Ivan Pavlov Essay

1. Behavioral approaches are used predominantly for treating children and adults with autism. Behavioral therapies include specific approaches to help individuals acquire or change behaviors. Behavioral therapies can be divided into three general approaches: operant conditioning, respondent or classical (Pavlovian) conditioning, and cognitive approaches. In treating children with autism, operant conditioning approaches are typically used. Ivan Pavlov performed experiments which involved training dogs to associate a tone with a food-reward. Initially, the subject shows weak or no response to a conditioned stimulus (CS, tone), but a measurable unconditioned response (UR, saliva production) to unconditioned stimulus (US, food). However, after repeatedly using the tone (CS), with the food (US), the subject forms and association between the two and shows conditioned response (CR, saliva production) to the tone (CS) alone.   This is opposed in principle to operant conditioning, where producing a CR (any task output) controls getting US (food). 2. B.F.Skinner’s work was influenced by Pavlov’s experiments. He took the notion of conditioned reflexes developed by Ivan Pavlov and applied it to the study of behavior, by experimenting with pigeons, rats and later his own infant daughter to develop his theories of operant conditioning. The concept though interesting, raises a lot of uncomfortable questions on ethical treatment of fellow living beings. 3. The observations made in the question, prove the fundamental thought behind Skinner’s experiments, that peoples’ response could be controlled, and also raises the valid point of the extent of control. In contrast the Pavlovian theory was about conditioning the ‘reflexes’ in response to stimuli. Skinner initially followed this theory before his data made him suspect that he had found a process of conditioning that was very different from Pavlov’s

