Socoilogy Essay Example

Socoilogy Essay The harder you work, the luckier you become (Closer 13) is a philosophy that has exemplified the American dream for decades, also this is something one of the fast food industries founding father Carl Coacher lived by. However, looking at Carols personal success from sociological stand point it leads many to believe that other significant factors also lent a helping hand in creating Carols success. Carl was born and raised in Upper Sandusky, Ohio and was the son of a sharecropper. In the era of the Great Depression the future wasnt very bright for Karl in Ohio. The first significant break Karl got was a Job offer in Anaheim, California. Fortunately for Carl there was a large German immigrant population settled in the area where Carols Uncle Ben lived. This allowed him to work in peace in a location settled by the UK Klux Klan. With that being said simply due to Carols ethnicity he was giving an advantage. Moreover, despite Carols humble beginnings as a farmhand and an elementary school dropout he was determined to climb higher up the social ladder. Another factor that aided him in this process was the time period in which he lived. We will write a custom essay sample on Socoilogy specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Socoilogy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Socoilogy specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Southern California had birthed a completely new way of living post World War II, and this included an entirely new way Americans ate their meals. This changed way of living of course all revolved around the affordability of the automobile. Now that automobiles were available to the public at a reasonable price Americans felt a new sense of independence. This was key to Carols success he decided to capitalize on Americas love of the automobile and the laziness that came with it. He was also able to obtain a $311 dollar loan from Bank of America using his own automobile as lateral making the automobile useful to him in more ways than one. Besides great timing and wonderful opportunity, another factor which played a huge role in Carols success was the prime location of California. California was one of America fast growing and promising states, between 1920 and 1940 the population of Southern California nearly tripled. Due the east becoming more diverse and California ads promising large real estate, warm climate, and good living many Anglo- Saxon middle class Americans flocked there in hope of a new life. Sociology By Doggy

How to Conduct Yourself at Work

How to Conduct Yourself at Work Workplace success relies on much more than simply fulfilling the requirements of your job description. â€Å"Professionalism,† is a valuable trait, and its basic tenets can be applied to any job in any field. If you want to truly excel not just in your job, but also as a contributing member of your organizational culture, make these 10 simple practices part of your personal conduct code. 1. Punctuality PowerArriving on time to work and for meetings demonstrates commitment to your job. Chronic lateness, meanwhile, is a blatant show of disrespect for your coworkers, superiors and entire organization. Keep an eye on the clock both at the start of the day and during your lunch break to make sure you arrive and return on time.2. Keep It PositiveBad days. Everyone has them. But bringing your bad attitude into work not only reflects poorly on you but also accomplishes nothing. Resist the urge to take out your bad feelings on others and instead commit to check your attitude at the doo r. Focus your energy on the positives: what can you do to make a bad situation better?3. Dress for the Job You WantYou may have heard the expression, â€Å"Dress for the job you want, not for the job you have.† Even if you’re happy in your job it’s still important to look your best. This doesn’t necessarily mean wearing a suit, but it does mean looking neat, clean and well-groomed at all times. Practice good hygiene and avoid overly casual wardrobe pieces, such as shorts and flip flops.4. Lend a HandThe stereotypical â€Å"dog eat dog† office environment has been replaced by cultures which value collaboration beyond all else. If your coworker needs help with a project, offer to pitch in. Remember that the accomplishments of your colleagues also reflect well on you and your entire organization.5. Listen UpJust as you should be willing to share your knowledge and talents with your coworkers, you should be equally receptive to the contributions of oth ers. The expression â€Å"many hands make light work,† holds true in the workplace for those willing to accept the assistance of others.6. Give Up on GossipNo one expects you to like all of your coworkers, but sharing your negative opinions and personal gossip interferes with productivity. This doesn’t just pertain to talking about others, but also to talking about yourself. Being friendly with your coworkers is one thing but chronically airing your dirty laundry over the water cooler is unprofessional.7. Learn From Your MistakesIn life, no one is immune from mistakes. It’s inevitable that workplace mistakes will occur, but acknowledging your errors, making your best effort to correct them, and learning along the way can help you recover and avoid future falters.8. Stay in ControlWhen coworkers are exasperating and deadlines are intense, work can be a stressful place. Keep your temper in check during challenging situations. If you can’t control your emoti ons, walk away until you’re in a calmer state of mind.9. Understand Office EtiquetteDo you text during meetings? Leave dirty dishes in the communal kitchen? These office no-nos are disrespectful and can interfere with how you’re perceived by others. Pay careful attention to office etiquette and make sure your behavior is in line with expectations.10. Honor Your CommitmentsProcrastination is a fact or life, but in the workplace it can lead to frustration between colleagues. Follow through on your responsibilities and your coworkers will view you as reliable. Conversely, show appreciation to coworkers who do the same.11. R.E.S.P.E.C.T.Independent of level or title, every person in your workplace deserves to be treated with respect. The more respected team members feel, the better you’ll be able to communicate and collaborate for optimal results.The best part of these 10 rules of office conduct? They’re simple to execute and yet offer big rewards. For more i nformation on the 21st century job market or to sign up for job match alert visit TheJobNetwork.

