Multi Fetal Pregnancy Reduction A Moral Dilemma Essay

1 Running Head: MULTI FETAL PREGNANCY REDUCTION: A MORAL DILEMMA 12 MULTI FETAL PREGNANCY REDUCTION: A MORAL DILEMMA Multi-fetal pregnancy reduction in relation to In-vitro Fertilization Application of the Moral Model Diane Molloy Wilkes University N 602 ? Abstract Over the last three decades, reproductive technology has changed the ability of women who either had difficulty getting pregnant and women who were of advanced reproductive age and now found it difficult to have children without reproductive assistance. With all the advancements in reproductive technology, the ability to have multiple gestations has been more prevalent. The risks the mother and the fetuses faces practitioners and patients with an ethical dilemma. There are various dilemmas and controversial topics that surround reproductive technology. Specifically, the number of embryos implanted into a woman during in-vitro fertilizations increases the likelihood of multiple gestations. In the event that more than one pregnancy is present, there is an option of selective reduction. In this paper, I will discuss this dilemma and apply The Moral Model. This model is an ethical decision-making tool that assists to explain the moral principles that deem this topic controversia l. I will discuss the ethics specifically about selective reduction as a result of multiple gestations related to in-vitro fertilization. Keywords: multi-fetalShow MoreRelatedRole of Ministry of Health in Malaysia6759 Words   |  28 Pagesissues of sexual education, puberty, family planning, birth control, infertility, reproductive system disease (including sexually transmitted diseases) and sexual dysfunction. In women, reproductive medicine also covers menstruation, ovulation, pregnancy and menopause, as well as gynecologic disorders that affect fertility. The field cooperates with and overlaps to some degree with gynecology, obstetrics, urology, genitourinary medicine, medical endocrinology, pediatric endocrinology, genetics, andRead MoreA 3000 Word Essay Identifying Two Public Health Issues Pertinent to Clinical Placement Area; Analyse These with Reference to Appropriate Literature and Research and Discuss the Public Health Role of the Midwife.4091 Words   |  17 Pagesthese with reference to appropriate literature and research and discuss the public health role of the midwife. Word Count = 3210 Health is a broad concept, which can embody a huge range of meanings, from the narrowly technical to the all-embracing moral or philosophical. A definition of health is a state of well-being, interpreted by the World Health Organisation (WHO) in it’s constitution as ‘a state of complete physical, mental and social well-being, not merely the absence of disease or infirmity’

Leadership Is Not Changed Over The Course Of Time - 952 Words

The definition of leadership has not changed over the course of time. Through a compare and contrast method of analysis, one can glean the common traits of a leader from Shakespeare’s Macbeth, Thomas More’s Utopia, and Queen Elizabeth’s speech to the Spanish Armada. Leadership can be defined as a person who is able to relate to their subjects, accept their responsibilities as a leader, and has a following of supportive people. In Queen Elizabeth’s speech to her troops at Tilbury, she evinces her positive leadership ability. Queen Elizabeth was well known, by the public, for her ability to relate to her people. She was able relate to her troops, and thus inspire them, in particular during this speech when she says, â€Å"...and therefore I am†¦show more content†¦More focuses his essay on the wrongs the current king was committing, thus he illustrates what a good leader should not do. More establishes that a leader must take responsibility for the ir followers. They must accept their role in society and be willing to put their people s’ needs before their own as he says, â€Å"Suppose I should show that men choose a king for their own sake and not for his - to be plain, that by his labor and effort they may live well and safe from injustice and wrong. For this very reason, it belongs to the king to take more care for the welfare of his people than for his own...† (More 438). By encouraging leaders to increase their effectiveness through the largesse treatment of their subjects, Moore helps to define leadership for us all. In Shakespeare’s Macbeth, Macbeth validates exactly what a leader should not do. As a leader, one of the most important tasks one can complete is to have a following of loyal people. That means people who follow the actions of the leader, whether they agree or not, and follow the orders they are given. At the beginning of the play, Macbeth, who was the Thane of Glamis, successfully had a large following of people. Slowly, as the play continues, he loses his supporters. In Act 5, readers are able to see his soldiers are joining Macduff’s army to fight against Macbeth. â€Å"For, where there is advantage to be given, / Both more and less have given him the revolt, / And none serve

Organizational Behavior for Conceptual Heuristic -myassignmenthelp

Question: Discuss about theOrganizational Behavior for Conceptual Heuristic Device. Answer: Introduction In todays life, it is very critical to understand human behavior that constantly changes in relation to time and region. Behavior is definable as an individual response that is observable either directly or indirectly (Charney 2016). Personal behaviors tend to be unpredictable, always follow a prescribed pattern, and may influence other persons in an organization. Organization is definable as a collection of individuals that work together for a common goal. Therefore, organizational behavior is the process of analyzing all the collection of human dynamics in every organization, to help the management in understanding the relationships between the employers, employees and the interaction among the employees (Anteby Anderson 2014, p.16).The process of learning the organization behaviors requires an in-depth understanding of individual deferences and then as group at large. This article, therefore, looks at the theories and approaches that can be used to address some potential human be haviors that might rise in an organization. Organization behavior entails methods and ways on how to train, develop and motivate all staffs to prosper the business to higher level. The manager achieves this through ensuring that there is job satisfaction, promotion of innovativeness and leadership development (Lopez Medina 2015, p. 590). Misguided organization behavior is an obstacle to the competitiveness of an organization in the market since the success of an organization results from the morale and attitude of an individual undertaking the task. The varied characters among people in an organization cause different types of organizational behaviors in every business entity even though there should be concerted actions for specific organizations. Different organizational theories explain the causes and ways on how to go about the behaviors in an organization (Lopez Medina 2015, p. 592) .These are; Scientific Leadership, a theory that focuses on how jobs should be efficiently done by determining the organization goals and outlining the performance standards from both the departmental managers and the staffs. The theory realizes that assigning expertise to specific jobs with a time frame in a set excellent standards results in quality product and services. Human Relationship Approach theory studies the effects of different plant illumination against the staff productivity (Lopez Medina 2015, p. 594). The argument concluded into a unified approach Hawthorne effect on both the formal and informal organizations that any positive human relation affects productivity in a positive way. Decision-Making Approach mainly focuses on the decisions that are in line with the objectives of the organization. Therefore, the theory dictates that all the decisions made are environmentally restricted and always meets the minimum criteria for success. Neo Human Relations School focuses on the structures of the modern organization. The theory gave birth to other theories such as the Maslows Hierarchy of Needs that explains the necessity of staffs motivation to meet their basic needs such as safety, psychological state, love, esteem and self-actualization (Lopez Medina 2015, p. 596). The school of thought also includes; Theory X and Theory Y. The Theory X ensures that managers control the staff's behaviors and reward them appropriately when the organization needs are achievable; on the other hand, Theory Y takes an assumption that workers are capable of undertaking their tasks and the management is only to facilitate the achievement of the organizational goal through achieving an individual work. Systems Approach takes into account the input, process within the systems and output (Colwell Callaghan 2013, p. 352). It views an organization as a single union whereby one department depends on the other from the production to the sales of the products and services. Therefore, it takes into a concern of every employee in the organization. Organizational behavior is determinable by three factors, namely, individual, groups and organizational structure. All these three determiners focus on the behavioral disciplines such as psychology, sociology, social psychology, anthropology and political science (Kavanagh 2014). Psychology is a science that seeks in measuring, explaining and changing the behaviors of human beings. Sociology is a science that studies the relationship between persons and other people, to improve the relations among different groups of an organization. Social psychology in the other hand is a science the blends together with sociology to see how a group of people influence an individual in an organization. Anthropology is the study of a particular society about the religion, customs, education, values, and culture while Political science is the study of the power influence an individual in an environment. Because of different types of employees there are varied types of problems and challenges that if not well addressed by the management in time will lead to decreased under- performance (DeNisi 2011). The individual problems can be as a result of environmental factors, personal, psychological factors, social factors and physical factors. These problems may cause failure in an entire organization. The common problems with organizational behavior are like stubbornness or resistance to change of technological change or change of internal process. The manager can avoid such an incident through proper communication and training of the staffs. Another likely issue might be lack of motivation on the organizational growth, which will eventually affect the behavior of the teams by either not seeking out for the opportunities presented by the organization. Therefore in totality, it is upon the management to learn the cause of the problems and apply the appropriate method to solve it (Kavanagh 2014). For example, an organizational manager can understand the behavior of an employee through closely associating and observing him or her. The learned information will tell the either if the employee will be productive or will be a problem creator to the organization. Therefore it is very vital for a manager to have even a bit of psychological knowledge the manager can use different types of psychologist approaches to study the mind and behavior of an employee (Coldwell Callaghan 2013, p. 356). For example, the Big Five dimensions of personality that are emotional stability, extraversion, openness, agreeableness, conscientiousness. The other tool is DISC an acronym of Dominance, to mean the way one will respond to challenges. Influencing means the capability of changing the personal view of another person. Steadiness means how one can react t o the pace of an environment and Compliance to say how one is responding to the set rules and regulations. Group issues might result from the differences created by the individual conflict that may lead to two or more groups of workers that do not go along (Coldwell Callaghan 2013, p. 360). Such discords are always unhealthy for an organization and therefore to be successful, the groups in an organization must dedicate their efforts towards the goal by trying to eliminate any individual difference among them. The problems always arise from poor communication styles and failures by the management to diagnose problems in time to foster cohesiveness. Organizational issues always arise when the individual problems propagate to the group problems then advance to the organization level as a result of failure by the management to take the corrective actions in time. Other organizational issues may be like high staff turnover a situation whereby the workers are not satisfied with the work and internationalization leading to employment of international employees with little knowledge of national culture. Managers are responsible for formulating and addressing all the issues that form the behaviors in an organization by taking proper action on the negatives ones and promoting the positive things (Anteby Anderson 2014, p. 20). The management should always be able to do a preliminary assessment of any complaint raised by any staff or when the manager learns of inappropriate behavior in a work place. The initial evaluation determines what the complaint is about, and to determine how to proceed with the matter (Kavanagh 2014, p. 3). The manager then proceeds to determine whether it is necessary to investigate the complaint. At some point the manager may call for counseling of an employee who has a personal conflict for example family issues or even those that struggle with alcoholism. In the investigation stage, the manager uncovers all the information required in solving the problem. At this stage, the employee is always informed of the allegations and given an opportunity to respond. I n most cases of group conflicts, the manager may opt to create good understanding between the parties by calling for both of them to dialogue and apologize to one another if the incident is minor. At while when the incident is serious, disciplinary action to be taken by the Work Laws and Agreements. Conclusion For the success of an organization, it does not depend on the organizational development, or economic understanding but rather a better understanding of each employees behavior in relation to other employees, employer, and customer. The management should understand the entire subordinate so as have a harmonious working place that will see to the fulfillment of the objectives since the success of an enterprise is ultimately depending on the employees attitude, morale and commitment. List of References Anteby, M. and Anderson, C. (2014). The shifting landscape of LGBT organizational research. Research in Organizational Behavior, 34, pp.3-25. Charney, E. (2016). Genes, behavior, and behavior genetics. Wiley Interdisciplinary Reviews: Cognitive Science, 8(1-2), p.e1405. Coldwell, D. and Callaghan, C. (2013). Specific Organizational Citizenship Behaviours and Organizational Effectiveness: The Development of a Conceptual Heuristic Device. Journal for the Theory of Social Behaviour, 44(3), pp.347-367. DeNisi, A. (2011). Managing Performance to Change Behavior. Journal of Organizational Behavior Management, 31(4), pp.262-276. Kavanagh, D. (2014). Talking Organization. Organization Management Journal, 11(1), pp.3-3. Lopez, E. and Medina, A. (2015). Influence of ethical behaviors in corporate governance. International Journal of Managing Projects in Business, 8(3), pp.586-611.

