Carl Jungs Exploration of the Unconscious Mind Essay -- Carl Jung Per

Carl Jung's Exploration of the Unconscious Mind Carl Jung is best known for his exploration of the unconscious mind, developed through his education in Freudian theory, mythology, religion, and philosophy. Jung was born July 26, 1875 to a well-educated family in Kesswil, Switzerland. He was raised with a love for language and literature, beginning Latin lessons at the age of 6. As a teenager, Jung led a solitary life. He did not care for school, and shied away from competition. When he went to boarding school in Basel, Switzerland, he was the victim of jealous harassment, and learned to use sickness as an excuse. He later went on to the University of Basel, intending to study archaeology, but instead decided to study medicine. After working under the famous neurologist, Krofft-Ebing, he discovered psychiatry. After graduating, Jung worked at a mental hospital in Zurich under Eugene Bleuler (who later discovered and named schizophrenia). In 1903, he married and at this time he was also teaching classes at the University of Zurich, working at his own private practice, and working on his theory of word association. He finally met Freud, in 1907, and they developed a friendship as the two compared theories. Their friendship eventually ended, and soon afterwards came WWI and a rough time of self-examination for Jung (which then led to his theories of personality ). He retired as a psychiatrist in 1946, and died fifteen years later. Jung’s theories of personality are closely related to the Freudian theories. He divided the human psyche into three categories; the ego, or the conscious mind, the personal unconscious which holds memories and such, and the collective unconscious which is the connection that all humans share. According to Jung, the collective unconscious is made up of archetypes. An archetype is the â€Å"unlearned tendency to experience things in a certain way†#. There are an innumerable amount of archetypes, which all organize experiences or materialize thoughts in their own way. The mother, Mana, Shadow, Persona, and Syzygy archetypes are the most common. The mother archetype is a â€Å"built-in† void, which automatically seeks out a mothering figure. If the individual lacks an actual person to fill that void, he/she may live in which something else fills it. They may live a life devoted to the church (meditating on a figure of Mary),... ...the four functions through which humans perceive and deal with the world. These include sensing (through which a person gets information from their senses), thinking (through which a person evaluates ideas with logic), intuiting (which is a kind of sixth sense unconscious perception), and feeling (through which a person assesses information by their emotional response). Jung described sensing and intuiting as â€Å"irrational† because they involve simply receiving information and making no judgment on them, and thinking and feeling as â€Å"rational† because one judges the information received. Much of Jung’s work, controversial as it was, is still in use or extended upon to some degree today. Katherine Briggs and her daughter Isabel Briggs Myers developed the Myers-Briggs Type Indicator based on Jung’s categorization of the psyche. Through taking this test, one can be identified as being one out of sixteen different categories such as ENFJ (extroverted feeling with intuiting) or ISTJ (introverted sensing with thinking). Jung’s Word Association test is also in wide use in the psychiatric field today. Works Cited Dr. C. George Boeree. "Carl Jung." Personality Theories. 1997.

Work Motivation

Work Motivation Theory and Research at The Dawn Of The Twenty-First Century Based on this journal, the writers examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person environment fit. They focus primarily on work reported between 1993 and 2003, concluding that goal setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years.The writers reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium. Miner (2003) concluded that motivation continues to hold a significant position in the eyes of scholars. Miner’s conclusion is based on a comparison with other middle range theories of organizational behavior (OB). The question remains on an absolute standard, m otivation theory and research have fared well over the last quarter of a century.In answering this question, we provide a definition of the construct and an assessment of how the field of motivation in the workplace has evolved and progressed since the year in which the last chapter devoted exclusively to this topic appeared in the Annual Review of Psychology (ARP). We selectively review theory and research, emphasizing work published in the past decade, 1993–2003, with special emphasis given to research on contextual effects and mediating mechanisms.Work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration (Pinder 1998). where motivation is a process resulting from the interaction between the individual and the environment. However, because of space limitations, the writers just focus on national culture, job design cha racteristics, and person-environment fit, omitting reviews of other exogenous sources of motivation.MOTIVATIONAL FRAMEWORK The framework used in reviewing the literature is consistent with Locke & Henne(1986). Needs is followed by a focus on (b) personal traits. An individual difference variable rooted in needs is (c) values. Because context affects the extent to which needs are met and values are fulfilled, emphasis is given to (d) national culture, (e) job design characteristics, and (f) person context fit. Needs and values affect (g) cognition, particularly