Attention Deficit Hyperactive Disorder ( Adhd ) - 1162 Words

What is ADHD? â€Å"Attention Deficit Hyperactive Disorder is one of the most common childhood disorders and can continue through adolescence and adulthood† (Attention Deficit Hyperactivity Disorder). ADHD in real terms is the inability to focus. Several people have describe people with ADHD as skirmish, talkative, and have trouble waiting. ADHD has been previously described as ADD (attention deficit disorder) but the only difference is the â€Å"H†. This â€Å"H† describes how this disorder deals with hyperactivity, while ADD can be more calm. Effects in Children Adults Symptoms that occur in children include low self-esteem, easily distracted, troubled relationships, poor accomplishments in school, unnecessary talking, trouble waiting, and others. Many of these symptoms can be outgrown; although, many kids have ADHD their whole life (Attention-deficit/hyperactivity disorder in children). If these symptoms are seen in children and have occurred many times, the child should get tested for ADHD. However, take into consideration that kids have tons of energy and get moody when tired so if these symptoms have been seen only a few times wait for more instances. More importantly, it is not just in little children because it can also be recognised in teens. If there is a suspicion that a teen has ADHD more attention should be put on them for â€Å"teens with ADHD may also have more problems when they are driving cars. They get more speeding tickets and have serious car accidents more often† (ADDShow MoreRelatedAttention Deficit Hyperactive Disorder ( Adhd )1145 Words   |  5 Pages Attention Deficit Disorder and Attention Deficit Hyperactive Disorder To Medicate or Not to Medicate with Adderall? Meghan L. Gonzales National University Attention Deficit Disorder and Attention Deficit Hyperactive Disorder To Medicate or Not to Medicate with Adderall? 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It is easy to define a person by their impulsivity; however, it is difficult to try and understand the reasons behind the behavioral patterns that come along with this disorder. Blake TaylorRead MoreAttention Deficit Hyperactive Disorder ( Adhd ) Essay1355 Words   |  6 Pages Attention-deficit hyperactive disorder is a neuro-behavioral disorder typically seen in children. Over the past several years’ attention-deficit hyperactive disorder seems to be on the rise. Since 2011, eleven percent of children ranging from ages four to seventeen were diagnosed with attention-deficit hyperactive disorder (Children with ADHD et. Al. 2016). 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There may be high volumes of hyperactivity that can be controlled through behaviour management strategies (BMS) such as positive reinforcement, self-awareness procedures, and classroom management. Varma (1993). Schachar (1991) suggests that hyperactivity is not recognised as a diagnosis in itself, but is a fundamental component of several disorders such as AttentionRead MoreAttention Deficit Hyperactive Disorder ( Adhd )992 Words   |  4 Pagesmedical ordeal. Attention Deficit Hyperactive Disorder or ADHD is one out of two of the neurobehavioral disorders that inhibits an individual from focusing on one task at a time. According to fusion.nets article What Adderall does to your brain In the US alone roughly 6.4 million kids and 10 million adults suffer from ADHD. Adderall, Concerta, Vyvanse and Ritalin are just a few of the prescription based stimulant amphetamines pharmaceutical companies have made available to help treat ADHD and ADD disordersRead MoreAttention Deficit Hyperactive Disorder ( Adhd )1678 Words   |  7 Pagesâ€Å"ADHD is a neurological difference that affects learning and language, and every aspect of life† (Hardman). It has been argued that ADHD (Attention Defic it Hyperactive Disorder) is not a real disease, but it has been confirmed by neurological testing that ADHD is a real disease. It has been found that ADHD symptoms are caused by a child having less brain activity in their frontal lobes; this part of the brain controls the impulse control which will make it harder for the child to sit still. There

The effect of performance management systems on employee engagement Free Essays

Introduction Background Prior research has established the positive effects of employee engagement in the workplace, not only for the organisation in its entirety but also for the wellbeing and productivity of individual employees (Kahn, 1990). It is therefore of paramount importance that research correctly identifies the factors which give rise to increased employee engagement and investment in their job. Rich, Lepine and Crawford (2010) found in a study of 245 fire fighters that engagement, conceptualised as the investment of one’s complete self into a job role (the degree to which a job role is integrated into a personal construct) was a significant mediator in the relationship between value congruence, perceived organisational support, core self-evaluations and the dependent variable: job performance dimensions. We will write a custom essay sample on The effect of performance management systems on employee engagement or any similar topic only for you Order Now Aside from the obvious benefits, including increased productivity and employee initiative, this also suggests that there are psychological perks for employees with higher rates of engagement. Increased self-efficacy, job satisfaction, self-esteem and morale have been found to be direct consequences of higher rates of employee engagement (Bakker and Schaufeli, 2008; Harter, Schmidt and Hayes, 2002). Employee wellbeing in the workplace is known to correlate with positive business outcomes (Harter, Schmidt and Keyes, 2003). Overall, engaged employees are more likely to view their job as meaningful, their management and leadership as above average, have better perceptions of their own ability to perform their duties and are more likely to be satisfied with their jobs, leading to a greater work ethic and better performance (May, Gilson and Harter, 2004). The research question The research problem we are facing is to determine the antecedents of employee