Health Psychology Concepts Essay

In this short speech I will tell you the three most significant concepts that I have learned in a course that I took in health care about health psychology. The three most significant concepts I have learned in this course that I would include in a speech supporting incorporation of health psychology concepts in health care policy are pain management, coping with chronic illness, and stress and its affects on health. The first one that I picked was pain management. The reason that I picked pain management is there is many ways that our body deals with pain and there are many ways to fix the pain. Some people think that alcohol and drugs are a good pain killer, but in fact it does not help the pain at all. There are better way to deal with it but many people have to be trained to do these thing. The next significant concept that I picked was coping with chronic and life-threatening illness. The reason that I picked coping with chronic and life-threatening illness is until I took this class I had no ideal on how to deal with or to expect others to deal with it. The final concept that I picked was stress and its affects on health. The reason that I picked stress and its affects on health is that most people have a lot of stress and they do not know that it is affecting their health or how it is affecting their health. There are many ways that stress can affect some ones health. One of the ways that come right to mind is pain in different parts of your body and there seems to be no reason for it.

Philippines’ Economy Essay

Philippines, one of the countries around the world, rich in natural resources and smiles reaching out to one another. They say it’s more fun here because of our tropical shores and unique landscapes good for tourist fun and adventures. To the eyes of foreigners, the bandwagons made for them made us more attractive and a wanted country for vacations but do they really see the true us? Despite all the hardships in life we Filipinos still tend to work hard and think of the better days and this hope ignites our hearts which makes us rise from below. But no matter how hard we try there would always be people who would bring us down and degrade us because of our differences. The country itself is in poverty but I believe in the saying â€Å"Poverty is not a hindrance to Success!†. Poverty caused partly by both government and citizens not working with each other. Rich tends to be greedy and the poor just keeps getting lazier. The country is not actually as poor as you think, Philippines is booming with tourism and our economy is rising, which makes it easy to say that in the near future we may become one of the first world countries. Economy is rapidly growing and investors are coming in and the future action-takers who can make this place better are the youth. As a youth, I also want a change to my homeland. I want people to treat us with respect and equally. How can I do this? By believing in that dream. I see myself as a student studying for the betterment of myself and the country. I see a spark in me which may encourage myself to help in certain actions so I can start early. Once, way back in my province, Leyte. I helped in the Charity committee in charged of collecting canned goods for the needy. That experience was just a beginning and I know I can do more. What more do I have in mind? I want to create a cause in Art. I want to change how you see a dumpsite to become more pleasant to the eyes, or something like that. New York and European countries have already taken this action and why not take it here? The way Bonifacio Global City exhibits street arts changes how you see a place and I want to be a part of this movement. Our country is developing and time is moving fast. If we don’t believe we can be a part of something massive then we truly are a failure. Life is not about living but by living with a cause. A cause which may leave a mark before you die, knowing that you did your part. Philippines may still have a long-long way to go but like Gawad Kalinga who started the movement early, makes us sure that the development of this country is getting better. â€Å"I know I can do this and I will try my best to make it happen because I want our country to become a better place.†

