Study skills Essay Example | Topics and Well Written Essays - 1000 words

Study skills - Essay Example n the said phase is the determination of the personal strengths, weaknesses, feedbacks from other people, both positive ad negative and the different performance indicators (Cottrell, 2010; Self Improvement Mentor Website, 2009). Based on the said parameters, the first focus is the determination of skills. On a personal note, my strengths include capability of expression and logical and critical thinking. In most cases, the capability to establish the principles surrounding certain events is one of the fundamental attributes. In terms of the capability of self-expression, there is a number of ways which can be considered as strength such as in verses as well as artistic visual expression. These are considered strengths since it can support the professional expertise that ca be achieved through studies. Upon the determination of the strengths, knowledge of one’s weakness is another important phase (Self Improvement Mentor Website, 2009). Although self-expression is one of the strengths, my professional communication skills and self-esteem can be limitations in certain cases. This can be attributed to the inadequate experience in the said skills. Basically at the present, self-evaluation can bring about the need to polish technical skills to be able to have the capability for expertise on the professional level. This view had been achieved through the feedback gathered from other people of close interaction, in addition to self-assessment. Feedback of other people is important on a person’s development because they can observe performance and attitude on a perspective different from the person himself. In taking into consideration of feedback though, it is important to prioritize objectivity of the person (Self Improvement Mentor Website, 2009). Positive feedbacks from people of close interpersonal interaction had been gathered. One of the constructive criticism that had bee received is the need to be focused in doing a single task due to the

Evolution in Law Systems Essay Example | Topics and Well Written Essays - 2250 words

Evolution in Law Systems - Essay Example The initial quality is belief. The investors, the banks and the further financial institutions and mediators desire to discern that a contract is a contract. They moreover wish to identify what the accurate compulsions of the team are, the facts of the contracts, the position and process of expense, the therapy in the occasion of the instance which resolves the worth of their financial resources. The valid regulations of law have to lessen the aspects of indecision also make circumstances more convenient. Therefore, dealings are easier also inexpensive to close and execute. The quality of belief within individual dealings, guides to the quality of inevitability within the lawful also official system on the whole. Financial marketplaces in addition to trade people depend on the inevitability of the lawful structure. A conventional lawful structure plus scheme of law can forever be depended upon, within that valid rules plus lawful averages will take place also relate in the means anticipated. Therefore, organizations, person's also financial institutions are at all times competent of scheduling for the potential and venture prospects are not disturbed by the alterations within the decree. The qThe qualities of belief and inevitability within the lawful structure are always hailed also facilitates or eases the formation of burly investment prospects plus the market for venture with monetary assets. Nevertheless an evenly important rate is the aptitude of the lawful structure to facilitate the element of novelty. Modernization is assisted by elasticity within the legal structure, which is a third basic quality of a competent moreover victorious scheme of financial as well as commercial law. A flexible legal structure supports alteration within the marketplace circumstances and conditions that facilitate the capitalists, savers, investors and economic institutions to act in response efficiently and rapidly. The fourth basic quality of a flourishing and efficient system of law relating to finance is the ability of the law to support and facilitate specialized legal techniques to deal with special technical needs of the financial industry. A typical example of the capability of financial law to accomplish this intention which is the maturity of the lawful structure overriding the financial also the payment mechanisms like the cheques or bonds. Evolution of English financial law: The law of contracts is one of the most essential characteristics of the legal system, which is an indispensable circumstance for the function of some marketplaces, together with the financial markets. Evoking the fact that a contract is basically a pledge otherwise a set of pledges to execute an action or else skip to act, for the breach of contract, for which the regulation provides a remedy, and identifies it as a duty. The elements of reassurances are, certainly, all over within the financial marketplaces. The consumer might place cash within the bank. The depository pledges to give back the cash to the client upon the client's insistence otherwise to a different individual upon the client's request.

Understanding The Term Of Agenda Setting Media Essay

Understanding The Term Of Agenda Setting Media Essay Maxwell McCombs and Donald Shaw first coined the term agenda-setting in their article The Agenda Setting Function of the Mass Media (McCombs and Shaw, 1972). However the McCombs credits Walter Lippmann as the intellectual father of agenda setting (McCombs, 2004: 3). Walter Lippmanns thesis Public Opinion  [1]  described the concept of a pseudo- environment; an imagined reality of the world constructed from the media we consume. Lippmann suggested that man lives in a fictitious world, hence whatever we believe to be true picture, we treat as if it were the environment itself (Lippmann, 2007: 7-10). Walter Lippmann speculation that the Mass Media played an important role in the publics understanding of the world they inhabited. The influence that he implied suggested the mass media agenda played an important role in influencing/shaping the public opinion or public agenda. Hansen writing 88 years later reaffirmed this relationship theorised by Lippmann, suggesting the media play a role in educating the public: While the roles of formal education in acquainting us with the public word and image vocabulary of the environment should not be overlooked, much, maybe most, of what we learn and know about the environment we know from the media. Hansen utilises the Habermasian concept of a public sphere, suggesting that the mass media provide a public arena for national and transnational debate of environmental issues: Since the emergence and rise of the modern environmental movement in the 1960s, the mass media have been a central public arena for publicising environmental issues and for contesting claims, arguments and opinions about our use and/or protection of the environment. (Hansen, 2010:6) The issues discussed within this public arena, can be described as the media agenda. However as much as the mass media provides a forum for discussion, it is not all inclusive. Environmental issues have to compete against each other for widespread coverage. As the environmental agenda, isnt always at the forefront of the public agenda, often multiple environmental issues are fighting for limited coverage from the press: While many issues compete for public attention, only a few are successful in doing so, and news media exert significant influence on our perceptions of what are the most important issues of