The Best Ways To Offer Effective Feedback - Focus

The Best Ways To Offer Effective Feedback - Focus As a freelancer, I get lots of benefits that dont come with most full-time jobs. I get to choose the work I do and the clients I take on, I make my own hours, and I work from homeâ€"in my pajamas, if I want to. But there are upsides and downsides to everything. Freelancing means youre your own boss, and its up to you to keep yourself on task. You also have to think about saving for retirement and paying for insurance, which might be covered if you were an employee. It might sound strange, but not getting feedback is one of the downsides of freelancing, if you ask me. I thrive on feedback. I love hearing about what I did well (who doesnt) and I like knowing what to work on (note my change of language thereâ€"I dont actually like to hear  about what I can improve on, but I do like to know what needs work; if only I could have one without the other). Anyone whos had to manage people knows how uncomfortable it can be to give feedback to your team members. Even providing positive feedback can be awkward if youre not sure how to do it well. So we end up with a mumbled good job now and then, and managers frustrated over criticisms they can’t share, because giving feedback well is rarely taught to managers. Ive been in this situation before, and I know Ive done a horrible job. I can remember uncomfortable conversations where I had to criticise someones performance, and I only wish Id known how to handle it well. But better late than never, right? Lets look at what the experts say about handling a feedback conversation effectively. (Spoiler: we’re about to learn that the “shit sandwich” is a terrible approach, among other practical advice.) Be Prepared For managers, offering feedback is part of the job. You do your star a disservice if you fail to help her figure out how she can continue to grow,” says  Jean-François Manzoni, author and Professor of Leadership and Organizational Development at IMD International. Though top performers tend to be overlooked when it comes to feedback, its something you should be providing for everyone on your team. Kim Castelda, senior vice president at software company Bullhorn, says  shes rarely met someone who didnt want to be successful, and giving feedback is an essential part of that. To start your feedback session on the right foot, Castelda suggests taking your role seriously and being prepared before your meeting starts. Leaders should walk in centered, prepared, and organized, she says. You should also prepare examples and data in advance, she says, to back up the points you want to make. Be Specific with Correctional Feedback, General with Directional Feedback When you actually deliver feedback, conflicting advice abounds on how to go about it. In particular, how specific you should be. But there does seem to be a general consensus depending on the situation. When youre providing feedback for creative work, to help an employee understand the direction you want them to take their project in, take a tip from the experts. Pixar director Pete Docter says  the best way to provide feedback in this case is to keep it general. Dont tell them exactly what to do, when, and how, he says, but take advantage of your employees creative skills and let them do what they were hired for. If you can use a language that allows them to put in their own specifics, then it becomes much more truthful. â€" Pete Docter Docter provides an example from working with animators. Rather than telling them how to animate a particular scene, and at what point the character should do something, he says, it makes more sense to use imagination and memory to evoke the feeling  he wants to come across in this part of the film. Reminding the animator of how it felt to squabble with siblings when they were young is enough to get them thinking about how to make that mischievous feeling come through in the film, without telling them exactly what to do. But you may be in an entirely other situation. One where you need to offer corrective feedback to help someone adjust their behavior or the way they approach their work. In this case, most experts agree specificity is important, but with a caveat:  feedback should be squarely aimed at the work or behavior itself, not the person. Always describe behaviors, not traits, says Amy Gallo, author of the HBR Guide to Managing Conflict at Work. The more general the coaching advice, say authors Roger Fisher and Alan Sharp  in their book Getting It Done: How to Lead When Youre Not in Charge, the more it is taken as a personal indictment. Again, Pixar has this process down pat. When criticising early versions of a film, the Pixar team knows theyre dealing with work that reflects strongly on the artists behind it. To avoid egos and hurt feelings getting in the way of improving the movie, criticism is always clearly aimed at the film itself, rather than its makers. Team management made simple. Get started with MeisterTask Its free! Get started with MeisterTask Start with the Negatives When youre delivering negative news, theres one more thing to remember: if youve ever heard of the shit sandwich approach, nows the time to discard it. The idea of sandwiching bad news between two bits of positive news sounds great in theory, but doesnt work in practice. Evolution has primed us to respond to and remember negative events more strongly, since theyre more often related to life-or-death danger than positive events. A close run-in with a tiger, for instance, would have stuck in our ancestors minds more strongly than a nice meal. They needed to learn from the encounter with the tiger and avoid it