Examples of Interpersonal skills The WritePass Journal

Examples of Interpersonal skills Professional development for strategic managers, including technical competence, social and human skills, and conceptual ability Examples of Interpersonal skills Professional development for strategic managers, including technical competence, social and human skills, and conceptual abilityIntroduction1.1   Personal Skills required to achieve Strategic Goals.Time managementEffective DelegationCommunication and the Management of ConflictStress Management1.2   Techniques to assess the professional skills required of a Manager2.1 skills audit to evaluate the strategic skills needed to meet current and future leadership requirementPsychological Testing2.2 Application of appropriate techniques to identify preferred learning styleReferencesRelated Professional development for strategic managers, including technical competence, social and human skills, and conceptual ability Introduction In order to carry out the process of management and the execution of work, the manager requires a combination of technical competence, social and human skills, and conceptual ability. As the manager advances up the organisational hierarchy, greater emphasis is likely to be placed on conceptual ability, and proportionately less on technical competence. (Mullins,1999). 1.1   Personal Skills required to achieve Strategic Goals. According to the work of Pedler, Burgoyne and Boydell, as cited by (Mullins, 1999) From their experience of the nature of management work and research project, they identify 11 attributes which were possessed by successful managers and which could not be found with less successful managers. The attributes are grouped into three different levels but many of the qualities are interconnected and possession of one contributes to possession of another. Basic knowledge and information- this is needed by the manager in making decisions and taking action. This is the foundation level. (Mullins, 1999) The specific skills and qualities- this directly affect behaviour and performance. That is the skill or quality of continuing sensitivity to events allows managers to acquire basic knowledge and information. The ‘meta-qualities’ allow managers to develop and deploy skills and resources, and to deploy the situation-specific skills needed in particular circumstances.(Mullins, 1999) Below are other personal skills of an effective manager: Time management Though it is currently a popular topic of attention, the significance of time management has long been recognised as an inherent feature of management. Drucker (1988) as cited by (Mullins, 1999) refers to time as the limiting factor for effective executives. Time is an irreplaceable resource you cannot rent, hire, buy or otherwise acquire more time. He further says that the supply of time is totally inelastic; time is completely irreplaceable and everything requires time. There are a number of suggested procedures and techniques for managing time, but the basic requirement of good time management include: Clear objectives; The ability to delegate successfully; Careful forward planning; The definition of priorities and action Stewart (1988) as cited by (Mullins, 1999) suggests that it is often helpful for managers to compare what they think they do against what they actually do in reality. Answers to the following questions will help managers decide what, if anything , they should check, and to review their effective management of time. I. Am i dividing my time correctly between different aspects of my job? Is there, perhaps, one part of my job on which I spend too much of my time? II. Am i giving adequate attention to current activities, to reviewing the past and to planning for the future? III. Am I certain that I am not doing any work that I ought to have delegated? However, inspite of developing interest in time management, it should not be viewed in isolation from related tasks of management, such as delegation and leadership. (Mullins, 1999) Effective Delegation Delegation is described as a process of entrusting authority and responsibilities to others, it is not just about illogical apportioning of work. It is the creation of a special manager-subordinate relationship within the formal structure of the organisation. (Mullins, 1999).Delegation should lead to the optimum use of human resources and improved organisational performance. Effective delegation allows manager to make profitable use of time, to concentrate on the more important activities and to spend more time in managing and less in doing. This should lead to a more even flow of work and a reduction   of bottlenecks.(Mullins, 1999) It will make managers more accessible for consultation with subordinates, or other managers, hence improving the process of communication. Effective delegation provides a means of training and development, and also of testing the subordinate’s suitability for promotion. It can be used as a means of assessing the likely performance of a subordinate. If managers have trained competent subordinates capable of taking their place this will not only aid organisational progress but also enhance their own prospects for further advancement. (Mullins, 1999) Another area to be discussed is the area of communication and the management of conflict Communication and the Management of Conflict It has been made known that diverse perspectives, practices and perceptions have to be accommodated, or otherwise made productive, in order to meet an organisation’s overall goals. (McCall and Cousins, 1990).These differences can, depending on the circumstances, be overt or covert. They can take place between superiors and subordinates. In the great majority of situations conflict is either present or threatens to be present. However for manager to handle conflict effectively, a useful framework of Pondy (1967) as cited by (McCall and Cousins, 1990) who saw conflict as having a number of different phases. The first phase is latent conflict, in which two or more parties co-operate with each other and compete for certain rewards. This could be measurable in terms of bonuses or effectiveness benchmarks. The second phase is perceived conflict. This is a situation where group rely on each other and one believes that the other is pursuing a course of action which is harmful to its members (McCall and Cousins,1990). The third phase is felt conflict, in which differences of interests and opinions are given expression in specific issues which take on and added significance because they symbolise how the parties feel about each other. It is at this stage that the manager start to make choices. How he defines situation may be a conscious or unconscious choice, depending on the manager’s awareness of the alternatives and the forces at work on him; how they orient themselves in terms of degree of assertiveness and co-operativeness will influence the ease with which conflict can be managed. (McCall and Cousins, 1990) Strategies for managing conflict – the strategy to be adopted by a manager will vary according to the nature and sources of conflict.