The Importance of Leadership in the Organizatio Free Essays

In every organization, whether small or large-scale, there is an unambiguous need for a leader. This leader is usually the owner or manager of the business but in some instances may also be an employee who possesses the ability to influence the actions of his or her co-workers. Effective leadership generally makes for a successful business organization. We will write a custom essay sample on The Importance of Leadership in the Organizatio or any similar topic only for you Order Now Conversely, the absence of, or ineffective use of leadership can have dire consequences on the organization for without leadership, organizations may move too slowly, stagnate, or lose their way. Leadership is defined as â€Å"the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement† (Stogdill, 1950, p. 3). Hogan et al (1994) posit that leadership is persuasion not domination, and so true leadership only occurs when others willingly adopt the goals of a group as their own. In a group setting, the individuals who make up the group all have different experiences, values, beliefs and needs. As such, they all have unique views of the world and will support differing ideas. The role of the leader in these instances is to point the individuals of the group in the same direction and harness their efforts jointly. The leader must ensure that each member of the group has an equal opportunity to express their thoughts and ideas. Therefore, a successful and effective leader must be patient and open-minded. If employees perceive that the leader is being unfair or biased, conflict will arise as they (the employees) react to the perceived injustices. It is important to note that the positions of manager and leader are entirely different. Leaders develop visions and drive changes while managers monitor progress and solve problems (Zalenik, 1977). However, sound leadership is a key skill which all managers should possess. A manager can not effectively perform his duties without the ability to lead the individuals in the organization. A leader must be someone respected and looked up to by those in the organization. Thus, the employees will freely follow the path charted by the leader in order to achieve organizational goals. Moreover, a well-liked leader usually means that employees are satisfied with their job environment and are therefore more motivated and determined to see a task or project through to the end. Employees who feel appreciated in the organization usually display a higher quality of work and also higher levels of productivity are also associated with workers who favour their leader. On the other hand, ineffective leadership can result in reduced motivation and dissatisfaction of employees. Unclearly defined goals and an unsatisfactory work environment, symptoms of improper leadership result in frustrated workers which will eventually result in workers exiting the workplace or neglecting their duties. As a result the output efficiency of the organization suffers and its yield will decline. How to cite The Importance of Leadership in the Organizatio, Essay examples

Diversity in the Workplace

Question: Whyhasdiversityintheworkplacebeengivensomuchattentionlately? Answer: Introduction Diversity in places of work encompasses racial, sexual and religious differences by the employees of an organization. Moreover, a diverse organization should have people of different age groups, disabled workers, people whose lifestyles differ and even those with different physical traits (Fassinger, 2008). Initially, several organizations did not see the need to have a diverse human resource. Most only employed people from various backgrounds so that they may seem equitable( Rice, 2015). Interestingly, it has been discovered that a diverse human resource is more beneficial than a nearly homogenous one. As a result, several corporations give a lot of attention to this area. A diverse workplace can be described as a mosaic, meaning that individuals within that environment retain their individuality as they contribute to the goals of the organization (Canas, and Sondak, 2013). A look at some of the advantages of such working places can give us insights on how why most organizations are keen on having a diverse workforce. Discussion Organizations that are keen to adapt to fluctuations in the markets have to ensure that their workers are from different backgrounds. This is because the employees bring a variety of solutions to a particular problem (Barak,2016). The ideas generated by the employees during sourcing, allocation of resources, or while in service are from several perspectives meaning that the best solution to the problem will be found. Besides, the ideas generated most of the time target particular groups in the market who are well known by a given section of the employees (Barak,2016). The change in the consumer tastes hence can be noticed very fast and the appropriate action taken so that the grip on the market is not lost. As a result, it is a good idea to make sure there are people from different places in an organization. There is also better service provision, meaning that companies having a diverse human resource tend to have more satisfied customers. This has also contributed to the keenness of businesses on the issue of diversity (Herring,2009). A client who is able to, for example, relate to an individual in the organization or feel that he or she has something in common with a person within the organization will trust it. He or she might feel free to consult those they feel linked to for any clarification or advice in case the need arises (Roberge and van Dick,2010). They, as a result, get satisfied by the devices of the organization and may even influence others to transact with the organization. People from different groups do not share a similar organizational culture. Hence, they define their experiences within their set of cultural systems. The various groups present in a diverse organization identify or define their experience uniquely (Pitts, and Recascino Wise, 2010). Most of the time, females hold lower positions and thus view the organization from a perspective different from their male counterparts at the top who are usually more salaried (Nishii, 2013). In addition, other minorities in any organization interpret occurrences differently from the majority. As a result, they tend to execute they perform better since some problems may be opportunities to other groups. Moreover, those from the minority may are able to perform their duties better due to the cohesion and understanding between themselves. This results in companies that produce faster. Diversity also makes companies find talented or gifted people very easily. Sometimes there may be a need for certain skills such as mathematical ability or analytical competencies in an organization. The identification of individuals with the skills required would require the organization to search far and wide, and at times train those whom they find to meet their objective. This would be time-consuming and costly. A diverse organization raises the chances of having uniquely gifted individuals. Moreover, they are easy to identify when they work for the organization. Managers will only need to make inquiries about the background of the people whom they suspect of being gifted in certain fields based on the traits of the people from their country or background. If for example he or she comes from a region where most of the population are astute business persons it would be safe to assume that due to the influence of others the person in question is probably good in that sector. Hence , companies need a diverse workforce. The amount of revenue that organizations receive as a result of having employees from different backgrounds is also higher than those from homogeneous organizations. This is the reason why several companies, notably Solectron, based in the Silicon Valley are keen on implementing and improving diversity programs. The revenues of the firm at some point tripled after it launched a cultural awareness program for its employees, making them win the Baldridge Prize. The success of the company can be attributed to the efficiency of the different groups that work for the organization (Brown, 2007). Another company that managed to increase its revenue significantly is Voice Processing Corp, which has people from different countries. The marketing of their product has been successful because of the number of markets that they are able to penetrate as a result of a workforce composed of people from different nationalities. This proves that diversity increases access to markets, and has the poten tial of making company operations global. Consequently, several companies are now keen on making their human resource as diverse as possible. Another reason why