Alcoholic Anonymous Essay Example for Free

Alcoholic Anonymous Essay Recently, I attended an A.A. meeting, which stands for, alcoholic anonymous. The meeting I went to was located in Penfield, NY at 1601 Jackson Road, area code 14526. It was called the Yellow House. When I walked in, everyone was very welcoming and nice. Many people stared at me intensely as I entered the Yellow House. I think they thought I was a recovering alcoholic, until I explained to them later that I was there to listen and observe for a school project for my drugs and behavior class. The place was very cozy inside, had a number of chairs lined up for everyone to sit down and coffee ready to drink. I sat down in one of the chairs. A lady came up to me and handed me a coin that said â€Å"24 hours recovery†; this was before I had the chance to tell her that I was there to observe for a school project. I guess when you go to an alcoholic anonymous meeting for the first time you get awarded a 24 hour recovery coin to make you feel good and know you’re doing something good to help you recover from your alcoholic addiction. The meeting started promptly at 5:30 P.M. like it said it would. The leaders read out announcements and let everybody know if someone new has showed up. If you’re new joining alcoholics anonymous, you introduce yourself by saying your name and stating you are an alcoholic, and then everyone else in the room say â€Å"hi†¦Ã¢â‚¬  whatever your name is to make you feel welcome. Then the person can either talk more about why they came or stop talking and then another person will randomly say their name and why they are attending and so on. There was a vast majority of adults and older people in their 50s or 60s. There were a couple grandfathers, grandmothers and one or two kids my age. I sat next to a kid who was around the same age as me and I felt shocked that he would be attending this type of meeting at such a young age. As the stories from the crowd of people kept going on, I recognized everyone clapping very deliberately and diligent at everyone’s accomplishments for the most little to no importance scenarios, for instance, a man got up and said he had been sober for 90 days and everyone clapped for a really long time. I also realized everyone laughed at everything that was the least bit funny to make it feel like a warm, comfortable, atmosphere. There are meetings every night at this place in Penfield at 5:30 P.M. Each meeting has a different name every night. The meeting I went to was called a â€Å"First Step† meeting. It was for people attending the yellow house or an alcoholic anonymous meeting somewhere for the first time and admitting they are an alcoholic and that they want to get sober. When you start the program, you commit yourself to following a â€Å"12 step program† and attending 90 days of alcoholics anonymous. The first step states â€Å"We admitted we were powerless over alcohol-that our lives had become unmanageable.† And when you finish the program, you end with the last step, step number twelve, which states: â€Å"Having had a spiritual awakening as the result of these steps, we tried to carry this message to alcoholics, and to practice these principles in all our affairs.† Attending the alcoholics anonymous groups around the world has changed many recovering alcoholics lives and brought stability to their mind body and soul.

Childhood disorders Essay Example for Free

Childhood disorders Essay CHILDHOOD DISORDERS While children can have similar mental health problems that adults have, like anxiety or depression, childrens problems often have a different focus. Children may have difficulty with changes associated with growing up, such as beginning school. They may lag behind in comparison to how other children their age are progressing, or during stressful times, they may behave like a younger child would do. Even when children do have problems that also appear in adults, the problem tends to look different in a child. For example, anxious children are often very concerned about their parents and other family members. They may want to be near loved ones at all times to be sure that everyone is all right. This site covers the following topics: Childhood Anxiety, Encopresis, Enuresis, and Oppositional Behavior. Childhood Anxiety Childhood anxiety occurs when a child is overly anxious, experiences separation anxiety, or avoids certain situations, people, or places. Usual signs of childhood anxiety include excessive distress when separated from home or from family members, worry about losing a loved one, worry about being lost or kidnapped, fear of going to school or away from home, difficulty sleeping away from home, and nightmares. Physical complaints such as stomachaches and headaches are common when the child is anticipating being separated from parents or other family members, such as spending the weekend with grandparents. These symptoms sometimes develop after an upsetting event in the childs life, such as the death of a loved one or a pet, beginning or changing schools, moving, or being ill. Some evidence suggests that cognitive behavioral therapy is beneficial for treatment of childhood anxiety disorders. While other psychotherapies may be helpful for treatment of childhood anxiety, they have not been evaluated scientifically in the same way as the treatment listed here. The Anxiety Disorders of Association of America: Anxiety Disorder in Children and