Simultaneous determination of eight illegal dyes in chili products by Coursework

Concurrent assurance of eight unlawful colors in stew items by fluid chromatography-couple mass spectrometry - Coursework Example Cross-tainting or debasement is one of the primary nourishments polluting process in the due utilization of Sudan colors (Juan Lia et al. 2013). This test should have taken pre-alerts to educate its perusers on the destructive impacts of these eight unlawful colors in bean stew items. Spectrophotometric technique could have been talked about some place in this paper as a way that can be utilized to identify the nearness of Sudan colors and other illicit colors in bean stew powders or some other food stuff in ppm levels (Juan Lia et al. 2013). This strategy has been discovered dependable in distinguishing and assessing the degree of sudan I-IV in Chili tests. Ethyl acetic acid derivation is one more helpful dissolvable used to extricate colors from stew tests just as the readiness of tests. The eight illicit colors talked about in this paper cause cancer-causing nature which is a high delivering limit among numerous different diseases. Something else, the paper built up the HPLC-MS/MS sequentially from the first to the last advance showing the extraction technique used to decide eight illicit engineered colors in stew items all the while. The choice of MS/MS strategy joined with chromatographic partition was an exact technique for deciding mixes in complex lattices with less vagueness (Juan Lia et al. 2013). The technique was powerful that it didn't require the arduous tidy up methods. The technique was exceptionally precise with a decent repeatability. The discovery of any cutoff points like evaluation limits was insignificant (Juan Lia et al. 2013). The HPLC-MS/MS process utilized in the paper end up being compelling for misrepresentation discoveries in both sent out and imported bean stew items. The investigation of information was done viably using diagrams and tables to show the outcomes. The concoction structures of the eight unlawful colors broke down were likewise outlined in both

Compare and Contrast Between the Socs and Greasers in the Outsider free essay sample

Have you at any point thought once that the Greasers and Socs (from â€Å"The Outsiders†) would ever have likenesses? These rich children and denied children will ever share something for all intents and purpose. Indeed, you’re going to discover every one way of life, character and society treatment. How every one of them lives, how they are treated by the general public and how the two of them feel. The Socs are incredibly wealthy children in the west side, making them exceptionally ruined and every one of their requests are brought and done. To give a guide to that is Bob Sheldon, and his group ride with a bronco, for high school kid this is pricey. While, the Greasers are a gathering of oppressed kids who have some that work for their living, yet at the same time don’t get half of what the Socs get. A large portion of them have long and oily hair since they couldn’t stand to shave. Which shows colossal distinction in way of life. We will compose a custom article test on Look into Between the Socs and Greasers in the Outsider or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Furthermore, here comes their general character, beginning with Socs. To keep up in their life they need to bolt their feelings up inside until they are numb to their belongings. They recall the sentiment of outrage the hit the powerless ones in the general public; the Greasers. They hop on the Greasers and simply begin hitting them and threatening them. In contrast to the Socs, the Greasers are excessively passionate, they take everything genuine. What's more, when they attempt express it they stumble into genuine difficulty, it is the reason hesitate got captured an over about multiple times. Have in thought that the two of them are beginning to become ill of their lives and how every life it. For instance Cherry is exhausted of imagining not being the means by which she is for her companions as is Ponyboy, he claims to be not in affection with writing and music before his loved ones not feel peculiar our his companions. Here will be talked about how society treats the two groups of characters. The Greasers were constantly known as horrible hooligans in the area while they are simply misconstrued kids in an inappropriate spot and furthermore with realize one to instruct them. Then again the Socs. need to satisfy an ideal vision individuals see of them, they need to stand up others individuals exclusive standards, Which truly slaughters them in within. It reminds me when Cherry was in the cinema chatting with Ponyboy, she didn’t conceal adoring odd music nor understanding writing. She disclosed to her companions that by any means, as she is a team promoter. At long last, in the wake of looking into Greasers and the Socs we infer that both the Socs and the Greasers have totally various ways of life. Shockingly, they share something for all intents and purpose; not being who they are with their dearest companions and furthermore are not affinity to be judged. It shows us no mater how well off or poor you will be you despite everything are an ordinary individual like every other person, no distinction in having emotions.

