Lily's Perpective on racisim Research Paper Example | Topics and Well Written Essays - 1250 words - 1

Lily's Perpective on racisim - Research Paper Example hin the protagonists life, this brief analysis will focus upon these compliments as a means of seeking to determine an underlying truth to the way in which the storyline an individual experience of Lilly came to be differentiated. Even though the Lilly did not suffer from abject levels of rule and spiteful racism, within the instances indicated from the film, she was impacted by it at each and every level and this tacit degree of racism ultimately restricted the perspective, hopes, dreams, and realities that she was able to engage for her own life. Firstly, Lilly’s perspective is fist indicated to be formed with regards to the fact that she is forced into a state of exile and must leave her home, leave her friends, and leave all that she knows due to the fact that pervasive levels of racism during this time to find the way in which life could be experienced and the certainty of living in one location guaranteed (Riley 10). However, more specifically, the pervasive elements of racism within society are indicated throughout the film and not only restricted to the interpersonal relationships that Lilly and/or any other individual have. For instance, the impact that racism has can be felt with regards to the fact that both the Lilly and her caretaker feel like they have somehow found the promised land when they spot a jar of honey that instead of having a white person’s face upon the emblem that decorates it, instead has a black Madonna. This tacit level of acceptance with regards to the fact that society is unfair a nd unavailable to African-Americans fundamentally shift the way in which the viewer comes to integrate with the plot. Rather than merely seeing this as a tale of an individual who moves from one place to another and begins a new life that is no longer constrained by racial politics and racism, the film itself points to the fact that the fundamental corresponding theme between all of the locations within this particular movie is the fact that pervasive

Why I want to be a Nurse Essay Example | Topics and Well Written Essays - 500 words

Why I want to be a Nurse - Essay Example I believe being a nurse is more of a calling than a profession. Taking care of others has always interested me. There is something that happens within me when I help another person. I not only feel a great sense of purpose but also experience happiness in my ability to help someone in need. When you help and take care of someone; it makes you feel that you have contributed in making their life more beautiful, less painful and more hopeful, at least that’s the way I feel about it. I once heard someone say â€Å"A doctor treats a disease that a person happens to have, but a nurse treats a patient who just happens to have a disease.† There is so much suffering in this world today and since I am an extremely sensitive and compassionate young person, I feel personally challenged to contribute in whatever way I can and make a difference in this world. At present I volunteer at a local veterinary animal hospital and also a care home. I am extremely interested in geriatrics - t he branch of medicine that deals with the diseases, debilities, and care of aged persons. I believe that pursuing a career in Nursing will enable me to learn and provide professional medical assistance to these people who are in need. I am sure the nursing profession will no doubt be challenging and demanding, and that’s why I keep with me the words written by Rn Cardillo Donna (2001) where she goes on to say â€Å"When the reality of your chosen profession hits, it can be overwhelming. But never lose sight of the reason you chose to enter this glorious profession – to help others, make a difference, and make the world a better place to be. That’s what it’s all about†.

Functions of Human Resource Management

Functions of Human Resource Management Contents (Jump to) Synopsis Challenges Faced by HRM Functions of Human Resource Management Important Recruitment Factors Methods of Recruitment Selection Processes Training and Development of New Employees Retaining New Employees Appraisals Methods of Appraisal Theories of Employee Motivation Maslows Hierarchy of Needs Herzbergs Motivation Hygeine Theory Critique of Employee Theories Today New Trends in International HRM Trends in Human Resource Management Conclusion Bibliography SYNOPSIS In this assignment the author has done a detailed study of human resource management and studied in detail the functions of human resource management staffing, maintenance, motivation and training and development. In this the author has gone into details of staffing which involve the function of recruiting and selection. In motivation the author had done a detailed study of employee motivation by doing a study of theories and the author has connected these theories to his employees and has tried to find out various ways in which employees can get motivated. Then the author has done a study of employee maintenance which means to find out various ways to maintain the employees in the organization and find out various ways in which the employees can stay in the organization. The last function is training and development in which the employee has tried to find out ways of training the employees and also how does the training of employees help in the overall development of the organizati on. This assignment has altogether helped the author to understand well the importance of human resource management. As it says, the author has tried and connected each function of human resource management with the authors assignment of restaurant development and it has helped the author to understand as to what employees want and what gives them employee satisfaction. HUMAN RESOURCES Human Resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, employee relations and resource planning. Human resources is an increasingly prominent field that is taking shape throughout industries and workplaces world wide. Recognizing the fact that people are a companys greatest asset, business leaders across the globe are coming to rely more and more upon an effective management policy that applies specifically to the area of human resources. HUMAN RESOURCE MANAGEMENT The Human Resources Management is the strategic and coherent approach to the management of an organizations most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms human resources management and human resources have largely replaced the term personnel management as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is fit, i.e. a HRM approach seeks to ensure a fit between the management of an organizations employees, and the overall strategic direction of the company (Miller, 1989). HUMAN RESOURCE MANAGEMENT The Human Resources Management function provides significant support and advice to line management. The attraction, preservation and development of high caliber people are a source of competitive advantage for businesses. An effective HRM system allows organizations to address human resource issues strategically. This helps the workforce deliver high quality health