Teenage Suicide free essay sample

An examination of the phenomenon of teenage suicide through the use of a review of Dr. David Lesters book, The Cruelest Death: the Enigma of Adolescent Suicide. This paper uses this book as its main source to examine the trend of suicide among adolescents. By using two case studies, this paper explores the helplessness that some teenagers feel and how they resort to this final desperate measure. The paper compares trends between males and females and older and younger teenagers. It also examines psychological disorders which lead to suicide such as depression. Dr. David Lesters book, The Cruelest Death: the Enigma of Adolescent Suicide, presents alarming findings of fact about the third leading cause of death in the USA among those below 24 suicide. It points to the recent and dramatic rise in the incidence of the last 20 years as suggestive of an epidemic (Lester 1993) that warrants greater attention and sobriety among those who can and should do something about it. We will write a custom essay sample on Teenage Suicide or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is a frank inquest into the social phenomenon by providing information support to theory, research, management and intervention helpful to professionals particularly clinicians, crisis workers and parents and the entire family with greater insights that can help them device more effective, responsive and successful strategies in the clinic, school and at home, all with the end-view of reversing the trend.

Celebrate Holidays and Special Days in February

Celebrate Holidays and Special Days in February Calendars: January | February | March | April | May | June |July | August | September | October | November | December Celebrate a holiday or special day every day in February. Learn about holidays you never heard of. Be sure to check back every day for recipes, crafts, games and lots more fun things to do. Enjoy! February Icons - These icons match the events on the February Fundays Calendar. They are designed to be used as each event is learned about. The icons can be glued onto the February Coloring Calendar. February Seasonal Specials: Black History Month - Famous Firsts PrintablesDental Health Month PrintablesWinter Fun; Winter PrintablesGroundhog Day Printables Valentines Day Fun: Valentines Day PrintablesValentines Day CardsPrintable Valentines Day Coupon Book for KidsValentines Day PoemsValentines Day TeaValentines Day Fun February 1 - Robinson Crusoe, Space Shuttle Disaster and Baked Alaska Robinson Crusoe DaySpace Shuttle Columbia DisasterNational Baked Alaska Day February 2 - Groundhogs, Zeppelins and Treaties Groundhog DayZeppelin Crashes into North SeaTreaty of Guadalupe Hidalgo Signed February 3 - Voting, Income Tax and Carrot Cake 15th Amendment RatifiedIncome Tax BirthdayNational Carrot Cake DayElmos Birthday February 4 - Lindbergh, Washington and Galoshes National Stuffed Mushroom DayCharles Lindberghs BirthdayFirst US Presidential ElectionSnickers Candy Bar 1st For Sale February 5 - Weather, Mexico and Family Leave National Weatherpersons Day; Weather PrintablesMexico: Constitution DayFamily and Medical Leave ActHank Aarons Birthday February 6 - Reagan, Massachusetts and Babe Ruth Ronald Reagans BirthdayBabe Ruths BirthdayMassachusetts DayNational Frozen Yogurt Day February 7 - The Beatles, John Deere and Spacewalk The Beatles Tour AmericaJohn Deeres BirthdayFirst Untethered SpacewalkCharles Dickens BirthdayNational Fettuccine Alfredo DayJohn Deeres Birthday February 8 - Boy Scouts, Radios and Kites Radio Installed in White HouseKite Flying DayBoy Scouts Day February 9 - Harrison, Hershey and Toothaches William Harrisons BirthdayHersheys Chocolate Founded; Chocolate PrintablesToothache DayThe Beatles make first live TV AppearanceNational Bagels and Lox Day February 10 - Umbrellas, Fire Extinguishers and Swimming Umbrella DayFire Extinguisher PatentMark Spitz BirthdaySchool Day February 11 - Edison, Inventors and Japan Thomas Edisons BirthdayNational Inventors DayJapan: Foundation DayDont Cry Over Spilled Milk Day February 12 - Abraham Lincoln, First Ladies and Savannah Abraham Lincolns BirthdayLouisa Adams BirthdaySavannah Founded February 13 - First Ladies, Magazines and Germany Bess Trumans BirthdayFirst Magazine PublishedGerman ReunificationPenicillin 1st Used On Humans February 14 - Valentines Day, States and Ferris Wheels Valentines Day Activities - Printable Valentines Day Cards and ActivitiesArizona Admission DayOregon Admission DayFirst Presidential PhotographFerris Wheel DayRead to Your Child Day February 15 - Susan B. Anthony, Galileo, Sutter and Gumdrops Susan B. Anthonys BirthdayGalileo Galileis BirthdayJohn Sutters BirthdayNational Gumdrop Day February 16 - Studebakers, Helicopters and King Tut Studebaker Company FoundedFirst 911 CallKing Tuts Burial Chamber Unsealed1st Commercial Helicopter FlewNational Almond Day February 17 - Kindness, Sardines and Crabs Random Acts of Kindness Day/WeekFirst Canned Sardines PackagedChampionship Crab Races DayMichael Jordans Birthday February 18 - Pluto, Statue of Liberty and Vacuums Presidents Day:George WashingtonAbraham LincolnPluto DiscoveredStatue of Liberty Design PatentVacuum Cleaner PatentedNational Crab Stuffed Flounder Day February 19 - Lincoln Boyhood, Phonograph and Internment Lincoln Boyhood National Park EstablishedEdisons Phonograph PatentedJapanese American Internment February 20 - Post Office, Figure Skating and Cherry Pie U.S. Post Office Department CreatedYoungest Figure Skating Gold MedalistNational Cherry Pie DayJohn Glenn Orbited the EarthToothpick Patented February 21 - Presidents, Monuments and Telephone Books President Nixon Visits ChinaMardi Gras DayWashington Monument DedicatedFirst Telephone DirectoryNational Sticky Bun Day1st US Brain Operation February 22 - George Washington, Popcorn and Boy Scouts George Washingtons BirthdayPopcorn Introduced to ColonistsFirst Presidential Radio BroadcastRobert Baden-Powells Birthday February 23 - Gutenberg Bible, Iwo Jima and Tennis Gutenberg Bible Mass-producedIwo Jima DayTennis DayNational Banana Bread DayNational Dog Biscuit Day February 24 - Fairy Tales, Mexico and Steam Shovels Wilhelm Carl Grimms BirthdayMexico: Flag DaySteam Shovel PatentNational Tortilla Chip Day1st Multi-Stage Rocket February 25-Revolvers, Greenbacks and Clam Chowder Six-Shooter Revolver PatentedLegal Tender Act PassedNational Clam Chowder DayHen Laid the Largest Egg February 26 - National Parks, Levis and Fairy Tales Grand Canyon National Park EstablishedGrand Teton National Park EstablishedLevi Strauss BirthdayTell a Fairy Tale Day February 27 - Polar Bears, Leaning Towers and Strawberries Tower of Pisa 1st LeanedInternational Polar Bear DayNational Strawberry Day February 28 - Republicans, Railroads and Territories Republican Party FoundedBaltimore and Ohio Railroad IncorporatedTerritory of Colorado Organized February 29 (Next Leap Year - 2012) Leap Year DayHank Aaron Signs Record-breaking DealEisenhower Seeks a 2nd Term