goals. Cognition plays an integral role in each of these concepts.Although (h) affective reactions need not depend on cognition (Bandura 1997), the two usually are reciprocally related (Lord & Kanfer 2002). Finally, affect is influenced by culture as well as by organizational norms (Lord & Harvey 2002). We close with an (i) assessment of progress in the field since 1977. NEEDS Aslam et al. (2000) presented a process-based anal ysis of need structure and need salience derived from the social identity approach to organizational behavior.When personal identity is salient, needs to self- actualize and to enhance self esteem through personal advancement and growth become dominant. When social identity is salient, the need to enhance group based self-esteem through a sense of relatedness, respect, peer recognition, and attainment of group goals dominate. They stated that McGregor’s (1960) Theory Y assumptions apply when the supervisor and employee share the same identity; Theory X assumptions apply when they do not do so. 2 People are motivated to attain goals that are compatible with their self-identity.Needs associated with a specific group membership are internalized; they serve as a guide for behavior in a specific working context. Need-based theories explain why a person must act; they do not explain why specific actions are chosen in specific situations to obtain specific outcomes. Moreover, they d o not easily account for individual differences. Hence, along with increased attention to needs, there has also been a resurgence of interest in individual differences, particularly with regard to the effects of job characteristics on employee motivation.TRAITS In summary, the importance of personality in predicting, understanding, and influencing choice, affect, and performance has been shown, as well as the importance of job characteristics (e. g. , autonomy) as a mediator/moderator. An issue identified by Locke & Latham (2004) that has yet to be addressed is how general variables such as personality are applied to and are mediated by task and situationally specific variables in affecting performance, or how they are moderated by situations and affect situational structuring and choice.Locke (2001) showed that values and personality work through goals and self-efficacy to influence performance. Yet it is likely that some trait effects are direct and thus are not mediated. Research is needed on if, when, and why this occurs VALUES Values are rooted in needs and provide a principal basis for goals (Locke & Henne 1986). Locke & Henne (1986) argued that values are inherent in most work moti- vation theories. These theories focus on the influence of one or several particu- lar values, such as perceptions of fairness on action or on the effects of values in general (expectancy theory).CONTEXT As a result of globalization, however, values have been studied within the context of a person’s culture and job as well as person-environment fit. National Culture In an attempt to tie together needs and values, Steers & Sanchez-Runde (2002) stated that national culture determines three key sets of distal sources of motivation: (a) people’s self-concept, including personal beliefs, needs, and values; (b) norms about work ethic and the nature of â€Å"achievement,† tolerance for ambiguity, locus of control, etc. ; and (c) â€Å"environmental factors†.Based on their conceptual model, the authors concluded that these distal factors influence self-efficacy beliefs, work motivation levels, and goals, as well as the nature of incentives and disincentives to perform. Building on research findings of other scholars, Leung (2001) has offered four hypotheses for further research: (a) work teams in collectivistic cultures have higher levels of unconditional benevolence and positive social identity that, in turn, lead to higher levels of in-group involvement than is the case for groups that value ndividualism; (b) productivity and performance levels are more homogenous (not necessarily higher or lower) in collectivistic cultures than in individualistic cultures; (c) motivational strategies by superiors have more effect on subordinates in cultures with high levels of power distance than in cultures low in power distance; and (d) negative reactions from supervisors in high power-distance cultures generate more negative reactions among wor kers than is the case in low power-distance cultures.Job Design Characteristics Gustafson & Mumford (1995) reported that the ability of personality measures to predict performance as well as satisfaction increases when characteristics of a job are taken into account. Job autonomy can facilitate the time necessary for learning and development, which in turn improves job performance (Wall & Jackson 1995).Cordery (1997) argued the necessity of differentiating the importance of three dimensions of job autonomy, namely (a) method control as defined by the amount of discretion one has over the way in which work is performed, (b) timing control in terms of the influence one has over scheduling of work, and (c) discretion in setting performance goals.He found four interrelated dimensions that affect job autonomy, namely the extent to which the supervisor (a) provides clear attainable goals, (b) exerts control over work activities, (c) ensures that the requisite resources are available, and (d) gives timely accurate feedback on progress toward goal attainment. PERSON CONTEXT-FIT The basic assumption underlying these models is that the relationship between person variables (such as needs or values) and both individual and organizational outcomes is contingent upon various features of the environment (such as the job, the organization, or culture).These models