My father credit card Essay Example | Topics and Well Written Essays - 250 words

My father credit card - Essay Example Lastly, there is the issue of varying shades of honesty, theft, and moral values that have been violated. Firstly with respect to the fact that the father has found out that his credit card is missing, this is an important piece of the puzzle due to the fact that the student has not otherwise chosen to tell the father that he has stolen the card. This action in and of itself tells the reader a great deal about what the ultimate intent of the student was with regards to how he intended to use the card and even perhaps why it was originally stolen. However, once the card is noted as missing, the father still has no idea what has happened to his card and whether he has lost it naturally or whether someone has stolen it from him. It is at this juncture that the moral turpitude of the student (me) would come into play. Rather than merely destroying the card, disposing of it, blaming it on someone else, or placing it in a likely area that he may have lost it, I would need to take the mature responsibility to own up to the theft that I had done. Though the right choice is of course the best de cision, it is not necessarily the least painful; rather, it involves confronting the situation and handling it with a degree of courage. This choice of honesty is the hardest moral choice with regards to the situation due to the fact that other immoral and dishonest choices have previously been made; therefore making it far easier to merely continue in lying and deceit to ensure that the theft is never recognized or noted. Moreover, a supreme lack of respect has been illustrated within the given situation and will therefore require a level of apology and contriteness on the part of the student (me). Ultimately, the situation will be determined based upon the realization of what is right and even though a series of mistakes have been made, the right and moral decision

Generation Gap Essay Example for Free

Generation Gap Essay Since the industrial revolution was experienced in the United States, technological evolution has caused generation gaps between people. Advances such as computers and the Internet, space research and security systems are but a few of the systems that continue to evolve beyond the capacity of yesterdays technology-savvy people. Televisions in 2011 are quite complex. Even people who use gaming systems that have progressed from old joysticks to the reading of a persons physical movement for game play have surpassed those who were satisfied with the less complicated systems. Clothing The evolution of clothing promotes gaps between generations, and has done so for years. This is often led by movie stars, rock stars and other artists. Ingenuity in clothing and the desire for the next item in demand continues to push clothing to new limits. What was once considered risque by grandparents is now acceptable and worn daily by grandchildren. As clothing changes and evolves, this generation gap often finds itself thriving in between parents and their children. Language Language has been evolving for thousands of years. Nouns have become verbs; this often aligns with the technology evolution, along with increasing exposure to the Internet. Social sites and chat rooms have encouraged a new generation of language founded on acronyms and shortened phrases. Many people who are unfamiliar with this find themselves lost on social media sites and in chat rooms. Some of this language is carrying into the daily speech of some people. Oftentimes, questions are answered with, I dont know, just Google it. Music Always evolving, music has often been blamed for opening the gap between different generations. Messages change, styles change and there is always a push for the development of a new sound. Music brings back memories that people tend to hang on to. Because of this connection, people have a tendency to hang onto the music of their generation and may eventually find distaste in the music of other generations. This creates widening gaps between generations, some of which have been monumental. Over the course of 20 years, the telephone has evolved and taken on tremendous changes. Gone are the days of circular dials; in are the smartphones that think for themselves. It is because of the evolution of technology that generation gaps exist between the two different types of phones. People experience the same circumstances. The evolution of technology, clothing, language and music are classic examples of causes of generation gaps.

Essay --

Who loves spending a night away from the hustle and bustle of everyday life? Most all of us enjoy the experience of spending a night or several nights in a nice hotel. Whether it is for business or pleasure, a nice hotel experience can be refreshing. The hotel manager is the person responsible for making sure that the hotel runs efficiently, and ensures that the guests have a pleasant stay. He/she coordinates all service, housekeeping, finance, and maintenance. I have two years experience working in the hotel industry and plan to continue learning the hotel business with the goal of becoming manager of my own hotel. Nature of the Work The job of hotel manager has lots of responsibilities, they have to manage the hotel and its staff. Hotel manager also have to plan and execute advertise and promotion campaigns designed to attract more guests. Lodging managers also have to make sure that guests on vacation or business travels have a good experience at a hotel, motel, or other type of establishment with accommodations. They also ensure that the establishment is run efficiently and profitably. Managers also deal with all inquires in a professional and courteous manner, in person on the phone or e-mail (â€Å"Lodging Manager†). â€Å"Hospitality is a broad term for an industry that encompasses many types of employers and hundreds of job titles† (Aushn,23). Hospitality is another word for the business of hotels, motels, and resorts. It is estimated that one in eighteen employees in the united state works at some type of job in the hospitality industry. Travelers in the United State spent 527 billion dollars in 2001, and that amount has increased each year since. (Ashen 23). Hotel managers have many duties that they perform throughout the da... ...nsure that hotel operations meet a group’s expectation. Some other jobs in the hospitality industry are bed and breakfast proprietors. They manage small lording facilities within a home. Many of these homes are restored historical homes and offer a true vintage experience. A concierge at a hotel provides service to hotel guests such as show ticket dinner reservations or taxi service. Hotel desk clerk and office manager assist the hotel manager in large hotel and take care of those specific areas (â€Å"Lodging Managers†). A career as a hotel manager is very demanding. They perform many duties throughout their day and have a great deal of responsibility. Their main job is to see that the hotel or motel is run efficiently so that their guests have a pleasant stay. I have been training for a job as a hotel manager and would like to continue pursuing this job as my career.

