Performance management Essay Example | Topics and Well Written Essays - 750 words

Execution the board - Essay Example Studies have uncovered that the rearrangements procedure has created results that have not exclusively been clashing yet in addition vague. Because of the detriments expressed above, Ferreira and Otley's planned the presentation the board structure that unmistakably depicts the activity and structure of execution the board framework. Analysts have underscored that to get precise outcomes that are fundamental in creating abilities and information on the executives execution, it is imperative to utilize hypothetical establishments. Supervisors of an association need to choose balanced speculations that will control them while breaking down execution of an association (Chapman, 2007p. 664). Execution the executives approach for the most part includes numerous procedures that happen in an association. These procedures incorporate examination, estimation, control, and arranging. The components utilized in execution the executives frameworks are formal and casual controls. The controls are normally subject to the size of the association on the grounds that bigger firms utilize authoritative controls (Margret, 2010 p. 210). Execution Management Framework by Otley’s In the year 1999, Otley built up a structure that was to give a rule in the investigation of the tasks of the executives control frameworks. He concentrated on five zones that included distinguishing proof of the principle objectives of an association. ... The fourth territory that Otley accentuated was the ramifications of either accomplishing or neglecting to accomplish the objectives set in an association. In conclusion, he concentrated on observing the exhibition of an association. Switches of Control structure Simons proposed the switches of control (LOC) system in the year 1995. These included convictions, limit, demonstrative and intelligent control frameworks (Simons, 1995:p177). Simons’ system depended on four significant ideas particularly basic beliefs, the dangers, the factors of basic execution and vital vulnerabilities. The conviction framework controls the guiding principle while the dangers are directed by the limit framework. The indicative control framework controls the basic execution factors. The principle capacity of the indicative control is to screen, evaluate and give rewards dependent on the various degrees of execution. In conclusion, the intelligent control framework manages the key vulnerabilities in an organization. The switches of control structure have encouraged the investigation of the collaboration between limit frameworks and convictions (Collier, 2005:p321). The LOC system was reprimanded as a result of its contradiction with the casual controls that exist in numerous associations (Hutzschenreuter, 2009 p.10). In any case, the work of LOC system encourages the evaluation of the harmony among positive and negative controls (Ferreira, 2002: 053). The Performance Management Systems Structure The current structures had various constraints that provoked specialists to build up an all-inclusive structure. The broad structure features the fundamental parts of execution the executives framework, and gives establishment to the advancement of further examinations. The presentation the executives framework concentrated on a few regions including association structure,

Computational Complexity and the Origin of Universals :: Mathematics Mathematical Philosophy Papers

Computational Complexity and the Origin of Universals Theoretical: This paper sets up cozy connections between principal issues in the philosophical and scientific speculations of psyche. It audits the scientific ideas of knowledge, including design acknowledgment calculations, neural systems and rule frameworks. Numerical troubles show as combinatorial intricacy of calculations are identified with the jobs of from the earlier information and versatile learning, similar issues that have molded the multi year old discussion on the roots of the widespread ideas of brain. Consolidating philosophical and scientific examinations empowers following current numerical challenges to the inconsistency between Aristotelian rationale and Aristotelian hypothesis of psyche (Forms). Aristotelian rationale is demonstrated to be the guilty party for the current numerical challenges. I will likewise talk about associations with Gã ¶del’s hypotheses. The end is that fluffy rationale is an essential prerequisite for consolidating adaptivity and apr iority. Relating the scientific and philosophical helps explaining both and helps investigating future research headings of the arithmetic of insight. I. Presentation: Mathematics and Philosophy The multi year old discussion on the inceptions of general ideas of psyche was about the jobs of adaptivity or gaining as a matter of fact versus the from the earlier information (the inherent or natural). It is firmly identified with the epistemological issue of the starting points of information. The issue of consolidating adaptivity and a-need is essential to computational knowledge just as to understanding human insight. There is an interrelationship among ideas of brain in arithmetic, brain research, and theory, which is a lot nearer than presently suspected among researchers and rationalists of today. From the contemporary perspective, the inquiries regarding mind presented by antiquated scholars are incredibly logical. A focal inquiry to crafted by Plato, Aristotle, Avicenna, Maimonides, Aquinas, Occam, and Kant was the topic of the birthplaces of all inclusive ideas. It is safe to say that we are brought into the world with from the earlier information on ideas or do we secur e this information adaptively by gaining as a matter of fact? This inquiry was fundamental to crafted by antiquated scholars, medieval theologists, and it was similarly imperative to hypotheses of Freud, Jung, and Skinner. The various answers they provided for this inquiry are fundamentally the same as the appropriate responses given by McCulloch, Minsky, Chomsky and Grossberg. At the point when 2300 years back Plato confronted a need to disclose our capacity to conceptualize, he reasoned that ideas are of from the earlier beginning. The way of thinking dependent on the supernatural, from the earlier truth of ideas was named authenticity. During the accompanying 2000 years the idea of a-need was hugely fortified by the advancement of monotheistic religion in Europe, to the degree that it meddled with observational investigations.

Jersey City

Jersey City Jersey City, city (1990 pop. 228,537), seat of Hudson co., NE N.J., a port on a peninsula formed by the Hudson and Hackensack rivers and Upper New York Bay, opposite lower Manhattan; settled before 1650, inc. as Jersey City 1836. The second largest city in the state and a commercial and industrial center surpassed only by Newark, it is a port of entry and a manufacturing center. With 11 mi (17.7 km) of waterfront and significant rail connections, Jersey City is an important transportation terminal point and distribution center. It has railroad shops, oil refineries, warehouses, and plants that manufacture a diverse assortment of products, such as chemicals, petroleum and electrical goods, textiles, and cosmetics. The city has benefited from its position across from the island of Manhattan, and many Jersey City companies are extensions of those in New York. Further developments have included increased housing and shopping areas and a waterfront-renewal project, including the towerin g Goldman Sachs building (2004). Other parts of the city, however, remain run-down after years of commercial activity. Many ethnic groups throughout U.S. history have settled in Jersey City. The city has a modern medical center and is the seat of New Jersey City Univ. and St. Peter's Univ. In Lincoln Park is a statue of Lincoln, built in 1929. Liberty State Park, on the waterfront, is the site of a science museum and planetarium and provides an excellent view of New York harbor. The area was acquired by Michiel Pauw c.1629. The Dutch soon set up the trading posts of Paulus Hook, Communipaw, and Horsimus. In 1674 the site fell permanently under British rule. The fort at Paulus Hook was captured by Light-Horse Harry Lee under Washington's plan, Aug. 19, 1779. Nearby Bergen was a stockaded Dutch village dating from before 1620 and had New Jersey's first municipal government, church (Dutch Reformed), and school (1662). Jersey City was consolidated with Bergen and Hudson City in 1869; the town of Greenville was added in 1873. The city's industrial growth began in the 1840s with the arrival of the railroad and the improvement of its water transport system. In 1916, Jersey City docks were the scene of the Black Tom explosion that caused widespread property damage. The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. Political Geography

