The Nature Versus Nurture Debate Psychology Essay

The Nature Versus Nurture Debate Psychology Essay The present studies have come to conclude that nature and nurture are inextricable. Both nature and nurture a reciprocal complement to do all the work of determining development. It is extremely unlikely that there are no human being without genetic material to shape the growth and cell differentiation before conception. This means that genetic effects are not only pervasive but necessary. However, it is hard to describe that all process of genetic modification is dominated by genetic influences. Because, environmental factors are inextricably relative with shaping organization as well as affect organization to survive. Both reciprocal genetic and environmental factors influence on individual heritability as well as cognitive ability (Bouchard McGue, 1998). In human behavioral perspective, multifactorial human traits and psychiatric disorders such as autism and schizophrenia are good evidences to explain the relationship the genetic with the environmental sources. A parent which have undergone disrupt family function are highly prone to their child to have the risk of developing antisocial traits. The reason is that the parents genes bring out environmental risks, and these risks contribute to a child to expose to risky environments either directly or indirectly. In other words, their offspring genes that were genetic-environment correlated may cause a psychological characteristic to rise and a nurtured environment for that characteristic to develop further (Bouchard McGue, 1998). Behavioral scientist can be understand most psychiatric disorders using this approach, but it will require more psychosocial researches that manifest close correlation between both genetic-environment and human traits through the multidisciplinary association and, particularly for geneticists and psychosocial researchers (Bouchard McGue). Recent most psychologists tend to accept the idea that nature and nurture can act mutually and both of them influence on heritability. However, in the beginning of nature-nurture concept, Francis Galton carried his thesis that intellectual ability is largely genetically rather than environmentally determined and that the parents genius transmit their offspring was the result of a natural superiority through his book, Hereditary Genius (1869) (Mcleod, 2007). By an examination of a large group of eminent people in different fields, Galton attempted to survey their relatives in order to reveal their relatives how many of them were superior for enough stars. He calculated the rate of eminent people in various degrees of similarity to the initial famous people. These findings were showed human breeding were able to manipulate to produce superior people as well as eliminating or excluding biologically inferior people were necessary for improve quality of the human race. His thesis has unassailable weaknesses that his findings were overly influenced by the British practice of primogeniture and by his inclusion of People  who can define  Well-thought-of  as geniuses (Rothenberg, 2005).His researches were limited to comparing offspring from different families, largely due to a lack of available data.  Furthermore, his hypothesis of direct hereditary transmission of eminent genius was over interpretation; because that hereditary genius was close not a matter of certainties but possibilities of a judge. Even in the biologically superior society that he hoped for, consequences could not be expected with certainty for individual cases. It is also possible that he had already exposed the lack of accuracy study due to Galtons lack of interest in natural history. Nevertheless, he was a first pioneer who not only defines the modern conception of the nature-nurture dichotomy but established both the theoretical and statistical science foundations of beh avior genetics, and promoted the idea and potential value of intelligence testing (Fancher, 2009). In the present Rothenberg study (2005), he verified the still-influential statistical studies of Frances Galton on the inheritance of genius as well as surveyed the family background factors in order to evaluate empirically the hypothesis  of  hereditary transmission of genius or creativity. He collected family background occupational data from the group of 435 Nobel laureates were engaged in natural science fields such as chemistry, physics, medicine and physiology from 1901 through 2003. These for same parent-offspring occupations were compared with a matching group of 548 eminent people with noncreative occupations and also with 560 outstanding non prize winners for general population occupation. The study revealed that both family back ground genetic and environment factor are less likely to influence Nobel laureates in the natural sciences. Instead of direct inheritance of creativity from their parents, the effort and desires of the parent influences on Nobel laureates motiv ation to achieve creative accomplishment in their science filed (Rothenberg, 2005). The limitation of Rothenbergs study is based on similarity criteria between parent and offspring behavior, of behavioral genetics rather than on a gene-transmission approach. For all that, his thesis is seems to obviously controverts the Galtons idea of direct hereditary transmission of eminent. Rothenbergs study takes into account for derived from a wide cultural and ethnic range as well as from the extended time period of the 20th and 21th centuries, his findings is more reliable then Galtons and weight in an idea that a genius or talent is born when the  relationship  between nature with nurture is reciprocal. This concept of interaction between nature and nurture can be adjusted and useful in the daily life. From relationship parents with their problematic children, as change parents idea, they can be found a breakthrough. Parents complain of raising their difficult children who are self-absorbed, rebellious, inattentive, and violent. They could not understand their children as well as struggle to find an effective solution to their problematic children. The parents have tried to find a proper solution for handle their hard to handle children from many researches and books, but they could not find it. The approach  stance on  nature-nurture will suggests a possible solution to parents who have been suffering from their problem