Mencius And Hsun-tzu About Heaven Essays - Confucianism,

Mencius And Hsun-tzu About Heaven Mencius accepts that it is our temperament and psyche that figure out what we are. It is our destiny that oversees our fortunes and decides our rent on life. Destiny was initially a patent to a fief-holder, given by the Son of Heaven as Heaven's agent to a feudatory. In broadened use it turned into our general situation - the destiny appointed by paradise. While individuals watch their brains and decide their lead, they can't decide their destiny, which is in Heaven's grasp. In this way, Mencius accepted that however all people are inherently acceptable, the acknowledgment of that great accompanies self-development and self-information. Hsun-tzu couldn't acknowledge Mencius hopeful perspective on human instinct, nor did he accept that Heaven was the sole mediator of human conduct. He accepted that the significance of mankind in the universe is equivalent to however unique in relation to the significance of Heaven and Earth: Paradise has its seasons, Earth has its wealth and man has his way of life. This is what is implied by the Trinity. Humanity's capacity is to use the assets of Heaven and Earth to make its own way of life. This should be possible through the quality procured from social association. Notwithstanding, in light of the fact that the social association should be directed, in case it separate, and in light of the fact that wants are many, yet things are not many, Hsun-tzu instructed that individuals should be limited and guided by rules and profound quality. In my perspective on these two scholars, I feel that Mencius' perspectives are significantly more typical in many strict customs today. Mencius convictions are a ton like Christianity, which is the religion that I am generally acquainted with. He accepts that Heaven is an ethical power whose order is to be regarded and followed by people. We follow Paradise's order by knowing and supporting our human instinct. Our human instinct is great. At the point when you take a gander at the Doctrine of four beginnings, Jen, Yi, Li, and Chih, when these are completely evolved, you have an extremely shrewd and agreeable individual. In the event that you have nature you have Heaven. On the off chance that no nature, no Heaven. This is self-development. In my strict custom on the off chance that you do the desire of God, you will get unceasing life (Heaven).

Free Essays on Definition Essay

â€Å"Another Close Call at the Mall† A urban legend can be characterized as a sketchy story including episodes of the ongoing past, frequently including components of diversion and loathsomeness, that spreads rapidly and is prevalently accepted to be valid. A urban legend, â€Å"Another Close Call at the Mall†, that circled in 1998 was about a lady who goes into a parking garage and somebody attempts to kidnap her. This urban legend fits Jan Harold Brunvand’s, the eminent folklorist who made urban legends a family word with his great arrangement of books starting with The Vanishing Hitchhiker in 1981, meaning of a genuine urban legend. Brunvands measures for a urban legend is that it must be set in ongoing past, include genuine people, spread orally or on web, accepted to be valid, and gain believability from explicit subtleties. The urban legend â€Å"Another Close Call at the Mall† advises the peruser to be cautious who you trust and that we as Americans fear the threats in America today. In America today news voyages quick. The urban legend â€Å"Another Close Call at the Mall† is a urban legend that was sent by email in 1998 as a notice to lady that there are unpleasant individuals on the planet that may do them hurt. The urban legend begins by saying, â€Å"I got this email from a companion and since I care pretty much every one of you I needed to share it. It is only a suggestion to know when you are all over town. There are a great deal of unpleasant individuals in this world, I am miserable to say.† Also finishing with, â€Å"Pass this along to each lady you approach as well. Never let your watchman down. Great story for ladies to think about in spite of the fact that with the NUTS in this day and age, everybody should be cautious (not simply women).† This urban legend’s starting and completion give the peruser the feeling of a genuine notice and notice. The way that it sounds genuine makes it trustworthy which propels individuals to send it to other people. In the wake of perusing the body of the urban legend a... Free Essays on Definition Essay Free Essays on Definition Essay â€Å"Another Close Call at the Mall† A urban legend can be characterized as a flawed story including occurrences of the ongoing past, frequently including components of silliness and frightfulness, that spreads rapidly and is prominently accepted to be valid. A urban legend, â€Å"Another Close Call at the Mall†, that flowed in 1998 was about a lady who goes into a parking garage and somebody attempts to steal her. This urban legend fits Jan Harold Brunvand’s, the eminent folklorist who made urban legends a family unit word with his magnificent arrangement of books starting with The Vanishing Hitchhiker in 1981, meaning of a genuine urban legend. Brunvands measures for a urban legend is that it must be set in ongoing past, include genuine individuals, dispersed orally or on web, accepted to be valid, and gain believability from explicit subtleties. The urban legend â€Å"Another Close Call at the Mall† advises the peruser to be cautious who you trust and that we as Americans fear the risks in Americ a today. In America today news ventures quick. The urban legend â€Å"Another Close Call at the Mall† is a urban legend that was sent by email in 1998 as a notice to lady that there are unpleasant individuals on the planet that may do them hurt. The urban legend begins by saying, â€Å"I got this email from a companion and since I care pretty much every one of you I needed to share it. It is only a suggestion to know when you are all over town. There are a great deal of frightening individuals in this world, I am miserable to say.† Also finishing with, â€Å"Pass this along to each lady you approach as well. Never let your gatekeeper down. Great story for ladies to think about in spite of the fact that with the NUTS in this day and age, everybody should be cautious (not simply women).† This urban legend’s starting and completion give the peruser the feeling of an earnest notice and notice. The way that it sounds true makes it convincing which urges individuals to s end it to other people. In the wake of perusing the body of the urban legend a... Free Essays on Definition Essay It’s a wonderful fall evening, and the cool breeze has made the Illinois air new and fresh. A man takes his dog’s rope of the snare on the rear of the pantry entryway, and with a little jingle the pooch comes coming up short on the front room right to the man’s feet. He cuts the rope, what's more, the canine is all over him until they get outside. They make for the way that begins in his lawn, yet knows no closure. As they get profound into the passage of reds, oranges, and yellows, the way they are strolling on pivots the side of a major stone, and into to a tremendous wild bear. The man in his red wool shirt and North Face vest freezes and the bear bats him to the ground with his paw. At this, the seventy-pound hound charges at the gigantic bear and again the bear raises his powerful paw to thump the canine facing a tree, and oblivious. After about 60 minutes, the pooch comes around to locate his proprietor is laying dead in a heap of evaporated leaves. The canine holds up with somewhat of a limp, and advances over to his proprietor. He prods him behind the elbow as though he needs the dead man to pet him. When there’s no response from the man, he hovers around once, lies facing the man’s cold side, and shuts his eyes. There are three sections to the meaning of faithfulness, and this canine shows every one of them. The initial segment of the definition is unequivocal love. When the pooch recognized what the man needed to do, he was at his feet. The second piece of the definition is surrendering balanced idea and speaking to whoever or whatever you’re faithful to. In addition to the fact that it was clear that the pooch had no chance against the bear, however he additionally could have handily rushed to wellbeing. The last piece of the definition, is the ability to set down and kick the bucket for a person or thing. The canine could have discovered his path back home, yet he didn’t need the home without his long lasting friend. The initial segment ...

How to Get Started With Guided Meditation

How to Get Started With Guided Meditation Meditation Print How to Get Started With Guided Meditation By Amy Morin, LCSW facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our editorial policy Amy Morin, LCSW Reviewed by Reviewed by Sara Clark on January 27, 2020 facebook Sara Clark is an EYT 500-hour certified Vinyasa yoga and mindfulness teacher, lululemon Global Yoga Ambassador, model, and writer. Learn about our Wellness Board Sara Clark Updated on February 11, 2020 Klaus Vedfelt / Taxi / Getty Images More in Self-Improvement Meditation Happiness Stress Management Spirituality Holistic Health Inspiration Brain Health Technology Relationships View All In This Article Table of Contents Expand How to Find a Guide Setting Aside Time to Meditate How to Get the Most out of Meditation The Process of Meditating View All Back To Top Despite the benefits of meditation, many people feel overwhelmed at the thought of learning how to meditate. Guided meditation makes it easier to get started because it takes a lot of the mental legwork away from the novice. As the name implies, guided meditation allows you to be guided by someone else. A guide may help you drum up some specific mental imagery or they may walk you through a series of breathing exercises  or mantras to help you practice meditating. Whether you find guided meditation in the form of a podcast, video, or even an in-studio class, a guide can help you meditate in a step-by-step format. Then, you can concentrate on relaxing and meditating, rather than worry about your technique or your form. How to Find a Guide Although the digital world makes it difficult to disconnect, it does have its perksâ€"it’s easier than ever to find a guided meditation on demand. To find the right meditation guide for you, browse through some of these options: Online music services: Subscription to a streaming music service, such as Spotify or Apple Music, will give you access to hundreds of guided meditation sessions that range in length and feeling.Podcasts: Whether you want to learn more about meditation or simply find a 15-minute guide, a number of podcasts provide learning and practice opportunities.Mindfulness websites: A little search engine research will bring up a significant amount of websites that offer free guided meditations in both audio and visual formats.Apps: A 2018 study published in Cognitive and Behavioral Practice found that apps can be helpful for mental health. The researchers caution users that the most popular apps may not necessarily provide the most benefit, however. So while it’s likely that guided meditation apps can help you reap the benefits of meditation, don’t assume the most popular ones are the most beneficial. It may take some trial and error and a bit of research on your part to find the one that wo rks best for you.YouTube and other video websites: If you would like a visual on how others practice guided meditation, you might enjoy a video demonstration. Guided meditation videos on YouTube and other video websites might help you get started.Yoga studios: If you would like to try guided meditation surrounded by other people, look into yoga studios, which may have classes dedicated solely to the practice. Setting Aside Time to Meditate It’s easy to fall into the trap of doing it “later”â€"but “later” never actually comes. If you’re interested in making guided meditation a regular part of your routine, rather than a one-time thing to de-stress, it’s important to set aside time to meditate. Many people find that either first thing in the morning or last thing in the evening are viable times to engage in a guided meditation. These are often the quietest times of the day when the kids are asleep, dinner and dishes are both complete, and work is still put away. One perk to doing it in the morning is that it starts the day off on the right foot and means you don’t have to try to find time to fit it in between errands, meetings, and chores. On the other hand, meditating right before bed can get you into a state of relaxation that’s ideal for sound sleep. Even taking a few minutes whenever you can during the day to engage in meditation can be beneficial. When you get started, consider a shorter session to get the hang of the process. People often spend between five and 30 minutes on meditation. While the ultimate goal would be to spend an hour or more engaged in meditation, the reality is that most people do not have time for this in todays busy world. However, even shorter sessions can provide benefits. How to Get the Most out of Meditation Once youve decided to start a meditation session, start by turning your phone on silent or airplane mode. Take a break from being connected for five to 10 minutes during this time. Allow yourself to be free from distractions to reap the most benefits of guided meditation. From there, simply sit or lie down somewhere comfortable. It could be on your bed (if you’re not at risk of falling asleep), in a cushy chair, or on a cushion that’s been set up in the corner of your favorite room of the house. Close your eyes, breathe naturally, and let the guide take it from there. In order to make meditation a regular practice, you might find you need to put meditation time into your schedule. Make it a regular habit to meditate at a certain time of day and youll likely find that youll commit to it more regularly.   Remember that meditation takes practice. No one is necessarily good at it at first. It takes practice and dedication to really reap the benefits. How to Sit When Learning to Meditate The Process of Meditating Meditation novices often find the process of meditating to be almost mentally uncomfortable at first. Your mind is bound to wander at the beginning, even when you have a guide. It’s natural to get lost in your thoughts, and it’s not necessarily the goal of meditation to stop thinking entirely or to empty the mind fully. It’s about paying closer attention to your body When this happens, acknowledge the thought and then return to the breath as soon as possible. Post-meditation is a great time to observe what thoughts were most present and why. As you continue your practice, keeping your mind centered will become easier. Remember, there’s no “wrong” way to practice meditation, even when it’s guided. It’s supposed to be about what feels good to you. When the guided portion of your meditation ends, don’t jump back into the hectic pace of your daily life. Allow yourself to end the meditation slowly and remain present in the moment. Gradually become reawakened to the world around you and slowly open your eyes. Return to daily life with renewed invigoration and a clear mind. 5 Meditation Techniques to Get You Started

