Joseph Smith, Brigham Young and the Origins of Mormonism Research Paper

Joseph Smith, Brigham Young and the Origins of Mormonism - Research Paper Example Currently, the religious group of Mormons has expanded to a greater extent and known as the Church of the Jesus Christ of the Latter- day Saints with its thirteen million members. Out of these thirteen million members of this group, more than half are outside the US territory. Beside the group the Latter- day Saints, another smaller group which is known as Reorganized Church of Jesus Christ of Latter- Day Saints (RLDS) has membership of 250,000 members in more than fifty countries. The headquarter of the Church of the Jesus Christ of the Latter- day Saints is situated in the Salt Lake City and directing a worldwide movement- a strong missionary force composing of fifty thousand members both male and female. The Mormons use to wear their special conservative dresses and can be identified easily. Although Mormonism supports the original traditions of Christianity and works out for the restoration of ancient Christian’s faith, it also holds a wide range of distinctive practices a nd doctrines. Beside its faith on various practices and doctrines, Mormons have also strong beliefs on holy writ and holy books. As far as the origin of Mormonism is concerned, there are several links and set of various associations and stories related to the originator of Mormonism- Joseph Smith. The most widely distributed concept about Smith is that he maintained a claim that the angels directed him towards gold plates. He translated the scripture of these gold plates as the religious Book of the Mormons. Later on in 1840s, Smith instituted the concept of polygamy among his devotees and finally, in 1844- at a very young age, Smith was murdered by a non- Mormon enemy. Brigham Young was the successor of Smith and led Mormonism after the death of Joseph Smith. Currently, the efforts of Brigham Young have proved to develop a strong hierarchical system controlling the church from top to bottom. The followers of Joseph Smith’s faith are known as Mormons and their faith is called Mormonism. In the beginning, the term Mormons was considered negative and uncomplimentary. Later on, it was not like that; however, Mormons most often prefer to be known as Later- Day Saints (LDS) (Russell Ballard, 2). The Mormons as well as the Latter Day Saints, both, share a common set of ideas. These generally include the ultimate belief in Bible and religious scripture like the Doctrine and Covenants and Book of Mormons. The teachings of eternal progression and marriage and polygamy were ultimate parts of their religious teachings. However, in the late 19th century, Latter Day Saints have abandoned the practices of plural marriages in Mormonism. Some other variations of Mormons include the cultural Mormonism and fundamentalism in Mormons. Cultural Mormons are more concerned about their cultural and traditional traits than theology. On the other hand, fundamentalists in Mormons still practice the concept of polygamy that was initially the concept in Mormonism and later on disco ntinued by the Latter Day Saints. Beginnings Joseph Smith born in 1814, resided with his family members in Windsor. This is the only authentic trace about Smith’s family. Smith always cradled on Green mountains and roam freely to explore the narrow gullies and deep ravines. He always love to explore the snow covered mountains and broad lands. He spent the younger years of his life with curiosity- in search of the soul of the world (Belisle & Joseph Smith, 17- 18). This is known as historical faith of Smith where he explored the facts of

Muslim Women In Today’s World Essay Example for Free

Muslim Women In Today’s World Essay It is true that Muslim women are now discovering freedom from their old traditions and today the veil, as it is often called by the Western population has adopted many meanings for the Muslim woman. Some Muslims think of the veil as a symbol of modesty, while others place a huge emphasis on the hijab as a religious statement by Muslims. Many Americans pull back from the image of the way Muslims dress and think of it as a sign of terrorism and aggression which targets people who aren‘t Muslims, while some feminists, who are mainly American, while many Muslims, view the hijab with other signs of significance, which is the oppression and control of Muslim women. Ideas about Muslim women have been born by television programs that display women in Afghanistan, who are shrouded in a burqa, while being beaten because they are showing an ankle or a portion of their skin. Many Muslim men also are expected to dress in a modest style, wearing a turban, and other flowing garments. The way women Muslims dress is seen as sign of the larger restrictions they have to abide by in many under Muslim countries. About 10 % of the Muslim women population wears the veil or hijab. We realize that these amounts may be increasing while more people change to the Islamic religion. Its not for certain how many Muslim women wear the hijab out of the 10,000 Muslim women. Almost every Muslim woman who is asked, say that wearing the hijab was a decision they reached on their own. The Quran which is the Muslim holy book doesnt mandate that all Muslim women wear coverings on their heads. We learn from the Quran 4:124 that, â€Å"Misinformation and misconception about Muslim women proliferate in the world today among non-Muslims and Muslims. I hope that instead of falling into the typical stereotypes and cultural innovation, the information here will pique your interest and help you to understand the true stance Islam takes on gender issues and the role of women. † The topics concerning of women Muslim in Islam is extremely controversial. Various offerings and opinions about women Muslims must be should dealt with using caution due of the alternate opinions. We realize that the rights of Muslim women in the Quran and by the prophet Muhammad have made vast