Adolescents site has specific information about how anxiety disorders appear in children that  may be different from adult anxiety. Encopresis Encopresis is the inability to control bowel movements, resulting in defecation (bowel movement) in clothing, in the bed, or on the floor. Encopresis is diagnosed in children who are at least 4 years old, although frequently children younger than 4 also cannot control their bowels. Encopresis more commonly affects boys than girls. Some evidence suggests that behavior modification is beneficial for treatment of encopresis. While other psychotherapies may be helpful for treatment of encopresis, they have not been evaluated scientifically in the same way as the treatment listed here. The Childrens Medical Center at the University of Virginia (Kids Health) has an excellent website with more information about normal bowel habits and facts on encopresis. Enures:Enures is, commonly known as bedwetting, is repeated urination during the day or night into bed or clothes. Enuresis is diagnosed in children who are at least 5 years old, although younger children often do have difficulty controlling urination. Behavioral treatment is well-established as a beneficial treatment for enuresis. Behavioral treatment usually involves the use of a urine alarm device and parent education. While other psychotherapies may be helpful for treatment of enuresis, they have not been evaluated scientifically in the same way as the treatment listed here. Click on the Fact Sheet on Bed-Wetting (PDF) for more facts on enuresis and some tips on helping your child with this problem. If you are interested in obtaining a urine alarm device, use your web browser to search forurine alarm device to find companies who sell these products on the internet. Oppositional Behavior Oppositional behavior includes things like losing ones temper, arguing with parents or teachers, refusing to follow rules, being mean or seeking revenge, deliberately annoying people, being angry and resentful, blaming others for ones own mistakes, and persistently being stubborn and unwilling to compromise. Usually oppositional behavior occurs at home, but it may also occur at school or in the community. Oppositional behavior is common in both preschool children and in adolescents. Parent Management Training is well-established as a beneficial treatment for oppositional behavior in  children. Parent Management Training involves helping parents learn new skills for dealing with oppositional and defiant behavior. While other psychotherapies may be helpful for treatment of oppositional behavior, they have not been evaluated scientifically in the same way as the treatment listed here. The Not My Kid site has links with information on oppositional behavior, parent guides, anger control tips, and support groups. PAGBASA ang pagbasa ay isang proseso o paraan ng pagkuha ng ideya, informasyon o kahulugan sa mga simbulong nakalimbag. ito ay nkktulong rin sa ating kaalaman upang lumawak ang ating isipan. Ano ang salik sa pagbasa at proseso ng pagbasa? Ang mga salik na nakakapekto sa pagbasa ng isang tao ay pisyolohikal, sikolohikal, pangkaisipan, pangkapaligiran, panlipunan at panlinggwistika. Ano ang salik sa pagbasa at proseso ng pagbasa? Ang mga salik na nakakapekto sa pagbasa ng isang tao ay pisyolohikal, sikolohikal, pangkaisipan, pangkapaligiran, panlipunan at panlinggwistika. Teorya ng pagbasa: teorya ng pagbasa a. Teoryang Bottom-Up- Ito ay isang traditional na pagbasa. Ito ay bunga ng teoryang behaviorist na higit na nagbibigay pokus sa kapaligiran sa paglinang ng komprehension sa ang mga uri ng pagsulat ay ang mga sumusunod: 1. akademik 2. teknikal 3. jornalistik 4. reperensyal 5. propesyonal 6. Malikhain Mga Layunin sa Pagsulat Ekspresiv Transaksyunal  © Isa itong impormal na paraan ng pagsulat.  © Gumagamit ito ng unang panauhan naako, ko, akin, at iba pa, sa pagsasalaysay.  © Sarili ng manunulat ang target nitong mambabasa.  © Naglalarawan ito ng personal na damdamin, saloobin, ideya at paniniwala.  © Nakapaloob din dito ang sariling karanasan ng manunulat at pala-palagay sa mga bagay-bagay na nangyayari sa paligid.  © Malya ang paraan ng pagsulat dito at walang sensura. Hindi gaanong mahalaga rito ang gramatika at pagbaybay ng ga salita bagkus mahalaga rito na mailabas kung ano ang talagang naiisip at nararamdaman ng isang tao.  © Halimbawa nito ay dyornal, talaarawan, personal na liham at pagtugan sa ilang isyu.  © Layunin nito na maipahayag ang sariling pananaw, kaisipan at damdamin sa pangyayari.  © Ito ay isang pormal na paraan ng pagsulat na may tiyak na target na mambabasa, tiyak na layunin at tiyak na paksa.  © Karaniwang ginagamit dito ang ikatlong panauhan na siya, sila, niya, nila, at iba pa sa paglalahad ng teksto  © Ibang tao ang target nitong mambabasa.  © Hindi ito masining o malikhaing pagsulat bagkus itoy naglalahad ng katotohanan na sumusuporta sa pangunahing ideya.  © Nagbibigay ito ng interpretasyon sa panitikan, nagsusuri, nagbibigay ng impormasyon, nanghihikayat, nangangatwiran, nagtuturo o kayay nagbibigay ng ensahe sa iba.  © Kontrolado ang paraan ng psagsulat dahil may pormat o istilo ng pagsulat na kailangang sundin.  © Halimbawa nito ay balita, artikulo, talambuhay, patalastas, liham sa pangangalakal, papel sa pananaliksik, ulat, rebyu, sanaysay na pampanitikan, sanaysay na naghihikayat, sanaysay na nangangatwiran, interbyu, editorial, dokumentaryo at iba pa.

