Thinking How to Quit Smoking Essay Example | Topics and Well Written Essays - 750 words

Thinking How to Quit Smoking - Essay Example Experts consider smoking as an expression of escapist tendencies, whereby, people result in the use of cigarettes, which induce a sense of wellness despite the lack of wellness. This makes it extremely difficult to stop; therefore, addicts need to prepare themselves both physically and psychologically for the impending challenges (Robinson). Experts qualified in dealing with rehabilitation of addicts from addictive behaviors recommend addicts to outline a list of reasons why they intend to eliminate an addictive habit. They posit that this facilitates the acknowledgement of an existence of a problem. In the case, of someone struggling with an addiction to smoking, the list helps to pinpoint the reasons leading to smoking as an addiction. This plays a crucial role in addressing the psychological implications associated with smoking. The list also serves as a reality check, whereby, an individual discovers the issues which require immediate attention. Eliminating issues responsible for inducing cigarette cravings allows one to be psychologically ready to kick the unhealthy habit to the curb. This also generates the willpower to confront future issues, which might be detrimental to the progress of staying nicotine free. Counselors also encourage individuals to find alternate, constructive ways to deal with these feelings and situations. Experts recommend the designing of a personal help plan, which ought to be unique or specific to an individual’s needs. This customized plan ought to address the intended reasons for quitting smoking. These experts further recommend that copies of the personal help plan ought to be placed in areas which used to be storage places for cigarettes (Robinson). Dealing with the physical addiction also presents an enormous challenge to individuals struggling with the addiction of smoking. During the initial days of quitting, withdrawal symptoms occur frequently. They include; nausea, dizziness, restlessness and headaches among othe rs. Withdrawal symptoms represent the body’s way of indicating deprivation of a certain substance; in this case nicotine. Individuals attempting to quit smoking ought to have prepared well in advance for the occurrence of withdrawal symptoms. Establishing a strong willpower to brave through the withdrawal symptoms marks the first step of preparation. Experts recommend other ways to deal with the withdrawal symptoms resulting from nicotine deprivation. Firstly, they recommend frequent deep inhalation. This allows an individual to remain relaxed despite the discomfort brought about by withdrawal symptoms, which might cause a panic attack. Secondly, they recommend the intake of water in large quantities. Water assists in the flushing of toxins out of the body. In addition, they recommend that individuals in withdrawal ought to keep their sugar levels slightly higher during the initial withdrawal phase. This helps to cater for the sugar-related cravings brought about by the absen ce of nicotine in the body (Health). Experts also recommend that individuals to prepare for the onset of a few extra pounds. They cite exercise and a proper, well-balanced nutrition as one of the ways to shed off the extra pounds or maintain an individual’s desired weight. It is crucial for a person to consult with their physician before embarking on the quitting process especially if they suffer from other

Pearson Chemistry Notes Essay Example for Free

Pearson Chemistry Notes Essay 1. i. All elements are composed of tiny indivisible particles called atoms. 1. ii. Atoms of the same element are identical. The atoms of any one element are different from those of any other element 1. iii. Atoms of different elements can physically mix together or can chemically combine in simple whole-number ratios to form compounds 1. iv. Chemical reactions occur when atoms are separated from each other, joined, or rearranged in a different combination. Atoms of one element, however, are never changed into atoms of another element as a result of a chemical reaction. Sizing up the Atom Atoms are very small the radii of most atoms fall within the range of 5 x 10^-11 m to 2 x 10^-10m atoms can be seen in scanning electron microscopes atoms can be moved 4. 2 Structure of the Nuclear Atom Overview Lots of Dalton’s theory is accepted except that atoms can be divided Atoms can be divided into three subatomic particles Protons Neutrons Electrons Subatomic Particles Electrons Discovered by UK physicist J. J. Thomson (1856-1940) Are negatively charged subatomic particles. Thomson’s Experiment passed electric current through gasses at low pressure. Sealed the gases in glass tubes fitted at both ends with metal disks called electrodes electrodes connected to source of electricity one electrode called the anode became positively charged other electrode, called cathode, became negatively charged resulted in glowing beam called â€Å"Cathode Ray† that traveled from cathode to anode. Findings cathode ray is deflected by electrically charged metal plates positively charged plate attracts the cathode ray negatively charged repels it Thomson knew that opposites attract hypothesized that a cathode ray is a stream of negatively charged particles moving at high speed called particles â€Å"corpuscles†. Later called â€Å"electrons† Millikan’s Experiment US physicist Robert A. Millikan (1868-1953) carried out experiments to find the quantity of an electron’s charge. Oil drop experiment suspended negatively charged oil droplets between two charged plates. then changed voltage on the plates to see how it affected the droplets’ rate of falling he found that the charge on each oil droplet was a multiple of 1. 60 x 10^19 coulomb meaning it was the charge of an electron calculated electron’s mass Millikan’s values for electron charge and mass are similar to those accepted today. An electron has one unit of negative charge and its mass is 1/1840 the mass of a hydrogen atom Protons and Neutrons Four simple ideas about matter and electric charges 1. Atoms have no net electric charge; neutral 2. Electric charges are carried by particles of matter 3. Electric charges always exist in whole-number multiples of a single basic unit; that is, there are no fractions of charges. 4. when given a number of negatively charged particles combines wit an equal number of positively charged particles, an electrically neutral particle is formed.