Emerging Technology Case Studay Study Example | Topics and Well Written Essays - 750 words

Emerging Technology Studay - Case Study Example Today, the major challenge of security officers is what to do with hypothetical attacks? Basically, these security attacks differ from using modern and innovative ways and tools of using standard weapons to making use of extraordinary technologies such as lasers to launch attacks. In this scenario, it is the responsibility of security planners to derive organized and justifiable ways to make a decision which hypothetical or unusual threats to worry about and how to prioritize among them (Jackson & Frelinger, 2009). This paper discusses some of the major security risks associated with cloud computing. This paper will also suggest the ways to deal with these issues. Cloud Computing Risks and Solutions Without a doubt, cloud computing is not only changing but also modernizing the way information technology (IT) is used in organizations today. Additionally, the acceptance and implementation of cloud computing are absolutely accelerating and much of this is being directed by always increa sing requirements for organizations to be more flexible and reliable in addressing varying IT needs (Cervone, 2010; Alter, & Harris). Thus, the idea of our medical organization to move its IT support functions to cloud computing is feasible and effective but there are certain risks associated with this transfer. In this scenario, the major problem that our medical organization can face is that clouds are hosted and maintained globally, hence, the tools, applications and data need to comply with the laws and regulations of the host country. For instance, a number of Canadian states have acknowledged it against the law for applications in their state to be hosted in the USA for the reason that the data would then put through laws of the Patriot Act. In the same way, many tools and applications in the USA cannot be hosted out of the country due to limitations in the export of computer system technology (Cervone, 2010; Alter, & Harris). In addition, due to this, the concern in which cou ntry the cloud is located and maintained is significant to take into consideration in the perspective of concerns associated with conformity, auditability, and eDiscovery. In view of the fact that the cloud computing is a distinction in computer outsourcing, our medical organization will need to have a high degree of self-assurance in the security actions, measures and protocols of their cloud computing supplier. Additionally, our medical organization can face a wide variety of issues related to HIPPA, FERPA, PCI, GLBA however it depends on the nature of the applications and hosted location of the cloud. In this scenario, technologists have already identified and categorized a wide variety of data protection and privacy risks that organizations face while using cloud computing. For instance, in case of our medical organization it is possible that its data can be accessed by hackers, released accidentally, mixed with data from their cloud suppliers’ other customers. Moreover, our medical organization must make sure that its cloud supplier can deal with any requests for information associated with authoritarian or constitutional issues (Cervone, 2010; Alter, & Harris). In order to deal with cloud computing risks our medical organ

Technology Essay Example | Topics and Well Written Essays - 1250 words

Technology - Essay Example Ideas such as the "bigger is better" now became meaningless. And this transform paved the way for the development of smaller, faster and more reliable machines. In its initial stages, the computer was distant from the American public. Most of the American thought that computers were a sort of alien systems for which they had no use in daily life. Computer developers tried to change that idea by making their systems smaller and easy to find. As a result of this approach, computer technology became well attached to the roots of the American lifestyle by the early eighties of the 21st century. Computers were now sufficiently developed and available to satisfy customer's requirements. Ideas for computer applications were also developed and introduced new banking, entertainment and shopping practices. The development of the integrated circuit in the early 1960's made possible the design and construction of affordable computers that were very accurate and were also small enough to be deployed in an office or a classroom. The video display terminal and the multi-tasking abilities of those new computers made them a popular choice. As a result, ATM machines were introduced for the first time. The early ATM machines were not dependent on a centralized computer network; however, their popularity was on the rise. By the early 1980's, the ATM security was increased, and the machine became a public necessity in the United States. The ATM machine began to appear in different shops and stores. And by the mid eighties, 40 percent of the customers completed about 50 percent of their banking transactions using ATMs. The video game development serves as the best example of how the American entertainment routine was transformed. Steve Russell's "space war" was the first such game developed in 1962. At that time, Russell was MIT graduate student. In his game, a spacecraft was represented by two dots. The dots were controlled by two separate switches. This game became very popular all over the United States, especially among students, and it makes the beginning of the video game industry. In early 1968, "Odyssey", the first home video game system was introduced by Ralph Baer. Crude graphic lines were created by deploying 40 diodes in the system. In 1972, The Odyssey system appeared in the market and thus opened the way for competition in the field. In the same year, Nolan Bushnell announced the foundation of Atari that created the first commercially flourishing coin-based "pong". This was a simple ping-pong video game where large number scores are possible. It was first displayed in California at a club in Sunnyvale. The public was amazed. In 1977, Atari decided to enter the video entertainment market after pong's astonishing success. Their experience was not initially successful, however, the VCS or video computer system designed by Atari sold about 15 million units and thus Atari was now one of the building blocks of the American home entertainment industry. In addition to the home systems, other public consoles were designed by the company and by early 1980's over a million such systems were spread over the entire country. The American lifestyle and video games were now integrated. Computer technology also transformed the music industry. Robert Moog, a Cornell University PhD student, created the first

