Stress Its Effects on the Brain and Body

Summary and Hypothesis Negative aspects of factors that affect human body functions cause stress. Negative factors, or stressors, arise from abnormalities in the physiological functions of the body.Advertising We will write a custom research paper sample on Stress Its Effects on the Brain and Body specifically for you for only $16.05 $11/page Learn More The physiological processes that keep the human body functioning properly may suffer interference from outside or within the body such that they are not in equilibrium (Goldstein Kopin, 2007). This is the biological perspective of stress. From a psychological perspective, stress is characterized by behavioral symptoms accompanied by a negative state of mind. A person experiencing psychological stress may withdraw from various participative aspects of life. In addition, a person experiencing stress will show physical changes, and physiological processes in the body might be affected. Psychological stress results to unwillingness of an individual to engage in social activities. Imbalance in the physiology of the body results to conditions such as hypertension, lack of sleep, and irregularity of sexual desire. Stress has many effects that are less evident in the first stages of its development (Goldstein Kopin, 2007). Psychological stress is scientifically associated with physiological processes in the cell and the balance of chemical activity in the body. For example, if an individual senses that a dangerous event is about to take place, he or she might react physically by running away or emotionally by getting psychologically prepared to fight back. Thus, psychological reaction involves physiological processes.Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More This proves that reaction to stress has both psychological and physiological aspects. While the anatomy and physical construction of the brain is well known, its operation and the precise mechanisms responsible for its proper functioning are poorly understood (Fleshner et al., 2011). This makes it necessary to study psychology through empirical examination and randomized trials. In this paper, stress is examined from both biological and psychological perspectives. Physiological factors that cause stress and the external factors that influence physiology of the human body are examined. Throughout an individual’s life, residual stress is always present. When an infant is born, mechanisms are usually in place so that the child reacts to stressors whenever they are present. Thus, stress is natural and cannot be eliminated. A situation where one does not experience stress at all is inconceivable. When there are no stressors at all, an individual will not feel pressured to react to any event even when the matter is of critical urgency. If a particular stressor affects a person repeatedly, the reaction of the in dividual to the stressor is often different on every occasion. The experience of the event in the past may either improve the ability of the individual to cope with stress or worsen it (Goldstein, Kopin, 2007). Stress is only considered harmful to an individual if it builds up beyond a certain level. However, stress is normally present in all human beings, and is a critical factor in fostering motivation.Advertising We will write a custom research paper sample on Stress Its Effects on the Brain and Body specifically for you for only $16.05 $11/page Learn More Stress may be caused by a situation outside the body such as a traumatizing event, but may also be a result of an uncomfortable state of the body (Blackburn Munro, 2001). Conditions such as constant or repetitive pain, nausea, cold, extreme warmth and even pressure cause excessive stress. Various experiments have been used to investigate the nature of stress and the manner in which people react to it. Some of the approaches used to examine the concept of stress are based on biological evidence alone, while others are based on empirical analysis of the state of the human mind (Valentino Bockstaele, 2008). The level of stress in an individual may be determined by the extent to which the physical equilibrium in the body has been disturbed. On the other hand, the behavior of the affected individual may be evaluated for a psychological analysis. Reactions such as anxiety determine presence of excessive stress (Kudielka WÃ ¼st, 2010). Introduction And Background Walter Cannon linked stress to the balance of chemical activity in the body in the early 1920s. This was the beginning of association of stress with the situations external to the body. Early psychobiologists such as Hans Selye supported this perspective. Later, scientists such as Lindemann found an association of stress with events that did not necessarily cause changes in the physiology of the body (Valentino Bocks taele, 2008).Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More In that essence, stress is a complex condition that can only be described by the symptoms and reactions exhibited by those who suffer from it. Major events in history such as the holocaust and the two world wars were influential in the study of stress. The psychological state of the former soldiers who fought in the wars and the survivors of the holocaust helped scientists to link traumatizing events to long-term effects of stress (Valentino Bockstaele, 2008). These scientists used various models such as the concept of individual stress and that of family stress. The reactions of people to stress as a group and that of an individual were studied in reference to historical events such as the great depression of the1920s and 1930s. During the First World War, scientists approached stress from a physiological point of view. People exhibiting symptoms of stress were thought