An Interview With A Counselor Essay - 1381 Words

Introduction Counseling is defined as †the use of therapeutic strategies to help clients address personal concerns and mental health issues† (Nystul, 2016). Pursuing counseling as a career involves many years of formal study and certification or licensure. After receiving licensure to practice as a professional counselors it is a requirement to maintain involvement and certification in certain associations in order to hold your license. These association often require further education and/or professional practice in order to maintain membership in these associations. It is quite obvious that counseling requires a large amount of commitment and passion in order to pursue it as a career and maintain a title as a counselor. I have conducted an interview with a professional counselor in order to further understand the experience of being a counselor. The interview that I conducted explores the requirements of maintaining and receiving a counselling career, the experience of being a counselor, and what characteristics or skills a professional may have. The Individual who agreed to the interview was a counselor by the name of Susie Facio. Susie Facio, through this interview, will be giving us a look at what influenced her to become a counselor, what her work entails on a day to day basis, and what qualities and skills she has acquired in order to become a successful counselor. Part I: Becoming A Professional Counselor â€Å"I always wanted to work with children, so I pursued aShow MoreRelatedCounselor Interview : Counselor And Interview1252 Words   |  6 Pages Counselor Interview What practice settings did you considered when you chose the counselor to interview? I was considering interviewing a counselor in the community counseling setting as I, myself is on the same track with the same interest, and motivation. However, while my interest falls toward community settings or private practice, I interviewed a counselor who works at Cuyahoga Community College on the east side campus. She has been counselor about 13 years. PriorRead MoreA Interview With A Counselor Essay706 Words   |  3 Pages When attempting to locate a School Counselor to interview, I decided to interview a counselor at a local middle school located in Coal City, West Virginia. This interview will familiarize you with a School Counselor by the name of James Payne. You will gain a better understanding of his counseling history, his theory on counseling in a school system, the beliefs he expressed regarding the counseling profession and finally how he assists students on a daily basis. Professional History James PayneRead MoreInterview Paper With A Counselor Essay800 Words   |  4 PagesAuthor Interview paper with a Counselor (Rebecca Alexander), and a Social Worker (Mina McVeigh). 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We discuss what the requirement and cost were to receive a license in the counselingRead MoreA Interview On A Clinical Mental Health Counselor810 Words   |  4 PagesA Personal Interview The purpose of this paper is for me to present a summary of a personal interview had with Heather Smith, a clinical mental health counselor. It will further explore a day to day basis on how working as a clinical mental health counselor, may be. Lastly, it will also reflect my personal reflections about my future as a counselor based on information learned in this course. Narrative Summary of Interview On October 26, I had the pleasure of interviewing Heather Smith a clinicalRead MoreEssay on Interview with a High School Counselor1822 Words   |  8 Pagessystem. School counselors are taking on new roles in schools as leaders, working with â€Å"school administration and staff in developing student attitudes and behavior which are necessary to maintain proper control, acceptable standards of self-discipline and a suitable learning environment within the school† (Secondary School Counselor 2012). Counselors work in â€Å"diverse community settings designed to provide a variety of counseling, rehabilitation, and support services† (Counselors, 2010). When workingRead MoreCounselor Interview : Counselor, Licensed Marriage And Family Therapist, And Licensed Clinical Alcohol And Drug Counselor Essay884 Words   |  4 PagesCounselor Interview CMB is a Licensed Professional Counselor, Licensed Marriage and Family Therapist, and Licensed Clinical Alcohol and Drug Counselor. She currently works at an outpatient non-profit agency and also has a private practice. CMB has been a counselor for over twenty years and has experienced a number of different ethical dilemmas over time. Through this interview, the counselor discussed a specific ethical issue she faced and how she handled the situation. The Ethical Dilemma To beginRead MoreInterview With Michele Mabrie, Lead School Counselor1059 Words   |  5 PagesThe interview conducted with Michele Mabrie, lead school counselor at Glen A. Wilson High School to discuss the comprehensive guidance program implicated at the school. Having been a school counselor for over 20 years Michele Mabrie provided insight and personal perspective on the school-counseling program through the school level and district level. To asses the necessary findings, the interview was conduced over the course of two days, first being an introductory interview discussing the school’sRead MoreMy Interview1164 Words   |  5 Pagesassignment I was a little anxious because I didn t know whom I would interview or how my request would be received. As I consider my options I thought it would be best to interview someone that could offer me some insight as to what it is like to be an elementary or junior high school counselor, which are the two age groups that I would most like to work with. With this in mind, I decided to interview one of my son s past guidance counselors. 