Bipolar disorder Essay Example | Topics and Well Written Essays - 1250 words

Bipolar disorder - Essay Example Many famous names are also there in the list of people who are victims of this disease. Such names include Robin Williams, Jim Carry, Winston Churchill and many others. As there are different symptoms that are found in different patients of bipolar disorder thus the doctors have divided it in four categories so that the patients can be treated according to their individual requirements. These four levels are, bipolar I, bipolar II, Cyclothymiacs Disorder, or Bipolar Disorder. These classifications are made on the basis of Bipolar Spectrum Diagnostic Scale (BSDS). This disease although usually occurs in the earlier twenties, is not uncommon amongst teenagers or even children, therefore we can say that people belonging to any age group are prone to it (Ghaemi 2005). Further, as this problem is related to the brain other aspects of behavior, feelings and attitude are also affected. Often other people around fail to understand this change in personality and blame the patient for this change. They do not see it as an illness, but a choice made by the victim. Some people who experience this problem turn to temporary solutions such as doping or drinking. However, this temporary solution aggravates the problem in the long run. Doctors and scientists suggest multiple causes of this illness. They suggest that usually a conglomeration of these reasons result in this disease. The reasons include genetic inheritance of the disease, biochemical disorder and also social and environmental factors. As far as the genetic factor is concerned, if a close relative of a certain person has this disease the chances are elevated that it will be passed down to that person even, however it is not a sure shot thing. It has even been discovered through research related to identical twins that both might not inherit this disease. This clearly illustrates that genes does not alone determine this problem. Researchers are still working on

Evaluate Goals Essay Example for Free

Evaluate Goals Essay Goal 1 is in accordance with one of the â€Å"six conditions that are necessary and sufficient to achieve therapeutic changes on the part of the client which is counselor congruence or genuineness in the therapeutic relationship† (Crutchfield, et al, 2000). Goal 2 means developing bonds between analyst and client as what Adler had stated: â€Å"Adler’s encouragement skills included demonstrating concern for clients through active listening and empathy, and communicating respect for and confidence in clients† (Crutchfield, et al, 2000). Goal 3 pertains to keeping the therapeutic session simple without minding the time, in accordance to two of the six given conditions necessary for therapeutic changes in client which is: warmth or unconditional regard for the client, and the ability of counselor to empathize with the client. Goal 4 means that I will now concentrate on my fourth goal which is to develop empathy with the client by focusing on the client’s emotions. In psychotherapy, â€Å"empathy refers to â€Å"feeling into† the experience of another person† (Feller and Rocco Cotton, 2003). I believe this is an important step that will lead to the last of the six conditions stated by Adler, which is unconditional positive regard to the client (Crutchfield, et al, 2000). After reviewing my pre-practicum Residency packet, I came into conclusion that my goals have inspired me and will definitely serve as my driving force to enter Residency II.I believe that taking Residency II is what I needed in order to become an expert in my field of study. Bibliography Crutchfield, L. , Baltimore, H. , Felfell, M. Worth, S. (2000, March). Empathic Responding Skills across Counselor Education Training Tracks: A Comparison Study, Journal of Humanistic Counseling, Education Development. Retrieved July 10, 2009, from Academic Search Premier database. Feller, R. , Rocco Cotton, E. (2003). The Importance of Empathy in Therapeutic Alliance. EBSCO Publishing.

The Trebuchet :: Physics Trebuchet History Papers

The Trebuchet The roots of the machine go back to at least the fifth century B.C. in China. In its most primitive form, it consisted of a pivoted beam with a sling at one end and ropes at the other. A stone would be placed in the sling and a team of men would haul the ropes, swinging the beam up into the air†1. â€Å"The trebuchet reached the Mediterranean by the sixth century C.E. It displaced other forms of artillery and held its own until well after the coming of gunpowder. The trebuchet was instrumental in the rapid expansion of both the Islamic and the Mongol empires. It also played a part in the transmission of the Black Death, the epidemic of plague that swept Eurasia and the North Africa during the 14th century. Along the way it seems to have influenced both the development of clockwork and the theoretical analyzes of motion†2. We will now look at the physics of a trebuchet. â€Å"The trebuchet uses many different physics applications, we will look at a few of them. Basically a trebuchet is a fulcrum. First the energy of conservation. The setting of the trebuchet before firing is shown in Fig 1. A heavy counterweight of mass (M) (contained in a large bucket) on the end of the short arm of a sturdy beam was raised to some height while a smaller mass (m) (the projectile), was positioned on the end of the longer arm near or on the ground. In practice the projectile was usually placed in a leather sling attached to the end of the longer arm. However for simplicity, we shall ignore the sling and compensate for this omission by increasing the assumed length of the beam on the projectile’s side. The counterweight was then allowed to fall so that the longer arm swung upward, the sling following, and the projectile was ultimately thrown from its container at some point near the top of the arc. The far end of the sling was attached to the arm by a rope in such a way that the release occurred at a launching angle near the optimum value ( most likely by repeated trials) for the launch height. The launching position is shown in fig.2 where we have assumed that the projectile is released at the moment the entire beam is vertical. In the figures: (a)=height of the pivot, (b)= length of the short arm, (c)= length of the long arm, while (v) and (V) are the velocities of (m) and (M), respectively, at the moment of launching.

IT Agreements

Seva Bharat recognizes the critical importance of protecting the privacy of Individuals and securing the confidentiality of all official records. Employees of the Department of Information Technology (IT) will make appropriate efforts to protect and secure official data and information. IT positions frequently have privileged access to computing systems, applications, databases, network monitoring tools and other equipment that may contain records and information that are private and confidential in nature.As an employee of Seva Bharat's Department of Information Technology, I may be entrusted with such rivileged access and encounter or have access to sensitive, confidential or proprietary Information whether or not It Is labeled or Identified as such. I acknowledge the sensitive and confidential nature of information concerning Seva Bharat / LCT / SBPT / SST / MI employees, consultants, alumni, donors, vendors, and other stakeholders of the Seva Bharat community.I understand and agr ee that this Information may only be disclosed with proper authorization and in the exercise of my designated duties. I agree not to use any access or information available to me In he course of my duties to engage in any activity that conflicts with the interests of Seva Bharat or use any access available to me to provide information to others engaged in any activity that conflicts with the interests of Seva Bharat. pecifically, with respect to office compuung systems, networks, records, flles, email and other information, I agree that I will treat all confidential information as such by respecting the privacy of users, the Integrity of the systems and the related physical resources, and I will: Access, copy, or store data solely In performance of my Job responsibilities, limiting erusal of contents and actions taken to the least necessary to accomplish the task. 2.When providing direct services to users, copy or store data or information only with the user's consent and only to co mplete a specified task, and only to copy and store user data for long enough to complete the specified task. 3. Not seek personal benefit or permit others to benefit personally from any data or Information that has come to me through my work assignments. 4. Not make or permit unauthorized use of any information in the office information systems or records. . Not enter, change, delete or add data to any information ystem or file outside of the scope of my Job responsibilities. 6. Not intentionally or knowingly Include or cause to be included in any record or report, a false, inaccurate or misleading entry, 7. Not intentionally or knowingly alter or delete or cause to be altered or deleted from any records, report or information system, a true and correct entry. 8.Not release official data other than what is required for the completion of my Job responsibilities. 9. Not exhibit or divulge the contents of any record, file or Information system to any person except as required for the completion of my Job esponsibilities. u lake every reasonaDle precautlon to prevent unautnorlzea access to any passwords, user identifications, or other information that may be used to access official information systems or records. 1 1 .Limit access to information contained in or obtained from the systems to authorized persons. 12. Report any incidents of my non-compliance with the terms of this agreement to my supervisor. I further agree not to independently contract to perform or provide information technology services to other entities not associated with Seva Bharat while employed by the Department f Information Technology, or to use offcial resources in the delivery of privately contracted services.I understand official resources include time, equipment, computers, tools, software, phone, email or other items that are provided by or acquired through my relationship as an employee of the Seva Bharat community. Page | 1 I understand and agree that my failure to comply with the t erms of this agreement will have consequences and may result in disciplinary action up to immediate termination and criminal prosecution, depending upon the infraction's severity, evidence of my intentions, and the sensitivity and scope of the information ompromised.

Organic Food vs. Non-Organic Essay

Unfortunately, most organic food is disappearing, because people are not taking the time to buy it. People are buying non-organic because the food is cheaper, easier to find, and full of nutrition. But why is organic food disappearing when it has more nutrition, better tasting, and ecosystem diversity. What are people really doing? People now at days choose to buy non-organic food because it’s cheaper, easier to find, and full of nutrition. When coming in to a store the first thing you can see is the low prizing of the products. This is one reason people choose to buy non-organic products. When going into the organic section of foods and seeing that is twice the prize as non-organic people automatically chooses non-organic food. Milk certified as hormone and antibiotic-free costs 6 dollars per gallon, while grocery milk only costs 3. 50 per gallon. When coming into a super market most of the things that you see are non-organic products. This is another reason why people choose non-organic products, because it is easier to find. People now at days are really busy and doesn’t have many time to be shopping, and makes non-organic products easy to find and less time wasters. People chooses to buy non-organic products because they are easy to find, but they don’t know that it could only take two minutes looking for organic products. People chooses to buy non-organic products because they are full of nutrition. This is another reason why people chooses to buy non-organic products. Non-organic products have been industrialized and enhanced with vitamins, which many of organic products are missing. Organic products are naturally grown and are healthy to the body. Because non-organic products have been industrialized the quality of the soil is secondary, while the soil of organic products is pure. This is why food that has been grown organically tastes better than industrialized products. People chooses non-organic products because it grows faster and easier. By growing organic food it allows the environment a wider range of insects, plants, and organisms to coexist. People chooses to buy non-organic products because they won’t have to be worrying about getting a worm in their apple. Non-organic products are insect free, this is another reason people chooses non-organic products. What are they really doing? Organic fruit and vegetables are contaminated with as much as 40% more antioxidants, which scientists believe can lower the risk of getting cancer and heart disease. The levels of antioxidants in milk from organic crops are up to 90% higher than in non-organic milk. Non-Organic is most likely to be contaminated with left overs that sometimes occurs in dangerous combinations of chemicals added to organic products. They contain more water than organic products, which makes the organic products dry, and sometimes rough. Banning the use of artificial food additives like hydrogenated fats, phosphoric acid, aspartame and monosodium glutamate, which have been scientifically to health problems like heart disease, osteoporosis, migraines and hyperactivity. Non-Organic, the negative effects of pesticides in health includes neurotoxicity, disruption of the endocrine system, carcinogenicity and immune system suppression.