children Parents should know why their children are hard to handle before solve the problem. Babies come into world with unique traits in physical makeup. Even in the fetus period, babies can expose individual differences in the workings of their motor systems and in specific sensory perceptions (Inal YÄ ±dÄ ±z, 2012). Some babies are born with overly sensitive and over reactive or under sensitive and under active. When give a stimulus to them, overly sensitive babies may be taking in and decoding information in a certain sense, otherwise, another may have undergone difficulty with comprehending information through that sense (Inal YÄ ±dÄ ±z). If a child with over sensitive receives a fearful stimulus, he or she may rapidly increase rigid traits to become a problem child. Many children who have suffered that experiences can make a vast difference according to their parents how to relative to them. After analysis and understand their childrens natural characteristics, parent are able to solve their problem through three ways. First of all, it is important that their parents have made an effort to read their childrens physical makeup and signals as well as to support them learn new ways to cope. Secondly, Parents give the right sense of security to their children. When their children are aggressive and overwhelmed, parents console them by using gentle gesture and comfortable verbalizing for they will be comfort themselves by their feelings. Lastly, parents gradually show them how to take charge of their own environment. A child with fixed temperamental characteristics can be significantly adjusted his or her behavior and personality by early caregiving experiences (Slatcher Trentacosta, 2012). In a nutshell, when parents are trying to recognize their childrens personality and traits as well as set their behavior for their childrens temper, their children can remove a tag as dif ficult children of themselves. During the second half of the 20th century, there has made steady progress on the effects of nature, nurture, and developmental processes. Therefore, we are able to understand many of the mechanisms of human gene, behavior, multifactorial human traits and psychiatric disorders (Rutter, 2002). Nature and nurture are not only indivisible but also reciprocal each other. Parents natural specific characteristics such as or genius and creative traits can be influence on their offspring. However, environmental factor also need to fulfill a complete condition. In the front head, genetic and psychosocial research are forecasting to find more strong gene-environment correlations and interactions through the multidisciplinary association studies. Similarly, other fields without direct relative of psychological study will be also expected to lead them developing  their research ideas and  also  to help with funding applications.

Executive Coaching Intertwines Multiple Practical Theories

All complement each other in understanding the client's needs and helping them reach their goals. Executive Coaching Theories Executive coaching is not a one-size fits all profession. There are a multitude of different approaches that one can take to help the client identify and reach his goals. However, one of the key commonalities of any good executive coach is to understand the human psyche. One has to know how to not only ask good, probing questions, one must also comprehend the psychological and situational barriers that prevent the client from reaching his goal.Then, he coach must be able to work with the client to identify action steps that will follow a path to reach the client's desired outcomes. There are many theories that abound with regards to executive coaching. No one approach is better than another. Some approaches are applied in compliment with others. The goal is to bring a toolkit of assorted and appropriate tactics to help the client understand barriers to success , and to assist the client with framing the goals necessary to move forward, and finally, to motivate the client to take specific action steps.The goal of this paper is to identify three of the theories that a coach might use to assist a client. These are not necessarily implemented mutually exclusive from each other, but are just several of the approaches that are available to a coach. Action Frame Theory This is a theory that was developed by two psychologists, Tracy Coverer and Steven Crossbow. Coverer is a leadership and organizational development consultant at Canadian, Tire in Canada (as of 2004, when this article was published). Crossbow is a professor of psychology at the university of Gullah in Ontario.They state that it is not intended to be a stand-alone new concept, UT is derived from the synthesis of existing theory, plus social action and functional analysis. The goal is to make the translation from generalities of â€Å"mediated focus† to specifics of executive behavior, which was an idea of R. R. Killing, who proposed a â€Å"holistic and integrated model† within the executive coaching process. (Coverer & Crossbow, 2004) Action Frame Theory encompasses five specific processes to provide a deliberate approach for the coach to assist the client identify and achieve his desired end-state or goals.The processes include the following: conditions, means, action, result, and consequence. These steps help the client move from the generalities mentioned in the previous paragraph to a specific outcome for definitive results. (Coverer & Crossbow, 2004) Condition: The coach must first help the client identify his current status to be able to correlate where he is now with where he wants to be at the end of the journey. A coach must understand the current climate and atmosphere and conditions that the client exists within before he can evaluate how to move forward.Part of this assessment is to identify barriers that may be reverting the client from progress, or any organizational barriers as well as personal hindrances. This includes the organizational culture, as well as its management style and where the client fits within this. It includes those constraints where the client may not have any actual control to change. Means: This includes personal resources that the client possesses that he can employ to resolve the situation and/or reach his goal. Included within the means can be the client's interpersonal skills, leadership talents, and ability to resolve issues.The author also