Left For Dead Essay Example for Free

Left For Dead Essay It was a horrific experience that I would never want to go through again. At first it was just a normal night, a little rough but nothing too major. We were just off the coast of Leyte and Guam when we were hit by two missiles. At first I was just lying in bed and thought it was a problem with the engines until the abandon ship order was given. The abandon ship order is the worst nightmare for any seamen. There was nothing I could do except follow procedures, I woke all the other men that hadn’t been woken up yet and we rushed to the deck, grabbed a life jacket and waited until the ship was close enough to the water so that when we jumped we would not die on impact. Hitting water from high enough up is like hitting concrete. We dove into the water and swam as fast as we can could away from the sinking ship so that we didn’t get pulled under from the under tow. Once we were a safe distance away we hung onto the raft like our life depended on it. We had been told that a distress signal had been sent out and that it would only be a couple of hours before help arrived. Several hours later there was still no help and the first sign of sharks was when one of the singles was attacked and taken down within a matter of seconds. I tried not to think about the dangers lurking around but with so much time you could not help but run it through your mind. The hardest part was deciding whether to let the injured go or to keep them and risk the fact that they were attracting the sharks. After two days there was still no sign of help and many of us were beginning to get delusional. Men were swimming off because they thought they saw an island or hula girls. Others dehydrated themselves by drink the cold water at their feet because they thought it was fresh. On the third and fifth days there were only about 30 men left and some were wielding weapons and getting restless. Luckily we were able to convince them to let them go and continue to work together and live for as long as possible. Finally on the fifth day there was a sign of hope. There was a plane fly over at about 3000 ft. We began to wave wildly and light flares to get its attention, it flashed its lights at us and that was when we knew we would be saved. It sent out to the other ships and planes with our coordinates and rescue information. The biggest surprise to me was that it landed in the ocean. He managed to land safely and we started to pile into the plane and on the wings. The next sign was a ship, a little black dot on the horizon. That was when I had full hope that we would be rescued and could go home. The trauma that I have faced over the last several years is almost unbearable and has changed my life. Just recently my family and I took a trip to Maui and we were supposed to go on the submarine but I could not get it out of my mind that I was on the ship all over again and I was going to drown. Even the sound of running water gives me nightmares, making me feel like I’m swimming for my life in the water all over again. Immediately when I returned home I was put in psychology classes to try to get rid of my trauma or lower the affect. These classes have not made any difference and I have recently become an alcoholic to numb the pain. It puts me in a state of mind that helps me forget about what I went through. I know it is not a sane way to deal with it but my traumas have come to a point where I cannot handle them anymore. The Price Chapter 11 talks about the fight-or-flight response and relates it to a squirrel and a dog and a cat and a dog. Also, the traumas and what they were called at different time periods and the symptoms of post-traumatic stress. They also talk about what six people did when the arrived home and how they handled the disaster. The rest of the chapter is about the reunions that the survivors had and how they handled them.

Measure for Measure Essay: The Pontification of Isabella

The Pontification of Isabella in Measure for Measure   Ã‚  Ã‚  Ã‚   Within Measure for Measure the character of Isabella is characterized as an innocent pure female, and there is a focus on her ever-present moral dilemma. By using Elizabethan perspectives on women, nuns, and chastity, Shakespeare uses Isabella to reveal character traits and morality of those around her.   However in opposition Isabella made be seen as an individual who pontificates too much when her brother’s life is at stake, it is perhaps easier for Isabella to suffer the condemnation of a modern audience. Isabella is immediately established as a rare female character when her brother describes her with the statement, "she has prosperous art When she will play with reason and discourse   And well she can persuade"(Shakespeare 1.2.161-163). It is worth noting her that women in Shakespeare's time were very recognized for neither their reasoning nor their speaking capabilities. In fact, women were not expected to voice their opinions; women who chose to do so were deemed a threat to social order. It is, therefore, questionable whether Shakespeare's audience would have approved of Isabella's skills at rhetoric. Although agreeing with her stance concerning Claudio (they, too, prob... ...The Wheel of Fire: Essays in Interpretation of Shakespeare's Sombre Tragedies. London: Oxford UP, 1930. Leech, Clifford. "The 'Meaning' of Measure for Measure." Shakespeare Survey 3 (1950): 69-71. New American Standard Bible. Reference ed. Chicago: Moody Press, 1975. Pope, Elizabeth Marie. "The Renaissance Background of Measure for Measure." Shakespeare Survey 2 (1949): 66-82. Rossiter, A. P. Angel with Horns and Other Shakespeare Lectures. Ed. Graham Storey. London: Longmans, Green, 1961. Shakespeare, William. William Shakespeare: The Complete Works. Ed. Alfred Harbage. 1969. Baltimore: Penguin, 1971.   