Free Essays on Bush At War-Propaganda

Bob Woodward’s book, Bush at War, presents the story line of the war on terrorism from the perspective of Bush and his administration without external researches or verification, making the book seem like endless propaganda leading towards an obsessive goal with attacking Iraq. Woodward’s research is mainly notes from interviews with Bush and information given to him by Bush’s administration; making the book seem more like propaganda. Woodward paints a picture of the President as an honest man who cares about the world and wants to bring peace. Condoleeza Rice is portrayed to be Bush’s adopted daughter and biggest fan. Powell and Bush’s relationship is constantly scrutinize more than necessary, and he (Powell) is like servant more than a the Secretary of State, he is always doing what he is told and when he inputs his opinion it is always shut down or not even considered. Although this is what is perceived of Powell in the book, Woodward makes up fo r Powell’s situation in the Whitehouse by writing good little paragraphs about him. Cheney's influence is downplayed which I think was intentional. Rumsfeld is portrayed to be a mean prick in contrast to Bush’s â€Å"humble, people-loving guy persona†, yet both came in unison when it came to war. Everyone else in the ensemble was more or less dancing along with whatever Bush and Rumsfeld said. At moments I felt the book was like a play in which war making process seemed to flow scene-by-scene, meeting by meeting play. The players (Bush and his administration) seemed to be performing who they were supposed to be. I had to constantly remind myself that this is what supposedly really happened in the Whitehouse and Camp David. Woodward begins with scene-by-scene account of where and what Bush and his administration were doing while the Twin Towers were crashing down. The book continues with series of meetings between Bush and his administration and their plan to attack. Between e... Free Essays on Bush At War-Propaganda Free Essays on Bush At War-Propaganda Bob Woodward’s book, Bush at War, presents the story line of the war on terrorism from the perspective of Bush and his administration without external researches or verification, making the book seem like endless propaganda leading towards an obsessive goal with attacking Iraq. Woodward’s research is mainly notes from interviews with Bush and information given to him by Bush’s administration; making the book seem more like propaganda. Woodward paints a picture of the President as an honest man who cares about the world and wants to bring peace. Condoleeza Rice is portrayed to be Bush’s adopted daughter and biggest fan. Powell and Bush’s relationship is constantly scrutinize more than necessary, and he (Powell) is like servant more than a the Secretary of State, he is always doing what he is told and when he inputs his opinion it is always shut down or not even considered. Although this is what is perceived of Powell in the book, Woodward makes up fo r Powell’s situation in the Whitehouse by writing good little paragraphs about him. Cheney's influence is downplayed which I think was intentional. Rumsfeld is portrayed to be a mean prick in contrast to Bush’s â€Å"humble, people-loving guy persona†, yet both came in unison when it came to war. Everyone else in the ensemble was more or less dancing along with whatever Bush and Rumsfeld said. At moments I felt the book was like a play in which war making process seemed to flow scene-by-scene, meeting by meeting play. The players (Bush and his administration) seemed to be performing who they were supposed to be. I had to constantly remind myself that this is what supposedly really happened in the Whitehouse and Camp David. Woodward begins with scene-by-scene account of where and what Bush and his administration were doing while the Twin Towers were crashing down. The book continues with series of meetings between Bush and his administration and their plan to attack. Between e...

French Surname Meanings and Origins

French Surname Meanings and Origins Coming from the medieval French word surnom translating as above-or-over name, surnames or descriptive names trace their use in France back to 11th century when it first became necessary to add a second name to distinguish between individuals with the same given name. The custom of using surnames did not become common for several centuries, however. Most French surnames can be traced back to one of these four types: 1) Patronymic Matronymic Surnames Based on a parent’s name, patronyms and matronyms are the most common method French last names were constructed. Patronymic surnames are based on the fathers name and matronymic surnames on the mothers name. The mothers name was usually used only when the fathers name was unknown. Patronymic and matronymic surnames in France were formed in several different ways. The typical form of attaching a prefix or suffix that means son of (e.g., de, des, du, lu,  or  the Norman fitz) to a given name was less common in France that in many European countries, but still prevalent. Examples include Jean de Gaulle, meaning John, son of Gaulle, or Tomas FitzRobert, or Tomas, son of Robert. Suffixes meaning little son of (-eau, -elet, -elin, elle, elet, etc.) may have also been used. The majority of French patronymic and matronymic surnames have no identifying prefix, however, being direct derivations of the parents given name, such as August Landry, for August, son of Landri, or Tomas Robert, for Tomas, son of Robert. 2) Occupational Surnames Also very common among French surnames, occupational last names are based on the person’s job or trade, such as Pierre Boulanger [baker], or Pierre, the baker. Several common occupations found prevalently as French surnames include Berger (shepherd), Bisset (weaver), Boucher (butcher), Caron (cartwright), Charpentier (carpenter), Fabron (blacksmith), Fournier (baker), Gagne (farmer),  Lefebvre (craftsman or blacksmith), Marchand (merchant) and  Pelletier (fur trader). 3) Descriptive Surnames Based on a unique quality of the individual, descriptive French surnames often developed from nicknames or pet names, such as Jacques Legrand, for Jacques, the big.Other common examples include Petit (small), LeBlanc (blonde hair or fair complexion), Brun (brown hair or  dark complexion), and Roux (red hair or ruddy complexion). 4) Geographical Surnames Geographical or habitational French surnames are based on a person’s residence, often a former residence (e.g., Yvonne Marseille means Yvonne from the village of Marseille). They may also describe the individuals specific location within a village or town, such as Michel Là ©glise (church), who lived  next to the church.  The prefixes de, des, du, and le which translate as of may also be found used in geographical French surnames.   Alias Surnames or Dit Names In some areas of France, a second surname may have been adopted to distinguish between different branches of the same family, especially when the families remained in the same town for generations. These alias surnames can often be found preceded by the word dit. Sometimes an individual even adopted the dit name as the family name and dropped the original surname. This practice was most common in France among soldiers and sailors. Germanic Origins of French Names As so many French surnames are derived from first names, it is important to know that many common French first names have Germanic origins, coming into fashion during German invasions into France. Therefore, having a name with Germanic origins does not necessarily mean that you have German ancestors! Official Name Changes in France Beginning in 1474, anyone who wished to change his name was required to get permission from the King. These official name changes can be found indexed in: L Archiviste Jà ©rà ´me. Dictionnaire des changements de noms de 1803–1956 (Dictionary of changed names from 1803 to 1956). Paris: Librairie Francaise, 1974.   Meanings Origins of Common French Surnames 1. MARTIN 26. DUPONT 2. BERNARD 27. LAMBERT 3. DUBOIS 28. BONNET 4. THOMAS 29. FRANCOIS 5. ROBERT 30. MARTINEZ 6. RICHARD 31. LEGRAND 7. PETIT 32. GARNIER 8. DURAND 33. FAURE 9. LEROY 34. ROUSSEAU 10. MOREAU 35. BLANC 11. SIMON 36. GUERIN 12. LAURENT 37. MULLER 13. LEFEBVRE 38. HENRY 14. MICHEL 39. ROUSSEL 15. GARCIA 40. NICOLAS 16. DAVID 41. PERRIN 17. BERTRAND 42. MORIN 18. ROUX 43. MATHIEU 19. VINCENT 44. CLEMENT 20. FOURNIER 45. GAUTHIER 21. MOREL 46. DUMONT 22. GIRARD 47. LOPEZ 23. ANDRE 48. FONTAINE 24. LEFEVRE 49. CHEVALIER 25. MERCIER 50. ROBIN