How to Get Started With Guided Meditation

How to Get Started With Guided Meditation Meditation Print How to Get Started With Guided Meditation By Amy Morin, LCSW facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our editorial policy Amy Morin, LCSW Reviewed by Reviewed by Sara Clark on January 27, 2020 facebook Sara Clark is an EYT 500-hour certified Vinyasa yoga and mindfulness teacher, lululemon Global Yoga Ambassador, model, and writer. Learn about our Wellness Board Sara Clark Updated on February 11, 2020 Klaus Vedfelt / Taxi / Getty Images More in Self-Improvement Meditation Happiness Stress Management Spirituality Holistic Health Inspiration Brain Health Technology Relationships View All In This Article Table of Contents Expand How to Find a Guide Setting Aside Time to Meditate How to Get the Most out of Meditation The Process of Meditating View All Back To Top Despite the benefits of meditation, many people feel overwhelmed at the thought of learning how to meditate. Guided meditation makes it easier to get started because it takes a lot of the mental legwork away from the novice. As the name implies, guided meditation allows you to be guided by someone else. A guide may help you drum up some specific mental imagery or they may walk you through a series of breathing exercises  or mantras to help you practice meditating. Whether you find guided meditation in the form of a podcast, video, or even an in-studio class, a guide can help you meditate in a step-by-step format. Then, you can concentrate on relaxing and meditating, rather than worry about your technique or your form. How to Find a Guide Although the digital world makes it difficult to disconnect, it does have its perksâ€"it’s easier than ever to find a guided meditation on demand. To find the right meditation guide for you, browse through some of these options: Online music services: Subscription to a streaming music service, such as Spotify or Apple Music, will give you access to hundreds of guided meditation sessions that range in length and feeling.Podcasts: Whether you want to learn more about meditation or simply find a 15-minute guide, a number of podcasts provide learning and practice opportunities.Mindfulness websites: A little search engine research will bring up a significant amount of websites that offer free guided meditations in both audio and visual formats.Apps: A 2018 study published in Cognitive and Behavioral Practice found that apps can be helpful for mental health. The researchers caution users that the most popular apps may not necessarily provide the most benefit, however. So while it’s likely that guided meditation apps can help you reap the benefits of meditation, don’t assume the most popular ones are the most beneficial. It may take some trial and error and a bit of research on your part to find the one that wo rks best for you.YouTube and other video websites: If you would like a visual on how others practice guided meditation, you might enjoy a video demonstration. Guided meditation videos on YouTube and other video websites might help you get started.Yoga studios: If you would like to try guided meditation surrounded by other people, look into yoga studios, which may have classes dedicated solely to the practice. Setting Aside Time to Meditate It’s easy to fall into the trap of doing it “later”â€"but “later” never actually comes. If you’re interested in making guided meditation a regular part of your routine, rather than a one-time thing to de-stress, it’s important to set aside time to meditate. Many people find that either first thing in the morning or last thing in the evening are viable times to engage in a guided meditation. These are often the quietest times of the day when the kids are asleep, dinner and dishes are both complete, and work is still put away. One perk to doing it in the morning is that it starts the day off on the right foot and means you don’t have to try to find time to fit it in between errands, meetings, and chores. On the other hand, meditating right before bed can get you into a state of relaxation that’s ideal for sound sleep. Even taking a few minutes whenever you can during the day to engage in meditation can be beneficial. When you get started, consider a shorter session to get the hang of the process. People often spend between five and 30 minutes on meditation. While the ultimate goal would be to spend an hour or more engaged in meditation, the reality is that most people do not have time for this in todays busy world. However, even shorter sessions can provide benefits. How to Get the Most out of Meditation Once youve decided to start a meditation session, start by turning your phone on silent or airplane mode. Take a break from being connected for five to 10 minutes during this time. Allow yourself to be free from distractions to reap the most benefits of guided meditation. From there, simply sit or lie down somewhere comfortable. It could be on your bed (if you’re not at risk of falling asleep), in a cushy chair, or on a cushion that’s been set up in the corner of your favorite room of the house. Close your eyes, breathe naturally, and let the guide take it from there. In order to make meditation a regular practice, you might find you need to put meditation time into your schedule. Make it a regular habit to meditate at a certain time of day and youll likely find that youll commit to it more regularly.   Remember that meditation takes practice. No one is necessarily good at it at first. It takes practice and dedication to really reap the benefits. How to Sit When Learning to Meditate The Process of Meditating Meditation novices often find the process of meditating to be almost mentally uncomfortable at first. Your mind is bound to wander at the beginning, even when you have a guide. It’s natural to get lost in your thoughts, and it’s not necessarily the goal of meditation to stop thinking entirely or to empty the mind fully. It’s about paying closer attention to your body When this happens, acknowledge the thought and then return to the breath as soon as possible. Post-meditation is a great time to observe what thoughts were most present and why. As you continue your practice, keeping your mind centered will become easier. Remember, there’s no “wrong” way to practice meditation, even when it’s guided. It’s supposed to be about what feels good to you. When the guided portion of your meditation ends, don’t jump back into the hectic pace of your daily life. Allow yourself to end the meditation slowly and remain present in the moment. Gradually become reawakened to the world around you and slowly open your eyes. Return to daily life with renewed invigoration and a clear mind. 5 Meditation Techniques to Get You Started

Endorphins A Popular Topic With Brain And Someone s Mood

Endorphins are a popular topic with the brain and someone’s mood in regards to exercise. To quote Legally Blonde, â€Å"Exercise gives you endorphins. Endorphins make you happy,† however, endorphins and exercise are slightly more complicated then Miss Elle Woods states. Endorphins are neurotransmitters that pass signals through the brain, blocking pain and controlling emotions (Sheve). People experience a rush of endorphins after extreme exertion, which means one cannot be lazy as endorphins are not released when witting on the couch. Exercise also helps to create a high content of other chemicals in the brain, such as dopamine, norepinephrine, and serotonin, all which regulate the body and brain in different ways (Collins). Serotonin livens a person’s mood, while also helping to regulate sleep, develop their memory and learning abilities, and create or maintain certain social behaviors (Bouchez). Increased levels of these chemicals help people with mental illnesses respond to stressful situations in a more acceptable fashion, helping them to transition back into normal society quicker. Exercise can benefit those diagnose with Attention Deficit Hyperactivity Disorder, ADHD, and Attention Deficit Disorder, ADD by regulating the chemicals and function in their brain and giving them an outlet for their hyperactivity. In a study conducted by FITKids, children who used exercise to cope with ADHD saw an increase in the availability to focus and succeed in school, while also seeing aShow MoreRelatedThe Medical And Scientific Aspect Of Happiness1404 Words   |  6 PagesHappiness is a very broad yet complex topic to discuss. While most people try to explain happiness with philosophy, I will be writing more about the medical and scientific aspect of happiness. There are two schools of thought on happiness, first one being social happiness and the second one being solitary happiness with me learning towards the former over the ladder. Medically, happiness comes down to a handful of chemicals (also called neurotransmitters) in the brain and if you are happy or not it comes Read MoreHow Neurons Communicate With Each Other Through Electrical And Chemical Processes1845 Words   |  8 Pagessynaptic gap where they are received by the sending neuron and the process is repeated or are destroyed by enzymes (Griggs, 2014, p. 41-45). 2. The media talks about a popular class of psychopharmacology drugs called the SSRI’s. You may know someone currently taking one of these medications because they are frequently used for treating mood disorders such as depression. Please list and describe the neurotransmitters that are being targeted by the drugs and how these drugs work. While there are aroundRead MoreEssay on Exercise Addiction1879 Words   |  8 Pagescommon belief in today’s society that a healthy diet and a regular exercise routine will lead to a long, healthy life. And in the simplest sense of the word, it will. It has been a tried and true method to control and lose weight, lift a person’s mood, boost energy, combat a variety of health conditions and diseases, promote better sleep patterns, and even increase libido. (Mayo Clinic, July 23, 2011). So with all of these being possible and probable benefits of working out, why would it possiblyRead MoreHow Active Should A Teen Be?2641 Words   |  11 PagesBefore you read this I would like to take a quick minute to thank a few people. Thank you mom for helping me figure out everything I need for this project. Thank you for your support and love. Thank you to Mrs. Kolesar for helping me figure out my topic to its full extent. Contents †¢ Chapter 1 Fitness 3 How Active Should a Teen Be? 4-5 The Benefits of Exercise 5-6 The Benefits of Sports Read MoreAmerican Society Of Addiction Medicine1901 Words   |  8 PagesBeginnings Nutrition and food related topics have always been a subject of interest. With the controversial idea of it being an addiction, it is now gaining popularity. There was a spike in Google searches on food addiction in 2009 (Corwin Grigson, 2009). Now, in 2015, the number of searches and available information increased from ~334,000 hits to ~32, 200, 00 hits. The idea that food has similar addictive characteristics as drugs that affect the brain is quite controversial. People tend to eatRead MoreThe Drug Culture3816 Words   |  15 Pagesa repeal of Prohibition, and increased contact with the outside world. It was during this three-decade period that other drugs became popular in the recreational scenario: amphetamines, cocaine, heroin and marijuana. In fact, during World War II, amphetamines were regularly distributed both to soldiers and factory workers (many of whom were women) to enhance mood and endurance. . After the war, Cocaine was imported into the United States from South Am erica even though the Harrison Narcotic Act ofRead More Hinduism Essay example5654 Words   |  23 Pagesand stations only apply to male Hindus. Purpose of Life The purpose of life is to respect the ideal way of life. There are also two other lesser purposes which are, enjoyment of desires and artha, or material prosperity. Karma and Rebirth A popular belief in Hinduism is Transmigration of souls, or samsara. Samsara is the passage of a soul from body to body as determined by the force of ones actions, or karma. The strict karma theory specifies that a persons type of birth, length of lifeRead MoreOrganizational Behaviour Analysis28615 Words   |  115 PagesPrince, C.Psychol., AFBPsS University of Birmingham November 2007  © Dr. Lesley Prince 2007. Organisational Analysis: Notes and Essays Page i Page ii Please do not attempt to eat these notes. CONTENTS Introduction to the Workshop Topics And Themes The Nature and Scope of Organisation Theory Levels of Analysis The Metaphorical Approach Organising Processes Understanding Change Conflict, Negotiation, and the Politics of Change Group and Team Working Cultures and Leaders asRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesbuilt-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore

Sonia Sotomayor US Supreme Court Justice

Known for:  the first* Hispanic justice on the United States Supreme CourtDates: June 25, 1954 -Occupation: lawyer, judge Sonia Sotomayor Biography Sonia Sotomayor, raised in poverty, was nominated on May 26, 2009, for the United States Supreme Court by President Barack Obama. After contentious confirmation hearings, Sonia Sotomayor became the first Hispanic Justice and third woman to serve on the U.S. Supreme Court. Sonia Sotomayor was raised in the Bronx in a housing project. Her parents were born in Puerto Rico and came to New York during World War II. Childhood Sonia Sotomayor was diagnosed with juvenile diabetes (Type I) when she was 8. She spoke mostly Spanish until the death of her father, a tool and die maker, when she was 9. Her mother, Celina, worked for a methadone clinic as a nurse, and sent her two children, Juan (now a physician) and Sonia, to private Catholic schools. College Sonia Sotomayor excelled in school and finished her undergraduate study at Princeton with honors including membership in Phi Beta Kappa and the M. Taylor Pyne Prize, the highest honor given to undergraduates at Princeton. She earned a law degree from Yale Law School in 1979. At Yale, she had the distinction of being the editor in 1979 of the Yale University Law Review and managing editor of the Yale Studies in World Public Order. Prosecutor and Private Practice She served as a prosecutor in New York County District Attorneys Office from 1979 to 1984, an assistant to Manhattan District Attorney Robert Morgentha. Sotomayor was in private practice in New York City from 1984 to 1992 as an associate and partner at Pavia and Harcourt in New York City. Federal Judge Sonia Sotomayor was nominated by George H. W. Bush on November 27, 1991, to serve as a federal judge, and she was confirmed by the Senate on August 11 of 1992. She was nominated on June 25, 1997, for a seat on the U.S. Court of Appeals, Second Circuit, by President William J. Clinton, and was confirmed by the Senate on October 2, 1998, after a long delay by Senate Republicans. President Barack Obama nominated her as a justice on the United States Supreme Court in May 2009, for the seat held by Justice David Souter. She was confirmed by the Senate in August, 2009, after strong criticism from Republicans, especially focused around her statement from about 2001 that I would hope that a wise Latina woman with the richness of her experiences would more often than not reach a better conclusion than a white male who hasnt lived that life. Other Legal Work Sonia Sotomayor has also served as an adjunct professor at the NYU School of Law, 1998 to 2007, and a lecturer at Columbia Law School beginning in 1999. Sonia Sotomayors legal practice included general civil litigation, trademark, and copyright. Education Cardinal Spellman High School, Bronx, NYPrinceton University, B.A. 1976, summa cum laude; Phi Beta Kappa, M. Taylor Pyne PrizeYale Law School, J.D. 1979Yale Law School, L.L.D. 1999, Family Father: (tool and die maker, died when she was nine)Mother: Celina (nurse at a methadone clinic)Brother: Juan, a physicianhusband: Kevin Edward Noonan (married Aug. 14, 1976, divorced 1983) Organizations: American Bar Association, Association of Hispanic Judges, Hispanic Bar Association, New York Womens Bar Association, American Philosophical Society *Note: Benjamin Cardozo, Associate Justice of the Supreme Court from 1932 to 1938, was of Portuguese (Sephardic Jewish) descent, but did not identify with Hispanic culture in the current sense of that term. His ancestors were in America before the American  Revolution  and had left Portugal during the Inquisition. Emma Lazarus, the poet, was his cousin.

The Insider Secret on Purchase Research Paper Uncovered

The Insider Secret on Purchase Research Paper Uncovered Spend five full minutes to finish the application online, while the service manager has been involved in your buy. Our service extends into the last stages of the expression paper. The customer will know the cost of the order till they place it and allow it to be definite. Each customer will receive a non-plagiarized paper with timely shipping. If you wish to find high high quality research and thesis papers in time and for a sensible price, you should probably try out using EssaySupply.com. If it comes to purchasing a research paper, we're amongst the best internet providers. There are many reasons why you could consider buying a research paper from an expert online writing service. Avoid being afraid to click the purchase in the occasion that you need simply the research paper that's perfect. Survey results indicate that 49% of respondents worry all the time or the majority of the time that friends and family will be deported. Career in any organization depends upon the employee's desire to see the expert qualities together with on the business's interest to advance its employees. Research is an activity that needs a great deal of time and energy. Each research paper is targeted at conducting research at the very same time and expanding current understanding. The research will make it possible for you to find co ntent on the matter and boost your knowledge of the topic. It incorporates the results of several interviews which were held in the form of conversation in order to establish a high level of confidence between the researcher and the respondent. Making research at a certain phase is additionally very beneficial for academic purposes. No one wants to sift through library resources to create a research undertaking. The target of any excellent research undertaking, particularly at the Masters level, is to encounter a theory or hypothesis that has not yet been tested as of yet. Use the aid of true academic experts and receive the service you have earned! As the project is underway you might discover the should revise your methodology. You do not have to be concerned about finishing your essay writing or research paper assignment punctually. The most suitable research thesis is possibly the one most crucial element of a thriving research paper. With us you are in possession of an ideal chance to get an inexpensive research paper which will be written by a specialist writer. Taking into consideration the irreversible place of the methodology portion of the research paper, methodology research paper example must demonstrate the method by which the researcher will show the hypothesis or maybe to decide the issue o f the investigation. To get essay online, you merely will need to fill in the application form and you'll get excellent work on the desired topic. You should start out with introduction. If you wish to purchase a research paper, online writing service like ours is exactly what you will need. The most frequently encountered paper writing service that the bulk of our clients require is essay writing. Clearly, a fraud essays help service doesn't want you to have a chance to reach them after being robbed. Even if it's a case study. Conducting research is just one of the important approaches in solving problems and issues that impact the society at large. You need to do a research that's protracted the region you've selected so it's feasible to have knowledgeable about all the more important things. What You Need to Do About Purchase Research Paper Beginning in the Next Two Minutes Evidently, research tasks are excessively engaging, especially when it's practical price. Moreover, our account is confi rmed. All documents when you examine the end deserve quite significant markings. They deserve marks that are quite high. There is an assortment of requirements to distinct kinds of academic assignments. All research assignments are complete again. An excellent research thesis is crystal clear and specific. If you've already graduated from college or university and are trying to find a great job, you want to get a persuasive resume to impress your future employer. You should be quite careful while you get research paper. If you wonder how to purchase a research paper here, we're prepared to aid you with any questions! When you purchase a research paper from us, we'll make certain that the paper you will receive will earn you a fantastic score! Now you are all set to purchase your research paper. Writing businesses have offered. Individuals just can't afford to get treated. Writing Your Paper Paper Picking a good topic is just the very first step to success.

