Careful, He Might Hear You :: essays research papers

Careful He Might Hear You, by Sumner Locke Elliot, is a complicated novel, revolving around the story of a six year old boy named PS and his search for personal identity amidst the conflicts of his closest relatives. The narration of these conflicts, as well as the history behind their origins, forms the basis of the novel, and while the different types of relationships between the characters are not the main focus of the novel, the author links them with each of the characters’ sense of identity and their personal desires. Careful He Might Hear You is a book about people finding their true identities, and the truth or imbalance of the relationships that result from this. Through comparison and contrast, Sumner Locke Elliot highlights the flaws in each of the relationships presented, and the ramifications these have on the individuals involved; their present lives and their probable futures. The first significant relationship presented in the novel is that between PS and his Aunt Lila and Uncle George. PS sees himself solely as Lila and George’s child and this perception that he has on himself directly influences the nature of his relationship with them. Being a six year old child yet to develop his own personal sense of identity, PS trusts implicitly in Lila and George and believes, in his innocent naive way, that they will always do what is best for him. This is not so much carelessness on PS’s part, as an ignorance of any other type of upbringing and love than that administered to him by Lila and George. His unawareness of the outside world and any other style of life but his own causes the power of their relationship to be solely in the hands of Lila. PS’s innocence and trust in Lila becomes one of the major contributors to the clash which develops between Vanessa and Lila once Vanessa takes partial custody of PS. The nature of the relationship Vanessa demands from PS is so entirely different to that of Lila that PS finds himself torn between two women who, with their secrets, lies and constant quests for the upper hand, disrupt his own sense of personal well-being and security. This inner disquiet and uncertainty causes PS to change, and the nature of the relationships he hold with both his Aunts changes with this. These changes run parallel to PS’s emerging sense of identity, and the highlight, in the end, how important it is to be sure of who one is and what one wants in order for one’s relationship with other people to work.

Organizational Behavior Model of Grameenphone

Introduction Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. It is a great opportunity to study about the leading mobile operator company, GrameenPhone and their organizational behavior model which is concerned with all aspects of how the company influences the behavior of individuals and how individuals in turn influence the company. * Origin of the ReportThe BBA program under the department of Business Studies offers a course named â€Å"Organizational Behavior† (MGT 251) which requires every group to submit a report on a general management related topic determined by the course instructor. The report under the headline â€Å"Organizational Behavior Model† has been prepared to serve that purpose. * Objectives of the Study Several objectives to conduct the study are: * To study about organizational behavior. * To study about the Ma nagerial Activities To be informed about the levels of organizational behavior and its importance from the view of organizational point * To learn about each potential outcomes of effective functioning of the organization as well as inspiring employees towards their job. * To build a bridge between the theoretical & practical education of marketing. * Methodology To prepare this report we have used all the managerial data, different official documents as well as papers available of that particular institution which were made for the relevant field(s). Accompanying material: Describe How Own Behaviour Could Promote Effective Interactions With Children and Young PeopleWe have taken help from some employees of GrameenPhone who helped us to enrich this topic. We also talked to our teachers about it and they have also helped to improve and enhance the report. * Limitations We have faced some usual constraints during the course of our preparation for the report. The major limitations are as follows: * Information is not available: The data required for sufficient analysis for preparing the report was not available. We could not get all the data from a single source. * Lack of skills: Our skill is not sufficient, that is why we could not present it more attractivelyThe Company Overview Grameenphone is the leading telecommunications service provider in Bangladesh. With more than 27 million subscribers (as of October 2010) Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Gra meen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications company in Norway, owns 55. 8% shares of Grameenphone, Grameen Telecom owns 34. 2% and the remaining 10% is publicly held.It signed its license agreement with the Government on 11 November 1996 and began operations on 26 March 1997. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh Managerial Values of the company Garmeenphone always tried to keep promises from its inception till today, which has bought a different dimension to its managerial techniques.Best Network Coverage, well built management, Efficient and Effective Manpower- all these brought the com pany to its destiny. Promises can be made easily; but keeping those promises is much harder than it previously. GP has come across with those promises very successfully with its Outstanding and Specialized Managerial Techniques. Grameenphone is always being respectful to others; especially to the prominent social Personalities those who directly motivating themselves into various social, economic, educative and other positive field with eye-catching role-play.GrameenPhone is the official sponsor of Bangladesh cricket team. Only this example may easily indicate the inspired to raise-up this kind of inspirations. Mission of the company Mission of GrameenPhone is to Leading the industry and exceed customer expectations by providing the best wireless services, making life and business easier. Vision the company GrameenPhone exists to help customers to get the full benefit of communications services in their daily lives. The company wants to make it easy for customers to get what they wa nt, when they want it.They are here to help. Product and Service Offered by the company Mobile telephony Grameenphone was the first operator to introduce the pre-paid mobile phone service in Bangladesh in September 1999. It offers followings pre-paid subscriptions. * Smile pre-paid: Smile is a general package provides widest coverage & clarity of speech keep user connected anytime, anywhere at an affordable rate. * Djuice: Djuice is a popular international brand, exclusively designed for young generation which provide full of fun and entertainment elements. Xplore Post-paid: Xplore is for someone who wants freedom and takes decison independently. With Xplore user can experience flexibility. * Business Solutions: Business Solutions is a complete, quality business communications service from grameenphone designed especially for business community in Bangladesh. It can provide user a customized soluation. Other Services * Internet: Grameenphone provides internet service in its coverage area. As it has EDGE/GPRS enabled network, any subscriber can access to internet through this network.Grameenphone was the first mobile operator in Bangladesh to offer EDGE services to its subscribers. * Bill Pay: A service to enable users to pay their utility bills Electricity/Gas through mobile. * Cell Bazaar: Services to enable users sell or buy products through mobile or internet. * Various other services like Stock Information, Instant Messaging, SMS Based Alerts/Services, Voice-based Services, Downloads, Music, Cricket Updates, Web SMS, and Mobile Backup etc. Organization Behavior Model An organization is a social group which distributes tasks for a collective goal.Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals in turn influence organizations. Organizational behavior is an inter-disciplinary field that draws freely from a number of the behavioral sciences, including anthropology, psychology, sociology, and many others. The unique mission of organizational behavior is to apply the concepts of behavioral sciences to the pressing problems of management, and, more generally, to administrative theory and practice. Model is an abstraction of reality.A simplified representation of some real-world phenomenon. Basic OB model include three level are individual level, group level and, organizational system level. These three basic levels are analogous to building blocks; each level is constructed on the previous level. For example, group concepts grow out on the foundation laid in the individual section. Each level holds several factors that make a complete organizational behavior model. Individual level’s factors are Biographical characteristic, personality, emotions, values, attitude, ability, perception, motivation, learning which leads to individual decision making.Group level includes group decision making, leadership and trust, group structure, work team, power and p olicies, communication and conflict. Organizational system level holds Organizational structure, organizational culture and human resource policies. Fig: OB Model OB Model from the view point of Grameenphone Organizational System Level * Human resource policies GrameenPhone is the pioneer in the field of human resource management, employee care and competence development in Bangladesh. GrameenPhone is currently employing approximately 5000 people of which 84 % is under 31 years old.The employees are spread out in six office zones throughout the country, with Dhaka being the largest with 3561 employees. Most of the staff has university backgrounds within fields such as management, marketing, economics, finance and engineering. The turnover rate of employee in 2006 was 8%, and a preliminary 4% so far for 2007. The number of resignations peaked in 2005 when new operators penetrated the market and offered higher salaries to GrameenPhone employees, but this was still relatively low. One could argue that low turnover rates are a good indicator of a healthy work environment.Human Resource Development GrameenPhone offers employee guidance on several stages, in addition to a general introduction for new employees. At junior management level, GrameenPhone in collaboration with the British Council offers in house training in basic management skills and workshops. Furthermore management training at junior and middle levels is offered in collaboration with the Indian Institute of Management. Finally for senior management GrameenPhone offers a module based program in cooperation with Stockholm School of Economics. This program is custom made for GrameenPhone.Employee Benefits In addition to a relatively high salary, GrameenPhone employees are offered several bene? ts. In an annual survey comparing 10 competitors and similar companies in other industries, GrameenPhone identifies the wage distribution and bases its own wage levels on those in the upper quartile. As a part of the employee policy, GrameenPhone is also providing monthly education grants to children of all employees‘until the age of 21. This grant is a ? xed monthly sum for each child. In compliance with the local legislation GrameenPhone is bu? ding a pension fund for its employees.In addition to the required minimum level, GrameenPhone also invests in provident funds. 