My Civil Setting At My Work Place - 1425 Words

The places I chose to do my civil setting was at my work place, which is a restaurant I have just recently started. When observing the customers with eye contact I notice that most of the time people are really good at this, mostly the older aged customers. The teenagers and young adults seem to spare glances at their phones more often or just talk while looking at their phones. I did notice some couples sat by each other instead of across each other, which made eye contact harder. When putting it into practice, since I work at a restaurant this was much easier. To be polite I must always have my attention on the costumers and let them know that I am listening to their order, question, and concerns, so this was not hard. I had some†¦show more content†¦When it was two couples they would call each other nicknames, or call each other sweet names like baby. I find this to be interesting because if you were in a relationship, I would think that if you use nicknames and sweet na mes most of the time, when the time finally comes that you call each other by their real names it would throw you off. I do use the names of my coworkers a lot when I greet them, like when I come in and say hi and how was their day. For customers I am slowly trying to figure out the names of the regulars, but it is difficult when they come and go so fast. I observed a lot of people doing well with listening and a few with failing at it. Once again the older generation seem better at this than the younger ones, even when they pulled their phones out to watch a video they still talked to each other while maintaining eye contact, while the video ran. The girls seem to pull out their phones more than boys. I was already good at listening and not being distracted when I am in a conversation or someone talks to me, because I know the feeling of someone doing that to me and it annoys me beyond belief, so why should I do it to them. Conversation between people seem to jump a lot from what I observed. So much is going on in life that people just jump from one topic to another without really finishing the other topic. The more interesting topics are left with more time to talk about than others. I think this is a bad habit because it makes the topic you bring

The Research Goal Moving Forward College Students - 927 Words

As we executed our research throughout this process, our group quickly came to learn that our hypothesis in regards to Airbnb awareness was spot on when considering college students. Overall, Airbnb knowledge amongst college students is not nearly as high as it could and should be. As we dug further into our research, we came to realize that approximately half of the students that we collected data from had never heard of Airbnb. We quickly came to learn that, after learning about it, this group of individuals was very interested in the concept of Airbnb and wished that they had heard of the service earlier in their traveling careers. Since our research taught us that such a large chunk of college students are unaware of Airbnb but become interested in the service upon learning about it, it is our opinion that the best research goal moving forward would be to learn how to best inform college students about the services that Airbnb has to offer. We would like to achieve this research goal through further in-depth interviews with individuals who have never previously heard of Airbnb. We will also create two new surveys; one that will cater to individuals who have previously used Airbnb and another that will cater to individuals who have never heard of or utilized Airbnb. Through these methods of research, we will be able to achieve our overall goal of discovering how to expand the Airbnb market to college students. Further Data Collection Plans: 1. The first recommendationShow MoreRelatedBecoming A First Generation College Student860 Words   |  4 PagesBeing a first-generation college student meant going it on my own, making mistakes and learning from them. At the start of my college adventure I met Professor Michelle Field who introduced me to more than my love of Anthropology, but looking back she is now my inspiration to want to teach Anthropology. 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I will be fine,† that how I implied myself in my first exam when I was a freshman in college. That was two years ago, how fast time flies. Thankfully, the college provided me ample opportunities to foster my passion, and the most precious things I learned were about interpersonal skill. In that ensuing years, I won two kinds of scholarships and involved in several extracurricular activities including performed in Global FestRead MoreTechnology Distractions in Education Essay871 Words   |  4 Pagesis constantly evolving to something better or something more efficient ,especially technology. College campuses are overflowing with students packing Blackberry,iPods, laptops and cellphones. College student are obsessed with the latest technology and in today classroom such technologys capture the audience. Moreover, as a learning institution, a college holds the responsibility to offer its student the best technolo gy to help them prepare for their future. 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Parenting Techniques Free Essays

Behavior Parent Training on Fathers Parenting The Behavioral parent training programs have been developed to address child behavior problems through improvement in parenting practices. The triple P or Positive Training Program is widely reported as an effective, evidence based program for parents. However this journal demonstrates that there are significant differences in the program’s effectiveness for mothers and fathers. We will write a custom essay sample on Parenting Techniques or any similar topic only for you Order Now The analysis on this journal demonstrates that The Positive Parenting Program shows a large effectiveness on mothers while having a smaller effect on fathers parenting practices. Considering that fathers make a significant contribution to child development. It is now well accepted that â€Å"poor† parenting practices will have significant impacts on children’s emotional and behavioral wellbeing. Parents’ harsh inconsistent discipline, inadequate supervision, and a lack of positive relationship have been shown to increase children’s behavior problems and later on in life lead to substance abuse, antisocial behavior and criminal activities. In order to strengthen parenting competencies and improve parent-child interactions a wide range of Behavioral Parent Training programs have been developed. According to the journal’s analysis the Positive Parenting Program is very effective when involving the mother and the father, and the children are the beneficiaries of better parenting skills. The study does not show which population the program is working on therefore we have to take into consideration how can we make the proper adjustments in order to make it work for other populations. It is a known fact that mothers are more involved with the program and the children than the fathers are, but fathers are getting involved more every time. Prior parental training programs did not focus on fathers or valued any input on it and there was very little literature for the fathers. The fathers’ involvement plays a very important role on the children’s life and upbringing and the fathers’ impact on the child’s life is separate from that of the mothers’. On the one hand, fathers positive parenting (sensitive to children’s’ interests, supportive of their autonomy) has been identified as protective against externalizing problems in young children; on the other hand negative training by fathers (harsh discipline, unstable presence) has been found to increase the behavior problems on both boys and girls. Fathers participation on the program improves the child’s behavior and helps to support each other as parents. So the fathers’ involvement on the program is crucial not only for the child but the mother also. Providers need to support the involvement of fathers in the parenting trainings. The Positive Parenting Program focuses on the participation of both the mother and father, and fathers actually benefit from the program. The Positive Parenting Program has five levels; the first level focuses on community media, and information on how to deal with basic child problems. Level two offers individual support, providers offer advice and tips on how to deal with child issues, level three does four thirty minutes behavior counseling sessions in order to manage the progress or lack thereof. Level four was developed for children with disabilities, these sessions deal with the child’s misbehavior and offer strategies for encouraging their development, and level five covers a home-based skills training sessions that offer coping with stress and emotions, marital communication support. It is designed for parents at risk of child maltreatment; it also focuses on anger management. The Positive Parent Program has been used by culturally diverse parents, multi languages, face to face, telephone, and electronic modalities with remarkable results. How to cite Parenting Techniques, Essay examples

