First Movement From Brandenburg Concerto No 2 By J S Bach

First Movement From Brandenburg Concerto No 2 By J S Bach One of Bachs most celebrated compositions, Brandenburg Concerto No. 2 was part of six compositions (known as the Brandenburg Concerti, collectively, though they were mostly musically unrelated) that Bach submitted in March 1721 to Margrave Christian Ludwig of Brandenburg as a job application of sorts. Bach, in the wake of the death of his wife, was trying to leave his musical position with Prince Leopold of Anhalt-CÃ ¶then. However, the individual composition dates for the Brandenberg Concerti cannot be precisely determined. The only thing that can be said with certainty about their chronology is that they were all composed by March 1721, the date on Bachs autograph copy, (Boyd, 1993) including Concerto No. 2. (Ironically, Bach did not get the job.) This piece is identifiable as being in the style of a Concerto Grosso. Concerto grosso, literally translated as great concert, was a popular compositional/performance style from the Baroque period, which is localized between 1650 and 1750. Generally, a concerte grosso was distinguished by a small set of solo instruments (the concertino) that interacted in a musical duel of sorts with a larger group (the ripieno), one answering the other. The Brandenburg Concerto No. 2 is just such an example, with the trumpet playing the most commonly well-known concertino voice. Concerto No. 2 was written in the key of F major, and scored for the following instruments: trumpet (as alluded to above), flute or recorder (the original instrument used), oboe, and violin from whose ranks came the solo instruments; and the viola, cello, and continuo (most commonly a harpsichord), which together formed the ripieno. The piece is divided into three movements, as follows: 1. Allegro (without tempo indication) 2. Andante 3. Allegro assai We shall focus on the first movement. The trumpet part stands out most notably, as it is written to be performed in the difficult clarion style, in which the trumpeter plays in the very highest registers within the instruments capacity, using only the power of rapid lip movements and precisely controlled breathing to change the instruments pitch. In Bachs time, trumpets did not have valves as they do now. In most contemporary performances, a piccolo trumpet is used to perform the original trumpet part as the piccolo trumpet is tuned higher. Whatever the case, the trumpet part stands out starkly in the texture of the piece, with its aggressive and lively tones soaring over the sonic landscape within this piece as it mirrors the orchestra and flies off on its own fancies. This trumpet part is considered a worthy challenge for any advanced player who dares take it on. Interestingly, in the first movement, it is the uniquely high pitch of the trumpet part, as opposed to the part it is playing, which endows it with its tendency to stand out. The reason for this is that here in the first movement, Bach toys with the expectations of the genre and has written the concierto and ripieno instruments the same or similar parts during a portion of the movement, rendering them in some cases indistinguishable. Melodically speaking, there are basically two repeating themes, or ritornello, upon which each instrument, whether concierto or ripieno, bases its movements. Even when the solo instruments deviate as they should in the genre, they are still riffing, if you will, off the material forming the two-movement foundation. They move off the first theme in pairs, venturing forth into repeating and augmenting the second theme while complimenting the first theme. Both the concierto and ripieno parts contain a large number of notes within most measures, often clusters of sixteenth notes. The net effect is parts and instruments blending together both textually and tonally. Two instruments that might normally be easily discernable from one another instead may be perceived by the inexperienced listener as one unique and different one playing the same rapid-fire series of notes. This sonic clustering, combined with the fact that the particular combination of instruments Bach specified for this particular concerto, makes the piece stand out and accounts in part for its enduring popularity. As far as overall texture in the first movement is concerned, the piece is certainly marked by a busy set of contrapuntal elements. The texture can also be generally described as somewhat generally higher and thinner, if you will, or at least less full-sounding and spread out than some other pieces in the Brandenberg family or other music of the time period. There is a good deal of sonic transparency, or open sonic space, left by the frequent collective high pitching of the concierto instruments, which are clustered together by virtue of the repeating ritornello. The individual instruments popping off their sixteenth-note creates a very unique polyphonic texture, and where the instruments diverge, also creates a nice sense of momentum which is reinforced by the well-organized and (deceptively so) focused harmonic structure of the piece. The harmonic structure of the piece is mainly a showcase of very deliberate and calculated dynamic harmony, intended to use harmonic elements to ensure the piece propels itself consistently forward, both emotionally and structurally. Specifically, Bach employs strong chord progressions, I-IV-V-I progression in many instances, as opposed to, for example, merely oscillating purposelessly between chords, which would have resulted in a lack of direction in the piece. The underlying dynamic harmonics serve to satisfyingly push along the already organically fluid chord progressions Even though the texture of the music is contrapuntal, and the writing is in two parts, the dynamic harmony is nevertheless much in evidence. (Sutcliffe, 1999) This harmonic structure, along with the other standout elements, are a testament to the sharp planning evident in so much of Bachs work. In particular, this first movement in the piece is so sprightly, energetic, and almost manic in some instances that it is easy to forget that the entire Concerto is in fact a tightly written and plotted piece, that simultaneously allows a certain creativity in interpretation which can vary by performance. All in all, the first movement in Concerto No. 2 is not only a time-honored musical standout in its own right, both in structure and difficulty, but an intriguing reflection of the larger musical trends evident in the classical music of the time, and Bachs own life.