Human Resource Information System Essay

The function of human resources (HR) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of â€Å"Human Capital† progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. Raija and Hlonen (2009) described the role of information systems in the process of combining district organizations which use information system in financial administration, HRM and social welfare. They explored the role of IS in decision-making in public sector. The lack of inter-opera ability between legacy systems and new information systems was perceived as a huge problem. In the present situation of our economy, most of the companies used manual system in their company, also some are using computerized system which lessen the expenses and saves time. An effective and well-designed Human Resource Information System shall make it easier to manage record, update files and retrieve records in Employee records. Confidentially, accuracy and integrity are maintained. The use of computer enables user to minimize efforts to do a certain job or action nowadays. When the Information Technology emerged, it gave a great impact when it comes to business problems especially when it comes to data entry accuracy, managing data’s and retrievals. Dr. Karishna & Meena (2010) identified the various functional areas to which ICT is deployed for information administration in Higher Education institutions. Current level of usage indicates a clear integration of ICT for managerial or information based administration in higher education institutes. Matthew &Douglas (2009) analyzed that nature of developing IS in any organization is characterized by multi dimensional and often messy problems, involving technical organizations and personal dimensions. David et al(2010) analyzed the main traits of efficient firms and the main sources of firm’s efficiency through samples of catalan firms. Firms efficiency shows a significant improvement when advanced ICT uses are combined with human resource practices, Dileep (2010) indicate that HRIS is an integration of HRM and information systems. HRIs helps HR managers perform HR functions in a more effective and systematic way using technology. HRIs system usually a part of the organization’s larger management information system which would include accounting, production and marketing functions. Ikhlas & Zaid (2010) indicate that the quick response and access to information were the main benefits of HRIS implementation. They also identified the cultural and financial barriers to the implementation of HRIS. Kristine & David (2010) identified the implementations or upgradation of HRIS has been undertaken with the aim of utilizing HRM functions.. Barriers also associated with the acceptance of new or upgraded HRIS.HRIS play an important role in shaping user perception and behavior. The addition of information technology to the human resource industry has revolutionized the contemporary workplace. HR professionals now have an increased capacity not only to gather information, but also to store and retrieve it in a timely and effective manner. This has not only increased the efficiency of the organization but also the effectiveness of management functions. New technology has also created opportunities for higher levels of stress for younger and older workers alike (Mujtaba, Afza, and Habib, N. (2011), unethical temptations and behaviors (Mujtaba, 2011), and opportunities for better leadership practices (Mujtaba and Afza, 2011). After delivering our suggestions for the Customer Appreciation Program, Kudler has asked us to evaluate the Human Resource Department, to see what changes need to made, to make the process better and smoother. Before making suggestions, we have to analyze their current setup. The Human Resources Department is a valuable department, so we want to assure that Kudler’s is running smoothly and efficiently. Kudler’s current HR Department is setup in the following manner: they use Quick Books and outsourced their payroll to Intuit. Intuit tracks all the following information for each employee. They track the employee’s personal information, pay rate, tax exemptions, hire date, seniority date, and organizational information. Changes to any of this information, can only be change by submitting a special form in writing by the employee’s supervisor and entered by the accounting clerk. The accounting clerk also keeps a file with the appropriate tax forms for each employee and all changes to employee data. The employees turn in manual time sheets weekly, which are approved by the store manager. The time sheets are then faxed to accounting, where they are entered for payroll. All changes have to be approved by the direct supervisor and store manager. Each store manager is responsible for keeping the files of their employees. They are kept in a locked file and include the following information: job application or resume, performance reviews, I-9 forms, and any disciplinary memos or performance management issues. The managers are also responsible for tracking any time off, which includes vacations.