happening again, so their brains remembered it vividly. Fortunately, we rarely face life-or-death dangers these days. Unfortunately, we still react more strongly to negative events. Which is why criticism stings so harshly, and we have a hard time letting go of negative experiences. This is why the shit sandwich doesnt work: sandwiching the bad news isnt enough to overcome our natural tendencies to focus on it. The good news is, theres another approach that might work. According to Roy F. Baumeister, professor of social psychology at Florida State University, many  good events can overcome the psychological effects of one bad event in our mind. Because it takes many positives to outweigh negatives, Clifford Nass, professor of communication at Stanford University, and author of The Man Who Lied to His Laptop  suggests  starting with the bad news first, then following it up with lots of positives. This helps to overwhelm the employees brain with good vibes, so they cant dwell on the bad feedback. Be Empathetic Speaking of egos, we all know how much it hurts to get bad feedback on something youve done. Whether its your work, a suggestion you offered in a meeting, or a joke that doesnt land, no one likes the feeling that we could have done better. When youre offering feedback to an employee, remember this. Marcia Reynolds, author of The Discomfort Zone: How Leaders Turn Difficult Conversations into Breakthroughs  says  we need to be empathetic when discussing feedback. Even if you disagree with their perspective, she says, honor the human in front of you. To ensure the process is respectful and useful to everyone involved, feedback discussions need to be a two-way conversation, not a lecture. Liane Davey, author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done, says  to avoid making the mistake of attributing intent, and instead to just focus on the impact of the behavior. Its all too easy to assume we know why  someone made a particular decision, but without asking and truly listening, we cant know for sure. Rather than making harmful assumptions, be open to hearing your employees point of view. Davey suggests asking open-ended questions to learn how your employee took the feedback, whether theyve understood you clearly, and what they plan to do differently next time. Amy Gallo agrees that checking for understanding should be part of your process. She also suggests you and your team member agree on clear next steps and a fair way to measure progress. One final thought: Castelda, who leads a training program on delivering difficult messages, suggests managers keep in mind the positive reasons for providing feedback. If youre finding a conversation difficult or nerve-wracking, remember that your aim in providing feedback is to help your team members succeed and grow. Research shows  53% of managers avoid difficult conversations due to lack of training in how to handle those moments effectively. A 2014 study  also found 43% of managers felt that offering corrective feedback was a stressful and difficult experience. If you fit into either of those groups, I hope this research will prove helpful in approaching future feedback sessions. And if nothing else, remember that youre dealing with another human being, and do your best to be empathetic to their point of view. Communicate. Collaborate. Create. Try MeisterTask Its free! Try MeisterTask The Best Ways To Offer Effective Feedback - Focus As a freelancer, I get lots of benefits that dont come with most full-time jobs. I get to choose the work I do and the clients I take on, I make my own hours, and I work from homeâ€"in my pajamas, if I want to. But there are upsides and downsides to everything. Freelancing means youre your own boss, and its up to you to keep yourself on task. You also have to think about saving for retirement and paying for insurance, which might be covered if you were an employee. It might sound strange, but not getting feedback is one of the downsides of freelancing, if you ask me. I thrive on feedback. I love hearing about what I did well (who doesnt) and I like knowing what to work on (note my change of language thereâ€"I dont actually like to hear  about what I can improve on, but I do like to know what needs work; if only I could have one without the other). Anyone whos had to manage people knows how uncomfortable it can be to give feedback to your team members. Even providing positive feedback can be awkward if youre not sure how to do it well. So we end up with a mumbled good job now and then, and managers frustrated over criticisms they can’t share, because giving feedback well is rarely taught to managers. Ive been in this situation before, and I know Ive done a horrible job. I can remember uncomfortable conversations where I had to criticise someones performance, and I only wish Id known how to handle it well. But better late than never, right? Lets look at what the experts say about handling a feedback conversation effectively. (Spoiler: we’re about to learn that the “shit sandwich” is a terrible approach, among other practical advice.) Be Prepared For managers, offering feedback is part of the job. You do your star a disservice if you fail to help her figure out how she can continue to grow,” says  Jean-François Manzoni, author and Professor of Leadership and Organizational Development at IMD International. Though top performers tend to be overlooked when it comes to feedback, its something you should be providing for everyone on your team. Kim Castelda, senior vice president at software company Bullhorn, says  shes rarely met someone who didnt want to be successful, and giving feedback is an essential part of that. To start your feedback