Severe Emotional Disturbances (SED) Classrooms

Extreme Emotional Disturbances (SED) Classrooms Independent homerooms for understudies assigned with enthusiastic aggravations need to make an organized and safe condition for understudies with social and passionate incapacities to learn suitable approaches to connect with friends and grown-ups. The last objective of an independent program is for understudies to exit and join the general instruction populace in normal homerooms. Understudies with SEDs might be remembered for general training study halls with help from an extraordinary teacher. By and large, when an understudies conduct puts oneself in danger or compromises commonplace companions, they might be set in independent settings. Now and again, when youngsters have gone to the consideration of law requirement in light of rough or damaging conduct, they may come back from some type of restriction to a private program. Choices are frequently made on LRE (Least Restrictive Environment) in view of the wellbeing of the understudy, companions, and educators. Since these uncommon arrangements are over the top expensive, many school regions look to independent projects to assist understudies with Severe Emotional Disturbances return the general instruction populace. Basic Elements of a Successful Classroom Structure, Structure, Structure: Your study hall needs to ooze structure. Work areas ought to be in lines, equally separated (perhaps measure and imprint each spot with tape) and ought to be adjusted so understudies can't make faces at one another. Trust me, theyll attempt. Study hall rules and fortification outlines should be unmistakably shown. Be certain that all materials or assets are effectively accessible, and that your homeroom format requires as meager development as could be expected under the circumstances. Understudies with Emotional Disturbances will utilize honing a pencil as a chance to irritate a neighbor. Schedules: I avoid mincing words about the way that I am a lover of Harry Wongs brilliant book, The First Days of School, which spreads out approaches to make schedules for a study hall to run easily. You show the schedules, you practice the schedules, and afterward you ensure that everybody (even you) follows the schedules and executes them with loyalty. Schedules require an educator to envision the sorts of difficulties the individual in question will meet. Its shrewd for new instructors or new passionate help educators to ask a veteran extraordinary teacher to assist them with envisioning the sorts of issues that you will meet in an Emotional Disturbance program so you can manufacture schedules that will maintain a strategic distance from those entanglements. A Token Economy: A lottery framework functions admirably by and large training homerooms to compensate and fortify proper conduct, however understudies in an Emotional Disturbance study hall need progressing support for suitable substitution conduct. A token economy can be planned in a manner that interfaces it to singular conduct plans (BIP) or a conduct agreement to recognize target practices. Fortification and Consequences: An independent study hall should be wealthy in reinforcers. They can be favored things, favored exercises, and access to the PC or media. Clarify that these reinforcers can be earned through observing principles and suitable conduct. Outcomes likewise should be plainly characterized and unmistakably clarified so understudies comprehend what those results are and under what conditions they are set up. Clearly, understudies cannot be permitted to endure regular outcomes, (for example on the off chance that you run in the road you get hit by a vehicle) yet rather should encounter intelligent outcomes. Coherent Consequences are a component of Adlerian brain science, promoted by Jim Fay, co-creator of Parenting with Love and Logic. Sensible outcomes have a legitimate association with the conduct: in the event that you destroy your shirt during a tirade, you get the chance to wear my monstrous, sick fitting shirt. Support should be things that your understudies really find sufficiently significant to work for: in spite of the fact that age proper is the mantra of the day, if conduct is outrageous, the most significant factor must be that it works. Make menus of proper reinforcers from which understudies can pick. Pick or structure reinforcers that you can combine with substitution practices. For instance, a specific number of days with a specific number of focuses, and the understudy gets the opportunity to have lunch in the break room with an accomplice class. A specific number of day with a specific number of focuses may likewise procure an understudy the chance to welcome an average friend to play a game in the ED room.

Toy Soldiers Essay Example For Students

Toy Soldiers Essay Since the time the get-go individuals have been dressing in manners that describetheir social foundation, economic wellbeing, and at times even their religion. Ido not perceive any reason why this profound convention ought to be changed, tossing kids ofdifferent foundations all into the equivalent bringing together apparel. I didn't go to aschool where I needed to wear a uniform, so I don't actually have a firsthand ideaof what it resembles to wear one. I do know however, that I would feeluncomfortable. The manner in which I dress is something that I invest wholeheartedly in and put effortinto. That may sound cliché, or unusual, however I truly don't care the slightest bit! Ienjoy looking great, everyone does, anyway not every person will let it out. As asenior in secondary school I was casted a ballot best dressed, a tremendous achievement if youwent to the school that I did. The entirety of my companions, the entirety of the young ladies that I wasinterested in, and even a large portion of the educators dressed with a specific enthusiasm, thepassion to intrigue others with their outward appearance. While perusing a recentarticle in the Chicago Tribune by Lauren Waters, I found that Dr. HaroldGoldstein held similar suppositions regarding the matter of school regalia as I do. Dr. We will compose a custom paper on Toy Soldiers explicitly for you for just $16.38 $13.9/page Request now Goldstein is the school director of the Bethlehem Trinity Lutheran SchoolSystem, in Poughkeepsie, NY. Dr. Goldstein was approached to deliver a discourse for theNational Reading Council on the subject of school outfits, in the article he wasquoted as saying: In the entirety of the fifteen years I have been educating, I havenever seen a school that takes after an organization air as much as theB.T. L.S.S. From the start we accepted that the school uniform would improve academicsand increment request in the study hall, however as a general rule, we currently have an UN-spiritedgroup of kids who no longer appreciate going to their own school(Waters,121). For this situation, the school not just had a diminishing in scholastics, it wasturned into a nearly ramble like environment. I feel that if school regalia wereimplemented, this energy and want to look great would be decreased. I mean,how much control can you have with your appearance, when you are toldwhat to wear. Innovation is something that would likewise be pulverized. There wouldbe no more pioneers, or style experimentation. In this way, style would come toa complete end! Presently I realize that I am making this all solid sensational, yet Iam attempting to make a point here. Additionally, as I said in the presentation, numerous peopledress in connection with their religion or culture. On the off chance that school regalia werebrought into impact, what might befall the Jewish children that needed to wear aYamalka? Could Muslim kids wear head wraps, or could Christians even wearcrosses? This is another difficult that would emerge. Christopher Bishop, a writerfor Time Magazine, inquired about having school garbs in severalTexas state funded schools. Religious administrator found the most serious issue was for the kids ofthe Middle East, who couldn't wear their conventional wraps and culturalrobes. .. .as a rule the kids had to simply up and changeschools, and move to various community(Bishop, 77). Children would continually betrying to press somewhat more opportunity out of the framework. Where do you draw theline? What's going on with kids dressing in all dark with fishnet following ontheir arms? As I would see it, nothing, it is simply extraordinary. Let messes with expressthemselves. Let the Indians wear their full body sheets, and the cattle rustlers weartheir larger than usual belt clasps. The childs dress isn't whats causing theproblem; it is their childhood. The last issue that I see with schooluniforms, or map book the last one I can consider, is cash. .u65b1d373e5387ea92ffaf22667c25582 , .u65b1d373e5387ea92ffaf22667c25582 .postImageUrl , .u65b1d373e5387ea92ffaf22667c25582 .focused content territory { min-tallness: 80px; position: relative; } .u65b1d373e5387ea92ffaf22667c25582 , .u65b1d373e5387ea92ffaf22667c25582:hover , .u65b1d373e5387ea92ffaf22667c25582:visited , .u65b1d373e5387ea92ffaf22667c25582:active { border:0!important; } .u65b1d373e5387ea92ffaf22667c25582 .clearfix:after { content: ; show: table; clear: both; } .u65b1d373e5387ea92ffaf22667c25582 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; murkiness: 1; change: darkness 250ms; webkit-change: mistiness 250ms; foundation shading: #95A5A6; } .u65b1d373e5387ea92ffaf22667c25582:active , .u65b1d373e5387ea92ffaf22667c25582:hover { haziness: 1; progress: obscurity 250ms; webkit-change: mistiness 250ms; foundation shading: #2C3E50; } .u65b1d373e5387ea92ffaf22667c25582 .focused content region { width: 100%; position: relat ive; } .u65b1d373e5387ea92ffaf22667c25582 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; content enrichment: underline; } .u65b1d373e5387ea92ffaf22667c25582 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u65b1d373e5387ea92ffaf22667c25582 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; fringe span: 3px; box-shadow: none; text dimension: 14px; text style weight: striking; line-stature: 26px; moz-outskirt range: 3px; content adjust: focus; content improvement: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u65b1d373e5387ea92ffaf22667c25582:hover .ctaButton { foundation shading: #34495E!important; } .u65b1d373e5387ea 92ffaf22667c25582 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u65b1d373e5387ea92ffaf22667c25582-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u65b1d373e5387ea92ffaf22667c25582:after { content: ; show: square; clear: both; } READ: Kant: The Universal Law Formation Of The Categorical Imperative Essay I don't have thefaintest thought how a few people can see school garbs as being less expensive. It isnot like the children are going to wear those terrible things all over the place. What kind ofsocial outsider is going to wear blue pants and penny loafers to make a move onthe end of the week? Guardians are as yet must fork out cash for regularclothes. Additionally, what happens when an article of the uniform gets tore, torn, orstained? There goes a bundle more cash for substitutions. In an ongoing shaft takenin New York of 1,000 guardians who needed to wear school outfits before and arenow confronted with problem of sending their kids to class that has uniforms,78% said that they would not be supportive of placing their children in regalia. Thebiggest reason was seen as due to cash issues. I can perceive how somepeople would decide in favor of school regalia, yet I despite everything don't figure it would be anintelligent decision. The negatives welcomed on by having school garbs outweighpositives by a long shot. For what reason do we want to make everyone appear to be identical, weare not, and from various perspectives. Leave the uniform to the military, not the homeroom.