Identifying Pivotal Talent Positions Management Essay

Identifying Pivotal Talent Positions Management Essay Talent managementis fundamentally HR process which many modern organisation practice to attract, recruit, develop and retain their workforce to achieve competitive advantage. In todays globalised word where companies are stressing for new practices for skilful workforce, talent management become vital for organisation success. Despite the larger number of practitioners and academics trying to define the Talent management, it lacks clear meanings and systematic approach to back its theory. Talent management faces many challenges in practice, as critiques believe its a rebranding of HR practices. Organisation develops their strategies to achieve their objectives and goals. To achieve these strategic goals organisation human capital plays key role. Organisation integrates and aligns its talent management processes with business strategies to create a pool of successful talented worker and then utilise these talent to obtain competitive advantage in overwhelming globalised competition. Talent management practices help identify potential leadership, develop skills, attract talent from external market and create employer image as part of its business strategy. Concept of Talent Management Talent management has received the interest of most practitioner and academics among all HR practices. This has significant increased since the group of consultant from McKinsey came up with the phrase War for Talent in 1997. There has been a recent paradigm shift from traditional HR strategy to talent specific in todays competitive environment. Considering the significant shift the notionof talent management remains valuable. The organisations competitive advantage of its human capital is arguably more important. Talent management can be divided in to key areas of activities and process which systematically help to identify the key positions in any organisation, that can contributes towards the competitive advantage of it. Creating different human resource architecture to create a pool of talented incumbent employees that can fulfil these key positions. It will be vital to clarify that key positions are not limited to top management but it can be lower management, different operations unit or the part time. There is not prà ©cis or set definition of talent management;Author has to make many assumptionswhile defining it. As Aston and Morton described that there isnt a single consistent or concise definition (Aston Marton, 2005). Key function of talent management is to attract, recruit and retain the talent. According to Hartley (2004) its spread of wide range of activities for instant succession planning, employerperformance and management etc. And Creelman (2004) The process of attracting, recruiting and retain talented employees Knez et al (2004) had similar thought that its continuous process of external recruitment and selection and internal development and retention. Talent management generally highlights the selected individuals through carefully set the selection process and activities and they are referred as talented individual. Which are seen as key element in the success of an organisation. Lastly extending the issue to retain these talents. For example HSBC has talent review process for their senior managers that help them to clarify their goals and give business an external view of potential managers. Talentmanagement means differently for different people. For some its managing or finding the best talent in an organisation and for some its recruiting and developing talented people. Talent management aspect that should be included an organisation talent management practice. Performance management Leadership development Workforce planning/identifying talent gaps Recruiting Talent Management for the Twenty-First Century As the 21stcentury unfolds, radical changes happening in todays business and workforce. Companies once dominated by America and Europe now has more ownership across globe. There has been growing urgency and attention on HR practices to continuouslyengage and retains employees.Companies are going beyond traditional approaches in practice to retain their well-performing employees. Employee retention is king. And employee engagement is not far behind. Coos of the nations fastest growing companies overwhelmingly cite retention of key workers as the most critical factor to plan for in the next year ahead (PricewaterhouseCoopers, 2004). Similarly demographic changes occurrence are increasing, there are more young people in developing nations who are educated and skilful which has lead the global movement for job as more and more companies seek skilful labour for their varied positions. There demands had created scope and impact for the hunger for skilled workers everywhere. These changes can be summarised in following points Increasing number of young population More global companies operations Increase in outsource and offshore Need for Competitive edge Spread of ownership in other regions Hence globalisation has increasing made difficult to hire, retain and develop talented employees for businesses. Companies are in search for new practices for hiring and then developing, motivating and converting into strategic assets. Furthermore companies need to integrate and align its talent management processes with business strategies to create a pool of successful talented worker and then utilise these talent to obtain competitive advantage in overwhelming globalised competition. The key agenda of companies to attract and retain key talent, which can key factor in organisation influence and effectiveness. A Theoretical Model of strategic Talent Management Strategic talent management deals with all the employees within an organisation. Strategic TM focuses on identifying and creating the pool of talented employees then develop these talents to occupy key positions. Identifying pivotal talent positions The first step of managing the strategic talent management