Effects of Child Abuse Essay Example for Free

Effects of Child Abuse Essay Child abuse is a prevailing problem in society that must be addressed at the soonest possible time. However, it is one of the most difficult problems to address as well since there are only certain ways by which it can be monitored. What makes it even harder is the fact that the parents themselves are sometimes the abusers. Thus, it sometimes difficult to help the child since his primary guardian is the abuser himself. Child abuse by parents can be extremely detrimental to children. The effects of such abuse may become evident during their childhood or when the child grows up and enters adulthood. The long-term consequences of child abuse are sometimes grave enough that they ruin the life of the adult. Experiences of child abuse as a child affect not just the personality of the adult but his relationship with his parents as well. For obvious reasons, when parents abuse their children, they strain their relationship with the children. One cannot expect an adult, who was abused by his parent as a child, to maintain a close relationship with them. Child abuse has psychological effects that may hinder the development of the person’s character and identity. This is especially true the abuser is the parent. For instance, the abused child is expected to have low self-esteem that stems from the fact that his own parents do not love him. Abusing him is a clear sign to him that they do not love him. Thus, without his parents’ love, the individual may lack the self confidence and self esteem to function in society.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The abuse causes the child to distance himself from the parent. Later on, as he grows up, this often translates to difficulty in forming attachments with other adults and his peers. The child’s insecurity and lack of self-esteem can extend to his adult life. Thus, when the child becomes an adult, he does not feel secured and more importantly, he lives a restrained life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These consequences and effects of child abuse do not only affect the individual’s life. These consequences challenge the very ideals upon which the American way of life is built upon. Americans believe that they have the right to have a family who enjoys security and freedom. However, the mere fact that the children are abused within the confines of their very own homes and within their own families, the idea of being secure is greatly eroded. Moreover, the abuse hinders the freedom of the child. As the child grows up, he does so with such American ideals left in ruins. In a way, the abuse he experienced as a child may reflect on how he treats his own children as he forms a family of his own.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The effects of parental child abuse of any kind exhibit themselves as the child becomes an adult. It is an experience that the individual bears with him long after the acts were committed. Not only does the abuse mold his personality, it affects his ideals in life as well. His ideals on family, society, and relationships are changed and may transfer to his own family. Such transfer may become chain reaction which will be to the detriment of society in general. It is for this reason that the problem must be acted on and must be prevented as much as possible.

Rate of Reaction :: GCSE Chemistry Coursework Investigation

Rate of Reaction Coursework Aim: To investigate how temperature affects rate of reaction. Introduction: I am going to investigate how temperature affects the rate of reaction of hydrochloric acid with calcium carbonate. This is the reaction that will take place: Hydrochloric acid + Calcium Carbonate à ¨ Calcium Carbonate + Water + Carbon Dioxide The rate of reaction can be measured in various different ways: * Using a balance you can check the mass before the reaction and then after the reaction has taken place. Then check the change in mass. * You can also use the method of obscuring a cross with sodium thiosulphate and time which cross becomes invisible first. I am going to use a syringe to measure the amount of carbon dioxide given of at regular intervals. This is because it is accurate as the smallest division on it is 1ml. The important variables are: * Temperature – if it is increased the reaction as the particles will have more energy. * Number of calcium carbonate chips – if there are a lot of chips more carbon dioxide will be formed. * Amount of acid – if there is more acid the rate of reaction will be faster. * Surface area – if the chips have a larger surface area then the rate of reaction will be faster. Prediction: I have chosen to investigate the affect of hydrochloric acid on calcium carbonate chips. I predict that as the temperature of the acid increases so will the rate of reaction. This is because for two substances to react they have to have a successful collision which means the have to collide with a minimum amount of energy which is called the activation energy. This diagram shows how the particles will react with each other with the minimum amount of energy (activation energy): The higher the temperature of the acid the faster the acid particles will be moving around as they’ll have more energy and there will more collisions. This energy will also allow there to be more successful collisions and so more carbon dioxide will be formed in smaller amount of time. Therefore the rate of reaction will be faster. This diagram shows the reaction of particles with more energy from the heat: I can also predict that the shape of my final graph of rate of reaction and temperature will look like this: From this graph I can predict that as I increase the temperature by 10 °C the rate of reaction will double. Apparatus: 1 Bunsen burner Calcium Carbonate chips Hydrochloric acid 1 Syringe 1 50ml measuring cylinder 1Heatproof mat 1 Wire gauze 1 Conical flask 1 Beaker filled with ice 1 Thermometer 1 Clamp I chose to use the syringe as it has small divisions to help me make Rate of Reaction :: GCSE Chemistry Coursework Investigation Rate of Reaction Coursework Aim: To investigate how temperature affects rate of reaction. Introduction: I am going to investigate how temperature affects the rate of reaction of hydrochloric acid with calcium carbonate. This is the reaction that will take place: Hydrochloric acid + Calcium Carbonate à ¨ Calcium Carbonate + Water + Carbon Dioxide The rate of reaction can be measured in various different ways: * Using a balance you can check the mass before the reaction and then after the reaction has taken place. Then check the change in mass. * You can also use the method of obscuring a cross with sodium thiosulphate and time which cross becomes invisible first. I am going to use a syringe to measure the amount of carbon dioxide given of at regular intervals. This is because it is accurate as the smallest division on it is 1ml. The important variables are: * Temperature – if it is increased the reaction as the particles will have more energy. * Number of calcium carbonate chips – if there are a lot of chips more carbon dioxide will be formed. * Amount of acid – if there is more acid the rate of reaction will be faster. * Surface area – if the chips have a larger surface area then the rate of reaction will be faster. Prediction: I have chosen to investigate the affect of hydrochloric acid on calcium carbonate chips. I predict that as the temperature of the acid increases so will the rate of reaction. This is because for two substances to react they have to have a successful collision which means the have to collide with a minimum amount of energy which is called the activation energy. This diagram shows how the particles will react with each other with the minimum amount of energy (activation energy): The higher the temperature of the acid the faster the acid particles will be moving around as they’ll have more energy and there will more collisions. This energy will also allow there to be more successful collisions and so more carbon dioxide will be formed in smaller amount of time. Therefore the rate of reaction will be faster. This diagram shows the reaction of particles with more energy from the heat: I can also predict that the shape of my final graph of rate of reaction and temperature will look like this: From this graph I can predict that as I increase the temperature by 10 °C the rate of reaction will double. Apparatus: 1 Bunsen burner Calcium Carbonate chips Hydrochloric acid 1 Syringe 1 50ml measuring cylinder 1Heatproof mat 1 Wire gauze 1 Conical flask 1 Beaker filled with ice 1 Thermometer 1 Clamp I chose to use the syringe as it has small divisions to help me make

