Sunday, July 12, 2020
Therapeutic Alliance in Borderline Personality Disorder BPD Treatment Print Therapeutic Alliance in Borderline Personality Disorder By Kristalyn Salters-Pedneault, PhD Kristalyn Salters-Pedneault, PhD, is a clinical psychologist and associate professor of psychology at Eastern Connecticut State University. Learn about our editorial policy Kristalyn Salters-Pedneault, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on December 23, 2017 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on January 31, 2020 Blend Images / Ned Frisk Brand /X Pictures / Getty Images More in BPD Treatment Diagnosis Living With BPD Related Conditions If you have a mental illness like borderline personality disorder (BPD), you are likely used to a whole way of feeling and reacting. For those with BPD, that may mean intense emotions, destructive actions, rapid mood swings, and feelings of abandonment. You may have gone years feeling this way and do not know any other way of living. If you are considering going to therapy, it can be overwhelming, scary, and frustrating. Psychotherapy sessions ask you to completely change how you think and rationalize behaviors. It can be a stressful and emotional experience, but a strong therapeutic alliance can help you through it. What Is a Therapeutic Alliance? The foundation for any course of therapy is the therapeutic alliance, the strong bond designed to help you through your recovery. It is the relationship you have with your therapist and the level of trust you have in her. This is what keeps you moving during therapy, even when its difficult or painful, because you know she has your best interests in mind. This connection may be hard to build but involves the following components: Genuine interest: A good therapist gives you her undivided attention. She listens to what you have to say and asks clarifying questions. She does not seem preoccupied, does not sift through email,s and she doesnt only give you her thoughts or opinions.Specialization: Your therapist needs to have an understanding of what youre going through in order to help you. This means she should have a background in studying BPD and working with patients who have BPD.Comfort: You need to be comfortable telling your therapist anything, even if its embarrassing. She should put you at ease and ensure you know your conversations are confidential.Common Goals: You both should have the same goals so that you are working towards the same endpoint. Building a Therapeutic Alliance A strong therapeutic alliance does not happen overnight and may not be possible with just any therapist. Many people with BPD will visit several healthcare providers or psychiatrists before they find one they can click with. When you are beginning therapy, its perfectly okay to have consultations with several mental health professionals. Ask questions about their approaches to therapy, what techniques and theories they often use, and their background in treating BPD and other personality disorders. Its also a good idea to inquire how available they are. The Importance of Access to Therapy Many people with BPD who engage in self-harm or have suicidal thoughts will often need to be able to call their therapist at odd hours during an emergency. Your potential therapist should be happy to answer your questions. If he seems annoyed, impatient, defensive, or keeps checking his watch, its time to move on and find someone else. A good therapist is worth the extra homework in order to help you on the path to long-term recovery. A Word From Verywell If youre having trouble finding a therapist with a background with BPD, talk to your general practitioner or primary care physician to see if he has any recommendations. He will likely have many different therapists, counselors, psychiatrists, and psychologists on the file he can refer you to.
Wednesday, May 20, 2020
All members of the current population of the United States are either immigrants or their descendants, concerns with immigrants and immigration policies have confronted the nation throughout history. This is due mostly because the nation promotes freedom and democracy. There are also unlimited economic opportunities to improve the material circumstances of peoplesÃ¢â¬â¢ lives. While foreigners are coming into this country, the political view and public surroundings are changing drastically looking harmful for American culture and society. David Cole a law professor views immigration as a positive affect on America. Immigrants generate an excess in tax revenue and are creators of jobs within the economy. He views assimilation in the form ofÃ¢â¬ ¦show more contentÃ¢â¬ ¦Immigrants do not drain on societyÃ¢â¬â¢s resources but rather benefit the economy because they generate more taxes. Anti-immigrant believers suggest that we might save money and lessen the reasoning to immigrate i llegally if we denied undocumented aliens public services. Except for education for children and benefits related to health and safety, which are basic cares to people in need undocumented aliens receive no social services. If we were to deny them of these basic needs it would probably cost more in the long run. The aliens refuse to assimilate, and are depriving us of our cultural and political unity. American culture has been created and revised by children of immigrants that are Chinese, Italian, Greek, and even Latin Americans which have become in our country presidents, senators