improvements when you compare the laws pertaining to women who live in Arabia before the change of Islam which was only after the death of the Prophet, while the rules directed at the women in Islam started to decrease, then turn back to the pre-Islamic ways. While the womens movement of the West started to increase in strength, during the twentieth century we know that the exact event took place, in the lives of the Muslims. Feminists who fight for the rights of women in the Muslim world during the twentieth century, up until around the 1980’s, usually were women with money. These modern day Muslim women used their feminism that was molded after the feminists who were from the West. The modern Muslims world that was brought on prior to the colonial period which was in the twentieth century began to turn from the Western models that were evident in society. The feminism that was apparent in the Muslim world started adopt Islamic styles that mocked the Western feminist ideas. This pertains not only to Muslim women. It pertains to all women throughout the whole portion of the third world. After removing the restraints that were present during the colonial imperialism, Muslim females living in the third world are growing rapidly, resistant against the cultural imperialism sold by Westerners. Women who live in the third world are finally coming to the conclusion that even though they have many ideas that are similar, because of the hard fight of Euro-American feminists, we realize that what is best for Euro-American women isn’t, of course, going to be the best solution for Muslim women. Muslim women have lately started to develop a Islamic feminism that was molded from the growing concerns of the higher classed Euro American females. The variances between Western feminism and Islamic feminism deals with the topic of the veil. The veil is a scarf or head covering that is usually worn by female Muslims. Many people view this veil as oppressive to women; a sign of a female Muslims obedience. It is often a surprise to Western feminists when they see that the hijab has started to become common throughout the Muslim world. You can see the veil worn by college women who display the veil as an important symbol of their Islamic identity. We learn from Islamic scholar, Dr. Zeenat Ali, that, (Zeenat, 2007) â€Å"The Mission of The New Muslim Woman is to help new Muslim women from all around the world in gaining knowledge about different issues in Islam from learning how to pray to the roles women have In Islam. We also learn that â€Å"The Mission of The New Muslim Woman is to help new Muslim women from all around the world in gaining knowledge about different issues in Islam from learning how to pray to the roles women have In Islam. Giving support and helping each other strive hard in pleasing our Rabb (Lord). Knowledge is the cure for ignorance. The more we learn and grow in our understanding of Islam, the more we can Insha Allah (God Willing) increase in Emaan(Faith). † We understand from listening to Isobel Coleman, that (Coleman, 2006)â€Å"The Mission of The New Muslim Woman is to help new Muslim women from all around the world in gaining knowledge about different issues in Islam from learning how to pray to the roles women have In Islam. Giving support and helping each other strive hard in pleasing our Rabb(Lord). Knowledge is the cure for ignorance. The more we learn and grow in our understanding of Islam, the more we can InshaAllah (God Willing) increase in Emaan (Faith). † We also understand that, â€Å"The Mission of The New Muslim Woman is to help new Muslim women from all around the world in gaining knowledge about different issues in Islam from learning how to pray to the roles women have In Islam. Giving support and helping each other strive hard in pleasing our Rabb (Lord). Knowledge is the cure for ignorance. The more we learn and grow in our understanding of Islam, the more we can InshaAllah (God Willing) increase in Emaan (Faith). † These criticisms are not without merit, and the ambiguity of the new constitution is a cause for concern. The centrality of Islamic law in the document, however, does not necessarily mean trouble for Iraqi women. In fact, sharia is open to a wide range of understanding, and across the Islamic world today, progressive Muslims are seeking to reinterpret its rules to accommodate a modern role for women. Iraqs constitution does not specify who will decide which version of Islam will prevail in the countrys new legal system. But the battle has already begun. Victory by the progressives would have positive implications for all aspects of the future of Iraq, since womens rights are critical to democratic consolidation in transitional and war-torn societies. Allowing a full social, political, and economic role for women in Iraq would help ensure its transition to a stable democracy. Success for women in Iraq would also reverberate throughout the broader Muslim world. In every country where sharia is enforced, womens rights have become a divisive issue, and the balance struck between tradition and equality in Iraq will influence these other debates. Prime Minister Tony Blair and author Salman Rushdie praised a British official on Tuesday for raising the difficult issue of whether Muslim women visiting his office should remove their veils. The comment by Jack Straw, a former foreign secretary who now is leader of the House of Commons, has plunged Britain into a debate over Islamic integration. Its important these issues are raised and discussed, and I think its perfectly sensible if you raise it in a measured and considered way, which he did, Blair said of Straw during an interview with British Broadcasting Corp. television outside his office. I think we can have these discussions without people becoming hysterical either way about it. Rushdie, (Rushdie, 1989) whose book The Satanic Verses, once led to death threats against him by Islamic clerics, told BBC radio that Straw was expressing an important