Role of Colour in Impressionism :: Essays Papers

Role of Colour in Impressionism In this essay, I shall try to examine how great a role colour played in the evolution of Impressionism. Impressionism in itself can be seen as a linkage in a long chain of procedures, which led the art to the point it is today. In order to do so, colour in Impressionism needs to be placed within an art-historical context for us to see more clearly the role it has played in the evolution of modern painting. In the late eighteenth century, for example, ancient Greek and Roman examples provided the classical sources in art. At the same time, there was a revolt against the formalism of Neo-Classicism. The accepted style was characterised by appeal to reason and intellect, with a demand for a well-disciplined order and restraint in the work. The decisive Romantic movement emphasized the individual’s right in self-expression, in which imagination and emotion were given free reign and stressed colour rather than line; colour can be seen as the expression for emotion, whereas line is the expression of rationality. Their style was painterly rather than linear; colour offered a freedom that line denied. Among the Romanticists who had a strong influence on Impressionism were Joseph Mallord William Turner and Eugà ©ne Delacroix. In Turner’s works, colour took precedence over the realistic portrayal of form; Delacroix led the way for the Impressionists to use unmixed hues. The transition between Romanticism and Impressionism was provided by a small group of artists who lived and worked at the village of Barbizon. Their naturalistic style was based entirely on their observation and painting of nature in the open air. In their natural landscape subjects, they paid careful attention to the colourful expression of light and atmosphere. For them, colour was as important as composition, and this visual approach, with its appeal to emotion, gradually displaced the more studied and forma, with its appeal to reason. Impressionism grew out of and followed immediately after the Barbizon school. A distinctive feature of the work of the Impressionists was the application of paint in touches of mostly pure colour rather than blended; their pictures appeared more luminous and colourful even than the work of Delacroix, from whom they had learned the technique. To the modern eye, the accepted paintings of the salon artists of the day seem pale and dull.

Ethical Dimensions of Preparing Two Financial Reports Essay

Ethical dimensions of financial accounting with respect to keeping of two sets of records, one for internal purposes only and the other for internal taxation purposes. Financial accounting, as stated by Garrison, is concerned with providing information those people outside an organization. This includes preparation of financial reports showing the company’s past financial performance which will be the basis for additional investments for stockholders, capacity to pay off loans for creditors or banks, imposing correct government taxes as mandated by law, etc. Financial reports, therefore, should be done accurately and with utmost truthfulness to avoid misconstruction due to omission or misstatement as stated in the International Federation of Accountants Code of Ethics. However, there are some who do not conform to this Code. Some companies practice preparation of two sets of financial reports at the end of the fiscal year, one for internal purpose and the other to be used and submitted for internal taxation purpose. Usually, if the company would like to attract additional investments from its stockholders, incomes are bloated. On the other hand, to avoid paying high taxes or even pay no taxes at all, financial statements are manipulated to reflect a lower or negative net income, which will be the basis for the computation of the taxes to be paid by the company. Whether for stockholders or for taxation, I strongly condemn such practice. This does not only violate the Code of Ethics of IFAC, such practice, if done continually, could even be a start of the eventual downfall of any company due to loss of its credibility and integrity. Thus, there exist major financial scandals that lead to collapse of business giants like what happened to ENRON. Further, leaders of the company may suffer from huge penalties or even jail terms, if found guilty of violating the code. Sadly, our country’s system on taxation and how the government use, or should I say, misuse collected taxes opens a lot of controversies and issues, which is being used by some companies to justify the practice of preparing a different financial report for taxation purpose. Corruption and issues on tax evasion by big companies are only a few examples why some companies validate this act. Corporate governance, as they say, should start first with the government, ethical behavior should be practiced first by our government leaders. This is the main campaign of incumbent President PNoy. The Code of Ethics on Integrity Rules states: â€Å"A member must not make, prepare, or certify, or permit or direct another person to make, prepare or certify, any statement which the member knows, believes or ought to

Personality at Selection Interview