How Frequent Organisational Changes Affect Employees Essay

Today’s business world is constantly evolving. To keep up with the rapidly shifting environment, companies introduce process changes frequently within their organization to improve performance, and outdo their competition. In this memo, the pros and cons of frequent organizational changes are first investigated. By going through the effectiveness of adopting specific activities and leadership style in communicating changes, we seek to understand employees’ reaction to frequent process changes, and how it affects their work performance and attitude towards the organization. This will allow us to understand if employees learn and get better at change, or does change does irreparable damages. Pros and cons of frequent organizational changes When frequent changes are introduced, employees will grow to be accustomed to changes and eventually view it as a company culture. Therefore, whenever there is a change to be implemented, employees will be less resistance to change and accept the change. Employees will learn that changes are meant to improve their work productivity and effectiveness. Using the example of job rotation (Friedrich and Kabst, 1998) between various departments, employees will get accustomed to learning new skills which aim to increase work productivity and effectiveness. When employees are multi-skilled, job satisfaction and productivity increases and they also better understand how their work affects other employees. Employees would also feel that with more skills and knowledge, they are valuable to the company and this gives them a sense of job security. Once employees accept frequent changes, they are able to learn and use past experience of change to help them cope with stress each time new change is implemented. They can better understand change is necessary and how the change can help them perform better with confidence and increase job satisfaction. One of the frequent changes organization adopts is due to globalization. Introduction of strategy, structure and processes enable employees to become better in managing effects of globalization. In such instances, employees become adaptable and better in managing the effect of globalization. Established frequent changes will also encourage change leaders to constantly look for new ways to communicate and implement changes to employees. They can use employee participation, reward management, training and development and motivation which will help to assist employees learn and get better at change. The above positive effects are expected when employees accept changes, learn from and get better with changes. But in reality, employees are by nature resistant to change, and feel primarily stressful when changes are implemented. If employees are unable to accept change and adapt, stress increases and directly impacts their work performance, mental and physical health, and attitude towards the organization (Poole and Van de Ven, 2004), leading to irreparable damages. Employees mostly fear that if they are unable to adapt, they may lose their job. This increases stress levels and directly lead to poor work performance by the employees and lowers productivity level for the organization. Using the example of process change, such as automation through the use of machinery, organization aims to improve productivity, maintain or improve quality standard, and reduce costs. However, older employees of the organization will be resistance to use the machines and they fear that they would not be able to learn how to operate them. They would feel compelled to learn and usually take more time to learn, leading to poor work performance and lower productivity level. In the event that the older employees lose their job, previous tacit knowledge and work experience within the retrenched employees may be lost and this represents irreparable damage to the company. Stress can also lead to health problems such as hypertension and anxiety. When employees seek frequent medical attention, both short and long periods of absences away from work will further impact the organizations daily operation, resulting in poor work performance and attendance for the employees and decreasing productivity for the organizations. Organizations will not be able to recover the lost time and potential profits lost due to low productivity; these are irreparable damages to the company. In the absence where organization fail to adopt specific steps as per suggested by (Kotter, 2007), employees become less trusting and show less commitment to the company. Employee dissatisfaction would accumulate with frequent process changes being enforced onto them, resulting in lower morale and commitment towards the organization. These employees are likely to leave the company when there are better job opportunities. Organizations must than accept when large number of employees leaves, productivity level will decreases resulting in loss of income and potential profits. Organizational will also take longer time to hire and train new employees. Time lost and cost spent to rehire are irreparable damages to the organization. It can be seen that frequent process changes aims to improve a company. But the end effect is mixed. It depends on employees’ perspective to the change, and their ability to adapt. The main crux lies in how the management implements changes, and communicates to the needs of every employee. Effective Activities and leadership style For employees to learn from and get better at change and experience the benefits we discussed above, the change leader should adopt specific effective activities at the right time to effectively implement change (Kotter, 2007). There are five steps that leaders can consider (Waddell, Cummings & Worley): Motivating Change; creating a vision; developing political support; managing the transition and sustaining the momentum. Firstly, change leader should convince employees that frequent change is necessary through motivation. They can do so by creating a sense of urgency, showing employees how frequent change is a preventive measure rather than a salvation solution when they experience deep levels of hurt. Employees are also less resistance to change when they are motivated by the benefits of change. Secondly, change leaders should create a simple and concise vision to enable employees to visualize the desired outcomes through proper plans and processes. Thirdly, change leader should aim to balance the power among the various departments as it is an instinct for various departments to protect their self-interest and compete with one another for resources and influences Fourthly, change leader should facilitate a smooth transition from the organization’s current state to the desired state through activity planning, commitment planning and management structures. Change leader should have a specific activity plan that has clear instructions, action and timeline. Change leader must be committed to see the transition complete successfully. Lastly, once the changes are in progress, change leaders continue to provide the necessary resources for change. He should also have a support system for his employees in place when they face difficulties during the change. A reward system can be implemented for employees when they have successfully performed the changes that led to the desired outcomes. The reward system will encourage the employees to continue the change. Besides adopting the above five steps, a change leader should display a democratic and participative leadership instead of an autocratic leadership (Lewin, 1967), this will reduce the irreparable damages discuss above and ensure that employees learn from and get better at change. Conclusion In conclusion, employees are by nature resistant to organizational process changes but will eventually grow to be accustomed to changes and view it as a company culture. However, it is recommended that change leaders adopt a democratic leadership together with specific effective activities to effectively communicate frequent process changes. This is likely to reduce the irreparable damages and ensure that employees learn from and get better at change. References Cherry, K. Lewin’s Leadership Styles. Retrieved on 19th September 2012, from http://psychology.about.com/od/leadership/a/leadstyles.htm Dahl, M.S. (2010), Organizational Change and Employee Stress. Friedrich, A., and Kabst, R. (1998). Functional Flexibility: Merely Reacting or Acting Strategically? Gilmore,T., Shea,G., &Useem,M. (1997) Sides effects of corporate transformation. The Journal of Applied Behavioral Science. Grunberg, L., Moore, S., Greenberg, E.S, &Sikora, P. (2008).The Changing Workplace and Its Effects: A Longitudinal Examination of Employee Responses at a Large Company.The Journal of Applied Behavioral Science. Kotter, J.P, (2007) Leading Change: Why Transformation Efforts Fail. Harvard Business Review Manns,M.L. &Rising,L. (2010). Strategies for Leading through Times of Change: Fourteen Effective Patterns to Ease an Organization through Change. Graziadio Business Review. McDonald, T.N. (2004). Analysis of worker assignment Policies on Production Line Performance Utilizing a multi-skilled workforce. Pascale, R, Millemann, M., Gioja, L.(1997). Changing the Way We Change. Harvard Business Review. Poole,M.S., & Van de Ven. A.H. (2004) Handbook of organizational change and innovation. Oxford, UK: Oxford University Press. Turner, R. &Sternin, L. (2005).Your Company’s Secret Change Agents. Harvard business Review Waddell, D.M, Cummings, T.G. & Worley, C.G. (3rd Edition).Organisation Development &Change.:CENGAGRE Learning Australia Pty Limited.