is to identify the key position within an organisation. Most of the literature review suggest the key attention to identify the key performers and their development and retain but latest theories advocates that identifying the key position in organisation which has central role in organisational success. Developing Talent Pool The second step in strategic management is the developing the pool of incumbents talented people. Developing the talented people pool to fill the key positions identified in earlier step. However there are various method of creating talent pool depending on the organisational structure but one thing should be keep in mind that these are highly talented and incumbent people and key positions assigned to these people must utilise to the maximum capacity. There are two key elements to talent pool one that organisation should understand the importance of external labour market and secondly due to increasingly mobility of the external employer it is a possibility to high skill labour from external market. As Peffer and Leblebici (1973) argued that organisations facing the greatest threat from external sources aggressively recruited executives with experience from the external labour market. Create a differentiated HR Architecture There has been continues debate on linking between strategic HR practice and organisation. There is no set HR practice that can help identify or utilise the talent pool rather there are suggestion to apply methods of HR. Practicing the contingency HR practice depending on organisation structure. Lapak and Snell (2002) differentiate between four categories, knowledge based employment, job based employment, contract work and Alliances or partnership. In summary,some HR practices can be best suited for particular organisation but could have different impact on other industry. There is need to define HR practices to utilise the talent pool and appointment to key positions to have successful competitive advantage. Talent Management Challenges Talent Crunch Most companies are facing the shortage of talent employees. Attracting and retaining employee for company growth for all levels its a challenge for companies. For example Essar Group has grown to sixty thousand employees from twenty thousand in last 3 years and more then fifty percent of their employees tenure is less then two years. Creating Value Proposition Companies are finding difficult to create value proposition for their employees with four generations as work force. Its difficult for organisation to create value proposition for every employee with diverse needs, assumptions and preferences belonging to different generation group. Leadership in pipeline The shortage of robust leadership talent pool is biggest threat for organisations. There are not enough talented leaders to replace the existing or to fill the expansion of companies growth. Its becoming more difficult in globalised world to choose skilful leaders with required skills, leadership qualities, business knowledge and global diverse sensibility. Deloitte, for example has talent management and succession planning to improve and retain their employees to become future leaders. Transferring key knowledge and relationships Companies facing difficulties in transferring knowledge to other employees from people retiring or changing jobs. Its a greater threat from companies that are heavily embedded in tacit knowledge such as customer relation. Work/life Balance Issue Companies heavily investing on talent management in developing and retain their employees at mid-level of their careers, they need to consider responsibility of creating balance between work and life. There is fear of employee escaping the organisation pressure to develop skills can lead to high turnover. Redesigning Talent Management Practice Some critiques argue that there is a need to redesign the TM practices and program to attract workforce. The importance of young professional is critical for firms with fresh skills and talent. Father there is rethinking required to link the different roles and relations together to generate better outcome. Short tenure of talent Acquiring and retaining talented employees are critical to organisations. Companys competitive advantage is dependent on retaining the talented people at key positions. There is high turnover of employees in retail business due to market influence and an internal mindset. Gap, for example believes retaining employees for more then three years is key to future business success. Rebranding HR practices Three different prospective can be extracted from literature review. TM was defined and associated, as the part of HR process but defining does not help to understand how to manage talent. Some argue that managing, recruiting and staffing through Internet may require additional skillets for HR staff but it does not help in principle of improving the selection processbut it hep to rebrand the HR practices to keep them fresh as it does not help one to understand the strategic and effective importance of managing talent. Importance of Talent Management In todays competitive market the value of talent employee become the vital part of the organisation. Therefore telnetmanagement plays any important strategic role in an organisation. The organisation gets advantage of employees competence and productivity. They get strong association with organisation and often put best dedication at work, which ultimately shows result on organisation balance sheet. Further it enhancesemployee commitment and pride towards the organisational and it reduces staff turnover. Jack Wiley, executive director of Kenexa Research Institute, said, People have a fundamental need to know how they are doing and what the future holds for them, Organisation with talent management in practice produces competitiveworkforce to adoptchanging and competitive market. Recruit, develop and retain talent, which help in companys financial success. Having effective talentmanagement strategy helps organisation overcome the fear of