Research Paper about Mental Health and Aging

Health is a state of complete physical, mental and social well-being, and not merely the absence of disease or infirmity. ~World Health Organization, 1948 In the United States more than 33 million people are older than 65 years, and they comprise 13 percent of the whole US population. The quantity of elderly women correlates with the quantity of men as three to two. When getting older people come across numerous physiological, psychological, social and cultural changes. They become more exposed to illness and traumas, and often experience stress as a result of personal loss (spouse, friends, grown-up children, necessity to give up various activities and former roles). Many individuals after retirement loss the sense of goals in life. Even beloved pets and things have to be left behind. (Gallagher-Thompson Thompson, 1995). The stress that the elderly people undergo does not always cause psychological problems. In truth some adults who are older than 65 years use such life situations to learn more about themselves and grow spiritually, intellectually and professionally. However, others under such stress become more vulnerable to psychological disorders. Researches show that 50 percent of the elderly population requires psychological help (MacDonald Schnur, 1987), and less than 20 percent actually receive it. Nowadays less than 4 percent of all clinical medical workers are concentrated on helping elderly patients. Presence of good mental health throughout the life does not provide an immune for psychical disorders at an elderly age. Elderly people suffer from mental illnesses much more often than middle aged individuals. According to the statistics of the World Health Organization among the elderly 236 individuals from 100 thousand people suffer from psychical illnesses, whereas in the age group from 45 to 64 years this indicator is represented by only 93 individuals. However, one should not think that aging is necessarily connected with health problems of various types. Many diseases occurring at the old age can be cured. It is important to be attentive to the elderly relatives and timely consult with a medical specialist. Meanwhile, elderly people appeal to psychiatrists and psycho-therapeutist for medical aid twice less frequently than the whole population in general. Individuals older than 60 often do not notice their psychical disorders and consider them as inevitable results of aging. Unfortunately, this completely erroneous attitude also occurs among the relatives as they often believe that nothing can be changed. (Segal, D. L., Smyer, M. A., 2009) One of the peculiar features of psychopathological disorders among the elderly population is the somatization, which is a tendency to experience and communicate somatic distress in response to psychosocial stress and to seek medical help for it. (Lipowski, Z. J., 1988) Patients usually appeal for medial assistance to general practitioners, who are not always capable of diagnosing a mental disorder, especially when it comes to depressive disorders, light memory and thinking disorders. It is important to notice behavioral changes and mood swings among elderly individuals. These changes can be symptoms of depression, dementia, psychogenic and neurotic disorders. Many somatic diseases at the last stages of life are accompanied with psychical disorders, and this is the time when assistance of a professional psychiatrist is most highly required. With proper treatment patient’s health conditions are most likely to improve bringing joy of a full life to the former patients. Elderly patients often suffer from various manifestations of the neurosis syndrome, the foundation of which lies in the cerebral atherosclerosis. Patients complain about the feeling of heaviness in the head, noise and ringing in the ears, dizziness, vacillation when walking or getting out of bed, increasing and rapid fatigability even under light physical pressure. In addition, resting during the day becomes a critical necessity. The patients become irritable, impatient, unreceptive towards noise, sensitive; they suffer from memory loss and sleep disturbance. Aid in such cases is provided in the outpatient setting. (MacDonald, M. L, Schnur, R. E., 1987) One of the most widely spread psychical disorders among the elderly individuals is depression. The patient is in low spirits, constantly experiencing the feeling of melancholy or anxiety, often feeling unwanted, hopeless, helpless, and groundlessly guilty without interest towards any activities, family, friends or work. Decreased mental efficiency, which grounds upon the incapability of concentrating, memory loss and general disorganization of psychological processes, can also be symptoms of depression. Depression can also have somatic manifestations – loss or excessive appetite, insomnia or sleepiness, constant tiredness, constipation, sensation of pain, which cannot be explained by any somatic diseases. If any of the mentioned above symptoms last longer than two weeks, it becomes vitally important to consult a specialist. (Segal, D. L., Smyer, M. A., 2009) According to the statistics elderly men are exposed to suicide more than any other age group. The suicide rate among men of over 85 years of age is 45.23 per 100,000, in comparison to the general rate of 11.01 per 100,000 for all ages (Web-based Injury Statistics and Query Reporting System, 2010) Widowhood, incurable and chronic physical diseases, low level of education (less than high school), inferior social status, and heavy alcohol addiction are among the main reasons of depression among the elderly. (U.S. Department of Health and Human Services, 1999) Contemporary psychiatry possesses a wide range of methods and medications capable of treating depression. Suitable treatment conducted in time will most probably bring back human’s health. Dementia is a state of serious emotional and mental deterioration. Dementia is a noticeable decline of the intellectual and mnestic level closely connected with various diseases of the human brain. Under these conditions specialist observe memory loss causing disorientation, confusion, incapability of carrying out the easiest intellectual operations. Such patients do not remember where they live, and can easily be lost on a street. In the most severe cases patients are unable to serve themselves – patients cannot wash and dress, they lose skills of food intake and personal hygiene. (Gallagher-Thompson, D., Thompson, L. W., 1995) The main reason of dementia among the elderly population are vascular diseases (hypertensia, cerebral atherosclerosis, heart problems etc.) and atrophic brain diseases, usually it is the Alzheimer’s disease. Up till now scientists have not discovered any effective treatment of dementia; however, in the majority of cases doctors are capable of essentially decelerating this process. Such patients strongly require proper care and attention of their beloved ones. (Segal, D. L., Smyer, M. A., 2009) Pseudodementia is a reversible psychical disorder, which has the appearance of dementia. If the symptoms of dementia are connected with some other factors, their elimination will improve the patient’s conditions and eventually cause full recovery. For example, patients suffering from depression can sometimes resemble patients with dementia. Absorbed by personal worries and concerns, they seem to be aloof and indifferent, incapable of focusing their attention, they easily get lost in conversations. However, depression can be cured, and the symptoms of dementia will disappear together with it. (Gallagher-Thompson, D., Thompson, L. W., 1995) Another reason of pseudodementia can be medication overdose. Elderly people usually suffer from more than one somatic disease and are forced to take many drugs. Since the metabolism at that age is rather slow, drugs can remain in the human body for a longer period of time and reach the toxic level causing mood swings, anxiety, appearance of mental disorders and various symptoms of dementia. Therefore, drug withdrawal can cause improvement of the health