Paul Stultz Essay Example for Free

Paul Stultz Essay Paul Stultz, a character who has always admired me not as an individual but as a code that has the hidden formula that makes up a successful person. Mr. Stultz with his attractive traits which circles around self-motivation and persuasive attitude towards the core values, A Professional teacher and Sales Manager, he has un matched skills in both the fields. With vast experience in areas of telecommunications and a proven record in planning, management, and leadership he stand as an example that always continue to impress every bit of my existence and defines my approach on a idealistic character. The habit of always thinking out of the box has polished his abilities as an innovative thinker and effectual problem-solver who can see the big picture. During the nineties, the knowledge explosion created an exponential increase in the complexities of doing business. As mentioned his ability to predict future prospects and then set in motion to achieve them has always been thr trait that has made him stand tall among the fellows who surrounds him. Forecasting the influences of new technologies on our organization, our customers, and the marketplace with trivestiture, he identified the human factors, technology gap. Profoundly he tasked us with analyzing the systems our clients had and what would be needed to transition through the millennium change over which eventually set the grounds for developing the best possible mix which was beneficial not even for a shorter but a longer run as well. In addition, he adapts quickly to challenges and interacts effectively with all levels of business management he has the consult and tell approach and that is the key to his never ending goodwill. Finally, he is committed to professional excellence with a high level of integrity with all business interactions internal and external. Mr. Stultz’s leadership actions and skills Basics of an efficient sales person are driven by the personal persona and the ideal blend of skills and venom towards goal attainment. Mr. Stultz’s has the following note worthy traits that has made him the revenue machine for the organization on the whole. 1. Initiated contact with senior decision-makers and maintained open communication channels that were significant in cultivating sound relations with agency business leaders.  Practiced self discipline in terms of ethical rules of conduct during all oversight of presentations and proposal submission of closing high-dollar volume sales of telecom services and products. 2. He supplies the purpose and meaning; provide the energy that drives a group forward. His visionary aspect of leadership is supported with his excellent communication skills that allow him to articulate his or her vision with precision and power in a compelling and persuasive way. 3.  The degree, to which the he challenges assumptions, takes risks and solicits ideas are way exceptional. Mr Stultz with this trait stimulate and encourage creativity in their followers and analyzes the pros and cons of system solution architecture. Oversees and participates in cross functional innovation teams and conscientiously attentive to details and big picture interactions. Reconciled all interoperability and time line issues to exact accountability to the team member for the account, maximizing team achievement to president’s club three out of five years. 4. Expected team members copiously to write root cause analysis of problem and cause and effect problem solution. I n turn, he and the team interfaced with product house for service requirements, reconciled billing disputes to contracted amounts. Effective accountability of ethics in compliance of proposal response and performance of the award, Senior Vice President of Government Markets was impeccable in the senate hearings for the Census 2000 and thus concurrence with congress for best in class vendor. 5.  The inspirational leader that he is, one who can instill passion and direction to a group of individuals requires an understanding of how the psychology of a group affects the members of the group. He listens to team members, technical lead myself to hold major partners accountable for the mandated requirements and backup contingency plans for major components of proposed solution. Acted as advisor mentor to my design team and held firm the ethical while seeking clarification on all aspects of implementation schedules and performances. Spearheaded all executive presentations given to the legislature informing upper management and product house of the steps and successes. Description of how the leader’s environment shaped his or her leadership practice and style Mr. Stultz is a magnetic transformational leader who injects huge doses of eagerness into his team and gives them the venom that is very much required to achieve goals. He is very energetic in driving innovations and giving new lines of thinking of system product solutions. This can create a synergetic solution to solve a problem and empower team participant in order to have cohesive leadership should he have to leave or be moved to another division (Burns, 1978, p. 79). The belief that the most important resource that an organization possesses is the people that comprise the organization, some organizations address the development of these resources, Burns characterizes transformational leadership as a style that motivates followers by appealing to higher ideals and moral values which eventually makes the individual grow not only as a professional but as an individual as well. Mr. Stultz adopted the transformational style because of the high level and sensitive nature of his work with huge corporations and the government while being a Colonel with the Army National Guard. The degree to which the leader behaves in admirable ways that cause followers to identify with the leader the bond that eventually allows the fellow employees to work out of the blue for the leaders. Charismatic leaders display convictions, take stands and appeal to followers on an emotional level. This is about the leader having a clear set of values and demonstrating them in every action, providing a role model for their followers This style includes an emotional component, which includes: qualities of transformational leadership include communication of clear vision of the organization to perform above the norm and