and representatives. Our society exerts pressure to conform, and cultural independence rarely survives a generation. This is untrue and unlawful justification for limiting immigration in a society. It is inhuman to for noncitizen immigrants to not be entitled to constitutional rights. In the Bill of Rights it gives protection to all people no just to citizens. Peter Brimelow believes that immigration is bad for America. The U.S. government policy is dissolving the people and electing a new one. The American immigration policy has always been democratic because itShow MoreRelatedImmigration to the US1148 Words Ã |Ã 5 Pagesdream of becoming United States citizens. My parents came here exactly for that same reason, so they can give my sisters and I the opportunity to live a better life. We were fortunate enough to have our relatives help us get here, making it a little less difficult for us compared to other families that took a different path to becoming citizens. However, it was not always this easy for an Asian immigrant family like ours to become naturalized citizens. It used to be near impossible for immigrantsRead MoreImmigration Perpectives in US1473 Words Ã |Ã 6 Pagesopportunity to make more money. The United States is a country that was founded by and has grown exponentially as a direct result of immigration. A sur vey from the United States Census Bureau in 2009 showed the current number of immigrants living in America was 38,517,234. (http://www.migrationpolicy.org/article/frequently-requested-statistics-immigrants-and-immigration-united-states-1) Each immigrant from around the world brings with them culture, lifestyle and religious differences that may seemRead MoreUs Immigration Policy3707 Words Ã |Ã 15 PagesStates Immigration Policy Our economic times, international relations, and terrorism have shaped our countries immigration policy. These issues have driven us to pass legislation opening and closing our borders in response to current events. Though not always at the forefront of concern, it has been a constant struggle that has affected the dynamics of our country. ArizonaÃ¢â¬â¢s recent passing of tough immigration laws aimed at identifying and deporting illegal immigrants has again put immigration atRead MoreThe Impact Of Immigration On The Us Economy929 Words Ã |Ã 4 Pagesis greater today than it was at the turn of the century, so as the US economy. US economy has proved to be raised dramatically in the past few years. This made me think about Immigration and the US economy on a same page in my mind. Many questions started populating in my head such as Does immigration in some way affect the US economy? If yes, how? After doing some research, I found that Immigration plays an important role in the US economy. IÃ¢â¬â¢ll start with my own background, how this question is connectedRead More Immigration into the US Essay example959 Words Ã |Ã 4 PagesAmericanÃ¢â¬â¢s Industrial Revolution fueled the most rigorous period of immigration in American history. Many millions of people, mostly from Southern and Eastern Europe came to America. Most were poor, didnÃ¢â¬â¢t speak English and almost all were strangers to America to society and culture. These were the Ã¢â¬Å"New ImmigrantsÃ¢â¬ , and they swelled to existing American cities, while also forming new cities in the process. The forces of immigration and urbanization would combine with industrialization to transformRead MoreThe Issue of Illegal Immigration in the US1087 Words Ã |Ã 5 Pages Americans today, know that there is a problem with illegal immigration. Everyday many illegal immigrants cross the borders. There are between twelve and twenty million illegal immigrants in America. (Ã¢â¬Å"Scary Immigration Statistics Ã¢â¬ 1) The U.S. should make all illegal immigrants register or deport them to their original countries. The U.S. should also make a program so that the immigrants can get a license for legality. If the immigrants do not want to cooperate, then they cannot be in America. TheRead MoreEssay about Immigration in the US1493 Words Ã |Ã 6 PagesMail order brides should be banned in the United States in order to reduce the increase of domestic violence amongst women (Chittenden 5), the testing of a brideÃ¢â¬â¢s selflessness (Bell 1), and internet scams (Internet Relationships 1). Immigration in the United States has increased over the years. Nevertheless, the process may take weeks, even months at a time. Mail order brides are no exception either. They undergo a similar process in order to immigrate as well. Being a vulnerableRead MorePolitical Dimensions Of Us Immigration Policies1207 Words Ã |Ã 5 PagesPolitical Dimensions of US Immigration Policies Japanese and Chinese Immigration and Exclusionary Immigration Policies Anti-immigrant driven exclusive immigration policies barred Japanese and Chinese immigrants from immigrating to the United States and accessing the privileges of citizenship. Through the Immigration Acts of 1917, 1921, and 1924, the US government insured that Japanese and Chinese immigrants could not immigrate to the United States by creating an artificial geographic area or Ã¢â¬Å"AsiaticRead MoreThe Immigration Act Is A Defining Moment That Changed Us Immigration Policy877 Words Ã |Ã 4 PagesThe 1965 Amendment to the Immigration Act was a defining moment that radically changed US immigration policy and provided the basis for all that we have witnessed today with its far reaching consequences. Before 