mentions integrity in the case that they illustrate where the client was dealing with a troublesome employee who was spreading rumors. This is, in essence, self-reflection of one's personal tool kit. Action: These are the voluntary action steps that the coach helps the client agree upon to take to work toward attaining the end-goal. These should be a set of defined processes that had deliberate purpose and correlation toward a forward motion to ward the desired result. Similar to the F. O. C. U. S. Del, (Harms, 201 1) (Ellis & Bernard, 2006) the coach must ensure the steps are meaningful and have validity toward a specific outcome. Especially with a emitted coaching contract, it is important to maximize these action steps to avoid wasting precious time. This also involves mentally focusing the client toward defined action steps so that he sees a clear roadman toward reaching his destination. There is nothing worse than wandering aimlessly without direction. Result: This is the end-state that the client hopes to achieve through the result of the actions.The authors state that there are actually two results: the starting result and the end result. Although the end result is the ultimate final goal, there is what are known as milestones whereby the client achieves mailer results on the path to the larger goal. Consequence: The consequence is the normal evaluation of the result that is present over an extended period of time. It is what becomes the new current status, or also known as the condition, which was the first component of the Action Frame Theory. This essentially becomes that new normal state as a result of achieving the set-out goals. Coverer & Crossbow, 2004) Rational Emotive Behavior Therapy Theory This is a more widely known theory that was developed by Albert Ellis, who developed this based upon inspiration of teachings of Asian, Greek and Roman philosophers. Ellis originally began a career in clinical psychology in the 1 adds. During the course of his progress toward earning his doctorate in clinical psychology, he leaned toward and practiced psychoanalysis. In the early sass, he transitioned from psychoanalysis toward his new approach of a more proactive and direct form of psychotherapy, which he called Rational Therapy (ART).His goal was to help the client adjust their thinking and behavior to lead more positive and productive lives. (Ellis & Bernard, 2006) Ellis' premise is that people are rarely affected emotionally by external influences; UT, rather by their personal perceptions, attitudes, or internal thoughts about outside things or events. He states that people get upset and are affected by how they construct their views of reality through language, beliefs, meanings, and philosophies about the world, their self, and others.By understanding these meanings, people can learn to identify the issues and challenge and question them to work toward a more constructive outcome. (Hag & Davison, 1 993) The assumption that this theory incorporates is that people have both rationale and irrational tendencies and learning. Rational Emotive Behavioral Theory places emphasis on changing the current thinking and helping the individual to behave how they wish to be. The theory postulates that people unconsciously construct their own emotional pitfalls such as self-pity, blame, etc. That prevent them from achieving their goals. The goal of imparting REST is to assist the clie nt how to identify these self- defeating tendencies so that they can achieve what they wish to do. (Ellis & Bernard, 2006) (Ellis & Bernard, 2006) A major process for the REBUT therapy is to help the client overcome these self-defeating thought processes so that hey can see that they have a choice not to be fearful or scared or the like. This is critical in the coaching process because executives may feel that they are alone at the top of the food chain and have nowhere to turn.When they have these fears, they may simply internalize them without actually dealing with the feelings for fear of appearing human in their role as a senior leader. This may prevent the executive from being able to be successful in leading the organization, and can lead to self-defeat. Although the coach is generally not a therapist, understanding Rational Emotive Behavioral Therapy concepts s key to working with these executives that may show signs of needing this assistance. The primary tactic for assistin g clients through this process is to help them see their fears that are prohibiting them from being successful or moving forward.Ellis said that people cannot move forward and get better except through continual work and practice in finding their core beliefs and irrationality. Then, they need to replace them with healthy, positive feelings that will enable them to move forward and succeed. (Ellis & Bernard, 2006) Rational Emotive Behavioral Therapy is one of the most widely studied harries in the field of psychotherapy. From the time of his inception of this theory through his death in 2007, his work laid the groundwork for much Of today's modern cognitive therapy approaches.Cognitive therapy is a direct outcome of the results of Ellis' theory'. Counselors or coaches use cognitive theory to help clients identify the negative thoughts that occur automatically and teach them to replace these with happy, positive thoughts. Since the premise of REBUT is that people?s negative and irrat ional thoughts to these situations are automatic, cognitive therapy teaches clients to alter their thinking. Coaches or therapists teach the clients to consider a variety of alternative ideas for why things occur. They then teach them to restate things in terms of ways they can control the situation. Rational emotive behavior therapy, 2011) Adult Development Theory Being an executive coach means that we have the power to influence and develop our clients. A key component of being able to achieve this is to understand human development theory. People at different stages Of life construct their understanding of the world and self, which shapes their interpretation of their surroundings and how they will react or make decisions. Adult Development Theory involves areas such as moral, intellectual, emotional, relational, and spiritual development. Demoded, 2007) All of these factors have an impact on how an executive sees the world and makes decisions. For a coach to be effective, he nee ds to have a