Business Communciation for Non-Verbal- MyAssignmenthelp.com

Question: Discuss about theBusiness Communciationfor Non-Verbal Communication. Answer: As the workplace becomes a more complex place with myriad of inter-relationships and work being assigned mostly in teams rather than to individuals, the significance of communication is perhaps more significant than ever (Fielding, 2006). However, when we consider communication, the focus tends to be too much on the verbal aspects which are where all the training is majorly focused on. In the process, a major aspect of communication which constitutes of non-verbal communication is ignored. However, it is noteworthy that majority (i.e. about 80%) of the communication that a person engages in is through non verbal communication. Here essentially no words are spoken but essentially through the use of gestures, symbols and body language pivotal communication is facilitated (Bonaccio et. al., 2016). The objective of the given essay is to highlight the significance of non-verbal communication or cues and how potentially this mode of communication is more critical than the verbal aspect of communication in the workplace context. As highlighted above, a large majority of the communication an individual typically indulges is in the form of non-verbal communication facilitated primarily through the use of body language. Further, in the workplace, the non-verbal communication is given more importance than the verbal communication. This is primarily because while the verbal communication is controlled by the conscious mind, the non-verbal communication is highly more spontaneously and at times the gestures an individual engages in, even he/she may not be aware of the same but it communicates vital information to the other party (Means, 2009). Hence, it is a common practice at workplace when there is lack of consistency between the verbal and non-verbal aspects of communication; it is the latter which is accorded more weightage. This is primarily because the verbal communication is often driven by diplomacy and other factors and thus is comparatively much easier to manipulate in comparison with the non-verbal comm unication which as mentioned before tends to take place spontaneously and hence less prone to conscious manipulation. As a result, in various situations, individuals tend to be driven more by the non-verbal communication rather than the verbal communication (Lunenburg, 2010). Consider for example, an HR manager is taking an interview for a potential recruit. It is a common practice on the part of the candidates to claim that they have all the requisite qualities and to endorse themselves. However, there are subtle non-verbal clues which the interviewers tend to grasp which indicates that the claim made by the candidate may not be entirely true and provides avenues for further probing so as to recruit the right candidate for the available vacancy. This interaction between the verbal and non-verbal modes of communication is frequent at the workplace and plays a critical role in the manner in which the messages are interpreted at the workplace. Usually, the message communicated through verbal communication need requisite support of non-verbal communication in order to make sense to the receiver and hence ensure that communication is effective (Mcintosh and Luecke, 2008). Further, as a supervisor or manager, it is imperative to pay attention to the non-verbal communication which more often than not is more vital than the verbal communication. One of the situations that non-verbal communication is of particular importance is contradiction (Fielding, 2006). For instance, the manager floats a new proposal based on which, certain employees every week would be required to come on weekends to the office. When the supervisor asks for the suggestion from the employees, it is possible that due to the higher authority that he/she represents, the employees may be resultant to voice their dissent and thus may agree to it. But the manner in which this agreement is communicated coupled with various other cues such as the body language after the proposal has been floated around would provide key indicators as to whether there is actual consent or not (Guffey and Loewy, 2009). Usually, this is imperative as taking initiatives would typically involve costs and resourc e allocation and hence it is imperative that the same should have backing of the underlying subjects for whose benefit it is being done. This could be true for various training initiatives that may be taken for the employees which do not yield much improvement in performance since from the beginning there might have been lack of enthusiasm but still for fear of repercussions, no concern would have been raised by any employee (Bonaccio et. al., 2016). Additionally, non-verbal communication plays a critical role in reinforcement which is critical when a given individual is presenting a new proposal to a client. Through non-verbal communication, the extent of conviction that the person concerned presenting the idea has can be indicated which goes a long way in convincing the client (Lunenburg, 2010). If on one hand, there is a sales pitch for a product, service or business idea but an inconsistent body language shows reluctance or doubts with regards to critical aspects of the underlying good, then it is highly likely that sale would not happen as reinforcement was missing from the end of the presenter. Non-verbal communication also plays a vital role in ascertaining the level of understanding the employees or team members are experiencing without actually disturbing the group (Mcintosh and Luecke, 2008). For instance, imagine a situation where the project manager is briefing the team members about a particular new project whereby t he team members can be nodding indicate to the project manager that they are actually able to understand what is being said by the project manager and in the process there is no interruption for the project manager. This is also applicable in case of various presentations that may be made to senior management or clients where the concerned individual may look for subtle non-verbal clues to ascertain if he/she is one the right track or not and whether the intended audience is able to resonate with the viewpoints captured by the speaker (Fielding, 2006). Besides, non-verbal communication goes a long way in the expression of subtle emotions which are considered vital at the business place. This is particularly significant in dealing with the concerns and grievances of the employees (Bonaccio et. al., 2016).. As a result, non-verbal communication is highly critical for the role of a human resource manager. Irrespective of the final solution to the problem, it is essential that the HR manager must show sensitivity towards the employee and make attempts to understand the perspective of the employees. The sensitivity on part of the HR is