Groups that want to ban viloent moive, cd's,and games and how they Essay - 1

Groups that want to ban viloent moive, cd's,and games and how they create antisocial behavior - Essay Example The correlation between televised violence and aggressive behaviors among the youth has been backed up by a new Iowa State University study whose findings are that TV ads with violent content have negative impacts on growing kids as they cause them to develop violent thoughts and mannerisms (â€Å"Study on Effects of TV Ad Violence†). Many other experts and professionals have also arrived at the same conclusion that violent TV content encourages violent behaviors in growing children, as they become emotionally unresponsive to depiction of violence and injury (Tompkins). In view of this negative implication on kids, it is imperative that measures are taken to protect children from violent TV content- effective monitoring of the content that kids watch on TV is the solution to this problem. The danger that exposure to violence and violent TV content is way greater than imaginable, with far reaching implications on growing children, and sadly, many parents are unaware of the content watched by their kids on TV (Tompkins). Many of the kids exposed to such content become overly aggressive as to develop delinquent mannerisms, which are harmful to the order of society. Imagine the pains that can be inflicted by young kids who develop murderous tendencies from violent movies, such kids have a high likelihood of committing murder by practicing the violent acts seen in movies on their colleagues while at play. For instance, youth violence in the US has been on the rise, and according to the Department of Justice, over 2,500 juveniles were arrested for murder in the year 1997, and another 121,000 for other violent crimes (Majority Staff). This has been attributed to the  violence studded American media (Beresin), that stands at the rate of approximately 5 aggressive acts for every hour within prime-time shows. Parents should be concerned with what content their kids are exposed to in the media (Science Daily), to avoid the negative

The paper should be presented as a Journal opinion article and address Essay

The paper should be presented as a Journal opinion article and address an economic issue of current interest to Wall Street Journal readers - Essay Example The expedition in launching the mars exploration spacecraft has triggered a heated debate on the wall street journal in the past with many arguments being centered on the economics of launching the mars orbiter at an exorbitant cost while many of the Indian citizens continue to languish in poverty and living at absolute wanton. However, before such criticisms, people should be aware that governments are responsible of management of a country’s resources for the best interest of the inhabitants of the countries. Economic viability of projects informs the government in the most profitable investments to undertake. Proper evaluation of such a projects economic viability would help in advising a government on investing in the right investments or otherwise. In an article, dated 5 Nov 2013, one WSJ staff makes a collection of many of the comments that circulated among social media platforms in the wall street journal concerning the $73 million mission in undertaking mars exploration by India (Anon, para 1-3). According to many of the comments was that this was a huge undertaking that was spending so much amount of public funds, which would be otherwise spent, on improving the livelihoods of majority of the Indians through provision of food, water, improved sanitation and such other measures that would improve on their livelihoods. Nevertheless, there were also a number of comments who would reason in support of the expedition and reason that the long-term benefits to be realized through the exploration outweighed the capital investment devoted to the exploration exercise. While all opinions are justifiable, this paper chooses to object to the opinions of those who would question the investment through supporting the undertaking by the Indian government. Economic advancement and development within any economy has its roots embedded in research and development. Space exploration is therefore very essential especially within the 21st century as we

Trends in Workplace Essay Example for Free

Trends in Workplace Essay The ancient Chinese saying May you live in interesting times has perhaps never been more relevant. As the 1990s draw to a close and the new millennium fast approaches, life is phenomenally interestingand demanding. Professionals who are responsible for workplace learning and performance improvement are squarely in the center of the swirl of exciting possibilitiesand requirementsthat are emerging. The inextricable link between rapid technological change and the emergence of the global economy has created the necessity for profound change in the way people and organizations work. As a result, workplace learning is arguably more strategic to the competitive advantage of both individuals and employers than at any point in all of recorded history. So its a great time to be in this profession. But along with the tremendous opportunity that this period of economic history has brought come unprecedented requirements and responsibilities. The same technological advances that are behind the rapid emergence of a truly global economy are forever changing both the demand for and supply of workplace learning opportunities. This article is the third of ASTDs annual reports that identify major trends that are affecting the field of workplace learning and performance improvement. The underlying trends that were identified in the first two of these articles (see the November 1996 and 1997 issues of Training Development) are longstanding and not likely to change in the near term. Four particularly noteworthy demand-side developments are the growing effort given to managing knowledge, the integration of learning and communication functions, a resurgence of interest in leadership development and executive coaching, and the intensifying requirement among employees that career development become an integral part of their employment relationship. The supply-side developments to follow are those that hold the potential for revolutionizing the way in which work and learning occur: the Internet, intelligent tutoring systems, learning objects, and voice recognition. Two important developments in the marketplace for workplace learning, where supply meets demand, are the ongoing consolidation within the supplier community and the creation of an electronic marketplace where buyers and sellers of learning products and tools can meet virtually. Demand and supplypowerful, global forces that  cannot be escaped but that can be harnessed to your advantage. So read on for a glimpse of what the world holds in store for you as the new year and the new millennium unfold. And as you read, keep in mind another old sayingforewarned is forearmed. The demand for workplace learning and performance improvement Periods of rapid change create a premium on learningfor both individuals and organizations. Prosperity and growth are the rewards for those who are the fastest at learning and putting their learning into action; stagnation and decline are the penalties for delay. In an era when it is knowledge rather than physical assets that increasingly defines competitive advantage, the process of managing knowledge becomes a central part of the learning process. Knowledge management. According to some observers, the industrial eras successorthe information age, in which white-collar jobs exceeded blue-collar jobs and entire industries arose just to help companies manage and process informationis already at or past the midpoint of its life cycle. The ever-declining cost of processing information has made it universally available. Indeed, information has become a commodity that is readily bought and sold. As a result, it is no longer enough to define competitive advantage. Gone are the days, for example, when banks could compete exclusively on the basis of which had the fastest information technology or which could slice and dice their account information in more ways than anyone else. Hence, the rapidly growing interest in knowledge as the new source of competitive advantage and the realization that we have now entered a new erathe knowledge era. In many ways, this is nothing new at all. A firms knowledgethe brains of its employees, their know-how, the processes a nd customer knowledge that they createhas always been a source of competitive advantage. And by extension, so too has been knowledge managementthe processes by which a firm creates and leverages knowledge. Whatis