Morality Play Essay Example for Free

Morality Play Essay * Popular from the early 1400s to the 1580s. * Morality plays were about the fate of a single individual’s soul. * The main character represented all men and often had a name such as Mankind or Everyman to demonstrate their allegorical function. * They include vice and temptation characters attempt to corrupt the Everyman figure. * Allegorical characters also represent virtues. The ‘Everyman’ character listens to them and takes note of warnings, often returning briefly to his ‘good’ lifestyle. * A reform/relapse pattern is repeated several times. * Through a series of blunders and moral lessons the hero is gradually educated into an understanding of the difference between right and wrong and the nature of god. * At the end, the main character settles his accounts with God and either lives or dies forgiven and Christian. He is wiser and better at the end of the play. * A chorus, such as the Messenger and Doctor characters in Everyman, is used to comment on and explain the action for the audience. Elements of Renaissance plays. * Contain soliloquies in which a highly distinct self reflects upon his own desires and actions. * Celebrate the scope of human powers while acknowledging their boundaries; there is a duality at work which praises man’s creative powers (by implication also those of the poet, or author) but concedes that man is not God and that ultimately all his powers derive from God. * They begin to refer to the new countries and things being discovered by explorers, mentioning exotic settings and transporting their audiences around the world. Renaissance ideas * The body and soul are separate and linked with different elements and humours. * Catholicism was banned in England and the Pope was considered the antichrist by some. * Renaissance scholars studied classical literature, including Roman and Greek philosophy. Discussion of what it meant to be human centred on reason, balance and dignity much more individualistic than medieval scholastic thinking. * The humanist attitude to the world was anthropocentric: instead of regarding humanity as fallen and corrupt, their idea of truth and excellence was based on human values and experience; people openly questioned religious theology and teaching. * The world was dynamic, changing and exciting. Plays explored the many contrasts between how people should behave and how they actually do, and the questions and contradictions thrown up by a changing world.

Organizational Dynamics And Human Resources Management Management Essay

Organizational Dynamics And Human Resources Management Management Essay The terms Human Resource Management and Human Resources have replaced what was known as Personnel Management when it comes to describing the processes involved in managing people in organisations. The current trend towards people-oriented activities can serve the modern business challenges more effectively than the traditional Personnel Management approach. Naturally in a rapidly and constantly changing business environment, there is a call for more human resources involvement and more focus on human resource strategies in conjunction with the business strategies. Meanwhile there is evidence of devolving traditional human resource activities to line managers instead of personnel specialists. Recently, much of the work traditionally done by the human resources department has been devolved to line managers, who are now expected to take charge of people management activities such as, recruitment, selection, appraisals and training needs. This trend is encouraged as it leads to a closer relationship between line managers and employees, and hence leading to better employee performance and increased managers effectiveness. Torrington and Hall (2009) suggest that sharing HR activities between line managers and HR specialists is the key for a strategic HRM future, where HR specialists focus on business performance rather than operational concerns. This report highlights the significant role that line managers in HR activities while emphasising the importance of an HR specialist role for long term performance benefits. The Concept of Human Resource Management: HRM is defined as an approach to the management of people, the most valued assets of an organisation with their individual and the collective contribution to the success and achievement of the business objectives. Furthermore, Alan Price identifies HRM in Human Resource Management in a Business Context (2004) as the qualitative improvement of human beings who are the most valuable assets of an organisation. Hence HRM is concerned with the effective management of an organisations employees to achieve the strategic objectives of the business. Dave Ulrich (1996) defined four fields for the HRM role Strategic business partner Change management Employee champion Administration However, HR professionals have struggled to prove their value as a strategic business partner and were mainly concerned with the reactive roles of administration and employee champion despite the modern approach to devolve HR activities to line management. The Role of Line Managers in HR: Line managers have a major role in influencing employee behaviours and attitudes which reflects on performance and motivation. The increased responsibilities are mainly focused on people management where line managers could transform HR policies into practices to be embraced by employees leading to commitment, quality, productivity and ultimately, business performance (Hutchinson and Purcell, 2003). The CIPD highlighted the areas four areas where line managers can influence people management practices: Training, coaching and guiding Performance appraisal Dealing with discipline and grievances Recruitment and selection Moreover