conditions. Moreover, every year from 3 to 5 percent of the elderly population are diagnosed with problems caused by excessive drinking. Symptoms of dementia can also appear as a result of improper nutrition (pernicious anemia develops due to the lack of vitamin B), teeth problems (after excluding some types of food as it becomes hard for the elderly to chew), diseases of the gastrointestinal tract (difficulties in digestion and absorption). Heart and lung diseases can cause brain hypoxia and can influence behavior of the patient. Renal insufficiency and hepatic failure causing accumulation of various toxic substances can also imitate symptoms of dementia. Diseases of the endocrine system (thyroid gland, hypophysis, adrenal gland) can also provoke disorders of pseudodementia. (Segal, D. L., Smyer, M. A., 2009) With the increased attention of the researchers and practitioners towards the problems of the elderly people clinical specialists show growing concern regarding three major issues: ethnical and racial discrimination, insignificant organizational resources for long-tern care and health support for the younger generation. Reference Gallagher-Thompson, D., Thompson, L. W. (1995). Problems of aging. In R. J. Comer,  Abnormal psychology.  New York: W. H. Freeman. Lipowski, Z. J. (1988). Somatization: the concept and its clinical application.  Am J Psychiatry  145  (11): 1358–68. MacDonald, M. L, Schnur, R. E. (1987). Anxieties and American elders: Proposals for assessment and treatment. In L. Michelson L. M. Ascher (Eds.),  Anxiety and stress disorders: Cognitive behavioral assessment and treatment.  New York: Guilford. Segal, D. L., Smyer, M. A. (2009). Aging and Mental Health. John Wiley and Sons. Retrieve November 22, 2010 from http://books.google.com/books?id=NPmzwlUPZfwCprintsec=frontcoverdq=mental+health+aginghl=enei=453qTKCMEoiX4gall_34Agsa=Xoi=book_resultct=resultresnum=1ved=0CCcQ6AEwAA#v=onepageqf=false The State of Mental Health and Aging in America. Centers of Disease Control and Prevention. Retrieve November 22, 2010 from http://www.cdc.gov/aging/pdf/mental_health.pdf U.S. Department of Health and Human Services (1999). Older Adults and Mental Health. In: Mental Health: A Report of the Surgeon General. Retrieve November 22, 2010 from http://www.surgeongeneral.gov/library/mentalhealth/chapter5/sec1.html Web-based Injury Statistics and Query Reporting System (WISQARS). National Center for Injury Prevention and Control, Centers for Disease Control and Prevention. Retrieve November 22, 2010 from http://www.cdc.gov/ncipc/wisqars/

Evaluation Of School Readiness And Social Emotional...

Assessing the program will permit the program to find out if they are providing students a developmentally appropriate environment that supports school readiness and social-emotional development. Also we will assess if the program is educating parents on the importance of social-emotional development and school readiness. a) Program Description: The program that I will observe during this course is the Victor Valley College Child Development Lab. The Victor Valley College Child Development Lab Classroom (CDLC) was established in January 1974 (VVC, 2017, p.1). The lab is located at 18422 Bear Valley Road, Victorville, CA 92395 in the High Desert. In order to receive State Preschool program services, families shall meet eligibility†¦show more content†¦2). Also, they invite the parents to share information, concerns, and areas they desire to support their child in. Then, teacher provide various suggested activities that parents can do to help support their child’s learning at home to help (VVC, 2016, p. 2). The goal for the children in the CDLC is to provide a safe and rich learning experience designed to meet both their individual and developmental needs (VVC, 2016, p.10). For instance, the staff plans developmentally appropriate experiences that promote children’s positive growth socially, emotion ally, physically, cognitively and creatively (VVC, 2016, p.7). For instance, the environment is set up with developmentally appropriate materials. The conduct an Early Childhood Environment Rating Scale-Revised (ECERS) assessment to ensure that they are providing an environment that is developmentally appropriate (Johnson, 2017). Additionally, they implement activities that are individually based on the children’s needs and interest (VVC, 2016, p. 1). Also, the program provides parents various meetings that are based on their needs. For example, if the families need information about dental prevention they find a guest speaker in the community to educate the families. Based on the information that I obtained in the Family Handbook it stated that they participate in a ProgramShow MoreRelatedThe Block Institute Of New York Supplies Services For Individuals With Developmental Disabilities1226 Words   |  5 Pagesservices with special needs ranging from three to eleven years old. Extensive evaluations and services are provided through The Block Institute, which include; Physicals, Psychiatry/ Medication Management, Psychotherapy, Psychosexuality Counseling, Cogitative Behavioral Therapy, Occupational and Physical Therapy, Speech and Language Pathology, twelve and twenty four Week Intensive Nutritional Counseling, Comprehensive Evaluations and Specialized Group Therapy. Block Institute Clinical Services. 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Tooth And Nail Book Report Essay Research free essay sample

Tooth And Nail Book Report Essay, Research Paper Tooth And Nail Book Report Written By Charles Elster and Joseph Elliot 10 Facts About the book 1. The chief character is a immature adult females named, Caitlin Ciccone, who is a typical American, girl following door type of small dada? ? s miss. She departs for college as she enters the new universe of life. 2.Caitlin is a really smart miss. She is the sort of pupil that every instructor would wish to hold 20 in one category. She gets straight A? ? s, high SAT mark, editor of the school newspaper, 2nd in her category, and more. 3.Caitlin is traveling to a really prestigous college on a scholarship which is located in the Middle East. The school name happens to be Holyfield College in the Middle East in Minnesota, place of the baseball squad? ? Twins. ? ? 4. Caitlin? ? s foremost encounter with another pupil is besides her cab driver from the airdrome, Annie. We will write a custom essay sample on Tooth And Nail Book Report Essay Research or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They talk and become friends subsequently on as Annie explains her expierence at Holyfield since she is a junior. 5. The college is full of 1900 people and how couldn? ? T you bump into person else? I guess it would be difficult. Caitlin bumps into Phil McKnight who she rapidly becomes friends with. Prac tically, best friends a small subsequently. 6. This book is fiction and a enigma novel so how could you non hold some supicious characters? Leo is the despised and one conjecture the? ? scoundrel? ? in this novel. 7. The 3rd chief character is Carmen Torre. ( Caitlin, Phil, Torre ) She is called Torre even though her name is Carmen and she is the rich one out of the three. She doesnt unrecorded in a residence hall, but in a 3 sleeping room bungalow that is four blocks from the campus. 8. Caitlin gets attending from many people due to being the star newsman of the school newspaper, the? ? Holyfield Herald. ? ? This is the ground the enigma starts since she inquire excessively many nosey inquiries. 9. Most of the book is like a? ? Sherlock Holmes? ? refashion due to the particular and vivid inside informations of grounds. Besides, because a batch of the book negotiations about the grounds they find and how they find them. When they do happen anything they say some catchy and wierd words like? ? Constantan! , Bingo! , # 8230 ; .. ? ? 10. During this whole book a batch of the characters are pessimistic, while a twosome can maintain cool during some chilling state of affairss such as being locked in a room. Peoples like Billy and Phil are really optimistic which hold the group together.

