Torture, Should It Be Allowed or Not free essay sample

According to Human Rights Watch in the following countries: China, Egypt, Indonesia, Iran, Iraq, Israel, Malaysia, Morocco, Nepal, North Korea, Pakistan, Russia, Syria, Turkey, Uganda, and Uzbekistan have documented the use of torture in two thousand and four and two thousand and five. In a recent poll Fifty Three percent of Americans believe that all torture should be abolished, with thirty one percent of those polled believing it should be allowed but with limits, and seven percent of those polled believing it should be allowed without limits. In a world full of lies and vulgarity, where people are capable of things so inhuman, torturing should not be allowed. Torture is often used to punish, to obtain information or a confession, to take revenge on a person or persons or create terror and fear within a population. Some of the most common methods of physical torture include beating, electric shocks, stretching, submersion, suffocation, burns, rape and sexual assault. We will write a custom essay sample on Torture, Should It Be Allowed or Not or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Psychological forms of torture and ill-treatment, which very often have the most long-lasting consequences for victims, commonly include: isolation, threats, humiliation, mock executions, mock amputations, and witnessing the torture of others. The use Lopez 2 of torture is dishonorable. It corrupts and degrades the state which uses it and the legal system which accepts it (Hoffman). Some societies have used torture to suppress independent thought and convert people to right-thinking. The individual is tortured until they abandon their own views and beliefs and adopt those of the torturers. The victim ceases to be an end in themselves but becomes just another means to support the regime of the torturer. Many people believe that it should not be legal for regular purposes, such as investigating domestic crimes, but for international security and our protection from extremists, they also believe that there are times when it will be necessary to act in otherwise distasteful ways. Many think it could be the only way we have to obtain information, because we all â€Å"know† that if we were in some other country, they would do it to us also. They believe that there are some cases between life and death, and continuing or ending a war, that choosing torture or no torture would dictate. However, this argument is invalid because anyone being tortured can lie about what they are stating in order to stop the torture from continuing. Torture is an ineffective interrogation tool because it may produce false information since under torture a prisoner will eventually say anything to stop the pain regardless of whether it is true. In which case, because of this the interrogator can never be sure that they are getting the truth and will never know when to stop. Any form of torture or cruel and unusual punishment should never be legal, in any situation. It is no one’s given right to purposely neither physically nor emotionally hurt another being. For one, a suspect is just that: a suspect. A suspect is a person thought to be guilty of a crime or offense, but without certain exact proof. For all the authorities know, the person being subjected to torture and abuse could very well be innocent. Humans are not infallible and Lopez 3 somewhere down the line, innocent people will be physically and mentally abused, and possibly permanently injured or killed (Thomas). Even people who have been proved to be guilty of a crime should not be tortured, as it goes against all morals and human rights. When an abuser tortures someone, the abuser becomes a criminal themselves. Even when people call it enhanced interrogation, this is just the politically correct term for torture (Kirk). Even if torture was legal, it has been proven that torture is very ineffective in producing information, and often results in suspects making false statements in order to stop their torture. It is easy to say that torture should be allowed when people remain ignorant and unexposed to the subject and how it works. Torture is no joke and is extremely brutal, for many people it remains adhered in their minds forever. For example, in the case of Abu Omar, he was, as he describes, spreading his arms in a crucifixion position, he was tied to a metal door as shocks were administered to his nipples and genitals. His legs still tremble as he describes how he was twice raped. He mentions, almost casually, the hearing loss in his left ear from the beatings, and how he still wakes up at night screaming, takes tranquilizers, finds it hard to concentrate, and has unspecified problems with his wife at home. He is, in short, a broken man (Bergen). Omar was an innocent man, though to be involved in terrorism, sent from the United States of America into Egypt to get tortured, since it would be â€Å"illegal† to do it in the US. In the fall of 2003, Abu Omar was taken to another prison; it was here that he was crucified and raped by the guards. After seven more months of torture, a Cairo court found there was no evidence that Abu Omar was involved in terrorism and ordered him freed. He was told not to contact anyone in Italy—including his wife—and not to speak to the press or human rights groups. Lopez 4 Above all, he was not to tell anyone what had happened. Like Omar, there are many more out there living with this penalty that they don’t deserve. â€Å"I believe strongly that torture is not moral, legal or effective. † Guantanamo is â€Å"a damaging symbol to the world†¦ a rallying cry for terrorist recruitment and harmful to our national security, so closing it is important for our national security. † Admiral Dennis Blair, from the Witness against torture committee stated when asked about the Guantanamo Bay detention camp, a detainment and interrogation facility of the United States military located within Guantanamo Bay Naval Base, Cuba. These committees exist in order to protect the rights of all of the innocent people like Abu Omar and exist within the United States with plenty of supporters all around. Ultimately, I believe torture should not be legal. Torture is a notoriously ineffective method of eliciting valid information, and the use of torture demeans the torturer even more than it punishes the victim of that abuse. Endorsing the use of torture by the State only gives it the stamp of validity and makes it more likely that innocents will suffer the infliction of torture including those we seek to protect through its implementation (Berkowitz). It dehumanizes people by treating them as pawns to be manipulated through their pain, it treats the victim as a thing, not as a person with all the value that we associate with persons, and it violates the rights and human dignity of the victim, including the legal right to remain silent when questioned. Torture is an inhuman and ineffective means of gaining information. Lopez 5 Works cited Berkowitz, Roger. Why We Must Judge. Democracy. Fall 2010: 56. SIRS Issues Researcher. Web. 15 Apr 2013. Bergen, Peter. The Body Snatchers. Mother Jones Vol. 33, No. 2. Mar/Apr 2008: 58-61. SIRS Issues Researcher. Web. 23 May 2013. Kirk, Robin. The Body in Pain. Sojourners. Jul 2011: 22. SIRS Issues Researcher. Web. 15 Apr 2013 McCarthy, Andrew C. Torture: Thinking About the Unthinkable. Commentary. July/Aug. 2004: 17. SIRS Issues Researcher. Web. 15 Apr 2013. Sands, Philippe. The Green Light. Vanity Fair No. 573. May 2008: 218+. SIRS Issues Researcher. Web. 15 Apr 2013. Thomas, Dorothy Q. , and others. Bringing Human Rights Home: Into the Bright Sunshine. American Prospect Vol. 15, No. 10. Oct. 2004: A1+. SIRS Issues Researcher. Web. 15 Apr 2013.

