Research Paper on Teen Pregnancy

High school Pregnancy: Who's To Blame? In the course of recent years, young pregnancy has raised about 10%. As the years pass, more faults for youngster pregnancy come up. The initial not many years that high schooler pregnancy turned into an issue, the individuals accused the young lady that got pregnant. At that point as it advanced more terrible and more awful, the accuse highlighted the dad of the unborn youngster. At the point when the film â€Å"June' turned out in around 2009 that got fault. At that point came â€Å"16 and pregnant† and â€Å"Teen Mom†.Hollywood began clamoring high schooler pregnancy practically saying its alright to be an adolescent mother since you can become munitions. This made the young ladies of the U. S think â€Å"Maybe since these young ladies are getting renowned for being a youngster mother perhaps I can too†. At that point there's the no sex training in the schools. Schools nowadays believe that all youngsters think about sex so why instruct it? High school pregnancies are 100% preventable. Adolescents should settle on the correct choice and pick restraint. On the off chance that they decide to have pre-marriage sex, at that point they should avoid potential risk to forestall pregnancies.Media and society assumes an immense job in high schooler pregnancy. â€Å"16 and pregnant† is a show that announces pregnant high school young ladies. It shows their battles in life as a pregnant youngster, how they attempt to manage the Judgment of their companions, attempting to experience school, having the child, and attempting to be an adolescent. Another fault for high schooler pregnancy is peer pressure. Companions getting pregnant and sweethearts are the primary friend pressure young ladies get. At the point when a companion gets pregnant a few young ladies get Jealous of the consideration their companion is getting so they proceed to get pregnant so they can have the consideration too.Then there's the b eau factor; most high school young men are explicitly dynamic and proceed with that route with all the young ladies he kid interacts with. Most folks think â€Å"Oh well since every one of these young ladies she spends time with are doing it I'll drive her into doing it with me†, or they'll pull the â€Å"if you love me† card. As a high school young lady there are numerous things experiencing your psyche when a kid likes you and needs to have relations with you. You consider in the event that he truly adores you, on the off chance that he'll leave you on the off chance that you don't do it, and so on. Cost high school young ladies that become pregnant will reveal to you miss, I got pregnant to keep up a steady relationship with my boyfriend†. There are likewise numerous schools that don't offer sex training. Most schools as of now have a high number of adolescent pregnancies so they don't think they need it in light of the fact that the greater part of the childr en there are as of now explicitly dynamic. The other portion of schools that do offer sex instruction, don't have any children that pursue the class. In 2009-12 there are more youngsters out there that are explicitly dynamic then there ever has before.Sex training is where children find out about sex and how to play it safe to look after wellbeing. A living situation is likewise to fault. In the event that a high school young lady lives in a not all that great piece of town and her mom was additionally an adolescent mother, that young lady may turn into a youngster mother. Indeed, a young lady may not turn into a high schooler mother in those living conditions, however they likewise can come in contact other awful impacts. Most young ladies that are pregnant, or potentially have engaged in sexual relations expressed that they were either inebriated or affected by unlawful drugs.Parent's are additionally a fault for high school pregnancies. At the point when parent doesn't have educa te the youngster concerning sex or having babies, it harms the kid over the long haul since when contraceptives. Likewise, when a parent drills into their children's heads â€Å"don't have intercourse or respite be tramp† â€Å"don't get pregnant or I'll show you out and you'll be homeless†, and attempt to confine the child from dating, conversing with, spending time with, or any sort of contact with the other gender will make the kid oppose their parent's in this way engaging in sexual relations and getting pregnant.In 2009, 1 of multi year olds have had intercourse, 2. 4% of multi year olds, despite the fact that pregnancy at these ages is uncommon, sexual action is bound to be in the adolescents. 5. 4% of multi year olds, 11% of multi year olds, 20% of multi year olds, 33% of multi year olds, the greater part of the youngsters 17 to 19 said that they were explicitly dynamic UT 25% said they have not until the age of 20 (Gale, 2007). The normal age of a youngster hav ing pre-marriage sex is 16. 4 years in Caucasians and 15. 5 years in African Americans (Talk of the Nation, 2008).It is assessed that 19% of adolescent young ladies who get pregnant settle on premature birth, with about 52% of ladies more youthful than 25 years of age getting premature births. Of the young ladies who conceive an offspring, most choose to keep their infants. Somewhere in the range of 1982 and 1988, just 3% of Caucasian young ladies surrendered level children for selection, contrasted with the 19% somewhere in the range of 1965 and 1972. That figure is considerably littler for African American arils. These figures despite everything hold commonly reality now days (World of wellbeing, 2007). Not exclusively does pre-marriage sex without contraceptives lead to pregnancy it likewise prompts Studs that can prompt changeless infection and even death.Teenage moms are at more danger of medical issues than grown-up moms. They are increasingly open to dieses, for example, toot sie, paleness, and upperclassman. The main preventative utilized by young people is contraception. It is 100% compelling whenever taken the correct way. The ace side of youngster pregnancy is that you get the opportunity to have a child and that is about it. The con side of high schooler regime is that you are a kid your self and you are in your adolescents you are assume to have some good times and live life.Teen pregnancy is turning into a scourge and it needs to stop on the grounds that the premature birth rate is soaring, babies are by and large forgot about in the downpour with no parental direction. Indeed, there are a few teenagers out there that are incredible parent's nevertheless they are extremely thin. With regards to having youngsters, adolescents can't raise them since they are kids themselves. On the off chance that youngsters think they are sufficiently developed to have pre-marriage sex, at that point they should settle on the develop choice to forestall pregnancies .