Assignment – Personality Personality can be defined as those relatively stable enduring aspects of an individual that distinguish him/her from other people and at the same time form a basis for our predictions concerning his/her future behaviour. (Wright et al cited in Rollinson 2005) This definition represents the view that it is possible to identify an individuals stable and unchanging personality and characteristics, and that if the characteristics are identified they can be used to predict the persons future behaviour. Organisations differ greatly in their cultures and acceptable behaviours which means that some individuals naturally fit in better than others. (Rollinson 2005:85) Job roles themselves also differ in terms of the suitability of an individual’s personality in being successful in that job role. Therefore in determining the importance of personality at selection interview we need to determine what both the role and the organisation require. (Rollinson 2005:85) In the work environment the â€Å"fit† of a person has to be right in terms of skills and experience as well as values and needs. Holbeche: 2002). Person-organisation fit refers to the extent to which individuals and organisations share similar characteristics (personalities) or meet each others needs. The assessment of personality is carried out to determine desirable or un-desirable traits of candidates to assess their suitability for a role and/or organisation (Arthur:2005) Getting this right can lead to job satis faction and organisational commitment. (Kristoff:2000) When an employer is recruiting the psychological contract has some importance. The psychological contract implies a series of mutual expectations and satisfaction needs arising from the P-O relationship (Mullins:2010) P-O fit is likely to be more important than P-J fit in satisfying the psychological contract (Morley:2007) in that employees will be required to adapt to changes in tasks and gain new skills. It is argued that greater emphasis should be placed on the P-O fit as opposed to the more traditional method of P-J fit because firstly individuals will hold several roles within an organisation therefore their P-O is more important than the possibly less lexible P-J fit, they will hold the organisations values and culture closer and will have longer service therefore lowering recruitment costs. (Ree and Earles 1992) Secondly the changing nature of work requires individuals to be better at teamwork and more flexible. I believe that when recruiting graduates P-O fit is more important as opposed to P-J fit. Graduates are recruited to provide organisations with a potential pool of future managers and enhance succession possibilities. Morley:2007) Graduates have little experience in the work environment so are less able to translate their skills, qualifications and experience into the working world. If an employer has a clear understanding of their organisations culture, personalities of other employees and can accurately determine the personalities and beliefs of the graduate they can base their decision on the graduates enthusiasm, motivation and eagerness to work rather than skills, qualifications and experience. In a study by Wheeler et al (cited in Rollinson 2005) it was found that job satisfaction could be increased by increasing P-O fit, that is recruiting employees with similar values to the organisation. However, Wheeler also found that even though an ill-fitting individual resulted in job dissatisfaction, they would not leave the organisation unless suitable alternative work presented itself. This could lead to them being de-motivated, having poor performance and impact on relationships with colleagues. This shows the importance of getting personality right at selection interview. Person-job (P-J) fit refers to the correlation between the individual’s skills, qualifications and experience with the requirements of a job. (Edwards:1991) and is a traditional method of employee selection (Werbell and Gilliland:1999) P-J fit is most widely determined through proof of an individuals skills, qualifications and experience through certificates and references and questioning around their knowledge on a topic. I have personally heard colleagues question the importance of personality on some roles such as accountants which would initially strike you as being weighted heavily on their skills, experience and qualifications however how well would an accountant perform if they did not have the personality traits to communicate effectively with colleagues and customers? Differing roles do also require different personalities in order to be successful irrespective of the organisation. Receptionists, sales person or customer service representative require the ability to cope with stress and deal with individuals with differing priorities. Gatewood et al:2005) In considering the importance of personality in selection interview it would be sensible to consider how stable and unchanging a person’s personality is. Are we seeing a current snapshot of the individuals personality or will it change overtime? Rollinson (2005) writes that if personality is an ongoing developing process it would be al most impossible to develop valid ways to measure it and would be pointless in attempting to predict future behaviour. Idiographic, one