Crucible As A Hero Essays - Salem Witch Trials, The Crucible

Crucible As A Hero A tragedy should bring fear and pity to the reader. A man in this tragedy not should be exceptionally righteous, but his faults should come about because of a certain irreversible error on his part. This man should find a bad or fatal ending to add to the tragedy of the story, for this man in the tragic hero. The protagonist John Proctor portrays a tragic hero in The Crucible; his hamartia of adultery causes great internal struggles, he displays hubris by challenging authority, and he encounters catastrophe through recognition and reversal. John Proctor's decision to betray his wife causes internal struggles and ultimately leads to his catastrophe at the end of the drama. Hamartia is the primary error of the tragic hero which provokes part of his misfortune. Proctor's serious mistake of adultery delivers problems with Abigail Williams and indirectly causes his jailing. Abigail is a grown young woman, and yet she is an orphan who mistakes John Proctor's sex for true love. When Proctor tells Abigail that the relationship can no longer continue, the girl becomes angry and sorrowful (1098). In order to prove Abigail's sinfulness and to discredit her in front of the court, Proctor proclaims that he had an affair with this evil child. The outraged court officials summon Elizabeth Proctor to find the truth. When asked about her husband, Elizabeth's soul is twisted, for reporting the truth could destroy her husband's reputation, but lying means breaking her solemn oath to God. Because she is selfless, Elizabeth chooses to lie and save her husband, but perhaps condemn herself to hell for such a sin. This scene indicates dramatic irony, for Proctor knows that which Elizabeth is not aware of, and this is that he has already "confessed it" (1148). The court jails Proctor; Elizabeth Proctor's selfless act backfires. Proctor's hamartia of adultery indirectly causes his jailing and gives him the reputation of a liar. The court views his real truth as a lie and believes he defies authority. Although John Proctor does not truly defy authority in this scene of the play, for he tells the truth and his wife lies, he challenges control in many other instances. John Proctor exposes hubris through his hate of Reverend Parris. Hubris is placing ones self equal to authority or to God, and it is a necessary trait of the tragic hero. John Proctor proclaims that he does not go to Church, an act the court and townspeople view as a revolt on the supremacy of God, because the Reverend Parris is corrupt. Parris is greedy and cares more about the sake of his reputation that the health of his own daughter. Proctor resents the Church because Parris runs it. In the eyes of officials, this casual negligence of God turns Proctor into an unchristian, sinful rebel. Though Proctor's reasons for disregarding the Church are quite reasonable, people do not accept them in this time of devils and evil. The tragic hero not only places himself as an equal of God, but as an equal of court authority as well. John Proctor insults the court by tearing up a search warrant, and officials later accuse him of trying to overthrow the court because of his controversial evidence against Abigail and the girls. When Herrick and Cheever appear at the Proctor home to capture and take away Elizabeth Proctor for witchcraft, Proctor vigorously protests, for he knows that Abigail Williams created a scheme in order to get rid of his wife. John Proctor does not tolerate this; because he is a tragic hero, he does not allow another soul to suffer for his mistake. As a challenge to court authority, he tears up the search warrant (1127). This act escalates the war between Proctor and the court. Proctor will go to the extreme, even if it means punishment by death, in order to save his wife. Proctor delivers to the court his statement that Abigail and the other girls are frauds. He has no desire to bring forth this information because he knows it will simply anger Abigail and most likely ruin him because of Abigail's power. His statement is necessary, though, to the salvation of his wife. When Danforth hears John Proctor's shocking revelation that the girls are frauds, he is outraged and so dismisses this evidence as an attempt to overthrow the court (1134). Danforth feels he must choose Abigail's argument over that of Proctor's, for otherwise the townspeople might view Danforth as a murderer because of his orders to execute those people

Insecure Writers, Heres Your Support Group