The Nigressence Report Example

The Nigressence Report Example The Nigressence Report – Book Report/Review Example Nigrescence Report Nigrescence Report The Nigrescence Theory was put forward by William E. Cross. He used this theory as an explanation of the process by which a person acquires the identity of becoming a black. The theory revolves around the â€Å"process of becoming black.† This is the actual meaning of the word Nigrescence. As the theory suggests there are five stages by which a person acquires the identity as a black. These five stages are: pre-encounter, encounter, immersion, emersion and internalization. These stages happen on a continuous process throughout the lives of people and through this they acquire their identities. The different types of identities the black African Americans are likely to have is highlighted extensively via this theory. The theory was put forward in two stages by William E. Cross who had got his PhD from Princeton University. He had taught at different capacities at Cornell and Penn universities. The first stage was in 1971 through the book, ‘The Negro to Black Conversion Experience.’ This was edited and affirmed in the other book in which the theory was revisited in detail. This book was, ‘Shades of Black : diversity in African-American identity.’ (1991) The theories put forward by Cross in his books form the most authentic and well known theories of Racial identities that exists in the academic world. As the theory explains the five stages of the process of turning into black these also help explain many minor details of the racial identities and the minorities. Also a statistical study scale has been devised which helps analyse the situation in a much compact and efficient way.