Lion Facts

Lion Facts Lions (Panthera leo) are the largest of all African cats. Once roaming most of Africa, as well as large parts of Europe, the Middle East, and Asia, today they are found in patches in Africa and one population on the Indian subcontinent. They are the second largest cat species in the world, smaller than only the tiger. Fast Facts: Lion Scientific Name: Panthera leoCommon Name: LionBasic Animal Group: MammalSize: 5.5–8.5 feet longWeight: 330–550 poundsLifespan: 10–14 yearsDiet: CarnivoreHabitat: Groups in Africa, and IndiaPopulation: 23,000–39,000Conservation Status: Vulnerable Description About 73,000 years ago, ancient shifts in the African climate segregated the lions into small groups, and over time characteristics evolved to match the separate environments: some larger, some with larger manes or darker coats. The largest of these was the Barbary lion of North Africa, which measured some 27–30 feet long with a long, serpentine tail of 3.5 feet. Geneticists have identified two subspecies of lion: Panthera leo leo (found in India, North, Central, and West Africa) and P. l. melanochaita (in Eastern and Southern Africa). These lions have coats that range in color from nearly white to tawny yellow, ash brown, ochre, and deep orange-brown. They have a tuft of dark fur at the tip of their tail, are typically about 5.5–8.5 feet long and weigh between 330 and 550 pounds. Male and female lions exhibit sexual dimorphism: Female lions are smaller than males and have a uniformly colored coat of a tawny brown color. Females also lack a mane. Males have a thick, woolly mane of fur that frames their face and covers their neck. Lions closest living relatives are the Jaguars, followed by leopards and tigers. They have two recognized extinct ancestors, the American lion (Panthera atrox) and the cave lion (Panthera fossilis). Aprison Photography/Getty Images Habitat and Range Although they primarily are found in savanna areas, lions can be found everywhere in Africa, except the tropical rainforest and the interior of the Sahara desert. They live in habitats from sea level to the mountain slopes up to 13,700 feet, including Mt. Kilimanjaro. The dry deciduous Gir forest of northwest India contains a lion preserve known as the Gir National Park and Wildlife Sanctuary. Surrounding the sanctuary is an area inhabited by ethnic Maldharies pastoralists and their livestock. Diet Lions are carnivores, a subgroup of mammals that also includes animals such as bears, dogs, raccoons, mustelids, civets, hyenas, and the aardwolf. Lion prey preference is for medium to large ungulates like gemsbok and other antelopes, buffalo, giraffes, zebras, and wildebeest; however, they will eat almost any animal, from rodents to rhinoceros. They avoid animals with sharp horns (like sable antelope), or animals smart enough to graze in large herds (like elands). Warthogs are smaller than lion typical preferences, but since they are common in the savannas, they are common parts of lion diets. In India, lions eat domestic cattle when available, but mostly consume wild Chital deer. Lions drink water when available, but otherwise, get required moisture from their prey or from plants like tsamma melons in the Kalahari desert. Behavior Lions live in densities between 1.5 to 55 adult animals per 38.6 square miles (1 square kilometer). They are social creatures and live in groups of about four to six adults called prides. Prides typically include two males and three or four females and their offspring; the adults leave the pride to hunt in pairs or singly. Prides in India tend to be smaller in size, with two females. Lions play-fight as a means of honing their hunting skills. When they play-fight, they dont bare their teeth and keep their claws retracted so as to not inflict injury on their partner. Play-fighting is a training and practice exercise, to assist in efficiency in tackling prey and to establish relationships among the pride members. It is during play that lions work out which members of the pride are to chase and corner their quarry and which members of the pride are the ones to go in for a kill. Reproduction and Offspring Lions reproduce sexually. They mate year-round, but breeding usually peaks during the rainy season. Their gestation lasts between 110 and 119 days. A litter usually consists of between one and six lion cubs, the average is between 2–3. Newborn cubs are born weighing between 27–56 ounces.  They are blind and deaf at first: their eyes and ears open within the first two weeks. Lion cubs begin to hunt at 5–6 months and stay with their mothers until they are between 18 months and 3 years. Females reach sexual maturity at 4 years and males at 5 years. Luxy Images/Getty Images Evolutionary History Today there are less than 40,000 lions on our planet, but lions were much more common and widespread in the past: They disappeared from Europe during the first century CE, and from the Middle East and most of Asia by 1950. Modern cats first appeared about 10.8 million years ago. Lions, along with jaguars, leopards, tigers, snow leopards, and clouded leopards, split off from all other cat lineages early in the evolution of the cat family and today form what is known as the Panthera lineage. Lions shared a common ancestor with jaguars which lived about 810,000 years ago. Conservation Status The International Union for Conservation of Nature (IUCN) classifies all subspecies of the lion as vulnerable, and in 2013, the ECOS Environmental Conservation Online System in the United States classified P.l. leo as endangered, and P.l. melanochaita  as threatened. Threats Major threats to lions include habitat and prey loss resulting from a growing human population and climate change, as well as invasive species, agricultural effluents, diseases like canine distemper, and human retaliation for lion attacks. Illegal hunting and poaching for medicinal purposes and trophies have also impacted lion populations. Legal sport hunting is considered a useful management tool, providing needed income at sanctuary facilities if it is conducted at a sustainable offtake of about one male lion per 775 square miles. Levels higher than that have been documented in several countries in Africa as detrimental to the overall lion populations. Sources Bauer, H. et al. Panthera leo (errata version published in 2017). The IUCN Red List of Threatened Species: e.T15951A115130419, 2016Bauer, H., and S. Van Der Merwe. Inventory of Free-Ranging Lions Panthera Leo in Africa. Oryx 38.1 (2004): 26-31. Print.Evans, Sara. When the Last Lion Roars: The Rise and Fall of the King of the Beasts. London: Bloomsbury Publishing, 2018.Hayward, Matt W., and Graham I. H. Kerley. Prey Preferences of the Lion (Panthera Leo). Journal of Zoology 267.3 (2005): 309–22. Print.Riggio, Jason, et al. The Size of Savannah Africa: A Lion’s (Panthera Leo) View. Biodiversity and Conservation 22.1 (2013): 17–35. Print.Singh, H.S. The Gir Lion: Panthera Leo-persica: a Natural History, Conservation Status, and Future Prospect. Gujarat, India: Pugmark Qmulus Consortium, 2007.Species Profile for Lion (Panthera leo ssp. leo). ECOS Environmental Conservation Online System. U.S. Fish and Wildlife Service, 2016.Species Profile for Lion (Panthera leo ssp. melanochaita). ECOS Environmental Conservation Online System. U.S. Fish and Wildlife Service, 2016.

Stock trading Essay Example | Topics and Well Written Essays - 500 words

Stock trading - Essay Example Decrease in stock price is a risk which can be offset by getting a put choice that permits the stock to be sold at a particular price and within a certain time. When the price of the stock comes down, the value of the put alternative will raise. The option of stock analysis is resolute by the investors faith in the different prototypes for "how the stock market works". I bought 4,000 PCLN for a price of 82.92 each and paid 25.00 as commission totaling to an amount of 331,705.00 and then when the price of the stock increased to 87 I sold them. Thus I made a profit of 16,270. Similarly I have made profit on GOOG and PBR stocks. This competition has taught me to be careful in what I do. I have learnt some of the technical methods which are useful when trading in stocks and shares. The most important aspect which I came to know is the importance of time frame for the trading to take place. Time frames also teach the alternative of how to get out of a trade. Apart from this I knew that I will have to always keep an eye on the risk factors of trading also. Also I knew that a simple stock trading strategy will help to keep my sanity. Simple trading procedure helped me to carry out my trading strategy efficiently and on a timely basis. The trading competition has also taught me about a new approach to manage my own emotions as a trade. I have also understood how to benefit from the crowd psychology of markets. The three Ms of stock trading also plays a crucial part in the stock market. By three Ms it means Mind, Method and Money. All the three Ms have to be in unison and this is a simple trading strategy which I have learnt from this

Discussion Essay Example | Topics and Well Written Essays - 250 words - 143

Discussion - Essay Example However, this is where the influence ends. Contrary to conventional logic, man is neither inherently superior to other beings nor the custodian of nature (Huxley, 1936). In fact, even from an intuitive standpoint, some animals complement nature better than man. Ecologically, man exists in nature, not vice-versa. For example, children are born in environments in which the elements necessary for survival (water, breathable air, sunlight, etc.) already abound. As such, man along with other beings, forms part of the mostly passive occupants of the natural world. Nature affects man more than man affects it, and the relationship between the two entities relies on man’s responsibility towards nature (Huxley, 1936). The universality of nature means that through individual responsibility, everybody has a right to make decisions concerning nature. Nature is everywhere, whether in the hinterland or 21st-century cities. When many people make bad decisions about their respective ecosystems, a diffusive effect is created that puts the universe in jeopardy (Dillard, 2011). This implies that individual responsibility is the best way to coexist (not govern) nature. In summary, although resources can be controlled via legal avenues, nature itself can not be controlled by a designated

Review Discussion of Chris Hackley (2013), Marketing in Context Essay - 1

Review Discussion of Chris Hackley (2013), Marketing in Context - Essay Example According to Hackley, critics have been against marketing and its role because of the associated theories and techniques used in the business world in the name of marketing. The author is honest about the fact that the developed world has experienced some of the benefits associated with marketing. This is through increasing affluence. Despite the evident benefits of marketing, only a few people have a conscience understanding of the functioning of marketing. Many of the books seeking to elaborate the concepts of marketing have not succeeded in doing so in accordance with the views expressed by Hackley. Hackley has the conviction that marketing research and the findings recorded as well as the theories developed from such findings do not conform to the real life aspects of marketing. These reasons prompted Hackley to develop a text that can describe marketing concepts in the appropriate context. Hackley’s book succeeds in clarifying several marketing concepts, its role, and set ting a new scene that allows marketing to be understood in its appropriate context. This paper will present a critical review discussion of Chris Hackley’s introductory chapter and the conclusion he presents. The review is going to consider other chapters in the book, and describe how Hackley develops them to set a â€Å"marketing scene†. In the first chapter of the book, Hackley develops an introduction to his involving text. In this chapter, Hackley introduces the overgeneralization of concepts that has been happening in the marketing field. More specifically, he highlights that only a few people understand marketing in its appropriate context. The efforts of previous authors have not succeeded in enlightening readers on how to understand marketing. This is despite the fact that marketing is one of the fields with a remarkable economic contribution as well as a cultural presence with numerous effects on the society. In an effort to address