Thoreau On Thoreau Essays - Civil Disobedience, Nonviolence

Thoreau On Thoreau Philosophers, historians, authors, and politicians have spent centuries pondering the relationship between citizens and their government. It is a question that has as many considerations as there are forms of government and it is rarely answered satisfactorily. A relatively modern theorist, author Henry Thoreau, introduced an idea of man as an individual, rather than a subject, by thoroughly describing the way a citizen should live many of his works. He indirectly supplements the arguments he presents in his essay Civil Disobedience through a comprehensive selection of adages found in his other works. In particular, the phrases A simple and independent mind does not toil at the bidding of any prince and To be awake is to be alive. I have never met a man who is quite awake support many of the arguments in Civil Disobedience because they help to explicate the complex ideas Thoreau presents. The phrase A simple and independent mind does not toil at the bidding of any prince regards the responsibilities of a man to his own consciousness?it is a duty that can not be revoked by any form of tyrant. Rather than hinting at a type of anarchy, this statement merely describes each man's duty to performing justice in all his actions. This does not refer to any man's duty? to devote himself to the eradication of any, even the most enormous wrong; he may still properly have other concerns to engage him; but it is his duty, at least, to wash his hands of it, and, if he gives it no thought longer, not to give it practically his support (681). The term simple does not refer to an underdeveloped sense of morality; it describes a state of mind in which the concept of justice is so defined that contradictions cannot exist. To toil, as it is presented in this quotation, means to sacrifice ideals for the sake of conformity or law. The only real power the State holds over any individual is t he promise of brute force; it never intentionally confronts a man's sense, intellectual or moral, but only his body, his senses (687). Therefore, many acts the State requires will be unjust?they can and will force a man to slave for the sake of an ordeal he does not believe in. As Thoreau notes in Civil Disobedience, a wise man will only be useful as a man (678). In essence, Thoreau believes that a man who toils at any ruling institution's bidding simply because it bid him to do so sacrifices his own facilities as a human being. He then becomes nothing more than a man put on a level with wood and earth and stones? Command[ing] no more respect than men of straw, or a lump of dirt (678). Another quotation that helps to explicate Thoreau's Civil Disobedience is To be awake is to be alive. I have never yet met a man who was quite awake. In this phrase, Thoreau uses the term awake as an euphemism for being fully aware of one's concept of right and fully in control of one's moral and physical existence. Understandably, people who are consistently awake, in this sense of the word, are hard to find: There are nine hundred and ninety-nine patrons of virtue to one virtuous man (680). Also, the fact that Thoreau has never met a man who was quite awake implies that fully conscious individuals have difficulty existing in modern society. In fact, Thoreau believes that no man with a genius for legislation has appeared in America. They are rare in the history of the world (692). Perhaps, by the word awake, and its equation with alive, Thoreau is also referring to the ability to fulfill his own mission: I came into this world, not chiefly to make this a good place to live in, but t o live in it, be it good or bad (683). Although this concept is not a particularly unique one, it is nearly impossible to fulfill completely?but to fulfill it partially is useless. As a living being, one must cast your whole vote, not a strip of paper merely, but your whole influence (684). To truly be alive, one must be consciously satisfied with

John Glenn essays

John Glenn essays John Glenn is a great man known by all for his many contributions to America. John Glenn was not only an astronotical hero, but also a great senator who helped shape our country. John Glenn had as a fighter pilot and later on volunteered to work at NASA as a test pilot. Glenn was later elected to go into space to orbit the earth. On February 20,1962 John Glenn was the first American to ever go into orbit. That morning Glenn took off in an aircraft heading for space. With is adrenaline pumping his aircraft went through the many layers of the many layers of the earths atmosphere. Throughout most of the take off 5 gs were pushing down on him. The trip was very smooth compared to the centrifuge he had been practicing in. Once he had actually left the earths atmosphere he radioed back to base, Zero-g and I feel fine(qtd. in Wolfe 81). Once up there he was told that he had to do at least 7 orbits and then he could return. He spent 4 hours, 55 minutes and 23 seconds in space an d then completed his trip by plummeting back into the earths atmosphere and landing in the ocean. Although Glenn was a great astronaut, he also is now for his successful carrier as a US senator. In 1974 Glenn ran for senator as a republican and won. He served a total of 25 years as senator and finally he retired in the year 1999. Finally at the age of 77 Glenn was given one more chance to go into to orbit, Even at age 77, John Glenn seemed to be made for an astronauts gear(Newcott 1). Without thinking twice he accepted the offer. So in 1998 for the last time he left the earths atmosphere and entered space. Although he had done it once before this time it was going to be a little bit different. Technology had changed significantly since the last time he went to space. There was a lot more buttons than there was in his original aircraft and it was a lot high-techer. Also once in space th ...

Use Common Sense for Commas

Use Common Sense for Commas Use Common Sense for Commas Use Common Sense for Commas By Mark Nichol Commas are such cute little things with curly tails that their strength is often overlooked. When used haphazardly, their power can be untapped or misused. Employed correctly, however, they do much to convey a sentence’s meaning. The rules may seem complex, but they are also commonsensical. Many writers believe that commas are necessary in the middle of a sentence only when they divide two independent clauses two parts of a sentence that could stand on their own as distinct statements. But commas also serve as comprehension aids: Note the difference between â€Å"Knights wore metal shoes and gloves called gauntlets† and â€Å"Knights wore metal shoes, and gloves called gauntlets.† The first version implies that both items were referred to as gauntlets, and the second version correctly distinguishes that only the second item was labeled as such. â€Å"Are they going to lock me up or shoot me?† looks like the writer is asking if one of these two outcomes will occur. â€Å"Are they going to lock me up, or shoot me?† correctly clarifies that the writer is asking which outcome will occur and that’s a big difference made clear by the mighty little comma. Traditionally, a comma was inserted after all introductory phrases, no matter how short: But the trend toward open punctuation and away from closed punctuation has relaxed this tradition. Unfortunately, though short introductory phrases may not look wrong in isolation, in text containing both short and long introductory phrases, when the latter cry out for a comma to give the reader a rest, inconsistency is awkward, so it’s best to always retain closed punctuation. Sometimes, misunderstandings may occur when you omit a comma, as when a reader reads, â€Å"When she returned Jim’s head was already lying back against the pillow† and thinks at first that Jim’s head is being handed back to him or its current owner. Comments actually or conjecturally directed toward readers or a third party are awkward without a comma following an imperative (a form of address that tells someone to do something). The warning statement â€Å"Move over RCA and Sony, computer firms are becoming TV makers† starts the reader off at a disadvantage; who, they may think, is steamrolling over the television manufacturers in question? A comma after â€Å"move over† solves that problem. Similarly, â€Å"Attention shoppers!† implies that attention is a commodity some store patrons are there to buy, and that the voice on the intercom is acoustically accosting just that class of consumer; â€Å"Attention, shoppers!† meanwhile, asks for something, then identifies who is being asked. These rules may seem complicated. But there’s a simple test that usually works: When in doubt about whether or where to place a comma, read aloud the sentence in question, and visualize the comma as a hook that briefly makes the sentence run in place. If you hesitate or pause, insert the hook in the sentence to mark that place. If you don’t, don’t. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:Inquire vs Enquire35 Genres and Other Varieties of FictionUsing "May" in a Question

Management of international business Essay Example | Topics and Well Written Essays - 4000 words