services, despite internal and external challenges to the organization. A strong human resource management system helps organizations prioritize their organizational and business strategies while effectively managing the changes inherent in health sector reform and decentralization. HRM helps attract and retain competent employees, assists employees and managers in adapting to organizational change, and facilitates the use of technology to determine how and where work is done. HRM is perhaps one of the most misunderstood, but most important management systems. Employees are an organizations most important asset, as well as its most expensive: personnel costs often consume 70-80% of an organizations budget. With a strong and equitable HRM system, employees: Receive compensation that reflects their level of responsibility. Feel more motivated and understand how their work relates to the organizations mission and values. Are more satisfied with their jobs. With a strong and equitable HRM system, organizations: Are better equipped to achieve their goals. Increase the level of employee performance. Save costs through the improved efficiency and productivity of workers. improve their ability to manage change. CHALLENGES FACED BY HRM Workforce diversity As organizations become more diverse, employers have been adapting their human resource practices to reflect those changes. Many organizations today, such as bank of America, have workforce diversity programs. They tend to hire, promote, and retain minorities, encourage vendor diversity; and provide diversity training for employees. Workforce diversity requires employers to be more sensitive to the differences that each group brings to the work setting. For instance, employers may have to shift their philosophy from treating everyone alike to recognizing individual differences and responding to those differences in ways that will ensure employee retention and greater productivity. They must recognize and deal with the different values, needs, interests and expectations of employees. They must avoid any practice or action that can be interpreted as being sexist, racist, or offensive to any particular group and of course must not illegibly discriminate against any employee. Employers a lso must find ways to assist employees in managing work life issues. Contingent workers, issues and HRM All contingent workers are needed to be treated differently in terms of practices and policies. Human resource managers must make sure that contingent workers do not perceive themselves as second class workers as they are not given various amenities such as health and paid leave benefits what full time employees get. So, in this way contingent workers may tend to view their work as not critically important. Accordingly, they may be less loyal, committed to the organization or motivated at the job. When an organization makes its strategic decision to employ a sizeable portion of its workforce from the contingency works, other HRM issues come to the forefront. These include having these virtual employees available when needed, providing scheduling options that meet their needs and making decisions about whether benefits will be offered to the contingent workforce without sufficient planning. When strategic divisions are made, HRM must be an active partner in the discussions. After all, it is HRMs responsibility to locate these temporary workers and bring them into organization. Finally, HRM must be prepared to deal with the potential conflicts between core and contingent workers. The core employees may become envious of the higher pay rates and flexibility in scheduling that the contingent workers receive. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT STAFFING Staffing is the function by which managers build an organization through the recruitment, selection and development of individuals as capable employees. (Definition by Mc Farland, Management Principles and Practices, New York : Macmillan, 1979) The managerial function of staffing is defined as filling positions in the organization structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, and training of needed people. (Definition by Koontz, in L.M. Prasad, Principles and Practice of Management) Staffing is the process of acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at right positions and at right time in the organization. Staffing function is related to employment of personnel of all types managerial as well as operative in the organization. It includes a variety of activities through which an organization tries to ensure that various positions remain filled by the most suitable personnel. This function is performed by every manager in the organization like other managerial functions viz. planning, organizing, directing and controlling though they receive considerable staff assistance in performing staffing function. RECRUITMENT Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. (Definition by Werther and Davis, in Human Resources and Personnel Management, New York, McGraw Hill,1996) Recruitment is a form of competition. Just as corporations compete to develop, manufacture and market the best product or service, so they must be compete to identify, attract and hire the most qualified people. Recruitment is a business, and it is a big business. (Definition by J.S. Lord, in External and Internal Recruitment, Wayne F. Casico, 1989) Recruitment is process of creating a common platform between the employers and the prospective employees, so that both of them evaluate each other and take a decision which is mutually beneficial. The three important recruitment factors are: Job Specification It is a written statement of qualifications, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively. The first step in the program of job specification is to prepare a list of all jobs in the company and where they are located. The second step is to secure and write up information about each of the jobs in a company. Usually, this information includes: Physical specifications Mental specifications, Emotional and social specifications Behavioral specifications Physical Specifications: Physical specifications include the physical qualifications or physical capacities which vary from job to job. Physical qualifications or capacities include physical features like height, weight, chest, vision, hearing, ability, to lift weight, ability to carry weight, health, age, capacity to use or operate machines, tools, equipment etc. Mental Specifications: Mental specifications include ability to perform, arithmetical calculation, to interpret data, information blue prints, to read electrical circuits, ability to plan, reading abilities, scientific abilities, judgment, ability to concentrate, ability to handle variable factors, general intelligence, memory etc. Emotional and Social Specifications: Emotional and social specifications are more important for the post of managers, supervisors, foremen etc. They include emotional stability, flexibility, and social adaptability in human relationship, personal appearance including dress, posture, poise, features and voice required by the job. Behavioral Specifications: Behavioral specifications play an important role in