companies are keen to embrace diversity is that of the lower cost of labor in a diverse organization. This scenario is evident in countries that accept a lot of immigrants every year. Most of these people move to their new localities with the aim of finding greener pastures, meaning that they can settle for less when it comes to the wages they receive. Natives on the other hand, due to the presence of institutions such as labor unions rarely accept low payment. Hiring for the purpose of cheaper skilled labor may be seen as manipulation by some people, even though it is a clever business strategy. However, countries that have organizations whose workforce demand too much money as salary are keen on diversifying so that they may make a good profit. Diversity Challenges and opportunities Workplaces consisting of people from different ethnic groups, age gaps, lifestyles or gender, do are also faced with some challenges because of the differences in beliefs, cultures or values of their workforce. These challenges may translate to poor relationships or seclusion of some groups within the organization. Communication between different groups in such a company may be difficult. There may be language barriers in such environments. Moreover, differences in accents can make the employees fail to understand one another within a short time hence making them fail to meet some objectives of the organization (Harvey and Allard, 2015). Besides, there are chances that failure to communicate effectively can lead to frustrations and thus strained relationships between the workers. The minority groups may also feel alienated when have to clarify themselves continually. It is hence important for organizations to ensure that they develop ways of avoiding problems in communication as a result of differences in the nationalities of their workers. Resistance to change is another issue that can face such organizations. There is always some level of competition between employees from different groups. When they manage to meet an objective successfully, chances are that they will try as much as possible to maintain their position as a successful lot. This would translate to rigidity. Other groups fail to adapt to new practices because they may feel that such changes would compromise their beliefs or culture (Jackson and Joshi, 2011). Failure to change would result in stagnation in specific departments. In addition, adapting to new market demands for the organization would be a bit difficult when a group chooses to remain rigid. Hence, managers need to be keen when dealing with people from diverse backgrounds. The management may also be faced with difficulty when trying to implement policies that encourage diversity. There may be discord between the majority and minority groups when they feel that minority are granted more freedom ( Ozbilgin and Tatli, 2008). Accommodation of different cultural values may take a lot of time as the management tries to find ways of not making some section of the human resource not feel that they are being sidelined. During the implementation of the developed policies, there are chances that some people may even quit working for these organizations because of suspicion that their working conditions may deteriorate as a result of the inclusion of people that they do not like. There is always prejudice or misplaced belief about people from various backgrounds meaning that policies that favor them can be viewed as a betrayal by other workers. Hence managers need to make sure that the policies that they intend to use for the purpose of creating an inclusive workf orce are carefully evaluated and in case they may cause discord, they need to be modified. Generation gap may also cause problems in organizations that have embraced diversity. Chances are that, due to the differences in the perspectives of these people, they may fail to work in unison. Moreover, their views may differ on several issues resulting in friction between them (Kapoor and Solomon, 2011). Cliques may be triggered thereby making teamwork difficult to achieve. Teenagers and young adults may also fail to understand their older counterparts or behave in ways that are considered inappropriate when they interact with themselves. (Jackson, and Joshi, 2011) Besides, the younger workers may consider their older counterparts as being backward at times or even have the notion that they are better suited for working for the organization due to their knowledge or ability to use the latest technology. Hence, managers need to make sure that there is no discord between people who belong to different generations. Organizations that have not implemented diversity programs need to do so because it is a powerful tool not only for increasing the production of the firms but also portraying the business as a friendly, inclusive corporation (Trompenaars and Hampden-Turner,2011). Several diversity programs serve to prevent harassment of specific groups such as women and those from other nations. A good reputation makes it easy gain global access to the markets. Managers also need to train on diversity management if they are to realize the benefits of having a workforce composed of different people (Wales, Gorman, and Hope, 2010). To sum up, diversity also brings the opportunity of accessing cheap labor since people from other nations or even gender tend not to demand high wages compared to the locals and the majority. As a result, organizations that feel their operation costs are high as a consequence of the wages spent on payment of their workers can turn to diversity as a way of making things bette r. Conclusion To sum up, when the benefits and challenges as a result of diversity are compared it is evident that firms need to have people from different backgrounds. It is also prudent for managers to try and foster equality in the workplace. Areas that are overlooked when promoting equality and diversity such as gender balance need to be keenly addressed. When organization take diversity seriously, chances are that they will prosper. Most organizations are of late keen on embracing diversity because they have realized that there are a lot of benefits that result from having a workforce which consists of people from different backgrounds, ethnicities or even races. They have discovered that productivity is increased when the workforce is not homogenous as initially assumed by most companies. Moreover, they are able to expand their market by opening branches in the countries that those who work for the organizations belong to. In addition, the companies tend to have more satisfied customers mean ing that their growth is inevitable since customers tend to recommend such places to friends or family. Diversifying the human resource in an organization also has some challenges. These include the resistance to change, or adapt by sections of the workers. Besides, it is also difficult to implement policies that promote equality among the workers. In addition, generation gap and prejudice can cause communication problems between the workers. However, companies need to make an attempt of being diverse. References Barak, M.E.M., 2016.Managing Diversity: Toward a Globally Inclusive workplace. Sage Publications. Brown, M.G., 2007.The pocket guide to the Baldrige award criteria. CRC Press. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Dychtwald, K., Erickson, T.J., and Morison, R., 2013.Workforce Crisis: How to Beat the coming shortage of skills and talent. Harvard Business Press. Fassinger, R.E., 2008. Workplace diversity and public policy: Challenges and opportunities for psychology.American Psychologist,63(4), p.252. Harvey, C.P., and Allard, M., 2015.Understanding and managing diversity. Pearson. Herring, C., 2009. Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), pp.208-224. Jackson, S.E. and Joshi, A., 2011. Work team diversity. Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), pp.308-318. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups.Academy of Management Journal,56(6), pp.1754-1774. Ozbilgin, M. and Tatli, A., 2008.Global diversity management: An evidence-based approach. Palgrave Macmillan. Pitts, D.W. and Recascino Wise, L., 2010. Workforce diversity in the new Millennium: Prospects for research.Review of public personnel administration,30(1), pp.44-69. Rice, M.F., 2015.Diversity and public administration. ME Sharpe. Roberge, M.E., and Van Dick, R., 2010. Recognizing the benefits of diversity: When and how does diversity increase group performance?.Human Resource Management Review,20(4), pp.295-308. Trompenaars, F. and Hampden-Turner, C., 2011.Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. Wales, A., Gorman, M., and Hope, D., 2010.Big Business, Big Responsibilities: From Villains to Visionaries: How Companies are Tackling the World's Greatest Challenges. Palgrave Macmillan.

