Rapid-Eye-Movement Essays - Dream, Rapid Eye Movement Sleep, Sleep

Rapid-Eye-Movement dream, mental activity associated with the rapid-eye-movement (REM) period of sleep. It is commonly made up of a number of visual images, scenes or thoughts expressed in terms of seeing rather than in those of the other senses or in words. Electroencephalograph studies, measuring the electrical activity of the brain during REM sleep, have shown that young adults dream for 1 1/2 to 2 hours of every 8-hour period of sleep. Infants spend an average of 50% of their sleep in the REM phase (they are believed to dream more often than adults) a figure which decreases steadily with age. During dreams, blood pressure and heart rate increase, and breathing is quickened, but the body is otherwise immobile. Studies have shown that sleepers deprived of dream-sleep are likely to become irritable and lose coordination skills. Unusually frightening dreams are called nightmares, and daydreams are constructed fantasies that occur while the individual is awake. Studies have demonstrated the existence of lucid dreaming, where the individual is aware that he is dreaming and has a degree of control over his dream. Sigmund , in his pioneering work The Interpretation of Dreams (1900, tr. 1913), was one of the first to emphasize dreams as keys to the unconscious. He distinguished the manifest content of dreamsthe dream as it is recalled by the individualfrom the latent content or the meaning of the dream, which Freud saw in terms of wish fulfillment. C. G. held that dreams function to reveal the unconscious mind, anticipate future events, and give expression to neglected areas of the dreamer's personality. Another theory, which PET scan studies appear to support, suggests that dreams are a result of electrical energy that stimulates memories located in various regions of the brain. Psychology

Five Words You Can Cut

Five Words You Can Cut Five Words You Can Cut Five Words You Can Cut By Ali Hale One of the best ways to make your writing stronger is to cut unnecessary words. Many people tend to over-write, often in a similar way to how they would speak. Words creep in that add no meaning and can make a piece of writing sound vague and woolly rather than confidence and precise. Just This is one of the worst offenders for me. I over-use it in email, typing: â€Å"I just thought I’d drop you a note†¦Ã¢â‚¬  â€Å"Just writing to ask†¦Ã¢â‚¬  â€Å"If you could just give me a call†¦Ã¢â‚¬  In almost every case, striking out the word â€Å"just† will make a sentence stronger. It tends to make you sound either desperate when applied to yourself (â€Å"I just wondered if you could†¦Ã¢â‚¬ ) or demanding when applied to the other person (â€Å"If you would just†¦Ã¢â‚¬ ). Really Like â€Å"just†, this is another word which can frequently be cut. It’s often found partnering â€Å"just†, in which case you might want to rewrite the whole sentence. â€Å"You can really improve by†¦Ã¢â‚¬  â€Å"You don’t really want to†¦Ã¢â‚¬  â€Å"I’m really just trying to †¦Ã¢â‚¬  Using the word â€Å"really† about yourself makes it sounds as though you believe the other person is unsure of your intentions; â€Å"I’m really writing the report† can sound defensive. And using it about someone else can sound patronising – phrases like â€Å"that’s really good!† are best kept for the kindergarten. Quite This insidious word tends to water down the meaning of a sentence or, worse, make it unclear. It usually means â€Å"a bit† as in â€Å"I quite liked it†, but can also mean â€Å"completely† as in â€Å"Quite right.† Most people have little difficulty understanding those, but sentences like â€Å"I was quite outraged† can be taken either way. â€Å"I’d quite like you to †¦Ã¢â‚¬  â€Å"I’m feeling quite upset about it.† â€Å"I don’t think you quite understand† There are some circumstances where you may well want to keep the word â€Å"quite†, particularly when trying to justify something over-running. â€Å"Quite† is useful in suggesting both â€Å"almost there† and â€Å"soon†, and saying â€Å"The files aren’t quite ready yet †¦Ã¢â‚¬  implies it won’t be much longer, whereas â€Å"The files aren’t ready yet† can sound like stone-walling. Perhaps Like many of the words above, â€Å"perhaps† makes your writing sound uncertain. It can obscure meaning, or weaken an otherwise powerful statement, and often causes confusion. â€Å"Perhaps we could meet at twelve for lunch.† â€Å"And then perhaps you’d like to †¦Ã¢â‚¬  â€Å"Perhaps if I †¦Ã¢â‚¬  The main problem in all these cases is that the word â€Å"perhaps† means your intention is unclear. If you email someone suggesting â€Å"Perhaps we could meet at twelve for lunch†, are you proposing a lunch meeting, or just idly wondering whether it’s possible? The â€Å"perhaps† also makes it unclear what part of the suggestion is in doubt; do you think twelve might not be the best time, or do you suspect the other person won’t want to get lunch? That This is another word which creeps into my writing where it’s not needed. It’s fine when necessary, but can often be cut without any loss of meaning – usually when it’s preceded by a noun. â€Å"This is the house that Jack built.† â€Å"Can you remember the time that we asked people to arrive?† â€Å"I liked the design that you came up with.† Make sure you don’t cut valid instances of the word, usually where â€Å"that† comes before the noun. â€Å"I need that document by five† makes sense, â€Å"I need document by five† is only safe in a very informal context and if you’re sure the other person knows which document you mean. Putting it all together If you email someone with â€Å"I really just wondered if perhaps you could send those documents that I mentioned quite soon.† you come across as diffident, uncertain and sound like you’re babbling. It’s also unclear whether you do need those documents straight away, or whether you’re simply enquiring whether they could be sent soon. But if you delete the five unnecessary words, you’ll get â€Å"I really just wondered if perhaps you could send those documents that I mentioned quite soon.† â€Å"I wondered if you could send those documents I mentioned soon.† This sentence is much clearer, more concise, and likely to elicit a quick response. So when you’ve written an email, article, report or even a piece of fiction, check through for the words just, really, quite, perhaps and that – and see if you can improve the piece by cutting them out. 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 Writing Basics category, check our popular posts, or choose a related post below:12 Greek Words You Should KnowDeck the HallsWhen to use "an"