to be suffering from physiological disorders that hindered the brain from functioning properly (Blackburn Munro, 2001). While classical scientists associated stress with groups such as families and prison inmates, contemporary scientists associate stress with an individual. The scientists focus on the effects of stress on the human body and the state of mind. Research Discussion Stress is known to affect the health of an individual, depending on specific reactions to it. In that essence, scientists have experimented and studied the physiological reaction to mental stress by the body. In addition, the effects of stress on individual minds are studied. Stress is known to change the mental reaction patterns of an individual particularly if it persists for a long time. The reaction itself is the activity of chemicals released by specific parts of the body. There are various reaction patterns exhibited by different individuals who are experiencing situations that are known to cause stress. R.S. Lazarus and Albert were the first scientists to study stress from the perspective of the nature of react ion exhibited by an individual experiencing stress. They did this study by subjecting some people to stressful vision. Several individuals were required to watch graphic and bloody scenes of a film and report their feelings about the particular film to analysts. Some of the people who were involved in the experiment reacted by saying that the situations presented were not real and were created artificially (Blackburn Munro, 2001). Others expressed concern for the plight of the people who were undergoing painful experiences in the film. It was found that the kind of reaction and the intensity of the reaction of the individuals depended on the environment of the person. Experiences had critical influence on the manner in which people reacted to the film. However, experience did not mean that the people involved experienced less stress (Blackburn Munro, 2001) In fact, in some cases, experience reduced ability of the person to cope with stress. In the particular experiment, it became difficult to describe the cause of particular reactions. A stressful situation such as the films had many factors in its details that had the ability to cause stress. It became difficult to distinguish the details that a particular person focused on. Consequently, it was clear that stress depended on the reaction of the particular person to specific details and could not be generalized. Organization and Analysis The idea of looking at stress from the perspective of coping was adopted by modern psychologists. Two approaches to coping with stress are known. When there is presence of a factor that is causing stress, some people will choose to confront the issue and find a solution. These people see the situation as a barrier that must be overcome. On the other hand, a person experiencing a problem that causes stress may choose to change the perspective from which he or she views the situation. The situation then ceases to be an emotional issue to the particular individual. This approac h of coping with stress may be dangerous if it becomes an individual’s way of dealing with every difficult situation. Furthermore, people who consider this approach of dealing with stress pervasive call it mal-adaptive stress coping. Changing the perception about a stressful situation that might cause harm does not eliminate the possibility of the situation causing damage. Thus, the first approach of formulating a solution to the problem is the best way to manage factors that cause stress since the problem may eventually be solved. This approach is called the adaptive approach to stress coping. People have similar patterns of adopting coping methods in stressful situations. It is not possible for people to share identical stress causatives since their lives are different. One’s social status, expectations, hopes, and beliefs are some of the factors that determine a person’s perception of a situation. The perception determines the different people’s reacti on to stress. For example, a wealthy man might not consider college school fees for his daughter to be a stressful matter. On the other hand, a person earning little money may consider this a stressful problem. Since no two situations are precisely identical, it is difficult for reactions of different people to the same problem to be identical (Valentino Bockstaele, 2008). If people of ideally similar capabilities are subjected to identical stressful situations, the reaction pattern in an effort to cope with the problem will be the same. The first step in the reaction is the attempt to find a solution to the problem. If the situation has a particular achievable solution, it is likely that the individual will try to solve the problem. On the other hand, if the situation has no apparent solution, the reaction becomes emotional, and the individual may adopt escapism as a way of dealing with the stress. Ideally, similar situations cause relatively identical reactions in people of simil ar capabilities. Stress such as that related to similar situations at work or at home among family members causes similar reaction patterns (Valentino Bockstaele, 2008). Some of the physical changes that take place in a human being in an effort by the body to overcome stress include the release of hormones that cause vascular constriction and speed up cardiac action. Some other processes such as digestion and transmission of nervous signals may also stop so that physical feeling is not possible in some parts of the body. Depending on the individual, the rise of the level of resistance to stress occurs in varying patterns (Valentino Bockstaele, 2008). People who often overreact to stressors raise the level of resistance to stressing factors, and