session on the right foot, Castelda suggests taking your role seriously and being prepared before your meeting starts. Leaders should walk in centered, prepared, and organized, she says. You should also prepare examples and data in advance, she says, to back up the points you want to make. Be Specific with Correctional Feedback, General with Directional Feedback When you actually deliver feedback, conflicting advice abounds on how to go about it. In particular, how specific you should be. But there does seem to be a general consensus depending on the situation. When youre providing feedback for creative work, to help an employee understand the direction you want them to take their project in, take a tip from the experts. Pixar director Pete Docter says  the best way to provide feedback in this case is to keep it general. Dont tell them exactly what to do, when, and how, he says, but take advantage of your employees creative skills and let them do what they were hired for. If you can use a language that allows them to put in their own specifics, then it becomes much more truthful. â€" Pete Docter Docter provides an example from working with animators. Rather than telling them how to animate a particular scene, and at what point the character should do something, he says, it makes more sense to use imagination and memory to evoke the feeling  he wants to come across in this part of the film. Reminding the animator of how it felt to squabble with siblings when they were young is enough to get them thinking about how to make that mischievous feeling come through in the film, without telling them exactly what to do. But you may be in an entirely other situation. One where you need to offer corrective feedback to help someone adjust their behavior or the way they approach their work. In this case, most experts agree specificity is important, but with a caveat:  feedback should be squarely aimed at the work or behavior itself, not the person. Always describe behaviors, not traits, says Amy Gallo, author of the HBR Guide to Managing Conflict at Work. The more general the coaching advice, say authors Roger Fisher and Alan Sharp  in their book Getting It Done: How to Lead When Youre Not in Charge, the more it is taken as a personal indictment. Again, Pixar has this process down pat. When criticising early versions of a film, the Pixar team knows theyre dealing with work that reflects strongly on the artists behind it. To avoid egos and hurt feelings getting in the way of improving the movie, criticism is always clearly aimed at the film itself, rather than its makers. Team management made simple. Get started with MeisterTask Its free! Get started with MeisterTask Start with the Negatives When youre delivering negative news, theres one more thing to remember: if youve ever heard of the shit sandwich approach, nows the time to discard it. The idea of sandwiching bad news between two bits of positive news sounds great in theory, but doesnt work in practice. Evolution has primed us to respond to and remember negative events more strongly, since theyre more often related to life-or-death danger than positive events. A close run-in with a tiger, for instance, would have stuck in our ancestors minds more strongly than a nice meal. They needed to learn from the encounter with the tiger and avoid it happening again, so their brains remembered it vividly. Fortunately, we rarely face life-or-death dangers these days. Unfortunately, we still react more strongly to negative events. Which is why criticism stings so harshly, and we have a hard time letting go of negative experiences. This is why the shit sandwich doesnt work: sandwiching the bad news isnt enough to overcome our natural tendencies to focus on it. The good news is, theres another approach that might work. According to Roy F. Baumeister, professor of social psychology at Florida State University, many  good events can overcome the psychological effects of one bad event in our mind. Because it takes many positives to outweigh negatives, Clifford Nass, professor of communication at Stanford University, and author of The Man Who Lied to His Laptop  suggests  starting with the bad news first, then following it up with lots of positives. This helps to overwhelm the employees brain with good vibes, so they cant dwell on the bad feedback. Be Empathetic Speaking of egos, we all know how much it hurts to get bad feedback on something youve done. Whether its your work, a suggestion you offered in a meeting, or a joke that doesnt land, no one likes the feeling that we could have done better. When youre offering feedback to an employee, remember this. Marcia Reynolds, author of The Discomfort Zone: How Leaders Turn Difficult Conversations into Breakthroughs  says  we need to be empathetic when discussing feedback. Even if you disagree with their perspective, she says, honor the human in front of you. To ensure the process is respectful and useful to everyone involved, feedback discussions need to be a two-way conversation, not a lecture. Liane Davey, author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done, says  to avoid making the mistake of attributing intent, and instead to just focus on the impact of the behavior. Its all too easy to assume we know why  someone made a particular decision, but without asking and truly listening, we cant know for sure. Rather than making harmful assumptions, be open to hearing your employees point of view. Davey suggests asking open-ended questions to learn how your employee took the feedback, whether theyve understood you clearly, and what they plan to do differently next time. Amy Gallo agrees that checking for understanding should be part