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

Personality disorder - Essay Example The people share and contrast their personality traits with the fellow humans, and are indentified with the group or community the patterns of which they follow in their everyday life in behavior. For instance, people categorize the individuals into benevolent and rude, and generous and selfish etc. The authors view high self-esteem as an important personality trait, which not only reflects high confident level and superior self-assessment, but also is extremely essential for obtaining successes in life (406). However, boosting over one’s abilities or having exaggerated confidence level also demonstrates low self-esteem, where one looks to be concealing his weaknesses with the help of snobbish behavior and embellishment. Similarly, admiration and acknowledgement are the factors to accelerate self-esteem to a great extent (407). Craig & Baucum are of the view that self-conception and estimation appear in children after their first birthday, and the affects of the first images o f self-discovery are long-lasting ones, which seldom perish throughout one’s lifespan (2002:228). ... (1936) submits to state that personality is assumed and estimated in the light of few prominent and unique traits and features possessed by the individuals. Personality characteristics are the entities, which produce prejudice among the individuals towards certain mental states; they also cause mental states like beliefs and desires, which in turn cause behaviors (Rosati et al., 2001:4). It is therefore some individuals appear to be introvert in nature (Coon & Mitterer, 408), and keep their views and thinking to themselves, while many people are extrovert, and frequently give vent to their ideas and opinions in the presence of others. In addition, some of the theorists are of the opinion that the individuals are motivated by observing the performance of others, which not only urge them to demonstrate the same or superior performance, but also help out in boosting up of their morale and self-esteem subsequently (Schmitt et al. 2000:1599); consequently, here appears social learning the ory that argues that all human acts are the outcome of the individuals’ observation of social establishment in which they have been brought up and have obtained socialization process. Consequently, supporters of social learning theory refute the possibility of nature theories that man enters the world carrying some specific personality features and characteristics (Coon & Mitterer, 421-22). It was Bandura to postulate that human behavior could be learned at the cognitive level through observing other people’s actions (Rogers, 2001:4); hence, people enter this world with the mind like clean slate, and learns every act by observing and imitating the others. Crime is aptly stated as learned behavior, which reflects the techniques and methodology the criminals get acquainted with by

Case Study on Cultural Differences Essay Example for Free

Case Study on Cultural Differences Essay Cultural differences can pose problems for health care workers. In the case of Linda Gorman, she is faced with the decision to report a woman for child abuse, or chalk it up to cultural differences. The question shouldn’t be whether or not she should report Mrs. Saeto, but rather, are Mrs. Saeto’s actions really considered child abuse? The answer to this can get muddled in cultural beliefs. For Americans, her actions qualify as abusive because Mrs. Saeto is unnecessarily causing harm to baby Marie by burning her. To the Mien culture, this is merely an act of protecting the child and curing her from an ailment. It really depends on what viewpoint one looks at it from. In the Mien culture, practices like this burning ritual are commonplace. The Mien culture believes in spirits and rituals that can cure ailments. To some outside of the culture, these practices may seem barbaric, but to them, some of American practices may seem barbaric as well. For example, Linda mentions the differences between burning a child and causing a child pain by giving them a shot. Both cause the baby to cry, and to both cultures, both are considered to be helping the baby stay healthy. To anyone outside of the American culture, American medical practices can potentially seem just as barbaric as burning a baby. This is directly related to cultural relativity, or â€Å"the view that practices and behaviors can be judged only by the cultural standards of the culture in which those practices occur,† (Hachen, n. d. ). According to David Hachen, â€Å"rejecting cultural relativity implies that there are universal standards by which the practices in all cultures can be evaluated,† (Hachen, n. . ). If Linda assumes that Mrs. Saeto’s beliefs are barbaric and should be reported, she is practicing ethnocentrism, or â€Å"the view that one’s own culture is the superior culture and therefore its standards are the ‘universal’ ones that should be used to judge behaviors in all cultures,† (Hachen, n. d. ). Linda needs to decide whether her practices and beliefs are superior to Mrs. Saeto’s, and therefore the standard by which to compare Mrs. Saeto’s actions. Should Linda find Mrs. Saeto’s actions unacceptable in the American culture, how should she proceed? Should she report Mrs. Saeto for child abuse, or should she confront her in the hopes to change Mrs. Saeto’s opinions concerning Mien cultural cures and medical practices? If Linda decides to confront Mrs. Saeto, she should probably explain to her that in America, most people would consider her actions abusive to baby Marie and that she should probably not continue to â€Å"cure† her in this manner. This poses another ethical dilemma. By imparting this knowledge to Mrs. Saeto, Linda is, in a sense, assimilating Mrs.  Saeto to American culture. How far is too far? If Mrs. Saeto gives up this practice, and similar ones, in order to not seem abusive to her American peers, what else will she have to give up from her culture? Linda’s best options for handling the situation are to talk to Mrs. Saeto and try to explain the dilemma to her. She should convey that she understands the cultural differences, but that if another doctor who does not understand sees the burns, it may be misconstrued as child abuse. She shouldn’t threaten Mrs.  Saeto with reporting her, but should rather allow Mrs. Saeto to see both sides of the story, as Linda is seeing them. Hopefully, this will allow Mrs. Saeto to make an educated decision in her own time, regarding the practices. Neither side is right, nor wrong, in this case, however, Mrs. Saeto must be made aware of the potential danger she could face by continuing her Mien practices in America, where the wrong person may see and not understand and make a rash decision that could harm Mrs. Saeto’s family in the long run.

Theories for the Development of Expertise

Theories for the Development of Expertise The Nature or Nurture of Expertise Historically, expertise has been strongly correlated with inherent ability. Experts were thought to be â€Å"born† and required training only to reach their highest level of performance. This was based on ideas by Galton (1869 as cited by Macnamara et al (2014)), a geneticist, who noted that excellence in the arts and sciences tended to run within families. However, this theory alone is in contrary to what is observed in surgical training, where despite initially showing poor aptitude for practical skill, most novices will progress and become expert surgeons. Therefore, whilst innate ability is undoubtedly an important factor when carrying out a task, is it really necessary for the development of expertise? The current view, first suggested by behavioural psychologist Watson (1930), completely moves away from the need for innate ability, and suggests that experts are â€Å"made† through practice, determination and hard-work (as cited by Macnamara et al (2014)). This theory is supplemented by Ericsson et al (1993), who state that while amount of practice and experience play an important role in the development of expertise, quantity alone is insufficient, but rather quality in the form of sustained deliberate practice is more important in the development of expertise. Ericsson et al (1993) defined this as practising individual skills with the specific aim of improvement, and famously quoted that 10000 hours of deliberate practice (DP) was required to attain expertise, which they based on the estimated cumulative quantity that the best musicians engaged in over their careers. DP hence involves practising the skill at progressively more challenging levels, with feedback and reflection, in an attempt to master it. I am able to relate to this as a musician myself; I was taught never to practise by playing the same piece of music over and over again. Rather I practise my fingering with the specific intention of becoming a better pianist by challenging myself with progressively faster and more technically challenging pieces of music. Thus, whilst frequent repetition may maintain my skill level, DP is crucial for advancement. Similarly, Rees-Lee and Kneebone (2015) describe the process of DP in tailors whereby the initially learn to practice on cloth and then progress to trousers and jackets. While this sequential training is similar to surgery in that the trainee starts with suturing and then progress to operations, the benefit of a graded training program in surgery over the apprenticeship in tailoring is that of a curricula whereby increasing levels of diffi culty are specifically introduced at regular intervals over the course of the training program, thus facilitating DP and development of expertise. On the contrary, Ericsson et al and the theory of DP has been criticised for placing no weight on innate talent. DP alone does not explain why only certain people are able to successfully take up playing a musical instrument. Macnamara et al (2014) argue that the majority of people will stop doing what they are not good at, and thus talent must precede DP. Grantcharov and Reznick (2009) were critical of the 10000 hours within the surgical domain, as it is based on the assumption that surgical trainees learn at the same rate, which is not the case. Recently, Hambrick et al (2014) and a subsequent meta-analysis by Macnamara et al (2014) have shown that within the domains of music, chess, education, sport and professions there is a large variance that cannot be explained by DP. Whilst the effect of DP was strong on music, chess and sport, it was extremely weak on education and professions. This may be because DP isn’t as defined in the latter activities, or alternatively performa nce in these activities is much less predictable (for example handling emergencies in surgery, or teaching students of varying knowledge levels). Subsequently, they concluded that while DP is a very important predictor of individual differences in performance, it isn’t as significant as Ericsson et al have stated. Overall, it seems evident that in both surgical and non-medical professions, the purpose of the selection process is to pick those candidates that demonstrate the innate abilities required to be a member of their community of practice. It is however sustained DP that will allow the individual to become an expert. Sadideen et al (2013) further suggests that innate ability will both speed up the rate at which this expertise is achieved, but will also be the limiting factor to how far one can progress. Efficiency versus Innovation As discussed in the previous section, sustained deliberate practice (DP) plays a critical role in the development of expertise. Through progressive challenges, the purpose of DP is to move the expert away from automation. Thus, the term â€Å"expert† can be split into two types; the routine expert and the adaptive expert (Alderson, 2010). The routine expert is one that has developed high levels of proficiency in a task by sheer volume of repetitive experience, which has subsequently lead to automation of the task. With a limitation to the cognitive process during automation, routine experts will try to adapt a problem to their existing solution, and as such Mylopoulos and Regehr (2007c) use the term â€Å"experienced non-expert† to describe these individuals. This is supported by Gawande (2002 as cited by Alderson, 2010) who argues that anyone can therefore become a routine â€Å"expert† within a narrow range if the environment of the task remains stable. The craft of glass blowing is an example of routine expertise. Here the blower has physical mastery of the materials and tools required to successfully blow glass, and as such it has become an automated process. Atkinson (2013) describes that within glass blowing there is little or no room for alternate approaches or novelty. Tried and tested methods ar e the shared culture of the craft and within this community of practice, the same technique and materials are used worldwide. Pedagogy in glass blowing is not learner-centred, but revolves around the technique, tools and materials, and whilst there is the stability within the craft, there is also a limited routine range. In contrast, expertise in the surgical field requires a greater flexibility due to the highly individualised characteristics of each patient, and greater innovation is required to deal with the regular challenges (Atkinson, 2013). Thus the surgeon must develop adaptive expertise to broaden their knowledgebase rather than just applying it. Adaptive experts seek and utilise new problems and challenges to encourage DP so as to extend their knowledge and boost performance (Alderson, 2010). They treat learning as a continuous ongoing process, developing flexible and creative methods of solving problems, rather than speed and automaticity. In essence, adaptive experts don’t try to do tasks more efficiently, they try to do it better (Mylopoulos and Regehr, 2007c). Subsequently, the adaptive expert continually seeks to move centripetally within the model of legitimate peripheral participation; they are not happy in the periphery unlike their routine expert counterparts (Mylopoulos et al, 2009). Through their flexibility and understanding of their accumulated knowledge, adaptive experts are better able to apply their past knowledge to deal with new problems (Mylopoulos and Regehr, 2007b). Kneebone and Woods (2014) demonstrate this by simulating an operation using a retired surgical team. Here it is evident that within t he right simulated context of the operating theatre and the familiarity of the same team, the adaptive expertise of the surgeon can be utilised many years later to perform the surgery. It can be argued that other non-medical experts such as musicians are also able to do this if asked to play a piece of music many years later. From personal experience as a musician, I would counter-argue that in this situation routine expertise is used as they would just be repeating a piece of music from memory, whilst the surgeon would be utilising their knowledge and applying it to operate on a new case with all of its various anatomical and physiological permutations (adaptive expertise). Wulf et al (2010) suggests that one should push away the automaticity and non-cognitive practice associated with the routine expert, and instead aim for adaptive expertise. Although Alderson (2010) supports this statement, he points out that in surgery the processes of adaptive expertise such as DP, seeking challenges and innovation need to be monitored to prevent harm to the patient that may arise from the overenthusiastic surgeon forever seeking new knowledge and thus persistently â€Å"at the bottom of the procedural learning curve†. On the contrary, Guest et al (2001) argues routine and adaptive expertise are not separate entities, but rather two ends of a continuous spectrum. They argue that while adaptive expertise should predominate in surgery, by automating basic technical skills, this will help to free-up time for the cognitive processes needed to deal with and learn from the more important and complex situation. The true expert has therefore developed resources and p rocesses that allow effective and efficient solutions for the routine problems of practice (e.g. pattern recognition aided by illness scripts and encapsulated concepts), thus allowing a reinvestment of the cognitive area liberated through the automation process towards innovation and extending new knowledge (Mylopoulos and Regehr, 2007c).

