Effects Of Obesity On The United States And Worldwide

Research Strategy A. Significance and Background Obesity is a major public health concern in the United States and worldwide. Recent data suggest that more than 70% of the U.S. adults 20 years or older are overweight or obese (CDC 2016, CDC 2015). Obesity is associated with numerous serious health sequelae, including cardio- and neuro- vascular diseases, diabetes, and several types of cancer and incurs substantial medical costs (CDC 2015). Given the seriousness of the public health concern, there is great interest in the identification and mitigation of potential causes of obesity. As such, obesogenic environmental contaminants with widespread exposure and biological persistence is of great concern. Persistent organic pollutants (POPs) have been a public health and environmental concern for many years given their persistence in the environment, tendency to bioaccumulate, and toxic, carcinogenic, and endocrine-disrupting potentials (Bonefeld-Jorgensen 2014). Perfluoroalkyl Chemicals (PFCs) is one such family, chemically characterised by a fluorinated linear carbon chain with a hydrophilic head (Volkel 2008). Due to its stability, amphiphilicity, and non-flammability (Lau 2007, Kotthoff 2015), PFCs are commonly used to aid the industrial production of textiles, food packages, and cookware (Kotthoff 2015, Humblet 2014). PFCs can remain in the environment and bioconcentrate in animals (Lau 2007). PFCs are metabolic products from parent compounds such as fluorotelomer alcohol andShow MoreRelatedChildhood Obesity : A Obesity1247 Words   |  5 PagesChildhood Obesity: A Review to Prevent the Risk Factors of Childhood Obesity in Our Community. The rates of childhood obesity Worldwide are alarmingly high! Obesity is a global nutritional concern and leads to horrible consequences on our children and becomes a worldwide pandemic. Worldwide estimates of obesity are as high as 43 million, and rates continue to increase each year. In this study, people will find healthy tips to prevent childhood overweight or obesity to help children in our communitiesRead MoreMcDonalds: Cause and Effect900 Words   |  4 PagesMcDonalds: Cause and Effect There are over 14,000 McDonald’s restaurants in the United States and more than 33,000 worldwide (Number of McDonalds..). Although people may think they have delicious food, they do not know what they are actually consuming. McDonalds attracts their customers with cheap prices and convenience, creating easy access for people to buy food. McDonalds should offer healthier options because their food contains unhealthy chemicals, causes obesity, and risks disease. TheRead MoreEconomic, Health, And Economic Issues In The United States1053 Words   |  5 Pageslooking at issues facing the United States, hurricanes, illegal immigration, and obesity seem to be the three that stand out the most. These issues present some terrible problems and concerns for the United States which can cause significanificant environmental, economical, health, and more importantly, negative impact on the lives of Americans. These issues have created significant controversy as to how each of these issues are to be dealt with in their current state. There are many different thoughtsRead MoreFactors That Influence Obesity Rates Among Children Essay1520 Words   |  7 PagesThis paper will describe the factors that influence obesity rates among children. It will review relevant literature concerning the bio-psychosocial facts and etiology involved in childhood obesity. This paper will discuss why this is a problem not only for the client system, but also a significan t social problem. Multiple systems will be explored to support the continuation of the problem on a micro, mezzo and macro level. Some specific policies that exacerbate the problem will be looked at alongRead MoreObesity Is The Type Of Disease That Is Infectious1248 Words   |  5 PagesObesity may not be the type of disease that is infectious. However, it has reached heights of epidemic proportions and poses a public health challenge, not only in Australia but globally. This disease has attained substantial awareness as a major health hazard and can be defined as an unhealthy excess of body fat at which can lead to an increased risk of medical illnesses and also may result in mortality, (Kitzinger Karle, 2013). Since the 1980’s the prevalence of obesity has almost tripled andRead MoreChildhood Obesity And Its Effects Essay1049 Words   |  5 PagesChildhood obesity is at an all-time high in the United States and should be a major concern for the nation. With childhood ob esity steadily rising, it is imperative that actions be implemented to offset this trend. Childhood obesity places children at a significantly higher risk for a multitude of physical and psychological health concerns. It is important to understand the actions that have been set in motion that attempt to resolve this issue. Additionally, it should be determined if these actionsRead MorePrevalence Of Overweight And Obesity Essay1249 Words   |  5 PagesThe aim of this study was to investigate the prevalence of overweight/obesity among parents of children entering childhood obesity treatment and to evaluate changes in the parents’ weight during their child’s treatment (Trier, 2016). The study included the parents of 1,125 children and adolescents (aged 3-22) who were enrolled in a children obesity treatment program. They began by taking the heights and weights of the children and the BMI scores were calculated. After 2.5 years of treatment, theRead Moreforce have contri buted to a dramatic shift in family eating habits. The traditional family dinner900 Words   |  4 Pagesneighborhoods also contribute to increases in childhood obesity. Our local community lacks organized opportunities for safe, recreational activities; therefore, in the absence of adult caregivers, many latch-key children are instructed to remain inside the home, watch television, play video games or surf the Internet. These sedentary lifestyle choices do not encourage active engagement which results in increases in incidents of childhood obesity. Our local school district’s socioeconomic status entitlesRead MoreEssay about McDonalds Unhealthy Food Spreading Internationally1710 Words   |  7 PagesThis paper will address the American restaurant McDonald’s. Many aspects will be examined, including its history, trip overseas, and menu variations. McDonald’s reception in Japan, China, the United Kingdom, and France will be addressed as well. Feeding the world with speedy and reliable food comes with great nutritional consequences, as will be elaborated herein. Fishwick (1995) talks about the history of McDonald’s. The McDonald brothers opened a small drive-in in 1937 and a larger one inRead MoreThe Documentary Fed Up Essay1224 Words   |  5 Pagesunpredictable times in which meals were not guaranteed. Now in the 21st century, data suggests, as mentioned in Fed Up, that there will be more deaths caused directly or indirectly by obesity than by starvation. The documentary Fed Up focuses on the terrifying issue that plagues the United States and the world: obesity. It delves into the components that contribute to this menacing epidemic that only continues to get worse. The documentary builds on the stories of four young American children from

The Prevalence Of Attention Deficit / Hyperactivity...