An outline for my methodology chapter Essay Example | Topics and Well Written Essays - 750 words

An outline for my methodology chapter - Essay Example It is a naturalistic approach that seeks to study and develop intervention impacts in both learning and teaching, and unfolds in four phases: informed exploration, enactment, local context evaluation, and design principle development. In addition, it will offer this research study a potential for better comprehension, improved learning and practice, and generation of theory by using multiple methods, as well as ongoing assessments of change impact (Reeves, 2005). Design based research as used in this research study is important because it provides a methodology for design and assessment of ESL innovations, in this case the use of Adobe Connect. It is also iterative and systematic, which is in line with the emerging comprehension of how ESL students learn. In addition, it is based on educational situations in real life, which makes it relevant for design and teaching practitioners, such as in this study (Celce-Murcia, 2011). Finally, design-based research will also encourage the researcher to work collaboratively in the creation and assessment of what impact the solutions to the learning issues have on the students. Design-based research will act as an analytical technique set that balances interpretivist and positivist paradigms while also attempting to bridge practice and theory in ESL. Design-based research, as a combination of theory-driven learning environment design and empirical educational research, will be important in understanding the manner in which educational interventions practically work (Norwich & Ylonen, 2013). Design-based research seeks to uncover underlying relationships between practices, designed artifact, and educational theory. In aiming to explain the connections between practice, tools, and theory in ESL, design-based research has dual objectives intending to respond to the needs of the learning environment and striving to increase the researcher’s comprehension of teaching (Ellis, 2013). In

Ethical Business in the UK Essay Example | Topics and Well Written Essays - 750 words

Ethical Business in the UK - Essay Example A survey done by UK’ Institute of Business Ethics revealed that the ethical companies posted better performances when compared to those that were not. The institute made comparisons of the economic value added (EVA), price and the market value added (MVA). One of the reasons why the ethical companies outperformed those that do not be not was because of the high productivity of their employees (Palmer, 2010, 99). It is very rare that these companies lose their best workers and thus the production process flowed effectively. The other factor that is pointed out as making the ethical companies perform exemplary was due to the positive reaction to people to their products and services. In many cases, people preferred to be involved with the ethical companies that are operational in the UK. The last factor lead to the better performance of ethical companies is that highly qualified employees and executives are normally attracted to such companies. Economists argue that the focus on ethical companies came as a response to an environment characterized by aggressive enforcement. The financial crisis that took place in the UK made the ethical companies skate the financial downturn (Flynn, 2008, 121). Unlike the olden days where business leaders just rolled down their eyes on the mention of ethics, many managers recognize the role that ethics play in their businesses. Leaders who are innovative have the ability to see the connection that exists between profits and ethics. Leaders in the ethical companies have the notion that the company does not suffer any losses in the increase of resources that help it comply with the set ethical rules. People in the UK have grown frustrated by the existing tax loopholes that make the international companies avoid paying taxes or pays very little taxes as compared to the other companies. In England, a group of people took to the streets of London to demonstrate against the tax loopholes that existed in the country (Crane & Matten, 2010, 67).

Buddhism Before 1850 Essay Example | Topics and Well Written Essays - 500 words

Buddhism Before 1850 - Essay Example The three major sects of Buddhism are the Mahayana, Theravada, and Vajrayana. A schism at the second Buddhist Council in 443-379 BCE, led to the formation of the Mahayana sect. In addition to the Tipitaka, this sect also gives importance to the sutras as a precept for life and is relatively liberal in its beliefs. Emphasis is given to Bodhisattvas or living saints. At the third Buddhist Council of 247 BCE, a second schism resulted in the Theravada sect in which the Tipitaka is the main scripture. According to this school, total renunciation is the way to salvation. The Vajrayana school developed from 320-100 and is characterized by the use of mantras – incantations, and tantras – mystic symbols. In addition to the three main schools of Buddhism, there are two other contemporary lines of belief in China and Japan: Pure Land, or Jodo and Ch’an or Zen (Tamney, â€Å"Buddhism†). Buddhism spread during the reign of Emperor Asoka in 247 BCE. Asoka sent emissarie s to Sri Lanka Burma, Afghanistan and even Egypt and Greece. 65 CE witnessed the entry of Buddhism into China and Thailand. Vietnam was entered in the second century, followed by Korea in 372, Nepal in the fourth century, Java, Sumatra and Borneo in the fifth century, Cambodia in the fifth century and Japan in 552 CE. Buddhism spread to Tibet in 641 CE. In all the countries of its adoption, Buddhism experienced its highs and lows due to repression and persecution by some rulers, and violent encounters with Islam.

