Conduct career comparison Essay Example | Topics and Well Written Essays - 250 words

Conduct career comparison - Essay Example The fact is that many end up specializing in finance as a major. Accountant on their part do the same subjects as their counterparts but take accounts as a major. In terms of salary, both professions fall in the same salary bracket of $1000 but financial analyst who performs consultancy duties tend to earn averagely higher than their counterparts in accounts. Salary is determined by the organizations the individuals work but comparatively, financial analysts earn slightly higher than their counterparts in accounting professional In incorporating Kuder results, accountants always feel more accomplished and feel that they directly contribute to the success of the business as they involved in daily operations. Financial analysts have a great sense of prestige as they feel that the decisions they make forms the financial path the business eventually takes. Compared to accountants Opportunity for advancement in the financial analyst profession is vast and he has an opportunity to interact with many organizations in his line of duty especially those in financial consultancy (Carter et al.,

In What Circumstances Can a State Lawfully Resort to the Use of Essay

In What Circumstances Can a State Lawfully Resort to the Use of Military Force in Response to an Attack from a Non-State Actor - Essay Example Understanding the details of the circumstances as well as how one can respond to specific attacks is essential not only with the mechanics of how to respond but also with how this associates with the different effects which occur when one responds. This research study will investigate the basic regulations, exceptions and the different laws which create alternative mechanics toward responding from an attack of a non – state actor. Legalities of Military Force Article 51 of the United Nations charter is the basic concept that identifies when one can respond to another with self – defense. In this article, it states that if the inherent rights of the individual are attacked then there is the right to react with self defense toward the non – state actor. However, there are also implications of international peace and security with the expectation that one will pass the attack through the UN before beginning action. The need to restore and keep international peace an d security then become important with the self – defense and the way in which this creates a specific alternative to the international needs. While there is the ability to act with group or self – defense, the concept of international peace and security remain as important when deciding to use military force against an individual1. The first implication which allows one to respond with self defense is if the approach is an armed attack, which makes one a victim to the attack. An armed attack is inclusive of a military attack or operation that uses force in another state. This also includes bombardment with the use of weapons, blockades of another state, an attack with armed forces, acts of aggression and mercenaries that are sent to perform military actions. Each of these instances causes one to become a victim of the actions and constitute the right to react with military force against the other state for self defense. It is noted that there are instances which do not consist of military or armed attacks, including diplomatic missions, cyber attacks, supplies of financial or intelligence resources or frontier incidences. These do not cause one to be a victim of the attack and do not justify countermeasures as they are not proportionate with the violations that occur. There are also implications that the attack must be toward territory or warships and not toward nationals or diplomats as these are not a threat to the self defense of a country2. The use of self defense and the legalities which are associated with this continue with the requirements that are met for a reaction. The first of these is the necessity, meaning that there is no alternative means of redress, such as a treaty or other form of diplomacy. The second is based on the proportionality. If there is another means of changing the process from self defense, then the attack must not be repealed and proportions need to be altered. The need to have immediacy is also a part of the regul ations with the understanding that this needs to be flexible until there is permission to move forward. It should also be noted that the actions cannot take place unless an action has already caused the state to become a victim. One cannot act preemptively before the threat or the attack occurs as there is not an understanding of

The Human Resource Management Of Toyota

The Human Resource Management Of Toyota The Toyota culture has developed since the companys beginning and is the core competency of the corporation. The Toyota is first and leading about culture, the manner people behave and think is deeply entrenched in the company beliefs and its principles. At the core it is regarding respect for individuals and incessant improvement (Liker, 2004). Human resources management in Toyota is an organizational function that personnel and operates a unit. These workforce deals with problems related to individuals within the organization. They make programs to select the best, develop and retain talent and set up a system for employee benefits, payroll administration and daily operation. For manufacturing companies due to the comparatively complex organizations and the processes connecting to levels of employees, this HR department can play a more interactive part in hiring the correct talent, taking care about the workplace