How Not to Fail College Test

How Not to Fail College Test 5 Ways Not to Fail College Test Home›Education Posts›5 Ways Not to Fail College Test Education PostsCollege test is one of the most difficult tasks during the whole year. It is highly important not to fail college test as this may lead to bad consequences. A lot of students are nervous before exams as they are not prepared to it. They are afraid of tests since during the year they laze around. But students should work hard and find time for studying since exams are around the corner.For this very reason, qualitycustomessays.com offers 5 useful ways not to fail college test:• Make notes. Students should always make notes during class. Professors give useful information during lectures which will then be in exams. That is why, don’t be lazy to take some notes.• Be attentive during class. Questions and tasks which will be in the test are always explained during classes. Pay attention to the professor’s words as this will help you to be more prepared and know more informatio n during your exams. This will reduce time for preparing for the test.• Do all assignments. If you write all papers and do all needed assignments during the year, this will help you during test. Doing all tasks greatly increases your chances to receive a good grade during exam.• Review information a day before the test. A day before the test, read all your notes again, this will help you to remember all essential points. It is very important to review the information as you will easily remember those points which you read yesterday.• Relax during test. Don’t be nervous during exam. When people are nervous, they forget important things. Take your time, pull yourself together, and everything will be alright.Consider these recommendations and don’t forget that college is a place where you should study. If you study during the year, you won’t have to worry about the tests.

The Slavery Of The North And South - 949 Words

No one issue can be claimed as the dominate issue that produced The Civil War. The war was caused by many disputes such as sectionalism, expansion of slavery, and abolitionist. Although there were many issues some were consider to be much more influential than the others. These include sectionalism and the expansion of slavery. The North and South could not seem to stop arguing over the expansion of slavery to the west as well as their many differences in other areas. The southern economy being primarily agricultural did not allow for much social mobility. The southerners also lacked in areas such as industrialization. Northerners were sickened by the lack of industrial expansion and believed the lack of social mobility in the south was caused by slavery. These economic differences helped the beginning of the split that would lead to the Civil War. After the Louisiana Purchase in 1803 growth in the America’s heightened and it was clear that the issue of slavery would come up once again. Congress needed to form a practical guide to the expansion of slaver into the newly gained western territory. National Debate was sparked once Missouri applied for statehood as a slave state, but luckily congress agreed upon a series of arrangements called the Missouri Compromise. In 1820 congress agreed that Missouri could join the states as a slave state as long as another state, Maine, was admitted as a free state. This agreement allowed for the balance between slave and free states toShow MoreRelatedNorth and South on Slavery1040 Words   |  4 PagesThe North and South have very different views on slavery. This has lead to lots of tension and fighting. When people were first settling here they had slaves. It has been going on for almost 100 years. Starting around the Revolutionary war the North became opposed to slavery. They had le ss use for them as time went on. The South, on the other hand, felt they needed slavery. They had to harvest tobacco and cotton as fast as possible. They knew they couldn’t do it themselves so they bought lots ofRead MoreSlavery Issues Of Slavery Between North And South848 Words   |  4 PagesSlavery Issues The issues of slavery between North and South was indirectly the cause of the beginning of civil war. Since the North changed their minds about the black population, they had a difficult time with the South, with they believe that Africans had to serve white people. So the problem between the North and South wasn’t something new, it was happening since the government was trying to prevent spread out of the slavery across America, as a result, South started to create, manipulate, andRead MoreSlavery in the North and South of the US Essay588 Words   |  3 PagesSo many people wanted slaves, especially in the South. They had more farms than they could handle on their own. Northern owners wanted them because they would have to do less work. Very few owners treated their slaves nicely and paid them to do work around the house. They would not be treated like family but would get treated a whole lot better than your â€Å"typical slave.† Those kinds of circumstances occur red more in the Northern states than the Southern states. Most slaves lost contact withRead More Antebellum Slavery: The Great North-South Divide781 Words   |  4 Pagesperiod began, the American Nation was divided into the North and South by many issues but most economic issues arising from western expansion and slavery. While the North had abolished slavery, the South insisted on slavery for the cultivation of their cash crops especially cotton. The south had religious and racial justifications for the institution of slavery and even went so far as to proclaim slavery was for the slave’s own benefit. The North, motivated by the second Great Awakening however, hadRead MoreThe Slavery Of The North And South Between 1700 And 17991072 Words   |  5 Pagescountries including America, most of the nations incorporated provisions for slavery within their structure of governance. As slavery took roots in the North and South between 1700 and 1799, it influenced political, social and economic structures of the two regions throughout the 18th century. Towards the end of 17th century, European masters embarked on granting independence to their colonies. As the European colonies in the North gained independence, residents of the independent states acquired cheapRead MoreEssay about Why Slavery Prospered in the South but not in the North1162 Words   |  5 PagesSlavery prospered more in the South than in the North. Many have wondered why this occurred. This happened for several reasons. To begin with, the South needed additional workers to operate their farms and plantations. Another reason they had slaves was to increase the size of their military force. Last but not least, they didn’t feel that African Americans were entitled to human rights. Based on these items, the Northerners did not share the same view on slavery as the Southerners did. Most of theRead MoreSlavery Was An Institution That Caused By The North And South Of The United States1531 Words   |  7 Pages Slavery was an institution that caused much division between the north and south of the United States back in the 1800’s that instigated many political, economic and moral fights between northern abolitionists and southern slaveholders. The system was established on the basis of economic profits, cheap labor, and morality of â€Å"saving† Africans from their previous lifestyle. The Southern states were notorious slave-holding states, while the North contained few, but far, slave-holders. Despite theRead MoreThe Election Of 1848 And Emerging Sectional Divide Between The North And The South Over The Issue Of Slavery1708 Words   |  7 PagesSemester Long Research Paper The election of 1848 revealed and emerging sectional divide between the north and the south over the issue of slavery. The was the 16th presidential election held on November 7, 1848. Zachary Taylor, who was a member of the Whig party won over Martin Van Buren of the free soil party. Slavery was defined as a legal or economic system in which principles of property law were applied to humans allowing them to be classified as property, to be owned, bought and sold accordinglyRead MoreSectional issues leading up to the Civil War, how the North South and West felt about states rights, tariffs, western land policy, mexican war, secession and how all these linked back to slavery.1364 Words   |  6 PagesAmerica. Not only did this war bring an end to slavery but also paved way for numerous social and political changes. The country had already been torn by the negative trend in race relations and the numerous cases of slave uprisings were taking their toll on the country s political and so cial structure. The country was predominately divided up into 3 sections, the North, the South, and the West. Each of these groups had different fundamental interests. The North wanted economies depending on farming, factoriesRead MoreEssay on Emancipation1140 Words   |  5 Pagessociety between the North and the South. The war divided the country between the North (Union) and South (Confederate). There were many factors that led to the war and the chief ones were political, social, and economic differences between the North and the South. Slavery was a major issue that triggered the American Civil War. Basically the South wanted and needed it and the North did not want it at all. The South was going to do anything they could to keep it. Slavery and slave trades had

The Great Leader Was Martin Luther - 1251 Words

â€Å"There is strength in numbers† (Mark Shields). This well-known quote emphasizes the importance of working together. However, â€Å"strength in numbers† would never be achieved without a great leader. Great leaders are the basis for success in all aspects of society because without someone to lead, plans cannot be executed and ideas remain mere thoughts in people’s minds. One such great leader was Martin Luther, a German theologian, who is credited with beginning the Protestant reformation. Part of the reason why his name is so readily associated with the reformation is because he had the courage to create change. Luther was not the first to have radical ideas about reforming the Roman Catholic Church: there must have been others who loathed indulgences or were cognizant that the papacy often corrupted its power. However, Luther was the one to gather his ideas and stand up against the Church, for the sake of Christianity and its followers. Even though he ofte n faced the threat of harsh consequences, he never recanted his teachings or gave up hope. Despite encouraging mass violence, Martin Luther should be known as a great leader since he reformed the Roman Catholic Church and helped make Christianity more accessible to the common people. The greatest aspect of Martin Luther’s legacy was his reformation of the Roman Catholic Church. At the time, the Church played an essential part in society and had more power than the state, unlike today. Reforming the Church would have been aShow MoreRelatedMartin Luther King Qualities1327 Words   |  6 Pagesmade Martin Luther King to become a great leader in civil rights movement. Martin Luther King was a social activist and Baptist minister who led the civil rights movement from the mid-1950s to 1960s. According to the website called Martin Luther King Jr.-Biography, Martin Luther king was graduated from high school when he was fifteen. After getting his B. A. Degree from Morehouse, the B. D. from Crozer and then he got his doctor’s degree from Boston University. This shows that Martin Luther KingRead MoreDr. Martin Luther King Jr., A Political Icon Essay1441 Words   |  6 Pagescome variously to be called great or brilliant because they and their accomplishment s have forever changed society and the world. Dr. Martin Luther King Jr. was one of those individuals. Martin Luther Kings contributions to history place him in this inimitable position. One of the great figures in the march of human history, Martin Luther King Jr., like Gandhi before him, lived by a heroic credo of non-violence. More than two decades since his death, Martin Luther King ideas; his call for racialRead MoreTransactional Leaders : Transformational Leaders1140 Words   |  5 PagesA Prominent Leader Throughout history, there have been many great leaders. Each of them had/has their own leadership style, which made them a prominent leader. According to Smith (2008), â€Å"not all good leaders are the same because they each possess a different characteristic, which makes them the great leader that they are/were. We might say that each is an excellent leader with certain characteristics that make them so, however, when we compare those characteristics with the characteristics ofRead MoreTaking a Look at Lutheranism1032 Words   |  5 Pagesexplain the Lutheran Church and how it came to be. Martin Luther, a German monk, known to many as the â€Å"Father of Reformation† did not initially or intentionally, start the Lutheran religion. However, his teachings became the cornerstone of what is known today as the Lutheran Religion. Marting Luther was born in Germany in 1483, became a monk, got ordained in 1507 then began to teach at the University of Wittenberg. Even though Martin Luther was ordained in the Catholic Church he became torn as someRead MoreTransformational Leadership : The Most Important Aspect Of Management1088 Words   |  5 PagesTraditional vs. Transformational Leadership Many leaders from history have the label of charismatic, intellectual and inspirational. Leadership is labeled as the most important aspect of management because leadership what defines a well-balanced and managed organization. Leaders influence groups to reach and achieve goals that the organization has set into action. Transformational and transactional leadership are the two most prominent leadership theories. This objective of this paper is to defineRead MoreDr. Martin Luther King Jr. Essay871 Words   |  4 Pages Dr. Martin Luther King Jr was born in Atlanta Georgia on January 15, 1929. His parents were Reverend Martin Luther King Sr. and Alberta Williams King. Dr. Martin Luther King Jr. and his siblings were guided by the spiritual teachings from their father and attended public schools in Atlanta during their childhood. King and his nine siblings grew up in a financially secure middle class family. They received a better education than the average child of their race, King noticed this and it influencedRead MoreEssay on Leadership Skills of Dr. Martin Luther King, Jr.823 Words   |  4 PagesDr. Martin Luther King, Jr. Abstract This paper will analyze and study the legacy of Dr. Martin Luther King and how leadership skills helped him in accomplishing his goals. The characteristics that made Dr. King a great leader will also be addressed. By studying great leaders, insight can be gained into what qualities they possess. Dr. Martin Luther King, Jr. Dr. Martin Luther King, Jr. was a vital figure of the modern era. His lectures and dialogues stirred the concern and sparked theRead More America Needs Moral Leadership to Bring Justice to an Unjust World1061 Words   |  5 PagesBirmingham Jail,† Martin Luther King says that â€Å"Injustice anywhere is a threat to justice everywhere . . . Whatever affects one directly, affects all indirectly† (143). Everyone wants to be treated fairly but there are places in the world where atrocities take place which impact the entire world, such as the persecution of Tibetans in China, the threat of terrorism to Western countries and racism in America. However, often from turmoil rise great leaders, such as the Dalai Lama and Martin Luther King, whoRead MoreEssay on Martin Luther King: A True Leader944 Words   |  4 PagesMartin Luther Kind: A True Leader Do you think Martin Luther King deserves his reputation for being a great leader of the Civil Rights movement? What were his strengths and weakness? Overall, what is your verdict? Dr. Martin Luther King’s actions during the Civil Rights movement of Read MoreWhy Black Activists Rejected Martin Luther King and Follwed Malcolm X730 Words   |  3 Pages Two main black activist leaders of the early 1950s were Martin Luther King and Malcolm X. Today, both of these men would be remembered as great leaders.However, these two men had totally different approaches towards meeting the same main goal. Both Martin Luther King and Malcolm X fought for civil rights; however Malcolm X also wanted to have a separate black society whereas Martin Luther wanted the integration of white people with black people. Malcolm X

