The Organizational Behavior Practiced at OSIL Essay Example for Free

The Organizational Behavior Practiced at OSIL Essay Organizational behavior is an essential tool in any organization’s success. The roles to which its benefits are experienced are taken as a whole, with the organization members and the organization itself. It creates a better relationship inside the organization which enables the organization to direct its focus and goal in achieving success. Many companies have carefully scrutinized the objectives of organizational behavior, but some organizations does it so effectively that their achievement is more than the company’s growth but also encompass a holistic experience for its members. Introduction A company’s success can be defined by many factors. We can attributed the executive branch or the managerial skills of the leaders, the technical skills of the workers, the own contributions of the hundreds of workers in the company, and even the role to which the consumers plays their role in the process. But no matter how each entity aims to aspire for a success defined by any organization, external factors can easily disintegrate the organization given if the foundation of its existence is not strong. Organizational Behavior has been a concept under study regarding how people and groups of individuals works and act inside an organization. In context of which, the approach is entailed with a system that aims to understand the relationship of the people inside the organization, the relationships between them, their collective effort, the whole organization itself and the organization being an economic and social entity. Knowing how much organizational behavior affects an organization is a necessity; not only because of its great benefits, but also because of the understanding it gives in realizing the full potentials of the organization. When we talk about having a strong foundation in an organization, we do not only cite the importance of a clear and attainable objectives and goals. The organization needs to achieve not just its organizational objectives, but also consider the human and social objectives that go with it. Not only does it creates self-awareness for the organization, but also determines the extent to which the organization is determined and committed to achieve a holistic experience working in a wholesome relationship. In the study of the application of organizational objectives in different organizations we will mention later, we understand that part of the organization’s success or even failure is affected by the knowledge and lack of, respectively, organizational behavior concepts. This is because the study of organizational behavior encompasses wide and varied topics such as human behavior, change, leadership, teams and others. (Knoster, 2000) In this particular study, we will review the concepts under the study of organizational behavior. Following which will be determining the organizational behavior main concepts that has been used and tested by the different organizations used for this study. We will evaluate not only the success stories, but also show the side of failure in some cases in which we will examine the reason why such failure occurred. This is very important as we provide both viewpoints in the organization’s use of the organizational behavioral concepts. The Concept of Organizational Behavior: Before we begin discussing the focal point of this paper, we shall discuss the important elements and models of organizational behavior that some organizations adopt or use. Basically, the foundation of any organization relies on its solid attribution and commitment towards its philosophies, values, visions and goals. These elements are a major factor to which the organization manages, directs and operates. All these elements in turn is the motivational factor behind what is called the organizational culture which is composed of the formal and informal organization, and the social environment to which the organization thrives in. This mentioned organizational culture will eventually determine the extent of leadership needed, communication process and group dynamics which are very important main concepts in determining organizational behavior. These components are what workers in particular see as their degree of motivation in the quality of work life in the particular organization. When all the elements are in place and well executed, the organization and its employees experience performance, and individual satisfaction, and personal growth and development. This in turn will gear the organization to its operation process and ensures that internally, the organization has its objectives set properly. (Clark, 1998) Over the years, there are different models of organizational behavior that has laid the framework for the operations of many organizations. There are four major models of organizations, namely; autocratic, custodial, supportive and collegial. The first model, autocratic has its basis and focus on the managerial orientation of authority. In studies regarding this type of model, employees tend to become obedient and dependent on their employers, but then the level to which the employees meet their needs is subsistence and the result where found out to be minimal. (Clark, 1998) The second model, custodial has its focus on the organizations’ economic resources and the managerial orientation included in handling the financial resources of the organization. (Clark, 1998) This in turn yields a much secured attitude of the employees towards the organizations because of the benefits and dependence on the organization. The employee enjoys the security he experiences in the organization and in turn this model yields an effective passive cooperation towards the organization. The third model, supportive, entails the leadership and the managerial orientation of support. (Clark, 1998) The employees of the organization are then oriented towards performing great on their jobs and participation in the process. The goal of the employee is to meet the status and recognition form the organization which results to a more driven performance of the employees. The last model is the collegial model in which there exists a partnership and managerial orientation of teamwork. (Clark, 1998)Responsible behavior and self-discipline is expected of the employee and the employee must accomplished self-actualization in order to meet the needs given. This model yields a fairly moderate enthusiastic individual of the organization. We must note however that in a realistic context, the application of these models are not done individually alone. The different models are adapted in accordance to what the organization needs and aims to achieve given their objectives and goals. Organizations do not necessarily adopt an individual and particular model; sometimes organizations even incorporate the different models’ identity to be able to apply it to their organization. Success of an Organization: Douglas McGregor during the 1960’s made a discovery in human behavior in which he relates that most of the management techniques involved in an organization during the 60’s involves monitoring the work of the employees to ensure that they are efficiently operating in the working environment. In his theory, he relates that there is one way to view people. Theory Y, proposed by McGregor, illustrated that people inherently enjoy work and want a good and stable