Research report Effects of Stress on the Memory of a Person

Questions: Results What were the research findings? What statistics were included in this section? Did the authors report any reliability data for their measures? What were they? Did you note construct validity in this experiment? If so, what type? (a). Describe the possible research findings and measures that would be used to assess the experimental outcomes. (b). Define the proposed statistical methods as either descriptive or inferential with a specific example that supports your choice. Discussion Did the research findings support the hypothesis? Was the research reliable? Why or why not? Did the study list any suggestions for improvement and replication? How? Write your answer with examples. (a). A discussion of any potential ethical concerns related to the experiment design. (b). A discussion of potential variables that could influence internal validity. (c). Comments about how the outcomes of this experiment would be generalized to the general population. Answers: Results What were the research findings? For analyzing the hypothesis on the effects of stress on the memory of a person it is important to understand the two perspective of hypothesis conducted for completing the research study. It is important to notice that is there any difference on the basis of procedure of conducting the test or on basis of time (Blonna, 2014). For commenting on the reliability and validity of the results of a hypothesis, it is important to understand the difference between the observations from the participants in the interview session. A self assessment test was conducted with about 20 participants and it was found that the response of the participants was different in two different sessions (CAO, LIU, TIAN GUO, 2012). In the first session the participants were full of stress and the memory of the participants did not work that much as compared to the session after the break. It was found from the experiment that the memory of the participants responded more effectively when there is less stress, i .e. after the break. As the participants got time to rest, their mind went through a restoration period and the capacity of their mind to memories the words increased. Hence, it was found from the hypothesis that a human minds works better when the stress level is low (Carmines Zeller, n.d.). What Statistics were included in this section? For conducting the research different types of participants are used, those who faces stress in their daily job. Through the research different types of variables are used that are analyzed to get the outcomes of the research (Franzen, Robbins Sawicki, 1989). These variables are of two types. One is dependent variables and the other is the independent variables. Dependable variables are different from that of independent variables because of their dependency with other variables. The variables that are directly related with stress and memory capacity are dependent variable whereas those variables which are correlated with the other variables are independent variables. Here in this hypothesis, the correlation between the dependent and the independent variables are utilized to get a huge difference in the observation of the hypothesis. These variables are compulsory for conducting a research study. The variables are collected by conducting the interview and self assessment program in which the T-test was done with the use of the variables (Kirk Miller, 1986). The variables collected can be represented in tabular format that will help the researcher in solving the research problems. Here the data that sates that the participant is able to answer how many questions and job of the participant are useful variable that helps to find the outcome of the research. Did the authors report any reliability data for their measures? What were they? Did you note construct validity in this experiment? If so, what type? Yes the author has provided reliability of data because the author has supported the data with a personal interview and self assessment session that proves the reliability of the data collected for analysis in the research study (Aven Heide, 2009). The measurement of number of words remembered by each participants, result for each session, etc. are the examples of reliability of data that is been used in the research study. The hypothesis also shows signs of construct validity because it is conducted on the basis of the personal interview and self assessment of the participants. No external source of data is been used in the hypothesis. (a). Describe the possible research findings and measures that would be used to assess the experimental outcomes. The results from the interview can be used as variables which would help in statistical analysis. Through statistical analysis the finding and measures can be utilized to get the final outcome of the research study (Koc Erdemoglu, 2010). The variables can be used to find the standard deviation to know the difference in the observation of the variables and correlation and regression to know the inter dependency of the variables. From this measures and findings the outcome of the research is obtained that shows the statistical analysis of the data. The statistical data for how many words the student remembers, stress level of the student, etc. helps the researcher to make the statistical analysis with numeric values and this further helps to find the actual outcome of the hypothesis (Sherif, 1987). (b). Define the proposed statistical methods as either descriptive or inferential with a specific example that supports your choice. Here in this hypothesis, descriptive statistical analysis is used to show the results of the findings and measures (Litwin, 1995). The analysis done explains the outcome of the report and provides enough information to know the final outcome of the hypothesis. Hence, the descriptive method is suitable in this hypothesis. This hypothesis generally depends on descriptive analysis therefore a descriptive statistical method is been used in this research study. This shows that the variables used in the hypothesis are reliable and valid because it is supported by a personal interview and self assessment of the participants (Acaroglu, Suhonen, Sendir Kaya, 2010). Discussions Did the research findings support the hypothesis? After all the research work has been done it can be said that the research findings are certainly supported the hypothesis to a great extent. After thoroughly examined of the research studies one can easily find impact of stress on the memory of human beings. As it is told in the hypothesis human brain can be certainly affected by daily life stress to a huge extent (Schubert, 2009). The memory power can be decreased if the level of stress exerted on brain is increased. For example the persons who have been working regular for about 14 to 18 hours and have lack of sleep can lose the memory power to some of extent. Was the research reliable? Why or why not? The research work which has been done is certainly reliable. As shown in the research work, human brain can react to stress. It can cause shortage of memory to those who are very busy and have lead to live stressed life for their studies or work or for some other reasons. A lot of important statistics can be obtained from this research on this particular subject such as the pattern of the memory shortage of a particular group of people who lead same sort of life and goes through the same amount of pressure. Did the study list any suggestions for improvement and replication? How? Write your answer with examples. Of course, the study indeed listed some suggestions for improvement (Liu Li, 2014). There are more scopes to ensure how human brain acts when it is gone through the stress of some variable levels. This particular study shows that more experiments should be done to determine the stress level of a human brain. It can be elaborated through the following examples. (a). A discussion of any potential ethical concerns related to the experiment design. This type of experiments should be done more and more on different type of people to understand the different reaction of human brains in different circumstances. That should enlarge the information about the behavior of human brain and the whole society should be benefited from this (Patchen, 1965). To avoid any potential ethical concerns the experiments should be monitored very carefully and one has to make sure that results are well verified before it is published publically. For the society it is very important to ensure this type of measures should be taken. (b). A discussion of potential variables that could influence internal validity. One has to keep an eye on the potential variables such as the people who are taking part in the studies as they possibly could affect the outcome of the experiment. The more the variable are the more different types of result have to be emerged (Saipanish, Lotrakul Sumrithe, 2009). Therefore the experiment should be done on the people in proper way and the observation part becomes more and more important. People is tend to get carried away in these types of experiments and thus the outcome could be different. That part should be taken under huge consideration too. (c). Comments about how the outcomes of this experiment would be generalized to the general population. After all the hard works have been done the outcomes of the particular experiment from different types of variables become more and more important. Therefore the analysis of the outcome is too much essential for the experiment (WU, 2008). Through the outcome people should able to understand how the human brain can act in certain stressful situation. People can also learn to deal with their stress if they can control their brain to some extent through practice. The people who are undecided in stress can find a way out through these types of experiments outcome to a great extent. So far it can be said that human brain can adopt itself when it comes to memory in stressful situations too if it can be trained in a proper way. References Acaroglu, R., Suhonen, R., Sendir, M., Kaya, H. (2010). Reliability and validity of Turkish version of the Individualised Care Scale.Journal Of Clinical Nursing,20(1-2), 136-145. doi:10.1111/j.1365-2702.2010.03468.x Aven, T., Heide, B. (2009). Reliability and validity of risk analysis.Reliability Engineering System Safety,94(11), 1862-1868. doi:10.1016/j.ress.2009.06.003 Blonna, D. (2014). Validity and reliability of the SPORTS score for shoulder instability.Jts. doi:10.11138/jts/2014.2.2.059 CAO, X., LIU, X., TIAN, L., GUO, Y. (2012). The reliability and validity of the Chinese version of nurses self-concept questionnaire.Journal Of Nursing Management,21(4), 657-667. doi:10.1111/j.1365-2834.2012.01419.x Carmines, E., Zeller, R.Reliability and validity assessment. Franzen, M., Robbins, D., Sawicki, R. (1989).Reliability and validity in neuropsychological assessment. New York: Plenum Press. Kirk, J., Miller, M. (1986).Reliability and validity in qualitative research. Beverly Hills: Sage Publications. Koc, R., Erdemoglu, A. (2010). Validity and Reliability of the Turkish Self-Administered Leeds Assessment of Neuropathic Symptoms and Signs (S-LANSS) Questionnaire.Pain Medicine,11(7), 1107-1114. doi:10.1111/j.1526-4637.2010.00837.x Litwin, M. (1995).How to Measure Survey Reliability and Validity. Thousand Oaks: SAGE Publications. Liu, P., Li, Z. (2014). Corrigendum to Comparison of task complexity measures for emergency operating procedures: Convergent validity and predictive validity [Reliab. Eng. Syst. Saf. 121 (2014) 289293].Reliability Engineering System Safety,127, 97. doi:10.1016/j.ress.2014.03.002 Patchen, M. (1965).Some questionnaire measures of employee motivation and morale. [Ann Arbor]: Survey Research Center, Institute for Social Research, University of Michigan. Saipanish, R., Lotrakul, M., Sumrithe, S. (2009). Reliability and validity of the Thai version of the WHO-Five Well-Being Index in primary care patients.Psychiatry And Clinical Neurosciences,63(2), 141-146. doi:10.1111/j.1440-1819.2009.01933.x Schubert, A. (2009). Validity and Reliability of Faculty Evaluations.Anesthesia Analgesia,108(6), 1992. doi:10.1213/ane.0b013e31819f9775 Sherif, Y. (1987). The reliability and validity of correlating human health hazards and nicotine content in cigarettes.Microelectronics Reliability,27(5), 859-865. doi:10.1016/0026-2714(87)90334-9 WU, W. (2008). Assessment of reliability and validity of food frequency questionnaire.Acad J Sec Mil Med Univ,28(5), 571-573. doi:10.3724/sp.j.1008.2008.00571.

ENERGY CONSERVATION Essays - State Functions, Heat Transfer

ENERGY CONSERVATION 1. How does the final temperature compare with the initial temperature of the hot and cold water for trial? The final temperature goes between the temperature of the hot and cold water. If the amount of the cold water is more then the amount of the hot water, then the final temperature will be closer to the temperature of cold water. If the amount of the hot water is more then the amount of the cold water, then the final temperature will be closer to the temperature of the hot water. 2. How does the energy lost by the hot water compare with the energy gained by the cold water? The energy lost by the hot water and the energy gained by the cold water are very close amounts if they both are same mass. If the amount of hot water is more then the mass of the cold water, the energy gained by the cold water will be more then the energy lost by the hot water. If the amount of cold water is more then the mass of the hot water, the energy lost by the hot water will be more then the energy gained by the cold water. 3. What happens to the amount of heat transferred as the amount of water is changed? I know that the amount of water can effect the amount of heat transferred. The amount of heat transferred increases when the amount of water increases. 4. Does your data ( energy difference ) support the law of energy? If not, why? Yes, my data support the law of energy. Conclusion What happens to hot and cold objects when they are brought together? The hot objects will lose energy and the cold object will gain energy from the hot objects. The temperature of the hot objects will go down and the temperature of the cold objects will go up when they are brought together. The final temperature will be between the temperatures of hot and cold objects. ENERGY CONSERVATION Essays - State Functions, Heat Transfer ENERGY CONSERVATION 1. How does the final temperature compare with the initial temperature of the hot and cold water for trial? The final temperature goes between the temperature of the hot and cold water. If the amount of the cold water is more then the amount of the hot water, then the final temperature will be closer to the temperature of cold water. If the amount of the hot water is more then the amount of the cold water, then the final temperature will be closer to the temperature of the hot water. 2. How does the energy lost by the hot water compare with the energy gained by the cold water? The energy lost by the hot water and the energy gained by the cold water are very close amounts if they both are same mass. If the amount of hot water is more then the mass of the cold water, the energy gained by the cold water will be more then the energy lost by the hot water. If the amount of cold water is more then the mass of the hot water, the energy lost by the hot water will be more then the energy gained by the cold water. 3. What happens to the amount of heat transferred as the amount of water is changed? I know that the amount of water can effect the amount of heat transferred. The amount of heat transferred increases when the amount of water increases. 4. Does your data ( energy difference ) support the law of energy? If not, why? Yes, my data support the law of energy. Conclusion What happens to hot and cold objects when they are brought together? The hot objects will lose energy and the cold object will gain energy from the hot objects. The temperature of the hot objects will go down and the temperature of the cold objects will go up when they are brought together. The final temperature will be between the temperatures of hot and cold objects.