Essay --

Twyla Tharp Twyla Tharp, an American dancer and choreographer, was born on July 1, 1941 in Portland, Oregon. When Twyla was a child her and her parents moved to Southern California and the family opened a drive-in movie theater the Twyla worked at from the age of eight. Twyla began taking piano lessons at the age of two and dance lessons at the age of four. Twyla’s mother wanted her daughter to be accomplished in many fields so she enrolled her daughter in various arts and other classes such as French, German, and shorthand. Soon after beginning her dance lessons Twyla developed a deep interest in all the types of dance available to her. Twyla attended Pacific High School in San Bernardino, California and studied at the Vera Lynn school of Dance. After High school Twyla left home to attend Pomona College and later transferred to Bernard College in New York City where she studied art history. Twyla later found she had an intense passion in dance so she took dance classes off campus and be gan to study at the American Ballet Theater School where she studied with many great dancers and...

An Interpretation of the ratios for Marks and Spencers and the House of

An Interpretation of the ratios for Marks and Spencers and the House of Fraser Findings ======== This section of the report will be composed of an interpretation of the ratios for both companies. All ratios that form the ratio analysis will be explained, and any trends from within ratios will be highlighted. OVERALL PERFORMANCE Return on Capital Employed: Net profit before tax and interest x100 = % Capital employed The Return on Capital Employed ratio (R.O.C.E) is a hugely significant ratio, and a great deal can be taken from this ratio. The ratio relates to the profit earned in relation to the long-term capital invested in the business. The term 'capital employed' in this equation means the owners' capital plus any long term liabilities (for example long-term loans). This ratio shows the % return on capital invested in the company. A business will aim to have this ratio as high percentage as possible. If the percentage return on capital invested is less than that offered elsewhere, then it may be wise to close the business and invest elsewhere. The ratio analysis shows that Marks and Spencer saw a slight drop on their R.O.C.E from 1999 to 2000, however, they managed to increase the R.O.C.E the following year. The next year, 2002 shows the most significant changes. The R.O.C.E increased from 9.61% in 2001, to 20.89% in 2002. This is almost a 120% increase on R.O.C.E. The House of Fraser had a slightly better R.O.C.E than Marks and Spencer in 2000, however, the following year they experienced a drop of around 1.5%. The result for 2002 shows that The House of Fraser managed to almost double their R.O.C.E from 8.6% in 2001 to 15.91% in 2002. Although this was a healthy increase, The House of Fraser currently have a R.O.C.E th... ...tly. The company needs to be more flexible with the volume and style of clothing they stock. People are much more fashion conscious than they used to be, it is essential for the credibility of a company that they are consistently at the height of fashion. The results for the debtor's collection period for Marks and Spencer are very worrying, especially when compared to The House of Fraser. Marks and Spencer need to dramatically reduce the collection period in order to avoid any problems in the future. Marks and Spencer currently offer their customers the option of having a store card. Although in theory, this is a good idea, especially form a marketing perspective; it can cause many problems in the long run. Customers can leave payment for long periods of time. This leads to Marks and Spencer not being paid for stock they no longer own, and should have been paid for.