Auditory System

The world contains all kinds of energy that translates into information about what we see, hear, smell, touch and taste. A sensory system is a part of the nervous system responsible for processing specific sensory information. The components of a sensory system include sensory receptors, neural pathways, and parts of the brain involved in sensory perception. To begin, energy from the environment stimulates the receptor cells in whichever sense organ is being used. If this information were auditory, the ear would convert sound waves in the air into electrical impulses that would further be interpreted by the brain as sound.A sound wave first enters the pinna, the fleshy part of the ear on the outside of the body. It then travels through the external auditory canal where it then meets the eardrum, a thin membrane in the outer ear. The eardrum then vibrates in response to the sound wave. What we hear will depend on the wavelength and frequency of the wave. The eardrum is connected to a group of three small bones call â€Å"the ossicles† in the middle ear. This group includes the malleus, incus and the stapes. These three bones, the smallest in the human body, protect the eardrum from more intense sounds and also deliver the vibrations to the base of the stapes.The stapes then sends the vibrations into the inner ear and interacts with the round window. The round window, a small membrane that allows liquid inside the inner ear to be displaced and receive the vibration. The vibration travels through the spiral structure of the inner ear called the cochlea and ends at the round window. Inside the cochlea there are three canals: the scala vestibuli, the scala media and the scala tympani. The scala vestibule leads up to the apex of the cochlea, the scala tympani leads down to the round window and the scala media sits in between the other two canals.All of these canals are filled with fluid and are separated by two different membranes; Reissner’s membrane a nd the Basilar membrane. Both of these membranes are flexible and respond to the vibrations traveling through the scala vestibuli. The movements of the membranes then send the vibrations down the scala tympani. A structure called the Organ of Corti, which is situated on the basilar membrane, becomes stimulated as the membrane vibrates and sends nerve impulses to the brain. Within the Organ of Corti are a group of specialized cells called hair cells, which are covered by the tectorial membrane.As the basilar membrane vibrates, the hair cells are bents and push up against the tectorial membrane. This causes the hair cells to fire and send nerve impulses to the auditory cortex on each of the brains hemispheres through the cochlear nerve. How we determine pitch can be explained with two different theories. The Place Theory states that the entire basilar membrane does not vibrate at once so different parts of the basilar membrane respond to different frequencies of sound. Lower frequency sounds vibrate the basilar membrane near the apex of the cochlea while higher frequency sounds produce vibrations closer to the base.The Frequency Theory states that the frequency of firing matches the frequency of the sound wave. Hearing loss can occur for a number of reasons. Damage to the eardrum due to age and prolonged exposure to loud noise may cause the hairs or nerve cells in the cochlea to wear out and become less effective. A buildup of earwax can block the ear canal and prevent of sound waves from entering the eardrum. Otosclerosis, a genetic form of hearing loss in which the stapes is fixed in place so sound cannot enter the inner ear.