10 % of the employee‘s salary is paid on a monthly basis into the fund. All employees are entitled and covered by health and medical insurance. This also applies to family members. Code of Conduct Upon entering the company, all employees must sign a code of conduct. The document presents guidelines for proper conduct and ethical behavior. It is divided into four parts: Firstly, general guidelines describe the rationale behind this document, namely the importance of communicating corporate values and for employees to adopt them.This section includes broad, overarching topics such as human worth, working environmen t health, loyalty and confidentiality and reporting/disclosure among others. The second section refers to the relationship with customers, suppliers, competitors and public authorities. The main message here is that all stakeholders should be treated with respect and that unethical interaction, such as receiving expensive gifts and services are unacceptable. The third section looks at the employee's private interests and actions in relation to the company.Here political activism and other external duties are encouraged up to the level where it will not interfere with their work at GrameenPhone. The last section emphasizes that all misconduct or indeed suspicions of such activity must be reported immediately. It ensures the employee that no reprisals will be undertaken towards them. In other words: whistle-blowing is allowed and promoted. Organizational Culture Organizational culture is a system of shared values, assumptions, beliefs, and norms that unite the members of an organizati on because it reflects, â€Å"What it's like to work here. This becomes apparent through the visible level of the culture, the espoused values that are not observe but rather explained and justified, and through the core beliefs that are widely shared through the organization. Importance of Organizational Culture A. Employee Self-Management – Induce employees to behave in a particular way without close supervision or formal mechanisms, many of which are informal and unspecified. B. Stability – Cultures creates a sense of continuity in the midst of change and intense competitive pressure. C.Socialization – The process of internalizing or taking organizational values as one’s own. The Culture of Grameenphone Ltd. also known as THE GP WAY is â€Å"how GP is doing business† — it’s all about itemizing and reinforcing their vision & values, leadership expectations, codes of conduct and governing principles in GP’s daily life at work and deliver upon the brand promise — Stay Close. The Employee Relations team is responsible for ensuring vibrant Organizational Culture, sustaining GP as the preferred Employer Brand in the country.Human rights Grameenphone supports the internationally proclaimed human rights including UN declaration and conventions on human rights. Employees shall respect the personal dignity, privacy, and rights of each individual interact with during the course of work and shall not in any way cause or contribute to the violation or circumvention of human rights. Working Environment Gramcenphone provide a professional workplace with an inclusive working environment including the international Labor Organization's core conventions.Grameenphone is opposed to discriminatory practices therefore, no direct or indirect negative discrimination have taken place based on race, color, gender, sexual orientation, age, disability, language, religion, legitimate political or other opinions, national o r social origin, property, birth or status. Occupational Health, Safety and Employee security Grameenphone is careful about the field of health, safety and employee security to promote good health and safe working environment in compliance with internationally recognized standards.Employee shares the responsibility for achieving this goal. GP always do their outmost to control hazards and take necessary precautions to prevent accidents and occupational diseases. Freedom of association and the right to collective bargaining Grameenphone recognizes the right to freedom of association and collective bargaining in mature labor environments. In such environments Grameenphone allow its employees to freely elect representatives among the employees, unless this would represent a breach of national laws and regulations.Such employee representatives shall be allowed to carry out their functions unhindered at the work place. Loyalty, impartiality, conflict of interests and related party transa ctions Grameenphone respects the individual employee’s right to a private life and private interests. But it demands openness and loyalty to the Company and the Company's interest. Conflicts of interest, wherever possible have been avoided. Confidentiality Every employee in the Company has a duty of confidentiality by law and written agreement.The duty of confidentiality also applies after the conclusion of employment or contractual relationship with Grameenphone for as long as the information is considered to be of a sensitive nature or in any other way confidential. Private interest and actions An employee of Grameenphone shall not hold another position or carry out work for others during working hours without prior express written permission from his supervisor. Political activity Grameenphone does not give support to political parties, either in the form of direct financial support or paid working time.Employees who take part in political activities will be granted leave from their work in accordance with the law and any agreements. Organization Structure The following organogram shows the organizational structure of Grameenphone including hierarchy of authority and responsibility. Group Level GP believe in group task that’s why they separate every department and sub department with group. This group is assigned different or similar task to which helps the department rune fast and smoothly. In Grameenphone there are groups from top level to the bottom.This helps the company to take itself in a proper destination Leadership In the organogram of GP, we can see every department has a leader and as well as every team and every department has its own leader. Some top leaders of GP * ? Tore Johnsen(CEO) * ? Mr. Raihan Shamsi (CFO) * ? Mr. Arnfinn Groven(CPO) * ? Mr. Arild Kaale(CMO) * ? Mr. Kazi Monirul Kabir(CCO) * ? Mr. Mahmud Hossain(CCAO) * ? Mr. Tanveer Mohammad(CTO) Communication The AoA of the Company requires the Board to meet at least