Hutchinson and Purcell (2007) explored the critical role of line managers in key HR areas including reward, training, learning and development, and identified that line managers do not only implement and bring HR policies into life, but also play a significant role in influencing employee attitudes and experiences. A case study at Selfridges indicates evidence that line managers in the retail store helped improve employees attitudes and behaviours. This change in the line management role mainly focussed on improvements to people management behaviours and skill sets. (Hutchinson and Purcell, 2003) However, a survey by Employment Review show HR practitioners disagree that line managers are applying these responsibilities effectively and training for line managers in people management should be compulsory. (Nadia Williams, 2008) In addition line managers agree with HR practitioners perception, as they struggle with the work overload and conflicting priorities to find time for people management activities. A research conducted by CIPD (2007) emphasise the extent of devolvement in the NHS, where ward managers effectively take responsibility for recruitment, selection, induction, appraisal and personal development plans, planning and delivering training, mentoring, communication, absence control and managing difficult people. The additional responsibilities are not welcomed by line managers who linked the lack of time and increased stress to the increased work load. Despite the trend to devolve HR activities to line managers, Phil Brown, in Why HR Must Empower the Line Manager (2008), believes that HR professionals are holding on to power and are unwilling to provide line managers with the tolls and information to perform HR duties effectively. Therefore CIPD stressed in their 2009 report that line managers need the following to fulfil their HR duties: Time to attempt management roles Carefully selected behaviour competencies Support by strong organisational values Sufficient people management skills training Career opportunity linked to training and development Involvement in decision making But above all, line managers need self-confidence, a strong sense of job security and development in the organisation. Support by HR professionals is welcomed by line managers as they take more accountability of implementing HR people management activities. This allows HR professionals to fulfil their own potential in defining policies and strategies that are adequately aligned with business strategies. Strategic HRM: The nature of Human Resource Management has changed from being reactive, prescriptive and administrative to being proactive, descriptive and executive (Boxall, 1994). Moreover, Guest (1997) highlighted the contribution of HRM in improving an organisations performance and overall success while Katou and Budhwar (2007) outlined three perspectives for HR practices. The Universalistic practice assumes the best of HR practices and implies business strategies and HR policies are independent in determining business performance. The Contingency practice implies a fit between business strategies and HR policies in determining business performance. The Configurational practice implies an interaction between business strategies and HR policies based on an internal and external fit of the organisational context in determining business performance. These perspectives highlight the growing contribution of HRM as an integral part of business strategy and success. Consequently, the term Strategic human resource management evolved which Guest (1987) outlined to be largely concerned with integration of HRM into the business strategy and adaptation of HRM at all levels of the organisation. In line with the emergence of SHRM, Budhwar and Sparrow (2002) proposed four generic HR strategies: Talent acquisition Resource allocation Talent improvement Cost reduction Strategic HRM is based on the integration of HRM and business strategies for the effective management of human resources. Barney (1991) suggests that organisations achieve competitive advantage by creating unique HRM systems that cannot be imitated. Recently, the pace of change in the global market has identified a significant number of contemporary issues emphasising the growing influence of strategic HRM and the importance of a human resources specialist to manage these challenges effectively. Contemporary Issues in Strategic HRM: HR professionals are struggling to catch up with the pace of transformation in global markets. Evidently, HRM faces an increasing challenge to use policies and strategies in the best interest of organisations and employees to maintain profitability and stability. The following are three basic examples of these challenges. Globalisation: The changes in international markets due to globalisation have a major effect on businesses in general and on how businesses manage human resources in particular. Although globalisation has many benefits, there are problems that have been attributed to the following factors: Reduction in job security because work can be moved from one country to another. Undercutting of one countrys wages by another, leading to erosion of wage rates. Increased working hours and exposure to health and safety risks to cut costs. HR professionals are struggling to ensure proper staffing and development with the required knowledge and skills for the changing business environment and according to Alan Price (2004), HR professionals are expected to be: Role models displaying appropriate company behaviours and values Fixers, adapting corporate values and mission statements to local circumstances Networkers, making connections between local managers and other parts of the business Coaches or mentors, transferring knowledge to local managers A major task for