As the prevalence of Attention-deficit/hyperactivity disorder (ADHD) in the United States continues to rise, whether or not is being properly diagnosed and subsequently treated is of great concern to many. Since, according to Adesman, 2001 â€Å"Attention-deficit/hyperactivity disorder (ADHD)†¦is the most common and thoroughly researched neuropsychiatric disorder affecting children and adolescents† (p. 66) people are inquisitive to the core reason responsible for its popularity. Could it be due to a greater knowledge and understanding of the disorder or could it be due to a lack of parenting skills? Have doctors become lazy and seek to use ADHD as a catch-all diagnosis so as not to appear incompetent or could it be something more nefarious such as financial gain? Are we as a society simply excusing bad behavior or is there a genetic/biological/socio-cultural link that better explains why ADHD is being diagnosed more and more frequently? One last question is to what d egree is this disorder based on differing cultural conditions? Before it was known as ADHD, the world referred to the not yet recognized by the American Psychological Association disorder as hyperkinetic impulse disorder. It was not until 1968, sixty-six years after being first mentioned by British pediatrician Sir George Still, that hyperkinetic impulse disorder would be recognized as a mental disorder in the second edition Diagnostic and Statistical Manual of Mental Disorders (DSM-II). Hyperkinetic impulseShow MoreRelatedAttention Deficit Hyperactivity Disorder ( Adhd )1561 Words   |  7 PagesIntroduction: Definition: Attention Deficit Hyperactivity Disorder (ADHD) is a â€Å"persistent pattern of inattention and/or hyperactivity-impulsivity that is more frequently displayed and more severe than is typically observed in individuals at a comparable level of development†. (1) Excessively hyperactive, inattentive and disruptive children have been described in literature since the nineteenth century. (2) Despite this, ADHD has only been recognised as a mental health condition since the 1960s,Read MoreEffects Of Attention Deficit / Hyperactivity Disorder916 Words   |  4 Pages Attention Deficit/Hyperactivity Disorder Siddharth Sharma Taylor Business Institute College Readiness Professor Steven Burke November 28th, 2017 Attention Deficit/Hyperactivity Disorder in The United States According to American Psychiatric Association, Attention-deficit/hyperactivity disorder (ADHD) is a developmental disorder showing a persistent pattern of inattention or hyperactivity-impulsivity that interferes with the individual’s development or daily functioning (FostickRead MoreAttention Deficit Hyperactivity Disorder Essay998 Words   |  4 PagesIn-depth look at Attention Deficit Hyperactivity Disorder Attention Deficit Hyperactivity Disorder is more documented in today’s medical journals, than ever recorded in past years. It is one of the most common disorders among children in today’s youth. Rana Parekh from the American Psychiatric Association (2017) states that â€Å"An estimated 5 percent of children and 2.5 percent of adults have ADHD† proving that it is more prevalent in children than adults. ADHD is a condition more recognized nowRead MorePrevalence Of Attention Deficit Hyperactivity Disorder Between Europe And North America1097 Words   |  5 PagesFinal Project Outline Gwendolyn Tjandra Prevalence of Attention Deficit Hyperactivity Disorder between Europe and North America I. Introduction ( page) a. What is ADHD i. A disorder commonly diagnosed in children. ii. Attention Deficit Hyperactivity Disorder – a condition with symptoms such as inattentiveness, impulsivity, and hyperactivity (affects the way you focus). iii. A behavioral disorder that affects 1 in 20 children in the USA. iv. Those with ADHD differ in balance of â€Å"neurotransmitters†Read MoreOver-Diagnosis Of Attention Deficit Hyperactivity Disorder.1273 Words   |  6 PagesOver-diagnosis of Attention Deficit Hyperactivity Disorder Attention Deficit Hyperactivity Disorder (ADHD) or Attention Deficit Disorder (ADD) is one of the most commonly diagnosed mental disorder among children and adolescents (UCLA). ADHD/ADD usually becomes apparent in children during preschool and early school years. ADHD/ADD affects 3 percent to 5 percent of approximately two million American children (Frequently). Attention Deficit Hyperactivity Disorder (ADHD) or Attention Deficit Disorder (ADD) isRead MoreEffects Of Attention Deficit Hyperactivity Disorder In Children1400 Words   |  6 PagesAttention Deficit Hyperactivity Disorder in Children Stephanie Santiago Lehigh Carbon Community College â€Æ' Attention Deficit Hyperactivity Disorder in Children Pathophysiology Attention-deficit hyperactivity disorder (ADHD) refers to developmentally inappropriate degrees of inattention, impulsiveness, and hyperactivity (Hockenberry, Wilson, Rodgers, 2017). ADHD is commonly found in school-aged children. While some children have a problem within one of the three areas, there are others who haveRead MoreAttention Deficit Hyperactive Disorder Essay1011 Words   |  5 PagesAttention deficit hyperactivity disorder (ADHD) is one of the most common childhood disorders that develops in children and becomes apparent in the preschool, early school years and continue through adolescence and adulthood. It is one of the rising public health concerns which is characterized by inappropriate levels of inattention, hyperactivity and impulsivity. The world wide prevalence rate was estimated as 5.29 %. (Polanczyk 2007). Prevalent rates are higher at 12 years. It also affects schoolRead MoreAttention Deficit/Hyperactivity Disorder. Attention Deficit/Hyperactivity Disord er, Also Commonly1538 Words   |  7 PagesATTENTION DEFICIT/HYPERACTIVITY DISORDER Attention Deficit/Hyperactivity disorder, also commonly referred to as ADHD, is a disorder that affects one’s attention, activity and impulsivity. It is one of the most common neurobiological disorders among children and adolescents, and is diagnosed using the DSM-5, a class of neurodevelopmental disorders. According to Schug, Robert Fradella, Henry. (2015) DSM is, â€Å"The primary tool used in the United States to define and diagnose mental illnesses. TheRead MoreAttention Deficit-Hyperactive Disorder640 Words   |  3 PagesAttention Deficit-Hyperactivity Disorder (ADHD), also known as Attention Deficit Disorder (ADD), is a neurodevelopment,1 psychiatric disorder, which is characterized as impairments of the growth and development of the Central Nervous System—particularly the brain.2 An individual diagnosed with ADD exhibits issues with attention, hyperactivity, impulsive behavior, or a combination of all three. 