to think outside of the box. Mr. Stultz’s degree to which he articulates a vision that is appealing and inspiring to his followers and the inspirational motivation that he injects in his employees challenge give them high standards, communicate optimism about future goals, and provide meaning for the task at hand. Technology, new innovations and the need to have the cutting edge systems demands this proactive collaborative problem solving approach to develop research and bring to market innovative products. Entwined in this leadership style is a charismatic intellectual push for excellence with emotional ties to the leaders mission. Perception of the leader by the followers is key to the adoption of the leaders values. Current statistics show state that 90% of companies are in a product innovation and service organization (O’Regan 2007). Mr. Stultz’s work environment shaped this democratic approach because, as a person from a large family, he had learned to depend on new ideas coming from other people, he has always been a firm believer of a win win approach where the employee always tend to feel that he is not there just to earn revenue for the company but consider himself as the back bone of the organization, he basically promotes bottom to top approach where he himself with his intellectual sound knowledge creates the win win situation for all. He knows that good ideas come from all over an organization and is not too proud to try someone else’s ideas; and he is more than willing to give credit to those who innovate the ideas. Burns (1978) discusses how leaders’ influence on their subordinates is â€Å"based on their shared sense of what is important, worth doing well, and expending energy on it† (p. 79). One of the hallmarks of Mr. Stultz’s leadership is his high moral ethics and his ability to prompt team members to reach beyond their comfort zone to achieve superior goal attainment things. As demonstrated earlier in this paper, Mr.  Stultz and his team have successfully negotiated huge contracts and accomplished exceptional goals with this leadership formula. Regarding Mr. Stultz’s environment, the increasing dependence on information technology in the business arena and globalization realities have led to an increased focus on performance metrics over the past 15 years. His ability to forecast the future and adopting to the ever changing situation along with his adaptation with new technologies has always kept him with track records of achieving all that seemed impossible before him. Companies are making radical and fundamental changes to the way in which they conduct business to meet customer needs, stay competitive and position themselves in the technical revolution his idea of customer satisfaction is basis of bringing more business then by promoting services through advertisements has led to more cash inflows then ever before. Leaders such as Mr. Stultz have revised their strategies, restructuring their organizations and redesigning their business processes to meet these new challenges. New possibilities are emerging which already show a powerful impact on meeting innovative solutions to achieve cutting edge success of clients and this contribution brings the synergy and financial growth of the sales team (O’Regan 2007). How this person influenced your personal leadership style My experience and success is due to my emulation of Mr. Stultzs management style, and his mentoring of me during my association with him. After working for Mr.  Stultz, I acquired a repertoire of leadership and organizational skills that I have found to be crucial to my personal success he made me digest the moxt complex ways of handling humans with just a simple formula of †giving importance† the basic want of humans I have learned that a true leader inspires his or her team constantly with a shared vision of the future. The degree to which he attends to each followers needs, acts as a mentor or coach to the employees and listens to the there concerns and needs. This also encompasses the need to respect and celebrate the individual contribution that each of us an make to the team (it is the diversity of the team that gives it its true strength). Transformational leaders are highly visible, and spend great deal of time communicating. While performing as the lead Technical data sales executive, my responsibilities included serving as the expert organizational catalyst activating the integrated voice / data project for the Bureau of the Census in addition to deploying the TQA and JHL programs. I was also designated to work with diverse personalities productively of internal/external technical groups to ensure that the technical, product house and industry partner issues were addressed properly. My responsibilities also focused on scrutinizing various interoperability protocols to prevent a myriad of potential problems and subsequently initiating guidelines for preventive action that would circumvent malfunctions and defects. As a consequence, I initiated a mosaic of complex solutions throughout the entire project and managed the on time project timeline processes to ensure the Implementation Team’s successful partner link with multi industries for census 2000 two toll free networks. I also used transformational motivational persuasion and skills propose, win and negotiate web services for the SSA White House Initiative, Seniors. gov. I initiated negotiations with support of my executive team and compiled the design and developed an array of complex reliability and disaster recovery network solution and implementation timelines to track and deliver the project in a timely manner in compliance with preset White House requirements. My innovative solution was picked ahead of other higher-ranking bids for my ability to â€Å"see the big picture† while managing the interoperability details for seamless integration of services. Mr. Stultz emphasized the need to be clear and concise in negotiating with client, operations and product development. He provided feedback to empower me in developing PowerPoint presentations and concise meeting minutes to illustrate complex, abstract award requirements that in turn were modified as executive briefings. Timely communication to key stakeholders, both internal and external, required disciplined ethical leadership skills to maintain high standards and sensitivity to political situations inside and outside the company I gained confidence to lead team members cross functionally to feel in control of their own destiny, such as the promotion they desire, and achieve technical excellence certifications and thus they are motivated to work hard by more than just a financial reward. As innovation takes time, this approach led to presidents club and vendor of the year for three out of five years and our results were best in class (Burns, 1978, p. 78). The approach can be most suitable where team working is essential, and quality is important to have speed to market and productivity while making profit (Burns, 1978). The main skill set I have learned from Mr.  