Insecure Writers, Heres Your Support Group Insecure Writers, Here's Your Support Group! - An Interview with Alex J. Cavanaugh Author communities, groups, forums, alliances and collectives are developing and proliferating at enormous speed as writers seem to be both excited by the new publishing world and worried it’s gotten too big and competitive to navigate on their own.Some groups focus on the writing, and have their members critique and hone each other’s writing skills. Others focus on the publishing options, and particularly the DIY one. Many mix both.When I first heard about the Insecure Writers Support Group, I liked the fact that it was both targeted (it’s for insecure writers) and open to all (mainstream, hybrid, indie). By clearly stating its purpose, IWSG fosters more transparent and open conversations around it.Today, we interview Alex J. Cavanaugh, sci-fi author and founder of IWSG.Hi Alex, great to have you here. Firstly, how did you start the Insecure Writers Group?Thanks, Ricardo! I started it after making a random comment to another author that he needed such a group. T he idea caught fire and in September 2011, we launched the group. Everyone posts the first Wednesday of the month, either about their insecurities, breakthroughs, or triumphs, and then they visit other blogger to encourage them. In September 2013, we launched the IWSG website and the IWSG Facebook group. Last year we joined forces with another Facebook group and formed the IWSG Critique Circle and we put together a book, The Insecure Writer’s Support Group’s Guide to Publishing and Beyond.There is a clichà © that all authors are insecure about their writing, at least in their early years. Do you think there’s any truth behind that?Absolutely! Writing is such a personal and creative thing, and we all have doubts about our abilities. I’ve yet to meet a writer who thought he rocked right out of the box.What’s your ambition for IWSG? You’ve added a lot of resource materials and some conversations are now more focused on tips and tricks for writ ing, marketing and publishing (as is the case in most author communities). Do you want to keep the â€Å"support† as core value in the group, or do you see it branching out?The tips and tricks are all part of the support. We can provide support through those posts and the database we maintain.I want to see this group grow on all fronts – blog participants, followers, and Facebook members. I want the site to become THE database of databases for writers. I’d also like to start a newsletter in the near future. Whatever we can do to connect authors and offer help.Orna Ross has been quoted saying: â€Å"A few years ago, writing was a very solitary profession. Now, I believe it’s one of the most social ones.† Is IWSG a good example of that?One of the best! Many members say IWSG post day is their favorite of the month and they receive so much encouragement – and give it. We’ve brought together so many writers, connecting them as friends, cri tique partners, and doorways to other opportunities.Do you think a lot of fantastic writing has never seen the light of day because writers didn’t get the moral support they needed when they doubted themselves?I’m sure there is some great writing hidden in the drawers of the world. It’s sad when writers don’t get support at home and can’t find connections elsewhere. Yes, you do have to have a thick skin and a strong drive, but everyone needs a boost now and then.Have you ever had to face writer’s block or self-doubt, and how did you overcome those?I’ve not really faced writer’s block. By the time I begin writing, I’ve had months to plan and form a detailed outline. Self-doubt has come with each new book I’ve written. Will my publisher accept it? Will fans like it? Will new fans find it? Between my fan base, friends, and the IWSG, everyone has pushed me through those doubts.I like the image of the lighthouse. Itâ⠂¬â„¢s one we’ve been using at Reedsy too. I feel like the waters of self-publishing are very unsure at the moment, almost impossible to navigate without first going through a very painful learning curve. What problems out there would you like to see startups like us try to address?I think letting writers know the process and the steps from writing to publication would give them an idea of what to expect. Just being able to connect with those who can help them is a big bonus with your site.One of our coming posts will be on author bundles. Do you think, like Mark Coker, that 2015 will be the year of collaboration between indie authors?I think it’s already happening. I know many self-published authors who have gotten together and created bundles. It’s a great way to gain more exposure.One of the things I’d really like to see, also, is more collaboration between indies, hybrids and mainstreams. Do you see something like this happening anytime soon, and what form could it take?I’d like to see that as well. The IWSG book was a collaboration, as we had a mixture of all three types of authors. I think the main thing would be working together and helping one another, and that could involve a lot of things – books, websites, tours, etc. After all, no matter the path, we’re all authors.Thanks again for the opportunity, Ricardo!You can follow Alex J. Cavanaugh, Reedsy, and myself on Twitter: @AlexJCavanaugh, @reedsyhq  and @RicardoFayetWhat do you personally think of the proliferation of communities, groups and alliances? Has being an author become one of the most social professions? Do you think insecure writers can benefit from a â€Å"support group†? Do join the conversation in the comments below!