job. He contradicts the manner by which employees are monitored, a process in which organizations during the 1960’s operates, and geared towards encouraging organizations to realize the potentials of their employees in areas such as problem-solving, innovating, finding new opportunities and developing new approaches. (Frazee, 2004) Pioneers in understanding organizational behavior realize the complexity of human behavior, but states as a matter of fact that an individual, an employee for that matter, is also responsible for the improvement of the whole organization, that even with the difference between the employees and the organization as an entity, the relationship between them defines both entity’s growth and development. Relative to the individual process of learning an employee experiences in the workplace, organizational learning also occurs. Organizational behavior shapes patterns by which an individual is enabled to understand the overall perspective within the organization more than what the individual could on his or her own. (Frazee, 2004) In this paper, we note that one company is able to apply the concepts of organizational behavior in its policies and operations. We name Wal-Mart as our example and will use the analysis on how it adopts organizational behavior concepts into its relationship and management of its employees. In past studies regarding organizational behavior, organizations that express and treats its employees as company assets but withholds its time and money towards its employees clearly puts a face on their corporate value statement. In the same manner at which even if performance is rewarded but promotions of employees are relatively not shown, employees then have reserved feelings over the organization and try to get ahead of them. These forms of organizational operations are determined as detriment to an organization and are unable to reach its potential as an entity in the economic and social realm of society. In affect, the stability of an organization’s growth will very much be impeded by the weak relationship organizations has towards their employees. The Success and Shortcomings of OSIL: An organization’s culture determines a lot in its organizational behavior. The culture in an organization is composed of beliefs, different values and assumptions that that organizations tries to shape its employees behavior. The individual’s behavior are shaped and motivated in lieu with the culture the organization possess and operates at. An organizational culture can either be strong or weak. Strong in the sense that it influence and motivates the individual and his or her behavior and weak if it has a relatively low or no impact on the behavior of an employee. (Frazee, 2004) The human resource practices of OSIL is said to have set a more competitive format in the apparel industry. In recent years, there is an issue on the emergence of more companies offering bad compensations for its employees. Many critics of this issue have stated that employers had changed their operations into long-standing practices with regards to the employment of their employees and the way in which their wages are set. There is the existing fear that fewer jobs offer a traditional long-term employment relationship and continuously have low-skilled job offered and little opportunity in terms of training and wage increase. Citing Hughes 1999 study, jobs in the clothing industry is no longer a full time job, but rather characterized with part-time job with irregular hours, low pay and limited options for training and promotion. This transition emerged the same time the industry has undergone dramatic product restructuring as OSIL and other mass merchandisers have entered the industry. The expansion efforts of OSIL had a dramatic effect on the labor market. OSIL significantly has made the shift consistent with changing the United States’ level of employment and wages after its successful entry in the industry. It can be said that although there is the commitment of OSIL to employ and provide more job opportunities to many, the promotion and ability to provide training opportunities was very limited due to factors affecting its expansion plans. But somehow, in totality, it has no significant negative impact on OSIL being a successful organization. OSIL hitherto had expressed its desire to devise a new communication plan in order for the company to address several issues in recent years. OSIL is now working on integrating a multi-tiered communication plan into the business. In a statement of Sue Oliver, citing the article of Millerwood Communications, the senior vice president of the OSIL Stores Division envisioned this plan to reduce the turnover and to comply with the increasing and more complex demands and trends of the consumers. (Miller, 2007) The new communication plan they are also planning is to be able to react to the negative publicity they have been receiving the past years. In the formatted communication plan, OSIL intends to hire more than 300 human resource managers to work for them, and ensure the stability and efficient hiring, training and performance practices to be applied. The new communication plan also aims to increase the morale of their employees by communicating business objectives and opportunities for growth. The objective to communicate among its employees and consumers is implemented together with a strengthened human resource practice that will ensure that employees are benefitting the growth. The communication plans also includes updating its websites to address controversial topics, and to give senior management the responsibility to address the issues immediately as it arises. (Miller, 2007) Conclusion: OSIL is an apt example to explain the dynamics to which organizational behavior can be very useful in determining the success of a company. in the study, we analyze that organizational behavior encompass the relationship to which employees play a vital role in determining the success of an organization and how individual realization of potentials is a great asset to an organization. We examine the positive and negative outcome of the adoption of organizational concepts that enabled OSIL to become relatively successful in the industry. As mentioned, the organizational culture of OSIL is significantly strong in context that its founder has a clear intention to include its employees with its success. OSIL was accused of paying low wage to workers, having low training opportunities and promotion options for its employees. The lack of a strong human resource practices has led to several changes the company aimed its communication plan. The proposed communication plan objectively clarifies OSIL’s position with its employees and organization. The company is also suing technology, like its websites to address these matters immediately. OSIL as a developing and expanding company is applying several main concepts of organizational behavior in its operations. We can only hope that effectively and efficiently it can maintain its commitment and passion not only towards the business, but most especially with its employees. Why are people leaving from one company to another? A wide variety of reasons why are people leaving their jobs to find new companies includes: expectations were not satisfactorily fulfilled, unsuitable for the role, do not fit with the company’s culture, insufficient opportunities for growth and development, inadequate