Adult nursing Essay Example | Topics and Well Written Essays - 750 words

Adult nursing - Essay Example Jane David is a 35-year-old female who presented with the complaint of feeling unwell for 2 to 3 weeks. On questioning, it appeared that her symptoms are vague. She complains of loss of energy and feeling generally unwell. On closer questioning, it was apparent that she has had some dysuria and frequency of micturition. She also states that she is now passing much less urine than her usual. It was also revealed that she is slightly nauseous and has no appetite. Despite these, she is feeling heavy. Student nurses suggested she has probably urinary tract infection (UTI).Symptomatic acute bacterial urinary tract infections (UTIs) are among the most common bacterial infections treated by health care professionals. Cystitis accounts for most of these, whereas more than 100,000 patients are admitted to a hospital annually for acute pyelonephritis treatment. Women have many more UTIs than men. Bacteria ascending from the colonized urethra enter the bladder and perhaps the kidneys. The short length of the female urethra allows easier access by bacteria to the bladder. Contributing to contamination, the warm moist vulva and rectum are both in close proximity. Similarly, sexual intercourse increases bladder inoculation. Infections result from the interaction between bacteria and host. Bacterial virulence factors are important, as they enhance colonization and invasion of the lower and upper urinary tract. The principal virulence factor is increased adherence to either vaginal or uroepithelial cells. The bacterial species most frequently recovered from infected urine culture is Escherichia coli. Bacterial cystitis almost always results from the entry of bacteria colonizing the anterior urethra and periurethral skin into the bladder. Hematogenous or lymphatic spread from sites of infection elsewhere is very unusual. The short female urethra is an insufficient anatomic barrier to the entry of urethral bacteria, which may be massaged easily into the bladder. This may explain the association of urinary tract infections and bacteriuria with sexual activity. Presumably, bacteria are massaged into the bladder during sexual intercourse. Once within the bladder, bacteria may ascend within the ureters, enhanced by vesicourethral reflux, into the renal pelvis and cause upper tract infection. The renal parenchyma also can be infected by blood-borne organisms, especially during staphylococcal bacteremia. Mycobacterium tuberculosis gains access to the kidney through this route and also perhaps by ascension. Signs and Symptoms There is a broad spectrum of symptoms in UTIs, ranging from patients who are completely asymptomatic to those with symptoms referable to the urethra, bladder, or both, and to those with the full-blown syndrome of acute pyelonephritis with fever and loin pain. Acute bacterial infection of the bladder is referred to as acute cystitis. Acute cystitis is characterized by inflammation limited to the superficial mucosal layer of the bladder. Patients with cystitis generally complain of dysuria, urgency, and frequency. Hematuria, low back pain, and lower abdominal pain also may be present. Fever and costovertebral-angle tenderness are both absent in most cases. Clinical signs and symptoms are notoriously inaccurate in localizing the site of infection, however, and up to 50% of women with symptoms and signs of cystitis on clinical examination are found to have silent renal infection. Diagnoses The most frequent presenting complaints in otherwise healthy, immunocompetent nonpregnant women are dysuria, frequency, urgency, and incontinence. For a culture specimen to be informative, it must be accurately collected. A "clean catch" midstream voided urine specimen is usually sufficient. It is mandatory that a patient understands the reasons for and the steps associated with urine specimen collection, which are designed to prevent contamination by other bacteria from the vulva, vagina, and/or rectum. More than one bacterial species