Influence And Impact Of Differing National Cultures On International Business

The world is changing politically, economically, technically, and collectively at a previously unthinkable rate. Both new and skilled multinational firms are stumbling and committing mistakes as they confront these recently emerging environmental forces. What is desired now is a new way of viewing both the global and foreign operations of multinational firms. To be as thriving as possible, these firms should be as culturally attuned to the world and to every foreign society in which they seek to work as they are to their own home society.The Webster's New Collegiate Dictionary (1980) defines culture as â€Å"the incorporated pattern of human behavior that includes thought, speech, action, and artifacts and depends on man's competence for learning and transmitting knowledge to succeeding generations† and â€Å"the customary beliefs, social forms, and material behavior of a racial, religious, or social group. † These definitions point to numerous important aspects of cult ure. First, culture permeates all human behaviors and interactions. Second, culture is shared by members of a group.And third, it is handed down to newcomers and from one generation to the next. This description of culture is not aimed at organizations but is very appropriate to them (AAhad M. Osman-Gani & Zidan, S. S. 2001, pp. 452-460). The prevailing trend in the international business environment in current decades has been greater directness in trade, investment, finance and technology resultant in increased international integration and interdependence in business and between states. What is also obvious is that large swathes of the world's population are efficiently marginalized or barred from these trends.This segregation has been a major factor in modern anti-globalization campaigns and is often used to justify proposals to reform or even abolish international institutions and to invalidate policies that have contributed to international integration. Morrison (2006) charact erized a global industry as having intense levels of international competition, competitors marketing a standardized product worldwide, industry competitors that have a presence in all key international markets and high levels of international trade.These definitions have the common thread of the need and opportunity to integrate strategy across countries. Though aspects of globalization and the guiding principles of the IMF and the World Bank have not always been affirmative for developing countries, it is a generalization to place all or most of the blame for the marginalization of developing countries onto these factors. Development is a multifaceted process but some countries have managed it successfully.Considerably, it is those countries that have affianced most intensively with the outside world (that is, in East Asia), that have been most successful in their development endeavors. Equally considerable has been the keenness of each state to take a central role in the developm ent process, a role that assorted from country to country depending on its culture and early circumstances. Development is a significant, and often ignored, issue for international business. Too often, international business and development are simply discussed within the context of problems such as child labor or environmental degradation.Certainly, these and similar issues pose serious challenges for multinational enterprises and policy-makers but they are ultimately problems that, with adequate political will, are amenable to solution (admittedly, the political will requisite is of a much greater extent than has hitherto been seen). Successful development, however, forms markets and improves the quality of labor forces and key features of infrastructure, thereby creating investment opportunities. Investment in turn is essential to the development process.Recognition of the need to be culturally attuned is not new. William J. Holstein and colleagues noted in a Business Week articl e that going global can be awesome as experienced CEOs find that their executive skills developed at home are not almost as sharp when diverse cultures determine the playing field (Holstein et al. 1989, 9-18). To sharpen these skills and permit managers to function cross culturally, firms have characteristically focused on management selection and training.The thought here is that if being culturally attuned at home yields a non-cognitive automatic response, then suitably oriented managers could be selected and trained in the cultures of the world to exhibit also appropriate responses in other societies. IBM, for instance, requires that each manager shall receive forty-two hours of training each year on topics such as managing multinational groups of people and the internationalization of IBM's business (Callahan 1989, 28-32).Still, despite efforts such as these, one study noted that cross-cultural obstacles facing à ©migrà © employees continue to result in a failure rate of 20 to 50 percent of all expatriate assignments. International organizations develop certain assumptions, norms, patterns of speech and behavior that make them unique. Also, similar to social or racial groups, culture is one of the factors that differentiate one organization from another. Applying the concept of culture to