Theoretical Communication Concepts and Its Application in Management Essay

Theoretical Communication Concepts and Its Application in Management - Essay Example Galloway & Thacker 2007 proposed a nonhierarchical structure to organizational communication; the network model, which is an interactive model of communication. SMCR model is a one-way communication model, the sender encodes a message which is then channeled to a receiver through a medium, the receiver then decodes the message. Limitations of this models lie in the fact that there is no feedback display from the receiver, this undermines the core purpose of communication in that it does not reveal the impact of the message on the receiver (Mullins, 2008, 72). It also assumes a one-way mode of communication clearly marking the beginning and end of communication implying the receiver lacks a response. This communication model can only be in a formal organization setting which mainly focuses on structure (top-down structure) whereby the position of the communicator and the recipient is highly considered. This form of communication is mostly written in the form of company magazines, handbooks, and manuals that stipulated organizational requirements, in this case, interactions between the two parties is not necessary, the top level management simply communicates policies and guidelines to employees (Murton, Inman & Osullivan, 2010). This model of communication is efficient as a human resource tool in the sense that it is simple to administer and can generally address all members of the organization. The network model proposed by Galloway and Thacker is a two-way communication model, it encompasses two linear models that enable response from the receiver, hence the receiver acts as the sender as the response message is channeled to the actual sender (Martin & Fellenz, 2010, 45).  

Creation of the Food Dye Coloring of a New Drink Lab Report

Creation of the Food Dye Coloring of a New Drink - Lab Report Example Food coloring involves the use of chemicals that add the intended color to the food. It is added often to drinks, condiments, and processed foods with the major aim of improving or maintaining the way a certain food appears. The main goal of this experiment is to come up with a dye solution that has the same composition as the one contained in a given commercial beverage. Synthesizing artificial dyes is cheaper compared to naturally occurring ones. Food dyes are important because they are used for numerous functions. They are used by manufacturers to enhance colors which occur naturally, providing the identity of foods, decorative purposes like in cakes color the colorless foods, provide consistency where varieties exist in the coloring, and in avoiding color losses resulting from environmental elements.Food dyes that are commonly used are pure organic chemicals, therefore, their use is limited to very small concentrations. The dyes which have been approved to be used in foods, drugs , and cosmetics are referred to as FD&C dyes. They are mainly large organic molecules that are developed to enhance or color the foods. Food dyes are used in very low concentrations which have been tested to be safe when consumed by human beings. Dyes occur either in natural form or artificial form. Natural dyes are obtained from natural sources such as minerals, animals, and plants while artificial ones are produced synthetically.This experiment is limited to the use of UV-Vis spectrometer in determining absorbencies of various samples.

Employee Motivation in Tourism Industry

Employee Motivation in Tourism Industry Employee Motivation An important aspect for Service Excellence in Tourism Industry Introduction: Employee Motivation is believed as one of the vital factor for any organisation in order to operate successfully and ensuring service excellence. According to Charles Woodruffe (2006) â€Å"More and more organizations – especially those in the service sector – have become attuned to the idea that there is not much point in employing people at all if you are not going to take steps to make them want to give their best to you. But by no means all organizations think this way, and even if they do, they still need to put this thinking into practice†. Woodruffe (2006) C Wiley (1997) also holds and accepts the fact that employee motivation is one of the important aspects for the organisation to achieve or fulfil its visions, missions and organisational goal and thus attain success in the business. â€Å"Motivated employees can make powerful contributions to the profits and future success of a corporation† (C Wiley 1997) Paul Levesque believes that there is a unique relation between Employee Motivation and Customer Satisfaction. High level of Employee enthusiasm will result in higher level of Customer Satisfaction. â€Å"Employee motivation and customer satisfaction fuel each other in a chain reaction of contagious enthusiasm†. (Paul Levesque) For any research to be carried out efficiently and effectively, it’s really important to jot down the main aims and objectives. Laying out