Organization analysis lack of productivity in department - Free Essay Example

Sample details Pages: 8 Words: 2355 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? In the current essay I will analyze a potential organizational problem in the work organization. I will analyze it in terms of Organizational behavior theories, and suggest solutions, which I can support that may impact the problem I will also make recommendations based on my research. There are different problems that the organizations face, such as Lack of productivity in a department, there is no team in the organization, there are no social benefits and improvements in the organization. Problem 1.  Lack of productivity in a department Decision: 1.  Analyze how dialogue is held with the staff at the time of solving problems, discussing new ideas, alternative development paths.  Listen to the ideas of employees to listen to them until the end.  If you see that the vision of employee misuse, unreal try to ask clarifying questions and clarify, through which he will receive awareness and move it to a new vision.  In any case, do not cut off once a new idea it is the shortest path permanently kill the initiative from the team. 2.  Check the value of the ratio of positive and negative motivation (the ratio of carrots and sticks).  If the negative outweighs is an undesirable circumstance for an organization that in the future raises serious purpose.  Plan at least should they call, a maximum a positive component increased considerably.  In any case, technology is a tool of motivation so subtle that the approach it should be purely individual in each company.  And there is no single recipe. 3.  Analyze production needs of staff, how well they are resourced.  Find out problem areas in their work.  Find out what inhibits their activity, that takes time, you have to do that to increase the efficiency and quality of work?  (Eg, an unfinished automation, lack of integrity in the technology works with the client, the inef ficient interaction between departments / staff, slow down your computer, the absence of clearly defined job descriptions, etc.) 4.  Look like you have organized the business process Implementation of the initiative.  What is next for this initiative staff.  What activities should be held, who will answer for them, in what period, what are the criteria to achieve goals.  Very often, the leaders listened to the initiative, after expressing its consent, simply forgets about it.Turnover absorbs the head, oversee the implementation of the initiative is lost, but the idea still remains alone.  In this situation, staff concludes And what good new ideas, if they would still be forgotten and will not run 5.  The project development personnel to develop the personal competence of staff Responsibility / attitude.  With the help of psychological and practical measures the level of development of this competence can be improved.à ‚  However, the expression significantly improve is the place to be when the identity of the employee responsible for money given by nature. Low employee productivity lack of robust initiatives to streamline its work and raising the level of professionalism, being late for work, an idle pastime in the workplace, dissatisfaction with the policy changes that take place in the company and an unwillingness to take on some responsibility for achieving the objectives of the company and other symptoms that lead  eventually to the frustration of the companys sales and production, consumption of large amount of time resource management and mental energy to control the work of employees working with perpetual dissatisfaction, low emotional tone, even in successful employees caused permanent residency in the field of infectious virus negative, dissatisfied mind, irritation  tolerated in the private lives of both managers and other employees forced most of the time of his life in the depressed and unhealthy psychological atmosphere. The reasons that many organizations there are similar problems in varying degree, can be divided into two large groups are illiterate company policies and quality of staff. Trainings can be aimed at raising the quality level of personnel to a higher level.  This will improve the efficiency of the staff, improve the psychological climate in the team and will enable the organization as a whole to become more efficient, the amount of time that will have to pay managers to monitor subordinates and debriefing reduced three times, the staff will be responsible attitude to their work site and they no longer blame all and sundry that they have not worked and will be expected to seek the resources they need and take active steps to improve the quality of systemic interactions with clients and within the team that will give a powerful synergy that will lead to an explosion of productivity of their work.  Employees are aware of themselves as part of the organization and take responsibility for achieving those goals, which undertook to achieve in the given timeline and will be flexibility in the selection means to achieve them.  Leadership of the company will be much easier to sell the companys goals and focus of attention vectors staff on the priorities.  Lower the amount of absenteeism and tardiness, and every employee in your workplace will exert every effort to ensure that the least productive use of working time. Marked results will be stable, that is a natural result of internal freedom of training participants and their release from the slave mentality of dependent thinking, through the formation of independent thinking and management skills to their thought processes, the essence of which lies in the ability to focus on the most important for increasing the productivity of the subject of attention  during the day, the ability to identify these it ems and set priorities independently, the ability to put on the subjects of attention right questions and implement the results of intellectual work that primarily distinguishes the members of 21 centuries.  Even if in the training program has been extremely module independent thinking she would bring kollosalny result of the company, as employees begin to consciously monitor their thinking, no longer focus attention during working hours on family issues, personal problems and political situation in Ukraine, they are beginning to realize that  maintaining a conversation, and showing initiative in conversation with colleagues on all matters that do not relate to work by doing so they reduce their efficiency and productivity of colleagues, participants will begin to limit the viewing time of television channels at home, and monitor other information flows, with the result that information which  promotes awareness of the really important issues and have a positive effect on emotional well-being.  The realization of their inner values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹released kollosalny potential of the internal energy, a person begins to make informed decisions consistent with its values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹and avoids any manifestation in the acts of negative values, disappear fear do something wrong and there is inner confidence in themselves and their actions, develop self-dignity.  Man becomes strong and proactive, apart the intrinsic values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹in due course, and removing conflicting aspirations, productivity will increase by 100% instantly.  