A Framework for Pursuing Diversity in the Work Place Free Essays

Case Analysis A Framework for Pursuing Diversity in the Work Place By Dr. Thomas Delong and Mr. Michael Brookshire Group Dynamics for Teams (HRDV 5560) Instructor: Dr. We will write a custom essay sample on A Framework for Pursuing Diversity in the Work Place or any similar topic only for you Order Now Innocent Nkwocha April 23, 2007 Team One Members: Alisha Carlton, Saundra Carr, Jeanna Dixon, Shereka Rhett, Sara Young Case Analysis A Framework for Pursuing Diversity in the Work Place Comprehend the Case Situation Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization.The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents.It is important to note that discrimination in hiring generally precludes diversity, however, lack of diversity does not necessarily indicate discrimination. Identify the Problem/Formally State the Problem The federal law on discrimination has had legislative amendments since 1870 to the U. S. Constitution. Race was eliminated as a voting barrier (by the Fifteenth Amendment), gender in 1920 (Nineteenth Amendment), and class in 1964 with the prohibition of poll taxes (Twenty-Fourth Amendment). However the United States government did not officially outlaw discrimination in the workplace until the Civil Rights Act was passed in 1964.Since 1964, other laws were passed prohibiting overt discrimination. In 1965, President Lyndon B. Johnson signed an executive order requiring federal contractors to use affirmative action for minority employees. Affirmative Action is defined as an active effort to improve the employment or educational opportunities of members of minority groups and women. Later moves extended affirmative action to federal and state agencies. The federal affirmative action law has had several battles in the legal arena since 1978 (Regents of the University of California v. Bakke).The most recent being the Supreme Court interpretation of the constitutionality of affirmative action in 2003 in cases on the University of Michigan undergraduate and law programs. With this ruling, the court interpreted affirmative action as a means to a positive end not only for minorities but also for the organization in question. The Supreme Court also asserts that a diverse population benefits all members of an organization in a way that a non-diverse population would not. This far reaching standard has significant implications for business leaders and for their organizations.The team agrees that conceptualizing the effects of diversity will involve a change process. With the organization realizing change as ongoing and change in any part of a system eventually will affect all of its parts. There is a need for new approaches to influence policy toward diversity with organizational structure and communication. Policy will need to be reviewed for diversity in training programs, hiring and promotion patterns, and identifying and removing obstacles which may impede the attainment of diversity goals and objectives of the organization.The three main business rationales for having a diversity program will be reviewed and presented in this case study as first steps in pursuing diversity in the workplace: a. attraction and retention of employees, b. customer and supplier relationships, and c. workgroup performance. The most prevalent issue identified and should be addressed first is attraction and retention of employees. One must keep in mind that for any diversity effort to succeed, a substantial diversity effort requires senior management support, a vested champion, and a long payback period. Generate AlternativesThe scope of this case study will be comprised of overriding themes that emerged from discussion with team members after reviewing Dr. Delong and Mr. Brookshire’s paper. The overriding themes that emerged from these discussions are attraction and retention of employees, customer and supplier relationships, and workgroup performance. Some obstacles that are associated with these overriding themes when pursuing diversity in companies’ efforts are gender, race/ethnicity, sexual orientation, age, and ability, and an accumulation of disadvantages. These obstacles have led to failure for some diversity programs.Their failures are attributed to explicit and implicit biases and barriers to change. Also, pursuing diversity can entail significant up-front implementation costs in time and effort. Commitment of senior management is needed to have a viable diversity program. Processes that produce outcomes for women and minorities are similar in some ways – and in other ways they are different. There are non-conscious hypotheses that entail expectations or stereotypes associated with members of a group that guide perceptions and behaviors that influence the judgments of group members as well as non-group members.Gender and race influences group members’ expectations about how they will be judged. There are stereotypes about different social groups that vary along two dimensions: ocompetence (e. g. , skillful, competent, confident, capable, efficient, and intelligent) owarmth (e. g. , friendly, well-intentioned, trustworthy, ware, goddgood-natured, and sincere) Research has shown that these stereotypes in social groups are widely culturally shared. Both men and women hold stereotypes about gender, both whites and people of color hold them about race, and people are often not aware of them.These stereotypes are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, time pressure, and lack of critical mass. Hidden bias can cause hidden barriers. The hidden barriers are the subtle, day-to-day, small, trivial, and/or isolated behaviors that have a cumulative effect which distorts the playing field, conferring advantage on some while disadvantaging others. These barriers can be erected by individuals, either intentionally or unintentionally.They can also result from skewed/unfair organizational practices and will undermine a system in which the talented are chosen and moved ahead on the basis of their achievement. Examples of hidden barriers: †¢Using assumptions or stereotypes to guide an organizationsorganization’s decisions and interactions. –We can’t put Cynthia on that project – what would happen if the client were to find out she’s a lesbian? †¢Hiring and firing based on comfort and familiarity rather than credentials and experience. –We’ve got to hire John; he’s perfect for the job. He went to school with my sister; she said he’s great. Evaluate Alternatives and Select One By any reasonable definition of diversity, there are twotoo few women and minorities at major organizations to achieve and maintain diversity in their workforce. The situation differs across fields and departments and the impact of diversity obstacles is greater for race and gender. Overt gender and race discrimination is now very rare, but it is still an issue. There has been considerable progress within the last 20-30 years, but it has been painfully slow, especially for women and African Americans.The playing field is still not level. Therefore, It is important to consider carefully differences between gender and race/ethnicity, and their combined effects (e. g. , for women of color). After extensive research for strategies to address pursuing diversity in the workplace several alternatives were discussed by the team. After a lengthy discussion, three alternatives were identified as critical for a successful diversity program: employee attraction and retention, ? , and ?. The first alternative formulated is employee attraction and retention.The team recommendations are to conduct a study of the experiences of individual people of color, and women within the workplace culture. There are growing numbers of women who have earned undergraduate, graduate, and professional degrees. More and more of these well-qualified women have sought to pursue their calling in corporations and academic settings. It has been documented that gender and race biases influence group members’ expectations about how they are judged. These stereotypes are often widely culturally shared by both men and women, both.Both whites and people of color hold them about race, and. Most people are often not aware of them. They are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, and time pressure. These stereotypes can affect evaluations (evaluation of resumes, evaluation of job credentials, evaluation of minimum standards vs. ability, and letters of recommendation) concerning race and gender. It is important to note that gender and race problems result in biased evaluations for members of both groups.These biased evaluations have important consequences that accumulate over time. The National Academies (2006), Beyond Bias and Barriers, reported that, â€Å"Although scientists like to believe that they â€Å"choose the best† based on objective criteria, decisions are influenced by factors – including biases about race, sex, geographic location, and age – that have nothing to do with the quality of the person or work being evaluated. † In essence, these problems affect the careers of women and under-represented minorities.Companies seek excellence and diversity by retaining over 60% of the population, gain valuable contribution of the whole population, support diverse teams that produce better solutions, provide diverse experiences, and to be fair and equitable. The companies rea lize that by excluding women and male minorities, they are excluding the majority of people from their pool of applicants and employees. Diversity matters to companies because it opens up the environment for a wider range of people, skills, talents, and perspectives.More perspectives are taken into account in devising solutions to problems. When diversity is incorporated into the policies and procedures of an organization fewer things are taken for granted and more things are questioned. This strategy will address the under-representation of women and minorities with recruitment and retention. The company should begin this process with recruiting and retention strategies such as: †¢Recruit for diversity and excellence †¢Review search committee composition (Include people who are committed to diversity and excellence. †¢Job definition (Work with a single search committee for all positions, to allow opportunities for people with unusual backgrounds to emerge. ) †¢Advertisement (Consider advertising in venues that reach women and minorities (special subgroups of professional organizations, focused co nferences and workshops, etc. ) †¢Active recruiting (Ask employees who nominate candidates to identify other very strong candidates in the field, including women and minorities.Consider women and minorities who may currently be under-placed: those thriving at less well-ranked institutions. ) †¢Interviewing tips (Bring in more than one female and/or minority candidate: this disproportionately increases the likelihood that a woman and/or minority will be hired. Provide information about family-leave policies to all candidates. ) †¢Promote awareness of the issues (Encourage inclusion of women and minorities in the companies social life (lunches, conferences, etc. ) and decision-making of the departments) How to cite A Framework for Pursuing Diversity in the Work Place, Papers