unique about the knowledge era is that knowledge is becoming the primary source of competitive advantage within a growing number of industries. Organizations from industrial-era industries, such as automobile manufacturing, to information-age industries such as consulting are recognizing that they each have a unique storehouse  of knowledge, and that the future belongs to those that can grow their knowledge fastest and then apply and use it best. With the benefit of hindsight, it is apparent that in the knowledge era, creating and leveraging knowledge is the business of business. By all available measures, the stock market is already providing handsome rewards to companies that successfully leverage their knowledgea phenomenon that will almost surely grow in significance as knowledge-based organizations increase in size and number. A number of firms are anticipating this and looking to knowledge management to enhance, measure, and manage the knowledge of their employees and organizations more effectively. Why manage knowledge? There are a variety of reasons for the emergence of knowledge management as a real business concern. Among them is the messy transition from industrial-based production and work systems to information-based systems, which rendered many functions and people obsolete. Though downsizing seemed to be the answer of the 1980s, this butchers knife approach often resulted in the loss of valuable knowledge rather than the financial gains that firms expected. Knowledge management offers, instead, a surgeons scalpel that sharpens and refines the value of people and what they know. Certainly, the exponential growth of information technology and the plummeting cost of information processing also helped by laying the technological foundation for the emergence of knowledge management. A necessary, but in no way sufficient, part of most knowledge management efforts is a set of technologies for capturing and synthesizing information from which knowledge can be created and sharedtechnologies such as intranets, Lotus Notes, electronic performance support systems, and specialized software. These technologies provide not only wide and instantaneous access to information by people inside and outside firms who previously lacked such access, but also to the contextual cues that transform information into knowledge. Results from one of the first benchmarking studies on knowledge management, by the American Productivity and Quality Center, suggest several other reasons for its rise, including †¢ the need to capture what employees learn through customer contact. Empowered employees who had no way of sharing new solutions or innovations. †¢ internal and external benchmarking as a way of finding best practices  Ã¢â‚¬ ¢ increasingly global and geographically dispersed operations †¢ customers seeking firms who leverage knowledge to meet their needs †¢ the rise of knowledge work and increased need for collaboration †¢ the need for increased responsiveness and shorter cycle times. What exactly is knowledge management? Like the fable of the blind men and the elephant, what knowledge management means to people depends on which part they are touching. For many, knowledge management is simply a more contemporary label for what they have already been doing under the rubric of information management, total quality management, training, the learning organization, electronic libraries, and so on. Adding further confusion is that some cast the knowledge management net more widely than others. Karl Erik Sveiby, an early advocate of knowledge management, views it as the art of creating value from an organizations intangible assets. For others, knowledge management is confined to the management of the codified, formalized, explicit forms of knowledge such as repositories of lessons learned, documents, databases, and company yellow pages, rather than all intangible assets. In their book Creating the Knowledge-Based Business, David Skyrme and Debra Amidon define knowledge management as the explicit and systematic management of vital knowledge and its associated processes of creating, gathering, organizing, diffusion, use, and exploitation. Perhaps the best way to understand knowledge management is to take a closer look at some examples of what companies actually do when they make knowledge management a priority. In a now classic study, Tom Davenport, along with Mike Beers and Dave DeLong, of Ernst Young found that knowledge management initiatives tend to fall into one of several categories, including †¢ creating and storing knowledge in repositories †¢ measuring the financial value of knowledge †¢ facilitating the transfer of knowledge †¢ creating a knowledge-sharing environment. The most common initiativebuilding knowledge repositoriesis intended to take some form of knowledge that has been extracted from peoples heads and store it in an information system for later access. For example, Hewlett Packard and Sequent Computer both have systems that store sales-oriented documentswhite papers, presentations, marketing collateralfor access by  their field salesforces in selling computers. Other knowledge repositories are less structured, consisting of the insights and observations of employees, sometimes called discussion databases or lessons-learned systems. Some repositories do not hold the knowledge itself, but point to those who have knowledge. Hewlett Packard, for instance, has expert repositories for researchers in its HP Laboratories and Corporate Education groups. A number of firms have undertaken initiatives to measure and manage the economic value of their knowledge. Two of the most widely known firms that have focused on value are Skandia and Dow Chemical. Skandia, the Swedish insurance company whose focus on intellectual capital is perhaps the most widely known, primarily addresses the measurement of value. Dow focuses more on the management of value by harvesting little-used patent and license assets. Many firms have knowledge transfer, the third type of initiative, as their primary objectiveeither through technology or human means. BP Exploration has built a desktop videoconferencing system to enable workers at remote exploration sites to exchange their knowledge with each other. UNISYS relies upon virtual team rooms to allow members of a particular project team to share files and communicate on a regular basis. Yet, other initiatives do not address any specific knowledge domain, but rather try to improve the overall knowledge environment by fostering an appreciation for knowledge and a culture of sharing. These projects may focus specifically on the reward systems for evaluating knowledge generation, sharing, or use. Given the fact that much of the interest in knowledge management has come about because of advances in information technology, it should come as no surprise that most of the initiatives falling into the just-described categories are centered around the introduction or use of information technology. A survey by the Ernst Young Center for Business Innovation found, for instance, that technology-centered efforts dominated the specific knowledge management projects of the 431 U.S. and European organizations that participated (see the table). The same survey found that information technology (IT) departments were twice as likely to lead knowledge management projects as any other pa rt of the organization. Knowledge management roles. Companies going down the knowledge management road, even after just a few timid steps, find that it wont happen on its own. Sure, knowledge has been gathered and shared as long as people have been able to communicate, but leveraging knowledge for business success requires that someone have explicit responsibility for making sure it happens and happens well. Hence the rise of the chief knowledge officer (CKO), director of intellectual capital, and chief learning officer (CLO). Though responsibilities may vary from firm to firm, this new executive-level position is typically charged with organizing, capturing, and distributing the organizations knowledge. Some of the most widely known people with titles such as these include CLO Steve Kerr of General Electric (GE), CKOs John Peetz of Ernst Young and Judith Rosenblum of Coca-Cola, and Leif Edvinsson, director of intellectual capital for Skandia. One estimate suggests there may be more than 250 firms in the United States with positions such as these. However, the jury is still out on the value of CKOs, CLOs, and the like. Though slightly more than half of the participants in Ernst Youngs survey said that a CKO could be valuable for their organization, only about 28 percent said that establishing new knowledge roles would make sense for their organization. Regardless of whether