HR professionals is putting significant effort in the training and development of line managers to implement the relevant HR policies which can consistently be applied across different locations and cultures. Talent Management: One of the main challenges for HRM is to attract, develop and retain talented individuals though a recruitment, selection and development process. Nestlà © is a case in point as it uses a talent puddles initiative to overcome the shortage of skilled applicants. The process consists of small puddles each containing potential talents for each function rather than the whole company. (CIPD report 2007) The strategy managed to reduce the time and cost for filling vacancies and selecting suitable candidates. Other considerations include management of labour turnover and emphasizing employer branding in attracting the right candidates. Marks Spencer, the major high street retailer, conducted an analysis to understand and redefine its employer brand to keep ahead of the competition. This analysis explored the factors that increase job satisfaction and highlight the factors that make working at MS a unique experience. The analysis resulted in a better communication between the company and its employees that drove improvements across the business as well as increased levels of commitment and productivity. (CIPD report 2007) HR professionals invest considerable effort into finding new trends to attract and retain the right talents; however, their role is surpasses ensuring a faultless selection process. HR critical responsibilities include initial job design planning, defining the required qualifications and conducting accurate selection methods to ensure compliance with litigations and to avoid any legal case for discrimination or sexual harassment. Therefore HR professionals need to have the skills and knowledge that are required to handle these tasks effectively. Managing Diversity: For over thirty years the emphasis and progress on equality and diversity has been ongoing but slow. Globalisation and demographic change is putting further pressure on organisations to develop and manage equal opportunity and diversity strategies to improve performance and promote competitive position. (Torrington and Hall 2009) Furthermore the CIPD defines diversity as: valuing everyone as individuals as employees, customers and clients so diversity is a broader term of equality which aims to improve the opportunities of disadvantaged groups within an approach inclusive of all employees rather than focusing on the disadvantaged as in equality approach. Some of the main diversity issues may include: Age discrimination Bullying and harassment Disability Equal pay Race discrimination Religious discrimination Sex discrimination A recent case of bullying and harassment concerned British Gas, whose workers have been balloted for strike action over alleged bullying at the company. The GMB union sent ballot papers to 8,000 members at British Gas to vote over claims of bullying and plans for job cuts. It said the management culture was undermining employees terms and conditions. (PM online, 11/03/2010) It is worth noting that managing diversity is not solely an HR job but there is a great emphasis on the line managers role in promoting and achieving diversity in a workplace as well as handling conflicts before developing and becoming harder to resolve. Conclusion: Human resource management has evolved from the traditional personnel perspective and continues to evolve due to rapid change in the global business environment: in customer trends, competitors strategies and advancing technologies. Indeed factors such as globalisation, credit crunch and creation of multinational corporations have resulted in increased pressure to maintain the competitive edge while reducing operative costs. Clearly the daily HRM activities have become integrated in line operations; however, an investment is needed in time and effort to up skill managers to fulfil their HR responsibilities properly. HR needs to provide and integrate well designed policies and strategies in frameworks and systems to enable line managers to perform effectively. Despite an obvious trend to devolve more human resource activities into line management, clearly many of the new challenges require special skills and knowledge that line managers may not generally have. Therefore HR specialists and line managers must collaborate to achieve the business objectives within a frame of legislation and compliance. Hence the role of an HR specialist is moving towards a strategic partnership aligned with the business strategies while coordinating, advising and supporting line managers in performing the HR activities required. Obviously, line managers have a responsibility towards their staff, given the close relationship and direct daily connection and interaction. Line managers are expected to implement and deliver the policies and strategies that are devised by HR specialists. There are many areas of HRM like talent management where line managers need more responsibility to manage activities, such as attracting, retaining, developing and motivating. Moreover, line managers must have authority and responsibility to control and reward the staff which in turn will improve their people management and leadership skills. Finally it is evident that there is a correlation between HR professionals and line managers in certain HR activities that require further development. The report focussed on line managers as a front line management role, though HR knowledge and skills should be a requirement for middle management. Managers need be given adequate training and sufficient time to take on HR activities; these requirements should be included in HR strategies to achieve a high performance workforce objective.