Analysis Of Antigone By Sophocles - 1074 Words

Smith 1 Gabriel Smith Professor Christopher Foster English 1302 01 March 2016 Essay 2: Antigone A hero is a person who shows courage or noble qualities in the face of danger. There are many different types of heroes in literature and media such as superheroes saving the world, or an everyday fireman saving a kitten from a tree. Deriving from Greek literature, tragic heroes are common among early literature. Tragic heroes are defined by Aristotle by the following requirements, they must come from royalty and have excessive pride in themselves, create a sense of fear and pity in the audience that comes from unmerited adversity, and lastly, a tragic hero’s own death or great suffering must originate from their own flaws or errors in judgment (â€Å"Aristotle The Elements of Tragedy†). In Sophocles’ play â€Å"Antigone†, King Creon fits all the requirements of a tragic hero. Creon believed that his own decisions and rulings would benefit his kingdom for the better. However, his decisions and rulings end up leading to his downfall when Antigone decides t o bury her brother, Polynices, which Creon ruled was against the law to do. Being the fair king he is, Creon believed he had no other choice but to punish Antigone for her actions. Creon’s decision to punish Antigone ultimately ends up in tragedy for him. Many would argue that Antigone is the hero in the play and Creon the villain. However, upon fuller examination one can conclude that Creon only wanted to create order in his kingdom.Show MoreRelatedAnalysis Of Antigone By Sophocles1859 Words   |  8 Pagesthe play I am summarizing is called Antigone by Sophocles, the genre of this play is Greek tragic, it comes after two other plays where as in the first one Oedipus was supposed to end up being the king so he killed his father and wanted marry the mother. Where as in the second one its just stories of his kids and their meetings with Theseus, the King of Athens. Antigone main properties of a Greek tragedy play would have to be the characters and the plot. Antigone ends up sacrificing herself just toRead MoreAnalysis Of Antigone By Sophocles1078 Words   |  5 Pagesworld. Sophocles perfectly and beautifully was able to portray the ambiguity of our reality. Antigone and Kreon both have valid reasoning and are justified in their v iews in Sophocles’ tragedy Antigone. Neither is purely good or evil, but are simply two embodiments of contradicting beliefs, each based upon just reasoning. Antigone’s rebellion is based on her love for her brother, an act of emotion and passion. Kreon’s verdict is based upon logic and reason from his position of power. Antigone is aRead MoreAnalysis Of Antigone By Sophocles1408 Words   |  6 PagesGuadalupe Martinez July 1, 2015 AP Literature Antigone Throughout the course of human existence, there has been a clear division line that defines the gender roles that have been followed. History has taught us many things and included within that list is inequality. Men and women haven t been treated equality for many years in the past, but the good thing is that now, women have at least a little bit more justice done towards them. Although throughout time in recorded history, women have shownRead MoreAnalysis Of Antigone By Sophocles879 Words   |  4 PagesIn Sophocles’s Antigone, which centrals around themes such as bravery in the face of death, civil unrest, and unyielding dedication to divine justice, it is easy to understand how Ismene’s character is often called cowardly, docile, and indecisive. However, if one were to take away Antigone as a comparison, Ismene may appear in a different light. She survived her tragic upbringing through rational thought and a sort of optimism that others will do the same, while st ill managing to keep her love forRead MoreAnalysis Of Sophocles Play Antigone 1308 Words   |  6 Pagesrituals to the husband. Sophocles play Antigone shows us the three different types of women: Antigone, the protagonist that is highly determined; Ismene, the fragile sister of Antigone; and Eurydice, the wife of Creon. Each of these characters lifestyles,personalities, and choices directly affects the character s mortality. The women characters in Antigone show great difference of the most important two stages of life, life and death. One of the conflicts in Antigone, is the struggle betweenRead MoreAnalysis Of Sophocles Antigone By Sophocles And The Libation Bearers2088 Words   |  9 PagesSince ancient times, Greece has honored the importance of family relationships and values through their literature and culture. The importance of kinship is seen explicitly in the plays Antigone by Sophocles and The Libation Bearers by Aeschylus. Both plays utilize family values as thei r central theme and root of action. The depth of blood bonds is the driving force behind the thoughts, actions and decisions of the characters and the conflict and plot in the plays. However, the path that each characterRead MoreAnalysis Of Sophocles Antigone And David Hares1314 Words   |  6 PagesIn both Sophocles’ play Antigone and David Hares’ drama Page Eight the plots center on politics and personal identity. The ideas of personal identity and politics are, however, presented in very distinct manners. In Antigone, Sophocles portrays politics and personal identity in a nullifying manner as they lead to death and there is no happy ending. Hares, on the other hand, presents politics and personal identity in a more constructing manner as there is no tragic deaths and there is more of a pleasantRead MoreAnalysis Of Sophocles Antigone, Creon, The King Of Thebes1280 Words   |  6 PagesStalonacles â€Å"Your temper terrifies them† (Sophocles 222). In Sophocles’ tragedy â€Å"Antigone†, Creon, the obstinate king of Thebes, embodies the stereotypical monarch. Ancient Athens, where Sophocles called home, used plays to educate their audience and persuade them to think a certain way; thus, Sophocles wrote of the struggle between Creon, and his son, Haimon, from the perspective of a member if a democratic government. Sophocles sought to influence his audiences political beliefs by creatingRead MoreAnalysis Of Homer s The Iliad And Sophocles Antigone Essay2322 Words   |  10 PagesHomer’s The Iliad and Sophocles’ Antigone paint a mural for what Greek society and people were like during their time; a mural that has survived through the ages, and ultimately allows us to see into their way of life. Both stories revolve around two main characters, Achilles and Antigone, respectively, who face a dilemma in a society where the monarch’s rule is absolute. Achilles, the greatest warrior of the Achaean army, constantly faces the oppressive rule of Agamemnon, with the understandingRead MoreSophocles Tragedies Oedipus Rex and Antigone: Character Analysis of Teiresias595 Words   |  2 Pages Sophocles tragedies Oedipus Rex and Antigone both present the character of Teiresias as being a strong individual who has supernatural powers and is dedicated to assisting society by using them. Even with this, the fact that his information mostly generates suffering around him makes it difficult for him to put across his thinking and is visibly a reason for pain rather than being a blessing. The character is often chastised as a result of the information that he provides, as individuals practically

The Paradox of Corporate Entrepreneurship Free Essay Example, 2000 words

Corporations based on entrepreneurship blur the line between what is an acceptable practice and what is not, taking advantage of grey areas and loopholes in the legislation. The pursuit of profits inspired by entrepreneurial leaning by corporations influences them to identify grey opportunities for operations. In a capitalist manner, such undertakings can be justified as they may not directly breach any laws. However, this may be due to an oversight in legislative processes or ignorance on such loopholes. The lack of legislation guiding certain practices or outlawing certain acts does not make them moral or acceptable to society (Philips 2003, pp. 36-38). This, however, makes them acceptable practices to an entrepreneurial corporate venture. For instance, multinational corporations may sell products with carcinogenic or mutagenic risks in third world markets. Such products may be outlawed in the countries of origin, but not legislated upon in the foreign markets in developing countr ies. Whereas no legal mechanism may pin down corporations behaving in this manner, there exists no moral justification for such practices. Here, the firms are engaging in business that may be harmful to the perhaps oblivious consumers while taking advantage of failure in legislative capabilities. We will write a custom essay sample on The Paradox of Corporate Entrepreneurship or any topic specifically for you Only $17.96 $11.86/pageorder now This is a result of uncontrolled entrepreneurial action where such business opportunities are spotted, noted as illegal and exploited by the corporations. Entrepreneurship also leads to various aspects of corporations becoming defunct and disposed of. The much-maligned bureaucracy in corporations serves several essential functions for the corporation. According to Down (2010, p. 116), bureaucracy is commonly equated with red tape and blamed for inhibiting effectiveness due to complex and rigid procedures. However, a closer look at the issue opens up a number of positives brought to a corporation due to bureaucracy. Bureaucracy provides for control mechanisms within corporations and thus protects the firm from chaotic operations and ultimate falls.