needs, hearing the voice of employees, promoting teamwork and mediating conflicts that would maximize efficiency, productivity and competitiveness. Toyota mission is to make sure to get the most utilization out of all of people whether it is team associate on the floor. Everybody is the customer and company is trying to attain a successful business, which entails everybody functioning at the maximum level Strategically, there is a very reflective difference in Human Resource at Toyota contrast to traditional companies but possibly not in the way they might think. Toyotas strategic view is that lean management needs more extremely developed individuals and deeper belief than in a mass manufacturing system. People turn out to be the most critical part of the system and their readiness to recognize and solve issues is what drives continuous improvement. As such, Human Resource is arguably the most significant function in the enterprise. The accounting roles of Human Resource are moderately trivial at Toyota contrasted to roles in developing individuals and creating a fair atmosphere based on shared trust. The human resource department at Toyota plays a very diverse role than that of dealing out with people as a stream of assets. Strategically, the Toyota views the team associates are developed as the main competitive competency of the corporation (Liker and Meier, 2007). And developing outstanding people is the most significant work of the company, the organization emotional with that responsibility had improved is exceptional. One merely has to seem at the people who pass through HR as managers to become aware of something is different at Toyota. Organization directors, vice presidents of manufacturing, and a number of the leading experts on the Toyota production scheme have spent time operational in HR. Since HR has a key position in developing people who effort in operations so HR managers have to be experts on operations. As lean management is a technique for eliminating waste and the object of a great deal of waste elimination is labour cost, one might think the main reason of lean methods is head-count decrease. Toyota has an extremely different sight. People who are healthy trained in problem solving will primary contain the difficulty to get production organization and then take the time to recognize the root reason of the difficulty and develop and implement contradict measures. The insinuation of the attitude of management is quite deep. 1. There have to be a standard, so team members can be familiar with deviations as issues. 2. Team members must be healthy trained to understand the principles. 3. Team members cannot terror that exposing a difficulty will get them in problem. 4. Team members have to be trained in difficulty-solving methods. 5. Team members have to be motivated to help the corporation achieve its goals. Attribute of fetching a strategic associate with the business is representative support for organizational/commerce strategies through alignment with persons strategies. Such position puts HR in an improved position to deliver worth, which thereby demonstrates dependability. HR has turn out to be successful by ensuring that good policies and procedures exist and by managers/ HODs on what they can and cannot perform. HR participates in the business meetings and relationships of the business since HR understands the business and positions exist inside the business. Corporation strives and promises to provide a career development trail and utilize the skills of the resources, and this assure of the business is merely fulfilled by HR since they evaluate the performance and take proper decision so that preeminent suits the business and the resource. The standard for Human Resource is to support the companys principles and to partner with developed in order to arrive at the business strategic goals. The reality of the conditions was that none of these two was being achieved. There was much information from the corporation indicators to substantiate this, including data as of the hotline-call scheme, a regular opinion review, and team associate meetings. With this gap recognized, it was time to get to effort on problem solving. Regularly at Toyota, problems recognized are solved by reaching a cross- functional team together and letting them to employ the problem-solving procedure and empowering them to create the decisions necessary to get care of the issues. * Improved joint effort within HR and with manufacturing. * Development of personage skills in HR. * Integration of HR values into each section. * Greater elasticity in the workers. * Improved communication and entrance to HR for team members. * List all current member roles. * Identify the main roles of HR and then support the organization accordingly. * Operate within budget constraints. Approach of Toyota is much more holistic and broad. It starts with an attitude that the power of the company is based on kaizen and admiration for people. Dimension of success is multidimensional and reflects the achievement of the venture, not particular projects. The leadership hierarchy is not there to delegate development to black- belt specialists but rather best at every level play an important position in daily improvement and develop team members. Toyota is conjured of people and people are greatly capricious from person to person and still the same individual over time. Toyota sets an example of a learning organization that is real and successful. It is successful for the possessor of the company and for the team members. It begins with the assumption that individuals are the most imperative resource and require be developing, nurturing and challenging. Human resource management is the most visible and significant functions in the corporation because humans are barely the competitive resource that cannot be imitation Human Resource changes Key external factors are pouring radical changes to the organizations shape and work the Strategic circumstance for organization people currently and in the imminent years. The factors are for illustration, technological evolution, social and economical changes, operational environment, etc. To remain competitive, organizations regularly find it essential to commence major changes that have an effect on their processes and people. 