Life History Interview with Elderly Person

Life History Interview with Elderly Person Interview with an Older Person Christopher Mason Introduction Dr. Cheryl Lynn Robley is a 66 year old Caucasian female who currently lives in a retirement community in the Mississippi coastal town of Gulfport. She moved there from Tennessee to be near her son and two grand-daughters after being widowed a little over four years ago. While she enjoys being near her family, Dr. Robley explains it has been difficult adjusting to not only living alone, but also coming to grips with a new environment and an older age. Being brought up in a small southern farm town in West Tennessee during the 1950s and 60s, she attributes her commitment to care to her family, particularly her father. It was perhaps his encouragement and love that played the biggest role in her need to succeed not just as a woman, but also as a professional. She recalls that her first memory is of a trip to the store with him when she was four years old. Cheryl remembers walking hand in hand with her father as he looked at her and said, â€Å"Well, I’m with my best girl and sh e’s shinin’ bright as a star† (Dr. C. L. Robley, personal communication, August 1, 2014). Dr. Robley’s life has seemingly been one marked with challenge, opportunity, loss, as well as a desire to make a contribution to future generations. Childhood and Adolescence Normal growth and development has historically been described in relation to eight phases of maturation. Psycho-analyst, Eric Erikson, deemed these goals of intrinsic worth gained through personal development as, â€Å"trust, autonomy, initiative, industry, identity, intimacy, generativity, and integrity† (Sigelman Rider, 2014). While it is important to recognize that Erikson’s theory provides the framework of individual development through the cycle of eight defining moments, he makes no specification to the differences that gender or socioeconomics may play in the role of the life-span. Perhaps the first precipitating stressors that one can recognize in Dr. Robley’s life was when she was only twelve years old. An excellent example that follows the components of Stuart’s Stress Model occurred when Cheryl lost her three year old brother to Leukemia. The death of a loved one can be not only the test of how well an individual uses their resources to cope, but can also be a test of the resources for an entire family. As a child, Cheryl grew up active in her church and community and she found that there was solace in both of her grand-mother’s homes. She remembers that her piano lessons went on, as her classes at school did, but the death of her younger brother was too much for her mother to bear. Cheryl said that she had to become the mother to her younger sister. â€Å"It was hard to be thrust into a role that I knew nothing about† (Dr. C. L. Robley, personal communication, August 1, 2014). During this phase children re-analyze their individu ality to discover the function that they will fill as adults. Failure to substantiate a personalized identity during this period of time can lead to role confusion and can cause a person to be uncertain of their identity inside society (Santrock, 2011). The biopsychosocial components of Stuart’s Stress Model suggest that Cheryl had the predisposition as well as strong family relationships that enhanced her ability to respond to grief in an adaptive rather than a maladaptive manner. She states that although her sister, one year younger, was not aware of the seriousness of their brother’s illness, she [Cheryl] knew that her bother would die because she looked up his diagnosis. She listened and observed everything around her, and those things that she did not understand, she either asked one of her grand-mothers about or looked up in an encyclopedia. This served as a background and education that prepared her to deal with the weight of death at such a young age (Stuart, 2 012). Erikson surmised that the relationships and conflicts a child confronts in society, specifically with the family, allows a child to begin to develop an ego and personality through their experience with â€Å"trust versus mistrust†. The possibility of positive outcomes through this life-stage, as with every other virtue, is a double-edged sword. An individual’s experience upon being challenged or threatened is a unique response that swings the spectrum of the maladaptive to the adaptive continuum of coping (Erikson, 1950; Stuart, 2012). Cheryl’s father, who was a science and math teacher, owned the large farm she grew up on, and later became Tennessee’s largest cotton crop farmer. Her mother was a high school beauty queen who was also a teacher for a short time before becoming a full-time house-wife and mother of four daughters. As a teenager, Cheryl was her church’s pianist, played basketball, and graduated as her high school’s valedictorian. She felt acceptance and pride from her father and most of her family. She always felt an obvious disconnect from her mother that had a negative effect on her self-concept as a female. She gained confidence through her accomplishments, and enjoyed making her father proud. At a young age she began to establish her identity within a society. Her mother’s critical nature probably had some lasting effect and could have contributed to role confusion and negative self-image, if her father had not played such a prominent role in her life. Cheryl says , â€Å"Into young adulthood I became not only his confidant, but he truly valued my opinion. During the holidays, the other women were in the kitchen, my father asked me to sit and converse with the men† (Dr. C. L. Robley, personal communication, August 1, 2014). Young Adulthood Cheryl also gained acceptance from her peers who voted her most likely to succeed in her senior class superlatives election. In 1968, she was accepted to Vanderbilt University in Nashville Tennessee. As she moved away from home, she began to have more control over her social circles and environment. Cheryl continued her high school success as an academic, asserting her independence. Cheryl says, â€Å"While college was an adventure in exploration, I had