Culture and Leadership in a safe Industrial Environment

Culture and Leadership in a safe Industrial Environment Abstract The purpose of this paper was to discuss the role of culture, management leadership, and employee involvement in the process of improving safety in an industrial environment. In this regard, the discussion focused on the development and implementation of an improved environment, health, and safety (EHS) program at GE Aviation. The main goal of the EHS program was to develop measures for protecting the company’s employees from any harm as they work in various manufacturing plants.Advertising We will write a custom essay sample on Culture and Leadership in a safe Industrial Environment specifically for you for only $16.05 $11/page Learn More The program was also established to enable the company to reduce its ecological footprint. The elements of the company’s culture that facilitated the development of the program included visible leadership, accountability, responsibility, and collaboration between staff and management. Management lead ership facilitated access to the resources and motivation that was required to develop the program. Employee involvement, on the other hand, enabled the company to avert resistance and to utilize the expertise of its staff to develop the program. Introduction The health and safety of workers determine the continued success of any business. Occupational health and safety can be improved through effective management leadership and employee involvement. Effective management involves â€Å"securing the health, safety, and welfare of all staff by reducing risks and ensuring protection from injuries/ harm arising out of work-related activities†. An effective management leadership should provide the motivation and the resources that are needed to improve safety at the workplace. Employee involvement, on the other hand, involves creating an enabling environment in which workers nurture and demonstrate their commitment to health and safety. This paper will focus on the role of managem ent leadership and employee involvement in promoting a safe industrial environment in the aviation industry. Specifically, it will discuss the application of organizational culture, management leadership, and employee involvement to develop an environment, health, and safety (EHS) program at General Electric (GE) Aviation. Employees who were Involved in the Program General Electric Aviation is the â€Å"world’s leading producer of jet engines for commercial and military aircrafts† (GE Aviation, 2014). The company also provides repair and maintenance services for jet engines. In this regard, the production processes of the company are characterized with several health hazards that are likely to endanger the lives of its employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thus, the company decided to enhance the safety of its employees by developing an improved environment, health, and safety program. Apart from reducing occupational safety risks, the program also enables the company to reduce its ecological footprint. The EHS program was developed by a team of 1,000 health and safety professionals (GE Aviation, 2014). The professionals were drawn from various departments in over 500 manufacturing plants that are owned by the company. The role of the professional team was to assess the company’s safety standards and to develop improved measures for reducing exposure to health hazards at the workplace. The company’s management supported the professional team by helping them to define the goals, values, and expectations of the EHS program (GE Aviation, 2014). The management also provided the resources that the professional team required to develop the EHS program. The company’s employees also participated in the development of the EHS program by helping to identify health hazards and suggesting measures that could be tak en to address safety risks. However, the contract workers did not actively participate in the development of the program since most of them worked for the company for less than six months. What the EHS Program was Set Up to Accomplish The EHS program was developed to achieve the following objectives. First, the program was expected to promote a â€Å"culture of operational safety ownership† (GE Aviation, 2014). In particular, the company intended to utilize the EHS program to integrate operational safety ownership in its organizational culture. In this regard, the responsibility of ensuring safety at the workplace was to be accepted as a value that every employee indentified with. Second, the program was expected to develop a framework for reducing or eliminating employees’ exposure to the health/ safety risks associated with chemical operations (GE Aviation, 2014). Specifically, the program was expected to develop solutions that would enable the company to adopt safe operations through strategies such as re-engineering processes and using protective devices. Third, the EHS was set up to enable the company to reduce the accidents and injuries that occur due to human error. The company believes that employees will always make mistakes that are likely to cause injury at the workplace (GE Aviation, 2014). Consequently, the EHS program focused on redesigning the manufacturing processes that often led to human error at the workplace. Fourth, the EHS was developed to improve employee involvement in improving safety at the workplace.Advertising We will write a custom essay sample on Culture and Leadership in a safe Industrial Environment specifically for you for only $16.05 $11/page Learn More Employees are likely to support a health and safety program that they helped to develop (OSHA, 2014). This explains the company’s decision to involve all its employees in the development of the program. Finally, the EHS program was expected to facilitate organizational learning. It was expected to enable the company to learn from any health or safety incident that would occur in future. The main accomplishment of the EHS program is the health and safety intelligence system that has since been developed to improve compliance with safety requirements. The intelligence system was developed as a web-based software that uses a checklist of 680 questions to assess the company’s compliance with various safety standards (GE Aviation, 2014). It also provides suggestions for improving safety in various manufacturing operations. Where the Program was Developed The EHS program was developed in an institutional setting that promotes a collaborative approach to addressing occupational safety risks. The company believes that managers and employees must collaborate in order to develop effective solutions to the safety challenges that it faces. Accordingly, the company promotes employee involvement by obtaining feedbac k from workers in every department concerning its commitment to safety (GE Aviation, 2014). The feedbacks are often obtained through perception surveys that enable the company to receive suggestions from its employees on how to improve safety. Employees are also involved in conducting site inspections and analyzing routine hazards in order to develop safe work practices. Employee involvement facilitated the development of the EHS program in several ways. To begin with, staff involvement enabled the health and safety professionals to incorporate the expectations of the employees in the goals and objectives of the EHS program. In addition, the values of the program were based on the employees’ needs for safety at the workplace (GE Aviation, 2014). As a result, the employees supported the development and implementation of the program. In this case, employee involvement enabled the company to avoid staff resistance during the development and implementation of the EHS program. In addition, employee involvement promoted the culture of operational safety ownership. This was achieved by improving employees’ commitment to enhancing their safety and that of their colleagues. The success of GE Aviation’s EHS program can also be attributed to the fact that it was developed in an institutional setting that promoted the culture of responsibility and accountability. Accountability leads to a safe industrial environment by enabling companies to measure the performance of managers based on predetermined health/ safety goals and standards.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An effective accountability model must have established performance standards, evaluation system, and the resources that managers need to meet their targets. Moreover, it must be applicable at all levels and provide incentives that promote high performance. Accordingly, GE Aviation’s operations managers bear the greatest responsibility of improving the safety of its staff. The company’s culture of responsibility and accountability enabled the health and safety professionals to develop appropriate goals that each operations manager had to achieve in order to improve the safety of employees (GE Aviation, 2014). The managers were evaluated and rewarded based on the extent to which they achieved their health and safety goals. As a result, the managers focused on inspiring employees to internalize the values of the EHS program. However, delegating too much responsibility to operations managers negatively affected the company’s commitment to promote a culture of occup ational safety ownership. In particular, the employees perceived occupational safety as the responsibility of the managers rather than every worker in the company. Undoubtedly, ownership of the process of improving safety can only be enhanced if responsibilities are distributed equally among employees. Visible leadership is also an important element of GE Aviation’s organizational culture that facilitated the development of the EHS program. Visible leadership involves leading by example