability leading to the empowerment. Tescoalso started believing that communication is a major part of staffs satisfaction. Tescoutilized a profit allocation as proper incentive as well as to supplied employee a proper feeling of possession of firm. Tescosrewards attained help for staffs and also raised the productivity. The above mentioned method of unswervingly asking staffs about things that motivates them seemed to be very feasible for the firm. This helped the firm to elaborately understand staffs and their feelings and also supported the firm in its proceedings. In the firm tough, competitive and also results-leaning management team came under pressure towards improvement of performance of staffs. The firm decided to do this through getting people extra involved, and through capitalizing on energy as well as experience. In answer to new openness, as well as encouragement of immediate supervisors, staffs initiated changes within production processes that were close to their jobs. The changes that were made by the firm ensured and made staffs lives simpler and also removed the annoying roadblocks, as well as correspondingly enhanced the staffs efficiencies (Srivastav and Pandey, 2015). Recommendation: Even if the workforce was seen at place and was performing well. Being a retailer the firm still needs to carry on meeting staffs expectations to make sure that job satisfaction as well as improved staff motivation plus performance is maintained in the firm. However, there are still rooms for improvement and growth in this filed for Tesco: Still there are some unsatisfied staffs and they need to be recognized by the firm The firm needs to know what its staff actually wants and then communicate with them accordingly The firm needs to continuously develop new and better idas on this path and must not stop innovating in this field The firm needs to consider that people get bored easily and thus it must change frequently with motivating factors The firm still is lacking in feedback process and needs to develop this properly. Conclusion: Motivation is very crucial in process of controlling and managing people in the workforce. Without motivation, a manger of any firm fails to attain the desired aims and goals and also fails to attain monetary values for the firm. Motivation is that driving force through which people in the firm are encouraged to perform better with each passing day. It enables people to feel committed, and feel accountable for actions that the firm does and decisions that firms take. For Tesco motivation has proved to be that important tool which has been utilized by all its managers to achieve its aims and objectives through a hurdle free path. Managers in this firm have used motivation in workplace to motivate people towards better performance, individually as well as in groups. It was also once understood that motivation lead to get generation of new ideas and novel concepts from staffs who were encouraged for two way communication in the firm. Though Tesco still needs to develop on this part it h as also taken several initiatives for the motivation of staffs which was highly appreciable. References Bragg, D. (1982). Satisfaction - dissatisfaction. Fisher, K., Erdelez, S. and McKechnie, L. (2005). Theories of information behavior. Medford, N.J.: Published for the American Society for Information Science and Technology by Information Today. Fitzgerald, R. (1977). Human needs and politics. Rushcutters Bay, N.S.W.: Pergamon Press (Australia). Gawel, J. (1997). Herzberg's theory of motivation and Maslow's hierarchy of needs. [Washington, DC]: [ERIC Clearinghouse on Assessment and Evaluation]. Hammett, S. and McMeikan, K. (1994). Tesco Competitive Management Development. Executive Development, 7(6), pp.4-6. James, B. (n.d.). Motivation Theory. SSRN Journal. Lauer, M. (2003). Tools of the trade: Motivating employees. Perf. Improv., 42(5), pp.38-40. LeMon, C. (2000). Motivating adult employees to grow up. Employ. Relat. Today, 27(3), pp.89-98. Miner, J. (2007). Organizational behavior 4. Armonk, N.Y.: M.E. Sharpe. Newby, D. (2003). Personal development plans: making them work, making them count. Advances in Psychiatric Treatment, 9(1), pp.5-10. Peak, W. (1979). Motivating Employees. IEEE Engineering Management Review, 7(3), pp.73-77. Pustai, I. (1989). Motivating Employees. AORN Journal, 50(6), pp.1254-1258. Shipley, D. and Kiely, J. (1986). Industrial salesforce motivation and Herzberg's dual factor theory. Stoke-on-Trent (College Rd., Stoke-on-Trent, ST4 2DE): North Staffordshire Polytechnic, Department of Management Studies. Smith, A. (1979). Herzberg's dual factor theory is it method bound?. St. Catharines [Ont.]: Faculty of Education, Brock University. Springer, E. (2008). Moral Feedback and Motivation: Revisiting the Undermining Effect. Ethical Theory and Moral Practice, 11(4), pp.407-423. Srivastav, S. and Pandey, A. (2015). Motivational theory in practice at Tesco. [online] abesit.in. Available at: https://abesit.in/wp-content/uploads/2014/05/Motivational-theory-in-practice-at-Tesco.pdf [Accessed 12 Mar. 2015]. Tamkin, P. (1996). Practical applications for personal development plans. Management Development Review, 9(7), pp.32-36. Taormina, R. and Gao, J. (2013). Maslow and the Motivation Hierarchy: Measuring Satisfaction of the Needs. The American Journal of Psychology, 126(2), pp.155-177. Temminck, E., Mearns, K. and Fruhen, L. (2013). Motivating Employees towards Sustainable Behaviour. Bus. Strat. Env., p.n/a-n/a. Umoren, J. (1992). Maslow Hierarchy Of Needs And Obra 1987: Toward Need Satisfaction By Nursing Home Residents. Educational Gerontology, 18(6), pp.657-670.