1. Strategic Partners * Act as an essential part of the commerce team. *Connect the business team in methodical organizational audits resultant in clear priorities. * Give HR resources to the trade. * Possess clear understanding of current business circumstances (internal and outside 2. Administrative Experts * Develop and manage rule, plans, and policies for efficiently managing human capital. * Act as consultants in fields of know-how, supporting additional HR professionals and additional HR clients. * Take blame for continuous development in programs and operations 3. Employee Champions * Speak for employee wants and management anxiety about employee relations. * Know the employees and foresee their concerns and issues. * Be approachable by employees. * Be professional in assisting employees. * Provide employees with the resources they need for meeting company objectives. 4. Change Agents * Influence and impel organizational change strategies in sustain of business objectives. * Manage the process to make sure successful change management. * Incessantly take the organizations pulse concerning both internal and external affairs. * Remain up to date about implements and practices of change in order to successfully and efficiently run change and react to the organizations needs. Team performed the HR roles of both employee and strategic partners. The task of the teams included: * Development: on job development, section-specific training, coaching, process improvement, section business and strategic planning. * Employee Relations employee advocate, peer reviews, concern resolutions, safety and health. * HR Systems rewarded promotions up to assistant manager, training for salaried members, salaried relations. HR and manufacturing now effort on the annual business tactics together, resulting in improved collaboration and addition of the two departments, while at the similar time preventing a number of the team member concerns as of coming up like they used to. In other words, if considering manufacturing and HR are two silos and Toyota divide HR into small teams to work with management, it will assist the collaboration of each although make it harder to make sure fairness and constancy across all of the departments. For this motive, the team suggested that there still be an essential HR administration group that would be dividing into specific functions consecutively to address the problem that were pointed. The group consisted of the subsequent functions: *  Personnel   Comp/benefits, payroll, transfer system, staffing and recruiting *  Health and Safety   Medical leave of absence, early symptom investigation support, Disabilities Act, data reporting, health evaluation, workers comp, family and medical leave. *  Employee Relations   Communications, Policy development and training, recognition. *  Training   Team leader training, Promotion process, problem solving training, quality encircle, plant-wide training. This central group now had the aptitude to focus on planning and policy setting and turn out to be the experts of their own areas. Increasingly, change management is seen as a permanent function to improve competence and keep organization flexible to the competitive market. Organization strategically employs change to improve organizational efficiency. But bringing about endearing change in todays competitive surroundings requires thoughtful planning, effectual communication and employee acceptance. The team spent numerous months getting contribution from the patrons and benchmarking, and then analysis. They looked at the present structure of the HR and found that the biggest difficulty with the existing layout was that HR was figuratively apart from the manufacturing part and also not doing a fine job in partnering with them or being accessible to the team associate and edifice the relationship of trust. As the function with key responsibility for human capital management that has involved from the commencement when main organizational change inventiveness is being developed. The impact of organizational changes on employee approach cannot be overstated. Many people are uncomfortable with change, and are filled with hesitation and apprehension over job security and the future, conditions that can threaten the accomplishment of change initiatives. Human resources departments can lead the way in change management because of their training in communications, performance appraisal, improvement planning, safety and organizational systems. When these skills are optimized, any work setting can go from confrontation to resplendence because of the inclusive nature of changes. Aspects of SHRM (Performance Management System) It is an easy fact of life. The majority humans will lend an ear to praise. No matter who is the being in question, he or she will be able to spare a number of times for compliments, even downright flattery. In conditions of performance management, admire can be an extremely influential tool to motivate the employees and enhance productivity. Up till now it should be realized that delivering meaningful admire is not as easy as it