acknowledgment and admiration, problems with a manager or supervisor, not satisfied with the compensation, stress, lack of work and life balance, and lack of confidence in the company and leadership (Meyers). According to Susan Heathfield (Heathfield, 2007), most employees are leaving their work for reasons of searching new opportunities with other companies. Three top reasons were identified by Heathfield: fifty three percent of employees look for better rewards and benefits, thirty five percent were discontented with prospects of career growth and development, and thirty two percent were ready for a new experience and new environment. The motivating factors that can enhance the continuous stay of employees were examined by Bob Losyk on his article, here are the different factors that he stated: dignity and respect, involvement and participation, pay above the industry average, showcase superior workers, and by showing support to employees (Losyk). Giving dignity and respect is one of the most important key elements in satisfying the employees, harsh words, shouting, insults, and abuse of power will only result to demoralization, low morale, increase possibilities of absenteeism, and in turn resignation. Losyk added that employers should be treated with high respect, worth and goodness, let them relax, be independent and empowered. Do not crash on people who make mistakes instead make it more constructive and let them learn from it. Involvement and participation is also a significant factor in dealing with employees’ motivation to stay in the company, by listening to their suggestions, aspirations, and ideas can make them more involved and active much as with belongingness and partnership. Paying above the industry average will surely and literally compensate the best employee thus giving and making more money for you. Great employees should be compensated for what they gave back to the company and it should not be as simple as paying back but to reward and constantly recognize their efforts. For sure, companies who have the best employees will have more satisfied clients because of the excellent services they receive and in return a greater chance of repeat business will likely to come. Another tip from Losyk is to highlight and draw attention to outstanding employees by giving awards, certificates, extra remuneration, dinners as well as posting their photos on bulletin boards or company newsletters. To share and show support, to listen and know their personal and family problems can be a key factor for lasting relationship with employees. It will create a positive and motivating atmosphere resulting to a more productive and high-quality employees (Losyk). Human Resource Retaining Strategies: The Training Delivery / Communication Options The training delivery to be used is participative which simulates real scenarios (Schein, 1987). This will be a workshop type of training. Experiential learning should be employed in the training components of the human resources planning program aimed at maintaining work effectiveness, retaining employees and create organizational success where employee development is critical. The communication option to be used in the delivery of training should be simple yet effective. This type of training program will fit the workforce of the Belfarm Hotel to refine their training skills. Also, this training program will provide comprehensive information and techniques to develop critical competencies. Training activities will focus on the design and approach to facilitate effective delivery of functions and responsibilities. The training materials to be used should assist trainers in enhancing their training presentations with materials that are professionally designed and written. Group facilitation skills of the trainers should be maximized to effect intervention strategies needed to maintain effective group relationships and direct groups towards productive goals. Aside from the evaluation of the Human Resources Directors from available data and observations, a Training Needs Assessment and Evaluation conducted prior to the actual training proper help trainers understand and use selected needs assessment and evaluation tools as part of the design and delivery of training. Human Resource Issues and Challenges to Consider Including Suggested Solutions The challenge to have a trained and skilled workforce is the ultimate competitive advantage for any organization (Cowling Mailer, 1998). The rapidly expanding base of new information and technologies affects every one of us, from factory floor to business office. No matter how capable or successful an organization is, if staff training and continuing education is overlooked, there will be problems in the organization. The challenge is to get the best value for the training dollars spent by choosing training that suits the needs of the company and least impacts the bottom line (Storey Sisson, 1993). In order to meet the challenge, comprehensive approach to employee development can be adopted. Set goals and reach them, identifying the needs, developing the right intervention, and delivering a practical, results-oriented solution. Interactive training is designed for the adult learner, requiring involvement in the learning process. Handle specialized workplace challenges with customized group training. Handle challenges specific to the organization. A good approach is to maximize training dollars spent by tailoring content to the organization’s explicit situation to produce the results needed. The NLC should source top-notch trainers who can combine their experiences with the latest in learning techniques for interactive sessions that emphasize skill development and application (RBA Training, 2006).

The Impact Of Gothic Revival Architecture History Essay

The Impact Of Gothic Revival Architecture History Essay Term Gothic is used to describe a style of European Architecture which began in France in the late twelfth century. It dominated building design in Europe until the sixteenth. The wealth and power of the church at that time provided the money and the inspiration to build great churches and these are most common, though not the only, kind of Gothic building which also includes civic buildings, university buildings, hospitals and town houses. The Gothic style uses certain architectural design patterns to enable the creation of soaring spaces lit by numerous large windows. Romanesque architecture before the Gothic age had used thick walls to bear the structural load of a building. An important characteristic of Gothic building was to treat only narrow portions of the walls as load-bearers, enabling the rest of the wall to be punctured by windows. Buttresses (Fig.1) were also widely used, further reducing the need for thick walls and allowing spaces of great height to be achieved. Windows were normally pointed which enabled them to be larger and higher than curved-arch windows, thus giving more light and, with the use of stained glass, colour to the interior (Fig.2). The major characteristic of a Gothic church is its height, both real and proportional and the main body of a Gothic church will most often show the main central part of the church(called the nave(Fig.3)), as considerably taller than it is wide. It is important to note that in addition to providing a greater flexibility to architectural form that the pointed arch also directed ones gaze to heaven. Religion was the major