Why Is the Divorce Rate so Low in Japan free essay sample

Japan has gained a reputation of having a low divorce rate compared to other countries. Indeed, between 1945 and 1990, the divorce rate of Japan has never been higher than 1. 5 per 1000 population. Since the 1990s, the divorce rate of Japan increased, reaching 2. 08 in 2005. even if we can consider this a low divorce rate in comparison with the U. S, compared with other industrialized country, it is an average rate. Then, why is Japans divorce rate considered so low? We will see first why I do not consider Japans divorce rate low, then the historical reasons of the divorce rate, the actual reasons of the divorce rate and, finally, what to expect in the future. gt;gt; why do I not consider the Japanese divorce rate low? Since World War II, Japan has been considered a country with really low divorce rate. Indeed, according to the figure 1. 2, Japan divorce rate in 1945 was 1. We will write a custom essay sample on Why Is the Divorce Rate so Low in Japan? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 1 per 1000 of population. Since the 1960s, divorce rate in Japan has been growing, with a peak in 2002 when there have been 290,000 divorce. Since then, the divorce rate has decreased. In 2005, there has been 262. 000 divorce, and the divorce rate has been 2. 08 per 1000 population. Because a U. S. -Japan comparison formed the basis for the majority of divorce studies, the Japanese divorce rate appeared low. However, if Japan had been compared with Southern European countries like Spain, Greece, Portugal or Italy, its divorce rate would not have appeared particularly low. By 2000, the Japanese divorce rate placed the nation somewhere in the middle band of European countries, but still very low in comparison to the United States. Even though the American divorce rate has been declining in recent years, it is still extremely high compared with all European countries as the figure 1. 1 clearly shows. gt;gt; historical reasons of the actual level of the divorce rate? Elevated divorce rates in Japan arent a new phenomenon, indeed in the 19th century, Japanese divorce rates have been exceeded only by those in the 1970s in the United States. In the 19th century and before, it was fairly common for people to try marriage and to divorce if necessary. Remarriage was also normal for women and men. Even spouse testing was accepted inside the ociety. Only the samurai didnt follow this rule and married once and only. Until the introduction of the Meiji Civil Code of 1898, Japan had some of the highest divorce rates in the world. Under the old peasant marriage system, women were considered a valuable economic resource by families. Young wives were often tested out by the new family in trial marriages and if they did not me et the required standard, they were sent back home. Thus, most divorces occurred in the early stages of marriage. Remarriage rates for both men and women were high, but later marriages were usually stable. Harold Fuess wrote a book about the â€Å"forgotten history† of Japan divorce: Family, Gender and the State 1600-2000, by Harold Feuss. He explains how in 1898, the civil code and some new laws on family registration led to a sharp decline in divorce rates. One of the aims of the Meiji legislation was to discourage divorce and bring Japan more in line with European marriage and divorce trends. In its drive to modernize the country, the Meiji government managed to impose the anti-divorce values of the former elite Samurai classes on the general population. Samurai customs had previously only been associated with a very small fraction of the population. So successful were the governments efforts that nowadays most Japanese are unaware than their country once had one of the highest divorce rates in the world. The act in itself of codifying family regulation generated some frictions between customs, newly â€Å"invented traditions† and western legal practices, that made people believe of divorcing as a way of dishonoring ones family, group, or country. Therefore, between 1898 and 1940, the divorce rates declined. The strengthening of the institution of marriage was also helped by the economic growth and the industrialization of Japan. Indeed, thanks to the growth, each family had more or less a growing comfort level, it was usual for women not to work, in case of divorce, women were highly at a disadvantage: they could not support themselves, and therefore not a child. Marriage was therefore seen as an economic and social stability, furthermore, a new sexual morality has developed which reinforced the idea that marriage was a national disgrace and a poor reflection on women rights. Harold Fuess highlights the fact that the Japanese government has a big part of this idea that divorce is not part of the history of Japan. Indeed, in 1997, the government suppressed textbooks that reported the high divorce rates of the past. After World War II, Japan gained an undeserved reputation for low divorce rates, the current â€Å"explosion† of divorce rate is just Japan going back to the high level of the 19th century. gt;gt; what are the actual reasons of the divorce rate? As in other developed countries, the reasons why couples divorce are usually a complex combination of factors which vary from individual case and change over time. The most commonly cited reasons for Japanese divorce in the nineties were an extramarital affair, neglect of family, financial/economic problems, incompatibility, sexual problems, alcoholism, physical abuse and problems with in-laws. Some of the major social currents in the divorce equation were the changing concepts of marriage, a reluctance to have children, changing family structures, the emergence of more diverse family models, increased educational opportunities for women, enhanced female economic status, better career opportunities for women and positive media images of divorce, inter alia. But that are the reasons for divorce nowadays, lets concentrate on why people would not want a divorce, even when facing those problems. First of all, Japan is deficient in several areas of child support , most importantly having no mechanism in place for enforcing payment or collecting arrears. There is also no system for tracking down non-compliant fathers, no requirement to conduct DNA-paternity tests and no means for deducing money from the delinquent fathers salary. The courts normally do not take action if a spouse does not meet their obligations. To make matters worse, the legal framework for solving child support disputes is totally inadequate and requires an inordinate amount of time and money. People may not want to try and go alone in raising their children after a divorce considering all those problems concerning child support. Furthermore, the cost of rising a child in Japan is really high, therefore, with only one salary the perspective of rising children can be really hard. Indeed, after the divorce, usually children are under the care of their mothers, and the parental rights of the father are inexistent. Secondly, Divorce in Japan, like marriage, is easy if both parties agree to it. All you have to do is head for the Ward Office and fill out a Divorce Form. This is called kyougi rikon, or divorce by mutual consent, which happens, estimates a lawyer in about 80% of divorces. Assets, possessions, or property are divided up either informally or through the legal community. However, if both parties do not agree to divorce, things can get very messy. According to Japan Civil Code Article 770, there are five grounds for unilateral divorce: infidelity, malicious desertion (which for foreign spouses can include being deported), uncertainty whether or not the spouse is dead or alive for three years or more, serious mental disease without hope of recovery, or a grave reason which makes continuing the marriage impossible. What is considered a grave reason is unclear, and at the discretion of a judge if things go to court. However, the simple fact that you do not like each other anymore, i. e. a matter of irreconcilable differences, is not considered to be sufficient grounds. Here things begin to pinch. If one side refuses to agree to the divorce, you will have to negotiate until you do, which can take many years. You can legally separate, but this is not a divorce, and you cannot remarry. The fact that divorce can be so difficult in certain case leads people to seek legal separation instead of actual divorce. Plus, the access to court can be really difficult since there are not a lot of lawyer in Japan. Those are the two of the main reason why people do not seek to divorce in Japan, the difficulty of getting a divorce if there is no agreement, and the cost of rising children. gt;gt; what to expect for the future? Divorce may rise after