Author: chris

INTIMACY AND MODERNITY
I. A Sociological Perspective on Intimacy
Situates intimacy in its social and historical context

– the development of a distinct intimate sphere with its own norms/logic (e.g. equality, justice)
– presupposes the development of the ‘private sphere’(Arendt)
– private, intimate life as a refuge (Rousseau)
– the making of the modern love marriage.
II. Detraditionalization and Individualization
Situates intimacy in processes of social change known as detraditionalization and individualization.

– the burdens of individualization: Zygmunt Bauman
– the transformation of intimacy: Anthony Giddens
o confluent love
o the pure relationship

Question 1 (a)
Additional advertising lead to a smaller and smaller increase in sales of a particular product due to the increase in demand. Through advertising, more customers will be aware of the existence of the product in the market hence they will have an interest in buying such a product. Considering that customers always want to try new products in the market, advertising would increase demand, which will in turn increase sales (Sloman, Norris & Garratt 2014, p. 143-149). Additional advertising leads to inelastic demand. This implies that buying habits of customers does not depend on the changes in price. Therefore, even if the price of a product changes during additional advertising, there will be a smaller and smaller increase in sales of a particular product
Question 1 (b) (i)
Firms are always concerned about their competitors hence they tend to stay at a fixed price. They do not want to raise their price because they will face an elastic demand curve. This implies that if they raise their prices, they will lose many customers. Conversely, lowering prices will also not increase demand since there will be a price war (Dwivedi 2010, p. 301). Therefore, the demand curve will be kinked around their fixed price and they will not have an incentive to either lower or increase their prices.

The societal issues associated with gender, race and class play a significant role in the way members of a society live and organize themselves. Gender, class and race do not only organize different members into their respective groupings, but also create contexts for various family lives, through their contribution to the occurrence of unequal distribution of the available of social opportunities. Consequently, educators and other social scientists have given these issues increased attention over the recent decades. However, there have been claims that literature, especially poetry has not given such attention, despite in few instances. For instance, Paul Reuben claims that “Although the modernist poets do not explicitly concern themselves with gender, race, or class issues, there are exceptions to this statement.” This discussion focuses on two different poets, analyzing their indulgence into these issues as exceptions mentioned by Reuben.
“If We Must Die” by Claude McKay
Having been born in Jamaica, McKay later wrote this poem, “If We Must Die” to express his social and political concerns in the land of the whites (USA). He took his own perspective as a black Jamaican in the USA, to show the struggle between the existing races. According to the poet, the differences associated with gender, race and class should not make a basis for any form of discrimination, but rather platform to build equality.
For instance, he cries for noble death for everyone, unlike animals such as hogs. For example, in the first line of stanza one poem, he writes, “If we must die—let it not be like hogs, Hunted and penned in an inglorious spot.” Writing in 1919, McKay urged his black community to fight back against the violence and bloodshed which targeted the blacks in America.
“The Negro Speaks of Rivers” by Langston Hughes,
Hughes wrote this poem while during his journey by train to Mexico, where he intended to pay a one year visit to his father. The poem gained major fame for its role in celebrating the voice of back Americans who did not only live under serious racial intolerance, but also major injustices in America. While passing across the Mississippi River, he remembered its pivotal role in slavery, which further fueled the injustices against black Americans.
For example, in the first line of stanza one, he writes that,” I’ve known rivers,” a line that shows his analogy of how much injustices and sufferings blacks have undergone in the hands of the white Americans. Hughes’ poem became the main voice of the apprised, and later became the unofficial laureate for the Harlem Renaissance.
As exceptions mentioned by Reuben, these poems, “If We Must Die” by Claude McKay and “The Negro Speaks of Rivers” by Langston Hughes have depicted to various degrees, the nature of issues associated with gender, race and class in America. In both poems, the poets wrote their arts at times manifested with major forms of racial intolerance, gender prejudice and class discrimination.

Analyzing Graphic (Comic-Style) Texts: Art Spiegelman’s Maus: A Survivor’s Tale
Paper details

Background: While the experiences of Holocaust survivors have been represented in a variety of forms—from collections of letters to filmed documentary interviews to novelized accounts—Art Spiegelman’s graphic-style memoir Maus: A Survivor’s Tale marks a departure for Holocaust literature. Indeed, both the graphic-style medium and the use of animal figures to represent humans would seem on the surface to be incompatible with the horrors of the Holocaust period, given the traditional association of both forms with the “comic.” In addition, Maus’s focus on the relationship between Artie and Vladek and on events several decades following the Holocaust also provides a unique frame for the memoir. This assignment asks you to consider how these and other unique features of Spiegelman’s text contribute to his account of the Holocaust and its aftermath.