Management of international business - Essay Example Nevertheless, its home country government encourages expansion and the host country business environment is conducive to FDI. The repost that suggests the CHL should enter Belgium through acquisition of majority stake in an existing mobile network operator’s business. Based on the Uppsala Model, once it has gained knowledge and expertise on the local market, CHL can expand its network and make further investments. Table of Contents 1. Introduction 1 2. Belgium 1 3. The European Union 4 4. China Mobile Limited 6 5. Telecom Sector Analysis 9 6. Mode of Entry Analysis 11 7. Conclusion 15 References 16 1. Introduction China Mobile Limited, world’s largest mobile operator, intends expanding overseas into the European markets. It intends to enter the Belgian market which is under the European Union. This report evaluates the telecom sector in Belgium apart from the business environment in Belgium and then suggests the mode of entry. 2. Belgium Belgium has always been a prospe rous market place and is located at the crossroads of Latin, Germanic and Anglo-Saxon influences (Belgian Federal Government, 2011). This is a small country but it has highly competitive industry and service sector, and is well integrated into the globalized world. According to the KOF index Belgium is the most globalized county in the world. The nation also occupies the sixth position on the list of the countries that attract foreign investments, as per the Ernst & Young European Investment Monitor, 2011. 2.1 Political Environment The Belgium state has evolved from a highly centralized structure to a federal system in which many regions have been granted autonomy for many policy areas (Rynck, 2005). Each region is responsible for its own economic development, housing, environment and transport. In Belgium there is no hierarchy between regional and national laws. Political risk in Belgium is very low in Belgium, according to AMB Country Risk Report (2012). 2.2 Economic Environment T he country was affected severely by the recent global recession. Countries that have so far been investing in Belgium are the United States, the United Kingdom, France, Germany and the Netherlands (Belgian Federal Government, 2011). Investments are mostly in sales and marketing sectors followed by industries and the logistics sectors. The business environment in Belgium is conducive to investments as there is no distinction between foreign and domestic companies. There are no restrictions either on foreign investments or income repatriation. In addition, foreign companies, subsidiaries or branches have the same privileges, and enjoy the same incentives as domestic companies while they also have the same legal obligations (UHY, 2011). Because of the locational advantages Belgium has become a highly developed transit and distribution centre for several other countries in the European market. The banking system is under the control of the Belgian National Bank, which is responsible for all monetary and financial operations in the country. Venture capital is also available to young and dynamic entrepreneurs (UHY, 2011). Belgium has a well-developed economy and all the economic sectors are well represented. However, it imports almost all raw materials but exports from the country are primarily comprised of machinery and transport equipment, food products, chemicals and metals. The two main regions in Belgium are Flemish and Walloons but the unemployment pattern in

Schooling Children with Down Syndrome by Freire, Greene and Kliewer Essay

Schooling Children with Down Syndrome by Freire, Greene and Kliewer - Essay Example In this ‘banking concept of education’ students are seen as â€Å"adaptable, manageable beings. The more students work at storing the deposits entrusted to them, the less they develop the critical consciousness which would result from their intervention in the world as transformers of that world.† (Friere, 1997, p.54) Under this system not only is there a supposed knowledge asymmetry between the teacher and the pupil, but the former also holds professional authority that is not always grounded on merit. Moreover, this banking education minimizes or annuls the students’ creative energies so as to serve the interests of the oppressors, whose primary motive is not progress or critical inquiry. To the contrary, under the humanitarian veil of the educators lies their intention to perpetuate the status quo. Maxine Greene’s article titled Teaching for Social Justice is similar in tenor to that of Paulo Freire’s. The history of human societies is full of instances of the privileged few (the oppressors) dominating the majority rest through explicit and implicit means. Where brute force proved unviable, sophisticated indoctrination through education ensured domination. Further, â€Å"the privileged few were the ones with the opportunities to map and dominate the linguistic universe. The imbalance, the undeserved advantages in that domain as well as in the socioeconomic and political worlds is evidences of the most glaring social injustice.† (Greene, 1988 p.29) It is in this context that an educational system be devised, whose end is to ensure that each citizen is at the least entitled to develop and build his/her â€Å"intellectual, social, emotional, and expressive capacities†. (Greene, 1988, p.29) Consistent with the arguments made by Paulo Freire, Marine Greene too advocates a new way of looking at our educational institutions and their underlying motives. Contrary to what the system produces, she espouses Teachin g for Social Justice. Here, teaching is to project â€Å"what we believe ought to be – not merely where moral frameworks are concerned, but in material arrangements for people in all spheres of society. Moreover, teaching for social justice is teaching for the sake of arousing the kinds of vivid, reflective, experiential responses that might move students to come together in serious efforts to understand what social justice actually means and what it might demand.† (Greene, 1988, p.30) Kliewer’s article focusing on the special needs of Down syndrome children is also of a similar vein to the other two articles. The author feels that current understanding of this health condition and schooling possibilities for children afflicted with it is quite limited. (Kliewer, 1988) And hence educators should be more open and inclusive of children of different capabilities as they draw up their curricula. In essence, there is much convergence in the content and thrust of the three articles as they express their concern about mainstream education today. After having read these three articles and based on my own educational experience in childhood, I am mostly in agreement with the views expressed by Freire, Greene and Kliewer. Formal education is something most children in our country have the privilege of attending. To its credit, the education system in the United States has extended literacy and math skills to several generations of students. As a result, the country overall has become more educated. The percentage of young adults passing high-school

Plantation Management in the Old South Essay Example for Free

Plantation Management in the Old South Essay William Scarborough’s, The Overseer, examines the importance and the daily duties of the plantation overseer and how they influenced and contributed to the production and efficiency of slaves in the â€Å"Old South†. This position was unarguably, the most important position in the southern plantation system as they determined the success or failure of a plantation. In some small plantations, but mostly larger ones, the overseer was in charge of the supervision of enslaved Africans, care of the land, planting, farm tools, and harvesting. The overseer has been especially known in history as the handler of harsh disciplinary actions against slaves for breaking heavy or mild rules. The emergence of job advertising stormed through the south with higher number of individuals owning slaves. Over time leading up to the Civil War, the position of overseer has been professionalized with some planters even requiring letters of recommendations from their applicants. The goal of the author is to gather facts and accurate evidence that demonstrate how overseers effectively completed their task set forth by plantation owners and were less concerned about the torture and harsh beating of the enslaved Africans. The writer focuses more on the profession itself as opposed to examining the individual’s social class or morals in society. He also attempts to provide a valuable interpretation of one of many groups that made up the white middle class of the Old South. The book is divided into three sections with the first concerning the history and role of the overseer in the plantation establishment. It also gives key details on contract negotiations between the overseer and the plantation owner. Lastly, this section shows the view of the overseer by the general public. The second section examines the managerial duties and responsibilities and some of the disagreements between the plantation master and the overseer. The final section shows the occupation and the importance of the plantation supervisor during the Civil War and how the loss or reduction in available overseers affected the surviving plantations after the war ended. The overseer system was first introduced in the United States by the Virginia Company of England with the primary job function of upholding gained territory. When Africans were shipped to the Louisiana Territory as slaves, this very system was implemented. The vast majority of overseers during the colonial period were indentured servants whose terms of service had expired. One major reason for the increase in overseers in the antebellum south, during the 18th century were the cultural change that demanded plantation owners to indulge in the arts and other cultural pursuits. The profile of many of the men that went into this profession were most likely either the son of a planter, white lower class men, and men who actually saw the economic benefits of being an overseer. One distinctive feature of the overseer system during the colonial period was the practice of leasing developed plantations with slaves as stock. With this agreement the overseer was in charge for maintenance of the s lave force, and in return received one-third of the net proceeds from the selling of the crops. This profession would soon become highly profitable when cotton became the forefront of agriculture in the United States although to some had a negative view of the position. Although most of the overseers were originally poor and uneducated, they still gained enough respect by their employers to be acknowledged as a semi-elite professional with a very profitable position. Whatever may have been the view of the planter class regarding the step on the â€Å"social ladder† occupied by slave managers, the overseer himself had no feeling of class inferiority and showed little resentment toward the proprietary group. One of the major duties of the overseer was the welfare and discipline of the slaves, the care of livestock and other agriculture implements, and the production of staple and subsistence crops. The overseer assigned certain task to specific slave groups and supervised the labor of slaves in the field. The overseer was expected to have basic medical understanding to be able to examine the slaves and make note of any who actually needed professional treatment to treat certain physical hinders. The slave manager was obliged to make periodic inspections of slave cabins and was responsible for the distribution of clothing for the slaves. Lastly, and most importantly, the overseer was expected to ensure the security of the whites against uprisings of slaves, which was to some, inevitable. Depending of the plantation, there were also a second set of rules that were handed down from the planter to the overseer to instruct to the slaves. Some plantations had very harsh working conditions and required long hours, regardless of age or gender, while other were pretty mild with less work demanded from pregnant women and children under the age of seven. Some planters stated that â€Å"a happy slave is a productive slave† and the overseer had to abide by the wishes of the planter although they may have had different views on the use and managing of the slaves. The relationship between the overseer and the planter became pivotal leading up to the Civil War in 1861. As the Civil War began to run its course, the production of agriculture (with slave labor) was extremely important in the surviving and continuity of the south. The role of the overseer became even greater than ever with the departure of healthy white men leaving to join the Confederate Army. In many areas in the south, the only remaining security against insurgencies from the slaves was the overseers. It was no surprise that the drafting of plantation managers to the Confederate Army, angered many planters knowing that there would not be enough qualified managers to keep the slaves productive and fearful. There were even laws put into place in states such as Georgia, South Carolina, Mississippi, Alabama, and Louisiana that limited the number of overseers that could be drafted into the army. The south also made a rule stating that any wounded soldier who is able must return and oversee a plantation in order to contribute to the production of goods in the south. With this reduction in overseers, many slaves were able to escape and a number of large plantations fell due to the absence of the â€Å"slave Manager†. Scarborough’s The Overseer, examines the life and impact of the plantation overseer and how it shaped the working system of slavery and production in the United States. The author’s uses key facts to back his thesis on the importance and professionalism of the overseer. Scarborough did extensive research by exploring primary sources such as the memoirs of planters, public records, legal documents, and advertising posters. He incorporates a number of different employment contracts between planters and overseers and compared them based on the size of the plantation, state and region, and number of slaves. The author seemed to look at this job description from a professional standpoint as opposed to the ills and negative view that society and some historians have placed on the managers of plantations. He mentions that some overseers who were uneducated or inexperienced greatly affected the outlook for this profession and shadowed the somewhat complex job of managing an entire plantation.