(Mullins, 1999) Personnel policies and proceduress are : job analysis, recruitment and selection, job evaluation; systems of reward and punishment, arbitration and mediation. Development of interpersonal/group process skills- this may help to encourage a better understanding of one’s own behaviour, the other person’s point of view, communication process and problem solving. Leadership and management- a more participative and supportive style of leadership and managerial behaviour is likely to assist in conflict management. For example, showing an attitude of respect and trust; encouraging personal self-development. A participative approach to leadership and management may also help to create greater employee commitment. Clarification of goals and objectives- the continual refinement and clarification of goals and objectives, performance standards, role definition will help to avoid misunderstandings and conflict. Socio-technical approach- viewing the organisation as a socio-technical system, in which psychological and socio factors are developed in keeping the structural and technical requirements, will help in reducing dysfunctional conflict.(Mullins, 1999) Stress Management Stress as defined by McKenna and cited by (Mullins, 1999) as any condition that is seen as threatening, burdensome, ambiguous or boring is possibly to result in stress. (Mullins, 1999) cited Handy who suggests some organisational situations that are likely to result to stress for individual at work. These are; Integrative or boundary functions- the particularly stressful role to the coordinator, link person or outside contact, perhaps due to the lack of control over their demands or resources. Career uncertainty- if future career prospects become doubtful the uncertainty can quickly become stressful and spread to affect the person’s duty. Relationship problems- difficulties with boss, colleagues or subordinates. For certain people, especially those with a technical orientation, the need to work with other people is a worrying complication. Strategies for coping with stress; I.   Need to examine the reward system- for example pay and intangible rewards II. Relaxation techniques- this includes considering counselling and advice systems. III. Employee appraisal- manager can review target setting and controlling expectations IV. Training- this could be on stress awareness, assertiveness, time planning. (Mullins, 1999) 1.2   Techniques to assess the professional skills required of a Manager As Management has become more about managing people than managing operations, however, and social and human skills reflect the ability to get along with other people are progressively important attributes at all levels of management. However a simplistic approach, the following framework provides a useful basis from which to examine the combination and balance of the qualities of an effective manager. The degree of technical competence or conceptual ability will vary according to the level of the organisation at which the manager operates. Conceptual ability – this is required in order to view the complexities of the operations of the organisation as a whole, including environmental influences. It also involves decision-making skills. The manager ‘s personal contribution should be related to the overall objectives of the organisation and to its strategic planning.(Mullins, 1999) Technical competence-   this involves the application of particular knowledge, methods and skills to discrete tasks. Technical competence is likely to be required more at the supervisory level and for the training of subordinate staff, and with day-to-day activities concerned in the actual production of goods or services. Social and human skills- has to do with the manager’s interpersonal relationships in working with and through other people, and the application of judgement. A distinguishing feature of management is the ability to secure the effective use of human resources of the organisation. This involves effective teamwork and the direction and leadership of staff to achieve co-ordinated effort. It is under this that effective manager could find sensitivity to particular situations, and flexibility in adopting the most appropriate style of management. (Mullins, 1999) 2.1 skills audit to evaluate the strategic skills needed to meet current and future leadership requirement It is undeniable that various occupations require different skills, competencies and abilities. It is also the case that individuals differ with regard to their mental capabilities and the degree at which they relate them at work. The ‘happy’ scenario is that a match should occur between the individual’s abilities and their occupation, but reality suggests that this is not the case always. The excesses include employees bored inflexible with a simple task who become careless in their attitude and make a succession of mistakes and the employees who have been promoted beyond their capability. The result could be stress either for the individuals unable to cope or their work colleagues who are picking up the debris left behind. It can be assumed that a person’s ability is dependent upon his or her intelligence. (Mullins, 1999). In a similar vein to the studies of personality, different schools of thought have emerged with regard to the study of abilities. Simi lar debates to the ones that surround the study of personality have also twirled around the research on intelligence. (Mullins, 1999) Psychological Testing Furthermore the early tests of intelligence have evolved into a large psychological business. Tests are broadly divided by the British Psychological Society into: Tests of typical performance. These assess individual typical responses to given scenarios. Here, answers indicate an individual’s choices and strength of feelings. Answers are not right or wrong as such, but identify preferences. Personality assessment and interest inventories are examples of such tests. (Mullins, 1999). Tests of maximum performance. These assess an individual’s ability to perform effectively under standard conditions. Performance on these tests, which include ability and aptitude tests, can be judged as right or wrong. Ability tests come in many various forms and may test a general intellectual functioning or a specific ability (such as verbal reasoning, numerical reasoning, etc.) Modern Occupational Skills Tests are an example of specific ability tests and measure a range of clerical and administrative skills: verbal checking; technical checking, numerical estimation, etc. they claim to be an aid in the selection of administrative staff. Other methods that could be used to conduct the skills audit include: Checking current records for example, training records to identify what staff have been trained in. Observing staff as they carry out their various tasks and analysing the outcomes for quality. Using surveys to find out what peers or