How Would You Describe Your Personality

How Would You Describe Your Personality The job interview includes plenty of tough questions. But for many, the moment for describing your personality might seem like the hardest. It’s not always easy to look at your personality and explain your traits in a way that helps, not hinders, your chances of getting that job.In this guide, we’ll start by examining the reasons hiring managers quiz you about your personality. We’ll then explore the building blocks of a good answer, how to prepare for the question and what are the mistakes you should avoid. There are even example answers for you to examine at the end.These should help you prepare to talk about your stunning personality in the job interview. WHY ARE YOU ASKED TO TALK ABOUT YOUR PERSONALITY?The best way to answer the questions about your personality comes from the knowledge of knowing why the question is asked. If you can understand what the hiring manager is looking for, you can build the answer correctly.So, why does the hiring manager pop this question? Three things are at the core of the question, as the hiring manager wants to:Know if you are the right fit for the company in terms of the role and the culture. Different personalities work better in certain environments and under certain leadership cultures, for instance. You might tell the hiring manager you love working on your own and this is a good fit for a work culture where taking initiative is supported and cherished but something that’s not applauded in a rigid environment.Understand your personality and whether these character traits support or hinder your ability to perform in the role. If you are going to tell the hiring manager you are shy, they might be wary of hiring you for a role that requires a lot of initiative and stepping up.Get a sense of how you perceive yourself and how this fits with the perception the hiring manager has. Your hiring manager will be evaluating you right from the start â€" in fact, we humans are quite quick to make judgments â€" and they will have a specific perception by the end of the interview about the kind of personality you are. As you describe yourself, the hiring manager is looking how their perception relates to what you are saying. If they have a completely different picture than what you are saying, they might want to dig deeper.THE TWO KEY BUILDING BLOCKS OF A GOOD ANSWERA good answer is based on the understanding of why the question is asked. You can then start building on from it â€" knowing you want to highlight your fit for the role, the company culture and give an answer that’s authentic to your personality.You can use two building blocks when constructing your answer.Descriptive and p ositive characteristicFirst, your answer must start with a simple and clear characteristic. You need to use a descriptive word that fits your personality and highlights your suitability for the job. Below are some good, descriptive characteristics you could use:EnergeticCreativeCompassionatePracticalConsistentResponsiveCheerfulTenaciousObservantNow, the key thing here is to pick a word that’s positive but authentic and true to your personality. You don’t want to use negative or passive words to describe yourself in this situation. For example, some negative words to avoid include:Go-getterSelf-motivatedHumbleDrivenHard-workerOrganizedPerfectionistAt the same time, you can’t pick words that aren’t actually part of your personality. You shouldn’t pick the word “Enthusiastic” if you are not easily excitable person. As much as you want to opt for positive and engaging words that outline your fit for the role and the company culture, you always have to remain authentic.Desc riptive justification of the traitIt’s also important to add a descriptive justification for the chosen trait â€" the proof, as you were. You don’t just want to give just a list of characteristics (unless specifically asked to do so), as it can feel boring. Just saying you are “Creative” doesn’t mean anything â€" it doesn’t give any insight into your ways.Therefore, it’s a good idea to include a descriptive justification or an example of why you picked the trait. This doesn’t have to be an example of the trait in action but a more in-depth acknowledgement of the trait. For example, you could explain how the action manifests itself in your behavior. You could say something like:“I’m resilient and focused on solutions. When my previous team was laid off, I created a group for us to get together and seek new jobs as a collective group â€" helping each other along the way.”You could also mention who might have mentioned you possess this characteristic. Perhaps your boss or colleagues have often complimented you on acting a certain way. The key is to give a bit more background and insight into why you picked this particular trait or characteristic.HOW TO PREPARE FOR THE QUESTIONThe question to describe your personality will certainly come up in your job interview so it’s best to be prepared for it. It might not always be laid out in that fashion; you might also hear the question asked like this:How would you describe yourself?How would your family/colleagues/friends describe you?What are your strongest personality traits?What kind of person are you to work with?What makes your personality good for the role?What are those personality traits that would help you succeed in the role?You want to be prepared to answer all of these and your preparation starts right here.The first thing to do is create a list of five to ten traits that best describe you. Remember to keep the above tips in mind and focus on positive and engaging terms. These traits s hould be authentic and you ideally want to narrow them down with these three things in mind:Traits you’ve been told to have. Traits you have an example to show.Traits you think will help in the role.Pick characteristics that other people have described you with, especially your bosses and colleagues.You also want to opt for characteristics you can easily justify having. In short, you want to pick traits that match with an example.It’s crucial to examine the job description and the company culture and to consider what might be the character traits that best fit there.By using those three guidelines as help, you should get a list of characters to mention. After each character, you also want to write a short example, in-depth explanation and proof of having the trait.You can pick four of the strongest traits that focus on the two crucial aspects of:Being qualities required to excel in the role and in the company culture.Being characteristics your colleagues would have always applau ded you for.Now as mentioned, you might hear the question presented in slightly different ways. It’s a good idea to look at the example questions listed above and think how it might affect which qualities you choose. For example, if you’re just told to describe your personality, you might pick different qualities to when you need to list three of your strongest personality traits.A good way of approaching the list would be to simply brainstorm around ten adjectives and phrases you’d use to describe your personality. Then go back to the job description and company culture information and circle those adjectives and phrases on your list that are also mentioned here or relate to your traits. You can then examine what else is mentioned in the job description and think whether your traits and unmentioned characteristics would relate to them.You should then ask around from colleagues or friends what they think. Do they mention qualities you didn’t think? Do they relate to the role ? You can add these to your list and compile a final list of around five to ten adjectives and phrases to describe you.When you have the traits, start writing down the specific occasions you’ve shown these traits. This can also include things like being congratulated on them or actions you’ve taken to improve and develop those traits.In the end, you’ll have a list of personality traits that are authentic and true to your personality. However, they will also support your chances of performing well in the role and the company, ensuring you use the opportunity to highlight your fit for the job. If you use these traits in your answer, you’ll end up building a stronger case for being hired.MISTAKES TO AVOIDWhen you are compiling your answer, you need to avoid making a few obvious mistakes. The most important thing is to avoid listing characteristics that do not describe you at all.As mentioned earlier, you shouldn’t pick the characteristics you think would help you get the job â€" if you are not a “bubbly” person, you shouldn’t claim to be one even if the job description specifically asks for a bubbly personality. Your answer must be truthful and authentic. You never want to be something you are not in a job interview. If you feel like it’s the only way to get the job, you might be applying for the wrong roles!You should also avoid using generic qualities. The hiring manager might sit through ten interviews where each candidate says they are “easy-going”. You won’t be able to stand out. Therefore, you want to find unique terms and examples to make the hiring manager pay attention to your answer. So, play around with different ways of describing a specific trait â€" look for synonyms and unique examples to highlight the trait. For example, here are two ways of stating the same thing but the latter being a more exciting way:Statement one: “I’m a hard worker.”Statement two: “I like to do whatever it takes to finish tasks, even if it mea ns working longer hours.”Finally, you don’t want to keep blabbering on. The personality questions are not meant to take half of the interview. The question and its different variants are aimed at being short and sweet. If you’re asked to give a specific amount of characteristics â€" as in the question, “What are your five best qualities?” â€" then you need to give the exact amount. If you are just told to “describe your personality”, you shouldn’t keep going on forever but pick three to five qualities.Remember this is a moment to shine but not brag. You want to make a positive impression and highlight how your personality would shine in the role and the company. But you don’t want to make it out like you are an angel sent from the heavens to save mankind. So, don’t turn the question into a bragging contest.EXAMPLE ANSWERS â€" THE GOOD AND THE BADNow it’s time for the examples. Below are a few examples in terms of the good and the bad. However, you need to remem ber â€" especially when it comes to the good answers â€" that the correct answers can’t be memorized for the job interview. You can’t take these examples and use them word-for-word. You need to ensure the answer fits your personality (be authentic!) and the role.But with that in mind, here are a few good ways of describing your personality in a job interview:“I’m a people person. I really enjoy meeting and working with a lot of different people, and am known for being a great listener and clear communicator, whether I’m engaging with colleagues or employers.”“I’m an extremely organised person who is focused on producing results. While I am always realistic when setting goals, I consistently develop ways to efficiently achieve and often exceed, those goals.”“I enjoy solving problems, troubleshooting issues, and coming up with solutions in a timely manner. I thrive in team settings, and I think my ability to effectively communicate with others is what drives my abi lity to solve a variety of problems.”Source: The Balance websiteThe answers are good because they have a strong, descriptive nature. You get directly to the point and you give a bit of context to the traits you have chosen. You keep your answers concise, you tie them to the work environment and you don’t list too many traits at once.And then here are some of the ways you don’t want to answer the question:“I’m a hard worker with great communication skills. I am everyone’s friend and very likeable. I can be shy at first but if I need to take charge, I will. I have good leadership skills. I am interesting.”“I think I am a fun-loving person with a good sense of self and positive nature. I am friendly to strangers and I have a good sense of humor.”Source: Everydayinterviewtips.comNow, the first example is just a list of characteristics. There is no context to what you are claiming to be. It also includes a huge number of traits at once; this can look like you just picke d a list and went with it. On the second answer, you are just listing good qualities but you don’t tie them to the job in any way. These are not about the fit for the role and company culture, just lovely characteristics to have.THE BOTTOM LINEDescribing your personality might sound difficult â€" we are not that good at bragging (or we are too good at it and come off as a narcissist!). But it’s important to practice it and prepare to talk about it in your job interview.Why? Because it’s an opportunity to tell the interviewer what a good fit you would be for the role. It can help you strengthen your case and highlight how your personality would succeed in the role and the wider business culture. Always remember to keep this in mind when practicing your answer and don’t forget to stay true to yourself!