A Personalised Induction Will Always Be More Effective

Introduction A personalised induction is a type of hypnotic induction that is designed to suit a certain individual. As humans, we appear to share the same traits, but in reality, we are different in various ways. This is because we have different likes, dislikes, perspectives, values, and we have diverse cultural backgrounds. Because of these unique differences, everyone has his or her way of handling various situations, and every individual has a different level of openness and resistance (Chapman 2006, p.113). Consequently, during hypnosis, it is worthwhile for the hypnotist to adopt a personalised approach because each participant has unique traits, and people normally respond to the hypnotic process in different ways. The personalised approach takes into account the client’s desires, perceptions, likes, dislikes, as well as their cultural background (James 2006, p.30). Thus, by personalising the induction, hypnotherapists can help their clients to realize better quality results that a re in line with each of the client’s goals. . In this essay, I argue that a personalised induction approach will always be more effective. As humans, we communicate with each other in various ways including gestures, facial expressions, body language, as well as tone of voice and intonation. However, during hypnosis, the hypnotist has limited techniques of communication available since the clients have their eyes closed. For instance, he or she cannot adopt non-verbal communication techniques, and this makes the message or the instructions he or she is sending to weaken. Thus, it is necessary for the hypnotist to adopt other appropriate techniques of strengthening the message being conveyed to the clients. In order to do this effectively, the hypnotist can personalise the way he or she speaks to the clients by adopting different words, tone variation, volume, and pace, but ensuring the message remains unchanged (Erickson, Rossi & Ryan 1998, p.37-59). Milton H. Erickson common ly referred to as the father of contemporary hypnotherapy recognised that people have different beliefs, values, perceptions, and cultural backgrounds, and consequently, throughout his career as a psychiatrist, he adopted the personalised induction as the best tool for hypnosis. Erickson differed with Hull’s opinion that the subject should always be a passive participant. According to Hull (1933/1968), adoption of a standardized induction would have the same effect on all the subjects (Hawkins 2006, p.36). Difference of opinion between these two great psychiatrists fuelled Erickson’s quest for a valid understanding of the best approach to the hypnotic induction. Later on, Erickson concluded that it is what the subjects do and understands that matters most, not what the operator wishes. In other words, he believed that in order to realize quality results of the therapy, the subjects must be active participants, and the suggestions given by the therapist ought to concur with the client’s desires, perceptions, values, and goals of the therapy (Zeig & Munion, 1999, p.48-51). Permissive and the authoritarian technique Erickson developed the idea that hypnosis is a natural process that needed a more viable approach such as the permissive technique, because it enhances the client’s responsiveness and cooperation. The permissive technique acknowledges that every individual has unique traits, values, perceptions, and desires. It is normally based on the assumption that every person has a unique way of entering into a trance state and receiving suggestions. In this approach, most of the clients know how to relax and enter a trance state, since the hypnotist briefs every client on how the process takes place at the start. As a result, the hypnotist simply acts as a guide as the subjects enters into a hypnotic state (Simpkins 2001, p.53). Before Erickson pioneered the permissive technique, the authoritative technique was the only available technique that was deemed effective. . The authoritative approach is commanding and direct, and its main objective is usually to establish control over the clie nt and modify his or her behaviour through adoption of repetitive commands. Pioneers of this approach believed that by establishing control over their clients, they would be able to increase the chances of getting remarkable results. However, this approach does not produce effective results as asserted by its pioneers since the subjects, who respond in a positive way to it, are only those who respect their authoritarian figures in their daily lives. As a result, authoritative technique can fail to produce quality results if the participant believes in being at the same level with all the authoritarian figures in his or her live (Sheehan 2005, p.67-70). Unlike the authoritative approach, the permissive technique mainly involves adoption of a soft tone to lull the client into relaxation. Throughout this approach, the client and the hypnotist are usually equal partners. Furthermore, more imagery is employed to increase the magnitude of the suggestions. The subject is also given greater responsibility. Since personalised imagery is incorporated in this technique, the induction becomes more real and viable than in the authoritative approach, since the suggestions used by the hypnotist conform to the clients likes and expectations (Sheehan 2005, p.70-72). Clark Hull and Sigmund Freud’s research on hypnosis Despite Erickson’s insistence on the value of the permissive technique, some people object the personalised induction approach. They claim that the personalised induction approach takes more time than the authoritative approach. Moreover, they support their stance by citing some of the works of the great traditional researchers such as Clark Hull and Sigmund Freud. Arguments involving state and the role theory are also used to analyze Erickson’s position. Hull differed with Erickson’s perspective and on the contrary, he proposed the authoritarian technique, which makes the subject a passive participant (Pintar & Lynn, 2009, p.112). He believed that adoption of a standardized approach would yield the same results on all the subjects. In 1940, Jung (1902/1957) backed him in his research, but Jung was not comfortable in using the authoritarian technique, because it involved commanding clients to do according to their therapist’s expectations. According to Jun g’s perspective, participants ought to be involved throughout the process instead of directing then to comply with suggestions that do not