are highly susceptible to diseases and disorders related to stress. When an individual’s mind has a memory of a stress-causing factor, stress may occur repetitively, eventually leading to development of a disease (Kudielka WÃ ¼st, 2010). However, it is evident that the possibility of developing disease even after undergoing stress varies from one individual to another. Diseases that might occur due to repetitive stress can be serious and permanent disorders due to overreaction of organs to the stressful situations. On the other hand, reaction to stress causes excessive consumption of energy and other resources. If the reaction to stress is prolonged, the immune system is suppressed due to diversion of energy. Pathogens may then flourish in this environment and cause disease. This occurs even with the mild situations that cause minimal but persistent stress (Kudielka WÃ ¼st, 2010). Conclusion From the above analysis, one can conclude that stress is a complex concept with varying definitions that depend on individual perception. However, it is evident that stress must always be there to prompt reaction to situations that must be attended to. In addition, stress can be either beneficial or harmful. Motivation and innovation are constructive aspects of reaction to stress. On the other hand, stress is capable of causing disorders and diseases to humans if it persists. When an individual is exposed to stress causing factors for a long time, the stress may become permanent. This may also occur if the stress-causing factor is of a significantly high magnitude such that it leaves an impression in the cognitive memory of the individual. Other situations cause stress that an individual may not have the capability to cope with. In these situations, one is not able to solve the causative problem or ignore it. Consequently, stress increases and persists culminating in chronic depression. Such stress may cause cardiovascular disease, mental disorder, and affect the general health of an individual negatively (Blackburn Munro, 2001). Another deduction is that reaction to stress is almost similar if all other factors are constant. This can only happen in ideal situations. Such situations are difficult to simulate, but scientists try to create their approximations for the purpose of experimentation. On the issue of coping with stress, the problem solving approach is more constructive since the stressor may finally be eliminated. On the other hand, in the second approach the stressor is ignored and is no longer perceived as a threat. Thus, the problem might continue to cause damage. However, this approach is suitable for countering stressors that are not harmful when they are ignored. References Blackburn, G., Munro, R. (2001). Chronic Pain, Chronic Stress and Depression: Coincidence or Consequence?. Journal of Neuroendocrinology, 13(12), 1009-1023. Fleshner, M., Maier, S., Lyons, D. (2011). The neurobiology of the stress-resistant brain.. Stress (Amsterdam, Netherlands), 14(5), 498-502. Goldstein, D., Kopin, I. (2007). Evolution of concepts of stress.. Stress (Amsterdam, Netherlands), 10(2), 109-120. Kudielka, B., WÃ ¼st, S. (2010). Human models in acute and chronic stress: Assessing determinants of individual hypothalamus–pituitary–adrenal axis activity and reactivity. Stress: The International Journal on the Biology of Stress, 13(1), 1-14. Valentino, R., Bockstaele, E. V. (2008). Convergent regulation of locus coeruleus activity as an adaptive response to stress. European Journal of Pharmacology, 583(2- 3), 194-203. This research paper on Stress Its Effects on the Brain and Body was written and submitted by user Hepz1bah to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Ideas for Thank You Card Quotes

Ideas for Thank You Card Quotes Do you say thank you to your host after attending a party? Do you say thank you to friends who bring you lovely presents? Sometimes mere thanks may sound insincere. Express your heartfelt gratitude by sending thank you cards. Use these quotes to make your cards really special. Quotations of Gratitude Irving BerlinGot no checkbooks, got no banks.Still Id like to express my thanks.I got the sun in the mornin and the moon at night.AnonymousI would thank you from the bottom of my heart, but for you my heart has no bottom.Oscar WildeThe smallest act of kindness is worth more than the grandest intention.Ralph Waldo EmersonFor each new morning with its light,For rest and shelter of the night,For health and food, for love and friends,For everything Thy goodness sends.William ShakespeareI can no other answer make, but, thanks, and thanks.G K ChestertonYou say grace before meals. All right. But I say grace before the concert and the opera, and grace before the play and pantomime, and grace before I open a book, and grace before sketching, painting, swimming, fencing, boxing, walking, playing, dancing and grace before I dip the pen in the ink.James Russell LowellNot what we give,But what we share,For the gift without the giverIs bare.John Greenleaf WhittierNo longer forward nor behindI look in hope or fear;But, grateful, take the good I find,The best of now and here. Helen KellerI thank God for my handicaps for, through them, I have found myself: my work, and my God.Benjamin DisraeliI feel a very unusual sensation if it is not indigestion, I think it must be gratitude.George EllistonHow beautiful a day can beWhen kindness touches it!EE CummingsI thank you God I thank you God for this most amazing day, for the leaping greenly spirits of trees, and for the blue dream of sky and for everything which is natural, which is infinite, which is yes.OvidThanks are justly due for boons unbought.Henry Van DykeBe glad of life because it gives you the chance to love, and to work, and to play and to look up at the stars.