supervisors observe are the skills, knowledge, needs and weaknesses. Carrying out interviews with employees. This could be part of a performance review. (www.records.nsw.gov.au) 2.2 Application of appropriate techniques to identify preferred learning style It is essential for the long-term health and future of the organisation that managers understand the learning process to ensure that not only the needs of individuals are met but that the store of wisdom and ‘know-how’ can flow effectively. Theories of learning can act as a framework for managers to help in the identification and analysis of problems. (Mullins, 1999) In order to understand how people learn, cognitive factors must be taken into account. Observing changes in behaviour is only part of the learning process. Attention must be given to a countless of individual factors, in order to understand how and why the people learn. People learn not only by association and rewards, but by having knowledge of their results and by receiving feedback. The success of their desired aims and goals motivates and drives people to learn. This has brought about making theorists and educationists to consider the ways in which people learn through experience. (Mullins, 1999)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://academic.regis.edu  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚   Some cognitive theorists have emphasised the cyclical nature of learning and its active nature. Davis(1990) as cited by (Mullins, 1999) for example, claims that ‘experiential learning is an integration and alternation of thinking and doing’. Kolb’s learning cycle is typical of this approach and is the one that is most often used in the management literature. It provides beneficial insights into the nature of learning: It shows that learning is endless, but only another turn of the cycle. It identifies the significance of reflection and internalisation. It is a useful way in recognising problems in the learning process. Learners are not passive recipients but need to actively explore and test the environment. (Mullins, 1999) Moreover, the approach highlights the significance of the fusion between an individual’s behaviour and the evaluation of their actions. The important part of the learning process is the reflection of what has been learned in order to experiment with new situations and to become aware of new possibilities. It is the real essence of action learning; by going through the cycle that learners are opened to applying, reflecting and testing out their learning. This encourages individuals in habits harmonious with the concept of life-long learning. Hence, it is no surprise that Kolb addresses his concepts to managers and suggests that experiential learning will enable managers to cope with change and complexities. He made a suggestion that: A main function of strategic management development†¦is to for managers to have access to knowledge and relationship networks that can aid them in becoming life-long learners and cope with issues on their continually dynamic agendas. Relating his learning cycle to the study of individual differences, Kolb demonstrated that individuals may have a preference for one of the main stages and therein lies their learning style, (Mullins, 1999). The four different styles of learning identified by Kolb are: Accommodative-strong penchant for concrete experiences and active experimentation (hands on); Divergent preference for concrete experiences, but to reflect on these from different viewpoint; Assimilative prefers to swing between reflection and conceptualisation and will use inductive reasoning to develop new theory; Convergent prefers to apply ideas, and will take an idea and test it out In practice. (Kolb,1985) as cited by (Mullins, 1999) Honey and Mumford(1992) as cited by (Mullins, 1999) refined Kolb’s learning style questionnaire by simplifying his learning cycle. The outcome is that managers can identify whether they are predominantly: Activist  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   what is new? I’m game for anything. Reflector  Ã‚     Ã‚  Ã‚  I would like time to think about this. Pragmatist  Ã‚   how can I apply this in practice? Theorist  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   how does this relate to that? The scholars assert that an understanding of one’s learning styles will improve learning effectiveness. And also that an integrated and effective learner will be prepared to manage all four styles even though they may have a favourite. References ATKINS, M.J., BEATTIE, J. and DOCKRELL, W.B., Assessment Issues in Higher Education, Department of Employment (October 1993), p.51. CHARSLEY, W.F. ‘Effective Management-so you think you’ve got it right?’ British Journal of Administrative Management, vol.1, November 1986, pp.11-12. See also: ALLEN,T. Hands off Local Government’, Management Today, September 1993, p.5. DAVIS,L. Experience-Based Learning Within the Curriculum, Council for National Academic Awards (1990) DRUCKER, P. The Practice of Management, Heinemann Professional (1989), p.3. GALLWEY, W.T. The Inner Game of Golf, Jonathan Cape (1981), p.19. HANDY, C.B. Understanding Organisations, Fourth edition, Penguin (1993) HONEY, P. and MUMFORD, A. The Manual of Learning Styles, Third edition, Honey (1992) HONEY, P .’Styles of Learning’ in MUMFORD, A. (ed.) Handbook of Management Development, Fourth edition, Gower (1994) JOHNS, T. Perfect Time Management, Century Business (1993) and VAND DE VLIET, A. ‘Beat the Time Bandits’, Management Today, May 1997, pp.90-2. KOLB, D.A., Experiential Learning: Experience as the Source of Learning and Development, Prentice- Hall (1985) LUTHANS, F. ’Successful vs. Effective Real Managers’, The Academy of Management Executive, vol.11, no.2, 1988, pp.127-32. ‘Managing Your Time Effectively’ Management Checklist 016, The Institute of Management, 1997. McCALL, I. and COUSINS, J. (1990) Communication Problem Solving, ‘The Language of Effective Management’, Courier International LTD, Essex. MULLINS, L.J. ‘Successful Training- A Planned and Systematic Approach’, Administrator, July 1991, pp.4-5. MULLINS, L.J. (1999) Management and Organisational Behaviour, Fifth edition, Pitman Publishing, Great Britain. REES, W.D. The Skills of Management, Fourth edition, International Thompson Business Press (1996), p.26. SNAPE, E., WILKINSON, A., MARCHINGTON, M. and REDMAN, T. ‘Managing Human Resources for TQM: Possibilities and Pitfalls’, Employee Relations, vol.17.no.3, 1995, pp.42-51. STEWART, R. Managers and Their Jobs, second edition, MacMillan (1988), p.123. ‘Training for Advantage’, Management Today, May 1997, p.89. Training Learning Consultancy LTD. Bristol, England. STERNBERG, R.J. and WAGNER, R.K. Practical Intelligence, Cambridge University Press (1986) http:// academic.regis.edu/ed202/subsequent/Kolb2.htm. (accessed on 18th of June 2011) www.records.nsw.gov.au/recordkeeping/government-recordkeeping-manual/guidance/guidlines-17/guideline-17-part-2. (accessed on 18th June 2011)