Business in the United Kingdom Essay Example | Topics and Well Written Essays - 1000 words

Business in the United Kingdom - Essay Example Development of a country is the outcome of the efforts of firms in order to generate new as well as improvised products, thereby, prefacing more efficacious productive procedures and implement the organizational and managerial transformations and design methods. A discourse of the different sources of development with bringing in to use the newest accessible quantitative statistics for the United Kingdom which make it clear that a firm's investment in the development activities is much extensive than their endeavors in the Research and Development or R & D on its own which has conventionally been centralized of much of the economic texts for quite a varied reasons (Bulli: 5). Mort noticed that the Central Government is the prime collector of statistics in the United Kingdom for the main economic and business growth (Mort, 2003: 123). In the United Kingdom, business is structured in a way that most of the activities occur within the private division with judgments and decisions being made in the market, for the reason that the private sector business are owned by individual proprietors as well as shareholders who look forward to make profits and attain objectives (Report, 2005). The businesses here possess a top down hierarchical anatomy with many sheaths within them and a descending flow of interaction. However, as per McTavish's views, although the privately owned businesses could be brought in to use as implements of the public policy, they were quite different from the other associated parts of the public sector with superior gradations of functional sovereignty (McTavish, 2005: 5). Regardless of the Research and Development delineating only a small number of firms' investment in development activities, nevertheless, it is still considered to be a significant pointer of UK's development performance. Moreover, the performance of UK seems to be in line with other developed economies for the reason that it efficaciously takes the industrial sector work into account. 2. Harmonizing Investments in Development According to Gee, for the companies to arrange accounts in accordance with the UK national norms stay subject to the requirement of the Companies Act which provides a true and genuine view which seeks conformity with the UK accounting standards (Gee, 2006: 13). The development performance activities in a firm are reliant on the ability to assemble knowledge, ideologies as well as market cognizance in to new and improvised goods and services which are associated with the personalized ingenuity, business know-how and innovation administration (Bulli: 7). An absolute analysis for the United Kingdom in comparison to other major economies of the world states that the UK has been lacking large firms, which prove to be the main-stream performers of the business in R & D

Warehousing and Inventory Management Essay Example | Topics and Well Written Essays - 3000 words

Warehousing and Inventory Management - Essay Example In order to achieve these competencies we are discussing the various aspects of warehouse space utilization and layout plans. There are several plans of layout, which has been discussed, and each has its own advantages and drawbacks. If the warehouses are used efficiently and effectively, it improves the effectiveness of whole supply chain. As we know that we are moving through communication revolution, better use of information and communication technology improves the warehouse operations management. While discussing the case study of Seven-Eleven Japan we observed that how use of information and communication technologies have improved the warehousing operations of the organization as a whole and have the potential to proved benefit to the customers. Through use of information and communication technology, objectives of the warehouse manager to provide goods and services to its customers timely and efficiently will be fulfilled. We had also evaluated the traditional and modern inv entory management practices and found that modern practices like JIT have outnumbered the traditional inventory management systems like re-order or economic order quantity on various parameters. Storage is the 1. Warehouse space and layout: Storage is the physical hording of inventories awaiting transport to customers. The current emphasis is on the movement of inventories. According to Layson (2000), there are a number of important issues to be considered: Acknowledgement that reducing ware housing and storage costs is essential; Automated stores and computerized system make it possible to better manage these facilities; Trade-off between higher customer service levels, low inventory and low operating costs need to be balanced; Changes in business practices through the implementation of just-in-time (JIT) and Kanban concepts; Better logistics systems; Time-compression, reducing time consumed in business processes, Elimination of non-value-added time. In the process of warehouse layouts and space, organizations primarily focus on The space required and cost for each category of stock, Whether to centralize or decentralize the stores Physical characteristics of the stores at each location e.g. size, weight, shape, perishable, hazardous Flows of material and handling equipment required Goods received into store, quantities, volumes, frequencies, packing, delivery vehicles, handling requirements, documentation and inspection Foods outwards-quantities, volumes, frequencies packing, delivery vehicles, handling requirements, documenting & packaging; Inventory policies e.g. JIT buffer sticks, stock pilling Security, safety, administrative system, and personnel. To fulfill these above-mentioned conditions, warehouse space and layout planning must have following objectives in mind: Utilizing space efficiently within the building cube Create rapid and easy access to stock and stock movements Achieve efficient and balanced traffic flows Mechanized and automated stores operations

TRANSACTIONAL LEADERSHIP STYLE ANALYSIS