clear aims and objectives would benefit during research and will also be helpful enough in attaining them. The Rationale of this research topic is to critically review the importance of Employee motivation for achieving service excellence in tourism industry by conducting an extensive research and using different paradigm and methods for research. The main aim of the Research Topic is:- To evaluate the role and importance of employee motivation for achieving high level of service excellence in Tourism industry. The above mentioned aim provides a broader idea for evaluating the role and importance of employee motivation for achieving high level of service excellence in Tourism industry. So in order to critically evaluate every aspects of the mentioned aim, some important objectives have been drafted which are given below:- To identify employee motivation as an important tool for success of the organisations. To examine the use of motivational theories and strategy in order motivate employees and ensuring Service Excellence. To establish the growing use of reward and recognition and other methods like incentives as different ways of motivating employees After drafting down the objectives of the research topic it would be worthy enough to understand that for achieving them, suitable paradigms, philosophies, approach and methodology should be used and reviewed. Literature Review:- Literature by many researchers has been identified as an important factor for carrying out any type of research as it plays major role in understanding important theories, data, figures etc and also help in relating them to the data collected. But it is also important to understand that while pursuing research reviewing the available literature is an important step which should be followed. Veal (2006) believes that, â€Å"Reviewing the Literature on a topic can be one of the most rewarding – and one of the most frustrating – of research tasks. It is a task where a range of skills and qualities needs to be employed – including patience, persistence, insight and lateral thinking† (Veal: 2006). Hence, literature review also becomes an important part of the research in order to analyze the content of the available Literature for meeting the objectives of the research. This research is concerned to evaluate the concept of employee motivation, its importance for ensuring high level of service excellence and the role played by it for the success of the organization. For this particular research there are lots of Academics books, Journals Articles, Electronic Articles published on the Internet which provides extensive information. The data collected from the above mentioned secondary data play a crucial role in meeting the objectives of the research topic. At this stage of the research proposal briefly reviewing the available literature for the achievement of the mentioned objectives is required Hence, for the first objective which is to identify employee motivation as an important tool for success of the organisations mix and match of Primary and Secondary data would be referred. Good and comprehensive Academic books, journals and web articles are available in the form of Secondary Data which can be referred. There are numbers of journals and web articles which provide critical knowledge about Employee Motivation would also be referred. Journals articles and Web articles mentioned below gives information for the first objective:- â€Å"Motivating Your Staff in a Time of Change† written by Susan M. Heathfield This article provides vital information about the fact that employees are one of the factors in the success and motivating them is equally important for managers. Susan M. Heathfield believes â€Å"In today’s turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery.† (http://humanresources.about.com/od/motivationsucces3/a/motivatestaff.htm) In the above article the author critically explains about the advantages of staff motivation, barrier in motivating staff and use of motivational theories and methods for achieving motivation. â€Å"Motivating knowledge workers to innovate: a model integrating motivation dynamics and antecedents† by Amar, A. D This article develops a conceptual model synthesizing motivations â€Å"what† and â€Å"how† that will bring human creativity in organizations which thrive on innovation and also understanding the theory and application of motivation which is very important in managing human resource and in making organizations succeed. â€Å"How to Encourage Employee Motivation† written by Anthony Di Primo This article gives information about the importance of employee for attaining efficiency and success. Author also point out some important steps for optimum personnel utilization. â€Å"Do All Carrots Look The Same? Examining the Impact of Culture on Employee Motivation† by Justine Di Cesare and Golnaz Sadri Provides extensive information about the effect of different dimensions of culture on Employee Motivation The second Objective which is to examine the use of motivational theories and strategy in order motivate employees and