10 Fascinating Facts About Termites

10 Fascinating Facts About Termites Termites have been munching away on wood for millions of years. From the African termites that build mounds taller than men to the subterranean species that destroy homes, these social insects are fascinating creatures to study. Learn more about these decomposers. 1. Termites Are Good for Soil Termites are actually important decomposers. They break down tough plant fibers, recycling dead and decaying trees into new soil. These hungry insects are vital to the health of our forests. As they tunnel, termites also aerate and improve the soil. It just so happens that we build our homes from termite food - wood. 2. Termites Digest Cellulose With the Help of Microorganisms in Their Guts Termites feed on plants directly or on fungus growing on decaying plant material. In either case, they must be able to digest tough plant fibers, or cellulose. The termite gut is loaded with microorganisms capable of breaking down cellulose. This symbiosis benefits both the termites and the microorganisms living within their insect hosts. The termites house the bacteria and protozoa and harvest the wood. In return, the microorganisms digest the cellulose for the termites. 3. Termites Feed on Each Others Feces Termites arent born with all that bacteria in their gut. Before they can start the hard work of eating trees, termites must obtain a supply of microorganisms for their digestive tracts. They engage in a practice known as trophallaxis, or, in less scientific terms, they eat each others poop. Termites must also resupply themselves after they molt, so trophallaxis is a big part of life in the termite mound. 4. Termites Lived 130 Million Years Ago and Have Cockroach-Like Ancestors Termites, cockroaches, and mantids all share a common ancestor in an insect that crawled the Earth about 300 million years ago. Fossil records show the earliest termite specimen dates back to the Cretaceous period. A termite also holds the record for the oldest example of mutualism between organisms. A 100-million-year old termite with a ruptured abdomen was encased in amber, along with the protozoans that lived in its gut. 5. Termite Fathers Help Raise Their Young You wont find deadbeat dads in the termite mound. Unlike in bee colonies, where males die soon after mating, the termite kings stick around. After their nuptial flight, the termite king stays with his queen, fertilizing her eggs as needed. He also shares parental duties with the queen, helping her feed their young predigested food. 6. Termite Workers and Soldiers Are Almost Always Blind In almost all termite species, both the workers and soldiers in a given colony are blind. Since these industrious individuals spend their lives in the confines of the dark, damp nest, they have no need to develop functional eyes. Reproductive termites are the only termites that require eyesight since they must fly to find mates and new nest sites. 7. Termite Soldiers Sound the Alarm Termite soldiers form the worlds tiniest heavy metal mosh pit when danger comes to the nest. To sound the alarm, soldiers bang their heads against the gallery walls to send warning vibrations throughout the colony. 8. Chemical Cues Guide Most Communication in the Termite Colony Termites use pheromones - special chemical scents- to talk to one another and control each others behavior. Termites leave scent trails to guide other workers using special glands on their chests. Each colony produces a distinct scent, identified by a chemical on their cuticles. In some species, the queen can even control the growth and role of her young by feeding them her pheromone-laden poop. 9. New Kings and Queens Can Fly New reproductive termites are winged so they can fly. These young kings and queens, called alates, leave their home colony and fly out in search of a mate, often in large swarms. Each royal pair of king and queen emerges from the swarm together and finds a new place to start a new colony. They break their wings off and settle down in their new home to raise their offspring. 10. Termites Are Well-Groomed You wouldnt think an insect that spends its time in the dirt would be so fastidious about its grooming, but termites make an effort to stay clean. Termites spend a great deal of time grooming each other. Their good hygiene is important to their survival, as it keeps parasites and harmful bacteria under control within the colony.

Good and Evil in essays

Good and Evil in essays In the movie The Pledge, director Sean Penn delivers a suspenseful and compelling mixture of murder and faith. Not only does he force us as viewers to examine our own opinions of good and evil throughout the twisted plot of the film, but he also keeps our attention with his unique editing style. Early on in the film, we are introduced to an underlying theme concerning religion, which will carry on until the very end of the story. After the murder of Ginny Larsen, a seven year old girl, Jerry (the retired detective played by Jack Nicholson) is driven by Mrs. Larsen (the mother of the murdered girl) to swear by his souls salvation on the cross that Ginny made out of wood. After the original suspect confesses to the crime and commits suicide, all the other officers believe that the case is closed, but Jerry has a hunch that the man who confessed to the murder did not actually commit it. Because the suspect had an extreme mental handicap, Jerry believes that he was made to believe that he committed the crime by the man that questioned him. The religion theme is introduced once again when Jerry goes to interview Ginnys grandmother, who had been extremely close to the young girl. Her grandmother tells Jerry that Ginny had liked the writing of Hans Christian Andersen. She had especially enjoyed a passage involving Andersens depiction of death. He wrote that whenever a good child dies, and angel comes down, picks up the child and flies with him or her over all of the places that he or she loved, and then the child carries a handful of flowers up to God. Throughout the course of the next several scenes, Penns editing style becomes more apparent. He uses montage in numerous scenes in the movie to increase the intensity. While in the airport about to fly down to Baja after his retirement for some leisurely fishing, Jerry watches the news, which is showing the story about Ginny,...

System Development Process and System Initiation Assignment - 32

System Development Process and System Initiation - Assignment Example One of the major problems with Carrefour’s current inventory system as depicted by its consumers is the occurrence of out-of-stock. This is due to high demand for its products as well as theft of goods by some employees. The major implication of out-of-stock to consumers is lack of trust and confidence in the firm. It is vital to note that consumer’s loyalty and trust is significantly generated by ensuring their favorite brands are available and that consumers do not have to wait for a long time for their delivery. The second problem faced by Carrefour retail stores in the long queue at the checkpoint. This does not only demotivate the current consumers but also it reduces the purchasing time that the customers need in order to appropriately select their goods. The key factor that causes long queue is lack of adequate employees as a result of high absenteeism. Thirdly, the store is faced with a problem of theft from its employees due to low salaries as compared to their counterparts in other stores. As a result of theft, Carrefour stock in more than 23 hypermarkets located in the Middle East diminishes making it hard to meet the high demand of its customers in different regions. As a result of the problem of out-of-stock, Carrefour’s inventory control system will maintain inventory at no more than three days-on-hand stock. This will ensure that the cost of maintaining stock is reduced as well as reducing the time of stock-taking by the auditors. Additionally, the store will easily identify the products that are running out of stock thus maintaining the loyalty of the existing consumers. To ensure that long queue is avoided at the checkpoint, 10-15 employees will be allocated for every employee. Additionally, Carrefour will establish 3 more checkpoints that consumers can use to enter and leave the store an aspect that will reduce the congestion at the checkpoint (West 11). As mentioned earlier, Carrefour out-of-stock  problem is also brought about by employees theft, in this regard, the firm will employ two security officers who will undertake a physical check of all the employees including those who are directly involved in stock taking and products arrangement on the stores.  

Canon Case Study Essay Example | Topics and Well Written Essays - 2000 words

Canon Case Study - Essay Example siness the company is to pursue, with the nature of the activities it intends to be and the nature of the economic and non-economic contribution it intends to make to its shareholders and stakeholders†. In effect, it corporate strategy maps out a sense of direction for a company’s activities. Corporate strategy in effect maps out the businesses in which an organisation intends to compete in (Andrews, 1997, Lynch 2006). To formulate its corporate strategy, many researchers have call on organization to assess their strengths and weaknesses, as well as its environmental threats and opportunities, so as to give the organization an edge in chosen among alternative courses of action. (Hofer and Schendel, 1984) cited in Schneider, (1998). Thus, it is recommended that an organization performs a SWOT (strengths, weaknesses, opportunities and threats) analysis prior to formulating corporate strategy. Today’s numerous challenges have pushed companies not to compete as individual companies but to try and corporate with other businesses in their activities (Wu & Chien 2007:2). Canon an electronic company began in Japan with a typical and traditional Japanese business form having customer’s satisfaction and profit as its center of attention while specializing in the production of business machines, cameras, optical and other electronics. The company was founded by the first Chief executive officer Gerard in Japan and the father who later recruited a team of outstanding professionals to support its activities. In less than three decades of operation, the company assumed leadership role in the electronic market (Lynch 2006). Thanks to its innovative focus ideas, huge investment on research and development, good employee’s retention, and differential focus strategies, Canon innovative ideas and the company’s cost focus and differentiation strategy earned it that position. Canon case has been analyzed using some analytical models. From figure one above, Porter