a change in law in 2007. Indeed, spouses will be eligible for up to half of partners pensions. Hiromi Ikeuchi, author of The Costs and Benefits of Divorce in Middle Age, is convinced the decline since 2002 does not mean married couples have become more content. She believes many unhappy spouses have been biding their time since 2001, when discussions on changes to the pension system began. The revision was passed in 2004. Men have just recently begun learning about the new law that divides their employee pensions, but housewives have been aware of the change since around 2001. The recent dip in the divorce rate is merely the calm before the storm, and the number of divorces is likely to spike, even surpassing 300,000 in 2007. Though men appear blissfully unaware of the danger, Ikeuchi said many housewives, especially those over 50, are waiting patiently for the new rules to take effect. The new pension system was created to cope with the growing number of divorces among middle-aged couples and to support (divorced) women. Under the current system, divorced wives are only granted a basic pension of no more than 66,000 yen a month. By forcing husbands to share their employee pensions, which vary depending on average earnings and length of employment, a typical housewife could get up to twice as much if they hold out until April. There was also a change in the way welfare is distributed: all single parent households receive less money. Indeed, in 2006, a new law has been voted, the Health, Labor and Welfare ministry stopped giving the â€Å"mother child supplement† for depending children over 15 years old. 80% of single mother work. This figure includes widows, divorced women, and single mothers. They earn in average 30% of the income of an average household, and 17. % of them dont receive any money from the father of their children. This new law wont incite women to get a divorce, or on the contrary will incite them to marry and get a divorce. Indeed, as a never married woman with child receive less money than even a single father, and much less than a divorced woman. Therefore, it is more advantageous f or women to marry and then to divorce. Even if this change in welfare distribution may will be compensated by the law on spouse pension, the fact that single parents will receive less and less money from the state wont incite people to get a divorce. Conclusion: The divorce rate is not as low as it is believed. Indeed, mainly because it is compared with the U. S, Japans divorce rate is considered low. The main historical reason of this low divorce rate is the Meiji code and the new laws implemented in 1898, which complicated getting a divorce. Nowadays, people seems to be waiting the new law about pension in order to get a divorce, since people will be able to have a larger pension than what they could expect now. It is then highly probable that the divorce rate will rapidly increase after April 2007. Why Is the Divorce Rate so Low in Japan free essay sample Japan has gained a reputation of having a low divorce rate compared to other countries. Indeed, between 1945 and 1990, the divorce rate of Japan has never been higher than 1. 5 per 1000 population. Since the 1990s, the divorce rate of Japan increased, reaching 2. 08 in 2005. even if we can consider this a low divorce rate in comparison with the U. S, compared with other industrialized country, it is an average rate. Then, why is Japans divorce rate considered so low? We will see first why I do not consider Japans divorce rate low, then the historical reasons of the divorce rate, the actual reasons of the divorce rate and, finally, what to expect in the future. gt;gt; why do I not consider the Japanese divorce rate low? Since World War II, Japan has been considered a country with really low divorce rate. Indeed, according to the figure 1. 2, Japan divorce rate in 1945 was 1. We will write a custom essay sample on Why Is the Divorce Rate so Low in Japan? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 1 per 1000 of population. Since the 1960s, divorce rate in Japan has been growing, with a peak in 2002 when there have been 290,000 divorce. Since then, the divorce rate has decreased. In 2005, there has been 262. 000 divorce, and the divorce rate has been 2. 08 per 1000 population. Because a U. S. -Japan comparison formed the basis for the majority of divorce studies, the Japanese divorce rate appeared low. However, if Japan had been compared with Southern European countries like Spain, Greece, Portugal or Italy, its divorce rate would not have appeared particularly low. By 2000, the Japanese divorce rate placed the nation somewhere in the middle band of European countries, but still very low in comparison to the United States. Even though the American divorce rate has been declining in recent years, it is still extremely high compared with all European countries as the figure 1. 1 clearly shows. gt;gt; historical reasons of the actual level of the divorce rate? Elevated divorce rates in Japan arent a new phenomenon, indeed in the 19th century, Japanese divorce rates have been exceeded only by those in the 1970s in the United States. In the 19th century and before, it was fairly common for people to try marriage and to divorce if necessary. Remarriage was also normal for women and men. Even spouse testing was accepted inside the ociety. Only the samurai didnt follow this rule and married once and only. Until the introduction of the Meiji Civil Code of 1898, Japan had some of the highest divorce rates in the world. Under the old peasant marriage system, women were considered a valuable economic resource by families. Young wives were often tested out by the new family in trial marriages and if they did not me et the required standard, they were sent back home. Thus, most divorces occurred in the early stages of marriage. Remarriage rates for both men and women were high, but later marriages were usually stable. Harold Fuess wrote a book about the â€Å"forgotten history† of Japan divorce: Family, Gender and the State 1600-2000, by Harold Feuss. He explains how in 1898, the civil code and some new laws on family registration led to a sharp decline in divorce rates. One of the aims of the Meiji legislation was to discourage divorce and bring Japan more in line with European marriage and divorce trends. In its drive to modernize the country, the Meiji government managed to impose the anti-divorce values of the former elite Samurai classes on the general population. Samurai customs had previously only been associated with a very small fraction of the population. So successful were the governments efforts that nowadays most Japanese are unaware than their country once had one of the highest divorce rates in the world. The act in itself of codifying family regulation generated some frictions between customs, newly â€Å"invented traditions† and western legal practices, that made people believe of divorcing as a way of dishonoring ones family, group, or country. Therefore, between 1898 and 1940, the divorce rates declined. The strengthening of the institution of marriage was also helped by the economic growth and the industrialization of Japan. Indeed, thanks to the growth, each family had more or less a growing comfort level, it was usual for women not to work, in case of divorce, women were highly at a disadvantage: they could not support themselves, and therefore not a child. Marriage was therefore seen as an economic and social stability, furthermore, a new sexual morality has developed which reinforced the idea that marriage was a national disgrace and a poor reflection on women rights. Harold Fuess highlights the fact that the Japanese government has a big part of this idea that divorce is not part of the history of Japan. Indeed, in 1997, the government suppressed textbooks that reported the high divorce rates of the past. After World War II, Japan gained an undeserved reputation for low divorce rates, the current â€Å"explosion† of divorce rate is just Japan going back to the high level of the 19th century. gt;gt; what are the actual reasons of the divorce rate? As in other developed countries, the reasons why couples divorce are usually a complex combination of factors which vary from individual case and change over time. The most commonly cited reasons for Japanese divorce in the nineties were an extramarital affair, neglect of family, financial/economic problems, incompatibility, sexual problems, alcoholism, physical abuse and problems with in-laws. Some of the major social currents in the divorce equation were the changing concepts of marriage, a reluctance to have children, changing family structures, the emergence of more diverse family models, increased educational opportunities for women, enhanced female economic status, better career opportunities for