sounds. Certainly, there are ways to go concerning it that are stronger than others. In adding, the timing and optimized constructiveness of admire are very significant points of finesse which is supposed to be hammered down before a manager goes into the field (David, 2002). An effectual supervisor will not consider acknowledging star workers, and letting them to acquaint with just how much they appreciate the stellar performance delivered. A supervisors work is complex, and in the middle of numerous projects it might be easy to allow an employees exceptional performance expedition by unnoticed. This, though, is a dangerous error. It is absolutely vital that supervisors acknowledge workers when they succeed; stipulation a performance management plan is to have any effect on a business since an employee is forging in front in his or her field does not signify that a manager should just pile more effort on the already loaded shoulders (Ummit, 1997). But admire should be administered cleverly, if it is to come crossways right. All too frequently employers are seen amateurish their displays of support by not associating the exact accomplishments with the reasons for the admiration when administering a praise. Most importantly, though, the praise is supposed to be sincere. A supervisor is supposed to never praise an underperforming employee just to jumpstart results. This will ultimately go wrong on the management by point a lower standard of performance and a tapering degree of credibility in universal (James, 1996). The management of praise should be attuned based on the place of the employee or workers in question. Persons at the entry level, for instance, will advance more fast when praise is given rather liberally. Here we observe the notion of estimate. For those start a new job, respect and admire can be given even stipulation the employee doesnt hit the spot perfectly on aspire. At this phase, nurturing the employee is more important than considering results achieved with deafening accuracy. The bar is raised, though, when admire is administered to employees with more experience and superiority. There, encouraging imprecise performance when exactitude is within reach can cause irreversible slippage in conditions of the in general professionalism of the workplace. It be supposed to be remembered, however, that when and knowledgeable employee encounters a new put of everyday jobs, he or she should be praised at the admission level, once more, in order to construct up the skills essential for success in the novel area of work (Fred, 2006). The contented of praise that is positive should be cautiously developed. In arrange to demonstrate the authenticity of the praise known; a supervisor should connect the employee on a decision-making as fit as an interpersonal level. By starting out with an account of how the corporation assistance from the employees performance, the supervisor be supposed to then segue into how the celebrity performance complete him or her feel. After allowing some time for reflection, the worker should drive home how significant the employees performance is to the association (John, 1996). Performance management is a total process which throws glow on the overall association performance to the departments and at the employees level. It too tends to focus on the process to give a goods or services in the association. Scholars have proposed the move of Performance Management from association structure to the employees for achieving improved performance. Others have distinct the multi dimensional organization arrangement in order to performance management to describe the linkage among employees performance management systems to attain its strategic objectives (Micheal, 2000). Workers Performance Management system is a complete procedure, which is based on the workers performance and the accomplishment of managerial objectives at all levels. The essential philosophy at the back the performance management system is to developing the alignment among the managerial objectives, with the employees skills and capabilities, furthermore it emphasize on the growth and improvement of the in general system. People more often than not misperceive the performance management to the performance appraisal; in real performance appraisal is judging the history performance as performance management system is an ongoing procedure to measuring the completion of objectives (Mark, 1995)). Performance appraisal as contrasted to the performance management in which the center is made on the contrast between the performance standards life form made by the association and the actual performance of the employees as no one in fact compares the performance against the managerial objectives. Performance management is the real subject while we effort in the organization for excellence control, in excellence based organization the objective of the performance is complete on the achievement or completion of the goals quite than established principles (Paul, 1999). Researchers have been made in the performance appraisal although unfortunately it did not provide any satisfactory consequences as researchers tends to explain the performance appraisal as it did not effort for the employees as healthy as on for the association except developing the displeasure or expiation. It was finished two of his researches that 90% of the workers found the performance appraisal as an unproductive. The reasons he deduced as of his research are similar to the Managers avoid giving truthful critiques because they dont desire any conflict. Often times managers fear the appraisal process as a great deal as employees do, so they put off and dont prepare adequately. Workers can