four times a year or more when duly called for in writing by a Board member.Dates for Board Meetings in the ensuing year are decided in advance and notice of each Board Meeting is served in writing well in advance. The roles of the Board and Chief Executive Officer are separate and delineation of responsibilities is clearly established, set out in writing and agreed by the Board to ensure transparency and better corporate governance. To that end, GP has also adopted â€Å"Governance Guidelines for Chief Executive Officer†. The CEO is the authoritative head for day-to-day management in GP.He acts to reasonably ensure that GP develops and conducts business as per the Articles of Association, decisions made by the Board and shareholder, as well as according to Grameenphone Policies and Procedures, and applicable regulatory legislations. Team work Business is like a game of chess. Every move matters. Time is precious. The location and movement of each piece is a must-know for one to win the game. Today's competitive and fast changing business world demands the same. With Grameenphone’s â€Å"Team Tracker†, employee can locate his/her workforce and direct them towards the achievement of your business goals.Team Tracker is a new value-added solution for the Business Market. This solution will help bring about efficiency to the value chain of organizations having field employees. Managing field operations & directing field employees towards the business success has always been a concern for field managements like National & Regional Sales Managers, Area Managers & Distributors. With the services of Grameenphone’s Team Tracker, organizations can now locate its employees, assign tasks to them digitally & also receive task updates electronically.The system is robust enough to handle data for even a thousand employees. Features of the Service: * Real-time overview of outdoor employee movements on the map * Location based task delegation and proact ive workload allocation * Instant task status update * Business Reports generation on Employee Location & Task status based on organizational hierarchy By using this solution, a company is expected to gain: * Faster Actions * Excellent planning and precise workforce management * Efficient workload assignment to lead to greater employee satisfaction * Cost EfficiencyIndividual Level Motivation The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done. Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself.And there lies the problem In Grameenphone as we all know that it’s a government organization so they not give such motivational package which an employee get in private organization . But without motivation package no employee give their maximum to the organization . some motivational package which Grameenphone give there employee free telephone facility, promotion and so on. Dealing with other factors: Employee Training Employee training is the planned effort of an organization to help each employee learn the job related behaviors and skills they will need to do their job properly.It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below. 1) Conduct Needs Assessment: A need is described as a â€Å"gap† between what is currently known and what will be needed now and in the future.These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level . In order to conduct an assessment there are some analyses that must be done * An organizational analyses determines the effectiveness of an organization, where training is needed and under what actually does, how individual employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level .In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization ,where training is needed and under what conditions the training will be conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills ,attitudes and abilities that are needed to achieve optimum performance. This information can come from job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace. Finally, person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) Implement Training Methods: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include:* Lecture: Lecture involves one-way communication, from instructor to learner -the learner is passive in the process. On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will l ater be doing on their own. * Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced -the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly toprepare. Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need – this is known as the Transfer of Training.A more technical d efinition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviors and ideas on the job. 3) Training Evaluation:Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. Business results can be measured in â€Å"hard† data and â€Å"soft† data. Hard data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft data is items such as j ob satisfaction, teamwork, and organizational commitment on the part of the employeesBiographical characteristics, personality and emotions perception ability, and value attituds this things in are depends on person to person. Although gpaminphon follow a selection process to choose an employee with positive Biographical characteristic ,personality and emotions perception ability ,and value attitudes Selection & Recruitment: (From external source) * Management consultant * Advertisement * Management institute * Recommendation * Deputation personnel Selection process * Job analysis * Initial screening * Application bank * Test * Interview * Reference check * Medical final and Recommendation Roster Management: Working time is different for full time employees and part time employees. Very often it has been seen that part time employees do not get enough flexibility in their work schedule. It’s very hard to get leave or bring change in roster. Resource Management need to give mo re focus on part time employee too as they are not less competent in comparison to any full time employee. It will create a more harmonious work environment and it will also improve the