Ford Motor Company Essay Example | Topics and Well Written Essays - 1250 words

Ford Motor Company - Essay Example As can be see in Chart 1 which compares the aggregate Industry Sales in number of units sold to the individual major players, the entire industry suffered and each player reflected a steep decline in the number of automobiles sold until 2009. Auto Unit Sold in ‘000s Years Chart 1. Aggregate Industry Sales vs. Individual Players USA Auto Manufacturing Industry In 2009, GM (Isidore, C. 2009) and Chrysler (Epiq 2009) applied for bankruptcy. Toyota (Toyota 2012) also lost substantially. The performance of Ford was therefore not comparable to these competitors because, unlike the other players, Ford profited in 2009. And it was because Ford retrenched and operated after closing three (3) plants, had lower cost and expenses, and at profitable level to match the demand. Thus, Chart 1 was meant to show how Ford performed along with the industry performance and the industry players’ performance in terms of Units Sold. What cannot be seen in any chart is what Ford did to earn star ting 2009 up to the present. It had nothing to do with competitive designs or pricing strategies, although such strategies helped. But GM also adjusted the design to shift to smaller vehicles. After the recession, individual auto manufacturers like General Motors, Chrysler, Nissan, and Ford realized increases in sales by 2010 and 2011 annual reports. Details of the units sold appearing in Table A show that in terms of market share growth, these auto manufacturers performed as follows: 2010 2011 Market Share (MS) Growth MS2010 Less MS2009 Market Share (MS) Growth MS2011 Less MS2010 Cumulative Growth 2011 Base Year= 2009 GM 19.14% ( 0.78% ) 19.66% + 0.52% ( 0.26% ) Chrysler 9.34% + 0.43% 10.69% + 1.35% +1.78% Nissan 7.86% + 0.46% 8.19% + 0.33% +0.79% Ford 16.49% +0.57% 16.58% + 0.09 % + 0.66% Ford Motor Company has the 2nd biggest market share next to General Motors as of the 2011 yearend. The lead of GM over Ford was reduced during the downturn and recovery years. As a matter of fact , Hitt, Ireland and Hoskisson (2012, p.138) shows the market share of GM to be 19.2 in 2010 and 19.9% in 2011. But the NADA (2012) statistics show a lower market share for GM equivalent to 19.14% in 2010 and 19.66% in 2011, whereas the data of Ford Motor Company in the same years were fairly accurate at 16% in 2010 and 17% in 2011 due to the round-off. Thus, Ford realized both growth in the Net Income and growth in its market share of the US auto sales. Details of market shares and number of vehicles sold each year in the USA came from the National Automotive Dealers Association of USA. See Table A below and in the following page. Table A. New-Vehicle Sales & Market Share by Manufacturer [Source: NADA 2012. New-Vehicle Sales & Market Share by Manufacturer. National Automotive Dealers Association, p.9. Viewed October 24, 2012 @ http://www.nada.org/NR/rdonlyres/C1C58F5A-BE0E-4E1A-9B56-1C3025B5B452/0/NADADATA2012Final.pdf ] How Ford Motor Company actually profited in 2009 even while sa les declined for the entire industry and for individual players can be explained by the initiative of its management to retrench and operate at a more profitable level, seeing the industry declining demand for automobiles. Ford Motor Company retrenched by closing three plants and operating with lower capacity. This resulted in the reduced Total Assets in 2009 and 2010. The lower cost and expenses by 2009 made it possible for the company to generate profits starting 2009. The sales growth

The duty to accommodate the injured and the disabled employees Essay

The duty to accommodate the injured and the disabled employees - Essay Example Three steps processes used to determine if the employer has made conscientious efforts on accommodation of the less fortunate employee: first is to know if the employee can perform his or her existing job. If the employee cannot, then establish if he or she can perform his or her current job if modified, if still he or she cannot, then determine if he or she can perform any other job existing re-bundled or modified job (David Morton Rayside, 2007). Disability is something that hinders an individual in undertaking life important functions. It may mean mental, psychological, physical, or even habitual. Of all the most complicated, as many employers claim, is mental incapacitation especially when the employee has to get into contact with clients, and habitual disabilities like drug dependency and alcoholism. They tend to be tricky even more than other health complications (David Morton Rayside, 2007). The importance of Human Rights Legislation, as it relates to disability is to protect those who are perceive or actually materially impaired through illness. The said disabilities include physical conditions, congenital deformities, asthma, epilepsy, hypertension, speech impediments, alcoholism and drug dependency, obesity and AIDS or AIDS related complex and any other medical, psychological or physical condition. However the duty to accommodate does not imply a guaranteed job for unemployed disabled person. If a person cannot reaso nably perform the essential duties and requirements after employment, there will be no findings for discrimination (David Morton Rayside, 2007). Accommodation is now a deeply entrenched feature in Canadian labor law. It has been enthusiastically practiced since the start of this decade, but it is already spawning or accelerating three outstanding trends in the arbitration system that are changing the very face of labor adjudication in