1965, the national origins quotas, which heavily favored British, German, and Irish immigrants, was replaced with a less discriminatory system (Hatton, 2015). Many decades following the enactment of this law saw a dramatic rise in the total number of immigrants, and an equally drama tic switchRead MoreThe Effect of Illegal Immigration on the US Economy Essay895 Words Ã |Ã 4 Pagesacross the globe, taking a chance to find a better life for them and their family. Over the years, the population of immigrants has grown immensely, resulting in the currently controversial issue of illegal immigration. Illegal immigrants are the people who have overstayed the time granted on their US, visa or those who have broken the federal law by crossing the border illegally. Matt OÃ¢â¬â¢Brien stated in his article Ã¢â¬Å"The government thinks that 10.8 million illegal immigrants lived in the country in January
Wednesday, May 6, 2020
The first week of this class was a challenge because I was not prepared with a project. I felt I had plenty of time before I had to come up with a project or plan for this class but all too soon I was enrolled and the class had begun. After looking at a few possible projects and subjects for a thirty page thesis I decided on going through the Certified Ethical Hacking program on Pluralsight.com. Over the past fourteen weeks I watched the lectures on Pluralsight.com, took quizzes on skillset.com, read chapters and took chapter review tests in the Certified Ethical Hacker version 9 book by Sean-Philip Oriyano. I watched approximately sixty-one hours of lectures, spent several hours taking assesments and quizzes on skillset.com and spent somewhere in the neighborhood of thirty-five hours reading and taking chapter review tests in the CEH version 9 book. A Certified Ethical Hacker must understand and know how to test for vulnerabilities and weaknesses in systems. This is done using the same knowledge and tools as a malicious hacker but in a legal manner to assess the security and preparedness of a target system. The CEH credential certifies individuals in the discipline of Ethical Hacking from a vendor neutral perspective. The first week of class I had to agree to the Certified Ethical Hacker Rules and submit a candidate application and certification agreement. Once done with that I had to setup a test workstation running Microsoft Server 2012r2 with Hyper V virtual
Question: Discuss About The Employee Motivation Multigenerational Place? Answer: Introduction Over the last few decades, the global commercial framework has undergone considerable modifications, much of which can be attributed to global phenomena like Globalization and Liberalization, which have significantly contributed in making the global business management environment more integrated, inclusive as well as competitive (Gupta Shaw, 2014). With more supply side players entering in almost all the production sectors, the competition to capture bigger market share and earn more profitability has increased. This in turn has resulted in changes in the operational framework of the business across the world and the mode of utilization of the resources present with the organizations, which also includes the human resources (Voegtlin, Patzer Scherer, 2012). Keeping this into consideration it becomes apparent that the demand for workers, as the demand for other factors of production has been increasing, which in turn increases the number of options of employment available to the eligible work forces considerably. This has been even facilitated by the easy and convenient mobilizations of workers across different geographical boundaries (Jiang et al., 2012). The increased scopes of employability of global labor forces, especially skilled ones, in turn makes it one of the crucial challenges for the businesses to retain their existing employees and to keep on encouraging and motivating them to work more efficiently for the same business (Alfes et al., 2013). The concerned report takes this aspect of employee management and retaining in consideration. For the purpose of in depth exploration, it refers to the case of the contemporary strategy taken by the mobile division of one of the tech giants-Samsung. Samsung has rewarded their employees with high bonuses in spite of their comparatively unimpressive performance in the recent period. The report tries to discuss the causes and implications of such rewarding policy taken by the company and the issues of concern arising out of the same (Alfes et al., 2013). Article summary (News Story) The article by Kris Carlon, dated January 27, 2016, discusses about the reward and motivational practices adopted by the management of the mobile production unit of Samsung company, for their employees, in the year 2015. As per the assertions of the article, the mobile division of the company did not perform up to the expectation in the concerned year, much of which can be attributed to the increasing number of competent rivals with more cost efficient production process, which helped them to capture a major share of the global mobile phone market (Carlon, 2018). However, instead of penalizing the employees for relatively poor performance of this specific division for that year, the company actually resorted to the strategy of paying them maximum bonus (which is capped at half of their individual salary) for their dedication and contribution to the operations of the division. This