of the two major theories on personality, focuses on personality developing and changing as a result of ongoing experiences. However, Costa and McCrae (1992) wrote that personality is relatively stable after the age of 30 therefore using personality in making selection decisions would be possible due to the stability of personality. Looking at Nomotheic theory, the other of the two major theories of personality, which assumes personality is stable and un-changing, it was noted that there are 5 distinct differences between people known as the Big Five and often referred to as OCEAN. These are: †¢ Openness (perceptive, sophisticated, knowledgeable, cultured, artistic, curious, analytical, liberal traits) †¢ Conscientiousness (practical, cautious, serious, reliable, organised, careful, dependable, hard-working, ambitious traits) †¢ Extraversion (sociable, talkative, active, spontaneous, adventurous, person-orientated, assertive traits) †¢ Agreeableness (warm, trustful, courteous, agreeable, cooperative traits) †¢ Neuroticism (emotional, anxious, depressive, self-conscious, worrying traits) The Big Five can be split into type theory and trait theory. Mullins cites Hans Eyesneck work in which he identified four main personality types. These are stable extraverts,(talkative, responsive, easygoing, lively carefree) unstable extraverts,(impulsive, changeable, excitable, restless) stable introverts (calm, even-tempered, peaceful, thoughtful) and unstable introverts. (anxious, moody, reserved, pessimistic) Mullins writes that if managers can predict future behaviours through an individual’s personality type then it is not surprising that psychometric tests to measure personality are growing in popularity. Trait theory is then broken down again into surface traits (those which are observable) and source traits (which can only be inferred) In theory surface traits could be observed through assessment centres. Mullins writes that the Big Five form the basis of standard personality questionnaires and of these five conscientiousness has the highest link with high levels of job knowledge and performance across a range of occupations. So, according to this, it would be beneficial to an organisation to determine candidate’s personality in order to recruit an individual who has a good score in conscientiousness. However, Maltby et al (2010) writes that if we were to employ the conscientious person with their practical, cautious, serious, reliable, organized, careful, dependable, hard-working and ambitious traits, would they be suitable for a role requiring innovation and creativity and are they flexible and adaptable to cope with the rapidly changing world of work? He questions the applicability of conscientiousness across all job roles. In considering the impact of personality on our relationship at work with colleagues I believe that emotional intelligence has a strong link with aligning personality with successful performance and relationships at work. Emotional Intelligence is defined as a person’s ability to manage themselves as well as their relationship with others so that they can live their intentions (Adele:2008:7) and can be broken down into five specific areas. These are Self awareness, empathy, social expertness, personal influence and mastery of purpose and vision. Each of these areas could have an impact on our relationships with colleagues. Self awareness is an understanding of how our behaviours or words affect others. If we have self awareness we are able to apply self control to change our actions should they be having a negative effect on colleagues. A self aware individual would know when their mood is impacting on others and alter it accordingly. Self awareness is an area looked for in the emotional intelligence of sales people and interview questioning based around the impact of previous experience of their positive and negative impacts on co-workers would be useful in identifying this area. (Adele 2008:17) Empathy is an understanding of others feelings and perspective and the ability to experience what someone else is feeling therefore giving a better understanding of our colleagues. It is the ability to respectfully listen rather than listening to refute or build our own case. A customer service representative who empathises with an irate customer rather than just demanding their account number will better diffuse a volatile situation. (Adele 2008:54) Marshall Goldsmith (â€Å"The world authority in helping successful leaders get even better†) described not listening as the most passive-aggressive form of disrespect shown to colleagues. Social expertness is the building of social bonds which allow us to work with others, share thoughts and ideas, build trust and resolve conflict. The reason that top executives fail is because of their failure to build interpersonal relationships rather than their technical competence. Personal influence is our ability to influence other towards goals or missions and to influence ourselves in taking initiative and displaying confidence. A recruiting manager would be looking for signs at interview that a candidate can prove they have got people to previously follow them irrespective of their differing levels. Mastery of purpose and vision is our ability