opinion, which is that veils suck, which they do. I think the veil is a way of taking power away from women. Straw said in a newspaper column published Thursday that he believes the veils favored by some Muslim women inhibit communication and are a sign of division in society. At his constituency office, Straw said he asks that veiled women reveal their faces, adding that the women have always complied, and a female assistant is always present. On Friday, British media quoted Straw as going further, saying that he would prefer that Muslim women not wear veils at all. I just find it uncomfortable if Im trying to have a conversation with someone whose face I cant see, Straw told the BBC. Many Muslims in Straws parliamentary district of Blackburn, in northwestern England, reacted with outrage. The uproar also left many questioning whether Britains multicultural ideals can withstand the strains of a cultural divide that is increasingly tormenting much of Europe. The difficulty of the issue was obvious during the Blair interview when he was asked if he would prefer a Muslim woman he met took off her veil. Once led to death threats against him by Islamic clerics, he told BBC radio that Straw was expressing an important opinion, which is that veils suck, which they do. I think the veil is a way of taking power away from women. Straw said in a newspaper column published Thursday that he believes the veils favored by some Muslim women inhibit communication and are a sign of division in society. At his constituency office, Straw said he asks that veiled women reveal their faces, adding that the women have always complied, and a female assistant is always present. The difficulty of the issue was obvious during the Blair interview when he was asked if he would prefer a Muslim woman he met took off her veil. The veil represents a symbolic set of rules for the Muslim Woman and many choose to do away with the scarf, in order to voice their opinions about how they feel about wearing it, and the symbolic meaning behind the veil. We understand that, (Manarj, 1998)â€Å"There are some Muslims who make a big deal about trivial issues that border on ignorance. For example, we are told that the use of nail polish invalidates one’s ablution wudo hence, some women perform wudu before applying nail polish as a workaround. Also, we are told that perfume which may contain alcohol must not be applied to one’s skin, because it can get into the pores, and this is equivalent to drinking it (i. e. the alcohol); moreover, owning a TV or camera has also been deemed prohibited (haram) by some, and so on. In fact, there are those who do not tolerate anything that was not practiced or known to the inhabitants of seventh-century Arabia. These are strange ideas to associate with the most universal and rational religion in the world. Obviously, these alien notions fossilize Islam and constitute a serious misreading of the true Islamic messages. † There is a clear understanding that Muslim women think they must keep their bodies pure and by wearing nail polish and other feminine products, in some cases they feel that they are damaging their bodies by using harmful products. Modern Muslim women are changing their ideas about the way they live and dress as they adopt more western ideas and start to become modernized, in society. We learn that some of the most serious problems that we American Muslim women face include: domestic violence, abuse of divorce and child custody laws, abuse of the polygamy system, and isolation and exclusion from various aspects of Muslim life. We are going to provide a few anecdotal cases simply to illustrate the depth of the problems. We have given the women in the stories names to make it more personable, but their identities have been changed and their confidentiality is protected. The stories are shared simply to illustrate and give life to the specific suffering of American Muslim women today. These are true stories, these are real women who have suffered. These stories were compiled by speaking with Muslim community leaders, social workers, psychologists, lawyers, doctors, mostly in southern California, but throughout the United States. We also obtained information from a thing called Sistersnet, which is an E-mail network of Muslim women throughout the United States and other countries. But unfortunately, there is no database, there is no accurate information that exists as to the frequency of any of these abuses that occur. Further research of these issues is desperately needed Many Muslim are facing serious social changes as they mesh into society as a modern Muslim woman. They have came a long way from past traditions and have adopted a new way of thinking and style that reflects these changes. American Muslim women face many unique additional hurdles. We are discriminated against by both non-Muslims and Muslims in America. For instance, a woman who wears hijab, which is the traditional head-covering, is often taunted at work and on the street, and the careers of a lot of these women are actually jeopardizedthey are discriminated against at work and they are not given jobs. And, women who wear hijab in the United States are obvious targetsthey are obviously Muslims, and because of this they bear the brunt of the ignorance about Islam; they face sexual harassment, and often their actual physical safety is jeopardized. Muslims come from different backgrounds. In America, we have immigrant Muslims, who face a whole host of problems such as xenophobia. In the U. S. in recent times, there has been a growing hostility toward immigrants, and they are often erroneously blamed for all of the socio-economic problems that we face in the U. S. , and are harassed because of that. And we have a large African-American Muslim population, and they face additional hurdles, because being part of a racial minority in the United States, they have had to deal with the problems of racism, discrimination, segregation and the vestiges of slavery.