Predictive Modeling Decision Tree

Predict ‘kicks’ or bad purchases using Carvana – Cleaned and Sampled. jmp file. Create a validation data set with 50% of the data. Use Decision Tree, Regression and Neural Network approached for building predictive models. Perform a comparative analysis of the three competing models on validation data set. Write down your final conclusions on which model performs the best, what is the best cut-off to use, and what is the ‘value-added’ from conducting predictive modeling?Upload the saved file with the assignment. I created 6 models for this project, which are DT1, DT2, Reg1, Reg2, Reg3, and NN. After testing, the parameters I used to predict â€Å"IsBadBuy† in all my models are: PurchDate, Auction, VehicleAge, Transmission, WheelType, VehOdo, All â€Å"MMRs†, VehBCost, IsOnlineSale, and WarrantyCost. Those parameters together can help me get better models (i. e. ROC Area > 0. 7) I used the cut-off of 0. 6, because after trying out other c ut-offs such as 0. 5, 0. 7, and 0. , the results were either â€Å"I’m eliminating too many Good Buys†, or â€Å"I’m accepting too many Bad Buys†. As we know, both of the situations will affect the business (i. e. if we want stronger confident of the model, we will have too many 0s in the result, which means we may accept more Bad Buys in accident). Finally, I decided to use 0. 6 as my cut-off to balance the situation. The best model I chose is Reg2 (Forward regression model). I have two reasons: First, Reg2 has the largest ROC Area in the Logistic Fit compression (Saved as â€Å"Lodistic1~6†), which is 0. 478; Second, it has a relatively low (the second smallest) number in the FalseNegative box from the Contingency Table among all models. For my second reason, I didn’t use overall accuracy because I think the FalseNegative will damage the business more than FalsePossitive does. Because accidentally having a BadBuy will cost the company to d o all require and fix job. For the Value-added calculation, as we can see in the Contingency tables (Saved as â€Å"Contingency 1~6†), the Baseline Accuracy is 49. 89. The accuracy of Reg2 is 82. 49. So the Reg2 provides the lift value of 82. 49/49. 89 = 1. 653.

Rwandan Genocide Report On The Conflict Essay - 1809 Words

Rwandan Genocide Report Summary of the conflict In 1894 German colonization resulted in Tutsis being put into roles of responsibility over Hutus due to the Tutsis more closely resembling Europeans. After Germany lost its colonies after World War One Belgium took over control in Rwanda. The Belgians distributed identification cards throughout the population, unknowingly beginning the genocide process. They also gave all the leadership roles to the Tutsi, upsetting the Hutus. When Rwanda fought for independence the Belgians were forced to switch out the Tutsis with the Hutus, giving them the leadership roles over the Tutsis. This is turn upset the Tutsis, creating a rift between the 2 groups which lasted until after the Rwandan Genocide. On the 6th of April 1994, the Rwandan President Juvenual Habyarimana was killed when his plane was shot down above Kigali Airport. The Hutu population of Rwanda used this death as a reason to start hunting down and killing the Tutsi, the other main group of people in Rwanda. On the 7th of April, the day after the genocide started, the Rwandan Patriotic Force gave the Hutu forces an ultimatum, either cease the killing or resume civil war with the RPF. The Hutu launch a pre-emptive attack against the national parliament building which the RPF successfully defend. After that the RPF launched a 3 pronged attack from the north with the goal being to meet up with the isolated RPF soldiers in Kigali. While the RPF pushed across Rwanda, takingShow MoreRelatedThe Rwanda Of The Rwandan Defence Force904 Words   |  4 Pagesa lack of proper governance. Each conflict has its own individual history, perpetrators, victims and bystanders with difficult answers on how to solve them. The post-genoci de nation of Rwanda witnessed one of the most horrific events a nation could experience, genocide. However, it has rebuilt itself to become an example nation for transitional justice, political stability and economic development. Rwanda’s military capabilities within the institute of the Rwandan Defence Force (RDF) are well knownRead MoreInternational Community Is Culpable For The Rwandan Genocide1376 Words   |  6 PagesApril to June 1994, in a mere 100 days, approximately 800,000 Tutsi and moderate Hutu were murdered during the Rwandan genocide (Destexhe, 1994). The international community failed to prevent or stop this slaughter. Considering the horrific nature of this genocide and the vast number of victims, there is a question whether the international community is culpable for the Rwandan genocide; specifically, the role of its key players, the US, the UN, France and Belgium. I will argue that the internationalRead MoreGeneral Karenzi Karake Is Part Of The Interna tional Community755 Words   |  4 Pagescommunity trying to grasp its understandings of Rwanda’s bloody history. On the night of April 6, 1994, Rwandan President Juvenal Habyarimana assassination while flying back to Rwanda by unknown fighters triggered the last genocide of the twentieth century. The Rwandan Genocide or also named the 1994 Genocide against the Tutsis, ravaged the entire country as neighbours killed neighbours. Genocide perpetrators claimed that the massacres were required in order to protect the nation from the invadingRead MoreThe Rwandan Genocide Began On April 6Th 1994 Culminating1370 Words   |  6 PagesThe Rwandan Genocide began on April 6th 1994 culminating in the killing of an estimated 800,000 Hutus and their sympathizers. After it became apparent that the Rwandan government was not willing or able to protect it s citizens, the question became why did the international community do nothing to intervene. Rwandan citizens’ lived under the premise, that their rights are protected under UN accords and treaties. The Genocide Convention of 1948, outlined the responsibilities of the participatingRead MoreEthnic Violence And The Rwandan Genocide959 Words   |  4 Pages It took a while before the Rwandan Genocide was put to a halt and by then, the damage was beyond repairable. In the span of 100 days, the RPF started to â€Å"make gains on both the battlefield and in the negotiations led by Tanzania†. In the beginning of July, the RPF gained authority over the majority of the country and many Hutus left the country to go to Zaire, which is now the Democratic Republic of Congo. After the genocide, the RPF created a coalition government with a Hutu, Pasteur BizimunguRead MoreThe Rwandan Genocide899 Words   |  4 Pagesavoided, hold within them the lessons and wisdom that should be used to prevent similar disasters. The 1994 Rwandan genocide resulted in over 800, 000 deaths o f the Tutsi people, at the hands of the Hutu; the