Sports Performance Essay Example for Free

Sports Performance Essay Describe theories related to personality and how they affect sports performance. Evaluate critically personality profiling in sport. What is a personality? Hollander tells us that a personality Is the sum of an individuals characteristics which make a human unique. But it is not known for sure what a personality actually is or how we actually begin to form them. There exist three main personality theories and each of them relate to sports performance in their own way. The first theory is called the trait perspective theory. Trait theory states that we are born with personality characteristics that influence the way in which we behave in sport and in everyday life. Personality traits are stable and therefore vary little over time. Some sports performers may have an aggressive trait and this may surface in a variety of different situations. The key people behind this theory are Eysenck, Cattell and Girdano. Eysenck identified four primary personality traits and arranged them in a 2 dimensional diagram. The model was laid out in a cross, and at one end you have introversion and extroversion, and the other stable and neurosis. According to Eysenck you could either be stable or neurotic, but not both for example. It is said that extroverts, with their outgoing and sociable nature, would be more suited for team games such as football. Where as a quiet, reserved Introvert would be mores suited for individual sports such as archery. This data was collected by POMS, or profile of mood states a type of personality profiling. Cattell argued that more than just two or three dimensions were needed in order to create a full picture of a persons personality. He proposed that personality could be reduced to and measured in terms of 16 personality factors. He argued that measuring these factors via his test would give an appropriate personality profile. He recognised that personality was more dynamic than Eysenck suggested and could fluctuate according to the situation. So according to Cattell, a football player who never normally shows signs of aggression, may show signs when involved in a certain situation. Girdano was also a trait theorist and he suggested there are two distinct personality types, Type A and Type B. Type A according to Girano would be; highly competitive, have a strong desire to win, fast working, controlling and prone to stress. Type B would be the polar opposite of this, and would be; non-competitive, unambitious, slow working, no urge to control and less prone to stress. From this we see that the first distinct personality type would be more suited and more successful for a team game, and Type B would be more suitable for an individual game. We also see that Type A would be likely to get stressed in high pressure situations where as Type B would keep calm, however it would be likely for Type B to be unable to trigger any sort of aggressive or competitive characteristic when it mattered. The second theory is called the social learning perspective theory. The social learning theory, developed by Bandura, differs from trait and interactional approaches in that it sees individual differences in behaviour as resulting from different learning experiences. This means that what determines an individual’s response to a situation is not so much their genetic make-up or the constraints of the particular situation, but instead how past experience has taught that person to act. Behaviour therefore changes depending on the situation and is therefore a product of our interaction with the environment. Banduras model shows us how this personality theory affects sports performance. An inexperienced performer may be inspired by the positive attitude and commitment of an experienced player, and then chooses to copy desirable approach, receiving positive reinforcement in doing so. The third and final personality theory is the interactionist approach, which was based on the work done by Hollander. It is a combination of the trait and social learning perspectives. It suggests to us that personality is modified and behaviour is formed when genetically inherited traits are triggered by an environmental circumstance, thus meaning that behaviour is unpredictable. It also explains to us why behaviour can change in different situations, so for example a competitive rugby player may not be so competitive when off the field of play. Personality profiling is done to see which personalities are fit for what sport, and if a certain individual personality is one that all athletes may share. This is difficult due to the fact there is no clear, universal definition of a personality. Personality profiling involves measuring an athlete on a number of personality scales and building up a picture of their strengths and weaknesses. Tests can be measured in a various number of ways, through; questionnaires, interviews, observations or profile of mood states. There are a number of problems with personal profiling though. There is no conclusive evidence that a sports personality actually exists, so far there only exists theories surrounding the matter and no hard evidence. Profiling results are usually subjective, and conclusions may be influenced by personal opinions with no support of scientific evidence. Profiling results are invalid more often than not. It is feared that an athlete may unconsciously modify their own behaviour to match up to the profile ascribed to them. There also exists a reliability issue, due to the fact questionnaires are often carried out using self report, so therefore not always answered correctly or honestly.