The Nature of Child Development Essay -- Human Development

Human development has been a subject of interest since ancient Greece and Rome. Different approaches derive from two basic directions: the nativists` and empiricists` ones. The latter method is to regard human development as a gradual change which has been influenced by the individual`s experience .On the other hand, the former approach has found its roots in the biological structure of the human organism which considers our development as a series of stages. However, referring to human development only as continuous or gradual would produce inconsistent and insufficient understanding of the developmental process .As a result, combining ideas of both viewpoints(continuity and phases) will provide a more explicit of understanding of the developmental processes and their final aim which is to create individual`s integrity within the social norms. Jean Piaget(1929), widely known as one of the pioneers in investigating child development, has developed his theory on the basis of cognitive stages. He presents four aspects of the child `s concept formation: sensorimotor ,preoperational, concrete operational and formal operational. All of these stages suggest the emergence of development precedes the ability to learn. Moreover, It is emphasised on the intellectual development regardless of the cultural influences and specific individual differences. Therefore, human cognitive development is regarded as universal for all human species. On the one hand, Piaget sees the human internal conception in interaction with external world messages conveyed. On the other hand, a child`s ability to perceive cognitive information in an effective way is not clearly defined. Resulting from this, old experiences receive new names. According to Piaget th... ...Tavistok Publishers. Vygotsky L.S. (1978), Tool and Symbol in child development(p.19-31),Problems of method(p.58-79),Interaction between learning and development(p.79-92).In Mind in society :the developmental of higher psychological processes. Harvard university Press , Cambridge, Massachusetts, London Sandstrom C.I.(1966).The psychology of childhood and adolescence. Methuen and Co Ltd, London Erikson E. H. (1965) Eight ages of man(p.239-261),The theory of infantile sexuality(p.43-91) In Childhood and society: Piaget J.(1929) Problems and Methods(p.1-33),The notion of thought(p.33-61),The concept of `Life`(p.194-206),The origin of the sun and moon(p.256-270)In Child`s conceptions of the world. Routledge and Kegan Paul Ltd, London Jerome S. B. , Goodnow J. J. and Austin G.A. (1967) Overview ( p.231-247):In A study of thinking . John Wiley and Sons Ltd, USA

Teen Suicide Paper

Teen Suicide Teen suicide has been a continually growing problem over the years. Each year thousands of teens are attempting or completing suicide. Suicide is the third-leading cause of death for 15-24 year-olds, according to The Centers for Disease Control and Prevention (CDC). It is also the sixth leading cause of death for ages 5-14. The risk of suicides increase tremendously when there’s access to firearms at home. Nearly 60% of all suicides in the U. S. are committed with a gun. That is one of the reasons why they say you should keep them unloaded, locked and kept in a safe place away from children.Another increase in suicides is overdosing on over-the-counter drugs and prescriptions, and non-prescription drugs because it’s very easy for teens to have access to these. Suicide rates differ between boys and girls. Girls think about it twice as often as boys and tend to attempt suicide by overdosing or cutting themselves. Yet boys die by suicide about four times more than girls only because they use guns, hang themselves or jump from heights. When you’re a teen there are many possibilities but also a lot of stress and worry.There is pressure to fit in, perform academically and to just be a responsible teen. Which cause many teens to break and want to give up and end their life. Teens with mental disorders such as anxiety, bipolar disorder or insomnia are at a higher risk of suicidal thoughts. As well as teens with major life changes such as parents divorcing, moving, financial changes, or just conflict with a parent and those who are victims of bullying are at a even greater risk of suicidal thoughts. Bullying can cause someone to have suicidal thoughts, attempt or commit suicide.That’s why you should think about what is going on in someone elses life before you pick on them because that one comment from you could cause them to end their life. Some warning signs to know if a teen is thinking about suicide might be them giving hints that they might not want to be around anymore, pulling away from family and friends, losing interest in school or sports, grades dropping, and changes in eating and sleeping habits. These are all possible signs that they may be struggling and thinking about suicide.One thing you should NOT do is think that they’re just saying they want to kill themselves â€Å"for attention†. That will make them not want to confide to you or anyone, and could lead them to actually attempt suicide. If you’re a parent and feel you can’t handle it contact your doctor and have them refer you to psychiatrist. If you’re a friend be there for that person and show them that you care and want them here and then ask them to call their doctor and get help or call (888) SUICIDE. I hope that this speech taught you about teen suicide, the risks and warning signs and how to help someone having these thoughts.

Email vs. Snail Mail

Throughout history people have communicated with each other in various ways. For instance, some used birds to transfer their messages while others used the smoke of fire to signal their friend who were far from them. Lately postal mail was used as a mean for correspondence, which was referred to as snail mail afterword. And with the invention of telegraph and development of civilization a new tool came in known as e-mail. There are significant discrepancies between snail mail and e-mail along with some common points.First of all, both tools are uses for communication in society, and they are both under risk in terms of confidentiality, but for different reasons. For instance, you cannot be secure that all post offices are safe enough to send your messages that are too personal or contain secret information about your work†¦ etc. E-mails suffer from the same problem but for different reasons. For example your computer can become a victim of hacking and a hacker can get your whole archive in a few seconds. Finally, once they are delivered to the wanted place there is no way going back.Although they share some common points, snail mail and e-mail are tremendously different in many ways. Firstly, e-mail is way a lot faster than snail mail, it enables you to delivers your message in the blink of an eye, whereas it might take days for a snail mail to receive the place you want. Secondly, for sending an e-mail all you need is an internet connection and you can send it to hundreds of people at once, nonetheless, you can send a snail mail once at a time and you have to pay for it respectively.Moreover, there are many options for editing an e-mail and sending different types of media files along with it, in contrast to snail mail with which you can only send text messages. In addition, nowadays people are very busy to memorize the address of all of their acquaintance, e-mail solves this too, you can save all of those confusing addresses in your account without any e ffort, for snail mail this option is not present.The last and most important difference is that using snail mail we actually use up our natural resources like paper and ink, yet e-mail is a tool the encourages sustainability because you neither use resources nor throw it away after using it. As a conclusion, we can say that although both e-mail and snail are similar to each other to some extent it’s clear that all ways lead to using e-mail and regarding snail mail as an obsolete way for communication.