genocide, and the international response to it, is a lesson about the humanitarian responsibilities, successes, and shortcomings of the United Nations. The events leading up to the Rwandan genocide began decades earlier. There has been a long history of â€Å"ethnic† tensions, though it is really a matterRead MoreGenocide and the Propaganda Media Essay1446 Words   |  6 Pagesfeeling of being a bystander as countries slaughter their own people has been in legal debate since 1933, it has gradually developed into a concept that can be applied in many situations, both historical and contemporary. The meaning of the phrase genocide is the cleansing of a race or ethnicity in a country. There has been evidence that this phrase can be used to describe past and present day massacres being committed around the world and how media has changed its perception on this issue overtimeRead MoreThe Genocide Of The Rwandan Genocide1421 Words   |  6 PagesThe Rwanda Genocide was an unfortunate case where thousands of deaths could have been prevented, but because of irresponsibility and selfishness of global governments’ innocent liv es were lost. The Genocide began on April 6, 1994 and was, â€Å"initiated by the Hutu political elite and extremists and its military support, their prime targets were the Tutsi, as well as Hutu moderates.† (Hain 2) The Hutu made up majority of the population and government officials and enforced a government-assisted militaryRead MoreThe Rwandan Genocide And The Genocide1382 Words   |  6 Pagesâ€Å"When you start to see another human being as less than you, it s a danger.†-Immaculee Ilibagiza. In 1994, a mass genocide broke out in Rwanda, a small country in Africa. The genocide occurred between the two ethnic groups where the Hutus were targeting the tutsis. The Rwandan genocide, ranking in the top five largest genocides in the world, was caused because of the resentment the hutus had towards the tutsis and was even more instigated by media and outsiders causing differences between the twoRead MoreU.s. Foreign Policy : The Game Of Plausible Deniability1625 Words   |  7 PagesUS: Overextended in the Game of Plausible Deniability As I previously stated in the â€Å"U.S. Foreign Policy† section of my paper, the U.S. was spread across the globe in several conflicts. The U.S. had forces in Haiti, Somalia, the Balkans, and the middle East, so when the bloodshed began in Rwanda, the U.S. was not eager to extend it resources to another battle. John Shattuck, Assistant Secretary of State for Human Rights stated, â€Å"Bosnia was in one of its real crisis modes. The Europeans didn’t want

Public Health Intervention Advocacy - 928 Words

Public Health Intervention: Advocacy In disadvantaged communities where health disparities exist, it is imperative for the community health nurse to take on the advocacy role and be the voice for the people who could not or would not speak for themselves. Nies and McEwen’s (2015) definition of advocacy implies three assumptions, e.g., (1) awareness of the need to take on the cause of an individual, group, or community, (2) belief in the desirability of the cause, and (3) confidence in one’s ability to speak or act on someone’s behalf. (p. 1). To take on the advocacy role, the community health nurse targets decision makers who, with the stroke of a pen, could positively impact health promotion and disease prevention in the community. Similarly, the nurse in an advocacy role could write to public officials to request to support the cause, e.g., legislate a law of no smoking in private homes with young children. Using a more active and public display of advocacy, a nurse could join rallies or organiz ations that already initiated arguments for and against a cause, e.g., American Nurses Association (ANA). Furthermore, if it has to improve population health, public health implies action (Bassett, 2003). The improvement of public health does not rest solely on health care professionals; thus, one way that the community health nurse could advocate is to engage the community and urge people to get involved (Bassett, 2003). Lastly, just as â€Å"Public health takes place in boardrooms,Show MoreRelatedDiversity in the United States1647 Words   |  7 PagesPart One The United States population continues to increase in racial and ethnic diversity, therefore, it is pertinent that mental health professionals tailor their services to the needs of various cultural populations (Constantine, Kindaichi, Arorash, Donnelly, Jung, 2002). The awareness that ethnic minorities experience negative consequences from being oppressed, resulted in the multicultural competence pedagogy and has helped counselors identify effective strategies to generate social changeRead MoreAnnual Productivity Enhancement : Challenges And Resolutions Training Package1555 Words   |  7 PagesDual Diagnosis? Broadly used dual diagnosis can said to be a person who experiences, simultaneously, two or more medical disorders. Moreover it is generally thought of as a person who has a form of addiction (predominantly drug addiction) and mental health disorder. †¢ Dual Diagnosis (ACTIVITY) Please take a minute and click on the hyperlink below to watch the following short clip: Dual Diagnosis Treatment: What Works Best? https://www.youtube.com/watch?v=S0hw-XiSsDQ †¢ Dual Diagnosis with the intellectuallyRead MoreEssay On Advocacy Strategies1286 Words   |  6 PagesThe advocacy strategy must be evaluated because advocacy often only provides results partially, an advocacy team needs to measure and monitor regularly and objectively what has been accomplished and what more important to be done. Primarily, evaluation is important in terms of accountability means to examine whether a case can be made that an advocacy effort produced its intended results and also to ensure the advocacy efforts are doing what they said they would do and that the well-managed resourcesRead MoreEssay On Health Advocacy Campaign761 Words   |  4 PagesDeveloping a Health Advocacy Campaign Hypertension Awareness in low-income neighborhood Cardiovascular diseases are the number one source of death globally. They account for around 17 million deaths in the world each year (American Heart Association News, 2017). AHA mentions for African-Americans, high blood pressure usually develops early in life. The prevalence of high blood pressure (HBP or hypertension in African-Americans in the United States is amongst the largest in the world (American HeartRead MoreRoles And Roles Of Pediatric Nurses Essay1150 Words   |  5 PagesPediatric Nurses in Healthcare and in Health Promotion: Literature Review Introduction Pediatric nurses work on health promotion, pain management, and alleviation of psychological distress for the clients and their families. Generally, health promotion and advocacy activities are the dominance of holistic nursing practices. Nurses participate in both patient advocacy