The Skeletal System Assignment Example | Topics and Well Written Essays - 2000 words

The Skeletal System - Assignment Example The appendicular skeleton, on the other hand, as the name implies, consists of the appendages, which include the upper limbs and the lower limbs. The upper limbs include the humerus, the radius and ulna, and the carpals and metacarpals. The lower limbs include the femur, the tibia, the fibula, the tarsals, and the metatarsals. Other components of the appendicular skeleton include the shoulder girdles, consisting of the scapulae and the collar bones, or clavicles, and the pelvic girdle, made up of the coxal or hip bones, which include the ilium, ischium and pubis. The appendicular skeleton functions for helping the various joints of the body perform better and make the body run in a smoother fashion. The appendicular skeleton too functions for movement, locomotion and the performance of any tasks done by the arms, hands, legs and feet (â€Å"Axial and Appendicular Skeleton†). Detailed Functions of the Skeleton The functions of the skeleton include providing support for soft tissues, production of red blood cells, storage of minerals and lipids, and coordination of the muscular system to effect movement and support for the body, in order to carry out the will of the individual concerning any activity that requires physical movements (â€Å"The Skeletal System† 2013). As for support and physical movement, the structure of the bone in the form of a tubular shape with a hard and dense circumference and a hollow center is the one that efficiently and effectively affords maximum support for the body. ... As for support and physical movement, the structure of the bone in the form of a tubular shape with a hard and dense circumference and a hollow center is the one that efficiently and effectively affords maximum support for the body. Moreover, in terms of the protective support that it gives the soft organs, the skull protects the brain; the rib cage and sternum protect the lungs and the heart; and the pelvis and the pelvic girdle provide protection for the reproductive system. In terms of movement, the bones provide anchorage for the muscles. The origin is where the muscle is fixed to a bone, and the insertion is the moving point of attachment. Finally, still in terms of the movement function, bones meet other bones at joints in order to allow varying degrees of movement (â€Å"The Skeletal System – Introduction† 2013). Another function of the skeletal system, particularly the bone marrow, is to carry out hematopoiesis, or the process by which a single type of stem cell gives rise to all types of mature red blood cells in the body. In the adult human being, this is carried out by the bone marrows of the skull, and those of the ribs, sternum, vertebra, pelvis, and the proximal ends of the thigh bones or femurs (Ownby 2002). In terms of the storage of minerals and lipids, the bone is where several metabolically active minerals are stored, especially calcium, which is the most abundant mineral in the human body. Calcium is essential in regulating the intracellular activities of muscle cells and neurons. Moreover, lipids are stored in the yellow marrow of the bone. These lipids are essential in the regulation of body heat, for providing heat, and as a structural component of cell membranes (â€Å"Osseous Tissue and Bone Structure† 2013). 1.3 Structure of Bone Tissue

Emotional Labour and Employees in a Face-to-Face Service Environment

Emotional Labour and Employees in a Face-to-Face Service Environment ABSTRACT In many organizations there is an increase in the requirement to carry on emotional labour. Hochschild (1983) argues that these emotional demands have negative effects physically and psychologically. Management evaluations in the Bahamas focus on job satisfaction and not encompassing the employees psychological well being. This study measured emotional labour under the parameters of surface acting, deep acting and burnout via socio-demographics with the method of questionnaire survey. The results showed 1) significance in one of the social demographics for surface acting, 2) no significance for deep acting, and 3) all social demographics showed significance towards burnout. Key words: Surface Acting, Deep Acting, Burnout Emotional Labour and Employees in a Face-to-Face Service Environment Introduction The strength of the hospitality industry is not only getting a job done, but also involves getting the work done with the correct attitude, with the correct degree of authenticity, and with the correct amount of concern for guests. Every organization in the hospitality industry expects that their employees, while interacting with customers, to exhibit certain types of emotions such as friendliness, cheerfulness, warmth, enthusiasm, or confidence. Tourism together with tourism-driven construction and manufacturing accounts for approximately 60% of The Bahamas Gross Domestic Product (GDP) and directly or indirectly employs half of the archipelagos labour force. Prior to 2006, a steady growth in tourism receipts and a boom in construction of new hotels, resorts, and residences led to solid GDP growth but since the tourism receipts have begun to drop off. The global recession in 2009 took a sizeable toll on The Bahamas, resulting in a contraction in GP and a widening budget deficit. Overall growth prospects in the short run rest heavily on the fortunes of the tourism sector (CIA-The World Factbook, 2011, para. 5). In light of this, it is essential that the service rendered by the Bahamian people continues and remains exceptional. Because the interaction between the service provider and customer is the central part of a service experience that affects a customers perception of service quality, it is essential for managers or employers to control or manage employees behavior or emotional expressions to guarantee service quality. Being able to exercise self-control is a key component. However, it cannot be assumed that the employee is always going to be in a good mood. Situations will arise that will bring about negative emotions such as annoyance, anger etc. Imagine being told that one of your colleagues has just passed away. Immediately after learning this information, a guest needs some assistance specifically from you. Or even more so a guest has a bad attitude for whatever reason and decides to spit on you. What should you do? What reaction should you have? An employees emotional reaction is no longer a private experience, but a public act that is controlled by his or her employer. Rules for emotional display are developed, and training programs are mandatory. Hochschild (1983), who was the first to hone in on the effects of emotional work on flight attendants, describes this type of conflict to be emotional labour emotional job demands and emotional strategies necessary to control these demands. It was discovered that emotional labour weight could be classified into five requirements and one stressor. These would be the display of positive emotions, negative emotions, neutrality, sensitivity, and sympathy. The stressor, emotional dissonance, is then what is demanded when these particular emotional requirements are not met. Hochschild (1983) used the description of a drama-where work setting is an act from a movie or play, the customers/guests are the audience, and the individual employees are actors with rules governing how to interact with the customers/guests. At first glance, it may seem that this task should not be a difficult one to perform. It has been argued that displaying positive emotions have a