the day. (McCombs, 2004:2) McCombs, Lippmann and Hansen all suggest that the media dictate to some level, what are the most important issues of the day. The conundrum becomes; how do the cultural gatekeepers decide which issue is the most important on the media agenda, and thus deserves media coverage? What influences the Media on environmental issues? To understand these questions it is necessary to address the fundamental obstacle for environmental issues to overcome to become newsworthy. Visual media utilises imagery as a source of legitimacy. However as environmental problems develop over a long period of time they often appear invisible: a large proportion of the processes associated with the most difficult environmental problems tend to be inaccessible to the senses, invisible until they materialise as symptoms (Adam, 1998:12; Hansen, 2000: 56). Hence although some environmental issues may be more serious in the long-term, they are not always deemed newsworthy as they have no iconography attached to their cause. Pressure groups utilize the issue of invisibility by creating spectacles and press stunts in order to make the invisible issues visible. Greenpeace in particular are hugely successful at utilizing iconography  [2]  . Iconic images of icebergs, crashing into the sea or Fathers for Justice scaling the Houses of Parliament can define an issue, and penetrate public consciousness, much easier than text based media. However Hansen argues that the effects of visual spectacles are short term; they only allow the issue to gain visibility as a trigger to create wider media interest for the issue: The newsworthiness of environmental pressure groups would soon wear off it had to rely solely on their creation of spectacular protest performances[they] are of course eminently newsworthy and visually striking, but they are not sufficient for remaining on the media agenda or for maintaining media visibility in the long term. (Hansen, 2010: 53) Hansen argues that successful pressure groups are able to maintain visibility of the issue in the media by targeting issues that are already being discussed in the forums which the media regularly report on (i.e. Political forums, e.g. Parliament) (Hansen, 2010:53). This would suggest that the media agenda is directly and indirectly influenced by policy agenda, suggesting a symbiotic relationship as the media influence the public agenda, which in turn influences the policy agenda by terms of voting. James Dearing and Everett Rogers (Dearing and Rogers: 1996, Rogers and Dearing: 1988) visualised this concept [see figure 1] suggesting that all three agendas are interlinked: exposure through the mass media allows a social problem to be transformed into a public issue (Dearing and Rogers, 1996:4). When something becomes a public issue it is propelled into policy agenda through the government; who represent the majoritys best interests. However the mass media commentate on the policy agenda so pressure groups are able to exploit this cycle, by elevating topics they deem to be of most importance higher on the media agenda and in turn policy agenda via public pressure: The agenda-setting process is an ongoing competition among the proponents of a set of issues to gain the attention of media professionals, the public, and policy elites (Dearing and Rogers, 1996:6). Figure However the relationship between the three agendas is not without its flaws; For environmental issues to be addressed by the press, they must propel themselves as the most important issue on the agenda to the media. However this does not correspond to levels of importance or seriousness to the public: The relative prominence of a social issue is not in any way a simple reflection of levels of public concern; it is heavily influenced by the activities of issue sponsors such as politicians, or successful interest or pressure groups (Anderson, 1997:30). The notion that issues that appear in the media agenda are not necessarily the most important suggests other actors play a role in setting the agenda. So whilst we rely on the news to dictate what picture of the world we consume, the news agenda can be influenced by amongst other factors, celebrity endorsements. Dan Brockington (2008) suggests industrial society has only a fleeting interest in the environment: their rare glimpse of the environment is often through highly romanticized representations of the environment rather than their own experiences. Hence celebrity endorsements of environmentalism help to replace the lack of experience in society: celebrity support for conservation fulfils a modern social need. The alienation from nature that characterizes capitalist urban living drives the demand for celebrity involvement in conservation (Brockington, 2008:558). Criticisms of the agenda setting model Agenda setting theory is based on long term effects. In order for an issue to become central in terms of public opinion, McCombs argued that the frequency or prominence of a given issue in the mass media, placed significant influence on how important the issues was perceived by the public: Those issues emphasized in the news come to be regarded over time as important by the public (McCombs, 2004:4-5). However McCombs analysis of the prominence of a given issue doesnt take into consideration how the issue is framed within the mass media: Social movements have increasingly focused on the media since it plays such an influential role in assigning importance to issues facing the public. But gaining attention alone is not what a social movement wants; the real battle is over whose interpretation, whose framing of reality, gets the floor. (Ryan, 1991:53) Issues are at the mercy of the press, when they are pushed into the media forum. Different papers frame the issues within their ideological constraints. What becomes essential for claimsmakers and pressure groups, is the ability to manipulate the mass media, so the issue at hand remains at the focus within the different ideological representations. The quantitative approach also only looks how many times an article was published, not how many times the article was read. Obviously circulation figures are a rough guide that an article is being read by a high percentage of that readership. However this is no guarantee that the article is digested. This becomes a bigger problem when considering new mediums such as the internet, is that the quantity of articles on environmental issues is so vast that it would be inconceivable to assume that prominence related to prevalence to the public. Robert Burnett and P. David Marshall suggested that the problem readers have is filtering the vast amounts of information they have access to, to find the right news stories (Burnett and Marshall, 2003: 153). Since then digital news has grown significantly in popularity; the problem thus becomes how can the media influence public opinion when the public have become their own filters, so can solely digest stories based on their interests rather than only being able to choose from a limited set of stories in a newspaper based on an editors choices. Another criticism of the quantitative analysis model favoured by McCombs is that it doesnt take into consideration how something gets adopted by the media. Anderson argued that agenda-setting theorists such as McCombs do not look at the initial triggers that cause issues to be included into the media agenda: Agenda-setting studies have tended to ignore the whole process through which social issues are taken up by the media (Anderson, 1997:25). Within Dearing and Rogers Model, the public are not deemed to be pivotal for the agenda setting process. However when considering the trigger that propels an issue into the media