Tuberculosis The Infectious Diseases World Wild

Madera Community College Center Tuberculosis Raul Sosa Mendoza Biology 3, Mrs. Abou Naoum April 19, 2016 Introduction One of the top infectious diseases world wild, tuberculosis has plagued humanity for centuries. Tuberculosis is caused by a bacterium, that bacteria attacks the lungs but can also attack and spread to other body parts. Prior to medical advances not much was known about this tuberculosis disease. It is believed that Tuberculosis (or TB for short) has been around for six thousand years. Scientist theorized that TB could have first infected humans roughly five thousand years ago, from contact with infected domesticated animals and spreading along trade routes. Evidence of TB causing bacterium has†¦show more content†¦If one only considers the productive middle-age groups, tuberculosis carries away one-third, and often more(Tuberculosis). After bringing awareness about how deadly the disease was, Koch described to his audience of how he invented a new staining method. Koch wanted his audience to see what he had found, so he brought his laboratory to the lecture room: jars of tis sues, glass slides, microscopes, etc. Koch compared two specimens infected with TB, one of a guinea pig and a human who had died from blood-borne TB. That the cultures of bacteria taken from the infected guinea pigs were identical to that of the human. The discovery stunned the audience and news of the findings spread. Robert Koch was later awarded the nobel prize for his investigations and discovery related to tuberculosis in 1905. Although Robert Koch s findings were ground breaking, Tuberculosis was still killing millions of people annually. It has been estimated that the annual death rate during Koch s discovery was seven million people and from 1700 to 1900 tuberculosis was responsible for the deaths of approximately one billion human begins (Robert Koch and Tuberculosis). Further research had to be pursued in order to eradicate TB. Scientist observed that the bacteria did not survive long in enriched soil. It was discovered that fungi in the soil suppressed the growth of the bacteria. In 1943 American, together with co workers, Selman Waksman

Louis Armstrong Essay Research Paper Tarenah HenriquesDec free essay sample

Louis Armstrong Essay, Research Paper Tarenah Henriques Dec. 10, 1998 Period 4 # 8220 ; Louis Armstrong # 8221 ; Born in August 1901 ( non Independence Day 1900, as he was ever told and believed ) , Louis Armstrong American ginseng on the New Orleans streets in a boyhood four and in 1913 was admitted to the Colored Waifs # 8217 ; place for firing a gun into the air. In the place he learned the cornet, and within four old ages was disputing every cornet male monarch in his place town, from Freddie Keppard to Joe Oliver, his first father-figure, whom he replaced in Kid Ory # 8217 ; s set in 1919. In 1922 Oliver ( by now King Oliver ) invited Louis to fall in him in Chicago to play 2nd cornet. Tempting as it is to repeat Nat Gonella # 8217 ; s incredulous remark, # 8220 ; I can # 8217 ; t conceive of Louis playing 2nd cornet to anyone # 8221 ; , Oliver was able to learn Armstrong a small. The regular harmonic experience of playing 2nd ( his ear, even so, was faultless ) and, above all, the importance of playing consecutive lead in # 8220 ; whole notes # 8221 ; , as Oliver did, were lessons that Armstrong was to retrieve for life. Experience was by now, nevertheless unnoticeably, toughening the immature adult male up. His 2nd married woman Lil Hardin helped to concentrate his run of aspiration and he was larning that people could be oblique # 8211 ; Oliver, it transpired, was creaming his sidemen # 8217 ; s rewards. Although he loved Oliver until the terminal, by 1924 Armstrong had made the leap to New York and Fletcher Henderson # 8217 ; s orchestra. It was hot metropolis company for a state male child, but he had the wit and endowment to counter jeer ( # 8221 ; I thought that meant # 8216 ; lb plentifulness # 8217 ; ! # 8221 ; , he quipped, when the austere Henderson ticked him off for a lost # 8220 ; pp # 8221 ; dynamic ) ; someplace along the manner he decided he was the best, and got ready to support his rubric if necessary. # 8220 ; Louis played the Regal Theater in Chicago, # 8221 ; remembers Danny Barker, # 8220 ; and they had this antic cornetist Reuben Reeves in the cavity. So in the overture they put Reuben Reeves on phase making some of Louis # 8217 ; s melodies. Louis listened # 8211 ; so when he came on he said, # 8220 ; Tiger Rag # 8221 ; . Played about 30 choruses! The following show? No overture! # 8221 ; In 1925 Armstrong, already a recording star, began OKEH day of the months with his Hot Five and Seven ( having Johnny Dodds, Kid Ory and his married woman Lil, until Earl Hines replaced her ) . The music on chef-doeuvres such as # 8220 ; Cornet Chop Suey # 8221 ; , # 8220 ; Potato Head Blues # 8221 ; , # 8220 ; Sol Blues # 8221 ; and # 8220 ; West End Blues # 8221 ; turned wind into a soloist # 8217 ; s art signifier and put new criterions for cornetists global. At the extremum of his immature signifier, Armstrong peeled off top Cs every bit easy as external respiration ( antecedently they were rare ) and pulled out proficient Tourss de force which neer degenerated into notes for their ain interest. His vocalizing introduced individualism to popular vocals and, merely for good step, he besides invented scat vocalizing, when he dropped the music one twenty-four hours at a recording session. Best of all was his melodious inspiration: his creative activities were still being analyzed, harmonized and celebrated half a century subsequently. Rather than playing of all time higher and harder, Armstrong simplified his music, smoothing each phrase to flawlessness, while maintaining his strength for the smasher clout. By 1930 he was a New York star, with impersonators all around him, but his concern life was at a impermanent deadlock. Then he found his Godfather-figure, a powerful, frequently pitiless Mafia operator called Joe Glaser, who was to maneuver his client # 8217 ; s lucks for 35 old ages. In 1935, with Glaser # 8217 ; s blessing, Louis teamed with Luis Russell # 8217 ; s orchestra, an collection of old New Orleans friends, and for five old ages he was to tour and record with them: the records are classics, and helped to acquire Armstrong into movies such as Pennies from Heaven ( 1936 ) and Artists and Models ( 1937 ) . In 1940, Glaser # 8217 ; s office bluffly sacked the set and Louis put together another containing younger # 8220 ; modernists # 8221 ; such as John Brown ( alto ) , Dexter Gordon ( tenor ) and Arvell Shaw ( bass ) , a long Louis associate, with Velma Middleton sharing the vocalizing. It lasted until summer 1947, but large sets were on a downward slide and Armstrong found taking a concern. In 1947 booster Ernie Anderson presented him with a little set ( directed by Bobby Hackett ) at New York # 8217 ; s Town Hall. The acclamation that greeted the move signaled the terminal of his big-band calling, and for the last 24 old ages of his life, Louis led his All Stars, a six-piece set which featured, to get down with, a judicious mixture of existent stars ( # 8221 ; excessively many make bad friends # 8221 ; , said Armstrong contritely subsequently ) , including Jack Teagarden and Earl Hines. It developed into a more governable and supportive squad featuring, at assorted times, Barney Bigard and Ed Hall ( clarinet ) and, a strong right arm, Trummy Young ( trombone ) . With his All Stars, Armstrong presented a tightly arranged show which, right down to repertoire and solos, rarely varied in ulterior old ages, a policy which was sometimes criticized. But great records made with the All Stars, such as Plays W. C. Handy, Plays Fats and At the Crescendo, became wind anthems, and solos such as Louis and the Good Book and its superior follow-up Louis and the Angels revealed Armstrong at a fantastic late extremum. At his ain wish the All Stars maintained a disabling touring agenda and in 1959 he had his first bosom onslaught. For his last 10 old ages, amid hit-parade successes, unabated touring and repeating unwellness, Armstrong bit by bit slowed down: by 1969, when he visited Britain for the last clip, it was noticeable that though his playing was rationed ( though still distressingly beautiful ) and that he was looking older. He died in bed ( smiling ) on 6 July 1971 ; his records have all remained in catalogue of all time since and in l994 a late Armstrong individual, # 8220 ; We Have All The Time In The World # 8221 ; rose high in the dad charts. It # 8217 ; s impossible to discourse # 8220 ; Satchmo # 8221 ; without retrieving the adult male: # 8220 ; He was a really joyous host, # 8221 ; says Ruby Braff, # 8220 ; even in his dressing room with 50 people standing round. # 8221 ; It is clip to kill off the fable that Armstrong # 8217 ; s big-heartedness was a airs: says Barney Bigard, # 8220 ; There neer was any concealed side to him. He came # 8216 ; as is # 8217 ; . # 8221 ; Another fable deserves destruction: that Louis was merely the lucky one of infinite endowments in and around New Orleans ( Jabbo Smith and Punch Miller are two cited rivals ) : the records prove otherwise. More late it # 8217 ; s been suggested that recurrent lip problem ( which Armstrong surely suffered ) caused a musical diminution from the 1930s on: once more, his public presentations demonstrate a go oning accomplishment. # 8220 ; He left an deathless testimony to the human status in the America of his clip # 8221 ; : Wynton Marsalis # 8217 ; s manner of stating, in 1985, that Louis was merely the greatest wind cornetist of all time and, with Charlie Parker and Duke Ellington, the most influential jazz musician of the authoritative epoch. Bibliography Bergreen, Laurence. Louis Armstrong: An Excessive Life. New York: Broadway Books, 1998. Louis Armstrong *censored*http: //www.capecodonline.com/primetime/armstrong.htm*censored* Satchmo *censored*http: //www.satchmo.com*censored* Woog, Adam. Louis Armstrong. Detroit: Aglow Books, 1995