has been mainly done by the company to encourage as well as enhance their ability to handle the challeng es, which the division has been facing in the contemporary period (Chang, 2012). This also had a positive implication on the employee retaining aspects as the company was saved from a credible mass walk out of the employees, which would have most likely happened if the bonuses were not paid to them (Buller McEvoy, 2012) . However, as the article suggests, this high bonus of 50% of the salary of the employees, has been awarded to poorly performing mobile division of the company, while most of the other divisions of the company have not been treated equally. The battery division, for example received only 3% and the electronics division got 10%. The only division to get bonus at par with the mobile division is the highly profitable semiconductor sectors of the company, while another profitable division of software and technology of the company received 45% of their salary as bonus (Jung, 2014). The above decision of the company regarding awarding bonus to their employees, especially to those in the comparatively low performing mobile sector, can be analyzed and interpreted with the help of the Strategic Human Resource Management framework and the implications of the same in the global scenario (Sparrow, Brewster Chung, 2016). Rewarding the employees: Human Resource Implications From the above discussion it can be asserted that there has been a slow down in the otherwise highly profitable and flagship section of Samsung, that is the mobile and smart-phone division, which apart from the concerned article, has also been supported by other empirical evidences, as can be seen from the following figure: As can be seen from the above figure, the surging profit and revenue generation of the firm, which had been consistently increasing from 2010 to 2013, plunged deep down post 2013 and in 2014-2015, the sector performed considerably poorly than its previous performances in terms of profit generation (Njanja et al., 2013). Much of this can be attributed to the increased competition, which the company has been facing in the recent few years, with more and more credible and competent players coming in the global mobile phone market, with equally good or better devices at lower costs (Budhwar Debrah, 2013). Another reason behind the company losing out its profitability considerably has been the incidents of malfunctions of some of the popular handsets of the company, which led to the losing out on a significantly large clientele (Manzoor, 2012). However, the company still decided to pay high bonuses to the employees of the mobile division, instead of penalizing them due to their poor performance. This decision on part of the company though may seem to be irrational and non-profitable for the same has significant implications in the human resource management of the company (Clegg, Kornbergernn Pitsis, 2015). There may be several crucial reasons behind this strategic plan of the company, which are discussed as follows: Employee Motivation (Theme 1) In the contemporary global scenario, with increased competition in every industrial sector, it is of immense importance for the companies to continue to improve the efficiency of their operational framework in order to sail through and to keep on having competitive edge over their rivals. This in turn helps the companies to increase their profitability and future prospects in a sustainable manner (Dobre, 2013). For the purpose of ensuring profitability and sustainability, the companies need to take into account that the resources which they use for production process are efficient and productive enough. As employees fall in the category of most vital and long term resources required for any kind of business, it is of utmost importance to ensure that the work force within the companies are competent and more productive than their counterparts in the rival companies (Ramdhani, Ramdhan Ainissyifa, 2017). For the purpose it is needed to keep the employees motivated enough to keep on working with increased enthusiasm and vigor for the company with time. A motivated and dedicated work force can contribute significantly in the long-term prospects and profitability of the company, whereas a de-motivated employee structure reduces the productivity and competitiveness of the companies to a considerable extent (Bradler et al., 2016). Keeping this into consideration, in the recent global framework, there exists several strategies in the hands of the human resource department of the companies, to keep their employees motivated and dedicated to their work. Of these strategies, one of the most effective ones is the strategy of rewarding and recognizing the employees of the concerned company (Njoroge Yazdanifard, 2014). Recognizing the efforts of the employees make them feel important and appreciated by the company, which encourages them to put even more effort and improve their quality of their work even more (Jackson, Schuler Jiang, 2014). Small initiatives on part of the company, of recognizing the extra efforts of the employees also makes them feel free to think and come out with innovative ideas for increasing the productivity and profitability of the firms, which thereby benefits the company and takes it closer to its long term goals (Muogbo, 2013). However, though these verbal recognitions work to some extent in encouraging the employees, it is not