Literature Review On Leadership Styles

Literature Review On Leadership Styles The leadership style is a contextual function which has direct relationship with the leadership approach of the leader. Based on the functionality assumption the leadership style can be identified as two dimensional ways independent of each other, where one of it is task oriented associated with supervision of the performance to ensure task completion in the form of keeping control within the organisation by providing direction and setting goal. The other form emphasizes motivating rather than controlling the subordinates comprises communication ,active listening, support and interaction. A major number of studies reveal that the primary function of the organisational leadership is the ability to influence person in the line of task performance using motivational methods rather than power of authority over a time(Kotler,1996,Yammarino et al).This definition clearly distinguishes relationship between leadership and coercive rules. It relates to some extent a formal authority with the presence of political environment in the organisation(Wang et al 2005) The recent theorists of transformational leadership has come out from the leader in internal context to extend its focus to a more broader one.(Higgs and Rouland,2003)However there is always presence of diverse behavioural pattern. It is useful to group them into three broad catagories- (1)Goal Oriented A set of behaviour which is conducive to play a significant role which eventually directs towards a goal and achieve the performance required for it. (2)Involving Involving is connected with more forces on achievement of goal setting and the direction for how to achieve the goal. (3)Engaging It acts as an facilitating nature of direction and means where the goal can be achieved. The leaders are similarly referred to as production oriented, production emphasizing, goal achieving, work facilitative or goal emphasizing(Black and Mouton,1964,Bass).There is high psychological difference between a leader and a follower with a concentration on task which is highly necessary for its achievement.(eg.Woffard,1970).Leaders have a great concern for the relationship with the followers tries to create a friendly and supportive environment which is a part of people oriented policy(eg . Beatty 1988, Katz et al 1950).Leaders are commonly interactive, facilitative and supportive and maintain the group concern with a central orientation towards people.(Anderson,1974,Bass1967,Black and Mouton,1964) Transformational Leadership Transformational leadership is responsible for bringing institutional change by making a compulsory stricture of vision and where the employees commitment can be mobilized by identifying and involving in person .In the cumulative business environment ,transformational leadership are useful in making provision of a compelling a clear vision by mobilisizing employee commitment through personal identification and involvement and institutionalisation of organizational change.The full range leadership model by Bass and Avolio defines the transformational leadership in terms of four Is such as Individualised consideration,Intellectual stimulation,Inspiritional motivation and Idealized influence. Burns (1978, p. 20) defined transformational leadership as a process in which leaders and followers raise one another to higher levels of morality and motivation. The transformation is not diverse from the follower it is centered upon to a capability to develop/encourage the wants/desires of a follower. Accountability as per the needs of the follower is the concern of the leader as per Burns. Burns at first made an assertion in the high moral grounds with a desire to win a cause by creating a strong drive. People wanted to be driven by a motivation with a organizational spiritual mission(Tichy and Devanna1986).The inconsistency present in the organisation should be made understandable by a transformational leader to its followers. In the case of transformational leaders they are had the advantage of a influencing position so that conflict can be manged and performance can be improved with a direction towards set a decision making team to manage conflict and therefore, to improve the performance to make a decision in team(Amason,Thompson,Hochwarter Harrison,1995).For example,a team leader can create an environment of disagreement to generate constructive and cognitive conflict(Schwent Kotlya,Karakowsky/Leader Behaviors and Team Conflict 39 Cosier 1993).The team members are informed about the structured conflict methodology and at the same time motivating them to engage in dialectical interaction.The motivation of making a good decision will lead the team members to likely clarify the objectives and find out and evaluate new alternatives.