and policy forums (specifically on environmental issues) it can sometimes be attributed to a small group of public individuals who insight direct action, to spark wider interest. Brian Doherty et al. describe direct action as: Protest action where protesters engage in forms of action designed not only or necessarily to change government policy or to shift the climate of public opinion through the media, but to change environmental actions around them directly. (Doherty, Paterson and Seel, 2000:1) The term public is contestable itself; how do differentiate between ordinary members of environmental non-governmental organisations and members of a concerned community? Within different contexts we can all be described as the public. Protesters can be seen as belonging to the public, so the direct action that often provides the trigger for the uptake of issues into the media agenda could be described as coming from a small proportion of the public. The key component of agenda setting research should then be considered minority influence. The minority groups or opinion leaders disseminate their concerns on certain issues by influencing others by empowering their causes by form of protests, publicity stunts and media performances. Environmental Agenda Setting Looking specifically at the Kingsnorth Six case study and applying the Agenda Setting theory to it, we can expose the complexities involved in the agenda setting process and how they may or may not be relevant when looking at it through the perspective of a non-governmental organisation, deciphering whether they are successful in utilising the media to fulfil their aims. The Kingsnorth Six direct action protest involved the David Pepper claims that environmentalism is less a coherent movement and more of a turn in late-twentieth-century thought arguing that in its simplest definition an environmentalist; is one who is concerned with the environment. Thus the majority of the West can be described as environmentalists (Pepper, 2000:445-6). Whilst openly sharing oppositional views is widely acknowledged as a social taboo, the amount of active environmentalists are less popular. Hence by gathering attention to the Kingsnorth case, Greenpeace could turn a minority cause and propel it to the masses, thus gaining the issue serious political significance by bringing it to the environmental sympathisers domain; as nobody wants to be seen as actively damaging the environment, for fear of commercial and political repercussions from the sympathizing majority. Hutchins and Lester argue that journalists have an environmentalist bias as it is in their readers interest: Journalists acknowledge the saliency of environmental issues to readers and audiences because of the threats posed to natural environments and peoples wellbeing by degradation and the unchecked activities of capital. (Hutchins and Lester, 2006:434) Environmental issues have been of particular relevance since global warming was posed as a theory, ever since it has been at the forefront of media and science agenda, seeing with it the rise in popularity of political parties such as the Green Party in the United Kingdom yet also a rise in green policies. Environmental concerns transcend all classes so are useful for the media in targeting large concerned audiences. This scaremongering tactic validates the work of pressure groups and non-governmental organisations and disguises the profit motives of the media reporting it. However Hutchins and Lester ignore two key oppositional concepts: the influence of corporations as advertisers and journalistic objectivity. The first point can be dismissed as only one corporation is being targeted the money lost from attacking E.ON can be easily filled by other businesses from other sectors. The second point journalistic objectivity, allows a platform for debate, whereby environmental sceptics are allowed an equal platform to discuss their opinions. This creates a dilemma similar to the religion versus science debate; influential sceptics are allowed to pollute the influence of pressure groups with little grounding in scientific fact or common sense. The media is more than a site for environmental action; it plays a significant role in shaping debate and influencing outcomes. It is here that representations are determined, images softened or distorted, and power granted or denied. (Hutchins and Lester, 2006: 438) Hutchins and Lester bring up a fundamental point of the nature of the media in influencing outcomes of protests. Whereas the media validated Greenpeaces protests, specifically broadsheets such as The Guardian, projecting the Kingsnorth Six onto hero status; even premiering the Nick Broomfields short documentary A Time Comes: The Story of the Kingsnorth Six (Broomfield, 2009). This presented the Kingsnorth Six as ordinary members of the public with no activist history, whom simply wanted to right a wrong. Dieter Rucht describes how in some rare instances the mass media can potentially be considered an ally for the social movements such as The Guardian in this case. However he warns that social movements would be wrong to rely on this as the mass media carry their own agenda different from the aims of the social movement (Rucht, 2004: 55). The protest/publicity stunt clearly intended to insight media interest. Nick Broomfields short documentary (Broomfield, 2009) highlights the directness of Greenpeaces tactics to achieve press coverage. The activists assumptions of the media reaction were highlighted by a quote from Ben Stewart one of the Kingsnorth Six: because my parents live near there (Kingsnorth Power Station), I gave them a ring and said you might see on the news that I am on top of this power station (Stewart in Broomfield, 2009). This arrogance becomes justified when noting the previous newsworthiness of Greenpeace protests in gaining media attention (Carroll and Hackett, 2006:87). Stewart then goes on to state Greenpeaces exact intentions, emphasizing the performance aspect of the protest by having what is implied as press conferences on top of the chimney: I got up and did the interviews with the media and tried to justify it (the protest) to the public when we were up there, and of cause this thing is always a bit controversial (Stewart in Broomfield, 2009). Then implying that it would disseminate the issue into public discourse/forums: you get lots of public ringing into the talk radio stations saying were nothing (Stewart in Broomfield, 2009). The whole direct action performance comes across as merely being a platform to receive media coverage to then disseminate their issue into the agenda. However Greenpeaces performance tactics resonate well with the medias agenda as they provide the media with pre-packaged news stories: Greenpeace has always been inherently fascinating and newsworthy as far as the media are concerned. It presented them with totally pre-packaged, simplistic but very powerful images of confrontation that were very new and exciting (Gallie cited in Anderson, 1997:35) The Kingsnorth Six protest certainly did this; providing photographs, videos and interviews to the various interested media. Allowing Greenpeace to remain in control of how their imagery was framed and represented. On an interview with ITV Meridian Tonight Stewart justified their actions by highlighting Greenpeaces agenda on E.ONs proposed plans: Gordon Brown wants to build a new one of those carbon dinosaurs and thats why were up here, were trying to stop that happening (Stewart in Broomfield, 2009). The telephone interview from the top of the tower to new stations emphasises the link between performance and agenda setting. Whereas the protest may give the guise of trying to shut down the