motivation level of the employees. * Remove frequent changes in process: Frequent changes in process make the employees confused.It also hampers the business performance. It increases the service delivery time and produces low customer satisfaction. To reduce the hassles for both agent and customers it is quite important to adopt a flexible and user friendly process. * Establish strong coordination among segments: Coordination among systems helps to serve customer in the very exact way it has been designed. Other than that it creates conflict and misunderstanding scenarios among segments. People from different segment have their own point of view. So it needs to be ensured that all of them have common platform to carry their job Responsibility in right manner.Conclusion Maintain organizational behavi ors leads an organization to manage its function smoothly at the same time enable it to attain its goal. Through the transfer of technology, managerial expertise and effective business model Grameenphone have established an advance policy for their organization and their employees. This in turns plays a significant role to make the company as a leading mobile operator company. References * http://en. wikipedia. org * http://www. scribd. com * http://managementhelp. org * http://www. grameenphone. com

Why you should follow nutrition

  IntroductionOf the many things one can do to enhance one’s state of health, none is more important than maintaining proper nutrition. The mind and body cannot function optimally without the proper supply of nutrients and energy obtained from food.A key tenet of the holistic approach to health is that each person must take responsibility for his or her own health. Making intelligent decisions about nutrition—about what and how much to eat—is an important part of this responsibility, because the diet one chooses and follows can keep one healthy. In the words of Philip Lee (1977) professor of social medicine at the University of California, San Francisco, School of Medicine:As a nation we have come to believe that our medicine and medical technology can solve all our major health problems†¦ But the problems can never be solved merely by more and more medical care. The health of individuals and the health of the population is determined by a variety of biolo gical (host), behavioral, sociocultural, environmental factors. None of these is more important than the food we eat (Burkitt et al. 1974).Good nutrition: Striking the Right BalanceWhat is the best argument for following a good nutrition in one’s life instead of eating all the junk food one can consume. Every person’s body has a unique chemical and physical composition that corresponds to a state of optimal wellness, because the human body is constructed of atoms and molecules that are arranged in particular combinations and proportions that are unique to each person. One’s body contains few of the same atoms and molecules it had even a few weeks ago, because its chemical constituents are continually replaced by different atoms and molecules acquired from the food one eats.There are about forty known essential nutrients and perhaps others are not yet identified, that must be continually resupplied to the body (Ricciuto). Failure to obtain enough of one or more o f the essential nutrients can result in a nutritional deficiency disease, such as goiter (enlarged thyroid gland), which may be caused by too little iodine, beri-beri, a disease characterized by weakness and wasting away that is caused by too little thiamine (vitamin B1), anemia (too few red blood cells) from insufficient iron; and blindness from vitamin A deficiency, the most common cause of blindness in children, world-wide. Since all nutrients act in concert, a deficiency of one may impair the utilization of others even if the others are acquired in adequate amounts. Thus, a proper nutritional state is a matter of maintaining a complex balance of the essential nutrients.One can argue that one eats a little of everything in the proper amounts just to keep fit. But still it does not work that way. This is because poor health can result in eating too much of certain kinds of food, or from eating too much in general. For example, overeating is the principal cause of obesity, which co ntributes to the development of such serious diseases as high blood pressure, stroke, diabetes and some forms of cancer. Cancer of the colon may be related to eating too much meat and processed foods and not getting enough fiber or roughage that may be essential to maintain a healthy colon. High salt intake is related to high blood pressure and high sugar intake is related to tooth decay (the most prevalent disease in the industrialized world). Much of the tooth decay could be prevented if people followed very simple nutrition rules (Breslow & Enstrom 1980).Physiological Benefits of Body WorkOur industrial society depends on an enormous variety of machines that free people from an equally enormous number of physical tasks. Some of these tasks, such as heavy construction work of large-scale farming, would be well-nigh impossible without the help of machines. Others, such as traveling to work or school, getting to the seventh floor of a building, or washing clothes, could be accomplis hed without the aid of machines (and some people argue they ought to be), but few of us are likely to give up the use of cars, elevators, and washers. They simply make the task of daily living easier. As a result, few people do much moving around under their own muscular power. That is, many of us get little exercise.According to William B. Kannel and Paul Sorlie (1979) who have studied the effects of lifestyle on the occurrence of heart disease:  Ã¢â‚¬Å"Over the past quarter of a century, there has evolved a growing suspicion that the transformation of man by modern technology from a physically active agrarian creature to a sedentary industrial one has exacted a toll in ill health. The evidence on which this is based comes from epidemiological studies, clinical observations, and the work physiologist. Most of the attention has been focused on the possible contribution of physical indolence to the development of cardiovascular disease, the chief health hazard of affluent societies and their leading cause of death.