usually indicated through the non verbal communication which would employ gestures during listening which essentially are meant to pacify the employee so that he/she can vent out the frustration (Means, 2009). Unlike personal relations, where emotions are expressed by a greater use of verbal communication, professional relationships are characterized by expressions of emotions more at the level of non-ver bal communication. This makes the non-verbal communication even more vital for the workplace for it essentially becomes a humane place where gestures by individuals are considered critical for the overall communication (Lunenburg, 2010). This empathy which is communicated through non-verbal communication is the lynchpin of service businesses whose success rests on the same. The employees intend to provide a superior service experience to the customers through the use of various friendly gestures such as greeting customers, having a smile while talking or otherwise also, voluntarily extending help to clients which help as key differentiators of service between rival firms. A service firm without the requisite non-verbal communication would be destined to fail as the requisite warmth would never been able to communicate to the client (Fielding, 2006). This is becoming more apparent with the advent of online shopping and services where customers tend to miss the personal touch and the non-verbal communication which the concerned person at the store would display through various gestures. Additionally, the lack of non-verbal communication tends to prove a hurdle in virtual teams where the communication is through verbal messages but are found to be less effective and results is greater issues of coordination since non-verbal communication provides appropriate context to the verbal communication by either reinforcement or contradiction (Guffey and Loewy, 2008). Based on the above discussion, it is apparent that non-verbal communication plays a larger role than verbal communication at the workplace. One of the reasons that is responsible for the same is the fact that verbal communication is more open to manipulation unlike non-verbal communication which is more intuitive and spontaneous and hence more representative of the true feedback of the listener. Concentrating on non-verbal communication is pivotal for the managers so as to understand the reactions of their team members about various proposals which otherwise may not be represented in verbal communication. This also plays a crucial role for the HR manger who effectively relies on the same to placate the employees and thereby enhance the overall employee satisfaction. Also, with regards to clients or customers, non-verbal communication can be the key differentiator especially in the service business. Thus, it would be fair to establish while non-verbal communication can exist in isolat ion, it is typically not possible for the verbal communication to exist and make sense in the absence of non-verbal communication which is apparent in the case of virtual teams and the underlying issues faced. References Bonaccio, S., Reilly, J., Sullivan, S. and Chiocchio, F. (2016)Nonverbal Behaviour and Communication in the Workplace: A review and an Agenda for Research, Journal of Management, 42(6) pp.14-17. Fielding, M. (2006) Effective Communication in organisations. 4th edn.Claremont: Juta and Company Ltd. Guffey, E. M. and Loewy, D. (2014) Business Communication: Process and Product. 8th edn.Boston:Cengage Learning. Lunenburg, C.F.(2010) Lounder Than Words: The Hidden Power of Nonverbal Communication in the Workplace. International Journal of Scholarly Academic Intellectual Diversity, 12(1), pp. 3-5. Mcintosh, P. and Luecke, A. R. (2008) Interpersonal Communication Skills in the Workplace.2nd edn.New York: AMACOM Div American Mgmt Assn. Means, T. (2009) Business Communication.2nd edn.Boston: Cengage Learning.

The Case Against Corporal Punishment Essay Example For Students

The Case Against Corporal Punishment Essay CP As the crime rate in our country grows, teaching our children right from wrong is one of the most important tasks facing educators. At some point or another, this task will require some sort of disciplinary action. In years past, schools used corporal punishment to discipline children. Connie Paige reports that, According to U.S. Department of Education statistics, more than 600,000students were struck by teachers in public schools in 1990. Studies show that in todays society, corporal punishment does more harm than good here in the United States. Many states have recognized the problems associated with corporal punishment and have begun to phase it out of their system. Still, many states especially those in the South, hold on to this outdated form of discipline. Research, coupled with the opinions of most health care professionals, indicate that there is a problem. Corporal punishment is not an effective form of discipline in schools. We will write a custom essay on The Case Against Corporal Punishment specifically for you for only $16.38 $13.9/page Order now One of the major complaints against corporal punishment is that many educators misuse it. Discrimination is a key problem in the use of corporal punishment. According to Kreck, Research has shown that boys are hit more often than girls; disabled students are hit more often than students who arent handicapped. Minority kids are hit more often than Anglo students. In fact, black children are three times likely to be paddled than white children (Paige, 26). Corporal punishment can also be implemented to an abusive level. There is a fine line between corporal punishment and abuse. No one can agree on when corporal punishment begins to become abuse (Pride, 8). All states have rules that are supposed to regulate corporal punishment but in many cases these rules are easy to get around. For example, most laws require that a witness oversee the spanking. The witness is usually another teacher or faculty member, often with the same viewpoint as the disciplining teacher (Hagen). Obviously this taking sides can lead to an unfair situation for the child. Another factor in the misuse of corporal punishment is that it is, or shall we say should be, a violation of the childs rights. According to Carol Kreck, most states have laws forbidding the hitting of animas, prisoners, soldiers, and mental patients. It is astonishing that our children dont share these same rights. Secondly, corporal punishment teaches the wrong lesson. According to Dr. Gil Simon, a Sacramento pediatrician, spanking teaches children that violence solves problems and stimulates more bad behavior (Perkins). Children who are spanked also learn that hitting is an acceptable form of expressing anger (Haynes, 65). One might wonder if this might be the root of the violence problem in our society. If it is not the root, it is definitely an underlying factor. In recognition of this, many national organizations oppose corporal punishment. According to Kreck, these include The American Academy of Pediatrics, The National Education Association, The National Parent-Teacher Association, The American Bar Association, The American Medical Association, The Easter Seals Society, The National Coalition to Abolish Corporal Punishment in Schools, as well as many unnamed others. Dr. Irwin Hyman, Director of The National Center for the Study of Corporal Punishment and Alternatives adds to the argument against corporal punishment by stating that, Hitting merely suppresses behavior. It gets results in the short run, but doesnt teach morality. It only teaches fear (Perkins). Corporal punishment is also damaging to children. Since all children are different, it is impossible for an educator to know how hard to hit a particular child. A spanking that is thought to be beneficial could actually be abusive. .u5347190c91b0c5b5f9cde7183a242878 , .u5347190c91b0c5b5f9cde7183a242878 .postImageUrl , .u5347190c91b0c5b5f9cde7183a242878 .centered-text-area { min-height: 80px; position: relative; } .u5347190c91b0c5b5f9cde7183a242878 , .u5347190c91b0c5b5f9cde7183a242878:hover , .u5347190c91b0c5b5f9cde7183a242878:visited , .u5347190c91b0c5b5f9cde7183a242878:active { border:0!important; } .u5347190c91b0c5b5f9cde7183a242878 .clearfix:after { content: ""; display: table; clear: both; } .u5347190c91b0c5b5f9cde7183a242878 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5347190c91b0c5b5f9cde7183a242878:active , .u5347190c91b0c5b5f9cde7183a242878:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5347190c91b0c5b5f9cde7183a242878 .centered-text-area { width: 100%; position: relative ; } .u5347190c91b0c5b5f9cde7183a242878 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5347190c91b0c5b5f9cde7183a242878 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5347190c91b0c5b5f9cde7183a242878 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5347190c91b0c5b5f9cde7183a242878:hover .ctaButton { background-color: #34495E!important; } .u5347190c91b0c5b5f9cde7183a242878 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5347190c91b0c5b5f9cde7183a242878 .u5347190c91b0c5b5f9cde7183a242878-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5347190c91b0c5b5f9cde7183a242878:after { content: ""; display: block; clear: both; } READ: Effects of Deforestation Essay Bruising, hitting in the back, and hitting the legs can easily occur when spanking children. Corporal punishment can also have profound psychological effects on children. Children generally concentrate on the spanking and not the reason for that spanking (Haynes, 65). Many health professionals agree that spanking does not work and usually worsens the childs behavior (Perkins). Corporal punishment is also emotionally damaging to children. According to an article in USA Today, spanking humiliates children (Pride, 8). This humiliation could lead to problems like low self-esteem and hatred for authority, which can be detrimental to a childs success in growing to adulthood. Also, spanking often generates feelings .

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buy custom Work Place Change essay 1.0 Work Place Change 1.1 Introduction Organizations apply numerous changes in their structures of operation from time to facilitate sustainability and development. These organizations are work places for many people and individuals are affected either negatively or positively when a change occurs. In all work places, the environment comprises of coordination between workers at all levels with the aim of meeting the organizations set goals. The effort to facilitate these changes brings about mixed reactions among the workers and the after effects are apparent. Organizations normally allow the people involved to participate in implementing these work place changes. 1.2 Understanding Work Place Change Work place changes are of many forms. They include new appointments, transfers, promotions, organizational changes, employment of new technology and many more. People resist changes because the fear of the unknown and past experiences that have been unpleasant. The good side of change is that it promotes growth and gives access to new opportunities that could not be realized without it. Either way, the changes have the fear effect on workers but the effect can be reduced if there is proper involvement of all parties in implementation of the change is observed. Organizations have different strategies of ensuring that they maintain a high level of production. These strategies involve employing changes in different times and so, organizations plan for changes early before they implement them. Work places consist of different workers with different responsibilities. Workers who have been working in one work place understand the capabilities of their work mates and coordinate better. This coordination results to increased production and organizations growth is observed. In other words, change is meant to improve an organization although it has some negative effects during implementation. Change in a work place has many effects on the organization. These effects range from uncoordinated activities to slower performance of activities. An organization will experience low output during and immediately after a change is implemented. Organizations normally inform their clients of any new changes so that they can expect irregularity during such a time. Fear of the unknown among the employees creates a lot of fear and their production lowers greatly if they are not well informed of the change. Other than negative effects, change also has numerous positive effects. Organizations introduce these changes with a vision of improving growth and development. The proposed changes to be introduced are normally well researched and proven to be worth it. This is because the changes are aimed at improving productivity while sustaining the growth of the organization. An organization experiences positive effects like access to new opportunities after implementing changes. The workers can experience effects like better working conditions and terms of service. Frequently, work place changes have more advantages than disadvantages to the organizations and thats why the organization pushes for their implementation. 1.3 Causes of Work Place Change Development and growth strategies formulated by an organization will always stimulate change because they involve employment of new ideas and projects. Organizations operate under a management team that is employed to oversee growth and development. The management develops a growth strategy that all other workers use as a guide. Work place changes have many causes which can be internal or external. Internal factors that cause work place changes can be planned or unplanned. When an organization plans to expand, downsize, relocate or restructure, the change is internal and planned. Unplanned changes are caused by numerous factors. They occur when workers move out of the organization, new workers are appointed into the organization, workers re promoted and demoted, new technology is employed, new working tools are employed and many more. External factors that cause work place changes range from infrastructure to environment, government policies among others. Every organization has a management team and a working team, and they all have different roles and responsibilities. If a member of the management team or a leader of an organization leaves office with or without notice, a big change will be observed in the organization. This kind of change creates anxiety among the workers because they normally execute their duties with an aim of succeeding, and acquiring a leadership role in the future. A leader who leaves office without a solid reason will create fear of the unknown among the workers in an organization. When an organization makes changes to the management team, it observes irregularities in production which often affect the clientele but if well managed, such irregularities can be controlled quickly. The working team in an organization requires the management to be stable so that execution of the activities goes as planned. Effects of a managerial change should be well communicated in good time so that they are retained within the organization. 