organizations gives them a human quality.Organizations become much more than the profit margin, the buildings, and the organizational charts. As living entities, organizations grow and change. They adapt to their environment and maintain internal health. Many management scholars have focused on the thought of adapting national culture in international business. It is usually defined as a series of basic assumptions that an organization has developed in learning to handle with its external environment and its internal functioning. These assumptions have been found to be effectual and valid and are therefore communicated to new employees.Adapting foreign culture makes eve ry international organization unique and bonds members of an organization together. The culture in the organization verifies what behaviors and ideas are acceptable and appropriate. Culture is the yardstick used to assess many behaviors and ideas, and it provides a foundation for the development of goals and strategies. For instance, an organization where one of the basic postulations is that people perform best under minimal control and supervision and need independence to excel would consider heavy-handed management techniques used by one of their new deplorable managers.Furthermore, such an organization would be more expected to select a training program for developing participative management skills more than one focusing on processes for developing power. A case in point is the much-publicized W. L. Gore and Associates, with headquarters in Newark, Delaware, that makes wire and cable, medical products, Gore-tex fibers and fabrics, and industrial filter bags. One of the distinct ive characteristics of the firm is its casualness and the absence of hierarchy and status symbols.Employees and managers do not have prescribed titles, and creative problem solving is extremely encouraged. As a result, the use of status symbols that would designate a hierarchy is considered highly inappropriate. This instance demonstrates how a basic cultural assumption concerning factors that leads to effectiveness is used to find out which behaviors are acceptable (Jimmieson, Nerina L. , Katherine M. White, and Megan Peach, 2004, C1). Culture and structure are inseparable, since structure is one of the major manifestations of culture.The culture is one of the factors that determine the relationship between employees and managers. As with the other elements, however, the culture may also be the result of structure. For example, in a highly centralized organization, the implementation of participative management and employee empowerment will be impossible without a change in the str ucture. Thus, the two elements are totally intertwined (Skinner, Denise 1. 2004, 5). Working productively in an organizational setting, demands a diverse approach of communication, management and negotiation.The majority management techniques and interpersonal skills are put together on a personal value system that is extremely influenced by culture. Both company culture and national culture recount to a persons’ effectual behavior (Fisher, Glen 1990, 98). Working in national culture means working in a different cultural environment. As one national culture might interpret eye contact, smiling, happy, individual space, touching, punctuality, and arousing responses in a certain way, another culture might infer a totally opposite meaning from the similar behavior (Moran, Robert T. nd Stripp, William G. , 1991).The deepest level of a culture is the least visible part, its value system. It becomes apparent indirectly, while working with foreigners. Basically, national culture ins pires every feature of social behavior and manipulates communication style, personality, character, inspiration, knowledge and cognition. There is a widespread body of work on cultural differences in communication styles in the linguistics and cultural anthropology literature (Reine, P. P. V. & Trompenaars, F, 2000, 237-243).Devoid of knowledge of the dissimilarities in national culture and mentality, without knowing how your colleague thinks, believe and proceed, or which communications and conflict-solving patterns these pertain, you run the risk of misunderstanding your business partners, and thus of jeopardizing your achievement both abroad as well as in locally-based inter cultural teams (Fisher, Glen 1990). It is simply through the cultural, personal and communication understanding of the responsible persons that international assignments and company start-ups abroad can be prohibited from becoming failures.Though, effective communication with people of national cultures is pa rticularly challenging. Cultures give people with ways of judgment, ways of considering, investigation, and interpreting the world. Thus the similar words can mean dissimilar things to people from different cultures, even when they talk the same language. When the languages are dissimilar, and translation has to be used to communicate, the prospective for misunderstandings increase (Fisher, Glen 1990). â€Å"Communication is effectual when the person interpreting the message attaches a meaning to the message comparable to what was intended by the person transmitting it. (Fisher, Glen 1990). The national culture in an international organization endures gradual change as the organization adapts to diverse environmental and internal events. This gradual change is incremental and rarely entails significant deviation from established patterns.Effecting massive organizational change is therefore very strenuous. Changing the culture of an organization is as hard as changing an individual' s personality. Moreover, strong cultures will be more defiant to change than weak ones (Tony Proctor, and Ioanna Doukakis. 