Free King Lear Essays: The Element of Disguise :: Essays on King Lear

King Lear - The Element of Disguise The play â€Å"King Lear† is, first of all, a play about kingship. Lear is a trusting king, every inch a king, who in his old age brings destruction to himself, certain persons in his own circle, and to his country. â€Å"King Lear† is a play which tears off the outer coverings of human character. Pious and innocent-seeming people who are villainous, are revealed in their true nature, and the similar is disclosed for what it is, as it works destruction. This is done in a world in which most men are constantly seeking their own advancement, a court where flatterers are always lurking, and in which a king should be constantly wary and careful to follow the advice of such honest men as Kent. Within the first two acts of â€Å"King Lear†, the element of disguise is established. The king's two daughters, Regan and Goneril, use flattery as a disguise. They conceal their true feelings, conspiring to take over the land. Goneril says: Sir, I love you more than word can weild the matter; Dearer then eyesight, space, and liberty; . . . Beyond all manner of so much I love you. (II 56-63) Regan speaks: I am made of the same metal as my sister, And prize me at her worth. In my true heart I find she names my very deed of love, Only she comes too short, that I profess Myself and enemy to all other joys Which the most precious square of sense possesses, And find I am alone felicitate In your dear Highness' love. (II72-80) Clearly, the daughters’ words are loaded with flattery. The third daughter, Cordelia, cannot wear the mask that the other two wear, "I love your Majesty According to my bond, no more nor less." (II 97-98) It is for this reason that Cordeila is banished from the kingdom. An obvious example of disguise is with the Earl of Kent, as he enters the play as Tom of Bedlam. Even though he was exiled from the kingdom, he has returned to protect Lear. His great loyalty to the king, forces Kent to risk his life in order to deceive Lear. Lear : What art thou? Kent : A very honest-hearted fellow, and as poor as the king. (I, IV, 18-20)

New Hire Orientation: A New Approach Essay

It is the first day of your new job. After arriving, suddenly you flashback to the last time you were in this situation. A dreadful feeling comes over as you recall how boring and useless that first week was. Five days of your life you will never get back. It was so awful; the thought of turning around and leaving crosses your mind. Is this job really worth it? Little do you know that this time it will be different because you are working for Peabody Energy. They have just launched an innovative New Hire Orientation program that will leave a positive impression. Never again will the words New Hire Orientation cause drowsiness! New research has proven that there are better ways to introduce new employees to a company than have been practiced in the past (Hemsley, 2012). Seeking out the most efficient and effective programs is becoming common practice with most Fortune 500 companies. It is important that they get the biggest return on investment possible in this economy (Hemsley, 2012) . While there is no easy answer, the process of changing and implementing any training program is no easy task. The following analysis of Peabody Energy’s New hire Orientation will describe the process in which it was developed, the content, the format in which is administered, and finally the evaluation. After consulting with Katie Schaller, Learning & Development Representative at Peabody Energy, there were many considerations that had to be assessed before they started. Taking into account all of the negative baggage that is associated with a New Hire Orientation, they started with reviewing past surveys. They also interviewed subject matter experts from each department to identify the scope of information the new employees should receive about their respective areas. These responses helped guide the new program development. Objectives are important in any project. Starting out with solid list of expectations increases your chances of success by 300% (Morris, 2009). The fi rst step in the process, before creating the objectives, is to perform a needs assessment. This is critical to determine if the training is even necessary (Noe, 2013). This first step should confirm that the need is not a performance issue, that it covers the correct content, and that the expectations are defined (Noe, 2013). In this assessment, it is presumed that the new employee could not have a performance issue, they need to know certain information in order to function at the company, and a timeline and  budget were established. History In the past, the New Hire Orientation at Peabody consisted of spending three full days in a conference room going over procedures, watching videos, and trying to keep your eyes open. It lacked engagement and consideration for different learning styles. This was a simple evolution of the company growing much bigger and faster than was planned. The old traditional training for a company of 50 employees needed to be restructured for a company of thousands located throughout the world. Not only did the physical locations grow, but the spectrum of talent matches. The company employs everyone from miners who work below the Earth, to Vice Presidents who hardly see the sun. Understanding that there is some common knowledge that they all need in order to be effective on the job is important. Fifty years ago, the company had less than 100 people and operated in three states. Technology was hardly a consideration. Most of the general company information was learning on the job. Having such a sm all pool of resources, it was fairly easy to navigate policies and procedures in different departments. In 2002, the company began expanding internationally. This brought with it many new challenges. Cultural difference, communication barriers, and logistics are just a few. It was during this time of growth that the Human Resource Department created a designated person to handle the training and development. That was not exactly a strategic goal; it just happened to fall on the person who took the most initiative. As things progressed, it was evident that a universal New Hire Training program should be established. Fast forward to 2008 when Katie Schaller joined the team with her work cut out for her. She brings with her a wealth of relevant knowledge in the training and development field. Objectives It is in this context that objectives were created based on the company’s business goals. The goal is to onboard new employees and acclimate them to our current systems as quickly as possible using minimal resources. Focusing on that, the program needed to streamline the information and use technology. The first objective was to modify the content and consider separating certain aspect of the training into more specified sections. For instance, if they were hired for Information Technology, learning about the  different types of coal mined was beside the point. Sure, it would be nice to the difference between sub-bituminous and metallurgical, but not necessary in the first days of work. Basically a list of every job description was created and the common key words became the core of what the orientation should cover. Topics, such as the example about coal types, could be studied later in follow up training and development courses, like Coal 101. The next priority considered was learning styles. According to the study done by Claxton and Murrell, there are four approaches to learning style. They are personality, information processing, social interactions, and instructional methods. Matching a student’s preferred method to their learning style can improve the learning experience (Claxton & Murrell, 1987). Who doesn’t want to do that? Trying to encompass all of those facets is tricky. They used the surveys to find out what matters most to the new hires and decided upon a mixed approach to appeal to the masses. It would be a computer-based training with the option of meeting in person for certain lessons. One way to implement the social interaction element is to host on-site meetings for the group of new hires in the relevant departments they will be interacting with. This will give them the opportunity to meet key contacts as well as get to know the layout of the office (Brown & Rusnak, 2011). Feeling a sense of belonging is vital to succes s (Brown & Rusnak, 2011). Format This self-paced course is designed to provide new employees with information that they need to know and also information that they might want to know as they begin their career with Peabody Energy. It is offered online to allow participates to work at their own pace, from their own computer, with optional face to face discussions. They are asked to complete the dull tax paperwork portion prior to arrival. This ensures they are not bogged down with mundane tasks right off the bat. The remainder of the course should be finished within 30 days of his or her hire date. A network lunch is offered quarterly at the St. Louis office to begin to build a network with new colleagues, team members, and other key stakeholders within our organization. As mentioned earlier, meetings will be scheduled according to schedules, in each relevant department. This will allow hands on experience with the people they will be interacting with and how the processes work.  The learning objectives for this or ientation training are to understand Peabody’s mission, strategy, and history. Employees will become familiar with the company’s Total Rewards’ philosophy. They should understand how to navigate and utilize Peabody’s performance evaluation process. Recognizing Peabody Energy’s Leadership Pillars and how they are demonstrated on the job will be discussed. They will understand the company policies and procedures in areas such as information technology, security, human resources, and travel. Finally, new employees will learn where to go for information and find answers to their questions. Content Upon receiving their invitation via email, they can click on the hyperlink and sign in to begin at their convenience. At any time they can stop the training program and begin again from that point. There are 15 required subjects they need to pass and over 25 additional resource folders. The entire training of the required fields takes approximately 120 minutes. Katie Schaller welcomes with verbal instructions on how to navigate the training program and what is expected of them. Next is a recorded PowerPoint listing the course description and learning objectives. Following is a two minute welcome video from Greg Boyce, our Chairman and CEO. New employees then watch a company video discussing the importance of energy and how Peabody plays a part in the global market. Steve Callahan, Vice President of Corporate and International Human Resources, delivers a presentation explaining how Francis Peabody started the company in 1883, a historic timeline, and maps showing where our offices and mines are located around the world. The presentations continue in areas such as inclusion and diversity, company credit card and out of pocket expense policies, security, information technology, talent management, total rewards, travel policies, community relations, and compliance training. Each area is presented by someone from the respective department. After completing each section, the new employee concludes with a quiz. Upon completion of the entire training, a confidential survey is sent to the participants. This is to gain feedback on how the program was received and any improvements or changes that should be considered. Learning Theories The design of this training program considers several learning theories, all  of which assist in the transfer of information. The main Learning Theory used for this program is the Need Theory. This theory is designed for those who need to know something (Noe, 2013). Anyone experiencing a deficiency in knowledge uses this. Because this targets new employees, they are a clean slate to absorb all the new information before them. They will feel a sense of satisfaction by completing this program. There are levels of satisfaction that have created some controversy between Alderfer and Maslow. Alderfer seems to believe that if the higher level needs of satisfaction is are not met, that employees refocus on lower level needs (Noe, 2013). Other theorists talk about achievement and standards of excellence (Noe, 2013). Reinforcement theory was actually used by the design team when they tailored the program to the results of the recent new hire surveys. They avoided certain topics and added mo re of what was truly needed. They used past outcomes to determine future results. The Adult learning theory, or andragogy, is another approach used because all of the new employees are, in fact, adults. There are definite attributes of adults that have an effect on how they interpret information. Adults need to understand why they are there, they need to be self-directed, and they have a problem-centered approach. Among other qualities, they bring great work experiences to the table. Most obviously, Information Processing theory was used to influence in the internal processes that happen when information is obtained (Noe, 2013). There is scientific evidence surrounding these concepts that prove how attention is affected, perceptions are created, and coding is utilized for best retention (Noe, 2013). Evaluation The Peabody Energy New Hire Training Program uses a level two evaluation (Noe, 2013). The primary goal for the training is to teach new employees information (Noe, 2013). Therefore, the criterion that is being measured is how much information is retained. This section will outline the stages of evaluation that Peabody used when creating this program. Finally, suggestions for improvement will follow. The first step Peabody’s training team had to determine was what, if anything needed to be measured and how they were going to do that. During the initial needs assessment, they created a list of objectives, all of which can be measured. However, because this is a new-hire training specific to general organizational  information, a thorough evaluation was deemed unnecessary. The next consideration was to address how the information can be found later, if needed. Paper books are expensive and difficult to update. They created a file on the network where all of the training materia l can be found at anytime. This is easy to update and reference as needed. Regarding measuring the objectives, following each section is a quiz which they are able to take twice. While this is not a pass/fail test, it gives them an opportunity to absorb the information. Another measurement of success is following up the training with a survey to find out how well received it was. Finally, the cost-benefit analysis cannot be measured accurately. The information covered in this training is essential for new employees to be successful. The evaluation level being used in the new hire training at Peabody is level two. The sole purpose is to give information to the employees. The nature of the training does not lend itself to a deep evaluation. Enhancements to the program could be creativity, and incentive, and group projects (Carvin, 2011). By working in small groups and staying in touch with a mentor has many benefits such as new ideas and behaviors (Carvin, 2011). Closing Statement In conclusion, if you are ever so lucky as to have the opportunity and experience a New Hire Training like this one, you will not forget it. The program considers individual learning styles and offering choices. The needs assessment identified requirements, created objectives, and applied learning theories. New hires are passing their quizzes and giving positive reviews. Overall, the process in which Peabody Energy follows in creating and implementing their new hire orientation is second to none. All things considered, the Peabody Energy New Hire Orientation training is a comprehensive approach for all learning styles. It utilizes Power Point presentations, auditory narration by different employees in the organization, and face to face discussion. The new hire is allowed complete it at their own pace and/or meet with SMEs within the first 30 days of employment. The information is consistent among all new employees. The only suggestion would be that current employees participate in th is training so that they are up to date with company facts, policies, and procedures. References Brown, M., & Rusnak, C. (2010). The power of coaching. Public Manager, 39(4), 15-17. Retrieved from http://search.proquest.com/docview/856127114?accountid=8065 Carvin, B. N. (2011). The hows and whys of group mentoring. Industrial and Commercial Training, 43(1), 49-52. doi: http://dx.doi.org/10.1108/00197851111098162 Claxton, Charles S. and Murrell, Patricia H. Learning Styles: Implica-tions for Improving Education Practices. ASHE-ERIC HigherEducation Report No. 4, Washington, D.C.: Association for the Studyof Hither Education, 1987. Hemsley, S. (2012). Academy rewards. Human Resources, , 50. Retrieved from http://search.proquest.com/docview/1172596169?accountid=8065 Morris, L. (2009). Getting your money’s worth from training & development. Journal of Applied Management and Entrepreneurship, 14(3), 105-107. Retrieved from http://search.proquest.com/docview/203905220?accountid=8065 Noe, R. (2013). Employee training and development. (6th ed.). New York, NY: McGraw-Hill. Rowold, J. (2008). Multiple effects of human resource development interventions. Journal of European Industrial Training, 32(1), 32-44. doi: http://dx.doi.org/10.1108/03090590810846557