Swedish Daddies Essay Example | Topics and Well Written Essays - 1250 words

Swedish Daddies - Essay Example I am happy that it is possible for a woman to pursue both her career and dedicate some time for her family. However, striking a work-life balance is not an easy task considering the structure of many American companies. In my view, the American companies should follow the example of Sweden, Germany, and Iceland. This paper will provide a critical reflection on whether American companies should give both men and women an opportunity to balance work and family. Although I am currently undertaking my studies, I intend to have a remarkable balance between work and family. I am pursuing a career that interests me, but I believe that it is good to have a family. Therefore, in the future, I will have a family and I would want to be an influential mother to my children. Therefore, I have to strike a balance between my career and family life. When I begin looking for a job, I will consider companies with flexible working hours so that they can grant me an opportunity to participate positively in the growth of my children. In my view, a parent has a weighty responsibility of ensuring that children grow up to become responsible people. It is the role of a parent to set examples for children. I intend to be such a parent since I want to give my family the attention it deserves (Shaw, 2013). On the other hand, I want to develop a successful career because it will add to my level of satisfaction. In addition, to the financial stability that comes with stable finances that come with a successful career, I want to build a career that can help me make a positive impact in the world. A close analysis of the mindset of corporate America reveals that it does not allow women to balance both career and family commitments. Capitalism has overwhelmed the American society with companies pushing workers to perform more and more. With the increased emphasis on productivity, employees face the compulsion of working for long hours. Therefore, they have limited time to dedicate to their