been instilled with a belief system; unlike some of the other students I did not go wild† (Dr. C. L. Robley, personal communication, August 1, 2014). According to Erikson, this stage of life can be a struggle between willpower and impulsivity and a balance between the two factors tends to give way to purpose and direction (Erikson, 1950). One of the more salient proponents of Stuart’s Stress Model is the individual’s choice, emotional, behavioral, and psychological response in life when risk is encountered. Cheryl discussed her time at Vanderbilt as the point at which she found her voice. After joining a sorority, â€Å"the girls tried to tell me who I could and could not be friends with† (Dr. C. L. Robley, personal communication, August 1, 2014). This was a clear test of how Cheryl would adapt to the consequences of potential injury of being judged in a life situation. She dropped out of the sorority and was friends with who she wanted to be friends with. Cheryl knew that her father had wanted to be a physician, and in college she was working toward this goal until confronted with her first psychology class. Dr. Robley says, â€Å"That one class certainly put my life on a very different track† (Dr. C. L. Robley, personal communication, August 1, 2014). After being given her typical Vanderbilt co-ed card by fraternity row, and three years of hard work, she graduated with a baccalaureate degree in psychology. She began graduate school at the University of Tennessee at Knoxville (UTK) with the coveted Veteran’s Administration (VA) scholarship. Even though Cheryl was very intelligent, she was quite reserved. At UTK, she was confronted with the first of her professors who cursed incessantly for shock appeal. Cheryl says that she turned red in every single class and stayed red until the end. She focused all of her energy on not letting this professor get the best of her. For Dr. Robley, learning to curse, became a defense mechanism. (Stuart, 2012). Cheryl was told by her professor and advisor that she was instinctually a diagnostician, and a natural therapist. She was one of three females in the Psychological Doctorate of Philosophy (Ph.D.) program at UTK in the early 70s. Cheryl said that is was very different from being in a program now. One difference was the data processor she used was the size of a small room and utilized punch cards. After-all, personal computers were yet to be invented. It was the time after the Vietnam War when psychology was a young science, as were many other innovative technologies we use today. She considers herself extremely lucky to have found and excelled at a skill that she was inherently good at and could be of help to so many people. It gave meaning to who she was, and affirmed her place in society. Dr. Robley is very familiar with the works of Erikson, Freud, and Maslow. She believes that in essence each of their theories effectively parallel one another in characterizing the cycle of action and reaction during growth patterns. â€Å"Each of Erikson’s stages or crises, must occur and in sequence, but the lines that separate these stages, do blur. People mature at different rates† (Dr. C. L. Robley, personal communication, August 1, 2014). Dr. Robley had the opportunity to do internships in Miami and Houston; she extraordinarily was also trained by the Federal Bureau of Investigations (FBI). Once Cheryl became Dr. Robley, she was hired as the director of the Alcohol and Drug (A D) unit at Moccasin Bend Psychiatric Hospital in Chattanooga Tennessee. It was the first year that the A D unit was open. Because funds were very limited, she and other employees completed the painting, renovations, and made quilts for the patient beds. She had complete autonomy. She interviewed and hired every nurse and orderly that would work in that unit. As a woman in such a position of authority, she found that the employees interested in helping the community were willing to follow her lead. However, every Friday, she met with the board of the hospital by which she was talked over and ignored until she remembered the shock factor of cursing. They did not expect her as a 5’ 2† 115 lb. girl to climb onto the conference table and pace back and forth in 3 inch heels cursing at the top of her lungs. She knew she made a risky choice that could have cost her career, but this smoky ro om full of middle aged men was uncharted territory for a young woman. In Stuart’s Model, the appraisal of stressors occurs when one gives cognitive meaning to previous loss, the weight of a potential obstacle, or challenge that emphasizes the chance of gain as opposed to the risk of loss (Stuart, 2012). In the 1970s, Cheryl would never have been successful as Dr. Robley without this kind of resilience, hardiness and self-assurance. Cheryl met Talle, a brazen artist that worked as a medical technician. When they met in her office, he propped his work boots on top of her desk and said, â€Å"You’re good, and I don’t know when you’re bluffing, but you are bluffing some of the time. No one as young as you are knows as much as you claim to know† (Dr. C. L. Robley, personal communication, August 1, 2014). Cheryl says that the only logical conclusion that she could draw was, â€Å"here is a challenge† (Dr. C. L. Robley, personal communication, August 1, 2014). They began dating. Cheryl says, â€Å"This was the time of my life† (Dr. C. L. Robley, personal communication, August 1, 2014). Although they were a perfect match, he never wore anything but blue jeans and she had never owned even one pair. Cheryl remembers that when she was in school the girls were required to wear skirts. When it snowed in Tennessee, she got to her class on the other side of the hill by sledding down t he icy slope on a piece of cardboard in a pencil skirt. She wasn’t completely demure. Cheryl laughs and recalls going to class to take an exam close to the holidays in a trench coat with nothing underneath. Middle Adulthood In 1976, the couple were pregnant and married. According to Erikson, â€Å"love and affiliation†, and whether one is emotionally and physically available to become intimate is one of the more important stages in an adult’s personal