Movie Theaters vs. Movies at Home free essay sample

Cinemas versus Motion pictures At Home Movie theaters can be a pleasant activity with loved ones, however remaining at home and viewing a film can be similarly as incredible. Americans a year ago spent a normal of $9. 87 billion on tickets alone. Americans who remained at home set aside a great deal of cash, were progressively agreeable, and likely had similarly as great of a period. As a matter of first importance, the budgetary parts of going out to a movie theater are the most shocking variable when you think about the realities. By and large, an individual will go the motion pictures twelve times each year with a companion or relative totaling more than 800 dollars or more. The individual who remains at home to see a film for a simple eight dollars per month with Netflix likewise spares time and irritation, just as a lot of gas cash. Theaters additionally charge an unnecessary measure of cash for bites and soft drinks which could without much of a stretch be set up at home at a small amount of the cost. We will compose a custom article test on Cinemas versus Motion pictures at Home or on the other hand any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Soft drinks and popcorn, on a national normal, are three to five dollars for a pop, four to six dollars for popcorn and three to five dollars for candy. Monetarily, going out to see the films contrasted with sitting at home and viewing a film isnt even reasonable. Netflix offers gushing films at whatever point you need, for eight dollars per month. DVDs and Blurays are additionally offered to be sent inside one business day. Netflix brags more than 100,000 titles most accessible in a split second on your TV, PC, or gaming console as long as you need, and the same number of times as you need. I get a handle on that going to make some great memories is fundamental throughout everyday life, except cash set aside is cash earned. Besides, comfort is characterized as a sentiment of unwinding, which I can't see being a major piece of heading off to a theater. Americans who decide to remain at home were unquestionably increasingly open to lying on the couch in their clothing, since you can’t do that at the theater. You can appreciate a film in the solace of your own home without stressing over the gross environmental factors and troublesome individuals. The venue seats are awkward and I don’t like sitting on a seat that has gum or candy adhered to it. The floors are clingy from all the spilled drinks. Individuals in the venue are discourteous of others; continually talking, PDAs ringing and guardians paying no brain to their kids running here and there the paths. I should state being full in a germ filled gap with one-hundred or more others isn't my concept of solace. At last, going out to see the films can in some cases be more enjoyable than sitting at home watching motion pictures. Not a great deal of film goers can stand to purchase the enormous extravagant home theater frameworks. They want to go through the additional cash to go see the new activity pressed blood and gore flick that is best observed on an enormous screen with encompass sound. The encompass sound makes the motion pictures progressively extraordinary making you hop into your neighbors lap when the boogeyman leaps out of the brambles. I generally have seen it as diverting watching others get terrified at nothing. You can’t typically get these impacts at home except if you set aside all the cash you would spend at the theater, and bought your own home theater framework. I don’t comprehend why such a large number of individuals spend such a lot of cash on going out to see the films, when it sets aside a ton of cash simply remaining at home. I go out to see the film theater incidentally to see a couple of the crushing film industry discharges, yet other than that, I simply like to remain at home and nestle up on the couch with my life partner and a decent film. Don't hesitate to do your very own investigations of the reasonableness and solace of going out to see the film theater or remaining at home.

5 Things Youre Forgetting to Ask During Your Review

5 Things You’re Forgetting to Ask During Your Review The basic purpose of a performance review is to provide feedback on your performance.However, the vast majority of such reviews finish within five minutes because most of the managers want to get over with it as soon as possible.As a matter of fact, most bosses feel at sea when it comes to reviewing someones performance.They normally do not have any plan to discuss your appraisal, nothing to talk about analyzing your strengths, weaknesses and future growth areas etc.You as an employee or subordinate obviously want to get a salary raise or possible promotion from your review.If you cannot attain both of these goals, you would at least try to get five-star ranking or wonderful reviews about your work.But, you have to face sheer disappointment on most occasions.About 90% of the managers would only show you your performance review form, saying you are doing a good job and that is it.Your review is over even before you have settled in your chair.It has happened to most of us in the past a nd will happen to some of us in the future.But, you need to keep in mind that a performance review is always a two-way conversation.For instance, you do not have to be a silent listener if your boss falls into the above-mentioned category.You can encourage a prolonged and fruitful discussion by asking some appropriate questions of your own.It is your opportunity to bond with your boss and expand your knowledge.Performance reviews are also the best time to share your suggestions and goals.Remember you are part of a team and you can only become a better professional by revealing what is working for you and what is not.More importantly, it will also enable your boss to become a better leader. There are employees who will never get a chance to sit with their boss and discuss their performance and show their commitment to the company.Therefore, never ever be a submissive participant during your performance review.Try to be more proactive and use this rare interaction with your manager to your maximum advantage.WHAT IS A PERFORMANCE REVIEW?In simple words, a performance review is a meeting between a manager and a team member where the earlier measures the efficiency and performance of the latter.The manager also assesses the employees effectiveness and subsequently, gives the appropriate feedback.The employee can use the feedback to improve his performance in the future.On most occasions, managers discuss other things like salary hike and possible promotion in the performance review as well.Also referred to as performance appraisal or check-ins, the performance review is your chance to improve your relationships with your boss or manager.Getting an honest feedback from the boss is also necessary because it often proves to be a decisive factor in making or breaking your corporate career. Establishing a good rapport with your boss means you will have a much easier time to perform your day to day duties.Similarly, the boss will most likely set lenient deadlines for you which you can meet in a fizzy.On the contrary, a shaky relationship with your boss means deadlines will be tighter for you. In addition, the work environment will be tense and stressful.Your immediate boss happens to be the most stressful person for you at your workplace.One way of reducing tension at work is to have good terms with your boss.Use your performance review to your advantage and try to develop a good relationship with your manager by asking some really thoughtful questions.5 QUESTIONS TO ASK DURING YOUR REVIEWIn the context of the above discussion, the following are the five questions you should always ask during your annual performance appraisal.What Are My Future Growth Areas?It always feels good when your boss praises you for your work.Admiration always works as a great ego booster. But, you are still not at your acme even if you have done nothing but performing absolutely brilliantly during the last year.There is always a room for improvement. It is your own duty t o identify your future growth areas and ask your boss, in your review, how to improve in those areas.Devoting some time to continuous professional development is also essential.If you want to grow professionally and move forward, you still have to learn and do a lot of new things.You need to ask your boss whether it should be in the form of taking a high-profile and difficult project, mastering a new technical skill or some sort of management training. Honestly speaking, most managers find it very difficult to identify growth areas for you.Things can get really tough for you if your boss has the tendency of giving critical feedback.You will struggle to perform according to his expectations in this particular case.He may only give a standard great job or similar feedback if you have done well in the period under discussion in the performance review, failing to think about any constructive advice which might