originated from Shaffer's (1953). He used Murray’s (1938) needs to develop a goodness-of-fit model that takes into account individual differences in needs as well as the characteristics of jobs. Cable ; DeRue (2002), through a confirmatory factor analysis, found that employees differentiate among three varieties of fit: (a) person-environment fit (in which the focus is on organizational outcomes such as organizational identification and turnover decisions); (b) â€Å"needs-supplies† fit (in which the primary focus is on career-related outcomes such as employee satisfaction) and (c) job demands– employee abilities fit.COGNITION As Locke ; Henne (1986) observed, cognition is inherent in motivation. The sensations of pleasure and pain are informational. Based on needs, values, and the situational context, people set goals and strategize ways to attain them. Goal-Setting Theory A meta-analysis by Zetik ; Stuhlmacher (2002) revealed that negotiators who have specific, challenging, and conflicting goals consistently achieve higher profits than those with no goals. Consistent with goal-setting theory, the higher the goal, the higher the outcome.No effect was found for participation in setting goals. Contextual Conditions Seijts ; Latham (2000b) examined the applicability of goal-setting principles when personal goals are potentially incompatible with those of the group. They found that social dilemmas are boundary conditions for the usual positive effects of goal setting. Self-enhancing personal goals have a detrimental effect on a group’s performance. Audia et al. (2000) found that past success increased strategic decision makers’ satisfaction, and satisfaction led them to increase their past strategies.Higher satisfaction was associated with higher self-efficacy and higher performance goals that increased dysfunctional persistence subsequent to a radical change in the environment. Implementation Intentions and Auto-Motive Goals Gollwitzer (1999) found that goal intentions that are accompanied by implementation intentions on tasks that are complex for people lead to a higher rate of goal attainment than do goal intentions only. An implementation intention is a mental link that is created between a specific future situation and the intended goal-directed response. Thus, it is subordinate to goal intention.Implementation intentions specify when, where, and how behavior is likely to lead to goal attainment. By forming implementation intentions, people strategically switch from conscious effortful control of their goal-directed behavior to being automatically controlled by situational cues. Bargh ; Ferguson (2000) summarized research findings that show that automatic or nonconscious goals produce the same outcomes as conscious goal pursuit in information processing, memory storage, social behavior, and task performance, as well as in self efficacy, self evaluation, and mood state. FeedbackAshford et al. (2003) stated that the processing of feedback likely involves monitoring the environment in an automatic preconscious fashion through visual, auditory, and relational cues. In their enumerative review, Ashford ; Black (1996) also suggested three primary motives for feedback seeking: instrumental to attain a goal and perform well, ego-based to defend or enhance one’s ego, and image-based to protect or enhance the impression others have of oneself. Self-Regulation Goal setting and feedback seeking in relation to goals are the core of self-regulation (Latham ; Locke 1991).Self-regulatory processes supporting goal impleme ntation were examined by Gollwitzer ; Bayer (1999). They offered a time perspective on goal striving and self-regulatory processes as mediating the effects of intentions on behavior. The latter consists of four phases: predecisional (choosing among competing wishes, based on expected value); preactional (forming implementation intentions in the service of the goal intention); actional (bringing goal direct actions to a successful end); and postactional (evaluation as to whether further action is necessary)Expectancy Theory After reviewing the literature, Ambrose ; Kulik (1999) concluded that little or no advances have been made in expectancy theory research in the past decade. Ambrose ; Kulik concluded that there are few theoretical or applied reasons for additional research on the application of this theory to organizational behavior Social Cognitive Theory SCT research shows empirically that the effect of environmental antecedents and consequences are mediated by cognitive variabl es.SCT emphasizes dual control systems in the self-regulation of motivation, namely a proactive discrepancy production system that works in concert with a reactive discrepancy reduction system (Bandura 2001). Thus, people are motivated by the foresight of goals, not just the hindsight of shortfalls. A specific high goal creates negative discrepancies to be mastered. Effort and resources are mobilized based on anticipatory estimates of what is necessary for goal attainment. AFFECT/EMOTION Mowday ; Sutton (1993) argued against an overemphasis on cognition in the study of motivation.This is because moods and emotions influence the attainment of complex long-term goals (Lord ; Kanfer 2002) and are interrelated with the other constructs we have discussed. Erez ; Isen (2002) showed that people with higher levels of positive affect exhibited higher levels of persistence, effort, self-reported motivation, and performance on two different tasks. Positive affect was associated with higher lev els of valence and expectancy beliefs at these tasks as well as higher levels of instrumentality beliefs at one of them. Organizational JusticeA significant body of research on work