engagement in the workplace. The questions that will be used to investigate this will query the relationship between management policy and employee engagement. The objective of this study will be to determine whether performance management strategies used by companies affects in any capacity the tendency of employees to fully engage themselves in the workplace. The experimental hypothesis will be that increased use of performance management strategies in the workplace increases rates of employee engagement. Performance management is the independent variable and employee engagement will be the dependent variable. This will establish whether one significant facet of management policy affects employee engagement; an important factor in predicting effectiveness in the workplace. However there are other factors which could potentially influence the dependent variable (employee engagement) which are beyond the scope of this study. There may be many aspects of the individual and their chosen career which affect how engaged they are regardless of management policy. In addition, Saks (2006) found that multiple facets of how an organisation handles employees’ work ethic determines how engaged they are in the workplace, including how much training is provided and perceived effectiveness of procedural justice at work. Isolating performance management will be one step in building a framework to more fully predict employee engagement. If the anticipated effects are discovered, this would be valuable information for businesses wishing to enhance employee productivity and satisfaction using the medium of employee engagement. By establishing the antecedents of employee engagement it will be possible to fill in another gap in the overall model presented by research to predict positive business outcomes. It has been vehemently established that employee engagement can indirectly affect this outcome, but the influences resulting in greater engagement have received relatively little attention. Performance management in particular was chosen since it encapsulates something that is under the direct control of businesses, and will therefore potentially offer an immediate and practical means for businesses to affect employee engagement. Literature review This section will incorporate definitions of the variables involved and the theoretical context of employee engagement and its antecedents. It will also cover some of the research into other factors besides the independent variable for this study which could reasonably affect the independent variable. Employee engagement The definition of employee engagement is surprisingly ambiguous in the literature, which led Macey and Schneider (2008) to gather and categorise the various definitions found in research. They found that authors generally referred to engagement in one of three broad domains; psychological state engagement, behavioural engagement and trait engagement. The effect of management, leadership, company policy and any performance management strategies employed by the business are of course effective only at the behavioural and psychological state level; trait level engagement is innate and relatively constant in each individual, and arises from various psychometric variables. The conceptualisation we shall settle on for this study will therefore involve only the psychological state and behavioural levels, since the primary independent variables of interest involve factors the business can influence to increase employee engagement. Theoretical context for employee engagement Within a theoretical context, employee engagement fits well into the explanatory remit of self-determination theory (Deci and Ryan, 1985). This theory postulates that different forms of motivation exist; autonomous regulation refers to all volition which originates from genuine internal desires, as opposed to controlled regulation in which the source of the impetus to act is external. In terms of engagement at work, autonomous regulation is desirable, as it results in greater initiative and productivity at a task. According to Meyer and Gagne (2008), who explored the underlying psychological mechanisms of autonomous regulation in the workplace, the key lies in satisfying basic psychological needs for competency, autonomy and relatedness. Performance management systems are likely to be a part of building the work environment which successfully cultivates these feelings in employees; giving them a sense that their needs have been met. Although of course there is certainly more involved in determining the extent to which employees are personally involved in their work than need satisfaction. Intervening factors are likely to include employee personal circumstances and the current economic climate. Performance management For the purposes of this study, the definition of performance management shall be the degree to which intervention by the business occurs to ensure recognition of above average performance, and involvement with offering incentives for increased productivity and work ethic. All other variables listed above which have been identified as causal antecedents of engagement will be considered as confounding variables in this study, and will be controlled for as far as possible. According to Roberts (2001), performance management involves the setting of objectives, the use of appraisal systems, reward strategies, training and feedback. This is a definition that can be more easily operationalized as the components are clearly divided which will make development of measurement scales for each subset simpler. Therefore these are the components that shall be measured as the independent variable in this study to make up performance management. Theoretical context for performance management Performance management affects employee perceptions and attitudes, which subsequently affect performance (Hartog, Boselie and Paauwe, 2004). This fits in with the theoretical framework which places employee engagement as reflecting attitudes and the meaning ascribed to job roles. It is therefore logical to expect that higher levels of implementation of performance management strategies would be significantly related to employee