basic understanding of this Adult Development Theory. One of the most exciting elements of coaching is being able to have an influence upon an individual, and to help them achieve success and improve their situation at work. A key to the success is the relationship between the coach and client, which is contingent upon the coach asking the right questions, and also understanding where the client is coming from.One of the most overlooked elements to success is the personal life development stage that the client might be at in their adult development. This correlates to the modern Adult Development Theory by Robert Egan. He states that as people develop through life, they have gained insight through learning. This learning content does not change, but the context in which we see the world does change. (Hope, 2007) As coaches, we need to understand how people develop so that We can impart better listening skills and impression to better understand where people are coming f rom.For the coach, one of the critical tools that we have is understanding of the client's way of thinking, his challenges, his situation, and the context in which he interprets things. This is where the understanding of adult development is crucial. Egan first presented his theory of adult development or social maturity in his book â€Å"The Evolving Self' in 1982. He then wrote a follow-up to this in 1994 called â€Å"In Over Our Heads: The Demands of Modern Life. † In these books, he posits that people progressively become more socially mature as they go wrought life.This affects how they interpret life's events and how they react at different stages of the game. (Hope, 2007) (Ellis & Bernard, 2006)Being a good coach means understanding how people evolve and can interpret life's events based upon their social maturity and place in the organization. One of the factors that new coaches may need to learn is that not everyone will see the world as you do. In â€Å"Evidence B ased Coaching,† the author states that it is human tendency for people to expect that everyone will see things that way you do.The authors claim that if coaches have a better understanding of human development that it enables them to be better listeners, and identify connections that one otherwise might not have done. The author describes four types of clients: the prince or princess, journeyman, chief executive officer and the elder. Understanding each personality in an executive will make the coach have a higher likely. Prince or Princess The princess and prince have very ego-centric personalities that are focused on them.They don't have a comprehension that other's viewpoints are valid, and only see things from their perspective. These people are not great team layers, and will only follow the organization rules to the extent that they meet their needs. Journeyman Transitioning from princess or prince to journeyman usually occurs once the client begins to understand that it is not all about them, and they take into account the interests of others and the organization. This is the person who realizes that they and the organization need each other to be successful.It brings about a sense of loyalty in the journey. A coach can work with a client who was originally in the prince or princess realm and bring them more in- tune with the organization to be a team player. The approach with the person in the journeyman stage is to help him form a commitment that helps to benefit the organizational as a whole. CEO Working with the Coos is much different because they are more likely to have a very definitive concept of how the organization should function, and will have plans for how to achieve this.They don't necessarily need direction, but are looking for professional development to help them become better leaders. They are at the top where they often don't have the luxury of bouncing ideas off of others. Elder The elders are very in-tune to all elements of the organization, and are very enforceable with interpreting the feedback from all levels. The difference from the elder to the CEO is that this person is less ideological, and is more focused on the leadership process. So, where does this adult development theory fit into the executive coaching process?The coach who understands this theory and the dynamics can better focus the questions, suggestions, and be more in-tune with the client's form of understanding. Each coaching relationship is unique based upon specific personalities and developmental stages. Along with AEGON's four stages is another aspect of adult development hurry which ranges from people moving from dependent, to independent to inter-dependent. The further people develop and evolve from the former to the latter; they ultimately become able to be transformational thinkers. Hopper 2007) The dependent level is similar to the prince or princess, where they only see things from their perspective. These clients tend to see things through their lenses and apply their values, traditions, and practices without regard to other. They perceive difference from their views as confrontational. The independent levels are those who have learned from their experiences, ND are more willing to be open to growth. They become curious about others' thoughts and perspectives. These are like Coos who are willing to listen to staff to develop process improvement that benefits the entire organization.The inter-dependent clients are those who are most comfortable with their positions and look for the global vision, and make decisions based upon the greater good. They embrace fresh ideas and concepts and seek continuous improvement. A coach who understands where the client is at in this path of development will have a better opportunity to help the executive on the right ND most appropriate path. Each client is unique. AEGON's theory of adult development has been the leading research as of recent years.However, he bases muc h of his premise off of the work off Swiss psychologist, Jean Pigged, who invented modern developmental psychology. Essentially, the adult development theory of Egan evolved from Piglet's descriptions of how children developed from early childhood through adulthood. His theory was that kids go through various stages of psychological development that affect how they adapt, learn and react to situations. (Hope, 2007) Conclusion An executive coach must bring myriad skills to the table with a client.