Will the potential spread of democracy lead to a more secure world Essay

Will the potential spread of democracy lead to a more secure world (Contra) - Essay Example According to this theory, democracy plays an important role in maintaining peace and security. The concept further claims that democratic nations are generally peaceful and comparably less war-oriented. Consequently, the larger number of democratic nations in the global political system will lead to a smaller possibility of war and greater assurance of security and peace in the world. However, the evidence presented by various experts and researchers, including Siverson (1996), Huth (1997), Rummel (1997), Herman and Chomsky (1988), and the failure of democratization in third world countries, the presence of democratic deficit in transnational democratic organizations like, the European Union (EU), and the growing number of flawed democracies in the world have casted serious doubts on the validity of the democratic peace theory (DPT) (Ray 27-30; Herman and Chomsky1-11). On the basis of a scholarly research and available data, the present paper highlights the major flaws of democratic system and attempts to confute the assumptions of the democratic peace theory (DPT). The paper argues that only the potential spread of democracy won’t lead to more secure world, rather flawed and unmethodical promotion of democracy can lead to more instability and insecurity in the world. First of all, democratic peace theory has given overemphasis on democracy for maintaining global peace. The democratic peace theory and proponents of democratization have excessively promoted the reduced number of interstate wars in recent years, however, they intentionally ignore the growing number of intrastate wars, civil riots and ethnic conflicts in newly democratized or flawed democratic states. The primary estimation of the ethnic security dilemma is the feeling of insecurity that the opposite party may try to take over the state at one’s loss.

Summary time,space, and the evolution of afro-america society Term Paper

Summary time,space, and the evolution of afro-america society - Term Paper Example Through the American Revolution, African cultures had been integrated into the Euro-American culture in the mid eighteenth century (46). The population of slaves ranged from 4-8 percent in different counties. Most Northern blacks worked in the countryside and a few labored in the rural industries. Iron masters were the largest employers of slaves in the industries and owned the largest number of slaves in the north. Most rural slaves worked in the farms tendering livestock and growing crops for export. These slaves lived on the farms and never worked in gangs (47). Some of the white farmers relied on indented servants to supplement farm labor since slaves were expensive. In trade centers, blacks worked as stock minders and herdsmen. Provisional trading required several slaves, which enabled them create a strong companionship compared to those working in the farms. Urban slaves worked as house servants and lived in back rooms, closets, and lofts (48). The interaction between the slaves and the white people led to a gradual cultural transformation. Those in the urban centers started participating in economic activities, and they adopted Christianity. New York slaves started acquiring property, while those in the rural areas continued living in poor

Will the potential spread of democracy lead to a more secure world Essay

Will the potential spread of democracy lead to a more secure world (Contra) - Essay Example According to this theory, democracy plays an important role in maintaining peace and security. The concept further claims that democratic nations are generally peaceful and comparably less war-oriented. Consequently, the larger number of democratic nations in the global political system will lead to a smaller possibility of war and greater assurance of security and peace in the world. However, the evidence presented by various experts and researchers, including Siverson (1996), Huth (1997), Rummel (1997), Herman and Chomsky (1988), and the failure of democratization in third world countries, the presence of democratic deficit in transnational democratic organizations like, the European Union (EU), and the growing number of flawed democracies in the world have casted serious doubts on the validity of the democratic peace theory (DPT) (Ray 27-30; Herman and Chomsky1-11). On the basis of a scholarly research and available data, the present paper highlights the major flaws of democratic system and attempts to confute the assumptions of the democratic peace theory (DPT). The paper argues that only the potential spread of democracy won’t lead to more secure world, rather flawed and unmethodical promotion of democracy can lead to more instability and insecurity in the world. First of all, democratic peace theory has given overemphasis on democracy for maintaining global peace. The democratic peace theory and proponents of democratization have excessively promoted the reduced number of interstate wars in recent years, however, they intentionally ignore the growing number of intrastate wars, civil riots and ethnic conflicts in newly democratized or flawed democratic states. The primary estimation of the ethnic security dilemma is the feeling of insecurity that the opposite party may try to take over the state at one’s loss.

Equilty Essay Example | Topics and Well Written Essays - 250 words

Equilty - Essay Example There are many issues that are involved in the way citizens are expected to pay their taxes, which cannot be generalized to bring an agreement. Different levels of income are an example that contributes to these disagreements. The high income earners will not be expected to pay the same tax as the low income earners. This is what economists refer to as the ability to pay principle (Blum and Kalvern 2011). This principle argues that one should pay tax according to his power to pay. People who have high income are able to pay; hence they are supposed to pay more tax. This shows that large amounts of taxes will come from rich people. The benefit principle is another system that governments use to get taxes from the citizens (Blum and Kalvern 2011). Everyone who benefits from the outcomes of taxes is supposed to pay it accordingly. This signifies that there will be no balance in paying the taxes among the citizens since, different people gains differently from the functions of the tax es. People in towns will pay more than those in rural areas who get less access to the outcomes of the taxes paid. Conclusion However, equity goes hand in hand with fairness. The two concepts mentioned above may both bring disagreements, but an agreement may some how be reached if the benefit principle is enforced. Blum and Kalvern (2011), consumers will always want to maximize their utility and minimize the cost. Therefore, people from every part of the country will feel the worth of the payments they make hence no

Portrayed in film Essay Example for Free

Portrayed in film Essay The sociological issue, to be researched is, the representation of the physically challenged in the mass media, concentrating on popular films. Ive decided to use four main stereotypes, which are most common in the media. After reading into Media and Mental illness by The Glasgow Media Group, I became intrigued and started to reflect on the images portrayed. As I have a physical disability, I thought that I would have a better understanding of my research, and a good empathy for people who are being portrayed badly. After researching on the Internet, based on the research I developed my hypothesis: There will be no physically challenged people portrayed in normal roles, instead they will fit into one of the four stereotypes. Contexts and concepts The Broadcasting complaints Commission study showed that in television programmes 7% of persons were disabled. They showed that disabled people were mostly in broadcast films, drama and soap operas. Langmore (1987) Studied on the different forms of representations of disabled persons, and how the audience reacts to seeing a disabled person on the television as a pose to an able bodied person. The results show that people generally feel a lot more sympathetic, pitiful and patronizing towards disabled people. Sheridan in A physical challenge for the media: The effects of portrayals of wheel chair users. He says that whilst there are many images of wheelchair users, they are not always accurate or helpful to the disabled community. To portray a wheel chair user in a film is so that they can be used as a dramatic and provocative tool. He states that it is possible to categorise portrayals into four main stereotypes, the pitiful handicapped, the bitter cripple, the inspirational hero and the set dresser. These are the four stereotypes that I have decided look into. This introduces the concept of stereotypes. A stereotype is a one sided, exaggerated and usually prejudicial view of a group. One myth about physically challenged people is that people with disabilities have a poor standard of life, this is not the case. The stereotypes may have some factual basis, but in most cases are incongruent with reality. Sheridan raises the question that because these portrayals are prevalent, are they an accurate account of what goes on in real life situations. He answered, as there is much diversity as there is commonality in the wheelchair community. There is no consensus as to what is accurate. He offers no solution but says that there are advances in advertising, as people in wheelchairs are not seen as disabled but as consumers. He thinks advertisers will continue to add positively to the way society perceives wheelchair users, and that maybe one day we will change our perception from archaic stereotypes to more realistic portrayals. This brings me onto the concept of identity. To acquire a sense of self identity and an image of your self is through socialization. If some body is labelled a specific type of person, it can be said that a social identity has been added to your self. Your social identity will then be seen as a label to show what kind of person you are. Resulting from the label you have now been given, you might start to think you are that type of person.