Write The Topic Here When You Decide What My Proposal Will Be Talking

Write The Topic Here When You Decide What My Proposal Will Be Talking Write The Topic Here When You Decide What My Proposal Will Be Talking About – Research Proposal Example Political Party Identification: Predicting Party Affiliations based on Age and Economic Outlook. My research captures three variables used in determining the performance of the current and past ruling parties. Through the associations determined, I will develop a linear regression model based on the ages of respondents, and economic outlook over the past twelve months to determine the individual’s party affiliation. I will run correlations between each of the independent variables and the dependent to ascertain whether as postulated, older, more conservative Americans are more likely to be associated with the more conservative Republican Party; and whether either Democrats or Republicans have a more biased outlook of the economic situation in the country. Based on the outcome, it will be possible to determine which party has a higher likelihood of winning the 2016 Presidential elections based statistical evidence. The dependent variable for this research is party affiliation ( PID_X). It will be determined using respondents’ perceived economic status of the country between the time of the survey and the previous one year (ECON_ECPAST_X), which is the first independent variable for this study. Age (DEM-AGEGRP_IWDATE), the other independent variable, will serve as a moderating factor for the relationship between party affiliation and economic outlook. Hypothetically, by older people being more conservative and more pro-Republican, age could be a source of unaccounted-for bias, which advised the decision to use it as a moderating factor. This way, the bias will be eliminated, and obtain a fairer prediction of party affiliation based on economic outlook.

Operations Strategy and Timeline of Managed Project Coursework

Operations Strategy and Timeline of Managed Project - Coursework Example Starting from the last activity that is K the latest finish time calculated by adding up the earliest start time with the time taken for the activity K. Then time taken by each activity is subtracted accordingly so as to determine the latest finish time of every precedent activity. The critical path of the project is the longest path on the network or the maximum time that the project will take. In this case, the critical path would be from C to F to G to H to J to K as this path will the longest time. The time taken on the critical path will be: The activity H is the user acceptance testing which is a critical activity in this project as the activity lies on the critical path. The current length of the critical path will increase by three weeks as due to the delay of three weeks in activity H. This activity is the user acceptance testing where the user of the software make their decisions regarding acceptance of the software which shall be used for the operations managers are the next activities that are connected to Hare J i.e. implementation and K i.e. handover. The three weeks delay in activity H can be handled appropriately by shortening the times that the next activities consume. The next activities are connected with the activity H, as J is the activity where implementation of the software is done which can be set short as when the user acceptance testing takes time then the user modifications are fully understood and implemented. When the user specifications fully satisfy the implementation stage can be cut short in o rder to affirm that the critical time for the project does not exceed. The activity H lies on the critical path and the delay in this activity will cause serious troubles regarding the extension in critical time for the completion of the project.  

Project closurecompleted projects vs. terminated projects Assignment

Project closurecompleted projects vs. terminated projects - Assignment Example Closing. The project work has been completed within schedule, budget and performance parameters identified during the planning phase and the project has met its end objectives. This is also unknown as Natural Closure. A project may end prematurely because either it has not met its end objectives or is expected to fail. Another reason for closing the project could be that it is no longer aligned with corporate strategy. Termination by Extinction. The project ends prematurely because it did not meet its end objectives or was expected to fail. Another special case is referred to as â€Å"termination by murder† where the project ends suddenly due to political or accidental reasons. Termination by Integration. This is the most common and most complex method of dealing with successful projects. In this case, the output and resources of the project are distributed among the existing units of the parent organization. Termination by Starvation. This is termination of the project through budget decrements. There may be several reasons from perspective of senior management, political implications to obsolescence of the project output that may cause reduction in project budget. Procedure for closing a terminated project is similar to that of closing a successful project as it follows the same administrative closure procedure and contract closure procedure. Archibald (2003) suggest checklists as a preferred tool for terminating the project. Kerzner and Thamhain (1986) advocated listing of activities for contract administration, marketing and finance management to review process for project closing. Below is a sample check list proposed by Meredith and Mantel (1995) for terminating a project. Project closure refers to completion of all the activities across the project. This involves the procedures for verifying and documenting the project deliverables. The

Literature Review of Body Temperature Studies

Literature Review of Body Temperature Studies Literature survey Body temperature is one of the vital signs and it is a complex clinical variable, which can be captured accurately and quantitatively analysed 1-2. According to German physician Wunderlich, the normal body temperature is defined as 37 0C and fever as 38 0C 3. A healthy, resting adult human normal core body temperature is 37 0C. However body temperature is not constant and varies among individuals throughout the day, because of individuals metabolism rate, which is directly proportional to the normal core body temperature, time of a day or part of the body in which the temperature measured at, in the early morning the body temperature is lower and in late evening it is high due to after muscular activity and food intake. Body temperature also varies at different sites. In clinical practice the rectal, oral, axillary, forehead and ear are used to measure body temperature. An oral site, which is more convenient to measure temperature is at 37 0C. Axillary site is not accurate to measure the temperature, where temperature fall at least value36.4 0C is noted from this site. Generally rectal temperature is considered to be the gold standard for core body temperature and average temperature is fall at 37.60C.Being an internal core body temperature, it is least time consuming procedure. The temperature is higher than at other sites, due to the low blood flow and high isolation of the area, giving a low heat loss16. Rectal temperature measurement is unhygienic and can pose a risk of injury to the intestinal mucosa, especially in infants and in rectal surgery. It increases physical and psychological stress and can cause embarrassment, anxiety and physical discomfort17. The tympanic is a good site for non-invasive measurement of core body temperature. Howeve r care should be exercised with the different modes of operation offered.18 When summarizing studies with able or adequately able affirmation, the ambit for articulate temperature was 33.2-38.2 0C, rectal: 34.4-37.8 0C, tympanic: 35.4-37.80C. The ambit in articulatetemperature for men and women, respectively, was 35.7-37.7and 33.2-38.1 0C, in abdominal 36.7-37.5 in tympanic 35.5-37.5 and35.7-37.5 0C1. Mackowiak et al. in 1992 recorded the body temperatures of 65 men with the average value of36.8 0C (98.2 0F).4 The thermometer is one of the most attempted and trusted clinical instruments, yet surprising surround the information which it yields. The use of thermometer in clinical medicine was started in the middle of 19th century. However its understanding and significance of temperature measurement in health and diseased condition was occurred from past twenty decades 19. Thermometer is invented in seventeenth-century, it did not reach medicine until the 1870s, it was already in veterinary use because it provided an early diagnosis of the dreaded cattle plague-as discovered 100 years earlier by a French veterinary student. On the other hand the existence of fever had been recognized since 600 B.C. For most of this time, fever was believed to be beneficial, even to absurd degrees. `If there were a physician skilful1 enough to produce a fever it would be useless to seek any other remedy against disease-according to Rufus of Ephesus in A.D. 100. By the 17OOs, however, the ability of willow bark to reduce fever became known and, as ever, once an effective drug was available, excellent use was found for it. The ability to control fever fostered the belief that it ought to be controlled, or at least that it was unhelpful, without much real evidence: `The role of fever in disease remains unexplained. Fever may eventually be shown to confer a greater advantag e to the defence mechanism of the host than to the invasive properties of the microorganism19. In 1861, Carl Wunderlich was the first German physician performed the systemic measurement of human core body temperature in healthy individuals, the average reported value was 37 0C or 98.6 degree Fahrenheit. Because of his work on temperature Wunderlich is generally regarded as the father of clinical thermometry20-21. According to Wunderlich, normal body temperature lies within a range of 97.2 0F/36.2 0C to 99.5 0F/37.5 0C. Wunderlich found that the body temperature is not constant and varies in both healthy and unhealthy individuals. He wrote, The lowest point is reached in the morning hours between two and eight, and the highest in the afternoon between four. In his investigation the body temperature rises in mental exertion, constipation and urine retention.He observed that women have slightly higher body temperature than men and among age groups; older individuals have significantly lower body temperature compare to younger individuals20. Body temperature is influenced by several factors, such as diurnal variation and cellular metabolism, due to muscle activity during the day exercise and ambient temperature 22-23. Daily body temperature is not dependent on site of measurement, which is non-linear, and characterized by moment to moment complex variability 4 .The cosinor analysis of temperature variability data is well established in circadian research of body temperature rhythms, which is described in a simple cosine wave, which is typically characterized in terms of acrophase, amplitude, and mesor, where it filtered out the complex variability data4. Under natural conditions expected timing of the nadir and acrophase , value of the mesor, and amplitude of temperature rhythm was significantly different in an individual’s temperature rhythm, which will be influenced by many endogenous countenance of the environments as well as health status4. During menstrual period, there is an increase in body temperature ranging from 0.5-1.0 ° F/0.25-0.5 ° C is typically observed at or around ovulation(ref- Circannual and menstrual rhythm characteristics in manic episodes and body temperature. in note.) . Comparison of between follicular phase and the post-ovulation luteal phase, body temperature is elevated, but the amplitude of the temperature rhythm is reduced (ref- Circadian rhythms, sleep, and the menstrual cycle. In word doc.). It has been reported that the temperature in luteal stage is 0.4 0C higher than follicular stage (26 ref- in note ). (Check original ref no. in protocol.) This is mainly because of the progesterone hormone level in luteal stage and some studies proved that rise in body temperature is due to effect of progesterone hormone whereas oestrogen has lowering effect. the temperature remain elevated in luteal phase as long as the progesterone levels are increased. ( ref-29 and 33 in note.) )(check 27-28 origina l ref ) Physical fitness varies the normal body temperature; Atkinson G et al found that the physically active groups have higher amplitude of temperature than inactive groups. However the oral temperature of physically active group had lower than inactive group at 2.00 and 6.00. Rest of the time physically active group had significantly higher oral temperature than inactive group. Age has also an important role in variability of temperature. In most of the studies reported that cosinor analysis of temperature; mesor and amplitude decreases with increase in age. Gubin et al reported that normal temperature range is higher in young adults than in elders. Mesor is higher in young adults (97.5 ° F/36.38 ° C) than in elderly subjects (97.1 ° F/36.17 ° C) and amplitude was also increased in young adults than in elderly subjects. The mean circadian acrophase was similar in both age groups (17:19 versus 16:93); however, inter-individual differences were higher in the older group, with individual values varying between 10:00 and 23:00 hours (ref.-48 in note ). In another study Howell et al recorded the oral temperature using electronic thermometer in 105 females age ranges from 61-105 years and reported a group mean of 36 0C,which is significantly lower than in a younger adults.(29 in original protocol). Touitou et al, found that the daily body temperature ampl itude was decreased in the elderly subjects when compared to healthy adult individuals.(30 in original protocol). Nonlineardynamics and complexity theory appear to offer an alternative approach. Many biological structures can be regarded as natural fractals and much physiological behaviour can be explained by deterministic chaos (heart rate, bacterial population growth, hormonal secretion pulses, and epidemics. Furthermore, in many cases, pathological conditions and ageing are known to be accompanied by losses in complexity. The complexity of the temperature curve could be regularly measured in all cases. Consistent results were obtained using three entirely independent methods that measure different aspects (in two cases the dynamic behaviour, in the other the anfractuosity of the curve), with good correlation between all methods. None of the complexity measures was significantly different for the two sexes, nor were they affected by the BMI. On the other hand, all measures of complexity were inversely correlated with age. This finding is somehow coded in the temperature readings, but classical statistical indicators are not capable of bringing it to light. The finding of an inverse correlation between age and the degree of complexity of the temperature curve was likewise not unexpected. Ageing and illness are known to be accompanied by a loss of complexity in certain patterns of chaotic behaviour12. For instance; variability in heart rate decreases with age and in certain conditions is associated with a poor prognosis31. It could be argued that, as has been postulated for heart rate, body temperature is governed by several different regulatory systems (thermogenesis, vasoconstriction- vasodilatation mechanisms, sweating, breathing rate) and at the same time is subject to external factors (ambient temperature, exercise, clothing). Perhaps illness and ageing cause a certain decoupling or isolation of the thermal regulatory system from its surroundings. This in turn could result in less complexity of the temperature plot, leading to lower ApEn and FDc values and higher DFA values12. Varela et al. reported that in healthy subjects, the temperature curve behaves like a natural fractal whose complexity may be analyzed in a consistent manner. In addition, they observed that complexity decreased significantly with age. The complexity of the temperature curve is tightly inversely correlated with the severity of the patients condition. Both mean and minimum ApEn were significantly lower in patients who died than in patients who survived. Consequently one would expect to see a reduced complexity in the temperature readings of critically ill patients, the level of complexity mirroring the patients clinical evolution. In this respect, the mean ApEn value for the patient series was significantly lower than the mean ApEn for a series of 21 healthy subjects. The inverse correlation between the ApEn values and the SOFA scores in most of thein their series was likewise consistent with that premise32. In another study of Varela et al. reported that there was good correlation between complexity results and clinical scores for each patient. Non survivors exhibited lower complexity values than survivors, so low levels of complexity in the temperature curve are poor indicators  of prognosis in patients with multiple organ failure.  The predictive ability of temperature curve complexity is similar to that of the SOFA score33. Available evidence suggested that body temperature is a complex, non-linear physiological variable and has an accepted 24 hour rhythm associated with health. Body temperature is also subject to many sources of endogenous and exogenous variation4. Temperature curve analysis may provide relevant information on the aetiology of fever thus may assist in early diagnosis of disease 12. There are few cases where rectal temperature is measured intermittently using thermometer to generate fever patterns but it is a tedious procedure and has a limited usefulness in diagnosis of certain clinical conditions such as, double quotidian fever curves in diagnosis of mixed malarial infections, visceral leishmaniasis, right-sided gonococcal endocarditis and sustained fever patterns in typhoid fever 13. Musher D M et al found that the fever pattern is not likely to be helpful in diagnosis of sustained fever in Gram-negative pneumonia or in CNS damage with possible exceptions.(new ref in fever pattern). Papaioannou et al studied temperature curve complexity using wavelet transformation in 22 patients with systemic inflammation found that there is a decrease in complexity of temperature especially more in sepsis condition. They suggested that complexity analysis of temperature signals can help in assessment of inherent thermoregulatory dynamics during systemic inflammation and also can increase discriminating value in patients with infectious versus non-infectious conditions, probably associated with severity of illness. However monitoring of 24 hour ambulatory core body temperature so far has been limited and still remains obscure. Studies have shown that core body temperature is not constant, and fluctuates in different clinical conditions and in various endogenous and exogenous factors, where variability of core body temperature patterns is noted. However assessment of 24 hour core body has not been established in detail. Thus standardization of core body temperature using spectral analysis might play a significant role in clinical practice, which would potentially help us to predict clinical outcome in the early part of fever in patients and with other associated clinical conditions.