losing talented employees, itshelp to have backup if not equally talented but replacement to develop the similar talent. Talentmanagement help create short term and long term backup plans. Organisations with various contract or permanent employees often search for replacements. Having backup plans with talent management reduces the losses of time and value spent on finding replacement or recruiting new staff. Continues practice of talent grooming doesnt allow the volume within organisation it creates equally or similar talented workforce. Grooming process increase employees qualities such as leadership, multitask, competence and knowledgebase. Talent management help define ethics and vlaues of workforce of the employees. Reason ethics are important for an organisation because for recent years many fast growing or big organisation being involved in ethical scandals. Understanding and implementing employees ethical values or considering in organisation culture shows workforce importance towards their employee. Talent monument not only important for organisation but it plays equally vital role for employees. Employees get a chance to develop and acquire new knowledge and talent, whichincreases their potential. Every employee understands the importance of new skills, which can leads to their future progress. Employees prefer to stay with organisation where they believe their skills being utilise and continue sly grooming under health talent management scheme. Many organisation demands the demonstration from all its function for their strategy value to organisation. There is growing pressure on HR for its strategic contribution. Financial resources may be the lifeblood of a company, but human resources are the brains. Its long been accepted that sound financial management is critical to business survival. This is especially true challenging economic times. However, having strong talent and sound talent management is queerly critical to business survival. To summarise the important points in bullet points Increase Revenue Improve Product Quality Increase Customer Satisfaction Reduce Cost Reduce Cycle Time Increase return on share hold investment IncreaseMarket share and capitalisation Business Strategy and Talent Management A business strategy of a company is its long-term planning or direction and steps it will pursue to accomplish those goals. A more formal definition can be: Strategy is the direction and scope of an organisation over the long term, which achieves advantage in a changing environment through its configuration of resources and competences with the aim of fulfilling stakeholder expectations. (Exploring corporate strategy, 2008) If we look at the reason behind the success and failure the organisation it ultimately come down to talent. Talent leads organisation to make decisions regarding where to invest in financialand human capital. This further leads to how to innovate, compete and how to motivate and achieve the business strategy? Right or wrong decisions are made, which result in success or failure and most of the time CEO of the company takes all the credit or blame depending on the outcome of the decision. Its the talent within an organisation that leads to execution and implementation of the business strategy. People are all there is to an organisation (Garry Hamel, 2003). Collins argues, Having the right people comes before having the right strategies. Rob Ben argues with their sixty years of combine experience of corporations and various business that CEO and senior executives worries as much about talent management as much they do about the financial of the company. This shows that talent management plays as important roles and financials do. Talent management is the central part of any business plan and its more desirable part of HR. Organisation needs talented people to meet the needs to deal with complex business needs. Since the 1990s the business expansion has significantly with low trade barriers, easy communications and company globalisations. Many companies expansion was based on globalisation into India and China. This change has lead to global talent competition across boundaries. There is an increase demand for talented people with shrinking pool of talented people this has increased the business concerns of expansion of their HR activities for the retention of the talent. HR is more strategically driven and company facing problems or lack of success in financial of it eventually leads to executive criticism and public scrutiny which leads to termination of CEO. Figures are not known but itsbelieved executive turnover is high in recent years. The high turnovers mean there could be fault in selection process. Some reasons could be the mismatch between CEO and the business situation and strategy; on other hand many deal effectively different complexity and strategic driven business. Many argue oppose to the above reasons they believe business and CEO face constantly changing businessenvironment and challenges, response should be fast enough to avoid missing the opportunity. This shows the important of HR and talent managementprecisely in business strategy. Since 1990s it been mortgaged that connection between talent management and business strategy has its routes in two trends. The emergence of talent as strategic resource and competitive advantage. The evolution of the Human Resources functions as a strategic business partner (Rob Ben, 2009) Conclusion Given the high level interest shown by different quarters from academics to practitioners and from employer to business itself, talent management is still not reached on concisedefinition and practise. Talent Management has been discussed and pursued heavily between practitioner and press without being linked systematically and peer-review. It has been widely define and discussed which has not potentially contributed to the understanding of concept. Some commentators argue that its been used to rebrand the HR practices of recruitment process to cater the needs of demographic changes.