selecting the candidates for higher level jobs in the organizational hierarchy. This specification seeks to describe the acts of managers rather than the traits that cause the acts. These specifications include judgments, research, creativity, teaching, ability, maturity (capable of accepting responsibility) trial of conciliation, self-reliance (self-starter sticks to own decisions), dominance (giving orders in a personal way) etc. Employee Specifications Job specifications information must be converted into employee specification information in order to know what kind of a person is needed to fill a job. Employee specification is like a brand name which spells that the candidate with a particular employee specification generally possesses the qualities specified under job specification, for example, the employee with the educational qualification of MBA generally knows the concepts, managerial skills like decision-making, inter-personal relationships, leadership etc. Employee specification is useful to find out the suitability of particular class of candidates to a particular job. Thus, employee specification is useful to find out prospective employees (target group) whereas job specification is useful to select the right candidate for a job. Job Description A Job Description is a list of the general tasks, or functions, and responsibilities of a position. Typically, it also includes to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles. Job Analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person. Methods of Recruitment The following are the different recruitment methods: Internal Search Many large organizations develop their own employees for high level jobs. This is done by posting new job openings and allowing employees to bid for the position. There is nothing inherently better about either internal or external recruitment. However, there are some advantages to internal recruitment. First, internal recruitment may lead to increased morale for employees; the organization is perceived to reward good performance or loyalty. Often, one promotion leads to another vacant position and this chain effect contributes further to increased morale. Another advantage to the firm is that Human Resource data is immediately available for any employee recruited internally. Further, the employees work habits are known and previous performance appraisals are on record. Similarly, an internal recruit will be familiar with the firm. This employee will be familiar with the firms products, clients, organizational policies, and corporate culture. Therefore, the firm might be able to save money insofar as orientation sessions for such an employee may not be necessary. Advertisements Advertisements are one of the oldest and the most popular method of recruitment. This form of recruitment is mainly used for high level jobs like maybe for a vice presidency. Blue collar jobs are hardly advertised and even if they are the company just mentions a post box number where the applicant can communicate. Much details and job specification are not mentioned. Employee Referrals and Recommendations The idea behind employee recommendations as a source of potential applicants is that the present employees may have specific knowledge of the individuals who may be their friends, relatives or acquaintances. If the present employees are reasonably satisfied with their jobs, they communicate these feelings to many persons in their communities. Employment Agencies Many organizations get the information about the prospective candidates through employment agencies. In our country, there are three types of employment agencies : public employment agency, private employment agency and management consulting firms. Campus Placements Many organizations conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes, universities and colleges. The organization hold interviews on the campus on predetermined date and candidates found suitable are called for further interviews at specified places. Professional Organizations Many professional organizations like labor unions operate placement services for the benefit of their members. These include varied occupations such as industrial engineer, psychologist and seafarer. These organizations also publish job vacancy rosters and distribute it to their members. Unsolicited Applicants The concept of Unsolicited Applicants or Gate Hiring is to select people who approach on their own for employment in the organization. This happens mostly in the case of unskilled and semi-skilled workers. Cyberspace Recruiting It provides access to a worldwide databank of jobs, on line application and information resources through the Internet. One of the benefits of Cyberspace Recruiting is the provision for swift feedback and follow up. Recruitment Alternatives This includes getting the work done through other methods such as Hiring independent contractors, outsourcing a particular department etc. For example, the banking industry will very soon outsource the clearing and cash operations of the bank. SELECTION Selection, as the name implies, picking for hire a subset of workers from the total set of workers who have applied for the job. Selections are done by comparing the requirements of a job with applicants qualifications. An attempt is made to find a round peg for a round hole. In doing so naturally many applicants are rejected. This makes Selection a negative function. The Selection process consists of 8 steps: Initial Screening Completion of Application Form Employment Tests Comprehensive Interview Background Investigation Conditional Job Offer Physical Examination Permanent Job Offer Thus, Selection process is very important as it helps in eliminating poor performers. This programme also helps in identifying people with a hobo syndrome i.e., tendency to frequently change jobs. It is a proven fact that providing potential candidates with accurate and complete information about organizational opportunities and constraints, and the job itself prevents high employee turnover. TRAINING AND DEVELOPMENT The act of increasing the skills of an employee for doing a particular job. (Definition by Edwin B. Flippo, Personnel Management, McGraw Hill, 1984) Training is a process of learning a sequence of programmed behaviour. This behaviour, being programmed, is relevant to a specific phenomenon, that is a job. The process of training begins with Socialization and ends with Organization development. Three factors which necessitate continuous training in an organization are technological advances, organizational complexity and human relations. Socialising It is the means through which an employee understands the culture of an organization. This culture includes longstanding and often unwritten rules and regulations which govern the organization and its employees. There are three stages in the socializing process : Pre arrival stage During this stage a person arrives in the organization with a set of values and expectations. Encounter stage During this stage an employee considers the difference between his expectations and the reality. Metamorphosis stage During this stage the employee discovers the changes and adapt to them. Orientation Orientation includes