Hardships in Boys and Girls by Alice Munro :: Boys and Girls Alice Munro

In her story, Boys and Girls, Alice Munro depicts the hardships and successes of the rite of passage into adulthood through her portrayal of a young narrator and her brother. Through the narrator, the subject of the profound unfairness of sex-role stereotyping, and the effect this has on the rites of passage into adulthood is presented. The protagonist in Munro's story, unidentified by a name, goes through an extreme and radical initiation into adulthood, similar to that of her younger brother. Munro proposes that gender stereotyping, relationships, and a loss of innocence play an extreme, and often-controversial role in the growing and passing into adulthood for many young children. Initiation, or the rite of passage into adulthood, is, according to the theme of Munro’s story, both a mandatory and necessary experience.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Alice Munro's creation of an unnamed and therefore undignified, female protagonist proposes that the narrator is without identity or the prospect of power. Unlike the narrator, the young brother Laird is named – a name that means "lord" – and implies that he, by virtue of his gender alone, is invested with identity and is to become a master. This stereotyping in names alone seems to suggest that gender does play an important role in the initiation of young children into adults. Growing up, the narrator loves to help her father outside with the foxes, rather than to aid her mother with "dreary and peculiarly depressing" work done in the kitchen (425). In this escape from her predestined duties, the narrator looks upon her mother's assigned tasks to be "endless," while she views the work of her father as "ritualistically important" (425). This view illustrates her happy childhood, filled with dreams and fantasy. Her contrast between the work of her father and the chores of her mother, illustrate an arising struggle between what the narrator is expected to do and what she wants to do. Work done by her father is viewed as being real, while that done by her mother was considered boring. Conflicting views of what was fun and what was expected lead the narrator to her initiation into adulthood.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Unrealistically, the narrator believes that she would be of use to her father more and more as she got older. However, as she grows older, the difference between boys and girls becomes more clear and conflicting to her.

Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’