Kingsnorth plant in order to stop the polluting power station, the primary objective of the press stunt prevails: securing communication with the media, thus allowing Greenpeace to dictate the news agenda. However their story only reached local level on television news coverage, receiving coverage from ITV Meridian Tonight and BBC South-East Today. Contrary to the regionalised coverage of the initial protest the subsequent trial received national attention on the respective channels. This would imply that the Kingsnorth Six protest functioned as a trigger to greater media coverage rather than gaining the substantial media coverage needed for an issue to become adopted into the national media and public agenda. It would be easy to assume that Greenpeace had expected more coverage than they received initially. However the issue was already in the political forum, with the Governmental body The Department for Business, Enterprise and Regulatory Reform due to release a white paper on the carbon capture and storage regulations. This reflects Hansens sentiments (mentioned earlier), suggesting it is a deliberate tactic to target issues already in political forums (Hansen, 2010:53). Critiques of Greenpeace reaffirm Hansens observations. Chris Ross writing for Greenpeace highlighted some of myths surrounding the Brent Spar case study; that Greenpeace had the potential to act on issues that they themselves stood to gain positive framing, in other words easy battles: Greenpeace had given little though to the issue it was going to tackle, or its consequences. In short, the Brent Spar was a good photo opportunity for an organisation faced (in some countries) with a decline of its membership and visibility. (Ross, 1998:40) This could be said of the Kingsnorth Case, Greenpeace knew that the proposed plans were controversial within the economical and political climate, so had predicted an easy win which would create a good photo opportunity. This is not to say that Greenpeace was not interested in the issue beforehand, but simply chose a strategic target out of the many environmental criminals in the world. Greenpeace should not be solely attributed with pushing the Kingsnorth case into the media, public and policy agenda after all other non-governmental organisations were also active such as Climate Camp and Friends of the Earth. This poses the dilemma; did Greenpeace activate this protest network by projecting the struggle into the agenda? However it is evident from the polaric media representation of the protests that the Greenpeace protest yielded a greater media influence (than the Climate Camp protests) due to its previous validation within the media because of previous successes in gaining media attention (Carroll and Hackett, 2006:87). Whereas Climate Camp was undermined by their history of negative encounters with the police. The Kingsnorth Six Coverage/ Analysis On October 8th 2007 six Greenpeace representatives climbed the 200 metre high smokestack at the Kingsnorth power station in Medway, Kent, attempting to paint the words Gordon bin it on it. Whilst another 20 activists chained themselves to the stations conveyor belt, immobilising it from burning coal. The Kingsnorth Six as the media labelled them (see fig.2 ), successfully managed to draw significant media attention from October 2007 till September 2008 when the activists were acquitted of the charges of causing  £30,000 of criminal damage to the smokestack on the defence that they were acting to prevent climate change, a landmark case in legal history  [3]  . Figure : 5 members of the Kingsnorth 6 Greenpeace activists. Greenpeace aspired to highlight the plans of the government and the German energy corporation E.ONs proposed plans to build a new coal powered power station at Kingsnorth which was proposed to be operational by 2012; the first of its kind in Britain since 1986. Greenpeace claimed itself that the ensuing direct action led to the postponement of E.ONs plans. Much like the Brent Spar case in 1995, as Hansen described: Greenpeace succeeded in stiring up sufficient media, political and public interest (Hansen, 2000:57) to force E.ON to reconsider its position. The question is how much responsibility can Greenpeace claim? Did the subsequent media coverage really have the effect that Greenpeace claimed? Hansen (Hansen, 2010) repeatedly coins the term claims-maker in reference to pressure groups suggesting that groups such as Greenpeace take a conservative option in their choice of issues to propel into the spotlight. He suggests that claims-makers choose topics which are already involved in policy agenda or Legislator: Most of the issues on which successful pressure groups campaign and successfully gain media coverage are issues which already have an institutional forum rather than completely new issues which have not been problematised in some form or other before. (Hansen, 2010:53) This would suggest that Policy Agenda influences the pressure groups choice in agenda: as they are more likely to have success in influencing the three agenda setting processes if they are able to frame and elaborate existing issues that are already in the public domain (Hansen, 2010:54). Hansen suggests that Greenpeaces spectacular protest performances are great at creating a visual spectacle; however they are not sufficient at maintaining media visibility in the long term (Hansen, 2010:53). In other words apart from the newsworthiness of the Kingsnorth-Six stunt, the more important factor in agenda setting, was the subsequent trial that kept the Kingsnorth issue visible. Hansen suggests that it is not as simple as just setting the agenda as McCombs suggested, the quantity is not of coverage is irrelevant if the coverage is framed in the wrong way: While an environmental pressure group such as Greenpeace has the ability to secure media coverage for its claims its capacity to influence or control the way its claims are framed and inflected by individual newspapers is more questionable. (Hansen, 2000:71) Hansen looked at a selection of the three traditional types of newspapers from the British press: Daily Mail, Daily Telegraph and Daily Mirror and their respective Sunday editions (Hansen, 2000: 58). Analysing each newspapers output over the period following the Brent Spar protests to determine how the coverage was framed; looking specifically at the gulf between commanding attention for an issue and securing legitimacy (Hansen, 2000:56). He found that individual media exert ideological work upon their differential accessing of sources and their differential choice and promotion of particular lexical terms (e.g. Greenpeace as terrorists, a nuisance, undemocratic) (Hansen, 2010: 57). Hansen implied that Greenpeace media coverage was at the mercy and scrutiny of each outlets ideological allegiance. Although the initial protest is the most visible in terms of photos and iconic moments, in its initial aftermath the majority of press coverage was localised. A search of the Nexis newspaper database shows none of the national newspapers covered the protest in the week following the incident, with the majority of coverage remaing on local television broadcasts and regional newspapers. Between October 15th 2007 and September 10th 2008 there were 42 articles containing the keywords Kingsnorth and Greenpeace. Of these 19 were from The Guardian and The Observer and 10 were from The Independent (both of which could be described as having an environmental bias), hence only 13 were from other UK national newspapers. Applying McCombs quantitative methodology of agenda setting stating that the most prominent public issues are synonymous with the most important public issues (McCombs, 2004:5) One could conclude