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Work Motivation Free Essays

string(245) " high levels of power distance than in cultures low in power distance; and \(d\) negative reactions from supervisors in high power-distance cultures generate more negative reactions among workers than is the case in low power-distance cultures\." Work Motivation Theory and Research at The Dawn Of The Twenty-First Century Based on this journal, the writers examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person environment fit. They focus primarily on work reported between 1993 and 2003, concluding that goal setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. The writers reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium. We will write a custom essay sample on Work Motivation or any similar topic only for you Order Now Miner (2003) concluded that motivation continues to hold a significant position in the eyes of scholars. Miner’s conclusion is based on a comparison with other middle range theories of organizational behavior (OB). The question remains on an absolute standard, motivation theory and research have fared well over the last quarter of a century. In answering this question, we provide a definition of the construct and an assessment of how the field of motivation in the workplace has evolved and progressed since the year in which the last chapter devoted exclusively to this topic appeared in the Annual Review of Psychology (ARP). We selectively review theory and research, emphasizing work published in the past decade, 1993–2003, with special emphasis given to research on contextual effects and mediating mechanisms. Work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration (Pinder 1998). where motivation is a process resulting from the interaction between the individual and the environment. However, because of space limitations, the writers just focus on national culture, job design characteristics, and person-environment fit, omitting reviews of other exogenous sources of motivation. MOTIVATIONAL FRAMEWORK The framework used in reviewing the literature is consistent with Locke Henne(1986). Needs is followed by a focus on (b) personal traits. An individual difference variable rooted in needs is (c) values. Because context affects the extent to which needs are met and values are fulfilled, emphasis is given to (d) national culture, (e) job design characteristics, and (f) person context fit. Needs and values affect (g) cognition, particularly goals. Cognition plays an integral role in each of these concepts. Although (h) affective reactions need not depend on cognition (Bandura 1997), the two usually are reciprocally related (Lord Kanfer 2002). Finally, affect is influenced by culture as well as by organizational norms (Lord Harvey 2002). We close with an (i) assessment of progress in the field since 1977. NEEDS Aslam et al. (2000) presented a process-based analysis of need structure and need salience derived from the social identity approach to organizational behavior. When personal identity is salient, needs to self- actualize and to enhance self esteem through personal advancement and growth become dominant. When social identity is salient, the need to enhance group based self-esteem through a sense of relatedness, respect, peer recognition, and attainment of group goals dominate. They stated that McGregor’s (1960) Theory Y assumptions apply when the supervisor and employee share the same identity; Theory X assumptions apply when they do not do so. 2 People are motivated to attain goals that are compatible with their self-identity. Needs associated with a specific group membership are internalized; they serve as a guide for behavior in a specific working context. Need-based theories explain why a person must act; they do not explain why specific actions are chosen in specific situations to obtain specific outcomes. Moreover, they do not easily account for individual differences. Hence, along with increased attention to needs, there has also been a resurgence of interest in individual differences, particularly with regard to the effects of job characteristics on employee motivation. TRAITS In summary, the importance of personality in predicting, understanding, and influencing choice, affect, and performance has been shown, as well as the importance of job characteristics (e. g. , autonomy) as a mediator/moderator. An