Literature Review of Research related to Performance Appraisal

Literature Review of Research related to Performance Appraisal This chapter served as the foundation for the development of this study. An overview of the extensive historical research related to performance appraisal,as well as the theories of motivation related to performance appraisals is presented. 2.1 Performance Appraisal System 2.1.1 Meaning of performance: There are different views on what performance means. According to Brumbrach (1988, cited in Armstrong, 2000): Performance can be actions as well as their consequences. Behaviours originate from a performer and convert performance from a concept to an act. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results. The above definition considers performance to be involving both the actions, in other word behaviours, taken during the process in attempting to achieve goals and outputs obtained as a result from the effort. Following this, Armstrong (2000) emphasizes the need for managers to deal with the potential of employees and accomplishments while managing performance. To determine if performance has been achieved, measures have to be developed to appraise the accomplishments and establish the rate at which it has been accomplished. Above all, performance should be about the decision and action taken with available information at any existing situation. 2.1.2 Performance Management System (PMS) Noe et al (2006) define performance management as the process through which managers ensure that employees activities and outputs are congruent with the organisations goals.The concept of performance management has contributed a lot in the development Human Resource Management in recent years. The concept was first coined by Beer and Ruh in 1976. However, it is barely in the mid 1980s that it had been accepted as a distinctive approach. Performance Management is widely being used in organizations so as to obtain the best results by trying to improve performance of the workforce. Goals and standards are being planned well beforehand in order to get satisfied outcomes. 2.1.3 Performance Appraisal System (PAS) Performance appraisal also known as performance review, formally documents the achievements of an individual with regards to set targets. It is a component of PMS. The system has become an essential management tool in todays organizations. Managing employees performance can be said to be as important as any other work that all managers execute during the year. Grote (2002) describes performance appraisal as a formal management tool that helps evaluate the performance quality of an employee. Schneier and Beatty as cited in Patterson (1987) define it as a process which apart from evaluating also identifies and develops human performance. According to Karol (1996) performance appraisal includes a communication event planned between a manager and an employee specifically for the purpose of assessing that employees past job performance and discussing areas for future improvement. 2.1.4 History of PAS The history of performance appraisal is fairly concise. Appraisal really began with the Second World War. It was used to assess results. Dulewicz (1989) says that there is an indispensable human inclination to judge the work of other people as well as ones own work.It can thus be said that appraisal is both unavoidable and universal. Even without the existence of a planned appraisal system, one can have a tendency and find it natural to evaluate the job performance of another easily and subjectively. Performance appraisal was seen in the industry in early 1800. Randell (1994) identified its use in Robert Owens use of silent monitors in the cotton mills of Scotland. The Silent monitors were in terms of blocks of wood with different colours painted on each visible side and it was hung above each employees work station. At the end of the day, the block was turned so that a particular colour, representing a grade of the employees performance, could be seen by everyone. (Weise and Buckley, 1998) Subjective evidence indicates that this practice had a facilitating influence on subsequent behavior. Spriegel(1962) and Weise and Buckley(1998) affirm that by the early 1950s, 61 per cent of organizations regularly used performance appraisals, compared with only 15 per cent immediately after World War II. DeVries et al. (1981) pointed out the primary tool to be the trait-rating system, which focused on past actions, using a standard, numerical scoring system to appraise people on the basis of a previously established set of dimensions. The main tool, used under here was trait rating system. The concept of Management by Objective (MBO) was first proposed by Peter Drucker in 1954. Mcgreror then used it in the appraisal process in the year 1957. He suggested that, employees should be appraised on the basis of short-term goals, rather than traits, which are jointly set by the employee and the manager. Weise and Buckley (1998) affirm that this method was very advantageous as it lead to a transformation of a managers role from being a judge to a helper. It also showed that employees productivity ultimately leads to performance. However, when employees performance was measured on the basis of units, then MBO was ineffective. This lead to new development in the appraisal process and the employees were evaluated on the basis of behaviour based rating. Smith and Kendall (1963) designed the first tool to focus on behaviors and it was the Behaviorally Anchored Rating Scales (BARS). 2.1.5 Modern Appraisal Todays performance appraisal process has evolved into a more planned and formal process. It is used as a means which helps identify and compare employees performances. The appraisals data are frequently being used to review several Human Resources decision. It can determine any need for career developments and trainings. For issues such as raise in salaries, rewards and promotions, employers are more and more making use of the appraisals results. Appraisals have now developed into a regular and intervallic system in organizations, normally carried out at least once a year. When talking about the modern approach to appraisal, the term feedback cannot be ignored. The one-to-one discussion between supervisors and subordinates gives rise to feedback and is referred to as the feedback process. This process can improve communication all through the organization but also it can reinforce employees relationships with their superiors. This is so as the workers have the feeling that they do matter to the organization and that their needs are being taken into consideration. The performance appraisal system has most likely become a future-oriented approach as it aims to improve future performances by considering present problems. 2.1.6 Purposes of PAS The most known purpose of performance appraisal is to improve performance of individuals. Cummings and Shwab (1973) held that performance appraisal has basically two important purposes, from an organizational point of view and these are: 1. The maintenance of organizational control 2. The measurement of the efficiency with which the organizations human resources are being utilized. Still, there are also a variety of other declared purposes for appraisal as per Bratton and Gold (2003) and Bowles and Coates (1993) and some are; improving motivation and morale of the employees, clarifying the expectations and reducing the uncertainty about performance, determining rewards, identifying training and development needs, improving communication, selecting people for promotion, discipline, planning corrective actions and setting targets. Furthermore, Bowles and Coates (1993) conducted a postal survey of 250 West Midland companies in June 1992, where organizations were asked questions pertaining to the use of Performance management in the organization. These questions included the apparent purpose of PA in the management of work, its strengths and weaknesses. Through their survey they found out that PA was beneficial in the following ways: PA was favorable in developing the communication between employer and employee It was useful in defining performance expectations It helped identified training needs. Performance appraisal can thus be used as an effective tool to improve employees job performance by identifying strengths and weaknesses, meeting of targeted goals and providing training if needed. 2.1.7 Techniques of PAS There are several commonly used techniques of performance appraisal as reviewed by Oberg (1972). They are as follows: Essay Appraisal, Paired Comparison, Graphic Review Scale, Weighted Checklist, Person to Person Rating, Forced Ranking, Critical Incidents. The above techniques were the traditional ones but the methods most widely used today are: Management by Objectives Employees are requested to put up their own performance objectives. They are then judged through these objectives by verifying whether they were satisfied or not. However, in many cases organizations themselves set their standards and goals even after consulting employees. 360 Degree Feedback 360 Degree Feedback is a process in which employees receive private and anonymous feedback from the people who work around them. Kettley (1997) says that when an individual receives feedback from different sources of the organization, including peers, subordinate staff, customers and themselves, the process is called 360 degree feedback or appraisal. The employee is then assessed using those received feedback 2.1.8 Feedback Feedback about the effectiveness of an individuals behavior has long been recognized as essential for learning and for motivation in performance-oriented organizations. Ilgen et al.(1979) stated that feedback is considered as an important tool in performance appraisalprocess. Feedback can be a useful tool for development, especially if it is specific and behaviorally oriented, as well as both problem-oriented and solution-oriented according to Murphy and Cleveland (1995). One of the basic purposes of formal appraisal process is the provision of clear and performance based feedback to employees. Carroll and Scheiner(1982) affirmed that some organisations use feedback as a development tool,while in some organizations it is used for merit evaluation and compensation adjustment. McEvoy and Buller(1987),Wohlers and Gallagher( 1990) contributed that feedback is very essential for the employees because it forms a baseline for the employees which help them to get a review of their past perfo rmance and chance to improve their skills for the future. Ashford (1986) says that when feedback is considered as a valuable resource, then only the individuals feel motivated to seek it, which helps in reducing uncertainty and provides information relevant to self-evaluations. There is also evidence that performance feedback (if given appropriately) can lead to substantial improvements in future performance (Guzzo et al., 1985; Kopelman, 1986; Landy et al., 1982) Fedor et al. (1989); Ilgen et al. (1979) identified that it is commonly accepted that negative feedback is perceived as less accurate and thus less accepted by recipients than positive feedback.Furthermore, Fedoret al. (1989) found that negative performance appraisal feedback was less accepted and perceived as less accurate than positive performance appraisal feedback. 2.1.9Views Organisations Employees have on P.A.S Evans (1986) asserts that many employees believe that their promotion or salary increments depend mostly on their performance. Employees therefore are in a dilemma and consider this situation as survival of the fittest. They know for a fact that, their performance will only be taken into consideration at the end of the day. So, in order to grow in the company they need to be proactive towards their work. The feedback the employee receives from his superior, may simply describe the level of performance achieved. Hence, it becomes important for the managers to conduct the appraisal technique correctly. Employees can only accept criticism if it is useful and important to them. Managers should therefore know how to give information regarding progress made in performance and how to present criticism as well. Meyer et.al (1965) carried out a study in General Electric Company where certain points relating to performance feedback was highlighted. In this study, 92 employees were appraised by their managers on two occasions over two weeks. The study was carried out using questionnaires, interviews and observation. The first appraisal highlighted performance and salary while the second one underlined performance and improvement. It was observed that lots of criticisms were pointed out by the managers, which lead to defensive behaviour of the employees. The conclusion of the study was that criticism leads a negative impact on the motivation and performance of the employees. Also feedback sessions designed to improve performance should not at the same time consider salary and promotion issues. Ilgenet. al (1979) add that employees who believe that the appraisal system is under any kind of bias, are most likely to be dissatisfied by their work and can also leave their jobs. On the other hand Murphy and Cleveland highlighted one possible reason for the widespread dissatisfaction with performance appraisal in organization as the systems used by these help neither them nor their employees in meeting the desired goals. Landy et al. (1978), Klasson et al. (1980), and Tang and Sarsfield-Baldwin (1996) found evidence that the assignment of raters influences perceptions of fairness and accuracy in performance appraisals and hence about the whole process itself. Nevertheless, according to Jacobs, KafryZedeck (1980) employees perceive PA to give them a proper understanding of their duties and responsibilities towards the organization. Likewise, organization sees it as a tool to assess employees on a common ground and one which helps in salary and promotions decisions, training and development programs. In many circumstances appraisal plans are interpreted by managers as a system that helps an organization to change regular priorities and usual ways of working and in so doing to alter its strategic direction. Hence, in circumstances where change cannot be attained by managerial proclamation, appraisal takes on the character of an engine of change. When managers look at appraisal from this angle they hope that it will bring about a change in strategic direction and organizational behaviour. Researchers have suggested that reaction to performance appraisal is critical to the acceptance and use of a performance appraisal system (Bernardin Beatty, 1984; Cardy Dobbins, 1994; Murphy Cleveland, 1995). Reactions may even contribute to the validity of a system (Ostroff, 1993). Cardy and Dobbins (1994) suggest that with dissatisfaction and feelings of unfairness in process and inequity in evaluations, any performance appraisal system will be doomed to failure (p. 54). Murphy and Cleveland (1995) stated that reaction criteria are almost always relevant, and an unfavorable reaction may doom the carefully constructed appraisal system. 2.1.10Benefits of PAS Possibly the most important benefit of appraisal is that, in the rush and pressure of todays working life, it allows the supervisor and subordinate to have time out for a one-on-one discussion of indispensable work problems that might not otherwise be addressed. Likewise, the existence itself of an appraisal system indicates to employees that the organization is genuinely concerned with their individual performances and advancement. This only can have a positive impact on the employees sense of worth, commitment and belonging. Appraisal offers the rare chance to focus on employment activities and objectives, to spot and correct existing problems and to enhance favorable future performance. Thus the performance of the whole organization is improved. Performance appraisal usually provides employees with acknowledgment for their work efforts, if any and as a result it brings them satisfaction. Actually, there are facts supporting that human beings will even prefer negative recognition in rather than no recognition at all. During performance appraisals, feedbacks are obtained. These provide vital information on whether training and development needs should be considered. The presence or lack of working skills, for example, can become very obvious. The supervisor and subordinate can thus agree upon any demand for training. As far as the organization is concerned, the overall appraisal results can provide a regular and efficient training needs audit for the organization as a whole. The information obtained from appraisals can also give indication on an organizations recruitment and selection practices. This can be done by screening the performance of recently hired workers. The general quality of the workforce can also be monitored by assessing any improvement or decline performances. Changes if needed in the recruitment strategies can then be considered. 2.1.11Criticisms related to P.A.S There are several problems in the actual performance appraisal primarily due to rater bias. Some supervisors are too lenient and thus have a tendency to rate all employees positively rather than really measuring their performance. Another problem is the central tendency where supervisors position the majority of the employees in the center of the performance scale, even though they deserve a better or worse grade. The halo effect is another error usually made during appraisals. This arises when a supervisors general feeling about an employee influences the overall judgment. Performance appraisal systems are at times criticized for weaknesses in the system design itself. Sometimes they assess the wrong behaviours or consequences, or focus on employees personality instead of on their work performances. Very often standards for appraising employees are not related to the work itself. As a consequence employees may not likely be interested in such a system where performance standards are unsuccessful in highlighting important aspects of the jobs. Some organizations founds that PAS is a constant cause of tension, since evaluative and developmental concerns come often into disagreement. It is said that the appraisal can serve only one of them at a time. Also they find it dehumanize and demoralize to pass on judgments which then become source of apprehension and stress to employees. Many researchers such as Derven (1990) expressed doubts about the effectiveness and dependability of the appraisal process. Some found the process to be imperfect in nature. Moreover, Gabris Mitchell found a disturbing bias in the appraisal process called the Matthew Effect. It is said to take place in cases where employees keep on receiving the same evaluation each year. This denotes that there is the belief that if an employee has work well, he or she will continue on that pace. The Matthew Effect advocates that even if employees struggle to do well, their past appraisal reports will discriminate their future progress. Accuracy is important in appraisals. However for raters to appraise employees accurately, they should give unbiased results. Unfortunately accurate ratings are quite impossible as researchers affirm that personal liking, look, former impressions, gender and race will certainly manipulate appraisals, that is, there will always be some kind of biasness. 2.1.12Conclusion about PAS There are various schools of beliefs as to the validity and reliability of performance appraisals. While Derven (1990) doubts about its dependability, Lawrie (1990) finds it to be the most important aspect of organizations. A recent survey concluded that more than fifty per cent of the workforce wishes that their supervisors list the performance objectives much more specifically and clearly. The same survey revealed that 42 per cent of the employees were rather disappointed their organisations performance appraisal system. Many supervisors make the wrong use of appraisal. They use it as a punitive tool rather than helping their subordinates to improve their performance and overcome work problems. According to Shelley Riebel, as in the Detroit News (April 11, 1998) often managers are unsuccessful to explain what they really expect from their employees and fail to well describe the criteria used for assessing their performance. The data obtained during the appraisal process should be wisely used and considered. Still, for performance appraisal to be successful, it is important to carry it out on a regular and consistent basis. This will allow supervisors to follow and review employees work. Raters often make the mistake of emphasizing too much on mistakes committed by the employees. Rather, if ever some problem is spotted by the supervisor, the issue should be discussed with the employee concerned and both should try work on a solution. 2.2 Motivation Performance Appraisal System 2.2.1 Introduction to Motivation Motivation can be defined as the driving force that moves us to pursue a certain goal, or trigger a particular action. It can be considered as the desire within a person causing him or her to act. People generally act for a motive and that is to achieve a specific objective. Two main types of motivation have been noted, namely intrinsic and extrinsic. Intrinsic motivation comes from the inner self while extrinsic motivation arises when external factors require one to perform something. According to Passer and Smith (2004) the concept motivation refers to a course of action that influences the determination, direction and dynamism of goal-directed behaviour. Similarly, Kreitner and Kinicki (2007) assert that motivation represents psychological practices that stimulate voluntary actions. In the work context, as confirmed by Coetsee (2003), motivation entails the readiness of individuals and groups to put much effort so as to achieve organizational goals. From the above, it can be construed that there exists no single and general definition for motivation. Yet, Boje and Rosile (2004) regard motivation as an authoritarian ideology, a way to manipulate performance and where visions of self-actualisation need gratification. This view might be too negative to consider, but the rise in capitalism has been driven by high concentration motivation programmes which sometimes turn employees into production machines. 2.2.2 Motivation and P.A.S in Organisation Today Motivation can be the key to a successful organization. It is often claimed that the best businesses have the best motivated workers. Well motivated employees are said to be more productive and perform quality work. It remains however one of the most challenged tasks for managers to motivate their staffs as everyone is unique. A supervisor should strive to tie in the companys goals together with the employees individual goals through performance management. Moreover, the whole performance appraisal process and its result can affect an employees motivation. As highlighted by Cummings and Swabs (1973), employees performance is the outcome of the employees motivation to perform. In an organisational context, the performance is appraised by assessing the employees aptitudes and potentials to achieve the set goals. 2.2.3 Theories of Motivation related to P.A.S 2.2.3.1 Edwin Lockes Goal Setting Theory A main element for efficiently coaching employees is by using goal setting. Edwin Locke (1968) introduced the Goal Setting Theory whereby employees get motivated to work for the organisation when they are given specific and pronounced goals to achieve. This theory emphasizes that hard goals produce a higher level of performance than easy goals. Secondly, particular hard goals produce higher level of output and lastly, behavioural intentions lead to choice behaviour. Many, who study the relationship between performance and motivation in organizations, will agree that goal-setting and explanation creates confidence in the workers. By clearly explaining the meaning of the goals, employees will have a clear view on what the organization wants to achieve. Coetsee (2003) affirms that the most performing workers are goal-directed. Set goals allow employees to accomplish organisational vision, aims and strategic objectives. The assumption made here is that when people recognise and understand what is expected from them and how they are to be met, they will be motivated to achieve them within the time-limit. With regard to coaching, goal-setting theory has been used more than any other as a framework to motivate employees to improve their performance. The early work of Maier (1958) and Meyer et al. (1965) emphasized goal setting in the appraisal process. In a study, Latham et al. (1978) found that consistent with the theorys predictions, employee participation in setting the goals resulted in higher performance than assigning them, not because of greater goal commitment, but rather due to high goals being set. According to Dossett et al. (1979), a similar result was observed with Weyerhaeusers word processing employees. Goals and objectives set by the employers and employees should be discussed regularly. Erez (1977) asserted that for difficult goals to result in high performance, sufficient feedback is very important. 2.2.3.2 Behaviour Maintenance Model (BMM) Cummings and Swabs presented the Behaviour Maintenance Model (BMM) to illustrate how people are motivated to perform efficiently in an organisation. This model emphasises on the significance of outcomes in the motivational process. Fig.1: Behavior Maintenance Model This framework shows that goal aspirations results in goal attainment and motivation. When goal attainment is achieved by the employee, it leads to job satisfaction which in turn leads the employee to become motivated. 2.2.3.3 Victor Vrooms Expectancy theory Expectancy theory is an idea that was introduced by Victor Vroom. The theory as explained by KreitnerKinicki (2007) is based on the assumption that people are motivated to act in ways that will be followed by valued and desired outcomes. The theory says that an employee might be motivated when there is a belief that a better performance will result in a good performance appraisal which will help in the realization of personal goals. The theory focuses on motivation as the combination of valence, instrumentality and expectancy. Valence is the value of the alleged result. Instrumentality is the point of view of an individual whether he or she will really obtain what they want. It shows that successful act will eventually lead to the desired result. Expectancy refers to the different level of expectations as well as confidence regarding ones capability. Employees believe that these create a motivational force and this force can be represented by the formula: Motivation = Valence x Expec tancy The theory focuses on three things: à ¢Ã¢â€š ¬Ã‚ ¢ Efforts and performance relationship à ¢Ã¢â€š ¬Ã‚ ¢ Performance and reward relationship à ¢Ã¢â€š ¬Ã‚ ¢ Rewards and personal goal relationship 2.2.4 Conclusion: Performance Appraisal as Motivator? From the above reviews, it can be seen that no such research has been done to show if performance appraisal really acts as a motivator to employees. Bratton and Gold (2003) and Bowles and Coates (1993) claimed motivation to be one of the purposes of appraisals. It remains unconditional to know whether performance appraisal has a role to play in employees motivation. The research will therefore try to answer the following research questions: Does the Performance Appraisal System affect employees motivation? Does the system affect more a specific category of employees? How do employees perceive the PAS at the MRA? How do employees perceive feedback? Does the level of importance given to the system directly affect the employees motivation? Does the trust put on the appraiser influences the employees motivation?

