Managment Diversity

?WORKPLACE DIVERSITY Introduction In modern times, diversity management has been brought to the forefront of organisational issues due to factors such as globalisation and the emerging cultural and individual differences that emerge as a result of this diverse world. The purpose of this paper will be to explore the topic of diversity as it relates to the workplace by discussing perspectives from union groups and HRM practitioners and to investigate the barriers to workplace diversity. Through the discussion, the advantages of diversity will be discussed with an emphasis on the implications for the HR function of the organisation. Overview Workplace diversity relates to the presence of differences among members of the workforce (D’Netto & Sohal, 1999). By creating a diverse workforce organisations are able to tap the ideas, creativity, and potential contributions inherent in a diverse workforce (Aghazadeh, 2004). Diversity in the workplace includes culture, gender, nationality, sexual orientation, physical abilities, social class, age, socio-economic status, and religion (Sadri & Tran, 2002). These individual characteristics shape an individual’s perception about their environment and how they communicate (Kramar, 1998). Organisations can approach diversity is three differing ways: affirmative action, valuing diversity and managing diversity. Affirmative action attempts to monitor and control diversity in an organisation and in doing so senior management can affect the hiring and promotion of individuals (Sadri & Tran, 2002. ) An organisation assumes new individuals or groups will adapt to the norms of the organisation, and will not resist due to fears of reverse discrimination (Sadri and Tran, 2002). Valuing diversity can allow an organisation can focus of the benefits of the differences, therefore developing an environment where all individuals are valued and accepted (Sadri & Tran, 2002). Those members who feel valued to their organisation tend to be harder working, more involved and innovative (Agahazadeh, 2004). Valuing Diversity can affect employees’ attitudes positively, however resistance can be experienced due to a fear of change and individuals discomfort with differences (Sadri & Tran, 2002. ) Finally, managing diversity is when organisations build pecific skills and create policies which obtain the best values of each employee, which will create new ways of working together (Sadri & Tran, 2002). It will provide an opportunity for organisations to manage a workforce which emphasises both organisational and individual performance, whilst still acknowledging individual needs (Kramar, 1998). Although diversity has always existed in organisations, individuals tend to repress their diversity in order to conform to the norms of the organisation and fit into the stereotype of the typical employee (Kramar, 1998). Mismanagement of diversity as a result of unfavourable treatment can inhibit employees working abilities and motivation, which can lead to a lowered job performance (Aghazadeh, 2004). If an environment works well for employees, diversity will work against the organisation, hence the lack of an enabling environment (Kramar, 1998). These fundamental components of workplace diversity can be further viewed through the varying perspectives of union groups, HRM professionals and organisations. PERSPECTIVES AND RATIONALES ON WORKPLACE DIVERSITY From a union perspective Historically the role of unions concentrated mainly on the fight for higher wages, shorter hours and better working conditions. However in recent years a shift has occurred to fighting rights for a diverse workforce (Barrile & Cameron, 2004). Management aims to maximise the contribution of all staff to work towards organisational objectives through forming guiding teams for diversity, training to improve languages and celebrating success. Unions however, implement diversity differently (Barrile & Cameron, 2004). A feminine approach to leadership has been undertaken to broaden a diverse representation. For instance, under the management of CEO Brian Schwartz, Ernst & Young Australia has doubled the number of female partners to ten per cent, made changes to a ‘blokey’ culture and introduced a women’s leadership forum, among other initiatives (Robbins, Bergmann, Coulter & Stagg, 2006). Women union leaders tie diversity in leadership to long-term union survival, articularly in light of the impact that diversity has on organising successes and increased visibility of unions to potential female members. Most of these leaders expressed a â€Å"sense of urgency† about the need to advance women and saw continuing barriers that prevented women from entering and remaining in top positions (Mellor et al. , 2003). To overcome such barriers implementations such as commitment to advancing women in the work force and supporting internal structures to activate women have been undertaken by union’s worldwide (Melcher, Eichstedt, Eriksen, Clawson, 1992). Unions have officially recognised caucuses or other groups that permit people of different colour, including women, to discuss issues of concern within their union as well as in the larger workplace and community (Mellor et al. , 2003). Unions have provided mentoring and leadership training programs. Efforts undertaken by unions to foster diversity have resulted visible changes at all levels of leadership. The remaining task is to make those changes bigger and more permanent. The fact that there is more to do does not mean there is failure; it simply means reinforcing longstanding labour movement commitments to dignity, justice and equal opportunity for all working people (Melcher, Eichstedt, Eriksen, Clawson, 1992). Building on the rationale provided by different union groups, HR practitioners also recognise the importance of promoting a diverse workplace and recognise the impact on business goals. From an HRM perspective There are many HRM perspectives that relate to diversity management in organisations. Most of these HRM perspectives lead towards the contention that a successful diversity management policy can lead to a more competitive, functional organisation. In light of the perspectives and rationales discussed in the HRM literature, there a range of implications for HR managers concerning diversity in the workplace. Management of diversity relates to equal employment opportunity, but effective diversity management goes beyond the basic requirements of an equal opportunity workplace (Barrile & Cameron, 2004). It is important for HR to determine an effective diversity management policy to be able to encourage a more iverse workplace. The most important job for senior HR managers is to consider how diversity will benefit the organisation and how to define its role in the context of the organisation (Kreitz, 2008). An organisation’s diversity policy should aim to establish an heterogeneous workforce that is able to work to its full capacity in an environment where no member, or for that matter group of members, have an advantage or disadvantage based on their individual differences (Torres & Bruxelles, 1992, as cited in D’Netto & Sohal, 1999). In exercising their role, HR managers must constantly apply the principles of diversity in order to maximise and sustain the benefits of a diverse workforce. This means HR managers need to be able to link recruitment, selection, development and retention policies to the overall diversity policy of the organisation (Yakura, 1996). Furthermore, the aforementioned should be carried out with a direct link to the overall business goals, the various shifts in the labour market as well as the more contemporary effects of globalisation (Cunningham & Green, 2007). There are three initiatives that an organisation should utilise to increase the efficiency of its diversity policy. Firstly, there is a need for HR, when recruiting, to increase the representation in the workplace of historically excluded groups (Conrad & Linnehan, 1995). Secondly, the diverse workforce needs to have the necessary empowerment to influence, or at least have input to organisational decision making (Cunningham & Green, 2007). More strategic implications for diversity management exist that recognise the emergence of Strategic Human Resource Management (SHRM). Such implications include building diversity strategies into an overall future success plan, integrating diversity practices with senior management practices and encouraging career development opportunities for all employees (Cunningham & Green, 2007). Ultimately, managing diversity should promote competitive edge in the organisation by recruiting the most appropriate people for the job regardless of their perceived differences (D’Netto & Sohal, 1999). From an organisational perspective: ANZ and Westpac ANZ Bank has responded to the common trends of the Australian workforce with programs to attract and retain a diverse environment that reflects their customer base (ANZ, 2008). An organisation is focused on creating an inclusive culture where all employees are able to contribute, as they believe that diversity and inclusion are essential for high business performance (ANZ, 2008). By managing diversity within the organisation, ANZ is provided with the best talent and a wide variety of experience to achieve success within a global workforce. Similarly, Westpac is determined to enable a diverse workforce that reflects their customers (Westpac, 2008). Westpac has created a culture that understands values and utilises the differences within people, where people can achieve success without encountering bias or being harassed because of gender, race or disability (Westpac, 2008). Both organisations have made efforts to create a diverse working environment through varying HRM practices. For example, HRM within ANZ created the â€Å"My Difference† survey which surveyed more than 13, 500 employees (ANZ, 2008). Within this survey, HR is able to develop a demographic snapshot of the workforce and gather feedback on how their employees perceive diversity and inclusion within the organisation. ANZ also founded the Diversity Council, which introduces policies and sponsors events to create a more inclusive culture (ANZ, 2008). The council attempts to increase awareness by supporting events like International Women’s’ Day and Disability Awareness Week (ANZ, 2008). HR in both organisations has implemented a range of human resource strategies. Disability awareness, plans in both companies outline strategies to increase support and inclusion for customers and staff of the organisation, which include premises being wheelchair accessible (Westpac, 2008; ANZ, 2008). Westpac is also partnered with Disability Works Australia to recruit people with disability to remain a balanced environment (Westpac, 2008). Secondly, to promote age balance, mature age employees are offered flexible working conditions to suit their changing lifestyle (ANZ, 2008). Culturally both banks have planned to help indigenous Australians improve their wellbeing and money management skills. ANZ celebrates cultural diversity by holding â€Å"Annual Cultural Week† (ANZ, 2008). Westpac reflects different cultures by employing members who are able to speak different languages to better understand the customers (Westpac, 2008). To promote flexibility, Westpac has different job designs for individuals’ circumstances, including versatile working hours, job sharing abilities, the ability to work from home, to have career breaks and paid parental leave and affordable childcare at work (Westpac, 2008). On a wider rganisational level, ANZ and Westpac both face a number of popular trends that continue to change the Australian workforce. These include the Australian population becoming increasingly more ethically diverse with 23% of the population born overseas (ANZ, 2008). The population is also ageing and is predicted that in 43 years around 25% of Australia’s population will be aged 65 year or older and the number of women in the workforce has increased from 40% in 1979 to 53% in 2004 (ANZ, 2008). Based upon the actions taken by ANZ and Westpac in this regard, organisations are recognising the benefits of a diverse workplace. The strategies by both companies to increase the representation of women in the workforce, as well as increasing the representation of diverse others, corresponds with the views of both union and non-governmental organisations as well as the perspectives provided through the HRM literature. BARRIERS TO WORKPLACE DIVERSITY Diversity within an organisation can be difficult and expensive to accomplish. Substantial barriers exist in both overcoming laws related to workplace diversity, the actual process of implementing it within an organisation and also the internal characteristics of the individual. The current legislation related to workplace diversity essentially creates an environment in which employers cannot recruit purely on the basis of a desired attribute. The main acts concerned are the Racial Discrimination Act (1975), the Sex Discrimination Act (1984), the Human Rights and Equal Opportunity Commission Act (1984), the Occupational Health and Safety (Commonwealth Employment) Act (1991), the Disability Discrimination Act (1991) and the Workplace Relations Act (1996) (Williams, 2001. These laws essentially shape a scenario for employees where if a desired attribute is sought after, the job must be made appealing to that particular group of people without impairing the opportunity for any other group to obtain the position under the requirements of the legislation. An example of this is Westpac’s initiative to entice more women into their workforce by implementing training programs relating to gender differences in communication and career progression (Westpac, 2008 . ) However, once a company like Westpac overcomes these hurdles, there are still many practical ssues that need to be addressed on an organisational level. If a diversity program is unlikely to be profitable it will not be implemented (Bilimoria, Joy, & Liang, 2008). The monetary benefits (such as new customers, better culture and strategic advantage) involved in implementing such diversity need to outweigh the costs (gaining diversity at the expense of skill) involved in pursuing it. The HR department within the organisation has a difficult task in convincing senior management that a diversity program can be beneficial to the organisation (D’Netto & Sohal, 1999). The argument often provided by senior management against workplace diversity is that it is disruptive to productivity and causes imbalance in the workplace (D’Netto & Sohal, 1999). As a result, the HR function need to be able to present the many advantages of diversity, and provide strong strategic reasoning to ensure that an effective diversity management is implemented. An organisation may also have barriers imbedded in their practices, culture and policies (Bilimoria, Joy, & Liang, 2008). Resolving these issues has benefits for both the legality of the operating of the organisation and the multiplicity of their workforce. If senior management participated in only male orientated social events, such as attending the football, it may alienate women who generally may not participate in such events. Policy can also break both legality and potential for diversity by enforcing requirements such as 10 years continual service to an organisation in order to receive promotion into senior management. This continual service factor discriminates against women who are likely to have children, as it will exclude many from the opportunity to obtain the job. However, it is the individual differences within each person that provide the biggest challenge to achieving diversity. Individual differences amongst people are a major hurdle to workplace diversity, as most people feel comfortable when working in homogeneous groups (Kreitz, 2008). The presence of diverse others places employees outside of their comfort zone and makes people resist embracing the presence of others. Furthermore, research by Kreitz (2008) shows that humans, and organisations as well, are in nature highly resistant to change, further complicating the successful implementation of diversity. Another individual, and highly problematic, barrier to diversity is the language barrier that exists to culturally diverse others. This prevents, and in some cases discourages, the full integration of cultural differences within organisations (Kreitz, 2008). Diversity is clearly beneficial to the organisation. Managing diversity should involve utilising the cultural differences in people’s skills and embracing the diverse range of ideas and skills that exist in a diverse workplace in order to ultimately give the organisation a competitive edge. Benefits to diversity clearly outweigh the costs and evident advantages to workplace diversity are supported by various union groups and HRM practitioners. In order to be successful, diversity must be implemented within a strict legal framework and overcome hurdles relating to the practices and policies of organisations, as well as internal, individual barriers. REFERENCES Aghazadeh, SM 2004, ‘Managing workforce diversity as an essential resource for improving organizational performance’, International Journal of Productivity and Performance Management, vol. 3, no. 6, pp. 1-6 ANZ 2008, viewed 10 September , 2008, http://www. anz. com Australian Bureau of Statistics 2008, viewed 10 September, 2008, http://www. abs. gov. au Barrile, S & Cameron, T 2004, Business Management: Corporate management, people and change. Macmillan Education, Melbourne, VIC. Bilimoria, D, Joy, S, & Liang, X 2008, ‘Breaking barriers and creating inclusiveness: Lessons of organizational transf ormation to advance women faculty in academic science and engineering’, Human Resource Management, vol. 47, no. 3, pp. 423-441 Cox Jr. T & Blake, S 1991, ‘Managing cultural diversity: implications for organizational competitiveness’. Academy of Management Executive , vol. 5, no. 3,pp. 45-56. Cunningham, DD & Green, D 2007, ‘Diversity as a Competitive Strategy in the Workplace’ Journal of Practical Consulting, vol. 1, no. 2, pp 51-55. D’Netto, B & Sohal, A 1999, ‘Human resources practices and workforce diversity: an empirical assessment’, International Journal of Manpower, vol. 20, no. 8, pp. 530-547. Konrad, A & Linnehan, F 1995, ‘Formalized human resource management tructures: Coordinating equal opportunity or concealing organizational practices’, Academy of Management Journal, No. 38, pp 787 – 820. Kramar, R 1998, ‘Managing diversity: beyond affirmative action in Australia’, Women in Management R eview, vol. 13, no. 4, pp. 1-11 Kreitz, PA 2008, ‘Best Practices for Managing Organisational Diversity’ The Journal of Academic Librarianship, vol. 34, no. 2, pp 101-120. Mellor, Steven, Kath, Lisa, Bulger, Carrie, 2003: Bilingualism: Relationships with Willingness to Participate in Union Activities, Hispanic Journal of Behavioral Sciences, 25 (1): 95-109 Melcher, D. Eichstedt, J. , Eriksen, S. , Clawson, D. , (1992): Women’s Participation in Local Union Leadership: The Massachusetts Experience, Industrial and Labor Relations Review, 45, 267-280 Lepadatu, D &Thompson, T, 2008, viewed 15 September, 2008, http://www. allacademic. com//meta/p_mla_apa_research_citation/0/2/2/8/6/pages22860/p22860-1. php Robbins, S, Bergman, R, Stagg, I and Coutler, M 2006, Management, 4th edn, Pearsons Education Australia, NSW. Sadri, G & Tran, H 2002, ‘Managing your diverse workforce through improved communication’, Journal of Management Development, vol. 21, no. , pp. 227-237 Westpac, 2008, viewed 10 September, 2008, http://www. westpac. com. au Westpac. (2008). Diversity and women in management. Viewed 21 September, 2008, http://www. westpac. com. au/Internet/Publish. nsf/content/WICREMCS+Diversity+and+women+in+management Williams, H. (2001). Guidelines on Workplace Diversity. Viewed September 20, 2008,http://www. apsc. gov. au/publications01/diversityguidelines. pdf   Yakura, E 1996, ‘EEO law and managing diversity’, in E Kossek & S Lobel (ed. ), Managing Diversity: Human Resource Strategies for Transforming the Workplace, pp 25 – 30