Diagnostic Indicator Diversity Management-Myassignmenthelp.Com

Question: Discuss About The Diagnostic Indicator Diversity Management? Answer: Introduction Diversity in a workplace or organization refers to the difference in mindsets and work culture of the people in the organisation based on the differences in their age, personality, education, gender, race, religion, tenure, cultural beliefs, and more. In the global business age transcending borders and developing a diverse workforce is imperative for organisations to succeed and gain a competitive edge in the business world. Managing the demographically diverse workforce in the best interests of the organisation is one of the key challenges confronting the managers today (Boehm, and Dwertmann, 2015). This essay will discuss the studies carried out in the three research articles to measure the effects of variables that help in marketing the effects of workplace diversity among the people on the well-being, social-integration, and the other performance related-variables and how the managers in an organisation can lead and manage a diverse workforce effectively. This essay will also dis cuss the diversity mindsets as the moderators of the relationship between performance and diversity. Articles Overview The authors of the three articles mention the benefits of having a diverse workforce and the key issues and challenges that the organisations are facing in managing and leading the demographically diverse workforce effectively for better organisational performance. However, while diverse workforce is definitely a big asset to the organisations today with new ideas, creativity and innovation lending the company a competitive edge, the same diversity in teams can lead to dysfunction in organisations because of the communication barriers due to the diverse demographic backgrounds of the team members (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). Therefore, the management in modern day organisations have a challenging task to lead a diverse workforce in a manner that solicits the positive aspects of diversity and eliminate or mitigate the negative impacts of the diverse workforce. The managers are also faced with the task of identifying the attitudes, beliefs, climate, and the other factors which can help in enhancing the positive effects of diversity and eliminating the harmful effects of diversity like intergroup bias and interpersonal tension at the same time (Shaban, 2016). The diversity mindset theory proposed by the authors tries to understand and moderate the relationship that exists between effective performance and diversity of workgroups (Knippenberg, Ginkel, and Homan, 2013). Method of Analysis The authors Guillaume, et.al, use the CEM or Categorisation-Elaboration Model to explain the elements that work to moderate the impact of workplace diversity on the facets of performance, social integration, and the outcomes related to well-being (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). In the second study the author Shaban discusses how two specific leadership theories can help in enhancing the positive performance of the diverse teams and help the managers in leading the diverse teams effectively within their organisations (Shaban, 2016). In the third article the authors Knippenberg et. al., propose the use of three mindsets of accuracy, sharedness, and the awareness of the sharedness, as moderators in the relationship between performance and diversity (Knippenberg, Ginkel, and Homan, 2013). The three papers have used qualitative and secondary research to support their arguments and findings. Research Findings The authors Guillaume et.al. surmised in their study that social integration and performance of the individuals could be enhanced with the help of positive intergroup interactions and contacts. They also surmised that individual differences play the role of key moderators in demographically diverse group members (Brunow, and Blien, 2014). In the second article, the author Shaban proposes that using theories like the LMX theory and the Hills leadership model can help the managers in an organisation understand the diversity challenges and the differences in the culture and ethics of the different members of the teams (Lunenburg, 2010). The leaders can use this understanding of the individual differences to discern the means that can capitalise the diverse viewpoints, skills, and backgrounds to maximise the productivity of the team (Northouse, 2015). In the third study the authors Knippenberg et. al. have put forward propositions based on the diversity mindsets that can help in providing a better understanding of the perplexing questions related to workforce diversity and performance benefits. While developing diversity mindsets the organisations should look at diversity as a source of information which can help in providing elaborated team information that result in performance benefits (van Ginkel, and van Knippenberg, 2012). Another key feature is that leadership in an organisation today has a crucial role to play in understanding and developing the right diversity mindsets, therefore, organisations need to develop their HR practices to develop an understanding of the diversity mindsets (Hajro, Gibson, and Pudelko, 2017). Critical Analysis The CEM Model describes the diversity as the differences between the people on any attribute or feature that can lead to the perception that one person is different from the other individual. According to the CEM model diversity works in two ways, the processes of information-elaboration and the processes of social categorisation that may result in intergroup bias (Joshi, Liao, and Roh, 2011). To moderate the impact of the workforce diversity on the overall organisational performance, diversity-management and growth-oriented strategies may help in promoting the concept of a greater value-in-diversity. This would help in facilitating the relevant information flow and which would, in turn, result in informed decision-making and promoting innovation (Podsiadlowski, Grschke, Kogler, Springer, and Van Der Zee, 2013). However, the innovation and creativity of the groups involved in complex task performance are dependent on the task-specific knowledge associated with demographic diversity. Therefore, principles of CEM can be used to augment the performance on innovative tasks to provide the right training for team building and leadership practices. Another crucial element that can help in positively augmenting the workforce diversity is the reduction of uncertainty between the demographically dissimilar groups in their interactions with one another (Patrick, Kumar, 2012). The individual perceptions of the people on their attitude towards diversity, learning goal inclinations, and other personality oriented variables like openness have a positive impact on the workforce diversity (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The research also highlights that in managing the workforce diversity leadership has a very crucial role to play. The leaders are the key players in creating the work environment where the benefits of a diverse workforce may multiply to benefit the organisation. The leaders need to be more inclusive and participative in their approach towards the demographically different workgroups, display individual consideration when required, offer inspiring suggestions, and motivate the employees to complete their tasks in an efficient manner. On the other hand, leaders who display outward biases in their interpersonal relations with the team members they lead, undermine the positive workplace conditions for accruing the diversity benefits (Ali, Kulik, and Metz, 2011). The LMX theory of leadership promotes distributive and equal justice, therefore, this theory will help the leaders in focusing on adopting a fair and equal approach while dealing with all their followers and team members. The theory works on a simple principle that employees and workers who work more efficiently and productively will be rewarded more than the others who do not. Therefore, leaders while selecting the in-group members should avoid all the biases related to age, religion, gender, race, ethnicity and other such factors in their decision-making. The LXM theory would provide the outline to the leaders to evaluate the members of their team in a fair and just manner and the guidelines mentioned in the theory will help the leaders in eliminating the biases while taking their decisions which will help them in managing the diverse teams in a more efficient and effective manner (Lunenburg, 2010.). On the other hand, the Hill Model approach for team leadership would help the leaders in identifying and assessing the problems of the team and taking timely and suitable action to mitigate those problems. Due to the differences in cultures, values, and traditions the diverse members of a workforce may face multiple numbers of problems while working with dissimilar people and the Hill Model provides an insight into the functional leadership role (Northouse, 2015). The leaders play a decisive role in monitoring the workgroups and teams to ensure effective productivity and this involves taking a decision whether the leaders should involve themselves by intervening in solving any kind of relational or task-oriented issues. While task oriented issues are related to planning and application, the relational issues are related to problems arising due to lack of cohesion, interpersonal conflicts, communication barriers among team members. The leaders also have to decide whether the problem c an be solved by internal intervention or an external intervention from outside the teams scope (Patrick, and Kumar, 2012). However, there is a lack of clarity on the diversity-mindset concept as there is very little research done to shed light on what actually must be done by the diversified workgroups to reap the benefits of this diversity (Guillaume, Dawson, Woods, Sacramento, and West, 2013). One of the principal aspects of the diversity mindsets is that every team has a specific nature and there cannot be a universal or one-size-fit-all approach that can be applied to all diversified work groups (Tisserant, Lorraine Wagner, and Barth, 2012). However, there are core characteristics which are common to mindset accuracy like promotion-focused goals, exploration focused goals, and procedural knowledge of the team related diversity which can serve as a useful source of information (Guillaume, Dawson, Woods, Sacramento, and West, 2013). To prevent miscommunication and coordinate the efforts of the team in the same direction, it is very important that there should be a similarity in the mental representations of the members of a diversified workgroup or team. Therefore, in the presence of accuracy of mindset, a sharedness or similarity of the mental representation works to enhance the team task performance. Diversity mindsets can have a more emphatic impact as a moderating influence on the work teams if they are shared by a larger number of the team members, as this will facilitate coordinated actions and prevent miscommunication. However, one of the big drawbacks in the propositions suggested by the authors is that many of the conceptual frameworks proposed her have yet to be tested in an empirical analysis (van Ginkel, and van Knippenberg, 2012). Similarities and Dissimilarities in the Authors approach The three articles emphasise the importance of leadership in developing the positive environments to manage the growing diversified workforce in the organisations effectively. The cultural differences represent one of the basic attributes to study and analyse the workforce diversity and the ways to shape it positively (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The three articles also emphasise that task-oriented knowledge, leadership strategy, and HR practices all have to work together to create an atmosphere where diverse workgroups can thrive and contribute positively to the organisation (Patrick, and Kumar, 2012). The authors Guillaume et.al., stress on the elements of uncertainty reduction in workplaces among members of diverse workgroups, information-elaboration, and self-enhancement as the tools to improve the social integration, work performance, and the well-being of the people. On the other hand, the author Shaban emphasises on the leadership and training aspects to deal with the issues and challenges facing the organisations in growing diversified workplace environment (Brunow, and Blien, 2014). While the authors, Knippenberg et al., stress on the fact that a better understanding of the concepts of diversity and a favourable perspective in the mindset of the people about working in culturally diverse teams can result in the people associating and embracing the concept of diversity in a more positive manner (Boehm, and Dwertmann, 2015). Conclusion The organisations in the global business scenario need to devise approaches and strategies to harness the power and influence of diversity in giving the business a distinctive competitive edge in the market and to prevent organisational dysfunction from arising due to lack of cohesion between inter cultural workgroups. While research till now has been focused on the concept of preventing the negative outcome of cultural diversity in workplace, the future research should aim to develop concepts and approaches that can steer the influence of diverse cultural mindset towards innovation and ingenuity, that is beneficial to the individuals, team, and the organisation as a whole (Guillaume, Dawson, Woods, Sacramento, and West, 2013). References: Ali, M., Kulik, C.T. and Metz, I., 2011. The gender diversityperformance relationship in services and manufacturing organizations.The International Journal of Human Resource Management [Online],Volume 22, (Issue 07), pp.1464-1485. Available from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2011.561961 Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices.Work, Aging and Retirement [online],Volume 1, (Issue 1), pp.41-63. Available from: https://academic.oup.com/workar/article/1/1/41/1664799/Forging-a-Single-Edged-Sword-Facilitating-Positive Brunow, S. and Blien, U., 2014. Effects of cultural diversity on individual establishments.International Journal of Manpower [Online],Volume 35, (Issue 1/2), pp.166-186. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/IJM-08-2013-0199 Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior [Online],Volume 38, (Issue 2), pp.276-303. Available from: file:///C:/Users/sony/Downloads/Article1bylecturer.pdf Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology [Online],Volume86, (Issue 2), pp.123-141. Available from: https://onlinelibrary.wiley.com/doi/10.1111/joop.12009/full Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness.Academy of Management Journal [Online],Volume 60, (Issue 1), pp.345-372. Available from: https://amj.aom.org/content/60/1/345.short Joshi, A., Liao, H. and Roh, H., 2011. Bridging domains in workplace demography research: A review and reconceptualization.Journal of Management [Online],Volume 37, (Issue 2), pp.521-552. Available from: https://journals.sagepub.com/doi/abs/10.1177/0149206310372969 Knippenberg, D., Ginkel, W.P. and Homan, A.C., 2013. Diversity mindsets and the performance of diverse teams.Organizational Behavior and Human Decision Processes [Online],Volume 121, (Issue 2), pp.183-193. Available from: https://www.sciencedirect.com/science/article/pii/S074959781300037X Lunenburg, F.C., 2010. Leader-member exchange theory: Another perspective on the leadership process.International journal of management, business, and administration [Online],Volume 13, (Issue 1), pp.1-5. Available from: https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Leader-Member%20Exchange%20Theory%20IJMBA%20V13%202010.pdf Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Available from: https://books.google.co.in/books?hl=enlr=id=TuyeBgAAQBAJoi=fndpg=PT18dq=P.+Northouseots=myRHsG4MXlsig=uwEOXIcC23snp7Dgah_7FToZbtA#v=onepageq=P.%20Northousef=false Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open [Online],Volume 2, (Issue 2), pp. 346-351. Available from: https://journals.sagepub.com/doi/abs/10.1177/2158244012444615 Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal [Online],Volume 56, (Issue 3), pp.782-804. Available from: https://amj.aom.org/content/56/3/782.short Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations [Online],Volume 37, (Issue 2), pp.159-175. Available from: https://www.sciencedirect.com/science/article/pii/S0147176712001162 Shaban, A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in Management.Procedia-Social and Behavioral Sciences [Online],Volume 230, pp.76-84. Available from: https://www.sciencedirect.com/science/article/pii/S1877042816311119 Tisserant, P., Lorraine Wagner, A. and Barth, I., 2012. The propensity to discriminate: a diagnostic indicator for diversity management.Equality, Diversity and Inclusion: An International Journal [Online],Volume 32, (Issue 1), pp.36-48. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/02610151311305605?journalCode=edi Van Ginkel, W.P. and Van Knippenberg, D., 2012. Group leadership and shared task representations in decision making groups.The Leadership Quarterly [Online],Volume 23, (Issue 1), pp.94-106. Available from: https://www.sciencedirect.com/science/article/pii/S104898431100171