Abortion And Murder :: essays research papers fc

Abortion And Murder On January 22, 1973, the U.S. Supreme Court, in two separate decisions, Roe v. Wade and Doe v. Bolton, declared that Congress and the states had to adopt a policy on abortion. Since then, abortion has been one of the most controversial issues in our country today. Every time the subject of abortion is raised, the same question always comes up: should people have the right to terminate an unborn child? The answer is no. No person should have the right to terminate an unborn child which has not yet had the chance to live, no matter what the reason is. Abortion is the termination of an alive, unborn child, which can experience pain through the process of an abortion. There is no need to have an abortion when these children could be put up for adoption instead of being Æ’Â ±aborted.Æ’Â ° Abortion is the termination of alive, unborn children. How can a person decide just when an unborn fetus becomes a person with constitutional rights. Many people disagree when a fetus becomes an actual person, but the truth is that a fetus becomes a person at the time of conception. An article entitled Æ’Â ±Pro-lofe and pro-choice? YesÆ’Â ° says that, Æ’Â ±From the moment of conception, the fetus is endowed with all the genetic information that will enable its development into a full human personÆ’Â ° (Church 108). Technology has advanced very much in the past twenty years and now with the aid of medical technology and the science of fetology, doctors can prove that a fetus is an actual person as early as thirteen weeks of growth (Meyer 62-64). These facts only help to prove that a fetus is an actual person, who deserves the chance to be born. Contrary to belief, a fetus can actually feel pain. The observation of abortions on ultrasound have been very disturbing. So disturbing, that many abortion doctors who have seen the procedure, refuse to participate in abortions again (Meyer 62-64). An article entitled Æ’Â ±Fetal positions: Making Abortion rareÆ’ Â ° reports that, Æ’Â ±Bernard Nathanson, a former director of the National Abortion Rights Action League, who performed thousands of abortions, repudiated the practice in the early 1980's after observing the apparent agony of a fetus subjected to a suction-tip abortionÆ’Â ° (Meyer 62-64). Modern neurology supports the claim that the fetus can experience pain, not just reflex. Reflexive reactions stimulate only the spinal column, but the more complex reactions that stimulate pain occur in the tiny portion of the brain called the thalamus. Abortion And Murder :: essays research papers fc Abortion And Murder On January 22, 1973, the U.S. Supreme Court, in two separate decisions, Roe v. Wade and Doe v. Bolton, declared that Congress and the states had to adopt a policy on abortion. Since then, abortion has been one of the most controversial issues in our country today. Every time the subject of abortion is raised, the same question always comes up: should people have the right to terminate an unborn child? The answer is no. No person should have the right to terminate an unborn child which has not yet had the chance to live, no matter what the reason is. Abortion is the termination of an alive, unborn child, which can experience pain through the process of an abortion. There is no need to have an abortion when these children could be put up for adoption instead of being Æ’Â ±aborted.Æ’Â ° Abortion is the termination of alive, unborn children. How can a person decide just when an unborn fetus becomes a person with constitutional rights. Many people disagree when a fetus becomes an actual person, but the truth is that a fetus becomes a person at the time of conception. An article entitled Æ’Â ±Pro-lofe and pro-choice? YesÆ’Â ° says that, Æ’Â ±From the moment of conception, the fetus is endowed with all the genetic information that will enable its development into a full human personÆ’Â ° (Church 108). Technology has advanced very much in the past twenty years and now with the aid of medical technology and the science of fetology, doctors can prove that a fetus is an actual person as early as thirteen weeks of growth (Meyer 62-64). These facts only help to prove that a fetus is an actual person, who deserves the chance to be born. Contrary to belief, a fetus can actually feel pain. The observation of abortions on ultrasound have been very disturbing. So disturbing, that many abortion doctors who have seen the procedure, refuse to participate in abortions again (Meyer 62-64). An article entitled Æ’Â ±Fetal positions: Making Abortion rareÆ’ Â ° reports that, Æ’Â ±Bernard Nathanson, a former director of the National Abortion Rights Action League, who performed thousands of abortions, repudiated the practice in the early 1980's after observing the apparent agony of a fetus subjected to a suction-tip abortionÆ’Â ° (Meyer 62-64). Modern neurology supports the claim that the fetus can experience pain, not just reflex. Reflexive reactions stimulate only the spinal column, but the more complex reactions that stimulate pain occur in the tiny portion of the brain called the thalamus.