Organization Behavior Multicultural Diverse Countries

Question: Describe about the Organization Behavior for Multicultural Diverse Countries. Answer: Introduction Australia is one of the multicultural diverse countries in the world. This diversity manifests itself in many spheres of Australian life such a sports, politics and in the workplace. Australia has done a lot to overcome racial discrimination and be a racially inclusive society. For instance, the National Anti-racism Strategy tries to empower Australians to voice their opinions against racial discrimination (Australian Human Rights Commission, 2015). According to the Australian Bureau of Statistics (2012), 20% of the population is foreign-born, approximately 20% of the population speaks a second language other than English at home and that 20% of their children have parents who were born outside Australia. Despite these positive racial milestones, blacks and aborigines still face high levels of discrimination (Price, 2016). One of the ways in which Australia has encouraged cultural diversity is to provide for equal employment opportunities in the workplace. This is because various research studies have shown that cultural diverse workplace is more likely to be more productive than one which lacks diversity. Furthermore, research has also shown that organizations, where managers are of different cultures, are more likely to grow and become more successful. However, cultural diversity has its challenges ranging from communication, leadership and managerial styles and ethical issues. The purpose of this assignment is to be able to analyze communication challenges, leadership and managerial styles challenges and ethical issues regarding cultural diversity in Australia. Communication challenges Interpersonal communication is a very important aspect in a workplace. Interpersonal communication not only builds cohesiveness in the organization but fosters work-related relationships which can encourage creativity and increase productivity. However, when there is a lack of interpersonal communication in the workplace, conflicts are likely to emerge. These conflicts can interfere with productivity, create a hostile working environment and impact negatively on the organizational culture in the workplace. This lack of interpersonal communication is more profound in culturally diverse workplaces. One of the major communication challenges facing culturally diverse Australian organizations is the communication styles. Many organizations in Australia use informal communication in the workplace. This is because Australian organizations lack the bureaucracy that exists in organizations that are domiciled in other countries such as the US, Japan and the UK (Hooker, 2008). Australians also has a more direct approach to communication. Informal communication is used to ease the tension associated with a formal communication. This tension is usually high in organizations where employees are from different cultural backgrounds. Cultural diversity in the workplace in Australia has been influenced by the increase in migrant population which makes up 24.6% of the total population (The commonwealth of Australia, 2008). Cultural diversity does not just include people of many races but also equal gender and people with disabilities. Fortunately, women in Australia are no longer discriminated in the workplace although many of them attain high- level executive positions because of their gender. Moreover, managers in many Australian organizations use a collaborative communication approach when dealing with employees. This can be very difficult for a leader who is used to an authoritative communication approach where information strictly flows from the top management down to employees. However, what stands in communication styles in most of the Australian organization is the use of sarcasm as a form of humor which may be offensive to foreigners (Australian Multicultural Foundation, 2010). Luckily, the language barrier in not a communication challenge in culturally diverse workplaces in Australia. This is because English is the official language of communication and a considerably large size of the population whether foreign or local is fluent in both written and oral English language. The most common communication challenge is the conflicts in the workplace. Conflicts in the workplace are one of the major causes of low productivity. Furthermore, conflicts create a bad working environment which may demoralize employees and influence negative work outcomes in the workplace. Cultural differences are one of the most common sources of conflicts, especially in a multicultural work environment. These conflicts created by cultural differences are further perpetuated by available stereotypes regarding individuals from certain countries. For instance, Australians are considered selfish, Americans are show offs, Japanese never say what they really think and that Germans are uptight (Cornes,1998).Therefore, being able to manage and contain the available stereotypes as one way of managing conflicts in a culturally diverse workplace(Australian Multicultural Foundation,2010). Cultural differences in the workplace mean that employees have different personalities which may create conflicts in the workplace. Cultural differences in the workplace should be managed effectively because they influence organizational culture (Mazur, 2010). Personality differences are likely to cause disagreements in the workplace. Australians are extroverts hence likely to come across as loud spoken and openly express their opinions. For instance, this may not go well with Asians who are mostly reserved and less likely to express their opinions and therefore consider most Australians obnoxious and rude. The best way to deal with conflicts arising due to personality difference is to conduct cultural diversity training in the workplace and encourage tolerance with each other. Personality differences can affect major decision-making process, especially if the top management is made up of people from different cultural backgrounds. One of the ways managers can solve conflicts in multicultural work environments is to use a collaborative and compromise approach. This will enable various agreements to be solved in ways that allow the disagreeing parties to arrive at a win-win situation. Australians favor their ability to communicate directly and be able to convey a lot of information in messages (Hackman Johnson, 2004). This in contrast with individuals of East Asian origin such as Koreans, Chinese and Japanese who