Stutz’s mentoring is that a comprehensive transformational leadership requires emotional synergy which carries over into customer satisfaction and the employees model service and work above normal job objectives to excel (Densten, Iain, 2006). His persuasive nature has made me learn the tactics that are there to efficiently manage a chunk of individuals and make them perform to their outmost with a motive of supporting there leader rather then with a motive to secure there jobs. Once products are innovated, I have learned behavior that mirrors a continuum between transactional and transformational. A marriage between mature products and active transactional leadership is balanced while transformational beta product development leads the organization to future innovations. Honoring confidentiality, handling situations appropriately and with discretion my transfomational leadership has successfully achieved the financial, emotional technical, and quality health of the leaders, peers, followers and customers (Brymer, 2006).

Utilitarianism Essay -- Ethical Issues, Physician Assisted Suicide

The United States flag stands to the world as a signal of freedom and most importantly choice. The constitution gives our citizens that right to choose how to live life, how to use our liberty, and how to pursue our own happiness. But what happens when a citizen decides to opt for no life? Is that not a choice? This is the argument for one of the most controversial questions of the past decade, should assisted suicide be deemed legal in the United States? The root of the controversy is the involvement of medical community in such a choice. I will look to find a not an answer but guidance to determine if assisted suicide is an ethical choice. While the issue has no answer that would make both sides of the issue content, Utillitarism and relative ethics can help clear the ethical issue at hand. The utillatirist perspective will help explain how the outcome of physician assisted suicide helps a population with a certain end benefits and changes the quality of life of a person who is on a tight schedule to meet a certain death. Relativism will explain how the circumstances that the human being that benefit from assisted suicide call for a dignified ending. Utilitarianism will have us look at the outcome of an action as the guiding principle to deem something ethical or unethical (Moser, 2010). The outcome of actions is in a sense the harm or benefit that will remain after it is all said and done. Realistically we cannot expect to find an answer to the question of ethics pertaining to physician assisted suicide. Perhaps the most important aspect to understand about physician assisted suicide is that this choice is guided not to the common person that has just gone through a rough patch and cannot see the end. This choice is directed... ...he legalization of physician assisted suicide. Not to ignore the wishes of the medical community, we must focus on the wishes of the patient. Again physician assisted suicide is not a way out of a bad situation is a way to approach the inevitable. It is to be held relative to the individual’s personal wishes and medical history and prognosis. No one situation is the same and every single patient needs to be treated accordingly to their own situation. There is not simple answer to this, but we must move forward to help the majority in a dignified way relative to their own special situation. Imagine a fragile person whose color has turned an ash white, hair gone, constantly sick to their stomach, unable to do the most simple of task like hugging their loved ones. How can a heart condemn a human being for wanting to be remembered as more than that in their last days? Utilitarianism Essay -- Ethical Issues, Physician Assisted Suicide The United States flag stands to the world as a signal of freedom and most importantly choice. The constitution gives our citizens that right to choose how to live life, how to use our liberty, and how to pursue our own happiness. But what happens when a citizen decides to opt for no life? Is that not a choice? This is the argument for one of the most controversial questions of the past decade, should assisted suicide be deemed legal in the United States? The root of the controversy is the involvement of medical community in such a choice. I will look to find a not an answer but guidance to determine if assisted suicide is an ethical choice. While the issue has no answer that would make both sides of the issue content, Utillitarism and relative ethics can help clear the ethical issue at hand. The utillatirist perspective will help explain how the outcome of physician assisted suicide helps a population with a certain end benefits and changes the quality of life of a person who is on a tight schedule to meet a certain death. Relativism will explain how the circumstances that the human being that benefit from assisted suicide call for a dignified ending. Utilitarianism will have us look at the outcome of an action as the guiding principle to deem something ethical or unethical (Moser, 2010). The outcome of actions is in a sense the harm or benefit that will remain after it is all said and done. Realistically we cannot expect to find an answer to the question of ethics pertaining to physician assisted suicide. Perhaps the most important aspect to understand about physician assisted suicide is that this choice is guided not to the common person that has just gone through a rough patch and cannot see the end. This choice is directed... ...he legalization of physician assisted suicide. Not to ignore the wishes of the medical community, we must focus on the wishes of the patient. Again physician assisted suicide is not a way out of a bad situation is a way to approach the inevitable. It is to be held relative to the individual’s personal wishes and medical history and prognosis. No one situation is the same and every single patient needs to be treated accordingly to their own situation. There is not simple answer to this, but we must move forward to help the majority in a dignified way relative to their own special situation. Imagine a fragile person whose color has turned an ash white, hair gone, constantly sick to their stomach, unable to do the most simple of task like hugging their loved ones. How can a heart condemn a human being for wanting to be remembered as more than that in their last days?