the activities involved in introducing a new employee to the organization and his work unit. It is not unusual to confuse Orientation with Socializing. This programme familiarises an employee with the organizations objectives, history, philosophy, procedures and rules. This helps reduce the initial anxiety faced by new employees. Employee Training Training provides a particular skill set required to do a job. The focus of employee training is on the current job requirements. Employee Development Employee development focuses on unveiling the hidden potential in the employees for future manpower requirements which might need additional competencies. Career Development Career development programs are designed to assist employees in advancing their work lives. The main focus of career development is to provide the necessary information and assessment in helping employees realize their career goals. It is the responsibility of an individual not an organization. Organization development Organization development deals with facilitating changes in the organization. The focus of organization development is to change the attitudes and values of employees according to the organizational strategic directions. Methods of Training Job Rotation Job Rotation involves movement of a manager from one job to another job, from one plan to another plan on a planned basis. The movement is not meant for transfer but, is meant for learning interdependence and broadening the perspective. This helps to develop more co-operative approach to different functions in the organization. Assistant to positions Employees which have potential are made to work under a seasoned and successful manager, often in different areas of the organization. Under the watchful eye of a supportive coach, individuals perform many special duties and serve some special duties and serve some special duties too. All this gives a wide experience to employees and they come across a wide variety of management activities and they are groomed too for assuming the duties of the next level. Committee Assignment This provides an opportunity for the employee to have a say in managerial decision making and to investigate organizational problems. It also helps in increases the employees exposure to other members of the organization, broadens his understanding and make recommendations. Lecture Courses and Seminars This is one of the oldest method of training the employees. Lecture courses and seminars offer an opportunity for managers to acquire knowledge and develop their conceptual and analytical abilities. Simulations Simulations were first introduced at the Harvard Graduate School of Business. Simulation exercises include case study, decision games and role plays. Though it is not possible to simulate the real life exactly in the learning situations, simulated training provides participants an opportunity to learn which may be useful in their actual work situations. Outdoor Training The main motive behind Outdoor Training is to teach the employees the importance of team work. Activities might include trekking, games or surviving in the jungle. The purpose is to condition the employees in various stress related situations. Learning Logs Learning logs is a mechanism which encourages a disciplined approach to learning. It can be focused only on one activity and is usually designed to encourage the writer to explain what happened, how they have reflected on this, what conclusions have they made and what future learning actions they wish to make. Self Development Groups A group of individuals involved in a series of meetings where they discuss their personal development, organizational issues, or individual work problems. Groups may begin operating with a leader who is a process expert and who can act as a facilitator. MAINTENANCE Maintenance is the last phase which puts all the activities into place which further help retain productive employees. Human resource management must ensure a safety and healthy working conditions, caring for employees well being has a major effect on the commitment. It must also be realized that any problem an employee faces in his personal life will ultimately be brought to the workplace. This calls for employee assistance programs, which help individuals deal with stressful life situations. It calls for employee assistance programs such as programs that help individuals deal with stressful life situations. It is concerned with the maintenance of employees commitment and loyalty to the organization. This includes: Employee Health Organizations are obliged to provide employees with a safe and healthful environment. Health is a general statement of physical, mental and emotional wellbeing. Safety is protection of a persons physical health. The main purpose of health and safety policies is the safe interaction of people and the work environment. Poor working conditions may affect the employee performance badly. Employees may find it difficult to work. It would be too taxing for them to work for longer hours. Accidents and injuries may multiply causing enormous loss to the company. Absence and turnover ratios may grow. A company with a poor safety record may find it difficult to hire and retain skilled labor force. Each and every company need industrial health so that physical, social and mental wellbeing of workers can be promoted and maintained, the productivity and the quality of work can be improved, accidents, injuries, absenteeism, labor turnover can be reduced and workers can be protected against any healt h hazard arising out of work and conditions. Employee Safety The main purpose of employee safety programs in an organization is to prevent work related injuries and accidents. There should not be any physical hazards such as collision and obstruction, equipment, fire, hazards from falling objects. Employee welfare Employee or labor welfare is comprehensive term including various services, benefits and facilities offered to employees by the employer. The welfare amenities are extended in addition to normal wages and the other economic rewards available to employees as per the legal provisions. The working environment in a factory adversely affects the health of employees because of excessive heat or cold, noise, downs, fumes, dust, and lack of sanitation. Such oppressive conditions create health problems for workers. Communication The rules of communication are being rewritten as comprehensive, integrated information networks remove constraints on its uses. Employees should be able to communicate with anyone in the organization, no matter what the hierarchy says. The open communication system breaks down historical organizational pattern flows. They also refine how meetings, negotiations, supervision and water cooler talk are conducted. Human resource management must operate the effective communication programs in the organization and such programs help employees know what is occurring around them and vent frustrations. Employee relations programs should ensure that employees are kept well informed through the companys intranet, bulletin boards, town hall meetings, or teleconferencing and foster an environment where employee voices are heard. Employee relations