How Would You Describe Your Personality

How Would You Describe Your Personality The job interview includes plenty of tough questions. But for many, the moment for describing your personality might seem like the hardest. It’s not always easy to look at your personality and explain your traits in a way that helps, not hinders, your chances of getting that job.In this guide, we’ll start by examining the reasons hiring managers quiz you about your personality. We’ll then explore the building blocks of a good answer, how to prepare for the question and what are the mistakes you should avoid. There are even example answers for you to examine at the end.These should help you prepare to talk about your stunning personality in the job interview. WHY ARE YOU ASKED TO TALK ABOUT YOUR PERSONALITY?The best way to answer the questions about your personality comes from the knowledge of knowing why the question is asked. If you can understand what the hiring manager is looking for, you can build the answer correctly.So, why does the hiring manager pop this question? Three things are at the core of the question, as the hiring manager wants to:Know if you are the right fit for the company in terms of the role and the culture. Different personalities work better in certain environments and under certain leadership cultures, for instance. You might tell the hiring manager you love working on your own and this is a good fit for a work culture where taking initiative is supported and cherished but something that’s not applauded in a rigid environment.Understand your personality and whether these character traits support or hinder your ability to perform in the role. If you are going to tell the hiring manager you are shy, they might be wary of hiring you for a role that requires a lot of initiative and stepping up.Get a sense of how you perceive yourself and how this fits with the perception the hiring manager has. Your hiring manager will be evaluating you right from the start â€" in fact, we humans are quite quick to make judgments â€" and they will have a specific perception by the end of the interview about the kind of personality you are. As you describe yourself, the hiring manager is looking how their perception relates to what you are saying. If they have a completely different picture than what you are saying, they might want to dig deeper.THE TWO KEY BUILDING BLOCKS OF A GOOD ANSWERA good answer is based on the understanding of why the question is asked. You can then start building on from it â€" knowing you want to highlight your fit for the role, the company culture and give an answer that’s authentic to your personality.You can use two building blocks when constructing your answer.Descriptive and p ositive characteristicFirst, your answer must start with a simple and clear characteristic. You need to use a descriptive word that fits your personality and highlights your suitability for the job. Below are some good, descriptive characteristics you could use:EnergeticCreativeCompassionatePracticalConsistentResponsiveCheerfulTenaciousObservantNow, the key thing here is to pick a word that’s positive but authentic and true to your personality. You don’t want to use negative or passive words to describe yourself in this situation. For example, some negative words to avoid include:Go-getterSelf-motivatedHumbleDrivenHard-workerOrganizedPerfectionistAt the same time, you can’t pick words that aren’t actually part of your personality. You shouldn’t pick the word “Enthusiastic” if you are not easily excitable person. As much as you want to opt for positive and engaging words that outline your fit for the role and the company culture, you always have to remain authentic.Desc riptive justification of the traitIt’s also important to add a descriptive justification for the chosen trait â€" the proof, as you were. You don’t just want to give just a list of characteristics (unless specifically asked to do so), as it can feel boring. Just saying you are “Creative” doesn’t mean anything â€" it doesn’t give any insight into your ways.Therefore, it’s a good idea to include a descriptive justification or an example of why you picked the trait. This doesn’t have to be an example of the trait in action but a more in-depth acknowledgement of the trait. For example, you could explain how the action manifests itself in your behavior. You could say something like:“I’m resilient and focused on solutions. When my previous team was laid off, I created a group for us to get together and seek new jobs as a collective group â€" helping each other along the way.”You could also mention who might have mentioned you possess this characteristic. Perhaps your boss or colleagues have often complimented you on acting a certain way. The key is to give a bit more background and insight into why you picked this particular trait or characteristic.HOW TO PREPARE FOR THE QUESTIONThe question to describe your personality will certainly come up in your job interview so it’s best to be prepared for it. It might not always be laid out in that fashion; you might also hear the question asked like this:How would you describe yourself?How would your family/colleagues/friends describe you?What are your strongest personality traits?What kind of person are you to work with?What makes your personality good for the role?What are those personality traits that would help you succeed in the role?You want to be prepared to answer all of these and your preparation starts right here.The first thing to do is create a list of five to ten traits that best describe you. Remember to keep the above tips in mind and focus on positive and engaging terms. These traits s hould be authentic and you ideally want to narrow them down with these three things in mind:Traits you’ve been told to have. Traits you have an example to show.Traits you think will help in the role.Pick characteristics that other people have described you with, especially your bosses and colleagues.You also want to opt for characteristics you can easily justify having. In short, you want to pick traits that match with an example.It’s crucial to examine the job description and the company culture and to consider what might be the character traits that best fit there.By using those three guidelines as help, you should get a list of characters to mention. After each character, you also want to write a short example, in-depth explanation and proof of having the trait.You can pick four of the strongest traits that focus on the two crucial aspects of:Being qualities required to excel in the role and in the company culture.Being characteristics your colleagues would have always applau ded you for.Now as mentioned, you might hear the question presented in slightly different ways. It’s a good idea to look at the example questions listed above and think how it might affect which qualities you choose. For example, if you’re just told to describe your personality, you might pick different qualities to when you need to list three of your strongest personality traits.A good way of approaching the list would be to simply brainstorm around ten adjectives and phrases you’d use to describe your personality. Then go back to the job description and company culture information and circle those adjectives and phrases on your list that are also mentioned here or relate to your traits. You can then examine what else is mentioned in the job description and think whether your traits and unmentioned characteristics would relate to them.You should then ask around from colleagues or friends what they think. Do they mention qualities you didn’t think? Do they relate to the role ? You can add these to your list and compile a final list of around five to ten adjectives and phrases to describe you.When you have the traits, start writing down the specific occasions you’ve shown these traits. This can also include things like being congratulated on them or actions you’ve taken to improve and develop those traits.In the end, you’ll have a list of personality traits that are authentic and true to your personality. However, they will also support your chances of performing well in the role and the company, ensuring you use the opportunity to highlight your fit for the job. If you use these traits in your answer, you’ll end up building a stronger case for being hired.MISTAKES TO AVOIDWhen you are compiling your answer, you need to avoid making a few obvious mistakes. The most important thing is to avoid listing characteristics that do not describe you at all.As mentioned earlier, you shouldn’t pick the characteristics you think would help you get the job â€" if you are not a “bubbly” person, you shouldn’t claim to be one even if the job description specifically asks for a bubbly personality. Your answer must be truthful and authentic. You never want to be something you are not in a job interview. If you feel like it’s the only way to get the job, you might be applying for the wrong roles!You should also avoid using generic qualities. The hiring manager might sit through ten interviews where each candidate says they are “easy-going”. You won’t be able to stand out. Therefore, you want to find unique terms and examples to make the hiring manager pay attention to your answer. So, play around with different ways of describing a specific trait â€" look for synonyms and unique examples to highlight the trait. For example, here are two ways of stating the same thing but the latter being a more exciting way:Statement one: “I’m a hard worker.”Statement two: “I like to do whatever it takes to finish tasks, even if it mea ns working longer hours.”Finally, you don’t want to keep blabbering on. The personality questions are not meant to take half of the interview. The question and its different variants are aimed at being short and sweet. If you’re asked to give a specific amount of characteristics â€" as in the question, “What are your five best qualities?” â€" then you need to give the exact amount. If you are just told to “describe your personality”, you shouldn’t keep going on forever but pick three to five qualities.Remember this is a moment to shine but not brag. You want to make a positive impression and highlight how your personality would shine in the role and the company. But you don’t want to make it out like you are an angel sent from the heavens to save mankind. So, don’t turn the question into a bragging contest.EXAMPLE ANSWERS â€" THE GOOD AND THE BADNow it’s time for the examples. Below are a few examples in terms of the good and the bad. However, you need to remem ber â€" especially when it comes to the good answers â€" that the correct answers can’t be memorized for the job interview. You can’t take these examples and use them word-for-word. You need to ensure the answer fits your personality (be authentic!) and the role.But with that in mind, here are a few good ways of describing your personality in a job interview:“I’m a people person. I really enjoy meeting and working with a lot of different people, and am known for being a great listener and clear communicator, whether I’m engaging with colleagues or employers.”“I’m an extremely organised person who is focused on producing results. While I am always realistic when setting goals, I consistently develop ways to efficiently achieve and often exceed, those goals.”“I enjoy solving problems, troubleshooting issues, and coming up with solutions in a timely manner. I thrive in team settings, and I think my ability to effectively communicate with others is what drives my abi lity to solve a variety of problems.”Source: The Balance websiteThe answers are good because they have a strong, descriptive nature. You get directly to the point and you give a bit of context to the traits you have chosen. You keep your answers concise, you tie them to the work environment and you don’t list too many traits at once.And then here are some of the ways you don’t want to answer the question:“I’m a hard worker with great communication skills. I am everyone’s friend and very likeable. I can be shy at first but if I need to take charge, I will. I have good leadership skills. I am interesting.”“I think I am a fun-loving person with a good sense of self and positive nature. I am friendly to strangers and I have a good sense of humor.”Source: Everydayinterviewtips.comNow, the first example is just a list of characteristics. There is no context to what you are claiming to be. It also includes a huge number of traits at once; this can look like you just picke d a list and went with it. On the second answer, you are just listing good qualities but you don’t tie them to the job in any way. These are not about the fit for the role and company culture, just lovely characteristics to have.THE BOTTOM LINEDescribing your personality might sound difficult â€" we are not that good at bragging (or we are too good at it and come off as a narcissist!). But it’s important to practice it and prepare to talk about it in your job interview.Why? Because it’s an opportunity to tell the interviewer what a good fit you would be for the role. It can help you strengthen your case and highlight how your personality would succeed in the role and the wider business culture. Always remember to keep this in mind when practicing your answer and don’t forget to stay true to yourself!