be demoralized by ratings and statistics as of the research supposed that 80% of people observe themselves in the top 25% of all performers. So 55% will be actually demoralized by honest feedback concerning where they place (Tony, 2000). Performance appraisal is not responsibility something extra for the association and the organization awarded workers based on the appraisal not capable to get the required consequence. Reward does not alter the performance of persons who work exclusively for prize. Better remuneration system can by no means be a good option for the association for achieving its objectives. On the oppose part it can de-inspire the employees due to uneven distribution of plunder on the basis of performance appraisal. On the entire consequences of performance appraisal might lead to the refuse of overall performance of the association. On the other surface, Performance management of the workers is the system which allow the organizations to attain their goals by utilizing the fully skill level of their workers. It begins when a worker joins the organization and trimmings when he leaves your association (Louse, 2002). Performance management and receiving the required behaviour is single of the centre issues which most of the association fails to analyze in arrange to achieve the necessary goals. Organization behaviour be supposed to be developed among the individual in such a method which is performance leaning and behaviour should be examine and then modified to develop the required performance (Simmen, 1996). The achievement of the system is connected with employees expectations stipulation the employees expectations complete with the appraisal system, after that there exists positive relationship and vice versa. The additional thing which must be reserved in mind while rising the goals that it be supposed to be in accordance with the workers and organization capability. Person should be answerable in promoting of a performance management system which in fact promotes the quality culture (John, 1996). The essential purpose of performance management system is to creating the position in between the association objectives and its associate systems to achieve the association objectives, Carter. In modern association there should be a fair performance management system to attain the organization objectives. By strategically by the performance management system organizations can develop its performance principles, can develop the procedures and then reports the judgment for further development and in this an incessant process keep running. In TQM system Performance management system play a significant role for developing as healthy as measuring and achieving the objectives. The approaches similar to balance score certificate, metrics, and indexes are supposed to be match with the system in the quality procedure to the organizations (David, 2002). Stable performance management system plan was taken by scholars to attain the organizations vision deliberately. Balance score focusing on the four business prospective i.e. financial, client satisfaction, business procedure and the organization knowledge and innovative culture. A recent survey indicated that the companies use a standard of 13 management gear at the corporate level. These tools are prospect to help measure or check the performance of an association, and within this the most well-liked performance related instrument was the fair Scorecard. In the nonattendance of a basic strategic background, managers found it firm to agree on an suitable set of measures of managerial performance. Balance scorecard is the stage for measuring the association performance having coordinating with financial and non economic feature of business (Louse, 2002). Deliberately goal setting, rising performance management system, person accountability, rewards and credit are some of the input elements for a excellence performance management system. Next to this, total quality process too focuses of the contribution of all the stake holders of the organization counting the Management, workers, suppliers and clientele. Employees performance depends on the effectual performance management system. Worker must have knowledge concerning their job what they have to have to perform in arrange to fulfil its job aim. In organization the developed performance elements tell the employees actually have to perform and the performance principles tells the workers that how effectively they have to have to perform (Ummit, 1997). The performance rudiments are the indicators which can differ from the organization to association it can be output, effectiveness, and impartiality. While the standards comprise certain objectives for which to employees have to have to achieve. Performance principles and elements be supposed to be such that which have to be calculated, attainable, pale and challenging. Federal system describes the basic three dissimilar types of elements which can be used for the effectual performance management system that are dangerous elements, non critical rudiments and performance elements. Treacherous elements or activities are persons for which an person is assigned for, non risky are those which have no direct effect on the employees performance dimension but it pay an significant role as performers perform in some collection or team activity. Extra performance measurement can be based only on the collection performance rather than the person accountability (Louise, 2002). Critical and non critical rudiments are both interdependent, dangerous elements are believed to be the basic purpose of an individual while non critical and added performance elements are the behind units for receiving the outcomes. Goals