Antisocial Behavior Disorder Essay

Antisocial Behavior Disorder Essay Antisocial Behavior Disorder Essay Joel Rodriguez April 4th 2014 Antisocial Personality Disorder Psychology Mr.D 301.7 Antisocial Personality Disorder (APD) is typically defined as a disregard for rights, feelings, or happiness of other people. Contrary to popular belief, it is not the avoidance of social activities or extreme introversion, but the violation of social norms. The Diagnostic and Statistical Manual of Mental Disorders IV (DSM ­IV) states that symptoms of APD are closely related to symptoms of psychopathy, sociopathy, or dyssocial personality disorder. The history, criterion and treatment of Antisocial Personality Disorder will be further researched. Cases of APD have been documented since the dawn of the 19th century and have been related to criminal cases and civil liberties since then. Clinical doctors of the time have tried to find the etiology of APD but found no results or behaviors similar to existing psychological disorders, so instead it was termed â€Å"Moral Insanity† due to its insanity related nature. Moral Insanity was defined as an unimpairment of the intellectual facilities but an apparent impairment of moral principles, and the diagnosis found acceptance in the courts of Europe and America. Soon the diagnosis was further researched and renamed â€Å"Psychopathic Inferiority† and was accepted for another century. During the 1940s research made further breakthroughs in the study of the disorder and Henderson defined psychopathic states, allowing for Psychopathic Inferiority to be defined as a conformity to intellectual standards but exhibit conduct disorders in social settings. Courts found the growing need for treatment and magnitude scales to be created and put psychologists to the task to avoid wrongful detention in the courts. Soon the DSM adopted it as a widely and legally recognized condition and continued to exist within the DSM since. Joel Rodriguez April 4th 2014 Antisocial Personality Disorder Psychology Mr.D The DSM states that APD is usually accompanied by behaviors that seem callous, or cold towards the rights and feelings of others. Arrogance is a dominant feature in individuals with APD, self appraisal being a form which arrogance is displayed. In social settings, these individuals have what is called a â€Å"Glib†, a superficial charm which lures others in. Studies show that the etiology of APD is commonly rooted in disturbing events occurring in early childhood, setting off behaviors throughout childhood such as violence towards other children and animals, school truancy, violent relationships, lack of responsibility and malnutrition. Children with APD often complain of boredom in social settings, depression, somatization disorders, gambling, and lack of impulse control. Attention Deficit/Hyperactivity Disorder (ADHD) has often been linked to children with APD and is sometimes used as a predictor for children who may develop APD later in life. APD cannot be diagnosed in people before 18 years of age but symptoms are seen in children. APD is far more common in males than females, and as a population is exist in 3% of males and 1% of females. Cr iterion to diagnose in the DSM IV include â€Å"A pervasive pattern of disregard for and violation of the rights of others occurring since age 15 years, such as failure to conform to social norms or lawful behaviors, deceitfulness, lying for personal gain, impulsivity, irritability accompanied by aggressive physical behaviors, disregard for safety, and a lack of remorse. Individuals must be over 18 but must have evidence of the disorder before 15 years old and antisocial behaviors cannot be exclusively during Schizophrenic or Manic episodes. Joel Rodriguez April 4th 2014 Antisocial Personality Disorder Psychology Mr.D Many

Facts About Idaho

Facts About Idaho Capital: BoisePopulation: 1,584,985 (2011 estimate)Largest Cities: Boise, Nampa, Meridian, Idaho Falls, Pocatello, Caldwell, Coeur dAlene and Twin FallsBordering States and Countries: Washington, Oregon, Montana, Wyoming, Utah, Nevada and Canada Area: 82,643 square miles (214,045 sq km)Highest Point: Borah Peak at 12,668 feet (3,861 m) Idaho is a state located in the Pacific Northwest region of the United States and shares borders with the states of Washington, Oregon, Montana, Wyoming, Utah and Nevada (map). A small part of Idahos border is also shared with the Canadian province of British Columbia. The capital and largest city in Idaho is Boise. As of 2011, Idaho is the sixth fastest growing state in the U.S. behind Arizona, Nevada, Florida, Georgia and Utah. The following is a list of ten geographic facts to know about the state of Idaho: 1) Archaeological evidence shows that humans have been present in the region of Idaho for many thousands of years and some of the oldest human artifacts in North America have been found near Twin Falls, Idaho (Wikipedia.org). The first non-native settlements in the region were predominantly those of French Canadian fur trappers and both the United States and Great Britain claimed the area (which was then a part of the Oregon Country) in the early 1800s. In 1846 the U.S. gained control over the area and from 1843 to 1849 it was under the control of Oregons government. 2) On July 4, 1863 the Idaho Territory was created and included present-day Idaho, Montana and parts of Wyoming. Lewiston, its capital, became the first permanent town in Idaho when it was established in 1861. This capital was later moved to Boise in 1865. On July 3, 1890 Idaho became the 43rd state to enter the United States. 3) The 2011 estimated population for Idaho was 1,584,985 people. According to the 2010 Census about 89% of this population was White (usually also includes the category of Hispanic), 11.2% was Hispanic, 1.4% was American Indian and Alaska Native, 1.2% was Asian, and 0.6% was Black or African American (U.S. Census Bureau). Of this total population, approximately 23% belongs to the Church of Jesus Christ of Latter-day Saints, 22% is Evangelical Protestant and 18% is Catholic (Wikipedia.org). 4) Idaho is one of the most sparsely populated states in the U.S. with a population density of 19 people per square mile or 7.4 people per square kilometer. The capital and largest city in the state is Boise with a city population of 205,671 (2010 estimate). The Boise-Nampa Metropolitan area which includes the cities of Boise, Nampa, Meridian and Caldwell has a population of 616,561 (2010 estimate). Other large cities in the state include Pocatello, Coeur dAlene, Twin Falls and Idaho Falls. 5) In its early years, Idahos economy was focused on fur trading and later metal mining. After becoming a state in 1890 however its economy shifted toward agriculture and forestry. Today Idaho has a diversified economy that still includes forestry, agriculture and gem and metal mining. Some of the states main agricultural products are potatoes and wheat. The largest industry in Idaho today however is the high tech science and technology sector and Boise is known for its semiconductor manufacturing. 6) Idaho has a total geographic area of 82,643 square miles (214,045 sq km) and it borders six different U.S. states and the Canadian province of British Columbia. It is completely landlocked and it is considered a part of the Pacific Northwest. 7) The topography of Idaho varies from but it is mountainous throughout much of its area. The highest point in Idaho is Borah Peak at 12,668 feet (3,861 m) while its lowest point is in Lewiston at the confluence of the Clearwater River and the Snake River. The elevation in this location is 710 feet (216 m). The rest of Idahos topography consists mainly of fertile high elevation plains, large lakes and deep canyons. Idaho is home to Hells Canyon that was carved out by the Snake River. It is the deepest canyon in North America. 8) Idaho is home to two different time zones. Southern Idaho and cities such as Boise and Twin Falls are in the Mountain Time Zone, while the panhandle part of the state north of the Salmon River is in the Pacific Time Zone. This region includes the cities of Coeur dAlene, Moscow and Lewiston. 9) Idahos climate varies based on location and elevation. The western parts of the state have a milder climate than the eastern portions. Winters are generally cold throughout the state but its lower elevations are milder than its mountainous regions and summers are generally warm to hot throughout. Boise for example is located in the southern part of the state and sits at an elevation of about 2,704 feet (824 m). Its January average low temperature is 24Â ºF (-5Â ºC) while its July average high temperature is 91Â ºF (33Â ºC) (Wikipedia.org). By contrast, Sun Valley, a mountainous resort city in central Idaho, is at an elevation of 5,945 feet (1,812 m) and has an average January low temperature of 4Â ºF (-15.5Â ºC) and an average July high of 81Â ºF (27Â ºC) (city-data.com). 10) Idaho is known as being both the Gem State and the Potato State. It is known as the Gem State because almost every type of gemstone has been mined there and it is the only place where the star garnet has been found outside of the Himalaya Mountains. To learn more about Idaho visit the states official website.