and legislative advocacy to encourage healthy patterns. Pediatric nursing in Canada focuses on the health promotion activities such as obesityRead MoreHealth Disparity Requires Increased Of Supportive Power, Foundation, And Execution Of A Political Strategy939 Words   |  4 PagesAdvocating for this health disparity requires increased of supportive power, foundation, and execution of a political strategy (Jansson, 2011). To develop policy change, a coalition of individuals and organizations to support substance use prevention strategies is essential. Members of the coalition will include clinicians and organizations whose purpose is to implement prevention strategies among military-connected youth. The D epartment of Veteran Affairs provides a variety of services pertainingRead MorePublic Health Association Of Australia1448 Words   |  6 PagesNationwide free information sessions (communicative intervention) targeting pregnant women in antenatal clinics and parents in schools should be organised about 2-3 times per year. These sessions would stress on explaining the expected benefits and importance of vaccinations, with â€Å"question-time† periods to enable parents to clear out any doubts. Take-home informative brochures would also be designed and distributed. Improving access (facilitative intervention) to parents from remote and rural areas is alsoRead MoreEvidence Based Policy Making And The Influence Of Intangibles1635 Words   |  7 Pagesprovides insight into agenda setting and policy formulation. It highlights the place of the social construction of issues and policy windows in agenda setting. Also, the case study allows us to reflect upon the role of consultation, collaboration and advocacy in framing persuasive policy recommendations. The power of evidence-based policy formulation as well as the importance of other intangible factors in influencing policy decisions are revealed in the New Zealand Government’s $200 million decisionRead MoreThe Nursing Ethics Of Advocacy919 Words   |  4 Pagesfaced with a moral dilemma, a competent nurse incorporates ethical, bioethical and legal considerations. In the proposed story, incorporating the nursing ethics of advocacy, beneficence, nonmaleficence and collaboration will guide th e nurse towards an appropriate and legal course of action. Primary Ethical Principle: Advocacy Advocacy is a fundamental responsibility in nursing because patients are inherently vulnerable (Creasia Friberg, 2011). The scenario presented is challenging because, althoughRead MoreEssay about Advocacy for Diverse Clientele1069 Words   |  5 Pages Advocacy for Diverse ClienteleName Capella University Advocacy for Diverse ClienteleOne of the populations that has a lot of culturally diverse individuals is the military and veterans. In veterans there is a lot of cultural diversity with individuals ranging in backgrounds from all over including African-American, Asian-American, Hispanic-American, and Caucasian-Americans. Veterans suffer from a wide range of mental illnesses including depression, PTSD, anxiety, suicide, and substance abuse.

The Encoding of Contextual Fear Conditioning - 1296 Words

The formation of new memories requires protein synthesis dependent changes in synaptic structure and plasticity in the hippocampus. Studies in humans and animals suggest that these memories are initially stored in hippocampus but later transferred to cortex for permanent storage. This phenomenon is described as systems consolidation of memories. While the specific role for new protein synthesis in hippocampus in early encoding of memories is established, whether protein synthesis in medial prefrontal cortex play a major role in encoding of memories is unclear. To address this question, we used contextual fear conditioning (CFC) of mouse, a behavior training that induce long lasting memories. A single training session produces robust lifelong memory (8) that can be measured using automated procedures (9). Several studies have used CFC training as a model to study hippocampal-cortical communications and mechanisms underlying systems consolidation of memories. Contextual fear memories a re initially stored in hippocampus and then moved to medial prefrontal cortex (mPFC) for long-term storage. We assume that if encoding of contextual fear memories require protein synthesis at both hippocampus and PFC, we will be able to identify translationally active mRNAs in hippocampus and PFC. Because RNAs associated with polyribosomes indicate translational activation, we first isolated polyribosomes from mPFC and hippocampus at two time points (one hour and six hours, hereafter T1 and T2Show MoreRelatedThe Effect Of New Protein Synthesis At Prl Cortex900 Words   |  4 Pages training. Mice infused with anisomycin (n= 12) immediately after conditioning showed impairment in contextual fear memory compared with vehicle-infused animals (saline, n=18) when tested 24 hours after CFC training (DF=28, F=7.19, t-test: p 0.05) (Figure 2A). Surprisingly, irrespective of the overall decrease in freezing percentage, mice injected with anisomycin did not show any statistical difference in the level of freezing within the first 2 minutes of the test (Figure 2B). By the thirdRead MoreAging And Young Blood944 Words   |  4 Pagesset up two cognitive testings, contextual fear conditioning and radial arm water maze (RAWM). The unpaired aged mice are divided into two groups, with one group injected with young plasma and the other injected with aged plasma before the testings. The two groups show no significantly different performance during the training phases of the two testings. Nevertheless, during the testing phases, the mice rejected with young plasma show improved freezing in contextual memory testing and better performanceRead MoreEssay On Aging1000 Words   |  4 Pagescapable to potentiate synaptic plasticity in aged mice. To understand the cognitive changes, they further used contextual fear conditioning and radial arm water maze paradigms (RAWM) to study aging effect to hippocampus related learning and memory. Mice injected with young plasma had increased freezing response in contextual, but not cued, learning and showed significant improvement on fear memory. They also exhibited enhancement in learning and memory in finding hidden platform location. On the otherRead MoreThe Theory of Reconsolidation753 Words   |  3 Pagessuch a critical aspect of learning, it is no wonder that its distinct process has become the topic of much research in the neurobiological universe (Hupbach et al, 2007; Nader Hardt, 2009). After a new memory is learnt, it enters the process of encoding during which the memory is labile and capable of disruption until it becomes stabilised over a period of time (Nader Einarsson, 2010; Nader et al, 2000). This process is called consolidation and originally consisted of the theory that once stabilisedRead MoreA Critical