TRANSACTIONAL LEADERSHIP STYLE ANALYSIS Management is doing things right; leadership is doing the right thing Peter F. Drucker A leader is a person who guides others toward a common goal, showing the way by example, and creating an environment in which other team members feel actively involved in the entire process. Leadership remains a very important factor to successful organizations. Ensuring that effective leaders are selected, trained and developed is of significance importance to todays organizations. Three major types of organizational leaderships have been presented throughout the years; transactional leadership, transformational leadership, and charismatic leadership. Each type of leadership contains a certain number of attributes which distinguishes it from the others, however many theories converge into the position that each type can be used separately or in conjunction with the others. In transformational leadership the leaders motivate their followers to perform beyond expectations by fostering a climate of trust and by creating and representing an inspiring vision of the future. In charismatic leadership, leaders differ from others by their ability to foster an impression that they and their mission are extraordinary. As such, individuals choose to follow such leaders in management settings not only because of formal authority but out of perceptions of extraordinariness. However in some extent transformational and charismatic leadership are similar and compatible. On the other hand transactional leadership is complementary to the other two types of leadership and is based on an exchange process in which the leader provides rewards in return for the followers effort and performance. In this paper we are going to define what transactional leadership is and then we are going to present the attributed behaviours that transactional leaders have and how these behaviours affect the organizational identification, the organizational commitment, trust and organizational citizenship behaviours of the followers. TRANSACTIONAL LEADERSHIP: All research and studies that have been conducted throughout the years about transactional leadership have accepted the definition given by Bass (1985) that transactional leaders clarify for their followers the followers responsibilities, the expectations the leaders have, the tasks that must be accomplished and the benefits to the self-interests of the followers for compliance. Transactional leaders usually operate within the boundaries of the existing system, emphasize process rather than substance as means of control and are effective in stable and predictable environments. The primary factors of transactional leadership model include contingent reward, management-by-exception and laissez-faire. The leaders, who engage in transactional behaviours, focus mainly on low order construct such as broad performance goals due to the absence of experience which is required in order to focus on higher level organizational visions. In cases when the leaders confront these kinds of situations, they engage in strategic processes so as to find a novel way to encourage their subordinates to work towards that vision. However, in most cases they emphasize on specific goals and performance outcomes such as increase in team productivity and establishment of effective working relationships within the groups. Additionally, transactional leaders expect their followers to have attributes such as commitment to goals, expectancy of goal attainment, expectancy of rewards and need for role clarity. In order to achieve the highest subordinate performance, these leaders use rewards and punishments as tools. For a given performance failure, transactional leaders are likely to make an attribution to lack of goals or lack of expectations of a reward from the side of the follower and therefore they respond with goal setting, instruction and training, work assignment and reward or punishment. Finally, transactional leaders focus on environmental conditions in which they are able to interact with the followers to increase motivation through goal setting, increase action-to-action and outcome-to-outcome expectancies, and influence follower skills and abilities through training. Such conditions may include increasing resources, technology, social support and equipment. However, it is very important to determine whether all the above attributes that transactional leaders possess are adequate enough to affect the followers and increase their performance. EVALUATION OF TRANSACTIONAL LEADERSHIP: There are two ways for an employee to determine if he/she has been treated fairly in his/her job; distributive justice which is related to the fairness of the outcome an employee receives and procedural justice which is related to the fairness of the procedures used to determine those outcomes. Transactional leaders are more likely to motivate and persuade the employees who are concerned about the fairness of the outcome because their relationship with their leaders is based on the rewards they receive in exchange for their efforts. Since one of the main attributes of the transactional leader is to make rewards contingent on performance and specify the outcomes that the individual can expect in exchange for good performance, job satisfaction will be increased when these conditions will be satisfied. On the other hand in environments where procedural justice is the main way to determine the fairness of treatment to subordinates, the leader-employee relationship is outside the economic contract. In that case interpersonally fair treatment is very crucial. However, as we mentioned earlier transactional leaders are based on the exchange procedures to motivate their employees and less on interpersonal relationships. Therefore, in these cases transactional leadership might have no positive effect on job satisfaction. Additionally, transactional leadership directly affects the organizational commitment of the employees. Despite the fact that emotional attachment is the major characteristic of organizational commitment many subordinates consider organizational commitment an important instrument to obtain rewards and recognition. Therefore, leaders who use economic exchanges to appraise good performance are more likely to increase the