Essay Question 1: ‘Critically assess whether strategic HRM leads to ‘high performance’’ Introduction There is a controversy whether the Strategic Human Resources Management (SHRM) leads to ‘high performance’. A general idea of SHRM is that â€Å"the linkage of management and deployment of the individual within the firm to the business overall and its environment whereas HRM is the activities that take place under this area. † Truss and Gratton (1994). It spotlights on long-term strategy.Two theoretical perspectives to the Strategic Human Resources Management (SHRM) will be introduced and compared to determine whether they manage to ‘high performance’ or not. First, the Universalist approach is ‘one best way’ of dealing human resource to improve business performance. Second, the Contingency approach is to align HR policies and practices with the details of business strategy to create a positive impact on business. In addition, two examples: a large company and a medium-size company will be used to illustrate both approaches practically.At the same time, there are issues associate with theoretical perspectives that need to be discussed. Such issues are the implementation problems as well as the measurement problems. After all, the question will be answered with analysing all of the above. The advantages and disadvantages of each approach will be identified by gathering views of researchers. To the final stage, both approaches are being recognised if the linkage is existence to ‘high performance’ and to the level of measure that are being noticed. Different approaches to SHRM * Universalist approachA Universalist approach is known as ‘best practice’ human resource management (HRM). This approach describes there is ‘one best way’ to manage people in order to improve organizational performance. It argues that all organizations, regardless of sector, size or country, will benefit from identifying, gaining commitment to and implementing a set of best HRM practices. The job of a researcher is to identify what the practices are, and a job of HR professional to implement them. For example, a research from Delery and Doty (1996) identify certain practices that improve organizational performance.The detailed components are ‘high performance work systems (HPWS)’ Berg (1999); Appelbaum et al (2000), ‘high commitment management’ Walton (1985); Guest (2001a, 2001b) and ‘high involvement management’ Wood (1999a). Another researcher by Jeffrey Pfeffer (1998) identifies that seven universally applicable practices will benefit all firms. The components include: 1) Employment security, 2) Careful hiring, 3) Self-managed teams and decentralized decision-making, 4) Comparatively high compensation, 5) Extensive training, 6) Low status distinctions and barriers, 7) Extensive sharing of financial and performance info rmation.The implication is that when a coherent bundle of HR practices is outlined, the integrated HR practices will impact positively on organizational performance. The ‘best practice’ HRM sees there is ‘one best way’ of managing people and that is appropriate across all circumstances. * Contingency Approach On the other hand, the Contingency approach is known as ‘best-fit’ HRM. It takes account of factors such as organizational size, location, sector, strategy and the nature of work. Baird and Meshoulam’s (1998) model advocates that HRM approaches will differ giving to different life-cycle stages.These life cycle stages ranges from start-up to maturity. While an organization is growing and maturing over time, it becomes gradually complex. Therefore, more sophisticated HR structures and policies are needed. This approach focuses on two types of ‘fit’ and ‘line management integration’. The first type is ‘E xternal fit’ and it is commonly known as ‘vertical fit’. It is in coherence and alignment with business strategy and external market factors. When HR policies and practices are aligned to strategic focus, performance will improve.Porter’s (1985) strategic options on 1) Cost Leadership, 2) Differentiation and Innovation and 3) Focus are adopted. The second type is ‘Internal fit’ and it can also interpret to ‘horizontal fit’. HR policies and practices are all fit together so that they are in coherence. They are also mutually reinforcing and are applied continuously. Jeffrey Pfeffer’s (1998) seven practices are adopted. Lastly, ‘Line management integration’ is when line managers act as a critical character in implementing HRM strategy. Best-fit’ HRM suggests that the best to manage people will vary depending on organizational circumstances, and hence, the link to business strategy is key. Empirical evidence of SHRM model * A large company – Tarmac The UK quarrying company Tarmac has over 12500 employees at present. The operations function is key to overall company’s performance. It needs the support of finance managers, zone managers and HR managers. A finance manager delivers financial and management accounts to contribute the strategic decision-making process by forecasting financial performance.A zone manager manages operational performance. They meet and improve targets for cost, quality, delivery, safety and business ethics shown in key performance indicators (KPIs). Lastly a HR manager ensures business managers apply HR policies and procedures. The company’s goal is to achieve objectives by motivating all individuals working together as one team across the business units and functions. Each objective has its strategies. The followings practices are to achieve ‘Engage employees’ and ‘Act Responsibly’ objectives.Firstly, Tarmac focuse s on a high level of employee involvement and encourages high employee commitment to the organization so that workers feel they are trusted and treated in an open and positive attitude. For example, employees regularly discuss with managers about their viewpoints within development teams. This helps workers feel part of the wider team, strengthens employee engagement and commitment to the company. Secondly, team-working practices create a closer supervision and a flat hierarchy. A coaching style manager develops employees to manage themselves rather than to manage each task.Employee’s suggestions are offered, and this contributes to improvements in organizational performance. An example of Tarmac targets and measures a decline in waste. In 2010, eighteen workshop-training sessions were held for all site employees on CO2 awareness and energy. All