to understand what our purpose is and therefore determine what types of emotions help us to live our life purpose. It allows us to manage our emotions and relationships. This is also the determining factor as to whether the organization and role is â€Å"fit† for us. Interview questions based around a candidate’s worst and ideal job as well as what inspires and bores them at work can help identify the â€Å"fit† of an individual’s personal purpose to an organization. (Adele:2008:131) Candidates demonstrating emotional intelligence at interview take responsibility for their actions rather than blaming others or playing the victim. (Adele:2008:146) Studies carried out by Grimsley and Jarrett (cited in Adele:2008) concluded that managers displaying higher emotional intelligence were more successful. Anderson and Shackleton (1993) carried out a study on the comparison of the strength of different variables in predicting eventual job performance at the point of selection. Their findings show that personality assessments have a 0. 38 correlation, intelligence a 0. 54 correlation, and structured interview 0. 62. Previous experience and the CV came in lower than all these at 0. 18 and 0. 37 respectively. (0. 1 being small, 0. 3 being medium and 0. 5 being large correlation) Showing in this study that personality assessment has an important role in predicting job performance, above that of the CV and previous experience. Maltby et al 2010) When putting the theory of personality into practice within the work environment, organisations must be clear on why they are assessing personality and what personality characteristics they are they are looking for. (Torrington et al:2011) A clear job description and person specification which requires skills, qualifications, experience and personal ity traits relevant to the job role is key, according to the CIPD, in creating a fair selection process. Should an applicant who is unsuccessful in being selected for interview threaten or indeed commence tribunal proceedings, the organization has a clear framework on how selection for interview and employment was made. Torrington et al also write that a method of defining the person specification is to focus on the characteristics or competences of individuals who have previously performed best in the role. This has positives in that these characteristics are producing individuals who perform well for the business however this method could produce employees who are very similar to one another and address problems with the same mindset. Personality questionnaires are based on the Nomotheic theory that personality is stable and unchanging. The most recognized personality questionnaire is the Myers Biggs Type Indicator (MBTI) based on the theories of Carl Jung. The questionnaire is developed on the understanding that it is of benefit to people to recognise their individual personality types, and how these differ from those of other individuals. The MBTI is an untimed questionnaire which asks respondents to choose between two opposing courses of action, or two words, depending on what they feel is closest to their natural preference. The MBTI measures 4 preferences Extraversion or Introversion, Sensing or Intuition, Thinking or Feeling and Judging or Perceiving. People’s four preferences classify them into one of 16 types. Descriptions are given of the characteristics of people of each of the 16 types. Each type is described as having positive qualities and strengths, as well as possible development needs. The questionnaire receives 4 stars from the Psychological testing centre. (The British Psychological Society:2011) An employer using MBTI can use the information given on the individual’s type to further question them at selection interview. Toplis et al (1997) have concerns that the lack of involvement of psychologists in marketing and selling personality testing packages results in too many tests being released for general use without the required intellectual support. He is also troubled by the increasing use of computer-based tests, particularly to score and interpret results, believing that the accuracy of some systems is not particularly high. Personality assessment is based on the belief that certain roles require particular personality and that tests can identify them. The use of ability tests and competence based interviewing as opposed to personality tests are more easily defendable in an employment tribunal due to the tangible results being right or wrong whereas with personality tests there are no right or wrong answers and are not as easily defendable should the need arise. There are questions over their validity in so much as practitioners can be trained with a basic knowledge of administering tests and interpreting their results. The British Psychology Society give an overall rating for validity and objectivity of tests. There is the argument that candidates may be able to manipulate their results to perform in a way they believe the employer requires. (Furnham:1990) therefore invalidating the results and potentially basing a recruitment decision on in-accurate information. In my experience this is where the face to face interview is of vale in verifying and questioning further the results of any personality