Conflict Management in the Workplace: Causes and Effects

Conflict Management in the Workplace: Causes and Effects INTRODUCTION What is conflict? Conflict is a process that involves people disagreeing. It is usually a process in which one party perceives that its interests are being opposed or negatively affected by another party. Conflict could be created due to different opinions of the interested parties, or due to the show of authority that some of the involved parties might have. It can be separated in substantive conflict and emotional conflict. Substantive conflict is a disagreement over ends or goals and the means for their accomplishment. Emotional conflict is usual coming out over feeling of anger, mistrust, fear, etc. In addition, conflict may be classified in three types: Intrapersonal conflict, interpersonal conflict and intergroup conflict. TYPES OF CONFLICT Intrapersonal Conflict Intrapersonal conflict arises within a person. It is a fight you have to give with your ego, in front of several solutions for a decision you have to take. For example, if you are a sales manager and you are in front of a deal that you have to make on time with a customer, you might have to decide, either to close it according to your companys usual policy, or based mostly on your customer needs. In this occasion you are facing an intrapersonal conflict. To be more specific, in case you proceed with the first choice you will be ok with your company, but you may disappoint your customer and this can cause problems either in your personal relationship with him, or in your sales volumes. If you follow the second option, then you might have problems with your company, but you will probably improve your relationship with your customer and as a result the sales volumes as well. But, of course, youre taking a big risk, in case the sales results will not come as you have planned. This exampl e could be a typical, usual, daily intrapersonal conflict of many employees in several organizational environments. Interpersonal Conflict Many companies suffer because of interpersonal conflicts, due to high competition (internal or external), different personalities of those who are decision makers in a company, authority showing, etc. Interpersonal conflict is arriving between colleagues, CEOs, boards of director, etc. and actually can be created in any level of a company. It is a usual reason which tends employees to resign. We have all faced during our working experience colleagues and managers fighting each other. Most of the times these fights or strong disagreements guide to problematic relationships between staff and finally in resign of those that dont want to go a step back. It is important to refer that according to one research, 31.9% of CEOs quitted from their jobs, because they had conflicts with the board of directors. (Whitehouse, K. 2008, January 14). CEOs of competing companies might also have public conflicts. For example, in 1997, Michael Dell was asked what he would do about Apple Computer. What would I do? Id shut it down and give the money back to shareholders. Ten years later, Steve Jobs, the CEO of Apple Inc., indicated he had clearly held a grudge as he shot back at Dell in an e-mail to his employees, stating, Team, it turned out Michael Dell wasnt perfect in predicting the future. Based on todays stock market close, Apple is worth more than Dell. (Haddad, C. 2001, April 18). Intergroup Conflict Intergroup conflict takes place among different groups. Types of groups may include different departments in a company, employees and management, or competing companies in a market. Departments may conflict over budget planning. For example marketing budget or equipment budget usually creates a big conflict between marketing or production management or the general management. Employees and management may disagree on work rules and procedures. Suppliers may conflict with each other on the quality of goods, or in the pricing policy theyre promoting in the market. For example, we will refer below a typical labor issue when a joint venture between two airline companies has taken place: Canadian Air and Air Canada pilots were facing long term personal and legal conflicts when the two airlines seniority lists were combined following the merger Seniority. This fact is a valuable and scarce resource for pilots, because it helps to determine who flies the newest and biggest planes, who receives the best flight routes, and who is paid the most. In response to the loss of seniority, former Canadian Air pilots picketed at shareholder meetings, threatened to call in sick, and had ongoing conflicts with pilots from Air Canada (Stoykewych, R. E. 2003, March 7). POTENTIAL CAUSES OF CONFLICT Organizational Structure Conflict can be created depending on the organizational Structure that a corporation follows. For example, if a company uses a matrix structure as its organizational form, it will have decisional conflict built in, because the structure specifies that each manager report to two bosses (Jaffe, D. 2000). For example, global company ABB Inc. is organized around a matrix structure based on the dimensions of country and industry. This structure can lead to confusion as the company is divided geographically into 1,200 different units and by industry into 50 different units. (Taylor, W. 1991, March-April). Employees Benefits differentiation Resources offered from corporations as extra benefits to their employees such as money, time, and equipment are often a problem. Competition among people or departments for different benefits is a frequent cause for conflict. For example, cars, mobile phones, credit cards, laptops are benefits that are offered not in all the employees, or not with the same value. For example salesmen might have different car according to their position in the company. This small issue can cause big conflicts. Differentiation in salaries of people in the same position level, but with different performance can as well create conflicts. Human beings are always jealous and feel unfair. Task Interdependence Task interdependence could be another cause of conflict. This issue is coming when your success or your achievement in your objectives is also depending on other people performance. For example, when you are a project engineer and you have to complete a building construction in timelines with the correct way and the planned resources, it might be a big success for you, but you have to be supported for example, from the electrician, the plumper, the builder, the supplier of the materials, etc. If you lose control, you will probably have big conflicts with all your above coordinators. Incompatible Goals Sometimes conflict arises when two parties think that their goals are exclusively in their responsibilities. Within an organization, incompatible goals often arise because of the different ways department managers are approaching them. For example, a sales manager who s bonus system depends on sales figures, believes that he has to offer higher credit periods in a big client, in order to earn bigger sales volumes. But the financial manager whose bonus terms, might depend on how fast the clients pay their amounts is disagreeing with this option. Then these two managers may conflict each other, because they focus on their personal interests and not on the companys common goal. Unless this issue is not resolved with the intervention of someone who has the authority to overlap those two, they might continue conflict without coming up to a solution. Personality Differences Personality differences among personnel are something common and usual. Many times youre arguing with your colleagues, because you see things and issues in different way based on your ethics and your growing environment. Matching of the personalities and team spirit is a difficult thing, through a corporation and needs a special care from the Human Resource management department. Communication Problems In many occasions conflict arises out of problematic communication system, such as unread-forgotten emails or dealing with people who dont give feedbacks in your inquiries, or they often forget to reply. Then conflicts are a typical result, usually from the involved parties who try to drop the fault each one in the other. Consequently, many working hours are lost in finding where the mistake in the communication history was. OUTCOMES OF CONFLICT Conflict can be dysfunctional if it affects negatively an organization, leads to low performance, or in the worst case, to workplace violence. To understand how to get to a positive effect of conflict, we first need to understand its causes, consequences, and tools to help manage it. If conflict is too low, then performance is low. If conflict is too high, then performance also tends to be low. (www.flatworlfknowledge). The positive thing is to keep conflicts in the middle of this thin line. Most of us might have the opinion that it is quite strange to try in leave conflicts existing in middle levels, but as we will see in the following paragraphs, we can definitely have positive outcomes. Positive outcomes include the following: Creation of bigger range in quality ideas Identifying and bring in the surface the dark inaccurate cases Clarification of individual views that build learning Improvement of participation and creativeness Motivate your employees in participate in useful discussions and improve their negotiations skills within healthy procedures Examples of negative outcomes Increased stress and anxiety among personnel, which guide in low performance and personal satisfaction Feelings as being defeated and humiliated, which affect negatively individuals morale A mistrust climate, which reduce working relationships, collaboration and teamwork. CONFLICT STAGES Latent Conflict. Latent conflict is visible conflict waiting to happen. Felt Conflict. Felt conflict is experienced as discomfort and tension. Perceived Conflict. Perceived conflict is the awareness that we are in a conflict situation. Manifest Conflict. After conflict is perceived and felt, it may or may not become open, or manifest. Conflict Aftermath. Conflict is likely to breed more conflict and, when it does, that conflict is likely to take on a life of its own. (Gholipour A. 2006). CONFLICT MANAGEMENT STYLES Everyone in his personal life has his own style in facing conflicts. In the following paragraphs you can see the most well known frequent and usual approaches in conflict management. Avoidance Avoidance is a conflict style, where the involved parties or groups are pretending that everything is fine, while inside of them they feel that there is a serious problem. Avoidance can also be an occasion where some of the parties are quitted from the conflict issue, not so much interested in find the solution, since it might considered from their side as a non personal obligation, or because they unlike the other parties opinion. In low levels and not so important issues, this style can be sometimes a good solution, but usually it finally guides in bad working environment and relationships. Accommodation The accommodating style of conflict management is more cooperative than the previous one. In this style, the one party offers or accepts, what the others believe that it is correct. This type of person is usually afraid to argue with their opponents because either they believe that they will destroy their relationships with them, or they feel that they will not come up to a solution. We can say that from one side theyre giving up their proposals. This style is a good way to manage conflicts, but you might lose proposals or ideas, which could be interesting from the person that always go a step back in front of the most dominant persons. Compromise The compromising style is always referred as the middle-level solution. In this style all the involved persons are giving a little of them in order to come up in the best solution. We can say that it is a kind of bargaining. It is a quite effective in overpass conflicts usually without negative outcomes. Competition People often show a competitive style to in order to achieve their goals or to perceive the other parties following their ideas. Competition may create bad relationships with others, if one is always trying to maximize his own outcomes at the expense of others well-being. This approach may be effective if one has strong moral objections to the alternatives or if the alternatives one is opposing, are unethical or harmful. (www.flatworldknowledge.com) Collaboration Collaboration is a conflict management style that is almost similar to effective negotiation or to win-win solutions. In this occasion both of the involved parties may conflict each other, but they always try to find the best solution, which can satisfy all of them and also serves the common goal. For example if an employee is performing well in his job obligation and he is asking to attend an MBA program in order to improve more his management skills, then he may ask from his company to pay the program for him. Then the manager can propose to him: Yes I will pay your MBA program, but you have to stay 2 years more in the company, after you will have finished it. Otherwise you will return back our paid amounts. It sounds like a fair solution for both of the sides. APPROACHES TO CONFLICT RESOLUTION Change the Composition of the Team If the conflict is between colleagues then a good solution could be, separating the personalities that are creating the biggest problems. In circumstances where conflict is attributed to the widely different styles, values, and preferences of a small number of members, replacing some of these members may resolve the problem. If thats not possible because everyones skills are needed on the team and substitutes arent available, consider a physical layout solution. Research has shown that when known antagonists are seated directly across from each other, the amount of conflict increases. However, when they are seated side by side, the conflict tends to decrease. (Howat, G., London, M. 1980) Create a Common Opposing Force Group conflict within a corporation can be reduced by turn their attention on a common enemy such as the competition. For example, two product managers might argue in which of their two products are going to spend more marketing expenses, each trying to get more resources in order to promote more his product to the market. Then instead of fighting each other, it would be better someone to turn them in focusing on a competitive product and get them responsible how to develop their products together, much more than the competition to the market. Consider Majority Rule Group conflict can be dramatically reduced by using the traditional majority rule process. In this case every one of the involved parties is proposing an idea and then all together vote in order to choose the one with the higher votes. Majority rule could be a creative process, but it has to be followed always with creative discussions and not operating as an easy solution for decreasing conflicts, through groups or persons. Sometimes it has negative outcomes, when most of the times the same persons ideas frequently pass. Then the other members of the procedure might feel that something unfair is going on, as for example the cliques creation between persons that voting all the time their personal ideas. Problem Solve Problem solving is a common approach to resolving conflict. In problem-solving mode, the individuals or groups in conflict are asked to focus on the problem, not on each other, and to uncover the root cause of the problem. This approach recognizes the rarity of one side being completely right and the other being completely wrong. (www.flatworldknowledge.com). CONCLUSION Summarizing all the above described in this assignment, we can easily realize that conflict management is a very important issue in workplace. We cannot evaluate how it could be solved, or which is the best way to manage or approach to its resolution. It would be definitely positive for companies to set up conflict policies, so they can control better such problems. But the assured thing is that, even policies would be set up, every manager, every employee has to be careful and try to take advantage of the positive effects that conflict can give. Thus, in order to achieve this, everyone has to do it with his own style, since he has to adapt his behavior depending on the working environment he is occupied. If we think again that conflict guides in violence in workplace, but can guide also to creative solutions, integrative negotiations, passion for participating in problems solving, we have to individually think and drive ourselves at the positive part of conflict results. REFERENCES Wall, J. A., Callister, R. R. (1995). Conflict and its management. Journal of Management, 21, 515-558. Michaels, D., Power, S., Gauthier-Villars, D. (2006, October 10). Airbus CEOs resignation reflects companys deep structural woes. Wall Street Journal, pp. A1-A10. Whitehouse, K. (2008, January 14). Why CEOs need to be honest with their boards. Wall Street Journal, Eastern edition, pp. R1-R3. Haddad, C. (2001, April 18). Why Jobs and Dell are always sparring. Business Week Online. Retrieved May 1, 2008, from http://www.businessweek.com/bwdaily/dnflash/apr2001/nf20010418_461.htm; Markoff, J. (2006, January 16). Michael Dell should eat his words, Apple chief suggests. New York Times. Retrieved January 19, 2007, from http://www.nytimes.com/2006/01/16/technology/16apple.html. Stoykewych, R. E. (2003, March 7). A note on the seniority resolutions arising out of the merger of Air Canada and Canadian Airlines. Paper presented at the American Bar Association Midwinter Meeting, Laguna Beach, CA. Baron, R. A. (1989). Personality and organizational conflict: Type A behavior pattern and self-monitoring. Organizational Behavior and Human Decision Processes, 44, 281-297. Bergman, T. J., Volkema, R. J. (1989). Understanding and managing interpersonal conflict at work: Its issues, interactive processes and consequences. In D. M. Kolb J. M. Kolb (Eds.), Hidden conflict in organizations (pp. 7-19). Newbury Park, CA: Sage. Howat, G., London, M. (1980). Attributions of conflict management strategies in supervisor-subordinate dyads. Journal of Applied Psychology, 65, 172-175. www.flatworldknowledge.com