Reflection on Information Processing Theories of Trauma Response1613 Words   |  7 Pagesdisorders have unusually coherent and stable fear memories that are easily activated by stimulus elements that may be ambiguous but bear some resemblance to the contents of the memory (Brewin Holmes, 2003). Adapting this theory to PTSD, Foa et al. (1989) proposed that following a traumatic event, a fear network is formed that stores information about sources of threat. These networks contain trauma related representations strongly associated with fear that can be activated by external or internalRead MoreThe Use Of Hippocampal Neurons On Memory3163 Words   |  1 3 Pagesin a new room and given foot shocks while simultaneously using light pulses to activate the neurons that had been previously labeled in the safe room. After being placed back into the safe room, mice exhibited freezing responses. A false memory of fear was created in these mice as they demonstrated freezing behavior in the room in which they had not been shocked. Multiple methods have been used to manipulate neuronal pathways, and the fact that so many different methods already exist suggest a brightRead MoreThe Human Brain Gains And Loses Information Through Neuroplasticity2001 Words   |  9 Pageshippocampus and dentate gyrus play an important role in the changes in neuroplasticity. The brain’s hippocampus has many important functions and roles: encoding, memory retrieval, memory consolidation, episodic and semantic long term memory, novelty detection, sleep-dependent memory, and pattern discrimination (Bartsch and Wulff 2015). In the process of encoding new words, both activation and deactivation of the hippocampus or dentate gyrus can be observed through various image scanning methods (ShtyrovRead MoreHeredity vs. Environment in Human Development Essay example2307 Words   |  10 Pagesability to change lives foster own develop. NO/Organismic Maslow Selfactualization Theory ETHOLOGICAL Human have adaptive mechanisms to survive periods stressed: predisposition for learning NO/BOTH Bowlbys Ainsworths Attachment Theory CONTEXTUAL Development occurs through interaction between person 5 surroundings interlocking systems of influence Childs Sociocultural context impact on development NO/Organismic NO/Organismic Bronfenbrenners ecological Vygotskys Sociocultural Read MoreAlternative Learning System3522 Words   |  15 Pagesand reinforcement (any means of increasing the likelihood that an event will be repeated) are central to explaining the learning process. For behaviorism, learning is the acquisition of new behavior through conditioning. There are two types of possible conditioning: 1)  Classical conditioning, where the behavior becomes a reflex response to stimulus as in the case of  Pavlovs Dogs. Pavlov was interested in studying reflexes, when he saw that the dogs drooled without the proper stimulus. Although noRead MoreOcd - Symptoms, Causes, Treatment131367 Words   |  526 Pagesemotion of fear, is a universal human experience that plays a central role in human adaptation and survival. The basic function of fear is to signal a threat or impending danger (Barlow, 2002). The feeling of anxiousness associated with making a speech before 3 4 THE NATURE OF OCD a large audience or going for a job interview is understandable, given the potential for embarrassment or rejection. Even some of the phobias that are well known to clinicians, such as acrophobia (fear of heights)

A time when i ran away Free Essays

Everybody at school Jeers at me and constantly bullies me. Even the teachers pick on me, because I’m not exactly the brightest student. Everyday I go home battered and bruised yet my parents still don’t take a second look at me. We will write a custom essay sample on A time when i ran away or any similar topic only for you Order Now I may be shy, but I’m also mysterious, curious and after some thought, and quite a lot of beatings, I decided to try something new, to run away from home. Vive been traveling for ages now, with no insight of where I’m going. The hot sun bears down on me, my lips are parched and I’m desperate for an ice cold drink. I use what little spare change I have, to buy myself a bottle of water, and before I know it Vive gone through the whole thing. I’m exhausted, yet I have no shelter, no food or drink, and worst of all I have no family. I really regret running away. I wish I could Just have a second chance to go back and fix everything. But I know better, that I’m not wanted there, and that they’re all probably throwing a party now that Vive left. I realism that I have no hope, if I keep on moaning and groaning about what an idiot I am. So, instead I decide to make a plan as to how I can survive. Vive never shoplifted before; it’s a completely new concept for me. When I was younger I would always feel guilty about sneaking a few chocolates of the top of the cupboard. So you can see how petrified I am about shoplifting. I try to casually stroll Into Deco’s, but I can’t keep my heart from thumping so fast, I can’t stop the sweat from bucketing down my face. Every aisle has a shop assistant wandering around keeping an eye on everything. I decided to try the confectionery aisle. I sneakily slipped a Fruit Pastilles packet Into my pocket and Just as I done so; I was halted by the assistant. I felt my pulse break; I knew I was in for It. H reached behind himself and took out a sheet. Sprawled out across the front was LOST BOY, with a picture of someone who looked exactly like me. That’s when It hit me that I was the lost boy. No words could describe how I was feeling. I dashed out of the store and sprinted all the way home, only to find It completely abandoned. I asked a passer-by where the occupants of my house were. He calmly pointed to the roof and said they hurdled to their death, because of the heartache of losing their missing son. It was at that moment, that I collapsed to the round, and was once again reunited with my family a time when I ran away By Reverberant-Congratulating petrified I am about shoplifting. I try to casually stroll into Deco’s, but I can’t keep my decided to try the confectionery aisle. I sneakily slipped a Fruit Pastilles packet into knew I was in for it. H reached behind himself and took out a sheet. Sprawled out That’s when it hit me that I was the lost boy. No words could describe how I was feeling. I dashed out of the store and sprinted all the way home, only to find it How to cite A time when i ran away, Essays

Strategic Human Resource Management Sample [Question/Answers]