sufficient to keep them working with same enthusiasm. For this materialistically rewarding them poses as a better strategy. The reward may be in kind or in cash. In general, the most widespread ways of rewarding the employees, that are practiced by the companies across the world is that of providing them with monetary incentives and cash prizes, which are given to them in terms of performances bonuses after the completion of a specific period or task (Pichler, 2012). The practice of providing the employees with cash prizes and rewards, according to their performances increases their welfare and contributes significantly in motivating them to work harder. Often there exists rewarding frameworks in the management structure of the companies which rewards the employees a percentage of their individual salaries, the percentage increasing according to the efforts paid by the employees (Brewster et al., 2016). The benefits of rewarding the employees are mainly as follows: The employees view these cash rewards as the worth and appreciation given to their efforts and get motivated to increase their efforts for their personal benefits. Rewards set transparent, high yet achievable performance standards for the employees, who try to achieve the milestones to receive the rewards kept for the specific milestones, thereby increasing the productivity, efficiency and long term sustainability of the company itself (Cho Perry, 2012). Rewarding the work teams, motivates and facilitates productive cooperation among the members of the teams and increase their individual as well team performances, creating a relaxed yet productive work culture in the companies contributing to increased cohesiveness among the employees (Tiwari Saxena, 2012). The employees feel that their efforts are not taken for granted. Often the companies resort to reward their employees even when they have not increased the profitability of the companies. This is mainly done with the objective of preventing the employees from getting demoralized and to make them feel that their efforts are appreciated, thereby motivating those to increase their efforts even more, taking into account the long term benefits of a motivated and loyal work force (Kim Sung-Choon, 2013). This can considerably explain the decision of Samsung Mobiles, of rewarding their employees with high bonuses in spite of less than standard performance of this sector in 2015. Employee Retaining (Theme 2) Apart from employee motivation, another important reason behind the implementation of various reward and recognition strategies present in the commercial framework is the aspect of employee retention in the company itself (Oladapo, 2014). The employees, especially the skilled ones and the ones who have been working with the company for prolonged periods are the assets for the companies and it is important for the companies to retain them. This is specifically because if they are absorbed with higher salaries by the rival firms, then it can reflect considerably in the fall in the profit and sustainability of the company itself (Das Baruah, 2013). In this aspect, the practice of rewarding the employees often proves to be effective for retaining the employees in the companies themselves, especially when the companies go through rough patches and there are high chances of resignations on part of the employees, with more lucrative options in the industry (Aguinis, Gottfredson Joo, 2012). Financial rewards, mostly in form of bonuses to the economics in terms of their performances and efforts increases their economic welfare, which decreases their incentives to search for other jobs (James Mathew, 2012). Retention of productive and skilled forces, though may increase the short-term costs of the firms, it may have long-term positive implications on the profitability of the companies. This also makes the rewarding strategy of Samsung relevant in the real case scenario, as the same has managed to retain its workforce over the years and keep the number of employees more or less consistent as can be seen from the following figure: Employee Performance Management (Theme 3) Rewarding the employees is also one of the most common practices by the commercial companies in the aspect of the management of the performances of the employees (Awadh Alyahya, 2013). Rewards and incentives, especially in the form of cash or financial incentives are mostly treated by the employees as a reward for their superior performance and encourages them to improve their performances and come out with ideas and practices, which by augmenting their productivities benefits the companies considerably (Jiang et al., 2012). Managing Diversity (Theme 4) Diversity in a workforce helps the companies to achieve profits and to manage diverse operational framework. To increase the productivity and long term sustainability of the company, it its therefore necessary to manage diversity in the workforce of the company (Barak, 2016). Rewarding and recognizing the diverse workforce in the company according to their abilities and encourage productive and efficient working of the same in the company (Nankervis et al., 2013). Those receiving rewards are motivated to work more while those who do not thrive to work better, thereby making the company excel in every aspect. This explains the strategy of Samsung of rewarding their mobile division in spite of their inferior performance in the concerned year (Urbancov, ?ermkov Vostrovsk, 