HOWARD GOODALL'S 20TH CENTURY GREATS - THE BEATLES Coursework

HOWARD GOODALL'S 20TH CENTURY GREATS - THE BEATLES - Coursework Example The mainstreaming technology is a significant feature in the video. From the 1996 popular music presentation, the Beatles shows a well-organized and choreographic presentation. The unique features are justified through the various dance shows in the video.   The video also presents a rich source of a revolutionized regime in the popular music industry. The justification of the ideology is evident in the discussion presented in the video via different scenes. The video also portrays interesting elements aimed at depicting the nature of the musical world to a large extent. I find the video to have significant features of the musical history. The explanation on musical notes and keys adds logic to the musical world. The background song in the video explains a set of musical instruments harmonized to produce a lasting effect. The song in the video is a great piece of the late 19th century. The use of the song in the video enlightens a given audience on musical history. The video’s music explains the extent to which musical history changes given the various pieces and artists. I find the elaborations in the video to gravitate a connection between cultures and generations. Additionally, the presentation of musical pieces through varying musical cords is of essence in the musical history. The video extract explains a link between cords of the 19th century. As such, a given audience easily associates the changing artists’ tradition to the varying generations. The video is a sample that captures a listener’s attention due to the varying harmonization in the musical pieces. I find the song â€Å"I am here† old fashioned due to the missing pieces of cord harmonization. As such, a given audience would note the difference easily. Other pieces presented in the song extend beyond the rhythm in the

Daughter Essay Essay Example for Free

Daughter Essay Essay February 2013 A Mothers Story Have you ever considered how becoming a parent could affect your life? I never knew how much a child could change my life until I became a mother. Growing up I never really knew what I wanted to do or where I wanted to go in life. I liked to party and be rebellious. I felt like nobody cared about me, so I didn’t really care about myself or where my life went. When I turned 19, everything that I ever felt, thought, or did, became a major reconsideration when I gave birth to my beautiful daughter, Dalayshia Briana Harris. During my childhood, I felt like my mother wasn’t there for me, which led me to make a lot of negative decisions in my life. Becoming a mom has made me as my dad would say, â€Å"Wake up and smell the coffee†. The one thing that I’m sure about now that I’ve became a mother, is that, I do have a purpose, and I want to be the best role model I can be to my daughter. September 28, 2007 is a date that changed my life forever. Growing up I never really felt like I had a place in this world. My parents got married and had me at a young age. My mom wasn’t quite ready to be a mother, and my dad did the best he could. My parents divorced when I was twelve, and that day is when my world ended and I felt like no one cared about how the outcome of their decisions would affect me. I thought the anger, loneliness, and my battered emotions, was the way my life would be, so I accepted it. As a child, I tried to numb myself from the pain and move forward in my life. My teenage years were quite memorable, but unfortunately not as positive as I wish they could have been. When I turned sixteen, I felt like school was not important. I could never focus and my behavior left me getting into a lot of trouble. I chose to drop out of high school and see what else life had in store for me. I started hanging out with the wrong people, which led me to getting a false identification card that said I was twenty-one. Then I began going to adult clubs with these friends. As I entered the club life, it was like a new world to me. I started drinking and partying on a consistent basis. The club scene became so much a part of me that for the next couple of years of my teenage life, that’s all my life consisted of. I had no goals and no positive outlook on my life. The only thing I became to know and like to do was party and hang out with my friends. When I turned eighteen, little did I know I was in store for some life changing news. When I turned eighteen I officially became an adult. Little did I know that in becoming an actual adult I was about to be hit with the most shocking news ever. One morning I woke up, I just didn’t feel well at all. So the next day I went to the doctor to find out why I was feeling so under the weather. The doctor ran some test as I sat there and patiently waited for the results. Finally the doctor comes in and says, â€Å"Congratulations, you’re pregnant†! I didn’t quite understand, so I asked him to repeat his self once more, so I could make sure I heard right before I went into a complete state of shock. The doctor repeated himself with saying, â€Å"Congratulations, you’re pregnant†! My whole world started spinning. I didn’t know how to take the news. I was scared and confused. I didn’t really know how to take care of myself, better yet bring a child in this world. Before going to the doctor the only thing I had become immune to doing is partying and drinking. Now I had to reconsider my whole life. Being a mom I never really considered that lifestyle before. Now I was faced with a decision that was going to change the rest of my life. I didn’t really know what to do, however, all I knew is that I was pregnant. During my pregnancy I stop drinking, but continued to party. Partying was a path I continued down, because that was all I knew, and the friends I thought I had were the only people who I felt cared about me. I continued to go to the club until I was eight months pregnant. By this time, I was far enough to know that I was having a girl. I had put on enough weight, where being in the clubs became miserable. I just wanted to rest, something I had not done in a long time. As I became further along in my pregnancy, I started to think about what I was going to do and where I was going to be once I had my daughter. When I first became pregnant my mom told me she didn’t want anything to do with me, but as I got closer to my due date she became more accepting. I packed my stuff up and decided to go back home to my mom’s house, where I could be to myself and focus on my future until I delivered. I spent the remainder of my pregnancy at my mom’s house. I had nothing but time to rest and think about the future I was soon to be faced with me and my unborn child. As I thought about my future my mind was still everywhere, and uncertain about what I was going to do. I didn’t know how to be a mom or how I was going to take care of a child. My due date was set for September 22, and was getting closer and closer. It was September, 28 2007, and the weather was beautiful and warm. I was set to deliver my daughter on September 22, but my baby was running late, guess she was just not ready to come in the world yet. September 28, I was supposed to go to the hospital and be induced since my baby hadn’t been quite ready to come on the original due date. When I got to the hospital I ended up not getting induced, because I went straight into labor. After twelve hours of labor, the time had come for me to push. After my first three pushes I felt a major release of pressure. When I looked up, there she was, my beautiful baby girl! After spending two days in the hospital, I got to bring my daughter home. From that point I knew my life would change forever. When I looked at my daughter, everything I ever felt missing in my life as far as the love, neglect, and loneliness started to go away. All I knew was that I wanted to love and be the best mom I could be for my daughter. From that moment I brought my daughter home is when I realized that I was somebody in life. I wanted to change, so I could reflect, and be the most positive person that I could be for myself and child. Today in my life, if someone were to ask me if I ever considered being a parent and how it could affect my life, I could honestly say â€Å"Yes†, because now I am a parent and have truly adapted to the word sacrifice. Once I became a mom I wanted to be the best possible role model I could be for my daughter. I knew for me to be a good role model, I had to work on myself to set a good example for my child. Everything that wasn’t important to me when I was a teenager had become goals for me to accomplish as a mother. I went back to school and got my GED, and now I am a college student. I no longer go to the clubs or drink. I’ve realized that there is way more to life than what you settle for. Now I can say I am a great role model not only for myself, or my daughter, but for anyone.