Monopoly term paper Essay

Monopoly is a market structure containing a single firm that produces a unique good with no close substitutes. It controls supply of a good or service. It is where the entry of new producers is prevented or highly restricted. According to the Business Dictionary, monopolist firms keep the price high and restrict the output, and show little or no responsiveness to the needs of their customers. Most governments try to control monopolies by imposing price controls, taking over their ownership (nationalization), or breaking them up into two or more competing firms. Monopolies exist in varying degrees (degrees (due to copyrights, patents, access to materials, exclusive technologies, or unfair trade practices) almost no firm has a complete monopoly in the era of globalization. So we can see the problem of monopoly is that it can set a higher price than marginal cost. The fact that a monopoly does not face the discipline of competition means that the monopoly may operate inefficiently without being corrected by the marketplace. An example for monopoly might be Comcast. If Comcast were the only cable television provider in your area. If you want cable, you have no choice but to go to Comcast. And because of this, they can charge any price they want. Other local electric power company, campus bookstore or local telephone service might be local monopolies as well. George J. Stigler, director of the Center for the Study of The Economy and the state, professor of economics at the University of Chicago states that a monopoly is free to set any price it chooses and will usually set the price that yields the largest possible profit. There are three problems that often associated with a market controlled totally by a single firm such as inefficiency, inequity and political abuse (AmosWEB Encyclonomic). Inefficiency is the most noted problem in monopoly. A monopoly charges a higher price and produces less output than perfect competition. Also, the price charged by the monopoly is always greater than the marginal cost of production. Income inequality is another problem of monopoly. Monopoly earns economic profit, consumer surplus is transferred from buyers to the monopoly. So buyers end up with less income, and the monopoly ends up with more. Monopoly is able to maintain single-seller status and market control, income continues to be transferred from buyers to the monopoly and to the monopoly resource owners.

Book review Essay

Florence Industries, Inc. is a company which provides three entirely different types of products and services through three divisions of the company: consumer products division, industrial products division and professional services. Each division is treated as an entirely different company and the performance evaluation criteria is return on assets in recent years after major shift. Although, the divisions used to be treated as profit centres, this decision meant they are treated more as investment centres. The Company in 2008 & 2009: From the income statement for 2008 and 2009, it is noticed that there is an increase in revenue by 4% and 11% increase in net profit in 2009. From balance sheet for 2008 and 2009 it is noticed that Florence has issued shared and borrowed long term loan in order to invest in project required high asset cost as the company asset has increased by $ 50,460,000 during 2009. The Company has also declared a dividend to equity of $ 12,570,000 during 2009 and keep $ $11,736,000 to meet future expansion and expense of business Issues and Analysis: Rejecting Proposals Just Based On Gross Margin Requirement: CFO Ben Johnson has recently rejected the new product proposal of product development manager of consumer products division Calvin Marone as its estimated return of 13.67%(exhibit 1) per year was less than the 15% minimum gross return % requirement any new investment proposal should generate in order to get approve. The company’s 2007 gross return was 9.3 % and Ben estimated that it should go up easily to 12% and set target for each division to bring new product proposal of more than 15% gross return generating capabilities. Then again, gross return of Company in 2009 after rejecting the Marone’s proposal was 9.4%. Suppose if Marone’s proposal would have been accepted, then the Company 2009 gross return would have been approximately 9.6% (Exhibit 2) which would have been even higher than 2008 gross return of 9.5%. So, rejecting proposals that would have actually been beneficial just based on gross margin estimations seems redundant. Return on Investment Comparatively Low In Terms of Free Cash Flow: As per the balance sheet of Florence, it is noticed that there has been an increase in cash balance of $ 390,000 during the year 2009 as compared to 2008 balance. During 2009, the  Company has generated cash of $ 42,756,000 from operating activities and $ 13,950,000 from finance activities. Further the Company has used cash of $ 56,316,000(Exhibit 3) in investing activities. Company has used its majority of cash flow generated from operational and financing activities in investing activities. However in case of Florence, the free cash flow is less than the amount of investment made by the company in 2009 which indicate that the company is highly dependent on third party finance for expansion. However, the company has taken initiatives to counter this. They have broken down divisions into investment centres as compared to cost centres which will help enhance the performance of the divisions and influence them to get more out of investments made. By converting the divisions in investment units, it become the overall responsibility of division managers to generate the profit to the company not only on the basis of revenue and expense but also on the basis of total asset employed in order to run the division. Same Performance Evaluation Standard for Each Division: There are some negatives that came out of the Investment Center approach. First, it may not be appropriate to use one Gross return performance standard for all divisions of Florence, considering differences in type of service provided, products, operations, risks, and differences in measurement because of asset age. These divisions cannot be compared with the same yardstick. For example, Professional services division does not use much asset so it will be inappropriate to measure its performance on the basis of gross return % (exhibit 4). Also, as division manager of Industrial Products division tried to explain, Consumer Products Division had a lot of old machines in their assets meaning those depreciated assets, whatever return they come up with, are making things look better in terms of return on assets than they are in reality. Moreover, including allocated corporate asset in the computation of gross return figure means that division and division managers are held accountable for costs and assets over which they don’t have any control at all. Recommendations: Have Other Evaluation Criteria Along with Investment Center Approach: The decision to treat divisions as investment center has its benefits. Benefits of this approach include improvement in operational decision making, reduction in cost of corporate administration, increased motivation at  division level, and freeing corporate management up for more effective utilization. However, there are some pitfalls as well. Just having return on assets as decision criteria isn’t enough and they should take other criteria into account. Criteria like Economic Value Added which takes into account costs of financing the capital or even simple Net Profit which judges the division’s profitability as a whole. And, to counter the problem of having too many old machines in the consumer products division compare to other divisions, the company could take out the depreciation and compare to see how it affects ROA as a whole when taken in to account and when not. That should give the company a clearer picture. Developing a Balanced Scorecard: Developing a balance scorecard should go some way to make sure performance evaluation is fair and is illustrative of actual performance as it takes into account different measures for different functions usually. In this case, Florence would of course has to make it about the divisions rather than functions of business. In the suggested balanced scorecard below (Figure-1) we can see a bit modified targets and measures for different divisions as their goals are slightly different. Figure-1 For both consumer products and industrial products divisions, returns based on both net profit and ROA are important and give a fairer comparison. Customer satisfaction (in Industrial products division’s case it’s more the satisfaction based on compliance with specific designs is another evaluation criteria for both and the target for both should be bettering last year’s performance in each measures. For the professional services division, the growth has been rapid in recent years and retaining that growth will be important. Another important measure is corporate social responsibility i.e. environmental impact studies the division performs which not only is required by the law but also helps build reputation for the company and is part of CSR activities. So, it’s important to keep that into context. Develop evaluation criteria for new projects: Florence Industries Inc. needs to change evaluation criteria for new projects as it is noticed they’re rej ected a project that would have been beneficial for them every which way just because it didn’t fulfil ROA requirement. Along with ROA, CFO Ben could also analyse the below mentioned points before accepting or rejecting any new project: 1)Project payback period 2)Project NPV (Net present value) 3)Project IRR (Internal rate of return) Conclusion: Florence’s sales growth has been phenomenal for a new company and now it’s time to make some major managerial decisions that will shape the future. And, they have started doing so by transforming the divisions into investment centers from profit centers. While it is a good way to go, creating a balance is necessity and having a more comprehensive knowledge about how every division is doing based on more than one evaluation criteria will be important. Each division is run in their own way and the dissimilarities are far greater to just keep evaluating them based on the investment approach. Also, they can’t keep rejecting projects based on one simple requirement as it hinders the growth of the company. That’s why we suggest Florence Industries Inc. to be a bit more open-minded and take broader aspects in consideration and make things fairer for the divisions and the upcoming projects as well.