How Did You First Become Interested In Reed And Why Do You Essays

How did you first become interested in Reed and why do you think Reed might be an appropriate place, both socially and academically, to continue your education? I could tell you a heartfelt, sentimental, poignant story about first seeing a Reed College refrigerator magnet (my uncle got it at a reunion, I think) and feeling first deep emotions stirring somewhere inside my spleen. Or I could meticulously paraphrase the numerous brochures and articles about Reed that I have perused. Yet another option would be to rent a small airplane and skywrite, "I want to go to Reed," in colorful pollutants. And I probably would resort to one of these strategies, had I not some real incentives to attend Reed College. They are based on what I have learned from The Princeton Review, general knowledge, conversations I have overheard, and other miscellaneous tidbits of information sent to me by friends and relatives. First of all, I must express my admiration to the people who have decided that education is, after all, the purpose and responsibility of a college and established the precedence of academics over sports at Reed college. I'd like to attend a school where I, a debater, will not be viewed as a second-class citizen by football players. Secondly, the notoriety of great educational standards has reached me all the way in Vancouver (OK, so it is only across the river) and enticed, attracted, and urged me to apply to Reed. Rumors of the "side effects" of avalanches of homework and sleepless nights have crept here, too, but I'm up to the challenge. After two years of juggling high school, college, and extracurricular activities, receiving assignments only at one place just might be paradise. Lastly, Reed's geographical location is just like pretty wrapping paper and a big red bow on a present that's already great ( forgive the allusions to the Haagen-Dasz commercials). Living in Portland, I would be simultaneously away from my family in Vancouver--and as close as I might need to be! Not only would I have the opportunity to become better acquainted with Portland, but also to judge at debate tournaments for my old high school! The possibilities are mouthwatering. Jokes aside, I believe that attending Reed will be one of the most sensible things I might do in my whole life. Learning is what I do best, and at Reed I will have the perfect opportunity to excel at it.

The History of Leap Year

The History of Leap Year A leap year is a year with 366 days, instead of the usual 365. Leap years are necessary because the actual length of a year is 365.242 days, not 365 days, as commonly stated. Leap years occur every 4 years, and years that are evenly divisible by 4 (2004, for example) have 366 days. This extra day is added to the calendar on February 29th. However, there is one exception to the leap year rule involving century years, like the year 1900. Since the year is slightly less than 365.25 days long, adding an extra day every 4 years results in about 3 extra days being added throughout 400 years. For this reason, only 1 out of every 4 century years is considered as a leap year. Century years are only considered as leap years if they are evenly divisible by 400. Therefore, 1700, 1800, 1900 were not leap years, and 2100 will not be a leap year. But 1600 and 2000 were leap years because those year numbers are evenly divisible by 400. Julius Caesar, Father of Leap Year Julius Caesar was behind the origin of leap year in 45 BC. The early Romans had a 355-day calendar and to keep festivals occurring around the same season each year a 22 or 23 day month was created every second year. Julius Caesar decided to simplify things and added days to different months of the year to create the 365-day calendar; the actual calculations were made by Caesars astronomer, Sosigenes. Every fourth year following the 28th day of Februarius (February 29th) one day was to be added, making every fourth year a leap year. In 1582, Pope Gregory XIII further refined the calendar with the rule that leap day would occur in any year divisible by 4 as described above.