Recognition and Prevention of Occupational Stress :: Human Resource Management HRS

Abstract This paper examines stress in the workplace and examines secondary literature to recommend methods of reducing and preventing stress. The literature used provided great insight into the causes and effects of occupational stress and its affects on organizations collectively. The recommendations and techniques discovered were very interesting and provided detail pertaining to stress management. Introduction Most people experience stress on a daily basis however, occupational stress is one issue that is rarely discussed. A lot of people may not want to admit that their job is causing them stress or their work environment is a somewhat nerve wrecking experience for them. Although rarely admitted or talked about workplace stress is an issue that must be addressed avidly by HR Personnel and Managers. It is pertinent that this be discussed because it is stress and anxiety that creates barriers to escalating productivity and high motivation among employees. This paper will focus on a number of things. Topics to be discussed include; 1. A general discussions of stress and anxiety. - This section will focus on the definitions of Stress and Occupational Stress and talk about stressors and their outcomes according to secondary literature. 2. Moderators of Occupational Stress. - This section will discuss forms of moderators for Workplace Stress such as social support and coping skills 3. Recommendations for stress reduction in the workplace. - This topic will discuss the Employee Assistance Program and Organizational Change. The Job Stress Reduction Process of reducing and preventing stress and anxiety in the workplace will be described. The objective of this paper is to examine stress and anxiety in the working environment and provide recommendations as to how this issue could perhaps become a smaller problem in some workplaces. Through certain techniques this situation could become less of a hindrance and perhaps even somewhat non-existent in some working environments where stress is only visible in small amounts. Stress and anxiety will be researched collectively but more specifically how to prevent excessive levels. Promotion of programs to implement strategies to help alleviate this concern will also be discussed. Overview of Stress What is Stress? "Stress - The confusion created when one's mind overrides the body's basic desire to choke the hell out of someone who so desperately deserves it" (Author unknown). There are many biological, engineering and physiological definitions of stress but, the definition above is the most simplified and applicable in today's fast moving business world.

Employee Portfolio Motivation Action Plan Essay

Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees, based on their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team MemberPerformance RatingSummary of AssessmentsMotivational Strategy and Action PlanRelevant Theory Edward JonesEven though theres some concern the applicant requires to care for, he is suitable for the employment The worker has got a greater employment satisfaction and he is fairly prepared. His good points are shown by confidence, hard work abilities, and greater mental cleverness. But, he isnt able to correctly acknowledge criticism and might get subjective in job-related issues. Due to his enhanced employment satisfaction and confidence, Edward Jones might not be challenging to be inspired. To do this the organization requires to make him maintain his greater employment satisfaction and confidence the organization will ensure that hes provided proper power into doing his work in order that the workers feel the authority and association to the organization. The inspiration hypothesis related to this case is McClellands hypothesis of requirements stating that authority, accomplishment, and association are essential requirements which help explain inspiration. Michael Ciross Michael Ciross is an excellent applicant for his employment.The exams demonstrate that this worker has a normal employment pleasure meaning that hes neither enthusiastic nor unhappy regarding his employment. The main good points of Michael are indigenous cleverness, fairly planned, and greater mental cleverness. On the contrary, the main weak points are lack of attention and probability of getting subjective. The truth that the worker lacks attention while doing his work implies that he doesnt have a great curiosity on getting this done and he most probably does it for the very fact that its a usual element of his survival. Due to his lack of attention he may not be inspired into doing the perfect on his employment. A usual employment pleasure shows the truth that the worker might not desire to accomplish better performances. The most suitable hypothesis in this situation is the expectancy hypothesis which will indicate the worker in case he acts in a particular better way he will just need to gain from the situation.The  expectancy hypothesis will attempt to show the worker that in case he does his work better, payment and satisfaction will most probably increase. He might be capable to be promoted. Respect and self-actualization are the need which must be focused in following the hypothesis. Jeffrey Blake Jeffrey might not be the ideal applicant for his employment. But, it doesnt mean that he can improve. Jeffrey Blake has got a reduced pleasure, requires a great deal of time to finish jobs and there are greater possibilities for subjectivity while doing his work. On the contrary a few of his good points are that he has a tendency to put emphasize on details and that he shows a more mixed style of making decisions. There are many methods of enhancing the pleasure of this worker that is the 1st step in to enhancing the inspiration. The most related inspiration hypothesis to this scenario is Theory X and in order to enhance Jeffreys inspiration the organization must decide what makes him have discontentment for his employment, take steps to get rid of this element, enhance the payment, and influence Jeffrey into enhancing output and performance.Hypothesis X, as Robbins and Judge (2011) consider, says that workers dont like job and they must be directed or even forced into performing it.