knowledge management is given a seat of its own in the boardroom, large firms especially discover quickly a need for a host of knowledge managers. The knowledge management roles for managing Pricewaterhouse Cooperss intranet KnowledgeCurve and its 150 Lotus Notes servers in the United States is an excellent example. More than 100 people in the firms knowledge management organization report to Ellen Knapp, its CKO. This number does not include the owner, moderator, and administrator of each discussion group or her power user council of more than 200 KnowledgeCurve champions in PricewaterhouseCoopers. These positions are critical for capturing the best knowledge in the organization, ensuring the quality of knowledge, and supporting the smooth operation of the entire system. No one said it would be easy No matter what knowledge management projects organizations undertake or how they support them, we already know that road is paved with obstacles and  fraught with complexity. Ernst Youngs survey reveals that the top four difficulties most organizations are likely to face fall into the areas of culture, measurement, quality, and money (see the table below). Overcoming technological limitations, by contrast, came in nearly last (15 percent). Larry Prusak of the IBM Consulting Group warns, When it comes to successfully managing knowledge, culture trumps all other factors. Some organizations are fortunate to have had a knowledge-sharing culture before beginning to formalize their knowledge management. These firms, typically high-tech or knowledge-driven organizations, according to Davenport and Prusak in their book Working Knowledge, have the advantage that they already attract and hire employees who sought and applied knowledge while in school. Other organizations, however, must cultivate such a culture by providing an  environment that encourages and rewards the sharing and use of knowledge. People must be given the time and opportunity to share and then be reassured that their contributions will be recognized. Perhaps the most critical condition for overcoming a culture in which knowledge is seen as power is senior management support for knowledge management. Robert Buckman, CEO of Buckman Laboratories, puts it moresuccinctly: Frankly, I do not think you can have a successful knowledge project without that proactive entrepreneurial support from the top. Other firms find success by building their knowledge management efforts off of groups or parts of the organization that already share knowledge. Is knowledge management a passing fad? Today, it does seem that there is more talk than action. Thomas Stewart, the Fortune magazine writer who first called the business worlds attention to the importance of peoples brainpower, warns that knowledge management has the potential for becoming a fad solely because of the money to be made from the information technology tools that frequently support it. But the forces behind its emergence are real and fundamental, and likely to continue. One thing is certain: Managing knowledge is not a well-defined process. There are many questions that remain unanswered. What knowledge should you keep and what should you toss away? How do you capture the knowledge of chance hallway conversations? How do you avoid the perception that having the latest, best hardware or software equates to managing knowledge? How do you make tacit knowledge explicit? On the other hand, the potential benefits are enormous. Those firms who answer those questions will benefit from knowledge management by †¢ increasing the amount of learning that takes place †¢ making work less frustrating and onerous †¢ making the promise of the learning organization a reality †¢ creating knowledge, insight, and understanding that can help people in their lives outside of work. All of which will be essential to competing in the knowledge era. Learning and employee communications The business imperative to accelerate organizational learning has created new functions within organizations to speed up the process of creating, capturing, and disseminating information and knowledge. The same forces that are creating a focus on knowledge management are causing firms to combine their learning and communications strategies. As training moves to learning, more and more organizations are looking to foster a learning environment to piggyback on training or to create an architecture in which learning, both formal and informal, is ongoing and consistent. As a relatively young company, Qualcomm (founded in 1985), a San Diego-based wireless communications company, did not have an internal communications department. So when the director of the learning department, Tamar Elkeles, decided she needed to better communicate Qualcomms learning and training initiatives to employees, she created a subdepartment within the learning department, called employee communications. Different from corporate communications, which is located at the headquarters facility and focuses on external public  relations, employee communications informs employees about more than just training events; this group has assumed responsibility for communicating the companys training and learning philosophy, as well as its culture and values. The use of the companys intranet Website for information exchange, as well as for more formal distance learning, has been an essential tool in Qualcomms employee communications efforts. Employee communications has been a part of Silicon Graphicss learning and development department for some time. Drew Banks, manager of integrated performance support at SGI, believes that intranet-based distribution of information was the catalyst that made combining learning and development with employee communications work. But he thinks that the underpinning philosophy that drives it is the view that organizational communication and learning are both on t he same continuum. Lars Thykier, director of training at Scandinavian Airlines System, agrees: The border between training/learning and internal communications is increasingly difficult to draw. And, he continues, There is increasing awareness that internal communications are also learning activities, meaning that there is a need for closer ties between the two strategies. If a corporate learning department is set up for broad-based corporate learning (not just skill-based training), says Banks, then this combination can make sense. In fact, he says, it is one of the four logical placements of an employee communications department (as shown in table). The placement of employee communications within an organization should depend on which goal is more difficult to achieve without an organizational linkage. For example, in a command-and-control culture, the first option in the table is best. Additionally, says Banks, any one of these goals could be more critical than the others depending on where the comp any is in its life cycle. This would mean that the organizational placement of employee communications could change over time. The increasing overlap of learning and employee communications within organizations originates from the need of an organization to link its functional silos, says Michele Miller, director of knowledge, strategy, and facilitation at Arthur Andersen. Much like the trend toward combining learning and performance consulting, organizations are melding learning and internal employee communications. Although many organizations have recognized this need, says Miller, they are taking different approaches to address it. Some organizations, for instance, have  located the employee communications department under the training department umbrella. Other organizations, like Arthur Andersen, are looking at creating stronger partnerships with broad-based groups that may have organizational responsibility for the knowledge and communications areas. This has resulted from the blurring of distinctions among communications, knowledge, and learning and from the increased importance of a holistic approach to address their different dimensions. The desire to move learning from discrete interventions to a complete learning environment appears to be pushing the integration of the learning and employee communications departments. Knowledge management, formal and informal learning, performance improvement, and intellectual capital enhancement appear to form the basis for this push, as well as a desire to help employees better understand their organizations vision, mission, culture, and values. No longer content to work within the constraints of functional silos, learning directors have begun to take a more systemic view of informing and developing employees through the creation of their own, or integration with existing, employee communications departments.