Lean System Essay

Lean is a philosophy of manufacturing that emphasizes the minimization of the amount of all resources (including time) used in operations of the company. Operations processes are considered to be Lean when they are very efficient and have few wasted resources. The elimination of WASTE is actually the defining principle of Lean. By eliminating waste of all sorts in the system, the lean approach lowers labour, materials, and energy costs of production. Lean also emphasizes building exactly the products customers want, exactly when they need them. When lean capabilities are introduced in a firm, it can produce smaller quantities, and it can change outputs more quickly in response to changes in customer demand. The primary objectives of Lean systems are to: 1. Produce only the products that customers want. 2. Produce products only as quickly as customers want them. 3. Produce products with perfect quality. 4. Produce in the minimum possible lead-times. 5. Produce products with features that customers want, and no others. 6. Produce with no waste of labour, materials or equipment. 7. Produce with methods that reinforce the occupational development of works. Eliminate Waste Waste is anything that does not add value from the customer point of view. Storage, inspection, delay, waiting in queues, and defective products do not add value and are 100% waste. Seven Wastes: Overproduction, Queues, Transportation, Inventory, Motion, Over-processing and Defective products. Other resources such as energy, water, and air are often wasted. Efficient, sustainable production minimizes inputs, reduces waste. Traditional â€Å"housekeeping† has been expanded to the 7 Ss. Sort – when in doubt, throw it out. Simplify– methods analysis tools. Shine/sweep – clean daily. Standardize – remove variations from processes. Sustain – review work and recognize progress. Safety – build in good practices. Support/maintenance – reduce variability and unplanned downtime. There are four building blocks that contribute to the building of a lean system. When these elements are focused in the areas of cost, quality and  delivery, this forms the basis for a lean production system. They are: 1. Product design 2. Process design 3. Personnel/organizational elements 4. Manufacturing planning and control Product design : Each process is crucial and contributes to an effective lean system. Product design consists of standard parts (workers have fewer parts to deal with), modular design (an extension of standard parts, they are separate parts clustered together and treated as one unit), highly capable production systems with quality built in ( JIT requires highly capable production systems), and concurrent engineering (keeping engineering practices shouldn’t change to avoid disruptions).The fact that customers have unique needs makes it necessary for the producer in the manufacturing sector or the service sector to create products and services that contributes uniquely to the final customer’s requirements. All design activities have performance objectives that are important to all designs. These objectives are: A design should be of high quality; it should be produced quickly, on a dependent basis, flexibility and at a low cost. The three broad design categories, 1) the feasibility of the design, 2) the acceptability of the design, and 3) the vulnerability of each design option. Concurrent engineering-describes the process of collective product design by all affected functions in the organisation. Quality function deployment – is a planning tool used to fulfil customer expectations through a disciplined approach to product design engineering and production. Process Design: consists of small lot sizes (optimal one unit), setup time reductions, and manufacturing cells (specialized and efficient production centres, quality improvement, production flexibility, a balanced system (distributing workload evenly among the workstations), little inventory storage, and fail safe methods (incorporate ways to reduce or eliminate the potential for errors during the process). Lean systems have an extremely effective production method. Schedules must be communicated inside and outside the organization and Better sched uling improves performance and also Increases flexibility. Personnel/organizational: elements includes workers  as assets ( A JIT philosophy), Cross-trained workers (perform several parts of the process and operate several machines), cost accounting, and leadership/project management( a two-way communication process between managers and workers). Manufacturing planning and control: The last building block is manufacturing planning and control. It includes level loading,(achieving stable, level daily mix schedules) pull systems (work moves on in response to demand from the next stage in the process), visual systems (A kanban card used as authorization to move or work on parts), limited work-in-process, close vendor relationships, reduced transaction processing(logistical, balancing, quality, or change transactions), preventive maintenance and housekeeping(keeping the workplace clean and free of unneeded material. Improve employee communication. Identifying problems and driving out waste reduces costs and variability and improves throughput. Lean systems require managers to reduce variability caused by both internal and external factors. By pulling material in small lots, inventory cushions are removed; exposing problems and emphasizing continual improvement. Example Lean operations began as lean manufacturing which was developed by the automobile manufacturer, Toyota. Toyota was sensitive to waste and inefficiency issues. The goal was to eliminate all waste from the process. Waste was identified by them as anything that interfered with the process or simply did not add value. Companies began adopting the lean approach and to do so realized that they had to do major changes in their organization and with their culture in the organization. Lean methods have demand-based operations, flexible operations with rapid changeover capability, effective worker behaviors, and continuous improvement efforts. JIT system stands for a Just-In-Time system. It represents the philosophy that includes every aspect of the process from the design to after the sale. JIT is a highly coordinated processing system in which goods move through the system, and services are performed just as they are needed. First, management should decide if JIT is a compatible method for the company. JIT is best used with companies that have repetitive operations and a stable demand. The first step is planning the conversion to JIT. Managers need to  be involved in the process and understand the commitment needed. The next step is to begin working only with suppliers who support the JIT system. The biggest obstacles faced are management, worker or supplier disapproval, and also changing the culture of the company. Inventory is at the minimum level necessary to keep operations running. JIT Inventory Tactics: Use a pull system to move inventory; Reduce lot sizes; Develop just-in-time delivery systems with suppliers; Deliver directly to point of use; Perform to schedule; Reduce setup time; Use group technology. Different from JIT in that it is externally focused on the customer: Starts with understanding what the customer wants: Optimize the entire process from the customer’s perspective. The main benefits of lean operations systems are: 1. Reduced cost through reduced inventory levels 2. Higher quality 3. Reduced lead time 4. Increased productivity 5. Reduced amounts of waste Inventories should never be used as the solution to fix machine malfunctions. One method that JIT systems uses to minimize inventory is to have suppliers deliver goods directly to the production floor. Overall, carrying low inventories offers many benefits such as less carrying cost, less space needed, and less rework to complete in case of a product recall. Lean systems can also be referred to as â€Å"just-in-time† (JIT) systems. The object of a lean system is to create a system that is demand driven, and provides supply based on demand at any given point. Lean systems tend to concentrate on waste reduction and have continuous improvement.