1.4 Problems Observed After a Change Changes in work places cause problems to the workers, the organization and their clientele. These problems are caused by poor implementation of the change. The biggest problem is loss of production. All organizations have their primary objective of sustainability. The workers also have their primary objective of job security in an organization. When an organization implements changes without prior notice, the workers are threatened by unknown fears about the security of their jobs. These fears drive workers to look for other jobs in better established organizations that offer secure jobs. Another big problem is lack of proper coordination. If the change is a new appointment into a senior position, the change will affect the chain of command in the organization. If such a change is implemented without proper communication between the workers and the management, confusion might happen because the workers are not conversant with the appointee and the appointee too, is not conversant wit h fellow workers. Workers in an organization perform their duties according to the responsibilities allocated and the goals set. Every employee in an organization aims for a promotion into a higher level after sometime. This expectation turns into fear when a foreign candidate is appointed into such a position with or without notice. Workers fears are great observed when they observe an organizations growth after their hard work and a retarded growth of their job ranks. Introduction of new changes to an organization is important especially when the organization wants to expand into new projects. These new projects interfere with the normal activities thus increase the responsibilities of individual workers. The increase in responsibilities in a work place brings about decreased production and work related stress. These effects are negative to the development of an organization although majority of changes require to be implemented by the current workers before new appointments for the extra responsibi lities are put in place. This ensures that the new project has been proved to be worth it before a full implementation. 1.5 Response to Changes Changes have numerous positive and negative effects and the affected parties respond differently to these changes. Work places that employ many people experience more problems during a change than smaller organizations. Since most workers are filled with fear of a change, they develop a revolting behavior towards the change which can be termed as negativity. Negativity is a behavior witnessed among workers when they come across a problem, and they are afraid to speak out loud. This behavior is harmful to an organization and its consequences are decreased production. Negativity is easily spread to other workmates in search of support against a change. This effect becomes obvious if the larger percentage of the workers does not want the change. If such negativity behaviors are noticed by the management team, they are easily resolved if the revolting team is involved in deciding which changes are necessary. Efforts to get rid of negativity among people in an organization are made possible if the persons affected give out their opinions freely. This helps resolve any issues arising from an implemented change. The persons with the negative feeling against a change should also offer possible solutions and lead in implementing the resolved changes. Increased communication among the work mates improves understanding and easier efforts towards resolving issues brought about by a change. Changes implemented in an organization are meant to improve growth. Some of the positive effects of change are increased production and notable growth. These positive effects are possible if the organization researches about the topic first, from the organizations that have implemented the same changes before. This ensures that they will have prior knowledge on how to exactly implement the change and produce great results. Inevitably, growth, development, and sustainability are the key objectives of any organization, workers will put more effort in any new projects and changes that aim towards the objectives. The process starts from notifying workers about the change, managing fear of the unknown and a swift implementation so that results can show immediately and promote confidence among the workers. Work place change effects spread from where the organization to the clientele receiving products and services from the organization. For example, employment of new technology improves production, reduces work related stress but threatens the existence workers. The implementation requires appointment of qualified personnel to operate and support the new technology. The change may require the organization to get rid of the workers replaced by the new technology while reducing the chances of developing the careers of the existing workers. The effects of employing new technology will definitely be felt by the clientele receiving products and services from the organization and the organization will definitely record higher production leaving the workers in great fear of losing their jobs. This fear also affects the newly appointed workers because they are venturing into the unknown. An organization that is planning to implement such a change as a new project can manage to sustain the exis ting workers and hire new ones as an expansion strategy, allowing the existing staff overcome the fear of the unknown. This way, the expansion adds confident to workers and ensures them of sustained and better employment while increasing production. 1.6 Process of Implementing a Change A change can be implemented effectively, if a strategic process of implementation is employed. Upon reaching a decision to change, an organization needs to come up with a process which consists of planning what to change, communicating the plan to the workers and clientele, implementing the change and supporting the change. The planning stage of the change starts from the initial idea. The idea has to be in line with the organizations objectives. The idea is researched to find out whether it will bring benefits to the organization. This is done by checking the performance of similar changes in other organizations and by researching the benefits of such a change in the organization. The next stage involves communicating the information about the planned idea with the workers inside the organization and the clientele so that they can prepare for any irregular activities. This move is aimed at eliminating the workers fear of the unknown and maintaiing the clienteles confidence. During this stage, workers are allowed to participate in formulating the implementation plan, and that helps the workers absorb the idea and participate in implementation. When an organization inputs the workers ideas into the initial idea include their opinion in the change, the workers are more confident with that feeling of ownership into the change. This move is highly advised as it encourages the existing workers and clientele to give their opinion and stop fearing the unknown. Production continues as usual because all parties are prepared for change. The implementation stage involves the roll out of the plan. When implementing the change, workers experience numerous adjustments and production level may be affected. An organization has to involve its clientele in implementing the change because an irregularity can hurt the customers confidence. In this stage, all activities are well monitored and any development is recorded so that evaluation of the project is accurate. During implementation, workers may experience increase of responsibilities and commitment. The changes are welcomed by the workers only if they were involved in planning and their opinions are included in the final change. The supporting or managing stage comes after the change is implemented. The organization does a thorough evaluation of the implemented change to check whether it has reached the set goals. The workers will generally have mixed reactions to the change and it is extremely important to provide guidance and support to facilitate the change. This is done by giving timelines and expected outputs so that the organization can evaluate the success of the change. The organization need to provide training on the new requirements and regularly review the advancement of the change. The review of advancement of the change allows the organization to evaluate the change and maintain the workers and customers confidence. An organization that has successfully implemented a change has the responsibility of ensuring its sustainability. The organization needs to collect the views of the workers who are directly involved with the change. By keeping an open communication channel, an organization will receive more accurate feedback and respond swiftly. The process of implementation requires full participation of parties involved so that production is either maintained or increased and the workers are part and parcel of