Effects of GABA on Anxiety Disorder

Effects of GABA on Anxiety Disorder Keywords: Anxiety, Moringa pudding, HIV/AIDS, GABA.   Indonesias first case of HIV was reported in 1987 and between then and 2009, 3,492 people died from the disease (Fred, 2012). Of the 11,856 cases reported in 2008, 6,962 of them were people under 30 years of age, including 55 infants under 1 year old (Seligson and Peterson, 2010). There are a high number of concentrated cases among Indonesias most at risk including injection drug users (IDUs), sex workers their partners and clients, homosexual men and infants who contract the disease through the womb or from being breast fed (Chris, 2012). In the last 15 years, HIV/AIDS has become an epidemic in Indonesia. The highest concentration areas are Papua, Jakarta, East Java, West Java, Bali and Riau and all are considered to be zones that need immediate attention. Due to the increasing number of IDUs, the number of new infections has grown rapidly since 1999. Moreover, a generalised epidemic is already under way in the provinces of Papua and West Papua, where a population based survey found an adult-prevalence rate of 2.4% in 2006 (Broman, 2009). A whopping 48% of Papuans are unaware of HIV/AIDS, and the number of AIDS cases per 100,000 people in the two provinces is almost 20 times the national average. The percentage of people who reported being unaware of HIV/AIDS increases to 74% among uneducated populations in the region (Braet et al., 2007). (The epidemic in Indonesia is one of the fastest growing among HIV/AIDS in Asia. The epidemic of injecting drug use continues to be the primary mode of transmission, accounting for 59% of HIV infections, and heterosexual transmission accounted for 41% in 2006. According to the Indonesian Ministry of Health, recent surveys report that more than 40% of IDUs in Jakarta have tested positive for HIV, and about 13% tested positive in West Java. Many IDUs sell sex to finance their drug habits. Yet in 2005, 25% of IDUs in Bandung, Jakarta, and Medan said they had unprotected paid sex in the last 12 months (Baxter, 2010). The Indonesian archipelago stretches more than 3,000 miles along the Equator. Cultural practices and levels of urbanization have an impact on the HIV/AIDS epidemic (Fredrickson et al., 2008). For instance, a culture of paid and transactional sex among young men and women aged 15 to 24 has been a driving factor in Papua. Among 15 to 24 year olds, HIV-prevalence rates were 3% in 2006, according to the Ministry of Health (Hunter and . Prevalence rates among sex workers in East Javas major urban areas ranged from 9% in Surabaya to 16% in Malang and Probolinggo in 2004 (Haruddin, 2012). Numerous factors put Indonesia in danger of a broader epidemic. Risky sexual behaviors are common. Only 54.7% of sex workers and 56.5% of men who have sex with men (MSM) use condoms consistently, and just 18.5 percent of IDUs consistently use both sterile needles and condoms, according to Indonesias 2006 report to the United Nations General Assembly Special Session on HIV/AIDS (UNGASS). Many IDUs are also sex workers or clients of sex workers, increasing the likelihood of HIV/AIDS spreading to the general population. Awareness of HIV status among at-risk populations is low. According to a 2004-2005 study cited in the UNGASS report, 18.1% of IDUs, 15.4% of MSM, 14.8% of sex workers, and 3.3% of clients of sex workers had received HIV testing in the previous 12 months and knew their test results (Hoshi et al., 2007). Stigma and discrimination persist and many people living with HIV hide their status for fear of losing their jobs, social status, and the support of their families and communities, thus decreasing the likelihood that they will receive proper treatment and increasing the chances of HIV spreading undetected. Feelings of anxiety are a normal, healthy response to the diagnosis, onset, or progression of HIV infection (Daniel et al., 2009). But its important to recognize the difference between this type of anxiety and the sort that signals a clinical disorder. HIV itself does not cause anxiety disorders, but HIV+ people tend to experience more anxiety than the general population. Certain medications used to treat HIV can also cause anxiety symptoms. Fortunately, anxiety disorders are among the most treatable of psychiatric conditions, and respond well to pharmacological and nonpharmacological treatment (Phillipe and Cella, 2009). Among HIV/AIDS-infected patients receiving medical care, 20.3% have been found to have an anxiety disorder, with 12.3% meeting the criteria for panic disorder, 10.4% for PTSD, and 2.8% having generalized anxiety disorder (Nevid, 2012). People living with HIV can experience symptoms of anxiety across the spectrum of anxiety disorders. Adjustment disorder is the most common psychiatric disorder that manifests as anxiety, and is common after receiving an HIV diagnosis (Gropen et al., 2011). The other major types of anxiety disorder are panic disorder and agoraphobia, social phobia and other phobias, obsessive compulsive disorder (OCD), post traumatic stress disorder (PTSD), generalized anxiety disorder (GAD), acute stress disorder and anxiety disorder due to a general medical condition (McDowell and Newell, 1999). HIV+ people experience some anxiety disorders, such as OCD, no more frequently than those who do not have the virus (Post and White, 2004). But the experience of having HIV can prompt or exacerbate other disorders, such as PTSD, especially when someone has an underlying risk for them. Anxiety can present in a variety of ways, including shortness of breath, chest pain, racing heart, dizziness, numbness or tingling, nausea or the sensation of choking. When there are no underlying medical explanations for these symptoms, clinicians are advised to consider an anxiety disorder as the cause (Ruggert and Warner, 2001). Anxiety disorders can seem to flare up at key moments in the experience of HIV disease, such as at the time of initial HIV diagnosis, diagnosis with an opportunistic infection, a declining CD4 count or a blip in viral load, or any other reminder of ongoing HIV infection. Its helpful to recognize that these experiences may trigger anxiety, even symptoms of panic disorder and depression, for an HIV+ person. Besides the discomfort of anxiety disorders, they can interfere in an HIV+ persons overall success in managing HIV because they are a major cause of nonadherence to medication (Post and White, 2004). There is a main question What are appropriate treatments for an HIV+ person suffering from an anxiety disorder. Anxiety is portrayed as a frame of mind concerned about future in association with preparation for possible, upcoming undesirable happenings. The present treatment for the disorder is having a lot of side-effects. An agent with good therapeutic effect