driving force for the masons and carvers who created these great buildings they exercised their talents in the service of God . Great example of Gothic feature is The South Rose Window installed in 1260 at the Notre-Dame Cathedral which was laid in 1163 in Paris, France. Its transept depict Triumph of Christ surrounded by apostles, martyrs, the wise and foolish virgins and the story of Matthew from 12th century. It was designed by Jean de Chelles, and is dedicated to New Testament. The South Rose Window which is the largest one reached 12.90 metres in diameter and, if you include its bay, a total height of nearly 19 metres. This window has been damaged several times. It is complete replica of the original. (Fig.4). This south rose window is dominated by strong hues of purple and the jambs have a definite vertical and horizontal thrust. Cathedrals, abbeys and churches made the style popular and its main features which include the pointed arch (Fig.5), the ribbed vault (Fig.6) are also evident in many palaces, castles and universities, with the style seeing something of a revival during the 18th-19th centuries when many more structures in the above categories were built in the Gothic style. The Gothic revival was a reaction to the classical revival and has had significant influence  as well as on the continent of Europe, in  Australia  and  the Americas. Re-awakening was led by John Ruskin and Augustus Pugin. This continued throughout the 19th century gradually replacing classical styles which were then prevalent. Both of these men who put forward the idea of the gothic revival saw the movement not simply in structural terms, but also in religious and spiritual terms. Those who supported the Gothic Revival held the view that religions had produced their own supreme architectural that best expressed their ethos and spirit. They believed that Renaissance architecture was pagan because it sought its influences from the heathen temples of Rome. Only Gothic architecture was accepted to represent the Christian Faith by Ruskin and Pugin. Ruskin, Pugin, and the others who backed the revival of the Gothic style were revolting against the mechanization of the industrial revolution. The ideas they had ultimately led to the Arts and Crafts movement with its roots firmly in the Gothic style. The greatest example of authentic Gothic Revival is the Palace of Westminster (The Houses of Parliament) which was rebuilt by Sir Charles Barry and A.W. Pugin. In 1836-37, he wrote The Poetry of Architecture, serialised in Loudons Architectural Magazine. This was a study of cottages, villas, and other dwellings which centred around a Wordsworthian argument that buildings should be sympathetic to local environments, and should use local materials. For Ruskin, Gothic was the architecture of free craftsmen, he was against classical architecture because of its aim for perfection and for its demands upon the men who were required, as slaves to build it. Their work being a natural and noble activity where the result might not have a perfect machine finish but it was an honest creation. This notion of natural and honest imperfection was called Savageness and was very influential in the Arts and Crafts movement. Ruskin believed also that rather than follow rigid style human should dictate how buildings were designed and craftsmen should be free to adapt and to change. This principal of Changefulness was also an important influence on Arts and Craft s thinking. Augustus Welby Northmore Pugin was the most influential English ecclesiastical architect of his day and the principal theoretician of the Gothic revival Pugin Gods Architect (1812-1852) Born in London, propagandist, and Gothic designer, A. W. N. Pugin father of of  E. W. Pugin  and  Peter Paul Pugin, and early assistant to, Augustus Charles Pugin the producer of pattern books of Gothic building, such as  Examples of Gothic Architecture  (1831). His vision was not only applied on one field of design. From Pugins architectural practice who led him to produce stained glass, metalwork, textiles and jewellery. . After his conversion to Roman Catholicism in 1835 Pugins propaganda campaign began with the publication, of his  intemperate  Contrasts  (1836) Pugin gave it architectural expression through comparison medieval with modern, classically inspired buildings of contrast between the unity and goodness of the middle Ages. He argued that since gothic was an expression of a Roman Catholic society, only such a society could produce true gothic and he continued that in Pugins  The True Principles of Pointed or Christian Ar chitecture  (1841) explained the Gothic as a rational he announced there the two great rules for design defined the real nature of Gothic that there should be no features about a building which are not necessary for propriety, construction or convenience. Second rule that all ornaments should consist of enrichment of the essential construction of the building. Buildings Designed by AWN Pugin in the South-east of Ireland include; St Aidans Cathedral (pic.), Enniscorthy; St Peters College, Wexford; St Michael the Archangel, Gorey and the Parish churches of Tagoat and Barntown, all in County Wexford Charleville Forest Castle (pic8) is considered as a one of the finest Gothic Revival buildings. It was built in 1798 by Charles William Bury and is Located in County Offaly, in the Midlands of Ireland. Charleville Castle grew from paper doodles in early 1798, and was designed by Francis Johnston and he was one of the leading architects of the day. The construction of the castle took fourteen years. In main rooms of this Castle you can see spectacular ceilings (pic9), Great Stairs, the Great Room the Morning Room, the Red Room, the Library, and other rooms now open to visitors which can see also gardens around the grounds.  Rooms feature original architecture, impressive stucco and plaster work, stained glass windows, hand turned woodwork and more. Within the dining room, the ceiling owes its look to the talented  William Morris, who stencilled it in the late 1860s. Charleville Castle can be described as a quite compact building (unlike many gothic rambling castles built by the Vi ctorians) with castellations and towers. There is also small Gothic Chapel in the main part.   In 1971, Michael McMullen came into possession of the castle and began restoration works, now the Castle is owned by American Bridget Vance. It is known for generations as one of the worlds most haunted Castles and which was abandoned in 1912 and through the War for Independence. Legends say the castle was built  on the site of an ancient druid burial ground. Conclusion From my research, Gothic architecture of the past and Gothic Revival of Irish Architecture, are inter-linked and yet distinctive. Architecture has always been about design and enhancing the beauty, shape and style of the buildings around us. Even as far back as the twelfth century the Gothic movement was aimed at enhancing buildings egg. Churches which were possibly the most important types of Gothic revival architecture in Ireland. This was achieved by using large stained glass windows which were fascinating in their ability to carry a story of Religious significance. The Gothic era of that time insured that these windows were to be made bigger which in turn would have made more inviting to not on locals but to visitors to the area as well. On a local level it would be very hard not to refer to.