help you in your future endeavors.In an ideal world, your boss should point o ut 2-3 areas you must focus on during the next 6-12 months.On the other hand, it is up to you to come up with your own growth areas in the review if your boss has not specified any.If your boss is in haste to finish the review, you can interrupt him and ask questions like, What are the next steps I should take for my career growth? or Do I need to learn new technical skills to assist my growth?Questions like these can turn your performance review on its head.They will compel the manager to change his strategy and think hard about your growth areas and performance.It also conveys the message to him that you take care of your career progression seriously.You can create a comprehensive list of growth areas also including the areas identified by the manager.Finally, never forget to take advice on how you can improve these areas and whether or not the organization will help you learn new skills.What Are the Goals You Want Me to attain?Bosses or managers set different goals for different employees depending upon their experience and skill set.The best time to make sure your boss clearly explains these goals to you is the performance review.It gives you a rare chance to have a long discussion with your boss and identify what are the goals he wants you to attain during the next year.After all, you cannot live up to your managers expectations if you do not have any idea what they are.Similarly, you should also prepare a list of goals you attained over the course of the last 12 months.It will enable you and your boss to reflect upon your achievements and failures and how you can rectify the mistakes which lead to those failures. It will help both of you to set realistic and specific, measurable, attainable and relevant goals for you.You and your boss should be in perfect harmony over what you want to accomplish in the next month, 3 months,   6 months and 12 months.Some employees also take the liberty of making a list of goals before going to the performance review.Subse quently, they ask their respective bosses to create their own list by adding or deleting goals from their list.Goal setting for the coming year can be really helpful as it enables you to prepare well in advance for the next performance review.Having clear goals in mind will help you set specific milestones and achievements against each goal, enabling you to improve your performance and negotiate a better package for yourself.You should not hesitate to ask how autonomous you are to attain each of these goals.Your manager probably trusts you a lot if he awards you a reasonable level of autonomy.Some of the questions you can ask about your goals during your performance review are, What you want me to accomplish by the next years performance review?Or, I want to ensure I set realistic and attainable goals for myself. How can you help me in this regard? Or What are some of the criteria you will assess my performance against in the future?It is pertinent to mention that most of the employ ees cannot articulate their own goals.They often do not have any idea what their boss or manager has in the bag for them.However, you must always have a full understanding of your boss’s priorities.As a result, you can give valuable assistance or information to your boss regarding setting your goals for the future, which will definitely improve your rankings during the next performance review.Timeline for Promotion or Salary RaiseAgainst common perception, your manager will not give you any salary raise, promotion or bonus after every performance review.He may only review your performance, pinpoint your weak areas, advice about how you can improve and set goals for the future.But, it is the best time to determine what is the timeline for your next promotion or raise.You can ask about what are the next steps you have to take to get there. One of the best methods to ensure your own growth is to show dedication and commitment to the company’s growth in the annual review.It is defin itely better to talk about your performance and goals at the start, but you can and should end by talking about the possible date or month you will get your much-deserved promotion or salary raise.Sometimes, your boss will not reveal the exact timeline you so desperately want to know despite your best efforts. In this case, you can allude to your intentions by employing different techniques.For example, you can start by mentioning that you are really happy with your current salary and position and the growth opportunities the organization provides you with.It conveys to the manager that you want to talk about your raise or promotion in a more constructive and positive way instead of locking horns with him.Exact wording you can use to accomplish this task can be something like, I really like my position in the company.I am also thankful to the administration for providing me with abundant growth opportunities.What I can do in addition to performing my current duties to get a salary r aise or possibly a promotion?Can you please give me a timeline when you think I can get there?Timeline for Next ReviewYour annual performance review is the most important tool when it comes to analyzing your performance in the year gone by.However, it is not enough to measure your performance accurately.There are many other things you need to do to ensure you get the proper appraisal of your skills and services you render to your organization.For example, you should find ways to have frequent meetings with your boss or manager.Most of these meetings should focus on your performance and whether or not you are on the right path to attain all of your goals.You can even request for an informal check-in 6 to 7 months before the actual review.It is imperative for you to learn how your boss perceives of you if you want to perform better in the next annual review. It will also give you a lot of time to work on the areas which your boss thinks you need to improve.The more friendly, informal conversation will help you identify some of the extra projects and responsibilities you can take in the middle of the year.Casual talks can also reveal the real intentions and feelings of your boss, enabling you to modify your strategy accordingly.Similarly, you can also reconfigure your priorities and goals to meet the ever-changing expectations of higher authorities. This will go a long way in enhancing your ranking during the actual review.The questions you can ask to determine the exact timeline for next formal check-in can be, What is the approximate date when you will call me for the next performance review? or Can we have an informal check-in session sooner because the next formal session seems to be too far away?You can also rephrase the question such as I would love you to have an immediate performance review session so I make sure that I am on the right track to attain all my goals for the year.Is there Anyone Else I should Get Feedback from?It is commonly and somewhat rig htly believed that only your manager will analyze your performance in the annual check-ins.However, you should also strive to get feedback from some other people during the peak of the review season.These people may include boss of your boss, your clients, managers of other teams, anyone you report to or even your colleagues. The best person to ask where you can get extra feedback is your own manager.You can kill two birds with one stone by asking for additional feedback.Firstly, it shows your relentless commitment to your organization.Secondly, it shows that you want to be an integral part of your team and you are not doing all this to simply impress your superiors.Best of all, you will have a more holistic idea of your performance and what others, especially people occupying managerial positions, think of you.These are the people you normally come in contact with on a daily basis.What you can do is to ask your reviewer to introduce you to people who can give feedback that really m atters.Furthermore, utilize your performance view to meet new people and expand your network.However, always take your reviewer or managers advice about whom to meet.Asking multiple people to review your performance and give suggestions about how you can improve is definitely important.However, you should focus most of your energies and efforts to attain goals and accomplish tasks specified for you by your immediate boss or manager.Strive hard to meet all the expectations of the person directly in charge of your success.The question you can ask to find more people for your performance review is, Who are other people I can meet and get valuable and practical feedback from.CONCLUSIONYes, the main reason why performance reviews are carried out is to analyze what you have been doing for the past 12 months.But, you must also utilize the annual check-ins to plan for your future success.You should leave no stone unturned to learn what you need to do in the next year.Maximize the advantages of performance reviews and identify areas you must improve and skills you need to learn to get to the next level.