Employee relations have several major responsibilities and it is divided into employee relations and labor relations. Labor relations involve dealing with the labor unions. In a unionized organization, a specific grievance procedure might be detailed in the labor management contract, and might involve the union, management and the allegedly wronged employee. In an nonunion organization, employee relations specialists perform many tasks. One of their key responsibilities is to ensure that open communication permeates the organization. This entails construction of such an environment where employees talk directly to the supervisors and settle any differences that arise. ER specialists are also intermediaries in helping employees understand rules, policies, procedures etc. Appraisals Performance Appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development. (Definition by dale S. Beach, Personnel: The Management of People at Work, New York: Macmillan, 1980) It (performance appraisal) is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for the purposes of administration including placement, selection for promotion, providing financial rewards and other actions which required differential treatment among the members of a group as distinguished from actions affecting all members equally. (Definition by C. Heyel, The Encyclopedia of Management, New York: Reinhold Publishing, 1973) Performance appraisal is the evaluation of quality, worth or merit. It is also described a s merit rating in which one individual is ranked as better or worse in comparison to others. Methods of Appraisal Absolute Standards In this method the employees are evaluated according to a standard. Here, each employee is graded independently without any

The Problems of Anxiety Disorders :: Anxiety Disorders Psychiatry Health Essays

The Problems of Anxiety Disorders Anxiety is a normal reaction to a threatening situation and results from an increase in the amount of adrenaline from the sympathetic nervous system. This increased adrenaline speeds the heart and respiration rate, raises blood pressure, and diverts blood flow to the muscles. These physical reactions are appropriate for escaping from danger but when they cause anxiety in many situations throughout the day, they may be detrimental to a normal lifestyle. An anxiety disorder is a disorder where feelings of fear, apprehension, or anxiety are disruptive or cause distortions in behavior, (Coon, 526); they are psychiatric illnesses that are not useful for normal functioning. At times, an underlying illness or disease can cause persistent anxiety. Treatment of the illness or disease will stop the anxiety. Anxiety illnesses affect more than 23 million Americans with about 10 million Americans suffering from the most common, general anxiety disorder . (Harvard, 1). Common anxiety disorders are panic attacks (panic disorder), phobias, and general anxiety disorder (GAD). Panic attacks Panic attacks can begin with a feeling of intense terror followed by physical symptoms of anxiety. A panic attack is characterized by unpredictable attacks of severe anxiety with symptoms not related to any particular situation. (Hale, 1886). The person experiencing the attack may not be aware of the cause. Symptoms include four or more of the following: pounding heart, difficulty breathing, dizziness, chest pain, shaking, sweating, choking, nausea, depersonalization, numbness, fear of dying, flushes, fear of going crazy. Heredity, metabolic factors, hyperventilation, and psychological factors may contribute to anxiety causing panic attacks. (Hale, 1886) Panic disorder tends to run in families with first degree relatives of patients having four to seven times greater risk than the general population. Metabolically, the levels of three neurotransmitters, nor-epinephrine, gamma-aminobutyric aci d (GABA), and serotonin, may play a role in anxiety. These neurotransmitters act as signals between brain cells. Drugs that change the levels of these neurotransmitters are useful in the treatment of anxiety. Hyperventilation (rapid shallow breathing) can cause a decrease in carbon dioxide in the blood. This decrease in carbon dioxide has been associated with anxiety. Anxiety can be caused by psychological factors as well. One theory is that there is an unconscious conflict between certain wishes and desires, and guilt associated with these desires. Another theory is that certain fearful childhood situations provoke anxiety later. This later theory has been associated with agoraphobia in that the fear of being abandoned in the past may lead to fear of public places.

Death Penalty Essay

There are several reasons to argue for making the death penalty illegal in the United States of America. The United States Constitution does not allow for unkind penalties as a sentence for crime. The death penalty poses many risks to the innocent. World opinion supports the cessation of the death penalty. Poor and minorities suffer disproportionately from the death penalty. Capital punishment is not a deterrent to crime. Putting people to death by capital punishment is not cost effective. Putting people to death by capital punishment is inhumane and should be illegal. The U. S.  Constitution states that, â€Å"cruel and unusual punishments (Amendment 8, 1791),† should not be inflicted on its citizens. It is especially cruel in cases of â€Å"botched† executions. On April 22, 1983 in Alabama, it took several jolts of 1,900 volts of electricity to execute John Evans. On the third attempt â€Å"another charge of electricity was sent through John’s body. Once again, his head and leg boiled (80, Canan, Burning at The Wire)†. In a 1994 case, Fierro v. Gomez, the United States District Court for the Northern District of California reviewed evidence on the effects of the gas chamber and supported Justice Brennan’s Eighth Amendment claim. The court â€Å"concluded that the time it takes for the lethal gas to kill an inmate combined with the degree of pain inflicted on the inmate warrants the use of another method of execution† (US Court for 9th Circuit). Brennan cited evidence that criminals executed in the gas chamber—by asphyxiation—suffered great pain over a number of minutes. Although most modern execution methods appear to be physically painless, appearances can be misleading. Renowned neurobiologists are now providing evidence which show that it is scientifically and medically certain that death by electrocution is not instantaneous. In the words of Harold Hillman, a prominent neurobiologist, â€Å"death by electrocution may inflict unnecessary pain, physical violence, and mutilation† (Hillman 174). The death penalty poses serious risk to the innocent. Due to inherent flaws in the US criminal justice system innocent people have been wrongly convicted. The danger is that once an innocent person is executed it cannot be remedied. Excerpts from a 1993 report by a US Congress Subcommittee, states that no matter how careful we are â€Å"the chances are high that innocent persons have been or will be executed† (deathpenaltyinfo. rg). In 1989 although no physical evidence linked Joseph Burrows to the murder of William Dulin, he was convicted and sent to Death Row. Witnesses later