district managers were involved in the programme. Some external experts from Carbon Trust were also invited to support the rollout o f the training programme. As a result, Tarmac gained benefit from 500 energy and CO2 reduction. Overall, Tarmac adopted a high commitment strategy to meet the objectives.Therefore, it improved the company’s performance. * A small-medium size company – i-LEVEL i-Level is one of the most innovative digital media companies and is ranked the ‘Sunday Times 100 best companies to work for’ in 2004. It has a size of workforce of 60 employees. The i-Level company has a high level of financial performance. There was a 33 per cent increase in earnings per annum. Their guiding principles are used as a framework. This is to ensure the internal fit and the external fit of company. The company is at the growing stage which a lot of the recruitment effort is on discovering the potential staff. -Level frequently seeks appropriate employees to be supported to work with the company. To fit HR policies and practices together, i-Level uses physical arrangements to remove top-d own hierarchy in order to encourage employees’ participation, communication, creativity, self-managed teams and organisational values. As a result, a complete, open plan office is the environment where employees conduct their normal day-to-day operations. Moreover, i-Level sees pay is significant for performance. 15 per cent of the company’s pre-tax profit is kept for performance bonuses from 2003 to 2004.Meanwhile, the company argues pay is not their primary motivating force. On the other hand, the company aligns with business strategy and external environment by providing training courses for technical skills in media advertising. The company also offers an unusual training budget. There is an annual allowance provided for personal training and development purposes that are no obvious relation with work. The belief is to develop the skills and interests of workers in ways not studied before. This is expected to enhance i-level workers’ innovative thoughts at w ork through practices outside the company’s work area.To summaries, i-LEVEL achieves competitive advantage through innovation and which competes in very tight labour markets. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the company's performance. Additional issues to reflect * Problems of implementation Line managers are central HRM performers in the organization, and they play a vital role in implementation of HR policies and practices. They influence their team‘s performance in a direct manner. A number of factors account for the line management problem. Firstly, it seems there is devolution to line managers.For instance, line managers do not want the responsibility of being a line manager or do not have enough time to deal with it accurately. They might not have the skills to handle HR issues successfully or are unaware of recent developments in view of HRM. Some managers do not consider a long-term v iew of the company or are inefficient for making policy in this area. Secondly, McGovern et al (1997), Marchington (2001) and Hutchinson and Purcell (2003) identify there are differences between ‘espoused’ and ‘actual’ policies that are relatively recognized to line managers.For example, some policies are normative rather than positive. Some descriptions of policies and practices are in general terms rather than analytical about actual situations. Hence, managers are unable to implement them specifically to meet the company’s goals. Furthermore, a broader issue, the line manager jobs in firms become progressively complex due to new firms’ structures. For instance, virtual and network companies have less clear line manager characters than the layered hierarchical company. One observable implication is pressure for reducing the size of the HR department.There will be a cut down in numbers of HR professionals. Ultimately, these factors all affect the organizational performance due to unsuccessful implementation of HR policies and practices. * Problems of measurement Fitzgerald (1991) and Neely (1998) stated that performance measurement is a key issue in guaranteeing the effective implementation of a firm’s strategy. However, using inadequate measurements is poor in supporting managements’ business objectives. The followings are the circumstances. Scientists use large-scale data groups made self-completed questionnaires.This will lead to two problems. First of all, there is dependence on one person, to represent the whole group. Secondly, there is dependence on a design of questionnaires. For example, respondents are answering yes or no questions rather than giving thoughts and opinions. This type of questions may generate a less accurate result. Moreover, there is uncertainty of how the data should be gathered, presented and analysed. The major problem is mis-reporting single respondents. Respondents may have limited knowledge of the area and use of policies.Furthermore, the measures of performance commonly take account of the financial performance, whereas there is a few findings focus on the broader issue of employee attitudes and well-being. Equally, there are matters to the range of HR practices. For instance, a report shows statistics of whether a company has self-managed teams, some may look at the proportion of workers running in a self-managed team. Lastly, Atkinson (2005) suggests that the measurement of productivity in the service sector can be exceptionally challenging.It is always easy to get typical, comparable financial statistics. To sum up, the measurement of data are related to the level of relevance to business performance. Critical analysis of the beyond * Best practice Pros ; Cons Research states there is a positive link between the HR practices and organisational performance. Firstly, Huselid (1995, p. 667) discovered that ‘the degree of returns for investments in High Performance Work Systems is significant’. In fact, ‘A one standard deviation rise in High Performance Work Systems practices is associated with a comparative 7. 