Searching for an Inner-Self in Their Eyes Were Watching God by Zora Nea

Searching for an Inner-Self in Their Eyes Were Watching God by Zora Neale Hurston In the novel Their Eyes Were Watching God, by Zora Neale Hurston a young girl named Janie begins her life unknown to herself. She searches for the horizon as it illustrates the distance one must travel in order to distinguish between illusion and reality, dream and truth, role and self? (Hemenway 75). She is unaware of life?s two most precious gifts: love and the truth. Janie is raised by her suppressive grandmother who diminishes her view of life. Janie?s quest for true identity emerges from her paths in life and ultimatly ends when her mind is freed from mistaken reality. Failing to recognize herself as the one black child in a photograph, Janie begins her story without a name or color (Meese 62). ?Dey all uster call me Alaphabet? cause so many people had done named me different names? (Hurston 9). The revelation doesn?t devastate Janie, rather it stands as both a symbol of Nanny?s unrealistic attempts to shield the girl from life and a metaphor for Janie?s lack of self-knowledge (Williams 100). Nanny raised Janie through her own dreams ?of what a woman oughta be and do? (Hurston 100). Nanny projects a stereotypical identity and a secure future for Janie based on what she knows, which is limited by the historical constraints of what she has seen of the white man?s power over blacks (Meese 62). She tries to control Janie under her own rules and unfair authority. Nanny tells Janie, Honey, de white man is de ruler of everything as far as Ah been able to find out. Maybe it?s someplace off in the ocean where the black man is in power, but we don?t know nothi?n about what we see. So de white man throw down the load and tell de nigger ... ...lating the Rage of Black Women and Narrative Self-Defense.? African American Review 26.1 1992): 147-159. Hemenway, Robert E. Crayon Enlargement of Life. Modern Critical Views: Zora Neale Hurston. Ed. Harold Bloom. Chelsea House, 1986. 72-80. Hurston, Zora Neale. Their Eyes Were Watching God. New York: Harper & Row, 1990. Johnson, Barbra. ?Metaphor, Metonymy and Voice.? Hemenway 160-168. Jones, Evora. ? Scent and Immersion: Narrative Expression in Their Eyes Were Watching God.? College Language Association Journal 39 (1996): 369-379. Kaplan, Carla. ?The Oldest Human Longing.? American Literature 61.1 (1995): 115-124 Meese, Elizabeth A. ?Ortality and Texuality in Their Eyes Were Watching God? Crossing the Double Cross: The Practice of Feminist Criticism. North Carolina Press, 1986. 59-70. Williams, Shirly A. ?Janie?s Burden.? Hemenway 98-105.

Stages of Team Development Essay -- Informative, Team Creativity

Introduction Nowadays, team is widely used in organizations, because team is effective. â€Å"A team is not just a group of people who work together or like each other or share opinions. A team is group of people with a common objective.† (Barnes, 2001) More and more organization tends to work in team (Milliken and Martins, 1996). Teamwork is used extensively, because, coaching team is able to effectively get an extraordinary goal (Mitsch, 2010). This essay will write about the reasons of team effective, Firstly, it will write about the percentages of people want to work in a team and the reasons of choice teamwork. Secondly, essay will write about the team has effective tools to solve the problems. Thirdly, essay will write about the effective thinking of team. Fourthly, essay will write about the team creativity. Next, essay will write about the adverse factors are able to influence the efficiency of team, and it also write about the stage of team development which can reduce the disadva ntages of factors. Percentage of teamwork In contemporary organizations, more and more companies tent to plan their employees working in a team (Kocher er al, 2006). In 1995, Osterman found that 54.5%of US American firms work in team (Kocher er al, 2006). The reason of using team working was that they simply have proven to be advantageous for companies (Kocher er al, 2006). In general, team working made better decisions than individuals, and teams often made accepted decisions to larger areas. Therefore, teams have become important tools for identifying high-quality solutions to finding out organizational problems (Kocher er al, 2006). Kocher et al (2006) designed a decision-maker experiment, the beauty-contest game. They found out about 60 ... ...advantage of team creativeness is not complete proof, effectiveness of team creativeness has widely recognized and accepted. Lastly, essay wrote the effectiveness of team can be effect. However, the five stages of team development are able to reduce the problems effect. Each stage has different solution areas, they are include team communicate and team members behavior. In this essay, the effectiveness of team wrote about problem solution, creativity and getting more profit. However, those are not the all good points of team. Team still has another functions or methods to prove the effectiveness of team. Although team still has instability areas, with the development of management, these destabilizing factors will gradually weaken until it disappears. In the future, team will more and more effective, and team will increase the profit in all type of companies. Stages of Team Development Essay -- Informative, Team Creativity Introduction Nowadays, team is widely used in organizations, because team is effective. â€Å"A team is not just a group of people who work together or like each other or share opinions. A team is group of people with a common objective.