ensuring Service Excellence. For achieving this objective, Academics books would be the best assets to use. There are many books on the topic of Human Resource Management and Organizational Behaviour which provide extensive knowledge about Motivational theories and there importance. Academic books given below provides information about Content theories which mention theories developed by Maslow, Hertzberg, Mc. Clelland, Aldefer and Process motivational theories like Expectancy Theory, Equity Theory, Goal Theory and Attribution Theory. â€Å"Management and Organisational Behaviour† and â€Å"Managing People in the Hospitality Industry† by L.J, Mullins â€Å"Human Resource Management in the Hospitality and Tourism Industry† written by Michael Riley. â€Å"Human Resource Management† by Torrington, D., Hall, L and Taylor, S. Organizational Behaviour† by H. Kirk Downey, Don Hellriegel, John W. Slocum. â€Å"Strategic Human Resource Management†, by Mabey, C. and Salaman, G. Apart from the above mentioned books, Journals article could be referred. Article written by Terence R. Mitchell â€Å"Motivation: New Directions for Theory, Research and Practice† explains major theories of motivation concerned with the arousal and choice of behaviour, problems of implementation and directions for future research are suggested. For the third objective which is to establish the growing use of reward and recognition and other methods like incentives as different ways of motivating employees, again mix and match of Primary and Secondary data would be referred. Following Books and Journals examine the use of reward and recognition and incentives as useful techniques. â€Å"Strategic Human Resource Management†, by Mabey, C. and Salaman, G which critically evaluate the reward strategy used by Mangers. â€Å"What motivates employees according to over 40 years of motivation surveys† by Wiley, C, which provide in-depth information about the changes in factors influencing Employee Motivation over the years. â€Å"Recognise, Reward, Retain: The Three R’s of Performance Management† by Jennifer Juergens explains the concept of Reward, Recognition and Incentives for motivating employee and retaining them in the organisation for a long term. â€Å"Employee Motivation and Work Incentives in the Service Industries† by Robert W. McIntosh. This article explains the fact that to effectively motivate, a definite system of incentives or rewards is necessary. It also provides information different techniques and suggestion for motivating employees. â€Å"Incentive remuneration not delivering role ownership?† This article critically analyze to the fact that performance related pay is supposed to motivate people to take more ownership of their role, to work harder, be more productive and contribute. Thus by doing a literature review of the current research topic, it could be said that the above mentioned Academics books, Journals and Articles provides an in – depth knowledge about the concepts of Motivation Theories, Employee motivation and its importance in Organisation’s success and achieving service excellence in tourism industry. Although in any research, literature review is an on-going process and in a same way for this research topic many more relevant Academic Books, Journals and Articles would be referred in order to gain excessive information about the topic. Research Design and Methodology:- Research Methodology according to Glyn Jackson, â€Å"Methodologies are strategies with strong focus on gathering information, planning, and design elements† (http://www.newebia.co.uk/articles/what-is-a-methodology.html) Positivist Paradigm and Phenomenology Paradigm are considered to be main paradigm for any research hence it would be very important to understand them briefly in order to efficiently use them for the current research topic. Positivist Paradigm â€Å"Positivism is a framework of research, similar to that adopted by the natural scientist, in which the researcher sees people as a phenomena to be studied from the outside, with behaviour to be explained on the basis of facts and observation gathered by researchers, using theories and models developed researchers† (Veal: 2006) In Positivist approach the data collected through is highly specific and precise .It lays emphasis on quantitative observations and statistical analysis. (Collis, J: 2003) On the other hand, Phenomenological paradigm â€Å"Is a framework which gives more emphasis on the people being studied to provide their own explanation of their situation or behaviour.