Measuring Skin Blood Flow and Vascular Permeability

Measuring Skin Blood Flow and Vascular Permeability The aim of this experiment is to compare the dose-related inflammatory response demonstrated by the skin following injection of histamine and bradykinin two inflammatory mediators. Methods used will demonstrate a non-invasive, quantitative way to measure blood flow and vascular permeability in the skin. INTRODUCTION The acute inflammatory reaction occurs to protect the body in response to a pathogen or other noxious substance. There are two components: adaptive immunological response (which is described as a more specific immune response) and the innate response which occurs immediately upon infection and consists of both vascular and cellular effects (Rang and Dale, 2007). The innate response will be studied in this experiment, specifically in the skin. Bradykinin and histamine are inflammatory mediators involved in the innate response and will be studied at different doses. The results can be used to provide a potential target for therapeutic use: further experimentation would allow the addition of inflammatory mediator antagonists to potentially reduce the four cardinal signs of inflammation: pain, heat, redness and swelling. The local oedema and vasodilation give rise to the wheal and flare. The reddening represents vasodilation of small arterioles, and the increased permeability of the post capillary venules is represented by the wheal. The flare occurs due to stimulation of sensory nerves causing release of vasodilators. This is known as the triple response. It will be the wheal and flare that will be measured and used to describe the action of the two inflammatory mediators. METHODS The methods used were in-vivo; the doses of inflammatory mediators (and saline control) were injected into 10 volunteers. It was confirmed there were no known allergies to either bradykinin or histamine and all correct health and safety procedures were followed. Each of the 10 subjects were injected first with 25ÃŽ ¼L of saline solution, used as a control to show there was nothing in the saline (that the inflammatory mediators were diluted with) causing an inflammatory response. This was followed by doses of 10, 30, and 100ÃŽ ¼M histamine for 5 subjects and the same doses of bradykinin for the other 5 was added, all at 30 second intervals. These were administered using a sterilised syringe which contained the correct concentration. The doses were injected into forearm intradermally and care was taken to ensure the complete volume of 25ÃŽ ¼L was taken up by the skin. Each successive administration was slightly further up the arm giving space for each of the four doses and to try and prevent the flares from overlapping. At periods of 2, 5, 10 and 15mins a clear sheet of acetate was placed over the centre of injection and the wheal and flare were circled using a non-wipe pen and repeated for each respective dose. This provided the area of the wheal and flare at each of the given concentrations at each of the given periods of time following injection, for each respective inflammatory mediator. The flare was cut from the acetate and weighed accurately to 4 decimal places. Subsequently, the wheal was cut from the centre of the flare and was also weighed. This process was repeated for each of the doses of inflammatory mediator (bradykinin and histamine) and for the saline control also. A 2cm2 square was ruled onto the acetate which was also cut out and weighed. This provided a conversion between weight and area, allowing the area of the wheal and flares to be calculated (credit to Dr. Dean Willis).This data was tabulated and can be found in the appendix and illustrated in the results. The data was checked for any anomalous values that could be defined as incorrect based upon logical criteria. Group 1 for the histamine set had flare sizes of 0cm2 however, had wheal sizes greater than this. Therefore this data was removed to all analysis as it is clearly incorrect. The data was then averaged for each of the 5 subjects for both histamine and bradykinin. There were two independent variables: time and concentration; and two dependant variables: wheal and flare areas. The independent variables were illustrated on separate graphs and the wheal and flare sizes were imposed on the same. To produce graphs to illustrate the change in area with concentration, first the largest average value recorded for each concentration was selected and tabulated. This allows comparison not only between different concentrations of the same mediator, but also between bradykinin and histamine. This also means time was irrelevant because it did not matter at which time recording the values were selected The increase in wheal or flare size due to inflammatory mediator was calculated (i.e. the difference between the wheal or flare recorded and saline). This increase in wheal or flare was plotted against the respective concentration and the concentration was plotted in log scale to illustrate a dose-response curve. To illustrate the change in area with respect to time, firstly, the data was scanned to select a concentration at which the change in wheal and flare was best illustrated. This concentration was taken to be 100ÃŽ ¼M (for both mediators to ensure continuity and to allow comparison). The Average wheal and flare size was then plotted against time for both bradykinin and histamine. RESULTS Removed data: (see appendix) Group 1 of the histamine section has a flare size of 0.000 recorded with a wheel size of greater than this. This is likely to be a systematic error in not realising the flare is indeed underneath the wheel and not visible, in this case the flare is the same area of the wheel. However this is just speculation, and in order to ensure all data used is correct saline recordings for each time interval both wheel and flare areas for group 1(histamine) were removed from analysis. The wheal size only increased slowly with increased concentration of bradykinin to a maximum of 0.414 at 100ÃŽ ¼M. The value at 10ÃŽ ¼M was actually lower than that for saline. This is not a significant decrease however as it was taken as a decrease of 0.04cm2, which is a small area and the limitations of the experiment are likely to be the cause. The flare size, however, increased more with increasing concentration. The size of the flare is likely to represent a dose-response curve with a classic sigmoid shape if the concentration of bradykinin were to be increased further. However, due to the nature of the experiment this would not be practical as a much large concentration of inflammatory mediator could be dangerous for the subject. It is also shown that the maximum flare area at 100ÃŽ ¼M was recorded at 10mins. It can therefore be deduced that it was relatively slow acting; however it cannot be determined whether the maximum value was indeed at 10mins recorded as 7.808cm2. Equally the flare area could have rose to a maximum between 5-10mins and decreased, or rose to a maximum after 10mins and reduced to that recorded at 15mins. It can be shown that at the lowest concentration (10ÃŽ ¼M) of histamine that