motivation that has appeared since Korman et al. ’s 1977 review is conceptualizations of organizational justice (Greenberg 1987). These studies, based on sociolegal research of disputants’ reactions to a conflict resolution, supplement Adam’s equity theory, the fundamental idea of which is that individuals develop beliefs about the inputs they provide in their employment relationship as well as about the outcomes they receive in return, and they form attitudes about the ratio between inputs and outcomes in relation to the corresponding ratios they perceive among comparison others.The premise of organizational justice is that fair procedures enhance employee acceptance of organizational outcomes. second premise, namely that in addition to being fair, leaders must be perceived as fair with regard to outcomes and processes that serve an important psychological need (Greenberg 1990). CONCLUSIONS First, three theories dominate the motivation literature: goal-setting, social cognitive, and organizational justice. Second, whereas theory and research in the third quarter of the twentieth century focused almost exclusively on cognition (Latham ; Budworth 2004), this is no longer true.Third, the ability to predict, understand, and influence motivation in the workplace has increased significantly as a result of the attention that has been given to all rather than only a few aspects of an employee’s motivation. Fourth, whereas the dependent variables historically studied were limited to traditional measures of job performance and satisfaction, today’s dependent variables range from citizenship to counterproductive behavior. Fifth, Cronbach’s (1957) plea a half century ago for experimental and correlational psychology to combine forces has been heeded.S ixth, the importance of context to motivation has been recognized much more in recent years than in the past; so much so that an additional chapter could be devoted to it. Seventh, these advances in the study of motivation may reflect the fact that this subject is no longer restricted to the research findings of North Americans. Eighth, behavioral scientists in the latter half of the twentieth century responded positively to William James’ exhortation to systematically study consciousness. Ninth, the antagonisms among theorists that existed throughout much of the twentieth century have either disappeared or have been minimized.Tenth, the nomological nets related to work motivation constructs are thicker and tighter than ever before, but the size of the aggregate net (metaphorically speaking) is not growing at a rate commensurate with the energy that scholars and practitioners have invested since 1977. Accordingly, Steers (2001) recently recognized the limitations of current t heory and research in work motivation, and issued a call for groundbreaking papers for publication in a special edition of the Academy of Management Review in 2004. It is too soon to assess whether any of the papers published in response to his call will

Ways to Do Conditioning for Basketball Essay - 851 Words

Basketball is a widely populated sport in today’s society since it was created in the late 1800s by Dr. James Naismith. Many fans enjoy playing basketball but most of them don’t thoroughly understand the process to get in shape to play. Basketball conditioning requires a lot of dedication and is very time consuming. It is a highly competitive and contact sport so being faster and stronger than the other guy can give you more advantages. Many ways to condition are by running, weight training in the gym, maintaining a healthy diet and working on your basketball skills. Following these steps will help you prepare for the basketball season and develop into a great ball player. Running is the first step in becoming conditioned for the†¦show more content†¦At the beginning of the off-season, you can construct a routine that includes training every following day. However, it is important to rest in between workouts because you need time to recover from the soreness of the muscles. Exercising the same muscles everyday can be harmful and can actually increase your risk of injury. You should start off small and gradually increase the weight as the season goes on. Start out with push-up and sit-up muscles at first, then move on to light weights such as dumbbells and weighted ankle/wrist straps. Eventually, you will be ready to do heavy-duty exercises ranging from bench pressing to strengthen your upper body, squatting to strengthen your lower body and pull-ups to give the whole body a workout. You should include many types of exercises to work different muscles of the body. However, in basketball, the stronger you are, the more effective you are as a pla yer. Not only does lifting weights help you become physical fit to compete against stronger players but it also helps you become strong enough to continue to play day in and day out throughout the season without becoming fatigue. 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His experiment worked by placing a catRead MoreBehaviorism or Social Cognitive Learning Theory1429 Words   |  6 Pagesthe teacher needs to find out why and how this behavior can be conditioned which is when the teacher is teaching Bob an appropriate response (behavior) to a particular event (stimuli) into a positive outcome. Using behaviorism methods the teacher can do this. The instructor must look into Bob’s back ground first. (He is a 10 year old boy that was raised in a foster home of all different ages of boys. It has been reported that phys ical violence was present in this foster home). â€Å"Learning involves

How to Read a Lot of Dry Text Quickly