prefer messages which are not direct and rely more on non-verbal cues of communication such as body language and gestures ((Kowske Anthony, 2007). Therefore encouraging interpersonal communication, creating clear communication channels, advocating for peaceful conflict resolution mechanisms can help an organization solve its communication challenges. The management can conduct workshops and training seminars to educate all its employees on the importance of cultural diversity and the need to appreciate and tolerate each others differences. In Australia, employees from different cultural backgrounds are to be given opportunities and forums where they are able to interact together and be able to talk about their various cultures and how it affects their work. Basically, organizations should work on improving interpersonal communication between employees of different cultures. The majority of organizations usually organizes cultural week where employees are able to participate in various cultural events that foster communication and improve relationships. In culturally diverse backgrounds, it is important for strict communications rules and policies to be put in place. The policies are mainly focused on the avoidance of culturally offensive language. This is because the probability of using racial slurs and insults in the workplace in an organization made up of employees from different backgrounds is high. Research shows that blacks, in general, are likely to receive racial slurs in the workplace than other racial minorities. Ethical issues related to cultural diversity Cultural diversity issues in the workplace are good for the success and the reputation of an organization. This is because it becomes diversity becomes part of the organizational culture at the workplace. However, cultural diversity at the workplace may face the ethical challenges of incorporating diversity. Employees in a culturally diversified workplace are likely to make ethical decisions based on their cultural backgrounds. This is especially true to Australia which faces multiple issues in relations to ethics due to its multicultural population (Omeri et al, 2009). To be able to overcome this challenge of ethical issues, organizations should come up with the ethical code of conduct that bears in mind the diverse cultures of its employees. Employees should be able to do what is morally right according to the rule of law as stipulated by the various legislations existing in a country, Moreover, employees are obligated to do what is morally right although, that may not necessarily conform to stipulated laws. For instance, in most cultures, it is morally wrong to kill someone yet the law allows a person to be able to commit murder if that persons life is threatened or put in danger. Therefore, employees should balance what they are ethically required to do according to organizations code of conduct and what they feel they are obligated to do. Organization should employ the theories of ethics to be able to deal with the ethical issues emerging in the organization. These theories include utilitarian ethics theory, virtue ethics, and divine command theories. These are majorly part of teleological and deontological ethical theories. Employees should know that every ethical decision they make has consequences either to themsel ves or the organization at large. Total disregard of ethics in many corporations has been blamed for the increasing rise in corporate scandals (Dellaportas, 2006). This is where the ethical code of conduct allows some employees though not officially to engage in ethical malpractices that are ethically wrong based on the rule of law. For example, an accountant working in a prestigious organization being told by his supervisor to engage in manipulation of financial statements whereas the accountant knows that it is unethical both professionally and by law to engage in such malpractices. However, this is less likely to occur in an organization where employees are from different cultures. Ethical issues involve what is right or wrong. Every culture has its own definitions what it considers right or wrong. These cultural perceptions of right and wrong may come into conflict with what an organization considers to be right or wrong. It should be noted that what an employee in an organization considers to be morally right is in most cases reflected in his/her religious views. Culture is the values, norms and attitudes of a particular group of people and may influence the actions of an individual in a business environment (Goodenough Harris, 2006). Ethical issues related to cultural diversity include dress code and communication. For instance, a high-end restaurant in Australia wants its female employees to wear skimpy short skirts to attract customers may face resistance from female employees from the Islamic culture. Some cultures also dont allow their women to maintain eye contact with men during a conversation. An organization should be able to balance between the ethical theory of universalism and the moral principles perpetuated by cultural norms (Gowans,2012).This is especially very important because many ethical theories have a significant impact on cross-cultural management and business ethics (Mele,2013). An organization which is culturally diverse may have a good ethical code of conduct but have a problem with its employees complying with it. This is because the various groups from different cultural backgrounds in the organization may discover that their cultural views and attitudes on morality have not been captured it. They may, therefore, find it hard to comply with such a code of ethical conduct. The ability of employees from different cultural dimensions to make the correct ethical decisions may affect their ability to deliver services to customers who are from different cultural backgrounds themselves. However, many organizations have found a way of being able to deal with this problem. For instance, employees from different cultures are given opportunities to give their views on a new ethical code of conduct or give reviews about the existing ones by making recommendations. If individuals from such cultures attend an interview and avoid eye contact, they may lose an opportunity for employment because their lack of eye contact will be interpreted as untrustworthy. This shows that a persons moral values of what is right or wrong will always surpass what an organization considers morally right. Religious views also strongly influence the way individuals make ethical decisions. The religious composition of