commitment of their employees. On the other hand transactional leadership does not affect the relationship of trust between the leader and the subordinates. As we mentioned transactional leaders emphasize on specific goals and performance outcomes by requesting from their employees commitment to goals and expectancy of goal attainment. The feedback that they provide to their subordinates for their performance is either a reward or a punishment. This kind of interaction does not affect the feeling of trust from the side of the employees. This can be enhanced by the fact that transactional leaders focus on low order constructs such as broad performance goals and not on organizational visions which require the trust of the subordinates to successfully achieve these visions. Finally, under certain conditions transactional leadership can play an important role in the organizational identification which affects the effectiveness of the company, increases the organizational citizenship behaviours and reduces turnover. As organizational identification we define the perception of belongingness to an organization, of which the person is a member. Since transactional leaders provide the employees with useful information about their roles in the organization and about what is expected of them in their work, they help them to understand what the organization stands for and what it is like to be a typical member of it. However, the effectiveness of this type of leadership will also depend on the subordinates identity level. In cases where the employees are characterized by individual identities, transactional exchanges such as performance evaluations through rewards and punishments will overemphasize the individual contributions against the organizational goals an d therefore will not increase the organizational identification. Therefore, transactional leadership will only have an effect on employees who think and behave in ways that emphasize collaboration with the others. Additionally, despite the fact that transactional leaders provide clarity, direction and sense of security to their employees they are not able to convince employees who experience feelings of stress and anxiety to establish a strong connection with the organizational collective. This can be explained by the fact that transactional leaders do not use inspiration and mentoring to heighten the followers sense of belongingness. IMPLEMENTATION OF TRANSACTIONAL LEADERSHIP IN THE ORGANIZATIONS: According to the previous paragraphs, transactional leadership is the type of leadership in which the leaders emphasize in the clarification of roles and task requirements and provide followers with material or psychological rewards contingent on the fulfilment of contractual obligations. In order for the managers to apply this type of leadership in their organizations first they must discuss with their followers what is required and clarify how these outcomes are to be achieved and the reward they will receive in exchange for their satisfactory effort and performance. This can be done by clearly defining the job descriptions of each employee, and the rules regarding work duties and then by using performance appraisals. Therefore, when the leader assigns work to its employee, it is the responsibility of the employee to see that the assigned task is finished on time. If the assigned task is not completed on time or does not have the optimum result then the manager will have the right to punish his/her employee for the failure. But if they accomplish the task in time then the followers will receive the rewards for successfully completing the task. Furthermore, the managers must provide rewards in cases where the followers exceed the requested expectations. Through this policy the transactional leader can increase the job satisfaction and the expected performance of his/her employees. PERSONAL OPINION: As concerns my view I believe that transactional leadership can be potentially applicable and effective only in certain organizational situations. The conditions which favour the emergence of transactional leadership are characterized by stability. In stable predictable environments, organizations tend to be strictly controlled and formalized. Such organizations favour the elaboration of certain rules and regulations and determine specified performance measurement systems and hierarchical distribution. In these environments transactional leaders can emerge and become effective by emphasizing on specific goals, processes and performance outcomes. However, there are conditions that require a leader with characteristics more than those of the transactional leader. In cases when tasks are not analyzable, standard operating procedures are not helpful, and progress cannot be easily measured, employees are likely to be frustrated and discouraged, and transactional leadership might not be applicable. The only way for a leader to motivate its members under such conditions is to infuse their tasks with an ideological meaning and purpose. Additionally, as mentioned in the previous paragraphs transactional leaders do not focus on organizational visions but they stick on the accomplishment of specific goals. Therefore, in situations where the conditions dynamically change it is likely to be difficult for them to provide a feasible solution. For example in cases of crisis where performance goals cannot be easily specified and where leaders cannot link rewards to individual performance, employees tend to follow the person who has a vision, and novel ideas. In that case the leader must be able to establish relationships of trust and respect with its employees in order to inspire them and convince them that he/she is capable of providing inspiring strategic and organizational goals for the future. As a conclusion I believe that a leader must combine the characteristics of transactional leadership with the characteristics which are applied in the other two types of leadership; charismatic and transformational. Therefore, he/she must be able to recognize the conditions that emerge in each situation and try to implement the right type of leadership in this situation so as to proceed with the optimal solution.