Understanding a Criminal Battery Charge

Understanding a Criminal Battery Charge Battery is any unlawful offensive physical contact with another person, with or without his or her consent. The contact does not have to be violent for the crime of battery to take place, it can be merely any offensive touching. Unlike the crime of assault, battery requires that actual contact is  made, while assault charges can be brought with only the threat of violence. Basic Elements of Battery There are three basic elements of  battery that are generally consistent among most jurisdictions in the U.S.: The defendant had offensive physical contact with the victim.The defendant is aware that their actions will result in offensive touching.There was no consent from the victim. Different Types of Battery The laws regarding battery vary from state to state, but many jurisdictions have different classifications or degrees of the crime of battery.   Simple Battery Simple battery generally includes all forms of contact that are non-consensual, harmful or insulting. This includes any contact that results in injury or non-injury to the victim. The battery is not criminal unless willful intent to inflict an injury or another unlawful act on the victim exists. For example, if a neighbor becomes angry at another neighbor and purposely throws a rock right at the neighbor resulting in injury and pain, then throwing the rock could result in criminal battery charges. However, if a neighbor is cutting their grass and a rock hits the blade and spins out and hits their neighbor causing injury and pain, then there is no willful intent and there would not be grounds for a charge of criminal battery. Sexual Battery   In some states, sexual battery is any non-consensual touching of the intimate parts of another person, but in other  states,  a sexual battery charge requires actual oral, anal, or vaginal penetration. Family-Violence Battery In an effort to cut down on  domestic violence, many states have passed  family-violence  battery laws, which require that cases of family violence be adjudicated whether the victim decides to press charges or not. Aggravated Battery Aggravated battery is when violence against another person results in serious bodily injury or disfigurement. In some states, aggravated battery can be charged only if the intent to do serious bodily harm can be proven. This includes a loss of a limb, burns resulting in permanent disfigurement, and the loss of sensory functions. Common Defense Strategies in Cases of Criminal Battery No Intent: Common strategies used in criminal battery cases include the most defense which is to prove that there was no intent to cause harm on the part of the defendant. For example, if a man rubbed up against a woman on a crowded subway in a way that the woman felt was sexual in nature, the defense could be that the man did not intend to rub up against the woman and only did so because he was pushed by the crowds. Consent: If consent can be proven, sometimes referred to as mutual combat defense, then the victim may be considered as being equally responsible for any injuries that resulted.   For example, if two men get into an argument in a bar and agree to take it outside to fight it out, then neither man can claim that their injuries were a result of criminal battery if they both agreed to participate in what could be viewed as a fair fight. There may be other criminal charges that apply, but probably not criminal battery. Self-Defense: If a defendant can prove that bodily harm inflicted on the victim was a result of the victim attempting to cause bodily harm to the defendant first and the defendant protected themselves  within what would be considered reasonable, but resulted in the victim being physically harmed, then it is likely that the defendant would be innocent of criminal battery. The key to this defense is that the self-defense was reasonable. For example, if two women were riding on a bus and one woman began harassing the other woman and then began hitting the woman in an effort to steal her purse, and the woman reacted by punching the attacking woman in the nose, causing her nose to break, then the woman that was first attacked used reasonable self-defense  measures and would likely not be found guilty of criminal battery.

The Best Strategy to Cure Your Marketing Team Collaboration Woes

The Best Strategy to Cure Your Marketing Team Collaboration Woes Marketing teams have it tough. You’re one of the few departments that are expected to have a pulse on what every other department in the company is up to. From sales to support you need to be plugged in to understand what’s working, what isn’t, and how to improve. BUT, how are you supposed to master cross-department collaboration when your own marketing team is struggling to collaborate amongst themselves? Wouldn’t it be nice if everyone on your team, regardless of specialty, knew what was on tap and how they could contribute to each other’s success? Yes, it would. Contrary to popular belief, it’s not impossible. Here are the best, best practice tips for improving your marketing team’s collaboration. The Best Strategy to Cure Your Marketing Team Collaboration WoesWhy It’s So Hard for Marketing Teams to Collaborate Silos are a big problem for marketing teams. We’ve got Content Marketing, Public Relations, SEM, Social Media, Marketing Automation, the list goes on. And each of these specialties has their own sub-department, which makes collaboration even more challenging. If you’re a Marketing Manager, you’re painfully aware that these silios cause major problems. Poor collaboration is likely causing†¦ †¦ missed deadlines †¦ underperforming campaigns †¦ last minute fire drills †¦ and tension between your team members. However, there is hope. With a bit of bravery, leadership, and a solid strategy in place, you can overcome these silos and start collaborating better. How to Improve Your Marketing Team Collaboration It’s clear that  *a lot* of marketing teams struggle to stay on the same page. But what are you supposed to do about it? *A lot* of marketing teams struggle to stay on the same page. Heres how to fix it.Set Clear Goals Wait†¦ what? You’re probably a little confused since this is a post about marketing team collaboration, not one about KPIs. But hear me out on this one†¦ You’d be surprised how many marketing teams have conflicting goals and no idea how their individual KPIs fit within the company’s wider strategy. In fact, 29% of respondents included in this study  said they found no clear relation between their role and the overarching company strategy. Each team/individual should undoubtedly have their own KPIs, but there should be clear and consistent communication regarding how these are all working together towards a common goal. Here’s an example: Company’s main goal:  $50 million in sales by 2020 Public Relations goal: Reach 2 million people per month Content Marketing’s goal: Bring in 10,000 prospects per month Paid Search goal:  $5 $8 ROAS Marketing Automation goal: Convert 15% of prospects into customers Simply giving everyone a clear idea of where the company is heading and how each team’s KPIs help contribute can lay the foundation for good collaboration. Sometimes it helps to have a visual to get everyone on the same page. Here’s an example of how everyone’s goals fit into the marketing funnel and contribute to the company’s overall goal. Improve Communication Research  shows that improving your team’s communication can increase productivity by a whopping 25%. Improving your team’s communication can increase productivity by a whopping 25%.Sounds great, right? But communication barriers are one of the biggest hurdles for any team to overcome. Why is communication so challenging? Here are a few theories Firstly, marketers rely on outdated technology like spreadsheets to manage project plans, due dates, and tasks. These spreadsheets spiral out of control and leave you wanting to wipe the slate clean and start fresh†¦ so you do. And it works for a while, but the spreadsheet inevitably returns to mass chaos. Secondly, each team has hacked together a way to manage their own projects without a central, cross-team tool. This exacerbates the silo effect. Responsibilities and daily tasks become murky because they are managed across multiple tools. No one knows what they should prioritize nor when things are due. And there are a ton of meetings to try to figure it all out. (Fun fact: An astonishing 62% of marketers say wasteful meetings get in the way of their work.) Yikes. So how can you improve the communication of your marketing team?