Punitive Damages Promotes Justice while Tort Reform Hurts Society Research Paper

Punitive Damages Promotes Justice while Tort Reform Hurts Society - Research Paper Example Exemplary or Punitive damages are financial damages given to a claimant in a personal civil action and evaluated against a defendant established to be responsible for deliberately infringing the rights of the plaintiff. However, many people confuse punitive damages with compensatory damages. The major difference is that the awarding of punitive damages can only occur after a judge has established that a defendant is accountable for a claimant’s injuries and has set a suitable compensatory award. Moreover, punitive damages are given to a claimant, and are evaluated against a defendant, not counting and excluding compensatory damages. In addition, the awarding of punitive damages can only be successful in occasions where the injury inflicted to the claimant was the anticipated and likely effect of the defendant’s actions.† Moreover, the awarding of punitive damages only occurs in cases where the actions of the defendant are of an adequately egregious nature. Another aspect of punitive damages is that in theory, many people view them as an amazing solution. The major aim of awarding punitive damages is prevent defendants and others from practicing similar behavior. However, large companies constantly pressurize policymakers to put a cap or restrict on punitive damage awards. This is because they deem that punitive damages incur heavy costs. Conversely, imposing limitations on punitive damages would reduce their effectiveness and deem their purpose insignificant. (Sayas, 2011). In addition, punitive damages are a community solution for a community wrong. In this regard, punitive damages are state-inflicted charges for disruptive behavior, safeguarding the public inflicting charges on producers for their deliberate, blatant unconcern to human safety (Pace, 1997). Moreover, punitive damages have a monetary effect that not only obtains the notice of the defendant for perverse behavior, but also to cause the whole business to concentrate on the harm caused and take remedial action (Boulton, 2004). Although there is an extensive reporting of cases relating to multi-million dollar punitive damage awards, the truth is that judges are not hurriedly awarding these damages. This implies that there is no extensive awarding of punitive damages though they are significant in the society. According to a research by an Institute for Civil Justice, punitive damages occur in below 4 percent of all judges decisions. The major reason for this is that there is no awarding of punitive damages except that the claimant clearly illustrates that the defendant meant to harm the claimant, or knew that claimant was likely to experience harm, but intentionally ignored that risk (Sayas, 2011). There are numerous forms of torts, but regarding tort reform, the two major areas of concentration are medical malpractice and products liability. Medical malpractice is a law section that holds medical experts responsible for damage caused by their behavior after they do not conform to sensible principles. On the other hand, products liability is the sec tion of law that normally holds firms accountable for releasing unreasonably risky products on the market (Boulton, 2004). In the 1980s, the tort reform movement started to build up a more lasting institutionalized method to advocate for reform. Not amazingly, there have been extensive arguments concerning the objectives

Answer the question Assignment Example | Topics and Well Written Essays - 3500 words

Answer the question - Assignment Example Lastly, depending on the time of the day, those students who will get interviewed quite possibly will have no classes; hence have the free time to walk around. The result of this particular study may get generalized in some populations, the first one being those that exhibit high levels of the eternal validity of the study (Fraenkel &Wallen , 2009). Secondly, the population should produce a sample nature as well as the environmental conditions that prove for generalization to get made. The particular sample of study must also represent the population of interest, the sample has to be relatively large so that the usefulness of the findings become unlimited. If these particular two communities meet the conditions for generalization, then the researcher can conclude by saying that playing soft classical music increases the ability of scholars in understanding arithmetic studies. At times, a researcher may feel not interested to generalize the result of a study, and this mostly happens when the particular samples used fails to show the external validity of the study. It may also occur in those samples used shows high levels of relevancy about the characteristics of the population under study. In some cases, the samples may fail to demonstrate some of the essential part of the population under study as well as the representation of the relevant variables. Finally, when the sample size is reasonably small or narrowly defined, the generalization from this particular study becomes limited. It is true, to some extent, that the larger a sample, the more justified a researcher is generalizing from it to a population. This can only be more valid if the researcher takes into account the issue of timing and proximity, among other factors depending on the given case study (Fraenkel &Wallen , 2009). The larger sample always tends to take into consideration on most of the essential and other relevant characteristics of the entire population,