3 Such symptoms are likely observed between ages 6-12 and must persist for over six months prior to imposedRead MoreEssay On ADHD1259 Words   |  6 Pages Many may ask what the causes of attention-deficit/hyperactive disorders are but the cause of ADHD is not completely understood yet. People suggest that there may be biological abnormalities, hereditary fa ctors, and environmental factors for those who suffer from ADHD. Individuals with attention-deficit/hyperactive disorders may have biological abnormalities such as brain structure abnormalities or abnormal biochemical levels (Comer, 2016). Brain structural abnormalities tend to occur in the

The Interpersonal Relationships in The Workplace Free Essays

string(66) " to convince their subordinates of the policy†s importance\." In recent years the corporate workforce has become more diversified in gender, race, ethnicity and sexual orientation. As a consequence the workforce at most major corporations is now more reflective of the general population than it was in the past. Yet the issue of diversity in the workplace is often not addressed or, in some cases, overlooked by management. We will write a custom essay sample on The Interpersonal Relationships in The Workplace or any similar topic only for you Order Now Of particular interest is the management of interpersonal relationships of both heterosexual and homosexual employees in the workplace. In a prosperous economic climate, corporations are often forced to compete for qualified employees. Many corporations have attempted to attract such employees by offering benefits that meet their lifestyle needs. Some examples of such benefits are on-site daycare and the recognition of same sex couples in terms of benefits. Benefits of this nature project an image of the corporation that emphasizes acceptance and fairness. These characteristics are highly valued by prospective employees and are one of the primary factors considered when choosing between competing offers. From a management perspective the interpersonal relationships of employees is a delicate issue that requires attention. Management must recognize that the workforce is a diverse ever-changing entity. To that end management must assess the lifestyle needs of the workforce and integrate that into the corporate policy in such a way as to not adversely affect other areas. To accomplish this, management must constantly evaluate and evolve corporate policy to address the issues that will undoubtedly arise. The effective management of interpersonal relationships is intrinsically complex. From an organizational level it requires a corporate policy that defines what it considers a workplace relationship and specifies guidelines regarding what is and is not acceptable behavior. First and second level managers are then required to implement the corporate policy on the frontline. Also of concern is the method, if any, of enforcing such a policy. The complications of workplace relationships are varied. There are obvious cases of problems within the relationship that are directly observable and able to be managed. But there are also cases where complications arise outside of the relationship. An important aspect of the management of interpersonal relationships is the ability to detect and resolve these complications fairly. In discussing the management of interpersonal relationships in the workplace, it is important to clarify what is typically considered a workplace relationship. Most corporations that acknowledge relationships between employees, and subsequently have policies restricting their behavior, define a workplace relationship as that of a legally married heterosexual couple. In recent times some corporations have changed their policy to include same sex partners or spousal equivalents in their definition of a workplace relationship. Regardless of whether or not they are formally recognized by the organization, the majority of issues that face married heterosexual employees in a workplace relationship also apply to heterosexual and same sex partners who are not married. For the purposes of this paper we will consider both married and unmarried heterosexual and homosexual couples as a being involved in a workplace relationship. When it comes to workplace relationships, corporations are fearful of all of the associated pitfalls. Generally, an employer will document certain corporate policies pertaining to who can be in a relationship with another employee. Some common restrictions are that managers are prohibited from relationships with their subordinates or that a couple is not supposed to work for the same manager. More often than not, there is an unwritten workplace code that employees should not start relationships from within the same group because of the possible negative consequences. Most corporations will also subject employees to workplace diversity or compliance training where the new employees will learn what is considered appropriate behavior. This usually includes sensitivity training for correctly dealing with diverse employee groups and various sexual harassment issues. Even small companies require these types of policies and training because many types of relationships exist in the work environment, including the introduction of same sex relationships in the workforce. As a result of today’s lawsuit prone environment, corporations are more fearful than ever of impropriety by their employees. The training and rules are designed to avoid the costly litigation involved in harassment suits and the requisite problems that evolve from relationships. Corporations realize the importance of stopping such claims and limiting their liability by enforcing these laws. The problem though, as with any corporate decree, is that it is only as strong as the managers who implement