Vietnam War The Easter Offensive

Vietnam War The Easter Offensive The Easter Offensive occurred between March 30 and Oct. 22, 1972, and was a later campaign of the Vietnam War. Armies Commanders South Vietnam United States: Hoang Xuan LamNgo DzuNguyen Van Minh742,000 men North Vietnam: Van Tien DungTran Van TraHoang Minh Thao120,000 men Easter Offensive Background In 1971, following the failure of the South Vietnamese in Operation Lam Son 719, the North Vietnamese government began assessing the possibility of launching a conventional offensive in spring 1972. After extensive political infighting among senior government leaders, it was decided to move forward as a victory could influence the 1972 US presidential election as well improve the Norths bargaining position at the peace talks in Paris. Also, North Vietnamese commanders believed that the Army of the Republic of Vietnam (ARVN) was overstretched and could be easily broken. Planning soon moved forward under the guidance of First Party Secretary Le Duan who was assisted by Vo Nguyen Giap. The main thrust was to come through the Demilitarized Zone with the goal of shattering ARVN forces in the area and drawing additional Southern forces north. With this accomplished, two secondary attacks would be launched against the Central Highlands (from Laos) and Saigon (from Cambodia). Dubbed the Nguyen Hue Offensive, the attack was intended to destroy elements of the ARVN, prove that Vietnamization was a failure, and possibly force the replacement of South Vietnamese President Nguyen Van Thieu. Fighting for Quang Tri The US and South Vietnam were aware that an offensive was in the offing, however, analysts disagreed as to when and where it would strike. Moving forward on March 30, 1972, Peoples Army of North Vietnam (PAVN) forces stormed across the DMZ supported by 200 tanks. Striking the ARVN I Corps, they sought to break through the ring of ARVN firebases located just below the DMZ. An additional division and armored regiment attacked east from Laos in support of the assault. On April 1, after heavy fighting, Brigadier General Vu Van Giai, whose ARVN 3rd Division had born the brunt of the fighting, ordered a retreat. That same day, the PAVN 324B Division moved east out of the Shau Valley and attacked towards the firebases protecting Hue. Capturing the DMZ firebases, PAVN troops were delayed by ARVN counterattacks for three weeks as they pressed towards the city of Quang Tri. Coming into force on April 27, PAVN formations succeeded in capturing Dong Ha and reaching the outskirts of Quang Tri. Beginning a withdrawal from the city, Giais units collapsed after receiving confusing orders from I Corps commander Lieutenant General Hoang Xuan Lam. Ordering a general retreat to the My Chanh River, ARVN columns were hit hard as they fell back. To the south near Hue, Fire Support Bases Bastogne and Checkmate fell after prolonged fighting. PAVN troops captured Quang Tri on May 2, while President Thieu replaced Lam with Lieutenant General Ngo Quang Truong on the same day. Tasked with protecting Hue and re-establish the ARVN lines, Truong immediately set to work. While the initial fighting in the north proved disastrous for South Vietnam, staunch defending in some places and massive US air support, including B-52 raids, had inflicted heavy losses on the PAVN. Battle of An Loc On April 5, while fighting raged to the north, PAVN troops advanced south out of Cambodia into Binh Long Province. Targeting Loc Ninh, Quan Loi, and An Loc, the advance engaged troops from the ARVN III Corps. Assaulting Loc Ninh, they were repelled by Rangers and the ARVN 9th Regiment for two days before breaking through. Believing An Loc to be next target, the corps commander, Lieutenant General Nguyen Van Minh, dispatched the ARVN 5th Division to the town. By April 13, the garrison at An Loc was surrounded and under constant fire from PAVN troops. Repeatedly assaulting the towns defenses, PAVN troops ultimately reduced the ARVN perimeter to about a square kilometer. Working feverishly, American advisors coordinated massive air support to aid the beleaguered garrison. Launching major frontal attacks on May 11 and 14, PAVN forces were unable to take the town. The initiative lost, ARVN forces were able to push them out of An Loc by June 12 and six days later III Corps declared the siege to be over. As in the north, American air support had been vital to ARVN defense. Battle of Kontum On April 5, Viet Cong forces attacked firebases and Highway 1 in coastal Binh Dinh Province. These operations were designed to pull ARVN forces east away from a thrust against Kontum and Pleiku in the Central Highlands. Initially panicked, II Corps commander Lieutenant General Ngo Dzu was calmed by John Paul Vann who led the US Second Regional Assistance Group. Crossing the border Lieutenant General Hoang Minh Thaos PAVN troops won quick victories in the vicinity of Ben Het and Dak To. With the ARVN defense northwest of Kontum in a shambles, PAVN troops inexplicably halted for three weeks. With Dzu faltering, Vann effectively took command and organized the defense of Kontum with support from large-scale B-52 raids. On May 14, the PAVN advance resumed and reached the outskirts of the town. Though the ARVN defenders wavered, Vann directed B-52s against the attackers inflicting heavy losses and blunting the assault. Orchestrating Dzus replacement with Major General Nguyen Van Toan, Vann was able to hold Kontum through the liberal application of American airpower and ARVN counterattacks. By early June, PAVN forces began withdrawing west. Easter Offensive Aftermath With PAVN forces halted on all fronts, ARVN troops began a counterattack around Hue. This was supported by Operations Freedom Train (beginning in April) and Linebacker (beginning in May) which saw American aircraft striking at a variety of targets in North Vietnam. Led by Truong, ARVN forces recaptured the lost firebases and defeated the final PAVN attacks against the city. On June 28, Truong launched Operation Lam Son 72 which saw his forces reach Quang Tri in ten days. Wishing to bypass and isolate the city, he was overruled by Thieu who demanded its recapture. After heavy fighting, it fell on July 14. Exhausted after their efforts, both sides halted following the citys fall. The Easter Offensive cost the North Vietnamese around 40,000 killed and 60,000 wounded/missing. ARVN and American losses are estimated at 10,000 killed, 33,000 wounded, and 3,500 missing. Though the offensive was defeated, PAVN forces continued to occupy around ten percent of South Vietnam after its conclusion. As a result of the offensive, both sides softened their stance in Paris and were more willing to make concessions during negotiations.

Understanding and Implementing Array Data Types in Delphi

Understanding and Implementing Array Data Types in Delphi Arrays allow us to refer to a series of variables by the same name and to use a number (an index) to call out individual elements in that series. Arrays have both upper and lower bounds  and the elements of the array are contiguous within those bounds. Elements of the array are values that are all of the same type (string, integer, record, custom object). In Delphi, there are two types of arrays: a fixed-size array which always remains the same sizea  static arrayand a dynamic array whose size can change at runtime. Static Arrays Suppose we are writing a program that lets a user enter some values (e.g. the number of appointments) at the beginning of each day. We would choose to store the information in a list. We could call this list Appointments, and each number might be stored as Appointments[1], Appointments[2], and so on. To use the list, we must first declare it. For example: var Appointments : array[0..6] of Integer; declares a variable called Appointments that holds a one-dimensional array (vector) of 7 integer values. Given this declaration, Appointments[3] denotes the fourth integer value in Appointments. The number in the brackets is called the index. If we create a static array but don’t assign values to all its elements, the unused elements contain random data; they are like uninitialized variables. The following code can be used to set all elements in the Appointments array to 0. for k : 0 to 6 do Appointments[k] : 0; Sometimes we need to keep track of related information in an array. For example, to keep track of each pixel on your computer screen, you need to refer to its X and Y coordinates using a multidimensional array to store the values. With Delphi, we can declare arrays of multiple dimensions. For example, the following statement declares a two-dimensional 7 by 24 array: var DayHour : array[1..7, 1..24] of Real; To compute the number of elements in a multidimensional array, multiply the number of elements in each index. The DayHour variable, declared above, sets aside 168 (7*24) elements, in 7 rows and 24 columns. To retrieve the value from the cell in the third row and seventh column we would use: DayHour[3,7] or DayHour[3][7]. The following code can be used to set all elements in the DayHour array to 0. for i : 1 to 7 do for j : 1 to 24 do DayHour[i,j] : 0; Dynamic Arrays You may not know exactly how large to make an array. You may want to have the capability of changing the size of the array at runtime. A dynamic array declares its type, but not its size. The actual size of a dynamic array can be changed at runtime by the use of the SetLength procedure. var Students : array of string; creates a one-dimensional dynamic array of strings. The declaration does not allocate memory for Students. To create the array in memory, we call SetLength procedure. For example, given the declaration above, SetLength(Students, 14) ; allocates an array of 14 strings, indexed 0 to 13. Dynamic arrays are always integer-indexed, always starting from 0 to one less than their size in elements. To create a two-dimensional dynamic array, use the following code: var Matrix: array of array of Double; begin SetLength(Matrix, 10, 20) end; which allocates space for a two-dimensional, 10-by-20 array of Double floating-point values. To remove a dynamic arrays memory space, assign nil to the array variable, like: Matrix : nil; Very often, your program doesnt know at compile time how many elements will be needed; that number will not be known until runtime. With dynamic arrays, you can allocate only as much storage as is required at a given time. In other words, the size of dynamic arrays can be changed at runtime, which is one of the key advantages of dynamic arrays. The next example creates an array of integer values and then calls the Copy function to resize the array. var Vector: array of Integer; k : integer; begin SetLength(Vector, 10) ; for k : Low(Vector) to High(Vector) do Vector[k] : i*10; ... //now we need more space SetLength(Vector, 20) ; //here, Vector array can hold up to 20 elements //(it already has 10 of them)end; The SetLength function creates a larger (or smaller) array and copies the existing values to the new array. The Low and High functions ensure you access every array element without looking back in your code for the correct lower and upper index values.