Performance appraisals combine a variety of different venues within each evaluation. Team ratings, supervisor observations, self-rating, multi-source rating, etc. However, attitude and perception can also be built into an evaluation system, as well. First, identify and describe the influence of attitude and perception on performance overall. Second, how should attitude and perception be built into an evaluation process? What are the legal pitfalls of doing this? Fairness issues? Measurable issues?
POST 1: Performance appraisals combine a variety of different venues within each evaluation. Team ratings, supervisor observations, self-rating, multi-source rating, etc. However, attitude and perception can also be built into an evaluation system, as well.
First, identify and describe the influence of attitude and perception on performance overall.
Performance appraisals can be influenced by the attitude and perception of both the employee and the supervisor. These may be negative or positive depending upon the circumstances. The employee may perceive his or her performance as exceptional while his or her supervisor may feel the employee is only developing, or not yet fully performing. Some of the reasons that performance is viewed so differently is due to the employee and the supervisor having very different views on what constitutes the varying degrees of performance. Some of the things that could be done to improve this perception and bring both the employee and the supervisor into agreement upon what is expected is a clear job description as well as clear expectations as to what it would take to be Exceptional, Exceeds Full Performance, Performing, and Developing, etc. When a clear picture is given, it is easier for the employee to have a goal, and it makes it more difficult for the supervisor to “bait and switch”.
Some of the other things that affect performance are “rater bias”, which occurs when a manager has a bias based on his or her own ideas about something to do with the employee, such as age, gender, religion or something else. Flynn suggests that when these biases occur, the manager’s supervisor should be involved in the process before the manager meets with the employee (p. 197, 2007). The opposite of this is the “halo effect” which occurs when a manager rates an employee higher based on a certain characteristic, while ignoring the big picture.
Second, how should attitude and perception be built into an evaluation process?
According to Flynn all organizations should utilize employee evaluation processes in order to meet the objectives of both the employee and the organization, for administrative uses and developmental uses (pgs.185, 189, 2007). Evaluations should be done in a fair and concise manner so that the employee is fully aware of what is expected of him or her before the evaluation, and in a timely manner so that he or she has time to fulfill the expectation, then the employee can enter in the evaluation with confidence and pride, knowing that they will have a great review. This could be accomplished through developing a performance improvement plan, in which the employee and the manager meet at the beginning of the year, discuss the action plans and make sure they are SMART goals; Specific, Measurable, Achievable, Relevant, and Timely, then they should discuss what those things entail and examples of what would be a full performing goal versus an exceptional goal. This will give the employee a solid idea of what needs to be done, and he or she can be confident in achieving the goals. The manager should meet with the employee throughout the year to discuss progress and assist if necessary. The employee will also be measured on his or her performance of job duties, how well they follow directions, attendance and punctuality, respectability, and ethical practices, such as honesty, regard for others, and ability to accept responsibility (Flynn, et. Al., p. 195, 2007)
What are the legal pitfalls of doing this? Fairness issues? Measurable issues?
The legal implications of performance appraisals are mainly pertaining to protecting the rights of employees and to adhere to the legal requirements of employers. Flynn lists the main legal concerns as “serious discipline or demotion interventions, public policy issues, contractual issues and tort liability issues, which are the main basis for employee claims against employers (p. 189, 2007). It is important the performance evaluation provide feedback and suggestions on improvement, as well as being constructive and supportive. In order to be fair, the manager should avoid using only recent criteria to rate the employee, and not be lenient or strict across the board. They should not be biased or rate the employee well unless they consider the entire performance of the employee. The employee should be free to voice his or her opinions and feel free to communicate with the manager honestly regarding the performance review. Lastly, it is very helpful to develop an improvement plan for the next year to give the employee guidance about working toward improvement. Even the best employee can improve on something.
References Flynn, W. J., Mathis, R. L., Jackson, J.H. (2007). Healthcare Human Resource Management, Second Edition. Mason, OH: South-Western Cengage Learning.