the policies. The first step for a corporation is to put the policy into writing. If a corporation does not have a written policy on workplace relationships, all that is left are unwritten rules. Unwritten rules are left up to the manager to determine what is right, wrong, and the enforcement for that part of the organization. This leads to chaos because there are no management mediation techniques, no way for the employees to know they are about to cause organizational friction, and no common implementation from managers. On the other end of the spectrum, a few companies have gone as far as Aerotek, a high-tech temp agency with a strict no-dating-at-work rule. 1 Once the policy is completed, the next step is to communicate the policy to not only the managers, but also the employees. There are several ways the corporation can choose to notify their employees of any policy changes. First, managers need to attend training and orientation classes to learn how to effectively handle any situation and to receive materials on how to correctly disseminate the information to their employees. Managers will need to sit down with their group and spell out the issues. There is danger here in how the manager communicates the policies. If the manager does not respect the policy and the employees notice, the rules will be ineffective in prohibiting problems. In addition, if the employees are used to policies which the corporation does not enforce, the manager may be unable to convince their subordinates of the policy†s importance. You read "The Interpersonal Relationships in The Workplace" in category "Essay examples" Regardless of corporate policies, employees usually know what their managers expect from them. Some managers stick to the rules word for word while most shape the rules to their style and liking. Lower level managers may not recognize the downside risk of certain workplace relationships, specifically those where both employees are in the same work group. It is easy for managers to see decreased productivity but it is impossible to predict future problems. A manager is likely to ignore these relationships if the employees are responsible and don’t let their outside lives effect the work life. Some managers even encourage relationships because of the emotional bond that they have formed with their employees. When it does become a problem though, it may be too late to save the group dynamic. Managers have a tendency to trust that their employees will always behave professionally, but when it comes to emotions, work usually takes a backseat. The truth is that over the past 20 years, sexual harassment lawsuits have gone from zero to over 15,000 complaints filed annually with the Federal Equal Opportunity Commission. 1 The costs of inaction are clear. One only needs to look at the problems introduced in the United States White House to see the harm and disruption that can be caused in the workplace. Thus, it is important for the manager to communicate the corporate policies clearly and recognize the possibility of problems. It is also important for the corporation to clearly define the problems associated with workplace relationships so the managers will take the policies more seriously. It is important to note that it is only when the relationship causes work related problems that the manager should act. In addition, once a manager discovers a new relationship within the group, it is important to communicate the corporate policy again to avoid any confusion. Another aspect of corporate workplace relationship policies is relationship contracts. Some companies, to avoid harassment and relationship based litigation, require employees involved in a workplace relationship to declare such status to the human resource department. The human resource department will require the couple to sign a legal contract protecting the company from any problems which may result due to their relationship. The contract will state that in spite of all the risks that you independently and collectively desire to undertake and pursue a mutually consensual social and amorous relationship. If the employees refuse to sign the contract, one or both of the employees may be terminated as a result. The company can promote workplace relationships this way and still protect themselves from future problems. This still does not protect the group from relationship problems which affect the group dynamic. An overlooked segment of corporate policies relates to homosexual employees. It is important for homosexual employees to have a safe, productive, and open work environment. If the corporation does not have a written policy on harassment issues, the homosexual employees will feel like they do not fully belong to the organization. Consequently, homosexual employee’s work suffers because of the mistrust, alienation, and emotional conflict about not being able to reveal the truth. It gets much worse when there is a homosexual relationship in the same work group. Not only must they hide their sexual orientation, but also their relationship. When companies have firm written rules about non-traditional relationships and discrimination practices, it makes it easier for the mentioned employees to feel comfortable about who they are and not worry about anything except doing the job. When it comes to homosexual employees, extra policies must be adopted and followed because of the harassment that they are sometimes subjected to in the workplace. The fact is that discrimination and harassment of gays is perfectly legal in most of America. Gays can lose their jobs, homes, kids, and sometimes their lives with little or no recourse available to them. There is no federal protection for gay citizens provided by the U. S. Constitution or Congress. As of the end of 1994, only one-third of the Fortune 1,000 companies had nondiscrimination policies inclusive of sexual orientation. Because of this, it is important for corporations, large and small, to create an inclusive environment for all of their employees. Managers must push for and implement the non-discrimination policies for the good of the organization. Management should also recognize that employees cannot be satisfied with their job without first satisfying the environmental