5 per cent drop in labour turnover. On ‘per employee’ base, $27,044, $18,641 and $3814 more in sales, more in market value and profits respectively. Secondly, the workplace employee relation survey (Cully et al 1999) indicates that there is 14 per cent of organisations adopted high commitment strategy. In contrast, researcher (Delery 1998) also emphasized ‘deadly’ bundles of practices need to be avoided. For example, it occurs to managers giving reward based on individual performance while they are working as a team.Furthermore, Boxall and Purcell (2003, p. 64) commented while multi-national companies make the effort standardise their practices across nations, national perspective and organisational sectoral perspectives show criticism on the effectiveness of these practices. M archington and Grulis (2000, p. 1117) argue the most common example is in labour intensive organisations recognise costs are expensive when they use these practices. To summaries the best practice approach, Guest’s (1987) argues that there is no best practice.At the same time, he also suggests a set of best practices such as high commitment management is the route to survival of UK business. This leads to an argument that in order to enhance company performance, managers must alter their HR policies and practices to the framework that is operational. The interpretation comes to ‘best-fit’ approach. * Best-fit Pros ; Cons Thompson (2000) conducted two studies of firms in the UK aerospace industry. His first study in 1997 showed that with higher levels of value added per worker encourages greater diffusion of innovative working practices with their non-management employees.These organisations are towards to more heavily engaged in specialist production for niche ma rkets and hired technical and professional workers. The second study in 1999 showed evidence that organizations introduced a larger number of high performance work practices had much enhanced business performance. As a result, companies moving from less than five to more than six innovative practices created a 34 per cent increase in value added per worker. On the other hand, Miles and Snow (1984) align suitable managerial types to three genetic strategies of prospector, defender and analyser.If managerial properties and skills are aligned to company strategy, there will be a higher level of link to organisational performance. Thomas and Ramaswamy (1996) offered such support. As a result, performance in aligned firms was statistically excellent. In comparison, (Purcell 1999 p. 35) outlines that a number of successful organisations features that are unable to model. These are the cultural norms that have been developed gradually over a long period associated with accomplishment. It i s easy to identify the key factors that drive to success. Especially when the organisations are large and complex.Imaginably the major problem is that many organisations exist inside complex external environments with multiple contingencies that are not to be ignored or recognized. * Comparing both approaches Each approach has advantages evidence and disadvantages evidence. It could be argued that different approaches can apply in different sectors. For example, Guest (2001) advocates that there is the possibility that a high commitment management is most applicable in manufacturing i. e. Tarmac, while strategic choice for fitting with business strategy, is more credible in the service sector i. . i-LEVEL. As a whole, critically discuss the link between SHRM and performance. Evidence from Patterson et al (1997) examined sixty-seven manufacturing businesses in the UK for a period. The outcomes were 19 per cent of profitability and 18 per cent of the variation in productivity could be certified to HRM practices. This demonstrated HRM practices has a positive impact on organisational performance. Conclusion In summary, SHRM consists of a number of practices and is an organization level analysis of how HRM systems impact on performance.Two theoretical perspectives outline different views. The ‘best-practice’ approach defines there is ‘one best way’ of managing people. It is appropriate across all circumstances. Whereas ‘best-fit’ approach terms the best to manage people will change depending on organizational circumstances. It highlights the essence of linking business strategy. Tarmac was used as an example. It applied the ‘best practice’ approach and adopted a high commitment strategy to meet the objectives. Hence Tarmac improved its firm’s performance.I-Level was used an example to describe the competitive advantage the company had achieved through innovation while competing in extremely tight labour ma rket. It adopted Porter’s strategic option of ‘Focus’ and Pfeffer’s 7 practices to enhance the firm’s performance. Empirical evidences show both organisations are successful with adopting different approaches to their specific, targeted firms. These firms had a positive impact on performance. This can be concluded that SHRM has a clear link to business performance practically. In depth, other issues such as implementation and measurement roblems are considered. Problems of implementation affect the organizational performance due to unsuccessful implementation of HR policies and practices in line management. On the other hand, problems of measurement are valued on the basis of how easy and difficult the data is to represent and most importantly the level of relevance to business performance. If the relevance is slight, it may have little or no impact on business performance. In the final stage of comparing both approaches, many researchers’ po int of views is gathered. ‘Best-practice’ approach has advantages and disadvantages.It seems to argue that high commitment management is the route to successful business performance. On the other hand, the advantages and disadvantages of ‘best-fit’ approach suggest that applying this approach can be rigid and inflexibility due exists of complex external environments. Furthermore, in recent arguments, the product labour market seems to be emerged to a new post-industrial age where employers will tend to hire self-employed workers to carry out specific, time-limited projects for companies. This is due to the prediction of radical change.It can lead to a view that ‘best-fit’ approach should to be managed appropriately. This means practices should be adequate in different company’s life-cycle stage and align with different strategies. So that, it can feasibly enhance the organizational performance. Finally, strategic human resources manageme nt gives evidences, views, researches and facts to enhance organizational performance. However, the degree of high performance in context varies in different organizations under their circumstances. Hence, it does not necessary impact to ‘high’ performance.

