Lets Be Lefties for a Day Essay Example for Free

Lets Be Lefties for a Day Essay Corporations must develop a plan to develop their employees to embrace cultural competency and value diversity. Promoting to understand cultural, ethnic and gender difference requires awareness and being sensitive to others needs in the workplace or patient population served in an organization. Employees should be culturally knowledgeable and be able to interpret the needs and disparities of a particular group or culture. Being able to interpret the health and disparities are keys elements to understand the health care practice. Health care organizations should encourage and promote individuals to engage cross culturally with other diverse backgrounds. Health care providers should be aware of selfcare remedies practices and health traditions of groups served in the clinic or hospital setting. To a be viewed as culturally competent the provider of care should possess the ability to integrate the skills, attitude and knowledge learned of other ethnic backgrounds. Applying the knowledge received is a strategic effort in respecting the cultural difference of others. Avoiding ethnocentric responses to care of the individual patient is a positive reaction of a culturally competent person. Keeping in mind that each patient is culturally unique. Cultural competence should address and accept gender difference among employees, health care team, patients, families, providers and the community. As a population we are diverse in many dimensions including diversity as being recognizable when it comes to gender, religion, race, weight, age, education, physical and mental abilities, sexual orientation, marital status, physical clothing appearance and job relevant abilities. Identifying potential similarities and differences of an organization or a community can help one to deliver competent service or promote relevant team building. In healthcare one example of a guide to assist in transforming is Transcultural Communication in Nursing (Munoz Luckman , 2005). A persons motive to categorize, encompassed with the need to dissect the person categorized, leads to stereotyping. To approach cultural knowledge from a particular viewpoint is inappropriate and can lead to stereotyping in the workplace. One can take explore their cultural value and beliefs related to the corporate environment or health care industry. Developing strategies to examine one’s cultural bias is a way to show sensitivity to others culture. Also establishing a basic understanding is another way to improve cultural knowledge along with taking advantage of creditable websites and reading research studies that describe cultural differences. In order to maintain relationships as a provider or in a corporate environment is relevant to ask a client what they need, what they expect to receive, and whether they have received, what they think will help the situation or make them feel better. Corporations must develop a plan to develop the knowledge, skills and sensitivities needed to work in a culturally –diverse population. Culturally diversity can complicate the delivery of care seen in the community and health disparities refer to inequalities and differences in health status and outcomes. Decisions in cultural diversity is lacking when you evaluate healthcare access to care in urban and rural areas. Lack of preventive screenings and completion of health indicators are seen in the general population and other social ethnic groups of the underserved and social economic lifestyle. Cultural competency is valuable because it facilitates positive experiences and development in team building by improving effiencicy and effectiveness in a health care organization. Training workers and reinforcing the Golden Rule â€Å"Do unto others as they would like done unto them†, is an important mission statement. Being able to effectively change is another component needed in an organization. New ways to creativity thinking about the world and learning about health and wellness for ourselves can positively penetrate the world around and ultimately impact diversity in organizations. American Academy of Ambulatory Nursing (AAACN 2006), pp.242-243 Tajfel, H. (1978). â€Å"Social Categorization, Social Identity and Social Comparison.† In H. Tajfel (Ed.), Differentiation Between Social Groups, London: Academic Press, pp. 61–76. Bell â€Å"Diversity in Organization† (2007) pp.62

Training and Development Essay -- Persuasive, Continuous Training

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the level required for a suitable performance (Snell and Bohlander 2007). Nevertheless, despite the benefits that these organisations and employees gain from training, some are still not willing to capitalise on it. According to Molander (1989), during the early to mid-1990s, training was not generally seen as a crucial element in a company’s corporate strategy, except possibly for management training. However, recent evidence seems to show that formal training activities have risen in the last few years, with this increase being as a result of heightened competition, provision of new services or improvement of existing ones, changes in product design, and changes in manufacturing processes (Molander 1989). Investments in training and development are linked with a range of organisational and individual benefits, such as being a major determinant of economic growth and organisational performance (Santos and Stuart 2003). According to Pigors and Myers (1977), training is very essential to organisations... ...enced by the trainer’s characteristics and personal manner (Belcourt et al 1996). All these can be summed up in one sentence, â€Å"If the worker hasn’t learned, the instructor hasn’t taught† (Pigors and Myers 1977). In conclusion, although the need for training is now recognised, many companies are still reluctant to invest in this scheme, notwithstanding the fact that training and development is an essential procedure in building an effective work team that can improve organisational productivity. By investing in training, employees acquire skills, knowledge, and abilities that increase the likelihoods of their success within the organisation. If organisations are not to be constantly disappointed in their effort to implement new techniques and increase their performance, then they ought to not only provide training, but also ensure that it is the right training. Training and Development Essay -- Persuasive, Continuous Training Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the level required for a suitable performance (Snell and Bohlander 2007). Nevertheless, despite the benefits that these organisations and employees gain from training, some are still not willing to capitalise on it. According to Molander (1989), during the early to mid-1990s, training was not generally seen as a crucial element in a company’s corporate strategy, except possibly for management training. However, recent evidence seems to show that formal training activities have risen in the last few years, with this increase being as a result of heightened competition, provision of new services or improvement of existing ones, changes in product design, and changes in manufacturing processes (Molander 1989). Investments in training and development are linked with a range of organisational and individual benefits, such as being a major determinant of economic growth and organisational performance (Santos and Stuart 2003). According to Pigors and Myers (1977), training is very essential to organisations... ...enced by the trainer’s characteristics and personal manner (Belcourt et al 1996). All these can be summed up in one sentence, â€Å"If the worker hasn’t learned, the instructor hasn’t taught† (Pigors and Myers 1977). In conclusion, although the need for training is now recognised, many companies are still reluctant to invest in this scheme, notwithstanding the fact that training and development is an essential procedure in building an effective work team that can improve organisational productivity. By investing in training, employees acquire skills, knowledge, and abilities that increase the likelihoods of their success within the organisation. If organisations are not to be constantly disappointed in their effort to implement new techniques and increase their performance, then they ought to not only provide training, but also ensure that it is the right training.