The Count of Monte Cristo Essay Example | Topics and Well Written Essays - 750 words

The Count of Monte Cristo - Essay Example The three form the antagonists in the story and plot against Dantes so he would lose what he has. Accordingly, Dantes was arrested for treason and consequently sent to prison for the rest of his life. Although he did not have any political stand, Dantes was unfortunately acting as a courier as a favor to his deceased captain and had in possession a letter from Napoleon. Moreover, the recipient of the letter was the father of the deputy public prosecutor and the latter did not want the public to know about his father’s misconduct. In jail, Dantes meets and befriend a priest who teaches him a lot of things – academic and about life in general. The priest, Abbe Faria, also tells him of a hidden treasure on the island of Monte Cristo. Dantes eventually escapes by hiding inside the deceased Faria’s shroud and swims to freedom when the jailers throw out what they thought was the priest’s body in the sea. Dantes uses the knowledge and the money he got from Faria to reinvent himself in order to get his revenge against the people who had made his life miserable. Throughout the beginning of the story, Dantes manifests a person who does not think ill of people. This was evident when, upon questioning from Morrel, he still had good words to say about Dangler even if he knew Dangler did not like him. (Dumas) When he found out the Cardousse had left his father to starve to death by making his father pay Dantes’ entire debt, Dantes still managed to welcome Cardousse into their home. (Dumas) He values his relationship with his father. When he found him starving, he immediately gave him gold to buy whatever he needed. (Dumas) Dantes was also someone who initially believed in hope and God. In prison, while struggling to make sense of what had happened to his life, he was still optimistic that God would pull him through the circumstances. This was especially clear when he continued waiting for the governor’s decision to release him from j ail and kept making rationalizations when the decision seemed to take longer than he expected. (Dumas) Initially, Edmond Dantes was convinced that he was just a victim of fate. From the innocent and simple-minded man that he was, however, he turned into a vengeful and cunning person once he discovered the reason for all the misfortune he had gotten. The priest Faria regretted telling Dantes how the latter ended up in jail. (Dumas 186) He knew that once Dantes found out about the truth, the latter would be filled with so much anger and passion to get back at those who took his life away. Because of his quest for revenge, Edmond Dantes mastered the art of lying like those who betrayed him. In the course of the story, he pretends to be someone else three times, initially, in order to save his boss, Morrel, and finally as the sophisticated Count of Monte Cristo. In the midst of executing his plans against Fernand and the rest, Dantes realizes that he has deeply hurt innocent people in t he process and that he is not God who can control and foresee the effects of his actions. (Dumas 610) In an attempt to mitigate all the wrongdoing he believes he has committed, he helps Maximilian appreciate the latter’s love for Valentine by letting Maximilian believe Valentine was dead. (Dumas) The story of Edmond Dantes can be likened to the life of tennis superstar Andre Agassi. Although the themes present in the novel by Dumas do not

Dissertation Topic Proposal Essay Example | Topics and Well Written Essays - 1750 words

Dissertation Topic Proposal - Essay Example t to research because it defines not only the need for working with leaders but it also gives an opportunity to organizations to understand the coaching relationship. According to Ennis, Goodman, Hodgetts, et.a. (2005), coaching is a process and central to this process is the ability of the coach to help a leader develop to their full potential in an organization. Many organizations find that exemplary leadership must be retained in their reengineering or restructuring efforts and often the way to retain them is through fostering executive coaching. Executives bring about change, and this researcher will look at change management and how it can be implemented within a health care organization using executive coaching. Coaching executives are needed by large and small organizations to evaluate the behaviors of their employees, their attitudes at work, their level of enthusiasm and motivation and the factors that influence them to have a positive outlook towards their job According to Giglio, L & Diamante, T & Urban, J.M (1998) organizations are willing to provide a coach for senior level managers when it is perceived that the executive is in trouble, is going to be in trouble, or when the executive has isolated himself/herself from the senior level team. The time for executive coaching seems to be best done before the individual is in trouble because change usually generates from the decision making level of an organization. The change agent can be defined as a manager who is there to reconfigure an organization’s roles, responsibilities, structures and the output Saka,A(2002). Executive coaching is important to the restructuring or re-engineering of a healthcare organization in order for its leaders to move forward. In moving forward, a leader becomes a change agent who helps motivate employees, help them accept change on an ongoing basis and helps to empower the employees. The purpose of this research is the identification of the role of executive coaching