Dry text is a term used to describe text that might be boring, long-winded, or written purely for academic value rather than entertainment value. You can often find dry text in textbooks, case studies, business reports, financial analysis reports, etc. In other words, dry text appears in many of the documents you will need to read and study while you are pursuing a business degree.   You may have to read dozens of textbooks and hundreds of case studies while enrolled in business school. To stand any chance of getting through all of your required reading, you will need to learn how to read a lot of dry text quickly and efficiently.  In this article, were going to take a look at a few tricks and methods that will help you wade through all of your required reading. Find a Good Place to Read Although it is possible to read almost anywhere, your reading environment can have a huge impact on how much text you cover and how much information you retain. The best reading places are well-lit, quiet, and offer a comfortable place to sit. The environment should also be free of distractions—human or otherwise. Use the SQ3R Method of Reading The Survey, Question, Read, Review and Recite (SQ3R)  method of reading is one of the most commonly used approaches to reading. To use the SQ3R method of reading, follow these five simple steps: Survey - Scan the material before you actually begin reading. Pay special attention to titles, headings, bold or italicized words, chapter summaries, diagrams, and pictures with captions.Question - As you read, you should constantly ask yourself what the key takeaway point is.Read - Read what you need to read, but focus on comprehending the material. Seek the facts and write information down as you learn.Review - Review what you have learned when you finish reading. Look at your notes, chapter summaries, or things you have written in the margin and then reflect on key concepts.Recite - Recite what you have learned aloud in your own words until you are confident that you understand the material and could explain it to someone else. Learn to Speed Read Speed reading is a great way to get through a lot of dry text quickly. However, it is important to remember that the goal of speed reading involves more than just reading fast—you need to be able to comprehend and retain what you are reading. You can study speed reading techniques online to learn exactly how its done. There are also a number of speed reading books on the market that can teach you various methods. Focus on Recall, Not Reading Sometimes, reading every assignment just isnt possible no matter how hard you try. Dont worry if you find yourself in this predicament. Reading every word isnt necessary. Whats important is that you are able to recall the most important information. Keep in mind that memory is highly visual. If you can create a mental memory tree, it may be easier for you to visualize and later recall facts, statistics, and other key information that you need to remember for class assignments, discussions, and tests. Get more tips on how to remember facts and information.   Read Backwards Starting at the beginning of a textbook chapter  isnt always the best idea. You are better off flipping to the end of the chapter where you will usually find a summary of key concepts, a list of vocabulary terms, and a list of questions that cover main ideas from the chapter. Reading this end section first will make it easier for you to locate and focus on the important topics when you read the rest of the chapter.

Lord of the Flies Natural Selection and its Finest

Charles Darwin was a famous scientist whose most famous studies were the evolution of man and all other creatures. Darwin realized that certain species became extinct because they were not both strong physically and mentally, and he explains his theory which is called natural selection, and later claimed the phrase â€Å"Survival of the fittest.† This phrase can be seen through war as well as the aftermath of a war. World War II proved that the strongest bodies and minds survived, and in England the strongest had to stay strong for more than a decade after the war because they had to rebuild everything, including the way society acts. Many literature pieces were written in this time period, and none were more famous than William Golding’s†¦show more content†¦In Lord of the Flies, Ralph has the mental toughness as well as good physical status to survive the island. Sara Constankakis describes Ralph as, â€Å"The protagonist of the novel. He struggles with lea dership, but he always keeps a positive message. Ralph is smart, for he knows what to do, and he always listens to Piggy even though he betrays him and is not a friend of his.† Ralph is the boy with the most strength in the mind, and he uses both of his attributes and he survives. For example, Ralph knows what to do when he finds Piggy after the crash. He gathers all the boys up and they meet everyone and elect a chief, in which Ralph is named chief. Ralph understands the situation, and he needs all the other boys to understand, so he says, â€Å"I’ve got to have time to think things out. I can’t decide what to do straight off† (23). Ralph wants the boys to know that all decisions will take some time, just like all political actions. Ralph needs to make sure he knows that he makes the best choice and that the choice benefits all of the boys more than it would hurt them. To continue, another reason why Ralph has the strongest mind is that he cares for everyone, including the littluns. He wants to make sure that the littluns feel safe and protected. When Ralph and Jack are arguing about hunting and shelters, Ralph says, â€Å"We need shelters because of the [beast]†Show MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 