positive effect on the individual. There are three acting techniques researchers have recommended that service employees carry out emotional labor using (Hochschild, 1983; Ashforth Humphrey, 1993). The first is -surface acting- described as the altering of ones external facade to suggest the appropriate or desired emotion-not necessarily personally felt. The second technique is -deep acting- described as a change of not only the external persona, but also the inner mind-set; done through utilizing empathy or sympathy. The final acting technique is -genuine acting- that happens when the employees felt emotions are harmonious with spoken emotions. In many organizations there is an increase in the requirement to carry on emotional labour. The service industry is one where participants are expected to provide exceptional and flawless behaviour. The expectancy to compartmentalize ones personal feelings and serve seems easy enough. Management expects that a service employees first and upmost responsibility is to the client and anything that comes in-between is secondary. Hochschild (1983) argues that these emotional demands have negative effects physically and psychologically. Management evaluations in the Bahamas focus on job satisfaction and not encompassing the employees psychological well being. The existing research conducted on emotional conflict and dissonance; adds vital information to the general body of knowledge. Notably, as the Bahamas number one industry is tourism, indicating a large portion of the population engages in the provision of service. There has been no study has been conducted in the Bahamas in this area. The purpose of this study is to measure employees attitudes towards emotional labour. The essential assumption is that employees attitudes are critical factors in the formation of the professed positive or negative consequence of performing emotional labor. Particularly, at what levels are emotional labour conducted via surface acting, deep acting, and the effect that it has on service workers, and its associated burnout consequence? The hypothesis is that employees attitudes are vital factors in determining the apparent positive or negative outcome of performing emotional labor. It is expected that the findings of this study can contribute not only to the existing body of literature on emotional labor, but also assist managers and others in the service industry to better understand the impact of job demands on employees. It could also assist them with employing ways to assist their employees when coping with certain conflicting situations. The research objective will be addressed by the following hypotheses: H1a: There is no relationship between gender and surface acting. H1b: There is no relationship between gender and deep acting. H1c: There is a relationship between gender and burnout. H2a: There is a relationship between age and surface acting. H2b: There is a relationship between age and deep acting. H2c: There is a relationship between age and burnout. H3a: There is a relationship between industry experience and surface acting. H3b: There is no relationship between industry experience and deep acting. H3c: There is a relationship between industry experience and burnout. H4a: There is a relationship between department and surface acting. H4b: There is no relationship between department and deep acting. H4c: There is a relationship between department and burnout. Previous studies on emotional labour placed emphasis on the service industry employees attitudes towards emotional labour as a collective, not specifically by this demographical assessment. The return rate on the surveys was lower than would have been preferred; however, the assessment was conducive for this study. Review of Literature Todays business environment can be described as turbulent; one that has scarce resources where you are expected to do more with less (Karatepe and Aleshinoye (2008). There is intense competitive pressure and rapid rates of technological changes. One central part of the service industry is the social interaction with customers or guests. Due to the enlargement of the service industry and growing competition, the demand on emotional labour and self control is high. As with any social contact, the obligation to control ones emotions plays a vital role (Zapf and Holz, 2006). In times past the behaviour of employees, the way they responded to employers, fellow employees and customers was not taken into account in a serious way as the work environment was a place where their personal feelings were to be left outside the workplace (Grandey, 2000). Many researchers have praised Hochschilds 1983 study investigating the work of flight attendants, showing that a substantial part of the job was dealing with the passengers and their emotions, to which the term emotional labor is attributed to (Aleshinoye and Karatepe, 2008; Diestel and Schmidt, 2006; Lewig and Dollard, 2003; Tracy, 2005; Zapf and Holz, 2006). Emotional labour involves diverse emotions; whether it is enhancing, faking or suppressing emotions to modify the emotional expression. Conjointly, emotions are governed in response to the display rules for the organization. The notion of emotional labour which is considered a prospective force of customers emotional position and subsequent valuation of service interactions, refers to the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions (Morris Fieldman, 1996; Karatepe and Aleshinoye, 2008; Brotheridge (2002)). The differentiating requirements of emotional labour are (Zapf, Vogt, Seifert, Mertini, and Isic, 1999): (1) the necessity to exude positive emotions (PE), (2) the necessity to exude and handle negative emotions (NE), (3) the necessity to exude sensitivity emotions (SE), and (4) the emotional dissonance felt (ED). The literature on service work highlights the increasing importance of image so that service work ers must be in-perceptively conceptualized as cultural sign vehicles. In recent years, there has been enlarged dialogue of emotions in an organizational context (Sturdy, 2003), enabled by a rising view of emotions as evaluative judgments. An example of this can be seen in the tourism industry of the Bahamas. In the tourism industry, the hospitality product is one of service. One must be friendly, courteous and helpful. The success of this industry depends on customer satisfaction. It is unlike other industries as it is unpredictable (Kusluvan, 2003). The creation of a successful tourism product is based on a duel partnership between the country catering to the tourism and the tourist who visits that country (Dijk and Kirk, 2007). To achieve this unblemished service, employees who are in everyday face-to-face interactions with clients are required to do emotional labour. Schneider (2010) describes it to be ones ability to adapt to change in ones demeanor in order to achieve the best results whether success is achieved or not. It was felt that depending on the cliental, those who work in customer service should be able to adapt to the emotion that would be most effective to meet the needs of the organization (Grandey, 2 000). The emotional labour offered by employees is of vital importance when the aim and goal of the employer is to provide such an experience where both the visitor and the customer would develop an appreciation not only to share with others but would have them returning again and again (Dijk and Kirk, 2007). The appearance of the suitable emotion during face-to-face exchanges is a job requirement for many employees in the service industry. Ruz and Tudela (2010) states that ones