testing. i. e. Do the results of the personality testing match the behaviours and characteristics of the person sat in front of me? Recruiters may be influenced by striking characteristics or similarities to themselves called the Halo Effect. The Halo Effect can be defined as a cognitive bias whereby the perception of one trait (i. e. a characteristic of a person or object) is influenced by the perception of another trait (or several traits) of that person or object. (Mullins 2011) An example would be judging a good-looking person as more intelligent. The Halo Effect can have a positive or negative effect. For example, someone who attended the same college or university as the recruiter could be at an advantage but someone who attended a college or university the interviewer perceives to have a poor reputation could put the candidate at a dis-advantage. Solomon Asch (1945) carried out a study that discovered that the presence of one trait often implies the existence of other additional traits and that certain traits can be characterized as central traits. For example, an individual described as warm is perceived to have positive traits such as happy and generous. An individual described as the cold would have the opposite perceived traits. Another example is when individuals believe that a happy person is also friendly or that quiet people are timid. On the other hand, people who are irritable may be seen as in disarray in their daily life. Therefore, people assume other individuals' personalities are in doubt using little information. It is often the case that people judge more favourably those individuals with whom they have something in common. An experiment carried out at the Penn State College of Medicine asked 35 interviewers and 135 interviewees to complete the MBTI. The results were not shared prior to face to face interview. The experiment concluded that there was a significant association between similarities in personality type and the rankings that individual interviewers assigned to each interviewee. In this circumstance it is important to be mindful of the effect an individuals personality may have on the outcome of the interview. Employing more than one selection tool does not eradicate the possibility of recruiting an unsuitable candidates. The use of personality data in the selection process, when gathered appropriately, can be valid information in making a contribution to the selection decision however it should not be used in isolation. Personality tests results can be used at interview for the basis of further investigation into applicant abilities. Skills, experience and qualifications are important criterion. Dependent on the role and organisation for which selection is being made will determine the weighting placed on each. If using any form of testing in the selection process employers need to pre-determine the worth of testing and weigh up the benefits, such as increased productivity, with the cost including purchasing a reliable and validated resource and training recruiting managers to correctly interpret reports. There is, therefore, in my opinion an importance to be placed on personality at selection interview which for me slightly outweighs the importance of skills, qualifications and experience especially when considering the knock on effect that a mismatch of person-job or person-organisation could have on the relationship with colleagues. An organization needs to be clear in what personality traits they are looking for before even advertising a role as the wording of an advertisement could attract and alienate certain personalities. Once at selection interview, managers should consider how they are fairly going to assess personality if using their own judgment. Do they have a fail safe scoring system to measure personality against that cannot back-fire in the event of an employment tribunal? Thought should also be given to how a candidate has completed any personality test i. e. to what extent have they thought about themselves in the work situation when completing it? Are they naturally nervous when asked to complete any test and therefore put at a dis-advantage? If personality is un-stable and changes over time, would it be wise to re-test individuals? Organisations are fluid and changing constantly. Teams, managers and individuals change. , What was once a good â€Å"fit† may not be in the future. References Adele, B (2008) The EQ Interview. AMACOM Books Anderson, N. D. Shackleton, V. J (1993) Successful selection interviewing. Blackwell Publishing Arthur, D. (2005) Recruiting, Interviewing, Selecting and Orienting New Employees. 4th ed. New York AMACOM Page 368 British Psychological Society (2011) found at http://www. psychtesting. org. uk/test-registration-and-test-reviews/test-reviews. cfm? page=summary=82 CIPD (2011) Selection Factsheet (online) available from http://www. cipd. co. uk/hr-resources/factsheets/selection-methods. aspx Costa, P. T, McCrae, R. R (1992) Four ways five factors are basic. Personality and Individual Differences, Vol. 13, No. 6. (June 1992), pp. 653-665 Edenborough, R. (2005) Assessment methods in recruitment, selection and performance a manager’s guide to psychometric testing, interviews and assessment centres. London: Kogan Page. Page 2 Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds. ), International review of industrial and organizational psychology (vol. 6, pp. 283-357). New York: Wiley. Furnham, A (1990) Can people accurately estimate their own personality test scores? European Journal of Personality, no 4, pp. 319-327 Gatewood, RD. Field, HS. Human Resource Selection 5th ed. Mike Roche. Page 601-603 Holbeche, L. (2002) Aligning Human Resources and Business Strategy. 