Disciplinary actions Essay Example | Topics and Well Written Essays - 750 words

Disciplinary actions - Essay Example In order to do this, there are a number of legislation that an organization should strive to adhere to as guidelines to ways of eliminating any discrimination or the sense of it within a company (Befort & Budd, 2009). By following these legislations, a company is able to show it good will towards all members of the society in an effort to display its non-bias nature towards people from different backgrounds. Some of these legislations include: The Employment Non-Discrimination Act (ENDA) This is a legislation that has been proposed in congress and will specifically deal with the discrimination in the hiring process based on the sexuality or gender of an individual by non religious civilian employers who have at least 15 workers at their disposal (Eleveld, 2007). The legislation protects these employers from denying an individual fair opportunity due to their sexual orientation (that is whether they are gay or lesbian) or because of their gender (that is because they are a man or a wo man). The legislation hopes to protect all groups of people from discrimination in the work place by doing this and attempts to bring equality among individuals working in organizations. If this legislation is passed, gays and lesbians will no longer lose out to jobs due to their sexual orientation, but companies should not wait for its passing to get rid of such discrimination in the work place as doing so is the right thing to do. ... This will motivate the workers to strive harder if they are aware that will not be subject to any discrimination in the end. A disadvantage with this legislation is that it only protects employees who are working in an organization with 15 or more people meaning those employed by small businesses are not protected by it and thus can still be subject to discrimination in the work place. This is not fair to those in small firms as they deserve the same protection that their colleagues in the larger organizations are receiving. The Genetic Information Nondiscrimination Act This legislation prevents employers from using the genetic information they are able to acquire from an individual to base their decisions on hiring or firing them. This legislation was developed to ensure that individuals who may be suffering from genetic disorders/diseases are able to get a fair shot at employment as the rest of their compatriots and that their health complications would not come in the way of them getting a job (Tilcsik, 2011). The legislature was passed in 2008 and aims and restoring parity between all employees in the field after realizing that there was a chance that healthy individuals with no genetic problems were being given preference over their colleagues with genetic defects (Tilcsik, 2011). These defects did not necessarily affect the performance of the individual who was afflicted by it and thus such discrimination proved to be unfair to these types of employees. However, the legislature also has its advantages and disadvantages as well. In terms of advantages, it ensured that all individuals were given a fair chance and climbing up the professional ladder in their career no matter the complications that they may have been

International Business and Global Strategy Essay

International Business and Global Strategy - Essay Example As labor productivity rises, cost of production falls and producers profit rises (Baumol & Blinder, 2010). This leads to hike in overall wage rate in the economy. With rise in profit, there is technological advancement in the productive process and also capital per worker rises since the producer gets the incentive to expand production. This again boosts labor productivity (Bruce, 2004). When NAFTA was signed this fact raised concern since with lower productivity per worker the Mexican industries would deteriorate under free trade. 2. The Heckscher-Ohlin theorem explains that when a country engages in trade with another country, it would export those goods that utilize higher quantity of those factors of production, that are available in abundance in the country and would import those goods, production of which require relatively higher amounts of factor that is relatively scarce in the country (Arora, 2007). In simple terms, a country would export capital intensive commodities if th e capital to labor ratio is higher in the country compared to labor to capital ratio (Cherunilam, 2008). However, there is considerable debate regarding the validity of the Heckscher-Ohlin theorem. ... , although the United States has been acknowledged as a capital abundant country since the time of World War 2, it imports capital-intensive goods while exporting labor-intensive goods (Iastate, n.d.). Several economists have tried to provide an explanation for this paradoxical result, including Leontief himself. One reason behind this result is the notion of demand reversal. According to this concept, the US has relatively higher preference for capital intensive commodities. This raises price of capital while the price of labor is ultimately lower than capital. This indicates that US follows the H-O theorem while exporting labor intensive goods. Secondly, it is also argued that the US is a skill abundant country. Therefore, following the H-O theory the US exports labor intensive commodities. Although these explanations corroborate the H-O theorem, it is undoubted that the theorem in its own accord falls short of describing the pattern of international trade. Most of the assumptions underlying this theory are not realistic, such as; all countries do not have identical technology of production and all production processes do not follow constant returns to scale. Hence, according to my opinion, the H-O theorem needs to be reframed so as to be able to make more accurate predictions about international trade. 3. Flexible exchange rate system refers to the monetary system in which rate of exchange between two currencies belonging to two different countries is determined by market forces, i.e., the â€Å"forces of demand and supply† (Siddaiah, 2010, p. 43) existing in these countries. This system of determination of exchange rate between two currencies allows the foreign exchange market to determine actual worth of a currency. Therefore, changes automatically occur in the