that Greenpeaces publicity stunt had failed to garner notable national coverage of the Kingsnorth plight compared to its previous successes of gaining the presss attention (e.g. Brent Spa). However out of the mediocre coverage 76% was from UK national newspapers with a history of environmental concern; echoing once again Ruchts notion that the media can potential act as an ally for social movements (Rucht, 2004:55). The Observer notably, exclusively broadcasted Nick Broomfields documentary, which utilised, among others David Gilmour on the soundtrack. Whereas there was a total of 21 national newspaper articles covering the Kingsnorth-Six trial verdict between the 11th and 15th of September 2008; suggesting the mainstream coverage was more interested in the verdict of the court on the Kingsnorth Six; as the result could set a precedent for future environmental policy agenda. Therefore in this case the Kingsnorth-Six stunt was more successful in becoming part of the media agenda in its aftermath. In Hansens Claims-Making in the Brent Star Controversy (2000) He suggests that the Telegraph utilised a negative overlexicalisation of descriptors to describe Greenpeaces actions (Hansen, 2000:62). Throughout the Kingsnorth coverage The Daily Mail, The Mirror and The Express conformed to this convention, often sensationalising the news with doom-mongering extrapolations. The Daily Mail framed the verdict of the case with a negative sensationalist set of descriptors, being highly critical of the ramifications that the case may have for the future of civil order. Whilst being highly critical of Greenpeaces actions the focus was shifted from the agenda of climate change, towards the unlawful nature by which the activists disseminated their message; framing the Greenpeace activists as potential threatening to the public: Green Light to Anarchy; Greenpeace Verdict will Encourage Lawbreakers, Warns Widdecombe (Sears, 2008:12). Hansen observed a similar instance/tactic in the Brent Spar case whilst analysing the framing of civil protest suggesting that The article served a functionlinking together and interpreting a series of vaguely related events or activities as symptoms of a deeper problem or social malaise (Hansen, 2000:61) Emily Highmore: What Greenpeace did was hugely irresponsible (Cited in Sears, 2008:12) So is it OK Now to Kill Gary Glitter? (Littlejohn, 2008:17). So next time some self righteous vegan in cycling shorts is caught smashing up a Range Rover in the name of the polar bears, dont be surprised when they try to use this not guilty verdict as their Get Out Of Jail Free card (Littlejohn, 2008:17). The Mirror NOT LAWFUL.. JUST AWFUL. (Routledge, 2008:29) This is judicial lunacy. It opens the way to all sorts of violence by flat-Earth nutters bent on halting the construction of vital new generating capacity. (Routledge, 2008:29) The Express Judge is an Ass for this Ruling. (Hamilton, 2008:31). The judges direction clearly encourages politically motivated acts of mayhem and is a threat to public order (Hamilton, 2008:31). In all of the above examples the verdict is framed as being giving anarchic powers to Green protesters, sensationalising the potential ramifications. The Greenpeace activists are seen as the Villains disturbing the peace and creating disharmony in the legal system. The Judge and Jury are thus portrayed as the Anti-Heroes being too easily swayed by the glamour of the environmental celebrities paraded by Greenpeace in defence. The Independent For the jury that acquitted the six activists may have done more to frustrate the Governments plans to build coal-fired powered stations than the pressure group has achieved in years. (Lean, 2008:54) The People are Ahead of the Game on Climate Change. (Lean, 2008:54) The Daily Telegraph severe embarrassment to the Government (Clover, 2008:33). So the Greens are Right About Coal (Clover, 2008:33). The Guardian Climb Every Chimney . . .: The Kingsnorth Six Admitted Causing  £30,000 Worth of Damage to a Coal-Fired Power Station Yet a Jury Still Refused to Find Them Guilty. The Verdict Has Left the Governments Energy Plans in the Balance, Says John Vidal, and Given a Huge Boost to Climate Change Protesters. (Vidal, 2008:4). The Maidstone verdict has changed all that and could prove a turning point both for the protest movement and industrial policy (Vidal, 2008:4). If I was E.ON or Owned an Airport, Id be Very, Very Worried: Activists from Other Groups Hail the Kingsnorth Victory. (Van Der Zee, 2008:7) Mel Evans a Climate Camp activist: When you take the arguments to a jury, then they respond in this way because they can see what the reality is. (cited in Van Der Zee, 2008:7) Goldsmith accused the government of a profound lack of imagination when it came to examining alternative energy solutions (Henley, 2008: 6) Beyond all Reasonable Doubt: How Four Witnesses Put the Government in the Dock. (Henley, 2008: 6) The above examples utilise the David versus Goliath analogy or as Vladimir Propp would suggest the Hero character type, suggesting that the case stood as a shift in the

Classroom Motivational Strategies Essay examples -- Education

I would like to discuss some of the motivational strategies that I will be using in my classroom. The motivational strategy that I will discuss is student self-efficacy. According to (Schunk, 1991) Self- Efficacy Theory refers to an individual ‘s judgment of his or her capabilities to perform given actions. Students are more likely to be motivated to attempt tasks in which they believe they will be successful, it is essential for us as teachers to provide tasks at the correct level of difficulty and help students to develop appropriate expectation for success. Experiences of failure may lead students to have a low perception of self-efficacy, and they in turn , are likely to reduce their effort on academic tasks and lose their motivation. However, if students already possess a high level perception of self efficacy their sense of self-efficacy won’t be affected easily by failure. (Richardson, 2010). According to Bandura perceived efficacy determines how much effort people are willing to put into an activity as well as how long they will persevere in the face of obstacles. It is known that high self-efficacy and improved performance results when students: 1. are taught to use specific learning strategies which increase attention to the task, 2. adopt short –term over long-term goals and 3. Receive performance contingent rewards as opposed to reinforcement for just engaging in a task. All these instructional manipulations are assumed to increase the belief that â€Å"I can do it, â€Å" which then increases both effort and achievement.(Richardson, 2010) Student’s self-efficacy or beliefs about whether they will be successful on a given task are a powerful predictor of their choice, effort, and persistence... ...ls displayed higher motivation (rate of problem solving)during instruction than did children who did not observe a model. Schunk and Hanson (1985) expected that their low- achieving subjects would identify more closely with the peer coping models. (H.Schunk, 1991) This activity had a positive effect on my students. They were able to successfully improve their reading fluency by engaging in this activity. The students were able to realize that with practice, positive reinforcement and support (enactive mastery) that they can improve their reading. The students were also able to discover that by watching their peer model correct reading that they can also do the same thing. (vicarious experiences) The student self –efficacy, self- worth, and self- esteem was enhanced by being able to go to the various class and present their Reader’s Theater.