Funny Fathers Day Quotes to Make Dad Smile

We celebrate Fathers Day to honor our fathers. Laughter is an excellent gift. Get your father to laugh with one of these chuckle-worthy funny Fathers Day quotes: Bob Monkhouse My father only hit me once — but he used a Volvo. Robert Orben Life was a lot simpler when what we honored was father and mother rather than all major credit cards. Ann Richards I have always had the feeling I could do anything, and my dad told me I could. I was in college before I found out he might be wrong. Jay Leno A lot of controversy over this possible invasion of Iraq. In fact, Nelson Mandela was so upset, he called Bushs dad. How embarrassing, when world leaders start calling your father. Barbara Kingsolver It kills you to see them grow up. But I guess it would kill you quicker if they didnt. Jimmy Piersall Spread the diaper in the position of the diamond with you at bat. Then, fold second base down to home and set the baby on the pitchers mound. Put first base and third together, bring up home plate and pin the three together. Of course, in case of rain, you gotta call the game and start all over again. Bertrand Russell The place of the father in the modern suburban family is a very small one, particularly if he plays golf. Brad Pitt Man, if I can get a burp out of that little thing I feel such a sense of accomplishment. Ernest Hemingway To be a successful father theres one absolute rule: when you have a kid, dont look at it for the first two years. Gabriel Garcia Marquez A man knows when he is growing old because he begins to look like his father. Tim Russert The older I get, the smarter my father seems to get. Mark Twain When I was a boy of fourteen, my father was so ignorant I could hardly stand to have the old man around. But when I got to be twenty-one, I was astonished at how much the old man had learned in seven years. Bill Hicks I never got along with my dad. Kids used to come up to me and say, My dad can beat up your dad. Id say, Yeah? When? Jack Handy Dad always thought laughter was the best medicine, which I guess is why several of us died of tuberculosis. Alice Roosevelt Longworth My father always wanted to be the corpse at every funeral, the bride at every wedding, and the baby at every christening. Donald Trump I love producing children. Its fun! I dont like taking care of children, but I love producing children. Jerry Seinfeld There is no such thing as fun for the whole family. Patrick Dempsey Heres the cycle: They wake up, they cry, they go to the breast, they eat, they poo or pee, you change a diaper, and they go back to sleep. Its much harder for my wife than for me because shes pumping or nursing. Lionel Richie Forget about surviving 40 years in the music business. Just surviving 27 years of Nicole Richie has been a struggle-and-a-half, I want to tell you. I stand here as a survivor, I want you to know, for all the parents out there. Chris Martin Men should always change diapers. Its a very rewarding experience. Its mentally cleansing. Its like washing dishes, but imagine if the dishes were your kids, so you really love the dishes. Bill Cosby My father confused me. From the ages of one to seven, I thought my name was Jesus Christ!

Diversity Is A Scary Thing - 2144 Words

Diversity is a scary thing. From the dawn of human existence, diversity has been at the root of major social issues and continues to be the culprit of social differences in the world today. The thought of someone being different creates a universe of insecurities that motivates people, either consciously - or not, to think less of that person, to consider them inferior, without ever getting to know them. This is especially evident when it comes to children with educationally-handicapping disabilities. Findings reported by the Archives of Pediatrics Adolescent Medicine, suggest that â€Å"roughly half of adolescents with autism, intellectual disability, speech impairments and learning disabilities are bullied at school† (Diament). The lack of interaction from an early age between students with mental disabilities and the students without them is most likely to blame for the animosity displayed all too often between these peers. 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Why I Was Qualified For The Position - 855 Words

Prior to this assignment I have always been preoccupied with concerns over what variety of technical questions I was going to asked. In my mind the entire purpose of the interview was to determine whether I was qualified for the position. I have come to understand that an interview is a two way discussion. When it comes time for the position and salary negotiations the steps I used to prepare are the same I would use to enter an agreement on the sale of a product or service; the difference here is that I am the product. To get started on my portion of the negotiation I listed out my best possible scenario was. For me I was looking to get $50,000, late starts, 3 weeks of vacation time, and the woman of my dreams. Understanding this was the least likely of all scenarios I then created a list of the worst possible outcome. 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Motivation in Hospitality Free Essays