(e.g..Abelson Levi,1985)In this process it is more important to give more focus on person than the problem and help the team members to minimize the cognitive conflict so tha t it cannot further worsen into dysfunctional,affective conflict(Janssen ,Van De Vliert, Veenstra,1999) There is only a small number of researchers who has confined their studies to establish a relationship between leadership and information technology and less focus on knowledge management and transformational leadership.However , Klenke(1994),it is the combined actions of leadership and information technology that helps in formation of new organization. Emperical study aimed at examining the influence of transformational leadership (TL) on organizational innovation(OI) and performance(OP) depending on level of organisational learning. First- A close relationship between TL ,OP and OI has been detected Second-The relationships as shown in the first finding are prominent in a high learning organisation than a low learning organisation In practice Organisational learning is practiced in a group of people with an interaction on technology where the knowledge is evolved and widen up for a cognitive and behavioural change in a constant interaction between tacit and explicit form.Organisations with a high learning structure enable with a network making it easier to learn, innovate and propel to a competitive position as centre of technology. It can be understand that organisational learning improve relationship to a great extent between TL,OI and OP.However innovation is considered to be vital for a company to survive and grow(Hurley and Hult,1998).There has been different definition of innovation- According to product development and management association(PDMA,2004)-Innovation is synonymous with a new idea,it may be a new idea or device.Innovation is an act tries to create a product which is new or wants to bring new product which includes invention and ensures the work necessary to bring finally a new idea or concept. Although firm innovation is emphasized to improve performance of organization(OP) ,a number of firms donot and fails to develop in proper way.Researchers wants to concentrate on what has enable a firm to enable,it is the beyond semiautomatic response processes.(Zollo and Winter,2002,p-341) leadership style has the highest level of influence on the firm to innovate by bringing a new idea into the technological area ,setting up of goals which is definite and encouraging an initiative for subordinates with innovation (Kanter,1983,Senge et al,1994) In the transformational leadership (TL) it encourages OI and OP gets advantages from it and defines a leadership which increases the consciousness to achieve the collective interests among the members to achieve it. Transformational leaders have charisma,inspiration and intellectual stimulation (Bass1999,Conger1999 and Avolio 2000) Charisma-is the quality which encourages its workers,the leaders and technological organisations to bring a situation of pride,faith and respect. Inspiration- motivates the followers to a large extent through communications of high technological expectations. Intellectual stimulation- is a behaviour that is associated with the promotion of employees,intelligence,knowledge and learning for a innovative problem solving and solutions. The fundamental role of CEOs is to indulge in playing an important role in informing and moulding these variables(TL,OI and OP) by determining the types of behaviour that is upto the expectation and supported(Baer and Frese,2003) Four factors of transformational leadership (Four Is) can be discussed as below- Individualized consideration The first I in the transformational leadership is concerned with providing an umbrella of guidance in the part of leaders with an indivisualised consideration.The leader treats his followers with an individual approach,making explicit about his concerns,listening to his ideas and tries to know him well.The manager in this context sets standard as exemplary decision maker in the organization and gains respect as role model with idealized influence. The indication of his style can be realised by- As a good listener Self development is the key importance Exchange of views from both the sides is expected Individual needs and ability are reflected in the organizational decision The quality of possible amalgamation is adhered However the leader engaged in giving each individual access to teaching and coaching ,encourage them to participate in the project by delegating it and by constantly giving feedback. Intellectual stimulation Intellectual stimulation(IS) is a kind of motivation where the leaders motivate the followers to build up their own skills by signifying the problems and issues. This is a kind of situation like a parents pursue their child but in managers in most of the organisations prefer an approach where they are directed to do a job rather than made them accountable to it. The key indicators of this style can be drawn as- To rethink an assumption which is already preoccupied Ability to recognise the pattern which is hard to imagine This is an kind of entertaining and bring forward some trivial one Visualise an existing pattern by revisiting it However leaders engages himself with the subordinates by providing a series of new ideas and encouraging a new thought of followers by imputing some logic beforehand and problem solving are emphasized. Inspiritional motivation Inspirational motivation is associated with the encouragement of a high degree of performance stimulating motivation among the followers.Setting a future vision in the mind the leader sets a flow of communication through which a binding has been imposed in an exciting manner and provides a zeal to struggle for it.That is why leaders are sometimes successful to lift the expectation of the followers where key indicators of the style can be identified as- Foresee a future and confident of attaining it Making intelligible about the term of the meaning and shaping the expectations Reducing the complexities by simplifying the meaning Prioritise and grow the sense