and less side-effects is needed for the treatment of anxiety. State Hospital of Waluyo Jati has found an innovation through Nutri Moringa Pudding on decreasing of anxiety level in HIV/AIDS-infected patients. To investigate the Gamma Amino Butyric Acid (GABA) extract of Moringa oleifera Pudding in HIV/AIDS-infected patients. It showed by statistic result by paired sample t-test (SPSS) t. 0.0008, it means P The research subject is determined by the purposive sampling and it was conducted on HIV/AIDS patient. A pretest with the anxieties scale (Nevid, 2012) followed by first group (n=50), then selected a sample that has the highest anxiety score (n=30) and they will be the subjects and treated by Nutri Moringa Pudding for a week. Post-test be held a week after treated. Fixed schedule of moringa pudding consumption be done 3 times a day.       nonR 01 à ¯Ã†â€™Ã‚  (x) à ¯Ã†â€™Ã‚  02 The Anxiety Scale by Nevid input form consists of 30 vignette like questions designed to rate 3 aspects such as emotional, cognitive, and physiologic of subjects in terms of severity and role in the core character. The questions are clustered in matrix format across three core character types, namely Types A, B, and C. By referencing the strength of scores related to their type domain characteristics, the likely triggers and expressions of maladaptive behavior is identified, which can be applied to a variety of settings and objectives. The matrix structure and associated characteristics are illustrated in Diagram 1 below. Tabel-1. Anxiety Scale Item Scale Favorable Unfavorable DISCUSSION There Anxiety disorders are a serious concern for HIV+ people who dont have good coping strategies and a strong social support network, such as family, friends, or a faith community. Individuals with a history of abuse physical, sexual, emotional are more likely to have an anxiety disorder (Daniels, 2010) People who have unresolved grief, whatever the source, should be screened for anxiety. Those with a personal or family history of anxiety disorders also are at higher risk for developing them. A person with HIV who appears to have symptoms of an anxiety disorder should be given a thorough medical evaluation that includes taking a history of anxiety symptoms to determine onset, frequency, and severity/ anxiety scale (Strongman, 2012). The interviewing clinician should ask about stressful life events, family history, drug and alcohol use (past and present), and any medications the patient is taking (Lee, 2008). Kennedy et al. (2010) explainded that a complete diagnostic evaluation includes testing thyroid, liver, and kidney function, and evaluating for other psychiatric disorders associated with comorbid anxiety (e.g., depression). Certain neuropsychiatric disorders that are common in people with advanced HIV disease (AIDS) must be ruled out before diagnosing anxiety, particularly HIV-associated dementia which can include anxiety. Delirium also commonly features anxiety and agitation. Its especially important to treat the delirium and avoid using anti anxiety medications, which can have serious adverse affects (Jocham and Ullsperger, 2009). A host of general medical conditions are associated with anxiety and must also be ruled out during the diagnostic process. These include fever, dehydration and metabolic complications, CNS opportunistic infections, neurosyphilis, respiratory conditions, endocrinopathies (problems with the endocrine system), cardiovascular disease, and hyperventilation syndrome. A number of HIV-related medications can cause anxiety as a side effect, especially at first. These include acyclovir, antiretrovirals (e.g., efavirenz), corticosteroids, isoniazid, interferons, interleukin-2, and pentamindine. Anxiety is also a side effect of a variety of medications used for other psychiatric complaints (e.g. depression, delirium). In both cases, the anxiety-producing medication should be replaced. If this isnt possible, the anxiety should be treated, preferably with nonpharmacological methods. Cause the medicine has many side effect to their body. There are three different methods used to successfully treat anxiety disorders: pharmacological, nonpharmacological, or a combination of the two. Each patients experience of an anxiety disorder is unique and must be treated as such. Although many anti-anxiety medications are effective, there are also a number of good nonpharmacological treatments to choose from. When someone suffering from anxiety disorder is already taking a variety of medications, or there is concern about potential complications or interactions between medications, it may be preferable to pursue a nonpharmacological approach (Topà §uoÄÅ ¸lu et al., 2009) Medications used to treat anxiety disorders include SSRIs; benzodiazepines, the most commonly used but potentially causing withdrawal symptoms when stopped; venlafaxine; and buspirone. Other anti-anxiety agents that can be effective include antihistamines, beta-adrenergic blocking agents, neuroleptics, tricyclic antidepressants. Its important to consider drug-drug interactions and potential side effects if the treating physician chooses to treat anxiety with one of these medications. Nonpharmacological treatments of HIV-related anxiety include treated by Nutri Moringa Pudding it does not has side effect. Moringa oleifera (Moringaceae) is a food plant withmultiple medical uses, distributed in many countries of the tropicsand subtropics. It has an impressive range of medical uses with high nutritional value. M. oleifera has antibacterial activity and are reported to be rich in antimicrobial agents (Parrota, 2010). These are reported to contain an active antibiotic principle, pterygospermin, which has powerful antibacterial and fungicidal effects to prevent a pain hormonal such as cortisol and sitokinin. These are to be responsible of anxiety if it is in abnormal condition (Lizzy, 2011). In Nutri Moringa Pudding, a similar compound is found to be responsible for the antibacterial effects and it will result GABA, dopamine in body. The possesses antimicrobial activity attributed to the presence of 4-ÃŽÂ ±-L-rhamnosyloxy benzyl isothiocyanate. The aglycone of deoxyniazimicine isolated from the chloroform fraction of an ethanol was found to be responsible for the antibacterial and antifu ngal activities to prevent of pain hormonal secretion, then produce GABA, dopamine, and encephaline. Nutri Moringa Pudding has been shown to possess antifungal activity that showed antibacterial effect against pathogen bacteria in digestivus system. It was found to inhibitthe growth of microorganisms. Different nutritionts of this pudding contain a profile of important minerals, and are a good source of protein, GABA, vitamins, ÃŽÂ ² -carotene, amino acids and various phenolics (Toefilo, 2003). Indonesia has used Moringa oleifera modification such