there is only a small difference of 1.194cm2 between the maximum flare-area recorded by bradykinin. It can therefore be deduced that histamine caused a larger flare than bradykinin at the same concentrations. Ahe general trend is similar to that of bradykinin: small increase in wheal area, large increase in flare area. The maximum wheal area was only 0.03m2 larger than that recorded by bradykinin. Again, the wheal area had very little variation with time: increase of 0.2cm2. The flare area was at a maximum recording of 18.625cm2 after just 2mins. Therefore, it is likely to have been at the maximum area before 2mins. This shows that histamine is faster acting than the bradykinin. There is a relatively linear decrease with time to a minimum value of 9.120cm2 recorded at 15mins. The flare area did of course continue to decrease after the 15minute period until there was no apparent inflammation, likewise for bradykinin. DISCUSSION As mentioned previously, the innate inflammatory response consists of both vascular and cellular effects. Vascular events begin by dilation of post capillary venules, causing an increased blood flow. Vasodilation is caused by the action of histamine (and other inflammatory mediators), leading to increased local blood flow and an increased vascular permeability causing a local oedema. The fluid contains the components a proteolytic enzyme cascades producing bradykinin. Bradykinin is also an inflammatory mediator causing further vasodilation and vascular permeability leading to local redness and oedema respectively. This gives rise to the cardinal signs of inflammation: redness, swelling, heat and pain (also loss of function). The sensation of heat and pain ascend through sensory neurones via the spinothalamic tract. Upon the presence of a pathogen, pathogen associated molecular patterns (PAMPs) are recognised on the surface of bacteria and causing the release of cytokines from macrophages. Cytokines are small polypeptides involved in cell-signalling and orchestrate inflammation. This allows expression of adhesion molecules in the endothelial cells. Phagocytes then adhere to the endothelium and migrate towards the bacteria where phagocytosis takes place. In addition, exudation of fluid occurs in response to an increased vascular permeability due to a combination of cytokine and inflammatory mediator action (as well as increased vasodilation in response to inflammatory mediators). The fluid allows four enzyme cascades to occur producing inflammatory further inflammatory mediators by proteolytic cleavage from their native (inactive) state. One of these cascades gives rise to bradykinin (Pocock and Richards, 2006). Histamine is released in response to products of other enzyme cascade pathways such as C3a and c5a which make up part of the complement system. C3a and C5a bind with receptors on the surface of mast cells, causing a rise in intracellular calcium leading to exocytosis of histamine. Simple injection of bradykinin or histamine mimics these pathways. Bradykinin is a vasodilator and also increases vascular permeability leading to a local swelling. This is consistent with the findings in this experiment. After Intradermal injection of bradykinin, the typical triple-response was apparent; there was a wheel and flare as described by Sir Thomas Lewis. Breakdown is by kininases and it is likely to have cleaved bradykinin at a relatively fast rate due to the short lasting effect at 100ÃŽ ¼M where the flare area began to decrease after just 10mins. Histamine has a similar action to bradykinin but found to act faster and also found to be more potent at each concentration tested. The flare area was at a maximum after just 2 minutes. Histamine acts on H1 receptors to dilate blood vessels, therefore it is likely there is a high expression of H1 receptors at the skin surface, or histamine has a great affinity for its receptor. It is likely to be a combination of both, however to confirm these ideas, experiments could be conducted on other tissue perhaps on organ tissue in-vitro using an animal model. This response is characteristic of the acute inflammatory pathway; however, more recent studies suggest that histamine has a role in chronic inflammation involved in the immune response (Jutel et al., 2009). There is regulation of T-cells (which make up part of the immune response) by H1 and H2 receptors. There is a 4th histamine receptor, H4 and further evidence for the role of histamine in chronic pathways comes from expression of H4 receptors on immune cells (Jutel et al., 2009). It is apparent from figures 1 and 3 that an increase in either inflammatory mediator resulted in an increase in wheel area. As previously described, this is due to release of vasodilators from sensory nerves in response to stimulation. So it can be deduced that a larger concentration of bradykinin or histamine indicates a larger infection and therefore the cascade process is accentuated. The wheal area stays relatively constant in both cases, this could be due to no addition action of inflammatory mediators on the vascular permeability, or indeed there is already a full effect i.e. the post capillary venules are a permeable as possible. However another hypothesis could be that additional permeability would only lead to a further decreased extracellular solute concentration which would simply be reabsorbed by osmosis. STRENGTHS AND LIMITATIONS Strengths of the experiment were in that humans were used and methods were in-vivo. Therefore there is no reliance on animal models to use as a comparison. All subjects were of a similar age and gender was at random, hence, generally similar responses were found between each group. Limitations were found to be in injecting the inflammatory mediator intradermally. There was a tendency for not all of the solution to actually enter the skin, thus decreasing the number of moles of inflammatory mediator. This however did not seem to effect the results too greatly as 5 repeat groups would allow for some small error. It is still clear from the experiment that the aims were met and the mediators compared. Furthermore, measurement of the area was not particularly accurate. Firstly it was hard to judge the size of the wheel and flare and there was a tendency for the flares to overlap and was often left down to judgment of where to define the boundary. There were a few further cases where the w heel size exceed that of the flare (in addition the case described in the results) however these were only small differences and could easily have been to variations in the measurement of the weight. If the wheal and flare were the same size, the acetate could have been weighed twice and hence the small difference. This would not have affected the outcome of the experiment however so the data was accepted. Better methods of measurement of wheel and flare area would be to use an imaging technique and record the change in areas digitally. This would allow for calculation of the change in rate of area with respect to time (via differential equations) which would give a good indication as to the potency and allow for a more in-depth comparison.