Power And Conflict In The Workplace Management Essay

Power And Conflict In The Workplace Management Essay For at least the past century, experts have been debating whether power and conflict are good or bad for organisational effectiveness. The purpose of this report is to highlight the importance of conflict and power by identifying the types, and clarifying the effects it has on an organisation. Conflict researchers propose that task conflict tend to have a positive relationship with performance while relationship conflict tends to have a negative relationship with performance. Furthermore, it will explain how power can be beneficial for an organisation, and how it can also destroy it. This report will give an understanding of both negative and positive sides of power and conflict. Introduction The purpose of this report is to identify how power and conflict can negatively affect modern workplaces, and how it can be seen as a positive for the organisation. Past studies have had many discussions on whether these two factors actually benefit the organisation, or affects in a negative way. Regardless, in todays society, being at work requires you to interact and communicate with others in the workplace; therefore understanding workplace conflict and conflict resolution theories is an important concern for many organisations. For a better understanding, this report will explain in depth what conflict and power is, then following; the causes and types of power and conflict. This can help organisations by identifying the causes of conflict; it can help find the best approach to resolve it. For example, having scarce resources; this can help organisations ensure that there are enough resources available for employees before any conflict arises. Preventing the situation before it a rises is the best approach as minor situations can escalate into major conflict. In relation to power, this report will explain how it will benefit the organisation by providing direction and better team work. Furthermore it will discuss how it will affect the organisation if it is misused, and how to prevent this from occurring. What is Power? Power, defined as the capability of one party to exert influence on another to act in a prescribed manner is often a function of both dependence and the use of that dependence as leverage. (Panteli, N Tucker, R 2009, p.113). The most basic prerequisite of power is that one person or group believes it is dependent on another person or group for a resource of value; for example, having power over others by controlling a desired job assignment, useful information, important resources or even the privilege of being associated with you. (McShane, Olekalns Travaglione 2010, p. 382). Generally, power can be categorised in five sources. Legitimate Power Refers to an agreement among organisational members that people in certain roles can request certain behaviours of others ( McShane, Olekalns Travaglione 2010, p. 383). This associates with having a position of power in an organisation such as a manager. This power comes when employees in the organisation recognises the authority of the individual. Reward Power Reward power is conveyed from the persons ability to control the allocation of rewards valued by others and to remove negative sanctions. (McShane, Olekalns Travaglione 2010, p. 384).This can be done by giving bonuses, promotions and raises, extra time off work and so on. Coercive Power Coercive Power is the ability to apply punishment. (McShane, Olekalns Travaglione 2010, p. 385). This type of power is conveyed through fear of losing ones job, receiving a poor performance review, being demoted, having projects delegated to someone else etc Expert Power This type of power refers to an individuals or work units capacity to influence others by possessing knowledge or skills that they value. Employees are gaining expert power as our society moves from an industrial to a knowledge-based economy. The reason is that employee knowledge becomes the means of production and is ultimately outside the control of those who own the company (McShane, Olekalns Travaglione 2010, p. 385). Referent Power Referent Power refers to the capacity to influence others on the basis of an identification with and respect for the powerholder. It is largely a function of the persons interpersonal skills and tends to develop slowly. (McShane, Olekalns Travaglione 2010, p. 386). In addition, it is evident that legitimate, reward and coercive power originate from the position. In contrast, expert and referent power comes from within the person (McShane, Olekalns Travaglione 2010, p. 385). 2.0 How can Power negativity affect modern workplaces? The misuse of power or the lack thereof also results in an organization that is unresponsive to innovation and change and usually relatively powerless. (Seperich, G.J McCalley, R.W 2006, p.15). In todays society, peoples use of power can revolve around trying to use power they dont have and using the wrong kind of power to achieve results. In most cases, people misuse their power due to the fact that they have it and arent aware of it. As a manager or leader, it is important to know how to correctly use the power. Misuse of power can lead to employees feeling stressed, if there is the delegation of work-overload, which can eventually lead to high levels of absenteeism, turnovers, resignations, low performance levels and low job satisfaction. All these events will affect modern workplaces as they will have to spend time and money in order to resolve the situation. In addition, organisations that ensure their power is not misused, they adopt behaviours that build healthy relationships . This can be justified by not only having the ability to get the job done, but also having a positive behaviour and attitude around co-workers. Another tactic is to not play favourites. This can be seen as unfair to employees. Also being a good role model for your organisation is also very important. To have a respectable and good behavioural team, management and leaders need to set a good example. Lastly, those whos got the power should know that with great power come great responsibilities. This includes dealing with hard conversations. Management should use compassion to deliver hard messages, in which this comes back to making employees feel comfortable and building healthy relationships. 3.0 How can Power be seen as a positive? Power is seen to play a major role in team dynamics and interactions. According to Niki Panteli and Robert Tucker, a study of 18 distributed teams within an organisation was established in order to encourage the interviewees to recall their experiences from working in a team. Open-ended questions were asked to explore the background of the team, the performance levels, the distribution of power amongst the team members, the levels of trust within the team, and how trust changed over time. The interview also enabled the members to judge and describe whether they worked well, or did not work well in teams. Results showed that 11 teams worked well, 7 had good trust relationships, 7 did not work well and lastly, 4 teams developed trust over time. During the interview, power differentials were acknowledged in all of the teams; including those who considered themselves to have worked well. This isnt necessarily a negative action for the team. What differentiates the teams that worked well against collocated teams in terms of how the power differentials were used is that the team used it to their advantage; by having shared goals in order to create a higher level or an overriding goal or vision. These goals were focused on the success of the team as a whole; enabling the members to not feel like they are in a position to alter the power due to the situation. Therefore, allowing time to look for something that was more important than their individual needs. The study also found that in the high trust teams, power differentials does not disappear, however it shifts from one member to another. Power can originate from knowledge, therefore at any given point in time; the most powerful was the individual with the most relevant information (cited in Panteli, N Tucker, R 2009, p. 114). In this case, it is expert power that is being established. In modern workplaces, this is seen a positive due to the reason that power tends to move based on whatever the activity is going at that time. This will lead the power following those that are most knowledgably at any point in time; providing the organisation with the most efficient information, from those who expertises in that department. Generally, having power within a team or organisation can be very beneficial, not only can it voice expert power and opinions, but it can also provide direction. For example, when working in teams, there can be individuals who feel lost and unaware of what to do, therefore by having power, it can give the individual a sense of direction as they know who to report to and discuss their issues with. It can also help with quick decision making. For example, when a quick decision is to be made, power can speed up the process as generally, individuals who have legitimate, expert and referent power automatically have authority to make the decision, rather than having to discuss with other co-workers. Everyone recognizes the need to be organized in order to plan activities, assign r esponsibilities, and identify a common goal to be reached. Once everything is in place, power must be used to give direction and control the process. (Seperich, G.J McCalley, R.W 2006, p.14). Furthermore the power in an organization must be used as a resource to stimulate intelligent decision making, encourage problem solving, motivate sustained energy in its people, and foster the pursuit of excellence (Seperich, G.J McCalley, R.W 2006, p.15) What is Conflict? Conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party. (McShane, Olekalns Travaglione 2010, p. 414). Disagreement or conflict, risk, and time can be either assets or liabilities depending on how they are managed by you and the members of your team. (Troester, R Mester, C 2007, p.185). Personality of managers affects their managerial style and their conflict management method (Salimi, S.H Karaminia, R Esmaeili, A.A 2011, p.11), therefore styles should be thoroughly assessed in which the appropriate method should be chosen. When managing conflict, it is important to work together as it is extremely common for conflicts to escalate regardless of what type of conflict. Generally, there are three types of different conflict; Task conflicts, Relationship conflicts and Process conflicts. Torrance refers task conflict as primarily related to performing tasks, which is often proposed to improve the quality of group work by encouraging more alternative ideas and to help a group avoid conformity traps (cited in Choi, K Cho, B 2011, p.1106), while relationship conflict refers to the types of conflicts in which people focus on the characteristics of other individuals, rather than on the issues, as the source of conflict. They are not task-related; they focus on personal values, gossip, individuals styles or personality and personal tastes. (McShane, Olekalns Travaglione 2010, p. 416). Last of all, Jehn describes process con ¬Ã¢â‚¬Å¡icts as arguments about logistics (how to best achieve the agreed-upon solution to a work problem) and delegation (how and to whom to delegate which tasks)- (cited in Romer, M et al. 2012, p. 255). Managing conflict in organizations has long been a topic of interest to researchers because of its impact on performance, whether its a negative, positive impact, or both (Williams, F 2011, p. 148). Though, as mentioned earlier, if possible, it is best to prevent the over all conflict before it escaluates. Conflict prevention  refers to actions seeking to address the underlying permissive conditions to prevent a conflict from turning violent in the first place. (Rodt, A.P 2012, 378). It is just as important to prevent the issue as well resolving it. However the six main conditions that cause conflict in organisational settings are incompatible goals, value differences, interdependence, scarce resources, ambiguous rules and communication problems Incompatible Goals Goal incompatibility is where the goals of one person or department seem to interfere with another persons or departments goals can be a source of conflict in organisations (McShane, Olekalns Travaglione 2010, p. 418). Differentiation This refers to the differences among people, departments and other entities regarding their training, values, beliefs and experiences. Differentiation and incompatible goals can be linked together as two people or departments may agree on a common goal but have profound differences in how to achieve the goal. (McShane, Olekalns Travaglione 2010, p. 418). Interdependence Interdependence exists when team members must share common inputs to their individual tasks, need to interact in the process of executing their work, or receive outcomes (such as rewards) that are partly determined by the performance of others. Higher interdependence increases the risk of conflict because there is a greater chance that each side will disrupt ot interfere with the other sides goal (McShane, Olekalns Travaglione 2010, p. 418). Scarce Resource This refers to the availability of resources. Scarce resources causes conflict between each person or unit requiring the same resource necessarily undermines others who also need that resource to fulfil the their goals. For that reason, these conflicts occur simply because there isnt enough financial, human capital and other resources for everyone to accomplish their goals, therefore employees need to justify why they should receive the resources. Furthermore, the more resources one project receives, the fewer resources another project will have available to complete its goals. (McShane, Olekalns Travaglione 2010, p. 419). Ambiguous Rules Ambiguous Rules refers to the complete lack of rules in which it causes conflict. This occurs due to the reason that uncertainty increases the risk that one party intends to interfere with other partys goal. Nevertheless, when clear rules exist, employees know what to expect from each other and have agreed to abide by those rules (McShane, Olekalns Travaglione 2010, p. 419). Communication Problems In terms of communication problems, there are three factors that can cause conflict; lack of opportunity, ability and motivation. When parties lack the opportunity to communicate, they tend to reply on stereotyping. This can negatively distort the meaning of an opponents actions, escalating perceptions of conflicts. Furthermore, when parties lack the skills to communicate in a diplomatic manner, the opposing party can view the situation differently in which it will likely heighten their perception to conflict. Lastly, it is in our nature as humans to feel uncomfortable when interacting with others in a conflicting relationship. Therefore avoiding the situation and distinguishing minimal communication can further escalate the conflict. How can Conflict negatively affect modern workplace? According to a survey by Pace, 85% of employees deal with conflict to some degree, 49% believe that the primary causes of workplace conflict are the personality clashes and warring egos between employees, 34% (believe that the conflict is) related to stress and 33% (consider it to be) due to heavy workloads (cited in Singleton et al. 2011, p.149). Therefore it is highly recommended to study workplace conflict, conflict management theories, and how organisational leaders can control conflict as a stimulus to creativity which causes their organisations to thrive (Singleton et al. 2011, p.149). As a result, it is evident that conflict not only affects the organisation, but the employees and their psychological well-being. What is most alarming is that workplace conflicts may have a long-lasting effect on individuals and the organisation, even after they have left. Past studies show that conflict increases negative emotions, affecting the well being of individuals, withdrawing satisfacti on and causing emotional exhaustion. What is seen to be affecting the individual, is also affecting the organisation. This emotional exhaustion from employees can lead to increase of absenteeism and employee turnover. Turnover is the rate at which an employer gains and loses employees. (Vijaya, T.G Hemamalini, R 2012, p. 577). Although all types of conflicts are associated with decreased well-being, past studies show that relationship conflicts seem to do more negative and detrimental effects on individual well-being; this is due to the fact that it affects morale which is likely to result in decreased satisfaction with the job, group and organisation as well as threatening ones identity, self-esteem and generating more intense emotion (Romer, M et al. 2012, p. 256). In terms of performance and team satisfaction relationship conflicts have a bigger impact than task relationships. For these reasons, it is why relationship conflicts are seen as always dysfunctional and more difficult to resolve. How can it be seen as a positive? In todays society, despite which career path is taken, it is important to understand conflict and conflict resolution as everyone in the workplace needs to work and interact with others in the organisation. Conflict is part of the normality and is manifested with varying degrees of intensity, occurring when people feel they have created inconsistencies between their goals, aspirations and expectations (Cojocaru, C 2010, p.429). Conflict is unavoidable whether it is in the workplace, or in social life. Hatch and Cunliffe states that learning to deal effectively with conflict and making it functional is a critical investment for good intrapersonal and interpersonal relations in organizations well as setting the tone for a positive climate and culture for success (cited in Judonoo, E Schroeder, K Boysen-Rotelli, S 2012, p.52). It is beneficial for organisations to promote a culture of healthy conflicts by creating the right atmosphere. This is the best approach for organisations as co nflict will occur regardless, in which time and money are spent in resolving them. However, in todays society, modern workplaces can sometimes see conflict as a positive. According to the Model of the Conflict Process the positive conflict outcomes include better decisions, responsive organisation and team cohesion (McShane, Olekalns Travaglione 2010, p. 415). In modern workplaces, conflict can be seen as having a lack of understanding about differing needs. This can result in disagreements and arguments. Furthermore, this is not necessarily negative. When organisations recognize the conflict, they become willing to examine the situation and environment, in a more compassionate manner, understanding all options. This conflict can be an asset for organisations as it gives the opportunity to discuss and explore other options while opening pathways to different ways of problem solving and team building. Conflict can be beneficial for organisations as it enables individuals to discuss the pros and cons of each scenario or situation; in which it will provide the organisation with the most relevant and important information. Therefore, if conflict hadnt occurred, further discussions and research wouldnt have been accomplished, leaving the organisation with limited options. Jehn states that task conflicts, on the contrary, are thought to benefit performance by leading to deep thinking and thorough consideration of information'(cited in Long, C Zhong-Ming, W Wei, Z 2011, p. 191). Lastly, another important positive factor of conflict is improved relationships. Although this factor mainly benefits individuals, it is also evident that it also positively affects the organisation. When individuals have a positive relationship with co-workers, the organisation benefits from this as there will be an increase of high performance, decrease employee stress and decrease turnover and absenteeism. In modern workplace, conflicts may lead to an awareness of many important issues in an organisation, and thus, a search for solutions, development of creative and new ideas and formations as well as effective and permanent decisions. The diverse and complicated nature of conflicts imposes a critical and important role on conflict management due to the fact that conflicts may contribute to the improvement of organizational effectiveness when they are managed well. (Altun, O.S Argon, G 2011, p.725) Conclusion The most obvious finding to emerge from this study is that it is important for managers to put effort when dealing with power and conflict. As mentioned earlier, minor conflict can easily be escalated into a major situation. Furthermore in relation to power, organisations need to recognise that the misuse of power can be easily adopted, even without realisation.