Measurement of Free

Measurement of Free-Fall Acceleration Essay Introduction Galileo Galilei (1564-1642), the man first accredited with the correct notion of free-fall with uniform acceleration, stated that if one were to remove entirely the resistance of the medium, all materials would descend with equal speed. Today, this statement holds true for all objects in free-fall near the Earths surface. The purpose of this experiment is to verify Galileos assertion that acceleration is constant. In addition, the magnitude of acceleration will be calculated. Theory By definition, acceleration is the rate of change of velocity with respect to time. Instantaneous acceleration is the derivative of velocity with respect to time. a(t) = dv / dt. Average acceleration is the change in velocity during a time interval, Dt, divided by the length of that interval, aave = Dv / Dt. In this experiment, average acceleration of gravity will be determined by measuring the change in position of a falling object at regularly timed intervals. With this, average velocities for these intervals will be calculated. A graph of the average velocities versus time should give a straight line whose slope is the acceleration of gravity (g). Apparatus To determine the acceleration of gravity the Behr apparatus will be used. The device consists of two vertical conducting wires, a thin strip of paper held  between them, and a metal-girdled weight designed to fall between the wires along the length of the paper strip. A spark timer transmits a high voltage electric pulse to the wires approximately 60 times a second. Every time a pulse is transmitted, two main sparks flow through the system. One spark passes from one wire to the metal girdle around the weight. The second spark causes a small burn in the paper, marking the location of the weight at that instant. Procedure Turn on the electromagnetic power supply and suspend the weight from the end of it. Confirm that the weight falls smoothly into the cup at the base of the apparatus when the electromagnet switch is turned off. Run this test run about three or four times before you continue. Next, draw a fresh strip of paper from the base of the device and clamp it in place. Turn on the electromagnet, and suspend the weight at the end of the magnet. Hold down the spark switch, and then immediately turn off the eleectromagnet power supply. The weight should fall down to the base of the apparatus, causing sparks to pass between the two wires and itself. Turn off the power to the spark timer and inspect the paper strip. A series of burns should be visible along the length of the paper. Remove the paper strip from the apparatus and immediately mark the spots with a pen or pencil to see them more clearly. Data and Results The following table shows the data calculated for the experiment. The spots found on the paper strip are shown as (n). The distance of the metal girdle along the strip is denoted by (x). Velocity is (v) and acceleration is (a). The estimated time (Dt) for this test was 60.2  ± 0.7s-1. Calculations of distance, velocity, and acceleration of metal girdle. n x n (cm) xn+1 x n (cm) xn+1 x n / Dt = v n (cm/s) vn+1 v n (cm/s) vn+1 v n / Dt = a (cm/s2) 1 0.00 2 0.70 0.70  ± .02 42.1  ± 2 3 1.43 0.73  ± .04 43.9  ± 3 1.8  ± 5 108  ± 302 4 2.43 1.00  ± .04 60.2  ± 3 16.3  ± 6 981  ± 373 5 3.72 1.29  ± .04 77.7  ± 3 17.5  ± 6 1054  ± 373 6 5.27 1.55  ± .04 93.3  ± 3 15.6  ± 6 939  ± 372 7 7.07 1.80  ± .04 108.4  ± 4 15.1  ± 7 909  ± 432 8 9.16 2.09  ± .04 125.8  ± 4 17.4  ± 8 1047  ± 494 9 11.5 2.32  ± .04 139.7  ± 4 13.9  ± 8 837  ± 491 10 14.1 2.61  ± .04 157.1  ± 4 17.4  ± 8 1047  ± 494 11 17.0 2.90  ± .04 174.6  ± 4 17.5  ± 8 1054  ± 494 12 20.1 3.15  ± .04 189.6  ± 5 15.0  ± 9 903  ± 552 13 23.6 3.45  ± .04 207.7  ± 5 18.1  ± 10 1090  ± 615 14 27.2 3.65  ± .04 219.7  ± 5 12.0  ± 10 722  ± 610 15 31.2 3.98  ± .04 239.6  ± 5 19.9  ± 10 1198  ± 616 16 35.4 4.20  ± .04 252.8  ± 5 13.2  ± 10 795  ± 611 17 39.9 4.52  ± .04 272.1  ± 6 19.3  ± 11 1162  ± 676 18 44.7 4.72  ± .04 284.1  ± 6 12.0  ± 12 722  ± 731 19 49.7 5.00  ± .04 301.0  ± 6 16.9  ± 12 1017  ± 734 20 55.0 5.33  ± .04 320.9  ± 6 19.9  ± 12 1198  ± 736 21 60.6 5.60  ± .04 337.1  ± 6 16.2  ± 12 975  ± 734 22 66.5 5.87  ± .04 353.4  ± 7 16.3  ± 13 981  ± 794 23 72.5 6.07  ± .04 365.4  ± 7 12.0  ± 14 722  ± 851 24 78.9 6.35  ± .04 382.3  ± 7 16.9  ± 14 1017  ± 855 25 85.8 6.68  ± .04 402.1  ± 7 19.8  ± 14 1192  ± 857 26 92.7 6.93  ± .04 417.2  ± 7 15.1  ± 14 909  ± 853 27 99.9 7.15  ± .04 430.4  ± 7 13.2  ± 14 795  ± 852 28 107.4 7.46  ± .04 449.1  ± 8 18.7  ± 15 1126  ± 916 29 115.0 7.74  ± .04 465.9  ± 8 16.8  ± 16 1011  ± 975 30 123.1 8.01  ± .04 482.2  ± 8 16.3  ± 16 981  ± 975 31 131.1 8.20  ± .04 493.6  ± 8 11.4  ± 16 686  ± 971 32 139.9 8.55  ± .04 515.0  ± 8 21.4  ± 16 1288  ± 978 33 148.7 8.80  ± .04 530.0  ± 9 15.0  ± 18 903  ± 1034 aAVE = 9.47  ± .69 m/s2 s = 9.47  ± .78 m/s2 slope (m) of graph = 8.9 Conclusions The average value of acceleration for each time interval is closer to the desired value of 9.8 m/s2 than the calculated slope of the velocity-time graph. The average of uncertainties for the calculated accelerations is a better as choice of uncertainty because it provides a narrower field of uncertainty than does standard deviation. In conclusion, the calculated value of 9.47  ± .69 m/s2 for acceleration is acceptable.