conform to their likes. Consequently, Jung broke away from Hull’s research (Hamill 2012, p.24). Based on this, it is clear that the authoritarian approach is not viable, and as a result, it is not logical to oppose the personalised approach based on Hull’s perspective since he does not take into account preferences and expectations of the participants. In addition, Freud’s research asserts that the process of hypnosis would give better results when the subject was on deep trance. Like Hull, Freud adopted the authoritarian technique in a more assertive manner hoping that he would get better results (Sofroniou 2010, p.12). He was particularly interested in the technique because he believed that it was the perfect way of accessing forgotten events and emotions, a cathartic process, which gave relief to his clients. Howeve r, Freud became uncomfortable with hypnosis because his patients did not respond uniformly to the process. He was also afraid that the direct suggestion technique might do away with symptoms that were important for the clients to retain. In addition, Freud had worries over the sexual perceptions that surrounded the hypnotic process, which labelled a client as ‘giving herself’ emotionally to the psychiatrist. Because of these reasons, as well as lack of sufficient experience with hypnosis both through research and clinically, Freud decided to quit hypnosis (Zeig & Munion 1999, p.48-49). If Freud had adopted the permissive approach, he would have succeeded because the personalised approach relies on suggestions that are in line with the client’s expectations, desires and likes, and as a result, the clients could not lose any important symptom. The permissive technique would also help him to eliminate the ill-sexual perception, since it gives the client greater resp onsibility unlike the authoritarian technique. State and the role theory Advocates of the state theory, which asserts that hypnotic induction arouses a unique modified state of consciousness in the patient, base their argument on the notable changes that occur to the brain during hypnosis, and to the dramatic effects, which hypnosis can cause such as the disappearance of warts and insensitivity to pain. They also claim that sometimes, both hypnotised and non-hypnotised participants take instructions differently. For instance, in a certain study, both the hypnotised and non-hypnotised were told to run their hands through their hair once they heard the word ‘experiment.’ The pretenders carried out the suggestion only when the psychiatrist said the word, but the hypnotised participants complied regardless of who gave the suggestion (Coon, Mitterer, Talbot & Vanchella, 2010, p.194). Based on this, opponents of the personalised induction claim that the authoritative approach is as effective as the permissive approach. They support their claim by a sserting that participants who do not respond to the permissive technique can respond to the authoritarian technique effectively, particularly those who respect authoritarian figures in their life. Moreover, advocates of the role theory assert that hypnosis is not a special state of consciousness. They argue that some of the changes linked with hypnosis can also take place without it. They claim that hypnotised people just comply with the demands of the situation, and act in conformity with a special role. From this point of view, hypnosis provides a socially logical reason to comply with someone’s suggestions, in the same way as a physical exam, which provides a logical reason of removing clothes on request. Supporters of the role theory justify their claims by arguing that non-hypnotised participants sometimes exhibit behaviours that are usually linked with hypnosis (Bernstein & Nash, 2008, p.153). Based on this, I disagree with the opponents of the personalised induction w ho adopt the role theory to support their stance, because the theory rejects the idea of hypnosis without providing concrete reasons. The dissociation theory The dissociation theory provides substantial reasons why the personalised inductions should be adopted during the hypnotic process. The theory suggests that hypnosis is not a single specific state, but the general condition, which temporarily reorganises our normal control over actions and thoughts. Dissociation allows body movements to occur under voluntary control and the involuntary processes to be controlled voluntarily. As Hilgard proposed this theory, he asserted that the relaxation of control occurs because of the social agreement between the hypnotist and the hypnotised person to share control (Bernstein & Nash, 2008, p.153-154). In other words, the theory supports the idea that for the process to be effective, the participant should be an active participant, something advocated in the personalised induction approach. Modern hypnosis Based on contemporary hypnosis, a personalised induction seems to be the most effective approach in hypnosis. The approach takes into account the client’s values, desires, and it views the subjects as active participants. It also supports the idea that it is imperative to have the patient as relaxed as possible, get them involved in the in the process, and discuss the expectations and goals of attending the therapy with the client. Furthermore, the modern hypnotherapist starts the therapy session by establishing a rapport with their patients, which is a key aspect of the personalised induction approach (Gaschler 2009, p.21). In the course of the personalised induction, strong relationships between the clients and the therapist are necessary in order to ensure the client is fully involved in the process. Learning Modalities Overtime, personalised induction has stood out as the best because it takes into consideration learning modalities, which are key channels through which people receive, store, and give information. Modality is comprised of perception, sensation, and memory and the key senses include smell, taste, visual, auditory, and kinaesthetic. Knowledge of modalities enables therapists to personalise screeds for each client. When a patient’s modalities are ascertained, it becomes easy to discuss with them in a way that makes them feel comfortable and relaxed (Hogan & LaBay 2007, p.226-239). As a result, it becomes easy to achieve the objective of the therapy. Conclusion The above discussion has suggested that personalised induction is more effective than the authoritarian approach. This is because we have different likes, dislikes, desires, perceptions, and we come from different cultural backgrounds. Consequently, to