The First Battle Of Bull Run Essay -- essays research papers

THE FIRST BATTLE OF BULL RUN On July 21, 1861, two armies, one confederate and the other Union, prepared for the first major land battle of the Civil War. In 1861 Abraham Lincoln was sworn in as President. The Southern states had seceded and the South had fired on and captured Fort Sumter on April 12 1861.   Ã‚  Ã‚  Ã‚  Ã‚  After the Fort Sumter battle, both the North and the South began preparing for war by raising armies. This was done quickly and neither side spent much time training the troops. Both sides also did not know what a long and terrible war was ahead.   Ã‚  Ã‚  Ã‚  Ã‚  The first Battle of Bull Run took place near Manassas Junction, Virginia, an important railroad junction twenty five miles west of Washington, D.C. Bull Run Creek twisted and turned through Manassas Junction. The Shenandoah Valley, a Southern stronghold was thirty miles to the northwest of Manassas Junction. Both the Bull Run Creek and the nearby Shenandoah Valley gave the South two advantages in this battle.   Ã‚  Ã‚  Ã‚  Ã‚  In July 1861, tow armies faced each other in Northern Virginia. General Irvin McDowell, commander of the Union Army of the Potomac had 31,000 men in Washington. General Beauergard of the Confederate Army had 20,000 troops camped around Manassas Junction.   Ã‚  Ã‚  Ã‚  Ã‚  To the north, near Harriers Ferry, Confederate General Joseph Johnston with 9,000 soldiers faced off with Union General Patterson who was dug...

To kill a mockingbird book vs. movie

In these two versions, there are a couple of differences. A big one that noticed is that Mrs.. Dubos Is left out of the movie. Mrs.. Dubos was an old lady addicted to morphs en and in the novel she showed moral courage. In the beginning, Gem hated Mrs.. Dubos beck cause of her views on his dad, but she ended up teaching him a lesson. Mrs.. Double's wish w as to die ‘beholden to nobody' even though she knew she would have to go through suffering without the help of the drug.Others would have chosen a untroubled death, but Mrs. Dubos was adamant to conquer her addiction and to die with the pain instead. Attic's didn't WA NT Gem to think that ‘courage is a man with a gun in his hand' so, he sent him to Mrs.. Double's t o learn this. This Is very Important because It helps Gem realize what courage Is and Isn't. Also, in the novel, Gem and Scout go to Scaloppini's church while Attic's is working. This is a really significant moment in the story which they did not show in the m ovie.This being a time of prejudice where whites had their own churches and the blacks had t heir own churches. So, when Gem and Scout show up with California some people aren't comfy ratable with the children because of their white skin color. But, California sticks up for the chi lilied and says that, â€Å"It's all the same god, anti it? † The children also learn that California live sees a ‘double life' because they hear her speak different among white and black folks.