2016). Conclusion The step taken by the Samsung Company, of rewarding their mobile division workers, can be categorized under the common strategic human resource management practice rewarding the employees to motivate them, retain them and improve their performance and efficiency. However, their policy of giving high bonuses to the comparatively less productive mobile division, while keeping the same low for other divisions, especially the battery division, may lead to negative implications on the productivity of the workers of the latter sections, as they may feel de-motivated and taken for granted. This can be reflected on the quality and the quantity of production of these sectors. This needs to be taken into account by the management of the company and steps need to be taken to ensure designing of the rewarding their framework in such a way that none of the sectors or employees feel left out or under-appreciated. This can thereby ensure a loyal and motivated workforce within the company, which can benefit the same in terms of long-term profitability and sustainability. References Aguinis, H., Gottfredson, R. K., Joo, H. (2012). Using performance management to win the talent war.Business Horizons,55(6), 609-616. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Awadh, A. M., Alyahya, M. S. (2013). Impact of organizational culture on employee performance.International Review of Management and Business Research,2(1), 168. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bradler, C., Dur, R., Neckermann, S., Non, A. (2016). Employee recognition and performance: A field experiment.Management Science,62(11), 3085-3099. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Carlon, K. (2018).Samsung rewards Mobile division employees despite poor performance in 2015.Android Authority. Retrieved 31 January 2018, from https://www.androidauthority.com/samsung-rewards-mobile-division-employees-669904/ Chang, S. I. (2012). Study on human resource management in Korea's chaebol enterprise: a case study of Samsung Electronics.The International Journal of Human Resource Management,23(7), 1436-1461. Cho, Y. J., Perry, J. L. (2012). Intrinsic motivation and employee attitudes: Role of managerial trustworthiness, goal directedness, and extrinsic reward expectancy.Review of Public Personnel Administration,32(4), 382-406. Clegg, S. R., Kornberger, M., Pitsis, T. (2015).Managing and organizations: An introduction to theory and practice. Sage. Das, B. L., Baruah, M. (2013). Employee retention: A review of literature.Journal of Business and Management,14(2), 8-16. Dobre, O. I. (2013). Employee motivation and operations performance.Tabel of Contents. Gupta, N., Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research.Human Resource Management Review,24(1), 1-4. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. James, L., Mathew, L. (2012). Employee retention strategies: IT industry.SCMS Journal of Indian Management,9(3), 79. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human resource management review,22(2), 73-85. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Jung, S. C. (2014). The analysis of strategic management of samsung electronics company through the generic value chain model.International Journal of Software Engineering and Its Applications,8(12), 133-142. Kim, H., Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices.Asia Pacific Journal of Management,30(1), 91-113. Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), 1. Muogbo, U. S. (2013). The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria).The international journal of engineering and science,2(7), 70-80. Nankervis, A. R., Baird, M., Coffey, J., Shields, J. (2013). Human resource management: strategy and practice. Njanja, L. W., Maina, R. N., Kibet, L. K., Njagi, K. (2013). Effect of reward on employee performance: A case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya.International Journal of Business and Management,8(21), 41. Njoroge, C. N., Yazdanifard, R. (2014). The impact of social and emotional intelligence on employee motivation in a multigenerational workplace.International Journal of Information, Business and Management,6(4), 163. Oladapo, V. (2014). The impact of talent management on retention.Journal of business studies quarterly,5(3), 19. Pichler, S. (2012). The social context of performance appraisal and appraisal reactions: A meta?analysis.Human Resource Management,51(5), 709-732. Ramdhani, A., Ramdhani, M. A., Ainissyifa, H. (2017). Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization.International Business Management,11(3), 826-830. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Statista.com. (2018).Topic: Samsung Electronics.www.statista.com. Retrieved 31 January 2018, from https://www.statista.com/topics/985/samsung-electronics/ Statista.com. (2018).Topic: Samsung Electronics.www.statista.com. Retrieved 31 January 2018, from https://www.statista.com/topics/985/samsung-electronics/ Tiwari, P., Saxena, K. (2012). Human resource management practices: A comprehensive review.Pakistan business review,9(2), 669-705. Urbancov, H., ?ermkov, H., Vostrovsk, H. (2016). Diversity Management in the Workplace.Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis,64(3), 1083-1092. Voegtlin, C., Patzer, M., Scherer, A. G. (2012). Responsible leadership in global business: A new approach to leadership and its multi-level outcomes.Journal of Business Ethics,105(1), 1-16.