A Study Of How Popular TV Shows Bring Out The Themes Of Reality, Drama And Science Fiction

A Study Of How Popular TV Shows Bring Out The Themes Of Reality, Drama And Science Fiction Television shows have different themes for a reason, to appeal to a certain group of people. When a teenager comes home from school, all they want to do is sit down, relax, and watch television. Television shows can be categorized into many different themes. Action and violence appeals to the male crowd while romance appeals to the female crowd. However, comedy appeals to both male and female audiences. The show, Dance Moms, is a reality show made to appeal to reality show lovers. Cartoons like Rugrats are made for childrens’ entertainment. Popular Television shows can be classified according to their different themes; drama, reality, and science fiction. People are drawn to drama. Whether it’s on television, online, or right in front of them, it always attracts us. Pretty Little Liars is all about drama. The show airs on ABC Family every Tuesday night during the season. It is based on a famous book series but the show is a little different from the books. It starts out with showing five girls having a slumber party at one of the girls’ house. They fall asleep and when they wake up, one of the girls, Ally, is missing. The girls go looking for Ally and can’t seem to find her so they call the police. Later on, she is pronounced dead and while this is going on, the four girls are getting threatening texts from someone named â€Å"A.† This person has already killed people who know what really happened to Ally. Two years later, Ally turns out to be alive and comes back to Rosewood, which is the town that she and the others live in. This television show has so much drama that it is a favorite among millions of te enagers and young adults. Another popular television show is The Voice. This show is a reality, contest show with a twist. Opposed to American Idol, the judges are turned away from the contestant. While the person is singing, the judge can decide whether or not they want the contestant on their team. If they like what they hear, they can press their button causing them to spin around and face the singer. The contestant can choose which judge they want to have as their coach. Four people make up the coaches panel this year. Adam Levine, Blake Shelton, Gwen Stefani, and Pharrell Williams are the coaches. Certain people like this show because it brings a twist to television. The contestant isn’t being chosen on their looks or stage presence but on their actual voice. Also, a comedic presence fills the show. The coaches argue and say snide comments to each other in order to get the contestant on their team. Blake and Adam are always saying something funny and are the main reason I watch the show. The sense of competition in a show makes people want to watch it even more. A different type of theme people like in a television show is science fiction. Some shows with this theme are Doctor Who, Once Upon a Time, Revolution, etc. All these shows have one thing in common and that is science fiction. Some people want to see something different in a show, something that is impossible to happen in the real world. One show that is like that is Revolution. This television series is about how the whole world loses power and a militia is formed. The people have to adjust to no longer relying on electricity. A new government is formed and it is called Monroe’s Militia. This government is in no way merciful. They kill anyone who disobeys them and anyone who gets in their way of finding â€Å"the light switch.† Eventually the lights get turned back on and there is electricity for a little while until the government takes advantage of it. The woman responsible for the lights going out is Rachel. Her and her friend, Aaron, try to shut down the program th at gets turned on to avoid bombs hitting a city. They’re seconds too late and thousands of people are killed. This sort of theme in a television show leaves us wanting more. Constant violence and mystery engulfs the show. Miles Matheson used to be in charge of the militia alongside his best friend, Monroe. When Miles leaves the militia, he is constantly on the run from the government with his niece, Charlie, and her mom, Rachel along with their friends. The science fiction part comes into play when a program called â€Å"nano† arises and tries to take over human emotions and their ability to think for themselves. The program saved Aaron, it’s creator, from dying. The program believes that it owes Aaron for creating them. The nano’s are always watching him and listening to Aaron’s thoughts. If he is in distress, they help him. Although this sounds like a good thing, it turns out to be disastrous. Aaron yells at the nano, telling it that he wants the m to go away. The program returns later with a vengeance on humans. It has the ability to give off electricity which, in the wrong hands, can be fatal. Aaron and Rachel try to destroy the program but it is too powerful. Science fiction gives us a look into what the world would be like if we had a worldwide blackout happen to us. Thousands of television shows come on each day , but these three specific themes are my personal favorite. Science fiction, reality, and drama makes an excellent show. Science fiction has that extra spark that I love. It includes out of this world material that is virtually impossible to happen. However, drama is also a great crowd pleaser. If I were to turn on my television and had the choice of Switched at Birth or The Big Bang Theory to watch, I would choose Switched at Birth because it’s a drama show packed with excitement. Television shows with a specific theme can make or break the show. It depends on the person watching the show, whether or not they like it. Does the person like comedy, action, drama, etc? Television shows can have more than one theme, also. It could have comedy, drama, and reality all on one show. Either way, people like certain TV shows for many different reasons. Themes make television shows special.

Pretend you are the Education Secretary Arne Duncan. How would you go Essay

Pretend you are the Education Secretary Arne Duncan. How would you go about tweaking the NCLB What innovations would you implem - Essay Example The No Child Left Behind Act (also referred to as NCLB for short) mandated that by 2014, 90% of all schools will be meeting or exceeding state standards. One problem that NCLB does not take into account is that learning is cumulative. Therefore, if any benchmarks are missed in the beginning, it will be harder and harder for children to keep up to the standards when they are already lagging behind in test scores. The ISAT test measures elementary school childrens’ progress, while the PSAE (the Prairie State Achievement Exam) is given to 11th graders. The PSAE is helpful because it is the test that determines what a school’s Adequate Yearly Progress is. If a school fails to make AYP for a certain number of years, the school has to improve or face restructuring—which involves firing all of the staff and starting with a completely new faculty. Also, a culture open to learning is instilled in the new staff members. Schools may not make AYP for several reasons. One rea son might be that transfer students can bring down the general scores of a school. In fact, â€Å"The recent proposal of Senator Joe Lieberman on revamping NCLB school choice provisions suggested providing a safe harbor for one year from AYP calculations for the new out-of-district student transfers.†1 Schools that do not make AYP are generally schools that have a high number of at-risk students—who, for whatever reason—come from underserved and socioeconomically underprivileged populations. In sum, No Child Left Behind needs to be drastically overhauled so that schools that are not making AYP are not penalized, but rather are being given an extension past 2014 in order to improve further. Putting a timetable on when everyone should be at an ideal level of success is setting everyone up for failure—both students and teachers. Even the best teachers in the world cannot rush success. Improving schools go hand in hand with improving student performance at th ese schools that don’t make AYP on a yearly basis. â€Å"According to one survey, sixteen to nineteen year olds in the high-risk category were almost four times as likely to be high school dropouts as those not in the high-risk category.†2 Improving schools in the United States is going to be a time-consuming and rigorous task. In order to improve schools, one of the main foci will be to attempt to raise student test scores by having them take more practice tests, encouraging them to do more independent study outside the class, and encouraging them to complete their assignments in a neat and timely manner. In schools where there are a dense population of at-risk students, it’s important to stress values and social skills as part of the hidden curriculum. That notwithstanding, another integral part of any school is its teaching staff. That having been said, the next issue to be discussed is the quality of the faculty at schools across the country. There are sever al factors which influence a student. â€Å"At the classroom level there are three main variables which accounted for the learning of the pupil: time, opportunity, and the quality of instruction. Time and opportunity†¦influence†¦the pupil’s learning [directly] whereas the quality of instruction [has an impact on] time and opportunity.†3 Obviously, what would help tremendously is if a teacher knows how to properly budget his or her time, and spend a majority of class time implementing a lesson and then having the students work. This is the main idea of what education consists of at the high school and

Candleford Conservatories Ltd Assignment Example | Topics and Well Written Essays - 2000 words

Candleford Conservatories Ltd - Assignment Example A rise in foreclosures will hurt businesses in that those who can be potential customers will not be in that they are now not concerned about doing business with companies to obtain the things they want, they now have to be careful with their spending, purchasing only what they need and not what they want. Sometimes, they may not even be able to purchase the things that they need. Almost everyone in some way shape or form will feel the effects of the damage that an eight percent unemployment rate to have on the national economy. If there are problems in the UK, as far as the economy is concerned, there will also be problems with UK international trade in that there will be less goods to export, being that the workforce who will contribute to producing such goods will have dropped due to lack of employment that has resulted from the fall in the economy. Not to mention, inflation will also affect the international trading in that other countries will have to pay more for goods, which in the long run will hurt profits. This will hurt the economy considerably in that the UK will not be able to make money from outside sources as easily as before. The significant unemployment rate will cause there to be a lack of demand for conservatories, which will cause the customer base for Candleford LTD to be significantly less. Unemployment means that there will be a number of foreclosures. The more foreclosures there are, the less that will have homes, and if people cannot hold onto their homes, then conservatories cannot be installed and purchased. When the demand for conservatories drops, this effects everyone at Candleford Conservatories LTD, as the lack of demand can effect whether or not some will continue to have jobs, since the profits that the company brings in supplies workers with their salaries. 12) Illustrating your answer with examples related to the case study; explain the difference between strategic and tactical business decisions. (6) The differences between strategic and tactical business decisions are that strategic business decisions would use the company's history to make future business decisions, carefully strategizing what moves will be made next, as it pertains to the success of the business, and tactical business decisions are methods that the company will be able to employ in order to be successful, such as what tactics that will utilize to target their client base and improve their operations. An example of a strategic business decision is when Paul analyzed the company's history before he made any decisions about the company's operation. For instance, he paid attention to what his father did. He took not of what worked and what did not and carefully considered all factors before taking a first step. A tactical business decision was made when Candleford had to figure out how they would function in a down turning economy where not only did the industries that they so heavily depended upon were drasticall y effected, they had to be creative in getting customers to purchase conservatories. 13) Giving reasons to support your opinion, explain: a) Which industries or sectors of the economy are likely to suffer less