† (Veal: 2006) Phenomenological paradigm is predominately Qualitative in nature and data derived is highly rich and subjective (Collis, J.2003). For the above mentioned Research topic, a PLURALISTIC approach which is a combination of both Positivist and Phenomenology paradigm. This approach has been taken as research process which includes both observations (Positivist) and the personal views (Phenomenology) of Managers and Employees on Employee Motivation and its relation to Service excellence. For this research Inductive approach has been applied as it believed to be a process whereby the exploration and analysis of related observation leads to the construction of a theory that systematically links such observations in a meaningful way† (Clark M: 1998). Hence for this research, it would be described that Employee Motivation is essential for Service excellence by collection of Primary (surveys) and Secondary (Books, Journals) data and then processing the collected data for explanation to fulfil the objectives of the proposed research. In this research topic as informed before for the first and the third objective Primary and Secondary sources will be used for achieving them. As far as the first and the third objectives goes along with using books, journals and articles, Primary data will be collected with the method of Survey. Major survey techniques will be used like:- Face to Face Interview Questionnaire Telephonic Interviews E – mails Interviews and Questionnaire For the First objective at the preliminary stage, Telephonic Interviews or E mail Interviews would be conducted with Mangers and Supervisors in order to convince them about the research and also to carry out Face to face Interviews at the later stages. By using these survey techniques the first objective of how employee motivation plays an important role in success of the Organisations can be identified. For the Third objective which is to examine the use of rewards and incentives as Motivators. A questionnaire will also be designed for employees in order to gain information on how reward, recognition and incentives help them feel motivated. Telephonic and Face to face Interview will be conducted with managers and Supervisors to understand their views on the rewards, recognition and incentive plans as motivators for their employees. Appendix 1 given at the end of the report consists some of the potential Questions to be asked at the time of Telephonic or Face to face Interviews. For carrying out a successful survey it is very important for any researcher to use the technique of Sampling. â€Å"Sampling is a process by which researchers select a representative subset or part of the total population that can be studied for the topic so that they will be able to draw conclusion regarding the entire population† (Levent Altinay and Alexandros Paraskevas: 2008) Thus for this research, the area and number of organisations to be surveyed will be determined by the use of Multi stage sampling under Probility Sampling approach, hence undertaking Survey in four major towns of UK namely Birmingham, Wolverhampton, West Bromwich and Walsall and at least 2 organisations will be surveyed from each town. The number of Managers and Employees to be surveyed will be determined by the use of Simple Random Sampling in which 20 employees will be surveyed from each organisation and 2 managers or supervisors will be surveyed from each organisation. After discussing the Philosophy and Methodology of the research topic, another important step which would be taken care at the time of conducting the research is of Ethics. Ethics according to Veal (2006) is a behavior which is important in research, as in any other field of human activity. Ethical issues arise in the design and conduct of research and in the reporting of results. The general principles in codes of research ethics are: That no harm should befall the research subjects That subjects should take part freely That subject should take part on the basis of informed consent. (Veal: 2006) At the time of conducted research, the questions for the Interviews and Questionnaire would be carefully designed so that they don’t negative impression about the research. No individual will be forced to give interviews and answering questionnaire. The aims and objectives of the research will be discussed and made evident to the participant before doing survey of any kind. After noting the value of Ethics in research it would be important to discuss briefly the importance of Reliability and Validity. Reliability is believed to be the extent to which research findings would be the same if the research were to be repeated at a later date or with a different sample of subjects. In a phenomenological approach reliability is low as compared to positivist approach. (Veal: 2006) On the other hand, Validity is the extent to which the information collected by the researcher truly reflects the phenomena being studied. In phenomenological approach validity is high as compared to positivist approach (Veal: 2006) Thus the above mentioned Research philosophy and methodology are appropriate as the methods used for data collection are apt enough to meet the objectives of the proposed Research Topic. Conclusion:- Finally in the end it would be worthy enough to recognize the importance of Employee motivation for ensuring service excellence in tourism industry. Employee Motivation not only plays an important role for service excellence but it is also very important for smooth operations of the organisations. Wiley, C. believe â€Å"In order to attain to high levels of performance, employers depend on their employees