of your process. She also suggests you and your team member agree on clear next steps and a fair way to measure progress. One final thought: Castelda, who leads a training program on delivering difficult messages, suggests managers keep in mind the positive reasons for providing feedback. If youre finding a conversation difficult or nerve-wracking, remember that your aim in providing feedback is to help your team members succeed and grow. Research shows  53% of managers avoid difficult conversations due to lack of training in how to handle those moments effectively. A 2014 study  also found 43% of managers felt that offering corrective feedback was a stressful and difficult experience. If you fit into either of those groups, I hope this research will prove helpful in approaching future feedback sessions. And if nothing else, remember that youre dealing with another human being, and do your best to be empathetic to their point of view. Communicate. Collaborate. Create. Try MeisterTask Its free! Try MeisterTask

The Effects Of Climate Change On The State Of Colorado

It is undeniable that climate change is drastically changing our current landscapes throughout the world. There are many individuals who consider climate change to be a natural and organic progression, but many studies indicate that due to excess greenhouse gas emissions, humans are accelerating global warming at an alarming rate. It’s convenient to continuously dismiss the studies and evidence that suggest climate change is real and it could have serious consequences, but when these drastic changes are taking place in our own backyard, it becomes a harsh reality. There is longstanding research, which indicates that the Colorado River has been in a drought since the early 2000’s and researchers allege that due to rising temperatures, the†¦show more content†¦According to Dr. Denning, â€Å"as the global climate changes, average temperatures will rise sharply. Because Colorado is so far inland, this effect will be stronger because large bodies of water help mit igate temperature swings and Colorado is far from our oceans or Great Lakes. Imagine the climate of Albuquerque as far north as Greeley.† Additionally, we must consider the agriculture industry is estimated to be worth around forty-one billion dollars in Colorado, which means climate change will have a drastic impact on food production. Colorado’s geographic location is problematic in itself, but the continuous temperature changes means longer growing seasons. Ultimately, the rising temperatures make plants consume more water and it reduces the annual snowpack, which creates a conundrum of issues. Similarly, we can assume a warmer Colorado will also mean a much drier Colorado, which will hurt agriculture on every level. A report submitted to the Colorado Energy Office, titled â€Å"The Colorado Climate Change Vulnerability Study† presents key vulnerabilities the state is faced with due to climate change. The report highlights many areas, but it offers insight into negative effects from climate variability and how to adapt to them. Since the agricultural sector plays such a critical role in Colorado’s economy, its vulnerabilities are detailed at length. The report splitsShow MoreRelatedEssay about History of the Colorado River1413 Words   |  6 Pagesscientists from the University of Arizona in Tuscon, the Colorado River went through a six decade long drought during the mid-1100s. This drought was longer than any other drought know to the region. 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China, also has seen thousands of its rivers disappear, according to a recently published Bulletin of First National Census for Water in China. Many scientists believe that a severeRead MoreLegalization of Marijuana: Know the Facts before Choosing a Side1594 Words   |  7 PagesSince the 1950’s, the United States has had mandatory sentencing for possession of marijuana. Throughout this country’s history, marijuana has been used as a productive attribute to society. In the 17th century, the production of hemp, the plant which marijuana is diverted from, was in fact encouraged by the government. While leaving the 60’s and 70’s decades, marijuana became looked down upon for social media became more conservative and more hard on crime. Marijuana, like any other drug, may comeRead MoreGlobal Warming Is The Environmental And Social Changes Caused By Emissions Of Greenhouse Gases1735 Words   |  7 Pagesand social changes caused by emissions of greenhouse gases. Human activities have been the primary cause of this significant change, resulting with extreme weather conditions, increasing sea levels, a nd climate changes. In this paper I will compare and contrast natural versus anthropogenic climate changes of global warming, mitigation strategies, mitigation effectiveness, policy implications, costs, and address some policy changes to help stabilize global climate. Natural Climate change The EarthRead MoreExtensive Field Documentation And Radiocarbon Dating801 Words   |  4 Pagesdetailed alluvial history of mid-elevation valley and piedmont areas of the Carrizo Wash watershed. Much of the alluvial chronology has century-scale resolution, making it one of the best-dated and detailed Holocene alluvial sequences from the southern Colorado Plateau and the larger southwestern U.S. region. The Carrizo Wash alluvial history spans the entire Holocene, although early Holocene deposits in valley contexts are deeply buried with few exposures and little dateable material. Similarly, study

The Effects Of Sensory Information On The Brain Essay