state of mind is an essential component in how we relate to each other. We know that if we present ourselves in a positive way we will experience positive results. However, we should be careful as there are persons who can pretend to be positive at times but in truth can display negative actions from time to time causing conflict. It is a strange phenomenon but it has been observed that the behaviour of some persons differ in the job environment as oppose to their private lives (Kusluvan, 2003). At the interaction level, the emotional labour can be seen as a gauge of either positive or negative social relations with customers, while the conceptual level relates to the mechanisms that process the emotional work notion. The latter is more controllable and in some cases becomes an amusing experience for employees who structure emotional labour as a strategic exchange. Dis-identification can seemingly aid emotional labour. This usually occurs in conjunction with accomplishment of ones work when it is ambiguous (Tracy, 2005). According to Karatepe and Aleshinoye (2008) there are three modes of acting, surface acting, active deep acting and passive deep acting. Surface acting occurs when employees falsify their emotions by altering their outer conduct/performance to match the organizational display rules while private feelings continue to be unchanged. Active deep acting occurs when employees have to put forth effort to control emotions by regulating their expressive behaviors and inner feelings. Passive deep acting occurs when employees may involuntarily feel emotions needed for a particular situation. The processes of surface acting (managed observed expressions) and deep acting (managing feelings) coincides with the working definitions of emotional labor as a process of emotional regulation, and they provide a useful way of engaging emotional labor. Ideally, employers would prefer that employees leave their problems outside the workplace. However, as human beings this is not always achieved. If there are differences in how these two processes of emotion management relate to the outcomes, suggestions can be made for organizational training and stress management programs. For the most part, employers, have in place various programs, counseling, fund raising for example, to assist employees to cope with stress. In doing so, it is hoped that employees are more likely to be efficient. Showing compassion in the workplace can be a win-win situation (Frost, Dutton, Worline and Wilson, 2000). In spite of the fact that some customers may be insolent, employers expectation of their employee s is that they display professionalism by displaying tolerance and offering help under all circumstances (Schneider, 2010). Grandey (2000) supports this, stating that when organizational desired results are not achieved, various training programs are conducted by employers in order to destabilize those negative behavioral responses associated with various negative emotions. However, training is only one aspect to enhance behaviour in the workplace. It is important that employees respond to customers in a courteous and pleasant way no matter what the employee may be experiencing on a given day. Again, this response is not always suitable as there are some jobs where employees are expected to demonstrate a more aggressive type of response in order to achieve the desired effect (Nunan and Knox, (2005). Yang and Chang (2008) found that emotional labour should be measured using five dimensions emotional display rule (EDR), surface acting (SA), deep acting (DA), variety of emotions required (VER), frequency and duration of interactions (FDI). Emotional labour was measured with a slightly modified scale utilizing a 7-point Likert Scale. Particularly, the EDR was the level at which employees reported that their emotional displays were restricted by their jobs. The study also took under consideration the socio-demographic variables examined, including age, gender, employment and marital status. Grandey (2003) states that when considering ratings it is felt that the higher ratings should be accredited to the deep acting which is the display of genuine emotions as oppose to surface acting. Dijk and Kirk (2007) describe emotional display rules as rules that require employees to manipulate their emotions in order to achieve goal for a promised award such as an increment. On the other hand w hen they fail to meet the required goal of the organization they can very well encounter disciplinary action. Hochschild (1983) claimed that the way persons conduct emotional labor is predisposed by an assortment of individual and situational characteristics. Seldom is emotional labor formulated as having an interior source of inconsistency, one that is thoughtful of the continuing condition of the person as opposed to being a creation of the circumstances. The individual difference approach to emotional labor involves the measurement of individual dispositions and the supposition that these measures can assist in explaining individual attitudes and performance (Staw Ross, 1985). It can then be understood that persons can be characterized into certain proportions, that these proportions have some constancy over time, and that these dimensions are useful in predicting individual behavior across situations (Staw Ross, 1985). It is proposed that individual characteristics influence the individuals performance of emotional labor through different acting mechanisms, and result in different outc omes. The basic assumption is that, persons with different dispositions evaluate the same emotional display rules differently. A complication in providing emotional labour is increased in employees with restricted backing for power (Tracy, 2005). Zapf and Holz (2006) make reference to Hochschilds argument that conducting emotional labour for long periods of time would overburden the service providers capability to show the preferred emotions. The employee would continue to smile, but the feeling would not be in it. This inconsistency is what is labeled as emotional dissonance. The kind of circumstances that end up in emotional dissonance can easily occur in service interactions. This is because the inconsistent temperament of service delivery as much depends on the situational factors involved such as the employees feelings on that particular day or stressful interactions with demanding or difficult customers. It is difficult, in many instances, to determine that the behaviour of individuals in terms of whether their actions are natural or programmed (Kusluvan, 2003). Lewig and Dollard (2003), states that emotional dissonance subsequently results in depression, low self-worth, despondency and withdrawal from the job. There are times when employees are placed in situations where their emotions are tested and tried by those in administration. These experiences can be taxing on ones health and as a result, leave them drained. In addition, employees become demoralized to the point where those they are expected to service suffer as they are unable to perform their duties in a satisfactory manner (Grandey, 2000). Karatepe and Aleshinoye (2008) noted that employees who are in frontline service jobs are vulnerable to emotional dissonance. They noted that the incongruence between felt and displayed emotions captures two modes of surface acting and passive deep acting which are at the opposite ends of a scale. It also pointed out that emotional dissonance and/or emotional exhaustion may give increase to negative job outcomes such as job performance or job d issatisfaction. Zapf and Holz (2006) further