engagement. Although this theoretical framework does not leave much room for the inclusion of the position individual employees ascribe to their jobs in their lives. It is relatively simplistic in terms of modelling the expected effects, and there are likely to be confounding variables. Intervening variables Research has uncovered some general factors which contribute in various magnitudes to the level of employee engagement. Job characteristics (van der Broeck, Vansteenkiste, de Witte and Lens, 2008) perceived organisational support (including leadership), procedural justice, learning and training opportunities and performance management strategies (including rewards and recognition management) are all important in predicting the level of engagement an employee is likely to exhibit (Saks, 2006). This study will address one aspect of the bigger research question then; the explanatory power of performance management over employee engagement will be established. The issue will require further research to account for other possible influences on engagement, and potential interaction effects between independent variables. The originality of this study then lies in the examination of a relatively newly recognised concept (employee engagement) and shedding light on the specific relationship it has with performance management strategies, independent of other influences. Methodology This section will describe the proposed method of examining the experimental hypothesis, including how data will be gathered, what will be measured, and how the data will be analysed. Design and procedure Since the sample is limited to one business many confounding variables such as differing job demands and organisational structure can be eliminated. The samples will be taken from historical data, from employees working within a business with relatively low levels of performance management compared to similar organisations. The business under study will have to be one which has at some point implemented a new, more involved performance management strategy; this is how the independent variable will be manipulated. Both levels of employee engagement and performance management will be measured before the implementation of the new performance management strategy to serve as the control data. After the new strategy has been imposed and levels of performance management have increased in the business, the independent and dependent variable will be measured again, and this data will serve as the experimental condition. To establish the persistence over time of any significant differences in the dependent variable found to result from the change in performance management strategy, three samples will be taken at six month intervals after the implementation of the new strategy. If there is any initial difference in employee engagement between the samples immediately before and after the new strategy comes into for ce, the subsequent samples taken after the strategy has been present for some time will tell us about the long term effects of increasing performance management, otherwise the possibility remains that any effects are merely short term and fade when employees become accustomed to the new system. This will therefore be a repeated measures design. The rates of employee engagement will be compared between temporally differing samples, which will determine if changing levels of performance management alone were sufficient to affect a change in engagement, and how any effects persist, weaken, or strengthen with time. Participants Data will be gathered from secondary sources extant in the literature. The ratings of employee engagement and performance management strategies will be gathered from employees and managers working within the same business. Model specification The model we have to test (based on prior research in the area) places employee engagement as dependent in part on performance management. An a priori power analysis will be conducted on previous studies examining employee engagement to determine the expected effect size. Operationalisation of variables Performance management will be defined as the number of rewards and punishments handed out by senior management, the amount of time employees spend in training, and how often employees are appraised. Employee engagement will be measured with subjective rating scales and peer ratings. Analysis Statistical analysis of this data would include one-way analysis of variance. First performance management would be measured in each group to ensure that in reality there was a change due to the implementation of the new strategy. Then the degree of variability in engagement can be examined between conditions. The relative impact of increasing performance management can be examined in the short and long term, which could help in our theoretical understanding of the psychological underpinnings of any effects observed; if the effects change over time, this will provide clues for future research to investigate, and give use evidence to speculate further on why the change took place. This method of statistical analysis will allow for simple comparisons between control and experimental groups, and for different levels of the experimental condition, in this case the amount of time elapsed after the implementation of the new strategy. Limitations Since the data will all be gathered from the same business, many confounding variables will remain constant between groups, however this means the findings may be less applicable to other business contexts. There is also the fact that a substantial time will have passed between conditions, meaning there may have been other changes other than the independent variable under study, which could confound the results. All other pertinent factors will be investigated and accounted for in the final report to ensure they remain as consistent as possible. It is also essential to recognise the fact that different individuals harbouring different internal traits and psychological dispositions will be motivated to engage in their workplace by different factors which are meaningful to them personally. This is especially true between individuals with radically differing job characteristics