Islam Guide Essay Example | Topics and Well Written Essays - 750 words

Islam Guide - Essay Example A review of the five pillars of the religion suggests that belief and witness, i.e. the Shahada, daily prayers (five times a day), almsgiving (Zakat), fasting during Ramadanm and pilgrimage to Mecca (Hajj) are basic to Islamic religion. Significantly, the author commences the chapter on Islam with a detailed description of the life and works of the Prophet Muhammad, according to which the Prophet Muhammad always denied having any superhuman powers. As the Qur’an describes him, the Prophet Muhammad was a human like anyone else, and he was just a servant of the God to whom revelation has come. Significantly, the Prophet Muhammad made only a single claim about his miracles: that he had received the Qur’anic revelations in an extraordinarily eloquent and pure Arabic. â€Å"Nevertheless, all who saw the Prophet remarked on his touching physical beauty, his nobility of character, the fragrance of his presence, his humility, and his kindness. In his devotion to God, he quietl y endured poverty so extreme that he tied a stone over his stomach to suppress the pangs of hunger.† (Fisher, 337) Therefore, Living Religions by Mary Pat Fisher provides a compelling study resource on the historical development and major teachings of the Islamic religion and the readers are able to recognize how this religion has evolved into contemporary beliefs and practices. It is pertinent to realize that the opening section of the chapter on Islam in Living Religions by Mary Fisher deals with the history concerning the Prophet Muhammad followed by the teaching story of the humility of the Prophet. In the teaching story, the readers are provided with a convincing illustration of how the humility of the Prophet was a model to his followers. In the next section, â€Å"The Qur’an†, the author maintains that it is the revelations that the Prophet received, rather than the Prophet himself, which is at the heart of Islam, and the Qur’an outlines the message s he received over a period of twenty three years. â€Å"At first they were striking affirmations of the unity of God and the woe of those who did not heed God’s message. Later messages also addressed the organizational needs and social lives of the Muslim community†¦ Recitation of the Qur’an is thought to have a healing, soothing effect, but can also bring protection, guidance, and knowledge...† (Fisher, 338) Thus, the author offers a forceful and comprehensive illustration of the history of the religion based on its teachings and principles as given in the Qur’an. In the next section of the chapter, Mary Fisher deals exclusively with the central teachings of the Islam and she covers all the major aspects of the Islamic principles. Thus, the author talks about ‘the oneness’ of God and humanity, prophet-hood and the compass of Islam, human relationship to the divine, the unseen life, and the last judgment. According to the author, there is great similarity between the essence of God and the human nature, and they are united to each other. Mary Fisher also establishes that prophet-hood is the essential characteristic of Islam, and the Prophet Muhammad is the unquestionable leader of the religion. In this section of the chapter, the author makes a reflective analysis of the human relationship