to perform at levels that positively affect the bottom line. Thus, they must understand what motivates them. Such an understanding is essential to improving productivity and, ultimately, to ensuring the success of the company†. The aim and objectives of the research topic are clear and the method of survey and sampling seems to be the most suitable in order to collect primary data and the literature review also proves the availability of sufficient secondary data in the form of Books, journals and internet sources. Thus it can be said that the Positivist and Phenomenology par adigm , Pluralistic approach and methodology of Survey and Sampling of the research topic, if carried out in a systematic and organised manner keeping in mind the Ethics of research can be very helpful in conducting a valid and reliable research. Referencing:- Books Mullins, L.J. (1998) Managing People in Hospitality Industry (3rd Edition) Harlow: Longman Mullins, L.J. (1999) Management Organisational Behaviour (5th Edition) FT/Prentice Hall: London Veal, A (2006) Research Methods for Leisure and Tourism – a Practical Guide, (3rd Edition), Harlow: Prentice Hall Mabey, Christopher (1995), Strategic human resource management. Oxford: Blackwell Business. Torrington, Derek (2004), Human resource management (6th Edition), Harlow: Financial Times Prentice Hall Altinay, L (2008), Planning research in hospitality and tourism, Amsterdam; London: Butterworth-Heinemann Collis. Hussey, R .(2003): Business Research – a practical guide for undergraduate and postgraduate students , 2nd Edition, Hampshire: Palgrave Macmillan Altinay, L, and Paraskevas, A. (2008), Planning research in hospitality and tourism, Amsterdam; London: Butterworth-Heinemann. Mona A. Clark (1998), Researching and writing dissertations in hospitality and tourism, London: International Thomson Business Press. Journals Wiley, C (1997) What motivates employees according to over 40 years of motivation surveys, International Journal of Management, Vol 18, No 3, pp263-280 Di Cesare, J Golnaz, S (2003) Do all carrots look the same? examining the impact of culture on employee motivation In Management Research News, 26:1 Woodruffe, C. (2006), The crucial importance of employee engagement, Human Resource Management International Digest, Vol.14, No. 1, pp. 3-5. Jennifer Juergens (2005) Recognise, Reward, Retain: The Three R’s of Performance Management, Successful Sales Management, pp. 6 – 14. Amar, A. D (2004), Motivating knowledge workers to innovate: a mode integrating motivation dynamics and antecedents, European Journal of innovation Management, Vol. 7, No. 2, pp. 89 – 101 Electronic Source (Internet Websites) Paul Levesque, (no date) Turn Your Employees into Customer Service Dynamos [online]. [Cited 20th April 2008] Robert W. McIntosh, (no date) Employee Motivation and Work Incentives in the Service Industry [online]. [Cited 20th April 2008]. Zealise, (no date) Incentive remuneration not delivering role ownership [online]. [Cited 20th April 2008]. Glyn Jackson, (no date) what is a methodology? [online] . [Cited 20th April 2008]. Appendix 1 Telephonic or Face to face Interview: Some of the potential Questions to be asked at the time of Telephonic or Face to face Interviews Worksheet: Interview Questions What is the primary aim of your company? What really motivates your staff? Are there any recent changes in the company that might have affected motivation? What are the barriers in motivation which stop employees performing to best effect? What are the patterns of motivation in your company? How involved are employees in company development? Does employee feel motivated when they take part in development process?

Two Great Works :: essays research papers fc

Two Great Works Thesis Statement: The morals and themes in both the book and the movie are parallel in the story of racism and Alabama life in the 1930’s told through a young girl’s eyes (Scout). I. Introduction A.  Ã‚  Ã‚  Ã‚  Ã‚  Comparing the book to the movie B.  Ã‚  Ã‚  Ã‚  Ã‚  Challenges of director II.  Ã‚  Ã‚  Ã‚  Ã‚  Differences between movie and book   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Characters   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.  Ã‚  Ã‚  Ã‚  Ã‚  Aunt Alexandra   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.  Ã‚  Ã‚  Ã‚  Ã‚  Miss Maudie   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Morals and themes of the book the are same III.  Ã‚  Ã‚  Ã‚  Ã‚  Deletions of situations that appear in book and not in the movie A.  Ã‚  Ã‚  Ã‚  Ã‚  Mrs. Dubose and Jem’s lesson 1.  Ã‚  Ã‚  Ã‚  Ã‚  Atticus’s lesson 2.  Ã‚  Ã‚  Ã‚  Ã‚  courage   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Tom Robinson’s trial   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.  Ã‚  Ã‚  Ã‚  Ã‚  left hand on the bible   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.  Ã‚  Ã‚  Ã‚  Ã‚  cup toss   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3.  Ã‚  Ã‚  Ã‚  Ã‚  affect on audience   Ã‚  Ã‚  Ã‚  Ã‚  C.  Ã‚  Ã‚  Ã‚  Ã‚  Passing of time   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.  