Thursday, April 23, 2020
Science Invistigatory Project Paper Ã¢â¬Å"MalunggayÃ¢â¬ in the Philippines, Ã¢â¬Å"SajinaÃ¢â¬ in the Indian Subcontinent, and Ã¢â¬Å"MoringaÃ¢â¬ in English, it is a popular tree. Many Asians use the leaves of Malunggay (Sajina) like spinach and also the fruit it produces as a vegetable, like asparagus. It only used to be known as a vegetable for lactating mothers. But new scientific studies say that malunggayÃ¢â¬â¢s medicinal and market possibilities. Touted by scientists as a Ã¢â¬Å"miracle vegetable,Ã¢â¬ malunggay has been promoted by the World Health Organization (WHO) for the past 20 years as a low-cost health enhancer in poor countries around the globe. Malunggay trees are generally grown in the backyards. The small, oval, dark-green leaves are famous vegetable ingredient in soup, fish and chicken dishes. Scientifically, called Ã¢â¬ËMoringa oelifera. Ã¢â¬â¢ this vegetable, despite its legendary potentials, is still relatively unknown. Ã¢â¬Å"The sale of all forms of vitamins, minerals, and health supplements is a big business,Ã¢â¬ points out Moringa Zinga, an American company that promotes and sells malunggay products in capsules. Ã¢â¬Å"If you are a company selling hundreds of nutritional products, why would you sell a product that will wipe out all your other products? This is true for the pharmaceutical industries as well. These industries would rather that the general public remains ignorant about the moringa leaves. Ã¢â¬ According to the Biotechnology Program Office of the Department of Agriculture, the malunggay has been found by biochemists and molecular anthropologists to be rich in vitamins C and A, iron, and high density lipoprotein or good cholesterol. Due to its high calcium content (four times the calcium in milk), lactating mothers in the Philippines are often advised to consume malunggay leaves to produce more milk for their babies. The young malunggay leaves are being boiled and drink as tea. We will write a custom essay sample on Science Invistigatory Project specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Science Invistigatory Project specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Science Invistigatory Project specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Malunggay leaves are loaded with nutrients. Gram for gram, malunggay leaves also contain two times the protein in milk. Likewise, it contains three times the potassium in bananas and four times the vitamin A in carrots. Health nutritionists claim that an ounce of malunggay has the same Vitamin C content as seven oranges. An important function of vitamin C not known to many is its being an antioxidant. In fact, it has been recognized and accepted by the US Food and Drug Administration as one of the four dietary antioxidants, the others being vitamin E, beta-carotene and selenium. (A dietary oxidant is a substance in food that significantly decreases the adverse effects of harmful chemicals). There are more health benefits. Vivencio Mamaril, of the Bureau of Plant Industry, told a national daily that in India, malunggay is used in treating various ailments. A 2001 study in India has found that the fresh root of the young tree can be used to treat fever. Asthmatics are advised to drink the infusion from the roots of the plant. Tender malunggay leaves also reduce phlegm and are administered internally for scurvy and catarrhal conditions, while the flowers are used to heal inflammation of the tendons and abscesses. Unripe pods of malunggay are also reported to prevent intestinal worms, while the fruit also prevents eye disorders. Other studies have shown that eating malunggay fruits can lead to higher semen count. This is good news for men who are having problems in siring children. They can now count on the malunggay to cork its magic on them. Because of its nutritional content, malunggay strengthens the immune system, restores skin condition, controls blood pressure, re.ieves headaches and migraines, manages the sugar level thereby preventing diabetes, reduces inflammations and arthritis pains, restricts the growth of tumors, and heals ulcers. This information comes from Dr. Kumar Pati, an Indian doctor who is an expert in natural medicine. Title propousal Because malunggay is can cure a AIDS or HIV And to be informed that we are infected with the Human Immunodeficiency Virus (HIV) and to be diagnosed later on with Acquired Immunodeficiency Syndrome (AIDS) can be likened to a life sentence. This is because AIDS and HIV are considered fatal as there is no known cure yet for these diseases. Aside from that, the stigma associated with AIDS makes it so much more painful and embarrassing. This dreaded disease is caused by the Human Immunodeficiency Virus (HIV) which attacks the immune system making the sufferer susceptible to all kinds of infections and illnesses. An HIV-infected person is expected to acquire AIDS in time. However, if an HIV infected person does not take special care to oneÃ¢â¬â¢s health, there is a big possibility that he or she may succumbed to death even before their infection developed into AIDS. OBJECTIVE.