Effects of Physical Education on Brain

Effects of Physical Education on Brain There are some differences between a male and a female brain. Females are known to be excellent in solving problems involving languages. On the other hand, males are fair well in tasks involving arithmetic analysis. These are just some of the differences between a boy and a girl. Sometimes these differences, whether knowingly or not, can result in discrimination when teaching (Ratey, 2008).Advertising We will write a custom report sample on Effects of Physical Education on Brain specifically for you for only $16.05 $11/page Learn More There are various ways a teacher can overcome these differences. For example during a physical education lesson, boys would generally perform better than girls. Therefore, the teacher must be careful not to protect the girls, since the objective of the lesson might not be met. In a language lesson, girls would generally perform better than boys. In this case, the teacher should give group assignments, so that they can learn fro m each other. Both boys and girls should be in each group (Ratey, 2008). Physical movement increases a child’s performance in subjects like mathematics, science and languages. Other benefits that come from physical movement include improved reading skills, positive attitude towards education and improved intelligence. Other than academic benefits, exercise strengthens muscles as well as some vital parts of the brain such as cerebellum and basal ganglia. Physical movement assist in the circulation of oxygen to the brain, thus enhancing development of neurons (Ratey, 2008). Throughout America, many schools have reduced hours and resources allocated to physical education. This is because, some schools have the notion that students would be better prepared, if they dedicate most of their time in the curriculum. In other schools, importance of physical education has not been well emphasized. Instead, a lot of attention has been given to major sports such as football and basketball . Since not all students are good in these sports, they are usually left out (Villaire, 2000). Exercise has been known to cure depression and enhance memory. To be precise, it causes the discharge of some neurotransmitters that ease mental and bodily pain. The inner ear system and sensory-motor system are among the first body systems to mature once a person is born. During exercise, impulses go back and forth from vestibular and motor sensory. This type of interaction is vital for learning since it helps students maintain balance and improve coordination in movements. The kind of exercise encouraged here is spinning, which can be achieved in a merry go round. A chemical known as Brian-Derived Neurotrophic Factor is released by brain during a physical activity. This chemical produces and safeguards new neurons. These neurons are usually created in a place called the hippocampus, which happens to be the section of the brain involved in learning and storage of memory (Stevens, 2008). T he functioning of anterior cingulate suggests the existence of a connection between learning and movement. Studies have shown that lack of movement causes poor ties between various sections of brain and cerebellum. Cerebellum is part of the brain involved with emotional cleverness.Advertising Looking for report on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More People move because the brain sends signals to various muscles of the brain. These movements are controlled by cerebellum or ganglia. However, when a person engages in a completely new type of movement, the prefrontal cortex is stimulated. The prefrontal cortex is responsible for solving problems and analysing. This area is stimulated because the brain has no record of the new movement. Continuous stimulation of this part will eventually lead to improved learning capabilities (Stevens, 2008). Long working hours, misuse of drugs and bad diet have all been blamed for the increasing cases of depression. During depression, the pre-frontal cortex is usually inactive. When these conditions continue for a long time, it can lead to aggression, poor eyesight, nervousness, abuse of drugs and difficulty in learning. One of the most effective ways of treating depression is by exercising on a regular basis (Johnsgard, 2004). When some neurotransmitters such as norepinephrine and serotonin are few, depression might occur. Serotonin and BDNF have a mutual kind of relationship. The level of one chemical influences the level of the other one. Presence of BDNF increases the production rate of serotonin. Regular exercise elevates the level of such neurotransmitters in the body, by exciting the sympathetic nervous system. It has been found out that when exercise is combined with antidepressants, the stress level is reduced significantly. The combination of BDNF produced while exercising and antidepressants, quickens recovery (Johnsgard, 2004). It has been observ ed that depressed people have a smaller hippocampus. The smaller the hippocampus, the more the person is depressed. This situation can be reversed by exercise. Exercise generates BDNF which in turn stimulates the growth of neurons, the numerous neurons formed increase the size of the hippocampus, thereby reducing depression (Johnsgard, 2004). In conclusion, physical education is as important as any other lesson in the school. Many schools have realized the importance of movement, and they are bringing it back to their programme. Apart from the many benefits, exercising is fun. People laugh and talk a lot during physical movement. This creates strong bonds between people, and most importantly, it gives an opportunity to improve social skills. References Johnsgard, K. (2004). Conquering Depression and Anxiety Through Exercise. New York: Prometheus Books.Advertising We will write a custom report sample on Effects of Physical Education on Brain specifically for you for only $1 6.05 $11/page Learn More Ratey, J. J. (2008). Spark: The Revolutionary New Science of Exercise and the Brain. New York: Little, Brown and Company. Stevens, T. A. (2008). The importance of physical activity and physical education in the prediction of academic achievement. Journal of Sport Behavior 3(2), 36-50. Villaire, T. (2000, May 15). Decline of Physical Activity. Retrieved from National PTA: https://www.pta.org/

Collective Bargaining Definition

Collective Bargaining Definition Collective bargaining is an organized labor process through which employees negotiate with their employers to resolve workplace problems and disputes. During collective bargaining, the concerns and demands of the employees are usually presented by their union representatives. Agreements reached through the bargaining process typically establish terms of employment such as wages and hours, benefits, worker health and safety, training, and the grievance resolution processes. Contracts resulting from these negotiations are often referred to as a â€Å"collective bargaining agreement,† or CBA.   Key Takeaways: Collective Bargaining Collective bargaining is a function of unionized labor by which workers negotiate with their employers to resolve problems and disputes that could otherwise result in strikes or work-stoppagesIssues involved in collective bargaining often include wages, benefits, and working conditionsThe result of collective bargaining negotiations is a mutually binding contract or Collective Bargaining Agreement or CBA Brief History of Collective Bargaining in America The American Industrial Revolution of the 1800s spurred the growth of the unionized labor movement. Founded by Samuel Gompers in 1886, the American Federation of Labor (AFL) gave many workers bargaining powers. In 1926, President Calvin Coolidge signed the Railway Labor Act formally requiring employers to bargain with unions as a way of avoiding economy-crippling strikes. A product of the Great Depression, the National Labor Relations Act of 1935 made it illegal for employers to deny workers the right to form new unions or to join existing unions. The National Labor Relations Act The National Labor Relations Act (NLRA) prohibits employers from preventing employees from forming or joining unions and from retaliating against employees for taking part in union activities. The NLRA bans so-called â€Å"closed shop† arrangements under which employers require all employees to join a certain union as a condition of their employment. While government workers, farm workers, and independent contractors are not covered by the NLRA, several states give state and local government workers and farm workers the right to unionize. The Collective Bargaining Process When issues in terms of employment arise, the NLRA requires the unions (labor) and the employers (management) to bargain â€Å"in good faith† on the issues involved until they either agree on a contract or reach a mutually-agreed stand-off, known as an â€Å"impasse.† In the event of an impasse, employers can impose conditions of employment as long as they had previously been offered to the employees before the impasse was reached. In either case, the result is often the prevention of a strike. Contracts agreed to through collective bargaining are mutually binding and, except under extraordinary circumstances, neither side may deviate from the contract’s terms without the consent of the other party. When legal problems arise during collective bargaining sessions, they are resolved by the National Labor Relations Board (NLRB), the independent federal agency assigned to deal with organized labor disputes and to protect the rights of employees by enforcing the NLRA. What Does ‘In Good Faith’ Mean? The NLRA requires both employers and employees to bargain â€Å"in good faith.† But considering the massive number of disputes claiming failures to negotiate in good faith, that go before the NLRB every year, the term is rather vague. While there is no specific list, a few examples of acts that might be found to violate the â€Å"in good faith† requirement include: Refusing to bargain with the other side about valid workplace issues.Changing or disregarding the terms of a signed contract without the consent of the other sideUnilaterally changing terms of employment.Agreeing to a contract with no intention of actually honoring its terms. Good faith disputes that cannot be resolved are referred to the NLRB. The NLRB then decides whether the parties should â€Å"go back to the table† for further bargaining or declare an impasse, leaving the existing contract in force. The Union’s Duties in Collective Bargaining Labor unions are not obligated to support all or even any of the demands of its workers in collective bargaining negotiations. The NLRA requires only that unions treat and represent all of their members fairly and equally.   Most unions have specific internal grievance procedures to be followed by workers who believe the union has failed to uphold their rights or otherwise treated them unfairly. For example, an employee who feels the union acted unfairly in refusing to support his or her demands for more overtime hours than agreed to in the existing contract would first look to the union’s grievance procedure for relief. Pros and Cons of Collective Bargaining Collective bargaining gives employees a voice. Non-union workers often have no choice but to accept the terms of employment imposed by management or be replaced by employees who will. The legally-ensured right to negotiate empowers employees to seek a more beneficial situation. The collective bargaining process has contributed to higher wages, better benefits, safer workplaces, and improved quality of life for all American workers, whether they are union members or not. On the other hand, collective bargaining can result in a loss of productivity. The bargaining process can take months and require the participation of many, if not all employees during working hours. In addition, there is no guarantee that the process will prevent a strike or work slow-down. Sources and Reference â€Å"Collective Bargaining.† American Federation of Labor and Congress of Industrial Organizations (AFL-CIO).â€Å"Employee Rights.† National Labor Relations Board (NLRB)..â€Å"Collective bargaining rights.† National Labor Relations Board (NLRB).â€Å"National Labor Relations Act.† National Labor Relations Board (NLRB).â€Å"Can I be required to be a union member or pay dues to a union?.† National Right to Work.

Government Essay Example | Topics and Well Written Essays - 500 words - 4

Government - Essay Example storical and legal front, the fact that American constitution and history never granted the approval for same sex marriages until recently on state level is another reason put forth by all those who oppose the moves of same sex practices. Going by the previous rulings of Supreme Court in the form of previous cases such as Bowers vs. Hardwick which came forth in 1986 where the actions and practices related to sodomy and homosexuality were declared illegal and illegitimate, and further the case of Romer vs. Evans case in 1996 where the final verdict was upheld as 6-3 against the grant request for allowing homosexual practices on state level, similarly other accounts of proceedings and cases put forth reveal that Supreme Court has been against the concept and practices of same sex marriages. Originally the constitution guarded for the opposite gender marriages. The pattern of same sex marriages became more prevalent towards 1990s when the formally existent law of First Restatement of Conflicts, on Marriage and Legitimacy was questioned and challenged in the court. This law was existent and related to the rulings of 1934. The long practiced customs of opposite sex marriage limitation has been challenged and questioned, both on legal and argument level grounds. It is being termed as the violation of the basic rights to the people. Freedom of expression with regard to their personal life, personal orientations and personal sexual desires and tendencies is also accounted for a reason why the same sex marriage must be allowed for practice and legal approval. As an effort to reduce the domestic expenditure, the forestry spendings is an area where the possible cut is possible. This would help the already incurred heavy losses in the form of 1 trillion plus U.S dollars. It will have positive impact on the different variables and factors associated with the annual budget and the normal living standard of the common American citizens. The possible slash on the forestry

Why should we drink alcohol Essay Example | Topics and Well Written Essays - 750 words

Why should we drink alcohol - Essay Example It makes one feel better after a hard day at office, in the playgrounds, at theatres, in shopping malls and even when standing before the teetotaler. There is nothing specifically that can happen in a neighborhood. Well, if this is the way you have been thinking on consuming liquor and avoiding academic statements, it is fine to the extent that you have been consuming liquor moderately and not more than 3-4 times a week (Who should not drink alcohol). Obviously irrespective of what scientists and doctors say, alcohol is a pleasant drink. Scientists have now veered to the view that drinking is all right as long as it is done within limits and the frequency maintained. There is no point in binge drinking during weekends and staying sober the rest of the week. This does more harm than good according to research conducted on drinking (Alcohol: Our Favourite Drug). However, moderate drinking which consists of consuming two to three drinks has health benefits. It stops heart attacks and improves blood circulation. It does the work of an appetizer inside the human body and it boosts digestion. On the other hand, people say that the benefits of alcohol are highly one sided. There may be some benefits to the heart. But it still leaves the kidneys and liver vulnerable to attacks by alcohol. So in spite of all the benefits discovered to be present in alcohol there is still the nagging doubt if the drink or two you consume every evening could be irreversibly problematic to your precious liver. There is nothing clear about the benefits or disadvantages of alcohol. Nowadays, scientists are quite clear that alcohol is beneficial to the heart. But it is silent when it comes to the kidneys and liver. Hence, we are back to square one where consuming alcohol is concerned. Therefore, the teetotaler is better off as he quietly battles the possibility of heart attacks by means other than alcohol. Thus, the debate