as Nutri Moringa Pudding cause it is plant provides a rich and rare combination of zeatin, quercetin, ÃŽÂ ² sitosterol, caffeoylquinic acid and kaempferol such as Walujo Jati hospital in Kraksaan, Probolinggo, East Java Indonesia used it since 2012 to overcome anxiety, malprotein nutrition, diabetes, and cancer. In addition to its compelling high nutritional value, M. oleifera is very important for its medicinal values. Picture-2. Nutri Moringa Pudding ImplicationPicture-1.GABA-ergic Selected samples were 30 subjects treated by Nutri Moringa Pudding showed the reduction of HIV/AIDS-infected patients with 10 mg/kg GABA-ergic in Moringa Pudding. The result of the post-test by Paired Sample t- test analysis (SPSS 19) with a value oft= 0.008 or P Tabel-2. Hypotetic Resume Pre-post result Z -2.549a Asymp. Sig. (2-tailed) .008 Based on positive ranks. Paired samle t- Test 10mg GABA in Nutri Moringa Pudding to overcome anxiety disorder. GABA (gamma- aminobutyric acid) is an amino acid. It is the main inhibitory (calming) neurotransmitter in the brain. Neurotransmitters are chemical messengers between neurons (nerve cells). The body make GABA from glutamine a vital amino acid in the brain (Parrota, 2010). Amino acids are the building blocks of proteins. GABA is a natural calming and anti-epileptic and anti anxiety agent . It is vital for proper brain functioning. GABA also helps bodies make endorphins chemicals that make them feel happy. Lizzy (2011) said GABA influences our mood because it reduces high levels of the hormones adrenalin, noradrenalin and dopamine, and it affects the neurotransmitter serotonin. Having enough GABA in the brain is linked to being relaxed and happy. Having too little GABA is linked to the feeeling anxious, sleeping problem insomnia, stressed, tense and depressed. when people are nervous or anxious their brains produce more beta brain waves than alpha brain waves. Taking GABA increases the amount of alpha waves. Alpha waves are linked to clear thinking, good focus and being in the zone or the flow. In these mind states, in which people are focused, calm and productive, they have high amounts of alpha brain wave activity, finally it can increase CD4 of HIV/AIDS-infected patients. This scientific paper has showed the effect of Nutri Moringa Pudding on decreasing of HIV/AIDS-infected patients. The research showed that the GABA, dopamine, and encephaline in Nutri Moringa Pudding may have produced by multiple mechanisms. It was 20-200mg/kg of the GABA in pudding extract, it appeared that supplementation was able to cause a reduction of anxiety in HIV/AIDS-infected patients Pharmachology intervention has many side effect that it can be danger for human. Nutri Moringa Pudding show the innovative of anxiety disorder and it saved for everyone who consumed it. Promotion Nutri Moringa Pudding must be done by physician, nutritionist, health practice, psychologist, consultant, etc. the value added that Nutri Moringa Consumption showed a good result for PEM (Protein Energy Malnutrition) cases, cause it has double protein from eggs. The authors are thankful to Her Royal Highness Princess Tantriana Sari Hasan Aminuddin as a Probolinggo Regence for support her delegation in International; also Dr. Anang Budi Yoelijanto (MD) as a Director of Waluyo Jati State Hospital for research funding and international publication; Nutritionist Team (Instalasi Gizi) Waluyo Jati State Hospital for providing the necessary for the preparation of the research; Dr. Mirrah Samiyah (MD), Namira School, and Dr. Frizka Eliza (MD) for preparing the previous research; Daily Newspaper Kedaulatan Rakyat Yogyakarta, Indonesia for National Publication our research; Dr. Alimatus Sahrah, Dr. Ir. Wisnu Adi Yulianto, Mrs. Reny Yuniasanti, Mr. Awan Santosa at Mercu Buana University of Yogyakarta for supporting of academic material research; Mrs. Rumaniyah, Prof. Dr. Sukarti Moeljopawiro at Gadjah Mada University, Yogyakarta Indonesia for programming the simulations; Ms. Ayu Deni Pramita for being our research volunteer; Academic Lecturers at Colle ge and Public Health Sciences, Chulalongkorn University, Thailand for helping with providing the journal; and our wishes to thank Prof. Dr. L. T. Handoko as a Deputy Chairman for Engineering Sciences Indonesian Institute of Sciences (LIPI) for helping with writing the article. References Baxter, 2010. The quality of life in Tazmanian on HIV medicine. Massachusetts: MIT, Inc., 9: 132-133. Braet, C., L. Claus, S. Verbeken and L.V. Vlierberghe, 2007. Impulsivity in overweight children. European Child Adolescent Psychiatry, 16(8): 473-483. DOI 10.1007/s00787-007-0623-2. Broman, C., 2009. The longitudinal impact of adolescent drug use on socioeconomic outcomes in young adulthood. Journal of Child Adolescent Substance Abuse, 18(2): 131-143. [Accessed ERIC Database]. Chris, D., 2012. HIV/AIDS growing and the death of human. United State of America: McGraw-Hill, Inc, 7: 67-69. Daniel, J., M. Hickman, J. Macleod, N. Wiles, A. Lingford Hughes and M. Farrell, 2009. Is socioeconomic status in early life associated with drug use? A systematic review of the evidence. Drug Alcohol Review, 28(2): 142-153. DOI 10.1111/j.1465-3362.2008.00042.x. Daniels, M., 2010. Gallup: Conservatives outnumber liberals 2:1, church attendance rising. Secular News Daily. Available from http:// www.secularnewsdaily.com/2010/06/28/gallup-conservatives- outnumber-liberals-21-church-attendance-rising/ [Accessed August 15, 2010]. Fred, B., 2012. Psikologi Kedokteran dan Kesehatan. Jakarta: PT. Grasindo, 14: 43-45. Fredrickson, R., P.J. Snyder, J. Cromer, E. Thomas, M. Lewis and P. Maruff, 2008. The use of effect sizes to characterize the nature of cognitive change in psychopharmacological studies: An example with scopolamine. Human Psychopharmacology: Clinical Experimental, 23(5): 425-436. DOI 10.1002/ hup.942. Gropen, R., N. Clark Chiarelli, C. Hoisington and S. Ehrlich, 2011. The importance of executive function in earlyscience education. Available from http://ltd.edc.org/sites/ltd.edc.org/files/Gropen%20et%20al%20CDP%20in%20press%20122110.pdf[Accessed September 30, 2011]. Haruddin, A., 2012. Studi pelaksanaan HIV voluntary counseling and testing (VCT). Yogyakarta: Universitas Gadjah Mada, 1: 91-92. Hoshi, R., K. Mullins, C. Boundy, C. Brignell, P. Piccini and H. Curran, 2007. Neurocognitive function in current and exusers of ecstasy in comparison to both matched polydrug using controls and drugnaÃÆ' ¯ve controls. Psychopharmacology, 194(3): 371-379. DOI 10.1007/ s00213-007-0837-5. Jocham, W. and M. Ullsperger, 2009. Neuropharmacology of performance monitoring. Neuroscience and Biobehavioral Reviews, 33(1): 48-60. DOI 10.1016/ j.neubiorev.2008.08.011. Kennedy, W.O., R. Veasey, A. Watson, F. Dodd, E. Jones, S. Maggini and C.F. Haskell, 2010. Effects of high-dose B vitamin complex