2003, 268). So as to change culture, all three of its levels have to change. Varying the first level of culture which includes all artifacts, physical elements, dress codes, building decoration, symbols, logos, and yet employee behaviors and speech patterns–is comparatively easy. One key to such change is a new reward system. For illustration, cooperative behavior can be confident and taught if organizational reward systems encourage it. Employees come to learn that they will be rewarded for collaboration.Changes in this first level, however, do not essentially lead to changes in the second level, which comprises values, or in the third level, which consists of basic assumptions. The latter two is much harder to amend. For example, although as a result of training and a new reward system employee can learn to behave more considerately, they might still va lue competition and consider it to be the key to success and high performance. In the short term, cooperation can develop into an espoused value. It can become a deeply held value simply if it is proven successful over a period of time.In addition, values that are distinct with basic assumptions are likely to lead to conflict and tension and are less probable to be adopted (Lloyd, Margaret, and Sheridan Maguire. 2002, 149). It is the continuous success of a new behavior (first level) that leads to the development of a new value (second level). If this new value is sustained and proven effective, it can lead to changes in several basic assumptions (third level). In the implementation of organizational change, a top down approach is less expected to be effective, although it will lead to behavioral changes.Basic assumptions can simply be changed if all organizational levels are committed to the change and adopt it as their own (McNish, Mark. 2002, 201). The process will perceptibly ta ke longer; however, employee participation leads to obligation to the development of new assumptions. Overall, although it may be moderately easy to change the discernible and obvious elements of national culture, it is very hard to amend the core of culture. Without the amendment of the basic cultural assumptions, the culture will only change apparently. Only with the long-term success of new behaviors will new postulations develop.However, the deep-seated paradigms may avert consideration of new behaviors and values, since they often lead to a biased interpretation of the accomplishment of new behaviors and therefore discourage their use. Without major cultural change, substantial strategic change is likely to fail. Although the formulation of new strategy may be moderately easy, its successful implementation depends almost completely on existing culture or, in many cases, on a change in the existing culture. But such a change is exceptionally difficult and can only be successful with broad planning.Managers can distinguish and acclimatize to different work styles and cultures. Getting work done through others entails a free flow of perfect information and open, prolific relationships with employees. But that's easier said than done in a diverse workplace where lots of cultures collide. On the other hand, nearly every aspect of daily human life involves negotiations. Parenting, interpersonal relationships, commercial dealings and communications with customers, co-workers and suppliers are some of the few to name. Employees through strong negotiation skills are important assets to organizations.Armed with the accurate knowledge, approaches and skills, well-trained and well-prepared negotiators deliver results that go immediately to the bottom line. Diverse techniques of negotiation attach to your ideas. An instance of this is when Americans were negotiating with Vietnamese. They used a plan stratagem in order to stick. Poor negotiating is when someone talks t o you. Negotiating downwards is not an excellent way. It is like takes it or abscond it approach. Approximately everything is negotiable (Reine, P. P. V. & Trompenaars, F, 2000, 237-243).Another culture difference is a bigger course toward people. It is in addition a high-level of internal negotiation, and a greater skill in managing international variety. European managers are able of managing linking extremes (AAhad M. Osman-Gani & Zidan, S. S, 2001, 452-460). Working in another culture a lot depends on the inter-cultural skills of the negotiator. Whereas technology and financial ability might be an issue in the negotiation process in our fast-growing world, the cultural competence of the negotiator provides a company the viable edge (Moran, Robert T. nd Stripp, William G. , 1991).Cultural values persuade all features of behavior in doing business in negotiating through people from different surroundings; the most efficient approach for overcoming probable communication barriers i s to center on the interests of the parties (Reine, P. P. V. & Trompenaars, F, 2000, 237-243). Why do they want what they want? You have to go at the back the validations they may use to protect why they want something; finally virtually everyone can come up with an explanation for whatever they want.The actual issue is how what they want will hand out their interests (AAhad M. Osman-Gani & Zidan, S. S, 2001, 452-460). Negotiation progression is a build process. It is a challenging style, cooperative, working together, avoiding, and compromising style. There are negotiation tactics, which are trouble solving win-win and partnering. It is a build trust, shows optimistic feeling, and reduces differences, obvious and rational. It is also inspired, peaceful shows patience, elastic, seeks common interest, makes others contented, yields to good alternatives (Wiechecki, Barbara. 