The Evolution of Technology Essay Example | Topics and Well Written Essays - 1000 words

The Evolution of Technology - Essay Example In the early 1990’s Internet has revolutionized the world. Communication is being made at the speed of light. E-commerce is the result of the Internet. Instead of outdoor shopping, many people are purchasing goods through the Internet. Human beings are different from another animal, that’s why they are called as social animals. This is because they can think and most importantly can communicate easily with each other. To reduce the gap between geographical areas and the curiousness of man to know what’s on the side has made him invent different things.Thousands of years ago they started communicating with each other. In 3500BC alphabets were invented in the written form. This helped in the introduction of postal service. This way communication between different parties was made. But for long distances it became difficult.The Chinese invented paper and the book came by 100AD. Slowly all the writings were entered into the books. Books were best for storing informat ion for a long time without causing much damage. Newspapers were introduced into the Europe by 1450AD. Newspapers were the best way to know about the issues happening nationwide. Joseph Henry invented the first telegraph in 1831. With the help of telegraph, information was passed much quicker compared to others in those times. The biggest invention of the 19th century was the telephone. Nowadays we can’t imagine the world without a telephone. Slowly one after the other motion picture, the radio, television, computers, etc., were invented.... With the help of telephone communication between people became much faster. Nowadays we can't imagine the world without a telephone. Slowly one after the other motion picture, radio, television, computers, etc., were invented.In early centuries transportation was carried out with the help of bullock carts, horses and other means. For short distances they were effective but were not that much of help for long distances. Slowly as the centuries gone by many different transport systems were invented and introduced into the market. Ships, trains and automobiles revolutionised the transport system. Long distance travelling was made safer and much better than the earlier ones. Ships and trains were not only used for transporting passengers but also used for transporting large cargo. These transporting systems were very much comfortable to the passengers. Biggest achievement during industrial revolution was the introduction of trains. Railroads played major role for the success. Many railroads were laid across different countries. With invention of steam engine trains were travelling at much higher speeds. Long distances were covered in short periods. Nowadays bullet trains were introduced. They travel at a speed of more than 400 km/h. Here space was covered at fast pace. We could say that time and space was collapsing. One of the biggest inventions of 20th century was the aeroplane. The Wright brothers were the first to invent it. Slowly after making many modifications it was used for transportation. To be airborne an aeroplane has to travel at a speed of more than 90 km/h. Now jumbo jets are used for transporting people. A single jumbo jet can transport more than 300 passengers. And these can move more than 1000 km/h. Concorde can

Assessing risks arising from contamination of the aquatic environment Essay

Assessing risks arising from contamination of the aquatic environment with Bt toxin from GM corn (maize) crop litter in the USA - Essay Example (National Agriculture Statistics Service, 2009) Hypothesis: To find out the impact of BT toxins on the aquatic environment if used without extensive risk assessment. What is the first impression you get when you hear the term, â€Å"Genetically Modified Food†? In recent years, speculation has renewed over the full effects, and possible consequences of genetic modification of organisms for the production, and augmentation of human food supplies. It is worthwhile to identify the specificities of the techniques involved to produce BT crops, as well as other biotech innovations. To understand potential environmental and biological risk factors involved we must delve into precisely what does and does not occur with genetically modified crops. This study will explore techniques involved in producing genetically modified foods, their importance to agriculture, and the nature of the BT molecule/toxin. In addition, two other research projects will be summarized which explore possible s ide effects of BT toxin dispersing into the environment, as well as the frequency of that dispersal in the water table. BT technology must be a subject of discussion, both due to the popularity of this technique, by which pesticides can be incorporated directly into plant tissues constitutively – and the possible far-reaching ramifications of such an inclusion. Both of these studies focus on corn/maize due to its prevalence – but virtually any vegetable that has utility for humans is a possible target for genetic modification, in the interest of greater profit towards an increase in the human food supply. GENETIC MODIFICATION Genetically modified organism(GMO): An organism is "genetically modified", if it’s genetic material has been changed in a way that does not occur under natural conditions through cross-breeding or natural recombination. Bacillus thuringiensis (Bt) is a spore forming bacterium that produces crystals protein (cry proteins), which are toxic to many species of insects. (University of California San Diego) GM crops are made using technology which allows Bt toxins to be introduced into crops, making them resistant to pests. For centuries, human beings have attempted to incorporate desired traits both in animals and plants of human utility. Selective breeding has been employed to both as a means of eliminating undesirable traits, such as excessive ferocity in certain breeds of dogs, and greater sugar content as well as size increases for fruits and vegetables. Using ancient techniques agriculture was limited to working within a single species in order to identify desirable, and undesirable traits - and then through successive generations to concentrate those virtues within the species that proved of highest economic benefit to humanity. Or as the case may be, to winnow out those traits that ran counter to human interests. Genetic modification broadens the set of tools available to agriculture, agribusiness, and eventually to animal husbandry. What if we were not limited by the genes within a single species? What if it were possible to use genes from virtually any species and incorporate them into crops? Perhaps the particular globular proteins present in a deep-sea fish which