and social problems which are inherent for homosexual employees. Written and enforced corporate policies go a long way towards helping satisfy those lower order needs. All corporate policies are ineffective if the company does not follow through with penalties for those who choose not to follow them. Organizations should have formal written guidelines on what a manager should do if such a problem occurs. Once a manager recognizes a problem, the first step should be to discuss the situation in a friendly environment. It is important for the manager not to confront the employee openly when other employees are present or to address the issue in a hostile fashion. The manager needs to explain what they have noticed and what they think the issue could be. The employee should be given a chance to explain what the problem is. Next, the employee must present what they can do to rectify the situation. The employee then needs to be given time to fix the problem. If the problem continues, the manager can try talking to the subordinate again or forward the issue to the human resource department. It is then up to the human resource employees to handle the problem. The human resource department is better at handling these issues because they do not have the emotional attachment component that the manager may have. The human resource department will be intimately familiar with the policy and can better explain the problems and consequences to the employee. A manager might be willing to work out the employee’s issues and give a lot of time for them to change but this may cause unwanted group resentment to the special treatment. Managers need to realize that they have many employees and that they cannot give special treatment to any one individual without compensating other subordinates in some similar fashion. A common cause of resentment among heterosexual employees is the topic of same-sex partner benefits. Most heterosexual individuals do not recognize the validity of same-sex partners and do not think they deserve to have similar benefits to that of married couples. A study done in 1993 showed that although 70% of Fortune 1000 companies claimed to not discriminate on the basis of sexual orientation, just over 5% had domestic partner benefits. For a corporation to be competitive in the workforce and retain homosexual employees and customers, they must be inclusive. Some companies worry that they may suffer a financial loss from the backlash of implementing such a policy, but studies have shown that none of the organizations that have implemented these benefits have suffered a loss of either customers or employees. 2 Many gay and lesbian people take the availability of these benefits as a signal that an employer values diversity, that the employer in fact wants all its people treated fairly and equitably. The cost of partner benefits is not high. First of all, a large number of gays and lesbians are not going to self-identify. In addition, most of those partners are working and are covered elsewhere. Finally, despite the cost of AIDS, the costs of other medical events ? complicated pregnancies for example ? are higher in the traditional family. At the same time, it is important to provide heterosexual employees with domestic partner benefits. This provides an equitable policy for the entire organization. Once the company has a policy regarding workplace relationships, harassment, and benefits, it becomes time for the managers to take this information and decide how this effects their group. The manager is then responsible for implementing the corporate policy. The possible consequences of unproductive workplace relationships are probation, forced reassignment, or termination. As long as the employee works to fix the workplace problems, and there is no harassment involved, termination should not be an issue. More commonly the employee would be reprimanded by the manager and human resources and be allowed to work through the issue. If the employee and their partner are working together in the same group, a preferred solution would be for one of the employees to transfer to another group. A transfer can eliminate a lot of issues which come up when both employees work together and may be the best solution for the company and the workplace relationship. Some company policies will mandate that married employees cannot work under the same manager and one of the employees will be required to transfer. Termination can also become a problem though, even when the employees are in different groups. If the employee is preoccupied about something personal that happens in the relationship and it causes constant and long-term work degradation, termination may be the only solution for the manager and human resources department. These situations can be reduced if the company policies and consequences are spelt out clearly when employees go through initial orientation as well as when a relationship starts. When an organization refuses to stand behind its nondiscrimination policies with real actions, such as inclusive education, domestic partner benefits, and public support, it is counting on an unspoken rule of the workplace to mysteriously take effect. This rule is that all the employees will put business before everything and act as though their own opinions, ideals, and beliefs are checked at the door in consideration of the common good. However, such a reaction is rarely, if ever, the case when homosexual employees are involved, especially when the issue at hand is so volatile. A manager must look at productivity and motivation. If you have a workplace team in which two of the people conflict because one is homophobic and the other is openly and comfortably gay, your challenge is not to change either of their minds. Your challenge is not getting the employees to accept each other but rather a business problem. The employees do not have to learn to like each other but rather how to work together. In situations where the heterosexual employee cannot handle the situation, they will have to transfer or they will most likely end up being terminated. Other corporate policies can involve nepotism. Most corporations will clearly state that a manager cannot hire a relative or spouse to work under