and participating actively in safety and health committees at the workplace (OSHA, 2014). Accordingly, the company’s management focused on developing the EHS program without undercutting the authority of the operations managers to steer the program. The operations managers retained the authority to make key decisions concerning the implementation of the program. This devolved system of making decisions enabled the company’s leadership to involve as many employees as possible in d ecision-making processes through consultations between operations managers and their juniors. When the Program was Developed The program’s development life cycle lasted for a period of eighteen months. Origination was the first stage in the development of the EHS program. At this stage, the company’s CEO having recognized the business case for improving employee safety, proposed the idea of developing a comprehensive EHS program (GE Aviation, 2014). The focus of the origination stage was to win employees’ support for the idea of developing an improved EHS program. In this regard, effective management leadership enabled the company’s CEO to create a sense of urgency for change within the company. The CEO focused on inspiring and motivating the employees at various levels to support the proposed EHS program. Having won the support of key change agents within the company, the management officially initiated the process of developing the new EHS program. An E HS program manager was selected to lead the process of overhauling the company’s health and safety system (GE Aviation, 2014). After the initiation, the management proceeded to the planning stage where detailed plans for developing the program were developed. At this stage, effective management leadership enabled the company’s managers to determine the program’s scope, goals, costs, risks, and opportunities (GE Aviation, 2014). Employees were actively involved at this stage in various activities such as cost benefit analysis, reviewing existing safety standards, and making suggestions on the processes that needed re-engineering to improve safety. The rationale of this strategy is that employee involvement leads to high staff commitment and motivation, which in turn improves participation in health and safety promotion initiatives. The feedback from employees enabled the management to identify the solutions that had to be implemented to improve safety. In additio n, the employees provided valuable insights that enabled the company to provide adequate resources for the program. Having developed the plans, the management proceeded to the execution stage where key deliverables were managed. The key deliverables included budgets, implementation schedules, and plans that defined the strategies that were expected to improve safety. At this stage, the focus of the company’s management leadership was to provide the technical expertise that was required to develop and implement the program (GE Aviation, 2014). Consequently, the team of health and safety professionals concentrated on implementing the solutions that had been identified to improve safety. Employees’ involvement at this stage included provision of supportive services such as reviewing budgets, as well as, monitoring and evaluation of the implementation process. In the last stage, the new EHS program was adopted by the company’s management. Currently, the employees an d the management are actively involved in implementing the requirements of the program and reviewing its effectiveness on a regular basis. This is important because reviewing health and safety programs through employee involvement enables managers to address emerging health and safety risks at the workplace in time (AHMP, 2014). Why the EHS Program Came About The EHS program came about due to the following reasons. First, the management of GE Aviation had a goal of reducing occupational hazards in order to improve the safety of its employees. Health and safety conditions are important elements of the industrial environment since they determine the productivity of workers (NOISH, 2014). Employees who feel unsafe are likely to leave the company in order to avoid endangering their lives. Thus, GE Aviation’s management adopted the EHS program to reduce labor turnover and to increase the productivity of its workforce. Second, the EHS program was adopted to help the company to comp ly with the regulations concerning safety in an industrial environment. The program was expected to enable the company to identify viable strategies for achieving or exceeding the workplace safety standards set by organizations such as Occupational Safety and Health Administration (OSHA). Compliance with occupational safety and health regulations helps companies to avoid penalties and cancelation of their licenses due to poor or unsafe work conditions (OSHA, 2014). Thus, GE Aviation had to establish a new EHS program to help it comply with regulations. Third, the company intended to reduce its impact on the environment through the EHS program. This goal was to be achieved by re-engineering various manufacturing processes in order to reduce the amount of toxic substances that the company discharged to the ambient environment. As a result, the company would reduce the exposure of its employees to toxic substances that are harmful to health. Moreover, the company would be able to reduc e its level of pollution (GE Aviation, 2014). Reducing the level of pollution and improving employees’ safety was expected to improve the company’s image in the countries that it operates in. Furthermore, reducing pollution would enable the company to attain its objective of achieving sustainable production of jet engines. How the EHS Program Functioned Politically, Technically, and Financially Politically, the EHS received adequate support in various departments within the company. The employees welcomed the idea of developing an improved EHS system because it would improve their wellbeing. However, there were divisions at departmental committees on how the EHS program was supposed to be implemented. For instance, the finance committee did not agree with the initial budgetary allocation. According to the finance committee, the EHS program did not deserve a significant budgetary allocation since it did not directly lead to generation of revenues (GE Aviation, 2014). De spite the differences in opinions in various committees, the EHS manager and his team managed to solicit adequate support and resources to develop and implement the program in time. This demonstrates the effectiveness of the company’s management leadership in the process of developing the new EHS program. The technical aspect of the EHS program did not encounter a lot of challenges. At the onset, the company’s management had a clear understanding of the expertise that was needed to develop and implement the program. Consequently, the management employed a team of 1,000 professionals who were qualified in various disciplines to steer the development of the EHS program (GE Aviation, 2014). High employee involvement also enabled the company to utilize the expertise and experiences of its staff who were not directly involved in the development of the program. The financial performance of the EHS program was average. The management intended to implement the program within t he set budgetary allocations. However, there were cost overruns due to minor changes in the original plans (GE Aviation, 2014). For instance, the training of operations managers took longer than was expected, thereby increasing the costs. Nonetheless, the cost overruns were not significantly. Conclusion GE Aviation developed a new EHS program to improve the safety of its employees who work in over 500 manufacturing plants. The main factor that led to the adoption of the new program was the need to improve productivity and to reduce labor turnover by creating a safe working environment. In this regard, the goals of the program included creating a culture of accountability among operations managers, reducing human error, and improving employee involvement in implementing safety measures. In addition, the program was expected to enable the company to learn from future incidents in order to improve its health and safety conditions. The success of the program is mainly attributed to effe ctive management leadership and high employee involvement. The company’s management participated in the development of the program by providing the required resources, setting goals, and soliciting employees’ support. Employee involvement enabled the management to avoid resistance from workers during the implementation of the program. Additionally, the employees collaborated with the management to complete various tasks such as identifying health hazards and suggesting solutions to address them. References AHMP. (2014). Regulatory and management perspectives. Web. GE Aviation. (2014). GE citizenship. Web. Gravel, S., Rheaume, J., Legendre, G. (2011). Strategies to develop and maintain occupational health and safety measures in small businesses employing immigrant workers in metropolitan Montreal. International Journal of Workplace Health Management, 4(2), 164-178. Griffith, A., Bhutto, K. (2008). Improving environemental performance through integrated management syst ems (IMS) in the UK. International Journal of Environmental Quality Management, 19(5), 565-578. Leman, A., Yusof, M., Jung, W. (2010). Environmental quality index (EQI) for industrial ventilation and occupational safety and health evaluation in manufacturing plant. Asian Journal on Quality, 11(3), 210-222. NOISH. (2014). Hazards and exposures. Web. OSHA. (2014). Regulations. Web. Zwetsloot, G., Scheppingen, A., Dijkman, A. (2010). The organizational benefits of investing in workplace healthand safety. International Journal of Workplace Health Management, 3(2), 143-159.