Strategies for Vicarious Trauma

Strategies for Vicarious Trauma Frances Roulet Vicarious Trauma and Compassion Fatigue Professional Quality of Life, ProQOL 5. The ProQOL 5 was an easy and short-timed instrument to respond to. Based on the responses and personal scores the results were given as follows: Compassion Satisfaction: 47 High Burnout: 15 Low Secondary Trauma Stress: 19 Low The obtained scores in this instrument revealed that in the subscale of Compassion Satisfaction indicated a 47 score, which means that there is a high level of satisfaction in deriving pleasure of being able to do my work, and perceive high level of pleasure in helping others through my work. In the Burnout sub-scale indicated a 15 score, which means there is a low level of elements of compassion fatigue associated with feelings of hopelessness and difficulties in dealing with work or doing effectively my job. On the other hand, the subscale of Secondary Traumatic Stress scored 19 points, which means there is a low possibility of developing problems due to the exposure to other’s extreme or traumatic events is low, therefore, there is no real secondary exposure symptoms interference. Two areas to prevent and avoid vicarious trauma. Although, the overall results of this instrument indicated a very good handle of my professional quality of life, there is two areas where I believe there should be preventive measure to avoid developing and suffering from vicarious trauma. And, even though, these subscales are under control, they are exposed and can create a mayor problem to me if they are unattended. These areas are burnout and compassion satisfaction. I selected compassion satisfaction because if the environment where I work is not adequate or not supportive (referring to the administrative system) or if the lack of personal or professional satisfaction provokes feelings of restlessness or not being productive then I begin to feel bored. There is no sense in working in a place where there is no meaning or being productive, therefore, there is not satisfaction in working. Then, I begin to have an internal struggle where I end up feeling negative effects, such as, hopelessness and difficulties in dealing with the la ck of internal motivation and performing my job effectively. If there is no challenge and space for growth. The feeling that your effort is worth nothing or makes no difference it would push me to the limits. Justification of two strategies to avoid vicarious trauma. According to Bride, Radey Figley (2007) in their investigation indicated that there is a high prevalence level of trauma exposure within the general population, social workers encounter high level of professional contact with traumatized clients. In their investigation the general population indicated that a lifetime prevalence of exposure to traumatic events was identified from a 40 percent to an 81 percent. Moreover, the clients from outpatient mental health reported within their information history of exposure to traumatic events, and these were from an 82 percent to a 94 percent; along with a 31 percent to a 42 percent classifying with criteria for Post-Traumatic Stress Disorder (Bride, Radey Figley, 2007). According to Bride, Radey Figley (2007) and their findings clinicians should be spending more time in getting involved in leisure, self-care among other activities, such as spirituality activities, in order to enhance quality of life. Indeed, the need of disengagement strat egies becomes one of the most important strategies in order to proceed in a positive manner (Figley, 1995). For example, setting the boundaries in your work environment, setting up rituals, such as utilizing music and humor or using motivational breaks during the day. Utilizing self-statements, such as, â€Å"it is not my problem or responsibilities, tomorrow will be another day, among others (Gerding, 2012). Furthermore, using strategies to gain a sense of productiveness and achievement, in which the clinician sets-up achievable standards goals, trust colleagues assessments, tolerance setbacks and make self-statements, such as under the circumstances I did my best or I can only do so much. Subsequently, you can also use the strategies for health and stress reduction, in which we can require adequate rest and relaxation, eat healthy and exercise (Figley, 1995). Last but not least of the strategies, you may build a sense of satisfaction by reviewing life and asking yourself â€Å"w here am I now†, â€Å"where do I start† and â€Å"where will I end my career†. Procedure of desensitization of trauma, may be used in order to better access memory (Figley, 1995). Controlled empathy influence the development of vicarious trauma. The vicarious trauma syndrome can be developed by anyone in the helping field. It characterizes by a set of symptoms that uses controlled empathy while being exposed to listening or seeing traumatic events. Izzo Carpell-Miller (2009) discussed in their article the importance of controlled empathy, these researchers explained that controlled empathy is being used as an instrument to empower awareness around and it’s the neurological process that contributes to the syndrome of vicarious trauma. For example, when a person is listening to a traumatic event, the brain and the body can be observed that it is not calm, they manifest non-verbal communication. The person listening is absorbing all type of shocking communication, nevertheless, their response is constrained and directed to aid the person who is in pain and suffering. Although, there are two types of empathy, known as controlled empathy and automatic empathy, they are not the same because they have different neurological process in the brain. Controlled empathy process is simply automatic empathy interrupted, that affects the professionals physiological, cognitions, emotions and spiritual health (Hodges Wegner, 1997; Izzo Carpell-Miller, 2009). The brain pattern perceived by an activation of the visual cortex, as the listener hears the traumatic events he/she begins to visualize the events as if they are actual protagonists of the event (Hodges Wegner, 1997; Izzo Carpell-Miller, 2009). The process occurring in the brain at the present time is that the right hemisphere of the brain activates mirrors neurons, which automatically flow routing itself to the left side of the brain, but other brain chemicals hold them back. This process occurs internally and manifests in the behaviors’ of the professionals, when she/he remains calm, cool and collected in front of the client. Basically therapeutic empathy may develop a paradox, because the client wished to be understood, seen and accepted. Strategically controlling the attention of the client becomes essential within treatment process. But, constant controlled empathy can also be hurtful provoking a counterintuitive for each and one of us. When a therapist recognizes that empathy hurts, the clients has been observed how their conflicts has affected them in all aspects, and also how these continue to play throughout the therapeutic relationship and the client’s life. Once the therapist empathy seems to be compromised and