Crime Theories of Durkheim and Robert King Merton Essay

Crime Theories of Durkheim and Robert King Merton - Essay Example Durkheim's most significant theoretical contribution to the field of criminology is his formulation of the concept of anomie. According to Durkheim's theory, society has the need and the moral right to regulate the behavior of its citizens. When society is in a state of rapid transition, the rules of society break down and people no longer can appraise their situation, "ambition was perpetually stimulated but never satisfied (Walter 1972). This condition Durkheim called "acute anomie" (Gottfredson and Hirsch 1990, p. 54). Chronic anomie occurs when overwhelming importance is attached to economic progress as the supreme goal in and of itself and secondary consideration is given to the regulation of human conduct and the control of individual ambition. These conditions which prevailed in the nineteenth century contributed significantly to the variety of social problems observed in that society (Durkheim 1992). According to Merton's theory, deviance is most likely in societies in which success is a major societal objective but where many of the inhabitants are unable to acquire the material possessions or social status that denote success. His theoretical argument is formulated in terms of the societally recognized goals that individuals strive for and the institutionalized means used to regulate access to these desired objectives (Gottfredson and Hirsch 1990). Merton recognizes that these goals and means are not equally available to all individuals because of the differentiated class and ethnic structure of American society. Striving for success within a society that is achievement oriented, some individuals for whom traditional paths to achievement are closed follow illegitimate or deviant means to attain success within that society Although this theory was originally developed in terms of American society, it has been applied to many of the world's other industrialized societies as an e xplanation of the persistence of criminal behavior (Merton 1967). The other similarity between Durkheim and Merton is an understanding social impact on an individual and his behavior. The possibility of varied acquaintances in modern, complex society led to the formulation of the theory of differential association, which holds that criminal behavior is learned through interaction with others. The extent to which criminal norms and habits are acquired is determined by the intensity and duration of the association. The mechanisms for learning criminal behavior are no different from any other kinds of learning. Briefly, stealing is no more motivated by the desire for material goods than is honest employment. In the latter case, however, the individual is sufficiently committed to the society's norms and values to channel his desires through legitimate means while in the former case, the individual will pursue his goals by illegitimate methods (Gottfredson and Hirsch 1990). In contrast to Durkheim, Merton underlines that anomie theory addresses the impact of urban life on modern man suggesting that conflicts often arise in contemporary society because what man strives to attain is not accessible to him. This situation is characteristic solely of modern society because limited social mobility existed before the advent of

Human resources and Induction and Orientation

Human resources and Induction and Orientation Human resource management is the focal point of modern day organizations as they gear towards enhancing their competencies in a highly competitive environment. As such, organizations have had to contend with numerous challenges ranging from changing technology to the lack of adequately skilled workers. Strategies, which ensure that organizations perform at their very best are a high-end commodity and all professionals involved are hard at work in order to devise the most effective of them. As highlighted by Jackson and Mathis (2008:6), human capital is critical in enhancing an organizations core competency. Therefore, right from the initial stage of recruitment to full assimilation into the workplace, human resource departments ensure that human capital is developed efficiently. Inductions and orientations have become significant in human resource development and a constant feature in most training programs. As the words suggest, such programs serve to acquaint the employee with thei r new working environments and ensure that they adjust amicably. This paper seeks to evaluate induction and orientation, understand these concepts concerning their meanings, purpose, benefits, roles played by employers and employees, and provide an illustration of such a program. It has been a tendency for most organizations to plan for such programs and later on fail to implement them. However, organizations can no longer do this, as they cannot afford to lose employees nor have inept workers. Definitions Orientation/ Induction Jackson and Mathis (2008) define