said they had been coerced by prosecutors and police. In summing up the appeal, Justice Harry Blackmun, stated that, an â€Å"execution without adequate safeguards is unacceptable, so too is an execution when the condemned prisoner can prove that he is innocent† (deathpenaltyinfo. org). In 1994, a Texas court sentenced Michael Blair to death for the 1993 murder of 7-year old Ashley Estell. Mr. Blair could have paid with his life. However a re-investigation of the case in May 2008 found that â€Å"no reasonable juror would have convicted [applicant] in light of newly discovered evidence (cca. courts. state. tx. us)†. More innocent people continue to be released from death row. â€Å"There have been 220 post-conviction DNA exonerations in United States history (innocenceproject. org). † World opinion is in favor of abolishing the death penalty. The European Union campaigns for the universal abolition of the death penalty. Abolition of the death penalty is a requirement for countries seeking EU membership. The EU Charter states that â€Å"no one shall be condemned to the death penalty, or executed (Article II-2)†. Turkey has joined the growing number of countries that advocate the abolishment of the death penalty. The Turkish Constitution states that, â€Å"neither death penalty nor general confiscation shall be imposed as punishment (Article 38, 9)†. Even in Central Asia where executions are part of a long tradition, several countries have limited or suspended the use of the death penalty. On June 26, 2006 the President of the Philippines Macapagal Arroyo passed into law a bill abolishing the death penalty. The bill ratified their 1987 Constitution which states that, â€Å"the death penalty shall not be imposed. Any death penalty already imposed shall be reduced to reclusion perpetua† (Article III, section 19(1). In Africa, only six countries continue to impose the death penalty. On September 16, 2005, Liberia acceded to the Second Optional Protocol to the International Covenant on Civil and Political Rights, aiming at the abolition of the death penalty. Article 1. 2 of the protocol states that, â€Å"each State Party shall take all necessary measures to abolish the death penalty within its jurisdiction† (http://www2. ohchr. org). Because poor and minorities are disproportionately subjected to the death penalty, it should be prohibited. A United States Judiciary Subcommittee in 1994 found that, â€Å"minorities are being prosecuted under federal death penalty law far beyond their proportion in the general population† (usdoj. gov). Most court appointed attorneys often lack the experience necessary for capital trials. Since â€Å"ninety-five percent of death row inmates cannot afford their own attorney,† (deathpenaltyinfo. org) a court attorney is usually appointed for them. During closing remarks in a murder trial in a 1985 case in Georgia (State v. Dungee), the defense attorney stated that, the defendant â€Å"is poor and he is broke. He’s got an appointed lawyer† (11th Cir. 1985). The defendant was found guilty and sent to Death Row. A 2003 Amnesty International report found that the â€Å"juvenile offenders executed in Texas since 1998 were all African-Americans who committed their offenses at the age of 17† (texasdeathpenalty. rg). No white juveniles have been sentenced to death row in Texas since the death penalty was reinstated in 1982. Since capital punishment does not deter criminal offenses, it should not be a legal form of punishment. A study by The New York Times in 2000 found that homicide rates had risen and fallen along roughly symmetrical paths in the states with and without the death penalty. The neighboring states of Michigan, with no death penalty, and Indiana, which regularly imposes death sentences and carries out executions, have had virtually indistinguishable homicide rates. In 2007 the murder rate in Michigan was 676 (1. 76%) with a 10 million population† (disastercenter. com). While the murder rate in Indiana for the same period was â€Å"356 (1. 4%) with a population of 6. 3 million† people (disastercenter. com). An analysis of the murder rate in Virginia second behind Texas in number of executions from 1976-2004 (94/944) and neighboring Maryland show no significant difference. In 2007 the murder rate in Virginia was â€Å"406 with a 7. 7 million population† (fbi. gov) and in Maryland for the same period it was â€Å"553 with a population of 5. million people† (fbi. gov). It is also pertinent to compare states with high and low rates of execution as a result of the death penalty. A good comparison for this scenario is Oklahoma, which executed 75 candidates between 1976 and 2004, and Pennsylvania, which executed three. In 2004, Pennsylvania had â€Å"a total Crime Index of 2,995. 3 reported incidents per 100,000 people† (disastercenter. com). Whereas, Oklahoma â€Å"had a total Crime Index of 4,558. 6 reported incidents per 100,000 people† (disastercenter. com) in 2004. Although the crime index is not restricted to murders, Oklahoma’s numbers are significantly higher than Pennsylvania’s. The death penalty is cost-prohibitive and should be illegal. A system with a death penalty is vastly more expensive than one where the maximum penalty is keeping murderers in prison for life. In the State of California the additional cost of confining an inmate to Death Row, â€Å"is $90,000 per year, per inmate† (ccfaj. org). California could save about $90,000,000 per year by abolishing the death penalty and re-sentencing all of its Death Row inmates to life imprisonment. In Maryland an average capital-eligible case in which prosecutors do not seek the death penalty cost $1. 1 million. A capital-eligible case in which prosecutors unsuccessfully seek the death penalty costs $1. 8 million and a case resulting in a death sentence costs approximately $3 million. From 1978-1999 seeking the death penalty in 162 cases has cost tax payers of Maryland â€Å"$186 million more than what those cases would have cost had the death penalty not been sought† (Urban Institute Report, 2008). In Indiana â€Å"the cost of a death penalty trial and direct appeal alone is more than five times the cost of a life without parole trial and direct appeal† (in. gov). This was the conclusion from a 2002 Indiana Criminal Law Study conducted for the then Governor of Indiana Frank O’Bannon. From 1973 to 1988, the state of Florida spent an average of $3. 2 million per execution (in. gov). â€Å"Bottom line, life in prison is one-sixth as expensive† Miami Herald, July 10, 1988. The death penalty is in itself useless and has created counterproductive results in deterring the crime of murder. It wastes enormous resources on a handful of cases, to the detriment of measures that may provide actual rehabilitation. The United States is currently the only industrialized nation actively executing convicted felons by capital punishment. Considering that all human lives have an innate value it is inherently wrong to take one as a process to compensate for one that’s been lost. â€Å"The death penalty remains fraught with arbitrariness, discrimination, caprice, and mistake† – Justice Harry A. Blackmun, February 22, 1994. Our future generations will look back and shudder at the barbaric acts we practice today.