E XECUTIVE WHITE PA P E R A new study on employee motivation and performance lays the groundwork for creation of the SITE Foundation Motivation Index . MOTIVATION In The Hospitality Industry Introduction About the Research The CANE Model Implications for Employers About the Researchers Where to Get the Study INTRODUCTION E mployee turnover within the U. S. We will write a custom essay sample on Motivation in Hospitality or any similar topic only for you Order Now fast-food and hotel industries costs those industries in the neighborhood of $140 billion annually. In more bite-sized terms, it will cost roughly 100% to 200% of an employee’s base salar y to recruit and train a replacement. Although the turnover rate for these ndustries hovers between 78. 3 percent and 95. 4 percent on a national basis, some fast-food restaurants and hotels experience much lower rates, and have significantly greater success retaining employees. Overall, higher levels of motivation and motivated performance translate into a 53 percent reduction in worker turnover. It is generally understood that employment in these industries is often considered to be temporar y, or stop-gap employment, with workers leaving eventually for what they will consider â€Å"greener pastures. † And certainly, different economics are at work depending on the region, the type of establishment, etc. However, turnover rates also vary within the same economies, the same chains, the same cities, and the same regions. All things being equal, then, what accounts for the differences in turnover rates? And more importantly, what can managers do to reduce turnover at their properties? The Site Foundation is seeking to answer those questions by studying employee motivation and performance in the fast- food and hotel industries. The study – Motivation in the Hospitality Industry – measures key indices of motivated behavior using the widely recognized CANE (Commitment And Necessary Effort) Model of Motivation. The following describes key findings from research to date and offers methods managers can use to reduce turnover in their fast-food or hotel operations. About The Research Hotel and fast-food employees from twenty-two job sites located in the Orlando, Florida area were surveyed in October Published by: T he SITE Foundation Copyright 2004. All Rights Reser ved. This paper is an edited version of a full report by the same name written by Steven J. Condly, Ph. D. , Educational Studies Dept. , College of Education, University of Central Florida, and Robin DiPietro, Ph. D. , Rosen School of Hospitality Management, University of Central Florida. EXECUTIVE WHITE PA P E R Employment in these industries is often considered to be temporary, or stop-gap employment, with workers leaving eventually. 2003. All told, 545 responses were received. Mid-scale hotels contributed 14. 9 percent of the responses; fast-food restaurants contributed 85. 1 percent. A follow-up phase conducted in February 2004 surveyed the same job sites. The survey instrument was modeled after the CANE Model (Richard Clark, 1998). The CANE Model helps us to understand the various aspects of why people are motivated to perform a specific task. The CANE Model The following chart illustrates the dynamics at work in the CANE Model. It is followed by an explanation of the ten predictor variables and questions in which the employee might express the effect of the variable on his or her behavior. (Commitment And Necessary Effort) Perceptions of Capability Self-Efficacy Agency Self-Efficacy 2 Effort Affect x Emotion Mood Task Value x Goal Commitment Importance Interest Utility Choice Persistence IMPLICATIONS FOR EMPLOYERS Simply put, the study demonstrates that certain behaviors have various impacts on turnover in various ways, and these differences suggest strategies employers ight use to reduce turnover. These include: T urnover is less when employees have a high level of value for their work. These employees persist more than colleagues who report low levels of value. Employers can help employees value their work through consistent praise, recognition, and special incentives. T urnover is less at work sites where employees feel supported by the organization. Organizations can increase the level of support their employees feel by listening more, understanding employee issues, and taking action accordingly. Employees who feel better about their jobs persist more, exert more ffort, and are less likely to leave. EXECUTIVE WHITE PA P E R THE CANE MODEL Ten predictor variables identified by the CANE Model guided the investigation of the hospitality industry. These included: self-efficacy, agency, emotion, mood, importance, interest, utility, choice, persistence, and effort. Self-Efficacy The belief that one can organize and execute courses of action to obtain desired goals (Bandura, 1997). Can I Do This? Do I Have What It Takes? Agency The belief that you will be supported in doing a task or allowed to perform the task in accordance with your goals. W ill I Be Permitted To Do This and Be Supported? Can I Do This Under These Circumstances/Conditions? Emotion Negative emotions produce avoidance behaviors (tardiness, inattentiveness, job abandonment); positive emotions energize (choosing a task, staying longer on a task, etc. ) How Do I Feel About This Task Or Job? Mood Moods bias people’s thoughts, not their actions. How Am I Feeling In General? Importance People tend to commit to tasks when they identify with the task. Is This Task â€Å"Me†? Interest People can commit themselves to tasks even when the only thing they get out of it is pleasure from doing the task. Do I Like This? Utility Willingness to perform A to secure B. Task utility is often the most powerful motivator. If the answer to the question at the right is â€Å"nothing,† people are unlikely to commit to the task. What’s In It For Me? Choice Buy-in or the first step. This is that actual goal that people have selected; it differs from intention in