them. Most large companies, like Bell Atlantic and Digital Equipment Corporation, will state that an employee can not influence the hiring process in any way. This includes the hiring of outside firms run by a relative regardless of their qualifications. Such nepotistic actions will generally result in the termination or transfer of the newly hired employees and termination of the offending manager. Managers will not always follow corporate policy so it is important for the human resource department to make sure that nothing discriminatory happens. When it comes to work place relationships, some managers can be expected to act against corporate policy or avoid the situation at all costs. By taking the â€Å"don’t ask, don’t tell† position, the manager can avoid the situation in most cases. Some managers may just ignore that the relationship exists all together to avoid having to deal with it, or possibly losing their employees. These stances probably cause more harm than good because they don’t address the possible problems and leave room open for large issues to arise. It is more important to have good communication with your subordinates. When it comes to same sex relationships, managers must put aside any personal beliefs and perceptions about their different employees. Some people may find this very hard to do and will not be able to tactfully deal with these scenarios. In these cases, the manager will most likely project their negative feelings about the employee and create a poor work environment. The manager may create a bad environment in other ways by assigning undesirable job tasks, jobs which they know the employee cannot complete, limiting compensation and career advancement. This is a way for the manager to force the unwanted employees out of the group. Employees need to recognize these situations and report them to the human resource department. A manager also needs to realize when their subordinates are discriminating against one employee and take quick and decisive action. This is where a good discrimination policy can eliminate bad work conditions and remove non-productive employees. Couples working in the same company will experience some unique challenges because of their relationship. Many of the complications will depend on how closely couples work together. Issues such as personal conflict, affection, children, changing jobs, and the sharing of corporate information are all different complications couples will be forced to address. Personal conflict within a relationship can cause problems in the workplace. During a conflict, couples that have easy access to each other during the day can have some performance degradation above and beyond normal anxiety of being in a domestic conflict. Work related interaction is often the reason couples meet one another in the first place, and hence, the initial steps that lead up to a relationship. Once in the work environment, normal business reasons are the initiator of communication, but personal issues become commonplace conversation. When in a conflict, couples end up taking time out of the workday to talk about the issue without notice by others, since interaction for business reasons is necessary. The opposite effect, personal avoidance, is also a result of personal conflict. In one case regarding a couple that worked together closely, conflict within the relationship would impede performance, because they would avoid one another until resolved. These conflicts caused work requiring each other’s assistance not to be performed. On the other hand, many couples are able to put their problems completely aside at work, and find no additional issues with working in the same place during conflict. Many couples insist there are only benefits to working together, and are always able to leave their problems at home. Affection in the workplace has many aspects, and various opinions. Public affection in the workplace, such as hand holding, hugging, and kissing is universally avoided during work hours. Such behavior is viewed as inappropriate, and professionalism prevails, at least publicly. However, differences in opinion regarding particular situations exist. Couples handle affection differently in cases where they are outside of the work area during work hours, or in the case where they are on work property, but before the workday starts. Some people say they have no problem kissing or hugging â€Å"goodbye† after lunch or in the parking lot before going their separate ways. Those who participate in such activities generally think nothing of it, even if people that work for the same company were in the same restaurant or vicinity. In only one case did someone say they felt slightly uncomfortable. In this particular instance, for 10 to 15 seconds the couple would hug and kiss goodbye before getting out of the car when returning from lunch. The level of comfort depended on whether other employees could see them. Another point couples address when working at the same company is the effect on children. The majority of parents actually feel it is easier to bring small children to work, because it means they are able to transport the child to their partner’s work location very easily when there is a need. However, parents also mention that by working for the same company, both parents had the same standard set of holidays. This means that when a child is off from school, it is more likely that both parents will be expected to be at work, making it more likely the child would be joining them in the work environment. People involved in relationships who look for jobs will often encounter the opportunity to work at the same company. Besides meeting at work, another common way for couples to work for the same company is while looking for jobs in a new geographical area that requires moving. The most interesting data point for couples looking for jobs is that many times employment opportunities for one partner will arise while the other partner is interviewing for a job. This occurs in several different ways. Often the person being interviewed will mention that a condition of accepting the job is dependent upon the ability of their partner to find a job in the same new geographical area. This leads to the interviewer getting