getting in the way of treatment progress, therefore, therapist affective attunement begins to play a role in the present relationship. The therapist must recognize a disruption in the interpersonal process between the client and therapist, and addressing what has happened. The main therapeutic idea here is to change the therapeutic conversation from whatever issue was being addressed to focus on the immediate experience of engagement with the therapist. Otherwise, this disengagement can cause interpersonal disruption and trauma. References Bride, B., Radey, M. Figley, C. (2007). Measuring compassion fatigue. Clinical Social Work Journal, 35(3): 155–163. Figley, C. R. (1995). Compassion fatigue: Coping with secondary traumatic stress disorder in those who treat the traumatized. New York: Brunner/Mazel. Gerding, A. (2012). Prevention of Vicarious Trauma: Are coping strategies enough? Master of Social Work Clinical Research. http://sophia.stkate.edu/cgi/viewcontent.cgi?article=1027context=msw_papers . Izzo, E. Carpell-Miller, V. (2009). Vicarious trauma: The impact of controlled empathy. http://www.selfgrowth.com/print/588454. Hodges, S. Wegner, D. (1997). Automatic and controlled empathy. In: Ickes, W. J. Empathic accuracy. Pp. 311-339. New York: Guilford.

catcher in the rye glass menagerie Essay -- essays research papers

The Catcher in the Rye and The Glass Menagerie The person someone becomes is influenced by the losses they have experienced in their life. In Catcher in the Rye the main character Holden Caulfield is devastated by the loss of his younger brother Allie to leukemia. The loss of Allie never leaves Holden’s mind. It changes his perception of the world. In The Glass Menagerie Amanda Wingfield’s husband abandons her and their two children Tom and Laura. For Amanda the only way to deal with the loss is to escape into a dream world. She forces this delusion onto Tom and Laura Loss of anything a loved one, a friend or a cherished possession can affect the way a person feels. Loss can change a person’s reactions or attitude toward something. This may cause the person to change the way they live their life or the decisions they make. Loss leaves an impression on a person.   Ã‚  Ã‚  Ã‚  Ã‚  Holden Caulfield is tormented by Allie’s death. The night Allie died Holden slept in the garage and broke all the windows with his fists. This was the only way Holden could deal with the loss of Allie. Allie becomes the model of the ideal person for Holden. Throughout Catcher in the Rye whenever Holden talks about Allie it’s what a great person he was. He describes Allie as extremely intelligent, someone you would have liked and as someone that never got angry. Everyone Holden meets or sees he compares them to this image of Allie but almost no one meets the standards. As Holden is eating breakfast in a diner he sees two nuns come in and helps them with their suitcases. He thinks nothing of them until he notices that their suitcases seem inexpensive. Holden talks about how he hates it when someone has cheap suitcases and how he can just get to hate someone for having them. Holden never gets over Allie’s death. It causes him to become restless. He is searching for something to replace the gap in his life that Allie left. He looked up to Allie. Whenever Holden finds something that can replace Allie he discovers flaws about it. Holden feels that if he finds something he is betraying Allie. He never truly finds something to fill the void. When Phoebe asks Holden to name something he likes a lot he can’t think of anything besides Allie. Phoebe says Allie doesn't really count because he’s dead. Holden argues â€Å"I can still like him, though, can’t I? Just because somebody’s dea... ...inessman. She blames her husband for her children’s bad qualities. When Tom stays out late or smokes Amanda says â€Å"you got it from you father†. Holden and Amanda were both traumatized by the loss they experienced. Holden’s view of the world changes because of Allie’s death. In Holden’s mind no one will ever live up to Allie. Holden can’t see good in the world anymore. There is something wrong with everything when matched up against Allie. Even though this is true Holden is on an endless quest to find something that can replace Allie. The loss of Allie causes Holden to feel only something negative can result from change. The loss of her husband throws Amanda into a fantasy world. She will not accept that she should be anything other than the southern lady she was brought up to be, that Laura is peculiar or that Tom is not a budding businessman, and that she herself might be in some ways responsible for the sorrows and flaws of her children. Loss affects people in different ways. It can tear them apart or make them stronger. For both Holden and Amanda loss forces them to struggle with their emotions in an attempt to find ways of dealing with the loss.   Ã‚  Ã‚  Ã‚  Ã‚  

The Brady Bunch :: essays research papers

THE BRADY BUNCH The word sitcom is short for Situation Comedy. A good sitcom story idea places the star (or supporting character) into a situation in need of a resolution, which will cause the character to respond in unexpected, exaggerated, and hugely sidesplitting ways (Rannow, pg. 13). A comedy now days are different from how they were in the 1960's and 1970's though. Today directors use sexual content and foul language to make people laugh and do not usually have a purpose or point to get across to the audience with each show. In earlier comedy, such as The Brady Bunch, Director Jack Arnold tried have a lesson learned in each episode while still maintaining a sense of humor, minus the foul language and sexual content. Although the show is not extremely funny to most people it is still a classic show that deserves to be remembered. The Brady Bunch tends to say that our society is corrupt in a way. It displays many problems that people deal with on a daily basis and expresses how they feel they should be fixed. The show tries to get across to the audience that even though there are some people out there that are not right in the head, you yourself still have to be. Mike Brady, the father always gives out these lessons. For example when Marcia's new boyfriend steals Greg's phony playbook for the football game, Mike tells Greg that in actuality, Greg would win the game by cheating himself, unless he confessed to Marcia's boyfriend and told him the truth. After doing so, Greg and his team prevailed as champions of that game. Although The Brady Bunch sends out loving vibes every episode, as the hippie's did at that time, it did in fact portray surprising violence in one memorable episode. A boy by the name of Billy continuously calls Cindy 'Baby Talk'; due to her lisp. One time Peter stands up for her and ends up getting punched in the eye. Mike Brady then teaches Peter how to fight in order to defend himself if the time comes. Sure enough the time came and Peter knocks the boy's teeth loose and he ends up having a lisp himself. After Cindy calls him 'Baby Talk'; though Peter sticks up for Billy and tells her not to tease him because she remembers how bad it felt to be teased herself.