Managing change and overcoming fear of change - Free Essay Example

Sample details Pages: 16 Words: 4835 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? 1.0 Introduction The phenomenon of resistance to change is the bane of all Algerian bakeries that convey ideas for change. For the same one who proposed the change, the resistances are usually synonymous with hostility, intrigue deadlines, polarization, conflict, and impatience, many problems which are likely to frustrate and undermine the success of his bakery. Basically, resistance to change is built up from many sources; internal and external. Overcoming resistance to change requires first the identification of those sources. Therefore, the owner of the bakery El-Bahdja is looking for an expert or professional advice in the field to help managing change effectively. Hence, as this topic is part of the international business and management studies, the owner asked me to do some research on this matter. Don’t waste time! Our writers will create an original "Managing change and overcoming fear of change" essay for you Create order Ultimately, this research is divided into two major chapters, first; the literature part that discusses the main topic theoretically, it starts off by mentioning the general sources that fuels the resistance to change, then it goes on with hofdstedes point of view on resistance of change based on cultural differences and it concludes by describing the steps of managing change effectively and it concludes with. The second major chapter is the analysis of the findings from the primary data that have been collected through interviews with owners and employees from the bakery El-Bahdja and owners from other bakeries. Finally this paper is closed by recommendations for the owner of the bakery El-Bahdja on how to overcome resistance to change and how to manage change. 1.1 Research objective Many companies in North Africa particularly in Algeria are making loss and could not improve the quality of their business due to the habit of following common procedures and the high consideration of sunk costs invested in the status quo and fear of new ideas. Lack of adequate information fuels rumors and gossip and adds to anxiety generally associated with change. This fear creates resistance to change in the Algerian bakery industry Therefore, this research focuses on finding the elements that fuel the resistance to change in the Algerian bakeries and specifically the bakery El Bahdja that produces and delivers all kind of bread and pastries. The owner of the Algerian Bakery El-Bahdja is an old man and has been in the business since 1967. The owner is facing the closing down due to lack of managing change skills in the bakery and the high resistance from the employees to change. The main objective of this research is to provide the owner of the bakery El-Bahdja with guidance to effectively managing change when it is in the process of the implementation. 1.2 Research questions To provide guidance on how to manage changes for the owner of the bakery El-Bahdja it is essential first to find answers to the following research questions. Does Algerian culture welcome changes Why most Algerian employers and employees resist changing? What are the external factors that prevent Algerian employers and employees from changing? How do Algerian employers and employees manage change when applying the new ideas? 1.3 Methodology This study is based on both primary and secondary data that help in understanding the causes of resistance to change from both the Algerian owners and their employees: Secondary data collection: this method studies the previous cases that have already been written about and find the similarities between the cases. This method is very helpful in collection data from different cultures that share the same fact which is fear of new ideas that have direct effect on their traditional way of doing business. Therefore, the resources of the secondary data collection are mainly from books, journals, and internet. Primary data: a very crucial data and plays a big role in making final decision. The primary data which is better called direct communication or field research, on other word; facing people and have them interviewed. The objective of this method is to collect factual data that helps in answering the research questions of this study and this after interviewing people from the same field on the main topic. Reflection on the research methodology: the methods followed for collecting data are linked together. The secondary data helps understand the theoretical concepts that have been concluded from previous cases and compare them to the new facts. In this method; the 7s model of McKinsey, the theory versus the real world by Jeff Hiatt and Arab identity by Halim Barakat are used as starting point for facing organizational change in Algeria. The primary data is basically the tangible evidence for decision makers, observing and interviewing people are the major tools to be used in collecting data for this study. Reliability and validity of data are the essential axes of this method. Therefore, the interviews take place specifically with owners of bakeries and their employees in Algeria and in the Netherlands for comparison to see whether culture differences is a matter for resisting changing. 2.1 Why managing change? Change is believed to happen Changes are fact and every person is subject to these changes. People faces changes regularly in their life or in their workplace, part of them deal with these changes successfully and the other part fail to adjust to change. In the life, for instance a family with children; parents believe that children are subject to changes and may change to better or to the opposite that parents plan for them, however these changes would not affect the family as a whole but the person himself. Nevertheless, in a business changes there are two ways and no third, successfully manage change or failure. In organization whether you are an executive, supervisor, coach, consultant, project team leader or manager of any type where your job is to manage people, you likely have experienced resistance to change from employees. However you may not recognize the role that you can play in preventing that resistance and leading change. Many managers do not make this connection until they have personally experience failure in an important change project (Jeff Hiat, Timothy J. Creasey 2003) When asking people after this failure what would you do differently if you had the chance to do it again? The common response would be using an effective and planned change management program. The question to be risen here is whether this program is sufficient enough to prevent resistance to change from happening in the first place and deal with people emotions and pursue them to change. The real barrier to success is a lack of change management and not management program. Some people do not lack of vision or an understanding of the marketplace but they feel simply short when managing the people side of change. In other words, things did not go exactly as planned. The unexpected happened. Not managing the people side of change impacts the success and introduces risk into the business (Jeff Hiat, Timothy J. Creasey 2003) Change management skills have shown that is not only mitigates these business risks, but also can avoid them entirely. Business leaders have change management skills to not only manage resistance once it appears, but to prevent it from occurring. 2.2 Change and the manager Change needs to be portrayed in positive terms, a necessity to ensure long term survival (Robert A Poton, James McCalman, 2008) Organizations and their managers must recognize change, in itself, is not necessarily a problem. The problem more often than not is a less than competent management o the change situation (Rob Paton, James McCalman, 2008). Managers must realize that one cannot separate strategic change management from organizational strategy; both must work in tandem. The importance of the human side of change cannot be underestimated, one must identify and manage the potential sources and causes of potential resistance and ensure that motivators are built into new processes and structures (Forlaron, 2005). i) Change competency: Change is part of the businesss philosophy The successful organization is the organization that understand change will occur, expect it and support the change during implementation (Jeff Hiat, 2003) An organization that faces constant demands to change and uses effective management over and over with each new initiative may experience a fundamental shift in its operations and the behavior of its employees. Sponsors begin to repeat activities that made last change successful. Managers develop skills to support employees through the change. Employees see part of their job as navigating these new changes. Each level in the organization will have internalized its role in change and developed the skills and knowledge necessary to react to constant change. The organization has become ready and able to embrace change; it has developed change competency (Jeff Hiat, Timothy J. Creasey, 2003). However, building change competency is not paved with flowers; it requires a belief that change is now an ever-present feature of organizational life (Burnes, 2004). Change competency is similar to change management, but there are several key distinction. First, change management is ultimately the use of specific activities like communication, coaching, sponsorship and training; to realize successful outcomes with business changes. Change competency is not a specific activity; it is an organizations ability to react to change over and over again Second, while change management can be taught and learned, change competency requires a fundamental shift in culture and values. It must be simply part of day-to-day operations and cannot be simply demonstrated in training or instructional material. Third, change competency must penetrate every facet and level of the organization. This distinction especially relates to the front-line employee. An organization may have expertise in change management in its sponsors, consultants and change management. However, the front-line employees are the ones whose day-to-day activities are changing. To build change competency into the organization, you can take the first step by ensuring that solid change management practices are applied consistently for each change initiative. The second step is to begin building the following competencies into your organization (Jeff Hiat, Timothy J. Creasey, 2003) ii) Change and Human Resource Technology has played a major role in ensuring that a coherent business approach and managerial performance can be maintained from a reduce resource base. The key success in such moves has been the mobilization of the human resource (Pettigrew and Whipp, 1993). 2.3 Managing resistance once it appears Believing in changes to be happening is a key principle to reducing resistance to change People are often afraid of new ideas. They may feel threatened by new ideas and fear that they will not be able to cope with a change in working patterns that is demanded of them or that they will not understand how to use a new technology; example of that many older people are afraid of materials that they are not able to handle and may make them calling the technician every moment (Tony proctor 2005). The fear of new ideas is a natural feeling; people live with this fear and it not a bad manner. Fear of new ideas becomes negative when is surrounded with sources that increase the tension of fear that leads to high level of resistance and consequently aggravation of the failure of any project. Change more often than not produces suspicions and resistance. To many it implies a move from familiar ways-mastered over long periods of time- to an unknown and threatening environment. In order to deal effectively with resistance to change, people must understand its causes (Jack Rabin, Marcia B. Steinhauer, 1988). Lawrence and Greiner 1970, identify the main sources that feed the resistance of change. Fear of the unknown, lack of information, threats of status, fear of failure, and lack of perceived benefits. Regarding the first group of sources of resistance, change starts with the perception of its need, so a wrong initial perception is the first barrier to change. This first group is called distorted perception, interpretation barriers and vague strategic priorities (Pardo del Val, Manuela Martnez Fuentes). It includes: (a) Inability of the company to look into the future with clarity (Barr et al., 1992; Krger, 1996; Rumelt, 1995); (b) Denial or refusal to accept any information that is not expected or desired (Barr et al., 1992; Rumelt, 1995; Starbuck et al., 1978); (c) Perpetuation of ideas, meaning the tendency to go on with the present thoughts although the situation has changed (Barr et al., 1992; Krger, 1996; Rumelt, 1995; Zeffane, 1996); (d) Implicit assumptions, which are not discussed due to its implicit character and therefore distort reality (Starbuck, Greve and Hedberg, 1978); (e) Communication barriers, that leads to information distortion or misinterpretations (Hutt et al., 1995); (f) Organizational silence, which limits the information flow with individuals who do not express their thoughts, meaning that decisions are made without all the necessary information (Morrison and Milliken, 2000; Nemeth, 1997). The second main group of sources of resistance deals with a low motivation for change. Five fundamental sources: (a) Direct costs of change (Rumelt, 1995); (b) cannibalization costs, that is to say, change that brings success to a product but at the same time brings losses to others, so it requires some sort of sacrifice (Rumelt, 1995); (c) Cross subsidy comforts, because the need for a change is compensated through the high rents obtained without change with another different factor, so that there is no real motivation for change (Rumelt, 1995); (d) Past failures, which leave a pessimistic image for future changes (Lorenzo, 2000); and (e) Different interests among employees and management, or lack of motivation of employees who value change results less than managers value them (Waddell and Sohal, 1998). The lack of a creative response is the third set of sources of resistance. There are three main reasons that diminish the creativeness in the search for appropriate change strategies: (a) Fast and complex environmental changes, which do not allow a proper situation analysis (Ansoff, 1990; Rumelt, 1995); b) Reactive mind-set, resignation, or tendency to believe that obstacles are inevitable (Rumelt, 1995); and (c) Inadequate strategic vision or lack of clear commitment of top management to changes (Rumelt, 1995; Waddell and Sohal, 1998). Taking into consideration all those sources of resistance mentioned above can reverse the situation into preventing resistance in the first place. Cultural web: Cultures differ from each other in their resistance to change. The strongest resistance to change characterizes of high power distance, low individualism, and high uncertainty avoidance. Among these cultures are most Latin American countries, Portugal and Korea, followed by Japan, France, Spain, Greece, Turkey, and Arab countries. Cultures with low levels of resistance to change are low on power distance, high on individualism, and low on uncertainty avoidance. This category includes the Anglo countries, Nordic countries, and the Netherlands, followed by Singapore, Hong Kong, and South Africa (Harzig and Hofdestede, 1996 2.4 Making sense of change management 7S model of McKinsey: The Mckinsey 7S model defines the seven components that encompass an organization and that by changing any one of the S components there is impact on the other S components. This model