life (Erikson, 1950). Cheryl and Talle had a daughter, and three years later, a son as well. At this time, the family moved back to Cheryl’s home town of Jackson Tennessee; she opened a private practice that flourished. Her children were her greatest happiness and she was able to support her husband’s artistic talent as the breadwinner, but it was really being able to give back to the community she grew up in that made her feel like all of her hard work had been worth-while. Erikson’s outline of human development is very applicable to this statement as his 7th stage, â€Å"generativity versus stagnation†, points out the personal need to help others through there crisis stages or rather to make a difference in this world that one might see as a legacy. Cheryl stated with a shaky voice, â€Å"We were a very happy family, until I began to develop medical problems that no one could have predicted† (Dr. C. L. Robley, personal communication, August 1, 2014). Late Adulthood Dr. Robley developed migraines, degenerative disc disorder, and rheumatological problems around 40 years of age. While these problems began slowly, there were few health care professionals who knew enough about migraines and medication errors to effectively treat her. She continued working, even vomiting between patient sessions. She felt that there might be hope when she became aware of sumatriptan. While it was not available in the United States at that time, she was able to have it shipped from the Netherlands and later Canada. For a year it allowed her to resume work completely, as well as her life. The miracle of this resolution seemed to come to an end in one fell swoop. Developing an ischemic attack that resulted in a blocked artery left her unable to continue using the triptans for migraine relief. Physicians not knowing what to do, over-prescribed steroids for the inflammation which also caused her to develop diabetes mellitus type II. She was forced to close her practice an d allow both social security and private disability to pay for her medical bills and support her family. Cheryl and her husband had both always loved the freedom of being self-employed, however hard the work might have been. However, Talle shifted his focus from his own work to become a college professor of art. Dr. Robley feels that she has lost so much of what she has worked hard for and after losing her husband, has found herself to be more isolated and less involved in life. She has effectively disengaged. She says that she has fought for years and no longer owns a house or has any of the nice things that she once had. Although she sees her son and two grand-daughters most every week, and talks with her daughter who lives across the country; she for the first time in her life is not just alone, but lonely. Erikson was frugal in his utilization of the word achieve in the linguistic context of productive results, because it was implicit of gaining something distinct and everlasting. The psychosocial evolution is not straightforward and is not permanent: any former crisis can successfully return to anyone, albeit in a dissimilar pretext, with productive or unproductive outcomes. This perchance helps explain how high achievers can utterly fail, and how unsuccessful persons can in the end become ‘high achievers’. No-one should become contented, and there is promise for us all. (Amory, 2012, p. 253) Conclusion Dr. Robley said, â€Å"The person I identified as myself I no longer see. The accolades of my career feel like a former life† (Dr. C. L. Robley, personal communication, August 1, 2014). It is easy to see that Dr. Robley has had a lifetime of change in the last few years of her life. Without support or help, it would be difficult for anyone to cope with the drastic changes of illness, loss of finances, and especially the loss of a spouse. She must be encouraged to continue with the coping and defense mechanisms that produced the amazing doctor that gave to so many people. When you spend your hours taking care of the entire world, what do you do when the only person you have left to take care of is yourself? The Stuart Stress Adaptation Model interrelates a person’s unique reaction to stress given predisposing factors, the type of stressor, the individual’s perception of circumstances, as well as the available resources, and which resources one chooses to use in re action to the stressor (Stuart, 2012). The continuum of coping responses can vary from productive to damaging and can manifest as physical symptoms. The continuum from maladaptive to adaptive coping responses is a measurement of how healthy our reactions are. The final stage of Stuart’s Stress Model is the treatment and intervention stage. These are the exploration by the nurse and patient of both positive and negative consequences that were enabled by the patient’s cognitive misperceptions, and were then followed by maladaptive actions. A nurse’s goal is to help the patient to become aware of poor choices that result in negative consequences, and analyze strategies that are in favor of health promotion and a patient’s positive change in behavior. Dr. Cheryl Lynn Robley would perhaps benefit from a nursing intervention that refocused her interest in life by helping her to understand the things that she regrets. A nursing intervention directed toward stren gth training and balance might give her the capability to be more functional on a daily basis. A nurse and patient partnership toward better health has the ability to remind an elderly person that age is only a number and offer nurses the opportunity to begin their own legacy. References Amory, D. (2012). 3.23.3 Eriksons psychosocial development theory. In Techniques for personal coaching and self-coaching (p. 253). Raleigh, NC: Lulu.com. Erikson, E. H. (1950). Childhood and society. New York, NY: W. W. Norton Company. Santrock, J. W. (2011). Life-span development (13th ed.). Boston, MA: McGraw-Hill. Sigelman, C. K., Rider, E. A. (2014). Life-span human development (8 ed.). Stamford, CT: Cengage Learning. Stuart, G. W. (2012). Principles and practice of psychiatric nursing (10 ed.). Maryland Heights, MO: Elsevier Saunders: Mosby.