of purpose The leader imparts a sense of mission and vision; articulate a roadmap of pride .respect and faith,inculcates giving utmost importance towards pride,respect and faith,aspire and ignite the excitement of the subordinates. Idealized influence This is a leadership style in terms of influencing with the element of idealized form(ii) or become a role-model of people around him.There are specific and personal characteristics or charisma inherited and making it explicit through moral behaviour which can be followed on the grounds of trust,morality,honesty and integrity.The key indicators can be attributed as- The positive gain is achieved by utilising power Addresses crisis head on The followers achievement is a matter of celebration for him Proves extraordinary competency Leader imparts the vision and mission in a way to inspire and motivate the followers by put forward the challenge and establish what it actually mean. Transformational leader and vision Leadership authors have given more attention to emotional intelligence towards a competency which is interpersonal.in recent times leaders emotional competency can be effected by- Awareness about himself Emotional expressiviity Monitor ones function by himself Empathy Empirical evidence shows that leader with more emotional competencies shows to be visionary leadership behaviour. Akshkanesy and Tse(Theoritical article) defined the emotional leadership as- Management of emotion Assert that emotional language and communication Transformational leaders have intuition about the followers needs values leads to greater interpersonal sensitivity and higher quality relationship with followers. George(2000) describes how aspects of emotional intelligence, including the appraisal and expression of emotions facilitate a leaders ability to develop collective goals, communicate the importance of work activities with followers and motivate by generating enthusiasm, confidence and trust. The following hypothesis is presented which is dependent on emotional expressivity and visionary leadership. H1: A wide range of positive results including organisational performance has a positive link with the leaders emotional expressivity(Waldman etal,2001) H2:There is a positive relationship between visionary leadership and follower ratings of leadership effectiveness. Empirically it has direct effects on the attitude of the follower and ratings of leadership effectiveness of a leaders visionary behaviour may be viewed in terms of scale of organisational changes that are felicitated in the organisation. Furthermore visionary leaders who also acquires this skill where expressivity in terms of emotion is practiced will likely to articulate their vision in a strong way with more compulsion and persuasion that result in high magnitude of organisational changes than leaders who does not have such skill H3: A close bond between visionary leadership and organisational change will vary in degree depending on the level of leaders emotional expressivity. The regression analysis done through empirical analysis found that there is a strong relationship between visionary leadership and organisational change in magnitude under conditions of leaders high emotional expressivity. VISIONARY LEADERSHIP Frances Westley and henry Mintzberg formulated the theory of visionary leadershipn on the basis of Miss Follets work.There are three main assumptions of the visionary leadership. First assumption is associated with the dynamic nature of visionary leadership where the drama,action and communication occur at the same time.As the actor does his rehersal when he goes up to the step for the moment ,at that moment of time visionary leader practices the vision. The visionary leader connects the idea and action and at the same time establishes a relationship with his followers.This kind of leader is capable of moulding strategy into vision. The second assumption is about the content as well as context strategic vision.The core of the vision is a strategic content and has a focus on organisations,markets,products or even services.The external influence on vision comes out with the context one.This aspect has been effected by the organisational variation in terms of structure,ownership and size etc. The third and the final assumption stresses on the variety of visions and it can visualise many shape and sizes.Mary Parker Follett emphasises that the leader should have the capability to identify the potential of its followers and with a cohesive bond they should be able to integrate them. There sould be reciprosity in the gtoup and the leader and the group members should influence each other.It is not only the leader who should have influence on group members but the group member should also influemce leaders(Follett,1930a,P213).The another point is repetation which drawn by Westley and Mintzberg(1989)it enables the visionary leaders to identify the issues.According to Folletts study the leader should harmonise the external and internal situation i case of group.Follett,1930a,p214 describes it as an functional unity.The leader should overcome the factionalism by uniting them. It is not only the leader who should have influence on group members but the group member should also influemce leaders(Follett,1930a,P213).The another point is repetation which is drawn by Westley and Mintzberg(1989)it enables the visionary leaders to identify the issues.According to Folletts study the leader should harmonise