Church Leadership and Ministry Evaluation Paper - 2278 Words

CHMN 201-B09 Date: June 16, 2013 Church Leadership and Ministry Evaluation Paper For this paper, I had the honor of evaluating Minister Anthony Thornton of Committed to Christ International Ministries, Milwaukee WI. While in his early 40’s, Minister Thornton’s conversion came about when he was incarcerated, due to the consequences of living a life addicted to drugs and alcohol. During a prison ministry visit, he and many other inmates were able to receive the word of God. After a couple of sessions with the pastor of Committed to Christ International Ministries, Minister Thornton received Christ into his life. Today Minister Thornton has acquired a Master’s degree in Biblical Theology, and is currently teaching Sunday school, along†¦show more content†¦It humbled me. I told my friend that he too can share the same saving grace. I told him that if he believed on the Lord Jesus Christ, he can be delivered just like I was. Moreover, I reminded him that we both were cut from the same cloth, and I was no better than he was. This gift of s alvation is just as much his, as it is mine. 3. How specifically does the Holy Spirit help guide you as you lead/serve in your ministry? Also, can you give a specific example of how you were able to clearly recognize that the Holy Spirit was helping/guiding you in dealing with a particular situation and/or decision while in your ministry? What advice would you give me that, if I obeyed, would assure me that I would be able to be guided by the Holy Spirit in my life and/or ministry? Because He is a helper and not a hinderer. He is my comforter when I am unsure of how to carry on. He helps me to pray accurately, and effectively. He gives me utterance in a language that only God recognizes, thus bypassing my doubtful mind and lack of understanding. When I allow Him, He gives me the words I speak, choices I make, who I will marry, and how I make, and spend my money. Many scriptures come to mind that speaks clearly about direction. One in specific, (Romans 8:14) â€Å"For as many as are led by the Spirit of God, these are the sons of God.† It was by the power of the Holy Spirit that I made the conscious decision to surrender my life to Christ. There was a witnessingShow MoreRelatedReflection Paper On Biblical Leadership1578 Words   |  7 PagesIntroduction Leadership is a topic high on many agendas today, whether in politics, business or the church. A biblical leader is one that has God given capacity and God has given responsibility to influence a specific group of God’s people toward attaining his purpose for the group. In Biblical leadership, God chooses and calls the leader while our work is to answer God s call (75:6-7). 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His background speaks greatly of the way we should all strive to instruct our children in methods of behavior and interaction with others . He serves as the Youth Pastor at the church where I currently attend. He

The American Home Front During World War 1 - 825 Words

(Just as a side note, I had pictures of the posters in the original paper but couldn t transfer them to here. The first link in the bibliography has tons of WW1 propaganda posters you can use.) World War I changed America greatly. It had an obvious effect on the way we handle business on the home front. Propaganda, rationing, and political views all played a part on American citizens in World War I. Propaganda was a huge tool used to sway citizens toward a particular political view. The U.S.A. entered World War One in April 1917, but lost no time in producing many more propaganda posters than any other single nation. These encompassed recruitment to the various armed services, plus - frequently - the raising of war finance via†¦show more content†¦People also planted liberty gardens, so they wouldn t need to buy everything from the store. Political views played a great part in shaping America during World War I. Previously, every war was because of a great and direct threat to American existence. In the case of World War I, we went to war to preserve democracy. Germany certainly wouldn t have wiped us off the map. America also tried to maintain neutrality, electing Woodrow Wilson on the slogan He kept us out of war. (fff.org) The American people were easily manipulated into anti-German and pro-war beliefs. More American-like names were given to certain things. Hamburgers became Salisbury steaks because Hamburg was located in Germany. Sauerkraut became liberty cabbage, because sauerkraut was a German name. Beethoven s music was banned, and burning of German books was common. These techniques were highly successful. The government found that overt and subtle forms of propaganda fanned the requisite passions of pride and prejudice to fight a total war in Europe. Indeed, aggressive propaganda helped to skirt constitutional and statutory limitations on war policies Ââ€" policies that would never pass rational scrutiny in peacetime. Empirically, it proved that government propaganda aimed at arousing strong feelings of American nationalism could facilitate the exercise of extralegal andShow MoreRelatedPowerhouse of World War II, United States and Great Britain Essay1033 Words   |  5 Pagesof a long deadly si x-year war, World War II. These included two strong powerhouses, Great Britain and The United States. Millions died world wide, declaring World War II to be the most expansive war to date. The Holocaust, and the use nuclear weapons resulted in such a high death toll. Nations were in a state of â€Å"total war,† involving not just the military but also the entire nation. 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Sigmund Freud s The Interpretation Of Dream - 2543 Words

This excerpt from Sigmund Freud’s 1913 book, The Interpretation of Dream, Third Edition, is one of his most famous generalizations of his work. Freud often emphasized that the study of the human mind is a complicated, arduous, and ever-changing field of attempts at empirically examining an intangible concept that often result in very small gains. His work has placed him into a distinct place in history that has been given countless courses of retrospection by academics alike. Sigmund Freud, born May 6th, 1856 and died September 23rd, 1939, was an Austrian neurologist that is renowned as the father of psychoanalysis. His work on psychosexuality, unconscious processes, drives, and innovative psychotherapy methods have had a pronounced impact on the field of psychology, as well as philosophy, literature, and many others (Emmett, 2001). An early life filled with hardships, trials, and meaningful encounters would shape his perspective into what would be ubiquitously referred to as innovative and even radical at the time. He attended the University of Vienna and had a successful run in neuroanatomy with a wide variety of topic involved in his research (Carter, 2011). Freud’s legacy, however, would be placed into his new, innovative clinical methodology that was intended to treat psychological disorders through naught but conversations between a clinician and his/her patient. The methodology was dubbed â€Å"psychoanalysis,† and would shape almost every aspect of the neurologist’sShow MoreRelatedSigmund Freud s The Interpretation Of Dreams Essay1383 Words   |  6 Pagespsychoanalysis’, Sigmund Freud, is perhaps known for his theories involving the human brain. 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Accounting Information Systems Manufacturing Organisation