and duties since they are likely to have different expectations of their job, and view their relationship to their job role differently. However the influences on engagement cited here have been shown to be generally applicable despite differing job roles. Psychological factors of unique individuals may also play a role in shaping how well specific employees fit into their job role. May, Gilson and Harter (2004) found that perceived meaningfulness of job role, perceived safety at work (including co-worker relations and perceived job security) and availability of psychological resources relevant to job demands are all positively correlated with employee engagement. Such factors may be positively influenced directly by effective performance management but are otherwise outside the scope of this study. The fact that different employees are likely to have been used between conditions (due to the time elapsed) could also pose a problem due to their potential to have very different opinions, experiences and traits relevant to their work life which could influence employee engagement. Limitations include the fact that not all influences on the outcome variable have possibly been considered in the analysis, although there are good theoretical grounds for including the variables that are present. There is likely a myriad of intervening factors affecting how much employees engage at work, but focusing on ones that are immediately under the control of the business administrators and relatively logistically sound to implement makes the most sense as a starting point for this line of research. References Bakker, A. B., Schaufeli, W. B. (2008) Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154 Den Hartog, D. N., Boselie, P. and Paauwe, J. (2004) Performance management: a model and research agenda. Applied psychology, 53(4), 556-569 Harter, J. K., Schmidt, F. L. and Hayes, T. L. (2002) Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), 268 Harter, J. K., Schmidt, F. L. and Keyes, C. L. (2003) Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224 Kahn, W. A. (1990) Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724 Macey, W. H. and Schneider, B. (2008) The meaning of employee engagement. Industrial and Organisational Psychology, 1, 3-30 May, D. R., Gilson, R. L. and Harter, L. M. (2004) The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37 Meyer, J. P. and Gagne, M. (2008) Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), 60-62 Rich, B. L., Lepine, J. A. and Crawford, E. R. (2010) Job engagement: Antecedents and effects on job performance. Academic Management Journal, 53(3), 617-635 Roberts, I. (2001) Reward and performance management. Human resource management: A contemporary approach, 3, 506-558 Saks, A. M. (2006) Antecedents and consequences of employee engagement.Journal of Managerial Psychology, 21(7), 600-619 Van den Broeck, A., Vansteenkiste, M., De Witte, H. and Lens, W. (2008) Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work Stress,22(3), 277-294 How to cite The effect of performance management systems on employee engagement, Essay examples

Pedro P�ramo and The House of the Spirits Essay Example For Students

Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo and The House of the Spirits Essay How the novels Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo by Juan Rulfo and The House of the Spirits by Isabel Allende expose the systems of control embedded in Catholicism Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo and The House of the Spirits both contain many references to Christianity, and make many statements about the systems of control instituted by Catholicism. By using a towns priest as a symbol of religious control and leadership, Juan Rulfo and Isabel Allende have both exposed the ways that religion seeks to control its believers. One of the many ways religion seeks to control its followers is by instituting the idea of an afterlife which is only obtainable if during ones current life you follow the religions edicts to the letter. Also, monetary requirements as well as simply confessing your most guarded secrets to the Church further place the institution at the center of ones life. Both authors use the priests in conjunction with religious practices as ways to expose how Catholicism controls its adherents. In The House of the Spirits by Isabel Allende, Father Restrepo, was blessed with a long, incriminating finger (2) which he used to point out those who has transgressed against the church. Since being singled out is a cause of public humiliation, to avoid this, one will do anything to appease Father Restrepo and thus, the Church. Furthermore, Nivea de Valle who was an ardent modernist wished for women to have the right to vote, but was chastised by her priests words of, putting women on an equal footing with men- this is in open defiance to the law of G-d (3). Catholicism uses tradition to justify its treatment and to control its believers. Though many believed that marshal punishment is cruel, under the masquerade of religion it is tolerable, he himself was a firm believer in the value of a good thrashing to vanquish the weaknesses of the soul (2). Christianity uses religious tradition and the word of G-d in addition to implementing physical abuse as systems of control to those who w orship under its belief system. Apart from controlling actions, Catholicism seeks to control time itself. The day is referred to as, Holy Thursday (1) a link to Christian events which are times when religious adherents flock to their place of worship to do as the Church officials have previously dictated. Even to those who have no religious beliefs what so ever, such as Severo del Valle, the church is needed to accomplish aims in life, such as his desire to gain political office. Severo del Valle was an atheist and a Mason, but he had political ambitions and could not allow himself the luxury of missing the most heavily attended mass on Sundays and feast days when everyone would have a chance to see him (3). While Catholicism directly controls some through decrees and tradition, others are controlled indirectly by religious ideals. Ferula sacrificed the freedom of life to be a religious