Application to Clinical Psychology Paper Essay

Introduction ~ Deme Science with all its marvels and wonders continues to press forward making extraordinary breakthroughs. Psychology plays a key role in many of sciences steps forward, each branch of psychology focusing on a specific techniques and theories. In the document the center of attention is surrounding the application of clinical psychology, this branch of psychology is unique as it all realms of an individual’s issue. Specifically speaking, anxiety is the psychological disorder that is under review through the processes of a clinical psychologist, thus concentrating on the biological, psychological and social factors of the disorder. Discussion of what routes of treatment is best for this particular disorder, what outside sources (friends, family , and co-workers) might be involved in the treatment plan, and how would this plan be presented to individual. All of these explorations and others will be answered as we journey into the application of a clinical psychologist such as the ca se of Little Albert. Brief Overview of Little Albert ~ Patricia The case of little Albert was an experiment that was conducted by behaviorist John B. Watson who carried one of the most influential psychology studies out in 1920, which is also known as the Father of Behaviorism. The Little Albert experiment was also conducted by a graduate student Rosalie Rayner, who accompanied John B. Watson during the demonstration, which took place around Little Albert ninth month of growth. During the case of Little Albert, Watson, and Rayner often expose the child to several series of various stimuli to see the reaction of the child. In the experiment, Watson and Rayner would bring out different objects toward Albert to see if he would have any anxiety toward a white rat (Meyer, Chapman, & Weaver, 2009). Although, Watson, and Rayner were both interested in the study of Little Albert, they both were reward a grant to study reflexes, and instinct in  infants. During Watson’s experiment, he exposed Little Albert to white lab rat to see if the child wou ld react to the lab rat in fear. The next time Albert was exposed to the rat, Watson made distressing loud noise while hitting a steal bar with a hammer creating how emotional response could be conditioned or learned. At first response the child seem to become frighten by the loud noise, however, at second response the child began to cry after repeatedly hearing the loud noise (Meyer, Chapman, & Weaver, 2009). While the experiment took place, Little Albert was soon introduced to a white rat combine with a series of other stimuli, which included a rabbit, burning news paper, and a mask. During this process of experimentation, every time Little Albert was shown the white rat pairing with the loud noise, he would begin to cry. The instant the rat was shown to Albert the second or third time, he would began to cry at the sight of the rat alone. Watson wanted to determine if Little Albert would become fearful as a loud sound of the hammer would create a distressing noise near the child that present how classical conditio ning can be use to condition, and emotional response (Meyer, Chapman, & Weaver, 2009). However, Albert fear of the white rat was not the only conditioning, but he was introduce to a wide variety of similar objects as well, such as a white rabbit, Raynor’s furry white coat, and a mask that symbolize Santa’s white beard. Watson had conditioned a fear response in Little Albert during this process to see if the same response of fear would transfer to other objects. During his experiment, Watson discover that Little Albert f ear did in fact extend to other furry animals, and objects, however, before Watson could remove any of signs of phobia, Albert’s mother remove him from the hospital (Meyer, Chapman, & Weaver, 2009). Biological, Psychological, and Social Factors ~ Kimberly According to most research that has been done on the case of Little Albert, it does not seem that there are many biological factors that affect the case. According to Web MD (2012), a mental illness caused by a biological factor includes an abnormal balance of special chemicals in the brain called neurotransmitters. It can also be genetics, brain defects, or even prenatal damage (2012). Little Albert seemed to be normal in that sense to most. However, evidence collected by several researchers say that Little Albert was not a healthy and normal infant as Watson had described (Beck, Fridlund,  Goldie, Irons, 2012). Analysis of the film of little Albert suggests that Little Albert had substantial behavioral and neurological deficits (2012). It was suggested that in these films Little Albert’s unresponsive nature was like that of severely mentally challenged child (2012). So while some may think biological factors played no part, they actually may have. Psychological factors play a huge role in the case of Little Albert. Psychological factors can include psychological trauma suffered as a child, such as emotional, physical or sexual abuse (WebMD, 2012). While Little Albert was not