Career Development For Special Populations: Asperger Syndrome

Career Development For Special Populations: Asperger Syndrome To begin, I became very interested in Asperger Syndrome when I was teaching high school. One of my students had been diagnosed with Asperger Syndrome (AS) and had major issues with socialization and communication. Since this was his last year of High School, I wondered what his next step would be after graduation and what guidance (if any) he was getting from the school Guidance Counsellor in regards to career development. Asperger Syndrome is classified as an invisible disability and grouped under the umbrella of autism spectrum disorders. This research paper will be a compilation of characteristics of Asperger Syndrome, how this impacts the workforce, relationship to career theorists, and the importance of job coaches/career counsellors. INTRODUCTION: Asperger syndrome (AS) is defined as a developmental disorder that involves how the information is processed in the brain. It is often called high-functioning autism, and it is one of five pervasive developmental disorders known as the Autism Spectrum Disorders (NIMH, 2006). According to the Autism Society of Canada, approximately 15 in 10,000 Canadians have AS and it is the fastest growing developmental disorder in North America. Asperger syndrome can also be classified as a hidden disability in that it is impossible to tell that someone has the condition from their appearances alone. Compared to other types of autism, people with Asperger Syndrome have average or above average intelligence. It can also be argued that with the right amount of encouragement and proper support systems, adults with Asperger syndrome can live very meaningful, independent lives (National Autistic Society, 2009). People with Asperger Syndrome typically have extreme social deficits (Klin et al., 2000). Quite often, an individual with AS can show a wide range of behaviours and social skills, but common characteristics include difficulty in expressing feelings or emotions, developing friendships, and an inability to understand social rules and body language. Individuals with Asperger Syndrome are occasionally self-described outsider who may be unable to participate in normal social interactions because they simply lack the skills needed. Though companionship is wanted, frustration can often occur when trying to build relationships, likely because of failed attempts in the past (Klin et al., 2000). Also, gross motor skills, including posture and gait, and fine motor skills such as manual dexterity may be under-developed, making people with Asperger Syndrome seem clumsy or physically awkward (Klin et al., 2000). While there is substantial variation across individuals with regard to degree of impai rment in these areas, even slight deficits can have a significant impact on psychosocial development (K.K Higgins et al, 2008). In regards to career development, the social and communication problems inherent in Aspergers create challenges in job hunting and in sustaining long-term employment. Common social and communication problems experienced by an individual with AS include: difficulty maintaining conversations, inability to understand simple instructions and a need for a structured routine. Also, they may experience problems understanding the emotions of co-workers, and as a result, may react inappropriately. Some of these symptoms may create misunderstandings with co-workers and make it difficult for employees with AS to fit into the workplace environment. However, with this being said, people with Aspergers Syndrome can contribute greatly to their jobs and careers. Individuals with AS are often very smart, but they lack the skills required to hold a job. (K.K, Higgins et al., 2008). Many AS adults have an average to above average intelligence and because of this they are more than capable of being beneficial to the working environment. They may not be able to express themselves verbally as well as others, and may struggle with the social aspect, but much recognition can be given to their effort and work. Their precision and diligence lends itself to getting the job done right and allowing for hardly any mistakes. (K.K Higgins et al, 2008). SOCIAL SKILLS DEFICITS SOCIAL SKILLS TRAINING (SST): In the article School-to-work transition and Aspergers Syndrome, Hendricks and Wehman (2009) detail how Asperger Syndrome is a pervasive developmental disorder characterized by mainly of underdeveloped social and communication skills. As mentioned in this article, Asperger Syndrome affects the social development of a person. An indivual was AS can find it difficult to maintain proper eye contact with another individual(s) during conversation. It can be very difficult for them to distinguish between sarcasm and regular speaking, and reading nonverbal cues given off by others can be a challenge. Another characteristic of Asperger syndrome is the intense focus that people with the syndrome can bring to very specific interests or topics. This can even be accompanied by continuous talking on s particular subject without even noticing the other persons boredom or need to go somewhere. All these characteristics can make an individual feel uncomfortable in social situations, as well as make it extremely difficult to socialize within the workplace (Hendricks and Wehman, 2009). For an individual with AS, learning a new job in the work force is not the problem; relating to others is the real issue. Because of these debilitating social skills deficits; they are unable to manoeuvre social situations or understand theory of mind (Hendricks and Wehman, 2009). The social communication impairments can interfere with both job attainment and job retention. For example, most employment settings require an interview prior to being hired for employment, and this task alone involves these critical skills. Without the needed non-verbal and verbal social communication skills to appropriately interview for a job, individuals with AS will be unlikely to secure employment (Hendricks and Wehman, 2009). As mentioned above, impaired social skills are a core feature of Asperger Syndrome and while individuals with AS have preserved cognitive functioning; their social difficulties have an effect on all areas of academic, emotional and social development (Rao et al., 2008). The need for social skills training (SST) intervention is certainly warranted for individuals with AS. The following two articles take a closer look at the SST interventions available for individuals with AS: Social Skills Intervention for Children with Asperger Syndrome or High Functioning Autism: A Review and Recommendations by Rao et al. (2008) and Social Skills Training for Adolescents with Asperger Syndrome and High Functioning Autism by Tse et al. (2007). These SST interventions should be reviewed and taken into account by career counsellors/job coaches when helping individuals with Asperger Syndrome. A shared belief by both authors, that SST interventions are essential and worthwhile for individuals with AS, represents a shared theoretical perspective on successful human development. Both authors realize the importance of social skills for individuals with AS because without it they will struggle in all facets of life. Although these authors are not addressing SST interventions for the purpose of career development and success specifically, their work does lend itself to the topic. Persons with disabilities are typically confronted with a host of career development issues (Nyles Harris-Bowlsbey, 2005). One such issue is the development of social/interpersonal skills, which evidently relates to individuals with AS. This issue, like the others, requires specific career development interventions to facilitate the career development of individuals with disabilities (Nyles Harris-Bowlsbey, 2005). These SST interventions mentioned in the above articles are imperative because they sho w how SST interventions can help individuals with AS to change their self-concepts and challenge their emotional intelligence (EQ). Most importantly, the articles mentioned above validate the belief that social skills are crucial for life as well as career success. TRANSITIONS TO THE WORKFORCE: Individuals with Asperger Syndrome can find it very difficult transitioning from school to the workforce and because of that the quality of life for young adults with Asperger syndrome can quickly diminish. Leaving school and possibly their homes, tends to lead to the abrupt end of normalcy and words and employment problems can be created before the individual has even entered the workplace for the first time. With this in mind, job training and life skills programs designed for people with Asperger Syndrome are excellent ways to help a person transition from school to work and independent living. These programs address specific skills that are required for work, create job environment interaction, and provide strategies on how to deal with common workplace challenges. Some of the programs require the person to live on the premises and gradually adjust to independent living and employment. Hendricks and Wehmans (2009) article School-to-work transition and Asperger Syndrome emphasise how the transition from school services to adulthood can be particularly difficult for many adolescence with autism disorders. Although some individuals with AS are able to successfully transition, most are