Aestheticism and Modernism Essay Example | Topics and Well Written Essays - 3500 words - 1

Aestheticism and Modernism - Essay Example Darwin’s theory of natural selection and Freud’s view of subjective states that involved an unconscious mind full of primal impulses shocked the Victorians. And as the names of Darwin and Freud suggest, it was the intellectuals and upper class that became part of the modernist age.  Among these artists was T.S. Eliot. Eliot’s concerns deeply showed the effect of WWI on the moral values of people and people’s belief in God. Industrialization drastically increased production and consumption rates, with that so did pollution, creating a very ugly metropolis. In response to this industry, there was an increase in urbanization as more people wanted to move closer to work and money, hence the sense of crowdedness in Eliot’s poems. Influxes of human population meant more pollution. The Depression played an important part in developing the persona of the modern man. This was a time of decline in a man’s dignity and much humiliation from not being a ble to fend for his family.  One of the prime concerns that characterized Modernist texts was the depiction of the cityscape as the habitat of the modern man. The Industrial revolution significantly transformed the urbanity of England, supplying the streets with cheap electricity and extending the city horizons to include skyscrapers and railroad bridges of cast iron. Eliot’s main concern revolved around the impact of such mechanization on urban life, mainly the increased pollution and an overall sense of sterility and spiritual poverty. (Eagleton, 1970, 94-101)  T. S. Eliot's "The Love Song of J. Alfred Prufrock" and "The Journey of the Magi" reveal some of the major concerns of their early 20th century Modernist context. Through continuous use of imagery, ambiguity, repetition, allusions and purposeful contortion of lines and sentences, Eliot demonstrates the importance of the inner self, innovation, religious questioning, an uninviting and bleak society and a flaunting of conventions.