Do Modern Forms of Administration and Discipline Undermine the Essay

Do Modern Forms of Administration and Discipline Undermine the Liberties and Rights Promised by the Modern State - Essay Example An initial discussion of what the modern state represents shall be presented, followed by an evaluation of the current forms of administration. A deeper analysis of how these modern forms of administration impact on the modern state shall then be presented. Body The modern state The Montevideo Convention explains that a state is one which possesses the following elements: a defined territory, a permanent population, a government, and the capacity to enter to government relations. This criterion for statehood was arrived at in 1935 and supported by the world in general. Max Weber presents another conceptualization of the state, one which is derived from the early beginnings of statehood. He defines the state to be â€Å"a human continuity that claims the monopoly of the legitimate use of physical force within a given territory† (Weber, 1958, p. 78). Weber’s definition also points out that the state must have the absolute control over the legitimate application of force ( New York University, 2002). The concept of legitimacy has not always been easy to define with various actions being carried out by the state in the name of such legitimate authority; however, these actions have not always been technically legitimate. Moreover, for purposes of securing state functions, the components of legitimacy have not been strictly met (New York University, 2002). The use of force which is attributed to the state is therefore not always based on a legitimate exercise of power. This also suggests that a state’s use of force may not always need to be legitimate, for as long as the perceptions of the people are assuaged in terms of the legitimacy of such force (New York University, 2002). Another element of Weber’s concept of the state is on the monopoly by the state on the legitimate exercise of force. This monopoly has always been a source of issue among theorists and scholars because there have been acknowledged instances where non-state actors hav e legitimately used force (Foucault, 1980). This was seen in instances when force was used by non-state actors like the Irish Republican Army, the Hamas and Islamic Jihad in the Palestine areas, and the exercise of force by the Al-Qaeda in Iraq; these actions are considered by many experts as a legal application of force in response to foreign interference and oppression (New York University, 2002). However, in terms of other perspectives on the use of force, one’s side in the conflict can often make a difference on the judgment made on such force. The bottom line is that it is not clearly apparent that a state actually has a monopoly on the application of force (New York University, 2002). In effect, other scholars have not actively considered the use of the term monopoly in characterizing a state’s application of force. Modern administration Political analysts discuss that the modern state has now a significant control over the practice and use of violence in the cou ntry. They echo Max Weber as he expresses that the state’s exclusive right to use force is crucial to its ability to function. These idea for the modern state was not however true during the 16th and 17th century when the concept of the modern state was still being introduced (Hirst, 1997). At that time, small and contentious political entities did not have the right to claim these territories, and on the other hand, other leaders