Functionalism Philosophy Term Paper Example | Topics and Well Written Essays - 1500 words

Functionalism Philosophy - Term Paper Example Functionalists have been known to treat terms related to mental states as a mental state functional characterization which differs from input and output terms. Therefore in a (simplified Turing –machine assumption of the theory,) mental states are associated with the states of the Turing-machine, which own on their own are clearly defined by a machine table which mentions outputs and outputs that are explored nonmentalistically. Additionally functionalism empathizes that characterization of mental states ought to include descriptions of outputs and inputs in both its non-machine and machine versions. The variation between Psychofunctionalism and Functionalism brings forth a difference in specifying outputs and inputs. Functionalists are restricted to specification of outputs and inputs that constitutes common-sense knowledge; Psychofunctionalists are not bound by such restrictions. Whereas both sides lay emphasis on physical specification outputs and inputs, Functionalists are keen on classifications that are externally observable. Psychofunctionalists, have the alternative to specify outputs and inputs in terms of internal parameters. ... Even if both the Functionalists and Psychofunctionalism emphasize on physical, or nonmental-specification over inputs and outputs, the requirement by Functionalists remains the externally observable classifications, for example, inputs whose characteristics assume the terms of the present objects within the organisms vicinity, expressed in body parts’ movements. On the other hand, Psychofunctionalists are at liberty to present a specification between inputs and outputs, assuming the internal parameters’ terms; for example, signals in input, as well as output neurons. One problem of the input and output is that it is depended on the premise that outputs and inputs can be distinguished by neural impulse descriptions. The fallacy with such approach is that it is chauvinistic because organisms that do not posses neurons are precluded from having functional descriptions. One way to avoid chauvinism associated with inputs and outputs is by characterizing outputs and inputs si mply as just outputs and inputs. Other functionalists insist that descriptions of output and input be non-mental. The very version of functionalism, however, fails to tack down functional descriptions at the most important point with descriptions of outputs and inputs that are relatively specific. Instead this form of functionalism merely specifies inputs, states and outputs only by insisting that they be outputs, inputs and states. The problem with this form of functionalism is that it is exceedingly liberal. There is therefore the need of specifying, when one describes outputs and inputs so as to avoid liberalism, but general enough to steer clear from chauvinism. Block however has preservations concerning the existence of such a description.

Cereal Promotion Essay Example | Topics and Well Written Essays - 500 words

Cereal Promotion - Essay Example Before launching promotion campaign, it can be rather useful to make analysis of already existing advertisements. With this aim, we are going to research three randomly taken print ads of Cheerios. They are the following: Ad #1: This advertisement emphasizes appropriateness and conveniences of Cheerios products made particularly for children. The stated ad tells that cereals are useful and healthy, proving it by mentioning that four out of five pediatricians choose exactly Cheerios. Also this print advertisement explains that ring-shaped flakes are very comfortable for kids to grab them, that is why, parents will not have any problems with feeding their children. Ad manages to attract people’s attention with a catchy headline and relevant picture. However, there is rather cumbersome text that can be shortened without any damage to the main idea of the print ad. Ad #2: This advertisement attracts potential consumers’ attention with big and memorable headline that contain s a piece of propagandized product, which makes it more special and acceptable. In addition, the company emphasizes the influence of cereals on heart diseases. Provided text is very informative and appropriate.

Organisations and management Essay Example | Topics and Well Written Essays - 3000 words

Organisations and management - Essay Example There is a widespread denial of slavery in management studies, which primarily focus on victims thereby ignoring the role of enterprises and managers in the most atrocious human rights abuses in modern management practice. This article proposes that management research should play a role in explaining why slavery persists in modern day business practices even in the presence of rules, norms, and practices that are meant to discourage it. This article develops a model of modern day slavery as a management practice, which highlights the manner in which modern day organizations succeed in exploiting certain competitive as well as institutional conditions that generate slavery. Similarly, this theory reveals how companies insulate themselves against all forms of institutional pressures that discourage slavery while shaping or sustaining those conditions that promote slavery or prevent it. The evolution of slavery from a formally sanctioned practice to a criminalized practice bound to the informal economy has enhanced the ambiguity and dynamism of slavery in modern business practice, thereby posing challenges for its definition; a precise definition of modern slavery distinguishes it as â€Å"the exercise of ‘powers attaching to the right of ownership’† (Crane, 2013). Modern slaves are compelled to work by threats and they are owned or manipulated by their employer by use of mental, physical as well as threatened abuse; similarly, modern slaves are dehumanized and treated as property besides being physically constrained in their movements and being economically exploited through underpayment. Despite the many forms of slavery and the various business models through which it can be deployed, slavery is essentially an attempt to illegitimately underprice labor, thus, establishing the illegitimate practices through which enterprises achieve underpricing and survival is essential in understanding modern