Individual Analysis

Individual Case Analysis Contents 1. 0Analysis Using Motivation Theories1 1. 1Equity Theory1 1. 2Expectancy Theory1 1. 3 Three-need Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 2. 0Criticisms of the Management Functions3 3. 0Main Problems Defined4 4. 0References5 5. 0Appendices6 5. 1Appendix 1: SWOT Analysis6 5. 2 Appendix 2: Equity Theory Table†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 1. 0Analysis Using Motivation Theories 1. 1Equity Theory According to Robbins, Bergman, Stagg and Coulter (2003) equity theory was developed by J. Stacey Adam. Campebell, Dunnette and Miller (1969) states the purpose of this theory is aim at employees’ assimilation from a job situation. Kaplan, Reckers and Reynolds (1986) notes these are outcomes, in relation to the efforts they put in, inputs, and then compare with others. In the case, Lisa compares her input-outcome ratio with Leanne, which seems imbalance and unfair. Lisa feels jealous as Steve decided to go again her suggestion to hand over half of her workload to the youngest team member, Leanne. She also sees that Leanne became more dominant. Lisa was treated unfairly by two other members putting the blames at her who forced Steve to reprimand her. The distraught Lisa’s thinking was to give other members of the team who has more experience to take over some of her work rather than Leanne. In the end Lisa lodged a compensation claim for her nervous breakdown cased by Leanne. Also stated by Robbins, Bergman, Stagg and Coulter (2003), employees’ motivation is influenced by rewards. Base on the above-mentioned, Steve should use the equity method in treatments of staff. Therefore, whenever an employee assess their own equity and perceive inequity, he or she will act to correct the situation rather than lack of motivation. Please refer to 5. 2 Appendix 2 for table showing equity theory. 2. Expectancy Theory According to Montana and Charnov (2000), expectancy theory shows that rewards could motivate employees to increase their efforts. Taylor (1964) notes this encourages better performance leading to a positive outcome. Steve applied the expectancy theory under his management. By doing this, he made an announcement that he will increase employees’ salary base on performance rating. Due to massive increase in training loads, Lisa was overworked and with projects behind schedule. Then Green (1992) states on of the believing is that employees believe if they perform well, they will get the reward. Leanne is an ambitious person that is why she offers help as she believes in good performance could get better outcome and reward. On the other hand, according to Montana and Charnov (2000), an employee can decide on which outcome they prefer. Due to immense pressure from overload and conflict with Leanne, Lisa has made a decision to take stress leave. This reduces the efforts Lisa requires to put into her work. 3. Three-need Theory McClelland (as quoted by anonymous, 2008) states an employee’s motivation and effectiveness are influenced by the following: Need for Achievement – McClelland (quoted by Pattanyak, 2006) notes motivation that influences employees to direct his or her behaviour towards attaining goals. According to the achievement explained, Lisa is not motivated to challenge of orking at a problem and do not accept any personal responsibilities for failure, rather leaving the actions and chance for Leanne to achieve the outcome. Need for Affiliation – Courtney (2002) notes McClelland had suggested that people are motivated by different things. Also, base on the statement stated by Tosi, Mero and Rizzo (2000), McClelland’s theory on affiliation has a need for friendly relationships an d have good interactions with others. These people can co-operate well in a team. Referring to the explanation of affiliation, Lisa’s jealousy and conflict with Leanne had caused friction and resignation in the team. It shows there is a lack of communication skills and co-operate for Lisa in the team. Lisa’s personal attitude problem towards Leanne also caused her relationship problems with colleague and manager. Need for Power – McClelland (quoted by Pattanyak, 2006) notes that people at a high position would want the power to control other people for their own goals. According to Ved (2005) there are: Social – controls the company’s movement, and Personal – influence others to further the desire. Leanne entered InsureCo. as a new team member under Lisa’s leadership in a team. Soon after, Leanne quickly made good relationship with the manager and quick to promote her skills, which lead her over stepped the power of Lisa. Therefore, Lisa felt she was unable to control Leanne to achieve her outcome. Lisa has also lost control of her team when couple of the team members resigned. With the lost control of power, Lisa lost the battle to be promoted. Therefore, she is not motivated. 