Questions: 1. Explain the importance of strategic human resource management in organisations. 2. Assess the purpose of strategic human resource management activities in an organisation. 3. Evaluate the contribution of strategic human resource management to the achievement of an organisation's objectives. 4. Analyse the business factors that underpin human resource planning in an organisation. 5.Assess the human resource requirements in a given situation. 6.Develop a human resources plan for an organisation. 7.Critically evaluate how a human resources plan can contribute to meeting an organization's objectives. 8.Explain the purpose of human resource management policies in organisations. 9.Analyse the impact of regulatory requirements on human resource policies in an organisation. 10.Analyse the impact of an organisational structure on the management of human resources . 11.Analyse the impact of an organisational culture on the management of human resources. 12.Examine how the effectiveness of human resources management is monitored in an organisation. 13.Make justified recommendations to improve the effectiveness of human resources management in an organisation. Answers: Ensure the success of your business through effective human resource strategies Human resources are like natural resources; they're often buried deep. You have to go looking for them, they're not just lying around on the surface. You have to create the circumstances where they show themselves. -Ken Robinson This quote speaks a lot about the importance, relevance, need and inherent requirement to strengthen and modulate the human resource management which is the ingredient for a successful business or organization. Strategic HRM lies in the heart of the company to define the plans and goals of the organization achieved by the means of human capital which is a major source of competitive advantage and with the help of a systematic approach (Schuler, 2008) to define objectives. The approach is based over long term issues and some of the macro concerns like quality, values, commitment, and such issues. Strategic human resource management is a task of toil requiring thinking ahead and planning in advance (Bratton, 2007) to match up the goals of the company with the needs of the employees. It is hardly notices, but development of the employees is the key factor of concern of strategic HRM practices. The stress and focus of strategic human resource management is based over emphasizing the code of ethics of an organization, philanthropy (Jackson, 1995), improving quality of life of employees, managing of social impetus of business decisions (Golding, 2010) etc. The study will focus upon two models of HRM namely, Storeys hard and Soft HRM and Best Practice Model. The hard and soft HRM are distinguished as hard HRM lays its focus over costs included by human resources whereas soft HRM is all about all the human related aspects of management. Hard HRM have task focused attitude with a highly defined job description, low span of training, consistent work design, hierarchical structure and no career progression for the employees. Soft HRM on the other hand is people focused with high skill and diverse workforce, bigger picture in descriptions, shared culture, career development, flexible approach (Truss, 1997). On the other hand, the best practice model it is observed that best practices are added onto previous performances to create some new strategies. It is based on universalism (Marchington, 2000) aiming at high performance. The elements of this model are job security, selective hiring, narrow status differentiation, high wages for high performances, decentralization and team work. Great vision without having great people is irrelevant and impossible. It is really essential for an organization to invest time and resources in human resource management as it is the key for sustaining of the business. The objectives of human resource management are to motivate the employees to work in the direction of organizational goals. The department makes sure that there is an integrated group for organizational effectiveness which is creating opportunities for growth by the means of training and development. The role and goal of HRM is to employ the required skills and to enhance the employees satisfaction and the essence of self actualization. The human resource management is responsible for creating a sense of belongingness and team spirit to uphold high level of morality and human relations. Human resource management have organizational, social, professional and corporate significance that is exerted in the company. A framework for human resource management can be well explained with the help of this formalized diagram in which every task is summarized in terms of inputs, processing and outputs for the organization. HRM is an amalgamation of mission of the company, internal forces, external factors, technology, conceptual development, code of ethics, information management, career management, governance, employment and such issues (Schuler, 1993). This diagram is an informal way of understanding the framework for human resource management blending the essence of all the aspects of functioning. The purpose of strategic human resource development is to construct a philosophical framework for strategically focused people. The strategic human resource development adds on strategic and critical thinking to the organization therefore, is required for fueling up the operational aspect of the organization. It is the engine to take the organization onto a next level by integrating business with the growth conditions by aligning the employees towards specific business requirements. The purpose of its inclusion is to analyze the scope of threats and opportunities and to control the activities for organizational objectives. It is the ladder to minimize adverse conditions, to effectively allocate resources and time, to encourage forward thinking and for a great degree of discipline. Therefore, strategic human management is the core of a company to pave the path for success and overall development. The purpose of strategic human resource management is to imbibe in some breakthrough idea s within the organization and handle the dynamic changes in the competitive environment in an efficient and effective manner. Another purpose of strategic human resource management is to make the HRM department competent with the present trends of the market and create higher level of job satisfaction among the employees. It reengineers the organizational processes and manage the change in the industry with well implemented strategies. SHRM is a way to align the business with its objectives. The organizational objectives can be closely related with all the management issues within the organization and SHRM is a key component for formulating strategies for training and development, employee acquisition, compliance management, project management, quality and cost control management. The primary goal of SHRM is to translate the strategies of the business to make them into priorities of human resource. British Airways HR Report There were a myriad of challenges that were faced by British Airways that have brought a sense of urgency to check