Although there are discrete cortexes in the brain, each with a specific purpose for integration, which have complex functions of their own, each part of the brain interacts with one another in complex ways that contribute to the integration of sensory information to the reality we are all so familiar with (Eagleman, 2015a). As explained by Doctor David Eagleman (2015a), the brain is like a city. There is no true single place that reality could be said to exist in the mind. Just as in a city, there are many different parts that make up the whole (Eagleman, 2015a). Each and every part of a city specializes in getting one thing done, like each cortex. However, rather than the success of the brain or city existing in the individual parts, reality is achieved by integrating each and every part into a single entity (Eagleman, 2015a).This means that the brain also integrates sensory information by creating interactions between the separate cortexes of the brain. An example of the way that s ensory information communication is essential, is found in the interaction between smell and taste (Herz, 2007). Most of what we perceive as taste is actually a result of activation of the olfactory cortex, the area of the brain dedicated to the sense of smell (Herz, 2007). The interaction of these two senses leads to an enhancement of the sensation of taste, altering our creation and perception of reality surrounding the way we perceive taste (Herz, 2007). Essential to the communicationShow MoreRelatedSensory Integration And Sensory Processing1746 Words   |  7 PagesSensory integration is also known as SI or sensory processing (Sensory Processing, n.d., para 1). Sensory Integration occurs automatically, unconsciously, and almost instantaneously (An Introduction, 2014). SI is an ongoing neurological process that continuously occurs. 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American vs Nepalese Culture Free Essays

The American and Nepalese culture have some similarities but many differences. The American culture is a Western and a diverse culture; whereas, the Nepalese culture is Eastern and less diverse. There is a public education system for everyone in the American culture, and the literacy rate is high. We will write a custom essay sample on American vs Nepalese Culture or any similar topic only for you Order Now In Nepal, there is a public education system also but the literacy rate is low. There is more freedom for people in American culture; on the other hand, in Nepalese culture, there is less freedom and more rules. One of the other differences that can be seen between American and Nepalese culture is in family relations. The behavior of the people is very different between this tow cultures. Many different racial groups form the American culture. The major ethnic groups in the United States are Europeans, Hispanics, African/Americans, Asians and Pacific Islanders, and many other minor ethnic groups. The distinct groups in the United States have different religions. The major religions in the United States are Catholicism, Protestantism and Judaism. Islam, Hinduism and Buddhism are also minor religions in the United States. English is the main language in the United States but also Spanish and other languages are spoken in different cities. In the Southern part of Texas, New Mexico, Arizona, and California, the majority of people are Spanish speaking. In Nepalese culture, there is little ethnic diversity and the ethnics groups are not from other countries. The major groups are the Sherpa, the largest group, who lives in the northern, mountainous part of the country; the Gurung, who live in the central part of Nepal, and the Adabasi, who live in the southern part of the country. These people are born in Nepal and are not from other countries like the American ethnic groups. There are a few Muslims and Christians, but the major religions are Hinduism and Buddhism. Nepali is the major language in Nepal. In government offices, private offices and in school, they use the Nepali language; whereas, in cities and towns, the different ethnic groups speak their own dialects. The Nepalese school system is based on tradition and religion in the rural areas and in the urban areas, there is a modern education system. Parents can choose any public school, they like for their children; there is no restriction on children having gone to school in the town or village where they live. In America, students have to go to the school in the town in which they live. In the American culture, people are individual oriented and individual value is greater than family value. People believe in their work, and they do the hard work. The American people plan things ahead, and they become successes in their future. The American people are independence, and they make their own decisions. Americans follow the time and its value. In Nepalese culture, people are family-oriented and the family value is greater than the individual value. The Nepalese people believe in god, and they wait for the people who can do their work. The Nepalese people do not plan any things and do their work, and they become unsuccessful in their future. In Nepalese culture, people depend on other, and they cannot make their own decision. The elder’s person in the makes the decision, and other family’s member follow that decision. In Nepalese culture, people cannot follow the time, and they are lazy. The American people follow a law and order. They behave friendly to each other, even if they are unknown. The American are polite and helpful. The American people wait for the turn and follow the advice, given by other. The Nepalese people do not follow the law and order. The rich people dominate the miserable people and there is a slavery system in Nepal. The poor people live in the house of rich, and do their work for nothing. Nepalese do not behave friendly to each other. Nepalese people do not wait for the turn instead and crowed in the same place fighting each other. How to cite American vs Nepalese Culture, Papers