issue identified by Locke Latham (2004) that has yet to be addressed is how general variables such as personality are applied to and are mediated by task and situationally specific variables in affecting performance, or how they are moderated by situations and affect situational structuring and choice. Locke (2001) showed that values and personality work through goals and self-efficacy to influence performance. Yet it is likely that some trait effects are direct and thus are not mediated. Research is needed on if, when, and why this occurs VALUES Values are rooted in needs and provide a principal basis for goals (Locke Henne 1986). Locke Henne (1986) argued that values are inherent in most work moti- vation theories. These theories focus on the influence of one or several particu- lar values, such as perceptions of fairness on action or on the effects of values in general (expectancy theory). CONTEXT As a result of globalization, however, values have been studied within the context of a person’s culture and job as well as person-environment fit. National Culture In an attempt to tie together needs and values, Steers Sanchez-Runde (2002) stated that national culture determines three key sets of distal sources of motivation: (a) people’s self-concept, including personal beliefs, needs, and values; (b) norms about work ethic and the nature of â€Å"achievement,† tolerance for ambiguity, locus of control, etc. ; and (c) â€Å"environmental factors†. Based on their conceptual model, the authors concluded that these distal factors influence self-efficacy beliefs, work motivation levels, and goals, as well as the nature of incentives and disincentives to perform. Building on research findings of other scholars, Leung (2001) has offered four hypotheses for further research: (a) work teams in collectivistic cultures have higher levels of unconditional benevolence and positive social identity that, in turn, lead to higher levels of in-group involvement than is the case for groups that value ndividualism; (b) productivity and performance levels are more homogenous (not necessarily higher or lower) in collectivistic cultures than in individualistic cultures; (c) motivational strategies by superiors have more effect on subordinates in cultures with high levels of power distance than in cultures low in power distance; and (d) negative reactions from supervisors in high power-distance cultures generate more negative reactions among workers than is the case in low power-distance cultures. You read "Work Motivation" in category "Essay examples" Job Design Characteristics Gustafson Mumford (1995) reported that the ability of personality measures to predict performance as well as satisfaction increases when characteristics of a job are taken into account. Job autonomy can facilitate the time necessary for learning and development, which in turn improves job performance (Wall Jackson 1995). Cordery (1997) argued the necessity of differentiating the importance of three dimensions of job autonomy, namely (a) method control as defined by the amount of discretion one has over the way in which work is performed, (b) timing control in terms of the influence one has over scheduling of work, and (c) discretion in setting performance goals. He found four interrelated dimensions that affect job autonomy, namely the extent to which the supervisor (a) provides clear attainable goals, (b) exerts control over work activities, (c) ensures that the requisite resources are available, and (d) gives timely accurate feedback on progress toward goal attainment. PERSON CONTEXT-FIT The basic assumption underlying these models is that the relationship between person variables (such as needs or values) and both individual and organizational outcomes is contingent upon various features of the environment (such as the job, the organization, or culture). These models originated from Shaffer’s (1953). He used Murray’s (1938) needs to develop a goodness-of-fit model that takes into account individual differences in needs as well as the characteristics of jobs. Cable ; DeRue (2002), through a confirmatory factor analysis, found that employees differentiate among three varieties of fit: (a) person-environment fit (in which the focus is on organizational outcomes such as organizational identification and turnover decisions); (b) â€Å"needs-supplies† fit (in which the primary focus is on career-related outcomes such as employee satisfaction) and (c) job demands–employee abilities fit. COGNITION As Locke ; Henne (1986) observed, cognition is inherent in motivation. The sensations of pleasure and pain are informational. Based on needs, values, and the situational context, people set goals and strategize ways to attain them. Goal-Setting Theory A meta-analysis by Zetik ; Stuhlmacher (2002) revealed that negotiators who have specific, challenging, and conflicting goals consistently achieve higher profits than those with no goals. Consistent with goal-setting theory, the higher the goal, the higher the outcome. No effect was found for participation in setting goals. Contextual Conditions Seijts ; Latham (2000b) examined