Change and Culture Essay

To adjust to greater competition and pressures of obtaining increased organizational efficiency and cost containment, many organizations have begun to examine strategies related to restructuring and downsizing to maintain organizational viability. These processes have included mergers and acquisitions, and redefining occupational roles of workers within the organization. Consequently, successful management of the structural change process can be daunting and overwhelming if not handled in an organized and thoughtful process. Those who are responsible for the process must recognize the barrier that may be hindrances to conception and implementation of the change process These barriers include: (a) lack of concise and coordinated planning/goals, (b) resistance to change within the organizational workforce, (c) failure to consistently evaluate the progress of the proposed change within context of the entire system, and adjust methodology as necessary. Thus, in order to achieve a balance between achieving organizational goals and addressing the uncertainty that may occur in the workforce, organizational leaders are tasked with the responsibilities of finding creative means to facilitate the mandated objectives while at the same time finding vehicles to maintain adequate levels of employee satisfaction and productivity in order to facilitate the ability to service their respective consumer base. It is the purpose of this paper to re-examine the fictional organization created in the week number four Culture Case Study I, and determine the means to facilitate a redesign in workforce brought on by a mandated reduction in work force. This paper will examine the concept of the universal worker as part of the proposed redesign, with further evaluation of the communications and organizational process that will have to be implemented in order to facilitate successful achievement of administrative goals and employee adoption of their new roles. Case Study In an attempt to achieve increased cost containment, six months after the merger of Charles Drew and Florence Nightingale Hospitals, the managerial hierarchy has proposed a significant reduction in workforce. Subsequently, a decision was made that the best way to facilitate continued safe patient care was to redesign the patient care delivery workforce. As recommended by the administration, the initial proposal for redesign was that of the universal worker. As understood, the paradigm of the universal worker would allow remaining employees to be cross trained in different job duties; thus, allowing more flexibility in staffing and personnel assignments (web. Answers. com, 2011). Through examination and implementation of the concepts of the universal worker, along with consideration of other strategies, the thought is that assigning additional duties to remaining personnel would allow continued adequate delivery of many support services. Past experiences in attempt to implement this type of change has proven to be met with resistance by personnel, and difficult to implement when introduced at other organizations; nevertheless, the administration has charged the mid-level management team with successful achievement of the proposed redesign in order to meet organizational objectives. The Change Process When beginning the process of job redesign within this organization, it will be important for those who are responsible for implementation of the change to understand the overall mission and goals of the organization and the global ramification of the change within the institution. It will be important to understand that a change in one area can have either a positive or negative impact on other areas within the organization (Leadership and Motivational Training, 2012). Thus, in viewing the potential upheaval that a reduction in workforce can create, and the subsequent potential for feelings of job insecurity that may be experienced by the remaining workforce, it will be important to allay these fears and allow enhanced empowerment of employees being affected by this process. This can be facilitated through inclusion of employees in the redesign process (i. e. implementation of work teams) and establishment of clear channels of communication within the system. Managing this process of job redesign and change can be successfully implemented through the initiation of a defined process to guide the change and an assigned change leadership team (Resnick, 2012). Through this process not only will the affected employees be allowed to have input to the process that will affect the their individual stake in the organization, they will also have the opportunity to implement substantial and lasting change for the overall system and the culture of then organization. As described by Peter Senge in his postulates regarding organizational culture, this inclusion, empowerment and open communication among those in leadership and front-line employees will work to facilitate what he described as the learning organization and systems thinking (Smith, 2001). Inclusion of work teams into the change process, and the subsequent implementation of the cross training of employees into various departmental roles, the concept of the universal worker among the care provision staff will allow the reshaping of the organization into one that has the flexibility to adapt to the rapid change that may be incurred, and foster an atmosphere of collegiality – where people are continually learning to see the whole together (Smith, 2001). Measuring Processes and Expectations Post Redesign  Once the redesign process has been completed it will be very important to implement measures to review the process of performance and if the predetermined goals of the change are being met. Since employees will potentially be relied on to increase performance and acquire additional employment duties, it will be important to examine how the implementation of change will impact employee satisfaction. It can be said that if an organization can meet the need for a satisfying work environment, then the employee will have a greater propensity to be more motivated and productive. As a consequence the satisfaction will have a greater correlation to improved outcomes and patient satisfaction. Examination of outcomes can be achieved through the â€Å"utilization of the creation of a balanced scoreboard-or dashboard- of the key internal and external measures that provide a comprehensive view of the organizations performance, with as much insight as possible regarding the implication of the change for the future† (Resnick, 2012). Examples of these tools could include utilization of employee satisfaction surveys, provision of strategically placed employee eedback boxes to solicit employee input to parameters for ongoing improvement, and implementation of employee councils to examine how to best meet the needs for improving overall workplace satisfaction and employee morale. With completion of the tools for review of performance, the organization will have a balanced understanding as to how the implementation of the job redesign has impacted organizational goals and desired outcomes -i. e. decreased attrition rates of employees, decreased sick leave utilized, increased patient safety and patient satisfaction scores – (Ugboro, 2006) . Creation of a Learning Organization As the paradigm begins to change in the organization, and implementation of change becomes manifest within the organization, it will be important to foster structures that will provide for a cohesive and well-rounded workforce. As a result, it will be important that all employees have a thorough understanding of what is meant by a learning organization, and how this concept will be imperative e to the ongoing success of current and future change. As described by Peter Senge, the learning organization can be viewed as a structural environment in which the employee is empowered to create the outcomes that they truly desire. In this type of environment, the employee is allowed the room of creativity to redefine not only themselves within their organizational role, but also the organization itself. This paradigm shift differs from the previous downstream constricted organizational structures in that it moves the process for acquiring new organizational traits and skills from learning a means of survival to one that embraces learning that enhances the capacity to create and innovate (Smith, 2001). As such, this paradigm allows progress of the employee to have a greater role in obtaining self-actualization through growth of objectively understanding how change and the end-results of proposed change will affect the organization and the system as a whole. Additionally, it changes the view of management from one of overseer, to one of fostering learning opportunities and helping employees develop systemic understanding (Smith, 2001). In relation to the mandated job restructuring that will take place within this merged organization this change will be facilitated through the creation of interdisciplinary teams of care providers that will comprise the teams that will be