An Analysis of a View from the Bridge free essay sample

The focus on Eddie is evidence that he is an important character and that is the one that has most interactions with the other characters. Eddie and Catherine are having a conversation in the house when he returns from work. From the enthusiastic manner in which Catherine greets Eddie, we know that they share a close relationship. Later, we also see the two characters having a conversation with each other that also alludes to the closeness that they share. The content of the conversation that Eddie and Catherine have seem banal and unimportant. However, the manner in which they express their thoughts, especially for Eddie, allows us to have a closer peek at what they truly think and how they truly feel. This also creates a sense of suspense and prepares the audience of the later events in Miller’s plot. From the conversation, a sense of curiosity is piqued in the audience as they are subtly made aware that Eddie and Catherine do not share a completely innocent relationship. On the surface, Eddie seems like a paternal figure who is chiding his young niece about the coquettish manner of her dressing. He tells Catherine that her skirt is too short and the way she walks gives him â€Å"the willies†. This is not a casual remark that Eddie makes. Instead, he harps on it and even when his disapproval causes Catherine obvious distress, he does not stop. Eddie is extremely overprotective over his niece and this conversation is an example of his overprotectiveness. This, coupled with his saying that he does not like the idea of Catherine growing up and finding a job, hints at the unnatural feelings that Eddie harbours towards Catherine. However, at the same time, Eddie seems opposed or even unaware about his feelings for Catherine. For Catherine and Eddie, the high-heeled shoes that she wears and the way she walks is a symbol of womanhood and sex. In her new skirt and shoes, Catherine has been on the receiving on of much attention from men around the community. Catherine appears to be basking in the glow of the attention but her uncle, on the other hand, is disapproving. However, his feelings about it do not seem to only be about fatherly overprotectiveness. There is also a hint of jealousy that Catherine, who is on the cusp of womanhood, may be attracting and attracted to other men. Eddie has made his disapproval of the high heels very clear so later in the play, every time Catherine puts them on; it is a symbol of rebellion towards her uncle. Eddie is controlling of Catherine and wants to keep her pure and innocent. He is worried that the high heels, which will make her look attractive, will lead to her going out with a man and leaving the house. The high heels threaten Eddie and to him, they are dangerous. On the other hand, Catherine is very aware of the effect the high heels has on men and she enjoys the power that they give her. This seemingly minor disagreement the two characters have over the high heels is a foreshadowing of the breakdown of the relationship later when Catherine really does leave to be with Rodolpho. It is also significant that the conversation about Catherine’s blossoming sexuality takes place just before Beatrice’s cousins arrive as it is an indication of a turning point in the play. The new look that Catherine sports is not just symbolic of Eddie’s fear of losing his niece. He is also scared to face his repressed incestuous feelings for his niece as she slowly and more obviously grows to become a woman. Later in the play, after being serenaded by Rodolfo, Catherine is asked to remove her shoes by Eddie. Eddie is so aware of the power of Catherine’s high heels because he experiences their effect first-hand. Eddie calls Catherine â€Å"kid†, an affectionate term. He also tells her she like â€Å"a baby† and that she should be more reserved. Besides showing how desperate he is to keep his niece’s innocence, it also shows that he is trying to conceal his true feelings for her. Catherine is upset by her uncle’s disapproval of her clothes as she wants support from him. Later, when she finds a job, she is again met with disapproval by Eddie. Throughout the extract, the characters were in the house but in different rooms. Eddie and Catherine were together whereas Beatrice was in the kitchen. During their conversation, besides the manner in which they converse, their physical interactions also show that they are close. When talking, Catherine sits and stands near Eddie and even at one point, takes his arm. This, juxtaposed with Beatrice’s physical absence in the room, highlights the awkwardness in the relationship between the three characters. Catherine, like Beatrice, is not a well-developed character. The females are quiet characters who are normally in the background. This is especially so for Beatrice. Catherine, despite being more vocal at the beginning of the play, is still rather meek, submissive and naive. On the other hand, Beatrice is usually in the kitchen. However, the latter seems like a stronger character. She is willing to address the impotence in the relationship between her husband and her and even encourages Catherine to grow into her womanhood. Regardless, both women constantly seek approval from Eddie and as characters, do not have much impact on the play besides just pushing the plot along. Works Cited: Miller Arthur, ed. A View from the Bridge. Penguin Books: Penguin Group 1977. Print.