Promote from Within and Hiring Form Outside Essay

Introduction In my opinion based on the case study, it is not justified in appointing Mike Ullman, an outsider as CEO instead of Jessica Robert, who was instrumental in turning around the company between 2005 and 2010. The reason I disagree is because promoting from within brings a lot of benefits to employees and organization. I individually support promoting from within and I think that promoting from within is definitely more justified than bringing in an outsider. Research shows that insider and outsider both has different benefits and loss and it is depends on the managerial decision. Different management has different view towards insider and outsider. I have choose to support promoting from within in this assessment is because that the research make me believe that promoting from within can increase productivity and employees satisfaction. I have provides three strong reason to support my personal view. Question 1 The first reason of promoting from within is good for morale. When the top management is decided to promote from within, the others employees are often very pleased because they think that â€Å"one of their own† has been promoted to a management-level position and makes them feel nothing is impossible. (David G. Javitch., 2005) The morale of employees will improve when they realize that every one of them is possible to be promoted and this usually leads to increase motivation of employees. Since Jessica Robert was instrumental in turning around the company, the others employees will think that it is justified to promote Jessica Robert. The others employee has witness her hardworking in turning around the company and they do not have any objection in promoting Jessica Robert. If the company promotes Jessica Robert, the morale of employees will definitely boost because they think that it is possible to happen on their own too. When morale and motivation goes up, the productivity and the efficiency of the company will increase especially when the employees like or respect the newly promoted individual because they are already used to the way that work together with the newly promoted individual. (Charles R. Knoeber., 2001) Motivation is playing an important role within an organization because in increased of motivation often leads to increased of employee satisfaction. In case, Jessica Robert has joined the organization as the COO at 2005 and she was made a turnover for the company. Her succession is all seen by the others employee in the organization and she became a very respective person in the company. If the company promotes Jessica Robert as CEO, the motivation of others employee will definitely increase because most of the employees are respect her and they have been working together quite a long time thus, they are already used to the way Jessica Robert work. Second reason is an internal candidate is most likely already familiar with the functional aspects of their new job because he used to an employee in the organization. (DR. David G. Javitch., 2005) Jessica Robert He joined the company at 2005 and she is very familiar with all the process and the system in the particular organization and she don’t have to spend times to get used to the new environment, people, and the job scope. She knows the corporate culture, the procedures, policies, processes, employees, and internal and external customers associated with the job. (DR. David G. Javitch., 2005) Therefore, by promoting she can definitely increase the effectiveness of the company because she can generally hit the ground running. She can work more effectively than an outsider and increase the productivity. She can also lead the team to achieve goals easier than an outsider because she probably already familiar with every employee’s ability and behavior. (Mobb. S., 2010) A final reason to promote from within is that the current employee is already a â€Å"known quantity† to both management and non-management. Both groups know the employee’s strengths and limitations in terms of technical skills, abilities, knowledge bases, and professional personality. (DR. David G. Javitch., 2005) Internal candidate is recognized by both group and they may find easy and feel satisfy to work together with the person who they used to familiar with. Promoting Jessica Robert is actually benefits to the company because both management and non- management know her ability and strength. Her succession on turning around the company has proved her ability and she is definitely qualified to be the CEO of the company. Besides that, she is not longer requires any or as much training as employees from outside the company because she are familiar with at least the general workings of the business. (G. Raheja.C., 2010) Question 2 Advantages of promoting from within The first advantage of promoting from within is benefits on both sides. An organization that promotes from within has the opportunity to identify the characteristics, qualifications and skills it wants to be the suitable leader. (Greenwood, B., n. d) This will benefit the employees, who have a clear understanding of expectation. It is also benefits the organization because by promoting from within, it actually gives the top management a chance to evaluate staff carefully before making a recommendation for a promotion. In the process of evaluation the employees, the top management may discovered the skill and ability of each different employees and make a further promotion or changes. (Mobb. S., 2010) The other advantage is good relationships. (Greenwood, B., n. d) They have a solid network of collegial relationships within the organization because they used to an employee of the organization. The employees are willing to mentoring by him because he probably has build up a very good relationship within them. The top management is also relieved on him because his ability and skill has been recognized. Employees who are promoted from within are more likely to have a good understanding of the organization, its history and core values as well as the culture of the organization. They do not have to spend much time for extra training and they know the way to manage the organization and the way to help organization to earn profit. (Moobs.S., 2010) Disadvantages of promoting from within The first disadvantage is competition among staff. Promoting from within can lead to competitiveness among staff members vying for the same position. When one person is promoted, bad feelings can result in the people left behind. (Agadoni, L., n. d) This can lead to dissatisfaction at work, poor work performance and de-motivated the employees. Some employees may have felt entitled to a promotion even if they are not qualified, simply because they have put in more time and effort to the company. If length of service were the only criterion for promotion, people could be