the applicability of goal-setting principles when personal goals are potentially incompatible with those of the group. They found that social dilemmas are boundary conditions for the usual positive effects of goal setting. Self-enhancing personal goals have a detrimental effect on a group’s performance. Audia et al. (2000) found that past success increased strategic decision makers’ satisfaction, and satisfaction led them to increase their past strategies. Higher satisfaction was associated with higher self-efficacy and higher performance goals that increased dysfunctional persistence subsequent to a radical change in the environment. Implementation Intentions and Auto-Motive Goals Gollwitzer (1999) found that goal intentions that are accompanied by implementation intentions on tasks that are complex for people lead to a higher rate of goal attainment than do goal intentions only. An implementation intention is a mental link that is created between a specific future situation and the intended goal-directed response. Thus, it is subordinate to goal intention. Implementation intentions specify when, where, and how behavior is likely to lead to goal attainment. By forming implementation intentions, people strategically switch from conscious effortful control of their goal-directed behavior to being automatically controlled by situational cues. Bargh ; Ferguson (2000) summarized research findings that show that automatic or nonconscious goals produce the same outcomes as conscious goal pursuit in information processing, memory storage, social behavior, and task performance, as well as in self efficacy, self evaluation, and mood state. Feedback Ashford et al. (2003) stated that the processing of feedback likely involves monitoring the environment in an automatic preconscious fashion through visual, auditory, and relational cues. In their enumerative review, Ashford ; Black (1996) also suggested three primary motives for feedback seeking: instrumental to attain a goal and perform well, ego-based to defend or enhance one’s ego, and image-based to protect or enhance the impression others have of oneself. Self-Regulation Goal setting and feedback seeking in relation to goals are the core of self-regulation (Latham ; Locke 1991). Self-regulatory processes supporting goal implementation were examined by Gollwitzer ; Bayer (1999). They offered a time perspective on goal striving and self-regulatory processes as mediating the effects of intentions on behavior. The latter consists of four phases: predecisional (choosing among competing wishes, based on expected value); preactional (forming implementation intentions in the service of the goal intention); actional (bringing goal direct actions to a successful end); and postactional (evaluation as to whether further action is necessary) Expectancy Theory After reviewing the literature, Ambrose ; Kulik (1999) concluded that little or no advances have been made in expectancy theory research in the past decade. Ambrose ; Kulik concluded that there are few theoretical or applied reasons for additional research on the application of this theory to organizational behavior Social Cognitive Theory SCT research shows empirically that the effect of environmental antecedents and consequences are mediated by cognitive variables. SCT emphasizes dual control systems in the self-regulation of motivation, namely a proactive discrepancy production system that works in concert with a reactive discrepancy reduction system (Bandura 2001). Thus, people are motivated by the foresight of goals, not just the hindsight of shortfalls. A specific high goal creates negative discrepancies to be mastered. Effort and resources are mobilized based on anticipatory estimates of what is necessary for goal attainment. AFFECT/EMOTION Mowday ; Sutton (1993) argued against an overemphasis on cognition in the study of motivation. This is because moods and emotions influence the attainment of complex long-term goals (Lord ; Kanfer 2002) and are interrelated with the other constructs we have discussed. Erez ; Isen (2002) showed that people with higher levels of positive affect exhibited higher levels of persistence, effort, self-reported motivation, and performance on two different tasks. Positive affect was associated with higher levels of valence and expectancy beliefs at these tasks as well as higher levels of instrumentality beliefs at one of them. Organizational Justice A significant body of research on work motivation that has appeared since Korman et al. ’s 1977 review is conceptualizations of organizational justice (Greenberg 1987). These studies, based on sociolegal research of disputants’ reactions to a conflict resolution, supplement Adam’s equity theory, the fundamental idea of which is that individuals develop beliefs about the inputs they provide in their employment relationship as well as about the outcomes they receive in return, and they form attitudes about the ratio between inputs and outcomes in relation to the corresponding ratios they perceive among comparison others. The premise of organizational justice is that fair procedures enhance employee