2. 0Criticisms of the Management Functions The management of InsureCo. has several negative practices, they are: – The way Steve manages the company’s environment The way Steve supervise employees, and – How staff co-operate with each other as a team. According to Bell and Smith (2006), the use of communication and verbal skills for managers is vital in their management work. By listening to employees, companies could improve employees’ job satisfaction. According to Deci and Ryab (1985), the greatest motivation act is managers could do for his or her empl oyee is listening. In this case, Steve does not communicate effectively to his staff about his expectations and resolving problem issues within the working environment. He does not think of the concern that if he recognise the new employee, Leanne, Lisa would complain about the recognition. To prevent the complaining obstacle, Steve should listen to Lisa when she complained about Leanne in regards to her I. T. skills. Steve should act on the complaint and assess Leanne’s ability in the I. T. field. If it does prove that she has the skills, there would not be jealousy in Lisa. Schuler and Jackson (1999) mentioned that fair treatment of employee which will make them more committed in an organisation. It means, Steve should treat Lisa and Leanne equally. It is not where he should reprimand Lisa in front of her colleagues and in a way without her giving reasons. This is an embarrassment for Lisa. This also shows there is a lack of fair treatment within the management system of the company. According to Cook (1999), employees will produce more effort in their work when they are appreciated, valued and understood by the employer. Steve should set up a guide of basic principles to coach employees when there is a problem. Base on the value of Lisa to the company, Steve should not reprimand her straight away without any options for explanation and when he did reprimanded her he should explain his decision. Steve could improve the relationship between Lisa and Leanne by informing them how others feel, how much effect can cause, and suggest them how to improve themselves. Steve’s management at InsureCo. he is committed to the company’s goals, according to Salaman (2001), it sometimes refers to as mission statement. In the case, increase salary was any approach that Steve regarded as important. The aim is to fend off growing competition. The increase of salary could not always motivate his staff. The reasons are mentioned in the previous citations. 3. 0Main Problems Defined |Primary Problems |Secondary Problems | |Poor leadership – New leadership of the firm, lack of managerial |Poor motivational skills | |experience. |Staff lacks motivation | |Poor planning – No technical training system been put in. No specific job description written for employees | |No formal policies written for rewards and punishment |Increase in workloads | | |Lack of co-operation | | |Manager has poor communication skills | | |Ineffective communication of expectations | | |Employees’ value not appreciated | | |Overload work causes delays | | |Multitask been given to employees | | |Management has no understanding of employees’ needs | | |Poor relationship between staff and manager | | |Pressure in the training department | | |Lack of fair treatment for staff | 5 . Appendices 5. 1Appendix 1: SWOT Analysis [pic] 2. Appendix 2: Equity Theory Table by Robbins, Bergman, Stagg and Coulter (2003) Perceived ratio comparisonEmployee’s assessment Outcomes AOutcomes B Inputs A Inputs B (Inequity-over rewarded) ———————– Threats ? Exposed weaknesses in the company ? Strong global competitors ? Complaints from staff ? Compensation claim from staff Opportunities ? Government proposed new Financial Services Reform Bill – Make sure entire staff had been trained Weaknesses ? Poor leadership ? Poor planning ? No formal policies for rewards & punishments are written ? Poor motivational skill ? Staff lacks motivation ? No specific job description written for employees ? Increase of workload ? Lack of co-operation ? Poor communication skills ? Staff’s value not appreciated ? Overload work causes delays ? Multitask given ? Management has no understanding of employees’ needs ? Poor decision making ? Pressure in the training department ? Lack of fair treatment for employees ? Strengths ? Large finance and insurance company ? Market presence ? Large customer base ? Long profitable history ? Promotions for employees ?