physically or sexually abused, he was in a sense emotionally abused. He was purposely conditioned to be scared of first a noise and then of a rat and the noise. Anytime he saw a rat or anything that resembled a furry object he was scared. He was taken away from the hospital before the conditioning could be reversed. This is something that was a trauma to him and therefore the reason why psychological factors play a huge role in his case. Social factors also played a role in the case of Little Albert. The main social factor that sticks out in this case is that of family. Little Albert’s mother allowed him to be in the hospital and have these experiments to take place. With that being said, she is at fault for Little Albert having the phobia that he did. His mother also took him from the hospital before there was any chance to remove the phobia (Meyer, 2009). Intervention of Little Albert~ Jeffery Since there is no evidence of any biological factors that were evident in the case of Little Albert, then there is no way to implement any biological interventions for him. But we can see that psychological factors played a significant role in his anxiety and as such Cognitive –Behavioral Treatment could be effective in helping him overcome his disorder. Cognitive behavioral therapy (CBT) of various Anxiety disorders is based on the presumption that the disorder is a result of constant perceptions that there is a need to be afraid of a particular object or item, which then results in the an increase in maladaptive and habitual interactions among cognitive, behavioral, and physiological response systems. Maladaptive cognitive  responses include a pre-attentive bias to threat cues (Mathews, 1990), negatively valenced images and worrisome thinking (Borkovec & Inz, 1990), and cognitive avoidance of some aspects of anxious experience (Borkovec, Shadick, & Hopkins, 1991). Maladapt ive behavioral responses include subtle behavioral avoidance (Butler, Fennel, Robson, & Gelder, 1991) and slowed decision-making (Metzger et al., 1990). In the case of Little Albert he was definitely conditioned to be afraid of rats and certain noises which then led to fear and anxiety over anything that reminded of these objects. In treating a person for anxiety the therapist would build a relationship with the patient thus instilling trust and alleviating a certain amount of fear and anxiety at the beginning. As this trust increases the therapist would teach the patient to the idea of self awareness, where the client begins to recognize subtle changes in their anxiety levels and recognize what is triggering this anxiety. Such things as poor thinking, external cues, physiological activity, and then as they recognize these cues implement newly learned intervention techniques to help lower their anxiety levels. This form of treatment then focuses on both the psychological and social factors that the individual must learn to deal with. Since it was the mother that was responsible for these tests being done on Little Albert and then pul ling him out of treatment before any therapy to correct the anxiety was able to be performed, Family Systems intervention could also be beneficial to helping them deal with his anxieties. This systems intervention approach is different than other approaches in that it includes the family unit in the counseling and treatment sessions. So in a case such as little Albert, both he and his mother would be in the treatment program. This treatment then helps the individual understand how their disorder is impacting others and helps the family understand what trigger points are and how to recognize them so they can help their loved overcome the disorder. As these sessions continue the past is explored as to what may be the cause of their anxiety and how they have impacted each section of the family and how each family can contribute to helping overcome the disorder. In the case of Little Albert the Therapist would help them to focus on the psychological causes and the social causes of this disorder and to learn new thought processes and support systems to correct his way of thinking. Conclusion ~Deme In closing, our case study â€Å"Little Albert† who had been subjected to classical conditioning using a stimulus to promote a certain behavior – fear and anxiety. In the practice of clinical psychology is imperative to get all parties involved for successful treatment. The approach of intervention is sensitive and clinical psychologist makes every effort to move forward with hopes of the case study not relapsing. In the case of treating Little Albert and the treatment for his fears and anxiety through the application of clinical psychology, however, no real conclusion for this case study was ever provided; therefore, we can only suggest the steps of the clinical psychologist according to the specific structure for treating individuals. References: Craske, M.G., Barlow, D.H., & O’Leary, T. (1992). Mastery of your anxiety and worry. Albany, NY: Graywind Publications Incorporated. Fridlund, A.J., Beck, H.P., Goldie, W.D, & Irons, G. (2012, January23). LITTLE ALBERT: A Neurologically Impaired Child. History of Psychology. Advanced online publication. doi:10.1037/a0026720 Goldfried, M.R. & Davison, G.C. (1969). Clinical behavior therapy. New York: Holt, Rinehart, and Winston Inc. Meyer, R. G., Chapman, L. K., & Weaver, C. M. (2009). Case studies in abnormal behavior (8thed.). Boston, MA: Pearson Education/Allyn & Bacon. WebMD. (2012). Retrieved from http://www.webmd.com/anxiety-panic/mental-health- causes-mental-illness