About information technology Research Paper Example | Topics and Well Written Essays - 500 words

About information technology - Research Paper Example The major processes that take place in information technology include, Data to be used in any project is collected from the field and entered into the computer using several data input devices like the keyboard and the scanner. The data is then stored in the computer system for later use. Storing data in the field of information technology is done with internal computer hard disks and other external storage devices. These devices store data that is important to the users of the systems involved (Doyle, 2000). A database refers to a group of related data collected and stored together in a computer system to be used in the near future. Most database systems contain a number of different components that allow the stored data to be easily accessible by multiple users while at the same time maintaining the integrity of the data (Hannabuss, 2009). Data retrieval refers to the process of obtaining the processed data from the computer by various users. An example of data that is retrieved from the computer is of different nature and can be derived from different sources within the computer storage systems or from external sources (Ray, 2004). The external sources in which data can be retrieved include the Internet and the retrieved data is usually used to facilitate some decision support systems. Data transmission refers to the transfer of data from one computer to the other. Transmission takes three aspects that are, propagation, transmission and reception. The transmitted data is used by the computer users to complete some specific projects and in the decision-making process (Ray, 2004). Transmission can also be done through the Internet. There is a lot of data storage in the world today and the amount of data available for use is increasing each day. An equal number of data users accompany the increase in the amount of data

Accounting for Decision Making Essay Example | Topics and Well Written Essays - 1250 words

Accounting for Decision Making - Essay Example These two important measures of profitability show that the company has made remarkable progress over the nest quarter signifying increased efficiency and effectiveness. However, this is not the case. The statements prepared under the contribution margin rules show that the contribution margin has not improved between the two quarters. The statement prepared implied the company has contribution margin of 52% in the both the quarters, as seen in figure 5, implying that there has no increase in efficiency of controlling variable costs. Therefore, the profit net profit margin under the contribution margin statement remains 14% in both quarters. The increase in the net income under the absorption id due to the allocation of the fixed costs over a greater number of units produced. Mr. Rozen has increased the production levels from 25,000 units to 50,000 units. This has reduced the allocation of fixed costs from $24 in first quarter to $12 in second quarter. Thus the cost of goods sold has decreased by $300,000 which has increased the gross margins and the net margin. Can you make any suggestions for reporting in the future? Absorption approach is construc tive for external reporting. It does not provide the competitors with too much information which they can use to their advantage such as the product cost, the material costs, the labor costs and others. Similarly, this approach considers the costs to the finished inventory as an asset on a balance sheet until it is sold. Therefore, this helps the company to improve its metrics for external stakeholders. Likewise, the Generally Accepted Accounting Principles, or GAAP, requires the publicly held companies to prepare their statements under the absorption approach. (Taylor, 2010) However, for internal users and decision-making, contribution margin approach to income statement is quite useful. Variable costing allows the internal users to understand the product cost of unit which will allow them to decrease variances between actual and budgeted amounts. This helps in controlling costs and overall profitability of the company. With this approach, the managers can make better decisions in a fluctuation sales environment and helps them to accurate the cost of productions for future periods. Likewise, this approach helps to observe an impact of each and every product on the overall profitability of the company. Some products are better absorbers of fixed costs and increase the earnings of the company. Therefore, an adequate decision can be made regarding the discontinuation of product which will least affect the earnings. (Scott, 2012) Do you think Mr. Rosen should be seriously considered for the CEO position? Why or why not? Mr. Rozen has based his decision to increase the production on inadequate information. He has not pondered hard over the impact of his decision on the company’s operations and profitability. With the increase in production, Mr. Rozen only allowed for a better allocation of the fixed costs over a larger quantity of units. This only allowed for the costs to be temporarily seen as assts on the balance sheet in the form of inventory. However, M r. Rozen must understand that the huge amount of inventory that has been created will need to managed and properly maintained over the nest quarter for the sales in future. This will increase inventory handling costs and storage costs that will have

Essay about the provided story Example | Topics and Well Written Essays - 2500 words

About the provided story - Essay Example All these family excursions were great, but I had always wanted to visit California – Hollywood, Rodeo Drive, San Francisco†¦Alcatraz! I just don’t know that I was ready to completely move there. When I began at the school I struggled to meet new people and find my way within the school structure. I was convinced that there was something wrong with me, and that I had trouble meeting people because I was so extremely different that I would never be able to assimilate. Every day at 11:30 I would get a feeling of dread in my stomach knowing that I would soon have to go to lunch and amble awkwardly around, pretending that I actually had a group of people to eat with, and then subtly sit down by myself at a table outside, eating, and wishing that the next bell would just ring so I could slink away to Math class. Even the quadratic formula would beat this. Mysterious Disappearance I realized that eating by myself everyday and spending my weekends watching Full House re-r uns wasn’t the most ideal way to be spending the glory days of my youth. I became frustrated. When I would sit alone I would imagine the life I wish I had. I’d watch the football players laughing with cheerleaders at their table and think they were just lame anyways. I was smart. I thought about things like philosophy and books and Ernest Hemingway. So I’d continue eating my sandwich and watch other groups. One day as I was sitting there, observing people, I noticed two guys walking quickly away from the cafeteria, looking around like they were going to escape from prison or something, and then quickly disappear into the woods. I had no idea where they had gone but I was curious. The next day, after I went through the lunch line and got my hamburger, taitor tots, and milk, I walked around and then saw them standing by the vending machine talking. I had to figure out where they kept going. I sat near where they were standing and put on a happy demeanor. After a m oment they stopped talking and one of them asked me what was being sold for lunch. â€Å"Taitor tots,† I said. He laughed and then they walked off. A few moments later, to my great surprise, they came back and sat at the table with me and joked around for a bit. After they finished, they motioned to each other and said goodbye and then walked down the same path towards the woods that ran adjacent to the cafeteria. I knew they were going to enter the woods again. I still had no idea why. The next day at lunch I looked for them again, even sitting in the same place, but they weren’t there. I didn’t think much of it and the day after that forgot the incident had ever occurred. I decided I wasn’t Perry Mason and gradually lost interest. Fitting In This isn’t a story about not fitting in, however, and indeed, after a few weeks I started making an effort to talk to more people. I even met a friend name Franz. Franz was born in Austria and I thought his n ame was a little weird, but he was a cool guy and we both shared the same interests -- we were readers, played basketball, and could undeniably dominate all lesser-beings on the Playstation. Franz introduced me to his friends and eventually I moved to their table at lunch and began joking around and regaining the same social structure I had back in my hometown. The next semester I moved into the International Baccalaureate program at the school. My classes were a lot more difficult, but I appreciated the challenge and for awhile it

Social class in America Essay Example | Topics and Well Written Essays - 750 words

Social class in America - Essay Example The line that separates the social classes can be vague. Just what the dividing line is and what determines it is subject to the individual’s perception of social standing. Using upper, middle and lower class to classify the various categories in which people may fit is not sufficient. Society is more complex than that. A person’s social standing depends greatly on their upbringing. Simply because a person from a poor family becomes wealthy does not mean they can buy their way into the upper class. The opposite is true as well. This paper breaks the social classes into seven groups to better understand the social classes in American.A person from the upper class is very likely to have been born there and have been schooled from the start to, above all else, represent the upper class ideal of power and prestige. This group is also much more likely than not to have inherited their fortune. Despite the popular perception of this class, they usually do not speak well or beh ave in a â€Å"gentlemanly† way, more like spoiled rich kids for life. Dudley Moore’s character in the movie Arthur is an accurate description of the upper class. The lower-upper class is often referred to as â€Å"new money† as opposed to the â€Å"old money† upper class. This group and their children did not grow up privileged, therefore, understand the value of a dollar, have a good work ethic, are motivated and set goals. Upper-middle class refers to well respected and well paid professional occupations such as doctors, college professors and attorneys. They are considered successful by all classes, especially so by the middle class. The upper-middle is more cultured than the upper or lower-upper class. This group is the biggest supporters of the theater, ballet, symphony and art museums. A person must have at least a bachelor degree but preferably have attained a post-graduate degree to be considered part of the upper-middle class (Skinner, 2009). Th e middle class acts as the dividing line between the upper and lower classes, neither of which has any love for the middle class. The true middle class are the movers and shakers of the nation. They are the real estate and insurance agent, stock broker, entrepreneur, middle manager, car salesman and local politician. They dress for success while fantasizing about expensive cars pretty women and big houses. â€Å"In a free-market society the middle class is always a minority. If your street has a gate and a security camera at the end of it then you are middle class. A middle-class kid can afford a college education, not a web-based degree† (Mason 2010). A middle-class family does not have the electricity shut off due to lack of payment or skip any meals and can afford at least once a year family vacation. The class known as upper-labor is usually associated with the middle class but actually is not. Though some in this group may make more money than some in the middle class an d carry more political clout, they lack the people skills, education and refined character. Their knowledge of culture, history and current events falls short of the middle and upper classes. They are not as adventurous or as well-read in addition to lacking the natural curiosity and drive of the middle class. The lower-labor class is unskilled workers; the roofer, security guard, landscaper, toll booth collector, etc. They do not have expendable income. All their earnings are spent on necessities and they usually come up short each month. They generally must live in small, bug infested government subsidized housing units located in bad neighborhoods. â€Å"Life is lived always under the poverty level and hope and religion play a large role in this class’ culture, because that’s really all it has† (Skinner, 2009). They have very little chance, if any, for upward social mobility and they know this unfortunate reality which leads to drug and alcohol use and abuse which is common. This is the social class that you see on television shows like