can only be achieved stipulation both critical and non dangerous elements are being correctly communicated. At all the levels of the association, there have to be a system of dimension for measuring all the dangerous activities. Performance management is a continuous procedure in which the go after up is being given after every activity is to perform and gauge, (David, 2002). Rising and managing a performance management system is not a simple task. There should be consensus among workers when goals are developed and goals are such that which must be easily sub divided into dissimilar organization level. By the balance card developed by all the four potential (Financial, Process, customers, and Organization culture) must be reserved in mind. Management must be dedicated to develop the structure and proper message with the employees should be made. Clear Measures have to be adopted and employees at all level have to be aware with the adopted procedures. Performance management is a continuous procedure; follow up be supposed to be given to the workers so that employees can approach to know regarding their performance in the association (Louise, 2002). As the performance management is an expensive process and a group of time and money concerned in it so great mind should be taken; merely critical activities should gauge which are necessary for achieving the managerial goals. Though this does not mean that completely lack of knowledge of non critical and added performance elements. These are the supporting rudiments which provide the strategic and act as a means for achieving organization objectives (Mark A and Huselid, 1997). The Performance Management procedure begins and trimmings in the same series of events which are as follows: Personal goal setting Performance study Midyear performance analysis Annual performance appraisal Under individual goal location, the supervisor and the employee will be seated together to set yearly goals at the year finish; the goals are to be attained by the employee at elected accommodation of the subsequent year. Under performance preparation, the manager and the employee, throughout the same goal setting sitting, will arrangement on how to perform in arrange to achieve the goals mainly effectively. In the following year, the supervisor will analysis the employees development and achievements, counsel and coach for better performance, give credit and appreciate for achievements so distant and make changes in the performance diagram, if necessary; the progress of worker shall tell the manager whether or not the all set goals can be achieved in the known year (Paul, 1999) At the year finish, the manager and the employee will be seated together to appraise the employees performance in the known year and the feedbacks will all be fed into location new goals and action tactics for the next year. You may discover the performance management process attractive easy, however, implementing each stage of it requires an sympathetic of how person performance of all employees can translate into total managerial performance. As look upon to this, managers require asking themselves the next questions: WHAT TO ASK WHAT TO DO What does the company desire to achieve in the extended run? Gain imminent into the corporate vision What business does the company has to be in to attain its vision? increase insight into the corporate assignment What will be the strategy to maintain in that business? Formulate business strategy What are the functional objectives behind the strategy? Place functional objectives Process of the Performance Management system: Individual Goal Setting Performance Planning host a performance appraisal sitting between the manager and the employee assess performance as against predetermined goals measure competencies as adjacent to required competencies set for existing role measure potentials as against necessary competencies set for prospect role chalk out person Development Plan delineation to fill skill gap, motivation ambition gap and cooperation gap chalk out strengthening plan to reward/recognize for achievement and punish for deliberate failure Year Performance Review Performance review session among the supervisor and the employee discuss on performance development status and seek answerability for missing deadlines on goals revise performance plan with new deadlines for goals Performance Appraisal Host a performance appraisal session among the supervisor and the worker measure performance as preset goals gauge competencies as against necessary competencies set for current position measure potentials as required competencies set for future position chalk out Individual growth Plan outlining to fill ability gap, motivation ambition gap and communication collaboration gap chalk out strengthening plan to reward for success and punish for on purpose failure The beauty of this Performance Management process is that it has three dimensions only, which give three major outputs that can be fed into other four dimensions of HRM and not to mention Performance Management also. The beauty is illustrated as follows Performance appraisal Performance Measures Score Scale Outputs Performance assessment Set Goals 5-points New goal setting Competency assessment Required competencies of present role 5-points growth Plan Potential assessment Required competencies of prospect role 5-points Vocation Development plan Those are the underlying principles that can be used by managers to develop/modify existing Performance Management mechanism and put them in perform in the company for the betterment

Jane Addams and Hull House Essay -- Jane Addams, Hull House