How Do People and Themes, Change Throughout the Course of the Story

‘The Darkness Out There’ by Penelope Lively Jordan Roberts How do people and themes, change throughout the course of the story? ‘The Darkness Out There’ combines the author’s narration with the thoughts and feelings of Sandra, a girl belonging to the ‘Good Neighbours Club’. She goes to help out an old lady, Mrs. Rutter, with the help of a boy called Kerry. Mrs. Rutter lives in the countryside; next to a wood called Packers End, feared by Sandra because of its supposed supernatural qualities. Mrs. Rutter has a secret, that when told, horrifies the children.This sub story is of the German she found and left to die back when she was a girl in the war. Penelope Lively develops Mrs. Rutters character in many ways, with clues early on to her true self. Sandra’s views on the characters change by the end, as well as her whole out look of life as a result. There are several themes within this short story this paragraph, deals firstly with t he theme of darkness, and light it covers the darkness around us In Packer's End â€Å"It was a rank place, all whippy saplings and brambles and a gully with a dumped mattress and a bedstead and an old fridge.And, somewhere, presumably, the crumbling rusty scraps of metal and cloth and †¦. bones? † This evokes a sense of desolation a hostile haunted kind of place, somewhere you don't really want to be, nasty things could happen, this sets the mood of the woods also this was set in the past and the present, at one point the writer graphically describes the trees when the German plane went down, â€Å"The branch shapes to look like faces and clawed hands† and â€Å"You couldn't quite see into, the clotted shifting depths of the place. This makes you kind of hold your breath in anticipation wondering what will happen there, you know it is horrible from the descriptive words used. It also tells you of the girl that was possibly sexually assaulted by a knife wielding men so you know now it is definitely are not the place for a young girl to be. The other aspect of Darkness covered in this story is the darkness of badness, evil, human wickedness, vengeance which is never a pretty thing.The dark blot on Mrs Rutter's soul for leaving that poor man to die, obviously drawn out over several days so no doubt a painful, lonely death and he was a mere boy really barely reaching manhood about 20 yrs. old, but she saw it as ok, she â€Å"Licked her lips† she enjoyed the redemption as she signified these injured German pilots as those who in fact killed her own husband.Another key theme is the supernatural, and the mysterious ‘Packers End’ which is often conveyed as the so called ‘Darkness out there’ as her fears change throughout the story. She fears â€Å"German Ghosts† who are said to in fact haunt ‘Packers End’. But lively changes Sandra’s fears almost in correlation as We, the reader see her g row up. As the story starts she fears ‘German Ghosts’ but as the story develops she then fears a ‘knife wielding rapist’ and this shows the fears of a girl and the fears of then the fears of a woman.Furthermore, a key theme throughout the story is growing up as we see Sandra and Kerry realising the changes there body is going through as Sandra â€Å"her breast popping out her shirt† shows the stages of puberty her body is going through as her character becomes more developed mentally so does she physically as she begins to notice the changes happening with her body. Kerry is the same describing his chin â€Å"covered in acne† Her opinion of Kerry changes as lively further develops his character as Sandra does not really know Kerry, but she shares her friends' opinion of him, â€Å"Kerry Stevens that none of her lot reckoned much on†.But at the end of the story she changes her mind. Kerry seems a bit of a stereotype because he works part -time in a garage, and will have a full-time job there when he leaves school. He identifies Sandra's dad by the make and colour of his car. But however lively suggests clues that suggest Kerry is not as Sandra sees him, for example, he is ready to spend his free time helping old people, and he asks Mrs. Rutter what she wants them to do, then gets on with it steadily. At the end of the story however it is Kerry who takes the initiative, and passes judgement on Mrs. Rutter. In Sandra's eyes he had grown; he had got older and larger†¦ † Which furthers the point that Sandra had in fact misjudged, Kerry but this furthermore foreshadows him growing up through the course of the story. Another key point of the story is when he offers her a piece of the Aero bar before he has some himself a subtle message, of which foreshadows the end of the story showing his unselfish nature. One of the ways Mrs. Rutter’s character is portrayed by Penelope Lively is through her environment , both historically and geographically. The house is introduced sending out two different messages. One is that of a quaint homely place.This can be recognized through the descriptions of the china ornaments, â€Å"big-eyed flop-eared rabbits and beribboned kittens and flowery milkmaids and a pair of naked chubby children wearing daisy chains†. Firstly, this gives the impression of a cuddly ‘grandmother’ figure, but then the picture is broken with the mention of the â€Å"smell of cabbage†. This comment conflicts with the otherwise friendly scene to suggest something is not rite. The house reflects Mrs. Rutter’s character. An example of this is â€Å"her eyes investigated quick as mice†. Later, the house mirrors this comment by the author describing that it â€Å"smelt of damp and mouse†.Animals and flowers are frequently mentioned in the description of the ornaments and her love of plants, â€Å"You should see the wood in spring, wit h all the bluebells†. This constant reference to nature implies there is a link with Mrs. Rutter, for nature is changeable and not always as it seems. There is also evidence to suggest she is an old lady whose mind is still stuck in the past, such as her collection of â€Å"old calendars and pictures torn from magazines†. This could later explain why her memory of the German plane and dying soldier is still vivid as ever. The effect of what Mrs.Rutter says and does also reveals sides of her character. She welcomes Kerry and Sandra into her house. But rite at the beginning there is a contrast in description, â€Å"a creamy smiling pool of a face in which her eyes snapped and darted† sounds friendly and comforting but subliminally uneasy and then later sinister as her character becomes more developed. She’s a very judgmental woman. She sends the boy straight away outside to do the manual work and leaves