Receiving the proper training :: essays research papers

Athletes throughout the United States have so much devotion and dedication to their sport than anything else in the world. For most people their sport comes first even over their families and school. In order for me to enhance in the sport of swimming, training had to be my number one priority, and school and family was no where in my mind. Competing as a swimmer at Conference Championships representing Golden West College to try and earn a spot on the State Championship team was my major goal for the year. I knew I had my races handed to me, just that fact of being placed as the top seed of all of my races, but knowing in the back of my head, the intense workouts and pain to be standing here but not receiving the right taper from my coaches cost me to earn a spot. At the beginning of the season training was just conditioning for your body to get into shape for the grueling workouts ahead. The coaching staff doesn’t really have much enthusiasm to motivate their swimmers. For example, cheering us on while swimming is a major factor because it paces your race while you swim and also gets your adrenalin up and that’s what they lack. The coaches just like to sit in their chairs and jot down times and rarely respond to you about your swim whether it’s good or bad. If you’re ahead of the pack they say you could have done better, they reply the same statement to the losers, so their comments are meaningless. Well soon enough Conference Championships comes around which consist of the local colleges of our surroundings. (OCC, RCC, Saddleback etc..) Once this starts training becomes much and much easier for some athletes who have a less chance to earn a spot on the State team. But for the remaining of the athletes training stays the same. For some of us that didn’t suit to well with our performances. For some swimmers they need to have a longer taper then others because of the amount of muscle they have. So our coaches asked if you truly believe in having a long taper then let us know before workout today so we can plan your schedule. For me, throughout my swimming career I have had two to three week tapers and my performance is at the top.