The Trauma Focused Cognitive Behavioral Therapy - 1501 Words

â€Å"With effective treatment, children can recover from sexual abuse and other traumas. In TF-CBT, one key to recovery is encouraging children to open up and talk freely about their trauma (Getz, 2012).† First trauma-Focused cognitive-Behavioral Therapy is an evidence based treatment is a model designed to assist children and their families in overcoming the negative effects of traumatic experience. There are many types of trauma events such as child abuse, domestic violence, rape violent and community violence and etc. I will be discussing three main section which are: Facing trauma, Evidence based treatment and what differentiates TF-CBT. Facing Trauma TF-CBT works in all kinds of ways for†¦show more content†¦You shouldn’t have did this or that, but they only hear that because it’s a lot of shame and stigma attached to sexual abuse. The only part about being a victim of sexual abuse is no one listens everyone just thinks you are lying or making everything up in your head but you are not, because it’s really happening. Sexual abuse victim should never feel as if it’s their fault or they did something to provoke that because they didn’t. Now, with domestic violence it’s kind of the same but a little different. They tend to think he gave me attention I craved, they gave me what I needed, they loved me or they were my first love and they tend to blame themselves more than anything. The question every survivor or domestic violence is asked why didn’t you leave? We all know leaving the person you love is hard but you don’t understand how hard it is until you have been in their shoes. Some think it is easy to leave the person you love but in reality it is not. Especially when you spend every day of your life with someone and create so many memories together. Domestic violence victims tend to think they can make their spouses turn into the lover they used to know before the abuse but usually once they have done it once they will do it again. Why do people use TF-CBT? While after trauma, the children and teenagers experience symptoms like depression and anxiety, stress, emotional stress, flashbacks of the incidents, avoiding going places to keep fromShow MoreRelatedTrauma Focused Cognitive Behavioral Therapy1560 Words   |  7 Pagestraumatic situations. Countless experience several types of trauma. Although some children exhibit amazing strength in the aftermath of these incidents, many have pain or develop psychological issues that can be long lasting, and very serious... Trauma-Focused Cognitive Behavioral Therapy (TF-CBT) is parts -based psychosocial treatment model that includes elements of cognitive-behavioral, attachment, humanistic, empowerment, and family therapy models (insert citation0. It includes several primary componentsRead MoreTrauma Focused Cognitive Behavioral Therapy773 Words   |  4 Pages Trauma-Focused Cognitive Behavioral Therapy (TF-CBT) is a conjoint child and parent psychotherapy approach for children and adolescents who are experiencing significant emotional and behavioral difficulties related to traumatic life events. This online TF-CBT course shows step by step instruction in ten modules for each component of therapy. According to the introduction on the Trauma-Focused Cognitive Behavioral Therapy website it states that, â€Å"There is strong scientific evidence that TF-CBT helpsRead MoreTrauma Focused Cognitive Behavioral Therapy1720 Words   |  7 Pagesadolescents worldwide experience events that are traumatizing. If exposure to trauma is not treated, it could lead to various mental health problems. Researchers have reported a connection between traumatization and increases in mood and anxiety disorders, but the most frequently reported symptoms of psychological distress are post-traumatic stress symptoms (Cohen, Mannarino Iyengar, 2011). Trauma-Focused Cognitive Behavioral Therapy (TF-CBT) is basically a conjoint parent and child psychotherapy approachRead MoreTrauma Focused Cognitive Behavioral Therapy1299 Words   |  6 Pagescourse of therapy (Faust Katchen, 2004). (Faust et al., 2004)Very young children struggle with cognitive components of cognitive-behavioral intervention strategies because it exceeds their developmental capabilities (Faust Katchen, 2004). (Faust et al., 2004)As previously noted, a child is at a greater risk for the effects of severe sexual abuse in the first years of life (Faust Katchen, 2004). (Faust et al., 2004) One theory that alleviates symptoms of PTSD is Trauma-Focused Cognitive-BehavioralRead MoreTrauma Focused Cognitive Behavioral Therapy Paper724 Words   |  3 Pagesadolescents, older children and adults. Cognitive Behavioral therapy has expanded to include work with children and adolescents who have experienced trauma, has been shortened to include Brief Cognitive Behavioral Therapy and can be used in group therapy sessions. Trauma Focused Cognitive Behavioral Therapy (TF-CBT), a â€Å"short term, component based intervention† which â€Å"integrated cognitive, behavioral, interpersonal, and family therapy principles as well as trauma interventions† has been shown by researchRead MoreTrauma Focused-Cognitive Behavioral Therapy Case Study700 Words   |  3 PagesPTSD will assist in decreasing Matt’s depression PTSD symptomatology. Due to Matt’s PTSD symptomatology and presentation, Trauma Focused- Cognitive Behavioral Therapy (TF-CBT) was used as the treatment approach. TF-CBT is an evidenced-based treatment approach that is designed to reduce negative emotional and behavioral responses following trauma and is based on learning and cognitive theories (Child Welfare Information Gateway, 2012). TF-CBT is a manualized, components based treatment, and the componentsRead MoreTrauma Focused Cognitive Behavioral Therapy ( Tf Cbt )882 Words   |  4 PagesSection E Best Practice/Evidence-Supported Interventions (5) Trauma-Focused Cognitive Behavioral Therapy (TF-CBT) will be used to meet the treatment goals for Neveah’s case. According to Child Welfare Information Gateway (2012), TF-CBT is an evidenced-based treatment approach for children and adolescents experiencing trauma-related mental and/or behavioral health difficulties. The treatment approach is applicable to a variety of clients as it is designed to be used with children ages three toRead MoreTrauma- Focused Cognitive Behavioral Therapy: an Effective Treatment Modality for Children and Adolescents Who Have Experienced Traumatic Incidents1687 Words   |  7 PagesTrauma- Focused Cognitive Behavioral Therapy: An Effective treatment modality for children and Adolescents who have experienced traumatic incidents * What is TF-CBT and What is it Best Suited for: Trauma Focused Cognitive Behavioral Therapy (TF-CBT) was developed by psychologists J.A. Cohen and, Mannarino, Knudset and Sharon. TF-CBT has been developed for those who have experienced psychological trauma, often on a great scale of magnitude. It is important to define trauma; â€Å"There areRead MoreDifferent Methods Of Cognitive Behavior Therapy1474 Words   |  6 PagesThis summary will provide the reader with different methods of Cognitive Behavior Therapy. CBT can be used for multiple populations and is known for changing the way one thinks. This summary will focus on the use of CBT with children who have experienced a traumatic event in their life, also known as post traumatic disorder (PTSD). The articles that have been reviewed provide different interventions for children who have experienced PTSD and determine how effective the methods were. According toRead MoreThe Most Damaging Types Of Trauma1730 Words   |  7 PagesIn the immediate, as well as long-term aftermath of exposure to trauma, children are at risk of developing significant emotional and behavior difficulties (CWIG, 2012). The most damaging types of trauma include early physical and sexual abuse, neglect, emotional/psychological abuse, exposure to domestic violence and other forms of child maltreatment (Hoch, 2009). Research has shown that children that are exposed to these types of trauma will experience developmental delays including language and verbal