Question: Describe about the Accounting Information Systems for Manufacturing Organisation. Answer: 1.Role of Accounting Information System (AIS) in the value chain of a manufacturing organisation: AIS mainly include procedures, people, software, data and information technology. It assembles information about transactions as well as activities and then processes he collected information into data that are useful in decision-making procedures (Adenike Michael, 2016). The crucial target of any organization is to offer value to its consumers. An organization will earn profit only when its created value is more than the cost of production of its services or products. In manufacturing organization, AIS creates value by supplying timely and accurate data so that major activities for value chain is carried out more efficiently and effectively. This is achieved by Improving the quality with minimisation of costs of services and products Improvement of efficiency Improvement in decision-making competency Increasing the process of knowledgesharing within the organization Improving the system of internal control (Liu et al., 2013). Well-planned AIS has the ability of increasing the profit of any business by improving the effectiveness and efficiency in their supply chain. For a manufacturing organization, their main activities are placing purchase order to supplier, receiving the goods from vendors, making payment to them, manufacturing the final good using the received goods from vendor, taking orders from customers, shipping of the final goods, receipt of payments from customers and maintaining general ledger for all the transactions. All these activities can be carried out smoothly with the help of well-designed AIS. Moreover, the functional decisions taken by the managerial personnel regarding achieving the target performance through ideal production, marketing and supply are managed by AIS only (Hall, 2012). 2. Assistance of AIS with decision making of contemporary manufacturing organisation: The superiority of decisions, obtained by managerial personnel, largely depends on the accuracy and substance of data provided by available system. AIS is one of the most efficient tool for making decisions by management, as it offers an orderly system of organising and gathering data about several business transactions, so that it can be utilized as a support to management in business operation. AIS also help managers to have clear idea about their tasks and therefore decrease uncertainty in making decisions. AIS is important to each organization both non-profit oriented as well as profit oriented as no business is free from making decisions in their business operations (Collier, 2015). In todays competitive business world, AIS has proved to be a information system, which does not stop working at unavailability of sufficient information and financial data, but it also comprises of information and quantitative and descriptive data that is helpful in making decisions for users with diversity. Such users are comprised of lenders, customers, potential investors, governments, creditors, suppliers and public. Responsibilities of administration are to prepare and display the programs of accounting, the information of which must be capable of attaining the target. Therefore, the functions of AIS in making effective decisions cannot be over looked (Ward Peppard, 2016). In a manufacturing organization, managers are engaged with various types of activities that involves reliable and quality information. They also require non-financial data like quality of production, statistics and many more. Therefore, quality of data produced from AIS is very essential for management. Efficiency of AIS also depends on the need of the person who makes decision, as data produced by the system must satisfy the requirement for managerial reports, operation process, control and budgeting within the business. Usefulness of data is described as the level to which they are helpful in making decisions. Five ways o evaluate the usefulness of data are demand of the subject for the particular item, level to which it affects the forecast of the subject, the degree to which the item influence the decision of the subject and to what extent the item directs to better decisions (Pettigrew, 2014). 3. Using value chain analysis to create competitive advantage for manufacturing organization: Value chain analysis can be used to improve the performances of the business and its major function is to develop and generate competitive advantages. All business organizations including the manufacturing ones, makes decisions to make profit and compete in the market. Analysis of value chain can be exercised to formulate strategies to compete, understand the basis of competitive advantages and recognise and create the inter relationships and linkages between movements that generates value. An organizations hunt for competitive advantages starts with strategic decisions it make with respect to their position in the industry. They should understand the procedure to turn their competitive strategies to competitive advantages (Soosay, Fearne Dent, 2012). The growth of a manufacturing organizations competitive advantage means they must hold some simulation of their strategies that can create barriers for their competitors. A value chain is a way of giving shape to their activities that are required to offer service or product to consumer. It represents the manner a product achieves value as it move through the process of production, design, delivery, marketing and service to consumers (Barney, 2012). References: Adenike, A. T., Michael, A. A. (2016). Effect of Accounting Information System Adoption on Accounting Activities in Manufacturing Industries in Nigeria. Barney, J. B. (2012). Purchasing, supply chain management and sustained competitive advantage: The relevance of resource?based theory.Journal of Supply Chain Management,48(2), 3-6. Collier, P. M. (2015).Accounting for managers: Interpreting accounting information for decision making. John Wiley Sons. Hall, J. A. (2012).Accounting information systems. Cengage Learning. Liu, H., Ke, W., Wei, K. K., Hua, Z. (2013). The impact of IT capabilities on firm performance: The mediating roles of absorptive capacity and supply chain agility.Decision Support Systems,54(3), 1452-1462. Pettigrew, A. M. (2014).The politics of organizational decision-making. Routledge. Soosay, C., Fearne, A., Dent, B. (2012). Sustainable value chain analysis-A case study of Oxford Landing from vine to dine.Supply Chain Management: An International Journal,17(1), 68-77. Ward, J., Peppard, J. (2016).The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley Sons.

Marketing plan for the folding table product

Immigration Essays (772 words) - Immigration To The United States

Immigration Essays (772 words) - Immigration To The United States Immigration Immigraton in the U.S. While immigration has played an important role in the building and formation of America, new federal laws have resulted in mass immigration. Throughout history, Congress has enacted laws and has had to amend them to control the flow of both legal and illegal migration to the United States. In 1948, legislation was first enacted in an effort to control the number of applicants fleeing persecution; it permitted 205,000 refugees to enter the United States. In 1952, Congress set in place major regulations setting parameters and quotas mostly for the eastern hemisphere and leaving the western hemisphere unrestricted. In 1953, congress was again faced with having to increase the number of refugees from 205,000 to 415,000. In order to qualify as a refugee one must have a well founded fear of persecution, not be firmly resettled in a third country, and must not be an aggravated felon. In 1965, the national origins quota system was abolished but still maintained was the principle of numerical by establishing 170,000 hemispheric and 20,000 per country ceilings and a seven 1 category preference system. This system included the spouses of lawful resident aliens, brother and sisters of United States citizens, skilled and unskilled workers. To present date spouses and minor children of US citizens are exempt any quota system. In 1980, the refugee act removed them from the preference category and established clear criteria and procedures for their admission. In 1986, Congress was faced with yet another national crisis which it attempted to resolve by enacting the Immigration Reform and Control Act (IRCA). IRCA was considered to be the most comprehensive act which was to grant amnesty to those who had resided in the US illegally since January 1, 1982, (2) created sanctions against persons and companies that hired illegal aliens, (3) created the a new classification of temporary agriculture and granted amnesty to such workers, (4) created a new visa waiver pilot program (VWPP) allowing the admission of certain non-immigrants without visas, (4) created legislature for conditional status for those couples whose marriage is less than two years prior to immigrating to the US. Under IRCA 2.7 illegal aliens mostly from Mexico were given legal immigrant status. These new laws opened the door to the longest and largest wave of immigration ever-27 million since 1965, including illegal entries. The visa waiver pilot program (VWPP) is designed to extend reciprocity to the countries that permit US citizens to visit their countries without the need of a tourist visa. To date a total of twenty-nine countries are signatory to the treaty. In order to qualify, countries must have a low rate of non-immigrant overstays to the US, and must have state of the art machine readable passports. 2 Prior to the enactment of IRCA, marriage fraud between non-citizens and US citizens was rampant and out of control. Measures were put in place to reduce this by requiring couples to submit proof to INS. This proof must show that the couple has been living together and submitted ninety days prior to the second anniversary. If the couple fails to establish that the marriage is valid, the non-citizen will not become a lawful permanent resident and will be faced with and order of deportation. The only exception, is that the non-citizen cannot be the subject of spousal abuse and be expected to remain in the marriage for the two years. After almost thirteen years, Congress and the United States citizens have had the misfortune of reflecting on the blunders of the Immigration Reform Act of 1986(IRCA). The amnesty permanently added millions of poor people to our society. A study done by the Immigration and Naturalization Service (INS) showed that after ten years in the United States, the average amnestied illegal alien had only a seventh grade education and an annual salary of less than $9,000 a year. The cost of amnesty to the American taxpayer is unbelievable. According to a recent study by the Center for American studies, the total net cost of amnesty after ten years comes to over $78 billion dollars. An amnesty sends the message that its okay to break the law. Eventually, it says, you will be forgiven, even rewarded for doing so. Further-more, it makes a mockery of the legal immigration process, where-in those who obey the rules, wait years to immigrate. Their is a list of 3.6 million eligible people waiting to be admitted as immigrants to our country; some of them have been on 3 that list for eighteen years. Illegal aliens make a mockery of those who respect our laws and