2nd ed. Butterworth Heinemann. IRS Employment Survey July 2010 – accessed through employer login at www. xperthr. co. uk Kelly, G. A. (1955). The psychology of personal constructs (Vols. 1 and 2). New York: Norton. Kristof-Brown, AL. (2000) Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job fit and person organization fit. In Personnel Psychology, 53 (4), 643-671 Maltby, J. Day,L . Macaskill, A. (2010) Personality, Individual Differences And Intelligence. 9th ed. Prentice Hall. Michael J. Morley, (2007) â€Å"Person-organization fit†, Journal of Managerial Psychology, Vol. 22 Iss: 2, pp. 109 – 117. Emerald Group Publishing Ltd. Mullins, LJ. (2011) Management and Organisational Behaviour. th ed. Financial Times: Prentice Hall. Page 134 – 162, 240 Rees, MJ. Earles JA (1992) Intelligence is the best predictor of job performance. Psychological Science, 1, 86-89. Rollinson, D. (2005) Organisational Behaviour and Analysis: An integrated approach 3rd Ed. Prentice Hall Asch, S. E. Studies in the principles of judgments and attitudes: II. Determination of judgments by g roup and by ego standards. /. soc. Psychol. , 1940, 12, 433—465. Thorndike, E. L. (1920). A constant error on psychological rating. Journal of Applied Psychology, IV, 25-29 Toplis, J. Dulewicz, V. Fletcher, C (2004) Psychological testing: a managers guide. 4th Ed. Chartered Institute of Personnel and Development. Torrington, D. Taylor, S. Hall, L. Atkinson, C (2011) Human Resources Management. 8th ed. Financial Times Prentice Hall Werbel, J and Gilliland, S. W (1999). Person-environment fit in the selection process. In G. R. Ferris (Ed. ) Research in Personnel and Human Resources Management, 17, 209-243 Wheeler, A. Gallagher, V. Brouer, R, Sablynski, C. †When person-organisation (mis) fit and (dis) satisfaction lead to turnover. In Person Organisation Fit 2nd ed. By Morley, M. London: Emerald, Page 203.

Individual Report (50%)

You are required to prepare a report for management, recommending that the Company enter into a new overseas market (defined as a country or large region within it) and outline the main features of the marketing plan. The new market that you recommend is your choice but it must not be one where the Company is already present. The report should be 3000 words max and the hand in date is 13th March 2013 via Blackboard before 12 noon. Your recommendation needs to contain the following:1 Reasons for selection of new market for entry by the Company 2.Alternative markets which were candidates and reasons not selected 3 Proposed market entry strategy, including rationale 4 Outline of recommended marketing mix. Assessment criteria * Knowledge of theory underpinning internationalisation of marketing * Demonstration of the ability to develop appropriate solutions for differing market circumstances * Evaluation of options and justification of recommendations * Use of references, and professional standard of the report The critical points to remember are: 1 Answer all 4 questions and ensure that you answer the questions stated.All questions are equally important but do not necessarily use the same number of words. Do not spend so much time on one question to the detriment of another. Use common sense. 2 The questions are interrelated and you can refer to previous sections to improve the links so that the report flows well. 3 Your marketing mix must make sense with your proposals and with the other parts of the mix. E. g. it is nonsense to suggest that a brand which is positioned as say luxury and High end utilises an everyday low value pricing strategy. Try to be succinct and do not include great parts of research reports. These should be referred to and used to support your arguments. Remember answer the question using your research and analysis not the other way around.5 Use theory and research appropriately to support your justifications and recommendations. Suggested re port structure 1 Introduction – state the company, where they operate now the new country product range/brand and outline of the report. This is very important to set the scene of the report. Do not write the history of the company. Justification for country x Using your research and analysis propose reasons for your selection of the new market to enter. A competitive analysis should be evident. Refer to appropriate theory and reference. 3 Alternative market(s) rejected – suggest markets that were considered and justify why they were not as suitable Refer to appropriate theory and reference. 4 Market entry strategy Propose your market entry strategy which must make sense with the research and analysis from section 2, the attitude towards risk of the company, and your rationale for the entry strategy.Do not just describe the entry strategy – you must justify what you propose. 