POST2: To have a satisfactory job performance, job criteria identify factors employers must meet. These criteria are trait-based, behavior-based and results-based. “Trait-based criteria identify subjective personal traits, such as having a positive attitude, that may contribute to job success. Behavior based identify behaviors, such as persuasion skills, that may lead to successful completion of job expectations. Results-based are, things such as, completing projects of time.” as stated in Resource Management, p . General conduct is considered in the appraisal process. Most companies have a code of conduct listed in their employee handbook which employees must adhere to. The code of conduct may include, performance, supervision, attendance and punctuality, drugs and alcohol, confidentiality, respect, professional responsibilites and ethical practices. Manager and HR must follow all legal requirements that affect the rights of employees and employers. Legal issues to consider are discrimination, public policy issues, contractual issues and tort-liability issues.
References Flynn, W. J. , Mathis, R. L. , Jackson, J. H. , & Langan, P. J. (2007) Healthcare Human Resource Management (2nd Edition ed.). Mason, OH: South-Western
Week 5 Discussion – Prompt 2
Chapter 10 focuses on many important factors to the healthcare environment. As healthcare providers, the need to work together is a must. One of the difficult issues managers often face is that of the “difficult employee,” which actually ties back to the areas of employee recruitment and selection, as well as the legal liabilities of negligence in hiring. Discuss this issue with an HR specialist in your organization. Prepare several questions which you can ask regarding the practices of handling a difficult employee. In your post, mention the title of the HR person you interviewed, the specific questions you asked, and their responses.
POST3: Interview with Mirna Borkman, Talent Department Partner 7/25/14
Susan: Mirna, what should a manager do when they have a difficult Stakeholder?
Mirna: All managers have to deal with difficult Stakeholders at one time or another. Many times, it is more of a misunderstood Stakeholder than a “bad” Stakeholder. They may have undesirable behaviors because of something difficult going on in their lives or they are hurt or angry about something. It is important to give them an opportunity to let us know what is going on so we can help them; take a step back to evaluate each situation for the unique situation it is.
Susan: What is the best way to approach a situation with a difficult Stakeholder?
Mirna: I feel the best way to handle and approach the situation is to first evaluate what is going on, assess the facts. Do not rely on gossip or rumors, and give the Stakeholder a chance to tell his or her side of the story. If more than one person is involved, make sure to ask them to give you all of the details as well. Do not let a bad situation go on for too long, it is important to act quickly but make sure you have all your facts straight before speaking with the Stakeholder.
Susan: What if the Stakeholder gives you more information that you hadn’t previously considered?
Mirna: A good manager will develop a plan; you must plan the confrontation in a quiet private place, and don’t assume the inappropriate behavior is caused by negative intent. It may be from fear, confusion, lack of motivation, personal problems, or something else. It is important to deal with the behavior, and not the Stakeholder. It is best to use “I” instead of “you” when confronting the Stakeholder because you want to give him or her a chance to develop a solution to the problem. Then the Stakeholder can be part of developing the solution. It is important to actively listen to what they have to say and stay positive and non-judgmental. Try to remain calm, impartial and do not interrupt them. If you are able to determine the real reason for the inappropriate behavior, you stand a better chance of resolving with the Stakeholder’s buy in.

The book is about the Asian American. what I need is to  Please write the all comparing after 1965 and don’t write any thing before 1965, also the comparing must be for all the three not between tow or one. read the book Strangers from a
Different Shore.

Write a four page journal essay addressing the unit readings (overview of Organization development intervention, Team interventions, Intergroup and third party peacemaking interventions, structural interventions and the applicability of organization development, issues of consultant client relationships, system ramifications, and Power politics and organization development. This is an academic journal, in other words the papers should explicitly explain and apply course concepts in a structured essay, with intro/body/conclusion. Use citations throughout, drawing upon our textbooks. After conceptual discussion apply the concept to your own experience or a real world example.

McQueen
Journal Published: Journal of Advanced Nursing 47 (1), 101-108
The significance of emotional intelligence among nursing practitioners is a subject that has been scarcely researched. Nonetheless, according to the few documented studies regarding the subject matter, emotions play an indispensable role in enhancing efficiency of health care services. Self emotions heavily influence psychological health care thus emphasizing the significance of emotional intelligence in the nursing profession (McQueen, 2004). Due to the scarce research conducted on emotional intelligence and its impact in the nursing field, I selected the above nursing journal since I felt it was informative and suitable to complete module 6 discussion 3500 assignment. This paper aims at exploring the population used, sampling, measurement, and data collection methods used in the study.
The journal selected for this assignment utilized literature analysis in order to draw a summary of the significance of emotional intelligence in the nursing profession. Literature was mainly undertaken utilizing the MEDLINE AND CINAHL databases. Key words in the literature analysis or search task were emotional labor and emotional intelligence. Journals for these databases provided the relevant data necessary to develop a findings and conclusion. In light of the method of analysis utilized in this study, it is evident that this research was exploratory since it relied on available literature to develop a finding regarding the subject matter. Since this study was exploratory in nature, sampling methods were invalid for this study. Additionally, the study population for this research was general since it focused on the nursing profession in a wider scale (McQueen, 2004).
Following a discussion with my colleagues, I concluded tha