3 Areas of Exploration :: Drama

3 Areas of Exploration Hot-Seating ----------- Hot-Seating is where the audience asks you questions about your character. This technique is important in drama because it really makes you concentrate on the character that you are playing. You have to know your characters background & what type of person he/she is. Which in turn helps move your work forward, because you know more about your character Thought Tracking ---------------- Thought Tracking is where your character speaks his/her thoughts to the audience. This technique is important in drama because it reveals what a character is thinking without other characters, in the piece, knowing. For example: Luke: Are you coming out later? Steve: ok then. (Aside) Though I suppose I’ll be paying again. (To Luke) See you at 7. Forum-theatre ------------- Forum theatre is where a scene is enacted & watched by the rest of the group & at any point in the drama any actor/actress can stop the scene to ask to make a suggestion or can join in by suggesting a new role or take over an existing role. This technique is important in drama because it helps get ideas & move your scene forward. Midsummer nights dream Vs Staying Lost Introduction ------------ These two plays are different in every way. On one hand we’ve got a romantic comedy, midsummer nights dream, which deals with four lovers & fairies & on the other we’ve got a serious piece, staying lost, which deals with life’s issues. Similarities Both of the pieces had 3 different parts which came together at the end i.e. the teenage pregnancy, the unwanted child the rape story. Then at the end the 3 parts came together in a very effective scene where the victims behind a big gate & the other people were on the other side. The 3 parts in midsummer nights dream also came together at the end i.e. the lovers story, the fairies story & the workers story. Then at the end we all came together in a scene where the workers put on a play for the visitors. Another similarity is that we both pieces used thought tracking i.e. In staying lost in the pregnancy story when Carly was sitting on the stairs

Man the Hunter Revisited Essay -- Anthropology, Hunting

Man the Hunter: Revisited In 1966, a group of about fifty anthropologists met in Chicago for a conference that would later known as the â€Å"Man the Hunter† meeting. The meeting contrasted with earlier scholarship and presented a Hollywood approach to the topic of early man, one where our ancestors were strong, powerful, and in control of their environment. Anthropologists Sherwood L. Washburn and C.S. Lancaster (1968), both present at the conference claimed, â€Å"our intellect, interests, emotions, and basic social life—all are evolutionary products of the success of the hunting adaptation†. The book Man the Hunter that emerged from the conference forced a re-evaluation of human subsistence strategies and the role of the hunter in human society. Although the idea of man as hunter, and thus exclusive provider, was initially disproved when it was shown that humans also relied on scavenging and were indeed hunted, the theory maintains relevance in modern anthropology. The theory itself p ushed researchers to challenge prior assumptions regarding the role of females in society and helped develop the hunter-gatherer by sex theory that remains in place today. Importantly, whereas the original man as hunter thesis was groundbreaking because it challenged the scientific communities’ prior belief in an ancient man who was primitive and weak, modern researchers have built off of the man the hunter thesis and now debate the motivations for men to hunt. While our human ancestors may not have been the strong, bloodthirsty, killers once imagined by Raymond Dart, new studies conducted by modern anthropologists have revived this famous, yet once discarded theory. The authors who contributed to the Man the Hunter text (1968) concluded, â€Å"to assert th... ... from a more balanced perspective. Given the importance of the theory and its affect on how modern humans view our ancestral past, the studies themselves have exposed the depth of which cultural bias can affect scientific outcome. The male dominated research of the 1960’s produced an image of ancestral man akin to a comic superhero, large, brawny, and dominant. In response, the female literature of the 1970’s and 1980’s discredited the ideas and placed emphasis on the woman gatherer in early society. Likewise, modern research has attempted to distance itself from the bias of the past, however even today assumptions make there way in to the research. While the man the hunter theory may not be headline news in this modern era, present day research approaching our past from a more scientific approach appears to have restored credibility to the once tarnished model.