achieve remarkable results in the process of hypnosis, the hypnotist should take into consideration all this aspects. Although a standardized approach (authoritative approach) can be effective in some instances, it only works on subjects who respect the authoritative figures. Moreover, the authoritative technique assumes that all people react in the same manner to suggestions. However, this should not be the case since we possess different traits. Thus, the personalised induction or the permissive approach is the only method through which noteworthy results can be achieved during the hypnotic process, since it acknowledges that we have different likes, dislikes, perceptions and that we come from diverse cultural backgrounds. References Bernstein, D. A., & Nash, P. W. (2008). Essentials of psychology. Boston, MA, Houghton Mifflin. Chapman, R. A. (2006). The clinical use of hypnosis in cognitive behavior therapy a practitioner’s casebook. New York, NY, Springer Pub. Coon, D., Mitterer, J. O., Talbot, S., & Vanchella, C. M. (2010). Introduction to psychology: gateways to mind and behavior. Belmont, Calif, Wadsworth Cengage Learning. Erickson, M. H., Rossi, E. L., & Ryan, M. O. (1998). Mind-body communication in hypnosis. London, Free Association. Gaschler, T. (2009). Modern hypnosis techniques Pt. 1. Pt. 1. [Bad Sachsa], Steiner. Hamill, D. (2012). An Introduction to Hypnosis & Hypnotherapy. Bolton, MA, eBookIt.com. Hawkins, P. (2006). Hypnosis and stress a guide for clinicians. Chichester, England, Wiley. Hogan, K., & LaBay, M. (2007). Through the Open Door: Secrets of Self-hypnosis. Gretna, Louisiana: Pelican Publishing. James, U. (2006). Clinical hypnosis textbook: a guide for practical intervention. Oxford, Radcliffe Publishing. Pintar, J., & Lynn, S. J. (2009). Hypnosis a Brief History. Chichester, John Wiley & Sons Sheehan, L. (2005). Basic Hypnosis Manual. Raleigh, North Carolina: Lulu. Simpkins, C. A. (2001). Self-Hypnosis: Plain and Simple. Tuttle Pub. Sofroniou, A. (2010). The misinterpretation of Sigmund Freud. [Raleigh, N.C. ], Lulu Com. Zeig, J. K., & Munion, W. M. (1999). Milton H. Erickson. London, Sage Publications. A Personalised Induction Will Always Be More Effective Introduction A personalised induction is a type of hypnotic induction that is designed to suit a certain individual. As humans, we appear to share the same traits, but in reality, we are different in various ways. This is because we have different likes, dislikes, perspectives, values, and we have diverse cultural backgrounds. Because of these unique differences, everyone has his or her way of handling various situations, and every individual has a different level of openness and resistance (Chapman 2006, p.113). Consequently, during hypnosis, it is worthwhile for the hypnotist to adopt a personalised approach because each participant has unique traits, and people normally respond to the hypnotic process in different ways. The personalised approach takes into account the client’s desires, perceptions, likes, dislikes, as well as their cultural background (James 2006, p.30). Thus, by personalising the induction, hypnotherapists can help their clients to realize better quality results that a re in line with each of the client’s goals. . In this essay, I argue that a personalised induction approach will always be more effective. As humans, we communicate with each other in various ways including gestures, facial expressions, body language, as well as tone of voice and intonation. However, during hypnosis, the hypnotist has limited techniques of communication available since the clients have their eyes closed. For instance, he or she cannot adopt non-verbal communication techniques, and this makes the message or the instructions he or she is sending to weaken. Thus, it is necessary for the hypnotist to adopt other appropriate techniques of strengthening the message being conveyed to the clients. In order to do this effectively, the hypnotist can personalise the way he or she speaks to the clients by adopting different words, tone variation, volume, and pace, but ensuring the message remains unchanged (Erickson, Rossi & Ryan 1998, p.37-59). Milton H. Erickson common ly referred to as the father of contemporary hypnotherapy recognised that people have different beliefs, values, perceptions, and cultural backgrounds, and consequently, throughout his career as a psychiatrist, he adopted the personalised induction as the best tool for hypnosis. Erickson differed with Hull’s opinion that the subject should always be a passive participant. According to Hull (1933/1968), adoption of a standardized induction would have the same effect on all the subjects (Hawkins 2006, p.36). Difference of opinion between these two great psychiatrists fuelled Erickson’s quest for a valid understanding of the best approach to the hypnotic induction. Later on, Erickson concluded that it is what the subjects do and understands that matters most, not what the operator wishes. In other words, he believed that in order to realize quality results of the therapy, the subjects must be active participants, and the suggestions given by the therapist ought to concur with the client’s desires, perceptions, values, and goals of the therapy (Zeig & Munion, 1999, p.48-51). Permissive and the authoritarian technique Erickson developed the idea that hypnosis is a natural process that needed a more viable approach such as the permissive technique, because it enhances the client’s responsiveness and cooperation. The permissive technique acknowledges that every individual has unique traits, values, perceptions, and desires. It is normally based on the assumption that every person has a unique way of entering into a trance state and receiving suggestions. In this approach, most of the clients know how to relax and enter a trance state, since the hypnotist briefs every client on how the process takes place at the start. As a result, the hypnotist simply acts as a guide as the subjects enters into a hypnotic state (Simpkins 2001, p.53). Before Erickson pioneered the permissive technique, the authoritative technique was the only available technique that was deemed effective. . The authoritative approach is commanding and direct, and its main objective is usually to establish control over the clie nt and modify his or her behaviour through adoption of repetitive commands. Pioneers of this approach believed that by establishing control over their clients, they would be able to increase the chances of getting remarkable results. However, this approach