with vitamin C and minerals on subjective mood and performance in healthy males. Psychopharmacology, 211(1): 55-68. DOI 10.1007/s00213-010-1870-3. Lee, K., 2008. A coverage prevention of HIV/AIDS. Malaysia: Health Ministry, Inc, 1: 22-25. Lizzy, 2011. Chemotherapy of bacterial infections. Part 4: Potential anticholera agents. European J. Exper. Biol, 6(3): 168-169. McDowell and Newell, 1999. WHO on developing og the quality of life: A review of public policy. International Conference on Public Health. New York: Massachusetts Institute Technology, Inc. Nevid, S., 2012. Kecemasan bagaimana mengatasi penyebabnya. Jakarta :Pustaka Populer Obor, 1: 56. Parrota, J.A., 2010. Healing plants of Peninsular India. Wallingford, UK and New York, NY, USA: CABI Publishing. Phillipe and Cella, 2009. Related health on improving of quality of life. New Jersey: Prentice Hall, 5: 88. Post and White, 2004. Public health on influencing the quality of life. USA: Springer, Inc. 2: 91. Ruggert and Warner, 2001. The quality of life on HIV medicine. United State of America: Missouri Corp, 8: 110. Seligson and Peterson, 2010. AIDS prevention and treatment: Hope, humor, and healing. New York: Hemisphere Pub, 114. Strongman, K., 2012. The psychiatric of emotion fifth edition from everyday life to theory. New Zealand : Departement of Psychology, University of Canterbury, 2: 201-203. Toefilo, S., 2003. Health plants for human well-being. Minnesota: Minnesota University, Inc, 2: 61-62. Topà §uoÄÅ ¸lu, N.V., O. Fistikci, O. Ekinci, G.A. Gimzal and A.B. Cà ¶mert, 2009. Assessment of executive functions in social phobia patients using the wisconsin card sorting test. Tà ¼rk Psikiyatri Dergisi = Turkish Journal of Psychiatry, 20(4): 322-331. [Accessed EBSCOhost]. Appendix Picture-3. Nutri Moringa Pudding SachetPicture-4. Nutri Moringa Pudding      Ã‚  

Why Hybrid Cars Should Not Be Purchased Essay -- Automobiles

As the gas price is rising up to 140 cents per litre in Canada, many people switch their vehicle to gasoline-electric hybrid car to gain savings from the better fuel efficiency. Many potential consumers for hybrid vehicle and hybrid vehicle owners think that the hybrid system is worth the extra penny due to better fuel economy. However, the realistic is that it has higher maintenance despite of its outstanding fuel economy figures. In fact, the hybrids cause more environmental damage than conventional petro powered vehicles and there are better alternatives. Therefore, hybrids should not be on consumers’ shopping list due to a numerous negative facts that consumers are unaware of. Many Automobile manufactures want consumers to believe that hybrids are cheaper to maintain despite of its higher MSRP or Manufacture’s Suggested Retail Price. Therefore, many people assume hybrids pay off at every pump at gas station which eventually will cover the higher purchase price. However, that is not the case. As a comparison, Toyota Camry LE has base price of $23,700 whereas Hybrid is $3300 more expensive than base Camry to get all the hybrid technology. According to Edmunds.com, there will be a difference in ownership cost after four years of purchase for hybrid vehicles. Therefore, leasing consumer would lose money which they believe they gain back. Also, if the comparison is between two luxury sedans such as Lexus LS 460 and LS 600h, it would take it would take 102.6 years to make up the difference (HowStuffWorks). Also in long run, which most of the Canadians choose to do with their car, the nickel hydride battery pack will have to be replaced. Although, many man ufactures offer 160,000km or 8 years for hybrid components warranty (Toyota.ca... ..., Kristen. "HowStuffWorks "5 Reasons Not to Buy a Hybrid"."HowStuffWorks "Auto". N.p., n.d. Web. 2 Apr. 2012. . 2. Reed, Phillip. "True Cost to Own (TCO) Calculator on Edmunds.com."New Cars, Used Cars, Car Reviews and Pricing - Edmunds.com. N.p., n.d. Web. 2 Apr. 2012. . 3. "TOYOTA CANADA: Camry Hybrid > Warranty ." TOYOTA CANADA: TOYOTA.CA LANGUAGE. N.p., n.d. Web. 2 Apr. 2012. 4. " Lexus.ca - Language Page / Page de langue." Lexus.ca - Language Page / Page de langue. N.p., n.d. Web. 2 Apr. 2012. . 5. "Honda." Honda. N.p., n.d. Web. 1 Apr. 2012. . 6. "Does a Prius Consume More Energy than a Hummer?." Does a Prius Consume More Energy than a Hummer?. N.p., n.d. Web. 1 Apr. 2012. Why Hybrid Cars Should Not Be Purchased Essay -- Automobiles As the gas price is rising up to 140 cents per litre in Canada, many people switch their vehicle to gasoline-electric hybrid car to gain savings from the better fuel efficiency. Many potential consumers for hybrid vehicle and hybrid vehicle owners think that the hybrid system is worth the extra penny due to better fuel economy. However, the realistic is that it has higher maintenance despite of its outstanding fuel economy figures. In fact, the hybrids cause more environmental damage than conventional petro powered vehicles and there are better alternatives. Therefore, hybrids should not be on consumers’ shopping list due to a numerous negative facts that consumers are unaware of. Many Automobile manufactures want consumers to believe that hybrids are cheaper to maintain despite of its higher MSRP or Manufacture’s Suggested Retail Price. Therefore, many people assume hybrids pay off at every pump at gas station which eventually will cover the higher purchase price. However, that is not the case. As a comparison, Toyota Camry LE has base price of $23,700 whereas Hybrid is $3300 more expensive than base Camry to get all the hybrid technology. According to Edmunds.com, there will be a difference in ownership cost after four years of purchase for hybrid vehicles. Therefore, leasing consumer would lose money which they believe they gain back. Also, if the comparison is between two luxury sedans such as Lexus LS 460 and LS 600h, it would take it would take 102.6 years to make up the difference (HowStuffWorks). Also in long run, which most of the Canadians choose to do with their car, the nickel hydride battery pack will have to be replaced. Although, many man ufactures offer 160,000km or 8 years for hybrid components warranty (Toyota.ca... ..., Kristen. "HowStuffWorks "5 Reasons Not to Buy a Hybrid"."HowStuffWorks "Auto". N.p., n.d. Web. 2 Apr. 2012. . 2. Reed, Phillip. "True Cost to Own (TCO) Calculator on Edmunds.com."New Cars, Used Cars, Car Reviews and Pricing - Edmunds.com. N.p., n.d. Web. 2 Apr. 2012. . 3. "TOYOTA CANADA: Camry Hybrid > Warranty ." TOYOTA CANADA: TOYOTA.CA LANGUAGE. N.p., n.d. Web. 2 Apr. 2012. 4. " Lexus.ca - Language Page / Page de langue." Lexus.ca - Language Page / Page de langue. N.p., n.d. Web. 2 Apr. 2012. . 5. "Honda." Honda. N.p., n.d. Web. 1 Apr. 2012. . 6. "Does a Prius Consume More Energy than a Hummer?." Does a Prius Consume More Energy than a Hummer?. N.p., n.d. Web. 1 Apr. 2012.