Life of the Female Pioneer on the Oregon Trail

Life of the Female Pioneer on the Oregon Trail University Of Phoenix HIS/110 August 25, 2012 Kim Murphy Life of the Female Pioneer on the Oregon Trail My life as a female pioneer taking the journey down the Oregon Trail was one of hardship and adventure. During the early 1800s settlers began to explore new territory in the New World looking for new opportunities. Through the pioneer journeys of Lewis and Clark a route through America was discovered that would take settlers to new land in the Pacific Northwest portion of the country. To reach the new land pioneers, such as I, had to travel down what became known as the Oregon Trail.Through the Oregon Trail the expansion of the West began but to get to this new part of the country I would have to travel two thousand miles along with other pioneers from my part of the country. We started in Missouri that required us to travel through five states to reach our new destination. To reach the new land offered to myself and the other pioneers in the New World, we would travel in large groups with people in wagons and on horseback. This was to help ensure our safety as we traveled the Oregon Trail to the new land in the West.Our travels included men, women, and children of all ages. Although I made the choice to go myself, there were many women on the trail that had to face the hardships of the long trail because their husbands had chosen to take this adventure. This was difficult for many of them because they were forced to leave their already established homes in exchange for the hardships of the trail and an uncertain future in the Pacific Northwest. To travel down the Oregon Trail, we travelled in horse drawn wagons and had oxen’s pulling carts of supplies.I like other pioneer families left my home with my worldly possessions that I could afford to carry. We faced being robbed at gunpoint by highway men on the trail. Another danger faced by the female pioneers and the wagon train were attacks by Native America ns. The Wagon Trains were attacked and burned and the men were killed leaving the women, children, and wagon supplies to be stolen by the Indians. Women were forced to become the slave of an Indian family or the wife of an Indian brave while the children were adopted by Indian families or made to be slaves.I and the other women were responsible for ensuring the food supply lasted on the long journey as well as packing the wagon. We were also responsible for cooking the meals on the Oregon Trail. We were required to wear long dresses with long sleeves in oppressive heat and care for all of the needs of the men and children as well as tend to the sick. There was a major risk to the female pioneer of losing our husbands or even our children to illness or accidents along the Oregon Trail. If the food supply ran short the men would hunt for food, use supplies meant for our new homes, or die of starvation.Illnesses, such as Typhoid and cholera, were common and would spread through the wag on trains creating more work for us women (Bledsoe, 1984). The overworked women would in turn become more vulnerable to becoming sick and perishing. Women who gave birth while on the Oregon Trail faced vast difficulty and in many cases the female pioneer or the new born would die. Women pioneers were usually fairly young because women during this time married as young as 14 but quickly toughened up because of the major responsibilities we faced on the trail.Despite the many hardships faced by myself and the other female pioneers, we helped to pave the way for future generations of Americans and bravely traveled to an unknown land to build a new life. The Oregon territory was originally jointly owned by American and the British but was acquired by America in 1846 and expanded the territory of the United States (Eddin, 2009). Before Oregon was acquired by America the area was sparsely populated and the single woman, such as I, had little opportunity to find a husband. In most cases we would marry a farm hand or the closest neighbor.Marriages were rarely based on love but instead of convenience and the benefit to the family. A large majority of pioneers became farmers making the pioneer women a farming wife but also required her to deal with the harsh winters that were associated with the area and adjust to a life of constant isolation. Once American acquired the Oregon territory the population began to expand and the pioneer families were offered more opportunity as well as single women, such as I, had more opportunity to meet potential husbands.New towns and cities began to emerge and we women were no longer forced to sew our own clothes. It also provided a more convenient and affordable way for us to buy food than in the past. Once the population began to grow in Oregon the society became more modernized and life for I and the other pioneer women became less harsh. References Bledsoe, L. (1984). Adventuresome Women on the Oregon Trail: 1840-186. http://www. js tor. org/discover/10. 2307/3346237? uid=3739256&uid=2129&uid Eddin, O. (2009). The Oregon Country and Westward Expansion. http://www. thefurtrapper. com/oregon_country. htm

5 Tips for Writing an Executive Summary

5 Tips for Writing an Executive Summary 5 Tips for Writing an Executive Summary Whenever you write an in-depth business document, you should include an executive summary. This, as the name suggests, is a brief summary of the report itself. But how exactly do you write one? Check out our tips on writing an executive summary below to find out. 1. What to Include in an Executive Summary The exact format of an executive summary will depend on what you are summarizing. However, as a general guideline, try to include: A brief explanation of the subject matter and why it is important The results or findings of the report (plus methods used if applicable) Any conclusions that can be drawn from the findings Any recommendations or proposals for what to do next Keep in mind that the executive summary needs to make sense by itself, as you cannot assume that the reader will find time to read the full report. 2. Know Who You’re Writing For Given the space available in an executive summary, it can help to tailor your writing to the person who will be reading it. Before you begin, then, ask yourself a few questions: Who will be reading this? What do they already know about the issue? Are you simply summarizing an issue or are you recommending an action? How did you gather the information? Were your methods limited at all? What are the key details you need people to take away from the summary? These questions will help you narrow down what to include in the summary. If you are writing a report that many people will read, or you do not know who will read the summary yet, think about what the average person in your industry would need to know. 3. Keep It Short! The key word in â€Å"executive summary† is â€Å"summary.† As such, try to make yours as clear and concise as possible. Think about it as being like the written version of an elevator pitch. The idea is to communicate the vital details and, ideally, to convince the reader to read the full report. As such, make sure that your summary is no more than 10% as long as the overall report. 4. Format for Skim Reading If possible, include charts, graphs, or bullet points in the summary. These can highlight key details so that skim readers do not miss anything important. It also helps to break up the summary into sections with clear headings, which will help readers find information at a glance. 5. Avoid Unnecessary Jargon When you’re trying to make your point clearly and concisely, industry jargon will get in the way. This isn’t to say that you can’t use technical language when necessary. But, whenever possible, try to express your ideas in simple terms (the complicated stuff can go in the full report). Summary: 5 Tips for Writing an Executive Summary If you are writing an executive summary for a business report, keep the following in mind: Make sure your executive summary makes sense by itself, and that it includes all of the key details you need your reader to take away. Think about who will read the summary and tailor it accordingly. Make sure it is no more than 10% as long as the overall report. Use formatting, bullet points, and section headings to boost readability. Keep the language used simple and avoid jargon wherever possible. Finally, make sure to get it proofread before you finish. That way, you can be 100% sure it is typo free and ready to use!

Domestic violence in mature women in the United Kingdom A review of the literature The WritePass Journal