11 Entry Level Jobs in the Healthcare Industry That Are in High Demand

11 Entry Level Jobs in the Healthcare Industry That Are in High Demand you’ve got your degree, or other certification, in the healthcare industry. the trouble is: you don’t have any field experience. yet! but don’t despair. here are 11 jobs with tons of openings throughout the industry- and all of them entry-level. if you’re looking for a jumping off point to start your healthcare career, then start interviewing for one of these positions stat. registered nursethere is such a high demand for rns right now- nearly 200,000 job openings! as long as you have supervised clinical experience (even just as part of your academic program), you’re qualified. you need a nursing license and a degree, but you can make over $65k per year right out of the gate.licensed practical nurselicensed practical and vocational nurses are also in extreme demand. you’ll need to pass the nclex-pn and complete a year-long practical nursing program with some clinical experience, but then you could make about $40k a year.medical health servic es manageryou’ll need a bachelor’s  and a master’s  in something relevant to health services, plus some admin or nursing experience. but not years and years. this job pays extremely well, with a median income of over $88k.certified nursing assistantcertified nursing assistants don’t make as much money, but earn invaluable experience. there are no degree requirements, just a state approved training program.medical assistantsimilar to a cna, a medical assistant only needs an associate’s degree and some on-the-job training to get started in the field.physical therapistphysical therapists require a lot of schooling, usually a doctorate of some kind, plus a residency or internship of at least one year, but then they make a median salary of nearly $80k and demand and growth are both quite high.icu registered nurseto become a registered nurse in an intensive care environment, you need the same training and certification as an rn outside the icu enviro nment. take your pick! where would you fit best?medical secretaryif you have a high school diploma, plus solid knowledge of medical technology and terminology, then you can get started right away as a medical secretary, earning usually over $30k per year.patient service representativeit’s best to have a bachelor’s degree, but sometimes a high school diploma will do. and if you’re good at customer service, you’ll be an asset in this position. the median salary is about $42k.occupational therapistoccupational therapists are a lot like physical therapists in that they work in rehabilitation, but the field is more specific. if you have your master’s degree in ot and have done some work or volunteering in that setting, then you should be good to go! ots make a median salary of over $75k.records info technicianmedical records and health information technicians are in charge of documenting and tracking patient information. if you have an associateâ€℠¢s degree and perhaps a professional certification, you’ll be hirable. it wouldn’t hurt to take a few related medical courses to beef up your application, but you could earn over $30k per year starting out.