Phosphoribosylpyrophosphate Synthetase Essay Example | Topics and Well Written Essays - 3750 words

Phosphoribosylpyrophosphate Synthetase - Essay Example Others require an additional chemical component called a cofactor such as an inorganic ion Fe2+, Mg2+, Zn2+ or a metalloorganic molecule called a coenzyme. (Lehninger 4th Edition) Enzymes are classified into six classes each with sub classes based on the type of reaction catalyzed. Thus our enzyme of interest Phosphoribosylpyrophosphate (PRPP) Synthetase (Prs) belongs to the class Transferases catalyzing group transfer reactions with its Enzyme Commission Number as 2.7.6.1. (Online Mendelian Inheritance in Man, 2010) Phosphoribosylpyrophosphate synthetase (Prs) (or Ribose-phosphate diphosphokinase) catalyses the synthesis of phosphoribosyl pyrophosphate (PRPP), an intermediate in nucleotide metabolism for the de novo and salvage pathways of purine and pyrimidine biosynthesis and the biosynthesis of the amino acids histidine and tryptophan. One of the important specialized pathways of a number of amino acids is the synthesis of purine and pyrimidine nucleotides. The two ringed purine members Adenine, Guanine, Hypoxanthine and Xanthine and the single ringed pyrimidines namely Cytosine, Thymine, Uracil are important for a number of reasons. Most of them, not just ATP, are the sources of energy that drive most of our reactions. ATP is the most commonly used source but GTP is used in protein synthesis as well as a few other reactions. UTP is the source of energy for activating glucose and galactose. CTP is an energy source in lipid metabolism. AMP is part of the structure of some of the coenzymes like NAD and Coenzyme A. We can both synthesize them de novo and salvage and reuse those we already have.(Angstadt 1997) Metabolic contribution of PRPP to the purine biosynthesis and other anabolic pathways Source: Taken and Adapted from BMC Biotechnology (Jimenez 2008) PRPP, synthesized from ribose-5-phosphate and ATP, is therefore a key compound for purine biosynthesis, and it is also an important cellular metabolite because it represents a link between carbon and nitrogen metabolism. PRPP is a biosynthetic precursor of histidine and tryptophan, and it is also required for the de novo and salvage pathways of purine, pyrimidine and pyridine (NAD+, NADP+) nucleotides. It has been calculated that approximately 80% of the metabolic flux through PRPP is directed to purine and pyrimidine synthesis The formation of PRPP is catalyzed by the enzyme PRPP synthetase which is encoded by PRS genes Pathway of Purine nucleotide synthesis and its regulation by PRPP. Taken and adapted from (Becker, Kim et al. 1992) The PRPP is further committed to de novo purine nucleotide synthesis in a 10 step enzymatic reaction as follows: Taken From Rolfes 2006 This essay will examine the reactions that take place during the PRPP pathways and the synthesis of purine nucleotide. In microbes such as Escherichia coli and Saccharomyces cerevisiae, the inability to biosynthesize purine nucleotides leads to auxotrophy. In Drosophila, purine nucleotide synthesis is required for development and metamorphosis. In plants such as Arabidopsis and tobacco (Nicotiana tabacum), synthesis of nucleotides is developmentally regulated, whereas in the tropical legumes it plays an additional important role in nitrogen storag. In humans, disorders in the purine nucleotide biosynthetic and salvage pathways have devastating consequences, leading to disorders such as SCIDS (severe combined immunodeficiency syndrome),

Italy Centripetal and Centrifugal Forces Term Paper

Italy Centripetal and Centrifugal Forces - Term Paper Example New Europe shares 3 common divisors: Hellenism, Germanic migration and Christianity. The Germanic who ran into the Roman Empire about the 1st century A.D. was changed to Christianity [Catholicism] in final years of Western Roman Empire. In 800 A.D. the pope laurelled Karl [Karl der Grosse], the king of Germanic Frank, as the Emperor of Western Roman Empire. Karl’s enthronement was a historical milepost intending that the Rome society which transmitted Hellenism Culture was mixed with the Teutonic by Christianity. Thenceforth Western Roman Empire was separated into 3 different territories, inherited by Karl’s 3 grandkids severally, and they turned the source of present Germany, France, and Italy. 2 sources of the European centripetal force are in general recognized to have motivated the European conjugation following the World War II: 3 common divisors [Hellenism, Christianity and Germanic attitude which Europe has been dealing after the fourth century, and balancing of Germany and France which had been in opposition for numerous years. However 3 European common divisors never exist in parallel mode; they made multilayer structures, lapping in numerous layers in strain relations. Likewise, Germany-France association had formerly been under the significance of such multilevel constructions even earlier than the enthronement of Karl, whom both France and Germany admire as the founder of a nation. Then how and when such multilevel constructions were made and what do they do to the conjugation of Europe today? Let’s take a nearer look. Chapter II refines on how centripetal forces were integrated into multilevel shapes.