state that the reaction to emotional demands in service work is described as burnout: a syndrome that consists of depersonalization, exhaustion and reduced personal accomplishment. Because surface acting consists of faking ones expressions; pretending to have certain feelings that do not exist. This alone is stressful and can prove to cause one to become detached from ones true feelings and those of others. In addition it can also bring about lack of ones personal achievement especially if the customers were not impressed (Brotheridge, 2002). The long-run effect would lead to psychological ill heath brought about by alienating personal feelings. Lewig and Dollard (2003) further express that the felt emotions and displayed emotions experienced within dissonance can lead to dysfunctional emotional labour for a worker. Tracy (2005) describes the declaration of an elected identity elucidated emotional labour. This identity is constantly reconditioning but it is not real. Kusluvan (2003) expresses that one has to have a keen insight into the behaviour of persons as they are not always authentic. Grandey (2003) discovered that there are ways in which one can determine whether ones emotional display is genuine or not. For example, a smile also known as a Duchenne smile by looking at which muscle around the eye is being used. However it is not clear whether this is so with a faked smile and whether they influence observers in a negative way. Depersonalization is said to be the tendency to treat clients like objects and too change into an unsympathetic behaviour with regard to clients. Because deep acting is closer to actual genuine feelings the chances are that the expectation is that there would be a lower level of depersonalization and that one would experience more personal achievement (Brotheridge, 2002). Exhaustion measures the feeling of the burnout. While personal accomplishment includes the position of having the capability to carry out functions and skills to meet personal goals on the job. Emotional exhaustion is preempted by emotional dissonance. It has been debated that the role conflict is identical with emotional dissonance and proceeds emotional exhaustion. Emotional dissonance as a result leading to unhappiness with a job is foreseen through individuals (Ludwig and Dollard, 2003). Zapf and Holz (2006) make it clear that the need to display negative emotions should not be misconstrued as letting out ones personal negative emotions. Instead, the restrained expression of anger may be used to make plain that one is critically affected by something or one is taking something seriously. Lewig and Dollard (2003) found that while the display of positive or negative emotions as well as sensitivity requirements, are not necessarily stressful. However, they may become so, through emotional dissonance. Zapf and Holz (2006) state, that the explanation for the positive and negative effects of emotional labour on burnout can be divided into two levels: interaction and conceptual. Karatepe and Aleshinoye (2008) found that negative affectivity is positively related to emotional dissonance and exhaustion and that these were consistent with the perception mechanism. They concluded that the face-to-face service providers emotional exhaustion, as they hypothesized, was positively related to emotional dissonance. Yang and Chang (2008) found that EDR was significantly correlated with all job satisfactions subscales as well as the organizational commitments subscale; and interestingly they found no significant relationship between VER and job satisfaction. Lewig and Dollard (2003) discovered that when service workers are given the means by which he or she can manage effective and developing interaction, thereby providing them with a greater sense of self worth, emotional labour becomes functional. Interactions with customers are favorable due to optimism and emotional stability by introducing a barrier between them and the associated emotion. In contrast, it was pointed out that employees experiencing emotional dissonance on a continuous basis lose their scanty resource reservoir and are faced with emotional exhaustion, which gives rise to substantial costs for organizations. This was in spite of the fact that service with a smile was seen as an established job requirement during the selection of new employees in service (Karatepe and Aleshinoye, 2008). Their results also confirmed that emotional dissonance partially mediates the effect of built-in motivation on emotional exhaustion. But consistent with the COR (Conservation of Resourc es) theory where persons seek to acquire, maintain and preserve certain resources, employees with built-in motivation may cope with emotional dissonance, and, as a result protect themselves from emotional exhaustion. Ruz and Tudela (2010) found that persons made more errors and took a longer time completing tasks when the emotions displayed by a customer did not agree with their natural feelings. Karatepe and Aleshinoye (2008) also found in their study that there are employees who are vulnerable to high emotional dissonance. These employees try to concentrate more on their job-related duties and responsibilities in order to protect themselves from experiencing further emotional dissonance to ensure that they perform effectively in the organization. The school of thought here is that emotional dissonance does not have any bearing on job performance. In order to maximize the skills and abilities of employees, it is imperative that employers evaluate those skills and abilities with the view of assigning employees appropriately (Bailey and McClough, 2000). Pugh (2001) emphasizes that organizations would do well to recognize and appreciate the importance of the emotions of their employees because their emotions can make or break their business. Dijk and Kirk (2007), further states that employees must be mindful of the type of environment they provide not only for the tourist that visit their establishment, but also for the persons they employ to perform as there are times when stress can get out of hand. Methodology This study is quantitative in nature, seeking to measure service employees attitudes towards emotional labour, specifically, surface acting, deep acting and the consequence of burnout. The parameter of this study is limited to the hospitality industry; this section describes the sample and sample selection, instrument, procedure and analysis. Sample Sample Selection A sample size calculator publically serviced by Creative Research Systems online was used to produce the sample size. The population: one hundred and sixty-five (165) employees who work at a timeshare resort, using a confidence level of 95% generated the sample size of one hundred and sixteen (116). The sampling parameters focus only on those guest-contact (face-to-face or voice-to-voice) employees who perform emotional labor on a daily basis. The guest-contact employees included in this purposed study are those who work in the Front Office, Concierge, Housekeeping, Engineering and Sales departments. Entry-level employees and middle managers were included in the sample, senior management was not. Criteria for being a participant: Participants must be full-time employees Participants have to be guest-contact employees (face-to-face or voice-to-voice) Procedure A meeting was held with the General Manager (GM) of the timeshare resort to initially introduce and seek permission to conduct this study. After which, the GM was formally presented with a copy of the research proposal and a formal letter requesting permission for the