How employee wellbeing can become a core value

How employee wellbeing can become a core value Leadership is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. When organizational requires a fast changing as a result of rapid fluctuation a Transformational leader is called for. Transformational leadership is defined as a relationship between a leader and follower(s) based on a set of leader behaviors perceived by subordinates as exhibiting idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. In todays modern complex organizations, which are going through constant change, it required the roles of management and leadership be intertwined. An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing. The concept of wellbeing includes concepts of psychological and physical health. Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. When employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. Values influence attitudes and behaviour therefore for transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Contents Executive Summary 1 Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. 2 Contents 3 1.0 INTRODUCTION 4 8.0 CONCLUSION 16 7.0 Appendix 17 1.0 INTRODUCTION This report presents discussions on how employee wellbeing can become a core value shared among the employees of an organization that can be deeply rooted in the organizational culture and the role of transformational leadership in facilitating this change. Transformational leaders are called for when traditional leadership fails to bring about a change aligning the organizational culture to the changes in the environment. As these form of leadership focus on employees in achieving their goal it suits well in an era of fast globalization. In the second part of the report concepts of leadership and their difference from management will be introduced .as well as an explanation of transformational leadership and what it is all about. Third part of the report explains the concept employee wellbeing and its benefits. Companies who are initiating employee wellbeing and the response will be highlighted. The main part of the report will discuss how transformational leadership help facilitate employee wellbeing in the organizational culture that would eventually improve performance. Concepts of how leaders create trusts among employees and towards themselves, how leaders practice emotional and social intelligence and the concepts of psychological contract will be discussed. Finally case evidence will be provided when employees wellbeing is taken care off their performance in terms of absenteeism etc will rise significantly. 1.2 Scope and limitation The scope of the report is limited to the examination of how employee wellbeing can become the cultural norm within the organization and how transformational leadership facilitates in embedding it to the organizational culture as a shared core value. Little robust research exists on the relationship between health and individual job performance. 2.0 leadership Leadership defined by Weiss (2001, p.194) states that it is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. (Mullins 2002). Whetten et.al (1995, p. 17) states that traditional definition of management is outmoded and irrelevant today. Their argument is based on the similarity between leaders and managers in terms of how they function. And that a good manager functions as an effective leader .a similar view was held by Hodgetts (1990, p.3) and defines management as getting things done through people and leadership influence people towards particular goal. Weiss(2001) referencing Bass (1985,1990 )states that when organizational requires a fast changing as a result of rapid fluctuation a transformational leader is called for. Transformational leadership exhibits behaviors such as idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. And can be defined as a relationship between a leader and a follower based on this behavior (Flood 2008) A number of studies have shown a strong positive relationship between this leadership style and desirable outcomes including organizational commitment, job satisfaction, and decreased employee turnover intentions (Flood 2008) As an example of the magnitude of leadership influence on the attitudes and behaviors of employees, a study of 25,000 workers across a variety of firms by Wilson Learning, a US based management training company; found that 69% of employees job satisfaction related to the leadership skills of their bosses (Davids 1995). A significant productivity lag was associated with a lack of or poor leadership. On the basis of this finding, Davids (1995) asserts that the days of the heroic leader who gets things done by people are numbered, to be replaced by the post-heroic leaders who get things done with people. Hence, mutual understanding, trust and strong communication skills have been growing in importance as factors in the leader follower relationship.(Flood, 2008) 3.0EMPLOYEE WELLBEING An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing.(Tehrani et.al 2010) The concept of wellbeing includes concepts of psychological and physical health. According Arnold (2007) they can be distinguished between subjective and psychological wellbeing à ¢Ã¢â€š ¬Ã‚ ¦Subjective wellbeing focuses on the affective (hedonic balance; balance between pleasant and unpleasant affect) and cognitive (life satisfaction) components of well-being (Arnold et.al 2007). Psychological well-being draws on various conceptualizations of mental health (Arnold et.al 2007).Tehrani et .al (2010) described wellbeing as a subjective experience that may involve practical measures such as introducing healthy food or a gym at work, or perhaps less tangible initiatives such as working to match the values and beliefs held by employees with those of their organization. It could be argued that a change in the way employees are engaged in discussions about how their work is organized could have more of an impact on an individuals well-being than the introduction of a corporate gym. Today increasingly companies are focused about their employees wellbeing as organisations are seeing its benefits .Organisations such as IBM, established Well-Being Management System (WBMS) the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. This integrated approach to employee well being ranges from the more traditional aspects of occupational health and safety ,such as industrial hygiene, safety, medical issues and ergonomics-to innovative and proactive wellness initiatives, including a broad array of health promotion options and disease prevention benefits for employees.(IBM , 2010 ) Marks Spencer is known as an employer who values employees. Historically, well-being was delivered through a traditional benefits package, including flexible working and family-friendly policies. In addition, a good physical working environment was provided, including good catering facilities. Other ancillary benefits for some or all employees included hairdressing, chiropody, dentistry and holistic services. As the business moved through a change management program it was realized that more focus was needed on the health and well-being areas that were directly affected by the workplace. (Tehrani et.al 2010) Scota Chropractc Ltd is another company that focused on employee wellbeing . Established in 1986 and currently employs 17 employees working across two sites the growing public awareness of alternative and complementary therapies has been a major driver of business growth. The company works with the NHS and has recently branched out into sports therapy, rehabilitation and ergonomic-based heath and safety interventions. The organization has increasingly concentrated on employee well-being for its own staff during the past five years. (Tehrani et.al 2010) 3.1 Employee wellbeing and culture. Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand system to produce behavioural norms. in a strong organisational culture the organisation core values are both intensly held and widely shared. core values are the primary or dominant values that are accepted thoughout the organisation.the more members who accept the core values andthe greater their commitment to those values is , the stronger the culture gets.A strong organisation culture will have a great influence on the bevaiour of its members((Robbins 1998) when employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. According to Tehrani et.al(2010) Marks Spencers three-month wellbeing trial programme demonstrated an 8% reduction in its employee sickness absence for musculoskeletal health issues. Store management teams reported improved morale of the departmental team and the general store, all of which are difficult to estimate in financial terms, further improvement in customer service and improved efficiencies. Nike company employees share a core value of enhancing peoples lives through sports and fitness.nike has created a strong sports oriented culture and promoted it through company practices such as paying employees extra for biking to work instead of driving .( Robbins 1998) Companies adopting such measures aimed at promoting health and well-being among their employees influence several aspects of their employees physical and psychological well-being in ways which result in improved productivity, commitment and attendance. This includes providing good quality jobs which allow employees more control, autonomy and involvement in the way their work is done (Coats et.al 2008) Recently an OEM manufacturer, FOXCONN of china supplies to companies like DELL, APPLE and Hewlett-Packard came under scrutiny for its below standard employee relations and maltreatment.Some estimates put the companys labour turnover in to 50000 a month and reports claim a drop in recruitment standards to just about anyone with an ID. (Engadget 2010) 4.0 Transformational leadership and culture Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand ststem to produce behavioural norms. Values influence attitudes and behaviour (Robbins 1998)therefore For transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Leaders facilitate in creation of value for employee wellbeing and facilitate in embedding it in to the organisational culture. They achieve this by creating trust among employees towards the leader as well as between each other and develop emotional and social intelligence of employees and honouring the psychological contract. 4.1Trust trust is a characteristics of high performance teams where the relationship between members is based on integrity ,competence, consistency, loyalty and openness (Robbins 1998 ) According to Rosen (1996 ) trust is one of the major principles in leading people.it binds people together creating a strong resilient organisation. It cannot be achieved over night according to Kouzes et.al ( 1987) but takes years to learn however an instance to loose it. Idealised influence dimension of transformational leadership helps create such relationship of trust and confidence through its attribution charisma. They are thought to display certain attributes (eg.percieved power, focus on higher order ideals and values. When this happens the followers develop an emotional tie to their leader which ultimate results in the trust specified above.