Gender Differences Towards Work Life Balance Social Work Essay

Gender Differences Towards Work Life Balance Social Work Essay 4.0 Introduction: The findings and analysis presents all the information that was gathered based on the methodology employed in the earlier chapter. The role of this chapter identifies findings which had revealed and explained employees understanding and perception towards work-life balance incorporated within MEGA through analyzing data. Gender Differences towards work-life balance: Balancing work and non-work commitments requires time management which could be a bit of a challenge. The diagram below illustrates such comparison between both genders. Findings on the average level of employees able to balance work and family life responsibilities on a weekly basis revealed that majority of the respondent indicated that they are seldom able to balance both. The results were given from both genders where the 35 percent of respondent that chose that they seldom are able to balance both were women as opposed to the remainder answered yes they are always able were men. The researcher findings had revealed that apparently women tend to be the ones that basically are seldom capable of achieving work-life balance on a weekly basis. Also the diagram shows that men are better able to have a better work-life balance whether it is often or always as compared to women. Furthermore in addition from the questionnaire another finding was analyzed where it was revealed that from both genders the mean is higher in women who have children compared to men. Figure illustrate that the women within MEGA has the higher number of children as against men who has twice as least. Also analyzing the data in figure () there are three times more women than men working in MEGA. The researcher analysis is drawn upon that the expectancy rate of women is higher to experience conflict trying to balance both work and family responsibilities as opposed to men within this particular organization is because there are more women working in MEGA as against to the number of men employ. Causes of Work-Life Balance Conflict The causes of work-life conflict were analyzed by the researcher to find out the reason behind it. The researcher findings werent a bit surprise by the results from employees. From the figure, the researcher found out that the major causes of conflict between balancing work and personal responsibilities was relating to these four factors within MEGA. The job-relating factor that influences work-life conflict the most was insufficient flexibility in the workplace. Eighty-nine percent (89%) of employees responded that they had difficulties balancing work and personal life responsibilities as a result of not having enough flexibility as compared to sixty-seven (67%) was other contributing factor. Timing of meetings/training was the least whereas working long hours was minimal. Participants were asked to indicate which of the following hinder you in balancing your work commitments in the workplace. Figure ( ) depicts the findings on the relevant categories that hinder employees work achievement. An examination of the chart point out that caring for children at been scored highest where 63 percent of respondent imply that this issue hinders them to achieve work commitments. Followed by a close responds to other and leisure time activities where 23 percent indicated other and 18 percent imply leisure time. The remainder answered further education. The participated managers and supervisors were then asked to describe the importance of work-life balance within the organization. Based on the answers given by managers and supervisors to describe the importance of work life balance, all participants agreed 100 percent that there is positive outcome for having balancing in the organization. They all relate work-life balance as means of assisting employees to reduce stress level which in turn would deliver substantial high productivity, job satisfaction and some level of commitment to the organization. The researcher analysis of the causes of work-life balance conflict is related mainly to insufficient flexibility in the workplace. The result suggests that employees dont have a problem working long hours or overtime. However perhaps if employees are/were given sufficient flexibility to manage both responsibilities tend them would be more likely to minimize work-life conflict. As Robertson (2007) stated in the literature review, organizations that offer flexibility in the workplace give employees the advantage to have good balance between both responsibilities whereas evolving to healthy employees and in return healthy employees are good for business succession. Conversely taking care of children has been pointed out to be the most significant hindrance factor for employees to achieve work commitments in MIC. As Hudson (2005) stated earlier that employees are more likely to be less productive, less committed and highly decisive of leaving the organisation once they are experiencing increased stress due to work/life conflicting issues and are perceived of having no control over balancing work and non-work demands. To be of the same opinion the author analysis is drawn upon where managers and supervisors all understand the importance of incorporating work-life balance in the workplace. All respondents had coincided with Hudson (2005) statement of employees level of positive outcome to organization. Policies On the questionnaire, employees were asked if they currently use any of the work-life policies provided by the organization. The author received 100 percent of all respondent answering that they all use work-life policies that are provided by the organization, however it is a question of how do they utilize such policies. Another question was implied asking if employees were given approval of such work-life policies provided by the organization. Question Yes No Are you given approval of work-life policies 83% 17% Out of one hundred 83 percent stated that they are given approval whereas the remaining 17% had imply that they are not given any approval. Managers and supervisors were asked what is the organization typical way or tools used for assisting or promoting work-life balance. From the interview, the author found that there are work-life policies implemented within MEGA, however there are only a few. Employees are given six (6) days which is applicable as casual leave to assist with personal errands only at managers discretion of granting approval. In addition flexible workings hours are administered where employees can start work from 7:30 a.m. 8:30 a.m. where they are allow  ½ hour and finish work between 3:30 p.m. 4:30 p.m. in the interim employees must work 7 ½ hours per day. However employees are required to work back their hours by the end of the week in the event that they request time-off or does not work the required amount of hours per day. From the questionnaire, employees were further asked to what extend do the work-life policies make a difference with balancing work and personal issues. From the findings, it revealed from the figure ( ) that 22 percent reply stating that it made slight difference whereas 53 percent of respondents indicated that the work-life