faced with significant obstacles in multiple areas as they attempt to negotiate their way into college, work, community participations and independent living, Hendricks and Wehmans (2009) article also contains a review of research related to the transition from school to adulthood for youth with AS in the areas of educations, employment, community living and community integration. They state that it is these key areas of the transition process that are crucial for success in adulthood (Hendricks Wehman., 2009). Community participation is also a critical component of the transition planning process. They discuss how planning must involve the entire community in which the person wishes to take part after high school and might include numerous activities, organizations, agencies an d institutions. Finally, Hendricks and Wehman (2009) detail the relation between community participation and reduction of social skills deficits. They state that community participation and includes productive engagement in these activities but, more importantly, encompasses the desired goal of integration into social networks and relationship development (Hendricks Wehman., 2009, p. 82). WORKPLACE DIFFICULTIES: In 2004, only ten years after Asperger Syndrome became recognised as its own separate disorder in the DSM, Karen Hurlbutt and Lynn Chalmers published an article titled, Employment and Adults with Asperger. In this article, Hurlbutt and Chalmers (2004) conducted a study to determine if there were certain overlapping factors which influenced adults with AS in the workplace. They concluded that individuals with Asperger could find employment but had a hard time staying employed. Often, employment is terminated due to communication problems between the employer or coworkers and the employee. Adults with AS often have a difficult time understanding social cues and non-verbal language we well as interpreting other peoples feelings. Also theory of mind is a huge problem for these individuals since there is a block which does not allow them to understand other peoples perspectives. Clearly, research as shown that the greatest difficulties faced by individuals with AS in the workplace seem to emerge from the deficits in social and communication skills. These social communication impairments can interfere with both job attainment and job retention. For example, most employment settings require an interview prior to being hired for employment, and this task alone could be very challenging for the individual with AS. Without the needed non-verbal and verbal social communication skills to appropriately interview for a job, individuals with AS will be unlikely to secure employment (K.K. Higgins et al., 2008). Hurlbutt and Chalmers (2004) indicated that frequent unemployment rates of individuals with AS arise from difficulties in the social aspect of employment but not with actual job duties (p. 218). Therefore, even when an individual with AS has the requisite job skills, is able to successfully complete a job interview, and enters the workforce, the social interacti on aspects of employment often create barriers to job retention and career advancement. Deficits in these areas can also undermine the individuals ability to adhere to workplaces rules/standards, work effectively with colleagues/supervisors, and respond appropriately to feedback. Many individuals with AS also face challenges in the workplace because of the shame associated with their disability and the associated negative perceptions of their co-workers and superiors. Problems that are likely to occur in the working environment include higher than usual tendency for the employee with Asperger syndrome to lose his or her temper, to be viewed by colleagues as arrogant, have difficulties asking for help and being assertive. In addition, many individuals with Asperger syndrome have a sensory system that makes it difficult to cope with everyday workplace sensations, such as office chatter or flickering ceiling lights (Meyer, 2001). Furthermore, the odd behaviours of a co-worker with AS can be perceived as a threat to the social climate of the workplace. For example, co-workers may feel uncomfortable if the individual with AS violates their personal space or work area and supervisors may lose their patience with the employee because he or she seems to lack understanding about common social expectations in the workplace. These reactions are likely to create a work environment where the individual with AS does not feel welcome or, in the extreme circumstances, feels unsafe (Meyer, 2001). Symptoms of depression and anxiety can be an especially concerning outcome of such negative experiences on the job (Hurlbutt and Chalmers, 2004). Undoubtedly, these workplace difficulties need to be addressed, and supports should be put into place to help aid both the AS individual and their co-workers. Compassion, understanding and being knowledgeable about this disability is key to success in the workplace. VOCATIONAL SUCCESS: To begin, in 1951, Donald Super defined vocational guidance as the process of helping a person to develop and accept an integrated and adequate picture of himself and of his role in the world of work, to test this concept against reality and to convert it into reality, with satisfaction to himself and society (Herr, Cramer, Niles, 2004). His assumption that both personal needs, values and intelligence as well as socio economic  and cultural variables (economy, family, school, community, labour market) help an individual to develop both an occupational and self. Relating vocational success to individuals with AS, their lack of social competence and self-esteem may also become a barrier to vocational opportunities (Tse et al., 2007). Individuals living with Asperger Syndrome face a number of unique challenges when it comes to their vocational success. Because this developmental disability is characterized by social and communicative deficits including problems interpreting social cue s, inflexibility and discomfort with change, and difficulty adapting to new tasks and routines (Muller et al., 2003), the social implications of the job site place great demands on individuals with Asperger Syndrome, and can be a heavy determinant of on-going or future employment. Historically, it seems that there has been a great deal research surrounding educational support needs of children with Asperger Syndrome; however, few studies have focused on the vocational characteristics of emerging adults with AS and the skills they need to thrive in the workplace. Meeting the Vocational Support Needs of Individuals with Asperger Syndrome and Other Autism Spectrum Disabilities by Muller et al. (2003) researched the perspectives of individuals with AS, and sought strategies for improving vocational placement and job-retention services for individuals in this demographic. Primarily the researchers aimed to gather information regarding the real-world employment experiences of individuals with AS; their findings were divided into three major categories including the overview of positive and negative experiences, major obstacles for successful employment, and recommendations for appropriate supports. One very useful section described ASD-specific supports, especially the need for properly educated Vocational Rehabilitation Counsellors. The participants identified four major expectations from these professionals; assistance with the job search process, on-site job-coaching, facilitation of social interactions, and mentoring services (Muller et al. 2003, p.170). Considering the vocational difficulties experienced by individuals living with AS, their overall career development is greatly impacted. As a persons career pattern is influenced by decision making style, values, life-roles and self-concepts; the social and communicative characteristics of AS are also grand indicators. Resultant dissatisfaction and perceived failure in the form of job loss and un-employment can cause great amounts of stress. The type of work in which we engage is a determinant of self-image, and when uncontrollable psychological factors influence work-success regardless of credentials and work ethic, the results can be devastating, hence the importance of vocational support and research in the area. (K.K. Higgins et al., 291). JOB COACHES CAREER COUNSELLORS: It is estimated that only 10 per cent of adults with Asperger syndrome receive support at the interview stage and around 20 per cent receive some sort of specialist support when in employment (Beardon and Edmonds, 2007). In general, it tends to be the case that adults with Asperger syndrome suffer from a lack of understanding, support, respect and appropriate services in the employment domain (Beardon and Edmonds, 2007). It is important the career counsellors understand the role of a job coach- as it may be a viable option for many individuals with AS. Also, a job coach should work very closely with career counsellors to ensure optimal success in the workplace. Communication Supports by Job Coaches of People with Developmental Disabilities is a research study completed in connection to job supports for individuals with AS. DAgostino and Cascella (2008) considered job coaches knowledge base with regards to quality communication indicators. The participant base for this study consisted of thirty-six job coaches whom were employed among older adolescents and adults with developmental disabilities (including Autism Spectrum Disorders and AS). Specifically, the researchers used a questionnaire that would identify job coaches knowledge and experience with communication supports and assessment tools. The information collected during this study revealed a number of major findings. Job coaches reported a high-degree of prior training in specific communication interventions, they could accurately define many concepts and terms associated with communication support, and were overall knowledgeable about communication and communication supports (DAgosti no and Cascella 2008). This article showed that job coaches were very successful with communication interventions and supports given to individuals with disabilities lead to a great chance of success. Career counselling and guidance can move with the changes to make a greater difference in peoples life by helping them to connect with the parts of their own lives and connect with others in community for the common good (Hansen, 2001). With this in mind, a job coach can be especially helpful to the individual with AS with identifying and remedying problematic behaviours associated with the disorder such as interacting inappropriately with co-workers, misinterpreting and responding to social cues, responding to supervision in an unacceptable manner, inability to conduct adequate self assessments of ones job performance and unintentionally violating unspoken work norms and rules (K.K. Higgins et al., 296). Also, the idea of a job coach could be very beneficial because they could support the individual with AS until the employee begins to develop natural skills on the job on their own. Like job coaches, career counselors [also] have a responsibility to help clients free themselves from negative attitudes, irrational beliefs, information deficits and low self-esteem (Herr, Cramer, Niles, 2004). It goes without saying that competent career counsellors must be good listeners, understanding, empathic towards their client and willing and able to develop trusting relationships. It is important for career counsellors to remember that one of the defining characteristics of AS is the presence of marked deficiencies in social interactions, communication, and behaviours and because of this characteristic, individuals with AS are often viewed by others as odd, or peculiar. While individuals with AS may be physically indistinguishable from their peers and have similar intellectual capabilities, deficits in social interaction, behaviour, and communication often result in the perceptions that these individuals are loners. This is why it is extremely imperative for career counsel lors to be patient and understanding of this disability. Also, Prager Freeman (1979) explain that level of aspiration is also frequently related to self-esteem, with persons of higher aspiration also persons of higher self-esteem (Herr et al., 2004, p. 177). Consequently, many youths with AS have few, if any, meaningful peer relationships which may affect self-concept and esteem. Again, it is vital to reiterate the importance for career counsellors to be patient, understanding, and accepting with their AS client while trying to raise the individuals self esteem. Without a doubt, the ability to understand why others do what they do and think the way they do is undoubtedly one of, if not the most, important traits a career counsellor should possess when working with an individual with AS. Given the right support and encouragement from a career counsellor, it is believed that individuals with Asperger syndrome are capable of negotiating key employment-related social situations, such as job interviews, team working, and the broader social con ventions of work organisations (Attwood, 2007). Essential to a process that integrates career and personal counselling is the ability to assess clients differing psychological needs and to understand how specific occupations and roles fulfill or frustrate various needs (Manuele-Adkins, 1992). Helping an individual with Asperger Syndrome involves working on their particular interests, strengths and skills, while possibly avoiding jobs that involve major quantities of social interaction. Notably, career counsellors should realize that one of the best ways for job seekers with the condition to increase their chances for successful employment is to prepare for work and to look for jobs with employers that are educated about Asperger Syndrome. Autism and Asperger support organizations can help job seekers prepare for work life and find employers who are sensitive to their needs. Career counsellors can work with these organizations if they need extra supports or resources on this disability. RELATION TO CAREER DEVELOPMENT THEORIES: Overall, the majority of influential career development theories acknowledge the massive role that social and self awareness play for successful career development. The following section will discuss how Hollands and Gottfredsons theories apply to individuals with AS. HOLLANDS THEORY: Hollands theory (as cited in Herr, Cramer Niles, 2004, p. 212) contends that individual behaviour is a function of the interaction between ones personality and environment and that choice behaviour is an expression of personality. Hollands theory of Person-Environment Interactions is also applicable to individual with AS, specifically the consideration of The Social Environment. In many regards the components of the social environment, especially the activities that inform, develop, and enlighten should be explored by support workers and employers allowing them to better accommodate workers with AS. As individuals with AS aspire to succeed vocationally in both work-skill and social-skill; awareness, tolerance, and support must be present to aid their vocational endeavours. This paired with on-going support will increase employment rates, and career satisfaction for individuals with AS (Herr, Cramer Niles, 2004). To achieve congruence in future employment, according to Holland individuals must use self-reflection to understand their personality type so that they can make an informed decision about which type of environment they feel would be best suited to them. Holland bases his theory on two beliefs. To begin he believes that individuals search for careers that will allow them to use their skills and abilities. It is known that individuals with AS are very capable employees when their skills are matched up to their employment. Second in Hollands theory is that there is a strong interaction between personality and environment which in turn affects behaviour. This must be considered for individuals with AS since they must consider employment opportunities in which they will not be forced to socialize on a regular basis. It is very important for counsellors to be aware of the importance of congruence between the environment and the personality of the AS individual in an effort to minimize any problems which may arise in work environments (Herr, Cramer Niles, 2004). GOTTFREDSONS THEORY: One of the major findings in the article Employment and Adults with Asperger Syndrome by Karen Hurlbutt and Lynn Chalmers (2004) was that AS individuals had difficulty finding work in their area of speciality and are therefore typically underemployed. This can be linked to Gottfredsons theory of compromise in that individuals were compromising on their goals and settling for occupations for which they were over-qualified. Gottfredson believes that it is important for people to understand their abilities and to be aware that they have many options and that they should not have to compromise. Individuals with AS have a great amount of self-awareness in regards of the supports they require. However, in association to theories suggested by Gottfredson these individuals may succumb to circumscription and illegitimate comprise based upon supportable vocational difficulties. These two factors occur naturally throughout career development, but for someone with AS, having to avoid a particul ar field or dream job may be a result of social pressures and expectations rather than a lack of potential, intelligence, or situational realities (Herr, Cramer Niles, 2004). CONCLUSION: The challenges faced by individuals living with AS can be staggering, but as time passes awareness is grows and support become more effective. Of course, studies will differ in perspective and depth, but the overall process is a step towards essential accommodation. At a time when career development researchers pay little attention to the career experiences of persons with disabilities (Niles Harris-Bowlsbey, 2005), the work of researchers mentioned in this paper is crucial. Considering that 18.7% of Americans between the ages of 15-64 have a disability (Nile Harris-Bowlsbey, 2005), the work of these individuals is not only crucial for people with AS but for the future of our workforce. People with Aspergers Syndrome have every right to equal treatment in the workplace. They cannot be discriminated against because of their differences. With continued hard work and help from competent job coaches/career counsellors, a person with AS can lead a highly successful life. The bottom line is that Asperger Syndrome is a condition that should not be a barrier to having a good career. Hopefully with future exploration of past and present research, supports will develop and be applied so that individuals living with AS will fulfill their vocational potential.