Computers and Ethics in the Workplace Essay

This paper discusses issues with ethics that have derived in the workplace as a result of the use of business computers. The definition of computer ethics is simple; they are a set of moral principles that intend to help with the regulation of the use of computers. Some common problems with computer ethics consist of privacy concerns, intellectual property rights, and the way computers have an effect on people. In other words, computer ethics refers to the ways people take ethical traditions and test, stretch, apply, negotiate and break in the realm of computer technology. As technology continues to evolve, there are a great deal of ethical issues and principles of behavior concerning privacy and accurateness for managerial leaders to deal with. In finding the issues of ethics that the Technology Age has brought to the workplace, organizations must be hands-on when it is time to highlight ethical use of technology by employees. Making sure that employees are knowledgeable on the proper policies the organization has on computer ethics. Promoting good computer ethics is a great way for companies to keep morale high and unnecessary issues from arising in the workplace. Introduction As technology like computers progresses, they will continue to contain a larger impact on people in today’s society. For that reason, computer ethics supports the how some debate on just how much influence computers need to have in human communication. With computers evolving constantly, ethical standards will continue to be constructed by computer ethics and will always have newer concerns that come from recent technology. With the new changes in technology like computers, more supervisors are coping with having to manager employees for proper use of company computers; they have to stay informed of all new ethical problems and the laws that were created to enforce ethics with workers. These are problematic areas, particularly with the arrival of the World Wide Web. To date, there have been problems with employees using company computers for purposes other than work. This subject has become more of a problem in today’s society and has been addressed by employers through monitoring computer usage, creating ritten policies, and enforcing other tactics to teach and inflict the ethics of computer use to employees at all levels. This paper topic was inspired through my own experience of an employer who felt that productivity was lower than past years, due to employees who utilized the Internet for reasons other than work. Today, we have monitored email and they are able to tell what Internet sites we visit daily and the duration of the time we are on that site. I must say as an employee, I felt violated for not being able to utilize the Internet throughout the day, as I am someone who still gets my work done each day no matter what. But I can see their reasoning behind and cannot blame them for keeping an eye out. Current Situation Ethics is a set of truthful principles that oversee the actions of people. As a result, computer ethics goes hand in hand with ethics with the intention to control how employees use computers. Often times, frequent issues with computer ethics consist of privacy concerns, intellectual property rights, and the way computers have an effect on people. In other words, computer ethics refers to the ways people take ethical traditions and test, stretch, apply, negotiate and break in the realm of computer technology. A current study shows how computers are making a heavy affect on ethics at work. One study said that almost half of the people they polled said they have participated in some kind of unethical act that relates to computers at work in the last 12 months. Another study found that one out of six working people believes conventional thoughts of moral and immoral have been superseded by new technologies (Websense and Saratoga Institute). These days, its almost impossible for one to keep up with how fast technology advances and has a significant influence on how we do business these days. Corporations, management and employees have to be able to keep up with the changing times in order to be competitive in their profession. The Internet creates an interesting predicament, with many employees utilizing it at work on a daily. The main concern is whether communication and information by way of the Internet should be monitored; this concerns both business and personal communications at work. This issue of employees and the Internet at work is a concern of many employers and managers, because in most cases it affects productivity