Decision Making as a Public Manager
The following is a transcript of an audio recording by an expert in the field of public administration who has experience working in federal government and private sector administration.
Introduction
Decision making and program management is the implementing of decisions made during a planning or analysis phase during program management at the administrative level. Being able to make decisions and execute the decisions are critical for public administrators. Decision making involves selecting a course of action from various alternatives often drawn up in planning phases of program management.
The Decision-Making Process
The chapter discusses at least four steps in decision making: identifying the problem or an opportunity, gathering facts, making the decision, and implementing and evaluating that decision. Obviously, no problem operates in a vacuum. Problems and events are not isolated. By the time an issue or a problem arises, it is important to focus on the underlying issues of that problem so that the programs that we implement don’t repeat themselves down the road.
The chapter discusses what the upper limits of a decision are and what the lower limits of a decision are. The upper limits of a decision refer to the limitations and determine how far administrators or public administrators can go. Lower limits of the decision refer to what at minimum or what must occur minimally in order for a problem to be solved. Think of that as the high watermark and the low watermark of what you can do to what you would like to do.
Often times in the decision-making process, especially in today’s economic situation, we must look at the cost benefit of what occurs when it comes to making a decision. Cost benefit analysis is a good way in which the measurement of a cost in the distribution of the impacts help guide decision-making processes. The chapter also discusses the issues of opportunity cost and what value certain resources may be placed whether or not we had the opportunity to use them in a best or alternative fashion.
Systems Analysis
The four steps in systems analysis are problem formulation, modeling, analysis and optimization, and of course implementation. Problem formulation involves identifying the issue or the problem, addressing it at its root concern, and being able to identify why the problem exists in the first place. We’re able to model out what occurs when we do make a decision towards a solution. We analyze and we optimize through that modeling process ways in which we would tweak a possible solution to a problem to ensure its effectiveness and then of course we implement that particular approach.
Group Decision Making
In decision-making processes sometimes it’s beneficial to get a diverse group of people together to look at a problem or look at a situation and come up with a viable solution. Group decision is called for when there’s really no immediate deadline and the problem is relatively uncertain or complex and has potential for conflict; this can require interagency or intergroup cooperation and its solution has important personnel or organizational consequences. Group decision is also called for when widespread acceptance to an issue and commitment is vital to the success of this particular problem.
When you are getting groups together it is also important to, in the back of your mind, avoid

Social entrepreneurship involves entrepreneurial activities aimed at mitigating or solving social problems, characterized by the following main attributes: social impact, which is targeting at the solution/mitigation of social problems, sustainable, positive and measurable social results; innovation that is the application of new, unique approaches to increase social impact; self-sufficiency and financial stability which means the ability of social enterprises to address social problems up until this it is necessary and at the expense of revenues from its own activities; entrepreneurial approach which presupposes the ability of a social entrepreneur to see the failures of the market to find opportunities to accumulate the resources to develop new solutions that provide long-term positive impact on society as a whole (Haughton, 2008). Based on the definition, the social entrepreneur should be effective and useful.
There are three models of social enterprises. In the essay we are going to discuss each of them. Thus, Model one: presupposes participating in trading activities, which have no direct social impact or profit, and then transfer some or all of that profit to another activity that has a direct social impact that is named as ‘profit generator model’. Model two consists in participation in trading activities that are not directly of social impact, but it manages the tradeoff between producing financial returns and social consequences. Such a model is called ‘trade-off model’. Model three means participating in commercial activities, which not only have direct social impact, but also create a financial returns in direct correlation to the social implications created this model is called ‘lock-step’ model (Murphy & Coombes, 2009). One of these models presupposes creation of a profit business to drive social initiatives. By the way, the framework of the three models is not aimed to be prescriptive. Some economists, no doubts, will disagree with such an analysis, while others will develop thinking, then, with examples from their own experience.
What is the ethics of the entrepreneurial model? This question is one which is of big importance. Doing any business, one should still remember that except benefits another thing exists. This thing is human factor. If an entrepreneur is intended to run a business to drive social initiatives, he / she should, firstly, pose an aim. Who / What and why is he / going to help? What kind of help will it be? Moreover, he / she is supposed to remember about the main reason – not to harm with the help (Alvord, 2004). Seeking the global problems, i.e. green forests problems etc. and their solutions the entrepreneurs should choose between help, or charity, and financial benefit he / she could receive from the business activities. In addition, one should distinguish business priorities and social responsibilities. All these factors lead to the global understanding of ethics of entrepreneurship within a country and outside. Methodologically, to start receiving benefits and to enrich oneself and a country where the company acts and to drive social initiatives is considered to be a versatile and difficult problem because of a wide range of obstacles, which include, for instance, laws and economical conditions of the country itself.