Pagesto search without costing an arm and a leg, would the popularity of the Internet ever have reached the levels it did? Probably not. But how do you make money without charging the users? Ah, there was the genius: It was marketing strategy at its finest. Advertising was the key, not licensing, which they had tried at first. But not just any advertising. Firms spend hundreds of billions of dollars for mass media advertising, but most of it is wasted, this despite more than a century of advertisingRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesanalysing the strategic issues of speciï ¬ c organisations in much greater depth – and often providing ‘solutions’ to some of the problems or difï ¬ culties identiï ¬ ed in the case. There are also over 33 classic cases on the Companion Website. These are a selection of cases from recent editions of the book which remain relevant for teaching. The case studies are intended to serve as a basis for class discussion and not as an illustration of either good or bad management practice. They are not intended to beRead MoreDeveloping Management Skills404131 Words   |  1617 Pages376 Mixed Feelings About Conflict 376 Diagnosing the Type of Interpersonal Conflict 378 Conflict Focus 378 Conflict Source 380 Selecting the Appropriate Conflict Management Approach 383 Comparing Conflict Management and Negotiation Strategies 38 6 Selection Factors 386 Resolving Interpersonal Confrontations Using the Collaborative Approach A General Framework for Collaborative Problem Solving 391 The Four Phases of Collaborative Problem Solving 392 SKILL ANALYSIS 405 Case Involving Interpersonal Conflict

Human Resource Management Group Paper

Question: Discuss about theHuman Resource Managementfor Group Paper. Answer: Summary of Group Paper The group paper comprised of the HR analysis of PepsiCo with a motive to improve the HR strategy, HR outcomes and HR practices of the organization. The paper is combined with relevant theory and a set of recommendation has been made to improve the HR processes. The contribution of the HR strategy towards the success of the business goals is discussed. I have observed that HR strategy helps in the fulfillment of goals such as cost reduction, business expansion and production integration innovation. The way Pepsi responds to the external content in order to achieve the business goals are discussed in a detailed manner. The paper also discussed the effect of the internal context on the HR strategies of the organization. The analysis of the HR process is done with the help of KSP method and leading to different problems in the workplace. The application of KSP method is done by taking into consideration the various problems and deriving suitable solutions for them. The vital factors of the organization are being analyzed such as employees involved, exploring HR practices and assessing the contribution of HR. A HR scorecard has been done which supports the different strategic direction of the organization. It discusses the learning and growth measures such as optimization of the performance management in the organization. The learning as well as growth objective of the Pepsi is to improve the employee capabilities that are required to fulfill the goals. The internal HR processes of Pepsi play major emphasis on the personal development plan of the employees and strive to build their competencies. The c ustomers of Pepsi include the employees, for whom the company strives to make positive work environment and supports employee wellness. A comparison of the six components model has been undertaken that discuses the business goals of the company, reaction of Pepsi towards the external factors and effect of internal context on the HR strategy of the organization. The concluding part of the paper has provided recommendations for the purpose of improving the HR processes in the organization, which has been based on the earlier analysis. Reflection on Theory I pondered upon the theory used in the particular assignment. I found some strong points about the usage of theory in the assignment; however, I have also found some negative attributes regarding the theory used. The HR scorecard theory, KSP method, external environment analysis is done. The theory was well integrated with the practical knowledge concerning the given company. This was evident in the section- reaction of PepsiCo towards the external environment so that the business goal is achieved. The theory of the internal context affecting the HR strategy is analyzed well and integrated well in the paper. The attributes of HR are defined well along with reference to the actual organization- PepsiCo. I have also learnt about the correct way of applying the KSP method and how it is used to measure the HR metrics in any given company. This method is used to explore the problems and derive suitable solutions to them. I have learnt that it is important to define the themes used in HR t hat would help in the business expansion of Pepsi. I have also learnt how to define the employees involved in the process of business expansion. I have also learnt about the different ways that the HR contributes to the operational process including business expansion. I have also learnt a new concept about the HR scorecard that focuses on the workforce, alignment with the business strategy, HR strategy, financials and HR employees of an organization. My concepts were clear since there was use of appropriate diagram in the theoretical process. After I went through the entire paper, I was not satisfied with the amount of concepts used in it. I felt that there was scope of using more theory, which would help in the better understanding of the relevant concepts. There was