Mcdonalds Cross Culture

As the world's population Increases and we become a Global society due to the increase In technology, more and more companies are doing business on a global scale. As business Increases Individuals Involved In cross border business alliances have had to have a greater understanding of other cultures to aid in the sustainability of business relationships.From the way business is conducted in other cultures to the way organizations are structured, an understanding of these cultures will inevitably help build businesses and provide positive aspects and a greater willingness to interact from the other ultras we aim to do business with. With the Increase In technology, global working and commuting, countries like England, which has a vast cosmopolitan society, has a greater awareness of other cultures.This Is due to the way we interact as friends, the sharing of other countries foods and the embracing of all that Is good In other cultures Is a rich source of the cross cultural awareness a nd understanding. We now look at the way McDonald's has managed to create a global empire that has taken into account other cultures and how this has aided the Corporation to become major global fast food retailer.Aims and Objectives * Identification of issues In Cross Cultural Organizations * Evaluation of diversity of workforce In various countries ; Analysis of the theories related to Cross Cultural Management * To take a look at the management skills required in a Cross Cultural Organization * To explore and identify the skills, attributes and knowledge needed to be a manager in a cross cultural environment * To look at management approaches for breaking emerging markets * Identify a Strategy for Cross Cultural Organizations Methodology me oenology uses Tort Investigating tons case study was purely researcher Vela secondary research.This included reading books, Journals and websites Culture What is Culture? ‘The sum total of knowledge, attitudes and habitual behavior patte rns shared and transmitted by the members of a particular society Ralph Linton 1940 There are various types of cultures in society, some are listed below: Corporate Culture This is the classed as organization culture or the way an organization does things and how they expect things to be carried out. Sub-culture This is a group having social, economic, ethnic, or other traits extinctive enough to distinguish it from others within the same culture or society.Multicultural This is classed as pertaining to, or representing several different cultures or cultural elements for example a multicultural society. Culture Shock This is the state of bewilderment experienced by an individual who is suddenly exposed to a new, strange, or foreign social and cultural environment. Cultured This is a person who has an awareness of other cultures and may have experienced diversification of cultures first hand. A person who is educated through life experiences rather than by studying academically.Use c ulture shock in a Sentence See images of culture shock Search culture shock on the Web Logistical and Managerial Issues for Cross Cultural Organizations Charles Handy in his book Understanding Organizations (1993) refers to organizational cultures as tribes saying: ‘The greater the size of an organization, the greater the amount of tribes. ‘ The primary problems that may be encountered when dealing with Logistical and Managerial issues within cross cultural organizations are: * Values * Norms * Ideas/Beliefs * Attitudes * Traditions Religion * Lifestyle * HistoryThe way one issue is handled in one country maybe handled totally differently in another country. There is a clear divide between both Western and Non-western ideas as well as society norms, values and religion. In McDonald's an awareness and understanding of other cultures has been a winning factor in the development and rise of the fast food chain. Understanding cultures of the Far East, Middle East and Europe have helped the organization develop as a leader in the field it operates within.Logistically the McDonald's have had to understand the values that are held in entries like India where it is a ‘crime' to kill and eat a cow as this is classed as a sacred and holy animal. So much so that the cow is worshipped as a provider of milk, not meat, which is quite different to the west who have beef as a staple part of a fast food menu in McDonald's and various other fast food chains. In India McDonald's employed Just one franchisee in the whole of a country that has a population that is touching the 1 Billion mark.This was due to the fact that the franchisee was a person who has lived and worked in India for over arrears and has a greater understanding f the culture than an outside westerner. This Cross Cultural awareness is what has made McDonald's such a popular brand in India since being introduced in the sass's. In addition to this the use of pork is forbad in India as the pig is c lassed as unclean or Harm by the Muslim population in India. Though only small in size, McDonald's saw this as an issue and removed pork from the menu that was due to be implemented in India.Managerial issues that are relevant in one country may not be relevant in another. For example, in England the Manager on the shop floor in McDonald's works closely tit the shop floor staff as they are seen by the Junior employees as part of a team and this is addressed in the Management training that is part of the induction as a manager. In India however the whole of society is based on a class system even though this has been outlawed since the last century. However the enforcement of this class system is self propagated and the divide between the upper and lower classes is substantial.The manager will tend to be based in an office on site and will expect his delegates to manage the day-to-day running of the franchise without the manager's continual input. This gives responsibility to the del egate but also makes them aware of the social place where they belong. The lower classes are rarely given senior Jobs despite education standards which maybe higher among individuals. The majority of lower classes will hold positions as cleaners or doormen.Cross cultural management issues don't seem to create issues