the change. Production is not the only consideration when evaluating success but also the workers welfare so that an organization can avoid work related stress, which reduces production greatly if not observed. By ensuring that workers in an organization are involved in implementation of a change, the organization is assured of full commitment by workers. The workers also feel more secure when communicating back to the implementation team about the outcome of the change. Methods of Eliminating Fear Fears that are accompanied by work place change are real and a threat to the sustainability of an organization. These fears should be addressed seriously to avoid the downfall of an organization. An organization that has planned to implement a change should therefore employ strategic fear elimination methods. When an organization ignores to address the possible effects of a change, it risks losing its workers and clients. Methods of eliminating the fear of the unknown are many but the most effective one is the inclusion of all the involved parties, in all stages of implementing a change. As discussed above, an organization that invites the workers to participate in planning and implementing a change normally eliminates this fear completely. The most effective method is, when an organization invites its workers to participate and convinces them that the change is a progress that is in line with the organizations set goals, rather than telling them its a change. This method is very effective because it increases the confidence of the workers and gives them a feeling of success. The move builds courage among workers and drives them to working harder with an aim to succeed again. Introduction of training about a planned change before its implemented is another effective method of eliminating fear. This training prepares the people involved with the knowledge of the exact change that will happen. Workers in an organization who undergo the training know exactly the challenges they may face and the commitment they would require in order to succeed. After the organization trains all workers about the new change, the workers are able to participate fully in the planning stage and the fear of the unknown wears out before the change is implemented. Work place change is inevitable in all organizations. The workers in an organization have an ability to eliminate fear if they decide to embrace the change and treat it as a progress that will drive the organization towards achieving their objectives. This method of eliminating fear if very effective but it is applicable to workers who understand the need of a change. The management team is the organ of an organization that is responsible for advising the workers about the benefits of a change. Workers who are engaged in development planning adapt easily because they understand the benefits of implementing changes in an organization. An organization that has plans for development and growth expects its workers to be ready for any changes. Workers in an organization who experience fear after a change are normally terrified of facing the change because they feel that they knowledge and skills might be shallow. Organizations that succeed in eliminating fear of change care more about the skills of individuals in the organization. When organizations treat all workers as professionals and respect their opinion, the workers continue to execute their duties with more confidence and also feel well appreciated for their contribution. Such organizations invest in the knowledge of their workers and increase effort in improving their skills. This method drives out fear and makes workers feel like they are part of the organization. Once an organization invests in improving the skills of the workers, the workers consequently pump in quality ideas that are used to propel the organization towards reaching their objectives. Trust between the workers and an organization is achievable when there is a direct communication channel between the two. Communication allows all organs of an organization relate to each other in a more open manner. An organization that has clear and open communication channel has the advantage of eliminating fear of change from the workers because they are well informed of the consequences of such a change in good time. The communication channels allow for swift response to feedback and enable the workers to overcome fear quickly. Open communication gives freedom of expression to all persons in an organization and enables the management team to communicate more freely with the working team and vice versa. 1.7 Controlling effects of Work Place Change Effects of work placer change can be positive or negative. An organization that minds its sustainability will always have strategic measures for controlling such effects. For example, an organization can decide to employ new technology and use of robotics in its activities. Such a change will cause a lot of fear to the workers because the technology might take their place. In business, new technology and use of robotics for production reduced the number of human resource required and increases production, thus causing fear to the people working in such a business. There are numerous methods of controlling such effects in an organization. If the effects are positive to either the organization or the working team, an organization needs to ensure that the effects will be sustainable so that they benefit from the positive effects. If the effects are negative to either the organization or the working team, the organization needs to have a contingency plan to eliminate anxiety among the workers and retain the sustainability of the organization. Workers in an organization are the largest organ that is supposed to drive an organization towards reaching their set goals. A good strategy that can be employed by an organization to control the effects of a change is by inviting contribution of ideas from the workers so that their solutions can be implemented, thus reducing anxiety. Since workers might hold back their ideas, they can easily control the effects of a change if they are given the responsibility of seeking solutions other than assigning the responsibility with the management team. A working environment that encourages open information sharing gives confidence to the workers and freedom to express their concerns. An organization that promotes interaction between the management team and the working team by sharing ideas in an open and honest manager creates an environment filled with trust. This trust allows the workers to feel safer and participate better in developing the organization thus increasing production. This way, an organization is able to control many effects of a work place change. Equal treatment of workers and recognition of their participation in growth of an organization is an excellent method of controlling their emotions. When an organization implements change, the effects of the change are better controlled if there is trust and confidence built in the workers. An organization that has open communication channels will listen to concerns of all workers and give honest feedback in good time. This working environment gives the workers the courage to face the effects of a change. Workers develop a self esteem that eliminates their fear of being singled out. 1.8 Management Role in Helping Staff Deal with Change The management team is the organ responsible for developing a working strategy and creating solutions to problems in an organization. The management works as a team. It includes managers of different departments who operate as leaders of the working team. Both the management team and the working team work coherently to ensure that the organization reaches its set goals. When a change is implemented, the effects of the change affect all organs of an organization. The management team comprises of highly skilled professionals who have the ability to drive the organization into meeting its objectives. This team has the ability to formulate contingency plans incase of any problem. It is the