policies implemented within the organization makes no difference towards their daily responsibilities. An investigation into MEGA employees attendance records was examined from 2009 to 2010 to make a comparison for how many casual leave was taken and to indicate if there was any trend. Figure ( ) illustrate such findings for both years. The standard deviation of days taken by employees was 23.00 in 2009 and 23.87 in 2010. The figure also shows that majority of employees utilized the full amount of casual days which is six (6) for both 2009 and 2010 followed by the utilization of five (5) casual days. With correspondent to casual leave, from the interview managers were asked how the work-life policies and procedures implemented for employees are. Again from the interview the author findings had revealed mixed respondents from both managers and supervisors. Apparently employees are granted casual leave and flexible time based on each department and managers discretion. In addition to the findings during the interview participants were asked if there are any kinds of penalty or negativity towards employees who avail such policies. Again this question was answered in accordance to each department manager. Majority of the managers explain that employees are not hinder from career progression or promotional achievement however employees must work back the time that are required to work, to complete deadlines and shortage of employees. If employees are not subjective to such rules there would be a reduction in their salary. Supervisors viewed the same responds indicating agreement to the managers. However supervisors stated further that employees are kept back from promotional development in MEGA based on their attendance records not by such individual contributions and commitments to performance. Based on the findings relevant to the work-life balance policies incorporated with MEGA, the author analysis is interpreted as there are work-life policies implemented within the organization, however the methods used to assist employees is not substantially sufficient to fulfill with such balance of work and personal life responsibilities. Yes employees are given flexible working time however 1 hour difference is not considered as a lengthy time to promote it as a method for work-life balance. Also the flexible working hours does not make much difference to majority of the employees. Employees who have such powerful policies to assist them with solving work-life conflict are more likely to deal with balancing both issues easier. Galinsky and Stein (1990) found that employees who have the power to solve work problems were likely to suffer lower stress and felt their job caused less interference with their life. Furthermore even though employees are given approval of such work-life policies, the permission of approval of policies are practice differently in each department. In addition to deal with such work-life challenges majority of the employees result to the utilization of all or most of their casual leave. To a further extent, the findings draw that management resent employees of utilizing such policies. As already explained in the literature review utilization of work-life policies can be perceive a factor correlated to less job security and negative career progression (Rodbourne 1996). Managing Balance: Managers and supervisors were asked to describe the importance of work-life balance. The average respondent by managers and supervisors provided relatively the same answer where they understood that work-life balance is a way of being able to balance both the demands for work commitments and personal life responsibilities as a means of everyday position. Do you think if employees have good work-life balance the organization will be more effective and successful? Employees were asked that if employees have good work-life balance if the organization would be more effective and successful. Figure indicate the respondent from employees pertain to the question. Based on the respondent the majority of employees answered yes to that question. In fact findings revealed that 90% of employees strongly believed the organization would be more effective and successful if the employees have good work-life balance. Furthermore based on the question asked, employees were also asked to specify on the same question how the organization would be successful based on their answer whether the answer was yes or no. The majority of the respondent who answered yes had basically the same response. Majority of the respondent answered by implying that if employees have good work life balance employees tend to work more efficiently whereby the level of productivity would definitely increase because employees are less overwhelmed and would be able to concentrate better. The qualitative findings of employees getting good work-life balance in the workplace were questioned. What could the organization do to help employees balance both work and family life commitments? There were mixed views expressed towards organization assistance with work-life balance. Average respondents had expressed that the organization could be more considerate by acknowledging that as employees they experience challenges juggling both commitments by trying to accommodate important family appointments and demands for work deadlines. The stances by employees had pointed out also that the organization should offer more flexibility in terms of achievable flexible working hours. One respondent stated that organizations should be a bit flexible for the competing responsibilities of getting the kids ready for school, travelling to work, long hours of congested traffic, picking up the kids from school and getting home late at evenings Monday to Friday. While other respondent stated that management need to be more lenient towards employees utilizing such work-life policies that are implemented within the organization. Based on the available answers that was collected through the use of this questions employed, it inherently seems that the organization would benefit by become successful and more effectively from employing good work-life balance. Both managers and supervisors already have an understanding of what is work-life and the importance of incorporating. In fact from the literature review Tourn (2007) had imply that the organization can benefit from work-life balance where the returns would be gains of productivity, lower turnover rate and loyalty from employees. Also Thompson et al., (1999), had implied the same concept. If organizations cannot foster good work-life integration then employees experiencing both private and work stress will likely to suffer from low concentration and in the end lower productivity (Thompson et al., 1999). The greatest benefit for a good work-life balance to be effective and successful is in fact suggested that the organization promote such execution. So it is safe to imply that the evidence speaks for itself. Support for Work-Life Balance Further to the findings, during the interview participants were asked to describe the present work environment position with regards to employees contributions, level of productivity and commitments to the organization. Almost five out of six of the managers explained the