999).Lots of manager has been aggravated by the employee who nods in obviously considerate of a direction, then does just the contradictory. Or there are the staff members who rise cold and distant after getting feedback on their work, as well as the team members who clam up at meetings when asked for ideas (Fisher, Glen 1990). Besides, our understanding, culture manipulate how close we stand, how loud we converse, how we contract with conflict even how we contribute in a meeting (AAhad M. Osman-Gani & Zidan, S. S, 2001).Though lots of cultural norms manipulate a manager's behavior and ensuing reactions, mainly significant ones are hierarchy and status, groups vs. individual orientation, time realization, communication and conflict pledge. By failing to recognize how culture collisions individually needs and preferences, managers, a lot misunderstands behaviors (Moran, Robert T. and Stripp, William G. , 1991). Think about the norm of hierarchy and status. If you desire all people to feel valued and to contribute in indicative or decision making, differences in this standard could be restraine d.An employee who has been taught regard to age, sexual category or title, might out of respect timid away from being sincere or offering ideas as offering proposals to an elder or a boss might emerge to be tough authority. The manager in addition might require structuring a climate that balances predilections for group and individual work. The employee who can't or won't subordinate individual wants or requirements for the good of the group might perform better working alone (Casse, Pierre 1995).A culturally skilled manager generates opportunities for individuals to take a number of risks and investigate projects that don't need coordinating with others. Doing so can hearten employees with a sturdy individualist bent to draw concentration to significant matters, such as policies or procedures that don't work. On the other hand, when managers put too high a premium on evading workplace discord, even distinctive employees may be disheartened from providing potentially productive feed back (Moran, Robert T. and Stripp, William G. , 1991). However, managers require comprehending the people with whom they work (Casse, Pierre 1995).Devoid of clear mutual understanding, it is almost not possible for a team to attain its objectives. Even in a comparatively standardized organization, designers and accountants, for instance, might be seen as representing diverse cultural perspectives. Getting them to work efficiently together is perceptibly crucial for a company's success. And, most confidently, getting people whose cultural variety is based on diverse issues is no less significant (Adelman, Mara B and Levine Deena R. 1993). To obtain the information you require you have to get alternative approaches that are more in order with the employee's culture.Here are a number of suggestions: Evade yes/no questions such as â€Å"Is that clear? † or â€Å"Do you understand? † provide the employee options from which to prefer. Inquire for specific information, such a s â€Å"Which step will you do first with this new practice? † If time allows, carry out the task along with the employee or watch to see how well he recognizes your directions. Endeavor using unreceptive language that focuses on the circumstances or behavior, rather than the individual. For instance, â€Å"Galls should be answered by the third ring† or â€Å"All requests require accurate charge codes so as to be processed. (Adelman, Mara B and Levine Deena R. 1993).Give workers enough lead time to gather their thoughts before a meeting so they can feel prepared to get input. Have employees work in petite groups, engendering ideas through discussion and presenting input as a group. One of the most significant functions of a manager is budding and grooming employees for encouragement. Cultural norms have a vast collision on this job as of the underlying conjecture a manager might make about an employee's prospective (Fisher, Glen 1990).One has to be cautious not to des ignate people with a particular image, to think that everyone with a particular ‘label' thinks or acts alike. If it isn’t for differences, the world would be a very uninteresting place. What we require to do is finds out how diverse interests can be addressed to yield results that work for the organizations that have the decisive liability to realize an agreement. Organizational cultural diversity is merely one of the rudiments that desire to be taken into relation to keep things operating on a cultured level.