logistically or managerially as the McDonald's corporation main business is not done across borders. The supply of the product is done within the franchise country where social status and norms are already understood and accepted by those being employed. Areas of Consideration Regarding Culture Douglas McGregor X & Y Theory Douglas McGregor suggests that there are two fundamental approaches to managing people: * Theory X * Theory Y The majority of managers tend towards Theory X, and generally get poor results.Lifted and more conscious managers use Theory Y, which produces better performance and results, and allows people to grow and develop. Theory X (Authoritarian Manag ement Style) * Most people dislike work and will avoid it they can. * As a consequence of the above statement most people must be forced with the wreath of punishment to work towards ‘organizational' goals and objectives. * Most people prefer to be directed and delegated. This will avoid personal responsibility and leaves the employee relatively ambitious, and most Just want security above anything else.Theory Y (Participative Management Style) * People will apply self-control and self-direction in the pursuit of organizational objectives, without external control or the threat of punishment. * Commitment to objectives is a function of rewards associated with their achievement. * People usually accept and often seek responsibility. The capacity to use a high degree of imagination, ingenuity and creativity in solving organizational problems is widely, not narrowly, distributed in the population The McDonald's organization has a modern approach to the theory and practice of mana gement.One of the primary aspects of its well balanced management style is the majority of the management that run franchises around the world are developed through the organization rather than outside management being brought in. This is largely due to Ray Crock's theory that a person needs to be able to see the placement possibilities that are available to them. Employment mobility is an important factor in the development of a person.They need a participative management style as defined in ‘Theory Y above to be of benefit to the company and themselves Alienation via authoritative management approaches can have a detrimental effect ions TTT moral as well as Atlanta gal. Tort ten Dustless Owe to lack AT reoccurring business as customers can pick up on a poorly run and unenthusiastic workforce. Abraham Mascots Hierarchy of Needs Abraham Mascots hierarchy of needs has been used as a basis by many academic scholars within the study of motivation.They are adaptations of Mascots t heory that include additional tiers within the model, however the original concept devised by Moscow is solely inclusive of the five tiers listed below, from top to bottom: * Self Actualization – Personal growth and fulfillment * Esteem Needs – Achievement, status, responsibility, reputation * Belongingness ; Love Needs – Family, affection, relationships, work group * Safety Needs – Protection, security, order, law, limits, stability * Biological and Physiological needs – Basic life needs, air, food, drink shelter, armor, sleep, sex etc Mascots theory sees the lower part of the needs, Biological and Physiological as needs that need to be satisfied first, once these have been satisfied only then can the needs further up the scale or pyramid be satisfied.Self actualization at the top can only be fulfilled if the lower parts of the scale are satisfied, if these aren't satisfied the satisfaction of the upper tier become irrelevant. Modern organization are now realizing that sustained success is achievable. Once it is realized that the unequivocal support giving to employees will help achieve the Eng term fulfillment, and will help them realism their own personal potential. Managers need to understand that the Biological & Physiological needs need to be fulfilled so that a person can start satisfying needs, the basics of life need stability for a person. Then moving up the pyramid only then can a person start thinking about their ‘Esteem and Self Actualization needs'.This however may vary in countries like India, Pakistan and other poorer countries, where all of the lower needs may not be fulfilled due to lack of finances and thus the Esteem & Self Actualization needs may be stronger through the adversity of being poor and wanting to succeed and develop. A manager for McDonald's need to have an understanding of his employees needs and empathic with their situation particularly in Asian countries where the divide in classes i s evident. The manager needs to motivate and manage even through everyday adversity to ensure that a person has a sense of belonging and that the TTY Is Torment Vela ten employment. On a more senior level regarding area management or even continent management a manager needs to understand that-?:Strategic Decisions are made for what is best for both the Customer and the Employee, and also the management style has to take into account and be consistent with a customer and employees diversity of cultures and values. They need to have a caring approach towards company as well as the employees. The senior manager needs to inspire trust among their workforce and have a greater understanding of the multicultural cosmopolitan world that we live in today. Strategic decisions need to be made by taking into account the recipient countries culture and the manager must use this to act and develop constructively when immunization across borders. The transferring of this knowledge needs to be use d when doing business in an organization that is building on a global scale and that crosses national borders and diversity of cultures.Challenges for Global Managers Stereotyping and Ethnocentrism ‘If individuals of a specific nationality are confronted with negative rather than positive stereotypes of themselves by other nationalities these individuals will not recognize themselves in the profile made'. (Browsers ; Price 2008) Stereotyping is defined as making assumption of another culture or country through unrepresentative generalizations which have been associated with the culture and country as a whole. This can mean for instance that all Chinese eat rice and work in payday