Job Seekers Do This Before LinkedIns Next Update

Job Seekers Do This Before LinkedIns Next Update Edited and published with permission from Bridget Weide Brooks. In September 2016, LinkedIn announced a redesign of its desktop (non-app) user interface. The announcement noted, â€Å"This is the largest redesign since LinkedIn’s inception.† The design update is expected to bring the desktop experience closer to what users of the LinkedIn mobile app are used to seeing. In the past, when LinkedIn has refreshed its user interface, it has removed features or moved them to be available to paid subscription accounts only. And with a forthcoming redesign imminent, LinkedIn has already announced that the Notes and Tags feature will only be available to people with Sales Navigator. There might be more changes coming as well that could result in a loss of your data, so I recommend that you back up your LinkedIn profile right now! This exercise will take you 5-10 minutes at most. Below is an official email from LinkedIn regarding the removal of the Notes and Tags features: At LinkedIn, were always looking for ways to simplify and improve your experience helping you be more productive and successful. This sometimes means removing features that arent heavily used by most of our members to invest in others that members tell us offer greater value. As such, were removing the Notes and Tags features on the LinkedIn profile, which allowed you to add notes and tags to your connections, to help manage your professional relationships. We apologize for any inconvenience this may cause you, so please know that you can download this information through March 31, 2017. As an active user of Notes and Tags, you will find similar functionality in LinkedIns Sales Navigator. To see if Sales Navigator is right for you, we are offering you a free three-month trial*, which will allow you to transfer and view your existing notes and tags. LinkedIn Sales Navigator is a product we launched a couple of years ago and is targeted at sales professionals it lets you keep track of your existing relationships, research your network, and find new leads with tailored recommendations. Below youll find instructions on how to download and transfer your data as well as information regarding your free Sales Navigator trial. As always, please feel free to contact us with any questions. LinkedIn There are two things to do: (1) Create a PDF of your profile. This will save the content in your profile only (no photos or graphics). Here’s how: Log into your account and click on â€Å"Edit Profile† under the â€Å"Profile† menu. Next, hover over the arrow to the right of the blue â€Å"View profile as† button and it will show a dropdown menu. Choose â€Å"Save to PDF† and it will immediately save a PDF of your LinkedIn profile to the default download location on your computer. You’ll be able to open the PDF and view your content. (2) Archive your LinkedIn data. This will create spreadsheet files (in .csv format) of your LinkedIn account - your connections, contacts, email inbox, positions, and profile. It will also include a â€Å"Rich Media† folder with images included on your profile. In contrast to the PDF of your LinkedIn profile, the spreadsheet files will allow you to copy and paste your data into your LinkedIn profile, should you ever need to. In addition, if LinkedIn removes sections with the user interface redesign, you will be able to add this information back into your profile. You can find the full listing of what is included in the data archives: https://www.linkedin.com/help/linkedin/answer/50191/accessing-your-account-data?lang=en Here’s how to get your data archive. Note: This feature is only available using the desktop version of LinkedIn, not using the mobile app. Also, because your backup may contain private information, do not download your data using a public computer. Click on your profile photo in the upper right hand corner of your LinkedIn profile. On the drop-down menu, click on the blue â€Å"Manage† button next to â€Å"Privacy Settings.† Once on the â€Å"Privacy Settings† page, scroll down to â€Å"Getting an archive of your data.† Click on that link. That will open a drop-down menu. You will be able to choose whether you want a â€Å"fast file,† which includes selected information from your account or the â€Å"fast file with other data,† which includes account activity and history. Choose the option you want and click the blue â€Å"Request archive† button. I recommend getting the full archive (â€Å"Fast file plus other data). Once you’ve made your choice, you will be prompted to enter your password. Once you’ve done that, click the blue â€Å"Done† button. You will receive confirmation that your request has been received. You’ll receive a notification email with a download link. When you click the download link in your email, you will be taken back to your LinkedIn profile, where you will find a blue â€Å"Download† link. You have 72 hours to download the file. LinkedIn will send a second email when the rest of the data file is ready (within 24 hours). Clicking the â€Å"Download† button will create a zip folder. Once you unzip it, you will see the .csv files with your connections, contacts, inbox, positions, profile, and registration information, plus a folder containing your Rich Media. For your first-level connections, you’ll receive a file that contains First Name, Last Name, Email Address, Current Company, Current Position, and Tags. If you get an error when trying to request your data archive, try it again using a different Internet browser, or try it again later. If you use a premium LinkedIn Sales Navigator account, export your notes and tags to Sales Navigator. It is rumored that the notes and tags feature is going away with the user interface update.Log into your Sales Navigator account. Move your cursor over your photo in the top right corner of the Sales Navigator home page and select â€Å"Settings.† Under â€Å"Import LinkedIn.com,† click â€Å"Import to Sales Navigator† next to â€Å"Notes Tags.† Now that you’ve seen how easy this is to do, make it a habit to export your data - once a quarter is probably sufficient if you don’t add a lot of new connections regularly, or once a month if you do. Save Save Save Save

Porn Joins Pimp

Porn Joins Pimp Porn Joins Pimp Porn Joins Pimp By Maeve Maddox A reader has called my attention to a new use of the word porn: I would like to know, what do you think of the recent use of the word porn to mean anything pleasurable to view (i.e. Earth Porn or Word Porn)? Im interested in hearing your thoughts on this. A Web search showed me that the word porn is indeed being used as if it were an innocuous synonym for beauty (â€Å"Earth Porn†) or wisdom (â€Å"Word Porn†). Here are some of the examples I found: A collection of beautiful landscape photography and animals from all around the globe.- Tag line for a site called â€Å"earthporn.† EarthPorn Volume 1 is an immersive audible and visual experience that explores that landscapes of British Columbia, Canada. Beautiful EarthPorn Will Make You Feel Very, VERY Small- Headline, Huffington Post. EarthPorn: Mother Nature in all of her succulent [sic] beauty- Reddit. My search also showed me a blog devoted to â€Å"inspirational #wordporn quotes.† The quotations are of the kind found at sites like Brainy Quote; nothing pornographic. I found a thread on Yelp called â€Å"word porn.† It’s a forum for comments about words that are often used incorrectly, such pairs as affect/effect. Most repellent of all, I discovered a site called â€Å"FoodPornDaily† that publishes colorful photos of plates of prepared food. Porn is a clipping of the noun pornography, a combination of Greek porne, â€Å"prostitute,† and the element graphia, â€Å"depiction, drawing.† pornography noun: the explicit description or exhibition of sexual subjects or activity in literature, painting, films, etc., in a manner intended to stimulate erotic rather than aesthetic feelings; printed or visual material containing this. It’s a paradox to me that a culture that calls for the abolition of everyday words like blind, fat, and crippled for fear of offending someone who is blind, fat, or crippled feels no compunction whatever in turning words associated with the sexual exploitation and degradation of men, women and children into everyday words. What do I think of the recent use of the word porn to mean â€Å"anything pleasurable to view†? I think it’s an abuse of meaning and the reflection of a callous culture. Related post: When Did Pimp Become A Positive Term? Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:10 Rules for Writing Numbers and Numerals30 Baseball IdiomsSentence Adverbs