Workplace Violence in the Workplace Sector: A Literature Review

Workplace violence is an emerging phenomenon that should be investigated. The nature of such violence and how it is affecting the workplace. The nature of workplace violence, the different methods being used to do it and how it affects the workers and their relationship with each other should be looked into. Historical Context of Workplace Violence V. Bowie provides an overview of workplace violence by looking at the history of corporations and companies in the past thirty years. The material he produced gives the researcher important insights on the development of trends, controversies and issues that occur during the past thirty years. These trends were connected with social as well as technological developments in the society. In addition to this, he also uses research data and findings on various disciplines to provide an explanatory background for these emerging trends. Bowie’s work provides an important historical context of workplace arrangements and the instances that give rise to workplace violence. Furthermore, Bowie provided a typology of workplace violence which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organizational. His typology can be the basis of further research in the field and will give interesting insights . Probably the most important contribution of Bowie to the study under consideration is his identification of key issues in workplace violence and how it affects the whole organization and the individuals who experience such violence. Of the trends that he identified, an important component that should be investigated at this time is cyber-violence. Given the widespread use of e-mail, blogging, instant messaging and other internet platforms, workplace violence is also being perpetuated and workers are being degraded, harassed, manipulated and humiliated. Another important aspect of workplace violence that could expand on Bowie’s work is by studying the way that older employees are being treated. Given the large number of young professionals waiting to work, these older employees are being harassed so they would resign and give way to younger workers . Bowie’s work helps situate this research study being undertaken in regards to the developments in the emerging trends and issues in workplace violence. With the framework of this study, some recommendations shall be made on how to deal with these emerging trends and issues. The work of Johnson and Indvik further provides an important historical backdrop on the emergence of workplace violence as a field of study and interest in corporate culture and human relations within organizations. The nineties is of particular interest to Johnson and Indvik. They noted the rise in both intensity and number of incidences of workplace violence. The two researchers analyzed the causes of this violence, the perceived costs of workplace violence and its impact on the organization as a whole. Among the causes that they noted, emotional problems are the first on their list. These emotional problems may stem from deep-seated issues in their personalities and developmental stage or it may be related to issues of change in their lifestyles. Abuse, is most often experienced first in the family and this is then transferred to other persons in the workplace or in the family. Another important cause of violence is the perceived difficulties in the economy, the laying off of workers and the inability of workers to deal with such changes in their lives. Johnson and Indvik’s approach to dealing with their study is that they conducted first a study on the possible causes of violence in an individual worker. From that, they also describe the workplace situation and how it contributes to the development of a workplace conducive for violence. After going through this, the authors also studied the role of management and human resources officers of the organization in the emergence of workplace violence. One of the important concepts the authors put forward is that there must have been negligent hiring because persons that are emotionally and mentally disturbed. Another area of negligence would be on the supervision of employees. If there is effective supervision and regular consultation with the managers and the employees, workplace violence would be mitigated. The authors also outlined several prevention strategies by dealing with all the areas of the causes of violence that they identified. The historical context in the article of Johnson and Indvik as well as their analysis of individual workers, the workplace and the role of management in workplace violence make it a very valuable resource in understanding the aggressors, the nature and characteristics of workplace violence, and planning strategies that could significantly reduce the incidence and occurrence of workplace violence. Is there a Need for Violence? Is there a need for violence? John Keane seems to answer yes to this important question. History is replete with violence. There are wars, killing fields, concentration camps, assassinations and other forms of violence. It seems that violence is hard-wired into the consciousness of every human being. Keane therefore embarks on a journey to reflect on the meanings of such violence and their ethical and political significance. Although his work is not totally related to workplace violence, Keane’s ideas and reflections on the paradoxes of violence can have important implications on the workplace. He has a very interesting insight that might apply on the reaction of people who are always perceived as victims of workplace violence. Most of the time, keeping quiet and resignation is the usual reaction to violence in the workplace. Keane says that this kind of passive reaction to violence should be reconsidered. Naive pacifism for Keane is an anachronism and will only create a condition a cycle of violence. When no one resists senseless violence, then it will become part of the culture. It will also drive away the people who are continuously subjected to violence. He calls for a rethinking on the approach of today’s society to violence. While it may be true that peace and lack of conflict is highly desirable, those who inflict violence should be apprehended. That can only be done if the victims of violence who want to preserve civility will become courageous enough to stand up for their own rights and stand up against the perpetrators of violence. Although not directly related to workplace violence, Keane’s reflections have much to do in stopping violence in the workplace and helping victims speak out for themselves and even take active means to counter violence. By doing so, the organization will empower its employees so that they can stop workplace violence if they see it anywhere in the organization. Workplace violence may be looked at as an act between two people. There are instances, however, that more people may be involved. Workplace violence is essentially an interpersonal incident. The root cause of such violence needs to be identified in order for the proper intervention strategies to be devised. Cavell and Malcolm identified anger and aggression in the workplace as the leading causes of violence in the workplace. Through the collection of articles that they collected, they explore the sources of anger in the workplace and, more importantly, in the personal lives of those who go to work at their offices. In a rather interesting twist in their argument, they said that anger and aggression are but normal in the lives of people. What matters is how to manage these emotions. With good management, these emotions could also be put to good use. If left unchecked, however, they can wreak havoc at the workplace, leaving people hurting and in danger. The authors looked at psychological explanations of anger and aggression and how different people express these emotions. More than that, however, they also explored the different means of controlling anger effectively such as asking the help of anger management professionals and counselors. In the book that they authored, they also developed a helpful model in treating anger and aggression. As the contemporary workplace becomes more complex and difficult, so shall the safety and security concerns be foremost at the minds of managers and the people who enforce laws related to security. With this in mind, the volume contributed by Cavell & Malcolm is a big help for professionals who are seeking to neutralize the negative effects of anger and aggression in the workplace and work towards the channeling of these emotions to creativity that in the long run will contribute to the growth of the organization. The book also offered solid guidelines on how to help employees who are suffering from bouts of anger, aggression and even depression so that they can make the best out of their situation and contribute to the improvement of organizational practices and development. Types of Workplace Violence. Physical violence is no the only criteria in determining workplace violence. The National Institute for Occupational Safety and Health (NIOSH) came up with four different types of workplace violence, which could also be helpful to this study in coming up with such typology of workplace violence. The first one is criminal intent which may be rooted in unresolved conflicts and deep-seated frustrations and emotional and mental disturbance. Additionally, criminal intent may be inflicted by people outside the workplace who do have criminal intent such as robbery, homicide or murder and rape among others Secondly, workplace violence may also emanate from customer-client relationships and vice versa. There are overbearing customers who heap abuses on the workers on duty. These customers are usually very impatient and they are passing on some violent remarks and actions onto the workers of the organization. The third type is violence that takes place within the organization through the relationships of the workers. This type of violence is inflicted by one employee to another employee. Such type of workplace violence may occur because of professional rivalry, underperformance or lackluster service, and even due to circumstances fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from dysfunctional relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH publication also identified several research needs for workplace violence. These research areas are very important to this study so that the researcher would know what gaps in the workplace violence research will it fill in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and strategy for workplace violence. This would help more researchers and practitioners learn about the theories and the progresses made in understanding the issue. (2) There should also be an evaluation research. This would also facilitate a better understanding on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure reporting at all levels. One of the more important challenges of workplace violence is reporting. When people start talking, then its occurrence would come to the fore and it would be dealt with more easily. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization. These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this set of research points and agenda are arbitrary at best and may be subject to change in the coming months and years, researchers will have known what important areas of research still lack studies. When researchers put their resources together in studying these areas, workplace violence could then be best understood and prevented. A Look into the Lethal Employee’s Mind One possible way of understanding workplace violence and preventing it is looking into the mindset of violent employees and the kind of motivations and attitudes that they have. Kelleher sought to map and create a profile of the mind of the employee with the propensity for perpetuating violence. Through the case studies that he provides in his book, he will be able to give a full picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the crimes and violence committed at the workplace. He then traces back the event that happened, the experiences of the lethal employee that led to violence or homicide. The different profiles featured in the book are very useful in identifying the mindset and the propensity for violence of employees. The characteristics described by Kelleher could be used as a benchmark for looking at possible violent offenders. By bringing in behavioral science models and research findings, he creates a profile of the possible violent employee. This then helps organizations in planning and creating strategies for dealing with and preventing workplace violence. Kelleher succeeds in helping researchers, managers and practitioners in looking at the profile of the potentially lethal employee. One of the gaps in research, however, is the recent findings in research about workplace violence. Such gap will be filled by this study by looking at recent research studies and findings of practitioners in the field. Kelleher’s framework fits into a systemic view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experienced by the employee in the workplace. Such profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, Issues and Strategies in Workplace Violence Kelleher’s book was essential in understanding the lethal employee’s mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, Fisher and Cooper . The collection they authored presents a number of relevant statistics concerning workplace violence in the United States. Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from different companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ways in which organizations can take care of workers who are in risky situations. The psychological stress and workplace frustrations should be supplemented by support groups composed of the management and fellow workers. Such a caring environment can help reform a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorism to workplace violence. As the threat of terrorism looms in the United States, organizations should always be on the lookout for means of responding effectively to terrorist attacks and violence. The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers alike use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bravado and their arrogance and the internet has also become their tool for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next few years and how organizations can best counter workplace violence. There are a number of technological tools available at the disposal of managers and workers. Yet, the importance of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be delighted with this as they get a glimpse of recent developments in this area of research and how the next few years might yield new trends, issues and strategies in dealing with violence in the workplace. Declining Violent Crime in the Workplace The work of Duhart through the Bureau of Justice Statistics Special Report supplements the historical context provided by Bowie. Duhart’s work deals with the statistics on violent crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of violent crimes committed against people on work duty declined by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences. Such crimes include sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the claims of Johnson and Indvik but a closer look would reveal that Duhart’s statistics concern only the violent crimes directed towards workers and employees while that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and physical abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information about the victims of workplace violence. Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In addition to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in worst cases, homicide. The profiles of the victims and the offenders are of particular interest for this study. Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these description and statistics to further analyze the trends and issues that are emerging in this phenomenon. Neuman and Baron agree that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of extremely violent acts of aggression is a rare event in the workplace. This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although extreme violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals working within it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence. Their framework is built on contemporary theories of violence and the motivation for aggression of individuals. By doing so, they are able to update existing theories and understanding on human aggression. This makes their work relevant to the organizational culture of the twenty-first century. Through the framework that they developed, they explain different reasons and context where violence may arise in the workplace. They were concerned primarily with the motivations of individuals in committing violence, that is why they did not focus much in looking at the workplace that may give rise to violence. Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in Schools Braverman, Galasso and Marsh edited together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection probes deeply in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools. This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of different elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporate or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in looking at workplace violence can be used by this study in understanding different factors affecting such kind of violence. The individual articles in the collection also help identify the personality of victims and of aggressors. The workplace full of emotional abuse is also described as well as the different attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmentary and isolated. Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an organization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become stressed out and commit violence. The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a dysfunctional workplace. This concept of dysfunctional workplace is important in taking a deeper probe into the organizational culture and relationships of people within the organization. Although there may be dysfunctional employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees. To illustrate their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that actually occurred. Interestingly, these 14 stories are rich source of qualitative data for the analysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the worker’s pool, and other personal stress such as domestic problems. Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the importance of correct and timely information dissemination and the creation of a violence prevention plan. The government regulations and guidelines can also be found in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence. Their analysis can complement the analysis of victims and offenders and will give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the trouble spots and areas of concern will slowly emerge and prevention becomes more easily done. The Seriousness of Workplace Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope. They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is indeed alarming and should be addressed immediately. Even though that is the case, the work of Bulatao and Vandenbos provide an important insight into the nature and definition of violence and a description of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different backgrounds, emotional makeup and stress levels interact together. There are certain factors and elements that contribute to the eruption of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos edited also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles found in the collection. They also enumerated several high-risk occupations that tend to create a situation of violence. These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, construction industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories found in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the prevention of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an introductory course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a description of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable affair for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers. Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality disorders, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly divided into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the prevention of violence in the workplace. This book is an important introductory work on the importance of dealing with workplace violence. As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace: Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people choose not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting. If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the overall situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, especially if the perpetrator of violence belongs to the management. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organizational change, some violence may be committed to the employees. Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is clearly a choice for most of them yet they are forced into it because of the experience of violence in the workplace. If violence became a means of forcing an employee to resign, then there is something totally wrong with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brings. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. Management of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the playground of workplace bullies and aggressors. Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly trained to be counselors. Most of the time, they do not know how to deal with aggression and causes of trauma in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people. If their well-being is compromised, then the production and service process will be compromised, too. The United States Office of Personnel Management came up with a Manager’s Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very practical. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace. Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the overall productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily implemented by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace. Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. Management is indeed becoming a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should implement effective means of protecting their employees against violence on the job. Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without fear. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence. He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. Even if managers have the major responsibility in ensuring safety and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Chenier’s approach however seems to resemble the more reactive response in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants. This is an important move to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the importance of maintaining safety in the workplace, then the need for intense security might not arise. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS Zero Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated. Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the measures to prevent violence are important, Rew and Ferns highlighted the importance of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and confidence in dealing with conflict and violence. The two researchers say that long before a conflict escalates into a potential violent confrontation, there should be intervention from management so that the conflict could be properly resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, putting emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered. The first one is the workplace culture and the overall way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear policy on layoff and terminating employees would also help defuse negative emotions and frustrations. Prohibiting drugs and alcohol for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and ethnic issues also tend to be a source of violence and conflict, then diversity is another important matter in ensuring safety and cultivating a culture of safety. In all cases, there should always be security measures because of uncertainty in the workplace. The government is also deeply involved in ensuring workplace safety and private organizations should engage their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always working on studies and descriptions on what constitute a safe and secure workplace. The government can also release legislations and other policies governing the security of the workplace. As such, organizations should comply with these requirements. With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communication within the organization. Workplace violence could not be dealt with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. Prevention is Still Better than Cure Averting violence in the workplace is definitely better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is complicated and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field. His guidebook is similar to the one released by the United States Office of Personnel Management but it has a more in-depth analysis of workplace violence and what the different elements of this violence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy. The strength of Braverman’s book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to save time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel afraid and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it. The situations he cited such as a person with domestic violence who comes to work, as well as frustrated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not subscribe to the importance of the profile of a potentially violent worker. He argues that such profiling might just degenerate to witch hunts within the organization, which would be counter-productive and would only destroy the organizational culture further. Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and collaboration and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He concludes his book by outlining seven practical steps in preventing workplace violence. These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace; on the systems in place within the organization; and a sensitivity on the welfare of people—both the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne Minor . She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several elements of violence prevention in the workplace. It is important for the management to assemble a team task to handle and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors. This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence protection policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the selection of the best candidates on the job. In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and coaching may be provided. But if such intervention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minor’s set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies. The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more detrimental to the organization. Nonetheless, the strategies are a good starting point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A Summary of the Major Points of the Literature Review Workplace violence is indeed a growing problem in the United States and elsewhere in the world. Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of profiling the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. Management Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated. Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be strong enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure, a culture of fear, anxiety and less productivity would be the order of the day. If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy workforce will help the organization achieve its goals. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace. It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could â€Å"tip them over the edge† and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be inimical to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile. The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and business model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of excellence and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole. The Workers and the Victims The victims of workplace violence can be any worker or employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity. There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a melting pot of personalities, ideas and different authority levels. When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. Government The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private sector in order to stop workplace violence. This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system. In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence. The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude treatment of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively. While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become significant in the study of workplace violence. With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a busy venue for work yet safe, secure and even satisfying for everyone involved.