The Sow by Sylvia Plath :: Poem Poetry

Sylvia Plaths poem, Sow, depicts a beast of mythic proportions through various images, comparisons, and specific word choices. By presenting the sow from both the point of view of its owner, neighbor, and of the speaker, Plath paints a vivid picture of farmyard decadence that the reader can relate to. The first three stanzas present an image of neighbor as a secretive, but shrewd farmer. He is shrouded in mystery to the narrator and her companions, as is his great prize-winning sow, impounded from public stare. He obviously views the sow as a source of great pride, but also something very secret and personal. Even his barn takes on a mystical quality as the narrator wanders its lantern-corridors as if in a maze. In fact, the speaker will only venture in at dusk to try and catch a glimpse of the wonderous beast. Upon seeing it for the first time (and throughout the remainder of the poem), the speaker describes the sow using a number of comparisons to which the reader can easily relate. First, this was no china piggy bank it had to be taken seriously nor a dolt pig ripe for heckling; it was much too prized to eat. Due to the sows obvious majesty, the narrator is assured that it will never meet the fate of its parsley- haloed; cousins (dinner). Nor is the sow like other common; sows, content just to raise their litters. Finally, the speaker compares the sow, through a literary allusion, to the massive Brobdingnag race of Gullivers Travels, effectively assessing its massive frame. The sow is also given (excuse the pun) dimension through the narrators diction. Words like gape and marvel express her personal wonder at beholding it, while its demeanor and royal massiveness are also shown through specific diction such as lounged, bulk, belly-bedded and dream-filmed. And, in the last stanza, a final allusion attributes to the animal a universal and monumental power, with a barnyard twist: proceeded to swill the seven troughed seas and every earthquaking continent.

Inclusion in own area of responsibility Essay

1.1 – Explain models of practice that underpin equality, diversity and inclusion in own area of responsibility It is important to understand the positive values of equality and diversity in my role as all service users are vulnerable whether physically or mentally. Caring for others and engaging with them engaging in decisions in relation to their life, health and wellbeing exercises a certain amount of power over the vulnerable adult. This has the potential to be misused or abused. Staff members understanding of equality and diversity greatly influences their behaviour in their role. The staff members approach to both equality and diversity will have a direct impact on both increasing equality and removing discrimination or help reinforce inequality and discrimination. It is often argued that discrimination is often carried out unknowingly or due to ignorance, insensitivity or common held beliefs that are not challenged. No matter how justified, there is no place for discrimi nation in a care setting. It is the responsibility of the manager to promote ant-discrimination and raise staff awareness about equality, diversity ad inclusion. see more:barriers to equality and inclusion Equality means to treat others with respect and as individuals. It is important not to confuse the meaning if equality as it does not mean to treat everyone the same. Every person is unique and is individual so in order to promote equality it is important to treat everyone fairly. Each person has their own needs, wishes and preferences so it is imperative that these are respected. A popular model of promoting equality is through the equal opportunities approach. It is helpful to have a good understanding of equality on order to understand that all individuals should have the same opportunities to achieve a good outcome. The equal opportunities approach is based on the idea that the starting point for all individuals should all be the same. This means that barriers to these opportunities, were possible, are removed and positive interventions are implemented. An equal opportunities approach also means that all individuals are treated the same regardless of age, race, colour, sex, religion, disability and sexuality. For example, it would be discriminatory to produce a job advert for a female receptionist as gender of the applicant is irrelevant. If the person is suited to the job role and has the necessary qualifications, gender in the role is irrelevant. If a  person whether male or female is qualified and capable of doing the job role then whether they are male or female does not make any difference. This approach encourages in individuals to reflect on potential and actual barriers to opportunities and propose and implement ways of overcoming these. The equal opportunities approach proves very successful in improving equality and inclusion. There are several anti-discriminatory legislations in place: Sex Discrimination Act 1975 Equal Pay Act 1970 Race Relations Act 1976 Disability Discrimination Act 1995 Equality Act 2006 Some critics believe the equal opportunities approach suggest that social structures and behaviours are so deeply discriminatory that, even when opportunities are equalised, some individuals will still be unable to overcome barriers and realise their full potential. Equality involves fairness and diversity involves valuing difference. Walker identified that the difference and diversity model is based on four key principles: Individuals function best when they feel valued People feel more valued when they believe their individual and group differences are valued The ability to learn from those who are different is the key to becoming empowered When individuals are valued and