Management of Having an Alcoholic Parent

Many kids feel that they can't do anything when a parent is an alcoholic. In fact, almost every kid who has a parent who is an alcoholic feels that there is nothing they can do. You are wrong. There are many things that you can do if you just think about the situation. If your father/mother is abusing you when he/she drinks there is much that you can do. What about if your mother/father are in denial and he/she will not listen to you when you tell them that they need counseling. There are many sides in which you can take in order to help them solve their problems. One way people can go around a certain situation is to confront the alcoholic. By doing this you can see if they are in denial with the subject. This may cause some tension is some cases, but it is worth it to know if they are in that state or not of denial. If you do ask them and they do say, â€Å"Yes† than you should talk with him or her and see what do you think that you should do in order to stop drinking. Some people will however, get the ideas that you are trying to run their lives, and make a big scene. If you just do it with out blaming the person and allow them to answer then they will understand and be cooperative about the matter. Another way to try and help an alcoholic is to get them into rehab or counseling. In many cases this is the best and most convenient way to help out him/her with their problem. By doing this you are realizing that the person or people have a problem, and need help. Some people will get offended in this matter, but that is the risk that you have to take. If they do get offended they should see that right there they need help. If they do not get mad or angry than maybe they did not have a problem at all, and you made a mistake. There are many counseling opportunities that one can go to in-order to get help. The people that end up going to rehab, are the ones that still remain having the problem. In many cases rehab only makes matters worse. It is a good idea in certain situations, but teenagers should not be going to these places. It makes them feel worse and causes them to drink more often. The other way that you can help an alcoholic parent is to do what they say. Sometimes kids feel that if they do what they say it gives them the gratitude of power. So some kids do not listen and that causes some of the parents to drink more often and frequently. This is one of the worst things that you can do when it comes to an alcoholic parent. Not listening to them makes them feel that you don't care about them at all. They think that you are thinking you can do what you want when you want to do it. It is not the case, but that is how an alcoholic parent sees it in his or her perspective. Yes there are many other ways you can approach an alcoholic parent, but these are the ways that I feel are most helpful. If you do come across and alcoholic the best thing you can do it to just be there for him/her when they need it.

Reviving and Regulating Religion in China Essay

In line with Mao Zedong’s Great Cultural Revolution, religion was banned and atheism was declared to be the official religion of the Chinese Communist Party (CCP). The socialist transformation of China required the elimination of the so-called Four Olds – Old Habits, Old Ideas, Old Culture, and Old Customs (Overmyer, 2000). At the height of this campaign, religious activities were banned and structures of worship such as churches, mosques, temples, and monasteries were destroyed and looted. After Mao’s death in 1976, China revised its position on religion in consonance with the â€Å"Reform and Opening† policy implemented by Deng Xiaoping in 1978, which led toward a period of vitality and cultural openness. The official position of the Chinese nation was embodied in Document 19, a directive which led to the reestablishment of religions and religious affairs in China. While Document 19 guaranteed freedom of religion as means of uniting its people, it still empowered the state to control and regulate worship to ensure its stability and survival. Renewed definition of religion Document 19 critically analyzed the impact of its restrictive religious policy and recognized that religion was a crucial historical phenomenon in â€Å"the development of human society† (MacInnis, 1989, p. 10). The directive produced a comprehensive analysis of the role of religion in China, outlining the errors of the CCP in dealing with the religious question, most notably the â€Å"leftist† excesses during the Great Cultural Revolution which made China subject to severe international criticism. China’s religious policy after liberation â€Å"forcibly forbade normal religious activities by the mass of religious believers,† â€Å"misinterpreted the customs of religions,† and â€Å"used violent measures against religions forcing religious movements underground† (MacInnis, 1989, p. 13). Eventually, according to the directive, the coercive policy toward the religious question went contrary to Marxism-Leninism and Mao Zedong Thought and ended with the destruction not only places of worship but historical sites such as Daoist and Buddhist temples. Document 19 also aimed to rectify the theoretical errors that came with the previous religious policy. It concluded that eliminating freedom of worship violated one of the Party’s principle tasks: uniting the people. According to the directive, there were around 59,000 â€Å"religious professionals† in China; 27,000 Buddhist monks and nuns; 2,600 Daoist priests and nuns; 20,000 Muslim imams; 3,400 were Catholic priests; and 5,900 were from Protestant clergy† (MacInnis, 1989, p. 15). The Document stressed that the previous view of estranging