Saltaire was solely built for the workers Essays

Saltaire was solely built for the workers Essays Saltaire was solely built for the workers Essay Saltaire was solely built for the workers Essay Essay Topic: Religion I believe that the village Saltaire was not purposely built solely for they enjoyment of the workers. Even though there are some buildings at the site (saltaire) that were used for the enjoyment of the workers, Salt always got the most out of the workers. In this coursework I shall explain the points that make many peoples attitudes on Titus Salt as an entrepreneur and views that influence ideas on him being a philanthropist. It will also be explained why certain buildings were built in Saltaire. The designing and making of the mill, the building of the houses and Tituss constant search for new ideas all add a great deal of evidence that he was an entrepreneur. However there is a sufficient amount of ideas that prove otherwise e. g. The Park, dining hall, and the church. I will now explain each point in more detail. Titus Salt was a very rich man and he could have hired the very best architects in the country to design the mill in Saltaire. Although it would have made sense to do so, he hired local architects Henri Lockwood and William and Richard Mawson. They designed many plans for the mill however they were rejected. Eventually a i 100 000 plan was accepted by Titus Salt. Work commenced in 1851 and ended in 1853. Salt used local Yorkshire stone in his building of the mill and it was designed in an Italianate style. He based certain parts of the mill on Prince Alberts Osborn house. One very interesting feature of the mill is that it is shaped as a T. This may be to show anyone who viewed the mill that Titus had built it. This helps give an impression that he was an entrepreneur and cared about getting his name well known. Titus built the mill fireproof and had an air conditioning system fitted. This point indicates that Salt didnt want any damage to the mill, as it would cost money to repair. The air conditioning system was most likely fitted because it would ensure that workers were taking less breaks and could produce more goods. Titus made a lot of money from the mill and made him the largest employer in Bradford because of his popularity. Salt was constantly looking for new ideas. This aids us to form an impression that Titus Salt was a businessman that had his mind set on making more money. The point made is proved when Titus was walking on the south beach of Scarborough, staring at the seaweed. Titus finally concluded that seaweed Wont do. Titus made his first mistake when he purchased a large load of Donskoi wool. It was considered impossible to spin and when Titus attempted to sell the wool no one would purchase it. However he was still determined that he could spin the wool. He was so convinced that he would not fail that he rented Thompsons mill and he managed to prove everyone wrong. Titus had entered the spinning business. In 1836 Titus made another mistake that eventually made him a richer man. He saw 300 bales of Alpaca from Liverpool. He saw a great opportunity arising and purchased the Alpaca. Many close to Titus Salt tried to discourage him and make him go no further with his experiment. His father called it Nasty stuff, yet Titus who was successful with Donskoi wool once again managed to prove them all wrong. He was made an extremely rich man. Titus operated five mills in Bradford. The wearing of the wool was made fashionable when Queen Victoria began to wear Alpaca dresses. Titus Salt didnt stop there; he experimented with other wool from around the world. Salt had houses built for his workers. They were beneficially placed in Saltaire near the mill. This proved Tituss belief on getting the workers to the mill on time. Titus also figured out that there was another way to gain money here. He decided to make the workers pay rent so eventually he would get all the money paid on the houses back. Titus wanted to keep control over all of his workers. He came to a decision that he would arrange them according to standard in their jobs. He cleverly placed managers next to workers so he could sustain control. This indicates that Salt wanted his workers minds to stay focused on their work rather then their social lives outside work. It further shows Sir Titus Salts craze to make more money. Concentrating on small points and sections of the village and the workers helped do this. I will now comment on the key features that prove that Titus Salt cared for his workers and backs up, as evidence, that the statement that Saltaire was solely built for the workers. One day in 1871 the mill was unusually shut down early. The workers were told to assemble in the park that Titus had made. The making of the park shows that Salt cared for his workers by providing them with some open space. This improved the health and even the mental health of the workers. The park signals that Titus was a philanthropist rather then an entrepreneur, as he was gaining no more money with the park open instead Titus lost a considerable amount of money building the park. The park consisted of a boathouse, a river, a cricket and croquet ground, bowling greens, and alcoves. This clearly provides evidence that the park was solely built for the workers enjoyment. Next, I will comment on the dining hall, which Titus built. The hall was built completely for his staff. There they would have their meals made. Although food could be purchased, the workers were entitled to bring in their own food and use the facilities to cook. The using of the facilities was free of charge. This indicates that Titus Salt cared for his workers and desired the best for them and not caring for cost much. To cap it all off the diner charged half price broth and soup left over between 1. 0 pm and 2. 00 pm. This kind of attitude earned Salt a well treating boss image. As the opening of the park gave Salt a philanthropist image, the dining hall gave the same image out. The congregational church, now the United Reformed church was touted a palace built for God, when it was finally constructed in 1859. Lockwood and Mawson built the church in the Italian style, which Sir Titus liked. T he church cost i 16 000 and was considered as one of the best Italian style buildings in England. It is now listed as a grade one building. The entrance of the site contained six large Corinthian columns witch had a tower, which contained a bell that was sold in the war. Salts wife desired to have a family balcony built and Titus took up the request though he did not sit inside it. Instead he desired to sit amongst his workers. This signals Tituss equality with his workers. Titus could have sat in the balcony though he chose not to. This influenced ideas of Titus being a philanthropist, caring about the well being of his workers. In addition the workers didnt have to pay a thing to worship at he church. If Titus were an entrepreneur he would have seized the opportunity to make the workers pay to worship at the church. Instead he did not and made the worshipping in the church free to his workers. I will now comment on more complicated ideas that can be viewed from two separate angles to give two different views and attitudes on Titus Salt. As I have just explained that the dining hall was viewed as a philanthropists idea. This was because hot meals were made for the workers. They could also bring in their own food and use the facilities to prepare their own food. The use of Facilities was free of charge. Special offers were also made in the dining hall. Although there are many reasons behind the buildings of the dining hall from a view that proves Titus as a philanthropist there are also many reasons, which support the idea that he was an entrepreneur. With refreshing and nice hot meals better productivity would certainly take place. The workers would not get as ill or as hungry with the dining hall. So in the long run Titus would be able to pay himself all the money the dining hall cost with all the profit gained from the better productivity. The mill was supposedly to have been made for the workers to give them jobs. The mill attracted workers to work in better conditions. The mill ensured safety, as it was fireproof, machines were made safe by Salt and an air conditioning system was fitted in to ensure coolness throughout the mill. However all the safety measures guaranteed more work done by the workers and better productivity, as they were not scared to cause injuries to themselves. The air conditioning system made certain that less breaks were taken, as it was nice working conditions. Titus built tunnels to get workers to work, underground. These ensured that workers wouldnt have to walk far to work. This showed that Sir Titus Salt would go to extreme lengths to get his workers satisfaction. Though there are some strong points above the tunnel may have been made for business reasons. Building tunnels helped workers to get to work faster then usual so they could start work earlier. This showed how entrepreneur Titus was. I conclude that Titus Salt was not a philanthropist while making Saltaire. I think that Titus carefully considered every business deal possible. This is shown as he selected Saltaire as it had a railway and a canal. In order to become a philanthropist Titus Salt had to become an entrepreneur to gain all his money so he could make some buildings for his workers. I believe that Titus first made Saltaire for business reasons and maybe made some sights for his workers e. g. the park. Although this is my personal suggestion there is a sufficient amount of evidence to make Sir Titus Salt either an entrepreneur or a philanthropist.