promoted to a job they can’t perform, which could lead to them being fired and reduce the effectiveness of company. The other disadvantage is smaller pool. The top managements have fewer options to fill a spot when they look for promotion only within the organization. (Agadoni, L., n. d) In addition, an insider of the company might not have the right skills needed to perform a job above their current level. They would need training and experience to accomplish the new tasks as expected, whereas outside talent might already possess the needed skills and different kind of experience. It will definitely reduce the organization’s efficiency when training is necessary for the new promote because re-training takes a lot of times and cost. (R. Knoeber. C., 2003) Advantages of bringing in from outside The first advantage of bringing in from outside is be able to achieving clarity on what the situation really is right now both internal to the company and externally. Most of the times, an outsider can see things in different angle and with precisely because they have different experience and they are new in the organization. (Constance Dierickx., n. d) They sometimes bring a point of view that is clear for that very reason. This different lens and frame of reference is exactly why an outsider is valuable and also what most organization is looking for. The second advantage is calibration. Most of the insider of the organization who are appropriately trying to inform the leader but who do not have an independent point of view and who may be stuck in routine ways of reporting. They are often follows the leader’s point of view and they do not have their own experience in certain sector. An outsider first in the organization, he may bring a breadth of different experience from having worked at different of companies in multiple countries on multiple continents as well as different industries. (Constance Dierickx., n. d) An outsider can ask questions that are different, share what he has observed and lead the members to achieve organizational goal. They can challenge their own assumptions as well as the veracity of the information they may hold dear because they have different of resources comes in different way. Disadvantages of bringing in from outside The disadvantage of bringing in from outside is learning curve. It takes time to follow up to speed on a new job, and learning about the corporate culture. (Lisa McQuerrey., n. d) This is especially true when the new outside manager wish to radically change the management style that previously was in place. Not only does the manager need time to be acquainted with the changes and its employees also need to come to an understanding of how the new promoted operates and what performance expectations he brings to the table. The second disadvantage functional expertise of the outsider. Unless the top management has witnessed the outsider at work in his/her field of expertise, otherwise there is no way of knowing whether the outsider’s functional expertise is meets the organization’s standards. (Mayhew.R., n. d) The technical skills or clinical experience of an outsider might not fit the organization’s requirement as well as the job scope. In addition, most of the organization does not take long time for employers during the recruitment and selection process and the employer should always ready to pay risk for incompetency recruitment. (Richards Brigg. B., n. d) Impact of promoting from within on the morale of employees The impact of promoting from within can improve the morale of employees due to great communication. An organization actually has many levels of communication such as from management to employees, between departments, between management groups and between individual employees. To maintain morale, communication lines need to remain open and important information needs to be delivered in a timely fashion. (Anderson. A., n. d) According to Anderson. A, laying off employees usually has a negative impact on morale, but allowing employees that are not scheduled to be laid off to believe that they could damage morale even further. A communication must be build within an organization, a leader who are promoted from within is actually be able to do that because they have been worked for a long time in an organization and good relationship could be build within employees as well as management group. Impact of bringing in outside on the morale of employees The impact of bringing in outside is affect the morale of employees because of the changes in management. Employees can become accustomed to the practices and methods of a particular manager, and when there is a change in management that can have an effect on morale. (Anderson. A., n. d) When an outsider bringing in, he might change the management of the organization and this will affect the morale of employees because most of them are not comfortable with the change and it may takes time for them to acquainted. (Lisa McQuerrey., n. d) Referencing Charles R. Knoeber. (2001) CEO Succession: Handicapping and the Choice between Insiders and Outsiders. [Online] Available at: http://hubcap.clemson.edu/~sauerr/seminar_papers/succession2.pdf [Accessed: 14 Jan 2013] Agrawa. A. (2004) Are outsiders handicapped in CEO successions? [Online] Available at: http://www.bama.ua.edu/~aagrawal/succession.pdf [Accessed: 14 Jan 2013] Briggs, B. (2007) Problems of recruitment in civil service: case of the Nigerian civil service. African Journal of Business Management, Vol 1 (6), p. 142-153. Available at: http://www.academicjournals.org/ajbm/pdf/Pdf2007/Sep/Briggs.pdf [Accessed: 19 Jan 2013]. Mobb. S. (2010) Internal Managerial Promotions: Incentives, CEO Influence, and Firm Valuation. [Online] Available at: https://editorialexpress.com/cgi-bin/conference/download.cgi?db_name=ALEA2010&paper_id=267 [Accessed: 15 Jan 2013] G. JAVITCH. David. (2005) Selecting the Best Manager. [Online] Available at: http://www.entrepreneur.com/article/78576 [Accessed: 15 Jan 2013] Greenwood. B (n. d) The Advantages of Promotion From Within. [Online] Available at: http://work.chron.com/advantages-promotion-within-6320.html [Accessed: 17 Jan 2013] Laura Agadoni (n. d) business and entrepreneurship. [Online] Available at: http://yourbusiness.azcentral.com/disadvantages-promoting-within-4019.html [Accessed: 17 Jan 2013] Mayhew. R. (n. d) Disadvantages of hiring an outside supervisor. [Online] Available at: http://work.chron.com/disadvantages-hiring-outside-supervisor-5593.html [Accessed: 20 Jan 2013] Dierickx. C. (n. d) Benefits of hiring an outside consultant. [Online] Available at: http://www.cdconsultinggrp.com/resources/articles/benefits-of-hiring-an-outside-consultant/ [Accessed: 20 Jan 2013] Anderson. A. (n. d) What impact morale in organization? [Online] Available at: http://smallbusiness.chron.com/impacts-morale-organization-6.html [Accessed: 20 Jan 2013]