Australia is 26 % Catholic; 19% Anglican; 19% other Christian denominations; non-Christian religions comprise 6% and include Buddhism 2.1 %, Hinduism 0.8 %, Islam 1.7 %and Judaism 0.5 %(Australian Bureau of Statistics, 2012). It is therefore, appropriate for organizations to make ethical considerations based on the religious affiliations of its employees. A managers cultural background will also influence his/her ethical decisions related to business. Different cultural dimensions may also influence a managers attitude towards business ethics (Christie et al, 2003). This will be even more difficult for such a manager leading a culturally diverse workforce in Australia. This is because the managers decisions will be based on his/her attitude toward ethical issues which may also conflict with the attitudes of employees. Leadership styles for managing cultural diversity Research has shown that there is direct relation between culture and leadership style (Ardichvili and Kuchinke, 2002; Smith and Peterson, 1988; Javidan and Carl, 2005; Ayman and Korabik, 2010; Cheung and Chan, 2008; Hanges et al., 2006; Jepson, 2009; Russette et al., 2008) Leadership and management styles in a diverse workplace greatly vary from the leadership style for a conventional workplace. Managing a culturally diverse workplace can be very difficult for a manager who in the first place may not advocate for diversity. Being able to effectively manage a culturally diverse workforce is very demanding and therefore, a challenge to many leaders in the world (Livermore, 2015).This challenge has greatly been attributed to the fact that culturally diverse workforce experiences many conflicts. This is because employees who are followers need to be positively influenced so as to be able to achieve the objectives of the organization (Lussier Achua, 2010). The leadership style for a culturally diverse workplace should be flexible enough and be able to conform to an organizational cultural diversity framework. Therefore managers should be culturally competent to manage diverse workplaces and achieve positive outcomes. For a manager to effectively manage a diverse workplace like the multicultural Australian environment, he/she must be dynamic, visionary, and very competitive and be a risk-taker. Due to cultural diversity, Australian CEOs and managers are very different from their counterparts ( Peterbery consulting, 2011). Honesty is a great value among workers in Australia and therefore, the leadership style should be one which embodies honesty as part of the organizational culture (House et al, 2004). A nations cultural values influence its leadership and management styles. Therefore, British and American styles of leadership may not work effectively in Australia (Rymer, 2008). This is because cultural diversity is part of Australias national values and therefore reflected in its leadership style to accommodate individuals from different cultures. The interaction between a leader, situation/circumstances and followers are able to create leadership styles (De Vries, 2001). Globalization and development of technology are affecting leadership in diverse workplaces (Punnet, 2004). This is because most organizations are trying to portray a global image in the provision of its products and services by having culturally diverse employees. Therefore leaders of such organizations must have a global consciousness in appreciating diversity in the workplace. Various cultural groups have different expectations regarding leadership which may in turn influence the relationship between the manage ment and the workers (Nguyen Umemoto, 2009). Cultural diversity brings a whole new set of challenges to an organization which requires effective leadership and management styles to overcome those challenges (Chuang, 2013). Good leadership style must be able to recognize and acknowledge the core values of the organization. Cultural diversity is one of the core values in many Australian organizations. The influence of cultural diversity in the leadership styles cannot be underrated (Gutierrez, Spencer Zhu, 2012). There are various leadership styles available which may or may not be applicable to cultural diversity in the workplace in Australia. They include autocratic leadership style, charismatic leadership style, lassies leadership style and democratic leadership style. It should be noted that every leadership style has its advantages, disadvantages, and impacts on the organization in terms of employee relations and motivation. Autocratic style of leadership is where leaders give directions to their followers and the followers are expected to comply without question. This type of leadership style is not appropriate because workers are not given opportunities to give their input before crucial decisions are made. Lassies fair kind of leadership style is the worst leadership style. This leadership style gives employees autonomy and allows them to do as they wish. Lassies fair leadership style does not encourage productivity due to lack of supervisory role by the management. Charismatic leadership style is the most common style of leadership applicable in the majority of organizations all over the world. This leadership style is based on the charm or personality of the leader. Charming leaders are able to draw people to themselves and people are likely to comply with their decisions because they like them. Because of their charm, charismatic leaders are able to inspire trust and loyalty among their followers. Democratic leadership style is whereby followers take participation in decision making. This style has the disadvantage that it is time-consuming and may not come in handy when there is a need to make a swift and decisive action. It also does not give the managers opportunity to be authoritative in enforcing key policies of the organization. In Australia, the role of managers is more of coordination role and therefore leadership style is based on equal leader-subordinate relationships (Uma, 2009). This just shows the extent to which the multiculturalism in Australia has influenced its leadership styles. Conclusion Australia is a culturally diverse nation and this diversity is reflected its workforce. There are too many Chinese, Koreans, Japanese, Vietnamese, Indians, Pakistanis, Africans and aborigines in its employment opportunities Many Australians are more likely to work for a culturally diverse organization than many nationalists in the world due to the fact that cultural diversity is part of the Australians identity. Cultural diversity is an emerging organization