Contrast Of Roy And Orems Nursing Theory Nursing Essay

Contrast Of Roy And Orems Nursing Theory Nursing Essay Nursing is an evolving discipline in the development of science i.e. theory and research and in professional practice. We have a rich history of thought from Florence Nightingale to the recent nurse researchers, theorists and clinicians. Moreover, nursing professional practice includes integration of knowledge from the broad conceptualizations of models to the level of practice theory. The nursing theoretical frameworks serve in powerful ways as guides for articulating, reporting, recording nursing thought and action. Nurses must know what they are doing, why they are doing, what may be the range of outcomes of nursing, and indicators for measuring nursing impact (Parker, 2001). The aim of this paper is to study, compare and contrast two nursing models given by two nursing theorists who have made major contributions in the field of nursing practice. These models are; Roy adaptation model and Orems Self-care model. Introduction to the theorists, Sister Callista Roy and Dorothea E. Orem Sister Callista Roy received a bachelors degree in nursing in 1963 from Mount Saint Marys College as masters degree in pediatric nursing in 1966, a masters degree in sociology in 1975 and a doctorate degree in sociology in 1977, all from the University of California, Los Angeles. Roy first proposed her model while studying for her masters degree, where she was challenged by Dorothy Johnson to develop conceptual models of nursing. Therefore, the development of the adaptation model for nursing has been influenced by Roys personal and professional background. She had her experience as a pediatric staff nurse where she mainly noticed the children and their ability to adapt in response to major physical and psychological changes. Dorothea E. Orem was born in Baltimore, Maryland. She received her diploma in nursing from Providence Hospital School of Nursing in Washington, DC, baccalaureate in nursing from Catholic University in 1939 and masters degree in 1945 from the same university. She decided to develop her theory after she and her colleagues were given an assignment to produce a nursing curricula for practical nursing for the department of Health, Education and Welfare in Washington, DC. Between 1971 and the 1995 editions, there have been some changes in Orems theory, notably in the concept of an individual and the idea of the nursing system. Orem delineates three theories; self-care, self-care deficit, and nursing system. Focus of Roys and Orems Model Roys model was initially developed for education; however, it continued to work in research and practice settings. Roys model focuses on the concept of adaptation of man. Her concepts of nursing, person, health and environment are all interrelated to this central concept. According to her model, the person receives inputs or stimuli from both the environment and the self. Adaptation occurs when the person responds positively to environmental changes. This adaptive response promotes the integrity of the person which leads to health. Ineffective responses to stimuli lead to disruption of the integrity of the person. Self-care model was given by Dorothea Elizabeth Orem in 1970. The focus of the model is self-care, self-care agency, self-care demand, self-care deficit, nursing agency and nursing system. Self-care is a requirement of every person, man, woman and child. Self-care is viewed as function and the capability of an individual which means that the things an individual can do and able to do. When self-care is not maintained, illness, disease or death will occur. Self-care requisites result in the regulation of structural and functional integrity and human development. There are three categories of self-care requisites; universal, developmental and health deviation self-care requisites. According to Orem, there are various basic conditioning factors (age, gender, developmental state, health state and health care system, sociocultural orientation, and family system, patterns of living, environment and available resources) that can influence the categories of self-care requisites. The essence of Orems model is entirely the nurse-patient relationship. Metaparadigm of both the Models The Person: Roy described the person in terms of system and adaptation, a biopsychosocial being in constant interaction with a changing environment. She defines person as a recipient of nursing care, as a living complex, adaptive system with internal processes (the cognator and regulator) acting to maintain adaptation in the four adaptive modes: physiological (biologic), self-concept (psychological), role function and interdependence (social). The cognator controls processes related to perception, learning, judgment, and emotion i.e. psychological adjustments. The regulator functions primarily through the use of the autonomic nervous system in making physiologic adjustments. On the other hand, Orem expressed that the individual person is the primary focus in the model. People are basically rational beings who assess situations, reflect and understand them. Based on this person as agent or having agency that chooses to perform specific actions and goal directed. Moreover, in comparison to Roys model, she also indicated that empowering person helps to cope with the causes and effects which ultimately progress to the positive adaptation of an individual. Nursing: Roys goal of nursing is to help individual adapt to changes in his psychological needs, self-concept, role function and interdependent relations during health and illness. Nursing fills a unique role as a facilitator of adaptation by assessing behavior in each of these four adaptive modes and intervening by managing the influencing stimuli (George, 1995). Similarly, Orem defines nursing as a human service and facilitates that nursing special concern is a persons physiological needs for the provision and management of self-care action on a continuous basis in order to sustain life and health. However, the goal of nursing in both the theories is to overcome the patients limitation whether it is psychological or physiological needs. Health: According to Roy and Andrews (1999) health is a state and process of being and becoming an integrated and whole person. Likewise Orem (1985) sees health as an ideal when living things are structurally and functionally whole. Health can be viewed as a human adaptive system within a changing environment. Lack of integration represents lack of health. Adaptation is a process of promoting this integration i.e. maintaining physiological, psychological and social integrity. Similarly, according to Horsburgh (1999), Orem views health state as the basic conditioning factor also comprises on physiological, psychological and social imbalances most likely to influence adult self-care abilities and behaviors. Environment: According to Roy (1999), environment is all the conditions, circumstances that influences surrounding and affect the development and behavior of persons or groups. Environment is the input into the person as an adaptive system involving both internal and external factors. Any environmental change demands increasing energy to adapt to the situation. Factors in the environment that affect the person are categorized as focal, contextual and residual stimuli. Focal stimulus mostly confronts the person that precipitates the behavior. Contextual stimuli are all other stimuli present that contribute to the behavior caused or precipitated by the focal stimuli. Residual stimuli are factors that may be affecting behavior but whose affects are not validated. Orem acknowledges self-care requisites to have their origins in human beings and the environmental factors, elements, conditions, etc. Environmental factors influences health care abilities of a person and are shaped within a persons sociocultural context. Furthermore, she proposed the similar concept of Roys theory that man and environment interact as self-care