administration of the survey. Permission was granted and the managers of the various departments were notified and advised to inform their respective departments about the administration of the surveys. The surveys were personally distributed and monitored over a three (3) day period. Potential participants were approached and asked to partake in the study; consent was gained from each participant. Each employee was briefed that they could withdraw from the survey at any time. The participants details were anonymous and were only identifiable by gender, age, industry experience and departments. Employees attitudes are critical factors in the formation of the professed positive or negative consequence of performing emotional labor. Particularly, at what levels are emotional labour conducted via surface acting, deep acting, and the effect that it has on service workers, and its associated burnout consequence? This question was addressed by the following hypotheses: H1a: There is no relationship between gender and surface acting. H1b: There is no relationship between gender and deep acting. H1c: There is a relationship between gender and burnout. H2a: There is a relationship between age and surface acting. H2b: There is a relationship between age and deep acting. H2c: There is a relationship between age and burnout. H3a: There is a relationship between industry experience and surface acting. H3b: There is no relationship between industry experience and deep acting. H3c: There is a relationship between industry experience and burnout. H4a: There is a relationship between department and surface acting. H4b: There is no relationship between department and deep acting. H4c: There is a relationship between department and burnout Instrument. A self administered survey was used to collect the data. The overall design was a survey constructed with the influence of the extensive literature review. A five point Likert scale was used with the options of Always (5) to Never (1) accompanied each question. There were no verbal labels for scale points 2 through 4; this indicated the equal interval of one between them within the range 5 and 1. Emotional labour was measured by Q6, Q7, and Q11; surface acting was measured by Q8, Q9, Q11 and Q12. Deep acting was measured by Q13, Q14 and Q15, and burnout was measured by Q16, Q17 and Q18.  [1]   With the use of a convenient employee sample approach to collect data, there were some constraints in terms of this studys sample requirements as 116 surveys were attempted, only 64 surveys were adequately completed and admissible for analysis. The data was then analyzed was carried out in each socio demographic (gender, age, industry experience and department) using the t-test and single factor ANOVA analysis. The t-test was carried out to compare the means of each participant for either questionnaire to check the questionnaire was reliable over time. When multiple t-tests are conducted a significance problem develops and reduces validity. The ANOVA analysis overcomes this problem by detecting the differences as a whole. Findings and Analysis The demographics of the study sample indicated that 45.31% of the respondents were female and 54.69% were male. All of the respondents had industry experience of at least 1 year, and most of them had more than ten years experience (39.06%). Table 1 shows the descriptive analysis means, standard deviations, variances and skewedness of variables used in this study. Table 1 Means, Standard Deviations, Variances, Skewedness M SD V Emotional Labor 3.99 1.35 1.84 Surface Acting 3.61 1.55 2.40 Deep Acting 3.50 1.40 1.97 Burnout 2.90 1.53 2.34 The total sample (n=64) averaged the experienced of emotional labour at 3.99 (SD=1.35), surface acting at 3.61 (SD=1.55), deep acting at 3.50 (SD=1.40) and burnout at 2.90 (SD=1.53); each mean out of a possible 5. This shows that the majority of the responses were close to the respective means. Individual T tests were used to analyze the differences of surface acting, deep acting and burnout amongst the demographics. The means from the total sample for SA=3.17, DA=3.3

Brazil :: essays research papers

Brazil LOCATION OF BRAZIL   Ã‚  Ã‚  Ã‚  Ã‚  Brazil lies between thirty five degrees west longitude and seventy five degrees west longitude. Brazil also runs between five degrees north latitude and thirty five degrees south latitude. Brazil is located in mainly the eastern part of South America. This country sits in mostly the southern hemisphere of the world. Being completely on the west side of the world, Brazil is not all in the south side of the world. With the equator running through north Brazil, a small portion of Brazil, a small portion of Brazil is in the northern hemisphere. Brazil is bordered by a number of South American countries. Brazil borders Uruguay to the north; Argentina, Paraguay, Bolivia, and Peru to the east; Bogota to the southeast; Venezuela, Guyana, Suriname, and French Guiana to the south; and the Atlantic Ocean to the west. PLACE OF BRAZIL   Ã‚  Ã‚  Ã‚  Ã‚  The landscape of Brazil is covered with plains, plateaus, and tropical grasslands. The plains has a fertile ribbon of lowlands, about ten through thirty miles wide which are along the country's coastline. Behind the plains sits a huge interior plateau that runs steeply near the lowlands in front of it. This drop forms an escarpment, steep cliff that separates two level areas. In Brazil there is much poverty. People make a living there by subsistence farming. Even though they do farming subsistintly, they use much advanced farming there. Aside from farming there is much more to there culture. People there are involved a lot in astronomy and mathematics. Architecture is another way of living there. This used not only as a money making job, but private uses also. HUMAN ENVIRONMENT INTERACTION OF BRAZIL   Ã‚  Ã‚  Ã‚  Ã‚  In the 1500s, the Portuguese colonist built big sugar plantations along the fertile coastal plain and port cities to ship crops to Europe. Brazilian government has been tearing desolate slums, called favelas, down in order to improve Brazilian cities. These favelas were replaced with public housing people could afford. In 1955, Brazil decided to build a new capital city, 600 miles inland, called Brasilia, in order to decrease the population of the former capital Rio de Janeiro. Between 1940s and 1950s, Brazil's government built the country's first steel mill and oil refinery. The government also built it's firs series of dams to produce hydroelectricity in order to run industries. During the 1970s Brazil began a large road-building project beginning at Brasilia. At the same time Brazil developed a fuel called ethanol from sugarcane, and were clearing the Amazon to plant crops there. MOVEMENT OF BRAZIL Brazil was inhabited by Portuguese colonist in 1500. Brazil's colonist brought over three hundred million African slaves to Brazil, to work on the

Human Services Issue Memorandum Essay