present work environment as remotely satisfactory because there is teamwork amongst employees for getting the work done and most of the time deadlines are achieved. One manager explicitly describe the work environment as unbalance because frequently employees are reporting sick whereas work responsibilities have to delegated to a department that is seen as shortage of employees. Supervisors also viewed this question differently by implying that there is reasonable dissatisfaction in the workplace because employees are slightly frustrated and tends to completed only what is necessary on a daily basis. Furthermore supervisor described it as unbalance satisfaction because employees are reporting late or sick frequently causing overlapped of their responsibilities to other employees that are present. From the answers given the researcher draws analysis that the work environment as intrinsically unbalance. Employees are told to take on addition work responsibilities added to their regular job requirement because some employees are frequently reporting sick. Furthermore respondents were asked to indicate which of the following in figure ( ) assist them towards balancing work and family commitments. Based from the figure shown below, a frequency percentage of 44.7 percent disclose that the use of work-life leave available within MEGA was the one to help with the balance of both work and family commitments. Also on further assessment 32 percent of the respondents acquire support from family members followed by a close range of 31.2 percent of support from their supervisors. However statistical finding discover that the participated respondents had specified that the least amount of work-life balance support are from managers by a 16.5 percent. Also to add to work-life conflict, from figure ( ) it has been understood that employees employed within MEGA do not obtain full support from theirs managers. As the researcher recall from the literature review, employees who have family-supportive managers and work in organization that offers family-friendly initiatives tends to stay with the organization (Powell 2010). Participated managers and supervisors were asked during an interview done separately, how managers and the organization currently emphasize work-life balance in the workplace. Answers from both managers and supervisors were somewhat a mixed viewed from the interview. The managers explained that employees are given support where employees can approach the managers with stress relating to feeling overworked and personal issues for the managers are humans and have family lives also. However supervisors begged to differ from managers acknowledgment. Supervisors stated that managers are remotely negative towards employees especially when it comes to problems that are not actually work-related. From the findings it seems that managers had implied that they are supportive towards employees when in fact they arent. Employees and supervisors have both agreed that managers are inflexible towards their employees in the workplace. As Herlihy Maiden (2005) suggested that in order for employees to be effective at work, managers themselves need to be able to make unique contributions to the organisation that lies within the contexts of their own personal condition. So it is evident that managers themselves need to have an imbalance in work and personal life issues in order to contribute and be fully support ive of work-life integration. Overall Discussion From the whole findings that were questioned and examined by the author, the results underline some very importance relationship and differences between the work-life policies and implementation with respect to both employees and the organization. Management already have a clear understanding of what is work-life balance is and the high importance of promoting work-life in the workplace. Management somehow believe that the organization have work-life policies incorporated within the workplace that would assist employees but based on the research done about work-life balance, those methods used by MEGA are not sufficient and well foster to assist with balancing work and life issues. MIC entire organization workforce consists of majority of women employ compared to the men and majority of the women has more than 1 child. Friedman Greenhaus (2000) already noted that women make up half the workforce in organization and is increasing in higher levels. Amongst the gender difference most women in MIC are seldom able to balance both their work and family life on a regular basis. However despite the gap in the gender difference, employees generally are dissatisfied with working arrangement of work-life balance carried out in the organization. Almost the whole of management perceived the present work environment as balance where employees level of commitment and productivity are satisfactory, however the supervisors are not 100 percent in agreement with the level of contributions achieved by employees. The findings from the questionnaires answered by employees also incline grounded analysis that MIC present work environment is not as balance as management perception tow ards it, the author is in agreement with the employees and supervisors responds. Results suggest that the two main factors associated to work-life conflicts within MIC are insufficient flexibility and working overtime. In relation to this employees not have a problem with working overtime however flexibility needs adjusting to assist them to achieving balance with work and personal life demand. Thomas and Ganster (1995) found that proper scheduling which gave a group of employees more control over their time had in fact reduce conflict between work-life responsibilities. In addition employees major hinder for achieving work within MIC is taken up by the responsibilities of taking care of children, other personal responsibilities and leisure time. Given the findings of employees utilizing such policies management are negative towards employee for submitting to such action. In this regard, Hein (2005) had explain that employees tend to be hesitant to proceed to use them because of career concerns or the fact that they receive negativity from line managers and tends to discourage them from using it. The importance of supportive work environment mainly from MIC management is what employees are stipulating on. The result found that employees get a lot of support from family members and supervisors however employees are not fully supported by some of management where they receive negative attitude and resentment from management. The organization foster supportive measurement to accommodate employees yet for majority of employees some departmental culture is embodied in the attitudes and behaviours of their immediate line manager. Such support from managers mitigates the negative effects of work-life conflict occurrence. Employees who have family-supportive managers and work in organization that offers family-friendly initiatives tends to stay with the organization (Powell 2010). http://www.bia.ca/articles/AReportontheImportanceofWork-LifeBalance.htm http://www.eurofound.europa.eu/ewco/2009/09/IE0909019I.htm http://www.healthatwork.org.uk/pdf.pl?file=haw/files/Work-lifeBalance.pdf