Diversity in America

The information I have interpreted from the United States about diversity has not help me to better over stand the, and relate to other different from the past. I would say that the diversity issue in this country has made me very aware that we as a country have a long way to go when it comes to diversity. The information I have processed and have been taught about diversity in this nation is how to effectively base upon other beliefs and upbringing to deal with biases.The information I have learned in this course that’s been the most insightful were the discussion question and the mix array of answer and point of views was expressed about various topics. This allowed me the opportunity to see first and the differences of opinions and reality. I have learned a great deal about the various struggles of my ethnic group and other ethnic groups during my studies in this class.It’s easy to get polarized in one’s own thought process and experiences without seeking over standing form others experiences who have suffered and victimized by prejudices and discrimination throughout history as well. Such as the Native American and the American Asian, are a small group of minorities who have experience in justice and a lack of acceptances in main stream American. I believe by the year 2050 the United States will have changed look and feel where immigration and demographics are concern. American will have changed significantly whites will no longer be in the majority.The U. S. minority population, currently 30 percent, is expected to exceed 50 percent before 2050. No other advanced country will see such diversity; most of America’s population growth will be among its minorities, as well as in a growing mixed-race population. Latino and Asian populations are expected to nearly triple, and the children of immigrants will become more prominent. Currently in the United States, about 25% of children under age 5 are Hispanic; it is estimated that by 205 0, that percentage will be almost 40 percent.Changing patterns of immigration have put the United States on a short road to a population diversity never before experienced by any nation—a population in which all races and ethnicities are part of minority groups that make up a complex whole. Bearing in mind that this nation at the same time, will be growing older; the aging population of baby boomers who are concerned about running out of money before they run out of life and about the increasing cost of health care will have a large impact of the future trends of America.These demographic trends will play out differently in different states and regions, with some areas seeing exploding populations while others experience declining based upon current studies. As America continues to grow more diverse; a huge challenge to overcome is the acceptance and over standing of each individual race and culture that makes up that’s great nation. It’s sad to see, that even t oday the lines of separation are far divided by hate and a lack of over standing. This lack will have a direct effect on our future and how will communicate and exist with each other.Diversity helps society to grow as individuals and open our minds to different ways of life. When we are exposed to different ways to live, we see how other cultures carry on we are no longer closed to the idea that we are indeed all different in some way, and those differences are beneficial to our changing world. Diversity also promotes more tolerance allowing people the opportunity to see other as a lesson of growth help us to accept other cultures, and even adapt some of their ways within our society.The differences that we have between us can be used to strengthen society as we know it. Diversity allows us the opportunity to learn, grow, understand new ways of living, and experience life to the fullest. Without diversity, we are closed off in our own worlds. But with it, we expand our knowledge and we are no longer ignorant. When you are aware of the differences and embrace them, then you have taken the blind fold off to living differently and you are a better person for it.The key is exposure and using what you learned to increase more tolerance and decrease things such as racism. Moving forward America can foster an environment and commitment of pluralism; teaching through acceptance and engaging with other from who are different. Without any engagement or relationship with one another pluralism can be achieve. We key way to see this happening is through the media. Because the media is known for polarizing people of color in a negative light they could start to report news fairly and accurately.Also changing their advertising and programming approach; without stereotypes and outlandish perceptions. Engagement with other creates a common society for all, diversity as a whole is pluralism plain and simple embracing each other for our differences. Yes, there are some people wh o still feel threatened by diversity, or even hostile to it. Throughout America history there have been groups that have expressed prejudice and intolerance toward people of color and cultures however as we grow as a nation we need to look forward to the day when all these differences fade away.The United States faces many challenges in diversity of its many people, and there is still a large percent of the population that supports racism and bigotry. If we don’t make these changes we will not be able to move forward in the United States racially and culturally; this is not just a problem with white people, it is a problem facing all the different cultures in the world because racism has many colors, fearing of something new scaring everybody, but with it comes change and I hope that we all could get along in this world and every one occupies.The world and United States has come a long way in battling this war on racism, but it is still has many miles to move ahead before peo ple could see that although different we are all people. The more diverse we become racially and ethnically, the more important it is that we learn to tolerate differences; and also to celebrate what we all have in common. Whether we came to the United States voluntarily or involuntarily, we all choose to live here now. And more people want to live here than anywhere else in the world.

Work based learning Essay Example | Topics and Well Written Essays - 2000 words

Work based learning - Essay Example The sales function would include the buying and selling of derivatives and other financial products in bulk or minimal quantity (HSBC, 2013h).Proprietary trading like hedging and other financial exposure would be required for specific industries (ICICI Direct, 2013b).Equity research divisions would require the analyst to analyze the investment market trends and then make research reports. This report will help in active trading and providing credit, fixed income, macroeconomic and quantitative research. This internship report will constitute details about investment banking operations worldwide and the research conducted by myself about the present investment market scenario. A research was conducted to understand the importance of the financial instruments and the buying and selling procedure of the financial instruments in the Shanghai financial market. The internship project will be introduced with my work based learning experience in HSBC Investment Direct (Sales department). Fin ally the study would conclude with the outcome learned by me from the work based learning experience in HSBC Direct Investment. Hong Kong Shanghai Banking Corporation Ltd (HSBC) is one of the most renowned British banking corporations headquartered in London (HSBC, 2013a). The financial corporation is regarded as one of the leading banking corporations, which were established in the year 1865 and the first branch was opened in the year 1991. Presently, the company has around 7200 offices located worldwide in 86 countries and a customer base of 89 million. The company offers finance and insurance, consumer, corporate, investment banking, investment mortgage and credit card. The company owns 45 equity brokerage houses which is listed in the stock exchanges and has more than 394 broking firms. The banking corporation owns more than 9000 brokers and 80 percent of the annual turnover is generated