5 Outline marketing mix strategy – these are your recommendations for the marketi ng mix with justification. You must use appropriate theory and references throughout. You should include here the brand values, positioning, segments and targets for the country you are choosing to enter and provide a justification based on theory and research. For each strategy make sure you mention whether this is a global position whether it has been standardise or adapted.Refer to appropriate theory throughout. You may use examples to illustrate your points but we do not expect a full tactical marketing mix outline i. e. messages. Product strategy – in relation to other parts of the world, product decisions e. g. full product range/limited and why. You might refer to the PLC, competitive advantage, brand position, values etc. Pricing strategy – strategy not tactical pricing/actual price for the product/service. Distribution strategy Promotions strategy – which media do you propose and why?Is it standardised or adapted? You do not need to develop advertising materials or messages. Budget not required. People – is there a service element to your product/service? Process Physical evidence You may use sub headings, diagrams, tables, graphs, as appropriate. You do not need to produce an executive summary. You do need a contents page, page numbers, section headings and reference list. Mistakes from last year 1 Reports were unbalanced – so much time spent on the first questions that the subsequent sections suffered. Missing references throughout the report and use of non credible sources. 3 Lack of International marketing theory. Too much use of very basic marketing theory and textbooks. You must use and International marketing text and appropriate reading. 4 Descriptive PESTLs with no analysis and not used throughout the report. Your research is to be used to justify your decisions. 5 Marketing mix were lists of suggestions with no justification. They must be linked to the PESTL analysis, research and theory and justified. Jacq ueline Lynch February 2013

Management of Acute Post Operative Pain in a Clinical setting, by Assignment

Management of Acute Post Operative Pain in a Clinical setting, by third year nursing students - Assignment Example These reflections and observations are later assimilated and put into abstract concepts thus producing new implications for action which can be actively tested and in turn creating new experiences. In a clinical setting, instructors or teachers are expected to apply the four stage learning cycle which is a theory by Kolb. The four categories as stipulated by Kolb are concept experimentation (CE), reflective observation (RO), abstract conceptualization (AC) and lastly active experimentation (AE). Since the learning session is in sort of a discussion in a classroom, the teacher will be required to theoretically elaborate on the four stages or processes towards achieving knowledge (Kolb 2001). For instance the teacher would display an image showing how a doctor attends to a patient and the various processes that are carried out during the treatment procedure. If the learning session was practical, the students would be required to reflectively and keenly observe what the doctor is doing . This would in turn make them absorb any useful information from the experience and thus they would be in apposition to conceptualize the treatment procedure that they witnessed. ... Immediate of concrete experiences lead to observations as well as reflections. The following mentioned reflections are then internalized and translated into abstract concepts just like it has been elaborated thereon earlier, with implications for appropriate exercise which the student can actively experiment with. This further creates space for new experiences. Teaching with patients Teaching in a clinical setting or rather environment has the advantage of using real patients. This offers students some challenges but it requires close supervision so as toe ensure that the patients are in good condition. Students can in turn learn more from some patients than others. Patients chosen for teaching should be friendly, available and willing to talk and be in a position to accept examinations by students at the appropriate or stipulated time. They often feel that teaching students is a way of making some sort of sense of their illness or giving more information concerning their condition ( Petrie et al. 2009). Patients who may be willing to help the students learning process may have important information concerning their experiences of illness or have good, stable clinical signs. There should be no communication barriers unless the teacher is shedding light on how students should deal with communication difficulties from patients. Teaching with a patient may not only help students but may help their medical care; for instance if one wants a full history to be taken and recorded in the notes or consider an aspect of care which has not been explored before (Jarvis 1987). Patients are usually happy to take part in teaching sessions but it is

In these papers there are alot of difficult words and complicated Essay