Tuesday, March 17, 2020
Exploring the learning impact of Venezuelan students anti-government protest Hashtag: #concluTINTORI Exploring the learning impact of Venezuelan studentsÃ¢â¬â¢ anti-government protest. Implications of Students Absence in Learning Jay Mathews says, Ã¢â¬Å"Books at home push kids toward more schoolingÃ¢â¬ because kids with books at home according to a global study tend to have more years of schooling and become successful professionals. However, books in Venezuelan home seem inadequate, as students are often not in class but out there in the street protesting against President MaduroÃ¢â¬â¢s with some them bleeding from police brutality. Some of these students were arrested, charged, tortured, and few others were killed as shown in #concluTINTORI or Conclusions a show hosted by journalist Lillian Tintori, a human rights advocate. StudentsÃ¢â¬â¢ anti-government rallies in and out Venezuelan university campuses are common and sometimes violent due to alleged government anti-dispersal units used of force such as shooting protesters at point blank range. The bigger problem, however, is the fact these students should be in class learning and developing their skills for their chosen career. The result of a study on academic performance suggests that studentsÃ¢â¬â¢ attendance affects their learning. Those with high attendance rate were doing well compared to students who were frequently not in class. Similarly, a UK study shows the strong correlation between attendance and academic achievement. Absenteeism increased with each grade level while dropout rate is greater in students with poor attendance. Want to know more? Go here: Womens Right to Education Developing Students Creativity Perspiration Is Nothing without Inspiration Practice What You Preach Is Sports Competition Relevant to Academic Learning Study of reasons for excessive student absence from class found illness as the main cause of absences. Absenteeism in Venezuela according to a 2007 study was the highest among participating countries at 18% compared to Portugal with 2.8%. Around 4% of the population had less than 2 years of education, 4.6 of children aged 7-16 had no education. Since the university rallies started in mid-2014, academic activities in around 18 underfunded universities are irregular. Faculty members, instructional materials, laboratory supplies, and others are scarce. The absences and interruptions in classes will likely affect their academic performance. Absenteeism in higher education often correlates with grades obtained by students. Students skip classes for both health and social reasons such as racism and school climate. The teacher-students ratio significantly affects learning while poor working environment degrade the quality of teaching. Statistics taken from OECD countries suggest that students spent almost half of required lesson hours in schools with shortages in teachers and educational resources. Poor quality of teaching and school environment has a cumulative and debilitating effect on studentsÃ¢â¬â¢ achievement. In fact, the study found that it is more influential than socio-economic factors. The economic crisis according to the report is intensifying as basic commodities are gradually disappearing from the shelves. The violent protest, on the other hand, will likely cause further damage to property, additional injuries and deaths, and further deterioration in the functioning of educational institutions including learning of Venezuelan students. There is probably a need for school and student leaders to talk and share ideas on the possibility of achieving peace through dialogue. This is because quality education cannot be achieved through protest. In fact, it will further increase the rate of violence, number of casualties, the extent of property damage, and economic difficulties.
Sunday, March 1, 2020
Urk is not a standard spelling Urk is not a standard spelling Urk is not a standard spelling By Maeve Maddox Yes, itÃ¢â¬â¢s in the Urban Dictionary, but then, what isnÃ¢â¬â¢t? IÃ¢â¬â¢ve begun noticing the spelling Ã¢â¬Å"urkÃ¢â¬ where standard English calls for irk. Headline on the Keene-Valley (NY) Forum: what urks me most Blog title: Stuff That Urks Me Twitter Tweet: One thing that URKS ME THE MOST is people who cross the street when it clearly says DONT WALK! irk: to irritate or disgust (as a person) usually by reason of tiresome or wearying qualities -Merriam-Webster The etymology of irk is uncertain. It may be related to O.N. yrkju Ã¢â¬Å"work.Ã¢â¬ The modern use of the verb irk with the meaning Ã¢â¬Å"annoyÃ¢â¬ dates from the late 15th century. The adjective irksome, Ã¢â¬Å"bothersome,Ã¢â¬ dates from the 1510s. (Online Etymology Dictionary) English orthography makes use of five different letter combinations to spell the /er/ sound: er her, after, determine ir sir, stir, girdle, bird ur urn, turn, burn, spurn, pursue, murder, burr, cur (w)or work, word, world, worm, worship ear early, earth, earl, earn, learn, heard, pearl, search, yearn Yes, it does seem excessively irksome to have five ways to spell one sound, but thatÃ¢â¬â¢s the way it is. The best way to deal with it is to pay attention to words that contain the /er/ sound the first time you have occasion to write them. Romalda Spaldings mnemonic is an effective way to remember the five spellings: Her first nurse works early. In this sentence the spellings occur in the order of their frequency. Most of the time the /er/ sound is spelled er. The er of early, on the other hand, represents the /er/ sound in only a few English words. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:How to Format a UK Business LetterHomogeneous vs. Heterogeneous20 Clipped Forms and Their Place (If Any) in Formal Writing