Jane Addams and Hull House   Ã‚  Ã‚  Ã‚  Ã‚  Born in Cederville, Illinois, on September 6, 1860, Jane Addams founded the world famous social settlement of Hull House. From Hull House, where she lived and worked from it’s start in 1889 to her death in 1935, Jane Addams built her reputation as the country’s most prominent women through her writings, settlement work and international efforts for world peace. In 1931, she became the first women to win the Nobel Peace Prize.   Ã‚  Ã‚  Ã‚  Ã‚  Addams, whose father was an Illinois state senator and friend of Abraham Lincoln, graduated in 1881 from Rockford College (then called Rockford Women’s Seminary). She returned the following year to receive one of the school’s first bachelor’s degrees. With limited career opportunities for women, she began searching for ways to help others and solve the country’s growing social problems. In 1888, Addams and her college friend, Ellen Gates Starr, visited Toynbee Hall, the two women observed college-educated Englishmen â€Å"settling† in desperately poor East London slum where they helped the people. This gave her the idea for Hull House. In the years from 1860 through 1890, the prospect of a better life attracted nearly ten million immigrants who settled in cities around the United States. The growing number of industries produced demands for thousands of new workers and immigrants were seeking more economic opportunities. Most immigrants settled near each other’s own nationality and/or original village when in America. They could speak their own language and act as if they were in their own country. Within these neighborhoods, immigrants suffered crowded conditions. These were often called slums, yet they became ghettos when laws, prejudice and community pressure prevented inhabitants from renting elsewhere. Health conditions were terrible in these districts. Typhoid fever, smallpox and diphtheria were some of the diseases that ravaged the slums. Many children suffered from juvenile diseases such as whooping cough, measles and scarlet fever. The infant morality rate was very high. Along with immigrants, blacks suffered greatly as well. Immigrants couldn’t afford better housing, but blacks were trapped in segregated areas. Blacks were driven out of skilled trades and were excluded from many factories. Racist’s whites used high rents and there was enormous pressure to exclude blacks from area... ... obtains wherever educated young people are seeking an outlet for that sentiment of universal brotherhood which the best spirit of our times is forcing from an emotion into a motive†.(Women’s History,2) The Creation of Hull House allowed for a closer and more understanding relationship between the settlement workers themselves and the immigrants and the poor. Jane knew as a little child that she wanted to help the poor and she recalls an incident early in her life of seeing a homeless man on the street. She asked her father why that was, and he replied that that was just the way things were. From that day forward, Jane knew that something had to be done. She was an amazing women and loved being able to help the less fortunate. Works Cited Addams, Jane, Twenty Years at Hull House, New York, Macmillan, 1910. Women’s History website #1. Women of Hull House   Ã‚  Ã‚  Ã‚  Ã‚  . Women’s History Website #2. Jane Addams-Bibliographies.   Ã‚  Ã‚  Ã‚  Ã‚  . Women’s History Website #3. Jane Addams-Education.   Ã‚  Ã‚  Ã‚  Ã‚  womenshistory.about.com/cs/addamseducation/index.htm>.

The PubMed Database

For the purposes of this literature search, the PubMed database that is available through the web Services was utilized. The focus of the research was stress and fatigue among medical students and the relationship between stress and depression. For this reason, the following five search terms were used: medical students, stress, fatigue, depression, burnout. Because of using these 4 search terms, 11 articles were found. The following provides a summary of information contained in those articles. Stress is a major issue among health care providers around the world. It affects their ability to provide care to those in need but affecting mostly medical students which leads them to fatigue. This problem really puts a lot of pressure on medical students leading to burnout which may result in depression. Therefore, there should be a mechanism to provide a better quality of life for medical students. The prevalence of various forms of distress have not been thoroughly studied among medical students. So, a survey was conducted in the united states to evaluate stress, burnout, depression, fatigue and other forms of stress in seven medical schools. Almost all the medical students have had some sort of distress in their academic life. As a result of that, their life quality will mostly be poorer than normal students. The severity of distress depends on how many stressors are present in students' life. Based on the survey, all forms of distress were independently associated with suicida l ideation or serious thoughts of dropping out on multivariable analysis [1]. There are a lot of various factors that can affect medical students some of which are self-related others are environmental-related. From my point of view, there are mainly two types of students. First, are the ones who are able to cope with stress and that is due to some reasons. One, they have a strong social environment where they get the support they need to pass through obstacles and get emotional care. Second, they do not need to take part time jobs in order to get money as their parents already provide them enough money.Last but not least, they have not been through serious life stressing situation as maybe losing one or both of their parents or family members which will contribute to