Ã‚  Ã‚  Ã‚  Ã‚  two years in book   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.  Ã‚  Ã‚  Ã‚  Ã‚  one year in movie IV.  Ã‚  Ã‚  Ã‚  Ã‚  Similarities   Ã‚  Ã‚  Ã‚  Ã‚  A.  Ã‚  Ã‚  Ã‚  Ã‚  Morals   Ã‚  Ã‚  Ã‚  Ã‚  B.  Ã‚  Ã‚  Ã‚  Ã‚  Themes   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.  Ã‚  Ã‚  Ã‚  Ã‚  innocence   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.  Ã‚  Ã‚  Ã‚  Ã‚  prejudices V.  Ã‚  Ã‚  Ã‚  Ã‚  Conclusion Garcia 1 Two Great Works It is funny how when some infinitesimal facts, situations, and characters are changed in the making of a movie from a book, the morals are changed and concepts are not fully understood. This however, is not the case when comparing the book To Kill A Mockingbird to the movie To Kill A Mockingbird. The morals and themes in both the book and the movie are parallel in the story of racism and Alabama life in the 1930’s told through a young girl’s eyes (Scout). A director has many challenges to overcome when making a book into a movie because of the simple fact that the visual pleasure one gets is different from the pleasure of reading that an audience gets. Therefore, deletions, combinations of characters, and changing of scenes is necessary in order to correctly adapt a film to a book.   Ã‚  Ã‚  Ã‚  Ã‚  There are many differences between the movie and the book. While watching a movie, one can not keep track of as many characters as when reading a book. A book takes a lot longer than two and a half hours to read, which is about as long as or longer than most movies. Since there is only a short time to comprehend characters, the shorter the list, the better. In the book there was a character named Aunt Alexandra. Aunt Alexandra is Atticus’s sister and moves in with Atticus, Scout, and Jem in order to help raise the children. In the movie, Miss Maudie helps atticus raise the children and helps teach Scout to become a lady. Though Miss Maudie is also in the book, the movie combines Miss Maudie and Aunt Alexandra into just Miss Maudie. The deletion of Aunt Alexandra had not real negative impact or decline of worth on the movie. It did not change any of the morals or themes that were adapted from the book to the film.

Parenting Styles and Discipline

Parenting Styles and Discipline There are three parenting styles and who you are as a parent has a lot to do with the way your child responds to you. The authoritarian parent values obedience. The rules are clear but inflexible. Misbehavior is strictly punished. In this type of environment, it is common for children to feel fearful and for parents to use fear as a teaching strategy. The authoritarian parent teaches the child what to think as opposed to how to think since the parent makes all decisions for the child. This parent uses reward and punishment to control the child’s behavior.An authoritarian style can have unintended side effects. When parents rigidly discipline, children can become rigid, obsessive and people-pleasing. They may experience shame and guilt. An authoritarian style doesn’t teach children healthy ways for managing emotions; the focus is on accepting authority rather than learning how to make choices and distinguish right and wrong. A permissive p arent allows children to learn the consequences of their actions for themselves, without providing guidance. There are no clear limits and misbehavior is often ignored.Unlike the authoritarian parent, the permissive parent offers little structure and few boundaries. Children have total freedom to act however they want. Often the parent is a slave to the child. While a permissive style of parenting may seem to support children’s creativity and provide a sense of being fully accepted, it lacks the structure they need to feel safe. Without limits, children can feel confused and insecure. It also robs the child of selfrespect and self-esteem by doing things for the child that the child can do for himself. It is an invitation for rebellion with inconsistent parenting.As with an authoritarian style, permissiveness doesn’t teach children how to handle their emotions in a healthy way. It also doesn’t support them in developing an internal moral compass. Having free lice nse to choose behavior without considering rules or the impact on other people sets children up for failure in their relationships and at school and work. In 1971 Diana Baumrind used the classifications of â€Å"Neglectful† and â€Å"Indulgent† parenting, instead of permissive, in Development Psychology Monographs. An authoritative parent is kind, but firm. Authoritative parents are respectful towards their children, and model this behavior.They set and enforce limits, clarify issues and give reasons for limits. They provide children with practice in making choices and guide them to see the consequences of their choices. They teach their children how to solve problems, even providing them with decision-making opportunities. These are essential skills in adulthood. Self-esteem flourishes as children learn to rely on their own abilities to determine right from wrong and to act accordingly. Parenting