I am presenting this letter of memorandum, as I would like to solicit the attention of the upper management department in our organization regarding a certain issue that I believe is important for the effectiveness of our purpose and visionary goal. I sincerely believe that each and every personnel associated in this social service organization are very much concerned with the significant effects of our activities for the society’s benefits and thus we want to do everything to our abilities and resources to improve the results towards our goals. Considering the previous statistical results gathered through our client’s feedbacks, we could say that our organization indeed has functioned effectively in our servitude with the societies that we have determined to be in need of our expertise and service. However, I have uncovered a certain issue that is significant to our field of childcare that I believe can significantly promote the success and effectiveness of our organization and thus, I am presenting this now through this memorandum. Our field of childcare has primarily focused on the aspects of nurturing the children, addressing their needs and developing a suitable environment that can foster a healthy lifestyle for these young individuals. Because of which, as related to this field of childcare, I believe that the issue presented in a recent study regarding the influences and effects of media particularly television programs to the children must be incorporated to our organization’s concerns and approaches. As gathered through the research study, too much television access for the children can have an adverse effect to their young bodies and minds. Some of which, as determined by this study is the psychological irritability of the child, sleeplessness, early exposure to violence and mature scenario leading to the exploitation of the imagination of the child and other adverse health conditions. Because of which, I believe that our organization must incorporate this issue in our campaigns and programs through launching an information awareness drive to educate the parents and other concerned adults regarding the adverse effects of early television access. As our primary concern is childcare, I sincerely believe that we must also be concerned with this issue and some parents and guardians are still not yet aware or fully convinced with this fact. As I have observed in some of our campaign drives and programs, children watching television programs at an early age is a common practice in our society. Parents, due to their busy schedules and hectic lifestyles are neglecting the fact that their young children are already fully focus on varieties of television programs manifesting some of the previously mentioned symptoms. On the long run particularly if yet unattended, this can cause a tragic condition for these young children and thus organization must react upon this issue. As our organization has already established a reliable name in the aspect of childcare social services, I believe that this group and its activities can be a very effective medium in spreading the facts about the said issue. Indeed, through incorporating the said issue regarding the negative effects of television programs to the young minds of the children, we can convince the parents and concerned adults to react upon this matter thus, protecting the children against the adverse effect of this issue as similar to the primary purpose and goals of this child care social service organization, Human Service Personnel Institute of Child Care Social Services http://www. nlm. nih. gov/medlineplus/news/fullstory_48893. html. TV Use Pervasive Among Tiniest Tots Almost two-thirds of kids under 2 watch TV daily, study finds HealthDay Monday, May 7, 2007 MONDAY, May 7 (HealthDay News) — Parents don’t seem to be heeding expert pediatrician guidelines that urge a ban on TV watching for their very youngest children. The American Academy of Pediatrics currently recommends that children 2 and under watch no TV at all. However, a new study finds that on a typical day, only 37 percent of children between zero and 2 years old watch no television, and as many as one in five youngsters under 2 even have a television placed in their bedrooms. More than half (54 percent) of these tiny tots could turn on the TV themselves. â€Å"I understand the AAP’s stance, because we don’t yet know the neurological implications of screen time in young children,† said the study’s author, Elizabeth Vandewater, associate director of the population research center and an associate professor of human development and family sciences at the University of Texas in Austin. On the other hand, she said, â€Å"I don’t think the guidelines are realistic. † The study’s findings weren’t all bad. Vandewater found that just over half of 3- to 4-year-olds and 70 percent of 5- and 6-year-olds watched no more than the recommended limit of two hours daily. In the 3 to 6 age group, TV in the bedroom became more common, with about one-third having a set in the bedroom. The findings were published in the May issue of Pediatrics. To learn more about actual viewing habits in young children, Vandewater and her colleagues surveyed 1,051 parents of young children during 2005. They asked about media use, whether or not there was a TV in the bedroom, and also about other activities, such as reading and playing outdoors, to see if TV use was supplanting other pursuits. On an average day, three-quarters of children watched at least some television, and about one-third watched videos or DVDs, the study found. The average viewing time was one hour and 20 minutes, which falls within the AAP guideline of no more than one to two hours for children over 3. The researchers didn’t find that TV typically displaced other activities, such as reading or outdoor play. However, Vandewater said that in previous research she’s conducted, she has found that TV may replace time spent interacting with parents. â€Å"It’s important to remember that if you turn off the TV, the assumption is that the family will spend time together, but that’s not always true. They might find other things to do separately,† she said. â€Å"It’s also important that we don’t assume all time spent with parents is good, quality time. If parents are under stress, that’s not necessarily a good time to be together, and it might not be so bad to pop in a video for a half an hour,† Vandewater said. She also commiserated with parents who might find the â€Å"no TV† rule tough to adhere to. â€Å"Media and technology are not going away,† Vandewater said. â€Å"They’re part of the backdrop of our everyday lives — TV stands are now standard living room furniture. So, we need to figure out how to give advice that’s workable. † Dr. Christopher Lucas, director of the early childhood service at the New York University Child Study Center in New York City, agreed that it’s difficult to keep children under 2 from watching any TV, because TV has become so ubiquitous in American life. â€Å"The guidelines seem out of sync with what the reality is,† said Lucas. Neither Vandewater or Lucas is specifically advocating TV watching for young children. Instead, they’re just acknowledging that it does occur and that there’s currently no evidence to prove that it’s harmful. Lucas said to be helpful, TV needs to be put into context for children. â€Å"Unsupervised, passive watching probably isn’t helpful, but educational media — when watched with parents or another caregiver — could be helpful,† he said. Both Vandewater and Lucas were concerned about the growing trend of TVs in children’s bedrooms. Most often, parents interviewed in the study said they put a TV set in their kid’s room because it freed up other TVs in the house for parental use. â€Å"There is a growing body of literature showing that TV in the bedroom is related to a host of negative outcomes. I would strongly urge parents not to put TV in a child’s bedroom,† said Vandewater. â€Å"There’s this belief that TV is helpful to children and may soothe them, but TV activates the brain and actually makes it more difficult to sleep,† explained Lucas. Vandewater’s final advice? â€Å"Media is a treat. Like any other treat, it’s best in moderation. † HealthDay Copyright (c) 2007 ScoutNews, LLC. All rights reserved.