Business economics Essay Example | Topics and Well Written Essays - 3000 words

Business economics - Essay Example rgy resources, cause inundations, heat-related deaths and the fast spread of infectious diseases, as well as create serious damage to all industry sectors. Therefore, climate change is regarded nowadays as the negative outcome of the modern economic system, along with the process behind its making. It is a problem that addresses all the major players in both local and global economies: the operational factors, such as businesses, the regulatory factors, such as governments, the intellectual factors, such as foundations and universities (Echegaray, et al., 2008), as well as the citizens or the consumers, which, at their turn, establish the connections between the factors mentioned above. All of these entities have at least something to say about climate change, and while some of the discussions are focused on finding the guilty parties, on throwing the blame on someone for what has been already done, others are trying to find the appropriate solutions. I believe that businesses should understand that environmental awareness is crucial for their long-term sustainability. Companies should recognize climate change as a risk and establish special risk-assessment teams to indentify its impact on the company’s costs, supply chains, work practices and outputs. For example, if the winters will become warmer, energy costs will be lowered; however, at the same time, the summers will become hotter, which will increase the demand for air-conditioning. This way, a company’s costs distribution is changed based on environmental issues. Still, businesses should see climate change as an opportunity and a challenge to find new markets, develop new technologies as well as improve their image among average consumers. Studies have demonstrated that customers are most likely to absolve their guilt about their environmental footprint by buying products from a â€Å"greener† company. In other words, consuming trends will shift accord ing to which companies take the lead in using green

THE ROLE OF GOVERNMENT IN EDUCATION Essay Example | Topics and Well Written Essays - 500 words

THE ROLE OF GOVERNMENT IN EDUCATION - Essay Example Demonstrators are also rallying against the state of the war in Afghanistan, the state of the environment, and a wide array of other domestic and international issues.† (Mohsinzaheer, 2011) Similar protests to the one in New York have broken out in Washington, DC at the Smithsonian Air and Space Museum to protest the adding of the Predator Drone to the exhibits. The Predator drone is responsible for killing innocents in Iraq and Afghanistan. However, during the protest a blogger, not particularly fond of the ‘Occupy Protests’, began making some noise and in the end everyone in front of the Smithsonian Air and Space Museum during this particular protest wound up getting pepper sprayed by the police on hand. There have also been further protests as far South as Tampa, Florida and as far west as San Francisco, California. In Houston, the people protesting were fighting the big profiteering that government tries to do when raising taxes and cutting jobs lying off city workers. At one point this protest was moved, or forced to move, from its original location in front of City Hall to a nearby park which is twenty minutes from city hall. However once the festival was over, the protests returned to in front of City Hall. The protestors are just trying to show the government what they believe is best for them and not letting the government into railroading them. The protest in New York was showing the other cities across the Nation, that if you stand up for your beliefs you will be heard. People from all walks of life are joining in these protests from the rich to the poor. Everyone at these protests is just there to show their opinion to the public and hope for change to come to the way cities, states, and the U.S. is run. The protest on Wall Street wants to show, amongst other ideals, that it is not the people causing the economic downturn but the banks are the ones that have caused a Global Economic Downturn. In conclusion, the Occupy Protests

International Migration and Ethnic Relations Coursework

International Migration and Ethnic Relations - Coursework Example Racism is a product of stigma. Stigma changes the way people relate to one another, it may also reflect the way the whole society relates with the stigmatised person or group. The difference has cause from the different races or tribes and social classes. This process is all around the way they have exclusion from the social activities and interaction. These activities include games like football, hanging out in public places together or even dating. This exclusion is discrimination, prejudice or a process mediated institutionally. Racism in the western culture has a long history and it dates back in time memorial. Designation of racial i.e. terms have been used to disseminate power and in the oppression of people. The designation ‘Negro’ was one of the terms used to describe the black Americans. These designations collect a baggage to become terms of discrimination and abuse or one that would otherwise be offensive to the people or person with such reference. In Britain ‘coloured’ is a term used to refer to disparagement of some kind, in Canada, the term ‘people of colour’ is an accepted term to describe certain groups of persons. The designation term ‘black’ used to be a stigma term until the movement of the black power reversed it in the 1960s. People belonging to racial groups or the racial groups themselves are not stigmatised at all, the terms used to describe them is what makes it so stigmatising. The context in which the terms are used is even more discriminating than the term itself. When the term white and non-white are used, the latter term describes something that the former lack. White implies purity in the genetic makeup, with no contamination of the black. Racial difference stigmatisation also has use in other contexts. The term ‘Turk’ also has explanation twice in the English language, a group of turkey or national turkey. Equally, it means someone who is very hard to manage. Our t hought may not be as conscious as the dictionary but woven for easy assumption of the meaning of words to refer to one thing to express how we feel about people. Sometimes referring to people as Turk is discriminatory and causes stigma. Racism and discrimination is not hard to identify, it is something that comes up in those who express it as soon as they contact those discriminated against. Something like skin colour e.g. the black and the whites, the black has identification by the eye, not much investigation need implementation to identify the excluded group. This is the reason why racial discrimination is an instant thing. The group of persons discriminated usually do not have a chance to express themselves among other people who do not belong to their own group. They are perceived to be less of importance. Therefore, they do not enjoy opportunities in the current competitive world. Their issues will lack quantification for quality by people who discriminate against them without looking at the fact that they come from a discriminated group (Goffman, 1968). Attributes of stigma, is discrediting and very extensive in nature that it sometimes referred to as a handicap or a shortcoming. It makes up a society that identifies itself socially without giving preference to the virtues of its members ( (Goffman, 1990), pg 11-12). Bibliography Goffman, E. (1990). Management of Spoilt Identity. London: Penguin Books. Goffman, E. (1968). Stigma:Notes on The Management of Spoiled Identity. London: Penguine Publishers. Question two Lentin and historicization of the race Racism dates back from the

Business economics Essay Example | Topics and Well Written Essays - 3000 words

Business economics - Essay Example rgy resources, cause inundations, heat-related deaths and the fast spread of infectious diseases, as well as create serious damage to all industry sectors. Therefore, climate change is regarded nowadays as the negative outcome of the modern economic system, along with the process behind its making. It is a problem that addresses all the major players in both local and global economies: the operational factors, such as businesses, the regulatory factors, such as governments, the intellectual factors, such as foundations and universities (Echegaray, et al., 2008), as well as the citizens or the consumers, which, at their turn, establish the connections between the factors mentioned above. All of these entities have at least something to say about climate change, and while some of the discussions are focused on finding the guilty parties, on throwing the blame on someone for what has been already done, others are trying to find the appropriate solutions. I believe that businesses should understand that environmental awareness is crucial for their long-term sustainability. Companies should recognize climate change as a risk and establish special risk-assessment teams to indentify its impact on the company’s costs, supply chains, work practices and outputs. For example, if the winters will become warmer, energy costs will be lowered; however, at the same time, the summers will become hotter, which will increase the demand for air-conditioning. This way, a company’s costs distribution is changed based on environmental issues. Still, businesses should see climate change as an opportunity and a challenge to find new markets, develop new technologies as well as improve their image among average consumers. Studies have demonstrated that customers are most likely to absolve their guilt about their environmental footprint by buying products from a â€Å"greener† company. In other words, consuming trends will shift accord ing to which companies take the lead in using green