believers was unrealistic because considering that the lives of the Chinese people after liberation and during the Socialist reconstruction only improved gradually, it was a mistake to fast-track the Cultural Revolution. Moreover, considering that class struggle still exists in China despite liberation, â€Å"the long-term influence of religion among a part of the people in a Socialist society cannot be avoided† (MacInnis, 1989, p. 15). Instead of forcing the people to abandon their religious beliefs, the State must recognize that religions, like the state, will wither away once the objective requirements for a Socialist and Communist state will have been met. Because the previous policy divided believers and non-believers, it also denied equality of basic political and economic rights of the masses, hence, forgetting â€Å"that the Party’s basic task is to unite all the people†¦ in order that all may strive to construct a modern, powerful Socialist state† (MacInnis, 1989, p. 12). It predicted that the more estranged the Party becomes from the mass of believers, the more this will incite hatred and fanaticism that will possibly crush the Socialist goals of the Chinese revolution. Moreover, Document 19 clarified the revised perspective of the State on freedom of religion by saying that religion should not be considered an obstruction to the Socialist enterprise. Instead, guaranteeing freedom of religion to citizens â€Å"is a means of strengthening the Party’s efforts to disseminate scientific education as well as to strengthen its propaganda against superstition† (MacInnis, 1989, p. 16). The Document recognized that Socialism’s goal of replacing ignorance and subjectivity with scientific thinking would be carried out if its citizens could be given the freedom of worship. By granting religious freedom, Document 19 stressed that the new religious policy of post-Maoist China was that religion was now â€Å"a private matter, one of individual free choice for citizens† (MacInnis, 1989, p. 16). Normalization of religious practice Document 19 recommended that leaders of â€Å"patriotic religious organizations† be reinstated, their seized property returned, and religious structures and establishments be reopened. Despite emphasizing the concepts of religion being a private right, Document 19 also stressed the need for regulation and normalization of religious practice to ensure the stability of the nation and the preservation of the gains of the revolution against religious specialists in direct collusion from imperialistic aggressors. With Lenin as its guide, Document 19 stressed the caution that must be attached when planning to open religious practice in China, â€Å"Be especially alert,† â€Å"Be very strict,† â€Å"Think things through thoroughly† (MacInnis, 1989, p. 12). Document 19 expressed its support for religions that are considered â€Å"patriotic and law-abiding† and demands the suppression of minority religions that are in direct contact with foreign imperialist counter-revolutionaries. Worship in official religious establishments such as temples and churches are preferred over worship taking place in residences. Although the latter was permitted, Document 19 says it was worrisome: â€Å"As for Protestants gathering in homes for worship services [sic], in principle this should not be allowed, yet this prohibition should not be too rigidly enforced† (MacInnis, 1989, p. 18). Document 19 also established a strategy that aims to promote religion that is patriotic and loyal to the cause of the Chinese nation. It identified the eight â€Å"patriotic religious organizations tasked with implementing the new religious policies of the CCP as: â€Å"Chinese Buddhist Association, Chinese Catholic Patriotic Association, Chinese Daoist Association, Chinese Islamic Association, Chinese Protestant Three-Self Patriotic Movement, Chinese Catholic Bishops’ Conference, Chinese Catholic Religious Affairs Committee, China Christian Council, The Chinese Buddhist and the Daoist Associations† (MacInnis, 1989, p. 18). The Document recognized that if Socialism must coexist with religion, there is a need to reorient religion so that it is compatible with the goals of the Socialist enterprise. The group of eight religious organizations were tasked establish seminaries that will provide training to create a â€Å"new generation of clergy,† a generation who will politically, â€Å"fervently love their homeland and support the Party’s leadership and the Socialist system and who possessed sufficient religious knowledge† (MacInnis, 1989, p. 20). Document 19 granted freedom of worship to citizens but excluded Party members from the practice of religion. Because Communism was considered incompatible of theism, Party members who chose to exercise their freedom of worship would be banned from the Party. The directive also marked out religious practices that were considered illegal such as witchcraft, wizardry, secret societies, magicians, fortune-tellers, and membership in any of these organizations is punishable by law (MacInnis, 1989). Conclusion Document 19 provided for a new atmosphere in China by introducing reformist policies that initiated a revival, albeit regulated, of religious practice. Temples and churches were returned as well as imprisoned religious leaders were released. Freedom of worship became a private right but under normalization guidelines from the State. Religious organizations considered counter-revolutionary were still banned in order to secure the stability of the nation and its Socialist enterprise. Reference MacInnis, D. E. (1989). Religion in China Today. New York: Orbis Books. Overmyer, D. L. (2003). Religion in China today. Cambridge, MA: Cambridge Univ Press.