Abuses of Technology

For the skeptic minds, this quotation is enough to rest the debate, however for many, It becomes important to make them see the other side of the picture as well. Social networking, news and knowledge on the go, cures and diagnosis of many diseases, connectivity around the world and turning the world in to a global village are some of the benefits of the technology. Sadly, humans have become so shallow that we close our eyes to any harmful effect of the things that give us the benefit of even the slightest percentage.Ladies and gentlemen, the problems that we are facing today's are Like a tribe with technology as their tribal flouters ancestor. Allow me to state my stance. Teen depression. Teen suicide. The figures attached to these numbers are massive and the rate of growth In these numbers Is high as well. The mall reason attached behind Is the abuse the teenagers face especially on the social networks such as Faceable. Everyone becomes a victim. No one has a personal life anymore. Privacy becomes an issue. Pictures of girls are circulated around the globe. One rumor is enough to ruin the life of an individual.Family ties are limited online as well. The emotional level is as unpredictable as a network connection. Weapons in the hands of the army are a symbol of valor and safety, in the hands of racist groups are the symbols of terrorism. This is the exact scenario for the social networking platforms. Little good has come out from social media activist than the harm from the rest of the world. Technology is used by many to gain knowledge. Everything is just a click away for the world. But let us question our self on an honest note, what type of knowledge do we gain from it. For how long can we sit and study.Books are the most renewable resource of information and knowledge and even while sitting online, we are referred to books. The harmful causes attached to it, eye sight, and constant vulnerability to radiations lead to cancerous diseases. Let us go back. Ir aq! What good use did technology bring? Nuclear bombs? Weapons of mass destruction? They said technology will lead to the exact location. Let me remind everyone where it led after killings millions, to a single word, Sorry. In the end ladies and gentlemen, I rest my case for the intellect of your mind to decide without being bias.By Sarah Alicia Abuses of Technology By Sarah-Alicia it becomes important to make them see the other side of the picture as well. Social are like a tribe with technology as their tribal fictitious ancestor. Allow me to state my and the rate of growth in these numbers is high as well. The main reason attached behind is the abuse the teenagers face especially on the social networks such as world. Technology is used by many to gain knowledge. Everything is Just a click away killings millions, too single word, Sorry. In the end ladies and gentlemen.

Active contours

Active contours Active contours are one category of variational methods that have been used widely within image segmentation applications. An energy functional is defined with arguments as the image parameters and a closed curve that partitions the objects in the image. There are two main methods of representing the curves such as (a) extrinsic and (b) intrinsic. Extrinsic representation keeps function values at boundary points. Intrinsic lets use of functions that are defined on all the point of the image and are more desirable. Intrinsic representation of a planar curve C using an auxiliary function is denoted as C = f(x; y) j (x; y) = 0g (22) where (x; y) is called level set function of curve C and the zero level of (x; y) is taken as the contour. Curvature  of the closed curve C with level set function  is given by  = div( 5 k5k ) (23) The deformation of the contour is reprsented in a numerical form as a partial differential equation @(x;y) @t =j 5(x; y) j ( + ((x; y))) (24) where  is a constant speed term to push or pull the contour. Mean curvature of the level set function is defined as: ((x; y)) = xx2 yà ´Ã‚€Â€Â€2xyxy+yy2 x (2 x+2 y)3=2 (25) where x is the first derivative with respect to x and xx is the second derivative with respect to x. The role of the curvature term is to control the regularity of the contour and  controls the balance between the regularity and robustness of the contour. Chan Vese formulated the energy function F in terms of an internal force Eint and an external force Eext F(C) = R 1 0 [Eint(C(S)) + Eext(C(S))]ds (26) Eint = length(C) + Area(Cin) (27) Eext = R Cin j I(x; y) à ´Ã‚€Â€Â€ I1 j2 + R Cout j I(x; y) à ´Ã‚€Â€Â€ I2 j2 (28) where  and  are positive fixed parameters which help to smoothen the growing contour. I(x; y) is intensity value of image region and I1 and I2 are average intensity value inside and outside the object region, respectively. IV. IMPLEMENTATION AND ANALYSIS All qualitative and quantitative outcome of the algorithm were recorded by running the Matlab programs with Intel(R) Core (TM) i7 CPU, 3.4 GHz, 4 GB RAM with Matlab 14 (a) on Windows 8. A. Description of Test Data The dataset used in the proposed algorithm consists of scanned images of stained breast biopsy slides from MITOS dataset [35]. Each set is composed of 96 high power field (HPF) images of breast tissue scanned at 40X magnification using two different scanners, Aperio (AP) and Hamamatsu (HM), with a resolution of 0.23-0.24 m:. All the images are 1376  1539  3 size. B. Experimental Strategies This paper qualitatively and quantitatively compares the KHO based optimal nuclei detection performance with the watershed based detection done by S. Ali et al. [8] and blue ratio image based detection done by Irshad et al. [21]. The segmentation performance is compared with local threshold method done by Cheng Lu et al. [22]. 1) Experiment 1: Evaluating the optimal threshold value: Goal of this experiment was to prove the power of KHO based optimal thresholding to detect the exact nuclei regions in histology images. It also compares the optimum value of the threshold obtained by KHO in breast histopathology images with GA, HSA and BFA. 2) Experiment 2: Comparison of Detection Accuracy: Aim of this work is to validate the detection performance of the proposed technique against the watershed and blue ratio techniques in terms of detection sensitivity and precision. 3) Experiment 3: Comparison of Segmentation Accuracy: This evaluates the performance of the detection algorithm in ACM segmentation and compare the results against two state-of-the-art techniques in terms of boundary based distance measures. This experiment also measure the strength of the algorithm to resolve the touching nuclei in terms of touching nuclei resolution.1) Evaluation of Detection Performance: This paper qualitatively and quantitatively evaluates the application of optimal thresholding in nuclei detection performance. The mean objective value and standard deviation express the consistency and stability of the algorithms. The results obtained by KHO are compared with GA, HSA and BFA. The parameters used in these algorithms are given in Table II.The quantitative evaluation of detection performance is carried out by locating the centroid of detected nuclear regions. The measures used to assess the nuclei detection comprise of: 1) Sensitivity (SD); 2) Positive Predictive value or Precision (PD); and 3) F-measure (FD) as given in eq. (26), (27), and (28), respectively. The results obtained are compared with manual detection results by an expert pathologist. The SD and PD values are computed from the number of truepositives (number of correctly detected nuclei, Ntp) , falsepositives (number of wrongly identified nuclei, Nfp) and false negatives(number of nuclei not detected by the algorithm, Nfn). The detected object is considered as true positive if its centroid is within 10 pixels range of manually determined centroid location. If no centroid was manually located within