and control the human resource management of the largest organization of UK. There was a loss of momentum because of recession, mergers, employee turnovers, loss of senior managers (Colling, 1995), and such issues. Human capital management solution should be chosen for recruitment process to experience a full momentum of response and result. It is required to focus over the training programs putting people first and managing people first (Merkert, 2012) for significant human resource management. Individual learning in human resource is to achieve a pool of competencies in every individual employee. An appraisal scheme or reward system should be devised for British Airways to motivate the employees for consistent service. HR plan for merger of British Airways and Iberia The merger was a blend of cultures, trends and styles of two different regions which could have led to enormous bundles of problems and challenges for both the organizations. It is likely to have various human resource problems like employee turnover, lacking expectations, strained relationships, dysfunctional teams and more. Cultural mismatch was the greatest of all the challenges which should have been mitigated towards a mutual benefit. There is a need to check the cultural mismatch issues and become prepared for it. These issues revolve around power distance between the top management and the employees, uncertainty avoidance in terms of risks, individualism versus collectivism, time orientation, masculinity etc. With some of the huge, remarkable and noteworthy gaps between the cultures and values of Iberia and UK, it is essential to map the cultures to a common set goal and value system so as to avoid any kind of discrepancy and conflict. Cultures should be driven down by the path of Top Management Team abbreviated as TMT. Communication, trust and security should be maintained within the organization going in the pace with workplace flexibility. There must be provisions of arranging training workshops to believe in innovation and effectiveness of the strategies. It is required for both of the companies to respect for both of the cultures and to pay regard to the human side of the enterprises. In this situation of a merger, the human resource department helps people to manage and control the challenges as the process unfolds. It fills up the gap between the cultures of an organization by neutralizing the overall work culture of the place. SHRM smoothens out the transition process for the employees by helping them overcome their fears. Human resource communicates the role requirements to employees and make them permeate the new structure of the organization. Reviewing Human Resource Management Ranging from small business to huge conglomerates, human resource management is the catalyst for successful trajectory of any organization. It plays a strategic key role in formulating the strategies of a company and to control the employee centered activities of the company. Human resource management is not a stand alone department in the organization but, is related with every other feature of the company. Each of the strategies, operations, functions, management goes in compliance with human resource department. There are some of the business factors relating the human resource planning that affect them in the company. Political aspects have an external impact on the organization and economic impacts in the society guide the strategic human resource management. The shape of the current economy is a business domain that modulates the course of strategic human resource development. The demographics of workforce and different compensation packages have a close relation with the focal point of human resource development. The technological revolutions have modulated the consumers viewpoint and finally business factors relating them. Impact of organizational structure on HRM The structure of the organization have an essential role to play in management of HRM. There are basically two key schools of thought in which an organizational structure which is based over resource based theory which in which resources and the effective utilization of those resources forms competitive advantage for the company and other one soft HRM in which product differentiation and the cost leadership are the keys for success. In the former school of thought HRM is placed at the center or the heart of the organization and in the latter part, it is regarded as a general business strategy (Huselid, 1997). In a structure for the organization which has its mission focused around people and employees, human resource department is the most refined and dignified department of the company. Departmentalization in an organizational structure should foster interrelation of all the departments including HRM to be able to make sure that there is a collaboration of human resource department with every other section of the company. Decision making power if handled with human resource manager would be a profitable strategy because if the internal employees or stakeholders of a company are effectively managed and are in line of order then every output is systematic and as per the requirements. There is a requirements of flexible structure within the organization to be able to incorporate the dynamicity of the market in context with recruitment, training, development, performance, sustainability, retention and satisfaction (Delaney, 1996), all covered in human resource management. The organization must have a small size or in other words limited span of control so as to have an individual attention over the employees. There must be scalar chain of command as another structure which is rigid and complex, will lead to confusions in the management of human resource. A flat or a hierarchical structure in the organization is best foe germinating the values in human resource dep artment and for its smooth and efficient functioning. Impact of organizational culture on HRM HR policies of an organization having a positive workplace culture and climate are likely to be fully embraced within the organizational mission and SMART goals. The socio cultural environment of the organization affects the work culture and finally the employees catering to human resources. Culture and human resource management are intertwined with each other as corporate culture is itself a past managed (Cox, 1991) by the human resource management. It is a control and exchange mechanism to monitor the response of the workers and employees towards policies of the companies so as to plan the retention policies. A healthy culture with open communication is likely to be employee oriented raising the contentment and satisfaction of the employees and encourage them to perform better for a mutual growth. The corporate culture is the catalyst to monitor and control the behavior of the employees by instilling values (Ferris, 1998) and beliefs