The Game of Hackysac or Footbag :: essays research papers

The Game of Hackysac or Footbag What if I told you that in my hand I hold the secret to world harmony that diplomats have been searching for for centerys. That a toy about the size of a plumb can improve your physical and mental well being tremendously. It may sound corny, but it may even bring you at peace with the world. You may call me crazy, but I believe that this little devise can do all these things. This is the hackysac, or footbag as it is officially known, and it is the only component necessary in a very exciting game. But to me, it is much more than a game. To me, it is an expressive dance, a natural high, an important social skill that everyone should become familiar. I am now going familiarize you with this social skill by explaining some philosophy behind it and showing you some basic kicks. The Olympics claim to promote peace and unity, but any hacker will tell you the true goodwill game is hackysack. It has kept warrior guards awake in ancient China, warmed up the legs of soccer players, and helped treat sports injuries by stretching muscles and tendons. Through it's lattest incarnation, though, it's the ultimate neo-hippie sport;the athletic equivalent of tie-dyed clothing or listening to the Grateful Dead. Hackysac's reputation as a game of peace, love and understanding may have begun during a 1987 American-Soviet peace walk protesting the arms race. As hack circles developed along the road from Leningrad to Moscow, people joked that summit meetings weren't the answer and the true secret to lasting peace among nations lay in the game of hackysack. The dynamics of the game reinforce the hac's image of a game of good-will. Basically, the hac is pass through the air with any part of the body except the hands and arms. A circle is formed as more people join in, and there is no limit to the number of players. In fact, the more the merrier since the fun increases with more players. This makes the sport inherently welcoming, all you need do is ask and your in. The circle itself is significant in that it makes everyone equal, there is no single "important" position, no quarterbacks, centers, goalies, or bench warmers. Best of all, you can hack just about anywhere except in line at the bank. A friend of mine once asked me, "Why do you play hackysac? You can't score and you can't win." To which I responded, "Exactly." The fact that emphasis is not place on scoring or wining is the beauty of the sport.