orientation as a planned process whereby newly recruited employees are introduced and familiarized with their new workplace. This includes meeting their co-workers and being acquainted with other aspects of the organization. In addition, orientation may include such simple topics as the location of a particular department and such complex issues like career development. Stirzaker (2004) asserts that induction, as a planned process is capable of benefiting entire organizations and specific individuals. This is so because it allows new employees to acclimatize to their new jobs and become fully committed and productive employees at a fast pace. In addition, Carrell, Elbert, Hatfield and Grobler et al, (2002) stipulate that induction is an integration process, which allows new employees to become part of an organization through learning and understanding their environment and responsibilities. On the other hand, Meyer (1999) adds the aspects of organizat ional goals, values, policies, and protocols as part of the factors addressed during the induction process. More often than not, these two terms are used together with orientation being reflected as the initial introductory stage and induction as the ongoing process of familiarization after orientation. Moreover, a distinction arises in the fact that orientation takes place within a short period contrary to induction, which is systematic, and spans throughout the employees first years of employment. Objectives and Purposes of Orientation/Induction Employers engage in long processes of employee recruitment and selection in search of individuals who are competent in their areas of specialization. As they do so, employers contemplate how the new recruits will serve their organization and realize high performance levels. It is important to note that getting the best value out of an employees abilities starts at their first encounter with the potential employer. Ideally, at this initial stage the employer must set them up for success. In order to do so, employers must put into consideration numerous aspects of human resource management, which, eventually serve as the objectives of the orientation and induction process. Orientation and induction aims at enhancing comfort in new employees by reducing any anxieties or unresolved negative emotions. Compton and Nankervis (2009:184) indicate that induction programs need to consider the feelings experienced by employees during their initial days in the new workplace. Indeed, employees often exhibit tendencies of fear and reluctance to engage fully in their duties during their first days due to various issues. For instance, it is likely that a new employee will be unaware of where a particular department or is within the organization. They may fail to ask for directions because they are afraid or anxious about other employees perceptions of them. Consequently, there is a likelihood that they will waste time dwelling on their state of discomfort or trying to locate the department. Organizations can plan to have new employees oriented with various locations in order to ease their discomfort. Furthermore, employers aim at creating an impression by appealing t o the employees psyche while assuring them of their remarkable competencies and abilities. In addition, orientations and inductions can involve having individual sessions with the new employees and instilling in them the organizational spirit of cooperation. This objective spills over to enhancing employee satisfaction and thus reducing turnover rates, absenteeism, and other hindrances to higher productivity. Orientation and induction not only allows new employees to adjust to their new workplace but it also offers tentative information about their duties and responsibilities. Abernathy and Bell (2010:3) highlight that induction provides employees with knowledge on the organizations structure and on how they can utilize different available resources in enhancing their performance. In gaining this knowledge, employees are able to develop reasonable expectations on their new roles. New employees often have limited knowledge on the organization and the induction process ensures that any existing gaps are addressed and as Evans and Verlander (2006:4) explain, emphasis is put on ensuring that employees understand the organization and its operations accordingly. At the end of the orientation and induction, new employees are fully socialized and have understood and accepted the values and systems found within the organization. This implies that they are able to communicate effectively with the m anagement, develop a sense of belonging and contentment with their new jobs and to gain high enthusiasm for hard work. Essentially, orientation and induction serves an informative and motivational role in enhancing employee productivity. Lawson (2007:19) emphasizes that orientation and induction processes need to incorporate cognitive, affective, and behavioral forms of learning. Cognitive learning will instill information about the organization; affective learning promotes the development of positive employee attitudes while behavioral learning serves to accentuate the employees skills and abilities. Employer and Employee Obligations Orientation and induction programs involve the participation of both the employer and new