information through their human resource department to find positions that the partner could interview for. In this scenario, it is then up to the couple to interview well enough to both receive offers for employment. The advantage gained by the couple that leads to both being employed by the same company is the help they get accessing information about job availability. There are many cases of jobs being offered to both partners. In one case, the interviewer mentioned that they were aware the interviewee had a partner that was looking for a position, and then proceeded to offer the partner a job on the spot without solicitation. Often times, a person will accept a job with a new company with the understanding that their partner will then have a better opportunity of getting a job once they have secured employment for themselves. This is because many companies provide information about job openings to employees first, then turn to publicizing the position. The employee with a partner looking for a job has a time advantage that often leads to partner employment. In addition, the internal employee will often have additional information about desirable skills can make a potential candidate for a position more attractive. Another very interesting issue arising from relationships in the workplace is the information that couples share that would normally not be available to them. This turns out to be a very significant issue. Under normal circumstances, managers in the corporate environment have access to certain metrics and information that are not available to non-management employees. Information such as salaries, benefits, policies, and raises are closely kept secrets by management. Also, certain information between different company divisions is not normally shared. However people in relationships share this information with each other, often breaking the code. These are items that managers need to know in order to prepare for them such as changes in company policy or reorganizations. Many times the information shared would eventually be available to their partner, but just not in the same timeframe. Some information, however, would never be available to the general employee population. Information such as pay scales and special benefits are many times shared only with those who need to know or those who are participating in such programs. Quite often information about special benefits, such as bonuses or company options, are shared with partners. This type of information is specifically not shared with employees who do not participate because company policy forbids it. Managers are trained to keep confidential material to themselves. In addition, managers often have the added incentive of participating in programs that they are told to keep confidential. Certainly, sharing such information with life long partners is necessary to make financial decisions. But in less permanent relationships, the partner who is not a participator in such benefits has information meant only for those chosen to participate, or those trained to keep it confidential. This breach of confidentiality is much more likely to occur, and slip into the ranks of peers who are not managers. A special complication of workplace relationships is dealing with the issue of nepotism. Although a buzzword in the corporate world, nepotism among couples is rarely an issue. Even in situation where people in relationships feel the opportunity for employment was gained through a partner or relative, rarely do couples feel their employment is viewed as nepotistic. In fact, just the opposite was stated. Many people in relationships feel the companies they work for encourage relationships among employees, as long as corporate policy was adhered to. It is difficult to determine whether such a view is accurate, or simply self-justification. Feeling that one’s employment is viewed upon as nepotism is more likely amongst relatives. Rarely do the relatives feel it is looked upon negatively by their peers. The diversification of the corporate workforce has changed the way in which management must deal with workplace relationships. Whether formally acknowledged or not, they are a common occurrence in today’s corporate environment that must be addressed. The administration and management of employees is, at the very least, complicated by workplace relationships. From an organizational perspective it is advantageous to have a stated, written policy regarding interpersonal relationships in the workplace. To be effective it is important that the corporation properly communicate the policy to the managers and the employees. If properly implemented such a policy will serve to reduce the legal liability of the corporation and explicitly define what is considered a conflict of interest. It should also state what the corporation will tolerate in terms of a workplace relationship and how it will react to complications that arise from it. In most cases it is the responsibility of the frontline manager to enforce this policy. The implementation of corporate policy is usually executed at the frontline management level. It is the responsibility of the frontline manager to recognize the relationship and ensure that it does not become a workplace issue. When problems occur, the frontline manager must enforce the corporate policy based fairly and authoritatively. From the data gathered, it appears this is the area most in need of improvement. In general, workplace relationships seem to be a positive for both the employer and the employee. From the perspective of the people involved in the personal relationship it offers many advantages such as convenience and increased benefits. For the corporation workplace relationships provide committed, career minded employees who are less likely to change jobs as often. But when complications arise, it is important that a policy is in place and management is properly trained to effectively deal with the situation. How to cite The Interpersonal Relationships in The Workplace, Essay examples

Literary Analysis of Masque of the Red Death Essay Example For Students