Psychological Measure

Abstract * There are various psychological measures which are used to evaluate conditions such as depression in children and adults and even insomnia. The articles Revised Hamilton Rating Scale for Depression and also Antidepressants and the Sound of One Hand Clapping discuss the use of the Hamilton Depression Scale. These articles also compare and contrast the measurements which were discovered by using this scale. Within the contents of this paper is an explanation as to who is qualified to administer and interpret the measure as well as the settings in which it would deem proper to use the measure. Finally, validity of the Hamilton Depression Scale is reviewed within this paper. Psychological Measure The Hamilton Depression Scale or normally known as HAM-D is a test that was developed by Max Hamilton around 1960 (Warren, 1994). The test has been revised in the years of 1966, 1967, 1969, and finally in 1980. It is a questionnaire that is filled out by the patient and professional after the patient’s initial interview. The main goal of the test is not to help diagnose the person’s depression, but to test the severity of the depression. Max Hamilton was also clear that the test he created should not be used to diagnose patients, but simply to test the levels of severity. Summary of Articles The articles analyzed were, Revised Hamilton Rating Scale for Depression, written by W. L. Warren and Antidepressants and the Sound of One Hand Clapping written by Ronald W. Pies, MD from the Psychiatric Times. HAM-D looks at the level of severity of the different symptoms that are found in patients that have depressions. The symptoms of mood, insomnia, agitation, anxiety and weight loss are some the characteristics that are addressed in the questionnaire. In other words, it tests people that have already been diagnosed with clinical depression to find, if any, changes that may have come from treatment, or symptoms that have worsened due to daily struggles. This test is used by psychologists on children, teenagers, and adults (Warren, 1994). A great example of its many uses is trying to find the effect of placebos on patients. The placebo, also known as a sugar pill, is known to have no true physical effect on the human body except in the psychological belief of its healing power by the patient (Pies, 2011). The article written by W. Warren explored more on the clinical therapy that is achieved from the test, while Ronald W. Pies MD’s article focus more on the experimenting research benefits of the test. They both agree on the purpose of the test, but have slightly different goals or focus of its use in the psychological community. HAM-D Administration The majority of psychological testing for antidepressants is done through the HAM-D test (Pies, 2011). In Warren’s article, he explained that the reliability of internal tests done with the HAM-D comes around 81% with a fair sample reaching the general representation of the demographics of clinical depress patients. The validity was also to be found in a mean around 61% as being correlated by other depression tests such as the BMI (Warren, 2011). There are seven items that Hamilton felt were necessary to consider when administering the HAM-D. The first would be the severity and longevity of the symptoms. The second is that the test should cover the last week or two weeks. It is not meant to cover just a day since it is difficult to monitor lack of sleep, or weight loss in one day. The third item is that each item in the scale must be evaluated separately. Just because a person rates high in one area does not mean that they will rate high in another area. The fourth item that Hamilton covered was that the scale is based on a change from the norm in the patient. This scale is used to rate the depressed mood symptoms not the personality of the person. The fifth item is that each week should be looked at separately. The researcher should not look at one week, or ask about the previous week when doing the new test. The sixth item, which is rarely done now, is that the person administering the test should look at all sources of information, such as listening to what family members have to say. The last item that Hamilton felt necessary was to caution the clinician to use their own judgment when evaluating a person. For example, if a person says they have lost a lot of weight, but in reality it is only a few pounds, the clinician must be able to evaluate this information for what it really may be, such as dieting, or eating special foods due to a holiday (Hersen, 2004). Hamilton never did set a specific set of standards for who should be allowed to administer the test. He did feel that the person who was administering the test should have certain skills and knowledge. Hamilton is quoted as saying, â€Å"The value of the scale depends entirely on the skill of the interviewer in eliciting the necessary information (Hersen, 2004)†. Hamilton felt that the clinician should have a varied background with dealing with people with all different degrees of severity in their depression. The rater should have didactic training as well as a background in psychology especially with affective disorders. The person doing the rating should have good interviewing skills, this would include knowing when to ask certain questions as well as how to phrase the questions that are to be asked (Hersen, 2004). Validity It is difficult to say that the Hamilton Depression Scale in general is either valid or invalid without considering a few factors. Researchers have analyzed content, convergent, discriminant, factorial and predictive validity which are found within this scale. Content validity refers to the reflection of the scale items in correspondence to known factors of depression. Convergent validity correlates with other depression’s other measures. Discriminant validity involves distinguishing between groups which suffer from depression and those groups that do not. Factorial validity stems from factor examination of the data-based structure of the scale, determining whether each item focuses on the designed factor. Finally, predictive validity occurs in predicting change in the severity of symptoms which are associated with treatment (Bender, 2005). Validity within the Hamilton Depression Scale varies depending on what is being examined. Testing for information regarding older adults may be more or less valid than testing to see if the condition of the economy influences depression. Validity studies which examine scaling and item content concluded that several items failed at measuring single symptoms or containing response options that correlate with the degrees of severity (Bender, 2005). However, as previously mentioned, when this scale was used to measure antidepressants as they relate to depression, it proved 61% valid in comparison to other tests which are administered to produce information which pertains to depression. These two discoveries assist in concluding that the validity of this measure varies based on different factors such as what it actually being tested and possibly the whom is person or persons responsible for administering the test due to interpretation and biasness. Conclusion Various measures evaluate the factors which correlate with depression, but the Hamilton Depression Scale is one of the most widely used in terms of depression. This measure is not used to diagnose depression, but rather to produce information about the level of severity. Although there is no definitive answer about who should be administering this test, the administrator should take seven factors into consideration during this process. As with any other testing measure, validity has to be taken into consideration when determining if the test should continue to be used in the future. However, validity is not cut and dry, but rather complex as it concerns what is being measured. Overall, this widely used measure, has revealed useful results in the past concerning depression and will continue to do so in the future. References Bender, K. (2005). Throwing Out the Gold? Reconsidering the HAM-D. Psychiatric Times Retrieved from http://www. psychiatrictimes. com/blog/couchincrisis/content/article/10168/1968125 Hersen, M. , Hilsenroth, M. J. , & Segal, D. L. (2004). Comprehensive handbook of psychological assessment . Hoboken, NJ: John Wiley & Sons, Inc.. Pies, R. W. (2011) Antidepressants and the Sound of One Hand Clapping. Psychiatric Times Retrieved from http://www. psychiatrictimes. com/blog/couchincrisis/content/article/10168/196812 Warren, W. (1994). Revised Hamilton Rating Scale for Depression. Retrieved from EBSCOhost.

Civil War - Battle of Chancellorsville