system. If the system of man and environment gets change, the adaptation of self-care system will be affected. Compare Contrast of both the Models with Literature Support Identification of the underlying assumptions is necessary to internal and external evaluation of the theory which deals with logic, consistency and congruence with the practical world (Barnum, 1998). The concept of person, health, nursing and environment are well defined however there are some similarities and differences among the two models. Firstly, Roys model focuses mainly on psychological aspects of a person. She discusses about the adaptation of a man and stresses on ways of adaptation and coping mechanisms whereas Orems model focuses greatly on physiological and sociological aspects of a person and lacks psychological aspects. She talks about individualism, autonomy, self-directed and self-reliance. Moustafa (1999) also noted that Orems theory is generally accorded to the physiological and sociological wellbeing of the person, undermining the importance of mental health. For e.g., a person who is a paranoid schizophrenic will not admit that he needs help regarding his self-ca re demands and without acceptance of the self-care deficit, it will be difficult to care for the person using Orems theory concepts. Secondly, according to Roy (1999) environment is internal and external stimuli and the person receives inputs from the external and internal environments. In her earlier writing (1981) that environment is different from internal stimuli and now she viewed internal stimuli is a part of environment. However, the question arises if internal stimuli are a part of environment than how it is different from the persons adaptation level? Moreover, Roys model of nursing management specify that the manipulation of the stimuli is different from the manipulation of people however the question still remains the same can internal stimuli be manipulated without manipulating the person? It seems that the relationships of adaptation to person, health and nursing are clear however the person-environment interaction is less clear. In contrast, Orem simply proposed that the change in person-environment system will ultimately change the entire self-care system. Both the models highlight similar factors b ut the objective of both the theorists differ as in case of Orem, it is self-care whereas Roy as adaptation. Nevertheless, both the models can be interrelated as for e.g., in order to perform self-care successfully, a person needs to adapt to the internal and external stimuli or the environment. The person needs to be stress free and comfortable both physically and psychologically. Both adaptation and self-care is a behavior of a person that are influenced by various factors such as culture, personality, socioeconomic status, education, age, gender and available resources etc. Thirdly, both of these models primarily focus on individualism. None of them takes the viewpoint of family, society, or a community as a whole. However, with certain modification, the models are seen empirically tested on various age groups such as among students community, elderly, various disease specific groups etc. Roy sees person as a living complex, adaptive system acting to maintain adaptation in four adaptive models (physiological needs, self-concept, role function and interdependence) whereas according to Orem, person as rational beings who has mastery over their destiny. In other words, the individual as a person is independent to choose and select whatever they want. It is normal for the person who wants to attain optimum levels of self-care. However, this is not true at all the time; a person looking for a secondary gain from the illness may not give importance to his/her wellness. Regarding health, both of them believe that health is a state and a process for becoming an integrated and whole person. However, these models lack the spiritual and existentialist aspects of a person. These models describe nurse as a facilitator. The aim of the nurse in Roys model is to help man adapt to changes brought about during the health illness continuum whereas according to Orems model, nurse facilitates the self-care abilities of a person which is more towards the physiological needs of a person. Lastly, Orems model is somehow culturally biased. In scientifically advance culture, people believe that sickness is because of natural reason. However, some cultures believe on traditional and folk premises. Therefore, these perceptions are still failing to recognize the variety of health related cultural belief and practices. Orems theory does not explain the traditional and folk health believes even she called a scientifically advanced culture (Orem, 1991). On the contrary, Roys model talks about the persons relationship with the world and God on philosophical premises. Persons use human creative abilities of awareness, enlightenment and faith. In my judgment I feel that as an external stimuli or factor, cultural and religious believes can hinder in adaptation process. Furthermore, both the theories are very complex and have broad concepts for the practical implication. Roys model is difficult to categorize the behaviors of the person in the four adaptive modes (George, 1995). In addition, there is an overlapping of concepts definitions. Similarly, Orems self-care model is used with numerous configurations; this multitude of terms such as self-care agency, self-care demand, self-care deficit, requisites can be very confusing to the reader. Abdul (2002) also noted that Orems work is easy to explain but difficult to differentiate among numerous terminologies and hypothesis. The holistic approach of these models helps prevent putting too much emphasis on aspects of illness and allows for the inclusion of health promotion. In addition, they are easy to apply as a family center model. Both have been found very useful in inpatient and outpatient settings as well as in work settings and in the community. However, it is difficult to apply Roys model in int ensive care units where situations change rapidly (George, 1995). Moreover, the clinical research generating from these theories have health promotion application also. Nursing, when define in terms of focus ( for knowledge and practice), is a specialized health service necessitated by an adults inability to maintain the amount and quality of self-care i.e. therapeutic in sustaining life and health , even in recovering from disease or injury, or in coping with their effects through adaptation. Application of models in clinical Practice Conclusion Roys ad Orems model have greatly influenced nursing profession. The integration of both the models is not only applicable in clinical practice but also in nursing education, administration and research. These models guide nurses to use observations and interviewing skills in doing an individualized assessment of each person. It is a useful guide in nursing assessment and formulating nursing diagnosis. Therefore, apparently both the models are valuable in nursing clinical practice. Alligood and Marriner-Tomey (2002) state that conceptual or theoretical models of nurse practice are significant to the field, providing the profession with a guide to patient care and with a general frame of reference that connects the structural environment to the patterns of behavior and relationships within the organization. Nurses have a unique role to promote health in majority of the setting by utilizing these theory in acute healthcare settings, community settings, rehabilitation nursing, palliative care, in learning disability nursing etc. The goal of both the theories is giving assistance adapted to specific human needs and limitations. I suggest that the concept development of different models and analysis will contribute to further identification of functional theories in nursing. Thus, we need to continue our efforts to develop diverse types of theories and consider the advancement of the nursing discipline.