Why african people are reluctant to attend counselling

Why african people are reluctant to attend counselling The research aimed to identify why individuals coming from an African background are reluctant to attend counselling services. This line of research was examined through individuals attitudes and knowledge of native and British Africans living in the United Kingdom. Data was collected using a Likert scale questionnaire consisting of thirty-five of which ten statements being tested for participants knowledge and twenty-five being tested for participants attitudes. Overall eighty participants (forty male and forty female) ranging from the age of eighteen to thirty years had participated in the experiment.   The data collected were subjected to a 22 unrelated two-way analyses of variance (ANOVA) between participants as participants can only be one or the other. The independent variable consisted of two conditions being participants gender and whether their background was native or British Africans and a dependant variable being the overall scores. Overall findings had shown that there was no significance difference between participants gender and origin in relation to individuals knowledge (F(1,76) = .965, p= 0.329) and attitude   (F(1,76) = .166, p= .685). The results did not seem to support previous research which many had suggested that African men will have a negative view on counselling. The research did however, raises interesting questions for future studies, and had allowed for a second experiment being designed for native Africans over the age of forty for further understanding of the new development. The overall results had saw native African men to more knowledge in counselling as women showed a positive attitude towards this second experiment made it clearer in understanding that different generation are carrying different views on counselling. Introduction Throughout time the African community prides itself on traditional morals and values in which can determine how they begin to perceive their surroundings. This notion can become problematic in many areas of an individuals well-being. As mental illness is common in Africans it raises the question on how they are able to put their beliefs aside and accept help.     According to Mind (2010) black people were more likely to be detained under the section 136 of the Mental Health Act (1983), section 136 allows individuals who are believed to be suffering from mental illness be placed under safety.   As more and more Africans begin to immigrate to the United Kingdom, it brings to light on the services that are available in ensuring that the needs of black Africans are met.   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‚  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‚  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‚  Ã‚   As an individual coming from an African background and having family who have immigrated to the United Kingdom form a Ghana, by seeing in firsthand how the views of counselling is perceive amongst the African community enables for this study to elaborate and understand the common problems which hinders Africans living in the United Kingdom from accessing counselling services. By looking into British and native African attitudes and knowledge towards counselling can play a part in the understanding to why African individuals fear help seeking services. The research will also examine the cultural differences between the western system and how it can have an effect n the African culture, as it is seen to be a barrier between how Africans approach counselling services as counselling purport to confront the social and emotional barriers placed within many societies, as well as ease the distress such social and emotional issues.  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‚  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‚   The British Association for Counselling and Psychotherapy (BACP) (2009) states that in order for a client to come to terms with unconstructive situations one must be able to see things from a different perspective, which then enables change and choice. By acknowledging the early work of the Humanistic approach founded by Carl Rogers (1902-1987), marked an important development in the area of counselling as Rogers had set out to look into the individual as a whole and had outlined the concept of self-actualisation. This explanation saw psychological growth as it was portrayed that the sense of satisfaction with life was an essential human motive. However, Rogers wanted to understand an individuals response to certain situations and had devised the client-centred or person centred counselling. This approach gives the understanding that individuals have the skills to reach their full potential, however this may become blocked due to life experiences individuals face. Rogers approach see s the role of a counsellor being able to aid clients in accepting who they are as an individual, as by providing positive points to the client helps in the individual valuing themselves as a whole. The Gestalt Therapy considered by Fritz Perls (1940), another school under the humanistic had also similar ideas to Rogers approach. Gestalt therapy had focused on the experiences of an individuals thoughts, emotional and behaviour. The main approach was to make the individual become more aware of who they are, as by the promotion of here and now saw the improvement in removing certain obstacles. Gestalt approach was influenced by Sigmund Freud (1856-1939) psychoanalytic theory, the understanding of emotions saw through the perceptive of human beings. The work of Sigmund Freud was first established through the understanding on the functioning of the human mind, the notion led to his own principles and techniques being known as psychoanalysis. The idea brought in many techniques such as free association which helped to reveal the unconscious beliefs and desires, and therefore was able to make the unconscious mind conscious; this had therefore enabled the patient to reveal their inner problems. By comparing the major approaches into counselling and psychotherapy, these theories helped to build a foundation into the outcome of positive and modern counselling techniques which is still used for clients with mental health and personal issues.  Ã‚  Ã‚   The British Association for Counselling and Psychotherapy (BACP) (2009) defines counselling as a private and confidential setting which explores the difficulty, distress or loss of direction and purpose that the client is facing, as the role of a counsellor should be able to encourage to look at different aspects of their life. The process of counselling has long been at the centre of understanding how human beings are able to adapt to difficulties and life changing situations. In order for clients to benefit from the help-seeking services, the essential information is needs to be highlighted and made available to individuals. As with the ongoing growth of counselling services emerging within society, counselling has faced a multitude of challenges throughout the years which have determined the outcome of different types of approaches being used for its clients. The lack of Africans not attending counselling services has brought to light the issue of trust that the client may have upon the counsellor as this can result in whether clients are able to seek help or not. Many studies have recognised the key issues that have become problematic in understanding the cycle of why many cultures are reluctant to approach counselling services, which will be addressed within this study. However, as majority of these studies address the issues faced within Africans American clients, the lack of recognition within the UK has led to this study being conducted, the views of British and native Africans may differ from the views of others around the world in relation to counselling. This leads to this piece of research focu sing on the knowledge and attitudes of counselling services within British and native Africans living in the United Kingdom. Literature Review In this review of literature based on counselling and ethnic minority engagement, the author will explore some of the reasons why black African individuals may resist engaging with counselling services. The Department of Health and Human Services (2001) highlighted the social stigma faced within many ethnic communities living in the UK. The term stigma was first seen by sociologist Erving Goffman (1968) as someone who possesses an undesired characteristic and who is therefore disqualified from full social acceptance. The understanding that Africans are faced with stigmation has been considered to be core explanation into why black individuals tend to be unable to seek the professional help-seeking services. The statement by the Department of Health and Human Services brought to light that many Africans avoid seeking help because of the fear of being seen as unstable by other members of the African community. Many Africans would rather handle their own business, than seek the necessar y help needed to overcome their own personal complex situations. In addition to the concern on stigmatisation, it has been argued that western models of counselling are culturally inappropriate for ethnic minority clients. For example, the European Guidance and Counselling Research (2008) has shown that clients from ethnic minority groups are least likely to make use of counselling services. As the statement recognises the lack of Africans interacting with counselling services provided many researchers such as Ridley, (1995), Lago Thompson (1996) and Sue Sue, (1999) looked into a possible reasons why this may be. These references have argued that mainstream approaches are white, middle class activities that operate with many distinctive values and assumptions, and had coined the phrase ethnocentric activity.   This term was centred on the one sided views and principles of the white middle class individuals which has led to the separation with other cultures in the UK.   Many cultures may view the Western system as unsuitable, as the needs of other ethnic minorities may not to be taken into consideration.    As more and more researchers begin to realise the ongoing problem in the way counselling services operate, Sue and Sue (1996) had considered an approach known as the Multicultural Counselling and Therapy (MCT) challenged the theory that only one technique of approach is assignable to every client. Sue and Sue developed the theory of Multicultural Counselling and Therapy, as a model which seeks to resolve the increased imbalance with different cultures by acknowledging and valuing different cultures which are being presented as well as promoting a method designed to enhance the present approaches. Pederson (1994) had also proposed a broad definition of multicultural counselling as ethnographic variables which looked into ethnicity, religion, age, and gender, as well as status variables such as social, educational and economic factors. Pedersons proposal argued that multiculturalism takes note on how similar and different individuals can be towards others, as Pederson understood that a n individuals differences did not matter in relation to counselling. However, according to Ivey (1997) who views multicultural counselling from a different perspective sees this term as a meta theoretical approach, this had outlined the techniques which exist within the cultural context. It stresses the connection between family and culture affecting the way in which individuals view the world. In addition, Ivey, Sue and Pederson had outlined the importance in working towards developing wider knowledge on the different approaches practitioners needs to adapt to and change to ensure the requirements are meet for its clients, as multicultural counselling brings in a new approach designed to ensure that all individuals from ethnic backgrounds are met. The concept of multicultural counselling brings in the research conducted by Sue and Sue (2003) who had looked into the lack of counsellors from particular ethnic backgrounds. Sue and Sue came to the understanding that the term counselling is considered as a white endeavor being controlled by White middle-class value system. Bimrose (1996) saw a clear pattern emerging and understood that individuals from ethnic groups were the least likely to request and persevere with counselling which concluded that individuals who had attended a counselling service were unlikely to return. In relation to this understanding, a study which had looked into the past and present views of counselling devised by Paul. M. Smith (1947) made clear for the need of black individuals having black counsellors, as black counsellors had the key in understanding the black heritage. As a result, the effect of Smith idea made aware of the lack of recognition and how it can have an effect on individuals well-being. The relationship between African men and women in relation to counselling has attracted considerable amount of attention in recent years. In an attempt to go beyond the negative views and assumptions about how men and women use counselling services by examining the problem enables for a wider understanding.  