I am Sam by New Line Cinema Assignment Example | Topics and Well Written Essays - 750 words

I am Sam by New Line Cinema - Assignment Example This was reinforced at the end of the film whereby Rita was taught how to reconcile with her own personal issues with the most unlikely person which is Sam. The scene became more pronounced because Rita is also the least likely person to be needing help from the most unlikely person of Sam. Rita is a high power attorney who only took the case of Sam pro bono and through a wager. As the case unfolded, however, Sam infused some humanity in her with his struggle for his parental rights with his daughter Lucy. Through Sam’s vulnerability, Rita realized that one needs to open up and accept one’s weakness and others to be able to love. The characters of Sam and Rita seemed to be a paradox at the onset because almost all of their characteristics seemed to contradict each other – Sam as a retard, Rita as smart high caliber attorney, Sam as vulnerable to the events around him that he even has to fight for the custody of his child while Rita is in control of everything. Above all, Rita was unfeeling and cold who was used to the fast-paced corporate life while Sam’s life revolved around his daughter Lucy taking her to pa rks and doing all he could to love her despite his mental state. Yet in the end, their characters reconciled with each character complementing the other with Sam teaching Rita that vulnerability is sometimes necessary for us to accept and be accepted by people. This led her to reconcile her relationship with her son and leave his philandering partner once and for all. While it seemed that it is Sam who would need Rita more with his legal woes, it was Rita who benefited more from her unlikely relationship with Sam. This is the relational dialectics in the film where to unlikely characters reconciled in the end. The drama of the movie hinges on relational conflicts where personal relationships are contradictory or opposed in nature. This was evident as previously discussed  with the unlikely partnering of a high power smart attorney in the person of Rita with a mentally degraded character of Sam who even struggles to keep his daughter.

Effective Crisis Communication Research Paper Example | Topics and Well Written Essays - 4500 words

Effective Crisis Communication - Research Paper Example More over, the paper discusses each step of crisis management plan in detail and how to best implement it. Another important factor emphasized in this paper of crisis management, which is often sidelined, is the image of the organization managing the crisis. Restoration of physical, properties and economical losses are possible, whereas restoration of damaged image of the organization is never possible. This paper studies the disaster sustained in Hurricane Irene in 2011 in terms of economic loss and loss of lives. The role of crisis communication that permeates each and every step of crisis management is explored. It is found that action is the best understandable and adorable language of crisis communication, wherein the stakeholders and victims play crucial role in evolving best salvation. Crises are for all and for ever. No community and no organization, public or private are immune from crises. (R. Ulmer et al, 2011). When effective communication modalities are adhered to during crises, the outlook on crises gets completely changed. Crises act as provider of opportunities with the potential to leave the organization stronger in some ways or other than it was before.(p.4). Developing a framework for performance indicators to measure and improve crisis communication preparedness is the need of the hour. Sensing the prodromes is not given its due weight age paving way to havoc via crises. The size and intensity of warning symptoms in many crises are in fact negligibly small. But the nature of those symptoms read the ill-fate to emerge. In an atmosphere of apparently strong administrational activities these tiny warning symptoms usually get submerged or unheard by the top brass. Paucity of frameworks, which ensure diligent monitoring of the performance indicators, is th e current plight in every organization. (Palttala P, 2012). Leveraging the knowledge of human performance technology (Hutchins H.M. et al, 2008) is to be widely established, since