Titanic Research Paper Example | Topics and Well Written Essays - 1500 words

Titanic - Research Paper Example Broadcast TV shows such as Big Brother, The Simpsons, The View and Family Guy have gained increased popularity over time resulting to unconstructive impacts on the social, political, educational and religious scenes. This essay discusses the negative impacts of Broadcast TV shows by exploring the key areas it touches on. Stereotypes and Prejudices. Broadcast TV shows have been observed to contribute highly in the perpetuation of prejudice and negative stereotypes in the American society (Shaffer 413). Although such shows use this as a form of humor, it has a huge impact on the way society views certain groups of people. Nearly every broadcast TV shows portrays Black males as drug dealers, thugs or criminals. This impacts negatively on the way society view Black males. On the other hand, Muslims are depicted as terrorists which was facilitated by the 9/11 attack. Society is influenced to view them as bad people who are a threat to security. These two examples show how Broadcast TV sho ws promote stereotypes and prejudices in society resulting to tension between racial groups in society. Social Effects. The first social problem arising from watching Broadcast TV shows is lack of originality among the population. People are likely to imitate the TV stars mode of speaking, dressing and personal style which is a common problem among teenagers. Teenagers should strive to seek their own identity and discover their own talents with the help of their parents. This also leads to increased peer pressure as teenagers will strive to dress and act like their friends. Secondly watching TV Broadcast shows leads to the development of anti- social behavior (Clarke 413). This is because individuals tend to spend too much time watching TV and have no time for family, friends or fun activities. Such people tend to be withdrawn and cannot communicate effectively with other members of society. These shows lead to the propagation of negative behavior including violence, crime, premarit al sex and drug abuse. The content aired by these shows has violent scenes that affect the audiences’ thought in a negative way (Gentile 70). Watching these shows has be a major contributing factor to the rising levels of violence mainly among the young people (Gentile 70). Some scenes have been known to encourage drug and alcohol abuse since they illustrate it to be ‘cool’ and highly appealing to the audience. Some of these shows contain sexual scenes that lead to the high occurrence of teenage sex and pregnancies. This is because such shows depict this behavior to be fun and acceptable. Generally speaking, Broadcast television shows provide the wrong idea about certain practices and make them believe that they are totally fine. Watching these shows is highly addictive hence people do it for many hours in a day. Recent studies have revealed that there is a relationship between the length of time that is spent on watching TV and obesity. Watching TV for long hour ’s leads to a sedentary lifestyle since it is an inactive activity that requires minimal physical and mental activity. People are advised to undertake in physical and mental tasks that stimulate their brain and body to ensure mental and physical fitness. These shows contribute to emotional and physical problems linked to self esteem and weight loss (Shaffer 413). TV stars are represented as having perfect body shapes and flawless skin. Women and young people in society are affected by these images and tend to feel