Analysis Of The Story Of An Hour And Nathaniel Hawthorne...

Kate Chopin’s â€Å"The Story of an Hour† and Nathaniel Hawthorne’s â€Å"The Birthmark† examine the complex relationship between a husband and wife. The two works take two different approaches to convey the same message: Marriage is not a fairytale, it requires sacrifice and unselfish behavior in order to work. Relationships are difficult to begin and harder to maintain. Mr. and Mrs. Mallard and Aylmer and Georgiana are two relationships that shatter the surreal perception of marriage and expose readers to the raw truth, marriage is not a fairytale. Upon hearing the news, Mrs. Mallard is overwhelmed with grief, which swiftly turned into hope. Mrs. Mallard’s reaction upon receiving the news of her husband s death is considered to be unusually by society’s standards. In the beginning of the story it is revealed that Mrs, Mallard suffers heart problems; however, when it is revealed that her husband is dead her heart is relieved. She was thrilled that she was able to be her own person again. It was revealed through her reflection on her marriage that she â€Å"had loved him - sometimes† (16). Mrs. Mallard overcame is quick to overcome her grief after the realization that she has been set free of her horrible marriage. As a married woman, Mrs. Mallard is miserable, but as a widow she feels a sense of relief that she is free of her marital vows. At the end of the story Mrs. Mallard dies of a failing heart which it ironic because typically a woman would be filled with joy to find out