Contact Lens Case Study Analysis

Contact Lens Case Study Analysis Contact lenses Contact lenses are a suitable substitute for correcting vision in a number of scenarios. There are hundreds of different contact lens types out there in today’s market with the figure growing extensively every year. With the advancement of research and technology, manufactures are always attempting to better their own product lines to suit a variety of needs a person may have, whilst also attempting to 1-up their competitors. The patient we are attempting to fit with lenses has never worn them before so as far as options go, we are open to explore different lens types and materials amounting to 100s of different combinations. She is a nurse who works long shifts in a hospital and desires fulltime CL wear of up to 12 hours a day, 7 days a week. To do this, we must assess each aspect of the test and result and cater lens choice to match intended wear time and to also correct her vision for both distance and near. The prescription that we have been presented with is a high myopic prescription so we need to compensate for the change in distance as the contact lens will sit on the cornea and not 12mm away. The compensated contact lens prescription equates to: Soft lenses come in many forms and for this patient, a silicone hydrogel (SiH) lens material would be the one to choose due to its high oxygen transmission (Dk/T) levels, much higher than hydrogel, like the SiH AirOptix Aqua, [Dk 138, 33% water, 8.6 base curve, 14.mm diameter, (AIR OPTIX ® AQUA Contact Lens, no date)] lens vs. the Frequency 55, [Dk 21, 55% water, (Frequency 55 aspheric | CooperVision UK, no date)] hydrogel lens. The Dk/T should be at a level where enough oxygen is passing through to the cornea, avoiding hypoxic conditions and preventing neovascularisation and oedema of the cornea which can lead to permanent corneal damage. SiH lenses however are not as comfortable as regular hydrogel materials due to the rubbery nature of the lens, and also the lenses hold less moisture compared to regular hydrogel. Silicone is not a wettable material so corneal hydration is an issue. (Sweeney, 2004, pp. 3 – 3). Manufacturers combat this by incorporating technology into the lens such as AquaGen found in Clarity 1 day toric [Dk 57, Water 56%, 8.6mm base curve, 14.3mm diameter (SAUFLON, no date)] .This allows the lens to stay hydrated and increase overall comfort wear-time, something extremely important for this nurse. Soft lenses drape over the cornea and range between 13.8mm-14.5mm sizes in order to cater for the patient’s measurements. A well fitted soft lens will ensure that the lens has corneal coverage in all directions of gaze. The lens should have movement of at least 1/4mm when blinking, not more because of the variable vision it will cause, or less as it will cause discomfort and should also allow adequate exchange of tears behind the lens to allow debris removal (Gasson and Morris, 2010, pp. 227-227). Rigid gas permeable (RGP) lenses are much more complex to fit than soft lenses They are tailor made to the patient’s prescription and measurements such as horizontal iris diameter (HVID) and pupil size. RGPs are smaller than soft lenses and smaller in diameter than the cornea itself, with diameters ranging from 8mm to 11mm. RGPs float on the tear film and can create a lens made out of tears. (Gasson and Morris, 2010, pp. 137 – 139) Practitioners need to take this tear lens into account as it can negate the need for toric lenses or require prescription adjustments through over-refraction (Gasson and Morris, 2010, pp. 137 – 139). RGPs offer superior clarity than their softer counterparts and are much more durable and longer lasting, however are mostly overlooked in modern times (outside of therapeutics) due to the patient’s impatience of adapting to the initial uncomfortable fitting. RGPs are also easier to lose as they can pop out of the eye much easier and are more difficult to completely cleanse, something important for this nurse considering her working environment. Assessing her slit-lamp examination results such as her tear break up time (TBUT) and tear prism, I would be looking at a lens that plentiful hydration to the cornea. This is because her TBUT of less than 10 seconds at 7 seconds and her tear prism of 0.2 mm indicate that she suffers from dry eyes (Dryeyesmedical, no date). Having dry eyes and not addressing the issue will result in significantly reduced wear time due to great increase in discomfort. High water content lenses; whilst more comfortable than most other lenses at first, deteriorate in comfort as the day progresses due to evaporation (Efron, 2012, pp. 87 – 87). These lenses then proceed to draw water from the next available source being the tear film through osmosis will cause discomfort for this nurse as she does suffer from dry eyes, reducing wear time considerably. Her TBUT and tear prism will influence the lens choice as she does intend full time lens wear, such as a SiH lens like the Acuvue Oasys toric lens [Dk 147, Water 38%, 8.4mm base curve, 14.3mm diameter, (JJvisioncare, no date)] or a RGP lens. The astigmatism present in her prescription will necessitate toric lenses which allow practitioners to correct astigmatism. Most popular toric lenses available on the market such as the Biofinity toric lens corrects astigmatism only up to a maximum of -2.25DC and the axis is only correctable to the nearest 10 ° meaning that contact lens practitioners must sometimes compromise the vision slightly when the prescription is unavailable in exact power and axis specifications such as this nurse (Ruben and editor., 1978, pp. 212 – 213), where an axis of 180 ° would need to be given for both lenses. An ideal lens for this nurse such as the Clarity 1day toric employs prism ballast which places 1-1.5Δ of base down prism at the base of the lens for stability. Stability of the lens reduces lens rotation and ensures toric lenses stay on axis. This does increase lens thickness and causes a reduction of Dk/T at the base of the lens, increasing risk of hypoxia at the zone (Efron, 2012, pp. 221 – 221). Acuvue Oasys toric lenses employ peri ballast aka accelerated stabilisation designs which have 4 stability zones. This design is claimed to provide more rapid settling on the cornea; within 1 minute, and achieve correct orientation within 5 ° of the anticipated position in 90% of cases (Gasson and Morris, 2010, pp. 266 – 266) Prism Peri ballast designs (Methods of Stabilisation | Optometry by Catherine Care, no date) RGP lenses would be a serious candidate due to her corneal astigmatism (K) readings gained from the keratometer. Her measurements gained were: RE: [emailprotected] [emailprotected] LE: [emailprotected] [emailprotected] Every 0.05 of difference between the 2 readings gained by each eye corresponds to 0.25DC, so comparing her corneal astigmatism to prescription, we can deduce that the difference equates to -0.75DC in her right eye and -1.25DC in her left eye. This means that when the lens is fitted on the flattest K, the difference between the K readings will create a negative powered tear lens that will correct the astigmatism completely in both eyes for his nurse, negating the need for toric lenses (Gasson and Morris, 2010, pp. 137 – 139). Multifocal contact lenses are an excellent way to correct presbyopia and exist both in soft and hard lens designs. Simultaneous designs such as concentric ring multifocals (MF) are fairly common such as the Oasys for presbyopia lens, [Dk 147, Water 38%, 8.4mm base curve, 14.3mm diameter, (JJvisioncare, no date)] which provides both distance and near vision in one lens. They do this based on pupil size and often are split up between centre distance (CD) lenses for the dominant eye in most cases and centre near (CN) lenses for the other eye. Depending on the level of illumination, a certain working distance will be favoured over the other as the concentric rings are positioned at intervals which the pupil size will coincide with. This MF design does increase the amount of glare experienced by the patient due to the rings and can also decrease contrast sensitivity due to superimposed retinal image sizes if CD and CN are given (Gasson and Morris, 2010, pp. 277 – 282). I would not recommend a MF soft lens for this patient as it will not correct her astigmatism. Daily MF toric lenses do not currently exist, however monthly soft MF toric lenses do exist with one lens type being the Proclear multifocal, a hydrogel lens with low Dk and high water content [Dk 42, 62% water content, (Coopervision, no date)] something definitely less than ideal for our patient’s desired wear schedule. Bifocal RGP lenses exist providing excellent distance and near vision and use the lenses movement on the cornea. The lens moves up as the eye rotates down, bringing the segment into the pupil’s path and allowing the patient to read. As the eye rotates back up, the lens moves down and the segment moves out of the pupils path and distance vision is restored. (Gasson and Morris, 2010, pp. 277 – 282) RGP bifocals such as the Boston Multivison lens would be an excellent choice for this patient if she were to adapt to them due to correcting astigmatism through the tear lens, allowing her to see distance and reading in one package and allowing plenty of oxygen to pass through the lens. Another successful form of CL correction for presbyopia is monovision (MV), in which one eye is optimally corrected for distance acuity and the other is corrected for near vision (Weissman, 2006, pp. 20 – 20). MV does not compromise lens fitting options and is a highly versatile option and is the least complicated method of dealing with. The distance prescription would be worn in the dominant eye and the reading prescription would be worn in the non-dominant eye, with the brain suppressing images from one eye depending on the working distance. The issue with MV however is that stereopsis is lost as binocular vision is not being utilised. This can be an issue for this nurse if she is required to carry out tasks that require accurate judgement of depth like administering an injection to a patient or driving. If the concept is thoroughly explained initially, there is a much higher chance of acceptance of MV and seeing that she hasn’t worn CLs before, she is very likely to adapt. (Gasson and Morris, 2010, pp. 277 – 282) The other alternative to this would be just to correct her distance prescription with contact lenses and to give her a separate pair of +1.75DS reading spectacles which although a viable solution, can be inconvenient for her and defeats the purpose of replacing glasses with full time CL wear. Some special advice for this patient would include managing her grade 1 blepharitis, which in its current state will not impact lens choice or length of wear if managed correctly. I would advise her to apply hot compresses to her lids and recommend a gel like Blephagel in order to accelerate debris clearance. I would advise her against using baby shampoo which is a surfactant, as it will break lipids in her tear film and will further detriment her dry eyes. I would advise her to administer artificial tears into her eyes which are CL compatible in order to maintain extended comfort all day. I would advise her to thoroughly clean her lenses daily if choosing a non daily lens by rubbing and rinsing in preservative free multipurpose solution, or alternatively recommend peroxide solution and let the lenses fully be cleansed without the need to rub and rinse. My overall recommendation after all things considered would be to fit this patient with the soft bi-monthly Acuvue Oasys toric lens with HydraClear technology to permanently lock a high volume of wetting agent inside the contact lens (JJvisioncare, no date). I would utilise monovision with distance dominance to correct for presbyopia, thoroughly explaining to her the mechanics of monovision and what to expect, as not to be overwhelmed by loss of stereopsis and to increase the overall likelihood of acceptance. I’d also tell her to take precaution if driving. My reasoning for this is heavily based off her wearing schedule in tandem with her dry eyes and her working environment. In order to achieve the wear schedule that she desires, it is extremely important that the lens has a high Dk/T lens in order to prevent hypoxic conditions and a high wettability in order to maintain corneal hydration, minimising discomfort and thus allowing said wear schedule taking into account her dry eyes. She is a nurse so automatically this puts her at a higher risk of infection, hence a lens more frequently replaced would be ideal to prevent deposit build up from affecting her too much and overall decrease the risk of infection. I would recommend her the peroxide solution to further clean the lenses and to decrease the risk of infection and to apply artificial tears for extra comfort. 2199 words Bibliography AIR OPTIX ® AQUA Contact Lens(no date) Available at: http://www.airoptix.com/contact-lenses/aqua.shtml (Accessed: 28 April 2015) CooperVision (no date)Proclear multifocal toric. Available at: http://coopervision.com/practitioner/our-products/proclear-family/proclear-multifocal-toric (Accessed: 25 April 2015) Efron, N. (2012) Contact lens complications. Third edn. Edinburgh: Saunders (W.B.) Co Frequency 55 aspheric | CooperVision UK(no date) Available at: http://coopervision.co.uk/contact-lenses/frequency-55-aspheric (Accessed: 28 April 2015) Gasson, A. and Morris, J. (2010) The contact lens manual: a practical guide to fitting. Edinburgh: Elsevier Health Sciences JJvisioncare (no date)ACUVUE ® OASYS ® for ASTIGMATISM. Available at: https://www.jnjvisioncare.co.uk/contact-lenses/all-acuvue-brand-contact-lenses/toric/acuvue-oasys-for-astigmatism (Accessed: 25 April 2015) JJvisioncare (no date)ACUVUE ® OASYS ® for PRESBYOPIA | Johnson and Johnson Vision Care. Available at: https://www.jnjvisioncare.co.uk/contact-lenses/all-acuvue-brand-contact-lenses/multifocal/acuvue-oasys-for-presbyopia (Accessed: 25 April 2015) MEDICAL, D. E. (no date) Diagnostic tests. Available at: http://www.dryeyesmedical.com/diagnosis/diagnostic-tests.html (Accessed: 25 April 2015) Methods of Stabilisation | Optometry by Catherine Care (no date) Available at: http://optometry.catherinecaregroup.com/method-of-stabilisation/ (Accessed: 29 April 2015) Ruben, M. and editor. (1978) Soft contact lenses: clinical and applied technology. New York: John Wiley SAUFLON (no date)Clariti ® 1day toric. Available at: http://www.sauflon.co.uk/eye-care-professionals/products/clariti-1day-toric (Accessed: 25 April 2015) Sweeney, D. F. (2004) Silicone hydrogels: continuous-wear contact lenses. Oxford: Butterworth-Heinemann Weissman, B. A. (2006) OPTOMETRIC CLINICAL PRACTICE GUIDELINE CARE OF THE CONTACT LENS PATIENT. 2nd edn. St. Louis, MO: American Optometric Association