The Creation of Identity through Retail Design and Technology Dissertation

The Creation of Identity through Retail Design and Technology - Dissertation Example When looking at retail shop designs and technology, it can be seen that there is a specific focus on influencing the brand in a positive or negative manner. When the designs and technology are incorporated into the brand to show a sense of identity and the correct qualities, then it makes a difference in how consumers respond to the main trends. More important, there is the ability to create more relationships between the brand, consumer and overall identity of specific components that are a part of the retail store. The purpose of this research study will be to define how the retail design affects brand and how it creates specific associations with those that are interested in a specific product. The first definition provided will be based on creating an understanding of design and how it reflects brand as well as identity. There will then be an analysis which is based on the online and technological aspects of design and a store, such as the framework used for design and the way in which the layout of a website store should reflect the physical presence. This will be followed by creating a unique identity through the use of retail designs, specifically by using colors, layouts and other aspects to show what the store offers.

The Role of The CCTV Surveillance Systems in Reducing Crime in City Coursework

The Role of The CCTV Surveillance Systems in Reducing Crime in City Centers - Coursework Example It has been observed that CCTV helps police and security personnel to fight against terrorism. According Abhishek Agarwal CCTV is an integral in the protection of people and their homes. With all the innovations and technology of this world CCTV is among the most important electronic innovations which has brought dramatic change in people lives. As these system works on more sensitive and sophisticated electronic maneuverings which has made its overall more effective explained by Agarwal. â€Å"CCTV’s are funded by partnerships consisting of local authorities and businesses† (qtd.in Staffordshire police).In the last decade the propagation of CCTV has been observed in town centers. Britain is among the most extensive CCTV coverage country in the world. This is due to the proactive approach which was carried by central government with an investment of 38Million pounds to support 585 local CCTVs explained by Coretta Phillips. CCTV has been located in town centers, shops, shopping centers, hospital, building societies but very few of them are installed in housing projects (Coretta Phillips; Crime prevention studies). In addition to the funds from central government , European government and other local bodies have also invested in installation of CCTV with the major aim is to provide deterrence of crime and disorder. It has also explained by many experts that because of its surveillance capability it has become easy to deploy police and other security perso nnel appropriately. It also reduces public’s fear of crime which in return increases the use of public spaces. These cameras can be installed anywhere within the public areas of these systems noticeably or secretly explained by Michael Greenberger,J.D The ability of basic modern cameras includes zoom, pivot, rotate and focus on objects and people upto 300feet away (Ready;2005).also the video output of these cameras can be monitored , recorded and reviewed at a later time or

Native Americans in the United States Essay Example for Free

Native Americans in the United States Essay Based on the ethnic groups (Table 1: Appendix), several beneficial values that helped to shape the United States lifestyle can be described (Holland, 2006). In particular, the brief summaries have given the clear picture of Multiculturalism in the United States in relation to the origin. The United States, for that matter, is captured as a multicultural society that is open to all people with different backgrounds. From an early time, several groups started moving into the region due to various reasons, which allowed for the development of a culturally diverse society. Hence, the United States substantially benefited from the cultural diversity as improved workforce was available for the various work scenarios. Despite the obvious benefits of multiculturalism in the society, some negative forms such as racism, stereotypes, prejudice, and discrimination flourished over several years (Holland, 2006). In the recent past, for example, several ethnic groups such as the African American, Hispanic, and Indian Americans have continually suffered racism, discrimination, and being depicted in certain stereotypes. Firstly, segregation between the Whites and Blacks was a key characteristic of the population before the rise of the civil rights during the 1950s and over (Holland, 2006). Workplaces, schools, commuter busses, and residential areas were segregated between the two groups until in 1954 when segregation in schools was banned. As a result, people started integrating on a multicultural perspective, which led to the realization of better performances and solutions for the workplaces. Besides the significant leap ahead, other factors such as prejudice and stereotyping still exist at the current date. For instance, the African American and Hispanic groups have been stereotyped in the villainous characters such as gangsters, robbers and the like for several decades (Holland, 2006). Such beliefs have existed for several years and are even a common occurrence in media the same way. Hand in hand, prejudice has also resulted from the occurrences. Therefore, prejudice and stereotypes are a normal situation in the culturally diverse environment of the United States. However, the multicultural nature of the country’s population resulted in some positive factors such as creation of a multicultural workforce that can meet the requirements of the target population in an effective manner (Kenyon, 2005). In connection to that, all the ethnic groups in the American landscape are subject to some positive, as well as, negative aspects of the cultural diversity. As a result, prejudice, stereotypes, racism, and discrimination that were once extremely high have considerably low effects on the modern and socially active populations. In conclusion, the United States still leads with regards to the benefits of cultural diversity among its people. Table 1: Multicultural Matrix and Analysis Worksheet. Part I: Matrix What is the group’s history in the United States? What is the group’s population in the United States? What are some attitudes and customs people of this group may practice? What is something you admire about this group’s people, lifestyle, or society? 1. The African American Several African American people are linked to a history of slavery since their ancestors were brought in the United States as slaves. This happened first during the 1600s-1700s, and where they assisted English colonialists to get American independence. Later, prominent leaders such as Martin Luther King, Jr. helped to change discrimination against Blacks. As a result, a breakthrough into the rampant segregation between the whites and blacks reduced. The African American has an approximate population of about 37 million forming about 13 percent of the total population of the United States. The African Americans are characterized by the practice of several cultural activities depicted in their music, art, and lifestyle. As such, they form a significant part of the USA as their culture substantially influenced the American culture. I appreciate the African American lifestyle and their music such as Hip-hop and reggae music. Additionally, I love their celebrations such as the Black history celebrations in which they remember their historic past. 2. The Hispanic and Latino American The Spanish became among the first settlers, before Europeans, to settle in some areas of America such as Florida and California. Several people of this group speak the English language only and have adopted the European-American Culture. On average, the Latino and Hispanic population in the United States is approximately 16 percent of the whole population. This accounts to almost 50 million people. The Hispanics are depicted as religious people who believe in helping one another. Families may be nuclear or extended, and the father is the final decision maker in the family setting, while the mother is the home care taker. However, all family members are expected to assist in the effective functioning of the setting. I love Hispanic music and their musicians such as Ricky Martin and Jenifer Lopez. Additionally, their Mexican foods are an excellent appetizer that I always cannot ignore. 3. The Indian American The Indian American officially became legal citizen in the United States in 1946. The Indians immigrated into the United States via other countries such as Jamaica, South Africa, and United Kingdom among other countries. The Indian population in America is reasonably low at approximately 0. 89 percent of the whole population. As such, this reflects to about 2. 5 million people. The Indian Americans have a strict cultural background and adhere to strict rule on religion, culture, and food among several other practices. Their religions are diverse and may include Hinduism, Islamism, Christianity, and Buddhism. I value the cultural practices of Indians especially those practicing Hinduism as they have fascinating ideas. One example is the caste system, where once in a low or high case system; one is destined to remain right there. 4. The American Asian Asians of the Chinese background came into the United States due to mainly conflicts from their countries. One situation was the Vietnam War, which led to massive migration of the affected into the USA. In the 1970s and 1980s, therefore, was time for the largest Asian migration into the United States. The Americans Asian account for about 5 percent of the United States’ population. As a result of cultural diversity, the American Asians are exposed to several challenges. I admire the Chinese way of life that comprises of fun in the form of art and craft. Additionally, I find pleasure watching some of their movies and appreciate the Yoga. 5. The Native Americans The Native Americans were the original settlers of the United States of America. Relevant sources indicate that they enabled undetectable communication during the World War II using their native language. As pertains to name, the Native Americans are recognized as the first settlers of the United States. However, they account for a small population percentage of about 1 percent. The Native Americans culture show dissimilar practices in all other nations. In particular, those living on reservations show dissimilar cultures from the ones not living on reservations; however, some similarities may exist in their heritage and traditions. The Native Americans fascinate me with their incredible lifestyle such as them living in tepees and their spiritualism. 6. The Bahamian American The Bahamian American migrated into the United States from the Caribbean during the late 19th century in search for job offers in the agricultural sector. The Bahamian American has an extremely low population of about 40,000 people. Hence, it accounts for approximately 0. 01 percent of the whole population. Bahamian Americans preserved their cultural heritage; hence, have a distinguished way of living and culture. The Bahamian way of living and cultural heritage provides an excellent measure of modern living from historical setting. Their cultural practices are engaging. Part II: Analysis Basing on the above listed ethnic groups, several beneficial values that helped to shape the United States lifestyle can be described. In particular, the brief summaries have given the clear picture of Multiculturalism in the United States in relation to the origin. The United States, for that matter, is captured as a multicultural society that is open to all people with different backgrounds. From an early time, several groups started moving into the region due to various reasons, which allowed for the development of a culturally diverse society. Hence, the United States substantially benefited from the cultural diversity as improved workforce was available for the various work scenarios. Despite the obvious benefits of multiculturalism in the society, some negative forms such as racism, stereotypes, prejudice, and discrimination flourished over several years. In the recent past, for example, several ethnic groups such as the African American, Hispanic, and Indian Americans have continually suffered racism, discrimination, and being depicted in certain stereotypes. Firstly, segregation between the Whites and Blacks was a key characteristic of the population before the rise of the civil rights during the 1950s and over. Workplaces, schools, commuter busses, and residential areas were segregated between the two groups until in 1954 when segregation in schools was banned. As a result, people started integrating on a multicultural perspective, which led to the realization of better performances and solutions for the workplaces. Besides the significant leap ahead, other factors such as prejudice and stereotyping still exist at the current date. For instance, the African American and Hispanic groups have been stereotyped in the villainous characters such as gangsters, robbers and the like for several decades. Such beliefs have existed for several years and are even a common occurrence in media the same way. Hand in hand, prejudice has also resulted from the occurrences. Therefore, prejudice and stereotypes are a normal situation in the culturally diverse environment of the United States. However, the multicultural nature of the country’s population resulted in some positive factors such as creation of a multicultural workforce that can meet the requirements of the target population in an effective manner. In connection to that, all the ethnic groups in the American landscape are subject to some positive, as well as, negative aspects of the cultural diversity. As a result, prejudice, stereotypes, racism, and discrimination that were once extremely high have considerably low effects on the modern and socially active populations. In conclusion, the United States still leads with regards to the benefits of cultural diversity among its people. Part III: Sources Holland, C. (2006). Ethnic and Religious Diversity in Central America: An Historical Perspective. Retrieved November 12, 2011 from the Prolades Website: http://www. prolades. com/Ethnic_Religious_Diversity_CAM-Holland. pdf Kenyon, A. (2005). The Importance of Diversity in the Workplace. Retrieved November 11, 2011 from the Leading Today Website: http://www. leading today. org/Onmag/2005%20Archives/may05/ak-may05. html Reference List Holland, C. (2006). Ethnic and Religious Diversity in Central America: An Historical Perspective Retrieved November 12, 2011 from the Prolades Website: http://www. prolades. com/Ethnic_Religious_Diversity_CAM-Holland. pdf Kenyon, A. (2005). The Importance of Diversity in the Workplace Retrieved November 11, 2011 from the Leading Today Website: http://www. leading today. org/Onmag/2005%20Archives/may05/ak-may05. html