China in the 21st Century Thesis Example | Topics and Well Written Essays - 3750 words

China in the 21st Century - Thesis Example However, it should also be noted in this regard that the stated facets should not be distorted just for the reason of sustaining or for supporting a specific policy consequence1. The existence of intelligence activities in a particular democracy is learnt to exist since long. It is considered to necessary for a certain democracy for the reason of defending the particular state or country in opposition to every form of threats with respect to the national security. The services related to the security intelligence are considered to be facet related to the police force of the nation and so is considered to be a legal activity. It was long forecasted by various analysts of the West that China was competent enough to have a greater degree of control as well as influence with respect to the global scenario. China is considered to be the sole nation in order to value the annual assessments of the different military activities with regard to the United States Congress. ... with respect to China, the most potential and imperative aspect of the nation, which is measured to be its intelligence has been learnt to be usually ignored by the US. It needs to be mentioned in this regard that the intelligence activities conducted by China was viewed to be amongst the greatest risks posed to the US in the recent times2. Thesis Statement The study would intend to focus on the activities that are carried out by the intelligence agencies of China or rather the People’s Republic of China (PRC). Various attempts are found to be made by the PRC to obtain information regarding the programs related to the nuclear weapons. It also requires to be mentioned in this respect that China has already proved to be successful to a significant extent in getting hold of the desired kind of information. In relation to this particular context, the assortment of methods that are learnt to be made use of by the PRC in order to collect information from the US would also be concent rated on along with providing a detailed explanation for each. Based on the provided explanation, the most effective method engaged by the PRC which could be measured to be the greatest threat for the US would be ascertained. Human Intelligence Overseas The Chinese espionage is considered to be managed primarily by two different agencies, i.e. the People’s Liberation Army (PLA), particularly the Second Department of the General Staff Department of the PLA and the Ministry of State Security (MSS). While the facet of intelligence is perceived to be quite a recognizable complexity for any intelligence forecaster, the modus operandi of the Chinese intelligence is however known to offer some form of new realistic complicatedness with regard to the attempts put in by the western