Michael Vick Case

On April 25, 2007, agents raided the Surry County, Virginia home owned by Michael Vick, NFL’s Atlanta Falcons quarterback. The authorities reportedly discovered 66 dogs, 55 of them being pit bulls, blood stained carpet, a dog fighting pit, and equipment which is commonly used in dog fighting rings such as dog treadmills and scales, a pry bar used to open a dog's mouth and an instrument used for breeding. At the time of the raid, Vick was not present at his home but denied having knowledge of dog fighting taking place on his property.On July 17, 2007, a federal jury indicted Vick as well as three other men, Purnell Peace, Quanis Phillips, and Tony Taylor on charges of competitive dog fighting, procuring and training pits to fight, operating an unlawful interstate dog fighting business by the name of Bad Newz Kennels. The four codefendants each face $350,000 in fines and six years in prison if convicted of the federal charges. According to reports, Michael Vick had been staging dog fights since his rookie year with the Falcons in 2001.The dogs found on the property were treated in a horrific manner. Losing dogs were either killed in the arena during the fight or at times they were later hung, electrocuted, shot or drowned. As part of their training to get them ready for fights the dogs were sometimes starved to make them hungry for the fight. On August 24, 2007 Vick entered a plea deal where he pled guilty to â€Å"conspiracy in a dog fighting ring and agreeing that the enterprise included killing pit bulls and gambling. He denied making side bets on the fights, but admitted to bankrolling them. (ESPN) He also admitted to sharing the proceeds from the dog fights with his Peace, Phillips, and Taylor but states that he never placed any bets or collected prize money for the fights. Vick was the last of his counterparts to enter into a plea deal with the prosecution. On December 10, 2007 Michael Vick was sentenced to 23 months in prison and three yearsâ€℠¢ probation at U. S. District Court in Richmond by Judge E. Henry Hudson for running a dog fighting operation. He will serve a longer sentence than two of his codefendants because he lied about his involvement upon ntering his plea agreement when he was supposed to be admitting to his wrong doing and accepting responsibility for his actions. According to his codefendants, Vick was more involved in the dog fights than he admitted to being. On November 30, Peace and Phillips were sentenced by Judge Hudson to 18 and 21 months in federal prison. Their punishments also included three years of supervised probation following their release from prison. On December 14, 2007, Tony Taylor, who was the first of the four men to plead guilty, received a lesser sentence of 60 days in jail because he agreed to testify against Vick.Michael Vick was released from prison on July 20, 2009. After his release from prison, Michael Vick is to start his three year probation term. As part of his probation, V ick was equipped with an electronic monitor and had to perform $10-an-hour job as a laborer for a construction company. Michael Vick is currently still on probation but he is now able to play football again and no longer has to work the construction job. Works Cited http://sports. espn. go. com/nfl/news/story? id=2989824 http://articles. cnn. com/2007-07-17/us/vick_1_bad-newz-kennels-dogfighting-investigation-quanis-phillips? _s=PM:US

Coke: Coca-cola

Everyone likes to the refreshing, crisp taste of a cold Coca-Cola. There is a lot of history behind Coca-Cola. Coca-Cola started in Atlanta, Georgia in 1886. Coca-Cola was originally intended to be used as a medicine but was bought by businessman As Grids Candler. He turned Coca-Cola from a medicine too drink. He also turned it into a million dollar industry. That is why Coca-Cola is worldwide. Here is some of the first thoughts about Coca-Cola. Some people thought thatCoca-Cola had cocaine in it because it was made to be a medicine. Some people though and still think today that it cures headaches. People think that it tastes refreshing. Those are some of the first thoughts about Coca-Cola. I am going to tell you about some of the Coca-Cola slogans. Coca-Cola's first slogan was â€Å"Drink Coca-Cola†. In 2011 the Coca-Cola slogan was † Life Begins Here. † In 2012-2013 the Coca-Cola slogan has been â€Å"Open Happiness†. These are only some of the Coca-Cola s logans. I am about to tell you how Coca-Cola helps the economy.Over the years Coca-Cola as been good at getting the economy bigger. About 75,000 people work at Coca-Cola factories across the U. S. A. About 97,000 people work at Coca- Cola factories In the world. That is why Coca-Cola helps the economy. They need to have so many people because they sell a lot of drinks. I am about to tell you about some of Coca-Cola's drinks that they sell today and back then. These are some of Coca-Cola's drinks from back then. One of the drinks Is Pepsi Cola that Is from back In the day. The bad thing about It Is that they don't have that drink today.These are some drinks that Coca-Cola makes today. It Is Dry. Pepper, Coke Zero, and Diet Coke. That Is only some of Coca-Cola's drinks they made and make. Factories across the U. S. A. About 97,000 people work at Coca- Cola factories in the back then. These are some of Coca-Cola's drinks from back then. One of the drinks is Pepsi Cola that is from back in the day. The bad thing about it is that they don't have that drink today. These are some drinks that Coca-Cola makes today. It is Dry. Pepper, Coke Zero, and Diet Coke. That is only some of Coca-Cola's drinks they made and