Buddhism and Islam A Comparison - 3045 Words

Buddhism and Islam: A Comparison Abstract In this essay, I have made a comparison between the two most renowned worlds religions i.e. Buddhism and Islam. In the beginning of the essay, I have given a detailed account of Buddhism and Islam to give a basic knowledge regarding the two faiths. In the next part, I have given a comprehensive comparison of the two religions highlighting their similarities and differences. Introduction Two of the most famous and major religions followed by people in the world presently are Buddhism and Islam. Buddhism was founded by Siddhartha Gautama in the 6th century BCE in Northern India whereas Islam was brought in the world by Prophet Muhammad (peace be upon him) in the 7th century CE in Arabia. Both Buddhism and Islam have similarities and differences. The two religions have introduced a new way of life to the people, a light that offers them liberation from bewilderment, perplexity, uncertainty, mystification and disappointment. As far as the level of the faith is concerned, the two religions are rather different. However, when it comes to ethical and moral values, both Islam and Buddhism are exceedingly similar. The most basic difference is that of faith whereby Islam has a quite different definition of religion as compared to what is defined in Buddhism (Kamaruzaman). To understand the two religions, it is necessary to first look into the basics of the two renowned faiths of the world. Buddhism The faith and philosophy of BuddhismShow MoreRelatedIslam, Hinduism, Buddhism And Christianity Comparison1025 Words   |  5 PagesPractices of Hinduism, Islam, Hinduism, Buddhism and Christianity Comparison Hinduism, Islam, Hinduism, Buddhism and Christianity developed centuries ago and have been practiced since then to today. Groups of people who practice these religions are bound to the conventional norms, beliefs, cultures and way of life of each. Each religion has a particular faith in a supreme being (Woodhead, Partridge Kawanami, 2016). Muslims believe in Allah, Christians believe in Jesus Christ, Hindus believe inRead MoreThe Spread and Localization of Buddhism and Islam into Southeast Asia1659 Words   |  7 Pagesfirst began through contact with neighbouring countries which gradually expand throughout the years. Buddhism and Islam are one of the most widespread religions across Southeast Asian countries like Burma, Cambodia, Indonesia, Laos, Malaysia, Thailand and Vietnam. Trade merchants and imperial support of the religion were major factors in the facilitation and localization of the spread of Buddhism and Islam within Southeast Asia. However, there were also limitations p resented which hindered the developmentRead MoreReligion Is The Opiate Of The People1566 Words   |  7 Pagesmeans. It can be learned and described, but for one to know religion, they must practice it. Christianity, Buddhism, and Islam are similar and diverse in many aspects, and each of these religions answer the questions â€Å"Who am I? Why am I here?† in their own ways. Although, they may be exceptionally diverse, all religions are tied together in some aspects. Islam, Christianity, and Buddhism are very different religions in many aspects, but they are also related in some ways. This brings me to theRead MoreChina And Jap Spirituality, Belief And Faith Are Personal1271 Words   |  6 Pagessacred places. There exist numerous distinct religions internationally whereby 84% of the world population is associated with one of the major religions including Hinduism, Islam, Buddhism, and Christianity. Japan and China have undergone different changes that have seen the revival of contemporary Religious life. A comparison can be made between the two countries in a cultural and historical context. This paper will explain these contexts and reveal the binding and distinguishing factors betweenRead More Eastern and Western Religions Essay899 Words   |  4 PagesWestern perspective. In general, Eastern and Western Religions, with the exception of Buddhism, consider the soul to be a permanent entity, which is either reborn or sentenced to a permanent heaven or hell. Christianity views the soul as the permanent entity within oneself, which is judged by God. The purity of one’s soul decides whether it passes to heaven or hell. Christianity shares this basic belief with both Islam and Judaism which also say heaven or hell is the final resting place of the soul.Read MoreWorld Religions Report on Buddhism1476 Words   |  6 PagesWorld Religions Report on Buddhism Religions of the World Buddhism is a practical philosophy aimed at awakening people to the limitless potential and value of their own lives. Practicing Buddhism brings about a positive transformation in the depths of an individuals life, transforming fear into courage, deluded impulses into wisdom and egotism into compassion. Buddhism begins with individuals deciding to take responsibility for their own lives, first reforming themselves andRead MoreAnalysis Of The Book The Millionaire Miser 1311 Words   |  6 Pagesthe real Sushil. Suddenly Sakka turns back into himself and says â€Å"If you are so stingy, even your own wife and children will deny you.† Sushil then agreed to be more generous and they celebrated by making sweet rice dumplings for the entire town. Buddhism In the 6th to 4th century BCE in Nepal a prince by the name of Siddhartha Gautama was born. However soon after he was kept in a palace forbidden to leave by his father. This was because of a prophecy which stated that the family would lose theirRead MoreWorld Religion : Judaism, Hinduism, And Islam Essay1391 Words   |  6 Pagesfirst glance and hearing about, Judaism, Hinduism, Buddhism, Christianity, and Islam these five religions-look and sound a lot alike. Each one was founded and developed by mankind, follow a list of religious principles and directives to live by, and they all share the same consciousness of wrong doings being reconciled. Because anyone can strike up a new religion at any time, however, religion cannot be judged on how it looks or sounds. As a comparison we will see just how different these religionsRead MoreFeminine Divine Traits : Buddhism And Christianity1737 Words   |  7 Pages 1. Feminine divine traits – Buddhism/Christianity Whether it is in a polytheistic or a monotheistic religion, the gender of divinity is always a topic given great attention. 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The Great Gatsby, Chapter 8 Free Essays