lack of illustrations provided to support the theoretical aspects except the HR score card. I feel that a lot of diagrams help in better understanding of the concepts. The financial analysis did not contain any tables and chart, which would have supported the concepts more. It would help me to understand the process of enhancement of the different productivity programs. Reflection on Group Process I made the assignment with a group of three members. I learnt the crucial aspect of team work while working on the process. During the initial stage, I was not confident about working with other since I am shy and introvert. In the initial phases, we faced lack of cooperation and everyone was busy doing their individual tasks rather than discussing things within the group. This issue was resolved after a few days of working together. We shared good rapport in the group and the team members helped each other in doing the assignment. We divided the work and hence it became easier to do the job. I was involved in the entire research of the subject matter and writing a small section. One of my colleagues was engaged in forming the structure of the assignment and doing the illustrations. The third colleagues filled in the content part. All three of us gave our recommendations on the subject matter, which was later complied to form the final list of recommendation. The ethical personal ref lection stated the existence of the Ethisphere that puts emphasis on the compliance programs and the leading ethics system in the organization. Pepsi believes in the ethical functioning of its business processes. I have learnt from this group activity that the team work enhances the productivity and also improves the interpersonal skills. I have also learnt to relate content with deep level of understanding. The groups are able to take good decisions as compared to the individuals. I have also learnt how to work in a mutually enriching manner with other members of the team (different members having different perspectives and behavioral attributes). Reflection on Recommendations I have been motivated by the suggestion of improving the recruitment process and I also feel that there is a need for enhancing the hiring policies of the company. I have learnt that the company should use variety of tactics to find most suitable candidates in the organization. The use of assessment tools for analyzing the competence of the employees was also a good idea. I felt that the recommendation section comprised of excessive theoretical content except of practical suggestions. It is true that there were practical suggestions made, however, this should have been more. There should be proper courses of action that should have been done based on the previous analysis. I do not believe in the fact that the Pepsi needs to improve its benefit process. The company already has renowned reward system including health insurance, wellness programs, retirement benefits and proper work life benefits. Hence, this recommendation was not appropriate considering the size and popularity of the company. There could have been suggestions like implementing more number of employee engagement activities by defining the probable activities that can be taken by the company. I learnt that the performance management rating is considered as the most important phase and Pepsi undergoes proper assessment of the employees. I learnt that the company engages in evaluating and reviewing of all the HR strategies within fixed regular intervals. Ethical Personal Reflection It is important to formulate ethical guidelines for the recommendations. I have personally reflected on using the 7 steps model of van Lujik. The recommendation of rewarding the employees well is critically analyzed in terms of ethical parameters. I feel that the core moral issue in this recommendation is fair judgment of the skills as well as knowledge of the employees so that effective compensation package can be formulated. The HR managers and HR department personnel are involved in the formulation of the reward policies. The final decision of the reward policy would be jointly taken over by the HR manager and the senior organizational leaders. I require more information on the different types of parameters used for the purpose of deciding the final structure of the compensation packages. I can say that the compensation structure would be helpful in enhancing the motivation level of the employees. However, if the compensation structure is not done in a justified manner, then there can be rivalry between the employees working together. It is the right of the employees with similar skills to receive similar compensation. The injustice to the reward system may have consequences such as bad interpersonal relationships, which may reduce the productivity of the workplace. The 7 step model of van Lujik comprises of 7 steps such as main moral issues, analyzing the participants, decision making authority, information required, arguments that can be provided, my personal feelings and the conclusion that can be drawn from it. I conclude that the reward system would be done in a more transparent manner so that there is no damage in the interpersonal relationships between the employees who are working in the same organization or the same department. I should pay more attention to the fair judgment while designing the compensation package. I feel that the decision of giving rewards to the employees should be done after proper market research and by gaining feedbacks about the compensation structure offered by the employees. Hence, it is important to implement the recommendation in a fair and proper manner so that there is no conflict in the workplace. Bibliography