The Internets Accuracy and Usefullness :: Internet Research Papers

The Internet's Accuracy and Usefullness The following 15 web sites that I found on the Internet about the topic "Teenage Drinking and Driving" were given a rating between 1-5, with 1 being the lowest and 5 being the highest. I have listed these paragraphs in order with statistics being first, then prevention, and finally why teenagers drink and drive. Plus, I have an article and a book that I found on this topic. The information that I found on these web sites could be useful in writing a research paper, but I ask this question to myself: Can I find this data and information somewhere else? In my judgement when anyone is doing a research paper you can find the same data you find on the Internet in a book, magazine, or newspaper article. Although, I think that the Internet isn't very helpful in writing a research paper, some sites do have good data, but you just have to know how to find a good site. The web sites dealing with statistics were given a rate of 4 because I found them to be accurate sites for teenage drinking and driving, but you could find these sites in a book or article. The reason that I did not give them a 5 is because I did not feel that they were unique, and that you could not find them in another place. For example, in the web site called "Teenage Drunk Driving! Know the Facts!" This web site gave a lot of statistics on teenage drinking and driving, and how serious a problem it is in that specific age group (www.fugitive.com/is18.html). Another site that gave a lot of statistics was the site called "What the Research says about Youth and Drinking and Driving and Ways to Apply Research." This site gives statistics on teenage drinking and driving too, but it also talks about laws that should be passed in order to come down harder on DUI's because of the deaths that occur with these accidents (www.ncadd.com/tsra/abstracts/youth.html). The web sites in this paragraph also deal with statistics and was given a rating of 3. Although, these web sites were less accurate than the 4’s, I would probably use some of these. The first one comes from the California Office of Traffic Safety, gives statistics about Teenage Drinking and Driving in California (www.ots.ca.gov/campaign/3d98impaired.html) Next was the site from the Arizona Department of Safety, gives information on statistics of drinking and driving in Arizona compared to other states (www.