Comparison contrast essay Example | Topics and Well Written Essays - 1000 words

Comparison contrast - Essay Example The reason for being athletes Athletic can broadly cover all the physical activities that individuals involveinactivities that help boost their physique. People have different motives for participating in sporting events. Allender advocates that frequency of a person in events associated with bodybuildingdetermines the potential to win. An individual requires much physical energy to enhance the capability to perform better. Despite the positive impacts on an individual’s life resulting from involvement in sports, there are differing elements constituting to why individuals continue participating in athletes. Some do it for pleasure while others have hopes of growing into world champions. Contrast between Andy and Darwin a) Strength The strength of an individual player is of prime concern for the ability to remain in the field. Athletes have differing potential due to their frequent partaking in sports. Andy is a tennis player while Darwin is a Cub’s baseball player. Des pite the fact that all are ball games, Mueller states thatessential strength to involve oneself in the game differs from person to person. Andy usesless strength thanDarwin doesdue to the movement one makes when in the field.Opinionatedly, all athletes need enough energy for undertaking their positions while in the field. b) Salary Salary is the primary motive for people’s engagement in sporting activities. Through competition, one once declared the champion obtains several medals for the team. The salary attached to various players is different in regard to the activities they carry out. For instance, the salary of Andy is different from Darwin’s salary. The reason for the difference is the incapacitation of the team’s treasury. Salary difference may also be due to one’s performance. Coaches are very crucial people in the team, as they are the regulators of activities performed. Coaches are capable of determining who is to do what coaches should ensure t hat all players have equal pay despite what the individual does for the team. Robert, Weinberg, and Daniel illustrate that a better salary system motivates individuals into participating in athletics. c) Human health Physical activities are significant for the health of certain individuals. For one, an individual not fond of sports may end up acquiring some illnesses, some of which are avoidable through chipping in in physical activities. Such diseases as obesity affect the health of an individual and leads to incurring costs for proper medication (Mueller). Andy due to lack of involvement in much movement in the field may develop chronic diseases than Darwin who has to move to the ball. It is worth necessitating individuals have the motive to participate in sports to impede suffering from diseases. Lessons learnt from distinguishing the athletes Through the comparison, it is vital to note that individuals gain important requisites for their bodies. First, it is true that individual s get to know the importance of athletics in their bodies. Allender indicates that athletics help individuals in their health, as it is through exposure to physical activities that one is in a way able to reverse contraction of diseases (specifically, obesity). Secondly, continued involvement in athletic actions keeps the body fit for other activities. One is able to move from a

Question Essay Example | Topics and Well Written Essays - 500 words

Question - Essay Example Intelligence is a personal resource that helps a person to attain personal growth and adjustment into a learning environment. Intelligence is a shield against psychological stress and diseases. Personality on the other hand, is an icon of the intellectual capability of an individual. It affects the person's academic performance by influencing the intellectual functioning of the person. Personality factors determine the results of intelligence test. Personality is responsible for the development of cognitive-adoptive ability that enhances a person's capability to cope with a certain learning environment (American Psychological Association, 1999, p. 30). Personality develops context-bound practical intelligence. This is the kind of intelligence that enables an individual to handle a situational context, and in the case of a learning environment, the learner is able to handle the learning environmental situations, and adapt to the learning environment accordingly. Life span theories have great influence on the teaching strategies that teachers adopt. Life span theories shape the strategies of teaching in that, the instructor must put in mind that, there are general principles that guide development in human beings at different levels of human development (American Psychological Association, 1999, p. 31).