respected they can work independently and as part of a team to build relationships There are two models that link with equality, diversity and inclusion, the first one is the social model of disability which views discrimination and prejudice as being embedded in today’s society, their attitude’s and their surrounding environment. The social model focuses on who the adult is as person not what their disability or diagnosis is, the focus is on how to improve and empower the individual’s life and lead a more independent life as possible. The second model is the medical model of disability which views adults has having an impairment or lacking in some way, this model focuses on impairments that the adult has and finding and acknowledging ways to correct them. The client group at my current place of work are adults with  mild learning disability and some of the residents have a dual diagnosis of mental health issues as well. Both the social and medical model has an impact on their daily life. The home’s ethos is to empower the residents and in able them to lead a normal life as possible. This is done by providing and engaging them in their own individualised care plans and asking their opinions on what they like how they like it etc. allowing them to make informed choices for them self and whether they have the capacity to make these decisions. 1.2 – Analyse the potential effects of barriers to equality and inclusion in own area of responsibility Inclusion, equality of opportunity and anti-discrimination are central principles in social care. All activity needs to be planned on the basis that some people may need additional support to overcome the barriers they face. Barriers are those things that prevent or make access to a service more difficult for certain groups and individuals. The barriers faced in your own workplace will be related to your own working environment and on the area of care you work in. These barriers could include one or more of the following:  · age  · gender or gender identity  · disability – physical or sensory impairment  · faith  · ethnic origin  · sexual orientation  · communication, literacy and language It is important that an organisation culture is developed which reflects and reinforces a commitment to valuing diversity. It is the responsibility of the manager to ensure that all team members are aware what the values of the organisation are and understands that they are all expected to adopt these values. Clear expectations should be made available through training when onboarding all new team member so they are aware of what is expected of them prior to beginning their new role. It is important to raise awareness of equality and diversity. Managers should be perceived to set an example and enact the organisations values. Barriers: Our own personal beliefs and values are often deeply ingrained from our own personal upbringing and culture. It is only when these values and beliefs and values are challenged by new experiences that demonstrate that those beliefs may be flawed, that many people’s values are reflected on and, where appropriate changed. Evaluating beliefs and values are a good way to break down prejudice. Prejudice is often not an individual belief but is a more wide spread issue makes this a difficult problem to eliminate. In an organisation individuals should be made aware from the beginning that prejudice will not be tolerated and that team members are encouraged, supported and protected to speak out against it. Managers who are able to create a culture of discussion, tolerance and an open minded community are often proven as the most successful leaders. Prejudice can lead to unacceptable behaviour such as bullying, harassment and abuse of power which can infringe on the rights of others. If this occurs in the workplace disciplinary action should be undertaken in order to comply with organisational values and beliefs. There are also structural barriers to equality and inclusion. For example, a workplace without accessible toilets for those in wheelchairs is discriminatory and against the law. Barriers of any kind can make an individual feel disrespected and not valued. All individuals have a right to be treated fairly regardless of their age, race, sex, culture, beliefs, religion or disability. For example, if a vacancy for a promotion became available and the manager wanted an English person to fill the position. This would be discrimination on the basis of an individual’s race. By being English does not necessarily mean they will be better at the role. It is important to give all individuals a fair chance at the position and clearly nominate the best person for the role by judging them on their qualifications and suitability for the role and not because of their race, culture, age, sex or disability. 1.3 – Analyse the impact of legislation and policy initiatives on the promotion of equality, diversity and inclusion in own area of responsibility Equality is a state of being equal in terms of value, quantity or quality. It is about uniformity. It is also about ensuring that people are treated fairly and given fair chances. Equality is not about treating everyone in exactly the same way, it is about recognising and valuing individual needs  and seeking to meet them in different ways. Diversity means differences, varieties, and unlikeness. It is understanding and coping with peoples’ differences so that they can be effective using them to one’s advantage. Inclusion is seen as a universal human right. The aim of inclusion is to embrace all people irrespective of race, gender, disability, medical or other need. It is about giving equal access and opportunities and getting rid of discrimination and intolerance (removal of barriers). It affects all aspects of public life.