discipline has become a hugely debated subject. Discipline is often take n as a bad thing, however, discipline does not have to be automatically considered a punishment.Discipline by definition means; â€Å"Training expected to produce a specific character or pattern of behavior, especially training that produces moral or mental improvement. † Psychologist Dr. Leman spoke of â€Å"reality disciplinarians† that â€Å"try to be consistent, decisive, and respectful of their children as persons. † While holding their children accountable for their actions, they encourage their children to learn. The parent should communicate to their children that they love them even though they don’t always love their behavior by choosing their words wisely. There are unfortunately many cases where parenting discipline is overdone.Some of this wrong discipline is done with very good intentions, all the while thinking that it will make your child a better person. However, there is a very thin line between constructive and destructive parenting dis cipline. Hitting or screaming at a child in the name of discipline is never a good thing. Children are very sensitive and such discipline can mark and scar them forever with very dire consequences. Parenting discipline is more teaching, showing a child the right way to do something, not just imposing or forcefully making him perform some duty given by you.No matter how good the intention the method of discipline is extremely important. Parenting discipline is a delicate matter to be approached very carefully. Do not make the mistake to presume that if something worked for you it will be the same for your child or even if it worked on for one child the same will work for another. Find the right way to discipline your child so he will happily learn and apply the discipline taught by you. I find that parenting how one sees best is the right that comes with that of being a parent. It doesn’t do well to criticize someone else’s parenting style as inferior.Of course poor par enting may come back to cause harm to the child and even parents and society. Really each parent should strive to raise children with good attitude, behavior, and character by appropriate parenting and discipline. Works Cited â€Å"Definition of Discipline. † Discipline. http://education. yahoo. com/reference/dictionary/entry/discipline. Web. 20 Mar. 2013. Leman, Kevin. Making Children Mind without Losing Yours. Grand Rapids, MI: F. H. Revell, 2000. Print. Santrock, John W. Child Development – Thirteenth Ed. New York, NY: McGraw-Hill, 2011. Print.

The Hohokam vs. Mesopotamian Culture

Hohokam Culture (Pueblo Grande) Comparative Review (Short Comparative Essay) The Hohokam culture is in many ways similar to that of Ancient Mesopotamian culture. Much like the Pueblo Grande site, people of the Ubaid Period in ancient Mesopotamia built elaborate canal systems, groups of residential houses, and centralized buildings (such as â€Å"great houses† or other public buildings). Besides architecture, cultural practices shared by the two groups can be seen in early burial practices, games and agriculture.The canal system of the Hohokam matches a large portion of the prehistoric canals that predated their arrival. Much like the Hohokam, the ancient Mesopotamians built elaborate canals that were focused for irrigation and central water collection in similar arid desert environments. This supplied infrastructure for the development of the two cultures as a collective for village/city organization. The labor involved with building, operating and maintaining these canals req uired thousands of people.Craft production and agriculture among the Hohokam and Mesopotamian peoples was an important part of economy and trade. Agriculture dominated the growth of both cultures. Canal systems, as mentioned before, were used to irrigate crops enabling the cultures to sustain life in harsh arid environments. Architecture: the Hohokam built caliche adobe houses that surrounded the village centre which might contain a public building or a â€Å"great house† as we see at the Pueblo Grande site.In Mesopotamian sites, great ziggurats and other mudbrick public buildings were the focal point of the city. Residential houses surround these centres, whether occupied by elite members or commoners. Other public buildings or architecture that is similar can be seen in that of areas where games and ceremonies were held. The Hohokam created ball courts that were alternatively used for trading centers. In Mesopotamia, they played majore, which is a game similar to that of Ru gby where masses would gather and watch as a collective.Burial Practices: in both Hohokam and Mesopotamian (city-states such as Surghal and El-Hibba) cultures, cremation was an early burial practice. Though inhumation later replaced this practice, it served as a vital religious act in care of their dead. In summary; I feel that given more time to research both of these cultures, I could find more similarities of the two. Regardless of the time and distance that separate them both, there are striking parallels.