Owen Marshall Honors Language Arts, Lohman March 27, 2013 Chapter 8 This chapter begins with Nick talking to Gatsby after the horrible events of the night before. Gatsby tells Nick how he spent his night waiting for Daisy to see him just for her to ignore him the whole time. He then tells Nick about why he fell in love with Daisy, and why he is still so deeply attached to her. We will write a custom essay sample on The Great Gatsby, Chapter 8 or any similar topic only for you Order Now Nick then leaves for work, shouting to Gatsby reassuring words seeing as he is obviously lost and depressed. After Nick leaves we are told about the actions of grief stricken George Wilson. We are told that George believed that the driver of the car that killed his wife was Gatsby and George acts upon this information. He spends the day making his way to Gatsby’s house and upon his arrival kills Gatsby in his pool and then ends his own life. Suspense This chapter creates a very deep suspense through the actions of George Wilson. Fitzgerald cultivates this suspense for the climax of the novel by describing George’s actions with little detail, describing them as if we are being told by a police report. He skirts what actually occurred, instead describing the setting in vivid detail. He mentions the â€Å"†¦cluster of leave†¦Ã¢â‚¬ (pg 170) that are in the pool foreshadowing Gatsby’s fate by having the leaves represent the end of the season and the end of his life. Fitzgerald uses this suspense to keep the reader intensely reading keep Gatsby’s death a shock. How to cite The Great Gatsby, Chapter 8, Papers

German Journal Of Human Resource Management â€Myassignmenthelp.Com

Question: Discuss About The German Journal Of Human Resource Management? Answer: Introduction Meaning and concept of Leadership have been changing through times. The basic understanding of leadership stands as leading and influencing someone for something to accomplish. It is about finding out what a company wants to achieve and then influencing the people of that company to follow and achieve that. Leadership can be seen as a complex relationship between people and the relationship is shaped and guided by trust, emotions and commitment. In very simple words, it is the process of influencing other people for accomplishing something common (Northouse, 2015). The concept of leadership has been defined by many experts in different ways depending on various contexts. Leadership theories are structured ways to analyse how the concept of leadership has been used and practiced in different ways. Leadership can be conceptualised in different ways and leadership theories has identified those ways in a systematic aspect. From time to time, leading people is seen as influencing or guidi ng or commanding. Different leadership theories explained the relationship between leaders and followers in different way (Antonakis, 2017). This report analysed two leadership theories namely Transactional Leadership and Transformational Leadership in detailed. Further, in this report, mentioned two theories discussed in detailed with suitable examples. Also, these two theories have been compared with each other to understand the in-depth perspective of each one. Meaning of Transactional Leadership The word Transaction means act of transacting something between groups or within the group. Transactional Leadership can be understood as management process of organising, supervising or controlling subordinates to achieve certain performance. In transactional leadership, followers are motivated by self-interest which is appealing to them. It can be simply viewed as exchange of rewards for the purpose of compliance with regards to followers. It based on basic idea that employees are not self-motivated to do something, so leaders need to give something to employees and in return employees will do something which a leader wants. Employees require instructions, guidelines, structure and monitoring to do and complete the tasks assigned (Furtner, Baldegger Rauthmann, 2013). Transactional Leadership is useful in the organisations where structure is very important and it is not effective in organisations where taking initiatives are encouraged. Transactional leaders work within the establi shed structure to achieve results. In this type of leadership, leaders are given with power and they can correct, evaluate and train their subordinates to achieve predetermined goals. It primarily focuses on achieving goals in exchange of giving something; it can be reward or punishment (Hamstra et al. 2014). Development of Transactional Leadership This theory was first developed by Max Weber in 1947 and then further research and development was done by Bernard M. Bass in 1981. This leadership style was widely practiced in the United States of America after World War II. It is most commonly adopted by managers in business organisations as it increases the ability to confirm the implementation of management process (McCleskey, 2014). Assumptions of Transactional Leadership In this aspect, there some important assumptions of transactional leadership theory; First, it is assumed that employees are only influenced and motivated by the means of reward and punishment. Second, employees have to obey and act accordingly as per the instructions and orders given by the superior. Third, leaders follow the telling style; it means leaders tell subordinates about what to do as subordinates are not self-motivated. To achieve desired performance and predetermined goals, a transaction takes place in between leaders and followers. In general sense, transactional leaders believe that human being always tries to maximise their pleasurable experience and minimise their non-pleasurable experience (Dinh et al. 2014). Characteristics of Transactional Leadership In transactional leadership, motivation work as external approach. It means employees are rewarded for desired outcome and punished for deviation. Leader leads team in a reward-punish system within which teamwork play a narrower role. Leaders following transactional style of leadership are very practical as they are only concerned and focused with desired result. They are adverse to change; it means they want to work in the existing system. Transactional leaders are not proactive; they are passive in nature as they react when something happens. They micro manage things and want things should go as per predefined plans. In this leadership style, organisation structure is strictly followed; hierarchical importance is there. It is also focused on short-term goals and inflexible in nature (McCleskey, 2014). Advantages and Disadvantages of Transactional Leadership This type of leadership is very effective in terms of achieving short term goals. It works well in structured and organised business organisations. In this framework of leadership, rewards and punishments are clearly defined for employees. Also, there are certain disadvantages are associated with transactional leadership. Transactional leaders can only motivate base level employees as the concept of transaction works well for base level employees only. This type of leadership limits the scope and applicability of creativity. Also, employee initiatives are not appreciated and rewarded in transactional leadership (Tyssen, Wald Spieth, 2014). Applicability of Transactional Leadership In todays world, there are places where transactional leadership can work well. Especially in multinational companies where diversified group of employees work together, transactional leadership is the best style to guide employees as it works on the basis of clear structure. It is very easy to learn and implement. Extensive training requirement is low in this type of leadership. Due to its simplicity in learning and implementation, it is preferred leadership style in crisis situation. In military and police organisations, transactional leadership is adopted. In