International Migration and Ethnic Relations Coursework

International Migration and Ethnic Relations - Coursework Example Racism is a product of stigma. Stigma changes the way people relate to one another, it may also reflect the way the whole society relates with the stigmatised person or group. The difference has cause from the different races or tribes and social classes. This process is all around the way they have exclusion from the social activities and interaction. These activities include games like football, hanging out in public places together or even dating. This exclusion is discrimination, prejudice or a process mediated institutionally. Racism in the western culture has a long history and it dates back in time memorial. Designation of racial i.e. terms have been used to disseminate power and in the oppression of people. The designation ‘Negro’ was one of the terms used to describe the black Americans. These designations collect a baggage to become terms of discrimination and abuse or one that would otherwise be offensive to the people or person with such reference. In Britain ‘coloured’ is a term used to refer to disparagement of some kind, in Canada, the term ‘people of colour’ is an accepted term to describe certain groups of persons. The designation term ‘black’ used to be a stigma term until the movement of the black power reversed it in the 1960s. People belonging to racial groups or the racial groups themselves are not stigmatised at all, the terms used to describe them is what makes it so stigmatising. The context in which the terms are used is even more discriminating than the term itself. When the term white and non-white are used, the latter term describes something that the former lack. White implies purity in the genetic makeup, with no contamination of the black. Racial difference stigmatisation also has use in other contexts. The term ‘Turk’ also has explanation twice in the English language, a group of turkey or national turkey. Equally, it means someone who is very hard to manage. Our t hought may not be as conscious as the dictionary but woven for easy assumption of the meaning of words to refer to one thing to express how we feel about people. Sometimes referring to people as Turk is discriminatory and causes stigma. Racism and discrimination is not hard to identify, it is something that comes up in those who express it as soon as they contact those discriminated against. Something like skin colour e.g. the black and the whites, the black has identification by the eye, not much investigation need implementation to identify the excluded group. This is the reason why racial discrimination is an instant thing. The group of persons discriminated usually do not have a chance to express themselves among other people who do not belong to their own group. They are perceived to be less of importance. Therefore, they do not enjoy opportunities in the current competitive world. Their issues will lack quantification for quality by people who discriminate against them without looking at the fact that they come from a discriminated group (Goffman, 1968). Attributes of stigma, is discrediting and very extensive in nature that it sometimes referred to as a handicap or a shortcoming. It makes up a society that identifies itself socially without giving preference to the virtues of its members ( (Goffman, 1990), pg 11-12). Bibliography Goffman, E. (1990). Management of Spoilt Identity. London: Penguin Books. Goffman, E. (1968). Stigma:Notes on The Management of Spoiled Identity. London: Penguine Publishers. Question two Lentin and historicization of the race Racism dates back from the

Policies issues Essay Example for Free

Policies issues Essay By watching the video for this assignment I agree that these children are getting abuse and by the environment they come from they will grow up and may follow the steps of their parents. The mother had put a restraining order on the boyfriend. Until she had to call the police cause he kept coming to her house. Her small son was scare and child protector services (CPS) had to get on involve and replace him in a foster home. There are different factors. Some kids are taking drugs because they grew up around their parents or friends doing drugs. There some kids that physical abuse is involve in the family. In the video also addresses Policy implications or recommendations of the crime. Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s also a personal crime. The abuse come from the family itself or someone known by the family. I believe that the abuse effects all young kids. These abuse kids will show depression, anti-social, anger, rebellious, and will lead them to take drugs. Before its misinterpreted wrong it is very important to understand the various kinds of child abuse that does occur. Child abuse is not just rigorously a bodily problem, but it is more than just that. This is what child abuse is; physical violence, verbal abuse, emotional, rape and psychological torment, sexual molestation, and abandonment. It important to see the background of these crimes and see if there is a pattern that were the abuse is coming from. Child abuse is an inexplicable subject to so many people like the courts and child protective service. There is a few children that are found murdered every day from child abuse and nearly millions reports are made every year. REFERENCES: www.futureunlimited.org/pdf/DVintervention.pdf https://www.ncjrs.gov/works/wholedoc.htm