Cold War2 essays

Cold War2 essays The Cold War never presented any real threat on America. It was nothing more than the propaganda of two battling super powers. The two super powers involved in the Cold War were The United States of America and The Soviet Union. The two countries were constantly battling over who is the most powerful on the planet. The supposed threats were mere techniques of propaganda used to scare the other countries public into believing they were more powerful. Over and over again the U.S would flex its muscles and then The Soviet Union would flex its muscles until eventually one country couldnt. The Cold War lasted a very long time and it was fought through battles such as the Korean War and Vietnam. Each battle split the country and the U.S would take a side and The Soviet Union would take a side and they would use the country as a battle ground. This was the only actual fighting that occurred. The Cuban missile crisis was an important event that took place during the cold war. In the Cuban missile crisis, America was fearing that The Soviet Union had certain missile instalations in Cuba . The U.S found out about these missile installments from satellite imagery that showed the missiles being transported to Cuba and show the missile sites inside Cuba. "With Castro's approval, the Soviet Union began building secret missile bases in Cuba. On October 16, President Kennedy was shown photographs of the missile installations in Cuba." (Rawnsley, 7) On the surface one would get scared by something like this and that is exactly what The Soviet Union wanted to happen. The whole Cold war was propaganda so by scaring the U.S into thinking they had missiles in Cuba gave them the edge on the war. If The Soviet Union wanted to bomb the U.S they could have easily snuck the missiles in and hidden them. They knew about the satellites and purposely exposed the missiles. "A naval blocka de was imposedosed on Cuba to stop the cons...

Free Essays on The Failures Of Affirmitive Action

Once upon a time, there were two people who went to an interview for only one job position at the same company. The first person attended a prestigious and highly academic university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive impact on the company’s performance. The second person was just starting out in the field and seemed to lack the ambition that was visible in his opponent. â€Å"Who was chosen for the job?† you ask. Well, if the story took place before 1964, the answer would be obvious. However, with the somewhat recent adoption of the social policy known as affirmative action, the answer becomes unclear. After the United States Congress passed the Civil Rights Act in 1964, it became apparent that certain business traditions, such as seniority status and aptitude tests, prevented total equality in employment. Then President, Lyndon B. Johnson, decided something needed to be done to remedy these flaws. On September 24, 1965, he issued Executive Order #11246 at Howard University that required federal contractors â€Å"to take affirmative action to ensure that applicants are employed . . . without regard to their race, creed, color, or national origin (Civil Rights).† When Lyndon Banes Johnson signed that order, he enacted one of the most discriminating pieces of legislature since the Jim Crow Laws were passed. Affirmative action was created in an effort to help minorities leap the discriminative barriers that were ever so present when the bill was first enacted, in 1965. At this time, the country was in the wake of nationwide civil-rights demonstrations, and racial tension was at its peak. Most of the corporate executive and managerial positions were occupied by white males, who controlled the hiring and firing of employees. The U.S. government, in 1965, believed that these employers were discriminating against minorities and believed that there was no be... Free Essays on The Failures Of Affirmitive Action Free Essays on The Failures Of Affirmitive Action Once upon a time, there were two people who went to an interview for only one job position at the same company. The first person attended a prestigious and highly academic university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive impact on the company’s performance. The second person was just starting out in the field and seemed to lack the ambition that was visible in his opponent. â€Å"Who was chosen for the job?† you ask. Well, if the story took place before 1964, the answer would be obvious. However, with the somewhat recent adoption of the social policy known as affirmative action, the answer becomes unclear. After the United States Congress passed the Civil Rights Act in 1964, it became apparent that certain business traditions, such as seniority status and aptitude tests, prevented total equality in employment. Then President, Lyndon B. Johnson, decided something needed to be done to remedy these flaws. On September 24, 1965, he issued Executive Order #11246 at Howard University that required federal contractors â€Å"to take affirmative action to ensure that applicants are employed . . . without regard to their race, creed, color, or national origin (Civil Rights).† When Lyndon Banes Johnson signed that order, he enacted one of the most discriminating pieces of legislature since the Jim Crow Laws were passed. Affirmative action was created in an effort to help minorities leap the discriminative barriers that were ever so present when the bill was first enacted, in 1965. At this time, the country was in the wake of nationwide civil-rights demonstrations, and racial tension was at its peak. Most of the corporate executive and managerial positions were occupied by white males, who controlled the hiring and firing of employees. The U.S. government, in 1965, believed that these employers were discriminating against minorities and believed that there was no be...