women and positive media images of divorce, inter alia. But that are the reasons for divorce nowadays, lets concentrate on why people would not want a divorce, even when facing those problems. First of all, Japan is deficient in several areas of child support , most importantly having no mechanism in place for enforcing payment or collecting arrears. There is also no system for tracking down non-compliant fathers, no requirement to conduct DNA-paternity tests and no means for deducing money from the delinquent fathers salary. The courts normally do not take action if a spouse does not meet their obligations. To make matters worse, the legal framework for solving child support disputes is totally inadequate and requires an inordinate amount of time and money. People may not want to try and go alone in raising their children after a divorce considering all those problems concerning child support. Furthermore, the cost of rising a child in Japan is really high, therefore, with only one salary the perspective of rising children can be really hard. Indeed, after the divorce, usually children are under the care of their mothers, and the parental rights of the father are inexistent. Secondly, Divorce in Japan, like marriage, is easy if both parties agree to it. All you have to do is head for the Ward Office and fill out a Divorce Form. This is called kyougi rikon, or divorce by mutual consent, which happens, estimates a lawyer in about 80% of divorces. Assets, possessions, or property are divided up either informally or through the legal community. However, if both parties do not agree to divorce, things can get very messy. According to Japan Civil Code Article 770, there are five grounds for unilateral divorce: infidelity, malicious desertion (which for foreign spouses can include being deported), uncertainty whether or not the spouse is dead or alive for three years or more, serious mental disease without hope of recovery, or a grave reason which makes continuing the marriage impossible. What is considered a grave reason is unclear, and at the discretion of a judge if things go to court. However, the simple fact that you do not like each other anymore, i. e. a matter of irreconcilable differences, is not considered to be sufficient grounds. Here things begin to pinch. If one side refuses to agree to the divorce, you will have to negotiate until you do, which can take many years. You can legally separate, but this is not a divorce, and you cannot remarry. The fact that divorce can be so difficult in certain case leads people to seek legal separation instead of actual divorce. Plus, the access to court can be really difficult since there are not a lot of lawyer in Japan. Those are the two of the main reason why people do not seek to divorce in Japan, the difficulty of getting a divorce if there is no agreement, and the cost of rising children. gt;gt; what to expect for the future? Divorce may rise after a change in law in 2007. Indeed, spouses will be eligible for up to half of partners pensions. Hiromi Ikeuchi, author of The Costs and Benefits of Divorce in Middle Age, is convinced the decline since 2002 does not mean married couples have become more content. She believes many unhappy spouses have been biding their time since 2001, when discussions on changes to the pension system began. The revision was passed in 2004. Men have just recently begun learning about the new law that divides their employee pensions, but housewives have been aware of the change since around 2001. The recent dip in the divorce rate is merely the calm before the storm, and the number of divorces is likely to spike, even surpassing 300,000 in 2007. Though men appear blissfully unaware of the danger, Ikeuchi said many housewives, especially those over 50, are waiting patiently for the new rules to take effect. The new pension system was created to cope with the growing number of divorces among middle-aged couples and to support (divorced) women. Under the current system, divorced wives are only granted a basic pension of no more than 66,000 yen a month. By forcing husbands to share their employee pensions, which vary depending on average earnings and length of employment, a typical housewife could get up to twice as much if they hold out until April. There was also a change in the way welfare is distributed: all single parent households receive less money. Indeed, in 2006, a new law has been voted, the Health, Labor and Welfare ministry stopped giving the â€Å"mother child supplement† for depending children over 15 years old. 80% of single mother work. This figure includes widows, divorced women, and single mothers. They earn in average 30% of the income of an average household, and 17. % of them dont receive any money from the father of their children. This new law wont incite women to get a divorce, or on the contrary will incite them to marry and get a divorce. Indeed, as a never married woman with child receive less money than even a single father, and much less than a divorced woman. Therefore, it is more advantageous f or women to marry and then to divorce. Even if this change in welfare distribution may will be compensated by the law on spouse pension, the fact that single parents will receive less and less money from the state wont incite people to get a divorce. Conclusion: The divorce rate is not as low as it is believed. Indeed, mainly because it is compared with the U. S, Japans divorce rate is considered low. The main historical reason of this low divorce rate is the Meiji code and the new laws implemented in 1898, which complicated getting a divorce. Nowadays, people seems to be waiting the new law about pension in order to get a divorce, since people will be able to have a larger pension than what they could expect now. It is then highly probable that the divorce rate will rapidly increase. Why Is the Divorce Rate so Low in Japan free essay sample Since the World War II, Japan has gained a reputation of having a low divorce rate compared to other countries. Indeed, between 1945 and 1990, the divorce rate of Japan has never been higher than 1. 5 per 1000 population. Since the 1990s, the divorce rate of Japan increased, reaching 2. 08 in 2005. even if we can consider this a low divorce rate in comparison with the U. S, compared with other industrialized country, it is an average rate. Then, why is Japans divorce rate considered so low? We will see first why I do not consider Japans divorce rate low, then the historical reasons of the divorce rate, the actual reasons of the divorce rate and, finally, what to expect in the future. gt;gt; why do I not consider the Japanese divorce rate low? Since World War II, Japan has been considered a country with really low divorce rate. Indeed, according to the figure 1. We will write a custom essay sample on Why Is the Divorce Rate so Low in Japan? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2, Japan divorce rate in 1945 was 1. 1 per 1000 of population. Since the 1960s, divorce rate in Japan has been growing, with a peak in 2002 when there have been 290,000 divorce. Since then, the divorce rate has decreased. In 2005, there has been 262. 000 divorce, and the divorce rate has been 2. 08 per 1000 population. Because a U. S. -Japan comparison formed the basis for the majority of divorce studies, the Japanese divorce rate appeared low. However, if Japan had been compared with Southern European countries like Spain, Greece, Portugal or Italy, its divorce rate would not have appeared particularly low. By 2000, the Japanese divorce rate placed the nation somewhere in the middle band of European countries, but still very low in comparison to the United States. Even though the American divorce rate has been declining in recent years, it is still extremely high compared with all European countries as the figure 1. 