the external and internal situation i case of group.Follett,1930a,p214 describes it as an functional unity.The leader should overcome the factionalism by uniting them.The third important part is representation where the leader(ACTOR) should be able to communicate its follower(AUDIENCE) Leader should energise its followers.According to Miss Follett, the three main function of the CEO includes to define a organisations purpose,to maintain co-ordiantion of its activities.to foresee a future.The leader provides a long range vision by combining into a team effort and gives the purpose of the group. The final element is assistance where the audience or the followers should follow up the vision of the leader and take part to shape the vision. All of the analysis has come into a result of group power where the group is not like a team of uniformity but its a convergence of all opposites and Vision become live when it is shared and all the group member pull together to avhieve it and the leader should bring together all the group members to achieve the goal. Vision may be an outstanding achievement with a binding to a people in a society together,It may be an inspiring goal where involvement of people is spontaneous .Vision is deep rooted in cherished core ideology and at the sametime stimulates the progress and change in anything that is not part of the core ideology.There is some core values which is independent of time and enduring core purpose (which should never change) from the operating practices and business strategies(which should be changing constantly in response to a changing world). ARTICULATING A VISION A comprehensive vision consists of two major part Core ideology An envisioned future A good vision build on the interplay between two complementary Yin-and-Yang forces:it defines change(the core ideology) and sets forth What we aspire to become ,to achieve,to create that will require significant change and progress to attain(the envisioned future) THE VISION FRAMEWORK CORE IDEOLOGY Core ideology is authentic and been derived by looking inside not by external environment.The core ideology guides and inspire but doesnot differentiate with others . Core ideology bears and inspires the meaning of the people inside the organisation and people inside the organisations neednot compel by core values and tries to generate long term commitment.It is an intrinsic matter to the organisation. The basic difference between the core ideology and core competency can be derived as -core competence is a strategic concept that captures the organisational capability where you are particularly good at and core ideology is what you stand for and why you exist. ENVISIONED FUTURE It is the second primary component of the vision framework which consists of two parts- A ten to thirty year Big Hairy Audacious Goal A vivid descriptions of what it will be like when the organizations receives BHAG BIG HAIRY AUDACIOUS GOAL(BHAG) It is a term which was first proposed in a 1996 article with a title Building Your Companys Vision by James Collins and Jerry .A BHAG is a particular mechanism to stimulate progress.A true BHAG is distinct and creates immense team spirit by unfying the focal point and reaches out to the people and enhances their courage.It is tangible,energizing and highly focused and it is astimulation above the traditional corporate statement. 1.VISION LEVEL BHAG A vision level BHAG applies to entire organisation and requires 10 to 30 years to complete the cycle.BHAG stands for beyond the capabilities of organisation and current environmental trends,forces and conditions. 2.VIVID DESCRIPTION Vivid description is the second component of envisioned future necessary to achieve BHAG is a vibrant and specific component of the organisation. However there is a certain difference between core ideology and envisioned future. The first one is like a star in the horizon which cannot be reached wheres it guides and inspires and its the fundamental reason of existence. The second one is the specific goal to achieve to achieve a specific time frame.

Comparing Abortion in Morrisons Beloved and in America Today :: comparison compare contrast essays

Abortion in Morrison's Beloved and in America Today      Ã‚  Ã‚  Ã‚  Ã‚   In the novel Beloved by Toni Morrison, the main character, Sethe, commits a crime unthinkable and incomprehensible to most people today.   She murders her own child, her own flesh and blood.   The institution of slavery drove Sethe to make this drastic decision.   Comparing the situations of slavery to today's society is impossible.   Yet, we still see mothers killing babies (or fetuses).   The issue of abortion has been a constant in our society for years.   Is the emotional struggle to kill a baby made out of love or selfishness?      Ã‚  Ã‚  Ã‚  Ã‚   The cruelties of slavery from which Sethe plans to save her children are manifold in Beloved.   Sethe was living in a time completely different from our own.   She and other slaves experienced things that none of us could ever imagine; having breast milk stolen from her own body, being whipped by a chokecherry tree to the point of leaving permanent scars.   Other cruelties for Sethe are to know that her friends were hurt.   Sixo was roasted alive and Paul A hung.   Paul D is locked onto a chain for eighty-three days in a prison camp in Georgia.   These pains for her friends can be just as painful for Sethe.   All in all the life of a slave is dehumanizing.   