Narratives and Memory Work by Nick Rowe | Analysis

Narratives and Memory Work by Nick Rowe | Analysis Aengus Donald A 1000 word review of one of the recommended chapters or articles. Students will choose a chapter or article from one of the prescribed texts, and write a review of the content, as understood by the student in terms of: the writer’s intent, the psychodramatic theory, and its application to practise. Response: Review of Chapter 4: Narratives and Memory Work, by Nick Rowe (2007). Playing the Other: Dramatizing Personal Narratives in Playback Theatre Rowe explores the relationship between memory, narrative and the self and reminds the reader that the audience’s stories are what make up the curiosities that are enacted out in front of them. Rowe personally opens up by sharing a story about his father’s death. This vulnerable space that Rowe sits in allows for resonance and connection with the reader, whilst informing them that that the story is the basis of discussion in this chapter. His actual experience of physically writing the story down years after his father’s death is shared with the reader as a very balanced moment in his life. Drawing on research in the fields of psychology, philosophy and psychotherapy, Rowe intends to compare and contrast different aspects of memory, narrative and the self to show the breadth, depth and scope of the subjects. Rowe proposes that it is misleading to conceptualize playback theatre as a mirror of the essence of a protagonist’s subjective narrative. This is because it denies ‘the relational, negotiated and context-rich’ (Rowe) aspects of Playback theatre as well as negating the humanness of the performers, protagonist, and conductors. Actors may have different responses to the narrative than the protagonist. Actors may have incongruent obstacles of their own. Being present to the essence of the storyline and then responding on the stage set by the director, protagonist and audience members can occur on any range or scale of response. Rowe proposes to utilize a model of a ‘cumulative process of mediation’ in which each time a narrative is retold, the protagonist or client creates and refines the expression of the phenomenological and subjective content of the narrative. MacIntyre proposes that the most efficacious source of â€Å"intelligibility† for human beings is received through narrative, which he believes is the human identity’s organizing principle. If this were the case according to Rowe, every known thing would be spoken into existence, which I relate to the opening creation passage of the bible. I feel that if this was the case, we would be our own gods and all words would be the words of gods. Rowe would sooner agree not with MacIntyre’s notion, but with Griemas’ idea that â€Å"Narrative structures do not exist per se, but are a mere moment in the generation of signification†. Griemas’ school of thought leans more toward meaning making, than MacIntyre’s idea of instantaneously announcing manifestations of life experience. Barclay presents the idea that ‘autobiographical remembering is largely an improvisational act’, played out by ‘protoselves’. This makes me feel that there is simultaneously room for both meaning making and calling experience into existence, and perhaps one can’t exist without the other. Barclay’s work also makes me wonder if we completely embody these ‘protoselves’ when we are being truly spontaneous. Lyotard presents that the idea of self is not one of individual singularity in a world of increasing billions of other individuals, but more so of each human as a nodal point in an growing pool of specific communication circuits. Lyotard sees the self as ‘first and foremost, a practical project of everyday life’ (Holstein and Gubrium, 1995) and it is never a completed object. In Playback theatre people are invited to perform their stories and witness the enactment. This halters the teller’s self-creation process when the control of the protagonist’s enactment has been handed over to the actors. The conductors questioning in Playback allows the events to emerge. Rowe does not believe that this is â€Å"rewriting the self† (Freeman 1993). Vocal language is a primary technique of narrative in playback. Utilizing and encouraging other expressive methods such as â€Å"acoustic, visual, spatial and theatrical images can significantly extend the teller’s memory work† (Rowe). In the section â€Å"Poetry drugs the dragon of disbelief†, Rowe writes that subsequent re-telling of a narrative emphasises an aspect of the story that leads to the question: â€Å"Can we ever trust memory?† (Rowe). Re-enactments through Playback theatre may contribute to the fictionalization of actually false aspects of the memory; in Rowe’s case this is the Red Dress, which turned out to be pink. â€Å"On the borderline of life and death, the colour must be red – pink will just not do† (Rowe). Donald Spence writes of the therapist being engaged as rather â€Å"a pattern maker than a pattern finder in an artistic struggle† (Spence 1982). Enabling people to sit in acceptance of their narrative and themes explored through language and movement is the task of the therapist. I personally resonate a lot with Spence’s notion of making patterns as opposed to finding them. It is much more creative than reductionist in it’s approach. Vocal language has its limitations. As people’s traumas can lie buried within tissues and sinew (Rowe), they may need to be expressed through movement and dance. This may assist to bring traumas to vocalisation, or can be experienced or witnessed as pre-verbal expression. Rowe warns therapists to be as aware as possible of potential body, personal and cultural memories that may arise in sensitive group work. Rowe agrees with Kristeva in that a text can’t possibly be ‘a hermitically sealed unit existing independently on other texts’. This ‘intertextuality’ emphasises the significance of relationships between all aspects of inter-personal and intra-personal narrative. A field of open possibility allows for relationships between different texts and aspects of self to be connected through a paradox of self-definition on the one hand and re-negotiating relationships with both the audience and conductor on the other hand. This point of vulnerability allows the teller to be moulded and evaluated by the group or society at large. The stories that are enacted can have a transformative effect on the audience as well as the teller, creating a group felt shift. Annette Kuhn suggests that public and private memory show to be less separable than has been commonly believed. In this idea, what affects the protagonist is more than likely to affect the audience. Phillips presents the idea that ‘the only good translation is the one that invites retranslation; the one that doesn’t want to be verified so much as altered (Philips 2002).’ This philosophy reminds me of Nietzsche’s attempts at self criticisms. If a translation is hailed as the One True translation, narratives will never be able to be dynamic or interact without eventually going stagnant, but will exist as, as Rowe puts it, ‘a new, but never final, version’. ‘Perhaps call it play-forward theatre?’ asks Rowe, expanding on his theme of an ever-evolving reality of expressive experience.