Should the driving age be raised to 21 Essay Example | Topics and Well Written Essays - 1250 words - 1

Should the driving age be raised to 21 - Essay Example l communities started voicing out their apprehension regarding the issue of driving and there has been much debate on the decision of age limitations, by the government. Numerous road accidents have occurred and as a result many lives have been lost. Records show that more teens are involved in these catastrophes (BBC 2007). Although teens utilize their energy to meet the demands of their school and social activities, people in authority and other grown-ups have been concerned about the driving age, since every generation produces a more inflexible group of teenagers than before. Gwyneth Dunwoody, transport committee chairman speaks out rightly about a revolutionary process to take place because it is not a game of losing lives. The height of desensitization is such that a teen from Spalding, Lincolnshire demanded her license saying that she had lost two of her friends in the accidents but she does not want the rules on acquiring license to be changed. She thinks she is â€Å"in the middle of nowhere† without her license (BBC 2007). Teen driving or underage driving can be a threat to other passengers of the vehicle also. Studies and researches inform of reduced number of deaths if teens drive at a later stage. Some argue that by getting driving education, this issue can be resolved. There has been, however, no change observed even after that, according to several investigations done in different parts of the USA and Great Britain. Some states allow driving from the age of 14 such as in South Dakota. New Jersey, Britain and almost the entire European U nion was sticking to 17 and 18 respectively. These variations arise due to the diverse nature and setup of each locality. The public turns to the rulers of the state to make a reasonable move so that the same is maintained throughout the nation (D’Amico & Alex 2006). Until 2008, news articles were debating over the increase of age to 18 all over the region. There was a keen response from the media and general public.