Human Resource Managements Function In Organisations

Human Resource Managements Function In Organisations Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Definition of HRM: William R. Tracey, in The Human Resources Glossary defines Human Resources as: The people that staff and operate an organization; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization. What Is the Human Resource Department? Answer: Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organizations goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. But, a department can be organized in any way that makes sense for the customer. Departments can also be organized by customer, by product, or by region of the world. Impact of HRM on Human Resource Function : HRM function contributes to organisational effectiveness in the following ways: Helping the organization reach its goals. Employing the abilities and skills of the workforce efficiently. Providing the organisation with well-trained and well-motivated employees. Increasing the fullest the employees job satisfaction and self actualisation. Developing and maintaining a quality of work life that makes employment in the organisation desirable. Communicating HRM policies to all employees. Helping to maintain ethical policies and socially responsible behaviour. Managing change to the mutual advantage of individuals, groups, the enterprise and the public. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they cant yet afford part- or full-time help. However, they should always ensure that employees have-and are aware of-personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, e.g., should HR be in the Organization Development department or the other way around? The HRM function and HRD profession have undergone major changes over the past 20-30 years. Many years ago, large organizations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the HR Department as playing an important role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. Models and Phases in HRM debate Task 1 b EVALUATE THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN RELATION TO THE ORGANISATIONS BROADER OBJECTIVES, EVALUATE HR PRACTICES IN BOTH PROFIT MAKING AND NOT FOR PROFIT PRGANISATIONS. Strategic Human Resource Management Definition of HYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.htmlHYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.htmlStrategyHYPERLINK http://www.strategic-human-resource.com/definition-of-strategy.html A strategy is a step-by-step plan of action prepared by an organization and by which it aims to achieve its plan or plans, thus, ensuring its success and survival. Strategic management may be understood as the process of formulating, implementing and evaluating business strategies to achieve organizational objectives. Analysis of the environment, formulation of strategies, implementation of strategies, and evaluation and control are the phases in the strategic management process. Strategic Human Resource Definition Strategic human resource defines employees as a resource, an asset, that provides competitive advantage to an organization, and on whom organizational success is leveraged. This is the new way adopted by many organizations in the treatment of their employees, making them the prime drivers or one of the prime movers of corporate success. People, not machines, not systems, not other assets, are in the special position in helping the organization attain its objectives. These other things, however, are also important. But people are needed to make use of them in productive ways. Some companies are now convinced that their people are the most important asset. And that without them, they cannot achieve much. In this way, they are implementing a strategic human resource management approach. Human Resource Strategy Definition This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives. A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention. By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources. This follows from the way how strategic human resource is strategically defined. Strategic Human Resource Management This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. Strategic human resource management is human resource management carried out in a strategic way. The human resource activities are linked to the achievement of the organizations overall objectives. This is the new way of managing human resources as compared to personnel management. Strategic HR Plan Strategic human resource plan refers to the strategic plan whereby employees energy, time, capabilities, competencies and knowledge are incorporated in a step-by-step plan of action so that their contribution can be monitored and measured over time. By doing this, human resource can become the prime drivers of corporate success. The human resource plan is aligned to the corporate plan. The primary goal of strategic human resource plan is to improve employee productivity thus helping to generate higher revenue for the organization. Why must your organization be concerned about strategic Human Resource Management? Organizations, particularly business entities, must succeed financially if they are to survive. This is the reason why business plans are prepared. This is one of the simple ways in understanding the important factors related to strategic human resource. Your organization, too, has its business plan. The only thing left to do is to make it a reality. When you adopt a strategic HR Management plan, there is a high probability that certain positive results will ensue. This can result in the following: Enhancement of your organizations economic performance Increase in employee and organizational productivity Increase in your survival rate as a corporate entity Lower labour turnover Increase in customer satisfaction Your HR function does not become redundant due to value-adding quality Pfeiffer lists seven dimensions of effective people management. Employment security Rigorous selection of employees Self-managed teams and decentralized decision making Comparatively high compensation linked to individual and organizational performance Extensive training Reduced status distinctions, and Extensive sharing of financial and performance information throughout the organization Formulate strategies to ensure that you can attain these objectives. In order to ensure that employees can play their respective role in the organization, you need an HR plan of action. You need to conduct HR strategic planning to this effect. Further to this, you need to train and develop your people in order that they have the knowledge and skills to perform their respective tasks. Human Resource Strategic Approach In strategic Human Resource management, you can choose to place emphasis on HYPERLINK http://www.strategic-human-resource.com/human-resources-performance-management.htmlperformance improvement and competitive advantage.HYPERLINK http://www.strategic-human-resource.com/human-resources-performance-management.html This has the potential of leading to industrial conflicts. You also have the choice of adopting the soft approach. This approach takes into consideration an employees superior know-how, commitment, motivation and job satisfaction. Some argue that this approach is manipulative. But there is more to the HRM approach than this. Implementation Process The process adopted by organizations may differ. Your HR Manager and HR professionals can assist as this is their role. Formulate your HR mission and objectives to provide the connecting link between all HR management activities. Clearly define and understand your HR strategic intent. R. Collins states: Improvement in the strategic management of people also requires a commitment to sustained long-term action. Understand the business carried out by your organization. This includes HR Managers and HR professionals. Choose the strategy you will adopt to migrate from people business to business business. This is making HR as Strategic Partner. Formulate your HR strategic plan, understand what it is intended to achieve, and how to link it to the overall business objectives. Implement the plan. This requires a strategic implementation plan to ensure the plan is understood and accepted by everyone in the organization. Obtain feedback on outcomes. Use these as inputs in future decision making. Review and amend plan accordingly, communicate and re-implement. Human Resource Management Strategy To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary. Strategic recruitment where the right person is selected to fill the right job and according to organizational needs Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives Provision of the right set of training and development programs on an on-going basis to every level of employees Implementation of a performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output Giving recognition and implementing a fair rewards system to retain quality employees The Human Resource Function Someone, somewhere within your organization must carry out the HR function. If not, your organization cannot fulfill its legal and contractual obligations towards employees. So, who are responsible for the HR function? Human Resource Managers are appointed for important purposes. HR professionals are there to help them. Your organization may have appointed an HR Manager or an HR Director or both. If your organization is very serious about implementing strategic human resource management, appointing an HR director goes a long way in ensuring that the HR plan is treated as important as the organizations business plan. He or she can provide the necessary leadership on all matters relating to HR. Whatever is the approach, it is crucial that you have a competent person looking after this important function. It is important to remember that HR leaders do face a lot of different problems. Capable professionals are what your organization needs to succeed in implementing strategic HR management. Note however, that a survey had shown that there are still a lot of organizations who do not place much importance to human resource. Surely, your organization doesnt want to follow suit. Some organizations may have even decentralized or outsourced the entire function. The Better Option Decentralizing the entire HR function goes against the new development and trends in HR management. However, you can decentralize certain human resource activities to line managers. When you do this, provide them with all the necessary support. Make your line managers responsible for the occupational health and safety issues in their own area of operations, the training of their subordinates, recruitment for their respective sections according to needs, and the performance appraisal of their subordinates. Integration of Strategic Human Resource Management into Planning and Decision Making Process It is now accepted that without people, achieving result is practically impossible. In managing your people, prepare a long-term plan to integrate your organizational goals with HR policies and actions. Strategies are implemented in identified key HR areas to improve employee motivation and productivity. You need to see whether your HR strategies are competitive enough as compared to industry standards. Benchmark them while exercising due care. Information must freely flow throughout the organization. You can ensure that this can by adopting an effective informantion system. Strategic Human Resource Management and Business Strategy Strategic Human Resource management helps to identify the business strategy that you can adopt. For example, you implement an effective training and performance improvement plan to improve customer service. More satisfactory customer service will bring in more revenue. You can use this superior performance to determine the rewards. This, in turn, motivates your employees to perform better. Learning forms a necessary part of improving human resource management both on the part of employees and management. The 7 S of HRM attempts to simplify the important characteristics of human resource management. Thereafter, conduct a more in-depth examination. So what are the 7S of HRM? Strategic-ally-linked to the organizations Mission and Objectives Standard-based, that is, people management is benchmarked against current best HR practices that serve as performance measures Systematic, that is, sound and clearly-defined HR policy, well-planned systems and procedures aimed at achieving strategic HR objectives while, at the same time, complying with the law Stretching people in the performance of their duties and responsibilities on a daily basis in order to achieve service excellence Strengthening the ability and competencies of employees and the capability and capacity of organizations to accomplish defined targets Stress-tested capability, ability and leadership skills of the management team, and Sustaining high employee and organizational productivity on a continuous basis based on TQM standards The Future of Strategic HR Management Proponents of strategic HR management generated tremendous interest on the subject. Some large organizations had implemented it. In contrast, some lament the ineffectual efforts by many organizations in implementing the system. Strategic human resource management is not going to disappear. This is so as long as people continue to run organizations of whatever size and for whatever purpose. If HRM Does Not Take The Lead, Who Will? If HRM does not start down the relationship management path, someone else will, and as old HRM continues to be outsourced, one must wonder what will be left for todays HR executives? Relationship management is an opportunity that can be seized by HR executives who are truly strategic and who understand what is needed succeed today and remain competitive as the business landscape continues to evolve and change. Evaluate HR practise in both profit making and not-for-profit making organisations Any organization, may it be profit oriented or not-for-profit, the most vital asset is its employees. And for these organizations to maximize their assets, they should manage the employees working condition with intelligence and efficiency. They must be allowed to be involved in making work-related decisions to further enhance the organizational structure . Furthermore, the structure of tasks among the employees strengthens the organizational performance. It is therefore necessary to understand the employees for the organization to be effective. The development, building, motivation, enhancement and enrichment of the employees of any organization largely depend on the leadership, mandate and vision of the organization . Traditionally, HRM is the helps the organizations in achieving the goals of the organization by hiring and maintaining efficient employees. According to (2002), the following are some of the responsibilities of HRM: Train the workforce to maintain competitiveness of the organization. Develop and communicate industrial policies and procedures in line with legislation. Involvement in grievance and disciplinary hearings. Lead negotiations. Implement termination and hiring procedures. Assessment and management of organizational climate and employees relations. Liaison with trade unions. Implementation of outcomes of collective bargaining and negotiation. Develop compensation strategies and polices in line with legislation and the organizations business strategy. Attach meaningful monetary values to posts in the organization ensuring that the organizations compensation is in line with market forces. Develop appropriate compensation systems for the organization. Manage overall labour costs. Provide current information regarding employees to be used in the decision-making process and measurement of HRMs contribution to the organization. For example: In this case, Tesco has 240,000 employees that contributed to the  £33.974 billion GBP in 2005. The apparent effective implementation of HR functions by the HR personnel of Tesco is a basis itself to prove that HR strategy is a tool for competitive advantage. Being governed by CEO , Tesco provided comprehensive execution of the HR function with respect to the employees welfare. Aside from the continuous strategic planning and innovation, customer relations and welfare management, as well as HRM and its strategies, Tesco gained its respected reputation and dominance in UK retailing sector. HR and Organizations Performance In the era of globalization, every organization like Tesco must keep itself along with all the other organizations on being globally competitive. Corporate or organizational competitive advantage does not only depend on the organizations financial resources but on the human resources too. That is, for the organization to achieve competitive advantage, the people involved in the organization must also be competitive. HR strategies or HRM in general, is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. It is about understanding, researching, applying and revising all human resource activities in their internal and external contexts as they impact the process of managing human resources in enterprises throughout the global environment to enhance the experience of multiple stakeholders, including investors, customers, employees, partners, suppliers, environment and society. Task 1 C DISCUSS CONTRIBUTION MADE BY HRM IN CONTROLLING THE MANAGEMENT OF CHANGE The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this. Increasingly, change management is seen as a permanent business function to improve efficiency and keep organizations adaptable to the competitive marketplace. Many organizations strategically use change to improve organizational effectiveness. But bringing about successful change in todays competitive environment requires thoughtful planning, effective communication and employee acceptance. As the function with primary responsibility for human capital management, HR needs to be involved from the beginning when major organizational change initiatives are being developed. The impact of major organizational changes on employee attitudes cannot be overstated. Change can create enormous tension in the workplace. Many people are uncomfortable with change, and are filled with uncertainty and apprehension over job security and the future, circumstances that can threaten the success of change initiatives. According to the Society for Human Resource Managements (SHRM) 2007 Change Management Survey Report, the top two obstacles encountered during major organizational change are communication breakdown and employee resistance. HR leaders can help get employee support for change initiatives by ensuring that communications about change are clear, constant and consistent. Communication largely determines how change initiatives are received and supported, and most HR professionals have highly developed communication skills. SHRMs survey found that when HR was involved in change management communications, employee understanding improved, communication between managerial and non-managerial employees improved, and potential risks were identified and mitigated. Communication that fails to engage employees and to inform them of the reasons, processes and expected benefits of major organizational changes can lead to lack of employee buy-in and, ultimately, failure of change initiatives. Research shows that HR is the critical link to successful organizational change. To ensure agreement of stake-holders at all levels of the organization, HR can foster effective change management by clearly communicating the organizations vision, carefully designing change initiatives, providing updates at all stages of the program, and engaging both top management and employees throughout the process. When it comes to organizations, HR has a pivotal role to play in ensuring that change is realized, hopes are met, and success is sustainable. And thats a recurring theme that is here to stay. Task 2 a DISCUSS THE NEED FOR LEARNING IN ORGANISATIONS TODAY AND EVALUATE THE ROLE OF BOTH THE ORGANISATIONS AND THE INDIVIDUAL IN THE DEVELOPMENT PROCESS TODAY Why do we want a Learning Organization? because it gives organizations the possibilities to discover who they are, where they want to go, and define the quality of life they wish to pursue. A Learning Organization is an organization that focuses on continually growing and changing through the acquisition of knowledge. Such an organization fosters an environment of knowledge sharing and encourages employees to gain new knowledge. Such knowledge increases the organizations profitability and customer satisfaction. In the Fifth Discipline, Peter Senge describes learning organizations as places where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together. It is widely recognized that innovation is driven by new knowledge, and there is clear relationship between learning and knowledge, but it is this balance between learning and knowledge that is so critical to successful knowledge management and innovation. To achieve a sustainable competitive advantage where new knowledge results in critical innovation it is necessary to develop both a superior knowledge capability balanced by a superior learning capability. Those organizations who are adept at knowledge capabilities but are also less adept at learning capabilities will likely see their competitive position eroded by those organizations with less knowledge but a greater capacity to learn and then catch-up. And for that reason it is critical for any learning organization to gain new knowledge from which learning can occur, and to learn from application of current knowledge and to use this learning as a driver to obtain new knowledge. The learning organization focuses on its systems as part of the bigger picture to identify opportunities to use knowledge and learning to increase knowledge and intellectual capacity and improve performance. The Need for the LEARNING ORGANIZATION The nature of the environment has changed dramatically due to significant economic, social and technological changes over the past decades. Organizations today are confronted with increasing environmental turbulence arising from global competition, the introduction of new technologies, shortened product lifecycles and political and social pressures. Organizations, today must be flexible and learn to anticipate changes and respond rapidly. Today, learning makes the critical difference among organizations. Learning can hardly be described as a new characteristic of organizations. Organizational learning is as old as organizations themselves. What is new, is an increased awareness of the connections between learning and competitive ability as well as better insight into the conditions for effective learning. In the long term it is said that learning will only provide competitive advantage to organizations that learn faster and better than their competitors. Changes in the business environment have significant implications for learning World-Class Organizations Any organization in business cannot afford to stand still. It must improve its ability to deliver higher quality goods and services at competitive prices or it will go out of existence. This trend has resulted in emergence of World Class Organizations (WCOs), in which enterprises can compete effectively on a global basis. This does not mean the organization has to do business in an international level. However, if a Multi National Enterprise (MNE) sets up operation locally, the WCO must be able to compete effectively or if it is a supplier, it must make a competitive bid to supply the MNE with the desired goods. Simply stated, enterprises now use their competitive advantage to invade international markets, and local companies should meet the challenge. Figure 1 illustrates as how to be more than just being a total quality or adaptive organization. It means learning how to anticipate and stay ahead at impending changes (qualities of learning organizations) and how to continuously improve to maintain a competitive advantage. What do organizations need to do to become WCOs? There are six pillars of WCOs and each represents a human relations challenge. They are depicted here: Table 1. Characteristics of a Learning Organization and Associated Best Practices Characteristic Definition Associated Best Practices Positive Byproducts Self mastery- individual The ability to honestly and openly see reality as it exists; to clarify ones personal vision 1.Positive reinforcement from role models/managers 2.Sharing experiences 3.More interaction time between supervisory levels 4.Emphasis on feedback 5.Balance work/non-work life Greater commitment to the organization and to work; less rationalization of negative events; ability to face limitations and areas for improvement; ability to deal with change Mental models individual The ability to compare reality or personal vision with perceptions; reconciling both into a coherent understanding 1.Time for learning 2.Reflective openness 3.Habit of inquiry 4.Forgiveness of oneself 5.Flexibility/adaptability Less use of defensive routines in work; less reflexivity that leads to dysfunctional patterns of behavior; less avoidance of difficult situations Shared vision group The ability of a group of individuals to hold a shared picture of a mutually desirable future 1.Participative openness 2.Trust 3.Empathy towards others 4.Habit of dissemination 5.Emphasis on cooperation 6.A common