responsible for the redesign of the care delivery model. In context of the proposed reduction of staff, it can be assumed that the employees affected by the ensuing change will be instrumental in facilitating this change if allowed to be part of the redesign of priorities and duties. Consequently, with each group bringing their individual and collective spheres of knowledge, there will facilitation of the exchange of ideas, expansion of personal mastery, enhancement of mental models, and a building of a shared vision. All of which are characteristic of the described learning organization. In this case, enactment of the concept to the universal worker will require cross training of employees into potentially new areas of responsibility, or areas in which personal mastery has not been achieved. As such, training can be perceived by employees as a measure of the organizations commitment to them. Subsequently, training is one of the most powerful vehicles for an organization to create change. As stated by Resnick (2012), â€Å"First, it builds alignment to the desired change. Second, it provides individuals with the knowledge and skills to implement the change. Third, it creates the opportunity for cross-functional communication in the implementation of company-wide initiatives†. As this process evolves, management can ensure that continual educational opportunities exist for employees to grow technically and professionally in their respective duties. As these opportunities are allowed, evaluation of individual mastery should be evaluated and opportunities for individual employees to become mentors or resources for fellow employees should be encouraged. By facilitation of this process of collaborative self-management, satisfaction within the process will be enhanced and peer-to-peer sharing can take place. This will allow greater cohesiveness among the teams and a greater sense of inclusion among all team members. As stated by Smith (2001), â€Å"when teams learn together, not only can there be good results for the organization, members will grow more rapidly than could have occurred otherwise†. Measurement of Individual Satisfaction Measurement of individual employee satisfaction can be facilitated through many means. Standard traditional measurement tools could include employee surveys, employee feedback solicitation, and input gained during annual performance reviews. Although these means may allow the management team to gain greater insight to employee satisfaction with change, they are primarily founded in anecdotal response, and may be difficult of quantify. Thus, alternative measurements of satisfaction can be employed. These include monitoring of employee retention rates, review of utilization unscheduled employee leave, and patient provided satisfaction surveys. As indicated by Plowman (2009), â€Å"many studies suggest that the cost of turnover is on-and-a-half times an employee’s salary, when considering recruitment, selection, and training costs. Therefore, to monetarily measure the impacts of reduced turnover, one can calculate the expected cost of replacing employees who chose not to leave as a result of increased employee satisfaction†. Furthermore, enhanced patient satisfaction and outcomes may have a direct correlation to enhanced satisfaction in that increased individual productivity may be a sign of an employee who has taken ownership of his or her role in relation to change. Conclusion In today’s environment of organizational change, and redefining of traditional job functions and roles, it is imperative to create new paradigms within the organizational structure. Along with the changing responsibilities for employees, management must provide the means to promote atmospheres of renewed learning and assist the empowerment of employees in actualizing the larger systemic needs of the organization, and their role in the facilitation of making lasting change. Successful implementation of these concepts, along with meeting the needs for maintaining employee fulfillment and satisfaction will be essential for the economic longevity of all business organizations that provide essential services to the public. Change and Culture Essay When two companies merge, upper management has many decisions to make about the organization, from what the mission statement will be, to what type of goals they have in mind to how many employees will be necessary to accomplish the goals. In the beginning, it is important to blend the two cultures and create the new organization. Six months after the merger of Cypress Creek Hospital and Clovis Community hospital, it was important to determine if the goals are met or if changes need to be made. In the instance of the organization from the first case study, it was decided that further change had to be made. To make the desired changes, administration has decided to reduce the current workforce significantly and to change how patients are tended to. Because the change is so detailed, the administration has recommended that a new position of a universal worker be created. The term â€Å"universal worker† generally refers to a person who is trained in multiple positions in the workplace and therefore has a little more assignments flexibility. Universal workers are often used in call centers and hospitals to alleviate staff shortages and provide better service without the difficulties of processing so many referrals or dealing with call transfers (webAnswers. com2013). It is imperative that in the role of universal worker, ways are found to redesign the current set up of the organization and make the necessary changes within the organization to meet the needs of the administration. Historically, organizations were set up where each person had a set task. When an organization incorporates universal workers in the workplace, it creates an environment in which few do a variety of tasks. In health care, this means that patients deal with fewer faces, and get used to their caregivers. For the organization, it means that a staff that can perform different roles and are even more valuable than they would be in traditional roles. Process of Redesigning Because the organization has decided that patients care delivery needs to be redesigned, it must be determined how to begin that process. The first thing that must be taken into account is that change in an organization often disrupts operation. In the instance were significant changes will be made in the size of the staff, adding more change typically will not be received well in the beginning. It is very important to plan accordingly so that productivity is not affected for a long time. One way to accomplish this is to make changes with staff involvement. If staff is allowed to give ideas and be part of the changes, it will fill their needs for learning, change, and variety. One way to do this is create different committees so that staff could be part of an even smaller team and be able to express their ideas and contribute to the change. Encouraging staff participation in planning how change is to take place, and the timing of that change appeals to the need for control that people innately have. â€Å"Organizations that regularly assess the person-job fit of their employees may in turn, experience important benefits from these healthy, thriving and motivated employees who individually redesign their own jobs if necessary† (Tims, 2010). Redesigning in this way, by allowing staff to assist in it, allows the organization to go from being a series of smaller fragmented parts to being a group of fewer parts that function well together. In creating universal workers, the new management needs to go among the staff and see what each employee excels in and in what areas need further training if necessary. Management needs to get an idea of what the pulse is within the organization, have an idea of who is good at what, what jobs are not as necessary, what can be consolidated, what new positions need to be added and feel confident in his or her decisions so that the job redesign can be put into place. Work Processes and Performance Expectations When redesigning is done, the organization can expect to have their employees more satisfied in their work. People are more satisfied internally with their new responsibilities and are more satisfied in general. However, it sometimes makes people more dissatisfied with their current pay and benefits because they believe that they are doing more and that their pay and benefits should reflect those changes. Also the negative is that because people are given so much say in what they are doing when redesigning the workplace, they often become dissatisfied with their direct supervisors and management if something is not done to continue the autonomy that employees achieved with assisting in the redesigning. Job productivity goes up and goods produced tend to be better quality the pride that staff has in what they do. To ensure a more satisfied staff after redesign is complete, it is important not only to change the jobs of subordinates but even those in middle management so that everyone feels more satisfied and angry feelings