Domestic violence in mature women in the United Kingdom A review of the literature Abstract Domestic violence in mature women in the United Kingdom A review of the literature , 1.2 million women suffered from DV (Home Office, 2013). However, fewer than 1 in 4 individuals who suffer from DV will report this (Home Office, 2013) and therefore the estimation of DV in the UK is likely to be grossly underestimated. Thirty-one percent of the funding to DV charities from local authorities was cut between 2010/11 to 2011/12, a reduction from  £7.8 million to  £5.4 million (data obtained using Freedom of Information Act requests by the False Economy project, and analysed by the research team). The National Violence against Women Survey (NVAWS) states that about 1.5 million women are raped or physically assaulted by an intimate partner yearly (Tjaden Thoennes, 2000). The Bureau of Justice Statistics Crime Data Brief, which measured only physical assaults, concluded that there were 691,710 nonfatal violent victimizations committed by current or former spouses, boyfriends, or girlfriends against victims during 2001(Rennison, and Planty, 2003). Of these cases, 85% were against women (Rennison and Planty, 2003). The NVAWS also found that 22.1% of women surveyed, compared to 7.4 percent of men, and reported being physically assaulted by a current or former partner in their lifetime (Rennison and Planty, 2003). In the United Kingdom, national policy has started to identify DV as a concern for mature women. Subsequently, the Government has put policies in place so that healthcare and social professionals are able to identify cases of DV. For example, funding of nearly  £40 million has been allocated to specialist support services and help-lines until 2015 and the piloting of a domestic violence disclosure scheme that gives individuals the right to ask about any violent criminal offences carried out by a new partner (Home Office, 2013).   An estimated 27,900 women have had to be turned away by the first refuge service that they approached in the last year because there was no space, according to new figures from Women’s Aid (2012). These figures demonstrate that services are under some strain to deal with the large amount of DV cases in the UK. Prolonged episodes of DV can result in the development of mental health problems such as depression, panic attacks and mental breakdown (Roberts et al., 1998; Astbury et al., 2000). . Women often find it difficult and challenging to communicate about the psychological abuse they suffer during DV and often prefer to suffer in silence than complain about it (Home Office, 2013). This may have resulted in creating a barrier to finding data on mature victims of domestic violence. Abused women are three and a half times more likely to be suicidal than non-abused women (Golding, 1999). Furthermore, the World Health Organization (WHO, 2005) indicates that domestic violence puts women at risk from a range of negative health outcomes such as physical injury, mental health problems, sexually transmitted diseases, including HIV and AIDS, unwanted pregnancies, depression, Post-Traumatic Stress Disorder, emotional distress, fatigue, sleeping and eating disorders and general fear. There are a wide range of social factors thought to contribute the high occurrence of DV against women in the UK. These factors include some religious and political practices that undermine women (Walker, 1999). Factors such as financial hardship. a lack of resources, educational shortcomings, extreme alcohol consumption, high levels of jealousy, belonging to a large family and substance abuse have also all been linked with the rising risk of domestic violence (Martin et al., 1999). Furthermore, in comparison to their younger female counterparts, mature women may have a limited understanding of the term abuse as a result of their older generation (Zink et al., 2003). For example, DV may have not been considered as a criminal offence when they were growing up and feminist movements were generally unheard of. Despite figures showing that DV against mature women is rising considerably the UK, the government is considering serious funding cuts for crime prevention programs as well as staff cutting plans including over 50, 000 job cuts in the ‘National Health Service’ (NHS) over the next 10 year period (Scripps, 2013). In light of these cuts, this research aims to study the relationship between DV and the prevention programs that have been designed to tackle this crime. In particular, a counsellors’ perspective will be adopted and the challenged that counsellors face in the light of budget constraints will also be explored. Using an extensive review of the literature, the following sections provide a brief overview of the various aspects pertaining to DV and its psychological influence. The review will conclude with a discussion of government interventions and policy recommendations. This review will evaluate and critique the available literature pertaining to DV including an assessment of the historical evolution of DV as a general concern for mature women, theoretical explanations of DV and consideration of the significance of gender. This underpinning process will be used as a basis for examining the impact of DV against mature women (39 years old and above). It will also look at the value and effectiveness of current resources, initiatives, and support networks used to tackle DV and assist victims. This review will illustrate that DV in mature women is a complex and multifaceted subject. Definition of Terms For the purpose of this review, the following terms shall be defined as follows: Domestic violence: The term domestic violence is defined as a physical type of abuse carried out by an individual directly towards their significant other previously or currently, through the use of violence. The intent of the abuse is to somewhat establish and maintain a sense of dominion and control over another person, and is depicted in a context of uneven authority or entitlement. This therefore increases the likelihood of inflicting harm to both the physical and emotional welfare of that individual. Well-being: According to Ryan and Deci (2001), the term ‘well-being’ refers to the full spectrum of people’s emotional experiences and to their quality of life. Mature women: Mature women would be defined as those persons aged 39 years and above. Health: This is a state of physical and mental well-being, and thus not necessarily means the absence of symptoms, illness and morbidity (WHO, 2004b). Quality of life: This is an ‘individuals’ understanding of his or her status in life, in relation to the culture and value system of society, viewed against their personal goals, standard, and expectations in life (The WHOQOL Group, 1995). Qualitative Study: Qualitative studies are exploratory and are particularly well suited to social research. Cresswell (1998) defines a qualitative study as an inquiry process of understanding a social or human problem, based on building a complex, holistic picture, formed with words, reporting detailed views of informants conducted in a natural setting.† Typical data gathering tools employed in a qualitative research design include observation, interviews, video documentaries, and focus groups. Quantitative Study:   Quantitative studies measure information in numbers using a set of pre-defined variables as the focus of the study. Using the definition given by Cresswell (1998), it â€Å"is an inquiry into a social or human problem, based on testing a theory composed of variables, measured with numbers, and analyzed with statistical procedures, in order to determine whether the predictive generalizations of the theory holds true. Data collection methods typically include questionnaires, standardized tests and codified forms. Scope and Objectives The main objective of this research was to increase awareness of DV against mature women and to improve the standard and efficacy of the care that is provided to the victims. The researcher’s experience in looking after this group of victims has been challenging and may have been much improved if their experiences and needs were better understood. This piece of research aimed to: Carry out a literature review of DV in mature women. Identify how the government and society in general support victims of domestic violence in recovery. Identify the counsellor’s role while caring for victims of DV. To provide an opportunity for mature women to speak of their experiences in order to highlight their experiences and to develop resources to support and inform mature women (Mears, 2002). To explore the prevalence of physical and verbal abuse among the study population (Mouton at el, 2004). This research will use a positivist approach, focusing on the dilemma a mature victim of DV often faces and the importance of the therapeutic relationship they hold with their counsellor. This approach focuses on gaining â€Å"positive† evidence from observable experience, rather than depending on intuition or assumptions on behalf of researchers. In particular, this approach believes that there are general patterns of cause-and-effect and that these can be used to predict natural phenomena such as DV. Research Methodology This dissertation will use review the literature and contain analysis of secondary data and the summarising of the literature’s findings on the topic of DV in mature women. Procedure This piece of research used a literature review to gather data on the topic of DV amongst mature women in the UK and beyond. The following key terms and words were used in various academic search engines including Web of Knowledge (http://wok.mimas.ac.uk/), Science Direct (www.sciencedirect.com) and PubMed (ncbi.nlm.nih.gov/pubmed): Domestic violence AND mature women. Domestic abuse AND mature women. Domestic violence AND women. Due to a limit in the number of articles generated using these search terms, no exclusionary criteria were applied. Literature review This is a secondary review research project involving an extensive literature review on the topic of DV and its impact and effects on mature women. The material for this review was obtained from peer reviewed psychological and counselling journals, which were accessed through online journal databases such as PUBMED and CINAHL. Governmental reports such as those published by the Department of Health (2000), BACP (2000), World Health Organisation (WHO, 2004) and technical reports from scientific research groups and working papers from social welfare committees were also used within the research. This review adopted the â€Å"best evidence synthesis† method proposed by Franche et al. (2005). This method involves summarizing the literature and drawing up conclusions, based on the balance of evidence. Epidemiology and Economic Impact Domestic violence among mature women is a pressing national problem. As a recent report from the World Health Organisation (WHO, 2004) indicates, domestic violence   against mature women has increased   five-fold resulting in increased   depression, physical ill health, psychological effects and other mental health disorders (Scripps, 2013). In addition to the huge impact DV has on women, there is also a large economic cost. The Centre for Mental Health (2010) has reported an annual loss to the tune of  £30.3 billion due to mental health problems suffered by abused women, with over two thirds of this amount accounting for lost productivity within the workplace. Mental ill health which   may be the result of DV   has been identified as   the primary reason for ‘incapacity benefit payment’ and over   43% of the 2.6 million individuals presently on long-term ‘health-related benefits’ present with psychosocial behavioural disorder as their primary condition (Department of Work and Pensions, 2010). DV can also have a direct negative impact on witnesses. Hewitt (2002) claims that almost 90% of DV occurrences are witnessed either directly or indirectly by children. Furthermore, the British government have stated that women can be distressed by witnessing DV carried out against other women (He witt, 2002). The literature also reveals differences in the prevalence of DV between younger and older women. For example, mature women are two to three times more likely to report minor physical attacks such as been pushed grabbed roughly and shoving than men (Tjaden Thoennes, 1998). It has also been found that women are 7 to 14 times more likely than men to report serious physical attacks of DV that include having been strangled, threatened with weapons or use of weapons (Tjaden Thoennes, 1998). Barriers to Accessing Care The literature search highlighted a number of key differences between the experiences of younger and mature women when it comes to DV. For example, unlike younger women, older women may be even less aware of the services available to those experiencing DV. For example, Scott et al. (2004) reported that there is a widespread myth among service providers and women themselves that Women’s Aid and other DV services prioritise younger women and younger women with children. Friedman et al. (1992) have postulated that abused mature women volunteer to share their uncertainties and concern to their health practitioners the majority of the time. Those women that do not share their concerns   may not do so because of pride or shame. The other reason that mature women do not disclose DV is a fear of being judged by society and this has been challenged during the research as well as shortage of theoretical clarity concerning this matter since the majority of affected women were embarrassed to put across what they are facing and this has made data collection challenging. Zink et al. (2003) investigated the reasons for staying in an abusive relationship in women aged over 55 years. It was found that reasons could be divided into three categories: cohort effects, which included reasons such as lacking education or job skills, period effects such as rejection from help services or difficulty accessing services, and aging effects, which related to the physical limitations that their age can cause. These results suggest that although mature women experience similar barriers to leaving abusive relationships such as a lack of faith in their ability to find employment and support themselves, there are also barriers unique to mature women such as worries regarding their physical strength. Therefore, health workers and counsellors must be privy to these differences in order to improve the level of care and support that mature victims of DV receive. Theoretical Concepts There are a number of different theories that make be used to explain how DV comes about and what motivates its perpetrators.. For example, the social exchange theory (Emerson, 1976) offers a foundation for law enforcement and the prosecution of offenders. Furthermore, this assists in helping to explain how children who observe abuse mostly grow up to be abusers themselves. In contrast, a feminist approach may provide support for interventions targeted at supporting perpetrators to improve their behaviour   and helping to empower victims. However, looking at these theories they do not appear to provide an inclusive foundation and a comprehensive approach for dealing with the various underlying outcomes or scope of DV. The more integrated ecological framework theory (see for example, Heise, 1998) is the one that appears to provide the required basis for an inclusive approach. The ecological framework theory has been used to conceptualise DV as a multi-faceted and complex phenomenon that has its foundations in a multitude of different factors including those of a situational and socio-cultural foundation (Heise, 1998). Unlike other theories, this theory is not reductionist and acknowledges that DV can be the result of many different factors. Discussion This researcher sought to increase knowledge and understanding regarding DV against older women by allowing older women themselves to speak out about how they define domestic violence; their views about causes, reporting, interventions, and consequences for perpetrators; factors that deter or prevent help-seeking from the justice system and community agencies; and elements of outreach and intervention strategies they see as acceptable and/or desirable. Results and Conclusions: Two important constructs that emerged were Domestic Abuse (DA), which encompasses emotional, physical, and sexual abuse, and Barriers to Help-Seeking (BHS), which appears to be closely related to the experience of victimization. In addition, eleven sub-concepts emerged from the data. Seven of these, Isolation, Jealousy, Intimidation, Protecting Family, Self-Blame, Powerlessness, and Spirituality, appeared to be related to both the experience of DA and BHS. An additional four factors defined as Secrecy, Hopeless ness, Concern for Abuser, and Justice were identified. This review has highlighted that violence amongst mature women has reached endemic proportions in most parts of the world. It also finds that no ethnic, racial, or socio-economic group is resistant from DV. Nonetheless, the review emphasized considerable heterogeneity in methodologies, sampling periods, sample sizes and the population studied. In some studies, ethnicity, age, and socio-economic status were not reliably recorded, resulting in difficulties in comparisons and evaluations. However, it must be emphasised that the WHO multi-country study   was a significant effort to amass globally similar statistics by the use of identical study approaches. There were a number of key methodological issues identified in the studies included in this literature review. A key weakness of surveys is that they   may not measure the real figures of abused women, especially as some abused women will be unwilling to reveal and report DV against them.   In view of problems associated with self-reports, it is likely that results are biased by both over-reporting and under-reporting (Koss, 1993). According to Krauss (2006) DV differs from nation to nation, and occasionally within the same culture. Therefore, there are cultural factors to take into account when comparing research. For example, in Asian cultures women are brought up with the belief that family needs are superior to individual members’ needs (Rydstrom, 2003). Though women from poor countries are possibly most pre-disposed to believe that men have a right to beat their wives, it has been found that women in developing and developed countries can also be inclined to beliefs which vindicate violence against them (Fagan and Browne 1994). Furthermore, there are cultural differences in the societal view of DV. For example, the review has shown that not every woman who suffers abuse identifies themselves as ‘battered’ women (Mahoney 1991). For example, Islamic nations do not view domestic violence a major issue, despite its increasing incidence and serious consequences. Extracts from religious tract s have been improperly used to validate violence against women, although abuse may also be the result because of culture as well as religion (Douki et al. 2003). Nonetheless, power issues and gender (Caetano et al. 2000), rather than race and ethnicity (Anderson 1997), are likely to be more significant in building and preserving male supremacy and the inequality of power between wives and husbands (Harris et al. 2005). Furthermore, various ethnic groupings are frequently distorted into one single class, for example Asians (Mobell et al. 1997). Due to this, statistics collected on violence amongst minority populations are regularly inadequate, thereby preventing meaningful generalizations. Waltermaurer (2005) argues that the choice of measuring and the practice used to establish the occurrence of domestic violence have important bearings on the occurrence rates being reported. The majority of television and film images, as well as the images in magazines, often display images of abused younger women who have children and this may give a false impression that domestic violence is not something that may occur later on in life. This literature review has found that in comparison to younger women, older women throughout their lives have been less aware of all services and treatments readily available for those going through DV. The previous Government legislated in the Crime and Security Act 2010 for the introduction of Domestic Violence Protection Notices (DVPN) and Domestic Violence Protection Orders (DVPOs). On the 30th of June 2012 the domestic violence protection notices and orders (DVPO) were introduced in West Mercia, Wiltshire and Greater Manchester through three p olice forces. The operations will continue for another year while the Home Office works hand in hand to assess the pilot and decide whether or not a permanent change in the law system is required.. The scheme gives victims who might or may have fled their homes the kind of support they may need. There was a gap in protection in DV before the scheme was founded in 2012. Previously, police were unable to charge perpetrators because of lack of evidence and also because the process of granting injunctions to the perpetrators took time. The (DVPO) scheme closes the gap between then and now and gives the police and the magistrate the power to protect a victim after the attack as soon as they possibly can and try to stop the perpetrator form getting in contact with the victim or returning home for up 28 days. Disclosure of being abused itself is insufficient to reduce the risk of adverse mental health outcomes for mature women who have been victims of DV unless the listener’s respon se to the disclosure was repeatedly supportive (Coker et al. 2002). Mature women report key characteristics of helpful encounters with health-care providers as non-judgemental, sympathetic and caring response (Gerbert et al. 1999). Public and private organizations have kept on enhancing their contributions in fighting DV. In the United Kingdom, The Domestic Violence, Crime and Victims Act (2004)  furnishes superior power to police and the courts in dealing with cases of DV and in providing security to victims. Furthermore the British government has recently issued a national domestic violence action plan which sets fourth ambitious goals: Reduction in the occurrence of domestic violence Increase in the rate that domestic violence is reported increase the rate of domestic violence offences that are brought to justice Ensure victims of domestic violence are satisfactorily protected and supported nationwide Reduce the number of domestic violence related homicides. The review has shown that despite all Government initiatives towards domestic violence, healthcare agencies are still under-represented (Hague et al., 1996). It was not until the year 2000 that the Department of Health (DoH) started to take steps to implement   front-line interventions from health professionals by publishing two documents known as Domestic Violence: A Resource Manual for Health Care Professionals’ and ‘Principles of Conduct for Health Professionals’ (Department of Health, 2000a, 2000b). The aim of these documents was to integrate best practices recommended by the various governing bodies of differing health professionals. This documentation aims to provide guidance for healthcare professionals in their practice and daily interactions with women experiencing DV. After the publication of these documents, DV was seen for the first time as a health care issue as opposed to a mainly social care problem. The police and the criminal justice system cannot address the issue of domestic violence alone. The cost of protection for those women who experience domestic violence is of such a scale that it should be considered a major public health issue (Department of Health, 2000a: 2).   Validity and Reliability As most of the literature referred to in this research was phenomenological, there are some key methodological limitations. For example, phenenological research is often open to interpretation. In particular, the same words may have different meanings for different people (Beck, 1994). This may be of particular importance for the topic of DV as some women who are included as participants may report that they are abused but may not attach the same negative connotations that the researchers do. The most reliable estimates of the extent of domestic violence in England and Wales come from the Crime Survey of England and Wales (CSEW; formerly known as the British Crime Survey). The CSEW asks people about their experience as victims. Being a household survey, it picks up more crime than the official police figures, as not all crimes are reported to the police, let alone recorded by them. Two sets of figures are available from the CSEW: the first, collected from the survey’s inceptio n in 1981, come from the results of face-to-face interviews; the second, available from 2004/05, come from confidential self-completion modules, which respondents complete in private by responding to questions on a computer. The unwillingness of respondents to reveal experience of domestic violence to an interviewer means that the first measure significantly underestimates the extent of domestic violence. Conclusion The high occurrence of  Ã‚   DV experienced by mature women suggests that doctors and other healthcare professionals working in all areas of medicine must identify and explore the potential significance of DV when considering reasons why mature women present with ill health. The issue of DV against mature women should be integrated into medical training, therapist training and also into governmental policy. Heterogeneity within the methodology of the different studies discussed in this review has highlighted the significance of developing stronger definitions to improve coherence across findings during a literature search.   Future research work must try to recognize cultural differences when working with families and women of ethnic minorities. Contrary to   previous assumptions that mature women may consider DV as acceptable, results of a study found that mature women were able to identify abuse and actions seen as abusive, which demonstrates suggesting that care workers may be misinterpreting victims’ feelings. The study also demonstrates how the attitude of mature women has been altered over time, from something acceptable to something that must be dealt with. Society must stop viewing domestic violence against mature women as a problem which only affects women, as the issue is overall a public health issue. All forms of violence against mature women are abhorrent and support for those who have been abused in any form should be readily available. We need a clear and decisive answer for calls for help from the health sector, in collaboration with women’s organizations and other related public powers. As observed by Hamberger et al. (1992), future research is essential in order to help determine the reason behind some re-occurring factors that are prevalent in contributing toward cases of DV against mature women. A collective societal intervention is necessary to address the social determinants of DV. Counsellors, as frontline care providers, have an essential role to play in controlling the negative impacts of DV amongst mature women. Counsellors can be proactive in their approach and target vulnerable individuals and groups based on initial assessment or treatment programs. Counsellors and healthcare providers should effectively liaise with various governmental and non governmental agencies that participate in delivering individual treatment plans for mature victims of DV.  Ã‚   By improving the coordination between these participating agencies and the women that need intervention, healthcare providers can promote greater access to and utilization of these services. Future Work The researcher discovered that there is not much data available on the topic of DV in mature women from previous researchers. In future the researcher will conduct research herself when qualified enough to conduct research using questionnaires and interviews to collect qualitative data. REFERENCES Anderson, K. L. (1997). Gender, status, and domestic violence: an integration of feminist and family violence approaches. Journal of Marriage and the Family, 50(3), 655–669. Astbury, J., Atkinson, J., Duke, J.E., Easteal, P.L., Kurrle, S.E., Tait, P.R. and Turner, J. (2000) The impact of domestic violence on individuals. The Medical Journal of Australia, 173(8), pp. 427-431. Beck, C.T. (1994) Reliability and validity issues in phenomenological research. Western Journal of Nursing Research, 16(3), pp. 254-267. Centre for Mental Health (2010) Annual Review. Centre for Mental Health: London. Caetano, R., Cunradi, C., Clark, C., Schafer, J. (2000). Intimate partner violence and drinking patterns among white, black, and Hispanic couples in the U.S. Journal of Substance Abuse, 11(2), 123–138. Coker, A. L., Smith, P. H., Thompson, M. P., McKeown, R. E., Bethea, L.. and Davis, K. E. (2002) Social sup-port protects against the negative effects of partner violence on mental health. Journal of Women’s Health and Gender Based Medicine, 11(5), pp. 465-476. 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Roth (Eds.), Understanding and preventing violence: Social influences, Vol. 3 (pp. 115–292). Washington, DC: National Academy. Friedman, L.S., Samet, J.H., Roberts, M.S., Hudlin, M. and Hans, P. (1992) Inquiry about victimisation experiences: a survey of patient preferenccecs and physician practices. Archives of Internal Medicine, 152(6), pp. 1186. Gerbert, B., Abercrombie, P., Caspers, N., Love, C. and Bronstone, A. (1999) How Health Care Providers Help Battered Women: The Survivors’ Perspective. Women and Health, 29, 115-135. Golding, J. M. (1999) Intimate Partner Violence as a Risk Factor for Mental Disorders: A Meta Analysis. Journal of Family Violence, 14, 99-132. Heise, L.L. (1998) Violence against women: An integrated, ecological framework. Violence Against Women, 4, pp. 262-290. Hewitt, Kim (2002), Silent victims of violence in home.  The News Letter  (Belfast, Northern Ireland), September 14, 2002 Home Office (2013) Ending violence against women and girls in the UK. [Online]. 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Economics for business Essay Example | Topics and Well Written Essays - 1500 words - 2