Causes And Effects Of Deforestation In Myanmar Environmental Sciences Essay

Harmonizing to the Food and Agriculture Organization of the United Nations U.N.FAO, there are about 31,773,000 hour angle hectares or 48.3 of woods in Myanmar. An norm of 372,250 hour angle or 0.95 % of wood have been lost yearly between 1990 and 2010. The organisation states that within the period of 20 old ages ( 1990-2010 ) , around 7,445,000 hour angle or 19.0 % of the entire wood has been cleared in Myanmar. Myanmar is one of the top 10 states that are go oning highest deforestation rate in the universe, and its rank is seven. The Rangoon-based Biodiversity and Nature Conservation Association ( BANCA ) alerts that Myanmar is run intoing a deforestation crisis because of natural catastrophes ( hurricanes, inundations, drouth and fires ) , human activities ( logging, slash-and-burn agribusiness, cutting trees for fuel, mining operations, dike edifice, uncluttering land for farm animal graze and oil extraction ) and overpopulation. If deforestation can non be controlled by authorities, the consequence could be really black. It has negative impacts on environmental debasement and direct biodiversity loss. Exporting lumber and human population are the chief causes of deforestation in Myanmar. The Global Witness Non-Governmental Organization ( NGO ) manipulated that Myanmar shipped at least one million three-dimensional metres of lumber into China in 2002. Between 2010 and 2011, authorities exported 864,000 metric dozenss of lumber and got US $ 600 million from it. Furthermore, harmonizing to the UN FAO study that Burma ‘s rural populations of around 70 % or at least 30 million rely on woods for their basic demands in 2009. Government and people do non aware if they cut a batch of trees for their net incomes ; it will impact on ecosystem and go on a batch of natural catastrophe in Myanmar. The intent of this paper is to demo causes and effects of deforestation in Myanmar. In peculiar, the impact of clime alterations is really serious job in Myanmar due to deforestation. This paper will discourse the programs of authorities to work out these jobs, and it will besides supply some possible suggestions to protect the woods.1.0 CausesThe significance of deforestation is cutting, uncluttering and taking of trees for assorted grounds such as logging, slashing-and-burning agribusiness, uncluttering land for farm animal, constructing dike. Sometimes, natural catastrophes can highly destruct woods. For case, Cyclone Nargis destroyed a batch of trees in Myanmar on 2 and 3 May 2008. Myanmar is developing state, so the authorities and people are highly depend on woods. They cut down a batch of trees for assorted grounds, but the chief point is for short-run economic benefits ( Putatunda, 2011 ) . Deforestation can be caused non merely human activities, but besides natural catastrophes. In Myanmar, authorities exports a batch of natural resources to other states, but they got more money by exporting lumber. Harmonizing to the parliamentary Natural Resources and Environment Conservation Committee, Myanmar exports a batch of teaks by legal or illegal. The London-based Environment Investigation Agency claims that Myanmar exported 1.6 million tones of teak per yearly to neighbouring states such as India, China, Bangladesh, Thailand and Malaysia. hypertext transfer protocol: //www.itto.int/files/user/mis/mis % 20charts % 20homepage/snap20111201.gif The bureau states Myanmar got $ 5.7 billion by exporting 18 million three-dimensional metres of wood log between 2000 and 2010. Harmonizing to statistics, Myanmar has more than 16.32 million hectares of wood, and the country of teak is 24,300 hectares while the country of hardwood is 324,000 hectares. In Myanmar about 1.98 million three-dimensional metres of hardwood and 283,000 three-dimensional metres of teak are used in Myanmar per one-year. As a consequence, cutting a batch of trees for exporting is endangering Myanmar woods. Overpopulation affect on woods because they destroy a batch of trees for their net income. In Myanmar, the population is increased about one million yearly. The population Myanmar is 54,584,650 in 2012.According to UNFAO, 70 per centum of the Myanmar people live in rural country, and they rely on woods for their basic demands and nutriment and income. Similar to Indonesia, people who get less than US $ 1 cut trees to acquire a few income for short-run ( Stolle, 2008 ) . Deforestation can be caused by non merely semisynthetic, but besides natural catastrophes. In Myanmar, forest fire is one of the chief jobs to destruct woods. Union of burma lost up to 10 dozenss of forest fuel because of forest fire. As a consequence, every 30 to 70 dozenss of top wood dirt are destroyed in Myanmar. Myanmar is confronting natural catastrophes such as cyclones, landslides, temblors, tsunami, fire and drouth. They are besides existent menaces to Myanmar ‘s environment.EffectssBurning trees and uncluttering forest highly affect on environment. A batch of nursery gases including C dioxide are emitted from deforestation. Hence, the temperature of planetary is lifting, so climate alterations and dirt eroding go on in Myanmar.2.1 Climate ChangesA batch of natural catastrophes are endangering Myanmar ‘s forest such as cyclones, temblors and inundations ( Moe, 2009 ) . Cyclone Nargis destroyed trees and support of people more than temblor and inundations. Cyclone Nargis was the top deadliest and most acerb tropical cyclones to of all time strike Myanma r ( The New York Time, 2012 ) . The cyclone notably affected a sum of 37 townships. The UN predicts more than 2.4 million people were affected by Cyclone. Harmonizing to official figures, 53,800 were losing, and 84,500 people were killed. It besides destroyed a million estates of rice Paddies, trees and killed three-quarterss of the farm animal with its saltwater rushs.2.2 Soil eroding and dirt birthrate lossIn Myanmar, dirt eroding is one of the most serious jobs, and authorities can non be controlled until now, so the agricultural merchandises of Myanmar are falling. The birthrate of the dirt will cut down if the surface dirt is eroded, and it can turn agricultural land into desert land. To forestall dirt eroding, Myanmar should continue woods and grasslands. If soil eroding can non be preserved, it will take to deluging. Weather and agricultural experts argue that they get 4 inches of rain from the inundation countries, but deluging jobs ne'er go on with this sum of rainfall in t he yesteryear. Not merely alimentary depletion but besides ecological, societal and economic job can be happened because of dirt eroding.SolutionsA batch of natural catastrophes are endangering people in Myanmar. Most catastrophes are caused by deforestation. So, the authorities are seeking to cut down deforestation. They have three programs for that. First of all, they will wholly censor exporting lumber to other states in 2014 ( William Boot, 2012 ) . However, it is hard to halt illegal logging and exporting to China. The ground is China ‘s boundary line is really close with northern portion of Myanmar. Most hapless autochthonal people are trusting on wood for their basic demand. Although the authorities does non let to cut trees, they may make go on, but their strategic is a few positive effects on halting illegal logging and exporting to non merely China but besides other states. The 2nd