responsibility of the management to help other managers and workers deal with change. The management team responds to change by identifying its effects and then formulating a sustainable solution. Members of the management team may be affected by change and so, the team starts by helping the affected managers. Managers who are affected by change require support from the other team members and assurance that the change is controllable. This is only possible if they are given a chance to speak their mind and if their opinions are taken into account when formulating solutions. This method eliminates all fears that the managers. Another method of helping staff deal with change is by informing them about the good side of an implemented change. The information provided to the workers should include assurances of job growth so that workers morale can increase. Employment of new technology in an organization should be coupled with improvement of workers skills through education regarding the introduced technology. The management should empower the existing workers more effectively by investing in improving their knowledge and skills. Skill improvement training should be conducted before new technology is implemented so that the change will be embraced by the workers. Workers who fear that their skills might be inadequate are worse affected by a change, and the management has the ability to buuild their confidence by improving their skills. Since such workers have worked with the organization, their production is higher than any new workers. The management in an organization can create a work place culture that anticipates change whenever its implemented or whenever it happens. Since not all changes are planned, the management can include all the workers in creation of a work place culture that prepares all workers to retain their confidence in case of a change. Organizations plan their activities according to the goals they want to reach. A good plan should be recorder according to order of priority, and communicated openly to the workers. Such a plan will always include changes and new projects to be implemented in the future. If such a list of current and future plans is communicated with the rest of the staff, the management and workers find ample time to research about the possible advantages and disadvantages of proposed changes and projects. The workers will then have the chance to give feedback regarding their findings, and their opinions will be included in the final planning before the proposed changes are impl emented. In work places, the management can develop a culture that can help workers deal with change. The culture includes guides to workers attitudes, working ethics, behaviors and other systems that are necessary in the functioning of an organization. A work place culture that is developed to help workers deal with change means that change will be highly anticipated and production of an organization will increase. A work place culture is developed with consideration to the workers past responses and possible occurrence of change within a given time. Such a culture provides for awareness and preparedness to workers towards embracing growth and development in an organization. Organizations aim development and growth. These two factors initiate a changing environment from time to time. Growth consequently invites new appointments and employment of new ideas, turning the environment into an ever changing setting. In such a changing environment, a work place culture that embraces change helps wo rkers deal with change more effectively. Culture which helps workers deal with changing environment can only be designed by combining solutions of past experiences and inclusion of workers opinions while training workers about the importance of embracing change rather than rejecting it. As discussed above, open communication about proposed changes should be included such a work place culture, to allow for new appointees adapt swiftly to the operations of an organization. Organizations with a specific working place culture help new entrants adapt to the new environment easily. A working culture that emphasize on importance of embracing change creates room for courage among the workers and they sequentially work harder in a changing environment to propel an organization towards success. A wining work culture makes workers have confidence with what they have to offer in an organization. The culture should be supportive, friendly, open, relaxing and inclusive. Management in an organization should encourage enthusiasm. Workers who are passionate and have the will to succeed produce better. A work place culture that includes fun helps kills boredom and encourages sharing of ideas. A healthy working culture guides workers on methods to follow when they are face with effects of a change. An organization that faces change effectively succeeds because it has developed an inclusive culture that ensures equal treatment of workers. Work place culture can also be the work place change. An organization that restructures tries to eliminate past mistakes in an effort to succeed. This move results to changes in the management team and most often, new appointments into the management team. Such appointments accompany new leaders and new ideas. Most managers who have been appointed into a new organization start by changing the work place culture to suite their ideal idea. A change in work place culture receives resistance from the existing workers because they are accustomed to it. The management whether existing or new, has to include the views of all persons in an organization before changing culture of a particular workplace. Such inclusion helps workers deal with any new change without affecting production because their views are considered during the change. 1.8 Culture of Negativity in a Work Place In all organizations, workers have different production rates. Negativity has been observed in many organizations and if not well addressed, the negativity influence embeds itself into the existing work culture. Workers who produce more and are very active might face ridicule from fellow workmates who are less active, and, in an effort to escape the ridicule, production decreases. A culture of negativity develops where communication channels are not open and the management team doesnt realize that production has been affected. This culture mostly affects production and the morale of hardworking employees. Negativity culture in a work place is controllable and can be eliminated in many ways. The management can eliminate this behavior by recognizing individual efforts and giving incentives in an effort to increase workers motivation, while discouraging negativity. 2.0 Safety Management Systems in the Canadian Aviation Industry 2.1 Safety Management Culture Change in Canadian Aviation Industry The Canadian Aviation Industry is seriously regulated and it has created a new safety culture in the aviation industry. The safety management system has been enforced in the industry and it manages and health and occupational safety in the work place. This change of culture has been developed to prevent any work related accidents and its implementation was a success. The aviation industry has since struggled to fully implement a culture of safety management in the industry with an aim of succeeding in maintaining safety in workplaces. Implementation of a safety management culture in all organs of the aviation industry in Canada has been emphasized greatly and all parties are well informed of the importance of developing such a culture. The introduction of the safety management system was encouraged and organizations in the industries responded by implementing the laid down procedures. The safety management System is responsible for identifying possible hazards and taking charge of controlling the risks involved. 