devotee and to care for the less fortunate. She took pleasure in humiliation and in menial tasks, and since she believed that she would get into heaven by suffering terrible injustice, she was content to clean (42). Ferulas whole youth and freedom was controlled by religious ideals of the meek inheriting the earth and the promise of a better afterlife. The Catholic Church attempts to be present in all aspects of daily life by controlling the passage of time as well as what believers are allowed to do. Catholicism uses many traditional, in addition to social institutions to control society. Death is a large part of Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo by Juan Rulfo, since much of the novel deals with how you can leave purgatory and enter heaven. Comala is purgatory as well as hell in this novel, up- and downhill we went, but always descending. We had left the hot wind behind and were sinking into a pure, airless heat (5). The setting shows that this town is the embodiment of what occurs if one does not obey the churchs decrees. Juan Rulfo crafted a world plagued with the results of being controlled by the Catholic way of life in Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo. Even in death, if one was deemed unworthy to enter heaven by the church, no amount of prayer can possibly lead to their salvation, No, I wont give my blessing. G-d will not smile on me if I intercede for him (25). Religious rights which can only be given by the priest must be purchased at great cost since the Church as a governing and religious institution needs money to survive. If one sins or even conversely leads a perfectly moral life they are still restricted by monetary means in their access to the kingdom of heaven. Furthermore, one must confess their sins to the church in order to be spiritually pure, though this practice does more to give the Church and ear in everyones personal life then to give the confessor spiritual cleanliness. .u4fa2babf392786107562edf272a2bb9e , .u4fa2babf392786107562edf272a2bb9e .postImageUrl , .u4fa2babf392786107562edf272a2bb9e .centered-text-area { min-height: 80px; position: relative; } .u4fa2babf392786107562edf272a2bb9e , .u4fa2babf392786107562edf272a2bb9e:hover , .u4fa2babf392786107562edf272a2bb9e:visited , .u4fa2babf392786107562edf272a2bb9e:active { border:0!important; } .u4fa2babf392786107562edf272a2bb9e .clearfix:after { content: ""; display: table; clear: both; } .u4fa2babf392786107562edf272a2bb9e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4fa2babf392786107562edf272a2bb9e:active , .u4fa2babf392786107562edf272a2bb9e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4fa2babf392786107562edf272a2bb9e .centered-text-area { width: 100%; position: relative ; } .u4fa2babf392786107562edf272a2bb9e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4fa2babf392786107562edf272a2bb9e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4fa2babf392786107562edf272a2bb9e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4fa2babf392786107562edf272a2bb9e:hover .ctaButton { background-color: #34495E!important; } .u4fa2babf392786107562edf272a2bb9e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4fa2babf392786107562edf272a2bb9e .u4fa2babf392786107562edf272a2bb9e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4fa2babf392786107562edf272a2bb9e:after { content: ""; display: block; clear: both; } READ: A Sirens comparison of Homer?s ?Odyessy? and Marga EssayWhat do you think I should do with you, Dorotea? You be the judge. Can you pardon what you have done? I cant, padre. But you can. That is why Im here (74). Father Renteria recognizes that by saying she is forgiven nothing is really accomplished which is why he asks is she can forgive herself. This practice simply lets the Church know what is going on and is another way to control since knowledge is power. The Priest acknowledges his inability to show or even grant her the ability to enter heaven and escape purgatory, Well, you wont go to heaven now. May G-d forgive you (74). Since the members of this town were never g ranted absolution because they were unable to meet the churchs demands, including how one should live their life or how much you should pay the church, they were all left to suffer eternally in Comala. The rich were cruel and the poor were saints in Juan Rulfos novel, but no one was able to satisfy the insatiable hunger for human lives that the church possesses. Even in death, the church sought to control Christians by letting their story repeat for eternity. Since everyone in Comala was sentenced to spend eternity in purgatory, no one was able to save the others. Being that no single person could follow the churchs expectations to the letter, no one was able to reach the promised reward of heaven in the novel. The Church only was able to control the lives of its adherents and was unable to fulfill its promise of granting an afterlife in heaven. The House of the Spirits as well as Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo illustrate worlds where Catholicism dictates the pace and activities of life. In The House of the Spirits, nonbelievers and believers alike are drawn to the church to either fulfill spiritual obligations or to simply not be ostracized by the community. The church was the controller of time itself as well as how people interacted because if you fell on Father Restrepos bad will, you would be excommunicated and be a social outcast. Similarly in Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo, the supposed result of not adhering to the principles of Catholicism was an eternity in purgatory. If you were rich but cruel you could not fulfill the commandments of being righteous, but if you are poor and law abiding, you would then be unable to afford the cost of church rites. Since it was impossible to obey every rule the Church would decree, you were at its mercy hoping you would be afforded salvation. Ones existence is wrapped up in pleasing the church a nd bending to its will hoping you would be given the chance to enter heaven. The priests, who served as the religious proxies of the church, expose how both novels illustrate the systems of control embedded in and perpetuated by Catholicism.