international relations :: essays research papers

By Rishana Balkisson Mark Simpson looks at the evolution of international relations as a study and the methods that scholars have over the decades used to study I.R. Judging from this analysis, do International Relations have any relevance in the 21st century? Justify your answer. We are now living in the 21st century, our world has been through two major world wars and we are still fighting many wars and battles. It has been found that many countries come together as a team and then end their relationships with blood in their hands. Presidents from all round the glob come together to celebrate or to negotiate deals. We also have the United Nations, which is an international power which is made up of the different nations to help the countries that need help. International trade takes place between all the different countries so that we receive the benefits that other countries offer. International relations is said to be the back bone of the news that occurs all around the globe. Everyday when we watch the news on the television we find that they have local and international news why is this? Why it is so important to us to learn what is going on in other countries? Well during world war one there was a birth of the League of Nations. It was here that we found the very first time countries coming together to help their neighbours. This is the real birth of international relations; it was found here that different countries helped them with food supply, ammunition and soldiers. In world war two the growth of realism took place, this dominated the international relations. What is realism? â€Å"Realism is grounded in an emphasis on power politics and pursuit of national interests† according to international relations from a realism point of view politics internationally was anarchic, it is when a state or country acts in order to benefit for its own interests and not the rest of the world. Then you get pluralism definition which is where there is a diffusion of power only among a few countries. This took place during 60s and 70s. If you look at today the 21st century we find that we still need the support of other countries. Take a look at the 9/11 saga when the bombings in America took place. America needed help even though they had a lot of power and many countries agreed to help them.

Anthropology Essays – Australopithecines and Homos

Australopithecines and HomosSection 1 4. ( a & A ; B ) At Olduvai Gorge, East Africa, severalaustralopithecinesandgay, such asAustralopithecus Boisei( sometimesParanthropus Boisei) andHomosexual Habilis( big ) may hold coexisted ( Leakey 1994, 24-27, 29 ) .Australopithecus Boiseiis distinguished by outstanding sagittal crests on the top and dorsum of the skull and a long, wide and rather level ‘dished’ face with big grinders ( Wood 1992, 236 ) .Homosexual Habilis( big ) besides has a big level face with a little forehead ridge, though without the broad, dished’ visual aspect and crests ofAustralopithecus Boisei( Stringer 1992, 242 & A ; 251 ) . It besides had a robust jaw and big narrow grinders. The robust jaws and big grinders of bothAustralopithecus BoiseiandHomosexual Habilissuggest that the diets of both were chiefly vegetable. It is possible that earlyHomosexual Habilis, a tool shaper, besides hunted or scavenged for meat. Cut Markss from tools found on carnal castanetss from Olduvai show that meat was being cut from the bone bygayaround 1.8 million old ages ago ( Potts 1992, 331 ) . However, the tools from the earlier Oldowan industry can non steadfastly be associated with either genus Australopithecus orgay, though Leakey favours the latter because of the ulterior association ( 1994, 41 ) . Stanford cautions that we remember that even one species may expose a assortment of behaviors ( 2001, 25 ) . 5. ( a, B & A ; degree Celsiuss ) The earliest illustrations of Acheulean engineering day of the month to 1.5/4 million old ages ago and are associated withHomo ErectusLeakey 1994, 93 ; Gowlett 1992b, 353 ) . The handaxe ( or biface ) is associated with the development of a long axis linked to a ‘walnut’ form and illustrations may be symmetrical through a different planes and subdivisions ( Gowlett 1992a, 343 ) . Apart from usage as the eponymic handaxe, Acheulean tools were used as choppers and choices – some twelve implements have been identified ( Gowlett 1992b, 354 ; Leakey 1994, 93 ) . In eastern and south Asia discoveries ofHomo Erectushold non yielded Acheulean tools, perchance due to the presence of splintered bamboo rendering rock engineering redundant ( Gowlett 1992b, 351 ) . Besides, we might anticipate variableness in behavior over a broad, or even rather narrow, geographic country ( Stanford 2001, 25 ) . 6. ( a, B & A ; degree Celsiuss ) The Clovis people could hold reached America, possibly via a land span, as portion of a series of three migrations or motions of population from northern Asia, suggested by a assortment of grounds from linguistics, tooth analysis and genetic sciences ( Renfrew & A ; Bahn 1996, 438 ) . Dates for the motions are debatable and vary from up to 42,000-21,000 old ages ago for the earliest, 20,000 old ages ago for the 2nd and 16,000-5000 old ages ago for the last pre-Columbian motion. Martin had suggested they were the first civilization to come in the Americas ( 1973 ) . Evidence from sites such as Murray Springs, Arizona, reveal Clovis civilization artifacts association with macrofauna that subsequently became nonextant ( Haynes 1984 ) . A assortment of tools characterise the Clovis civilization, in peculiar bifacially worked and fluted missile points ( Gowlett 1992b, 359 ) . Such tools are characteristically those of huntsmans. Section 2 7. ( a, B & A ; degree Celsiuss ) Table 1. Showing Relative day of the months, encephalon sizes and encephalon construction of assorted species of hominid and hominoid ( after Deacon 1992, 116-7 ; Stringer 1992, 251 ; Wood 1992, 236 ) .SpeciessDates ( approximative old ages ago )Brain size ( cm3 )Brain constructionProconsul23-15 millionN/AN/AAustralopithecus