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‚  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‚  It is seen that a males identity plays an important role in relation to their masculinity as the constant idea of proving their manhood is seen to be earned. Society has long perceived men as emotionless as this term determines their masculinity. Balswick (1982) defines this as male inexpressiveness it was founded by Balswick that males tend to find it hard to express verbal fee lings because they are programmed not to do so. However, Skovolt (1978) relates Balswick understanding of male inexpressiveness to restrictive emotionality. Skovolt had founded that as men appear to have difficulty expressing their feelings and giving up on emotional control, can however plays a part in internal illness, as if men are able to recognise and become aware of their illness can lead to the reduction of mental illness and therefore begin to live a healthy life style. As the increase pressure from society expects men to follow the behaviours in which Skovolt and Balswick both describe, this has led to suggest that the traditional role of men may not be able to change. Studies into gender concerning counselling has seen a remarkable increase in men from black and minority backgrounds having a high resistance to receive counselling (Mind 2010). With the general growth of Africans avoiding the attendance of counselling services Cheatham, Shelton, Ray, (1987); Sher, (1979), Smith (2002) looked into the gender differences that the African community may face as previous research had focused solely on the services of counselling African men. The study allowed for African American men to freely express their own personal fears in counselling and overall found that men use counselling services less often than women. It was recognised that men will only do so if it was recommended by a third-party.   However, Coker (2002) suggested African American women are reluctant to seek formal counselling, opting for more traditional sources of support such as family, friends, and spiritual outlets and had often viewed the use of formal counselling as a sign of cul tural or personal deficiency. Many African women tend to provide their own personal counselling support as within everyday situations and surroundings African women are able to seek help from individuals close to them, as within these environments the importance of cultural principles help with their coping strategies. Wallace (1978) saw that many African women can go through what is called superwomen syndrome this theory outlines the little focus on their own personal mental health state. As a result of this syndrome many African women are prone to depression and other stress related sickness. The focus of this approach saw African women as being able to manage their own personal issues without the assistance of others. The syndrome has become another restriction on why women are not able to seek help, as once again the notion that men will be seen as weak is also seen in women. This shows that the pattern of stigma across both African men and women with respect to counselling has imparted upon on their personal health and reluctant to express their emotions. A study conducted by Komiya, Good, and Sherrod (1998) had shown that Africans who are told to express their emotions become reluctant to seek counselling, findings had also suggested that females had a more open attitude towards seeking couns elling than male respondents. Some researchers also focuses on differential access to counselling services, based on the intersection of gender and race. For example, Coker (2003) had found that African American women continue to use counselling services less than their white female counterparts, but when presented with severe challenges they tend to seek counselling more than their African American male counterparts. Judora J. Spangenberg (2003) had looked into person- centred counselling services and post apartheid South Africa had discovered the differences faced in the South African black and white community, this had seen a distinct difference in client and counsellor had indicated the lack of black counsellors in present South Africa as an increase in instances where black individuals are the client and have a white counsellor.   Apparently, some would describe the available counselling services as irrelevant for black South Africans (Dawes, 1986; Swartz, 1996; Turton, 1986) had regarded that many of these theories are based on Western culture which many question their usefulness towards black individuals. Pack-Brown, (1999) founded that white counsellors are expected to form the majority of counselling practitioners, currently and as well as in the future. While there are clearly some problems with the lack of black counsellors as the black South African make up 76.1% of the population (Schonegevel, Watson, Stead, 1998). It is also important to emphasise the need for cross-cultural counselling which draws upon experiences which has helped in the formation of cultural identity. Failure to highlighting and recognise the needs of Black Africans being counselled by white counsellors can hinder the progress of black clients. By looking into countries which are predominantly black and comparing it to western countries, brings to light the vast amount of difference in the approaches in which both are able to accept. Many African countries base their health on their faith as according to Wheeler, Ampadu, Wangari, (2002) who had suggested that religion and spirituality are deeply rooted in the African culture. Africans tend to rely on those who share the same faith or who have a greater social position as they are seen as more knowledgeable and wiser and therefore were allowed to criticise an individuals well-being. Within African communities an individuals religion and faith is seen to help them in finding a sense of self. Chatters, Taylor, Lincoln, (1999) indicate that religion and spirituality are very important to them. Having their religion and spirituality questioned on how to handle their own mental state may be a reason for the reluctance as to Africans not attending help-seeking services can bring some understanding into the common problem. Studies into religion in relation to counselling lead to the fact that Africans tend to rely on the strength and direction of their spirituality and by involving counselling strategies gives the idea of weakness, as combining both counselling and religion can be seen as unacceptable when addressing problems within Africans. Young, Griffith and Williams (2003) found that Africans who have a faulty relationship with a spiritual being could be regarded as the cause of someones mental illness. This statement brings forward the notion as to why Africans may not accept that they have a mental illness and therefore may feel that they are mentally stable. Counselling within developed countries focuses on the different problem areas faced within society, which can range from bereavement to eating disorders. Western cultures are considered to have a greater understanding of how to address client problems. Approaches which identify a clients social, biological, emotional and psychical state have been helpful in enabling individuals to become aware of counselling services. By the understanding and the positive effect which countries such as the United Kingdom help to promote counselling services are able to make society feel at ease in approaching and speaking to a counsellor. The BACP has discovered that Celebrities lead the way in promoting counselling and psychotherapy a report which was conducted by the BACP wanted to look into the progress of the therapy received in Britain and had seen that 83 per cent of British adults either have or would consider having counselling and psychotherapy. As a result of famous celebrities being able t o be open up to their own personal experiences with mental illness has enabled others to do the same. The media and its role in promoting counselling has seen such adverts called playing cards based in South African created by Herdbuoy McCann (2007) aimed to make aware the different counselling agencies that are available to the African community. As well as public advertisements, many African countries are aided by the work of volunteers from other countries as many see that talking to their own people can help with coming to term with mental health issues. However, by addressing the socio-economic issues faced, individuals who were born in the United Kingdom and have an Africa background may been seen as having an advantage to those who were born in Africa but moved UK as they have a led in adapting to society. Within the African communities financial issues is seen as a factor into why Africans are less likely to attend counselling, as within less developed countries it is unders tandable that by not having the relevant faculties would equal to a disadvantage in wellbeing of native Africans, and can result in whether the problem within Africans not seeking help may come down to financial issues.   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‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  While there are clearly some problems with addressing counselling issues, the links between how western countries and African countries deal with counselling has remained at the centre of how much work is needed in the improvement of the system.

Conduct Disorder Essay -- essays research papers

My hypothesis on conduct disorder in children can lead to criminal activity in adulthood. The research that was conducted from this question was that of Memorial University of Newfoundland, the Department of Psychology. Sampson and Laub (1997) discussed conduct disorder as not being a single cause of adult criminal behavior, but instead the start to what they termed as a life of â€Å"cumulative disadvantage†. The conduct disorder might indeed be the initial cause of problems, but may be replaced by the effects of disapproving, negative reactions from others.   Ã‚  Ã‚  Ã‚  Ã‚  Based on prior research, Kratzer and Hodgins (1997) were aware of the association between conduct problems in childhood and adult criminal behavior. Children were divided into four groups. The first three groups were based on where conduct problems were displayed. The first group was made up of children who displayed conduct problems in school. The children’s behavior was rated by their teachers in the sixth grade and again in the ninth grade on a three point scale. For the second group a child was considered to have a conduct problem in the community if they had been referred to the Child Welfare Committee as having conduct problems, (such as theft, larceny, vandalism, and substance abuse) before the age of 15 years old. The third group were children who displayed conduct problems in both the community and in school. Finally, the fourth group was made up of children who did not display any con...