Question about how Immanuel Kant defined problems and attempted a Assignment

Question about how Immanuel Kant defined problems and attempted a solutions - Assignment Example What changed the face of philosophy for the first time in history is Kant’s answer to the problems generated by these traditions. To begin with, Kant argued that the old division between posteriori truths and priori truths which were employed in both camps was quite insufficient in describing the metaphysical claims which were under dispute. Also, an analysis of knowledge requires a distinction between analytic and synthetic truths. Analytically, the claim lies within the subject. Considering this claim, "Everybody occupies space," the aspect of occupying space simply explains in an analysis of what it means to be a body. Synthetically, the subject of the claim does not contain any predicate. In the claim, "This tree is 120 feet tall," the concepts are brought together to form a new claim which does not have any of the individual concepts. Kant further argues that Empiricists did not succeed in proving the synthetic priori claims like the fact there is a cause behind every. Their major assumption was that the two resulting categories were exhaustive (Lucien, 100). According to Kant’s arguments a synthetic a priori claim must be true without appealing to experience, without having the predicate within the subject. This is where the empiricists failed as they did not give their justification. Similarly, rationalists made the same

Enter preneuship Essay Example | Topics and Well Written Essays - 1000 words

Enter preneuship - Essay Example The international business scene offers unlimited opportunities for entrepreneurs in generating income and increased revenues. However, such success does not come without a close analysis of the market, as well as the factors that are likely going to contribute to the success of the business at the international markets. Thus, different factors contribute to either the success or failure of businesses operating at an international level. This essay discusses the factors that entrepreneurs should bear in mind whenever trying to establish their operations at the international level. Culture According to Neelankavil (2007), culture of the people is one of the most important factors to consider before establishing a business at the international market. Different countries have different cultures and within these countries, people hold diverse cultural practices and beliefs. Experts argue that since United States is the most developed country globally, assuming that all cultures in the w orld resemble the United States is the worst mistake that a business could make. ... This is however not true as some cultures do not embrace technology at all. Subsequently, whenever deciding on the methods to use in advertising for the products, putting into consideration the level of technology absorption is important. Using technological modes of advertising such as the internet and social media, live adverts and television targeting such people is less likely to have any impact. Further, some communities due to their religious beliefs do not use some products. These could be either processed foods or elements of technology, which they consider unspiritual and unhealthy. An entrepreneur should be aware of such issues in the society before establishing operations in any place. Additionally, observing the traditional cultural events and practices of different communities is equally important for the success of any entrepreneur at the international market (McDonald & Burton, 2002). Observing and respecting these events in addition to making the business appealing to the local people reduces the levels of conflicts with the people. By showing respect and engaging in these events with the people engages the business, thus creating a good relationship with the locals. This could contribute to the success of the business in this market. Legal factors Every country has different legal systems from each other. As constitutions govern different countries, the constitution establishes the laws governing businesses operating within its jurisdiction. As such, any entrepreneur seeking to establish operations at the international level ought to consider the laws governing the businesses in target countries. The most important law to put into consideration is taxation of the businesses in the country (McDonald &