(Arnold 2007) Transformational leaders gain follower trust by maintaining their integrity and dedication, by being fair in their treatment of followers, and by demonstrating their faith in followers by empowering them. It has been suggested that one way that charismatic and transformational leaders can demonstrate their dedication and build follower trust is through self sacrificial behaviours.Leaders can self sacrifice by taking on a proportionately larger workload, by foregoing the trappings of power (e.g. Gandhis peasant lifestyle), or by postponing rewards, such as Chryslers Leelacocca and Apples Steve Jobs deciding to work for 1$ a yr ..(Bass et.al 2006) Transformational leaders build trust by practicing open communication between employees and leaders. mistrust comes from what people dont know as from what they do know (Robbins 1998 ).They are excellent team players ,and they lead by example, support the teams through words and actions and demonstrating loyalty as well as treating them with respect and considering their perception in terms of objectivity and fairness in decision making. They show consistency in basic values that guide their decision making and they maintain confidences and become someone who teams can rely on. 3.2Emotional intelligence Goleman (1995) describes emotional Intelligence as self-awareness, managing our emotions effectively, motivation, empathy, reading other peoples feelings accurately, social skills like team work, persuasion, leadership and managing relationships. Transformational leaders have high emotional intelligence. They properly manage emotions that drive trust, loyalty, and commitment. The leader enables People to recognize their own emotions as well as others ,differentiates those emotions to make choices for thinking and action.(Cooper et.al 1997).It is an intelligence that may be learned, developed and improved (Perkins 1994). Emotional intelligence is the ability of a person to use his awareness and sensitivity to detect, identify or understand the feelings underlying interpersonal communication and avoiding to respond on impulse and thoughtlessly, Instead to act from receptivity , authenticity ad candor.(Ryback 1998). Emotional intelligence is about influence without manipulation or abuse of authority. It is about perceiving, learning, relating, innovating, prioritizing and acting in ways that take into account and legitimize emotions, rather than relying on logic or intellect or technical analysis alone (Ryback, 1998). Transformational Leaders are highly self aware facilitating them to read ones emotions and recognize their impact while using gut feelings to guide decisions. Their social awareness enables them to sense, understand and react to others emotions while comprehending social networks. As a result of these qualities and the ability of transformational leaders to manage self inspire employees influence them and develop these qualities among them by managing conflict. This successfully results in resolved issues of workplace bullying and increase in employee satisfaction leading to higher performance. Goleman, (2010 )have shown that high levels of emotional intelligence can create climates in which information sharing, trust, healthy risk taking and learning flourish. as well as how workplace competencies based on emotional intelligence can exert greater impact on performance than do intellect or technical skills. 4.3Psychological contract When an employer distributes a performance bonus every year since it inception, employees within that particular company will expect to receive it in the coming years as well, because of the fact that every year the company distributes it. The point here is that Humans beings are very adaptable to situations .the more leaders practice employee wellbeing initiatives within the organisation the likely it will become an expectation in the psychological contract between employers and employees. Psychological contract defined by Robbins (1998) states that it is an unwritten agreement that sets out what management expects from the employee and vice versa. It sets out mutual expectations. Everyone performs different roles both at work place and society. And each role demands attitudes and behaviours consistent to that particular role. Therefore both the organisation and the employee have certain expectations of that role which could mean acceptable working conditions, clear communication and a fair days work etc for employees and for organisations demonstration of a good attitude following instructions and showing loyalty to the organisation.(Robbins 1998) However when these expectations are not met trust between the employees and employers is lost, resulting in negative effects on employee performance and satisfaction. Globalisation and work force diversity further complicates the situation. Although Members of different groups share common within their group common values, attitudes and perceptions much diversity exists within each of these categories. (Bateman et.al 2009).similarly in multi racial societies such as the United States for example values shared among Asian Americans differ from values shared among Asians living in Asia. Since values influence the attitudes and behaviours of employees attaining a common shared value among the multi ethnic groups and multinational groups within an organisation is a challenge to the transformational leaders. As each of these groups will have different expectations from employers. 4.4 Social intelligence However the transformational leaders ability to connect with individuals at a personal level enables them to build a relationship of trust and influence their behaviour and attitude to share a common value which is emotional and psychological wellbeing of employees. Many leaders are appointed because of their drive, ambition and business expertise but often they are unable to work with or get along their director colleagues, colleagues and direct reports, or with others on whom their own success depends. Building on his work on emotional intelligence, Daniel Goleman coined the phase Social Intelligence, in which he enlarges his focus to encompass our capacity to connect with one another.We are wired to connect Neuroscience has discovered that our brains very design makes it sociable, inexorably drawn into an intimate brain-to-brain linkup whenever we engage with another person. (Goleman 2010) Therefore in order to identify the attitudes , values and perceptions of people the leader needs to have social intelligence skills to connect to the individuals or initiate emotions in order to gain trust which ultimately leads to acceptance of ideologies and behaviours the leader intends to communicate which in turn becomes the norm of the organisation. 5.0 Employee wellbeing, Culture and performance Harter etal (2002 ) believes that worker quality of life and performance originates with the behavioural, cognitive , and health benefits of positive feelings and positive perceptions.according to him proponents of the well being perspective argue that the presence of positive emotional states and positive appraisals of the worker and his or her relationships within the people seek out interesting , meaningful, and challenging tasks.when demands match or slightly exceed resources, individuals experience positive emotional states (e.g. pleasure ,joy, energy) and they perceive themselves as growing , engaged, and productive .From the wellbeing perspective, a healthy workforce means the presence of positive feelings in the worker that should result in happier and more productive workers. a survey carried out by Aon Consulting on UK workers found out that more than 35 million sick days a year are taken for personal reasons rather than for a genuine illness and one in three UK workers (33 per cent ) say that the last time they took a day off from work as sick leave were addressing personal issues including looking after a family member, letting repairmen into their home, grieving a dead relative or pet, or feeling down after breaking up with a partner and they did not have anything wrong with them . 52 per cent of British say they would not feel forced to take a day as sick leave if they could just be honest and have access to flexible working hours or social days, said Peter Abelskamp, director of health and benefits EMEA, at Aon Consulting. Of course, employers should also not ignore the fact that 16 per cent of people say that more interesting work would keep them in the office (PM Online, 2010) In 2003 the Royal Mail sickness absence levels were 7 per cent (an average of 16 days per employee per year) As a result their Customer service standards were affected and incurred a daily cost of  £1m.the company had been experiencing issues of long-term absence for many years which was commonly due to musculoskeletal health. Therefore Royal Mail introduced a range of integrated measures to counter the problem such as as à ¢Ã¢â€š ¬Ã‚ ¢ Health screening à ¢Ã¢â€š ¬Ã‚ ¢ Health clinics at 90 sites à ¢Ã¢â€š ¬Ã‚ ¢ Fast access to occupational health services à ¢Ã¢â€š ¬Ã‚ ¢ Access to physiotherapy à ¢Ã¢â€š ¬Ã‚ ¢ Employee assistance programme (EAP) à ¢Ã¢â€š ¬Ã‚ ¢ Incentive scheme à ¢Ã¢â€š ¬Ã‚ ¢ Rehabilitation centres focusing on improving back, neck and shoulder injuries à ¢Ã¢â€š ¬Ã‚ ¢ Phased and partial return to work (RTW) à ¢Ã¢â€š ¬Ã‚ ¢ Case management four years later, it was reported that sickness absence levels had fallen to 4 per cent (10 days per employee) and saved Royal Mail almost  £230m. Up to 3,600 more staff were available to work each day as a result of these measures (Scribed,2010) 8.0 CONCLUSION In this fast changing global environment organisations are increasing needing leaders who concentrates on building relationships with their employees in order to increase productivity and meet the global demands. Emphasis on employee wellbeing has become a trend in todays companies which is seeing its benefits. However in order to produce a full impact leaders need to create wellbeing as a shared core value deep rooted in the culture of the organisation. This can be achieved only when the leader creates trust among employees as well as between him. This is only possible if the leader has high emotional and social intelligence and promotes it within employees and finally honouring the psychological contract between them. Therefore transformational leadership can bring about a change in organisational culture by creating values which will in turn influence the attitude and behaviour of the employees in this case employee wellbeing as a core value in the organisational culture.