†In addition to the physiological benefits, regular physical activity has psychological and spiritual benefits as well. Fr example, a study of middle-aged university professors found that regular exercise made them more self-sufficient, more persevering, less likely to experience mood swings, and more imaginative (Ismail and Trachtman, 1973). In another study, both men and women university students who engaged in regular physical activity were found to have greater self-control, to have increased self-awareness, and to be more self-directed. They also demonstrated a positive self-image (Jeffers, 1977).One of the principal psychological benefits that can come from regular body work is experiencing periods of relaxed concentration, characterized by reduction in physical and psychic tensions, regular breathing rhythms, and increased self-awareness. This experience is often compared to meditation. Tennis instructor Tim Gallwey (1976) describes fou r stages for obtaining a state of relaxed concentration through body work. The first stage, â€Å"paying attention,† occurs at the beginning of a body work session and involves riveting your concentration on your body work and excluding all other thoughts. The stage of paying attention requires a certain degree of self-discipline—the desire and ability to say â€Å"no† to other demands on your time and energies and to say â€Å"yes† to yourself.WORKS CITEDBurkitt, D. P. Walker, R.P. and Painter , N.S.   â€Å"Dietary Fiber and Disease.† Journal of theAmerican   Medical Association, 229 (1974), 1068-1074.Breslow, L. and Enstrom, J.E. â€Å"Persistence of Health Habits and Their Relationship toMortality.† Preventive Medicine, 9 (1980). 469-483.Ismail, A.H. and Trachtman, I.E. â€Å"Jogging the Imagination.† Psychology Today. 6(1973), 78-82Jeffers, J. M. â€Å"The Effects of Physical Conditions on Locus of Control, Body Image andInt erpersonal Relationship Orientations. University Males and Females.Dissertation Abstracts, 37 (1977) 3289.Kannel, W.B. and Sorlie, P. â€Å"Some Health Benefits of Physical Activity.† Archives ofInternal Medicine, 139 (1979) 857-861.Ricciuto, Anthony. What Power Nutrition can do for you. Retrieved April 19, 2007 at:http://www.bodybuilding.com/fun/anthony26.htm

Weapons of World War II - The Technology of Warfare

Weapons of World War II - The Technology of Warfare World War II Leaders People | World War II 101 Weapons of World War II It is often said that few things advance technology and innovation as quickly as war. World War II was no different as each side worked tirelessly to develop more advanced and powerful weapons. During the course of the fighting, the Axis and Allies created increasingly more advanced aircraft which culminated in the worlds first jet fighter, the Messerschmitt Me262. On the ground, highly effective tanks such as the Panther and T-34 came to rule the battlefield, while at sea equipment such as sonar helped negate the U-boat threat while aircraft carriers came to rule the waves. Perhaps most significantly, the United States became the first to develop nuclear weapons in the form of the Little Boy bomb which was dropped on Hiroshima. Aircraft - Bombers Photo Gallery: World War II Bombers Avro Lancaster - Great Britain Boeing B-17 Flying Fortress - United States Boeing B-29 Superfortress - United States Bristol Blenheim - Great Britain Consolidated B-24 Liberator - United States Curtiss SB2C Helldiver - United States De Havilland Mosquito - Great Britain Douglas SBD Dauntless - United States Douglas TBD Devastator - United States Grumman TBF/TBM Avenger - United States Heinkel He 111 - Germany Junkers Ju 87 Stuka - Germany Junkers Ju 88 - Germany Martin B-26 Marauder - United States Mitsubishi G3M Nell - Japan Mitsubishi G4M Betty Japan North American B-25 Mitchell - United States Aircraft - Fighters Photo Gallery: American Fighters of World War II Bell P-39 Airacobra - United States Brewster F2A Buffalo - United States Bristol Beaufighter - Great Britain Chance Vought F4U Corsair - United States Curtiss P-40 Warhawk - United States Focke-Wulf Fw 190 - Germany Gloster Meteor - Great Britain Grumman F4F Wildcat - United States Grumman F6F Hellcat - United States Hawker Hurricane - Great Britain Hawker Tempest - Great Britain Hawker Typhoon - Great Britain Heinkel He 162 - Germany Heinkel He 219 Uhu - Germany Heinkel He280 - Germany Lockheed P-38 Lightning - United States Messerschmitt Bf109 - Germany Messerschmitt Bf110 - Germany Messerschmitt Me262 - Germany Mitsubishi A6M Zero - Japan North American P-51 Mustang - United States Northrop P-61 Black Widow - United States Republic P-47 Thunderbolt - United States Supermarine Spitfire - Great Britain Armor A22 Churchill Tank - Great Britain M4 Sherman Tank - United States M26 Pershing Tank - United States Panther Tank - Germany Ordnance QF 25-pounder Field Gun - Great Britain Little Boy Atomic Bomb - United States Tiger Tank - Germany Warships Admiral Graf Spee - Pocket Battleship/Heavy Cruiser - Germany - Pocket Battleship/Heavy Cruiser - Germany Akagi - Aircraft Carrier - Japan USS Alabama (BB-60) - Battleship - United States USS Arizona (BB-39) - Battleship - United States USS  Arkansas (BB-33) - Battleship - United States HMS Ark Royal - Aircraft Carrier - Great Britain USS Bataan (CVL-29) - Aircraft Carrier - United States USS (CVL-24) - Aircraft Carrier - United States USS (CV-20) - Aircraft Carrier - United States Bismarck - Battleship - Germany USS ​Bon Homme Richard (CV-31) - Aircraft Carrier - United States USS Bunker Hill (CV-17) - Aircraft Carrier - United States USS Cabot (CVL-28) - Aircraft Carrier - United States USS  California (BB-44) - Battleship - United States USS Colorado (BB-45) -   Battleship - United States USS Enterprise (CV-6) - Aircraft Carrier - United States USS Essex (CV-9) - Aircraft Carrier - United States USS Franklin (CV-13) - Aircarft Carrier - United States USS Hancock (CV-19) - Aircraft Carrier - United States Haruna - Battleship - Japan HMS Hood - Battlecruiser - Great Britain USS Hornet (CV-8) - Aircraft Carrier - United States USS Hornet (CV-12) - Aircraft Carrier - United States USS  Idaho (BB-42) - Battleship - United States USS Independence (CVL-22) - Aircraft Carrier - United States USS Indiana (BB-58) - Battleship - United States USS Indianapolis (CA-35) - Cruiser - United States USS Intrepid (CV-11) - Aircraft Carrier - United States USS Iowa (BB-61) - Battleship - United States USS Langley (CVL-27) - Aircraft Carrier - United States USS Lexington (CV-2) - Aircraft Carrier - United States USS Lexington (CV-16) - Aircraft Carrier - United States Liberty Ships - United States USS Maryland (BB-46) - Battleship - United States USS Massachusetts (BB-59) - Battleship - United States USS  Mississippi (BB-41) - Battleship - United States USS Missouri (BB-63) - Battleship - United States HMS Nelson - Battleship - Great Britain USS Nevada (BB-36) - Battleship - United States USS New Jersey (BB-62) - Battleship - United States USS  New Mexico (BB-40) - Battleship - United State USS  New York (BB-34) - Battleship - United States USS North Carolina (BB-55) - Battleship - United States USS  Oklahoma (BB-37) - Battleship - United States USS Pennsylvania (BB-38) - Battleship - United States USS Princeton (CVL-23) - Aircraft Carrier - United States PT-109 - PT Boat - United States USS Randolph (CV-15) - Aircraft Carrier - United States USS Ranger (CV-4) - Aircraft Carrier - United States USS San Jacinto (CVL-30) - Aircraft Carrier - United States USS Saratoga (CV-3) - Aircraft Carrier - United States Scharnhorst - Battleship/Battlecruiser - Germany USS Shangri-La (CV-38) - United States USS South Dakota - Battleship - United States USS  Tennessee (BB-43) - Battleship - United States USS  Texas (BB-35) - Battleship - United States USS Ticonderoga (CV-14) - Aircraft Carrier - United States Tirpitz - Battleship - Germany USS Washington (BB-56) - Battleship - United States HMS Warspite - Battleship - Great Britain USS Wasp (CV-7) - Aircraft Carrier - United States USS Wasp  (CV-18) - Aircraft Carrier - United States USS West Virginia - Battleship - United States USS Wisconsin (BB-64) - Battleship - United States Yamato - Battleship - Japan USS Yorktown (CV-5) - Aircraft Carrier - United States USS Yorktown (CV-10) - Aircraft Carrier - United States Small Arms M1903 Springfield Rifle - United States Karabiner 98k - Germany Lee-Enfield Rifle - Great Britain Colt M1911 Pistol - United States M1 Garand - United States Sten Gun - Great Britain Sturmgewehr STG44 - Germany

The 5 Types of Interview Outfits That Will Get You Hired

The 5 Types of Interview Outfits That Will Get You Hired No matter what stage you are in your career, you need to dress to impress whenever you’re granted an interview. That might mean something different depending on your career status and the field you’re interviewing in, but the overarching point you should keep in mind when you select your attire is this: look like you care. Look like you put some thought into how you present yourself, because after all, if you don’t care enough to look nice and together when you’re on your best behavior, then why should a company think you will care enough to do your best on any random Tuesday after a few months into the job? Here are some tips for how to make sure you’re making the right first impression on the hiring manager. Show them through what you’re wearing how perfect you would be for the job, no matter what that job is.1. Super-CasualIn the past, the basic rule was that if you had a job interview, you better either buy a suit or make sure yours was d ry-cleaned and ready to go. But times have changed, and it’s really okay to match your attire to the personality of the company.For example, you don’t want to show up to a casual workplace in a suit and tie- you’ll look like you don’t really understand the culture, and they won’t be able to picture you adequately within their company. Try instead to focus on making sure you look clean and professional, despite the more laid-back style. Dark, clean, and crisp denim always works, with tasteful (again, clean) sneakers or sandals or flats, and a tidy, well-fitting top. Don’t bust out a concert t-shirt or anything, but a wrinkle-free polo works.2. Sort-of-CasualYou’re still not going to need a suit and tie, but you might have to trade your nice top in for one with buttons. Avoid jeans and go with a casual dress (one with sleeves, please), a skirt, corduroys, or other slacks instead. Keep your shoes relaxed, but elegant- nothing you would w ear to the gym, say. Maybe add a bit of a heel.3. Executive CasualYou still don’t absolutely need a tie in this situation (but certainly no one would think it out of place), but a jacket or blazer is often called for. Definitely no jeans. Keep the skirts or slacks on the dressier side, and go with the more elegant shoes- pumps for the ladies; something leather for the men. Add a pop of color or pattern in your shirt that will jazz up the monotony of your suit separates.4. Serious BusinessOkay. Here come the suits. Gents, here come the ties. You can wear your more colorful suits, darker ones, or subtle patterns- bright colors are fine here. Just because you need to look professional doesn’t mean you can’t have a personality. Keep the tops crisp and well-tailored, the heels closed-toe, and legs covered with hosiery or tights.5. Boardroom Big ShotIn the highest stakes situations, it’s best to go for the gold. Grey or navy suits for the men, with ties and wh ite dress shirts. The highest quality accessories are needed here- as neat and unobtrusive as possible. Ladies, keep your skirt lengths two-fingers above the knee or longer and stick with black tights and shoes.Remember to make sure you’re comfortable. And don’t make it look like you’re dressing up from Mommy and Daddy’s closet. Keep it simple, not too flashy, and you’ll do just fine. And, as always, dress for the job you want, not the one you have.