is such a conceptual aid by acting as good checklist for those setting out to make organizational change, laying out which parts of the system need to adapt, and the effects of these changes in other parts of the system (Mike Green, 2007) The 7s categories are: Staff important categories of people within the organization, the mix, the diversity, retention, the development and the maximizing of their potential. This component helps to determine how committed resources to make it all work? Skills distinctive capabilities, knowledge and experience of key people. The role of this component is to identify how ready and competent are the staff based on where the organization is heading? Systems processes, IT systems, HR systems, knowledge management systems. In other words, what are the suitable systems to be used to support the transition? Style management style and culture. How we are getting from here to there? Shared values guiding principles that make the organization what it is. Strategy organizational goals and plan, use of resources. Briefly is where are we transitioning to? Structure the organization chart and how roles, responsibilities and accountabilities are distributed in furtherance of the strategy. The Mckinsey 7S model provides an effective framework for analyzing an organization and its activities that determine whether an organization is strong enough to adjust to any changes. Furthermore, this model helps in avoiding some of the sources that feed resistance to change in the first place 2.5 Five steps for effective change process (Thomas and Christopher, 2008) Step 1:Motivating change: Moving from the known to the unknown Organizational change involves moving from the known to the unknown. The future is uncertain and may adversely affect peoples competencies, worth, and coping abilities. Organization members generally do not support change unless compelling reasons convince them to do so. A key issue in planning for action is how to motivate commitment to organizational change. This requires attention to two related tasks: creating readiness for change and overcoming resistance to change. Creating Readiness for change: peoples readiness for change depends on creating a felt need for change. This involves making people so dissatisfied with the status quo that they are motivated to try new work processes, technologies, or ways of behaving. Generally people and organization need to experience deep levels of hurt before they will seriously undertake meaningful change. The following three methods can help generate sufficient dissatisfaction to produce change: Sensitize organizations to pressures for change. Modern organizations face unprecedented environmental pressures to change themselves, including heavy foreign competition, rapidly changing technology, and the draw of global markets. Internal pressures to change include new leadership, poor product quality, high production costs, and excessive employee absenteeism and turnover. Organizations can make themselves more sensitive to pressures for change by encouraging leadership to surround themselves with devils advocate; for instance by cultivating external networks that comprise people or organizations with different perspectives and views; by visiting other organizations to gain exposure to new ideas and methods. Reveal discrepancies between current and desired states. Significant discrepancies between actual and ideal states can motivate organization members to initiate corrective changes, particularly when members are committed to achieving those ideas. A major diagnosis is to provide members with feedback about current organizational functioning so that the information can be compared with goals or desired future states. Convey credible positive expectations for the change. When organization members expect success, they are likely to develop greater commitment to the change process and to direct more energy into the constructive behaviors needed to implement it. The key success to achieving these positive effects if to communicate realistic, positive expectations about the organizational changes*. Research suggests that information about why the change is occurring, how it will benefit the organization, and how people will be involved in the design and implementation of the change was most helpful.* Overcoming Resistance to change: At the organization level, resistance to change can come from three sources. Technical resistance comes from the habit of following common procedures and the consideration of sunk costs invested in the status quo. Political resistance can arise when organizational changes threaten powerful stakeholders, such as top executive or staff personnel, or call into question the past decisions of leaders. Finally, culture resistance takes the form of systems and procedures that reinforce the status quo, promoting conformity to existing values, norms, and assumptions about how things should operate. Empathy and support. A first step in overcoming resistance is learning how people are experiencing change. This strategy identifies people who are having trouble accepting the changes, the nature of their resistance, and possible ways to overcome it. Communication. People resist change when they are uncertain about its consequences. Lack of adequate information fuels rumors and gossip and adds to anxiety generally associated with change. Effective communication about changes and their likely results can reduce this speculation and allay unfounded fears. Participation and innovation. Involvement in planning the change increases the likelihood that members interests and needs will be accounted for during the intervention. Consequently, participants will be committed to implementing the changes. They also can identify pitfalls and barriers to implementations. STEP 2: CREATING A VISION The second activity in leading and managing change involves creating a vision of what members want the organization to look like or become. Generally, a vision describes the core values and purpose that guide the organization as well as an envisioned future toward which change is directed. It provides a valued direction for designing, implementing, and assessing organizational changes. The vision also can energize commitment to change by providing members with a common goal and a compelling rationale for why change is necessary and worth the effort. Research suggests that compelling visions are composed of two parts: (1) a relatively stable core ideology that describes the organizations core values and purpose, and (2) an envisioned future with bold goals and a vivid description of the desired future state that reflects the specific change under consideration Step 3: DEVELOPING POLITICAL SUPPORT Managing the political dynamics of change includes the following activities: Assessing Change Agent Power. Greiner and Schein 1988, indentified three key sources of personal power in organizations (in addition to ones formal position); knowledge, personality, and others support. Knowledge bases of power include having expertise that is valued by others and controlling important information. For example, leaders in organizational units undergoing change can call on their informal networks for resources and support, and encourage subordinates to exercise power in support of the change. Identifying Key Stakeholders. This can start with simple question. who stands to gain or to lose from the changes? Once stakeholders are identified, creating a map of their influence may be useful. Consequently, provides change agents with information about which people groups need to be influenced to accept and support the changes. Influencing Stakeholders. There are three major strategies for using power to influence others in organization development; First strategy is playing straight; this strategy involves determining of particular stakeholders and presenting information about how the changes can benefit them. The success of this strategy relies heavily on the change agents knowledge base. He or she must have the expertise and information to persuade stakeholders that the changes are a logical way to meet their needs. The second strategy is using social network; in this strategy change agents attempt to use their social relationships to gain support for changes. This social networking might include, for example, meeting with other powerful groups and forming alliances to support specific changes. This strategy also might include using informal contacts to discover key roadblocks to change and to gain access to major decision makers who need to sanction the changes. The third strategy is going around the formal system; the change agents charisma, reputations, or professional credibility lend legitimacy to going around the system and can reduce the likelihood of negative reprisals. For example, managers with reputations as winners often can bend the rules to implement organizational changes. However, this power strategy is relatively easy to abuse. Therefore; the OD practitioners should consider carefully the ethical issues and possible unintended consequences of circumventing formal policies and practices. Step 4: MANAGING THE TRANSITION Implementing organizational change involves moving from the existing organization state to the desired future state. There are three major activities and structure to facilitate organizational transition: activity planning, commitment planning, and change-management structures. Activity Planning This involves making a road map for change, citing specific activities and events that must occur if the transition is to be successful. Activity planning should clearly identify, temporally orient, and integrate discrete change tasks and should link these tasks to the organizations change goals and priorities. Commitment planning this activity involves identifying key people and groups whose commitment is needed for change to occur and formulating a strategy for gaining their support. Change-Management Structures Because organizational transitions tend to be ambiguous and to need direction, special structures for managing the change process need to be created. These management structures should include people who have the power to mobilize resources to promote change, the respect of the existing leadership and change advocates, and the interpersonal and political skills to guide the change process. Step 5: SUSTAINING MOMENTUM Once organization changes are under way, explicit attention must be directed to sustaining energy and commitment for implementing them. A strong tendency exists always among organization members to return to old behaviors and well-known processes unless they receive sustained support and reinforcement for carrying the changes through to completion. The following five activities can help to sustain momentum for carrying change through to completion: Providing resources for change. Additional financial and human resources are required for implementing organization change, particularly if the organization continues day-to-day operations while trying to change itself. Extra sources are always helpful to provide a buffer as performance drops during the transition period. Building a support system for change agents. Organization change can be difficult and filled with tension, not only for participants but for change agents as well. A support system typically consists of a network of people with whom the change agent has close personal relationships people who can give emotional support, serve as sounding board for ideas and problems, and challenge untested assumptions. Developing new competencies and skills, reinforcing new behaviors, and staying the course. In organizations people generally do things that bring them rewards. Consequently, one of the most effective ways to sustain momentum for change is to reinforce the kinds of behaviors needed to implement the changes through for instance informal recognition, encouragement, and praise. Staying the course. If the organization changes again too quickly or abandons the changes before it is fully implemented, the desired results may never materialize. There are two primary reasons that managers do not keep a steady focus on change implementation. First, many managers fail to anticipate the decline in performance, productivity, or satisfaction as change is implemented. Organization members need time to practice, develop, and learn new behaviors; they do not abandon old ways of doing things and adopt a new set of behaviors overnight. Second, many managers do not keep focused on a change because they want to implement the next big idea that comes along. Successful organizational change requires persistent leadership that does not waver unnecessarily. References Books and articles Ansoff, I.H. (1990), Implanting Strategic Management Prentice Hall International, Ltd. London Cynthia D. Scott, Dennis T. Jaffe. (2003), Managing change at work: leading people through organizational transitions, edit 3 Greiner, L.E. (1972), Evolution and revolution as organizations grow Harvard Business Review, pp. 37-46. Greiner, L E and Schein, V E. (1988), Power and Organization Development: Mobilizing power to change, Reading, MA: Addison Wesley Halim Barakat. (1993), The Arab world: society, culture, and state Berkeley, Calif.: University of California Press, Hutt, M.D., Walker, B.A. and Frankwick, G.L. (1995) Hurdle the Cross-Functional Barriers to Strategic Change Sloan Management Review, 36 (3), pp. 22-30. Jack Rabin, Marcia B. Steinhauer. (1988), Handbook on human services administration Public Administration and Public Policy/34, pp. 305 Krger, W. (1996), Implementation: The Core Task of Change Management CEMS Business Review, 1, pp. 77-96. Lawrence, P.R. (1954), How to Deal with Resistance to Change Harvard Business Review, (May/June), pp. 49-57. Mike Green. (2007), Change management masterclass: a step by step guide to successful change. Tony Proctor. (2005), Creative problem solving for managers: developing skills for decision making. Edition 2, pp. 241 Pardo Del Val, Manuela Martnez Fuentes RESISTANCE TO CHANGE: A LITERATURE REVIEW AND EMPIRICAL, p. 5-7 Rob Paton, James McCalman. (2008), Change Management: A Guide to Effective Implementation, edition 3, pp. 39-54 Rumelt, R.P. (1995), Inertia and transformation, in Montgomery, C.A., Resource-Based and Evolutionary Theories of the Firm, Kluwer Academic Publishers, Massachusetts, pp. 101-132. Rusell Tobin. (1999), Overcoming resistance to change, Second Edition, pp. 142 Starbuck, W., Greve, A. and Hedberg, B.L.T. (1978) Responding to crisis, Journal of Business Administration, 9 (2), pp. 111-137. Thomas G. Cummings, Christopher G. Worley. (2008), Organization development change, Edition 9, pp. 165-182 Waddell, D. and Sohal, A.S. (1998), Resistance: a constructive tool for change management, Management Decision, 36 (8), pp. 543-548. Zeffane, R. (1996), Dynamics of strategic change: critical issues in fostering positive organizational change, Leadership Organization Development Journal, 17, pp. 36-43. Websites: https://www.explorehr.org/articles/Organization_Analysis/Five_Steps_for_Effective_Change_Process.html Appendices Appendix A: Company history Company name: Bakery El-Bahdja Owner: Mohamed Mezioud Address: 11 Humeg Idir 5 maisons El Mohammadia Algiers, Algeria The bakery El-Bahdja was founded in 1967. It delivers bread and pastries to many unites in Algiers. The traditional way of producing bread is still dominating the bakery. Appendix B: Name and addresses of the people interviewed Appendix C: Questions of the interviews Questions for the employees: Do you want the bakery to be changed? If no why you want the bakery to remain as it is But new machines will facilitate the work Questions for the owners: Why you do not change the bakery style? Is it a problem for you to have new sophisticated machines?