their stability of life and not experiencing burnout. While on the other hand, there are the opposite kind of students where they do not have stable social environments, which may lead to a rough stressful life. And also, they may need to manage their own selves in order to get money and that can be very stressful. Furthermore, they would be more likely to experience fatigue and have lower quality of life. Similar to what is written there was a study done in five institutions in the united states where they have done surveys to this matter to 1321 medical students. Results shown that, resilient students were less likely to experience depression, had a higher quality of life, were less likely to be employed, had experienced fewer stressful life events, reported higher levels of social support, perceived their learning climate more positively and experienced less stress and fatigue [2]. 1. Dyrbye LN, Harper W, Durning SJ, Moutier C, Thomas MR, Massie Jr, et al. Patterns of distress in US medical students. [Internet]. Medical teacher. U.S. National Library of Medicine; 2. Dyrbye LN, Power DV, Massie FS, Eacker A, Harper W, Thomas MR, et al. Factors associated with resilience to and recovery from burnout: a prospective, multi-institutional study of US medical students. [Internet]. Medical education. U.S. National Library of Medicine; 2010

Defining Humanities Essay

Humanities are fundamental to grasp an understanding of what has transpired in the past and what will construct for the future. To differentiate between the humanities and other modes of human inquiries and expressions, the definition of humanities must be defined and will be explained in this paper along with a personal cultural event experienced. The reader should depart with an understanding of what humanities entails and how it differs. Humanities Humanities are constantly tested with a range of societal changes today. According to the Humanities Association (2009), â€Å"humanities is about people; how people create the world they live in; how the world they live in makes them the people they are† (para. 2). Humanities express the concern in human life and illustrate how it relates to its historic times. Distinguishing the humanities from other modes of human inquiry and expression shares a comprehensive appreciation of the human form, whether it is the study of art, music, architecture, philosophy, literature, or any other individual venture. Other modes of human inquiries are about studying non-human objects. It differs from others that exercise a pragmatic approach. In other words, expressions with humanistic senses are supported and can be observed. Cultural Events Collectively, humanities are about the human race and how people have survived over time through political, socioeconomics, and technological changes. Culture is a dominant individual tool for survival, but it is also a delicate observable fact. It is consistently evolving and easily displaced because it exists only in our minds. Last year, the author of this paper had the pleasure of attending the Texas Renaissance Festival in Plantersville, TX. The festival is one of the nation’s largest, most recognized Renaissance fair where the things to see, sounds, tastes, and exquisiteness of the 16th Century come alive every weekend for eight weeks. The fair displays several forms of expressions in art, theater, dance, music, and literature. There are also themed weekend which allows a brief glimpse into the world during a particular era. The Texas Renaissance festival is an expression of how certain aspects of life were dealt with in past centuries. It gives an all access weekend into the life of traditional living, coupled with food and replica artifacts for sell during the focused period. It started showcasing in 1974 and today features over 500 costumed performers and 15 performance stages. The music played around the fair emphasizes emotions and projects individual experiences into rhythmic words. For example, during the Roman Bacchanal themed weekend, it features entertainment that includes the sounds of ancient Rome. All music is forms of an â€Å"art form† and is only an outline of expression. Contrary to what music was like centuries ago, the direction it has taken now takes on a whole new meaning. There are different genres such as rock, pop, classical, jazz, opera, or hip-hop. They are released to society in the variety of ways such as compact discs, digitized musical downloads, or in person concerts. Some individuals of society believes music is controlling and manipulating; however, some individuals beg to differ denoting it has positive socioeconomically results and is art. The works of literature displayed at the fair is impeccable. It is in the form of imaginative works including short stories, poems, or plays, which are performed on stages around the fair grounds. Words in humanities can be written to describe the story of past events. Conclusion The study of humanities used to figure out the differing explanations of being existence and the past. Today’s civilization would be gone astray without the learning and use of humanities. If humanities did not exist, society and future generations would not understand how some wants and necessities happened such as cars, phones, electricity, television, sports, the White House, etc. Understanding how current developments reflect on humanities is important because it generalizes dependent and independent variables people speculated as causes to his or his background. The cultural event experienced revolutionized the insight of past centuries. Humanities and cultural familiarities allow people to become in synch with today’s world of fast-paced assimilated awareness.