is re-afforestation. Every June or July, the authorities order to works trees in the w hole state. Furthermore, the authorities has dictated its citizen between the ages of 11 and 60 must works five trees per yearly in China. The authorities references that the consequence of their plan is they have been planted at least one billion trees since 1982. Although the authorities of China ‘s program win, in Myanmar, their programme failed since after seting trees, cipher attention about them. In the people ‘s head, their duty is merely seting trees. The last scheme is coaction with UN organisation. It established The National Commission for Environment Affairs ( NCEA ) which purpose is to back up the environmental protection and cut down the environmental debasement. The authorities expects this coaction can forestall deforestation in Myanmar. The best solution is giving occupation to hapless people. If they have adequate money for their basic demand, they will non destruct the woods. They will non care how many catastrophes happen and the authorities announces the regulations because money is more of import than retaining the environment for them. Furthermore, recycling and recycling points are besides the best solution. For illustration, industries are utilizing a batch of bamboo to bring forth paper. If people and pupils reuse the recycling paper, they may cut down utilizing bamboo. These solutions may worsen deforestation in Myanmar.DecisionIn decision, Myanmar was covered a batch of woods in the past, but today, the coverage of woods decreased significanly in Myanmar. Exporting teaks and overpopulation are the chief causes to be confronting deforestation in Myanmar. Myanmar is hapless state, so authorities budget depend on exporting teaks to other states. About 283,000 three-dimensional metres of teak and 1,98 0,000 three-dimensional metres of hardwood are used for exporting in Myanmar per twelvemonth. Increasing population is besides the chief job. Approxima tely one million people are incresing per yearly. Most of them are hapless, so they rely on woods for their basic demands. The consequence of destructing woods is breathing a batch of nursery gases. As a consequence the temperature is lifting, and it affects on clime and dirt of Myanmar. By altering clime, a batch of natural catastrophes are go oning in Myanmar such as Cyclone Nargis, temblors, inundations and drouth. Cyclone Nargis destroyed a batch of trees and affected more than 2.4 million people, and it was nightmare for people. Myanmar has no many good topographic point for agribusiness due to deforestation. Government tried to work out deforestation, but it did non impact on the job. Reducing unemployments and recycling points may forestall destructing the woods. If the authorities can non command deforestaionthe, a batch of utmost natural catastrophes will happen in Myanmar. If there is no adequate trees, the temperature will be higher and higher, and the decease rate of peo ple will aggressively increase in hot season. Health jobs and economic system jobs will besides go on. It is believe that if there is no trees, animate beings can non last. If there is no animate beings, all people can non besides survive. By keeping the environment, the universe will be beautiful.

Free Essays on Outsidedoesnt Matter

The Outside Doesn’t Really Matter Two backyards, both filled with the same laughter, In Ames, where we regress to preschoolers. From toddler hood to now, we have to play. Where different races don’t exclude. We play from the break of morning, To the emptiness of nighttime. Our moms yell for us, â€Å"Just one more minute, pleeeease!!!!† â€Å"Tomorrow,† she says, we can’t wait that long! We both go to bed the same way. We look out our glass-pained windows, Waved to one another from so far away, We close our eyes just waiting for tomorrow. We play with anyone, no matter what they look like, Why can’t our parents be more like us? Prologue Two households, both alike in dignity, In fair Verona, where we lay out scene, From ancient grudge break to new mutiny, Where civil blood makes civil hands unclean. From forth the fatal loins of these two foes, A pair of star-crossed lovers take their life, Whose misadventured piteous overthrows Doth with their death bury their parents’ rage, Which, but their children’s end, naught could remove, Is now the two hours’ traffic of our stage, The which if you with patient ears attend, What here shall miss, our toil shall strive to mend.... Free Essays on Outsidedoesn't Matter Free Essays on Outsidedoesn't Matter The Outside Doesn’t Really Matter Two backyards, both filled with the same laughter, In Ames, where we regress to preschoolers. From toddler hood to now, we have to play. Where different races don’t exclude. We play from the break of morning, To the emptiness of nighttime. Our moms yell for us, â€Å"Just one more minute, pleeeease!!!!† â€Å"Tomorrow,† she says, we can’t wait that long! We both go to bed the same way. We look out our glass-pained windows, Waved to one another from so far away, We close our eyes just waiting for tomorrow. We play with anyone, no matter what they look like, Why can’t our parents be more like us? Prologue Two households, both alike in dignity, In fair Verona, where we lay out scene, From ancient grudge break to new mutiny, Where civil blood makes civil hands unclean. From forth the fatal loins of these two foes, A pair of star-crossed lovers take their life, Whose misadventured piteous overthrows Doth with their death bury their parents’ rage, Which, but their children’s end, naught could remove, Is now the two hours’ traffic of our stage, The which if you with patient ears attend, What here shall miss, our toil shall strive to mend....

Spaghetti Bridge Essays

Spaghetti Bridge Essays Spaghetti Bridge Essay Spaghetti Bridge Essay Designing an efficient model bridge structure, using cardboard, string and spaghetti, that can hold as much weight as possible.Background informationBridges are structural assemblies that are intuitively associated with rivers and natural obstacles however, bridge forms are present in many other structures. An ordinary shelf has similarities to a bridge. As a further example, structural form of Thames bridges in London was considered. In all cases structures need to be specially designed to respond to different loading conditions that can occur. The predominant load on a road bridge across the river is lateral from traffic but side, lateral, load can also occur (from wind, or impact from passing boats, etc.). Different structural options can be used but, most frequent, simple systems, are beams and trusses. Both systems have drawbacks. Due to their large area trusses can be subject to large side forces and beams can be heavy.MethodThe mass of cardboard was recorded. The bridge was co nstructed by spaghetti, string and hot melt glue. After construction the mass of the bridge was recorded. The bridge was loaded until it was collapsed. The support for the bridge shall be from the top of the level surfaces. The edges of the level surfaces could not be used in any way for support. The bridge was judged based on the ratio of the maximum load held before collapsing compared to the weight of the bridge. The efficiency of bridge was calculatedEfficiency = Fmax /WWhere Fmax is the maximum load, which was sustained for at least 10 seconds and W is the self-weight of the bridge.