Literary Analysis of Masque of the Red Death Essay â€Å"The ‘Red Death’ had long devastated the country. No pestilence had ever been so fatal, or so hideous. Blood was its Avatar and its seal—the redness and the horror of blood† (Poe 373). As the terror of the red death ravaged the kingdom, Prince Prospero and his people attempted to cut themselves off from the outside world and escape their eventual death. Through the use of symbolism, setting, and indirect characterization, author, Edgar Allen Poe uses the tragedy of prince Prospero and his people to illustrate the idea that time is continuous and ensuing death is inescapable. Poe first develops this theme by using symbolism. As the people of the castle partied and forgot about the world around them, the grandfather clock in the black room served as a harsh reminder to the passing time. â€Å"After the lapse of sixty minutes, there came yet another chiming of the clock, and were the same disconnect and tremulousness as before† (Poe 374). The clock interrupting the party represented infinite time, and death looming over the party. Poe’s use of symbolism can also be seen in the castle. The castle is meant to represent man’s effort to use wealth or social class to evade death and the restrictions of time. The castle fails to protect the people, and further verifies the point that time cannot be affected. Lastly, the color red is used to symbolize terror and death. Red becomes the mark of death as â€Å"Scarlet stains upon the body and especially upon the face of the victim (Poe 373) indicate the presence of the Red Death. The red windowpanes in the black room represent this death and the terror of the people who die there. Poe’s uses of symbolism are able to furtively point to the premise that the limits of demise are indisputable. The theme is further developed through the setting of the castle. The layout of the castle helps further illustrate the theme because the people of the castle are confined to seven rooms, which are aligned from east to west. The alignment of the rooms is meant to represent the stages of life, the first room being birth and the last room being death. Because the people of the castle can only pass through these seven rooms, or stages of life, their alignment can be interpreted as the jurisdiction of time. The color of these rooms also complements the theme. The color of the last room, which is black, represents death, and it is were the people of the castle eventually end up. Lastly, the atmosphere of the castle is able to contribute to the theme by representing the ignorance and misconception of the castle dwellers. Their belief that they could evade the plague and their eventual death only validates the theme that death is unavoidable, no matter what your attitude. The theme is conclusively demonstrated through the use of indirect characterization. In the story, it is implied that prince Prospero believes he can escape the limits of time and mortality. As the plague destroyed his kingdom, the prince attempted to outlive the plague by locking himself in his castle. His efforts were unsuccessful and eventually, death was able to intrude the castle. Another example of indirect characterization is the masked man in the castle. The peoples’ shock and fear to discover the masked man explains that he remained hidden entire time. When the eyes of the Prince Prospero fell upon this spectral image (which, with a slow and solemn movement, as if more fully to sustain its role, stalked to and fro among the waltzers) he was seen to be convulsed, in the first moment with a strong shudder either of terror or distaste; but, in the next, his brow reddened with rage. † (Poe 378 ). As the masked man’s discovery undermined the castle’s effort to escape, and enraged the prince, it confirmed the theme that it was only a matter of time before the looming death it showed itself. .u327174283a75c02c4ce20228b42765c6 , .u327174283a75c02c4ce20228b42765c6 .postImageUrl , .u327174283a75c02c4ce20228b42765c6 .centered-text-area { min-height: 80px; position: relative; } .u327174283a75c02c4ce20228b42765c6 , .u327174283a75c02c4ce20228b42765c6:hover , .u327174283a75c02c4ce20228b42765c6:visited , .u327174283a75c02c4ce20228b42765c6:active { border:0!important; } .u327174283a75c02c4ce20228b42765c6 .clearfix:after { content: ""; display: table; clear: both; } .u327174283a75c02c4ce20228b42765c6 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u327174283a75c02c4ce20228b42765c6:active , .u327174283a75c02c4ce20228b42765c6:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u327174283a75c02c4ce20228b42765c6 .centered-text-area { width: 100%; position: relative ; } .u327174283a75c02c4ce20228b42765c6 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u327174283a75c02c4ce20228b42765c6 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u327174283a75c02c4ce20228b42765c6 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u327174283a75c02c4ce20228b42765c6:hover .ctaButton { background-color: #34495E!important; } .u327174283a75c02c4ce20228b42765c6 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u327174283a75c02c4ce20228b42765c6 .u327174283a75c02c4ce20228b42765c6-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u327174283a75c02c4ce20228b42765c6:after { content: ""; display: block; clear: both; } READ: Death Of A Great Composer EssayThe use of indirect characterization is additionally used to explain that the people of the castle are the wealthiest members of society. The fact that they are some of the prince’s closest friends, and that they are wearing fancy masquerade costumes, suggests that they are part of the highest social class. Their wealth helps prove the theme that inevitable death is unaltered by human actions. In Masque of the Red Death, Poe is able to use the prince’s obliviousness, and the eventual death of his people, to suggest that time is infinite and death predestined. While the grandfather clock interrupting the prince’s party signifies passing time, the castle is able to further support the theme by representing peoples’ effort to avoid death. Finally, through indirect characterization the prince’s ignorance is revealed in his attempt to survive. Death’s eventual intrusion in the party conclusively signifies the limits of time. As Poe definitively pronounced: â€Å"Darkness and Decay and the Red Death held illimitable dominion over all† (Poe 380).