By the way the development of internal awareness of personal values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹such as Honesty, just change the deeds of a person if, before that , he lied to himself and closed his eyes to the fact that sitting and doing nothing at work is from that moment it will be painful to deal with inaction,  because he realizes that so deceives the company.Thanks to the development of techniques of managements own emotions and enhance the emotional palette (for example, emotional displays more than 400, while the average person uses less than 12), the atmosphere in the company will be completely different than before the training, now if yuloy employee or customer who poorly managed their emotions and  previously could infect your state who is on his side, the person or talking to him the employee will no longer have any effect, and more upbeat and positive mood becomes a natural reality of the company.  Thanks to the development of a true understanding of the causes of its location in the company either by calculation, the emotional attachment, a sense of duty or self-conscious person responsible for the results of its work and goals of the company, he finally will understand how these objectives will be linked to his  personal goals.  In addition to the formation of all necessary for productive work attitudes and understanding (by the way, including over money and distribution), the participants get their hands on a clear and practical methodology for implementing these principles and guidelines in their practice with a view to continuous improvement.  To consolidate the results of training among the training participants will be entered into a written agreement Code of relationships that will make the results of their work on the training part of the corporate culture of the company (department). Taking the Initiative is not a function and not an obligation a quality that people will be, if aware of its value, and will not, if it considers it unnecessary.  The most effective way to demonstrate the importance of the employee of any quality and encourage its manifestations to make it as an integral element of corporate culture, meaningful to the companys value.  This is achieved through the personal example of leadership, promotion of desirable attitudes, and behaviors, creating support systems of motivation.  In this part of the staff, which the corresponding values ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â€š ¬Ã‚ ¹will not close, will leave the company.  But those who have this type of culture would be to their liking will do what is needed, without additional control and prodding on the part of managers. An important addition the quality of initiative must necessarily go hand in hand with the personal responsibility, otherwise, the initiative will turn into a shouting from the crowd, for whom nothing should be. There is a very serious fundamental difference between the lack of initiative from the omission of which lies in the fact that during the execution of any work t he employee may notice an error, but will continue to perform standard operations that will ultimately lead to the loss of the company. Enter explanations for inaction.  In our company equal to the inadvertent omission of an attempt to application of the damage and it does not matter whether the damage was done, or it failed to warn. Age of new technologies complicates the world in which we live and work, continuous social and economic change, increasing complexity of tasks lead to the necessity of adequate development tools and management methods.  Lack of competence of managers in the management leads to what is used is the easiest (and not the most effective) way to interact with the world-the pattern, the old fashioned way, by once and for all of the technology, on the model.  However, as noted by A. and E. Avilov Morgunov in his management difficulties because of the uniqueness of each organizations director of enterprise can not improve his busi ness by copying the organizational, technological and other schemes of model of the enterprise. Since the mid XX century.  research in psychology of management have led to significant achievements, which, however, is still a vexing little used in practice.  This leads to a lack of competence regulation of available resources of the enterprise, least of all disbursed is human resource. Offered from a psychological point of view to consider the opportunities for creativity, intellectual and volitional capacities of people working in the organization, as well as conditions of its manifestation. At the core management skills are two basic rules: obtaining the desired effect with minimum cost; maximum effect when using the given limited resources. Both rules are implemented and the effectiveness of the decisions is increased when the leader encourages the initiative of employees and encourages them to saying creative ideas, impressions, tips and practical suggestions initiatives.  Employees who demonstrate initiative, anticipate the decision of the head, not waiting to be told what and how they should do, give their vision of the situation and offer possible solutions to problems. Initiative initiative, the first step in any case; enterprise. conditions conducive to the manifestation of initiative: standardization algorithm innovations; incentive pay system.  Personal financial interest; awareness of the security implications for the employee personally (an initiative should not be penalized); division of labor and teamwork; employee awareness of the public benefit of the work and, consequently, increasing his personal rating in the organization, feelings of self-importance; availability of knowledge and authority to implement the initiatives.  The confidence of the leadership of professionalism of the employee; employee awareness of the objectives s ought by the whole team. Resourcefulness is a quality of volition by which a person acts creatively.  This corresponds to the time and conditions of the active and adventurous attitude, flexibility, actions and deeds of man.  Initiative appears to consciously and deliberately, and not influenced by natural instinctive impulse.  As a rule, it is associated with intense physical and spiritual forces who exercise it.  The possibilities for its manifestations appear when a person has a domestic interest in changing the existing situation for the better.  That leader is responsible for creating these conditions within the organization. A huge role in the absence or small display of initiatives of employees is complacency.Struggling with this disease, the manager must always initiate a call, awakening in people a new, higher demands, inspiring a new motivation.  The latter is realized through the recognition and promotion of the intangi ble (eg, training, career opportunities, the organization of friendly workplace, working conditions), or constructive criticism.  Career planning for each employee in an organization involves the identification of human capabilities (bents, development needs) and implementation of measures to ensure their realization (career development).  The effectiveness of the enterprise as a whole increases by increasing the efficiency of each individual employee. Summarizing, we note that for orders of competent human resources company and get the maximum effect with minimum cost leader must demonstrate personal initiative: not ignoring classical technique guide, enrich their skilled techniques of managing people. Moving toward the goal by creating a creative working environment, making a step towards individual abilities and talents of people, arousing in them the hidden personal reserve, encouraging and nurturing the desire to experiment with the willingness to accep t responsibility for the events and achievements, liderinitsiator is the best example for the employees and the sample  to follow. Don’t waste time! Our writers will create an original "Organization analysis lack of productivity in department" essay for you Create order