Valley Winery Case Essay examples -- essays research papers

The Valley Winery-Case 1.1   Ã‚  Ã‚  Ã‚  Ã‚  Is the management of Valley Winery doing an acceptable job of hiring and training qualified employees?   Ã‚  Ã‚  Ã‚  Ã‚  Management is the foundation of a company. They are the ones that make decisions which could make or break a company. They personify how the company and employees should act. If one is driven towards perfection in sales, many other important areas of the business could be overlooked. For example, maintenance of long term relationships with buyers would be overlooked. If management is pushing the sales reps to just go after the sale at any cost, reps could be looked at as unethical and even too pushy. Valley Winery management encourages reps to lie about how many cases of wine are sold to buyers. This is unethical and puffery. Pushing these sales reps to call their ethics into question, what does that say about management?   Ã‚  Ã‚  Ã‚  Ã‚  Pat Waller, employee of Valley Winery, was recently promoted to sales manager of the San Francisco region’s chain division. When he arrived, he was shocked to find that such a successful division had such a horrible turnover rate. How was the San Francisco division of Valley Winery obtaining their sales goals? He began to investigate and found many problems that were mainly stemming from management. The hiring process of Valley Winery needs to be revised. Mike Wehner, personnel manager for the San Francisco division, believes that employment agencies provide the most qualified applicants. If this is true, would the turnover rate be near 100 percent? According†¦., employees acquired from employment agencies yield high turnover rates. Top management places too much of an emphasis on youth and physical attributes. Sales representatives of Valley Winery should be groomed and well kept. However, youthfulness and physical attributes should not outweigh quali fications for the job at hand. Looks are important but qualifications and experience would not be overlooked. Businesses have an image they would like their representatives to project.   Ã‚  Ã‚  Ã‚  Ã‚  Once qualified sales representatives have been hired, proper training should be enforced. The Valley Winery new recruits are not given a true portrayal of everything their new sales job entails. During the hiring process, a sales hopeful is sent into the field for ... ...p;  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   -Professional Growth All of these factors can lead to or be affected by negative affectivity. This figure describes how negative affectivity can affect a person’s productivity. Negative affectivity is the state of mind a person gets in if experiencing a tumultuous work environment. Individuals that experience high negative affectivity have a negative outlook towards their job and themselves. Motivation among employees of Valley Winery is non existent. One of the top producing sales representatives, Bill Murphy, was receiving phone calls as late as ten thirty at night. These calls were routine and the objectives could be accomplished by email. Phone calls this late hurts morale and disposition of the sales force. The proposed mentoring program being developed by management and human resources will help remedy this problem.   Ã‚  Ã‚  Ã‚  Ã‚  Putting the new hiring criteria in effect at Valley Winery should create a reduction in employee loss. By retaining new employees and hiring the correct representative, training costs should be significantly downsized.   Ã‚  Ã‚  Ã‚  Ã‚  