trend in the new millennium. Cultural diversity has many advantages to the organization. Cultural diversity has an impact on the organization behavior in the workplace. Many of these advantages can help an organization establish a competitive advantage and grow into successful business organizations. Cultural diversity is an important aspect of organization culture in many corporations. However, managing cultural diversity in the workplace has its challenges which can be overcome by effective management styles. Traditional leadership styles are not applicable in Australian multicultural context, The Australian model of leadership style is a mixture of many European and American leadership styles. However, the Australian multicultural context offers many valuable lessons for managers who want to manage diversity in their organizations. References Australian Human Rights Commission (2016). Cultural Diversity in the Workplace. Australian Multicultural Foundation (2010). Managing Cultural Diversity. Byrd, M. (2007). Educating and developing leaders of racially diverse organizations. Human Resource Development Quarterly, 18(2), 275-279. doi: 10.1002/hrdq.1203 Christie, P., Kwon, I., Stoeberl, P., Baumhart, R. (2003). Across-cultural comparison of ethical attitudes of business managers: India, Korea and the United States. Journal of Business Ethics, 46, 263-288. Deepti .M,Dave.H.(2016).The Best Leadership Style for a Culturally Diverse Organization. International Research Journal of Management Social Sciences Volume (1) Issue Frost, J., Walker, M. (2007).Leadership culture - cross cultural leadership: Engineering Management, 17(3), 27-29. Gowans, C. (2012). Moral relativism. In E. N. Zalta (Eds.)The Stanford encyclopedia of philosophy Goodenough., W. H., Harris, A. (2006). Description and comparison in cultural anthropology. Chicago, IL: Aldine Transaction Hooker.J (2008). Cultural Differences in Business Communication. Elsevier: Sydney. Hackman, M. Z., Johnson, C. E. (2004). Leadership: A communication perspective (4th ed.). Long Grove, IL: Waveland Press. Kum-Lung, C., Teck-Chai, L. (2010). Attitudes towards business ethics: Examining the influence of religiosity, gender and education levels. International Journal of Marketing Studies, 2(1), 225-232 Kowske, B. J., Anthony, K. (2007). Towards defining leadership competence around the world: What mid-level managers need to know in twelve countries. Human Resource Development International, 10(1), 21-41. doi: 10.1080/13678860601170260 Lee, Boram and Lee, Sukyung(2014) "Ethical Conflicts and Cultural Differences among Employees in the Hospitality Industry". Baltmore: Johns Hopkins Up. Lussier, R.N.,Achua, C.F. (2010). Leadership: Theory, application, skill development. Mason, OH: South-Western Mele, D. (2013).Cultural diversity and Universal Ethics in a Global World.Journal of Business Ethics,Volume 116,p.681-687 Mazur, B.(2010).Cultural Diversity in Organization Theory and Practice. Journal of Intercultural Management Vol. 2, No. 2, November 2010, pp. 515 Moran, R. T., Harris, P. R., Moran, S V. (2011). Managing cultural differences: global leadership strategies for cross-cultural business success, eighth edition. New York: Nerd Press. Nguyen, N. T. B., Umemoto, K. (2009). Understanding leadership for crosscultural knowledge management.Journal of Leadership Studies, 2(4), 23-35. doi: 10.1002/jls.20078 Okoro, E. (2012). Cross-cultural etiquette and communication in global business: Toward a strategic framework for managing corporate expansion. International Journal of Business and Management, 7(16), 130-138. doi:10.5539/ijbm.v7n16p130 Omeri, A., Raymond, L. (2009). Diversity in the context of multicultural Australia: Implications for nursing practice Punnett, B. J. (2004). International perspectives on organizational behavior and human resource management. New York, NY: M.E. Sharpe. Price, J. (2016). The reality of Racism in Australia.Sydney Morning Herald. Retrieved on October 4th 2016 from https:// https://www.smh.com.au/lifestyle/news-and-views/social/the-reality-of-racism-in-australia-20160629-gpun8t.html Rymer, CS 2008, 'Leadership in Australia - how different are we?', DBA thesis, Southern Cross University, Lismore, NSW Szu-Fang Chuang (2013). Esential Skills for leadership Effectiveness in Diverse Workplace Development. Journal for Workforce Education and Development. London: Oxford Up. Teague, P. and Roche, W. (2012). Line managers and the management of workplace conflict: evidence from Ireland Human Resource Management Journal, 22:3, 235251. Uma. (2009). Culturally-linked leadership styles. Oxford: Oxford Printing Press. Williams, M. (2011). Workplace conflict management: awareness and use of Acas code of practice and workplace meditation A poll of business, Acas Research Paper, 08/11

Yarn Numbering System free essay sample

Yarn numbering systems Tex-System Swicofil indicates the counts of their yarns by means of the Tex-system. Tex Units Term Definition Basic Tex Unit [tex] Mass of yarn in grams per 1000 meters length Decimal fraction Mass of yarn in grams per 10000 meters length Decitex [dtex] 1 g / 10000 m = 1/10 tex Decitex is the count grading for filament and spinning yarns recognized by all international bodies in the man-made fibres industry. Decimal multiple Mass in kilograms per 1000 meters length. Kilotex [ktex] 1 kg / 1000 m = 1000 tex) Kilotex is used to state the counts of spinning tow and similar semi-finished and finished products. Other numbering Systems Count denier [den] Mass of yarn in grams for length of 9000 meters Metric yarns number [Nm] Length in meters per 1 gram of mass English cotton yarn number [Ne or ECC)] Number of 840 yards strands per 1 English pound of mass Wool runs Number of 1600 yards strands per 1 English pound of mass Wool, worsted (NeK) Number of 560 yards strands per 1 English pound of mass Wool, woolen measure (NeS) Number of 256 yards strands per 1 English pound of mass Linen Count (NeL or Lea) Number of 300 yards strands per 1 English pound of mass Spun Silk Number of 840 yards strands per 1 English pound of mass An interactive Conversion table can be found here Worsted wool is nothing to do with worsted weight yarn. We will write a custom essay sample on Yarn Numbering System or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Worsted wool is wool which is carded and combed so that all the fibres are parallel. Woolen measure or Yorkshire wool is carded but not combed, so is a little rougher. Worsted wool is usually very fine and used for suits and fine fabric. Hand knitting yarn is usually woolen type yarn. When quoting wool some manufacturers specify worsted or woolen. Most do not! Conversion Formulas for the various numbering systems convert into known tex decitex (dtex) denier (den) Metric No. (Nm) English Cotton No. (Ne) tex 10 x tex 9 x tex 1000 tex 591 tex decitex (dtex) dtex 10 0. 