acceptance of organizational outcomes. second premise, namely that in addition to being fair, leaders must be perceived as fair with regard to outcomes and processes that serve an important psychological need (Greenberg 1990). CONCLUSIONS First, three theories dominate the motivation literature: goal-setting, social cognitive, and organizational justice. Second, whereas theory and research in the third quarter of the twentieth century focused almost exclusively on cognition (Latham ; Budworth 2004), this is no longer true. Third, the ability to predict, understand, and influence motivation in the workplace has increased significantly as a result of the attention that has been given to all rather than only a few aspects of an employee’s motivation. Fourth, whereas the dependent variables historically studied were limited to traditional measures of job performance and satisfaction, today’s dependent variables range from citizenship to counterproductive behavior. Fifth, Cronbach’s (1957) plea a half century ago for experimental and correlational psychology to combine forces has been heeded. Sixth, the importance of context to motivation has been recognized much more in recent years than in the past; so much so that an additional chapter could be devoted to it. Seventh, these advances in the study of motivation may reflect the fact that this subject is no longer restricted to the research findings of North Americans. Eighth, behavioral scientists in the latter half of the twentieth century responded positively to William James’ exhortation to systematically study consciousness. Ninth, the antagonisms among theorists that existed throughout much of the twentieth century have either disappeared or have been minimized. Tenth, the nomological nets related to work motivation constructs are thicker and tighter than ever before, but the size of the aggregate net (metaphorically speaking) is not growing at a rate commensurate with the energy that scholars and practitioners have invested since 1977. Accordingly, Steers (2001) recently recognized the limitations of current theory and research in work motivation, and issued a call for groundbreaking papers for publication in a special edition of the Academy of Management Review in 2004. It is too soon to assess whether any of the papers published in response to his call will How to cite Work Motivation, Essay examples

Sixth Sense Essays - Haley Joel Osment, Keyshia Cole, Cole

Sixth Sense This past weekend , I went to see a movie at the near theater to my house ." The Sixth Sense " It is some kind of psychological movie that tell the story of a littleboy name Cole Sear ,Who has some kind of Supernatural abilities to see and comuni-cate with the dead . And a child psychologist who was shot by a disturbed former patient who break into his house .The patient was treated by Dr Malcolm Crowe as a child but now wants revenge for not been cured . I think the story plot was good .In my opinion I believed that it was one of the best movie I have seen so far this year .I particularly love the acting of Young Osment ( Cole Sear ). He was brilliant ,adorable beyond compare. I just wanted to give him a big hug , and tell him that everything will be okay. Bruce Willis ( Dr Malcom Crowe ) did a very good job himself as achild psychologist who is still troubled with whathappen a year go. The suspense was excellent too. What touched me the most was how much Cole Sear carried on himself. Coles problem is that he lives in constant fears of ghostly visit . He can see them ( dead people ) every where .They are walking among us . He can see them at the school .He tells his teacher " they used to hang people here " But the teacher does not believed him , so he goes on telling him that " when you were a boy they called you StutteringStanley "Another part of Cole's fear is that he is unable to tell anyone about this secret because he is afraid that no one would believe him. And that's where his worried mothers steps in by contacting a child psychologist Dr. Malcolm to help after she last exhausted all possible avenues from the medical establishment . Dr Malcom Crowe is a child psychologist , who still carried after a year a ridden Guilt . He feels like a failure because a year ago he could not or was not able to saved one of his patient . I believed that when he found Cole it was some kind of way to make up for his failure . Malcolm is a sensitive man but troubled , who has to choose between helping the poor terrified little 8 years old Cole or working harder on his neglected marriage. Malcolm and Cole are helping Each other to resolve their problems . The suspense was incredible . No special effects and computerization that chill your bones....I jumped once during the film . That was when the little girl showed up in the tent that Cole made . When He turned around and saw her that is when I jumped , and everybody else in the theater did the same . It scared the s**t out of me , I thought something would be coming from the top and believed me it got my attention . It was one of the best movie I have seen this year .It kept me clung to the armrest .The ending of the movie is totally unexpected . My friend in Arizona saw the movie 2 weeks ago . I begged her to tell me about it but she would not tell me anything She said " if I tell you , it would ruined it , you have to go see it ." So that is what I finally did . And I am glad that she did not tell me about the ending. I am not going to mention it now. I do not know if you saw the movie . If you did not , it is a must see . My last thought of "The Sixth Sense" is the movie is about communication .Every character seeks to reach a level of communication in order to deliver a message .