Essay --

Introduction Approximately 1,000 brain and nervous system disorders are directly responsible for more hospitalizations and lost productivity than any other comparable disease group. (Shen, 2013, p. 655). In addition, these disorders restrict criminals from refraining to engage in malicious activity. This inability to distinguish right from wrong is a result of the individual’s consciousness being disorientated while committing a crime. Neuroscience, the study of nerves and how nerves affect learning and behavior, is a relatively new science that can provide the justice system with insight on why criminals act differently from law abiding citizens in particular scenarios. Research in neuroscience shows a strong correlation between brain function and a human’s personhood which includes individual characteristics and cognitive thinking patterns. Neuroscience is capable of providing evidence of a person's â€Å"future dangerousness† in order to deter future altercations. The und erstanding of a human’s thought process through neuroscience should be permissible in the courtroom for more informed court rulings and to transition in to a more progressive approach of criminal punishment. Background of Neuroscience Neuroscience consists of an extensive background of research that has led to various discoveries regarding the human brain. The human brain is the mediator for every aspect of the human body. The brain dictates a wide range of functions spanning from emotion and memory to heart rate and blood flow. The brain is also responsible for how we think, believe, dream and even aspire. A human’s reactions to medical treatments are even processed through the brain. The brain is the sole organ that provides all of the functions that comprise a... ...ails about the brain but will not improve the existing legal principles. It is assumed that the current legal principles in place are still in effect because they provide us with a sensible version of justice. Some fear allowing neuroscience in the courtroom may alter traditional methods that the system has used consistently. The new discoveries in neuroscience will not change the law; they will simply transform the public’s opinion on civil responsibility leading to more effective court rulings and how to approach a more progressive punishment that benefits society. The prosecutors and defense attorneys will both have the ability to benefit from neuroscience. The main factors lie predominately in the history of the criminal, the thoughts and recollections of the judge and/or jurors, as well as the lawyers’ abilities to apply the best case possible for their client.

Food and beverage Management Essay

I have read and understood the London School of Business and Finance Regulations and Policies relating to academic misconduct. I declare that: This submission is entirely my own original piece of work. It has not been submitted for a previous assessment in LSBF or any other institution. Wherever published, unpublished, printed, electronic or other information sources have been used as a contribution or component of this work, these are explicitly, clearly and individually acknowledged by appropriate use of quotation marks, citations, references and statements in the text. I understand that penalties will be incurred for late submission of work. STUDENT SIGNATURE: Ahonou Rosalie DATE: 21/09/2014 NOTE – Please complete the details below Have you submitted any Reasonable Adjustment Requests? Yes / No Date of submission: TASK 1 Understand different food and beverage production and service systems LO1. 1. 1 The characteristics of food production and food and beverage service systems INTRODUCTION Food production and food and beverage service systems is about an area where menu is planned, raw materials are purchased and received. It is also about Food service where Food and beverage are provided to the guests included a wide range of styles and cuisine types, all alcoholic and non- 1 / 3 alcoholic drinks. To make a successful Food and Beverage Service, you need to develop well interpersonal skills, product knowledge skills to buy raw material. Food and Beverage Production I am going to explain some methods: Traditional Partie Method: the majority of food is buying condiments or raw. It is easy to provide the receipt and store goods, the preparation, cooking, holding and service of food and there are dishwashing facilities as well. That method is good for the staff because the staff can move quickly from their place to the service counter (the distance is short). The communication link-up is necessary for the department and food flow is systematic. There is easy access to raw food materials from storage areas. Centralised Production Method: centralised production methods explain how the separation of the production and service components of the food flow system work or operate by place or time or both. So food that is centrally produced is distributed to the point of the point of service in batches or pre-portioned. It could be transported in a ready-to-eat box or in a ready-to-serve state, for example hot or frozen food. I give some advantages of centralised production methods â€Å"the introduction of a storage stage between production and service allows the production unit to work to maximum efficiency and with a better utilisation of staff and equipment† and â€Å"energy consumption can be reduced by careful scheduling and by a continuous run of single products†. Here is a disadvantage of centralised production method â€Å"hygiene problems or food contamination could have big repercussions than a problem in an individual kitchen. Cook-Freeze Production Methods: the word cook-freeze involves a catering system which is based on the whole cooking of food and followed by quick freezing. That food is stored in a controlled low temperature of -18 degree Celsius or less then is followed by subsequent complete reheating close to the consumer, prior to prompt consumption. The process involves raw food, food storage, pre- preparation, cooking, portioning, blast freezing, cold storage, distribution, regeneration. Cook-Chill Production Methods: it is the same process with Cook-Freeze production. The only different are that the cooking of food is stored in a controlled low temperature, but just above freezing point and then between 0 degree Celsius to +3 degree Celsius. Therefore it has a short shelf life compared to cook-freeze of up to five days including the day of production, distribution time and regeneration. The process involves raw food, cooking, portioning, blast chilling, chill storage, distribution, regeneration. The benefits of Cook-Chill and Cook-Freeze to the employers: there will have a portion control and a reduced waste, the production will be adjusted, the staff time will be fully utilised, no more weekend work and overtime. To the customers: the variety and selection of food will increased, the standards will be maintained with a quality improvement and the services can be maintained at all times even no staff. Sous vide methods: the sous vide system involves the preparation of quality raw foods, pre-cooking when necessary. You put or placed the raw foods into special plastic bags and you vacuum the air from the special plastic bags and then you seal properly the bags. After sealing you steam cooking to pasteurisation temperatures. From then the food product can be served direct to the customers at this stage or can be chilled quickly to +1 degree Celsius to +3 degree Celsius and stored between 0 degree Celsius to +3 degree Celsius for a maximum of twenty-one days. That method increases the potential shelf-life of normal coo-chill in three ways: when you remove the air from the plastic bags the growth of bacteria is restricted. Because the food is cooked at pasteurisation temperatures that helps the destruction of most microorganisms and finally because the food has been sealed within the bags is protected during storage any regeneration from any contamination. Different services of Food and Beverage systems Table d’hote menus: this type of menu contains the popular type dishes and is easier to control because the price has already been fixed for whatever the customer chooses, that setting depend on the main dish chosen. The characteristics of a table d’hote menu are being a restricted menu, offering a small number of courses (three or four), limited choice within each course, fixed selling 2 / 3 price and all the dishes are being ready at a set time. A la carte menus: a la carte menu is a larger menu than a table d’hote menu and offer a variety choice. The menus are listing under the course headings and then the establishment could prepare all the dishes. Those dishes will be prepared to order and each dish will also be priced separately. A la carte menu is more expensive than a table d’hote menu because it contains often the exotic and high cost seasonal foods. Table service: the customer enters in the restaurant and takes seat, he/her makes the order from the menu and the Staff brings it to him/her. After finish dinning the staff clears the table. Sectors where there are food service industry: Bistro, Brasserie, Coffee Shop, First Class Restaurants, Cafeteria, Fast-food outlets and Licensed Bars. For all those sectors, the main aim is to achieve customer satisfaction, for that everything you do should meet the customers’ needs physiologically, economically, socially, psychologically and convenience. The Staff should have knowledge or experience in Food and Beverage service. The restaurant should have service methods and necessary staff skills. They should have a higher level of cleanliness and hygiene; have an idea of value for money or price and also the atmosphere. The staff should know how to make the preparation for service (Mis-en-place), take customer food and beverage order, clean for hygiene, and make the bill. They should control the atmosphere in order to satisfy customers’ needs. 1. 2 The factors that affect recipes and menus for specific systems The restaurant should establish a clear list of menu to inform customers what is available to them. The Staff provides a general presentation of the menu on the course headings that should be attractive, clean, and easy to read for language, price, sales mix with accuracy, show the size and form, layout of the menu, nutritional content, health and eating, and special diets (inform people who are allergic, diabetic, have low cholesterol and low sodium). Also the cultural and religious dietary influences can affect recipes and menus as well. Example Hindus, Jews, Muslims, Sikhs, Roman Catholics, Vegetarians. 1. 3 Comparison of the coast and the staffing implications POWERED BY TCPDF (WWW. TCPDF. ORG).         