2.2 Safety Management Culture A safety culture is a way in which the people in a workplace act in relation to attitudes, perceptions, beliefs, and values shared in regard to safety awareness. The Canadian aviation industry safety culture was created to encourage total safety awareness and it has so far been a success. The culture encourages management of safety using well tested methods and organizations understand that there are reduced work related risks and increased production upon implementation. Developing this culture involves embedding the safety management system into the operations of an organization and making it part of the organizations culture. Workers who perform their duties while observing a strict safety culture are assured of occupational safety and feel the urge to spread the culture to their workmates. Introduction of a safety management system is a change that can interrupt normal operations during implementation. This change has more advantages to the organization, workers and their clientele and so, the change is worth implementing. Upon implementation, existing workers are liable to extra responsibilities of observing safety while performing their other allocated duties. The implementation of a new safety system slightly lowers production during at first although workers get used to such a change quickly and get back to normal production. This is because the extra responsibility of ensuring that safety is observed require some extra attention that eats into production time. In the Canadian aviation industry, workers have the moral responsibility of ensuring their activities and the work places are safeguarded. When implementing the safety systems in Canada, there are governing requirements found in every jurisdiction on how safety is achievable and complementary researched data that clearly displays the effectiveness of a successful safety management system. The data that is provided to show effectiveness of implementing a safety management system clearly shows evidence of reduced occupational risk in organizations that have already implemented the system. The safety management system clearly reduces costs associated with accidents and incidents in organizations. The safety management systems that are implemented by players in the Canadian aviation industry address the importance of implementing the change and pushes for implementation with an aim of reducing work place risk. The system has clear instructions on how to manage risk, how to identify possible risks and implement appropriate controls, how to ensure open communication across all organs of an organization, the process of how to rectify non- conformities and how to apply a continual enhancement process. The systems design is user friendly and has so far improved occupational safety thus ensuring safety of the workers. The Canadian aviation industry has scheduled to fully implement the change in the whole industry and focus on enhancing for more safety by the year 2015. According to the Canadian Transport Authority, the safety system is effective if the workers and their management commit to overseeing safety in work places. The implementation of safety management system in work places is tested and has no negative effects on workers or organization although its execution interferes with production slightly during the early stages. 2.3 Safety Management as a Work Place Change In the world, there are many organizations that have evaluated and realized the benefits associated with implementing a safety management system. This is a change that that has beneficial effects to the organization and the workers. Regulatory authorities in charge of these organizations have over time developed safety management systems that are specific to their activities. Safety management systems are developed to benefit the organization as a whole and increase workers confidence while increasing production. Safety management systems reassure workers of their safety and encourage their participation in implementation. An organization that plans to implement a safety management system has the responsibility of introducing the idea to the workers and training them on how the system benefits the organization. The introduction eliminates any fear and the training offered prepares the workers with the necessary knowledge about the proposed change. Work places that are safer are also comfortable. When occupational hazards are minimized, an organization records reduced misfortune costs and production increases because the workers are assured of safety. 2.4 Conclusion Work places experience changes when they are developing and when external factors interfere with activities of the organization. These changes affect the organization in different ways and they can be beneficial of non- beneficial. The obvious effect of a change affects the workers in an organization. Workers develop fear of the unknown and initiate resistance against the change if an organization implements it without prior communication. In an effort to eliminate fear, organizations inform worker of their proposed changes and invite their participation so that they embrace the change as a progress towards success. When workers are involved in planning of a change, they embrace the change when its implemented the fear of the unknown fades out. Buy custom Work Place Change essay

Aldosterone Essay Example | Topics and Well Written Essays - 1000 words

Aldosterone - Essay Example The scheme of renin-angiotensin-aldosterone system is shown at the Fig. 2. The renin is enzyme catalysing the reaction of the transformation of angiotensinogen into angiotensin I. Angiotensin I is converted into angiotensin II and the last one is partially converted into angiotensin III (Wehling, 1995). Both angiotensin II and III stimulate the synthesis of aldosterone by the adrenal glomerulosa layer . They bind to G-protein coupled receptors and stimulate the activity of phospholipase C and adenylate cyclase. This results in the increase of conversion of cholesterol to pregnenolone and corticosterone to aldosterone (Horton, 1994; Fuller, 2006). Aldosterone controls electrolyte excretion and intravascular fluid volume. It acts on the mineralocorticoid receptors of the distal renal tubules and cortical collecting ducts of the kidneys. Aldosterone regulates such physiological mechanisms as resorption and excretion of the electrolytes, particularly its action increases sodium resorption and potassium excretion. Sodium and water reabsorption is regulated by opening Na+ channels in the apical membranes of the tubular epithelium (Fuller, 2006; Rosansky, 2006). Correspondingly, opening K+ channels leads to increased potassium conductance from the cell and potassium excretion. These processes are regulated by the Na+/K+-ATPase (see Fig. 3). Aldosterone receptors are localised intracellularly. Their stimulation leads to DNA-binding and to the changes in the transcription of genes (Fig. 4). Fig. 4 Mechanisms of aldosterone action. There is interestingly that aldosterone do not only participate in the regulation of blood pressure but it also influences on the function of mononuclear leukocytes (Chai, 2005; Wehling, 1995). Thus the role of aldosterone in the regulation of blood pressure is related to its ability to increase sodium level in the blood, and, respectively change the tonus of vasculature and by the increase of circulating volume of blood (Hamilton, 2006; Rosansky, 2006). Many pathological conditions can cause hyperaldosteronism (Horton, 1994), which is characterised by the hypertension. Thus primary aldosteronism can be caused by solitary aldosterone-producing adrenal adenoma or mono- or bilateral hyperplasia of the zona glomerulosa. The patients suffering with aldosteronism have hypertension and hypokalemic alkalosis whereas hypernatremia is not common. Aldosterone deficiency causes hyponatriemia, hypovolemia, and hyperkalemia (Horton, 1994). There are many diseases characterising with the decrease of aldosterone biosynthesis, e.g adrenoleukodystrophy, adrenal hypoplasia, infections and excessive haemorrhages. Nevertheless, the most frequent cause of hypoaldosteronism is adrenal insufficiency, i.e. both aldosterone and cortisol secretion are affected. Thus fulminating sepsis, autoimmunic disorders and haemorrhagic