Compare Piaget and Vygotsky

Cognitive development is the term used to describe the construction of thought process, including remembering, problem solving and decision-making, from childhood through adolescence to adulthood. In this essay I will compare and contrast the theories of Piaget and Vygotsky, both of which were enormously significant contributors to the cognitive development component to/in psychology. In addition to this I will also weigh up the strengths and weaknesses of each theory and outline how they can be applied to an educational setting. At the centre of Piaget's theory is the principle that cognitive development occurs in a series of four distinct, universal stages, each characterized by increasingly sophisticated and abstract levels of thought. He believed that these stages always occur in the same order, each builds on what was learned in the previous stage and that the development resulted from two influences: maturation and interaction with environment. Although Vygotsky’s theory works along similar lines to Piaget – the belief that children were active in their learning. He focused more on the importance of social interaction and language and how they both play a fundamental influence on children’s development of understanding. Although both psychologists acknowledged that all children go through stages, they were distinguished by different styles of thinking, and approach to analysing the cognitive development process. The stages were the centre of Piaget’s theory while Vygotsky only acknowledged them in his theory. Piaget’s theory unlike Vygotsky, generalized children into age groups and ranked their abilities accordingly. For example: Piaget believed that all children that reach The concrete Operational stage (ages 7-11) have overcome centration and become decentred, they are capable of mastering the principles of classification, seriation and class inclusion. However, Vygotsky maintained the concept that if a child follows the adult's example he will gradually develop the ability to do certain tasks without help or assistance. He called the difference between what a child can do with help and what he or she can do without guidance the â€Å"zone of proximal development† (ZPD). As a result of this different approach to children, we can relate this to the reason why unlike Piaget, Vygotsky acknowledged the issue of Special Educational needs and how some children might be of the same age as their peers but find it difficult to complete the same tasks cause of other issues. Vygotsky believed that learning leads to development and that â€Å"Pushing† the child as such was to be encouraged in order to develop the potential the child can reach. On the other hand, Piaget’s theory was based on biological maturation, an understanding that intelligence is gained as a process that is developed over time. Both psychologists believed that interaction was the key to the development of the child. However, they both focused on a different interaction. Piaget acknowledged the importance of the child’s interaction with the environment whilst Vygotsky on the other hand stressed the importance of social interaction and of having someone who knows more than the child and who can help the child learn something that would be too difficult to do alone. Piaget saw the child as a scientist, he learnt things in solitary on his own, while Vygotsky saw the child as an apprentice because he learnt as a result of social collaboration. Consequently, the way that they viewed the role of the teacher in a child’s life differed. Piaget believed that the teacher was the facilitator, the one that provides the interaction in the environment. As opposed to Vygotsky’s belief that the teacher is the expert that provides the scaffolding support to children as they are learning new things. In addition to this Vygotsky believed that language was crucial for the cognitive development. He believed that the greatest advantage in development comes when we get to the stage of being able to internalise language. One of the biggest differences between these theories was that Vygotsky was able to put his theories into practice in a school setting. Unlike Piaget, who was of an academic background and didn’t apply his theories. Never the less, they both theories influenced education and empahsied the importance of assessment however Vygotsky wanted the observation of children and their abilities to be as valied as test scores. Most of the criticism of Piaget’s work is in regards to his research methods. A major source of his inspiration for the theory was based on his observations of his own children. And because of this small sample group, people believe that it is difficult and incorrect to generalise his findings to a larger population. Similarly, many psychologists believe that Piaget underestimated the age which children could accomplish certain tasks and that sometimes children understand a concept before they are able to demonstrate their understanding of it. For example, children in the Sensorimotor stage may not search for a hidden object because their motor skills are not developed, rather than because they lack object permanence. This has been supported by evidence from Bower & Wishart (1972). They found that the way that an object is made to disappear influences the child’s response. As well as this, Piaget’s theory has been said to overestimate that every child and adult reaches the formal operational stage of knowledge development. Dasen (1994) claims that only a third of adults ever reach this stage. The lack of empirical support in regards to Piaget’s suggestion that the cognitive development is built from the conflict that endures by placing the child in a state of disequilibrium was critisied by other psychologists. For example, Inhelder et al. 1974) showed that children learn better in situations of mild conflict. Also, Piaget focused on children’s mistakes and thus may have overlooked important mental abilities of the children by focusing on in what connection did they make their error during the task. Although Piaget’s theory has quite a lot of criticism, he will always be known as one of the most influential psychologists. His theory is known to have had a great contribution to education and has provided a starting point for other psychologist’s research which has helped us develop and understand the cognitive development. When compared with Piaget’s theory, a major weakness to Vygotsky’s theory is that there is little empirical research relation to it. This is probably due to his early death and because the theory focuses on the process of the cognitive development and not of the outcomes like Piaget’s. In addition to this, many psychologists believe that vygotsky might have over emphasised the influence that social interaction on children’s learning capabilities. However on the other hand, it is said that he underemphasized the biological and individual factors of the cognitive development. Vygotsky encouraged being aware of the children potential and how with the proper assistance or support from an adult or a peer with more knowledge the child is capable of learning more. Through this simple observation he gave it the term of â€Å"Zone of Proximal Development† . Hughs (1975) and Donaldson (1978) proved this by demonstrated that the same tasks that Piaget set for the children can be made understandable by making them more child friendly by providing a familiar social atmosphere. The practical application of the ideas presented by both Piaget’s and Vygotsky’s theories in a classroom could help a classroom run more smoothly by providing the teacher with different teaching methods. A teacher following Piaget's theories would be likely to group children of similar levels of development together. The teacher would encourage abstract thought during discussions, and be certain to build on previous information that the students had been given. However, when testing the skills and knowledge of the students, the teacher would be more likely to use questions that evoked concrete answers such as true or false questions. The teacher would be more likely to go over past information add new information, assign individual assignments, and then test the students' knowledge on the subject. On the other hand, a teacher following Vygotsky's theories would be more likely to form groups of diverse students with different skill levels and different levels of knowledge, possibly even setting up tutors for slower students. The teacher would be more likely to assign group projects and give the students problems to solve, as opposed to asking questions that can be answered with a concrete answer. In addition to this, the teacher should attempt to create a lesson that would incorporate all three stages of learning by providing the information to the students, allowing diverse groups to work together and then assigning an individual task that tests the students' ability to think through the information and problem on their own. Which would help prove that with the help they received before they were apable of doing the next task by themselves. Although both theories can be applied to an educational setting, their implications on a classroom would arise in different manners. By only applying Piaget’s theory in a classroom, for example grouping children of similar levels of development would produce a group of smart children and a group of less capable children. In doing this, the classroom could beco me a place where the less capable children would be known as underachievers and taunted by the more academical children. Similarly, only applying Vygotsky’s theory in an educational, for example, by forming groups of diverse students with different skill levels an different levels of knowledge together, only applying Vygotsky’s theory in an educational, the able children will always be assisting the less able and it may hinder their abilities to learn. In conclusion, I think that both Piaget’s and Vygotsky’s theories offer different insight into how children learn and that maybe by combining the different ideas from both of them would help in building a good teaching classroom.