Defining And Understanding Crisis Intervention Social Work Essay

Defining And Understanding Crisis Intervention Social Work Essay We live in an era in which crisis-inducing events and acute crisis episodes are prevalent. Each year, millions of people are confronted with crisis-inducing events that they cannot resolve on their own, and they often turn for help to crisis units of community mental health centers, psychiatric screening units, outpatient clinics, hospital emergency rooms, college counseling centers, family counseling agencies, and domestic violence programs (Roberts, 2005). Crisis clinicians must respond quickly to the challenges posed by clients presenting in a crisis state. Critical decisions need to be made on behalf of the client. Clinicians need to be aware that some clients in crisis are making one last heroic effort to seek help and hence may be highly motivated to try something different. Thus, a time of crisis seems to be an opportunity to maximize the crisis clinicians ability to intervene effectively as long as he or she is focused in the here and now, willing to rapidly assess the clients problem and resources, suggest goals and alternative coping methods, develop a working alliance, and build upon the clients strengths. At the start it is critically important to establish rapport while assessing lethality and determining the precipitating events/situations. It is then important to identify the primary presenting problem and mutually agree on short-term goals and tasks. By its nature, crisis intervention involves identifying failed coping sk ills and then helping the client to replace them with adaptive coping skills. It is imperative that all mental health clinicians-counseling psychologists, mental health counselors, clinical psychologists, psychiatrists, psychiatric nurses, social workers, and crisis hotline workers-be well versed and knowledgeable in the principles and practices of crisis intervention. Several million individuals encounter crisis-inducing events annually, and crisis intervention seems to be the emerging therapeutic method of choice for most individuals. Crisis Intervention: The Need for a Model A crisis has been de ¬Ã‚ ned as An acute disruption of psychological homeostasis in which ones usual coping mechanisms fail and there exists evidence of distress and functional impairment. The subjective reaction to a stressful life experience that compromises the individuals stability and ability to cope or function. The main cause of a crisis is an intensely stressful, traumatic, or hazardous event, but two other conditions are also necessary: (1) the individuals perception of the event as the cause of considerable upset and/or disruption; and (2) the individuals inability to resolve the disruption by previously used coping mechanisms. Crisis also refers to an upset in the steady state. It often has  ¬Ã‚ ve components: a hazardous or traumatic event, a vulnerable or unbalanced state, a precipitating factor, an active crisis state based on the persons perception, and the resolution of the crisis. (Roberts, 2005, p. 778) Given such a de  ¬Ã‚ nition, it is necessary that crisis workers have in mind a framework or blueprint to guide them in responding. In short, a crisis intervention model is needed, and one is needed for a host of reasons, such as the ones given as follows. When confronted by a person in crisis, clinicians need to address that persons distress, impairment, and instability by operating in a logical and orderly process (Greenstone Leviton, 2002). The profetional, often with limited clinical experience, is less likely to exacerbate the crisis with well-intentioned but haphazard responding when trained to work within the framework of a systematic crisis intervention model. A inclusive intervention allows the novice as well as the experienced clinician to be mindful of maintaining the  ¬Ã‚ ne line that allows for a response that is active and directive enough but does not take problem ownership away from the client. Finally, a intervention should suggest steps for how the crisis worker can intenti onally meet the client where he or she is at, assess level of risk, mobilize client resources, and move strategically to stabilize the crisis and improve functioning. Crisis intervention is no longer regarded as a passing fad or as an emerging discipline. It has now evolved into a specialty mental health  ¬Ã‚ eld that stands on its own. Based on a solid theoretical foundation and a praxis that is born out of over 50 years of empirical and experiential grounding, crisis intervention has become a multidimensional and  ¬Ã¢â‚¬Å¡exible intervention method. However, the primary focus of crisis literature has been on giving aid and support, which is understandable given that the first concern in the aftermath of a crisis is always to provide assistance (McFarlane, 2000), not to conduct systematic research (Raphael, Wilson, Meldrum, McFarlane, 1996). Experts in crisis intervention have focused on practical issues such as developing intervention models that manage postcrisis reactions (Paten, Violanti, Dunning, 2000), with little attention being given to the development of theory (Slaikeu, 1990). Slaikeu stated that crisis theories are more like a cluster of assumptions, rather than principles based on research that explain or predict the effect of crises on individuals. Ursano et al. (1996) agreed, stating that clinical observations and implications derived from mediators of traumatic stress have guided interventions, rather than theory. Although these efforts have increased the understanding of the nature of crises, a need exists to mo ld these assumptions and observations into theory. The field of crisis intervention is predicated upon the existence of the phenomenon of psychological crisis. Because crisis intervention is the natural corollary of the psychological crisis, this review begins with a definition of the crisis phenomenon. Definition of crisis by Caple Crisis occurs when people encounter an obstacle in achieving the important objectives of life. This obstacle and cannot be overcome by means of customary methods used dealing with difficulties.  This results in a state of disorganization and confusion, in which made numerous unsuccessful attempts of solutions. Moreover, the crisis resulted from the problems on the road practically important in achieving objectives, obstacles where people feel that they are not able to overcome through the usual choices and behavior. (1964) by CARKHUFFA and Berenson Crises are crises so that the affected people do not know any ways of dealing themselves with the situation (1977) by Belkin Crises of this personal difficulties or situations that deprive people of ability and prevent conscious control of his life (1984) by Brammer Crisis is a state of disorganization in which man is confronted with the destruction of important objectives of life or profound impairment of their life cycle and methods of dealing with stressful factors.  The term crisis typically refers to a sense of fear, shock and experienced difficulties in connection with the disorder, and not to the same disorder (1985) by MARINO Crisis develops in clear stages: a) the situation is critical, which controls whether the normal mechanisms for dealing deal with difficult enough; b) the mounting tension and disorganization accompanying this situation excess capacity it affected people to cope with difficulties; c) the situation requires reaching for the extra resources (ex. professional counseling); d) may prove necessary referral to a specialist who will help in removal of serious personality disorder (1995) by Badura-Madej The crisis is transitional state of internal imbalance, caused by critical event or life events.  This condition requires significant changes and decisions. (1999) The Chinese word for crisis presents a good depiction of the components of a crisis. The word  crisis  in Chinese is formed with the characters for  danger  and  opportunity. A crisis presents an obstacle, trauma, or threat, but it also presents an opportunity for either growth or decline.   Crisis is self-defined , because crisis is any situation for which a person does not have adequate coping skills. Therefore, What is a crisis for one person may not be a crisis for another person. In mental health terms, a crisis refers not necessarily to a traumatic situation or event, but to a persons reaction to an event. One person might be deeply affected by an event, while another individual suffers little or no ill effects. Crises may range from seemingly minor situations, such as not being prepared for class, to major life changes, such as death or divorce. Crisis is environmentally based. What is now a crisis may not have been a crisis before or would not be a crisis in a different setting.   