The Role of HR Management in Facilitating the Individual Adaptation of the Employees

The Role of HR Management in Facilitating the Individual Adaptation of the Employees Introduction The role of HR management in facilitating the individual adaptation of the employees can be based on several theories. These can be educational, psychological, organizational and economic theories. In tackling this topic, this research paper describes Maslow’s theory, McClelland’s need theory, equity theory and job design theory.Advertising We will write a custom research paper sample on The Role of HR Management in Facilitating the Individual Adaptation of the Employees specifically for you for only $16.05 $11/page Learn More Maslow’s theory of need and Hierarchy This is one of the main psychological theories of motivation postulated by Abraham Maslow. He perceived human needs to be hierarchical and observed that after a set of need ceases to be a motivator after it has been satisfied (Weihrich Cannice, 2008, p. 330). According to Maslow, basic needs are in form of five sets of goals. These are self actualization, love, ph ysiological, esteem and safety. In Maslow’s perspective, what motivates employees in organizations is to ensure that they have the conditions on which these basic satisfactions are based and by desires that are more intellectual. People are continually in want and the satisfaction of these wants only tends to be mutually exclusive but in reality is not. The average person only attains partial satisfaction and partial dissatisfaction of want they want (Ramlall, 2004, p. 54). This theory implies a lot to the organizational HR management. They should devise programs and practices that fulfill the upcoming or unmet needs of employees. Another implication is for the management to help workers handle stress by coming up with focus groups and support programs. This will help employees deal with stressful times and is also meant to have an understanding of their needs. The managers’ role is to cultivate a good climate to facilitate the development of the employees’ full potential. Not doing this may frustrate employees, make them perform poorly, demotivate them and encourage them to withdraw from the organization (Ramlall, 2004, p. 54). McClleland’s Need Theory The three needs that this theory focuses on are power, achievement and affiliation. The need for power is influencing others to achieve. The need for affiliation is to wish for social relationships and related events.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The need for achievement is the drive to succeed and excel. Given that effective HR managers need to influence others in a positive way, they need to have a great need for power combined with a low affiliation need (Ramlall, 2004, p. 55). Equity theory According to this organizational theory, the concern of individuals is not just the sum of rewards earned for their efforts, but also how this relates to what is received by others. People tend to compare their inputs such as experience, proficiency and education with outcomes which include recognition, income levels and promotions. When there is an imbalance between people’s outcome-input ration with that of others, tension arises. The theory is based on three assumptions. First, people have certain believes regarding what determines a return that is just and equitable according to their inputs in job. â€Å"Second, the theory assumes that people tend to compare what they perceive to be the exchange they have with their employers (Ramlall, 2004, p. 55).† The third assumption is that when people believe they are being treated inequitably with regard to the exchange they observe their counterparts to be getting, they’ll be driven to take actions that they deem necessary (Theis, 2010, p. 28). Consequently, several options are created for employees who realize that they are getting unfair treatment. These options may includ e input reduction by employees through direct restriction of their work output, seeking an assignment that’s more enjoyable and seeking increases in salary as a way of trying to make an output increase (Ramlall, 2004, p. 55). The HR management’s challenge is therefore to devise fair and equitable reward mechanisms and giving the rewards based on what the employees believe with regard to the value they attach to the organization. Circumstances can be changed in the place of work to encourage improvement in the quality and quantity of work (Miner, 2007, p. 104). Job Design Theory The basis of this theory is that a task in itself forms a basis for motivation of employees. The motivation to perform excellently is stifled by a job that is boring, mundane and monotonous. There are three ways to make a job more challenging. These are decision authority, variety and autonomy. Both variety and challenge can be added to the job through job enrichment and job rotation (Ramlall, 2 004, p. 56).Advertising We will write a custom research paper sample on The Role of HR Management in Facilitating the Individual Adaptation of the Employees specifically for you for only $16.05 $11/page Learn More Reference list Miner, J.B. (2007). Organizational Behavior: From Theory to Practice. New York: M.E. Sharpe. Retrieved Ramlall, S. (2004). A Review of Employee Motivation Theories and their Implications for Employee Retention through Organizations. Journal of American Academy of Business, Cambridge. Retrieved from ftp://ftp.cba.uri.edu/Classes/Beauvais/HPR412/Ramlall_2004.pdf Theis, S. (2010). Attracting High Quality Human Capital by the Value of a Company Brand. Norderstedt, Germany: GRIN Verlag. Retrieved Weihrich, H. Cannice, M. (2008). Management. New Delhi: Tata-McGraw Hill Education. Retrieved

10 Productivity Tips for NaNoWriMo

10 Productivity Tips for NaNoWriMo Staying Productive During NaNoWriMo: Shaelin's Top Tips Shaelin Bishop is a writer, YouTuber, and a member of the team here at Reedsy. She’s also a veteran of the 30-day novel  writing competition NaNoWriMo, having taken part in it for three years. In this lightly edited transcript of her video, she'll show you how to be more productive during NaNoWriMo with her top ten tips. How to stay productive during #NaNoWriMo from @shaelinbishop Continuing my NaNoWriMo prep series, I'm going to talk about productivity tips. Of course, some of these tips can apply at any point of your writing life - but with November coming up, I thought I would share some stuff that's worked for me in the past when I've done NaNoWriMo. How to really make the most of that time and get the 50,000 words done.Winning is not everything, as they always say, and it's very true for NaNoWriMo. You can succeed whether you win or not. So with that out of the way, here are 10 things that can help you be more productive.Tip 1: Have multiple writing sessions per dayWrite in multiple sessions every day. If you write earlier in the day, it's going to be so much easier to write later in the day - whereas if you start writing in the evening, it's going to be much more difficult. Even when you first wake up, before you go to work, just write two sentences. Then it's going to be so much easier to pick up the book and just start writing when you write on your lunch break, or when you write after work.Writing in multiple sessions also helps you break down the word goal. It might be a lot for you to sit down and write 1,700 words. If you can break it up into smaller writing sessions throughout the day, it makes the word goal so much more manageable.Have you done NaNoWriMo before? What are your best productivity tips? Tell us in the comments below!