Research on the aims and purposes of counselling

Research on the aims and purposes of counselling Counselling is an interactive learning process contracted between the counsellor and the client. The overall aim is to provide the client with the opportunity to work in self defined ways, towards living in more satisfying and resourceful ways as individuals and as members of the broader society [Hough 1998]. Clients need to feel safe and secure for them to explore and develop an insight to their issues and concerns. For the clients to explore and resolve their issues with the counsellor a strong therapeutic alliance based on trust, empathy, congruence and unconditional positive regard needs to be established. The counselling environment needs to be comfortable and well suited to a range of client types so that the client can feel safe. Making a therapeutic contract, setting goals and targets, discussing confidentiality issues can help the client feel safe. This essay will discuss the aims purposes of counselling in some detail, followed by the importance and benefits of a safe counselling environment for the client in his or her exploration. Some limitations of the counsellor will be discussed and finally, referral issues will be considered. The European Association for counselling [in Hough 1998] defines counselling and its aims and purposes in the following way: Counselling is an interactive learning process contracted between the counsellor and the client, be they individuals, families, groups or institutions, which approach in a holistic way, social, cultural economic and / or emotional issues. Counselling may be concerned with addressing and resolving specific problems, making decisions, coping with crisis, improving relationships, developmental issues, promoting and developing personal awareness, working with feelings, thoughts, perceptions and internal or external conflict. The overall aim is to provide clients with the opportunities to work in self defined ways, towards living in more satisfying and resourceful ways as individuals and as members of the broader society Further detailed aims and purposes of counselling as defined by McLeod [2003] are: Insight, relating with others, self awareness, self acceptance, self actualization, enlightenment, problem solving, psychological education, acquisition of social skills, cognitive and systematic change, empowerment, restitution, Generativity and social action. Insight refers the acquisition of an understanding of the origins and development of emotional difficulties, leading to an increased capacity to take rational control over feelings and actions. Relating with others means becoming better able to form and maintain meaningful and satisfying relationships with other people: for example, within the family or workplace. Self-awareness allows a person to be more aware of thoughts and feelings that had been blocked off or denied, or developing a more accurate sense of how self is perceived by others. Self-acceptance is important for the development of a positive attitude towards self, marked by an ability to acknowledge areas of experience that had been the subject of self-criticism and rejection. Self-actualization or individuation, a core impetus of the person centred theory allows the client to move in the direction of fulfilling potential or achieving an integration of previously conflicting parts of self Enlightenment is helpful in assi sting the client to arrive at a higher state of spiritual awakening. Problem-solving implies finding a solution to a specific problem that the client had not been able to resolve alone. Psychological education will enable the client to acquire ideas and techniques with which to understand and control behaviour. Acquiring social skills is related to learning and mastering social and interpersonal skills such as maintenance of eye contact, turn-taking in conversations, assertiveness or anger control. Cognitive change is also one of the aims of counselling. Cognitive change refers to the modification or replacement of irrational beliefs or maladaptive thought patterns associated with self-destructive behaviour and Behaviour change which is the modification or replacement of maladaptive or self destructive patterns of behaviour [McLeod 2003]. Person centred counselling focuses on the client. In person centred counselling, the counsellor does not direct or in any way manipulate the couns elling it is all about empowering the client to find and choose the best way forward Creating a warm and safe physical environment is an essential stepping-stone to building a strong therapeutic alliance. Paying attention to meeting, greeting and seating are all helpful in helping the client to feel safe. For counselling to be effective, the counsellor needs to work at building a relationship. This is very important especially in the early stages when the client may be feeling vulnerable and insecure, and bearing in mind that it is usual for the client to meet the counsellor on unfamiliar territory for example the counsellors consulting room. Striving to keep the room neutral, in other words free from personal belongings such as books, ornaments and family photographs, is a positive step that counsellors can take to reduce the equality gap [Sutton Stewart 2002]. Sutton Stewart [2002] writes that barriers such as desks should also be avoided, and chairs should be uniform and placed approximately three to four feet apart and slightly at an angle. Being in direct eye contact with the counsellor can leave some clients feeling very uncomfortable or embarrassed. Sutton Stewart [2002] mentions other details of the room for example, a small clock needs to be positioned where the counsellor can glance at it, and attention should be paid to the lighting, and room temperature. A box of tissues placed where the client can easily reach them is a must, and a vase of fresh flowers or a potted plant can add a touch of warmth and colour to the setting, and reflect something of your personality. With the clients permission, the counsellor may tape the sessions and this should be set up ready to use. However, it should be pointed out that emotional barriers are far more potent that physical ones. Even if all the physical surroundings are perfect, the client still might not feel at ease if the counsellor and client are not in rapport. Sutton Stewart [2002] argue that addressing clients by their first name can go a long way towards helping them feel comfortable and accepted. Introducing yourself by your first name can help to break down the barriers of inequality. However, do not assume that because you are feel comfortable being on first name terms that all people are. Ask the client how they want you to address them. The counsellors opening sentence should be empathic and your posture should demonstrate to the client that you are ready to listen: Some clients who seek counselling have been badly let down, hurt or abused by other people, and trust may therefore be a major issue. Trust is something that has to be earned by the counsellor and it can be hard work. However, developing the skills of active listening; accurate, sensitive responding; reflecting feelings; empathy; genuineness; and demonstrating that you are fully present for the client can help to establish a solid foundation of trust. Indeed, the more t he counsellor invests in the relationship, the stronger the trust and bond grows between client and counsellor. Trusting the counsellor will help the client feel safe and will aid him or her in self exploration and insight. Establishing clear boundaries [the ground rules for counselling] is another important stepping stone to building the therapeutic alliance and helping the client feel safe. Boundaries may include agreement over such things such as the duration of counselling, length of counselling sessions, limits of confidentiality, appropriate touching, number and duration of phone calls, sending and responding to emails, or strategies for managing episodes of self-harm or suicidal thoughts. The terms on which counselling is being offered should be made clear to clients before counselling commences; These may be agreed verbally, or they may be set out in a formal written contract between counsellor and client, and signed by both parties. Subsequent revision of these terms should be agreed in advance of any change. Clear contracting enhances, and shows respect for, the clients autonomy [Sutton Stewart 2002]. A contract helps to ensure the professional nature of the relationship and may, in addition to the ground rules already mentioned, include: Venue, fees, frequency of sessions, how counselling will be evaluated, process of referral, if and when necessary, broad details of the counselling relationship, duties and responsibilities of each party, details of the counsellors supervision, goals of counselling, means by which the goals will be achieved, the provision and completion of homework, the setting of boundaries and expectations, the terms of the therapeutic relationship, provision for renegotiation of contract [Sutton Stewart 2002]. It is important to end sessions on time. This helps the client feel safe. When a session is nearing an end, it can be helpful to say something like: We have about 10 minutes left of this session. Perhaps it would be helpful to summarise what we have talked about today. It can often prove beneficial to let your client summarise what has been discussed during the session. Something like, What will you take away with you from today? helps the client to summarise. Your closing sentences need to be clear, and should indicate that its time to end the session [Sutton Stewart 2002]. Just as a safe environment is important for the client to explore and share his or her issues, a strong therapeutic relationship based on trust, empathy and unconditional positive regard is as important. The counsellor must unconditionally accept the clients as whom they are in order for a trusting relationship to establish. Empathy and understanding is shown through careful listening. Egan [1986] explains the importance of empathic listening and says that a helper cannot communicate an understanding of a clients world without getting in touch with that world through empathetic listening. Therefore empathy centres on the kind of attending, observing and listening. Rogers defines empathic listening in the following way: It means entering the private perceptual world of the other and becoming thoroughly at home in it. It involves being sensitive, moment by moment, to the changing felt meanings which flow in this other person, to the fear or rage or tenderness or confusion or whatever he or she is experiencing. It means temporarily living in the others life moving about in it delicately without making judgments [Rogers p142 in Egan 1986 p88]. Limitations to the counsellor Counsellors face limitations in their profession as well as during the therapeutic process. Sometimes, the practitioner may feel a strong urge to help the person, by listening to their story and perhaps trying to help them to come to terms with what has happened. This is a very caring response, but there are times when it may not represent the best course of action. If a person has been assaulted in childhood, the resulting sense of lack of trust, and perhaps self-hatred, may permeate many aspects of the persons life. Talking through all of that may take a long time, may involve strong emotions, and requires a great deal of persistence and consistency on the part of the counsellor. Any practitioner faced with such a situation needs to consider whether they are capable, in terms of the time they can give, and their confidence and competence as a counsellor, to accompany their client on such a journey. Starting on such a journey, and then pulling back, clearly has the potential for hur t. At the same time, ignoring what the client has said about their abuse, for fear of getting in over my head also has the potential for hurt or harm [McLeod 2007]. Another set of issues around counsellor competence arises from what might be described as temporary impairment. For example, a counsellor who has recently experienced the loss of a close family member is unlikely to be much help to someone with a bereavement issue. A counsellor who is burnt out, stressed or tired is unlikely to be in a good position to offer ongoing help to someone. Being aware of ones limits as a counsellor is very important in these regards [McLeod 2007]. Counsellor competence, ability and experience are clearly some main limitations. A counsellor will be trained and experienced in psychodynamic or couple counselling but may not be able to help with a client suffering from recurrent depression or any other psychological problem, which is why counsellors need to have a list of contact to refer the clien ts should they need to. Referral issues There are specialist agencies working in the areas of mental health, marital distress, eating disorders, sexual abuse, and many others. If the counsellor cannot help a particular individual, he may refer them on. There may be various reasons for referring on. It may emerge that someones problem would be better addressed through couple counselling or in group therapy. It may become very clear that the client wants a particular kind of therapy. The counsellor may think of a colleague whose experience and/or orientation closely matches the needs of the client. The counsellor may feel that a counsellor of the opposite sex, or someone older, or someone who can speak another language may be more appropriate for the client. For example, the client may have clear signs of an obsessive-compulsive disorder, and the counsellor may realize that medication and behaviour therapy may be appropriate for the client than psychodynamic counselling. A woman client may tell the counsellor that she is being beaten by her husband and the counsellor may suggest that she seeks a refuge. Since some people perceive counselling as a kind of befriending; the counsellor may have to refer this kind of person on to a befriending scheme. Some people, on the other hand, may be afraid of doctors and believe that counselling is what they need. The counsellor may have to encourage t hem gently to see a doctor [perhaps helping them to explore their fears but without trying to substitute for medical attention]. A client may not be able to afford services for very long and the counsellor may not offer a free counselling service [Dryden 2006]. In all of the mentioned circumstances, the client may be referred to an appropriate agency Being willing and able to refer individuals to other sources of help is an essential competence for any practitioner who is offering counselling. McLeod [2007] mentions some reasons why referral would be important the client may be referred if he or she needs more time than the counsellor is able to give or more frequent meetings; is primarily looking for practical information and advice, rather than an opportunity to talk things through; describes problems in living that the counsellor believes are beyond his or her capacity to work with; might gain a lot from making use of a specialist agency where there are practitioners available who have a wealth of knowledge and experience in relation to the type of problem the person has described; is involved in a prior relationship with the counsellor that would be incompatible with the creation of a secure and confidential counselling space [McLeod 2007]. When the counsellor is aware of his or her own particular strong feelings in the counselling situation, this may indicate feelings that the client has difficulty recognizing or dealing with, or the feelings may belong to the counsellor. The counsellor may need to work through his or her own issues and may need to refer the client on. Another reason why the client may be referred is because of avoiding dual roles and relationships. Dual relationships occur when counsellors assume two [or more] relationships simultaneously or sequentially with a client. Dual relations can be exploitative and do serious harm both to the client and to the professional. For example, becoming emotionally or sexually involved with a current client is unethical, unprofessional, and illegal. Forming dual roles and relationship is harmful as there is a potential for misusing power, exploiting the client and impairing objectivity. Therefore if the practising counsellor is in another relationship with the client, the counsellor will refer the client to another counsellor [Corey G 2009] McLeod [2007] also mentions the important aspects of referral. The key steps in the referral process, for a counsellor, are: [1] knowing what alternative resources are available; [2] engaging the person in a discussion around the possibility of seeing someone else; and [3] making the referral and managing the passing over stage. This essay has attempted to discuss some important issues in counselling and psychotherapy. The aims and purposes of counselling have been discussed including empathetic listening and its importance. The counselling environment must be safe for the client to feel comfortable in exploring and reflecting on his or her personal issues. Not only physical safety is important, psychological and emotional safety is also very important. For example, the counsellor must strive to develop a therapeutic relationship with the client based on trust, empathy, warmth and support conveying the core conditions. Limitations to the counsellor or indeed to its process is related to counsellor competence, how much is the counsellor is experienced, emotionally and educationally, to help and assist the client is a major issue. If circumstances occur when the counsellor is not competent, or the type of psychotherapy the counsellor is offering is not suited for the client the counsellor needs to refer the cl ient to an appropriate agency.