( Like the little girl who wants her dad to know that her step-mom was the one who killed her . ) she just wanted Cole to go at her house find the video tape that she made and give it to her dad . Now she was free to go in peace .Or when at the end of the movie Cole told Malcolm that he could talk to his wife while she was sleeping, she be listening to him .This last part of

NYU Admission Essays

NYU Admission Essays NYU Admission Essay NYU Admission Essay Essay Topic: Admission It was during my spring semester of college when I gave the psychology field serious consideration. Listening to my professors lecture on counselling psychology, I automatically sensed a connection; moreover, it made me passionately curious. As part of researching careers in psychology, I consulted with a counsellor to confirm my aptitude and suitability of a career best fit for me. I possess the love and passion, along with a true talent of understanding others to strengthen my academic interest in psychology. Therefore, counselling would be an ideal profession to pursue. My inclination towards New York University first rose through my campus visit last year. I was left awestruck by the view I witnessed at Washington Square Park! The people, the culture, the liveliness had me trembling in excitement. I considerably admire the fact that New York City is a fundamental aspect of academic and cultural life at NYU. This aspect will give me close interaction with people, groups, and the urban life to enhance my exploration experience as a NYU psychology student. Along with an attractive campus, I was astonished by the organized academic environment, the nvolvement of faculty, the courses offered, and also the volunteer and research opportunities. This is the primary reason of applying to transfer to NYU. Only a few schools can match what NYU offers to prepare a person for a career as a practitioner in counselling psychology. While I am at New York University, I will enroll in introductory classes along with core courses on perception, cognition, and developmental psychology, to get profound insight of people, their views and developments; allowing me to broaden my intellectual capacity. I plan to get myself involved in the Research Experiences and Methods course offered every semester ith the engagement of faculty, advanced undergraduate students, and other researchers to expand my experiential boundaries. It is a compelling way to learn from others. I also want to volunteer at the Center for Research on Culture, Development and Education to gain understanding of culture and social context and how they impact school involvement and performance of children. From what I know about the faculty members, Professor Gary Marcus would be an ideal instructor to work with. I have looked over his published books called The Birth of the Mind and Kluge where he sheds light on the origins of the human mind and the mperfect functions it carries out. In addition to his published work, Professor Marcus directs NYU Center for Language and Music that I wish to visit so I can acquire knowledge on how infants and toddlers learn about music and languages. Working along a faculty member like Professor Gary Marcus would be an intriguing experience. More than words can express, I am looking forward to transferring to New York University and beginning my exploration in great detail. Encountering this change and exposure will assist me to grow as an individual. I will give all I have to study psychology at NYU and to pursue my dream.

Race Relations and the Olympic Games

Race Relations and the Olympic Games Given that competitors from across the globe compete in the Olympic Games, it’s no surprise that racial tensions will flare on occasion. Athletes in the 2012 Olympic Games in London sparked controversy by making racial jabs about people of color online. Fans set off scandals as well by taking to Twitter to lob xenophobic insults at players from rival countries. And the International Olympic Committee itself was accused of anti-Semitism for not honoring the Israeli athletes killed by terrorists at the 1972 Olympic Games with a moment of silence during opening ceremonies 40 years later. This roundup of racial controversies linked to the 2012 Olympics reveals the state of global race relations and how much progress the world needs to make in order for all people- athletes and otherwise- to be considered equals. No Moment of Silence for Victims of Munich Massacre During the 1972 Olympic Games in Munich, a Palestinian terrorist