Economics for business - Essay Example The US economy’s success in the past with their macroeconomic policies is reflected in the Federal Reserve’s successful management of the economy during the economic meltdown in 2000 and 2001. The dot.com meltdown along with the subsequent recession brought down the US economy in early 2001 with high levels of unemployment and plunging equity markets. But with the government’s repeated tax cuts and Federal Reserve’s interest rate reductions, the economy was back on its feet in a short span of time. The economy grew steadily post that through the end of 2007, with real GDP expanding at an annual rate of 2.6% during this period. Productivity rose at a 3% rate, equity markets soared, unemployment rate fell to 4.4%, inflation remained low and consumer spending grew by 5.5% year-on-year (Rattner, Steven). With capital readily available, the cost of borrowing fell to record lows and lending grew at a rapid pace. With the soaring economy, the level of corporate bond defaults reached its all time lows. With record liquidity in the credit market, the economy went all out and volumes of leveraged buyouts soared. Leveraged buyouts are a sign of an ambitious take-over as the financing in such a case is mobilized principally through risky bonds that carry high interest rates. Such low rated debts swelled to 35% of the total high yield issuances in the US (Rattner, Steven). In 1994, less than 5% of the total mortgages were subprime in the US; in 2005, the figure was up to 20%. The rates of interest began to increase in 2005 after years of stable and decreasing trend (EconomyWatch.com). This led to fall in demand for houses, which brought down the house prices as well. A number of house owners who were highly leveraged on subprime mortgages found themselves neither being able to combat the increase in payment nor sell of their houses. â€Å"According to a National Bureau of Economic Research study published in 2003, the