fields and that all Indians eat curry and live in big extended families. These statements are unrepresentative of the country and are classed as sweeping statements based on what a few people do.Ethnocentrism is classed as a belief in the intrinsic superiority of the nation, culture, or group to which one belongs, often accompanied by feelings of dislike for other groups Inevitability this will result in some form of prejudice and discrimination as a feeling f superiority is held by when a culture or country is Ethnocentrism. Misconstrued preconceptions and false stereotyping can have a profound effect on an individual by resulting in having a lower self esteem issue as talked about by Moscow and can result in alienation from a group. This is detrimental to both the well being of the individual as well as the wellbeing of the company. Errata Areas to De consoler By a Manager * Cross Cultural Awareness and Understanding * Knowledge of various cultures norms and beliefs * Eradication of stereotyping and addressing employee as an individual not a ultra bias * Elimination of Ethnocentrism as this can breed alienation and hatred * Development of own awareness and deletion of self prejudices Hypotheses Cultural Framework Greet Hefted is a Dutch social psychologist who carried out a pi oneering study of cultures across modern nations. This study was created in order for organizations to recognize and benefit from knowledge of how the various cultures around the world address issues and how interacting across nations with different cultures can be made easier by a greater understanding of these diverse cultures. Greet Hefted created a Framework or Dimension that helped compare the cultures from various nations and he used the below sections to help compare these nations using a Cultural Indices. â€Å"Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster. † Proof. Greet Hefted.Applying the Dimensions to Countries Around the World Confucian Dynamism Confucianism is not a religion it is a collection of pragmatic rules of daily life. â€Å"In practical terms Confucianism refers to a long-term versus a short-term orientation in life† Greet Hefted McDonald's (USA) versus Countries From around the World Austria Brazil Australia China Denmark Italy Poland As can be seen from the charts above there is a large contrast within the indices for various countries and cultures around the world when compared with the USA. Western countries like Australia show a correlation of cultures with the USA, whereas there is a large disparity between eastern and western cultures with countries like China and India.Strategies for Managers in Organizations With Cross Cultural Issues The main Strategy that should be employed to aid in organizations with Cross Cultural issues are: An introduction into ‘Equality and Diversity by ensuring that every employee has participated in a course covering this area. * Senior management should look at also how a course like the ones offered by Greet Hefted regarding his Cultural Framework can be used to help break new emerging markets. This will also help to gain a better understanding of existing established markets and how the services can be improved to gain effectiveness and efficiency. * Establish Corporate ‘Equality and Diversity Champions that will instill the values of fairness and understanding of other cultures that are part of the corporate business.Ensure that the recruitment of staff, particularly managers are done correctly and effectively by the Human Resource management department by placing an emphasis on Cultural Diversity as key criteria for selection. * Ensure that the retention of key staff is paramount for the business, particularly Equality and Diversity Champions as these are the propagators of the corporate aim to achieve cultural awareness. * Use Key indicators to help monitor the effectiveness of the Equality and Diversity course being implemented. Quantify this information to evaluate if improvements re required, whether all cultural interactions are represented by this course and monitor future and refresher courses.Conclusion when McDonald's was Torment In ten sass's an ten corporation relents were Drought out by the founder Ray Crock his main emphasis was to duplicate his franchise idea not only across the United States, but also across the world. How big this realization was at the time is quite modestly spoken about in Ray Crock's autobiography. The growth of McDonald's was done incrementally rather than a franchise explosion across the world and it was Ray Crock's values and visions that help get the brand name associated with quality. This was widely accepted as the norm in the USA and when a customer visited a McDonald's they knew what they were to receive on the menu.Breaking into the international market placed a greater emphasis of understanding cultural practices of the new franchise country, and what foods would be accepted as being part of the menu. In addition to this the senior management of McDonald's USA needed to gain a greater understanding of how the new culture they were to sell their food to would take to the menu. Adaptations had to made, and certain foods had to be removed from the menu in astern and far eastern countries. Worldwide McDonald's had a major diversification in their labor force. This diversity had to be represented in the training and practices that McDonald's employed in various countries and this was primary dealt with by continent managers of these areas e. G. Europe, Asia and South America.The staff who work in the franchises were trained according to regional customs and traditions and various foods available in the western world were seen as Harm for these countries, so adaptations had to be made. As the company grew incrementally these countries were fully researched so a ultra awareness was available to the corporation. Differences were recognized by the corporation so these had to addressed so that advertising and marketing was appropriate. Cultural sensitivity and elimination of stereotyping and prejudice had to be taken into account. Individuals from various cultures are motivated and concerned with various things that needed to be understood by the management of McDonald's to ensure that no alienation was created.