The American Civil War was Unavoidable Essay -- American History Civil

The American Civil War was unavoidable. Because of regional and political disputes the country would have continued to boil even if the extremists on both sides were kept under control. No matter what was done politically a conflict was necessary to eradicate slavery from this continent.   Ã‚  Ã‚  Ã‚  Ã‚  Anger in the South was becoming a growing trend. The Southerners were angered by the fact that, in their view, the North was trying to dissolve their way of life. Congressman Robert Toombs of Georgia says, â€Å"if by your legislation you [northerners] seek to drive us from the territories...I am for disunion†. This Congressman from the South is so intent on making slaves legal in the territories that he is willing to break with the North over it. He also says that California and New Mexico were â€Å"purchased by the common blood of the people†(A). This was the view of John C. Calhoun that people from every state fought to gain these territories so everyone should have equal access to them. It was not only the people of the South that were taking on these feelings of hatred toward the North, but the government also. The South Carolina government said â€Å"this government...[has] been defeated and the Government itself has been destructive of them [principles] by the actions of the nonslaveholding states†. If your government, which includes some of the most educated people from your region, believes wholeheartedly that the North are acting against those in the South wouldn’t that make you a litt...

All My Sons: Miller’s Chief Criticism of American Society Essay

A shot was heard throughout the Keller home as Joe ended his guilty, worthless life. Miller criticizes that American society has become corrupt- a place of selfishness, where people care too much about themselves, and that which benefits them, and will go to any lengths to achieve that goal; even if the repercussions of their actions will bring harm to other people. He stresses that money seems to be the key factor that drives society to this level of corruption. Miller emphasizes this point in several ways. The first example is that Keller knowingly ships out cracked cylinder heads, that will crash an airplane if used, to prevent his business from going bankrupt, claiming that he did it for his family. The second example is that Sue would rather Jim make allot of money, and not do medical research- which is what he really wanted to do. The third example is Jim’s abdication of his pursuit of medical research do to the lack of profit involved. In his play â€Å"All My Sons,† Miller makes it apparent that society in general values money and profit more than human life. He shows this by his portrayal of Keller. Keller ships out cracked cylinder heads, aware that in flight they will cause planes to crash, to save his business from being shut down. Furthermore, he goes on to allow the blame to fall on Steve, in order to save himself from going to jail, even though Steve was not the only one guilty. Keller tries to rationalize his actions by saying that he committed this heinous act for the benefit of his family- so that they will have money and everything else they need and can live happily. â€Å"Chris†¦ Chris I did it for you. It was a chance and I took it for you. † This portrays the human characteristic of creating a false sense of innocence in spite of ones guilty actions- and conscience. Honesty only comes out of ones guilty conscience when it benefits them. Sue would rather have Jim make money than do what he wants to do- medical research. Apparently she values profit over allowing an individual to do what he wants to do- what he enjoys doing. â€Å"Research pays twenty-five dollars a week minus laundering the hair shirt. You’ve got to give up your life to go into it. † Sue is willing to deny Jim his real desire, in order to make more profit. Miller stresses that society has become so corrupt, that people would rather do something they do not enjoy doing, just for the profit. Due to greediness, money has made people give up their dreams and goals in search of more profit. What Jim really wants to do with his life is research medicine, but remains a doctor only for the profit involved. Sue’s greediness seems to have rubbed off on him, and he gives up research for more money. â€Å"I would love to help humanity on a Warner Brothers salary. † By saying this, Jim shows that profit means more to him than pursuing his dreams and â€Å"helping humanity. † Miller makes it clear that money, dishonesty, and selfishness take precedence over friendship and human life in our corrupt society. The selfishness that influences one mans relationship to another has destroyed the truth and honesty that used to preside over American society. He suggests that all these factors put together are quickly destroying the basic human values of goodwill and honesty. Evil is prevailing over good, and if society continues down the same path it is on now- a catastrophic collision course with humanity- evil will eventually succeed in destroying honesty and righteousness. Maybe the world would be a much better place to live in if only people considered the needs of others, besides their own needs.