Learning Team A Reflection Essay Example for Free

Learning Team A Reflection Essay Throughout this course, we established a foundation in understanding Business Information Systems. This week’s objectives were to describe how wireless technologies are used in the workplace and how to use spreadsheets in business situations. While some members of Team A were well versed in Microsoft tools, others had their first lesson on Microsoft’s Excel and Access fundamentals. Team A’s members range from a project manager who attained their Associate Degree in Computer Programming, a logistics specialists for Amazon. com, a employee in the Hilton Hotel industry, and a wine educator working in hospitality—all very different fields with varying levels of information systems background. While for some it was a review, Team A can all agree that each and every one of us gained a better understanding on how and why information systems accomplish business objectives. Cheryl knew the degree in which wireless technologies kept users plugged into the World Wide Web. She was aware that smartphones and their many accessories allowed users to access their emails, schedules, mobile banking and participate in e-commerce as well as make online payments—she learned that M-commerce another growing trend. Due to telemedicine, modern technology has allowed the medical world to provide assistance via videoconferencing. In addition, she learned that setting up and using access points to create meshed networks called a Wide Area Network (WAN) (Rainer Cegielski, 2011). Xavier learned the relevance of wireless technology in everyday life. More specifically, he learned of the different functions of varying satellite types to communicate information. Kelly learned about the two basic operations of data mining. According to Rainer and Cegielski (2011), data mining functions in  Ã¢â‚¬Å"predicting trends and behaviors and identifying previously unknown patterns† (chap. 11). Angeliza discovered that Wi-Fi was abbreviated for Wireless Fidelity as well as the synchronization of using Microsoft Excel with Access. With the objectives of Week 3 in mind, Team A members have found varying ways in which we can apply what we have learned in the classroom into our professional or personal lives. As a project manager, Cheryl can utilize Excel to track cost of goods (COGS) inventory. As a logistic specialist, Xavier can use spreadsheets in generating employee lists and creating reports to reflect the volume of freight used on a daily basis. As a team member in hospitality, Kelly can use data mining to track hotel guests’ sign up and preferences. In customer service, Angeliza can use the point of sale system to analyze the day’s sales and returns (Rainer Cegielski, 2011). The learning activities and readings have left each member of Team A with a little more knowledge than we had previously. Cheryl knows that Microsoft Excel and Access are a perfect duo: Excel creates the tables that can be exported to Access where the data is analyzed. Xavier learned how to more effectively incorporate spreadsheet into his daily work routine. Kelly understands the role of wireless information systems in the creation of invoices for clients and making it easier to calculate daily cash sales. Angeliza learned that she doesn’t need to be an IT specialist to analyze data from Excel with Access. Despite our different backgrounds, Team A members can agree that we all gained a better understanding on how Information Systems plays into effectively and more efficiently completely business goals. Week 3’s lesson on spreadsheets and wireless technologies makes us more proficient in the language of information systems in the workplace and in our daily lives. Reference Rainer, R. K., Cegielski, C. G. (2011). Introduction to Information Systems (3rd ed.). Retrieved from The University of Phoenix eBook Collection database

Sleep :: Biology Essays Research Papers

Sleep Sleep has plagued the existence of complex organisms since their evolution early on in the formation of Earth. Although there are various stages to the sleep cycle, essentially one falls into a temporary coma for a few hours each day. It seems totally irrational that evolution would dictate a system where one lets down their guard for hours every day, leaving one prone to a deadly attack. It seems a fairly logical assumption that sleep is exceedingly important to life if, in order to get some rest, animals in the wild irrationally risk their lives. Our bodies are telling us that they have run at full capacity for long enough, and therefore need to replenish valuable resources. In researching sleep, I found "replenish" to be a key word. During the day, one's body is constantly metabolizing ingested food and water, turning them into useful forms of energy. The body depletes a great deal of its energy stores (glycogen, mostly) and also experiences a large buildup of toxic byproducts (lactic acid, for example) during the day.1 Therefore, it is absolutely necessary to replenish these lost stores and get rid of the toxic chemicals coursing through your blood. Four hours seems to be the minimum amount of time one can sleep per night in order to coherently function during the day. A lack of sleep can have grave consequences, greatly caused by the inability of your immune system to work without rest. Sleep is a multistage cyclic process, involving five steps. Fast waves, called "Beta" waves are those which result from being awake. Once you become sleepy and close your eyes, your body relaxes and your brain waves greatly slow down, becoming "alpha" waves. After approximately five minutes in this relaxed state, your brain waves further slow down to become "theta" waves, transporting you into Stage I sleep. Stage one sleep generally does not last very long, and is accompanied by a lowered pulse rate and slower breathing. After a few minutes in Stage I sleep, Stage II sleep begins, marked by a further slowing of brain waves as well as bursts of electrical activity, called "spindles." These bursts manifest themselves as a sort of twitching. Sleep :: Biology Essays Research Papers Sleep Sleep has plagued the existence of complex organisms since their evolution early on in the formation of Earth. Although there are various stages to the sleep cycle, essentially one falls into a temporary coma for a few hours each day. It seems totally irrational that evolution would dictate a system where one lets down their guard for hours every day, leaving one prone to a deadly attack. It seems a fairly logical assumption that sleep is exceedingly important to life if, in order to get some rest, animals in the wild irrationally risk their lives. Our bodies are telling us that they have run at full capacity for long enough, and therefore need to replenish valuable resources. In researching sleep, I found "replenish" to be a key word. During the day, one's body is constantly metabolizing ingested food and water, turning them into useful forms of energy. The body depletes a great deal of its energy stores (glycogen, mostly) and also experiences a large buildup of toxic byproducts (lactic acid, for example) during the day.1 Therefore, it is absolutely necessary to replenish these lost stores and get rid of the toxic chemicals coursing through your blood. Four hours seems to be the minimum amount of time one can sleep per night in order to coherently function during the day. A lack of sleep can have grave consequences, greatly caused by the inability of your immune system to work without rest. Sleep is a multistage cyclic process, involving five steps. Fast waves, called "Beta" waves are those which result from being awake. Once you become sleepy and close your eyes, your body relaxes and your brain waves greatly slow down, becoming "alpha" waves. After approximately five minutes in this relaxed state, your brain waves further slow down to become "theta" waves, transporting you into Stage I sleep. Stage one sleep generally does not last very long, and is accompanied by a lowered pulse rate and slower breathing. After a few minutes in Stage I sleep, Stage II sleep begins, marked by a further slowing of brain waves as well as bursts of electrical activity, called "spindles." These bursts manifest themselves as a sort of twitching.