employees. From the initial stage of adjustment, these two players serve different roles. Carrell, Elbert, Hatfield and Grobler et al, (2002) showcase that at the orientation phase human resource managers are obligated to meet the new employees and provide them with descriptions of their duties and responsibilities. They also provide details on the organizations chain of command and information on employees supervisors and expected protocol. While they do this, managers give room for employees to interact with their colleagues or team members. This interaction also allows them to learn the roles played by other employees within the organization. The employer also stipulates the organizations expectations of the new employee as well as the present conditions of work. This involves informing them of the organizations values, mission statement, and vision. Most importantly, they point out the signi ficance of employees aligning their individual objectives with those of the organization. In addition, they must ensure that they ease the new employees discomfort, peak their interests in the organization and work and provide any information regarding work. Furthermore, Bennet and Graham, (1990) indicate that human resource managers are also expected to acquaint the employees with the physical facilities within the organization by giving them a tour. Apart from these obligations, employers also need to inform new employees of any existing laws, regulations, and policies with respect to their jobs and conduct. Other issues that need to be addressed by employers include accommodation, transportation, and payment procedures among others. New employees must be acculturated from their very first day in the organization. Managers must ensure that the organizational culture is reflected in the orientation and induction in order to ensure that employees are a good fit for the organization. Benefits of Orientation/Induction On Employee According to Gibbs and Maxwell-Crawford (2003:4), research has indicated that well planned and implanted orientation and induction programs accrue major benefits. As the new employees are acquainted with their new roles, they are able to gain confidence in their new job. Enhanced familiarization allows for high productivity and peaked individual performance, as employees are able to work comfortably. This comfort reflects a lack of fear or anxiety and heightened positive attitudes towards work, colleagues, and managers. As employees gain knowledge on the organizations culture, they are able to assess their level of compatibility with the organization. Indeed, they manage to weigh the benefits of working for the organization with respect to such factors like career development. At this early stage, it is quite advantageous for an employee to acknowledge whether this organization will serve their needs. They establish whether there are training programs, promotion and other appraisal s trategies, which will foster their career development. If indeed an organization does not offer what they need, then they are able to cease progress and thus avoid future disappointments. Akdere and Schmidt (2007: 326), propose that orientation and induction programs are significant in nurturing employees views on leadership and vision. As they learn about the organizations goals, they understand the significance of these aspects. This allows them to develop working strategies, which aim at ensuring that the organizations vision is upheld. During orientation and induction, new employees are welcomed warmly and as the organization reinforces the employees significance, they develop a sense of worth and value. Consequently, they become more motivated and indeed decide to work there. Essentially as highlighted by Hamilton (2002), the new employees first impression of the employer plays a major role in their decisions to either progress with work or terminate their employment. On Employer Early turnover is a challenge, which plagues most modern organizations. Johnson and Westwood (2004:1) highlight that in the future, organizations will experience a scarcity of work force due to increased rates of employee turnover. It is at the orientation and induction stages that the risk of early turnover can be addressed. Indeed, studies have shown that beginning employees engaged in induction programs are less likely to terminate their current employment (Ingersoll and Smith, 2004). Orientation and induction fosters retention in numerous ways. First, when employees are provided with adequate knowledge on the organizations procedures and support systems, they are influenced by the ease with which they execute their daily duties. In addition, the socialization process, which occurs during such a program, promotes the development of individual and collective relationships amongst colleagues. This interaction builds a perception of team spirit and cordial working relationships, whic h eventually amount to high productivity and competent performance. These factors not only reduce early turnover, but they are also responsible for an earlier increase of employees productivity, commitment and work efficiency. Employers also avoid other negative effects, which often accompany early turnover. These costs include reduced revenue, and productivity, high recruitment costs, unfavorable