† (Barnes, 2001) More and more organization tends to work in team (Milliken and Martins, 1996). Teamwork is used extensively, because, coaching team is able to effectively get an extraordinary goal (Mitsch, 2010). This essay will write about the reasons of team effective, Firstly, it will write about the percentages of people want to work in a team and the reasons of choice teamwork. Secondly, essay will write about the team has effective tools to solve the problems. Thirdly, essay will write about the effective thinking of team. Fourthly, essay will write about the team creativity. Next, essay will write about the adverse factors are able to influence the efficiency of team, and it also write about the stage of team development which can reduce the disadva ntages of factors. Percentage of teamwork In contemporary organizations, more and more companies tent to plan their employees working in a team (Kocher er al, 2006). In 1995, Osterman found that 54.5%of US American firms work in team (Kocher er al, 2006). The reason of using team working was that they simply have proven to be advantageous for companies (Kocher er al, 2006). In general, team working made better decisions than individuals, and teams often made accepted decisions to larger areas. Therefore, teams have become important tools for identifying high-quality solutions to finding out organizational problems (Kocher er al, 2006). Kocher et al (2006) designed a decision-maker experiment, the beauty-contest game. They found out about 60 ... ...advantage of team creativeness is not complete proof, effectiveness of team creativeness has widely recognized and accepted. Lastly, essay wrote the effectiveness of team can be effect. However, the five stages of team development are able to reduce the problems effect. Each stage has different solution areas, they are include team communicate and team members behavior. In this essay, the effectiveness of team wrote about problem solution, creativity and getting more profit. However, those are not the all good points of team. Team still has another functions or methods to prove the effectiveness of team. Although team still has instability areas, with the development of management, these destabilizing factors will gradually weaken until it disappears. In the future, team will more and more effective, and team will increase the profit in all type of companies.

Discuss the future role of the United States in the twenty-first century

The role of the United States in the 21st Century will more than likely remain the same role that is has been since the end of World War Two which is it retain its role of superpower and the epicenter of much of the world economy. Of course, this role could very well change or at least be altered. Case in point, when the Soviet Union detonated a successful atomic bomb and then launched Sputnik into orbit the face of American society changed and the Cold War began. Similarly, the events of Sept 11 changed much of the foreign policy (and even domestic) policies of the United States.This, much like Sputnik, came as a surprise and without warning (granted Sputnik was not an attack, but it did increase paranoia) and it led to major changes. As such, since the future is impossible to predict it would be difficult to fully say what roles the US will play. While there will definitely be an increased an active presence of the United States in the Middle East, how this will be carried out is d ependent on who will be writing the foreign policy decisions. If there was one area on contention worth examining it would be the US’ role in the world in regards to the development of China as a superpower.China as a nuclear armed economic superpower could raise levels of nervousness in countries such as Taiwan and Japan, but what role will the USA play in Asia? Will it be active or isolationist? Again, time will tell. Regarding the difference between and old system of politics vs. a new system of politics, the political system has not changed in over two hundred years. Granted, political parties and ideologies may change the political system hasn’t. The nation still has a legislative branch, an executive branch and a supreme court.Additionally, there still remains a certain level of federalism in the United States so the political systems remain fairly the same decade to decade. There really is no fate to American democracy because it is highly unlikely the democracy will be replaced with another form of government considering that 99. 9% of the population seems to like the notion of a democracy. Changing the constitution is a moot point as the vast majority of the amendments to the constitution occurred within the first ten years of the nation’s birth.In fact, there has not been an amendment to the constitution in over 30 years. Considering that the means of changing or amending the constitution requires a super majority of the Congress and the Senate as well as a 2/3 majority of the states, it is next to impossible to rally support for a single amendment much less a series of radical changes to the amendment. As such, the constitution isn’t going to change. Similarly, the need for the expansion of public welfare vs. the ability to pass legislation that would expand welfare is extremely far apart from one another. Welfare can not be expanded by fiat.Also, if welfare expansion occurs there is the potential for a backlash from the electorate and this would make politicians very unlikely to advance such legislation when both parties are highly reliant on swing states and tight election victories. Keep in mind, Bill Clinton reluctantly signed welfare reform legislation under the notion that he would lose re-election if he did not sign it. The United States is not a socialist system and the voting public will not get behind an expansion of welfare in light of the 15 year rollback. As such, it is best to examine a cure for poverty outside of the welfare system.