In these papers there are alot of difficult words and complicated sentences , So please replace them by use simple words and simple sentences - Essay Example of leading green campus initiatives†; and emphasizing that â€Å"successful application of these approaches requires a high competency in listening, communication, relationship building, vision development, responsiveness and continuous strategic adaptation† ; among others. The author likewise explained the basic nature of universities that provided the reasons for current inability to invite widespread campus involvement on the subject. The theories and concepts learned from the reading could be applied in one’s role as administrator and educational leader through suggesting policies for environmental protection and conservation programs within the university level. As stressed, wide-scale involvement or campus participation on environmental programs should be taught at the whole organizational level and across different cultures. Also, it was stated that organizational change would be most effective if all academic personal share the same commitment to environmental preservation and conservation. One believes that through encouraging the participation and involvement of various persons in a campus setting could be difficult. However, the task is not impossible. It just requires commitment, dedication, and perseverance from administrators and educational leaders to encourage student involvement and to deeply establish the need to focus on environmental protection and social responsibility by starting with one’s personal action, guidance, and direction. This article is one of the greatest works that discusses the cultural, social, economic and political nature of colleges. In this respect it explores the possible issues that the administrators should consider for them to effectively run these institutions. The conflict resolution is well discussed in this article and mediation is quoted as the most favorable remedial approach. various arguments that point out how the administrators can formulate appropriate conflict resolution and manage the student

The Catholic Church and Its Influence on Africans in Colonial Latin Essay

The Catholic Church and Its Influence on Africans in Colonial Latin America - Essay Example The Church used a number of ways for a number of ways for conveying its messages and maintaining the order which ranged from the content of the sermons to the establishment of institutions like the Inquisition. The Catholic Church was an influential and powerful institution in colonial Latin American society, but its teachings were not followed by all the members of the colonial Latin American society. Africans in Colonial Latin America As Landers pointed out that the Africans started living in Latin America about a century before they started living in the United States. In her book ‘Slaves, Subjects and Subversives’ she studied the African Diaspora in Latin America. The study includes the experiences of many types of African descents, most of them were slaves, but there were also free people. She also presented her views about Christianity which was purposefully and religiously used for enslaving oppressors.1 Out of about twelve million Africans only eleven million cou ld survive the trauma and horror of slavery of the Middle Passage and mostly worked as slaves in plantation. Their and their decedent’s experiences of plantation slavery are horrible realities of the Iberian colonies of Latin America. The Catholic Church played a key role in soothing their sufferings.2 The Role of the Catholic Church in Maintaining Social Order The entire population of the Colonial Latin America society was under the influence of the Catholic Church including Africans who were mostly slaves and the Church served as an institution aiming to maintain the social order in the society. The Catholic Church tried to ensure that the social order is not overturned by the Africans or the slaves. The sermons of the Catholic Church did not approve the extreme cruelty of the slave owners and often criticized them, but they didn’t say anything against the slavery. The sermons of Padre Antonio Vieira instructed African slaves to obey their masters irrespective of the extreme cruel treatment by them. The sermons also talked about the rewards in the heaven for their sufferings on the Earth and insisted to pay attention on peace of their souls neglecting their physical pains.3 These sermons meant to comfort African slaves so that the social order is not disturbed. The sermons of the Catholic Church also tried to minimize any possibility by the African slaves to rise up against their masters or to escape from their masters. The sermons aimed to divert the focus of the African slaves from their sufferings to the afterlife and their souls. The sermons emphasized on neglecting worldly pains for the peace of souls and afterlife and ensured that the slaves are loyal to their masters and masters are obeyed by them so that the social order is maintained. The Catholic Church also used the institution like the Inquisition to maintain the social order. The Inquisition was used for interrogating and bringing to trial those who don’t follow the teaching s of the Catholic Church and go against it. â€Å"The Inquisition investigated everything from not living up to the teachings of the Church, to practicing Judaism, to charges of sorcery†