Compare and Contrast Essay on the North and South Essay

The United States before the civil war was basically split into two regions, the North and the South. These two regions had very different cultures, economics, and climates which led to different life styles and perspectives. Problems caused by the differences between the North and the South eventually led the nation into a great civil war- the bloodiest war in American history. The North and South had diverse climates and natural features. The North had mainly rocky and infertile lands with humid summers and snowy winters, so farming was difficult. Fast moving rivers and waterfalls were common in the North because of the many mountains. As a result, Northerners started to use waterpower to run factories. Meanwhile, in the South, the weather was usually hot and sunny, with lots of rainfall, making the growing seasons longer. The South’s lands were flatter than the North’s, making it a more ideal place for farming. The Northern and Southern population was very different. The Northern population between the years 1800 and 1860 increased massively. Because of the large amounts of immigrates from Europe, the North’s population increased from five million to thirty-one million. The South’s population, on the other hand, was made up mostly of enslaved Africans. By 1860, one third, out of twelve million people in the South, was slaves. The surroundings in the North and South led its citizens to live in contrasting places. In the North, the crowded and dirty cities along the Atlantic coast served as centers of trade and drew laborers to work in towns. When streets were improved and police forces were created, cities became the center of art, culture, and education. In the South, however, their economy was based on agriculture. As a result, towns were developed slower and trading centers were rarer than in the North. Read Also:  Compare and Contrast Essay Ideas Because of the climates and geography in these two regions, they developed different economies. Economy in the North was based on many different  industries such as shipping, textile, and mining. Because of coal and waterpower, manufacturing in the North developed quickly. Unlike the North’s, the South’s economy was based on agriculture. Crops such as cotton and tobacco made huge profits. Southern farmers had to use large amounts of slave labor for their plantations, so slavery was necessary to the prosperity of the Southern economy. Northerners and Southerners developed individual cultures. Cities had an important role in determining the North’s culture. New businesses brought new ideas to the North. The Northern emphasis on public education led to many schools and churches. The life in the South was really different than the North’s. The South’s agricultural system was controlled by wealthy planters who lived like the country gentlemen of England. The South had few schools or churches. Rich planters would usually hire private tutors to teach their children until they were sent to private schools. One of the few similarities of the North and South are that they both have thousands of roads, steamships, and canals. In 1850, thirty thousand miles of tracks connected far-away parts of the United States. By 1860, there were over eighty-eight thousand miles of surface roads in the North and South combined. The biggest difference between the North and the South is that the South had slavery, while the North did not. Eventually, the issue of slavery and the other differences of these two regions led to the American Civil War, which lasted for four years. However, after the civil war, the North and South, like a family, unite together and became one of the most powerful nations in the world.

Essay on Implementation of Business Ethics in the Company

Essay on Implementation of Business Ethics in the Company Essay on Implementation of Business Ethics in the Company Essay on Implementation of Business Ethics in the CompanyAn active component of organizational ethics strategy is ethical audit. It is the procedure of systematic evaluation of the companys ethical performance and programs aimed at determining the effectiveness of ethics policies. The purpose of this paper is to choose a company, to check whether this company uses ethical audit, to examine the components of ethical audit if the company does use it and to draft a new plan for establishing ethical audits if the company does not use it.The chosen company is Walmart, a worldwide known retailer operating in 27 countries (Walmart, 2014). Walmart pays significant attention to ethics and has a special Global Ethics Office responsible for promoting Walmarts integrity. Furthermore, Walmart has own code of ethics, offers ethical training and uses ethical committees responsible for resolving ethical issues and enhancing ethical decision-making in the company.There is no information pointing out at the presence of a separate ethics audit procedure at Walmart. However, there are elements of ethics audit integrated in the companys culture. First of all, Walmart has an Audit Committee which is responsible for monitoring financial performance and integrity as well as the quality of independent audit (Walmart, 2014). The Audit Committee, in particular, reviews the compliance of corporate procedures and activities with the companys Statement of Ethics (code of ethics) (Walmart, 2014). Furthermore, ethics committees also ensure that ethical standards are maintained within the company and introduce measures for improving ethical climate. In addition, Walmart has a separate responsible sourcing audit process for suppliers; in this process, Walmart ensures that supplier practices meet or exceed Walmarts ethical requirements (Walmart, 2014).Therefore, using the criteria set by Parraga (2013), it is possible to see that Walmart has all important elements of ethical audit verification of the code of ethics and its implementation in the organization, ethical orientation of groups and individuals, ethical training, use of helplines and hotlines. Walmart even manages to expand its ethical standards to its supply chain. However, it would be better for Walmart to have a separate ethics audit including the above-mentioned elements.

The Rise and Fall of Weimar and the Rise of Hitler

The Rise and Fall of Weimar and the Rise of Hitler Between World War One and Two, Germany experienced several changes in government: from an emperor to democracy to the rise of a new dictator, a FÃ ¼hrer. Indeed, it’s this last leader, Adolf Hitler, who directly began the second of the twentieth century’s two great wars. The German Revolution of 1918-19 Faced with defeat in the First World War, the military leaders of Imperial Germany convinced themselves that a new civilian government would do two things: take the blame for the loss, and persuade the soon to be winners of the war to demand only a moderate punishment. The socialist SDP was invited to form a government and they pursued a moderate course, but as Germany began to fracture under pressure so calls for a full-fledged revolution were demanded by the extreme left. Whether Germany really did experience a revolution in 1918-19, or whether that was defeated is debated. The Creation and Struggle of the Weimar Republic The SDP was running Germany, and they resolved to create a new constitution and republic. This was duly created, based at Weimar because the conditions in Berlin were unsafe, but problems with the allies’ demands in the Treaty of Versailles produced a rocky path, which only got worse in the early 1920s as reparations helped hyperinflation and impending economic collapse. Yet Weimar, with a political system that produced coalition after coalition, survived, and experienced a cultural Golden Age. The Origins of Hitler and the Nazi Party In the chaos following the end of World War One, many fringe parties emerged in Germany. One was investigated by an army man called Hitler. He joined, displayed a talent for demagoguery, and soon took over the Nazi Party and expanded its membership. He might have moved too early believing his Beer Hall Putsch would work, even with Ludendorff on the side, but managed to turn a trial and time in prison into a triumph. By the mid-twenties, he’d resolved to at least start his rise to power semi-legally. The Fall of Weimar and Hitler’s Rise to Power The Golden Age of Weimar was cultural; the economy was still dangerously dependent on American money, and the political system was unstable. When the Great Depression removed the US loans the German economy was crippled, and dissatisfaction with the center parties led to extremists like the Nazis growing in votes. Now the top level of German politics slipped towards the authoritarian government, and democracy failed, all before Hitler managed to exploit violence, despair, fear and political leaders who underestimated him to become Chancellor. Treaty of Versailles and Hitler The Treaty of Versailles was long blamed for leading directly to the Second World War, but this is now considered an overstatement. Nevertheless, it’s possible to argue several aspects of the Treaty did contribute to Hitler’s rise to power. The Creation of the Nazi Dictatorship By 1933 Hitler was Chancellor of Germany, but was far from secure; in theory, President Hindenburg could sack him whenever he wanted. Within months he had wrecked the constitution and established a powerful, gripping dictatorship thanks to violence and the final act of political suicide from the opposition parties. Hindenburg then died, and Hitler combined his job with the presidency to create a FÃ ¼hrer. Hitler would now reshape all areas of German life.