Orientation Phase of Nursing Essay Example | Topics and Well Written Essays - 500 words - 17

Orientation Phase of Nursing - Essay Example The stages of interpersonal relationships were initially four that include orientation, identification, exploitation, and resolution phases. However, the steps later reduced to three after further studies and analysis. The second phase now combined both the identification and exploitation phases. These two aspects combined, therefore, became known collectively as the working phase. This paper, however, only discusses the orientation phase. This is the first phase of the interpersonal process as was explained by Peplau. It is at this stage where the patient first meets the nurse. At this point, the nurse and patient are still total strangers. This first meeting always brings with it a lot of anxieties, from both the nurse and the patient. It is the nurse’s responsibility to alleviate the anxiety that grips them before proceeding any further (Boyd, 2007). This is important in establishing a therapeutic environment. Mary Boyd states that this is the session where the nurse discusses the patient’s expectations and explains the purpose of their relationship. It gives a clear definition of the roles, goals, and limitations of the relationship. In short, the nurse sets limits that have to adhere to throughout the relationship. The boundaries are however subject to flexibility depending on the situation. In practical situations where the nurse has to draft a session attendance schedule for the patient, the nurse should also spell out the guidelines on how to handle cases of missed sessions and lateness.  Ã‚   The handling should be in such a way that it alienates the patient. The nurse should understand that this could be a means by which the patient tests the relationship (Boyd, 2007). It is important to gain the patient’s acceptance and develop trust. This is achieved by maintaining consistency and continually encouraging the patient, both verbally and non-verbally, to express themselves.

Electoral College Reform Research Paper Example | Topics and Well Written Essays - 1000 words

Electoral College Reform - Research Paper Example There are other viewpoints as well but this discussion is going to focus on these topics. In the opinion of this author, Electoral College, even if it has certain flaws, provides the best compromise to ensure a federalist, all inclusive, judicious method to elect the American leadership. It is also proposed that instead of breaking down the system altogether, the flaws are addressed through other means. Context To set the stage for describing and placing arguments related to opinions on Electoral College Reform, it is essential to briefly describe the process. Electoral College is used to elect the President and Vice President of the United States. It is a form of indirect election in which the public casts their vote to elect â€Å"Electors† in their respective states. These Electors are authorized to eventually vote on their behalf to choose the President. The nationwide group of electors and the process through which this two tier voting takes place is called the Electoral College. Each state is allocated a number of electors equal to the state’s representation in the House of Representatives plus the Senate. This allocation is based on the census and this means that more populous states have more electors than the less populous ones. However, as a minimum, each state has three to four electors. Since it is binding on each elector to vote for their party’s candidate, the result for Presidential election becomes clear after the first tier of voting. The total electors at this time being 538, whoever gets past 270 electors, wins the election. In the first tier of direct voting, a winner-takes-all system is followed. This means that whichever party’s electors get more than 50% of votes cast in a particular state, all electors for that party go to the Electoral College. The debate In the past 200 years, there have been â€Å"more proposals for constitutional amendments on changing the Electoral College than on any other subject† ("How the Electoral College Functions"). Presidential elections in the year 2000 rekindled the long held debate about the efficacy and democratic nature of elections through the Electoral College. In that year, George W. Bush beat Al Gore through a very small margin of Electoral College votes despite the fact that Al Gore was leading in the popular vote count. The controversy that was raised was eventually decided in the Supreme Court which ruled to stop voter recounting and the Bush was consequently accepted as the winner. So, the question that became fresh in everyone’s minds was why in the future the Americans should not decide on their President through the more representative popular vote rather than through the indirect Electoral College? In the current system, a candidate can lose the elections through the Electoral College even if he or she has more cumulative nationwide popular vote. Gore lost the election because the electoral votes in the swing state of Florida e ventually went to Bush. Proponents of election through popular vote (Neale 2-3) present two arguments against the Electoral College method. Firstly, they claim that the idea of not considering popular national vote is against democratic principles. According to them, the intermediate step of Electoral College takes away the national voter’s franchise and that the choice for the person holding