What encourages customers to choose a particular type of store to patronize

What encourages customers to choose a particular type of store to patronize Introduction Rob and Pablo, the co-proprietors of SNOG (a chain of U.K. based yogurt shops), mention that the secret behind their success lies not only in the type of product they sell but rather in the way in which they make each transaction an experience for their customers.Advertising We will write a custom proposal sample on What encourages customers to choose a particular type of store to patronize? specifically for you for only $16.05 $11/page Learn More What these two entrepreneurs are referring to is the general ambiance and feel that permeates a particular store or shopping area. Studies such as those by Cadogan (2007) indicate that consumer patronage of particular retail locations is influenced not only by the products that are being sold but the experience they garner from shopping at a particular location (Cadogan, 583-604). Grunert (2012) mentions that the concept of experience has increasingly being brought to the forefront of business planning for stores, restaurants and variety of establishments due to the correlation between experience and repeat patronage (Grunert, 445-456). Creating an Experience Rob and Pablo state the following regarding what it takes to become a successful entrepreneur now we are in a recession and we see businesses that are successful; I think the one thing you see that they all have is a form of experience for their customers which is an important aspect of operations, so we made sure that there was an experience at Snog. The experience that Rob and Pablo are referring is not just the quality of the product itself but what customers feel when they enter into a particular establishment. In the case of Snog, all their outlets have a warm and friendly ambiance which is not only family friendly but actually promotes, in their words, a happy feeling for customers. For example, it can be seen that in the case of Apple Inc. (which is considered the world’s most valuable company) all their stores , no matter what country they are present in, have a stylish and ergonomic design that looks clean, modern and cutting edge which has come to exemplify the experience of buying products at an Apple store.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Based on the popularity of Snog and Apple, it can be seen that by making their store into an experience rather than just a store this helps to encourage buying behavior among their clientele and even repeat visits (Ofir and Simonson 164-174). As such, for any business that wants to increase their customer base, it is important to develop the experience their venue provides in order to appeal to consumers and create repeat business (Sathish and Venkatesakumar, 67-76). Research Strategy The research strategy for this particular paper is actually quite simple, by combining academic literature with questionnaires distributed to membe rs of the local populace the researcher will be able to determine what specific experience factors encourage consumers to patronize a given establishment. Data Availability A brief overview of various academic journal websites showed a plethora of different articles that can be utilized as references. Not only that, the general availability of various brand name stores in the general vicinity of the researcher as well as potential survey takers in the campus shows that there are numerous sources of data that the researcher can utilize. Theoretical Framework Attribution theory centers around the derived assumption of a particular individual/group of people regarding a particular process, product or service based on their experience with it. It is often used as means of investigating consumer opinions regarding a particular product and to determine the level of satisfaction derived from its use. By utilizing this particular theory as the framework for this study, the researcher will b e able to correlate the opinions of the research subjects regarding their assumptions over what practices lead to job satisfaction thus resulting improved performance and staying longer with the company.Advertising We will write a custom proposal sample on What encourages customers to choose a particular type of store to patronize? specifically for you for only $16.05 $11/page Learn More Cadogan, John. Enjoyment Of The Shopping Experience: Impact On Customers Repatronage Intentions And Gender Influence. Service Industries  Journal 27.5 (2007): 583-604. Business Source Premier. Web. Grunert, Klaus. An Integrative Conceptual Framework For Analyzing Customer Satisfaction With Shopping Trip Experiences In Grocery Retailing. Journal Of  Retailing Consumer Services 19.4 (2012): 445-456. Business Source Premier. Web. Ofir, Chezy, and Itamar Simonson. The Effect Of Stating Expectations On Customer Satisfaction And Shopping Experience. Journal Of Marketing Res earch (JMR)  44.1 (2007): 164-174. Business Source Premier. Web. Sathish, A. S., and Ramakrishnan Venkatesakumar. Customer Experience Management And Store Loyalty In Corporate Retailing With Special Reference To Sony World. Annamalai International Journal Of Business Studies   Research 3.1 (2011): 67-76. Business Source Premier. Web.