Constant hiding and being on the run plays tricks on the mind of slaves.   Shown by Paul D in his most discouraging conflict comes in contact with a rooster, Mister.   Humiliated by the fact that an animal was walking around with more power, he doesn't understand how an animal can have a better life, and place judgement on a human.      Ã‚  Ã‚  Ã‚  Ã‚   During the time of slavery the love between a mother and her children dims.   Through scars mothers and children were to have secret relationships.   In Sethe's only memory of her mother she was introduced to a scar underneath her breast which could always identify her mother.   After her mother was hung, Sethe did examine her corpse, but was unable to locate the symbol on the decaying flesh.   Imagining how these images design a psyche for a child, this memory would bruise them for eternity.   These morbid rememories for Sethe are reminders for her that she is living in an

Psychological factors of tennis :: essays research papers

TASK ONE PART A FEEDBACK AND MOTIVATION OFFERED TO THE PLAYERS BY THE COACH TO IMPROVE SKILLS, COURT PLAY AND MENTAL ATTITUDE Stuartholme A Grade Tennis Team Dennis Sheard, (the coach of the A team) was mainly focusing this particular training session on footwork and communication as he felt that the team lacked both these factors during their previous Saturday match. The following are a few quotes from Dennis  "Awesome footwork Alex, could you feel the difference between that ball and the last?" Dennis indicates when the players use the correct technique and then compares it to a previous shot where they do not. This is enabling them to get used to using internal feedback independently and how they should be executing the shot.  "Correct technique, but you didn’t squeeze the grip again. The raquet shouldn’t wobble as you hit it." Dennis recognises the problem, explains it and then evaluates it for the player, making it clear what they did wrong and how they can improve it.  "If you’re partner gets a hard ball to reach I want to be able to hear you encouraging her to get it to it, I want to hear lots of "Go, go go’s!!"" Dennis stresses the importance of communication and encouragement in doubles. This communication increases motivation and a goal to reach for the players.  "I don’t want to see any slumped shoulders or negative expressions when you miss a ball, that’s the time you need to be even more confident and focused on getting the next point." Dennis reminds the girls constantly on staying positive and not losing their patience during their games as this can make them become over or under aroused. Psychological Stuartholme D6 Tennis Team The D6 coach Kate, was fairly quiet during their coaching session and when she did offer advice she would sometimes put it with a shot that didn’t necessarily match the comment, confusing the girls. This is a lower ranked team and the girls are still at quite a cognitive stage of developing their tennis skills, this means it is vital that they receive a lot of feedback and encouragement to persist with the sport. By not offering this Kate may be hindering their development. She did however put forward the following points to the girls.  "Good shot"  "Move your feet"  "Keep your eye on the ball"  "Swing slower" Although Kate is offering advice to her players in order for them to improve their skills she needs to be more specific so they can understand their mistakes and correct them.

Tanning Beds and Cancer

According to the Skin Cancer Foundation, on an average day, nearly thirty million people tan indoors in the United States (â€Å"Skin Cancer Facts† 2011). What is even more alarming is, â€Å"a new study has shown that people who use tanning parlors once a month or more have an increased risk of developing malignant melanoma by 55%. Melanoma is one of the deadliest forms of skin cancer† (â€Å"Skin Cancer Facts† 2011). If this statistic does not scare those who use tanning beds, it should. Although a nice bronze glow accompanies your body after your trip to the tanning bed, a lifetime of trouble for your skin will follow, also. Is a nice tan really worth a lifetime of health concerns for your skin? To many, it is because of societies definition of beauty. Society thinks the idea of beauty involves harming their skin and receiving potential cancer in return for laying in a bed for â€Å"color†. This needs to change just as much as we need to stop the increase of skin cancer. One-way to stop this delusional sense of beauty and to decrease the number of skin cancer patients is to ban tanning beds. Tanning beds should be banned in the U. S. ecause although you may get instant, temporary, tan skin, developing a deathly cancer called melanoma can create more permanent unpleasant medical issues and the real idea of beauty needs to be re-established. To begin, many people have heard the term melanoma but it is important to know and understand what it is. According to the article â€Å"Melanoma Stage Three Prognosis,† Melanoma is a cancer that forms in the melanocytes of the skin. These are cells that make melanin, which colors our eyes, hair and skin (â€Å"Melanoma† 2011). These cells can be found in moles usually brown or black in color, but sometimes pink, red, or even blue. Not only can these moles and other spots be cancerous, they can be deadly. Melanoma is one of the deadliest cancers in America, and also one of the fastest spreading cancers (â€Å"Skin Cancer Facts† 2011). People do not