Single Cell Protein Essay Example | Topics and Well Written Essays - 1000 words

Single Cell Protein - Essay Example Although, there is a global shortage of protein, the shortage is in developing countries which cannot afford this technology. There are several advantages in using microorganisms as a food source. They occupy less room then conventional crops and animals; therefore they can grow on a wide range of cheap or waste products of agriculture and industry. They grow much more rapidly, are more easily modified by genetic engineering and so have relatively high protein content. They are independent of climate and do not occupy the large areas of land. There also are fewer ethical issues associated with there exploitation and no animal rights issues. There are different uses of yeast and fungi; like it can produce dietary supplements known as single cell protein (SCP). Yeast species are efficient in producing large amounts of different types of vitamins and is also used in the commercial production of that vitamin. Other species like yeasts can also be utilized in brewing, which can absorb as well as store vitamins from their food. It is healthy for people to take yeasts as vitamin supplements. Yeast fungi can also produce huge amount of useful stuff such as numerous enzymes, industrial alcohol, glycerol and fat. The yeasts are also helpful in commercial production of these substances. The Single Cell Protein (SCP) is produced by using bacteria, fungi, yeast or algae. SCP, for the time being, is very successful for using alternative cheaper proteins such as Soya bean, and lack of research into value-added products derived from microorganisms. Recent studies show that autolysis is an efficient method of extracting protein from the yeast; the internal cell's enzymes actions can actually cause the breakdown of cell constituents. If yeast is exposed at a very high temperature, it can speed up the process of autolysis. In reality, getting the best result of the finished product (in terms of flavor, quality or yield), totally depends on the solubiliszation of the cell contents in autolysis; it is a vital and indispensable step. In spite of this significant process, there are few common understandings of these biological modifications which happen during autolysis. Furthermore, almost every study on yeast autolysis have only been conducted with only one Saccharomyces cerevisiae know as yeast specie,and no study have been done to know the autolysis reaction of different species. Yeast was treated in laboratory which fermented the production; presently a lot of research is in progress in the department of Chemical & Life Sciences which is also examining other species like Kluyveromyces marxianus (dairy yeast),as it can produce novel yeast extracts. SCADA (Supervisory Control and Data) software is also assisting this procedure and the effect of reaction of the substance that is acted upon by an enzyme or ferment on consequential nutritive value and flavor enhancement is still being investigated. According to the recent research it is been found that yeast which produce protein contains highly nutritional matter (up to 50% dry weight basis). Therefore, controlled conditions during autolysis will result in the activation of yeast proteases which degrade yeast proteins into soluble peptides and amino acids. Another name of SCP is microbial protein or microbial food. Due to the