Ainsworth Strange Situation Studies

Ainsworth Strange Situation Studies The Strange Situation procedure, developed by American psychologist Mary Ainsworth, is widely used in child development research. Much research in psychology has focused on how forms of attachment differ between infants. For example, Schaffer and Emerson (1964) discovered what appeared to be innate differences in sociability in babies; some babies preferred cuddling more than others, from very early on, before much interaction had occurred to cause such differences. It’s easy enough to know when you are attached to someone because you know how you feel when you are apart from that person, and, being an adult, you can put your feelings into words and describe how it feels. However, most attachment research is carried out using infants and young children, so psychologists have to devise subtle ways of researching attachment, involving the observational method. Using the Strange Situation procedure, many researchers have studied the development of child attachment to the mother and other caregivers. However, there continues to be much debate about the origins of the child's reaction in the Strange Situation, and about what factors influence the development of an infant's attachment relationships. The security of attachment in one- to two-year-olds was investigated by Ainsworth and Bell (1970) in the ‘_strange situation_' study, in order to determine the nature of attachment behaviours and types of attachment. Ainsworth (1970) developed an experimental procedure in order to observe the variety of attachment forms exhibited between caregivers and infants. The experiment is set up in a small room with one way glass so the behaviour of the infant can be observed. Infants were aged between 12 and 18 months. The sample comprised about 100 middle class American families. The procedure, known as the ‘_Strange Situation_’, was conducted by observing the behaviour of the caregiver and the infant in a series of seven 3-minute episodes, as follows: (1) Parent and infant alone. (2) Stranger joins parent and infant. (3) Parent leaves infant and stranger alone. (4) Parent returns and stranger leaves. (5) Parent leaves; infant left completely alone. 6) Stranger returns. (7) Parent returns and stranger leaves. Psychologist Mary Ainsworth devised an assessment technique called the Strange Situation Classification (SSC) in order to investigate how attachments might vary between children. The goal of the Strange Situation procedure was to provide an environment that would arouse in the infant both the motivation to explore and the urge to seek security. An observer (often a researcher or therapist) takes a mother and her child (usually around the age of 12 months) to an unfamiliar room containing toys. A series of eight separations and reunions are staged involving mild, but cumulative, stress for the infant. Separation in such an unfamiliar setting would also likely activate the child's attachmentsystem and allow for a direct test of its functioning. Although no single behaviour can be used to assess the quality of the infant's attachment to the caregiver, the pattern of the infant's responses to the changing situation is of interest to psychologists. The validation of the procedure and its scoring method were grounded in the naturalistic observation of the child's exploration, crying, and proximity-seeking in the home. Ainsworth's research revealed key individual differences among children, demonstrated by the child's reaction to the mother's return. Ainsworth categorised these responses into three major types: Anxious/avoidant—the child may not be distressed at the mother's departure and may avoid or turn away from her on her return; Securely attached—the child is distressed by the mother's departure and easily soothed by her on her return; Anxious/resistant—the child may stay extremely close to the mother during the first few minutes and become highly distressed at her departure. When she returns, the child will simultaneously seek both comfort and distance from the mother. The child's behaviour will be characterised by crying and reaching to be held and then attempting to leave once picked up. Strengths The strange situation classification has become the accepted methodology worldwide for measuring attachment (re: Van Ijzendoorn and Kroonenberg, 1988) Ainsworth, M. Infancy in Uganda: Infant Care and the Growth of Love. Baltimore: Johns Hopkins University Press, 1967. Periodicals Spock, Benjamin. â€Å"Mommy, Don't Go! † Parenting 10, June-July 1996, pp. 86+. Weaknesses In addition, some research has shown that the same child may show different attachment behaviours on different occasions. Children's attachments may change, perhaps because of changes in the child's circumstances, so a securely attached child may appear insecurely attached if the mother becomes ill or the family circumstances change. The strange situation has also been criticised on ethica grounds. Because the child is put under stress (separation and stranger anxiety), the study has broken the ethical guideline protection of participants. The sample is biased -100 middle class American families. Therefore, it is difficult to generalise the findings outside of America and to working class families. Finally, the observational study has been criticised for having low ecological validity. Because the child is place in a strange and artificial environment, due to the the procedure of the mother and stranger following a predetermined script.

Free Essays on Martin Luther King Jr. and Malcolm X

Martin Luther King Jr. and Malcolm X Martin Luther King Jr., and Malcolm X ultimately became towering icons of contemporary African-American culture and had a great influence on black Americans. However, their approach to the civil rights movement was different in many ways. King had a positive attitude believing that through peaceful demonstrations and arguments, blacks will be able to someday achieve full equality with whites. Malcolm X's pessimistic belief was that equality is impossible because whites have no moral conscience. King basically adopted on an integrationalist philosophy, whereby he felt that blacks and whites should be united and live together in peace. Malcolm X, however, promoted nationalist and separatist doctrines. For most of his life, he believed that only through revolution and force could blacks attain their rightful place in society. Martin Luther King Jr. and Malcolm X both contributed to the Civil Rights movement in different ways because they had different philosophies and cours! es of action, however King’s ideas were more beneficial to the movement. Both X and King spread their message through powerful, hard-hitting speeches. Nevertheless, their intentions were delivered in different styles and purposes. King was basically a peaceful leader who urged non-violence to his followers. He led nonviolent demonstrations in Birmingham and in other places because he believed that â€Å" the city’s white power structure left the Negro community with no alternative†. King also spread his nonviolent direct-action program to other states of the US as well. He believed that â€Å"injustice anywhere is a threat to justice everywhere†¦ whatever affects one directly, affects all indirectly†. Martin Luther King believed it was his duty to stop the injustice, and therefore was â€Å"compelled to carry the gospel of freedom beyond [his] home town†. Unlike Malcolm X’s demonstrations, all of King’s we... Free Essays on Martin Luther King Jr. and Malcolm X Free Essays on Martin Luther King Jr. and Malcolm X Martin Luther King Jr. and Malcolm X Martin Luther King Jr., and Malcolm X ultimately became towering icons of contemporary African-American culture and had a great influence on black Americans. However, their approach to the civil rights movement was different in many ways. King had a positive attitude believing that through peaceful demonstrations and arguments, blacks will be able to someday achieve full equality with whites. Malcolm X's pessimistic belief was that equality is impossible because whites have no moral conscience. King basically adopted on an integrationalist philosophy, whereby he felt that blacks and whites should be united and live together in peace. Malcolm X, however, promoted nationalist and separatist doctrines. For most of his life, he believed that only through revolution and force could blacks attain their rightful place in society. Martin Luther King Jr. and Malcolm X both contributed to the Civil Rights movement in different ways because they had different philosophies and cours! es of action, however King’s ideas were more beneficial to the movement. Both X and King spread their message through powerful, hard-hitting speeches. Nevertheless, their intentions were delivered in different styles and purposes. King was basically a peaceful leader who urged non-violence to his followers. He led nonviolent demonstrations in Birmingham and in other places because he believed that â€Å" the city’s white power structure left the Negro community with no alternative†. King also spread his nonviolent direct-action program to other states of the US as well. He believed that â€Å"injustice anywhere is a threat to justice everywhere†¦ whatever affects one directly, affects all indirectly†. Martin Luther King believed it was his duty to stop the injustice, and therefore was â€Å"compelled to carry the gospel of freedom beyond [his] home town†. Unlike Malcolm X’s demonstrations, all of King’s we...