some cases, transactional leadership is viewed as insufficient but it is not ineffective and bad style of leadership. Transactional Leadership forms the basis of mature communication within an organisation but precisely leaders should take care about exclusive and extensive practice of it (Huijun Jianjun, 2015). Example of Transactional Leader: Howard Schultz Many military leaders and CEOs of well-known multinationals are known to be Transactional Leaders. To explain transactional leadership, in this report well known American Businessman Howard Schultz is discussed as an example. He is former CEO of Starbucks and now he is the executive chairman of Starbucks. He was born in July 19th, 1953 in New York, USA. He is a Northern Michigan University graduate. He stared his career as sales representative in Xerox Corporation in 1975. In 1979, he became General Manager of Swedish company HAMMARPLAST. Later on, in 1982, he stared his journey in Starbucks. He joined as Director of Retail Operations and Marketing. He tried to fancy Italian coffee culture in Starbucks but failed to get the permission from then owner of Starbucks. He left Starbucks in 1985 and opened his own coffee bar Il Giornale. In 1987, Schultz purchased Starbucks from its owner in $3.8 million (Starbucks Newsroom, 2017). His transactional leadership was based on dominant trait a s contingent rewards. It includes more pay to employees above the minimum pay, offer of extra benefits, and offer of stock options and promotions options. It proves to be effective in Starbucks as employees felt motivated due to all these efforts. As a result of his transactional leadership efforts, Starbucks share rose up to 6%, employees got well trained in handling customers, employees were motivated to do their assigned tasks as proper guidelines were provide with them and as result employees turnover decreased up to 50%. Schultz as a transactional leader became successful in many aspects but his leadership style worked only in base level. He achieved obedience of his employees but in long term due to low task satisfaction, employees lost their commitment (Venngage, 2017) Meaning of Transformational Leadership Transformational Leadership refers to the process of transforming an organisation by empowering employees to initiate major changes. Transformational Leaders are motivators and they motivate their employees to do more. Through transformational leadership both leaders and follower can be raised to a higher level of motivation and morality by engaging with one another. Leaders who are transformational, they believe that employees can be inspired to achieve extraordinary results (Mitchell et al. 2014). Along with this process, leaders can become more good leaders as it lifts the process of positive transformation for both leaders and followers. Leaders are treated as ideal by followers in this type of leadership. Transformational Leaders pay attention to individuals and show concern for followers as they want their followers should achieve more. Transformational Leadership follows a process. It starts with creating a vision which should excite and attract followers. Then leaders should try to sell the unique vision among followers to develop network. This way transformational leaders guide their followers through a roadmap. They take charge of leading task, always visible and lead from being in the front (Carter et al. 2013). Development of Transformational Leadership The concept of transformational leadership was first developed by J.V. Downton in 1973. Then in 1978, James McGregor introduced this term in his book Leadership. In 1985, Banard M. Bass has discussed the formal framework for Transformational Leadership. In 1986, a book named The Transformational Leadership was written by Noel M. Tichy and Marry Anne Devanna and in this book they have discussed this concept in detail (McCleskey, 2014). Assumptions of Transformational Leadership There are certain assumptions of Transformational Leadership. First, people will naturally follow a leader who inspires them. The passion and vision of transformational leader can influence his or her followers to achieve more great things. Third, in this type of leadership, leaders positive energy and enthusiasm are most important to motivate and inspire their followers. Fourth, leaders must challenge their follower in order to stimulate their intelligence to do more and achieve more (Herman Chiu, 2014). Characteristics of Transformational Leadership Transformational Leadership based on the leaders belief that motivation is internal and self-management is most crucial. Difficult decisions are taken on the basis of clearly stated vision, goals and objectives. Transformational Leaders can initiate required transformation within the organisation as they can put aside their ego and work for organisations objectives. In transformational leadership, leaders take risk on the basis cost and benefit, which is better known as calculated risk. Leaders who adopt this leadership should know about the circumstances of the organisation and it will increase their knowledge base about the organisation. Transformational leaders are good listener and they appreciate new ideas. They work as proactive and visionary (Carter et al. 2014). Advantages and Disadvantages of Transformational Leadership In Transformational Leadership, leaders can assure higher achievement and efficiency by employees. Leaders focus on employees and put emphasis on their needs, morals and values. It creates a positive and enthusiastic work environment which helps to achieve more. Also, through transformational leadership, leaders can develop future leaders from his followers. An organisation where transformational leadership is practiced, employees feel they are working in more creative and innovative work environment. As employees are inspired to work more, they will work for their leader if they are not monetarily well paid. In spite of all these advantages, there are some limitations and disadvantages of transformational leadership. In transformational leadership, the outcome is totally depends on leaders ability. Transformational Leadership lacks some conceptual clarity. Sometimes, leaders may lack some required skill and characteristics which are required to inspire and motivate their followers ( Vito, Higgins Denney, 2014). Applicability of Transformational Leadership Transformational Leadership is best applicable in an organisation which needs transformation due to being out-dated with regards to present business environment. It also works best in small business organisations as they try to achieve big and very adaptive to change. In big organisations, transformational leaders can be brought by board of directors to motivate employees and inspire them to achieve organisational goals in a better way, whenever it is needed. Transformational Leadership is best in developing trust between employees and leaders (Breevaart et al. 2014). Example of Transformational Leader: Elon Musk To discuss transformational leadership, in this report, Elon Musk and his leadership style have been discussed. Elon Musk is an American Businessman, Inventor, Investor, Engineer and CEO of many famous companies. He is well known for founding and leading companies like SpaceX, PayPal, Tesla Motors, Hyperloop, SolarCity and many more. Elon Musk is famous for his visionary approach towards his work and dream. He leads his team to drive towards excellence and solving problems for mankind. In such a