History and assessment of massage therapy

History and assessment of massage therapy Massage therapy is the manipulation of the soft tissue on the body by a practitioner through the movement of their hands and arms as well as advanced techniques. Massage has been used to help people relax as well as a way to help treat minor ailments as a complement to other medication or treatment. As A Whirlwind Tour through the entire History of Massage webpage states Massage is a universal instinct. From the day they descended from the trees, humans have known that it helps to rub a sore limb and that to touch is beneficial. So since then we have used and developed the skills and techniques through the years into the massage routines we see and use today. History of Massage; Throughout ancient history many different countries have been using massage and developing their skills as well as passing these down through the years. They have been borrowed, stolen and shared through different times as well as different places geographically around the world, many of the different types of massages resemble each other as techniques have been copied, borrowed and shared. Pre-historic people used to practise some forms of therapeutic touch or massage as there has been evidence to suggest that they used to massage their muscles and rub herbs and oils onto their bodies to help with healing or to protect as this has been found in caveman paintings and drawings showing the giving and receiving of massage. After then the next stage that has been recorded in history to show the major use of massage where the Chinese in around 3000BC in a book called Con Fou of the Tao-Tse. As mentioned in the eBook History of Massage, Therapies Rules in China for years, blind people where the main masseurs. According to A Whirlwind Tour Through the entire history of Massage Chinese writing dates from around 1400BC, near the start of the Shang dynasty, and it from around this time that we can reliably date massage. It was in China that the first exam in massage was sat about fifteen hundred years later as an addition to the occult studies schools. Around the same times as China the Egyptians also used massage and this has been depicted in tomb paintings of individuals being Kneaded by others. The Japaneses received their knowledge from China through the study of Buddhism and soon customised the techniques which became known as anma, which later became Japanese Shiatsu. According to The history of Massag e: Learn How Massage Dates Back over 5,000 Years Ago The primary goal of Shiatsu is to raise the energy level in the patient. In turn, this increased energy level regulates and fortifies the functioning of the organs and stimulates natural resistance to illnesses. The practitioners use a variety of techniques to pressure points on the body to balance the energies and work without needles or other equipment to do so. However, some sources believe India was practicing massage before the Egyptians and the Chinese while others believe they might have acquired it from China a little later so the dates of when India first started to use any forms of massage range from around 3000BC to between 1.800-500BC. Massage in India is referred to in ancient Hindu books such as Ayurveda (Art of Life) which was written around 1800BC. It describes how movements such as shampooing and rubbing were used to relieve tiredness, increase energy levels and improve general health. Francesca Gould in Body Massage for Holistic Therapists (2004). After this stage in history the next step in the time line is around 2000BC when the Greeks and Romans first started to use massage in the early foundations of their civilisations. The ancient Greeks used the knowledge from the Egyptians massage techniques, and it was given to the athletes, women and soldiers as described in History of Massage, Therapies Rules. The Greeks wrote many books on massage including some written by Homer, Aesculapius, Herodotus and Hippocrates who was the Father of Medicine. It was the Greeks who used to rub up the body towards the heart to help the venous and lymph in that direction, they also used this technique to move sickness towards the centre of the body to where is can be expelled with the waste materials. The Romans however used massage as more of an indulgence than as a medical therapy; it was saved for those who could pay for it. The Romans received massage from the Greeks and enjoyed bathing before a full body massage and it was said that even Julius Caesar was pinched every day. The Roman gladiators were vigorously massaged before fights to make sure their muscles where warmed up and supple. Galen was the main figure in Rome for massage but he was actually Greek, according to A Whirlwind Tour through the History of Massage he lived from 130AD to 201AD and he acquired his knowledge of anatomy and physiology through working with the gladiators. Massage then was used as an alternative for exercise to help relive their excessive eating and drinking. Massage was used throughout the different tribes in North America before the Europeans arrived, some tribes would massage/rub down their warriors before and after battle or rub ointments into ailing joints or muscles. Massage has also been seen through a variety of different countries through history including those such as Persia, Kurdistan, Thailand, Tibet, Indonesia and Hawaii. The most recent history of massage can be seen is western civilisation. The earliest record was written by Ambroise Pare (1510-1590) but he was ridiculed for his publication. However by the time Henrik Ling (1776-1839) became the father of modern western massage it had become less of a ridicule. As the History of Massage, Therapies rules tell us Henrik Ling once put. We ought not to consider the organs of the body as the lifeless forms of a mechanical mass, he wrote, but as the living, active instruments of the soul. And through this he finally developed the system known as Swedish massage. Massage has now moved back towards the old holistic attributes instead of the physiological attributes so we are back to seeing massage in the same way as the ancient Chinese, Egyptians and Greeks once saw the therapy. As reported by The Massage Bible, during the first World War injured soldiers were treated with massage, while the Californian bodywork movement in the 1960s combined massage with personal growth. There are many different kinds of massage practiced today all over the world and many of them can be received by almost anyone unless they have a specific reason that it cannot be preformed. There are a few different people who have been in the forefront of massage in modern history and those are Cornelius E. Who is the Father of massage in the USA, David Palmer, the Father of chair massage, Dr Tiffany Fields, the Mother of massage research and Jack Meagher the Father of sports massage. In figure I. In the appendices is a time line of the history of massage along with the cre ation and history of other therapies this has been take from the eBook History of Massage, Therapies Rules. Massage Principles and Holistic Experience: To decide if massage is a holistic therapy first of all we need to know what holistic means and according to thefreedictionary.com Holistic means Concerned with wholes rather than analysis or separation into parts. And with this definition we shall determine whether or not massage is a holistic experience. A massage whether it is a Swedish, Shiatsu or any other form of massage moves across the whole surface of the skin missing only a few vital places which are left for either health and safety reasons or due to the intimacy of the area. Most massages that even just incorporate one certain area such as an Indian head massage or even reflexology they all use different points of that area to correspond with different areas or energies upon the body. With different energies running throughout in specific channels which move around the entire body, when a massage is preformed to the whole body or even just a small portion of the body such as the hands, feet or head all the energies are involved which in turn incorporates the body as a whole. With this in mind a massage can be believed to be Holistic as this matches with the definition of holistic in taking the body as a whole instead of a separation of its individual parts. There is only one reason as to not treat a certain part of the body and that is due to a contra-indication such as pregnancy where you would not touch or massage the abdominal area or is say someone had a fungal infection upon their feet you would not massage their feet and would move onto the next step of the massage itself. These contra-indications could be on a temporary basis or they could be permanent and therefore this client would not be able to receive a treatment. There are some contra-indications such as cancer, epilepsy and a few others which would need a doctors approval before a treatment could be carried out upon the client for insurance reasons. For example for epilepsy if you do not know the trigger for a seizure and you had not received a doctors approval for the treatment and the client unfortunately had a seizure upon your table then the client might decide to sue the practitioner for causing this, this is why doctors approval is sought. Due to the Health and Safety at work act 1974 all employers and employees must maintain a high standard of health and safety in the work place as described in F. Goulds Body Massage for Holistic Therapists. Employers are responsible for the health and safety of anyone who enters their premises. If an employer has more than five employees, the work place must have a health and safety policy, of which all staff must be aware. There are many different procedures in the work place that all employees must adhere to such as the first aid and fire procedures, all employees should know where the first aid kits and fire extinguishers/ exits are located within the building for the safely of themselves and the clients, It is advisable however, that all practitioners are first aid qualified themselves in the event of an emergency. From the clients point of view the practitioner should know these things as well as have a basic understanding of personal hygiene in the sense of washing their hands properly, being of a clean and presentable appearance and be dressed appropriately for the treatment. This is due to the intimate nature of the massage with the close skin to skin contact as strong smelling perfumes or strong body odour can be very unpleasant for the client. A general knowledge of health and safety is beneficial for the example to clean up spillages as and when they happen as to avoid trips, slips and falls of either the client or yourself. A good general idea of protecting your equipment is ideal as oils and creams can become a hazard if left un-cleaned from the treatment table as this could cause a slip or the degrading of your equipment such as the vinyl of the table tops. For insurance purposes the practitioner must ensure that they do not perform a massage while they are unwell or when the client is contagious due to the spread of infection and should always wear gloves if they have any open areas upon their hands. This is for their own protection and that of the client as to not pass anything between them or onto any other client from the previous client. However it is also important to know if the client is well enough to receive the treatment, for this the practitioner must refer to the contraindication lists to see whether or not the client is acceptable to treat. The client should also be aware that at any point the practitioner is legally allowed to refuse treatment for withholding information or for unacceptable behaviour. The practitioner must also get the permission off the client at all times before a treatment if they can touch the client themselves, and they must ensure the client understands this and what is going to happen during the tr eatment for insurance purposes for the protection of both the client and practitioner. Personal safety for the practitioner is also important; these include the correct posture and the compression of the wrists. If either of these are incorrect then the practitioner later in their career could cause themselves more pain due to repetitive strain on the joints and could cause more damage if continued. To help prevent this the right table height should be selected for the practitioner as well as the correct foot wear to help with posture, also the right hand movements should be followed to help prevent the compression of the wrists. The most important piece of safety a practitioner should adhere to is their own safety when working with a client on their own such as a residential call or even in their own rooms at their treatment centre. If doing a residential call then the practitioner should only really perform these on clients that already know, they have a personal phone number for and they should always make sure someone knows where they are at which times and check i n after the appointment with either a family member or work colleague to show they are safe. If they get a new client after a residential call they should always follow the rules of asking for the residential phone number and insist upon phoning the day before the treatment to see if they still wish to receive the treatment. Making the treatment of a client a positive experience is one of the most important parts of making a massage holistic, the practitioner should look after their clients making sure they are comfortable with what is going on whether they are new or long term clients. To be a massage practitioner you should have excellent customer service skills, client care should be the most important thing to remember and should always be used every day with every client, the client should believe that the practitioner cares. The practitioner should always consult with the client and devise a treatment plan to suite the clients and stick to this plan unless anything changes in the circumstances with the client as well as receiving permission from the client for the practitioner to touch them during the treatment. During the treatment the discussion should be at a comfortable level for the client but also low enough for the client to relax and enjoy the treatment. After care should always be adhered to and offered to the client with a small encouragement of lifestyle changes if needed for the clients needs. Effects of Massage including the Physiological and psychological effects upon the client: Massage even though it is a holistic experience has been seen to have an effect of other areas of the human body and not just as a way to relax; a massage has been seen to show that it has both physiological and psychological effect upon the clients. Physiological effects are those which are shown upon the body itself and its function whereas psychological effects are those which manifest themselves in the mind and the emotions of the client. There are many different outcomes which could manifest for both on the anatomy and the body systems. In two different clinical trials that have been preformed independently of each other there is a show of the two different effects received after a massage treatment, one for the Physiological effects and one for the psychological effects. In the first trial the objective was to see if the early intervention with massage in children with Down syndrome would help with the motor skills and muscle tone. So parents with children suffering from Down syndrome where asked to attend one of two early intervention classes, one class was a body massage session and the other a reading session after a base line had been assessed upon their severity of the syndrome, some children were not used if sever mobility where involved or they had emotional problems as this might interfere with the trial. Twelve of the children were assigned to the massage sessions and eleven to the control reading session, so in overall there where twenty one children involved in this trial. Each session was scheduled for the same times each week and specific times of the day for both classes, and each session was on an individual basis, the sessions lasted for half an hour each, twice a week for two months, while the reading session was conducted the same way with the therapist holding the child while reading for the half an hour. This was the treatment that the children received in the following sequence: The 30-minute massage therapy session started with the child lying on a small mat on the floor. The therapist conducted the following sequence three times with the child in a supine position: Legs and feet-(a) while forming hands like a letter C and wrapping the fingers around the childs leg, long, milking and twisting strokes from the thigh to the ankles; (b) massaging foot by gliding thumbs across bottom of foot followed by squeezing and tugging each toe; (c) massaging across top of foot by gliding thumbs from ankle to toes; (d) flexing and extending the foot; (e) massaging from ankle to foot and back to ankle; (f) stroking from the ankle up towards the thigh; and (g) back and forth rolling movements (as if making a rope from dough) from the ankle to the thigh. Stomach-(a) slow, circular, rubbing movements to stomach area with one hand; (b) using the palms, hand over hand down the stomach in a paddlewheel fashion; (c) starting with thumbs together at the umbilicus, stroking horizontally to sides of body and then twice above and twice below the umbilicus; (d) using fingertips and starting below the umbilicus on the childs right side, small circular upward movements until even with the umbilicus, then continuing across to the left side, and then down on the left side to below the umbilicus; (e) with one hand following the other, short upward stroking from right side below the umbilicus, then Massage and Down syndrome 401 across the umbilicus to the left side of the body, and then down on the left side to below the umbilicus; and (f) cupping or holding sides of knees, bending both knees simultaneously towards the stomach and holding for three to five seconds. Chest-(a) with palms of hands on childs sternum, stroking outward across chest; (b) starting at sternum, stroking upwards and over tops of shoulders and down the sides of the ribs; and (c) starting at the right thigh, stroking diagonally through the chest to the opposite shoulder and back down to the same thigh; repeat starting at the left thigh; Arms and hands-same as legs and feet (i.e. replace legs with arms and feet with hands). Face-(a) making small circles to entire scalp (as if shampooing hair); (b) with flats of thumbs together on midline of forehead, stroking outward towards the temples; (c) stroking gently over the eyes and brows; (d) starting at the bridge of the nose, stroking across the cheekbones to the ears; and (e) making circular movements under the chin, around the jaw line, around the ears, to the back of the neck and the rest of the scalp. The following sequences were done after placing the children on their stomach (in a prone position). Back-applying oil to the hands: (a) starting at the top of the spine, alternating hand strokes across the back working down towards the tail bone (never pressing the spine) and reaching over to include the sides; (b) hand over hand movements from upper back to hips with flats of hands and then continuing to feet; (c) using circular motion with fingertips, from neck to hips stroking over the long muscles next to the spine and retracing on the other side of the spine; (d) making circular strokes with the palm of the hand to rub the tops of the shoulders; and (e) ending with long gliding strokes from the neck to the feet. As was described in the journal Children with Down syndrome improved in motor functioning and muscle tone following massage therapy (2006). The trial was held at the childrens early intervention pre-school centres, while the test was run by the university of Miami school of medicine. The results of this trial show that there was a greater gain for the results of the children who where massaged in their sessions than to those who where read too. The improvements were shown in the gross motor skills and fine motor skills development of the children as well as a marginal effect in their language development. This then showed that through the early intervention with massage it could help children with Down syndrome enhance their motor development at a faster rate than if they were left to mature in their own way. These results help to show that massage can have a physiological effect upon the body in helping to produce and enhance muscle tone. However, there is the argument that another control group could have been added into the trial to help show whether this is successful or not is a control group that uses light stokes instead of a pressure massage to help with the ethical problems of withholding the intervention from those in the reading session. This was all shown in the clinical trial journal of Children with Down syndrome improved in motor functioning and muscle tone following massage therapy (2006) which is located in the appendices. The second trial is to determine whether or not massage can have a psychological effect on the client and for this the trial was preformed for the Association of Paediatric Haematology/Oncology Nurses (2009). The aim of this trial was to reduce symptoms of children with cancer and to reduce the anxiety of their parents. Children with cancer, ages 1 to 18 years, received at least 2 identical cycles of Chemotherapy, and one parent, participated in the 2- period crossover design in which 4 weekly massage sessions alternated with 4 weekly quiet-time control Sessions. As described in the article Massage Therapy for Children with Cancer (2009). To determine if the massage was helping to relieve the psychological symptoms of anxiety in the parents and the symptoms of the children while the trial was progressing they measured everyones heart and respiratory rates, blood pressure, and salivary cortisol level as well as their pain, nausea, anxiety, and fatigue levels. According to the results of this trial the massage was more effective in reducing heart rate than quiet time in the children, the anxiety in the children aged fourteen and older and the anxiety in the adults. The clients all commented upon how the massage rather than the quiet time helped with their anxiety and helped them feel better. So due to their result it is feasible to massage children with cancer and their parents to help relieve their anxiety. Therefore this result helps to show that massage to the body can have a psychological effect upon the client in this sense it has reduced the anxiety of the both the children and the parents although in the younger babies the results did vary a little more than the other ages, but the results of the older children and the adults help to prove that just a massage on its own can have a psychological effect upon the human body. The trial that this assessment was based upon is located in the appendices as clinical trial 2. So both of these trials show that massage can had a successful outcome on the physiological and psychological effects portrayed on the body, they both proved that through a short massage the body can manifest its effects through muscle tone or motor function progression as well as to reduce anxiety in both children and adults. Neither of these two trials have a negative out come and therefore both are a success but there shall be a few trials where massage has not appeared to be successful at all or shows that it is a little less successful than anticipated, these however are normal and show both sides to an ongoing argument about whether massage is actually good for the body, mind and spirit on a whole or if it just theoretically works on the body.