of the company and therefore, part of the role o f human resource management is handled by taking care of the culture of the company. An organizational culture that is based over creativity and innovation is most likely to produce practices of rewards, acknowledgements, training, team work and such features in the human resource management. Culture is regarded as an antecedent for the strategic human resource management as a flexible culture is a key for a competitive environment of the human resource management department. New recruits tend to focus more upon the culture of the organization and then become a part of it. Therefore, recruitment, selection, training, relationship and every other domain of HRM is guided by the culture of the organization. Effectiveness of human resource management The effectiveness of human resource management can be measured and analyzed in both qualitative and quantitative methods. For a quantitative analysis, HRM can be combined with business metrics to set some of the KPIs and assign some threshold for the employees performance (Becker, 1996) to be measured at the end of a cycle and evaluate the effectiveness of the human resource management in the organization. The quantitative methodology also focuses upon the effectiveness of HRM in relation with competitors and suggest steps to improve the policies and strategies. The breadth, depth and meaning of workforce data, analytics and benchmarks can be evaluated to build upon effectiveness of HRM. For a qualitative analysis, productivity, absenteeism, turnover, quality, service and other such measurable can monitor the HRM of an organization. Workforce and salary planning also gives a genuine review of the organizational human resource department with an additional control of recruitment recor ds like cost, quality, number and success rate. Job impact indicators can be monitored for the purpose of measuring the effectiveness of training and development (Legge, 1989). Benefit to cost ration, stability index, separation rate and other records can be used to monitor the effectiveness. Workforce scorecard and auditing may also be employed for the purpose. Human resource policies of an organization are to make decisions supporting the administrative personnel, performance management functions, resource utilization and employee relation. Policies further enable clarification for a consistent managerial behavior to help devise action plans for legal and external pressures in the company. Policies are based on some of the common grounds such as principles such as innovation, change management, performance improvement, terms and conditions for contractual agreements, employee relations including unions, safety matters, control over conflicts and work behaviors, equal opportunities in all aspects etc. All organizations under the tab of human resource development must comply with some of the regulatory policies such as Labor laws. Employment Act 2008 protects vulnerable workers by easing their business goals. Employment Relations Act 2004 concerns with collective laws and trade union rights. Employment Rights Act 1996 deals with employee rights in the case of dismissal, time offs or rights of parenting redundancy. Equal Pay Act 1970 prohibits unequal treatment of men and women. Work and Family Act is a balanced package of rights including maternity leaves, four weeks leave and planning for future. Data Protection Act 1998 is for regulation of processing of information. Recommendations for future 1. It is essential to encourage the employees to learn new skills and to test their acquired knowledge in innovative fields. Therefore, training opportunities should be given to the willing employees in order to foster effective strategies for the company. 2. An open communication both verbally and in written must be maintained within the organization to be able to smoothen the exchange of ideas and strengthen the leadership of HRM. 3. Brainstorming sessions, flexible working projects, innovation room, collaborative spaces and such ideas should be implemented so as to increase the cohesion between the employees and make them work as a single entity. 4. Competence management, knowledge management, talent management, and such systems must be included in the toolkit of HRM to enhance the effectiveness. References Schuler, R. S., Jackson, S. E. 2008,Strategic human resource management, John Wiley Sons. Bratton, J. 2007, Strategic human resource management.Human Resource Management iinde, Der: John Bratton,-Gold, Jeffrey, London: Palgrave Macmillan, London, pp. 37-71. Jackson, S. E., Schuler, R. S. 1995, Understanding human resource management in the context of organizations and their environments, Strategic Human Resource Management, 46, pp. 237-264. Golding, N. 2010, Strategic human resource management,Beardwell, J. and Claydon. Truss, C., Gratton, L., Hope Hailey, V., McGovern, P., Stiles, P. 1997, Soft and hard models of human resource management: a reappraisal,Journal of Management Studies, 34, no. 1, pp. 53-73. Marchington, M., Grugulis, I. 2000, 'Best practice'human resource management: perfect opportunity or dangerous illusion?,International Journal of Human Resource Management, 11, no. 6, pp. 1104-1124. Schuler, R. S., Dowling, P. J., De Cieri, H. 1993, An integrative framework of strategic international human resource management,Journal of Management, 19, no. 2, pp. 419-459. Colling, T. 1995, Experiencing turbulence: competition, strategic choice and the management of human resources in British Airways,Human Resource Management Journal, 5, no. 5, pp. 18-32. Merkert, R., Morrell, P. S. 2012, Mergers and acquisitions in aviationmanagement and economic perspectives on the size of airlines,Transportation Research Part E: Logistics and Transportation Review, 48, no. 4, pp. 853-862. Huselid, M. A., Jackson, S. E., Schuler, R. S. 1997, Technical and strategic human resources management effectiveness as determinants of firm performance,Academy of Management journal, 40, no. 1, pp. 171-188. Delaney, J. T., Huselid, M. A. 1996, The impact of human resource management practices on perceptions of organizational performance,Academy of Management journal, 39, no. 4, pp. 949-969. Cox, T. H., Blake, S. 1991, Managing cultural diversity: Implications for organizational competitiveness, The Executive, pp. 45-56. Ferris, G. R., Arthur, M. M., Berkson, H. M., Kaplan, D. M., Harrell-Cook, G., Frink, D. D. 1998, Toward a social context theory of the human resource management-organization effectiveness relationship,Human Resource Management Review, 8, no. 3, pp. 235-264. Becker, B., Gerhart, B. 1996, The impact of human resource management on organizational performance: Progress and prospects,Academy of management journal, 39 no. 4, pp. 779-801. Legge, K. 1989, Human resource management: a critical analysis,New perspectives on human resource management, pp. 19-40.