Essay --

Witch-hunts occurred throughout England for centuries, so it was no surprise that the witchcraft hysteria eventually reach colonial New England in the late seventeenth century, but this wave of fear was different from any other. Beginning with two young girls, witchcraft affected every person living in the New World and by the end, over twenty men and women were convicted of witchcraft, as well as entire communities living in constant fear of being touched by the Devil. Puritans, a group of English settlers, held strong beliefs about the Devil which sparked ideas of witchcraft among the Salem community. The austere Puritan lifestyle left little room for creativity, resulting in accusations against innocent people. Women, in addition to children, were inferior and considered weak; it was believed that Satan used them to carry out his wishes, and as a result, these people became witches. The severity of Puritan religious beliefs indirectly caused the witchcraft hysteria to reach its p eak during the Salem Witch Trials. Prominent and influential among the colonies, mainly Massachusetts, Puritanism was not only a religion, but a lifestyle. Puritans left England in 1630, with the intent to reform the Church of England. These English Protestants were discontent on how the Church of England was run and they made it their mission to â€Å"purify† and eliminate the church of Catholic influences, as well as â€Å"invigorate daily practices of religion.† Overall, Puritans desired â€Å"England to be reformed as John Calvin (1509-1564) had reformed Geneva (Hall, 21).† By moving to New England, Puritans had the freedom to establish their own religious authority. Puritanism controlled every activity in order to maintain a constant unity between people and Go... ...ities. â€Å"Young women at that time had nothing at all to feed their imaginations. There were no fairy tales or stories, no art, theater, or classical music (Kallen 23).† In addition to restrictions of childhood, extreme pressure was placed on children to remain pure or suffer the potential punishments from the Devil. At young ages, fear was planted in children’s minds causing hyperawareness of Satan’s wrath to frighten a child’s consciousness (Hall 23). The combination of fear, lack of imaginative outlets, and pressures on children were catalysts to the uproar of witches and witchcraft. With little ability and opportunity to express any behavior other than obedience, it was understandable that young Abigail Williams and Betty Paris claimed that they were possessed by witches, and in turn, these accusations engulfed the entire settlement of Salem into the hysteria.

Realtor - Adding Value During the Purchase of a Home :: Free Essay Writer

Realtor - Adding Value During the Purchase of a Home Convenient. It’s the word that consumers want to come before anything they do. Make it easy. Make it simple. This comes into play more so than ever when the consumer is buying a house. Real Estate companies are beginning to offer their customers convenience. Buying a house can be considered one of the most time consuming and difficult purchases a person may ever make in a lifetime. To ease the strain and possibly keep a home buyer or seller as a customer for life, services are being offered where the utilities will be hooked up before moving in, phone turned on, cable ready to watch, boxes of trash from moving can be picked up without missing a scheduled day, and there might even be mail waiting in the box when the moving truck pulls up. Realtors are getting more involved in simplifying the process. Another aspect for Prudential is contractor referral services. Move in, don’t like the carpet this time, the realtors will sup-ply you with lists of names. DOES THE REALTOR GET A PERCENTAGE OF THE CONTRAC-TORS PAYMENT. DO THE CONTRACTORS PAY TO BE ON THE LIST. According to Prudential, the process to get started is simple and will boil down multiple calls to the different utilities to one 20-minute phone call to a Homessentials’ representative. According to Jerry Y. Speer, current president of the Pennsylvania Association of realtors, the "package services" have been around for 10-12 years. He said over the years a lot of com-panies have offered incentives for their clientele but he "hasn’t seen these becom any big success." Some by using coupon books that give new homeowners discounts at local stores. Although Speer can’t see these "incentives" as a reason why a person would choose a particu-lar Realtor or buy a certain house.

Development as a Dynamic System

The dynamic systems theory in development explicated by Thelen and Smith conceptualized the process of development as a process of change. In the theory, the authors explained how the development of human occurred. The concept of the theory greatly uses the experiments and study on motor, perceptual and cognitive development. The dynamic system theory is considered as a new scientific paradigm that is continuously evolving from the concept of development as a dynamic, non-linear, self-organizing or even chaotic system.The dynamic system theory of development encompasses different principle widely used and accepted in different fields such as in physics, chemistry, and mathematics. (Stolorow, 1997) Thelen and Smith concerned with the explanation as to how development occurs in humans proposed a radical alternative to the exiting cognitive theory. (Storolow, 1997) Their emphasis on dynamic representation of the process and the process evoking the concept of change is also stressed.As a n alternative to the traditional cognitive theory existing at the time the theory was developed, it attempt to apply the complexity theory to psychology as they reinterpret several traditional concepts used in the cognitive development theory in psychology. In this approach, the theory started with fundamental questions with regards to the cognitive theory.As the new theory of dynamic system of development revealed, it is regarded as a theory of development of cognition and action, at the same time unifying the recent advances in their conceptualized theory and the current research findings and analysis in the neuroscience and neural development field. The dynamic system of development theory shows how the processes governed by principles of exploration and selection and multimodal experiences form the bases for self-organizing perception and action categories. (Thelen, 1994) The theory became a powerful source of new metaphors for the field of psychoanalysis.The theory includes ana lysis of phenomena like conflict, transference, resistance and the unconscious intertwined with the perspective of the development process as dynamically emergent properties that elucidate the process of pattern formation and the process of change. The theory is useful in understanding the complexity of the development process. As a function of the theory, it permits theoretical statements about development of societies and groups but also the individuals within the societies and the entities that govern the group.The dynamic system approach attempts to answer the different levels of problems and at some point avoids it by defining the process of development being multilayered. The theoretical assumptions of the dynamic system theory tries to avoid the concept of stages in outward behavior because the concept of the theory acknowledges the fact that outward behaviors that appears to be staged-like is or can be explained through the occurring continuous changes in the components gove rning those behaviors.  (Thelen, 1994)The theory stresses the importance of the concept of change and transition, and attributes the process of development in the mechanisms of change that has a process of the first step towards the last. The theory focuses on the concept of change, and limits its regards to change being time-bounded or as a series of stages with transitions. Dynamic systems being self-organizing are a consequence for the idea that development is a result of spontaneous emergence of higher-order structure.The emergence of higher-order structures contributes to the recursive interactions among the simple components included in the process. Essentially connected with human development is the concept of human individuals being developing organisms having continuous and numerous genetic, physiological and psychological attributes. In turn this results to behavioral changes which include the interaction between the individual and its environment. In turn the dynamic sy stem theory of development is given less of the credit it deserves as a theory that explains further the human development of an individual.The concern of the theory is to stress the value of the concept of change and how it is important in the understanding of development and other factors that surrounds the concept of development. The dynamic system of development in humans greatly contributes to the fact that behavior is the outcome of the interaction between the individual and its environment. Thelen and Smith objectively presented a new theory that governs the principle of development being a process of change, which includes the transitory and stages in resulting to development. Reference: Stolorow, R. D. (1997). A Dynamic System Approach to the Development of Cognition and Action: By Esther Thelen and Linda Smith. The International Journal of Psychoanalysis 1(78), 620-622. Storolow, R. D. (1997). Dynamic, Dyadic, Intersubjective Systems: An Evolving Paradigm for Psychoanalysis. Psychoanalytical Psychology, 1(14), 337-346. Thelen, E., & Smith, L. B. (1994). A dynamic systems approach to the development of cognition and action. Cambridge, MA: MIT Press.