Benefits of holistic food and alternative medicines

In order to maintain our total health (physical, emotional, spiritual), we need to become flexible at tall times and adapt to the various changes around us. Each day has its particularly rhythms in terms of sunrise and sunset. Assuming responsibility for the food we put into our bodies is a primary concern—where it is grown, whether it has been sprayed with pesticides, as well as preparation and combination with other foods. Each of us requires particular nutrients at different times.To follow any one diet, such as a Raw Food Diet or Macrobiotic Diet, is to shift responsibility to another human being—the responsibility for tuning in to our own physical vehicles and determining our individual needs, regardless of what is in vogue at the time. Introduction More and more Americans are looking to alternative health care for their own health problems. This is also known as holistic or unconventional medicine. (Complementary and Alternative Medicine). There is a great differe nce between needs and desires when it comes to food. What we desire may not always be best for our bodies.If we can distinguish between the two, we can balance ourselves accordingly. There are several ways of determining an individual’s nutrition needs. Laboratory blood tests and hair analysis may or may not be helpful in determining vitamin and mineral deficiencies. The taking of the pulses in Oriental and Ayurvedic medicine, along with facial diagnosis, studying the tongue, and the iris of the eyes, are all excellent ways of diagnosing what is happening in the body. , More moderate diets than simply raw foods or Macrobiotics work for most people.Whole grains are very grounding and contain most of the B-complex vitamins and other nutrients. Most people do well eating a whole-grain cereal or the whole grains themselves in the morning. This is because the grain is a complex carbohydrate and takes about eight hours to break down in the body. This process of breaking down helps keep the blood sugar up. Whole-grain breads are okay but do not have as many nutrients as the grains themselves. Vegetable maybe added to the grain; proteins like eggs, tofu or fish may also be eaten with the grain for a more substantial meal.Those with low blood sugar do well it they have some protein in the morning. As was mentioned previously, certain metabolic types that tend to accumulate mucus function better on a very light breakfast of vegetable juices or cooked vegetables or fruit (Kulvinskas 1975). The midday meal should be the largest meal, but this is not always possible for many people who work and bring their food to the office or have to eat at a restaurant. Midday meals should include some vegetables, whether in the form of soups, steamed, or raw in salads. Certain metabolic types and those with low blood sugar benefit from good protein at their midday meal.This may be eggs or fish (if they are eaten) or a soy product like tofu. (Dairy products like cheese tend to fo rm a lot of mucus and are responsible for many allergic conditions. They should be used primarily in the form of soured-milk products like yogurts, kefir, buttermilk, acidophilus cottage cheese, or a small amount of goat milk cheese). Some people need heavier food at midday – a grain or bread, or root vegetables like potatoes or squash. Dinner depends on what one has eaten for the midday meal. Ideally, dinner should be the lightest meal since one goes to sleep several hours afterwards.Digestive enzymes work best at midday; that is when our fire is at its greatest (the internal fire creates the enzymes that break down food). (Kulvinskas 1975). Steamed or raw vegetables should be included at dinner with some protein, grain or root vegetable. Heavy carbohydrates such as pasta, beans, and breads should be avoided, as well as heavy proteins and fatty foods like meats and dairy products. Fruits should be eaten separately as snacks in between meals unless it is an all-fruit meal. Fr uits can be very acid and are difficult to digest with other foods.Beverages are best after a meal as well, except for vegetable juices which may be drunk before a meal. Herbal teas and grain beverages should be served a short while after eating since the liquids wash away the digestive enzymes. Alcoholic beverage drunk with meals also have an acidic effect and may interfere with the digestive process. Alcoholic beverages in general are not particularly good for the liver and may interfere with bile production. Certain foods like vinegar, nutritional yeast, cranberries, raw spinach, raw green pepper, and tomatoes are very acidic and should be avoided.(Tomatoes may be used on occasion in a cooked sauce. ) Wheat products form a lot of mucus, and many people are allergic to them. Rye bread, corn bread, and other wheat less breads such as millet bread may be substitute. Rye flour, rice flour, buck wheat flour, and soy flour may be used in baking instead of whole wheat flour. A balanced diet includes whole grains at least once a day; vegetables, raw or cooked, twice a day; protein, once or twice a day; and fruit as a snack. If sweets are used, they should be made with honey, barley malt syrup, or rice syrup.Those with low blood sugar do best with the syrups made form grains because they have more complex carbohydrates. There are many cookies and candy bars where these syrups are used; many are also fruit-juice sweetened (Trum Hunter, 1971). For those who have certain food addictions and cravings, there are ways to balance the today and substitute healthier foods. Many people are used to drinking coffee in the morning and at other times of the day to wake them up. The caffeine in coffee is a stimulant to the nervous system, but it can make one very wired without really increasing vitality or energy.Herbs as gotu-kola or fo-ti which do, in fact, increase adrenal energy, can be used instead. If one likes the taste of coffee, there are grain beverages, such as Roma, Ca fix, or Pero, which are coffee substitutes; some of these even come in a package similar to coffee and can be used in drip coffeepots for a comparable taste. (Trum Hunter, 1971). Many people crave sugar, especially mid-afternoon when their energy drops. Usually if they eat as substantial breakfast with a cooked whole-grain product, blood sugar remains higher. Also, a pancreas glandular supplement after meal can help to stabilize the blood sugar.However, it is a good idea to have a mid-afternoon snack like a piece of fresh or some raw vegetables, nuts or seeds. If one wants something sweet, cookies or a candy bar with natural sweetening may be used. (Kulvinskas 1975). Variety in foods is a good principle to abide by in order to obtain nutrients and to avoid allergies. Eating a different grain every morning is a way to vary breakfasts. Using different vegetables for lunch and dinner and alternating the type of protein is another way to seek variety. The way foods are served may also a dd nutrition.Foods in combination with certain proteins produce essential amino acids; for example, adding seeds or tofu to a grain dish. Diet includes much more than the food itself. Diet includes the type of food we buy. Is it organic, or does it have chemical additives? Where was it grown? What kind of store was it bought in? all these factors affect the vibrational quality of the food we eat. How we prepare the food also affects it; if we are feeling angry or upset, it might be better to have a snack and wait until we feel more balanced. In fact, we will take in those angry vibrations with our food; this often is why people get indigestion.It is better to eat meals slowly in a relaxed atmosphere than at one’s desk of white driving to and from places. Food eaten in a relaxed atmosphere will be much more healing to our bodies than food, no matter how high the quality, eaten on the run. (Kulvinskas 1975). We are what we eat has been a much – overused statement. As spi ritual beings, we know we are more than our food intake. Perhaps we could change the statement to â€Å"We are how we eat. † How we eat reflects how we nurture ourselves and each other, and ultimately, how we treat our environment. Chemical Drama in the Cells What is a free radical?It is a molecule that has lots a vital piece of itself – one of its electrically charged electrons that orbit in pairs. To restore balance, the radical frantically steals an electron from nearby molecules or gives away the unpaired one. In so doing, it creates molecular mayhem, careening into the protein, fats and genetic DNA of cells, disfiguring and corroding them. If the target is fat, the radical can set off wildly destructive chain reactions that break down membranes, leaving cells to disintegrate. Upon meeting protein, the radical may shave off bits, destroying its ability to function.Hits on DNA, especially in the cells’ tiny power factories called mitochondria, cause mutations that incite cells to aberrant behavior: Over time, the free radical damage takes its toll by leaving the body aged and diseased (Kushi, 1977). Enter the saviors – antioxidants. Simply, an antioxidants is a chemical that can donate a sought-after electron to a free radical without becoming dangerous itself. Thus an antioxidant, meeting a radical, puts an end to its rampage of cellular and bodily destruction – the slow degeneration known as aging. (Kushi, 1977).How do scientists know that antioxidants can stop aging? The proof is not total because the theory has not been, and probably never can be, tested on generations of human. That many experiments with human cells and other species show the theory has biologically validity. Consider, for example, a recent thrilling experiment on fruit flies that, some say, offer absolute proof of the free radical theory of aging. If it can happen to fruit flies, it can happen to man. Experiments were done where scientists geneticall y altered a living creature so that it produced antioxidant enzymes to mop up free radicals.They presupposed such creatures lived longer and remain younger than identical creatures not treated to the antioxidant – bolstering gene. According to Earl Stastman, â€Å"chief of the laboratory of biochemistry at the National Heart, Lung and Blood Institute, and an authority on aging †It would be pretty good proof that free radicals foster aging and that stronger antioxidant defenses slow down aging. † That’s exactly happened to fruit flies in ground breaking experiments in 1994 by geneticists William Orr and Rajindar Sohal at Southern Methodist University in Dallas.Fruit flies is genetically engineered to have souped up antioxidant system exceeded there normal life spans by one third! Some even lived an unprecedented ninety-three days, setting a life span for fruit flies. (Complementary and Alternative Medicine). More exciting also was their youthful vigor into old age. Scientists watching the tiny flies under magnifying glasses instantly spot which had received the antioxidant-producing genes because they were â€Å"so much more vigorous. † They walked 10 to 20 percent faster than normal flies their age.Halfway through life most could walk one centimeter per second- a brisk pace for a young fruit fly. † In other words, the quality of life of the flies was better. They were stronger physiologically,† said Dr. Sohal (Complementary and Alternative Medicine). This is not to suggest that it’s time to insert such genes in humans but the experiment does dramatically prove the principle that an oversupply of an oxidants defenses in the body stretches life and vigor. For now, you must get antioxidants through your diet. But however they get into the cells of your body, they are apt to deter aging and prolong life.All life, after all, works on the same basic principles, says Dr. Harman. (Rohe, 1983). Conclusions Variety in foods is a good principle to abide by in order to obtain nutrients and to avoid allergies. Eating a different grain every morning is a way to vary breakfasts. Using different vegetables for lunch and dinner and alternating the type of protein is another way to seek variety. The way foods are served may also add nutrition. Foods in combination with certain proteins produce essential amino acids; for example, adding seeds or tofu to a grain dish.Holistic foods include much more than the food itself. Diet includes the type of food we buy. Is it organic, or does it have chemical additives? Where was it grown? What kind of store was it bought in? All these factors affect the vibrational quality of the food we eat. How we prepare the food also affects it; if we are feeling angry or upset, it might be better to have a snack and wait until we feel more balanced. In fact, we will take in those angry vibrations with our food; this often is why people get indigestion.It is better to eat meals slowly in a relaxed atmosphere than at one’s desk or while driving to and from places. Food eaten in a relaxed atmosphere will be much more healing to our bodies than food, no matter how high the quality, eaten on the run. We are what we eat has been a much-overused statement. We know we are more than our food intake. Perhaps, we could change the statement to â€Å"We are how we eat. † How we eat reflects how we nurture ourselves and each other, and ultimately, how we treat our environment. REFERENCES Complementary and Alternative Medicine.Retrieved April 16, 2007 at: http://www. aarp. org/health/staying_healthy/prevention/complementary_and_alternative_medicine. html Kulvinskas. V. (1975). Survival into the 21st Century (Woodstock Valley, CT: O’Mawgo D Press. p. 41. Kushi, M. (1977). The Book of Macrobiotics: The Universal Way of Health and Happiness (Tokyo: Japan Publications, Inc. p. 78 Rohe, F. (1983). The Complete Book of Natural Foods (Boulder, CO: Shambha la Pubns. P. 31 Trum Hunter, B. (1971). Consumer Beware. New York: Simon and Schuster, Inc. p. 114.