do not develop among staff. If change happen were people are more satisfied, the organization will better for it. Further, change cannot happen and just come to a halt. Change is never constant; it has to continue to keep a learning organization on track. Steps and Structure to Change a Learning Organization Peter Senge, (1990), a learning organization is organization â€Å"where people continually expand their capacity to create the results they truly desire, where new and expensive patterns of thinking are nurtured, where collective aspirations is set free, and where people are continually learning to see the whole together† (Senge,P. , 1990). According to Senge (1990), a learning organization excels in five different disciplines. A learning organization looks at long-term solutions, not necessarily the first solution that comes to their head. This is important because often organizations think of short-term benefits, and do not consider what changes will do to the organization long term. Because of this, a universal worker would do best to keep from making hasty decisions, and rather would create groups where people gather and look at things more on a long-term direction and see how the organization could be affected. Another thing that can assist in change would be encourage workers to continue learning, whether it be a seminar held for staff or encouraging people to continue with their education on their own time. In workplace today teamwork is encouraged in the workplace. People are no longer given tasks, and expected to do them on their own. Rather, working together, sharing ideas and being a team help an organization to grow. Another step that needs to occur is that leadership roles need to be looked at differently. Instead of leaders being seen in the traditional role of being â€Å"better than† their subordinates or thinking for the staff, upper management roles need to changed to suit the changes in staff. Management needs to encourage learning, share the vision that leaders of the organization have. Management also needs to â€Å"create and manage creative tension especially around the gap between vision and reality. Mastery or such tension allows for a fundamental shift. It enables the leader to see the truth in changing situations† (Smith, 2001). To create change, the entire organization needs to change, not just the subordinates. Change takes time but the benefits long-term are well worth the efforts. Satisfaction for Universal Worker The universal worker approach seems to enhance job satisfaction. Feedback from the staff indicates that they enjoy being responsible for the patients as whole rather than one aspect of care. It is a feeling that undoubtedly enhances the caregiver’s sense of job importance (Widdes, 1996). Training staff to assume responsibilities across departments and even more challenging, reshaping their attitudes and approach to care is an undertaking that requires a commitment to training, retaining and diligent follow up. To keep a universal worker happy would require giving such staff opportunities to continue growing. In healthcare, allowing staff to be responsible for different aspects of patient care, rather than doing just one simple, respective role brings satisfaction. People get bored doing the same thing day in day out. Allowing staff to do different things, creates an excitement for the job that they are doing and creates a feeling of responsibility, and pride in their job. However, because a universal worker does so many different tasks, the staff should be given incentives be it through raise or benefits or other methods, it is imperative that management be very much in tune with this philosophy. Otherwise, staff will begin to feel overworked, and underappreciated. Conclusion In conclusion, merging of two organizations into one organization can be a very difficult undertaking. If not done correctly, it can fail completely. Even if a merger is successful, it does not mean that changes will not have to be made to operations to bring further success down the line. Sometimes, staff needs to be cut, and new positions be created. This can create some turmoil within the organization if not handled right. It is important to communicate with everyone throughout, and allow staff to assist in building ideas, and making the changes, allowing them to share in some of the responsibilities that the organization will undertake. Creating autonomy, particularly when creating universal workers, is important to keep staff satisfied. Along with bonus, raise, benefits, or other incentives would be wise. If staff is satisfied, the organization runs smoother and is more profitable. Satisfaction from employees radiates onto the customers and creates the type of environment that one would prefer to do business with. Change can work correctly if the needs of staff throughout the change are kept in mind.

Compare and contrast how feelings of love or presented in “The Manhunt” and “Nettles”

The form in â€Å"the manhunt† is in couplets and they show the relationship between the husband and wife and represents their love â€Å"after the first phase, after passionate and intimate days† Simon Armitage makes some couplets rhyme and some not, this could represent their love due to the fact sometimes shes ok with him but because hes fragile she can set him of very easily and sometimes she feels he dosent love her because of the state he’s in, he does this to help the reader understand her struggle for his love and how she isn’t giving up on love also the it very widly spaced which represents how long she is willing to wait to recover his love and him, whereas in â€Å"Nettles† its very closely packed and it follows the A,B,A,B rhyme scheme, the poems about a fathers emotion and love towards his son when he gets injured my a bed of nettles â€Å"my son aged three fell in the nettle bed.Love Poemcom/love-poem/embed/#?secret=VEeIeF1XWJ" data-s ecret="VEeIeF1XWJ" width="500" height="282" title="â€Å"Love Poem† — Free Essays - PhDessay.com" frameborder="0" marginwidth="0" marginheight="0" scrolling="no"> Bed seemed a curious name for those green spears, that regiment of spite behind the shed† Veron Scannell makes the structure tightly packed and makes the poem follow this rhyme scheme to increase the pace of the poem, he does this because the poems about revenge and his efforts to destroy the nettles that hurt his son, it could also represent his heart beat due to the pace. In comparison in the poem â€Å"The manhunt† her love is shown through her efforts and patience for her husband to recover whereas in â€Å"Nettles† its show through the farther seeking revenge against the nettles that hurt his son so there is no similarities in there forms. The Language used in â€Å"the manhunt† is very negative emotive language which relate to healing and damage â€Å"the fractured rudder of his shoulder blade† The emotive Language that Simon uses in this poem shows how that even though he’s damaged and very unpredictable â€Å"unexploded mine† she is still willing to try and heal him, this shows how much she loves him and is willing to put up with to try and save there dying love, he uses military words to show her battle to try and save him due to him be physically and mentally messed up, the reason Simon uses military words is to show how difficult the struggle is but how willing she is to this for him which again shows her love more him. Similarly in â€Å"nettles† its uses damaging words and is about someone in this case the farther, trying to recover the damage done to the one they love â€Å"soothed him till his paint was not so raw, and then I took my hook and honed the blade† this shows that the fathers first instinct is to seek revenge which shows how protective he is and also how much he loves his son, Veron uses military words through-out this poem which is very similar to manhunt â€Å"Slashed in fury with it, Till not a nettle in that fierce parade† again this shows his efforts and the battle he had fighting what hurt his soon. In both poems very similar emotive and military language is used to show both of their efforts for the ones they love. In the poem â€Å"the manhunt† its very depressing and sad and has a lot of negative language â€Å"the hurt, of his grazed heart† The fact that its in first person shows that Simon was trying to create sympathy for her, it also helps show her love for him a lot more due to it being her saying it which makes us believe it a lot more, plus the slow pace of the poem also shows her patience for his love. In the poem â€Å"Nettles† the tone of the poem is very quick and shows passion from the farther to kill the nettles â€Å"stood up right no more. I lit a funeral pyre to burn the fallen dead† Vernon use an A,b,a,b rhyme scheme to help increase the pace of the peom to help show his aggression and to show how quick he does everything to try and kill the nettles which hurt his son, this shows how passionate and how much he loves his son and how he wants to protect him from getting hurt again in the future which also shows how caring he is. Both poems have a sim ilar tones but are also very different in pace.