group called Black September killed 11 Israeli competitors after taking them hostage. The survivors of those killed asked the International Olympic Committee to have a moment of silence for the slain athletes during the opening ceremonies of the 2012 Olympic Games to commemorate the 40th anniversary of the Munich Massacre. The IOC refused, leading the family members of the victims to accuse Olympic officials of anti-Semitism. Ankie Spitzer, the wife of the late fencing coach Andre Spitzer, remarked, â€Å"Shame on the IOC because you have forsaken the 11 members of your Olympic family. You are discriminating against them because they are Israelis and Jews,† she said. Ilana Romano, widow of weightlifter Yossef Romano, agreed. She said that IOC president Jacques Rogge told her during a meeting that it was difficult to answer whether or not the IOC would have approved a moment of silence for the murdered athletes had they not been Israelis. â€Å"One could feel the discrimination in the air,† she said. European Athletes Make Racist Remarks on Twitter Before Greek triple jump athlete Paraskevi â€Å"Voula† Papahristou even had a chance to compete in the Olympics, she was kicked off her country’s team. Why? Papahristou sent out a tweet disparaging Africans in Greece. On July 22, she wrote in Greek, â€Å"With so many Africans in Greece, at least the mosquitoes of West Nile will eat homemade food.† Her message was re-tweeted more than 100 times and the 23-year-old quickly faced an angry backlash. After the scandal she apologized, â€Å"I would like to express my heartfelt apologies for the unfortunate and tasteless joke I published on my personal Twitter account,† she said. â€Å"I am very sorry and ashamed for the negative responses I triggered, since I never wanted to offend anyone, or to encroach human rights.† Papahristou wasn’t the only Olympic athlete penalized for being racially insensitive on Twitter. Soccer player Michel Morganella was booted off the Swiss team after he referred to South Koreans as a â€Å"bunch of Mongoloids† on the social networking site. He made the race-based jab after South Korea beat the Swiss team in soccer on July 29. Gian Gilli, head of the Swiss Olympic delegation, explained in a statement that Morganella was removed from the team for having â€Å"said something insulting and discriminatory† about his South Korean rivals. â€Å"We condemn these remarks,† Gilli stated. Was Monkey Gymnast Commercial a Swipe at Gabby Douglas? After 16-year-old Gabby Douglas became the first black gymnast to win the gold medal for the women’s all-around in the sport, NBC sportscaster Bob Costas remarked, â€Å"There are some African-American girls out there who tonight are saying to themselves: ‘Hey, I’d like to try that too.’† Shortly after Douglas’ image appeared during Costas’ commentary on NBC, the network that broadcast the Olympics in the U.S., a commercial for new sitcom â€Å"Animal Practice† featuring a monkey gymnast aired. Many viewers felt that the monkey gymnast was somehow a racial jab at Douglas, since she’s black and racists historically likened African Americans to monkeys and apes. The network apologized in light of a torrent of negative feedback from viewers. It said the commercial was simply a case of bad timing and that the â€Å"Animal Practice† advertisement didn’t aim to offend anyone. For the fourth time in a row, the U.S. women’s soccer team took home the gold medal. They surged to the top during the London Olympics by defeating the Japanese women’s soccer team. After their 2-1 victory, fans took to Twitter not simply to rejoice but also to make racially tinged remarks about the Japanese. â€Å"This ones for Pearl Harbor you Japs,† wrote one tweeter. Many others tweeted similar comments. Discussing the controversy, Brian Floyd of the website SB Nation begged such tweeters to stop posting racially insensitive comments. â€Å"That wasn’t for Pearl Harbor,† he wrote. â€Å"It was a†¦soccer game. Please, for the love of everything, stop doing this, guys. It doesn’t reflect well on any of us. Stop being awful.† â€Å"Exotic Beauty† Lolo Jones Dominates Track and Field Media Coverage Sprinter Lolo Jones wasn’t the top track and field star to represent the United States during the Olympic Games, prompting fellow American runners as well as New York Times writer Jere Longman to point out that Jones garnered a disproportionate amount of media coverage. Why was Jones reported on more than American runners such as Dawn Harper and Kellie Wells? Those women came in at second and third place, respectively, in the women’s 100 meter hurdle, while Jones came in fourth. Longman of the Times says that the biracial Jones has capitalized on her â€Å"exotic beauty† to compensate for her shortcomings as an athlete. Danielle Belton of Clutch magazine said that members of the mostly white and male news media gravitate toward Jones because, â€Å"What is of interest [to] them is a pretty girl, preferably white or as close as you can get to it, who can also do ‘sports.’† Colorism, Belton said, is why the media largely overlooked darker-skinne d runners Harper and Wells to cover Jones.