publicity, and loss of competitive advantage. Orientation and induction programs serve as a platform for the employer to weigh an employees competence and behavior. Furthermore, as new employees are highly susceptible to taking on an organizations culture, employers are able to influence and observe the employees potential for assimilation into the company. Orientation is a stage for instilling value and laying an impeccable foundation for excellence, which will ensure that new employees utilize their abilities maximally. Sample of Orientation/Induction Program The orientation and induction program must be planned carefully in order to enhance its effectiveness. Prior to the beginning of the program, all necessary requirements should have been put in place for smooth implementation. This involves notifying current employees of the arrival of the new employees, setting up offices and relevant facilities among others. Complementary for Orientation Sample Orientation Checklist On their first day, new employees are expected to fill in forms stipulated in the processing-in checklist. Name of Employee: Department: Organization Policies and Procedure Company History Organization Chart Function of the Company Classification of Employees Insurance Benefits Life Insurance Workers Compensation Other Benefits Child Care Health Services Holidays Induction Kit The induction kit may comprise of participant materials and guides. Lawson (31) highlights the use of organization materials like policy guides and maps among others. Sample Orientation/Induction Program Time Activity 8:00- 9:00 a.m Processing-In 9:00- 10:00 a.m Welcome by Organization CEO 10:00- 11:00 a.m Meet with supervisor 11:00-11:30 a.m Tea 11:30-12:30 Tour of the premises and facilities 12:30: -1:00 p.m Introduction to team members and colleagues 1:00- 1:30 p.m Lunch 1:30- 2:30 p.m Providing mentors 2:30- 3:30 p.m Viewing the organizations documentary video 3:30- 4:30 p.m Questions and Answers Time Activity 8:00- 9:00 a.m Processing-In 9:00- 10:00 a.m Welcome by Organization CEO 10:00- 11:00 a.m Meet with supervisor 11:00-11:30 a.m Tea 11:30-12:30 Tour of the premises and facilities 12:30: -1:00 p.m Introduction to team members and colleagues 1:00- 1:30 p.m Lunch 1:30- 2:30 p.m Providing mentors 2:30- 3:30 p.m Viewing the organizations documentary video 3:30- 4:30 p.m Questions and AnswersSample Induction Course Time Course 8: 30 Organization Structure, Vision, Mission and Objectives 10: 30 Tea with Team members 11: 00 Ethical Regulations 12: 30 Lunch with Supervisor 13: 30 Conflict Resolution Procedures 14: 30 Group Interaction 16: 00 Discussion and Review

George Rogers Clark Essay -- American History Revolutionary War Essays

George Rogers Clark Who was George Rogers Clark? This is probably a question most people in America couldn't answer. The reason is very simple, George Rogers Clark was a hero in an age of heroism. He simply could not compare with the legends of George Washington, Thomas Jefferson and other Revolutionary War heroes. Clark nevertheless is very important, especially to the people of Kentucky, Illinois, and Indiana who became apart of the United States of America because of his great leadership and bravery in military campaigns at Kaskaskia, Illinois and Vincennes, Indiana during the Revolutionary War. George Rogers Clark was born in Albermale County, Virginia on November 19, 1752 to John and Ann Rogers Clark. The Clark family consisted of six boys and four girls living on a four hundred acre plantation. George Rogers Clark was not even the most famous person in his family, his younger brother William later came to fame with his good friend Merriwether Lewis for exploring Thomas Jefferson's Louisiana Purchase. The Clark family was very well to do and influential, which enabled them to send young George to very good school, and have him tutored by some of the great minds in the region, like George Mason. George Rogers Clark had three friendships as a child that forever changed and shaped his future as a leader and revolutionary war hero. Thomas Jefferson's father owned a nearby plantation, though there was a nine year age difference between Thomas Jefferson and George Rogers Clark, the two enjoyed a life long friendship. He was also a classmate of James Madison, who would later be a strong supporter of George Rogers Clark and his military campaigns. Last, George Mason, a future Revolutionary war statesman and me... ...ow a great man the respect he deserved. When we learn about Revolutionary war history in school we learn about George Washington, Patrick Henry, and even Nathan Hale. But never is a word spoken about the accomplishments of George Rogers Clark and his small band of soldiers who assisted to the victory in east with their victories at Kaskaskia and Vincennes. Their has not been a serious work written on George Rogers Clark in nearly fifty year, and in schooling he is completely neglected. All of this is wrong, Clark was very important to the Revolutionary War victory and even more vital to opening the gateway to the west. For this reason his legacy and story should not die but instead be passed down to future generations along with the legends of Washington, Henry, Jefferson and all other Revolutionary War hero's without whom we may not be where we are today.