Aggression and Prosocial Behavior Essay

Social psychology is defined as â€Å"the scientific study of how a person’s behavior, thoughts, and feelings are influenced by the real, imagined, or implied presence of others. † This definition is the basis upon which aggression and prosocial behavior are built. As a human being, each of us is given a daily choice of how and if we choose to interact with others. Although aggression and prosocial behavior are at opposite ends of the scale, the general idea behind each of them is that what we see, feel, understand and believe can have a massive impact on the way in which we choose to treat other people. On one end of the spectrum is aggression, a behavior intended to hurt or destroy another person. There are multiple rationales for what causes aggression and why some are more aggressive than others. The frustration-aggression hypothesis is the concept that different sources of frustration can cause a person to act aggressively. Environmental factors, such as excessive heat or noise, can increase frustration levels and thereby illicit an emotional response of aggression on the closest object. Other modern approaches for explaining aggression include a biological predisposition and learned behavior. Biologically speaking, it is possible that some gene or genes makes certain people prone to aggressive behavior under specific environmental conditions. Testosterone has also been linked to aggressive tendencies. The commonly known, â€Å"Roid Rage† that some bodybuilders and athletes experience when using steroids, is a prime example of increased testosterone affecting aggressive inclinations. Aggressive behavior can also be learned through observation. Over the years many psychologists have proven this theory in experimentation, such as the Zimbardo â€Å"prison experiment† and the Bandura â€Å"Bobo doll experiment†. When observing an authoritative figure or peer involving in an aggressive act and being reinforced after, the tendency is that the individual will learn this behavior and act in accordance. Many experiments on the influence of media, such as TV and video games, have looked to push aggressive behavior onto observational learning of violence. These findings have not been thoroughly proven and remain a public opinion rather than factual evidence. Although consensus has not been reached, and since it may be a culmination of all ideas, it is generally the person’s own choices that permit them to act in an aggressive manor towards others. The other completely different dimension of social interaction is found in prosocial behavior. Prosocial behavior is all of the â€Å"socially desirable behavior that benefits others. † Altruism is one such behavior. To be altruistic is to help someone in trouble without concern for one’s self or expectation of reward. However there can be complications when the call for altruistic behavior sounds. When a situation is presented in which a person must make an active decision to help another individual there are five steps that come into play. Noticing, or realizing there may be an emergency, defining the emergency, taking responsibility, planning a course of action and taking action. These steps allow a person to process an incident and decide whether or not they should aid the individual involved. Two majors concerns also come into effect when prosocial behavior is necessary. The bystander effect, referring to the likelihood of a bystander to aid someone in trouble decreases as the number of bystanders increases. This is sad, but true fact in most situations. It is directly related to the diffusion of responsibility, in which a person fails to take responsibility for either action or inaction because of the presence of other people that share in the responsibility. This push of accountability allows someone to rationalize why they chose not to react to an emergency. If there are other individuals present, then they could have also done something, so the vicious cycle continues and no help is ever given. In both social behaviors, aggression and prosocial, the responsibility for a person’s actions are placed solely upon them. Even in cases of aggression where medical treatment is necessary, the individual must still take responsibility to acknowledge the problem and find a solution. As with all human interaction, people are presented with many options every day. It is how people decide to act or not act that creates the spectrum of behavior studied by psychologists today.

Ancient Greece A True Civilization - 1507 Words

South Eugene High School Classical Greece A True Civilization Joshua Soifer and Remy Dunn Eurasian History Mr. Yamada October 6 2017 As the politician and bishop Stephen Gardiner once claimed, â€Å"The center of Western culture is Greece, and we have never lost our ties with the architectural concepts of that ancient civilization†. In many ways, through their academic pursuits, philosophical ideologies, or advanced trade systems, Ancient Greek culture has proven to be the foundation for Western culture. Ancient Greece was not only civilized, but exemplifies the standards of civilization to this day. Its pursuits of technology, mathematics, philosophy and politics all serve as the basis for Western thought, while†¦show more content†¦Greek philosophers are also considered to have been the founders and leaders of Western philosophy. The first of the major Greek philosophers, Socrates, became a public teacher to the Athenian public. He taught using the Socratic Method, which comprised of teaching others through leading them to question all that they were taught, and formulate their own logical opinio ns on the subject (Moulton 58). He taught until his death, when the Athenian public convicted him of impiety, and he was killed by way of hemlock poisoning (â€Å"Socrates†). His student, Plato, wrote â€Å"The Republic† which seeks to discuss Plato’s values and ideology through a telling of, primarily, a conversation in which Socrates takes the leading part. Plato also opened the Academy, where he taught students for much of his life, and which remained open for 1000 years after his death (â€Å"Plato†). The last of the main trio of Greek philosophers was Aristotle, a student of Plato. Aristotle established the theory of the syllogism, which is a crucial point in logical theory to this day. Aristotle also later served as advisor and teacher to Alexander the Great (â€Å"Aristotle†). 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