Essay on Yolo or Carpe Diem

Essay on Yolo or Carpe Diem â€Å"Yolo† is a popular acronym used these days as a take on â€Å"Carpe Diem,† or seize the day. It stands for â€Å"You Only Live Once.† It has implications of it being okay to make stupid mistakes because each and every one of us lives once, we think. Life is short, we all know that, and we – well, most of us – want to live life to the utmost fullest, in turn getting everything we can out of life. After all, it is a wonderful, beautiful gift: Life. But we didn’t ask for it. As a matter of fact, it takes some people a lifetime to figure what it means to be alive. â€Å"Yolo† may be a term used by the youngsters of today, as heard in songs by Adam Levine and Drake, but it carries meanings and implications that are universal and everlasting. The phrase is too often used by the hipsters of today in the United States to make excuses for their dumb mistakes. The phrase will never catch on and be used ubiquitously by the American people – or other nationalities, either – because it is cumbersome to say and even harder to care about and remember. To the ordinary person, it sounds like some frozen yogurt brand nobody wants to try, or some variation of the color yellow. But the acronym has good intentions. â€Å"You Only Live Once† reminds one of a hopeful youth, of seeing and wanting the best in life, of seizing the day because tomorrow is not promised – nor is even the next moment. Nonetheless, the wrong people seem to be using the term. They are the slackers who don’t take blame for their impulsive, risky decisions, and then when the problems arise from the decisions, they blame it on â€Å"You Only Live Once.† But it’s just one more way to enable these kinds of behaviors where judgment is lacked. Also, the mentality attached to this word provides people more reasons not to blame themselves for when they make a monumental mistake. They blame it on â€Å"Life† and not their own erroneous decision. What does this create? A bunch of cultures which don’t hold themselves accountable for their actions. SAMPLE ESSAY ABOUT HAPPINESS So this â€Å"Yolo† mentality is not so cut and dry. It is good and bad. It is both a hindrance and an empowering philosophy, depending on the person using it and how they use it. But it is being used nonetheless. Most people want to get all they can out of life, and so, in this case, it is quite motivating. â€Å"Yolo† can be inspirational to those trying new things – who want to take calculated risks, meet new people, take exciting trips, etc. It can mean understanding what it means to be born to die – and in between, there are opportunities to make the most out of this crazy life. In between birth and death, there is of course suffering, problems, the death of others, bad people and bad experiences – but there is also love and hope and family and beauty. Unfortunately, this â€Å"Yolo† philosophy does not seem to focus on the most optimistic aspects of life. It seems more that this philosophy only provides excuses for young rich kids to account for their immature, impulsive, selfish actions. The phrase will never be used by the masses like â€Å"Carpe Diem.† It is one more excuse for spoiled American kids to put off growing up and becoming responsible, productive adults. It is really quite a pathetic, irritating notion to people who don’t have the luxury of staying children their entire lives, putting off adulthood because it doesn’t suit them. â€Å"Yolo† is an irritating acronym, one that is not only confusing to most people but one that will just never catch on. Only the young hipsters will use it, and they are not â€Å"mainstream† anyway.

Database Configurations Assignment Example | Topics and Well Written Essays - 250 words

Database Configurations - Assignment Example Most organizations do not rely on a single database configuration to be followed across the board. The purpose of having multiple database configurations and settings is similar to the principle of hedging or diversifying risk – the multiple configuration serve as barriers to employees who wish to internally cause damage, collect data about the company or use the information for unauthorized purposes (like selling to a third party). Multiple database configurations can come in various forms: having dedicated database servers, multiple platforms like SQL, Oracle and MySQL and a mix of the above. The idea is that organizations and their IT managers feel safer when information and their data sources are scattered across various configurations. This allows them to reduce the risks of data losses and hacking. The former is avoided because if there is a data failure, then it is likely to be restricted to the particular configuration only due to the fact that multiple configurations are often needed to be enforced across different physical data sources. As for hacking it is important to have different configurations because it restricts the success of hackers, viruses and other automated attempts to gain unauthorized access to data.

Principles, Theories, and Practice of Learning Essay

Principles, Theories, and Practice of Learning - Essay Example The essay "Principles, Theories, and Practice of Learning" talks about the process of learning which is as a result of practice, training, or experience. For behavior change to occur, the learner must be in a position to express the impact of learning when confronted with a condition that necessitates the expression of the acquired knowledge. Operant conditioning theory expresses the behavior as a function of its consequences. In essence, an action that produces positive consequences is easily repeated over a longer time. On the other hand, behaviors that yield negative consequences are shunned. Skinner demonstrated the application of the operant conditioning theory using rats in a box. In this case, demonstration, whenever the rats pressed on a small bar in the box, food would come out. This positive feedback resulted in a constant pressing of the bar by the rats hence behavior change. This theory exonerates voluntary behaviors as a manifestation of learning. The practicality of ope rant conditioning can be enhanced in a classroom environment through rewarding of exemplary performances. Awarding prizes to learners with different skills and abilities inclines them to uphold such behaviors. Award of prices boosts the morale of the learners and compels them to exploit all avenues for good performance. Cognitive learning theory assumes that everyone is conscious of his or her actions and behavior. It asserts that learning is achieved through the pre-coded relationship between the stimuli and response.