Freedom of Movement Essay Example | Topics and Well Written Essays - 2500 words

Freedom of Movement - Essay Example As Sergio Carrera (2005) suggests, "the right to move freely represents one of the fundamental freedoms of the internal market as well as an essential political element of the package of rights linked to the very status of EU citizenship." So the right to free movement is one of the foundations of the community, but there are "hidden and visible obstacles to the free movements of persons in Europe" (Carrera, 2005) that need to be considered. How many EU citizens has the free movement law enabled The last available statistics are for 1999, when the European Commission calculated that there were 2,700,000 EU Nationals (1.8% of the total workforce) working in a member state other than their own. (European, 2001) While not a massive number proportional to the total population, the migration of the workforce that these people represent are an essential part of the structure of a unified Europe. The whole question of the free movement of people within the EU is in fact part of a much broader question that has yet to be answered or even fully defined. Namely, is Europe heading towards a genuine federal unity or merely a patchwork of relationships between countries that have very close ties but which are still quite clearly separate sovereign states The basic question is, will there be a United States of Europe Until Europeans decide upon how this question needs to be framed, and in what way it will be answered, matters such as the free movement of persons will always be subject to this often unspoken but overwhelming dilemma: what is Europe As Craig and de Burca put it, "despite all the discussion in recent years of a finalite politique, this active, reflexive and constantly changing polity seems unlikely to reach a firm settlement in the near future." (Craig, 2003) This discussion will be divided into two basic sections. First the movement of EU citizens, and second, the movement of non-EU citizens throughout the community. Together with these two sections, the events of 9/11/2001 and the subsequent tightening of security throughout Europe brought about a division between "pre" and "post" 9/11. While the full connotations of the post 9/11 security measures have yet to be fulfilled, it does represent a watershed in law regarding movement. First, movement of EU citizens in the context of the Treaty and subsequent case-law. In 1997 the draft Treaty of Amsterdam was published, and it Article B gave impetus to "the abolition of internal borders between the Member States and the regulation of admission of persons through external borders." (Amsterdam, 1997) While three member states (UK, Ireland and Denmark) opted out of this provision, the European Court of Justice was given jurisdiction to interpret measures that were brought in by the European Parliament, "though with a more limited jurisdiction than in any other field of community law." (Guild, 1998) After the Treaty of Rome and subsequent Treaties that drew European countries into union, the concept of the free Movement of Persons was based upon economic policy. If there was to be free movement of trade then people needed to be included within the equation. As Jeffrey (2004) puts it, "in this context human beings were treated as being simply another economic factor within the new European market: persons were given a right to move freely within that market, but so were investments, professional services, machine tools, and cheeses."

Leadership Evaluation Essay Example | Topics and Well Written Essays - 1750 words

Leadership Evaluation - Essay Example This is just to show how different these criteria are and with them come different expectations and results. One such criterion that has stood out in the US is the Baldrige Criteria for Performance Excellence. This is the award offered under the Baldrige national quality program which is the nation’s highest presidential honor for organizational innovation and performance. Several companies have been awarded and their results have reflected their innovative attributes that were recognized under this program. One such company is the Cargill Corn Milling North America. A closer look at the company will detail how significant this award is and how leadership evaluation can be used to increase a company’s worth as well as output. The different strategies used will be highlighted and compared to the way the company has been operating since its inception in 1967. The baldrige Criteria for Performance and the Cargill Corn Milling (CCM): The criteria used by the Baldrige Progra m are mainly embodied in seven key areas. These are leadership, strategic planning, customer focus, measurement, analysis and knowledge management, workforce focus, operations focus, and results (BPEP, 2012). These areas are analyzed and assessed in that order in a way that shows their relationship. They have to look at the organizational profile since it sets the context of the way the organization operates. It is at this top spot that the guiding attributes are found, which allow one to venture into the company’s organizational performance and management system in a systematic manner. The performance system deals with different triads. First, there is the leadership triad that consists of leadership, strategic planning, and customer focus categories. If the leaders are not in touch with the way each of these three goes on, the company is likely to stagnate since operations will be stalled. The other three categories that are under the performance system include the workforc e focus, operations focus and the results category which form the results triad. These three represent the recipe towards the success of the company and should be idealized by the management to ensure each attribute is running smoothly and is devoid of any hiccups. It should represent a sure way of handling any queries that may arise and how to effectively handle them. These two triads are the core attributes that form the performance mantle. They directly link leadership to results entailing their interdependent relationship (BPEP, 2012). The system's foundation consists of the fourth category that focuses on measurements, analysis, and knowledge management. This offers the path through which innovation will take place and how crucial each attribute is towards the continuity of a company (BPEP, 2012). With CCM being in the manufacturing category, these seven attributes have to be intertwined to help achieve the best results and increase their market presence. The criterion stated a bove was applied in its entirety and the results were evident from the detailed report provided by the National Institute of Standards and Technology which oversees these awards. The company has over the past few decades been on an upward trend with its earnings after tax nearly tripling from the 2003 to 2007 financial period. They have received numerous awards for their customer relations with each individual, from top to bottom