Afarensis4-2.5 million400-500Broca’s country non presentHomosexual Habilis ( big )2.4-1.6 million600-800Broca’s country nowadaysHomo Erectus1.8-0.3 million750-1250Broca’s country nowadaysHomosexual Sapiens Neanderthalensis150,000-30,0001200-1750Broca’s country nowadaysHomosexual Sapiens ( early modern )130,000-60,0001200-1700Broca’s country nowadaysChimpanzeePresent400Area homologous to Broca’s countryTable 1 shows that early hominoids such asAustralopithecus Afarensishad comparable and somewhat larger encephalons than modern Pan troglodytess ( 400-500cm3 ) , although Broca’s linguistic communication country seems non to hold been present. Broca’s country was present in the larger encephalons ( 600-800cm3 ) ofHomosexual Habilis( big ) and in subsequentlygayspecies up to and includingmodern Homo Sapiens Sapiens. The encephalon size ofgayspecies has increased over clip, top outing at thatof Homo Sapiens Neanderthalensisat 1200-1750cm3, similar to that ofHomosexual Sapiens Sapienswith a scope of 1200-1700cm3. From the informations tabled above, it is non possible to reason that encephalization was a cardinal event in human development although worlds are without uncertainty the most encephalized species on Earth with a encephalon three times bigger than that of a similar sized ape ( Deacon 1992, 116 ; Curtis et Al 2001, 167 ) . The relationship between intelligence and encephalon size is non simple and the presence of Broca’s country does non turn out linguistic communication usage. Chimpanzees are sociable, learn and Teach, usage tools and show complex behavior, even capable of being trained in sign-language yet their encephalons are relatively little. Worlds besides display great assortment in their behavior and it is non ever clear that they are better adapted to life than less encephalized species, which calls into inquiry the nature and cogency of such comparings. Besides really important are the recent finds on Flores, which suggest that a tool and fire utilizinggayspecies we ighing merely 55 lbs and with a encephalon three times smaller than modern worlds evolved fromHomo Erectus( Morwood et al. 2005 ) . Section 3 8. ( a, B, degree Celsius & A ; vitamin D ) Multiregionalists, such as Wolpoff and Thorne have observed continuity, despite spreads, fromHomo Erectusin Java to modern Aboriginal Australians ( Curtis et al. 2001, 198 ) . The SangiranHomo Erectuswas dated at 700,000 old ages old, the skulls from Ngandong to between 400,000-100,000 old ages old and the Australian Mungo people to 24,000 old ages old. Wolpoff and Thorne have observed anatomical continuity in the cranial characteristics, known as the ‘mark of ancient Java’ . The NgandongHomo Erectusbraincases have been redated from 400,000-100,000 to 50,000-30,000 old ages old by negatron spin resonance ( ESR ) dating and uranium series dating ( U-series dating ) ( Curtis et al. 2001, 221 ) . Dates achieved by gamma beam dating have non been published. The Mungo remains have been diversely dated, originally at 24,000 old ages old so to about 62,000 in 1999, and most late utilizing optically exciting luminescence, both the Mungo Lady and Man were redated once more to 40,000 old ages old ( Bowler et al. 2003 ) . The new day of the months for the Ngandong braincase and the Mungo people, if right, suggest thatHomosexual SapiensandHomo Erectuscoexisted in south east Asia. While ab initio an uncomfortable decision for many, the assorted dating techniques do look to confirm one another, and recent discoveries ofHomo Floresiensismay supply further cogent evidence of diverseness. The redating of the Mungo people has led to the proposal that modernHomosexual Sapiensdispersed eastward from Africa, before come ining Europe, therefore retaining the ‘Out of Africa’ place ( Gore 2000, 97 ) . Thorne, commented that the redating had no impact on multiregionalism, Wolpoff adding that from 2 million old ages ago there was merely one human species ( Curtis et al. 2001, 229 ) . Whatever theoretical attack one has to dispersal, it seems indispensable to recognize the diverseness and coexistence of communities ofHomosexual. Mentions Bowler, J.M. , Johnston, H. , Olley, J. Prescott, J. Roberts, R. Shawcross, W. and Spooner, N. 2003. New ages for human business and climatic alteration at Lake Mungo, Australia.Nature421 ( February ) 837-40.Curtis, G.H. , Swisher III, C.C. and Lewin, R. 2001.Java Man. London: Little, Brown & A ; Co.Deacon, T.W. 1992. The human encephalon. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press, 115-123.Gore, R. 2000. Peoples Like Us.National GeographicVol.198/1 ( July ) , 90-117.Gowlett, J.A.J. 1992a. Early human mental abilities. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press, 341-345.Gowlett, J.A.J. 1992b. Tools – the Palaeolithic record. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press, 350-360.Haynes, C.V. 1984. Stratigraphy and Late Pleistocene Extinction in the United States . In Martin, P.S. and Klein, R.G. ( eds. ) . 1984.Quaternate Extinctions. Tucson: University of Arizona Press, 345-353.Jones, S. , Martin, R. and Pilbeam, D. ( explosive detection systems. ) 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press.Leakey, R. 1994.The Origin of Humankind. London: Weidenfeld & A ; Nicolson.Martin, P.S. 1973. The find of America.Science179, 969-74.Morwood, M. , Sutikna, T. and Roberts, R. 2005. World of the Small People.National GeographicVol.207/4 ( April ) , 2-15.Potts, R. 1992. The hominian manner of life. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press, 325-334.Renfrew, C. and Bahn, P. 1996.Archaeology, Theories, Methods and Practice. London: Thames & A ; Hudson.Stanford, C.B. 2001.The Hunting Apes. Princeton: Princeton University Press.Stringer, C.B. 1992. Development of australopithecines. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedi a of Human Evolution. Cambridge: Cambridge University Press, 241-254.Wood, B.A. 1992. Development of early worlds. In Jones et Al. ( eds. ) . 1992.The Cambridge Encyclopedia of Human Evolution. Cambridge: Cambridge University Press, 231-240.