1 clearly shows. gt;gt; historical reasons of the actual level of the divorce rate? Elevated divorce rates in Japan arent a new phenomenon, indeed in the 19th century, Japanese divorce rates have been exceeded only by those in the 1970s in the United States. In the 19th century and before, it was fairly common for people to try marriage and to divorce if necessary. Remarriage was also normal for women and men. Even spouse testing was accepted inside the ociety. Only the samurai didnt follow this rule and married once and only. Until the introduction of the Meiji Civil Code of 1898, Japan had some of the highest divorce rates in the world. Under the old peasant marriage system, women were considered a valuable economic resource by families. Young wives were often tested out by the new family in trial marriages and if they did not me et the required standard, they were sent back home. Thus, most divorces occurred in the early stages of marriage. Remarriage rates for both men and women were high, but later marriages were usually stable. Harold Fuess wrote a book about the â€Å"forgotten history† of Japan divorce: DIVORCE IN JAPAN: Family, Gender and the State 1600-2000, by Harold Feuss. He explains how in 1898, the civil code and some new laws on family registration led to a sharp decline in divorce rates. One of the aims of the Meiji legislation was to discourage divorce and bring Japan more in line with European marriage and divorce trends. In its drive to modernize the country, the Meiji government managed to impose the anti-divorce values of the former elite Samurai classes on the general population. Samurai customs had previously only been associated with a very small fraction of the population. So successful were the governments efforts that nowadays most Japanese are unaware than their country once had one of the highest divorce rates in the world. The act in itself of codifying family regulation generated some frictions between customs, newly â€Å"invented traditions† and western legal practices, that made people believe of divorcing as a way of dishonoring ones family, group, or country. Therefore, between 1898 and 1940, the divorce rates declined. The strengthening of the institution of marriage was also helped by the economic growth and the industrialization of Japan. Indeed, thanks to the growth, each family had more or less a growing comfort level, it was usual for women not to work, in case of divorce, women were highly at a disadvantage: they could not support themselves, and therefore not a child. Marriage was therefore seen as an economic and social stability, furthermore, a new sexual morality has developed which reinforced the idea that marriage was a national disgrace and a poor reflection on women rights. Harold Fuess highlights the fact that the Japanese government has a big part of this idea that divorce is not part of the history of Japan. Indeed, in 1997, the government suppressed textbooks that reported the high divorce rates of the past. After World War II, Japan gained an undeserved reputation for low divorce rates, the current â€Å"explosion† of divorce rate is just Japan going back to the high level of the 19th century. gt;gt; what are the actual reasons of the divorce rate? As in other developed countries, the reasons why couples divorce are usually a complex combination of factors which vary from individual case and change over time. The most commonly cited reasons for Japanese divorce in the nineties were an extramarital affair, neglect of family, financial/economic problems, incompatibility, sexual problems, alcoholism, physical abuse and problems with in-laws. Some of the major social currents in the divorce equation were the changing concepts of marriage, a reluctance to have children, changing family structures, the emergence of more diverse family models, increased educational opportunities for women, enhanced female economic status, better career opportunities for women and positive media images of divorce, inter alia. But that are the reasons for divorce nowadays, lets concentrate on why people would not want a divorce, even when facing those problems. First of all, Japan is deficient in several areas of child support , most importantly having no mechanism in place for enforcing payment or collecting arrears. There is also no system for tracking down non-compliant fathers, no requirement to conduct DNA-paternity tests and no means for deducing money from the delinquent fathers salary. The courts normally do not take action if a spouse does not meet their obligations. To make matters worse, the legal framework for solving child support disputes is totally inadequate and requires an inordinate amount of time and money. People may not want to try and go alone in raising their children after a divorce considering all those problems concerning child support. Furthermore, the cost of rising a child in Japan is really high, therefore, with only one salary the perspective of rising children can be really hard. Indeed, after the divorce, usually children are under the care of their mothers, and the parental rights of the father are inexistent. Secondly, Divorce in Japan, like marriage, is easy if both parties agree to it. All you have to do is head for the Ward Office and fill out a Divorce Form. This is called kyougi rikon, or divorce by mutual consent, which happens, estimates a lawyer in about 80% of divorces. Assets, possessions, or property are divided up either informally or through the legal community. However, if both parties do not agree to divorce, things can get very messy. According to Japan Civil Code Article 770, there are five grounds for unilateral divorce: infidelity, malicious desertion (which for foreign spouses can include being deported), uncertainty whether or not the spouse is dead or alive for three years or more, serious mental disease without hope of recovery, or a grave reason which makes continuing the marriage impossible. What is considered a grave reason is unclear, and at the discretion of a judge if things go to court. However, the simple fact that you do not like each other anymore, i. e. a matter of irreconcilable differences, is not considered to be sufficient grounds. Here things begin to pinch. If one side refuses to agree to the divorce, you will have to negotiate until you do, which can take many years. You can legally separate, but this is not a divorce, and you cannot remarry. The fact that divorce can be so difficult in certain case leads people to seek legal separation instead of actual divorce. Plus, the access to court can be really difficult since there are not a lot of lawyer in Japan. Those are the two of the main reason why people do not seek to divorce in Japan, the difficulty of getting a divorce if there is no agreement, and the cost of rising children. gt;gt; what to expect for the future? Divorce may rise after a change in law in 2007. Indeed, spouses will be eligible for up to half of partners pensions. Hiromi Ikeuchi, author of The Costs and Benefits of Divorce in Middle Age, is convinced the decline since 2002 does not mean married couples have become more content. She believes many unhappy spouses have been biding their time since 2001, when discussions on changes to the pension system began. The revision was passed in 2004. Men have just recently begun learning about the new law that divides their employee pensions, but housewives have been aware of the change since around 2001. The recent dip in the divorce rate is merely the calm before the storm, and the number of divorces is likely to spike, even surpassing 300,000 in 2007. Though men appear blissfully unaware of the danger, Ikeuchi said many housewives, especially those over 50, are waiting patiently for the new rules to take effect. The new pension system was created to cope with the growing number of divorces among middle-aged couples and to support (divorced) women. Under the current system, divorced wives are only granted a basic pension of no more than 66,000 yen a month. By forcing husbands to share their employee pensions, which vary depending on average earnings and length of employment, a typical housewife could get up to twice as much if they hold out until April. There was also a change in the way welfare is distributed: all single parent households receive less money. Indeed, in 2006, a new law has been voted, the Health, Labor and Welfare ministry stopped giving the â€Å"mother child supplement† for depending children over 15 years old. 80% of single mother work. This figure includes widows, divorced women, and single mothers. They earn in average 30% of the income of an average household, and 17. % of them dont receive any money from the father of their children. This new law wont incite women to get a divorce, or on the contrary will incite them to marry and get a divorce. Indeed, as a never married woman with child receive less money than even a single father, and much less than a divorced woman. Therefore, it is more advantageous f or women to marry and then to divorce. Even if this change in welfare distribution may will be compensated by the law on spouse pension, the fact that single parents will receive less and less money from the state wont incite people to get a divorce. Conclusion: The divorce rate is not as low as it is believed. Indeed, mainly because it is compared with the U. S, Japans divorce rate is considered low. The main historical reason of this low divorce rate is the Meiji code and the new laws implemented in 1898, which complicated getting a divorce. Nowadays, people seems to be waiting the new law about pension in order to get a divorce, since people will be able to have a larger pension than what they could expect now. It is then highly probable that the divorce rate will rapidly increase after April 2007.