Sandra the light chores indoors. She makes conversation with the girl, but not with Kerry, thinking he’ll have nothing interesting to say.This is because she doesn’t think much of his ambitions, smiling falsely while he tells her that he wants to work as a car mechanic. She insults him, â€Å"well, I expect that’s good steady money if you’d nothing special in mind. Sugar? † then moves on quickly to a gesture of hospitality, trying to conceal the jibe aimed at Kerry. This is also a key theme throughout the story the ideal of certain roles and pre-conceived stereotypes of what a man or woman should be, Mrs. Rutter upholds very traditional stereotypes. She’s patronizing too, with comments like â€Å"You’re a little dress maker, too,† and â€Å"Chocky? She asks Sandra to offer Kerry a chocolate too, but has already forgotten his name â€Å"Take them out and see if what’s-‘s-name would like one? † showing his insignificance in her mind. One reason why she does this may be because she has no children of her own, so she goes on stereotypical ideas. She also makes the reader feel uneasy, â€Å"Mind your pretty skirt, pull it up a bit, there’s only me to see if you’re showing a bit of bum. † This provokes the thought that she has a slightly warped mind. She starts to tell Sandra about her husband who was killed in the war. He died rite at the beginning, and she hasn’t formed any relationships since.This can make the reader feel a little bit sympathetic towards her. Penelope Lively lets us know what others think of Mrs. Rutter as Kerry builds a profile on her character when he talks with Sandra. He shows his dislike of the woman, â€Å"I don’t go much on her† and â€Å"I dunno. The way she talks and that. † Sandra encourages him to feel sorry for her by telling him of her tragedy, but he explains that â€Å"There’s lots of people done that† dismissing the excuse for her peculiar and dis turbing behavior by implying that she wasn’t the only one to loose somebody in the war.The way Mrs. Rutter always watches Sandra and â€Å"glinting from the cushions† gives an uneasy feel towards her. When Kerry returns inside Mrs. Rutter begins her anecdote. He asks if she saw the plane come down and she chuckles, seeming to delight in the idea. She explains how her and her sister went to investigate the scene and was only going to get help if it was an allied plane. This alarms Kerry. Her twisted side becomes more apparent when she says; â€Å"We cheered, I can tell you† as they realized it was German. Sandra is alarmed and quips how awful it was, but Mrs.Rutter, who disregards her discomfort, abruptly interrupts her she is so involved in telling the story. She tries to soften what she is saying by ‘sugaring the pill’, for example friendly additives such as â€Å"my duck† to unsettling sentences. She refers to the injured man in the broken plane as â€Å"that site†. She mentions nothing about the man himself but just remarks how â€Å"it wasn’t a pretty site†. She is unmoved when the German was crying â€Å"mutter, mutter†. This shows she is a cold, heartless woman. She recollects easily how she left the man in pain because it was raining.This shows she has no feeling of mutual human kindness and doesn’t feel obliged to help. Again, she is not bothered with the fact he is in his late teens. Which shows her becoming more and more distant from her ‘grandmother’ stereotype, showing how lively makes the reader question the fact that not all as it in fact seems. Mrs. Rutter is bitter and resentful because of the death of her husband. She delights in the German's death, â€Å"I thought, oh no, you had this coming to you, mate, there’s a war on. † She seems surprised when Kerry and Sandra suddenly get up to leave, disgusted with her tale.She has no remorse and doe sn’t realize there was anything wrong with what she did, her conscience still not activated all these years later. Rite from the beginning there had been implicit clues to her nasty inner character, not just from the story she told which revealed it explicitly towards the end. Penelope Lively through other means, like metaphors, reveals the character. Like her body, her personality is not clear-cut. The author suggests this when she explains â€Å"she seemed composed of circles†. Introduced as â€Å"a cottage loaf of a woman†, gives the misleading impression of a warm, traditional, safe, chunky, old woman.But following this is in fact another metaphor, â€Å"with a face below which chins collapsed one into another,† implicitly meaning she had different guises, was false and two- faced. Someone not to be trusted. On balance, it seems that Mrs. Rutter was a twisted old lady, unable to let go of the bitterness she acquired from her husband’s killing a nd sick because of the fact she relished in the idea of the young German soldier left to die. Her historical background, the fact she lived through the horrors of war is no excuse.She believes herself to be an innocent old lady; blind to her own faults and separated from the outside world. Penelope Lively used various characterization techniques to skilfully convey the character of Mrs. Rutter well. Also by the end of the novel, Mrs. Rutter’s character development changes almost full circle as she is converted from an â€Å"old popper† to what Kerry calls her â€Å"a bitch†. This is used by lively to convey the ideal that not all things are as they seem. And it is not in fact ‘the darkness out there’ but in fact the darkness within people, and as we reveal more and more of Mrs.Rutter’s character we can clearly see a warped women, who left someone to die, with no element of remorse what so ever. In conclusion, a reason why the original thought s of Mrs. Rutter were so misleading was because Sandra didn’t realize her disguise. ‘The Darkness Out There’ was a collaboration of 1st and 3rd person text. Unless the audience was very analytical and close readers, they would generally go along with what Sandra was thinking, they wouldn’t know any better. When Mrs. Rutter is exposed by her evil characteristics the audience learns and was guilty with Sandra.They make the same mistakes of stereotyping as her. As a result, they are more emotionally involved and affected by the moral ending message. The themes and people almost change completely as the fears of Sandra develop from ‘ghosts’ to in fact the darkest part of people’s souls. Sandra becomes forced to question everything she believes in like Kerry a pre-conceived nobody in her eyes but is in fact a good person who offers her chocolate before in fact himself showing an unselfish nature. The title is of course used to question are i nnermost fears the darkness is in fact closer than it may seem.