that it involves some sort of action or response and not mere thought or words (Kuhl, 1986). Do I Agree With This? Persistence Continued choice in the face of obstacles. When people persist, they generally succeed. Can I Continue To Do This? Effort An energy-based behavior involving actual thinking rather than rote performance. When people exert effort, they increase the likelihood of succeeding in a task. Is It Worth The Effort? Older employees tend to be more motivated, persistent, exert a greater effort, and are less likely to leave in the face of difficulties. Salaried employees are more motivated than hourly employees. Women are more likely to say their work is more interesting, more important, and more useful; however, turnover for women is higher than men. When employees feel they cannot perform certain tasks, managers should reduce the size of complexity of the task into smaller â€Å"chunks. † This helps the employee to build self-efficacy. Employees who perceive their work conditions to be unfair and/or unreliable need evidence that the system is there to help them be effective. If negative perceptions are cor rect, management should rectify them. Conclusion: When tasks are being avoided or devalued, a carefully targeted incentive system can solve the problem in both the short- and long-terms. About the Researchers This summary of a SITE study is an edited version of a full report by the same name written by Steven J. Condly, Ph. D. , Educational Studies Dept. , College of Education, University of Central Florida, and Robin DiPietro, Ph. D. Rosen School of Hospitality Management, University of Central Florida. WHERE TO GET THE STUDY For copies, contact The SITE Foundation: Frank J. Katusak, Executive Director 304 Park Avenue South 11th Floor New York, NY 10010 212-590-2518 f. katusak@sitefoundation. org; www. sitefoundation. org 3 WE’VE COME A LONG WAY SINCE THE CARROT Give Sales Force Motivation the Attention i t Deserves Improve sales representa- Improve team field force per- tive performance an average of formance by up to 45% with a 22% with a carefully designed, properly structured incentive implemented and monitored program incentive program Ninety-two percent of sales Q uota-based incentive pro- representatives surveyed indi- grams are proven to yield the cated they achieved their goals greatest results because of incentive programs Your Program Costs Can Be Based on Results and Payable Upon Success Research Shows Why Certain Incentive Programs Work While Others Don’t Get a free summary of the research, â€Å"Incentives, Motivation and Workplace Performance: Research Best Practices,† conducted by the International Society of Performance Improvement, 2002. Contact Frank Katusak at 212-590-2518 or f. katusak@sitefoundation. org. The complete study is available for $50. How to cite Motivation in Hospitality, Papers

Association Between PA And BMI On Teenagers †MyAssignmenthelp.com

Question: Discuss about the Association Between PA And BMI On Teenagers. Answer: Introduction According to a study there has been an increase in obesity and overweight people in developed countries of the world (1). The increase in obesity is related to hypertension, diabetes, increase in depression, decrease in the quality of life as well as decrease in self-esteem of the people. Physical activity has been found to be an effective mechanism in weight control strategies. Besides decreasing the weight of the practitioner, physical activity has also been found to be effective in controlling type 2 diabetes, cardiovascular diseases and some forms of cancer. Studies suggest that high BMI contributes to the majority of the diseases in Australia (2). Higher levels of BMI has been found to be related to numerous diseases. A higher or lower level of BMI reflects disproportionate use of energy intake and expenditure. Longitudinal studies have found that women who carry out regular physical activity have a healthy BMI. Besides there is also a decrease in obesity of the women who maintain regular physical activity. The study suggested that 150 to 300 minutes of regular moderate intensity physical activity to obtain most advantageous health benefits. Research Question Is there any association between Physical Activity and BMI of teenagers? Statement of the Problem The study is to explore the effect of varied physical activities like swim freestyle for 30 min and run outdoor for 1km on the BMI of a teenager. Objective of the study To determine the effect of Physical Activity on the BMI of a teenager. Operational Definition Teenage : of or relating to the time in a person's life between the ages of 13 and 19 inclusive. https://www.thefreedictionary.com/teenage Physical Activity : According to WHO the cardio respiratory fitness of a person depends on the level of physical activity of the person (3). A person can achieve a higher level of physical fitness with exercise. Moreover, the muscular strength of an individual increases with levels of physical activity. The benefits of physical activity are less adiposity and increased bone mineral density. Physical inactivity has been found to be fourth major cause for mortality. WHO recommends 300 minutes of moderate or 150 minutes of vigorous intensity exercise. Aerobic exercises have been found to be the best form of physical activity. Physical activity performed more than 3 times in a week strengthens muscles and bones. It has also been found that regular physical activity is helpful in the prevention of Non-communicable diseases. BMI : The BMI of a person is the ratio of weight in kilograms to the square