Letters to Friend Essay

My host family were consisting of the old lady that’s name Peggy and she were hosting two students before we arrived there. She’s very kind women, Towards the middle of my spring vacation, We were looking for american high school for next semester. But poor us, most of the schools got fully enrolled for next semester. So we tried to contact the rest of the schools that we knew from our friends, relatives or family. And finally we found out that one of the school that’s called â€Å"The newman high school† still opening for enroll next semester. Lucky us that Peggy used to be the principle of the language school before, so she suggested us a lots of stuffs to prepare. We have been going to the News burry street, Havard university as long as I remembered. We know the best places for sight seeing. Where all the best rides , which park is the best. On day though while we were planning our next trip we decided that which days will we going back to EF. And we decided to stay in Boston for four more days in the hotel. It was a wonderful experience that we went there, walking around the city with my friends having just a map in my rucksack. Even though my summer was loaded with activity, it still seemed like a long break. After spending so much time in Boston, chilling around, and attending a guitar competetion , I felt like I needed more vacation! It was a wonderful experience and I learned a lot . This trip gave me an unforgettable impression of Massachussets What about you ? Where did you go on your spring vacation ? Please write soon Yours, Jay

Christian Theory of Counseling Essays - 1211 Words

Working Outline I. Introduction A comprehensive Christian theory of counseling integrates the disciplines of theology, psychology, and Scripture. In providing a holistic approach in to counseling individuals, it is prudent to survey one’s mind, body, soul, temporal systems, and super natural systems, in which all influence the person. A more complete plan of care may be offered when the contributions from both psychology and theology are offered. â€Å"The best interdisciplinary integration work usually comes from those who have formal or informal preparation in both psychology and theology† (McMinn, 2011, p. 9). By virtue priority being given to Scripture in that it is infallible and has all authority along with†¦show more content†¦Behold, the fresh and new has come! (II Corinthians 5:17 Amplified) B. Motivation Crabb (1977) suggest that motivation is a natural and universal drive to meet ones needs and is a compelling component of personality. Many factors contribute to one’s behavior, such as one’s past, ethnicity, culture, religious upbringing, abuse history, family of origin, education, and illness (physical or mental) (Wilson, 2001). â€Å"Come to me, all you who labor and are heavy-laden and overburdened, and I will cause you to rest [I will erase and relieve and refresh your souls.]† (Matthew 11:28, Amplified). Anderson (2000) asserts, based on Ephesians 2:1, that man is born into the world alive physically but spiritually dead. God must be in the core of one’s personality to live and experience true fullness of life and health. C. Human Development Human development is a life long process, which is ever changing in body, mind, and spirit (Adams, 1986). Crabb (1977) believes a Christian counselor helps one to grow into Christ like maturity, this is done though â€Å"1) immediate obedience in specific situations and 2) long-rang character growth† (p. 25). D. Individual Differences Distinctiveness in individual personalities originates from various areas. Hawkins (2010)Show MoreRelatedChristian Counseling and Secular Psychology 1320 Words   |  6 PagesTheory Critique In our fast passed and ever changing society, personal experiences built up over time and often make life difficult to deal with over time. Everyone has their own prospective on what is important and how they will tackle various problems they face from day to day. It is the responses to our harsh environment and experiences that can often manifest into feelings such as: anxiety, resentment and possibly guilt (Crabb, 1977). 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