does not produce effective results as asserted by its pioneers since the subjects, who respond in a positive way to it, are only those who respect their authoritarian figures in their daily lives. As a result, authoritative technique can fail to produce quality results if the participant believes in being at the same level with all the authoritarian figures in his or her live (Sheehan 2005, p.67-70). Unlike the authoritative approach, the permissive technique mainly involves adoption of a soft tone to lull the client into relaxation. Throughout this approach, the client and the hypnotist are usually equal partners. Furthermore, more imagery is employed to increase the magnitude of the suggestions. The subject is also given greater responsibility. Since personalised imagery is incorporated in this technique, the induction becomes more real and viable than in the authoritative approach, since the suggestions used by the hypnotist conform to the clients likes and expectations (Sheehan 2005, p.70-72). Clark Hull and Sigmund Freud’s research on hypnosis Despite Erickson’s insistence on the value of the permissive technique, some people object the personalised induction approach. They claim that the personalised induction approach takes more time than the authoritative approach. Moreover, they support their stance by citing some of the works of the great traditional researchers such as Clark Hull and Sigmund Freud. Arguments involving state and the role theory are also used to analyze Erickson’s position. Hull differed with Erickson’s perspective and on the contrary, he proposed the authoritarian technique, which makes the subject a passive participant (Pintar & Lynn, 2009, p.112). He believed that adoption of a standardized approach would yield the same results on all the subjects. In 1940, Jung (1902/1957) backed him in his research, but Jung was not comfortable in using the authoritarian technique, because it involved commanding clients to do according to their therapist’s expectations. According to Jun g’s perspective, participants ought to be involved throughout the process instead of directing then to comply with suggestions that do not conform to their likes. Consequently, Jung broke away from Hull’s research (Hamill 2012, p.24). Based on this, it is clear that the authoritarian approach is not viable, and as a result, it is not logical to oppose the personalised approach based on Hull’s perspective since he does not take into account preferences and expectations of the participants. In addition, Freud’s research asserts that the process of hypnosis would give better results when the subject was on deep trance. Like Hull, Freud adopted the authoritarian technique in a more assertive manner hoping that he would get better results (Sofroniou 2010, p.12). He was particularly interested in the technique because he believed that it was the perfect way of accessing forgotten events and emotions, a cathartic process, which gave relief to his clients. Howeve r, Freud became uncomfortable with hypnosis because his patients did not respond uniformly to the process. He was also afraid that the direct suggestion technique might do away with symptoms that were important for the clients to retain. In addition, Freud had worries over the sexual perceptions that surrounded the hypnotic process, which labelled a client as ‘giving herself’ emotionally to the psychiatrist. Because of these reasons, as well as lack of sufficient experience with hypnosis both through research and clinically, Freud decided to quit hypnosis (Zeig & Munion 1999, p.48-49). If Freud had adopted the permissive approach, he would have succeeded because the personalised approach relies on suggestions that are in line with the client’s expectations, desires and likes, and as a result, the clients could not lose any important symptom. The permissive technique would also help him to eliminate the ill-sexual perception, since it gives the client greater resp onsibility unlike the authoritarian technique. State and the role theory Advocates of the state theory, which asserts that hypnotic induction arouses a unique modified state of consciousness in the patient, base their argument on the notable changes that occur to the brain during hypnosis, and to the dramatic effects, which hypnosis can cause such as the disappearance of warts and insensitivity to pain. They also claim that sometimes, both hypnotised and non-hypnotised participants take instructions differently. For instance, in a certain study, both the hypnotised and non-hypnotised were told to run their hands through their hair once they heard the word ‘experiment.’ The pretenders carried out the suggestion only when the psychiatrist said the word, but the hypnotised participants complied regardless of who gave the suggestion (Coon, Mitterer, Talbot & Vanchella, 2010, p.194). Based on this, opponents of the personalised induction claim that the authoritative approach is as effective as the permissive approach. They support their claim by a sserting that participants who do not respond to the permissive technique can respond to the authoritarian technique effectively, particularly those who respect authoritarian figures in their life. Moreover, advocates of the role theory assert that hypnosis is not a special state of consciousness. They argue that some of the changes linked with hypnosis can also take place without it. They claim that hypnotised people just comply with the demands of the situation, and act in conformity with a special role. From this point of view, hypnosis provides a socially logical reason to comply with someone’s suggestions, in the same way as a physical exam, which provides a logical reason of removing clothes on request. Supporters of the role theory justify their claims by arguing that non-hypnotised participants sometimes exhibit behaviours that are usually linked with hypnosis (Bernstein & Nash, 2008, p.153). Based on this, I disagree with the opponents of the personalised induction w ho adopt the role theory to support their stance, because the theory rejects the idea of hypnosis without providing concrete reasons. The dissociation theory The dissociation theory provides substantial reasons why the personalised inductions should be adopted during the hypnotic process. The theory suggests that hypnosis is not a single specific state, but the general condition, which temporarily reorganises our normal control over actions and thoughts. Dissociation allows body movements to occur under voluntary control and the involuntary processes to be controlled