manner, Musk is always inspirational for his employees. Employees feel inspired as vision of Musk keep them motivating as they feel they are part of a great journey (Blazek, 2016). The incredible journey of Elon Musk started in South Africa. He did not experience a happy childhood. Despite of all these facts, he pushed himself to achieve more and got admission in Ph.D. program in Applied Physics of Stanford University; but he left this program in two days to work on his entrepreneurial dreams . In PayPal, due to his approach and transformational style of leadership, he got involved in conflict situation with other leaders. Tesla Motors experienced many failures time to time, it is Elon Musk who continued to fund Tesla Motors and build the trust between employees. Musk always outspoken about his ability and eagerness to learn new things, which in turn, provided road map for his employees. When Tesla Motors were facing funding issues, Elon himself work at very ground level with team and given outstanding efforts for raising funds. Its altogether proves his transformational leadership and leading from being in the front (Braun el al. 2013). Comparison between Transactional and Transformational Leadership The difference between transactional and transformational leadership is quite large and considerable. In simple words, Transactional Leadership is about telling leadership and Transformational Leadership is selling leadership. Transactional Leadership focuses on rewards and punishment, in other words it is about positive and negative enforcement; while Transformational Leadership is about inspiration and motivation by leaders. Transactional Leaders are reactive as they only react when something happened; Transformational Leaders are proactive as they belief on inspiring their followers. Transactional Leadership is concerned with appealing to individuals self-interest and Transformational Leadership is concerned with progress of group (Taylor, Cornelius Colvin, 2014). Transactional Leaders are mostly successful in big organisations where there is a proper structure is in place. Transformational Leaders are mostly successful in small organisation format as small organisations are adap tive to change and visionary transformation (Odumeru Ogbonna, 2013). Transactional Leadership deals with the present situation while Transformational Leadership deals with new expectations of followers. Regarding organisation culture, transformational leaders change organisation culture through bringing new ideas and on other side transactional leaders within the existing organisation culture. Transactional Leaders try to implement management by exception to maintain status quo. Transformational Leaders crate learning environment and opportunities for their followers and inspire their followers to learn new things and solve problems. Transactional Leadership can be viewed as normal social exchange between leaders and his or her followers. In contrast, through transformational leadership, higher level of trust can be built between leaders and followers (Rowold, 2014). Conclusion Review of Transformational and Transactional Leadership Theory shows that concept of leadership is broadly contrasted in practice and depends on the organisation structure and requirement. Every leadership style has its own advantage and disadvantages; it is on the wisdom of leaders to apply which one in which context. Application of suitable leadership in right context can increase productivity and efficiency of organisation (Vito, Higgins Denney, 2014). Leadership and Leaders can influence employees and followers and in turn organisations and groups performance is impacted. In conclusion, it can be said that a great and good leader is who, who is able chose and apply different types of leadership style according to the situation. There is not effective and efficient leadership style for any particular organisation structure or situation, applicability of leadership style largely depends on choice and personality of a leader (Buble, Juras Mati?, 2014). References Antonakis, J. (2017).The nature of leadership. Sage publications. Aritz, J., Walker, R. C. (2014). Leadership styles in multicultural groups: Americans and East Asians working together.International Journal of Business Communication,51(1), 72-92. Blazek, K. (2016). THE TRANSFORMATIONAL LEADERSHIP STYLE OF ELON MUSK. Retrieved 20 September 2017, from https://www.boothco.com/360-feedback-resources/leadership-style-of-elon-musk/ Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), 270-283. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Buble, M., Juras, A., Mati?, I. (2014). The relationship between managers leadership styles and motivation.Management: journal of contemporary management issues,19(1), 161-193. Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Carter, M. Z., Mossholder, K. W., Feild, H. S., Armenakis, A. A. (2014). Transformational leadership, interactional justice, and organizational citizenship behavior: The effects of racial and gender dissimilarity between supervisors and subordinates.Group Organization Management,39(6), 691-719. Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives.The Leadership Quarterly,25(1), 36-62. Vito, G., E. Higgins, G., S. Denney, A. (2014). Transactional and transformational leadership: An examination of the leadership challenge model.Policing: An International Journal of Police Strategies Management,37(4), 809-822. Furtner, M. R., Baldegger, U., Rauthmann, J. F. (2013). Leading yourself and leading others: Linking self-leadership to transformational, transactional, and laissez-faire leadership.European Journal of Work and Organizational Psychology,22(4), 436-449. Hamstra, M. R., Van Yperen, N. W., Wisse, B., Sassenberg, K. (2014). Transformational and transactional leadership and followers achievement goals.Journal of Business and Psychology,29(3), 413-425. Herman, H. M., Chiu, W. C. (2014). Transformational leadership and job performance: A social identity perspective.Journal of Business Research,67(1), 2827-2835. Huijun, Y., Jianjun, Y. (2015). Transactional Leadership, Competitive Intensity, Technological Innovation Choices and Firm Performance.Journal of Management,4, 001. Taylor, C., J. Cornelius, C., Colvin, K. (2014). Visionary leadership and its relationship to organizational effectiveness.Leadership Organization Development Journal,35(6), 566-583. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Mitchell, R., Boyle, B., Parker, V., Giles, M., Joyce, P., Chiang, V. (2014). Transformation through tension: The moderating impact of negative affect on transformational leadership in teams.Human Relations,67(9), 1095-1121. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Odumeru, J. A., Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature.International Review of Management and Business Research,2(2), 355. Rowold, J. (2014). Instrumental leadership: Extending the transformational-transactional leadership paradigm.German Journal of Human Resource Management,28(3), 367-390. Starbucks Newsroom (2017). Executive Team. Retrieved 20 September 2017, from https://news.starbucks.com/contact/leadership/howard-schultz Tyssen, A. K., Wald, A., Spieth, P. (2014). The challenge of transactional and transformational leadership in projects.International Journal of Project Management,32(3), 365-375. Venngage (2017). Howard Schultz Transactional Traits. Retrieved 20 September 2017, from https://infograph.venngage.com/p/149124/howard-schultz-transactional-traits