recognize they are carriers, therefore do not receive adequate treatment, so it spreads to additional parts in your body, and very quickly. â€Å"This spreading is referred to as mestasis† (â€Å"Melanoma Stage Three Prognosis† 2011). As it spreads to other parts of the body it makes for a very difficult treatment because â€Å"lymph nodes start the invasion process of nearby tissue and form lesions on vital organs† (â€Å"Melanoma Stage Three Prognosis† 2011). As a result, â€Å"melanoma in the United States kills about 8,700 unlucky people every year† (â€Å"Skin Cancer Facts† 2011). Also, according to the American Cancer Society, there is an estimated â€Å"120,000 new cases of melanoma in the US are diagnosed in a year† (â€Å"Melanoma Skin Cancer† 2011). These statistics are alarming because we all could potentially make a choice to start decreasing these numbers. Using tanning beds is causing skin cancer which spreads quickly, can reach a stage that is extremely hard to treat and could lead to death. If tanning beds were banned, there would be fewer people dying from skin cancer because people wouldn’t be allowed to use them. Since using tanning beds is the number one cause of skin cancer itself, banning them should be a given. In addition to causing skin cancer, tanning beds are brainwashing people into thinking that being â€Å"tan† is the new beautiful. What ever happened to natural beauty, including pale skin? It is sad that our society has made women and men feel self-conscious about their color because tanning beds offer a â€Å"tan†. We have started a society where kids are judged because they are not pretty and â€Å"tan† like the others. As a result, kids and adults feel self-conscious and become depressed, sometimes leading to suicidal thoughts or even suicide itself, due to the lack of confidence they have in themselves. If tanning beds were banned kids and adults would not feel self-conscious about their skin because you wouldn’t be able to tan constantly without the real sun. Some say that even though tanning beds are banned, people will go on vacation and return home tan and people will feel the same way, but this â€Å"color† will be natural. Re-establishing the idea of natural beauty will benefit everybody and their confidence. Next, to prevent people from going tanning government officials need to ban tanning in the U. S. If people break this law, there will be federal consequences just as any other law has. Reason being, there are enough innocent people dying from skin cancer because of the natural sun, so by banning tanning beds we can save the lives of those who get cancer from the beds. Also, we can re-define the term beautiful so those who are self-conscious about their beautiful pale skin are confident in their natural beauty. If we enforce this new law, people will not feel as self conscious about their pale skin because there will be no other way to tan except by the natural sun. This will get people to realize that the natural way is the most beautiful way. In some states, there have been laws implemented to restrict minors from tanning. There have also been laws stating that you must have parent permission to be able to tan. These laws don’t work because minors use fake i. d. ’s or have other people sign for them (â€Å"Should Tanning Beds Be Banned† 1995). If we enforce the new law, we can be one step closer to stopping suicide caused by low self-esteem, and helping the depressed become confident in their bodies. With all these reasons as to why there should be a ban on tanning beds comes the other side of the argument. Some people believe â€Å"Imposing a ban on tanning salons would restrict the free choice of consumers† (‘Should tanning beds be banned? 1995†). If consumers are given correct information about the dangers of indoor tanning, then they should be able to weigh these risks against their own personal benefits from indoor tanning and decide for themselves if it would be a rational choice. Some say â€Å"the government should not tell consumers that they cannot assume certain risks, even if they are willing to do so, just because the government believes that the risks are too great† (â€Å"Should Tanning Beds Be Banned? † 1995). Some also believe that â€Å"not everyone develops cancer after visiting these salons, and consumers might be willing to take the gamble (â€Å"Should Tanning Beds Be Banned? 1995). People arguing against banning tanning beds believe that a ban on tanning salons would infringe the free choice rights of over one million citizens of the United States. In my opinion, the government should risk these unhappy citizens for decreasing the number of skin cancer patients. It should not matter if your â€Å"choice† is infringed upon because this new law will be saving the lives of many. In conclusion, tanning beds cause melanoma, which can lead to death. Tanning beds have also aided in changing the definition of beauty. If tanning beds were banned, we could stop the rise in skin cancer patients and save the lives of many. Also, we can boost those kids and adults’ self-esteem who still think their natural skin is beautiful despite how others who use tanning beds may make them feel. In the long run, we could reduce the number of depressed and even suicidal individuals who become self-conscious because of the â€Å"color† of their skin. This is an important decision to make because we can reduce the number of deaths and help kids and adults realize they are beautiful the way they are.