voluntarily. As Hilgard proposed this theory, he asserted that the relaxation of control occurs because of the social agreement between the hypnotist and the hypnotised person to share control (Bernstein & Nash, 2008, p.153-154). In other words, the theory supports the idea that for the process to be effective, the participant should be an active participant, something advocated in the personalised induction approach. Modern hypnosis Based on contemporary hypnosis, a personalised induction seems to be the most effective approach in hypnosis. The approach takes into account the client’s values, desires, and it views the subjects as active participants. It also supports the idea that it is imperative to have the patient as relaxed as possible, get them involved in the in the process, and discuss the expectations and goals of attending the therapy with the client. Furthermore, the modern hypnotherapist starts the therapy session by establishing a rapport with their patients, which is a key aspect of the personalised induction approach (Gaschler 2009, p.21). In the course of the personalised induction, strong relationships between the clients and the therapist are necessary in order to ensure the client is fully involved in the process. Learning Modalities Overtime, personalised induction has stood out as the best because it takes into consideration learning modalities, which are key channels through which people receive, store, and give information. Modality is comprised of perception, sensation, and memory and the key senses include smell, taste, visual, auditory, and kinaesthetic. Knowledge of modalities enables therapists to personalise screeds for each client. When a patient’s modalities are ascertained, it becomes easy to discuss with them in a way that makes them feel comfortable and relaxed (Hogan & LaBay 2007, p.226-239). As a result, it becomes easy to achieve the objective of the therapy. Conclusion The above discussion has suggested that personalised induction is more effective than the authoritarian approach. This is because we have different likes, dislikes, desires, perceptions, and we come from different cultural backgrounds. Consequently, to achieve remarkable results in the process of hypnosis, the hypnotist should take into consideration all this aspects. Although a standardized approach (authoritative approach) can be effective in some instances, it only works on subjects who respect the authoritative figures. Moreover, the authoritative technique assumes that all people react in the same manner to suggestions. However, this should not be the case since we possess different traits. Thus, the personalised induction or the permissive approach is the only method through which noteworthy results can be achieved during the hypnotic process, since it acknowledges that we have different likes, dislikes, perceptions and that we come from diverse cultural backgrounds. References Bernstein, D. A., & Nash, P. W. (2008). Essentials of psychology. Boston, MA, Houghton Mifflin. Chapman, R. A. (2006). The clinical use of hypnosis in cognitive behavior therapy a practitioner’s casebook. New York, NY, Springer Pub. Coon, D., Mitterer, J. O., Talbot, S., & Vanchella, C. M. (2010). Introduction to psychology: gateways to mind and behavior. Belmont, Calif, Wadsworth Cengage Learning. Erickson, M. H., Rossi, E. L., & Ryan, M. O. (1998). Mind-body communication in hypnosis. London, Free Association. Gaschler, T. (2009). Modern hypnosis techniques Pt. 1. Pt. 1. [Bad Sachsa], Steiner. Hamill, D. (2012). An Introduction to Hypnosis & Hypnotherapy. Bolton, MA, eBookIt.com. Hawkins, P. (2006). Hypnosis and stress a guide for clinicians. Chichester, England, Wiley. Hogan, K., & LaBay, M. (2007). Through the Open Door: Secrets of Self-hypnosis. Gretna, Louisiana: Pelican Publishing. James, U. (2006). Clinical hypnosis textbook: a guide for practical intervention. Oxford, Radcliffe Publishing. Pintar, J., & Lynn, S. J. (2009). Hypnosis a Brief History. Chichester, John Wiley & Sons Sheehan, L. (2005). Basic Hypnosis Manual. Raleigh, North Carolina: Lulu. Simpkins, C. A. (2001). Self-Hypnosis: Plain and Simple. Tuttle Pub. Sofroniou, A. (2010). The misinterpretation of Sigmund Freud. [Raleigh, N.C. ], Lulu Com. Zeig, J. K., & Munion, W. M. (1999). Milton H. Erickson. London, Sage Publications.

Critically Discuss How Identity Is Successfully Used As A Form Of Organizational Control The WritePass Journal

Critically Discuss How Identity Is Successfully Used As A Form Of Organizational Control Introduction Critically Discuss How Identity Is Successfully Used As A Form Of Organizational Control ). This example shows the importance of managing identity to motivate employees in an organization. Therefore, managers should take into account   Alvesson and Willmott’s (2002) eight methods of regulating identity in organizations, such as knowledge and skills; the rules of the game and hierarchical location, to better understand different ways of managing identity and successfully carry them out in the workplace. Overall, identity is a true essence of who and what the organization is. It is a significant organizing element for everything people say and do in the workplace and it affects the characters, values, communications, decisions and strategies of the organization. Organization with a strong identity becomes easier to make decisions and solve their internal conflicts. Employees can clearly know what is expected of them, understand the company and also feel part of the team. Ethical ambiguities and some other issues still affect the idea of identity regulation in organizational control. Moreover, due to the fast changing pace of business life at present, identity cannot be ‘enduring’ in the organization and it may change with the surrounding environments. For example, the Equality Act 2010 presents a new ‘protected’ status to certain social groups which may influence employees’ sense of identity and identification. Thus, management practitioners have to d eeply understand the different methods of identity management proposed by Kenny et al.’s (2011) and Alvesson and Willmott’s (2002) and then integrate those methods to solve the existing challenges in the working environment so as to successfully use identity as a form in organizational control. References Albert,S. and Whetten,D.A. (1985). Organizational identity. Research in organizational behavior, 7, pp.263-295. Alvesson,M. (2000). Social identity and the problem of loyalty in knowledge-intensive companies. Journal of Management Studies, 37 (6), pp.1101-1123. Alvesson,M. and Willmott,H. (2002). Identity Regulation as Organizational Control: Producing the Appropriate Individual. Journal of Management Studies, 39 (5), pp.619-644. Buchanan,D. And Huczynski, A. (2004). Organizational Behavior. 