of the height in meters (4). It is generally used as a measure of the obesity of a body. The higher the BMI the more obese a person is. Thus it can be assumed that a person with high BMI is physically inactive. Methods For the present study teenage adults were selected from the islands. Non random sampling procedure was selected for the study. Teenagers who regularly run for 1km or swim freestyle for 30 minutes regularly were selected as part of the study. Teenagers who were willing to participate in the study were approached to be a part of the study. The age group of interest were teenagers of the township. The residents of the town were reached through online surveys. A minimum sample of 40 was taken as ideal. The teenagers were divided into two groups. One of the groups had those teenagers who regularly run for 1km. The other group contained teenagers who regularly swim for 30 minutes. The height and weight of the teenagers were taken. Thus the BMI of the teenagers were calculated. The variables and their measure: Variable Name Type Role Level Codes Measure Name Nominal Explanatory Name Self-Report Age Continuous Explanatory Years Self-Report Gender Nominal Explanatory Male / Female Self-Report Height Continuous Explanatory Meters Self-Report Weight Continuous Explanatory Kg Self-Report Physical Activity Categorical Explanatory Categorical Self-Report BMI Continuous Explanatory Kg/ m2 Calculated Procedure For the present research 5-6 questions were used. The consent of the teenagers was taken to be part of the study. A pilot study was taken to check for the time to be consumed for the cost of the study as well as effectiveness of the study. The age and gender of the participants was taken into consideration. The participants were divided on the basis of the physical activity the teenagers participate in regularly. The height and weight of the teenagers was measured. The BMI of the teenagers was calculated. Sample Size A minimum sample size of 40 from the island was taken as ideal. The teenagers was grouped on the basis of the regular physical activity - Runs Outdoor 1Km or Swim Freestyle for 30mins the teenagers undertake. Hypothesis Null Hypothesis: There is no difference in BMI for teenagers taking different Physical Activity. Alternate Hypothesis: There is difference in BMI for teenagers taking different Physical Activity. Tools of Data A spreadsheet was used to collect the data. The data can be grouped into basically two broad divisions Socio demographic profile of the teenagers Name, Age, Gender and House Number of the participants. Variables Height, Weight and Physical Activity. Data Collection The data was collected from the island. Ethical considerations The teenagers were required to provide written consent for the participation in the research. Results: Descriptive Statistics For the present research two different physical activities was considered. The physical activities being considered were Runs Outdoor 1Km and Swim Freestyle for 30mins. Analysis of the data showed that there were 20 teenagers who run outdoor 1 km regularly while there were 29 teenagers who swim for 30 minutes regularly. The average BMI of Swimmers (22.22 kg/m2) was higher than those of runners (20.74kg/m2). The standard deviation in the BMI of swimmers (2.65 kg/m2) was found to be higher than those of swimmers (3.06 kg/m2). The minimum BMI was lower for swimmers (15.33 kg/m2) as compared to those of Runners (16.65 kg/m2). The maximum BMI was lower for runners (27.68 kg/m2) as compared to those of swimmers (27.79 kg/m2). Moreover, the BMI of 50% of those who run for 1km outdoor was less than 20.11 kg/m2. In addition, the BMI of 50% of swim freestyle for 30 mins was less than 22.42 kg/m2. Further the analysis of the data shows those who run for 1km outdoor their BMI are skewed right. On the other the teenagers who swim freestyle for 30 mins the BMI is normally distributed, although there are some teenagers whose BMI is either very high or very low. From the hypothesis it is seen that the t-value (47) = -1.800, p-value = 0.078. Since the p-value is more 0.05, level of significance, hence we do not reject the Null Hypothesis. Thus there is no difference in the average BMI of runners (20.74 kg/m2) and swimmers (22.22 kg/m2). Discussion The analysis of the data shows that there is no difference in the BMI of the teenagers doing different physical activity. The results of the study are in conjunction with previous studies done. Various types of Physical activities can be undertaken by teenagers to maintain a active healthy life and reduce BMI. The researched suffered from a number of limitations. The teenagers for the study were selected through the process of non-random sampling. Only those teenagers were selected who either regularly participated in running outdoors for 1Km or swim freestyle for 30mins. References Van Dyck D, Cerin E, De Bourdeaudhuij I, Hinckson E, Reis RS, Davey R, Sarmiento OL, Mitas J, Troelsen J, MacFarlane D, Salvo D. International study of objectively measured physical activity and sedentary time with body mass index and obesity: IPEN adult study. International journal of obesity. 2015 Feb 1;39(2):199-207. Pavey TG, Peeters GG, Gomersall SR, Brown WJ. Long-term effects of physical activity level on changes in healthy body mass index over 12 years in young adult women. InMayo Clinic Proceedings 2016 Jun 30 (Vol. 91, No. 6, pp. 735-744). Elsevier. World Health Organization. Global recommendations on physical activity for health. 2010. Patton KT, Thibodeau GA. Anatomy Physiology-E-Book. Elsevier Health Sciences; 2014.