Ap Psychology Fall Term Project Essays

Ap Psychology Fall Term Project Essays Ap Psychology Fall Term Project Essay Ap Psychology Fall Term Project Essay AP Psychology Fall Term Project Introduction I am more interested in the abstract and philosophical aspects rather than the more concrete biological aspects of psychology. The topic that interested me the most so far this year and the topic that I continued to research was the topic of morality. I didn’t have a specific question I wanted to address but as I read some articles about people who were institutionalized for violently expressing psychopathic personality traits, I came across an article that asked a question of its own. The article brought up the idea that traits of psychopathy including ruthlessness, charm, mindfulness, focus, fearlessness, and action can be beneficial to the individual. From this idea, the question I sought to answer was â€Å"If we all take on typically immoral psychopathic tendencies, are they no longer immoral? † Summary The article I read came from Scientific American adapted from the non-fiction book The Wisdom of Psychopaths: What Saints, Spies, and Serial Killers Can Teach Us about Success by Kevin Dutton. The main question posed by Dutton is: Can the typical traits of a psychopath benefit people at certain points in their lives? The article is more of an interview with some patients at Broadmoor, â€Å"the best-known high-security psychiatric hospital in England† and an observation rather than a study with measurements and variables. However, applying knowledge of Kohlberg, Brofenbrenner, and Gillian’s theories make the article even more interesting. In the article, Dutton discusses the inmates’ solutions to problems similar to that of the Heinz dilemma, psychopathy and the brain, and a relation to psychopathic traits to religion and happiness. If what he discusses were put into terms of variables, the independent variable could be expression of psychopathic traits and the dependent variable could be anything the traits effect from happiness to inner or universal morality. Discussion In the article, the ideas of the psychopaths can be looked at and evaluated using both Kohlberg and Brofenbrenner’s theories on moral development. In the article Dutton asks one of the inmates a hypothetical question. An old woman moves out of her house to live with her daughter and son-in-law. The house is in an up and coming neighborhood and she can get a good price if she sold it. The only problem is the tenant who doesn’t want to move out. How do you get the tenant to leave? The first thing the psychopath said was â€Å"I’m presuming we’re not talking violence here† indicating that psychopaths do have a sense of the Level II conventional morality described by Kohlberg. The psychopath recognizes that violence is typically punished and looked down upon by law and society, putting the psychopath into at least Stage 4 of Kohlberg’s theory of moral development. Essentially the psychopath solves the problem by saying that someone should pretend to be someone from the health department and tell the tenant that the house is not safe to live in and he must leave as soon as he can. He doesn’t explain his reasoning but most psychopaths are concerned with one thing only: getting the job done. However, the article doesn’t go into why or how the psychopath determined this was the best way to remove the tenant. If the psychopath figured the action would lead to reward (getting the tenant out) and that is the only consequence, he would be in Stage 1 of Kohlberg’s theory and orientation 1of Bronfenbrenner’s theory. On the other end of the spectrum, if the psychopath figured that if the house got sold and the old woman and her daughter and son-in-law could live comfortably, that the expulsion of the tenant (whether he became homeless or even finds another place to stay) would be the greatest good for the greatest number, putting him in Stage 5 of Kohlberg’s theory. This would be orientation 4 of Bronfenbrenner’s theory called objectively oriented morality in which the standing goals of the group override that of the individual. As the conversation continues, the discussion turns to worrying about the future affecting actions in the present. The psychopaths discuss the idea that there’s no use in getting your mind wrapped in what might happen when everything in the present is perfectly fine and that you shouldn’t let your brain get ahead of you. Do in the moment what makes you happy. Dutton describes this as mindfulness. Dutton brings up the fact that embracing the present is something that psychopathy and schools of spiritual enlightenment have in common. When it comes to psychology, Dutton brings up a â€Å"mindfulness-based cognitive-behavior therapy program for sufferers of anxiety and depression. † Surely, mindfulness and living in the present has its benefits but ignoring the future can produce dangerous consequences as well. Since some stages of morality are based on self satisfaction, others the law and religion, and further the good of society, I have answered my question â€Å"If we all take on typically immoral psychopathic tendencies, are hey no longer immoral? † The answer I came up with is, â€Å"it depends. † The reason â€Å"it depends† is because, well, it does. Anyone can have psychopathic traits of mindfulness, ruthlessness, action, charming, and fearlessness; it’s just about how we use them. Sure, Dutton suggests these traits can lead to happines s and success, but in the right amount and for the right reasons. What we consider the â€Å"right reasons† and â€Å"right amount† is also based on our own levels of morality. If everyone was charming, fearless, ruthless, and mindful, we would all be doing what we could to get ahead and be happy. If doing what is necessary to be happy and get ahead became a universally moral idea, then sure, there wouldn’t be a problem with psychopaths, liars, and cheaters. But in the world in which we live, where we all have our own different ideas of good and bad with exceptions and loopholes included, under the â€Å"right† circumstances, these traits are acceptable and useful, but at the â€Å"wrong† times they can be damaging and violating. Should we all just become psychopaths? I guess it just depends. Citation Dutton, K. (2013, January). Wisdom from Psychopaths? [Electronic version]. Scientific American.