5th ed. Harlow: Pearson. Collinson,D. (2003). Identities and insecurities: selves at work. Organization, 10 (3), pp.527-547. Du Gay, P. (1996). Consumption and Identity at Work. London: Sage. Dutton, J., Dukerich,J. and Harquail,C.V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, pp. 239-263. Elstak, M.N. and Van Riel, C.B.M. (2004). Closing ranks: how a collective threat shifts salience from organizational to corporate identity. Best Papers. Proceedings of the 64th Annual Meeting of the Academy of Management. New Orleans. Fondas,N. (1997). Feminization unveiled: management qualities in contemporary writings. Academy of Management Review, 22, pp.257-282. Ford, R. C., McLaughlin, F. S., and Newstrom, J. W. (2003). Questions and answers about fun at work. Human Resource Planning, 26(4), pp.18-33. Fleming, P. and Sturdy, A.J.(2009). Just Be Yourself Towards Neo-Normative Control in Organizations.  Employee Relations, 31(6), pp. 569 583. Gardner,W.L. and Avolio,B.J. (1998). Charismatic leadership, a dramaturgical perspective. Academy of Management Review, 23 (1), pp.32-58. Gioia,D.A. and Thomas,J.(1996). Identity, image and issue interpretation: sensemaking during strategic change in academia. Administrative Science Quarterly, 41, pp.370-403. Humphreys,M. and Brown,A.D.(2002). Narratives of organizational identity and identification: a case study of hegemony and resistance. Organization Studies, 23 (3), pp.421-447. Kenny,K., Whittle,A.and Willmott,H. (2011). Understanding Identity and Organizations. Sage publications. Kitay, J. and Wright, C. (2007). From prophers to profits: the occupational rhetoric of management consultants. Human Relations, 60(11), pp.1613-1640. Knighs,D. and Willmott,H.C. (1999). Management Lives: Power and Identity in Contemporary Organizations. London:Sage. Mattewman,L.J., Rose, A. and Hetherington,A. eds. (2009). Work Psychology: An Introduction to Human Behaviour in the Workplace. Oxford: Oxford University Press. Moor, M.(2012). Mass suicide protest at Apple manufacturer Foxconn factory.   [Online]. (URL telegraph.co.uk/news/worldnews/asia/china/9006988/Mass-suicide-protest-at-Apple-manufacturer-Foxconn-factory.html). 2014. (Accessed 09 Dec 2014). O’Conner, E.J. and Annison, M.H. (2002). Building trust and collaboration between physicians and administrators. The Physician Executive, 28, pp.48-52. Puusa, A. (2006). Conducting Research on Organizational Identity.  Electronic Journal of Business Ethics and Organization Studies, 11, pp. 24-28. Rose,M. (1988). Industrial Behaviour: Theoretical Development Since Taylor. Harmondsworth: Penguin. Schwartz,H.S. (1987). On the psycho-dynamics of organizational disaster: the case of the space shuttle Challenger. Columbia Journal of World Business, 22(1), pp.59-67. Southwest’s Airlines Careers (2014). Southwests Core. [Online]. (URL https://www.southwest.com/html/about-southwest/careers/index.html?clk=GFOOTER-ABOUT-CAREERS). 2014. (Accessed 13 December 2014). Taylor, F.W. (2005). The Principles of Scientific Management. 1st ed. First World Library-Literary Society. Whetten,D.A.(2006). Albert and Whetten Revised Strengthening the Concept of Organizational Identity. Journal of Management Inquiry, 15(3), pp.219-234. Zuboff,S. (1988). In the Age of the Smart Machine. New York: Basic Books.

The eNotes Blog Check Out the New Teacher Resources in eNotes StudyGuides!

Check Out the New Teacher Resources in StudyGuides! All of the helpful tools  for your classes are now available in one place: find the Teacher Resources you need in study guides. Plus, grab a discount to the Teachers Edition with the 15% off coupon included  in this post! Read on for more details. Recently, we received feedback from an customer to let us know that teachers needed an easier way to find the resources they were looking for on the site items such as lesson plans, response journals, and quizzes in the given titles they teach. So, we listened! study guides now contain an area devoted just to teachers, meaning its easier than ever to find exactly what youre looking for to help you teach smarter. An English teacher covering To Kill a Mockingbird, for example, can now find lesson plans and a variety of quizzes listed in one place. This gives quick and easy access to two kinds of lesson plans: original documents, which include our own lesson plans and extensive response journals, and lesson plans available from other publishers in document store, many of which are free. Download unlimited lesson plans for one discounted rate lesson plans are expert, teacher-created resources that can be purchased individually or downloaded for free by subscribers to the Teachers Edition all-access pass. And now  you can grab that special edition pass with a great discount! Use the coupon code LESSONS  for 15% off your subscription. Offer valid until May31st. With your subscription youll receive unlimited downloads of lesson plans, more of which are added monthly, plus credits to ask questions in Homework Help, and complete access to hundreds of annotated eTexts and quizzes. Find out more about the Teachers Edition right here or  sign up at this link. quizzes also come in two forms for targeted testing in your classroom: Choose our multiple-choice quizzes for a quick test of your students progress through their assigned reading. Each multiple-choice quiz contains 5-10 questions. The quizzes on a single topic can range from general overview tests to chapter- and character-based quizzes. Plus, all multiple-choice quizzes are available to all visitors to take online for free and available to download in PDF form (with an accompanying answer key) for Teachers Edition subscribers. Just look for the PDF icon beneath each quizs title to save it to your computer. Select our short-answer quizzes  for a more thorough test of your students comprehension of a text. Each short answer quiz contains 10 questions per chapter or scene. These questions are designed to elicit answers one sentence to one short paragraph in length, thereby testing students understanding of plot and characters as well as recollection of important details. These quizzes are available to print or download exclusively to Teachers Edition subscribers.   Check out the new Teacher Resources area of study guides to find expert help for your classroom and prepare for the 14-15 school year!