Beccaria, L., Kek, M., Huijser, H., Rose, J. and Kimmins, L., 2014. The interrelationships between student approaches to learning and group work.Nurse Education Today,34(7), pp.1094-1103. Blackburn, M., Holden, R. and Burrell, C., 2014. Teaching critical reflection in Sub-Saharan Africa: business as usual?.Reflective Practice,15(3), pp.390-403. Clayphan, A., Martinez-Maldonado, R. and Kay, J., 2013, June. Designing OLMs for Reflection about Group Brainstorming at Interactive Tabletops. InAIED 2013 Workshops Proceedings(p. 37). Cohen, E.G. and Lotan, R.A., 2014.Designing Groupwork: Strategies for the Heterogeneous Classroom Third Edition. Teachers College Press. Fook, J., Collington, V., Ross, F., Ruch, G. and West, L., 2015. A RESEARCH AGENDA FOR CRITICAL REFLECTION IN THE PROFESSIONS.Researching Critical Reflection: Multidisciplinary Perspectives, p.183. Ghaye, T. and Lillyman, S., 2014.Reflection: Principles and practices for healthcare professionals 2nd edition(Vol. 1). Andrews UK Limited. Gregory, R. and Thorley, L. eds., 2013.Using group-based learning in higher education. Routledge. Little, M.O., 2015. The use of critical reflection in clinical practice and health profession education.Journal of the American Medical Directors Association,16(3), pp.177-178. Milton, D.E., 2014. Autistic expertise: a critical reflection on the production of knowledge in autism studies.Autism,18(7), pp.794-802. Monsalve, J.N.M. and Naranjo, J.D.M., 2015. Application Review Authority to the Concept of Formal and Becoming a New Concept of Human Talent Management.Journal of Economic and Social Thought,2(4), p.309. Othlinghaus, J. and Hoppe, H.U., 2017. Supporting Group Reflection in a Virtual Role-Playing Environment. InIntelligent Technologies for Interactive Entertainment: 8th International Conference, INTETAIN 2016, Utrecht, The Netherlands, June 2830, 2016, Revised Selected Papers(pp. 292-298). Springer International Publishing. Pssil, A. and Vince, R., 2015. Critical reflection in management and organization studies.Researching Critical Reflection: Multidisciplinary Perspectives, p.48. Pemberton, J., Chalmers, A., Perry, L. and O'Steen, B., 2016. Finding our Why: Combining Sinek's' Golden Circle'with Service Learning and Critical Reflection.The International Undergraduate Journal For Service-Learning, Leadership, and Social Change,2(3), pp.17-26. Pultorak, E.G., 2014. Stimulating Critical Reflection in Novice Teachers.Reflectivity and Cultivating Student Learning: Critical Elements for Enhancing a Global Community of Learners and Educators, p.163. Sims, S., Hewitt, G. and Harris, R., 2015. Evidence of a shared purpose, critical reflection, innovation and leadership in interprofessional healthcare teams: a realist synthesis.Journal of Interprofessional Care,29(3), pp.209-215. Triste, L., Marchand, F., Debruyne, L., Meul, M. and Lauwers, L., 2014. Reflection on the development process of a sustainability assessment tool: learning from a Flemish case.Ecology and Society,19(3).

Eating Foods Healthy Eating Essay Example For Students

Eating Foods : Healthy Eating Essay Healthy eating means eating a variety of foods that gives you the nutrients you need to maintain your health, feeling good with your health conditions, and having enough energy throughout the day (Nordqvist). A poor diet can cause harm a person’s daily life activities. Research from Eating Healthy Might Prove Too Expensive for Poor ABC News shows, that the price of eating healthy foods may be expensive to a family who earns a low-income. So, eating fast foods may be more convenient for them knowing that the prices are way less. However, everyone should make the effort to stop eating foods that will later on harm your health. As mentioned in the article Healthy Eating, â€Å"Healthy eating is not about strict dietary limitations, staying unrealistically thin, or depriving yourself of the foods you love†. Rather, it can bring a lot of benefits to your life. For example, individuals will lower the risk of obesity, lower diseases that can later down the road affect your well being, and having the right amount of nutrients can help you live a longer life. Therefore, people should stop having bad eating habits and consider a healthy diet no matter how tempted it gets to buy a cheeseburger or anything in a dollar menu.Although, In many situation people who have poor eating habits have a problem with not having enough money to afford good nutrient. This is very true in many cases. Carla Williams, medical contributor to ABC News, discusses, some relevant research in this field, stating, â€Å"low-income families are drawn to fast foods not just because it is cheap; their main concern is not going to bed hungry at night†. However, Katz mention that spending $100 dollars every two week is way cheaper to prevent a family of four from getting cancer,. .bles, whole grains, calcium, and fiber (â€Å"Why Policy†). In conclusion, If you don’t take care of your body and what you feed these major consequences can occur. So, why not eat a delicious fruit bowl instead of a greasy hamburger or a vegetable salad, rather than a Twinkle. It will not be too expensive in the long run. You will avoid paying a personal trainer to help you lose weight, you will not have these ridiculous medical bills, but most importantly, you will save your time in having to visit the doctor on a daily. Also, to have to wait forty-five minutes to and hour can be very irritating, especially when you will only see your doctor for five minutes and prescribe you the same medication as the previous visit. Remember up to 2.635 million people died each other each year. Do you want to fall under those million of deaths because the lack of of bad nutrient.