9 x dtex 10000 dtex 5910 dtex denier (den) den 9 den 0. 9 9000 den 5314 den Metric No. (Nm) 1000 Nm 10000 Nm 9000 Nm 0. 59 x Nm English Cotton No. (Ne) 591 Ne 5910 Ne 5314 Ne Ne x 1. 69 [pic] Top of Form Yarn count conversion [pic] [pic] [pic] [pic] [pic] Bottom of Form Conversion Factors To Convert To Multiply by Length inches millimeters 25. 4 inches feet 0. 0833 feet inches 12* feet meters 0. 3048 feet yards 0. 3333 feet miles (U. S. statute) 0. 0001894 yards yards 3* yards miles (U. S. statute) 0. 005682 miles (U. S. statute) feet 5280* miles (U. S. statute) yards 1760* miles (U. S. statute) meters 1609 miles (U. S. statute) nautical miles 0. 868 meters feet 3. 281 meters yards 1. 094 meters miles (U. S. statute) 0. 0006214 nautical miles miles (U. S. statute) 1. 152 Area square inches square centimeters 6. 452 square inches square feet 0. 006944 square feet square inches 144* square feet squa re meters 0. 09290 square meters square feet 10. 76 square miles square yards 3,097,600* square yards square feet 9* Volume cubic inches cubic centimeters 16. 39 cubic inches cubic feet 0. 0005787 ubic feet cubic inches 1728* cubic feet cubic meters 0. 02832 cubic feet U. S. gallons 7. 481 cubic meters cubic feet 35. 31 liters quarts (U. S. liquid) 1. 057 quarts (U. S. liquid) liters 0. 9463 U. S. gallons barrels (petroleum) 0. 02381 U. S. gallons cubic feet 0. 1337 U. S. gallons Imperial gallons 0. 8327 barrels (petroleum) U. S. gallons 42* Imperial gallons U. S. gallons 1. 201 milliliters cubic centimeters 1* Time seconds minutes 0. 01667 seconds hours 0. 0002778 seconds days 0. 00001157 minutes seconds 60* minutes hours 0. 01667 minutes days 0. 0006944 hours seconds 3600* hours minutes 0* hours days 0. 04167 Mass or Weight pounds kilograms 0. 4536 pounds short tons 0. 0005* pounds long tons 0. 0004464 pounds metric tons 0. 0004536 tons (short) pounds 2000* tons (metric) pounds 22 05 tons (long) pounds 2240* kilograms pounds 2. 205 tonnes (metric tons) kilograms 1000* Energy calories Btu 0. 003968 calories joules 4. 187 Btu (British Thermal Units) calories 252. 0 Btu joules 1055 joules calories 0. 2388 joules Btu 0. 0009479 Velocity feet per second meters per second 0. 3048 feet per second miles per hour 0. 6818 feet per second knots 0. 5921 meters per second feet per second . 281 meters per second miles per hour 2. 237 miles per hour meters per second 0. 4470 miles per hour feet per second 1. 467 knots meters per second 0. 5148 knots miles per hour 1. 151 knots feet per second 1. 689 Density pounds per cubic foot grams per cubic centimeter 0. 01602 grams per cubic centimeter pounds per cubic foot 62. 42 grams per cubic centimeter kilograms per cubic meter 1000* kilograms per cubic meter grams per cubic centimeter 0. 001* Pressure pounds per square inch absolute (psia) kilonewtons per square meter (kN/m2) 6. 895 psia atmospheres 0. 0680 psia inches of water 2 7. 7 psia millimeters of mercury (torr) 51. 72 pounds per square inch gauge (psig) psia add 14. 70 millimeters of mercury (torr) psia 0. 01934 millimeters of mercury (torr) kN/m2 0. 1333 inches of water psia 0. 03614 kilograms per square centimeter millimeters of mercury (torr) 735. 6 inches of water kN/m2 0. 2491 kilograms per square centimeter atmospheres 0. 9678 atmospheres kN/m2 101. 3 kilograms per square centimeter psia 14. 22 atmospheres psia 14. 70 bars kN/m2 100* kilonewtons per square meter psia 0. 1450 bars atmospheres 0. 9869 kilonewtons per square meter atmospheres 0. 009869 bars ilograms per square centimeter 1. 020 Viscosity centipoises pounds per foot per second 0. 0006720 pounds per foot per second centipoises 1488 centipoises poises 0. 01* centipoises newton seconds per square meter 0. 001* poises grams per centimeter per second 1* grams per centimeter per second poises 1* newton seconds per square meter centipoises 1000* Thermal Conductivity Btu per hour per foot per oF watts per meter-Kelvin 1. 731 Btu per hour per foot per oF kilocalories per hour per meter per oC 1. 488 watts per meter-Kelvin Btu per hour per foot per oF 0. 5778 kilocalories per hour per meter per oC atts per meter-Kelvin 1. 163 kilocalories per hour per meter per oC Btu per hour per foot per oF 0. 6720 Heat Capacity Btu per pound per oF calories per gram per oC 1* Btu per pound per oF joules per kilogram-Kelvin 4187 joules per kilogram-Kelvin Btu per pound per oF 0. 0002388 calories per gram per oC Btu per pound per oF 1* Concentration (in water solution) parts per million (ppm) milligrams per liter 1* milligrams per liter ppm 1* milligrams per cubic meter grams per cubic centimeter 1 X 10-9 grams per cubic centimeter milligrams per cubic meter 1 X 109 grams per cubic centimeter pounds per cubic foot 2. 42 pounds per cubic foot grams per cubic centimeter 0. 01602 Temperature degrees Kelvin (oK) degrees Rankine (oR) 1. 8* degrees Rankine (oR) degrees Kelvin (oK) 0. 5556 d egrees centigrade (oC) degrees Fahrenheit (oF) first multiply by 1. 8, then add 32 degrees Fahrenheit (oF) degrees centigrade (oC) first subtract 32, then multiply by 0. 5556 degrees centigrade (oC) degrees Kelvin (oK) add 273. 2 degrees Fahrenheit (oF) degrees Rankine (oR) add 459. 7 Flow cubic feet per second U. S. gallons per minute 448. 9 U. S. gallons per minute cubic feet per second 0. 002228 [pic] [pic] [pic] |[pic] | |

How to Study Phrasal Verbs - Strategy Verb Examples