1930s America-Feminist Void ? Essay

The 1920s have long been touted as an age of female enlightenment, as women set a course of equality and cracked the foundations of women’s sphere. Portraits were drawn of stereotypical ’20s femmes; crimson-lipped, bob-haired and befringed flappers peering down their ivory cigarette holders at restrictive Victorian mores; stalwart, placard-toting suffragettes proclaiming the need for female political activism; fresh-faced college coeds donning crisp shirtwaists to tap out office memos on shiny modern typewriters. American women contested traditional views of the female as moral guardian and domestic servant and challenged the nation to accept their egalitarian beliefs. But after the initial surge of support for women’s rights with the passage of the 19th Amendment in 1920, feminist fervor diminished throughout the latter ’20s and all but disappeared during the Depression. And with that reduced support for women’s rights came a renewed promotion of the traditional belief that women belonged in the home — not in the workplace. Although the Equal Rights Amendment, which was first introduced to Congress in December, 1923, continued to be bandied about in Congressional committees, opinion magazines rarely gave the issue a positive mention, and it seemed far removed from public concern. The 1930s brought apple-sellers to city street corners and breadlines to urban charity houses. In a depressed economy, unemployment figures escalated and federal forces concentrated on bringing Americans back to work. Or, more accurately, bringing American men back to work. For society viewed working women as un-American money grubbers, stealing jobs from men who needed them to support their families. Those who were concerned with feminist issues were further divided on how to concentrate their efforts. Many believed that garnering the right to vote was all the legislative support they needed, so they turned their attention to other concerns, such as the peace and welfare improvement movements. Some demanded protective work legislation, while others remained adamant in pushing for equal treatment in the job market. And still others were swayed by the not-so-subtle proddings of government forces to forget the issue of feminist rights until economic hardship had ended. Gone were the â€Å"new women† of the ’20s: the ’30s women floundered in a decade devoid of significant gains in the struggle for sexual equality. The League of Women Voters exemplified the notion that the fight for women’s rights ended with the passage of the 19th Amendment. In 1931, the league’s president went so far as to claim that â€Å"nearly all discriminations have been removed. But others noted that women failed to vote in a bloc, and that many failed to even consider women’s issues when casting their ballots. Therefore, many issues concerning women or issues promoted by women reformers simply failed from lack of support. Ironically, the 1930s began with the tenth anniversary of woman’s suffrage, but any attention to the matter revealed that in those ten years, women had ha d little effect on the political world. Josephine McGowan writes in the Commonweal: The 19th Amendment has wrought no miracle in politics. It has neither brought about dire consequences foretold by the anti-suffragist nor yet produced the millennium of which the pioneers dreamed. McGowan noted that while women gained the right to vote, many were indifferent to their new privilege and remained uninformed on current issues. Politics was still considered a man’s concern, and most women did not have the motivation to challenge this view. Lacking now the central issue of suffrage to rally around, many feminists turned from lobbying for women’s rights to promote other reform efforts. Becoming locked into the â€Å"paradigm of morality† role, many women became staunch promoters of the peace movement. Others turned their attention to welfare issues, spurred by the same drive that encouraged prohibitionists of the past. While these efforts were laudable, this divergence had the effect of leading women away from the concept of equal rights into separate channels that would rival each other and diminish any chance of a unified woman’s movement. Such disparity did not bode well for the Equal Rights Amendment. Discussion passed through Senate and House committees, until 1936, when the House Subcommittee favored the ERA for the first time and endorsed the amendment. In 1938, the Senate judiciary Committee reported it onto the floor. During the 1940 presidential race, the ERA became an election issue for the first time when the Republican party offered its support to the cause. But opposition to the idea of equal rights far outweighed the meager support it received. Even among supporters, differing ideologies clashed. Senate hearings in 1931 revealed that the Women’s Party supported the amendment as a protection from the current discrimination against women in salary, hiring and education. Listing approximately 1,000 discriminatory state laws — including laws in 11 states which gave a husband control over his wife’s wages the party argued against those who the ERA would weaken protective legislation. Such legislation often restricted the number of hours a woman could work, or the type of labor she could perform, making her less competitive in the industrial workforce. Indeed, the split of female opinion on this issue would be divisive, as clear cut† feminists refused protective legislation on the principle that it impeded equal rights for men and women, while other women – perhaps recalling the exploitation of women workers in 19th century sweatshops asked for special legislation to protect women from unscrupulous employers. Support for male and female differentiation strengthened during the ’30s after a decade of decline. Even those women who did manage to break into the political spectrum failed to unite women in a common struggle for equal rights. Caroline O’Day, elected to Congress in 1932, opposed the ERA because of its feared impact on protective legislation. As a social worker and member of the Consumer League, she believed women needed a governmental shield from labor evils. Hattie Caraway of Arkansas became the first woman senator popularly elected to her seat and won re-election in 1938, but though â€Å"she broke an important barrier . . . she accomplished little else. † President Franklin Delano Roosevelt, praised for seeking the advice of women in his administration, named Frances Perkins as the first woman cabinet member. But she herself asserted that married women ought not shirk their responsibilities to their families by seeking outside employment. McGowan further commented: In ten years, we have seen the political potentialities of women voters recognized by farseeing politicians who have rather grudgingly in many instances taken them into the councils of their parties, making them vice-chair of this or that local or state national committee; for the time has not yet arrived when men will voluntarily entrust to women the actual dispensation of party authority or patronage. Feminists who did manage to retain a sense of urgency in stirring enthusiasm and public support for equal rights had to face an antagonistic majority of their society, who felt that a woman put her talents to their best use in the domestic environs of her family. In the Atlantic, Albert Jay Nock pandered to feminine pride in agreeing that women could perform as well as their male counterparts and had demonstrated that fact for centuries. He then fell into the same tired truisms of emphasizing woman’s sphere, implying that the female must stand firm in her role as moral model. He stated, â€Å"Women can civilize a society and men cannot. † Nock’s article remains an interesting mirror of the popular opinion of the day. He upheld the stereotyping of men as children, unburdened by the responsibility of civilization. He expressed the stereotypical view that women needed to concentrate on applying their civilizing skills and avoid centering on the â€Å"over-stressed,† predominantly â€Å"male-oriented† instinct of workmanship. When women expended their energies demanding equal rights in the workplace, Nock argued, they allowed their more spiritual and artistic instincts to deteriorate. He seemed to look upon women in the workforce as acceptable, though unnecessary, additions. â€Å"One may easily see how our society, if it had to, might get on without women lawyers, physicians, stockbrokers, aviators, preachers, telephone operators, hijackers, buyers, cooks, dressmakers, bus conductors, architects. † He went on to assert that society could not survive, however, without women serving as a civilizing force. Nock, and the majority of the U. S. population, believed that women could civilize† not through roles as legislators, educators, administrators or preachers, but through the comforting domain of their immediate households. Only in molding their young ones and prodding their husbands toward responsible action could women serve their natural purpose. He stated: Our society cannot be civilized through women’s attainment of the ends that feminism has hitherto set before them, laudable and excellent as those are. It can be civilized by giving an intelligent direction to the interest and purchasing power of women. His feminine ideal of woman as intelligent consumer, while insulting to the many who found themselves struggling to produce as well, was well received in 1931. The key cause of this readiness to accept any excuse to remove women from their quest for equal rights stemmed from the increasing competition in the job market. Economic hardship forced many women into the working world, but the scarcity of jobs made men resent the added number of individuals struggling for positions. Throughout the 1930s, the sexist request that women refrain from entering the realm of the employed to solve the men’s unemployment problem came from labor unions, state and federal governments, and employers alike. Efforts were made to remove married women from the workforce. A 1932 American anti-nepotism law for government workers stated that only one spouse could work. While the law did not specifically state that the wife should be the one discharged, three out of every four who were dismissed under the law were female. Once again, prominent women only enforced these sexist tendencies. Mrs. Samuel Gompers proclaimed, â€Å"A home, no matter how small, is large enough to occupy [a wife’s] mind and time. She called women working outside the home â€Å"unnatural† and chided them (or taking jobs from men who needed them. The Women’s Bureau asserted that wives who held outside jobs were destroying the integrity of their families. Secretary of Labor Frances Perkins supported the concept of family wages. Mary Dewson, who organized the Women’s Division of the Democratic Party in 1932, believed women possessed specific qualities best suited for the â€Å"sanctity and sec urity† of the home. Protective legislation further carried out such female restriction. Under the guise of looking out for the needs of women, these laws counteracted every effort made toward equal economic rights for men and women. It was almost always assumed that women had different needs arising from their actual or indeed, and this was even more harmful, their potential role as mother, which made the search for equality not only irrelevant but possibly dangerous. Alma Lutz addressed this problem in her Atlantic article, indicating that the very laws which initially seemed to benefit women were actually menaces. In â€Å"protecting† women, they regulated their work and questioned their right to work. She argued that women had proven themselves capable, competent workers, and should therefore enjoy legislation insuring equal pay for equal work, instead of laws that placed them in special classes. What the Lutz article addressed — and what few men and women were willing to admit -was the discriminatory nature of protective legislation. In accepting special privileges, Lutz maintained, women were forced to accept lower wages to remain competitive with men. The alternative was unemployment. Men, who viewed the flood of women in the marketplace with alarm, were the greatest advocates of special legislation for women, hoping that it would curb the hiring of women. Lutz pointed out, however, that such laws would eventually hurt men as well, as they in turn would be forced to accept reduced pay to compete with the women who worked for less. Because women were paid lower wages than men for the same work, employers tended to keep them when cutting down the payrolls. During the 1930s, the percentage of master’s degrees and doctorates earned by women dropped significantly. While female university education increased substantially, those who attended college found the formerly high quality comprehensive education replaced by classes that emphasized training for women’s roles in the household. Women’s magazines promoted the virtues of motherhood and homemaking, condemning those who became involved in areas outside women’s sphere. Without training or public support, the ’30s working woman faced numerous obstacles in fighting for a suitable job. The public failed to admit that women composed a large sector of the working class and could not be dismissed with the passage of a few laws. Most were not working for the thrill of a career, but to keep their families sheltered and fed. Lutz encouraged society to accept women in the workplace. Men’s wages in industrial sections frequently could not support a modern-sized family, and the increasing percentage of employed married women reflected that problem. Lutz reiterated that many women were no longer supported by their husbands and needed to work to survive the Depression. In some households, in fact, the wife left her husband in charge of caring for the home and children while she worked an outside job. But while the number of married women in the work force actually increased by 50 percent between 1930 and 1940 – despite the Depression -women found enormous obstacles blocking their entry into certain fields. Most women found work in factory and clerical jobs, as traditional barriers against women in professional fields loomed higher. Instead of â€Å"glamorous† professions, 36 percent of working wives entered domestic and personal services, while another 20 percent were in apparel and canning factories. Those who were in lower-level professions, such as elementary and high school teaching, found men displacing them for higher pay. In 1939, the median salary of a male teacher was $1,953 a year, while female teachers received only $1,394. So while large numbers of women worked during the Depression, their status actually decreased. The non-unionization of women was one cause. The American Federation of Labor was established for organized, skilled, craft workers, and most women still held unskilled factory jobs. In addition, most unions continued to view women as temporary workers. But most prevalent were sexist attitudes that blocked women from entering unions and allowing women workers to organize. Samuel Gompers claimed that the AFL was not prejudiced, â€Å"it just wouldn’t accept ‘any nonassimilable race. ‘† Lutz encouraged men to recognize the benefits of allowing women to join unions: If . . . en will encourage women to organize, if together they will work for equal pay for equal work, for an adequate wage for both, they will be able to maintain a higher wage standard.. It is strange that the American Federation of Labor does not see this. But the AFL did not see a need to include women, and neither did the broad majority of the U. S. population. Suffragists failed to inspire a new generation of women to use the 19th Amendm ent as a springboard to gaining equal rights. Most seemed to ignore the advances made by the ’20s modern women, as attention drifted to reviving the flagging economy. Instead of employment and benefits to male and female alike, women were shuttled back into the home, to be protected and sentimentalized over once again. Albert Jay Nock expressed the popular view: Hence feminism can no longer get up an argument on the thesis that women can do anything that men can do. All interest in that contention has died out; everybody has stopped thinking in those terms, and our militant feminists are reduced to pushing minor issues, to smoothing out relatively petty inequalities of legal status, and the like. Interest in feminist thought had waned, and few gave proper attention to those â€Å"petty inequalities of legal status† that needed to be ironed out. The ’30s, then, proved to be a decade devoid of equal rights support. After the 1920s fervor of change, the struggle for egalitarian ideals faltered. Some were satisfied with the effects of the 19th Amendment, some turned their attention to other matters of social justice, some felt women could be better aided by protective legislation, but most still believed that women belonged at home. Without making a concentrated push for equal rights, women were forced to accept specialized roles in the domestic sphere or reduced status in the â€Å"man’s world. † Lulled by messages of women’s sphere, the American women of the ’30s returned to their homes or accepted their low-status jobs with the unsettling notion that they were abandoning their proper responsibilities. Progressive ideals of equality, fine for contemplation during economic boom times, failed to proliferate during a period of economic turmoil.

Final Project A Comparison of World Religions Essay

Final Project A Comparison of World Religions - Essay Example It is noted that many religions in the world pay respect to a specific being that they consider supreme and who has extraordinary qualities. Christianity is a monotheistic religion. According to this religion God discloses himself as personal, here God is considered to exist as God the Father, God the Son and God the Holy Spirit. The origin of this God remains a mystery to Christians. The God of Christians declares that there is no any other God apart from him. In Isaiah 44:6 he confesses that â€Å"I am the first and the last and apart from me there is no any other God,† meaning that he does not admit the existence of absolute reality. He is considered different from other gods, such as the Krishna. The bible only gives the account of one creation of heaven and earth by God (Shah, nd). Judaism is also a monotheistic religion. The religion is about a personal God who reveals himself through the story of Jewish people this is according to (World Scripture, 2014). Its scriptures are found in the Torah of the Jews and in the Old Testament of the Christians. In the begging of these scriptures, God is presented as to be creating heaven and earth. Judaism results from the inspiration of Brahman. It then considers that the physical world and humans are signs of Brahman (Valea, 2011). Islam is another monotheistic religion after the Christianity and Judaism. It originated from the times of Abraham, and its teachings are quite related to those of Christians and Jewish. Islamic religion proclaims one sovereign and powerful God, Allah. He is considered the creator who works through the prophets to communicate his desires. Just like Christianity, Islamic offers two choices for mankind, either heaven or hell. They believe in the teachings of Mohammad who was a prophet as recorded in the Qur’an (Valea, 2011). Hinduism is not one religion, but a number of religious and theoretical trends. Its tradition does not follow a