Facebook’s Initial Public Offering The WritePass Journal

Facebook’s Initial Public Offering The reasons for Facebook to go public Facebook’s Initial Public Offering ). It is clear that Facebook’s decision to go public through an initial public offering (IPO) was not the same as the common reasons of firms when they undertake the same decision, which is to draw more revenues (Palmiter, 2008). However, in the long run, Facebook also aimed to access external financing as a result of IPO (Sloan, 2012). The reasons for companies to go public beyond their need for more money are enhanced financial condition, ability to cash out, improved corporate reputation, and improved opportunity for future acquisition (Peng, 2012). The dollar objective of every company in relation to the amount expected to be raised via IPO The dollar objectives of companies entering IPOs for increased revenue purposes are to develop reserves and increase external funds (Vedavalli, 2007; Sullivan, 2007), access capital (Dana, 2004; Ernst and Hacker, 2012), improve financial condition, increase shareholder value, and improve capital to sustain growth (Ernst and Hacker, 2012). In Facebook’s case, its stock price dwindled as there were concerns about its overpriced IPO and long-term business outlook and lost around $ 25 billion in value (Kuratko, 2012). The expected use of the money raised by IPO One expected use of the money raised by IPO is retiring from debt, in which, it is necessary to pay close attention to the company’s financial data and overall growth prospects. Another is enjoyment of the proceeds by the owners of the shares, especially for the sale of secondary shares. Moreover, sold primary shares (newly created shares) from an IPO increase revenue to the companies’ accounts (Khurshed, 2011). In the case of Facebook, the company raised a large amount of money, which has amounted to $ 18 billion. In actuality, there was no increase in the number of shares it sold to the public; instead, most of the new shares were from Zuckerberg, and such was considered not a good sign (Khurshed, 2011). References Dana, L. (2004) Handbook of research on international entrepreneurship. Glos, UK: Edward Elgar Publishing Ltd. Ernst, D. and Hacker, J. (2012). Applied international corporate finance. Berlin: Verlag Franz Vahlen GmbH. Khurshed, A. (2011). Initial public offerings: The mechanics and performance of IPOs. First Edition. Hampshire: Harriman House Ltd. Kuratko, D. F. (2012) Entrepreneurship: Theory, process, practice. NJ: John Wiley Sons. Peng, M. W. (2012). Global strategy. Mason, OH: Cengage Learning. Sloan, P. (2012). Three reasons Facebook has to go public. Retrieved on December 3, 2013 from http://news.cnet.com/8301-1023_3-57368449-93/three-reasons-facebook-has-to-go-public/ Sullivan, L. R. (2007). Historical dictionary of the People’s Republic of China. Maryland: A Scarecrow Press, Inc. Vedavalli, R. (2007). Energy for development: Twenty-first century challenges of reform and liberalization in developing countries. London: Anthem Press.

Discrimination Term Paper Example | Topics and Well Written Essays - 1500 words

Discrimination - Term Paper Example In support, you can mention about the miscellaneous issues of harassment and discrimination at every stage of your career. I’ve every hope that you will be reinstated soon, with all the accrued service benefits. ****************************************************************************** Dear Sir/Madam: I would like to appeal against the order of my termination from services of Holmes Humphrey Regional Correctional Facility (HHRCF) on the following grounds. A: Highhanded and illegal action by my employer. On a cursory glance at the papers that was provided to me by the authority of the Holmes Country Board of Supervisors, shortly after the hearing that was held by (MDES) on May 21, 2012 at 3.15 p.m., I saw a hand book along with the papers, supposed to be of HHRCF. I desire to state emphatically that at the time of my appointment, or during any time during my service, the handbook was never shown to me, and I have not read and understood its contents. I have not acknowledged for having received the handbook by affixing my signature and acceptance of the terms and conditions mentioned therein and as such those rules cannot be quoted or implemented to harm my interests. Any action against me on the basis of those rules is, therefore, illegal. B: Grave miscarriage of justice through manipulated evidence: I allege that the incident supposed to have occurred on February 1, 2012 was fabricated with a pre-conceived motive to implicate me in an offence that I did not commit. How could the concerned authorities claim that I was smuggling the contraband, in the absence of lawful seizure of the same and with proper evidence? A dramatic situation was created regarding the alleged seizure of the contraband. While conducting the search at the parking lot, I was not escorted there which was my legal privilege. I would have unlocked the car for inspection by the deputy and I would have got an opportunity to remain present during the search of my mother’s vehicl e. The hidden agenda of the deputy or the authority from whom he was taking orders to implicate me was evident by the fact that on the morning of February 1, 2012 he strip-searched me and finding nothing improper in my person, he justified his action by stating that, â€Å"this is something new that we started,† and ordered me to go to work. On the morning of Feb. 1, 2012, I was searched three times and each time the deputy searched me he found nothing. The same deputy continued with his vindictive action, again searched me while working, and breached my mother’s vehicle, without my presence and without a search warrant. This was an illegal act on the part of the deputy. The amazing sequence of events to trap me continued, I was contacted over radio to report to intake. As soon as I reported, the deputy confronted me with his unilateral findings. The deputy was forcing me to confess something which was not there, and devoid of truth, and sensing the gross violation of my legal rights, I requested for an attorney. On Feb. 1, 2012, Sgt. Van Mayberry called me over the radio broadcasting, and he ordered me to report to intake so that I could be arrested, by the same harassing deputy. A false arrest warrant was issued for me by Holmes County on Feb. 2 2012, a day after the incident of Feb. 1, 2012. C. Legal assistance, when needed, was refused rendering me defenseless: Without tendering any argument or conceding my legal right for an attorney, he just â€Å"

How might ttemperature differ between urban & rural areas Essay

How might ttemperature differ between urban & rural areas - Essay Example faces such as pavement store heat from the Sun during the day, which is then released at night, keeping cities hotter for longer periods of time† (Gillette & Hamilton, 2011, p. 74). Which setting tends to be warmer on a given day and why? On a given day, therefore, it could be warmer in rural areas because heat is immediately reflected back in the form of energy; as compared to urban areas which absorb heat during daytime, but releases the heat at night. Also, are there any factors other than albedo that might affect the temperature differences between the two settings? Aside from albedo, other factors that affect the temperature differences between urban and rural settings are: â€Å"weather conditions, urban thermophysical and geometrical characteristics, and anthropogenic moisture and heat sources present in the area† (Taha, 1997, p. 99). The findings from the author revealed that the capacities of urban areas to address albedo through effectively harnessing albedo of roofing in homes and buildings, as well as in paving materials, in conjunction with efforts to plant trees enable urban areas to reverse the immense heat and could therefore have greater potentials to affect and reverse temperatures in their