How to Study Phrasal Verbs s Learning phrasal verbs is one of the most challenging tasks for English learners. Teachers can use this introducing phrasal verbs lesson plan to help students become more familiar with phrasal verbs and start building phrasal verb vocabulary. This phrasal verbs reference list will also get you started with short definitions of approximately 100 of the most common phrasal verbs. Finally, there are a wide variety of phrasal verb resources on the site to help you learn new phrasal verbs. Phrasal verbs quickly become confusing for a few reasons: One main verb many prepositions - Just think of the verb to get, heres a short list: get into, get through, get to, get into, get by, etc.One phrasal verb, different meanings - Consider the phrasal verb pick up: pick up learn, pick up physically fetch, pick up purchase, etc.One phrasal verb, literal, figurative and idiomatic meanings - How about the verb put up: put up / literal physically place on a shelf, put up / figurative provide a place to sleep, put up / idiomatic deal with a situationSeparable or inseparable? - Look after - inseparable / look over - separable. Its very difficult to learn which phrasal verbs separate and which dont! Lets start with the introductory list of problem areas for phrasal verbs from above. For each phrasal verb you learn. Ask yourself these four questions: Which other phrasal verbs do I know that begin with this main verb?What is the literal meaning of this phrasal verb, the figurative meaning, and the idiomatic meaning? - Not all phrasal verbs have multiple meanings, but many do!Is this phrasal verb separable or inseparable?Can I write (or speak) a few example sentences with this phrasal verb? Heres a look at 5 common phrasal verbs. Its a good list to start with, and it will help you learn to consider these various factors when learning phrasal verbs. Ill provide answers on each of the questions (in a shortened form). When you are done, use the example form to study on your own. You can either copy the form onto a piece of paper, or copy and paste into a new document. Perhaps you can even save the document with multiple blank entries so you can continue to use this method to learn phrasal verbs. Make your own phrasal verb dictionary! Note: Not all phrasal verbs with other prepositions are listed for each main verb. That would be impossible! Try to think of as many phrasal verbs with other prepositions as you can for each of your own entries. Phrasal Verb: Get Into Other phrasal verbs with this verb?get to, get by, get through, get over, get at, get away withLiteral, figurative, idiomatic meaning?Literal: to open a box, drawer or other containerFigurative: to discuss somethingIdiomatic: to enjoySeparable or Inseparable?InseparableExample sentences:I used a key to get into the house.Lets get into the reasons why were going to win this case.He really got into the concert! Phrasal Verb: Look Forward To Other phrasal verbs with this verb?look away, look through, look to, look at, look overLiteral, figurative, idiomatic meaning?Literal: To look at something in the front (not used often)Figurative: To eagerly anticipateSeparable or Inseparable?InseparableExample sentences:I look forward to seeing you soon.Susan looks forward to her vacation in July. Phrasal Verb: Put Off Other phrasal verbs with this verb?put on, put over, put up, put through, put awayLiteral, figurative, idiomatic meaning?Figurative: to postpone somethingIdiomatic: to make someone not likeSeparable or Inseparable?SeparableExample sentences:Lets put the meeting off until next week.Her attitude put me off. Phrasal Verb: Make Out Other phrasal verbs with this verb?make to, make through, make up, make offLiteral, figurative, idiomatic meaning?Figurative: to see in the distanceIdiomatic: to kiss a lotSeparable or Inseparable?Figurative: Separable Idiomatic: Inseparable (does not take an object)Example sentences:Can you make the island out in the distance?They made out for thirty minutes. It was disgusting! Phrasal Verb: Take Off Other phrasal verbs with this verb?take up, take over, take to, take inLiteral, figurative, idiomatic meaning?Literal: to disrobe - take clothing off your bodyFigurative: to be successfulIdiomatic: to not go to work, take leisure timeSeparable or Inseparable?Separable (Figurative: Inseparable)Example sentences:I took my coat off and entered the room.The new products took off. We sold more than 300,000 in just one month!I need to take some time off work. Continue to the next page for a blank worksheet that you can copy and use for your own phrasal verb study. Feel free to print as many copy as you need! Phrasal Verb: _____ Other phrasal verbs with this verb? Literal, figurative, idiomatic meaning?Literal:Figurative:Idiomatic: Separable or Inseparable? Example sentences: Phrasal Verb: _____ Other phrasal verbs with this verb? Literal, figurative, idiomatic meaning?Literal:Figurative:Idiomatic: Separable or Inseparable? Example sentences: Phrasal Verb: _____ Other phrasal verbs with this verb? Literal, figurative, idiomatic meaning?Literal:Figurative:Idiomatic: Separable or Inseparable? Example sentences: Phrasal Verb: _____ Other phrasal verbs with this verb? Literal, figurative, idiomatic meaning?Literal:Figurative:Idiomatic: Separable or Inseparable? Example sentences: Phrasal Verb: _____ Other phrasal verbs with this verb? Literal, figurative, idiomatic meaning?Literal:Figurative:Idiomatic: Separable or Inseparable? Example sentences:

Statistics Coursework Example | Topics and Well Written Essays - 750 words - 2

Statistics - Coursework Example The mean, median and interquartile range for the HPI are 42.238, 41.980 and 12.849 (Q1 = 35.841, Q3 = 48.690 respectively. Both the mean and median values for the HPI are very close to each other and the median value of 41.980 is approximately in the middle of first and third quartiles. This indicates that the distribution of HPI is symmetric (normal), which is also indicated by the histogram of the HPI. The mean, median and interquartile range for the HDI are 0.663, 0.698 and 0.266 (Q1 = 0.522, Q3 = 0.788 respectively. The mean value of HDI is less than the median value and the median value is near to the third quartile as compared to the first quartile. This indicates that the distribution of HDI is left (negatively) skewed, which is also indicated by the histogram of the HPI. Figure 3 shows a scatter diagram depicting the relationship between the two indexes. A positive linear relationship between the two indexes is apparent from the scatter diagram. This means that as the HPI of a country increases its HDI also increases and vice-versa. The value of the product moment correlation coefficient between the HDI and HPI is 0.3109 indicating weak positive linear relationship between the HDI and HPI. This agrees with the statement that I said in earlier in part iii. Figure 4 shows a scatter diagram depicting the relationship between the Ecological Footprint and GDP per capita. A very strong positive linear relationship between the two variables is apparent from the scatter diagram. Since the value of the slope coefficient 0.00012 is different from the zero, this means that there is a relationship between the Ecological Footprint and GDP per capita and the Ecological Footprint can be predicted using the GDP per capita. The slope coefficient value of 0.00012 indicates that each additional $1000 increase in GDP per capita increases the Ecological footprint by about 0.12 global hectares per capita