The effects of aging and mental health The WritePass Journal

The effects of aging and mental health 1. INTRODUCTION The effects of aging and mental health ), though this is not commonly discussed with the elderly and they are often not aware of the differences between the biological changes they should expect to experience and the onset of disease which may affect their mental health or capacity to be independent (Ennis and Bunting, 2013). Furthermore, we seek need to explain the differences between the expected biological changes that they may experience and when medical help should be sought so that this group become more aware of mental health problems (Callaghan, 2004). As if these remain undiagnosed and untreated, they may result in the development of other more serious conditions (Ferraro and Wilkinson, 2013). This is why this research is so important. Therefore, this study shall be undertaken to explore this phenomena. 5.1. RESEARCH QUESTIONS In line with the findings from the literature review above, provisionally, the following research questions have been developed. Do elderly patients understand which services are available to them and how these can be accessed? Are elderly patients are aware of how their mental health may change as they grow older? What recommendations can be made in regards to how elderly patients may gain an improved understanding of which services are available to them and how these can be accessed? 5.2. METHODOLOGY This study shall be based on the surveys, which will (Aveyard, 2009), to seek to ascertain how prevalent the issues, which have been outlined above are (Bowling, 2005). It is hoped that this will lead to a number of recommendations, which may be made to seek to resolve or to improve the information regarding the services, which are available to the elderly through the NHS in the UK. 5.3. RESEARCH PHILOSOPHY The research philosophy, which has been adopted for this study is positivism (Green and Thorogood, 2006). This means that the research will be based on objective factors, which are collated through observation (Blaxter, Hughes and Tight, 2001). This shall be undertaken by seeking to gauge the opinions of elderly patients through disseminating questionnaires to them to seek to understand how prevalent the issues associated with the mental health care of the elderly are in the UK. 5.4. RESEARCH APPROACH The research approach, which has chosen for this study is qualitative in nature. A qualitative study is a piece of primary research, which seeks to understand real world issues. Therefore the surveys, which shall be conducted, shall seek to ascertain how the elderly feel that they are informed of current services, which are available to them through the NHS in the UK.This will allow the researcher to explore the problem, which was outlined above and to see if any new recommendations should be made to help to ensure that elderly patients receive the correct information in regards to the services, which are available to them through the NHS. 5.5. RESEARCH STRATEGY The research strategy, which has been chosen for this study is surveys (Robson, 2002), which will be combined with an empirical methodology to seek to ensure that the findings from these are validated. 5.6. DATA COLLECTION Data collection shall be undertaken by disseminating a number of surveys to elderly patients, who attend their GP surgeries. These shall be used to collect information to investigate the research problem, which has been stated above. 5.7. DATA ANALYSIS All analyses shall be based the results of the surveys which are disseminated and statistical tools such as, SPSS.. 5.8. ACCESS Access to this these patients shall be agreed with the managers of GP surgeries prior to he undertaking of this study. 5.9. RELIABILITY, VALIDITY, AND GENERALISABILITY The findings from this study should be reliable and repeatable, as the methods shall be based on a survey work, which will be conducted in a number of doctor’s surgeries in the United Kingdom. Additionally the results from these shall be statistically analysed. This will ensure that the parameters of the study are met and that the results can be generalised to wider populaces. 5.10. ETHICAL ISSUES Issues such as, patient confidentiality and privacy have been considered, the aims of the research shall be communicated to respondents prior to their involvement in the research. Once they have agreed to take part, they will be given a statement, which details the nature of the study, how their responses and identities shall be kept confidential and how the results will be utilised by the researcher. Furthermore, the researcher shall provide their contact details on the questionnaire to ensure that if respondents have any concerns or queries regarding the study they can be answered. Each of these factors shall ensure that this research shall be conducted and undertaken in an ethical manner, so that individual’s confidentiality, personal information and opinions remain private. 5.11. RESEARCH LIMITATIONS As this research is based on survey research there may be a number of limitations, which need to be considered. These stem from a number of issues such as the fact that respondents may not fully complete their questionnaires, they may not wish to partake in the study, the number of responses to the surveys may be limited, it may be challenging to find doctors surgeries who are willing to let their patients take part in this research or the findings from the research may be limited due to responses given by respondents. However, if this is the case then the parameters of the study shall be re-examined to seek to ensure that these limitations are minimised where possible. 6 CONCLUSION In conclusion, this study shall be undertaken by conducting survey research in a number of doctor’s surgeries in the United Kingdom. The information which is collated from these surveys will be enable us to ascertain if the current methods which are utilised by the NHS to inform elderly patients of the information and services which are available to them In regards to their mental health meets their needs. This will also enable us to ascertain to what extent and how effectively the elderly are able to access information and services through the NHS. Once this information has been collated and analyzed where appropriate a number of recommendations may be made. 7 TIME CHART Tasks Task Lead Start End Literature Review Researcher 08/08/2013 29/08/2013 Write Up Results Researcher 29/08/2013 30/09/2013 Write Methodology Researcher 21/09/2013 21/10/2013 Collate Data Researcher 21/10/2013 21/01/2014 Write up results Researcher 21/01/2014 21/01/2014 Write discussion Researcher 21/01/2014 21/02/2014 Write conclusions Researcher 21/02/2014 30/02/2014 REFERENCES Age Concern (2007) Promoting Mental Health and Well-Being in Later Life. Available @ nationalcareforum.org.uk/content/Inquiry%20report%20Promoting%20mental%20health%20and%20well-being%20in%20later%20life%20-%20Executive%20Summary%20and%20Recommendations.pdf (Accessed 08/08/2013) Aveyard, H. (2009) Doing a literature review in health and social care. Maidenhead: Open University Press. Bauermeister, S. (2012). Lifestyle activities, mental health and cognitive function in adults aged 50 to 90 years. Available from http://v-scheiner.brunel.ac.uk/handle/2438/7069 (Accessed 08/08/2013). Blaxter L., Hughes C. and Tight, M. (2001) How to research. Buckingham: Open University Press. Bowling, A. and Embrahim, S. (2005) Handbook of health research methods. Maidenhead: Open University Press. Burns, R. (2000) Introduction to research methods. London: Sage. Callaghan, P. (2004). Exercise: a neglected intervention in mental health care? Journal of psychiatric and mental health nursing, 11(4), 476-483. Dahl, A. A., Olssà ¸n, I. (2013). Unfavorable health conditions associated with high social anxiety in the elderly: A community-based study. Nordic Journal of Psychiatry, 67(1), 30-37. Dwyer, K. K. (1998). Communication apprehension and learning style preference: Correlations and implications for teaching. Communication Education, 47(2), 137-150. Ennis, E., Bunting, B. P. (2013). Family burden, family health and personal mental health. BMC Public Health, 13(1), 1-9. Ferraro, K. F., Wilkinson, L. R. (2013). Age, Aging, and Mental Health. In Handbook of the Sociology of Mental Health (pp. 183-203). Springer Netherlands. Fried, L. P., Carlson, M. C., Freedman, M. M., Frick, K. D., Glass, T. A., Hill, M. J., Zeger, S. (2004). A social model for health promotion for an aging population: initial evidence on the Experience Corps model. Journal of Urban Health, 81(1), 64-78. Gilbert, N. (2008) Researching social life. London: Sage. Green, J. (2000). The role of theory in evidence-based health promotion practice. Health Education Research, Oxford University Press. Green, J. and Thorogood, N. (2006) Qualitative methods for health research. London: Sage. Guardian (2007) Mental Health Services are failing the Elderly. Available @ guardian.co.uk/uk/2007/aug/13/health.politics (Accessed 08/08/2013). Hancock, G. A., Reynolds, T., Woods, B., Thornicroft, G., Orrell, M. (2003). The needs of older people with mental health problems according to the user, the carer, and the staff. International journal of geriatric psychiatry, 18(9), 803-811. Hill, R. D., Duffy, M. (2012). Promoting Healthy Aging in Counseling Psychology. The Oxford Handbook of Prevention in Counseling Psychology, 315. Hunkeler, E. M., Katon, W., Tang, L., Williams, J. W., Kroenke, K., Lin, E. H., Unà ¼tzer, J. (2006). Long term outcomes from the IMPACT randomised trial for depressed elderly patients in primary care. Bmj, 332(7536), 259-263. Jarvis, P. (2012). Adult learning in the social context (Vol. 78). Routledge. Jokela, M., Batty, G. D., Kivimki, M. (2013). Ageing and the prevalence and treatment of mental health problems. Psychological medicine, 1-9. Jones, P. B. (2013). Adult mental health disorders and their age at onset. The British Journal of Psychiatry, 202 (s54), s5-s10. Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and development (Vol. 1). Englewood Cliffs, NJ: Prentice-Hall. Lehmann, H., Syrdal, D. S., Dautenhahn, K., Gelderblom, G., Bedaf, S., Amirabdollahian, F. (2013, February). What Should a Robot do for you? -Evaluating the Needs of the Elderly in the UK. In ACHI 2013, The Sixth International Conference on Advances in Computer-Human Interactions(pp. 83-88). Meadows, G., Harvey, C., Fossey, E., Burgess, P. (2000). Assessing perceived need for mental health care in a community survey: development of the Perceived Need for Care Questionnaire (PNCQ). Social psychiatry and psychiatric epidemiology, 35(9), 427-435. Olson, S. J. (2013). Public Health for an Aging Society. Health Promotion Practice, 14(1), 7-9. Robson, C. (2002) Real world research. Oxford: Blackwell. Saks, M. and Allsop, J. (2007) Researching health qualitative, quantitative and mixed methods. London: Sage. Shah, A., Bhat, R. (2008). The relationship between elderly suicide rates and mental health funding, service provision and national policy: a cross-national study. International Psychogeriatrics, 20(3), 605-615. Thoits, P. A. (2013). Self, identity, stress, and mental health. In Handbook of the sociology of mental health (pp. 357-377). Springer Netherlands. Tones, K. and Green, J (2004). Health Promotion Planning and Strategies. London: Sage Wills, J. and Earle, S. (2007), Theoretical perspectives on promoting public health. IN: Earle, S., Lloyd, C.E., Sidell, M., Spurr, S. Theory and research in promoting public health. Sage publications in association with the Open University.

Journey in the Faculty of Education Essay Example | Topics and Well Written Essays - 500 words

Journey in the Faculty of Education - Essay Example From the knowledge and experience that I had gained I provided my students with study materials, answered their queries, conducted tests to ascertain their level of understanding of the subject and finally assessed the student’s performance. In addition to my principle role as an educator I also donned the role of a counselor and I strongly believe that through counseling teachers can develop reciprocal and supportive relations with students. From my experience I have learnt that in some cases teachers are expected to intervene and solve some problems connected with the student’s personal life due to its influence on the student’s academic performance. Being a counselor also implies giving the right motivation and encouragement to students. However, at times problems can arise if a student misunderstands such an encouragement from teachers and get too personal with the teacher. At such situations, I believe that it is the concerned teacher’s responsibility to make the student understand the limits of their relationship by effectively communicating their views. This would help to provide the right motivations for the students and prevent any form of deviant behavior. Such clarifications will make the educational process more effective and at the same time enjoyable for both the student and the teacher. It is common knowledge that a teacher’s roles is to be a bridge to the community. Apart from imparting academic knowledge, building character and behavior of the students, I also strongly believe that teachers need to teach community and societal responsibilities to their students. Teachers must teach their students to stick to the rules and norms of the society and community in which they live and duly perform their responsibilities. They should also provide moral and ethical underpinnings of life to their students. This would help children grow in to socially responsible individuals and prevent

Cognitive and Human Performance Assignment Example | Topics and Well Written Essays - 250 words

Cognitive and Human Performance - Assignment Example In this specific situation, MENTAL IMAGE is used. In order for me to tell you where my alarm clock stays in my bedroom and how it is angled relative to my bed, I need to create a mental picture or visualization of my room. 4. You are looking to purchase a hybrid car the runs on fuel and electricity. Your friend excitedly tells you about a new Toyota model. However, based on her description, you immediately recognize that it’s not a hybrid. SCHEMA is being used in this specific situation. Since my friend’s description of the â€Å"New Toyota Model† contradicted what you know about it or your â€Å"prior knowledge† on the description of a hybrid car, you concluded that she is not talking about a hybrid car. In order to explain how does it work, I need to know that if ever I’ll be sending my friend in Spain an email, most probably, my friend will receive it â€Å"real time†. Since I’ll be using prior knowledge to explain it, SCHEMA is used in this situation. Gentner and Stevens’ Mental Model (1983) proposes that Mental Models provide humans with information on how physical system works. In this specific situation, my friend rationalized that she started experiencing migraines since she drank red wine four days ago, thus, she uses MENTAL MODEL however she does not know the scientific explanation why her body reacted that

Religous Social Stratification Essay Example | Topics and Well Written Essays - 2250 words

Religous Social Stratification - Essay Example Slavery is the extreme form of inequality where some people are literary owned by others, the estate system consist of strata which have differing rights, the caste system is merely a rigid class system in which members are born into and in which escape is by extreme difficulties example the India caste system. The open class system is a class system in which there is the possibility of social mobility where one can move up the social ladder through education, marriage or even by chance or luck.2 According to the functionalist perspective on social inequality, Davis and Moore perceived social stratification and inequality as one that plays a role in the proper working of society in that all social systems share certain functional prerequisite which must be met for the society to operate efficiently and effectively. One of these prerequisites is effective role allocation and performance and this means that all roles must be filled by those who are best able to perform them. The mechanism that ensures proper role allocation is social stratification, roles are different in terms of importance and therefore there is the need to attach unequal rewards to the role.3 We will focus our discussion on social strati... We will consider the social stratification of these churches as one that plays an important role in the proper functioning of these religious institutions. RELIGIOUS SOCIAL STRATIFICATION: The Catholic Church: The Roman Catholic Church is the largest in terms of number of followers, this church is headed by the pope, the pope has final authority in all matters and he appoints cardinals who are below him in command. The catholic churches all over the world share common faith, common principles of church policies and organization and also common liturgy.4 The cardinals are directly below the pope in authority, they are appointed by the pope and when a pope in command dies they appoint a new pope, therefore they are second in command after the pope, and however the cardinals are bishops appointed by the pope from all over the world.5 The third rank is the bishop's position, he bishop heads a diocese which is the unit of organization in the Catholic Church, the bishop has the authority to admit priests into his diocese and also to exclude them from his diocese, he also assigns duties and priest to various parishes in his diocese.6 The clergy and the nuns are the last rank where the clergy is responsible of administering worship in the churches or parishes, the stratification into ranks of the Catholic Church can be diagrammatical simplified below.7 The diagram shows social stratification of the Catholic Church starting from those who rank high in the social ladder (the pope) to those who rank low in the social ladder (clergy and nuns), further the pope can only be one and the number increases downwards, cardinals are less than 300 in number and the number of the clergy and the nuns is large. The