DO GOOD ETHICS PAY FOR THEMSELVES Essay Example | Topics and Well Written Essays - 4000 words

DO GOOD ETHICS PAY FOR THEMSELVES - Essay Example The objections made by Tightpenny to the idea of ethics seem to be ill-founded since it can be shown that ethics are quite relevant to business and can actually help profits. Ethical responsibility and corporate social awareness have become important for modern business enterprises but today, a company has to do a lot more than simply support social causes. It must advertise that it is supporting social causes. The ease with which information can shared amongst people in countries like the UK makes it impossible for a company to lie about something or hide it for long from the public. Dark pasts and shady dealings soon come out and hurt the company in more ways than one. Therefore, remaining ethical and advertising about being ethical is quite important. In this sense, business ethics are important aspects of running any company and the reasons for that are not limited to legal requirements or government orders (Medawar, 1976). The reason for running an ethical business can be shown to come from the highly valued theory of ethical egoism which suggests that people should what would be best for them in the long run. This approach may be connected with the ideals coming from utilitarian ethics or the approach taken by universalism but the basic reason for companies acting ethically is that ethics are good for business. The basic reason for this situation is due to the emergence of ethical consumers. These consumers like to know that their buying decisions and the support they give to companies are responsible companies. This consumer will make purchase decisions which are influenced by knowing the operations of the company from s/he is buying products. While the idea of being ethical may have as many definitions as there are consumers in the market but in a broad sense, the consumer could be very hesitant when buying goods or services from an organisation that does not have high ethics. These high ethics include stipulations such as its

Approcah to Care - Breast Cancer Research Paper

Approcah to Care - Breast Cancer - Research Paper Example Etiology of Breast Cancer Breast cancer is the most common kind of cancer that is prevalent among women in U.S. It is estimated that about 192,000 new cases of breast cancer are found in U.S. alone each year. Substantial clinical evidence suggests that hormones play a critical role in the etiology of various cancers and breast cancer is one of them. Estrogen is the chief stimulant in proliferation of breast cells. The presence of progesterone accelerates proliferation rate further. This is evident from the fact that during the luteal phase of the menstrual cycle, the breast mitotic activity is noticed at its peak (Henderson et al 2002). Clinical Manifestation of Breast Cancer They can be described as per the following. 1. Lump formation or thickening on breasts 2. Peeling, flaking or scaling of the breast skin or nipple 3. Bloody discharge from the nipple 4. Redness of the skin over breast 5. Change in shape and size of a breast (Mayo Clinic 2012). Diagnosis and Staging When cancer i s detected in the breast, a doctor proceeds to find the stage of the disease. It usually starts with a physical examination by a nurse or doctor. Ultrasound and mammography are crucial in diagnosis of breast cancer. The findings of these tests are further confirmed through a tissue biopsy. Mammography is done by taking X-ray of the breast. Ultrasonography is done to ascertain whether a lump is filled with fluid or it is a solid lump. Breast magnetic resonance imaging (MRI) takes several images of the breast to find lesions usually not detectable through ultrasound or mammography. According to the American Cancer Society, breast MRI is advisable to the women who are in high-risk category. The advantage is that it is non-invasive and the person is not exposed to any radioactivity. Breast MRI is a new technology and can be used as an aid to other conventional diagnostic tests (Breast Cancer Diagnosis, 2012). Different stages in the breast cancer can be described as per the following (S tages of Breast Cancer, 2012). Stage I Stage I is bifurcated into two sub-stages as per the following. Stage IA This is a primary stage when the tumor has not spread outside the breast and it is equal to or smaller than 2 centimeters in size. Stage IB In this stage, tumor is not found in the breast but the cancer cells of the size between 0.2 and 2 millimeters are detected in the lymph nodes; or when tumor is equal to or smaller than 2 centimeters along with small clusters of cancer cells (with the size between 0.2 and 2 millimeters) detected in the lymph nodes. Stage II is bifurcated into two as per the following. Stage IIA No tumor is detected in the breast but cance