Basic Crisis Theory: Since Lindemanns (1944, 1956) seminal contribution of a basic crisis theory stemming from his work in loss and grief, the development of crisis theory has advanced considerably. Lindemann identified crises as having: (1) a period of disequilibrium; (2) a process of working through the problems; and (3) an eventual restoration of equilibrium. Together with the contributions of Caplan (1964), this work evolved to eventually include crisis intervention for psychological reactions to traumatic experiences and expanded the mental health fields knowledge base in applying basic crisis theory to other types of crises experienced by people. In addition to recognizing that a crisis is accompanied by temporary disequilibrium, crisis theorists identify the potential for human growth from the crisis experience and the belief that resolution may lead to positive and constructive outcomes such as enhanced coping abilities. Thus, the duality contained in a crisis is the co-existence of danger and opportunity (Gilliland James, 1997). One part of the crisis state is a persons increased vulnerability and reduced defensiveness. This creates an openness in people for trying different methods of problem-solving and leads to change characterizing life crises (Kendricks, 1985). Expanded Crisis Theory: While expanded crisis theory, as we understand it today, merges key constructs from systems, adaptation, psychoanalytic and interpersonal theories (Gilliland James, 1997), the advent of systemic thinking heralded a new way of viewing crisis states. By shifting away from focusing exclusively on the individual in crisis to understanding their state within interpersonal/familial relationships and life events, entry points and avenues for intervention significantly increase. Systems theory promotes the notion that traditional cause and effect formulations have a tendency to overlook the complex and difficult to understand symptomlogy often observed in people in crisis. Especially with younger populations, crisis assessments should occur only within the familial and social context of the child in crisis. More recently the ecological perspective is gaining popularity as it evolves and develops into models of crisis intervention. From this perspective, crises are believed to be best viewed in the persons total environmental context, including political and socio-economic contexts. Thus, in the United States, mobile crisis teams primarily responding to adult populations use an ecological model. Issues of poverty, homelessness, chronicity, marginalization and pervasive disenfranchisement characterize the client population served (Cohen, 1990). Ecocsystem Theory: Most recently an ecosystem theory of crisis is evolving to explain not only the individual in crisis, but to understand those affected by crisis and the ecological impact on communities. For example, the devastating rate of suicide and attempted suicide in Inuit youth reverberates through their communities on multiple levels. Ecosystem theory also deals with larger scale crises from environmental disasters (e.g. oil spills) to human disasters (e.g. Columbine school shootings). Applied Crisis Theory: Applied crisis theory encompasses the following three domains: Developmental crises  which are events in the normal flow of human growth and development whereby a dramatic change produces maladaptive responses; Events such as birth, which is a crisis both for the mother and the infant, the onset of puberty and adolescence, marriage, the menopause, and so on as we progress through the biological stages of life, are known as developmental crises, These differ from situational crisis in that they necessarily occur at a given point in development and everyone has to pass through them. This goes along with Eriksons theory of personality development, in that personality continues to develop through life, changing radically as a function of how an individual deals with each stage of development. There are several causes of developmental crisis. One cause is a deficit in skills that can keep a person from achieving developmental tasks or turn a predictable transition into a crisis. For example, if a parent does not have the skills to be a parent, having a baby could become a crisis situation. Developmental crisis can also occur when the individual is not prepared for milestone events, such as menopause, widowhood, etc. Another cause is when one of lifes developmental transition is perceived by the individual as being out of phase with societys expectations. Examples of this could be leaving home, choosing a partner, marrying, having kids, and retiring. Situational crises  which emerge with the occurrence of uncommon and extraordinary events which the individual has no way of predicting or controlling; Traumatic events which might or might not happen at a given time. These could either be major catastrophes such as earthquakes, floods, etc., which could affect a whole section of society. In other words occurs in response to a sudden unexpected event in a persons life. The critical life events revolve around experiences of grief and loss. like loss of a job, divorce, abortion, death of a love one, severe physical or mental illness, or any other sudden tragic event. One characteristic of situational crises is their sudden onset and unpredictability. While a struggle with developmental issues usually builds over time, situational crises strike from nowhere all at once. Unexpectedness is another factor of situational crises. People generally believe it wont happen to me, and are blind-sided when it does happen to them. Emergency quality is another characteristic of situational crises. When a situational crisis hits, it needs to be dealt with immediately. Situational crises also impact the entire community. These events usually affect large numbers of people simultaneously, requiring intervention with large groups in a relatively short period of time. The last characteristic of situational crises is the presence of both danger and opportunity. Reorganization must eventually begin. This reorganization has the potential for the individual to emerge on either a higher or lower level of functioning. Existential crises  which refer to inner conflicts and anxieties that relate to human issues of purpose, responsibility and autonomy (e.g., middle life crisis). It is a stage of development at which an individual questions the very foundations of their life: whether their life has any meaning, purpose or value. An existential crisis is often provoked by a significant event in the persons life marriage, separation, major loss, the death of a loved one; a life-threatening experience; psycho-active drug use; adult children leaving home; reaching a personally-significant age (turning 30, turning 40, etc.), etc. Usually, it provokes the sufferers  introspection  about personal mortality, thus revealing the psychological repression of said awareness Each person and situation is unique and should be responded to as such. Therefore, it is useful to understand the crisis from one or more of these domains in order to understand the complexities of the individuals situation and to intervene in more effective ways. One would also tend to see a younger population with developmental and/or situational crises (Gilliland James, 1997). Due to the duration of the crisis, we may distinguish Acute crises Chronic crises Stages of a Crisis In order to articulate the elements of a responsive mobile crisis service a conceptual framework of the stages of crisis is presented. There is agreement in the literature that most crisis interventions should last about one to six weeks (Caplan, 1964; Kendricks, 1985). This suggested time frame is based on identifiable stages of a crisis. Frequently cited in the literature (Gilliland James, 1997; Smith, 1978) is Caplans four stages of crisis: Phase I The person has an increase in anxiety in response to a traumatic event;  if the coping mechanisms work, theres no crisis;  if coping mechanisms do not work (are ineffective) a crisis occurs. Phase II In the second phase anxiety continues to increase. Phase III Anxiety continues to increase the person asks for help. (If the person has been emotionally isolated before the trauma they probably will not have adequate support a crisis will surely occur). Phase IV Is the  active crisis   here the persons inner resources supports are inadequate. The person has a short attention span, ruminates (goes on about it), wonders what they did or how they could have avoided the trauma. Their behavior is impulsive unproductive. Relationships with others suffer,  they view others in terms of how can they help to solve the problem. The person feels like they are losing their mind,  this is frightening Be sure to teach them that when the anxiety decreases that thinking will be clearer. While others have proposed slightly varying stages, there are commonalties in understanding that crises are time-limited, have a beginning, middle and end, and that intervention early in a crisis can produce stabilization and a return to the pre-crisis state. No intervention, or inadequate intervention, can result in chronic patterns of behavior that result in transcrisis states (Gilliland James, 1997). Transcrisis: the original crisis event becomes submerged into the unconscious and re-emerges when anxiety is re-experienced. A woman who experienced rape will re-experience problems with being sexually intimate with a man and experience problems in intimate relationships. Crisis stages can be distinguished from mental disorders in that the person in crisis can be described as having normal and functional mental health before and after the crisis. Additionally crisis tend to be of limited duration and after the crisis is over, the clients turmoil will frequently subside. There however persons who can stay in crisis state for month or years. Such individual is described as being In transcrisis state. Its also possible for transcris state to lead to the development of anxiety and other tipes of mental disorder (ex.PTSD). Crisis Intervention Crisis intervention is the form of psychological help, that is focused on therapeutic contact, concentrated on the problem, that caused the crisis, limited in time, when the person is confronted with the crisis and has to solve it. That kind of help lets us reduce the crisis response and minimize functional impairment. (Badura-Madej, 1999) Crisis intervention is emergency first aid for mental health (Ehly, 1986). Crisis intervention involves three components: 1) the crisis, the perception of an unmanageable situation; 2) the individual or group in crisis; and 3) the helper, or mental health worker who provides aid. Crisis intervention requires that the person experiencing crisis receive timely and skillful support to help cope with his/her situation before future physical or emotional deterioration occurs. Crisis intervention provides the opportunity and mechanisms for change to those who are experiencing psychological disequilibrium, who are feeling overwhelmed by their current situation, who have exhausted their skills for coping, and who are experiencing personal discomfort. Crisis intervention is a process by which a crisis worker identifies, assesses, and intervenes with the individual in crisis so as to restore balance and reduce the effects of the crisis in his/her life. The individual is then connected with a resource network to reinforce the change. HISTORY Crisis Intervention Origins of crisis intervention, should be found in the topics related to the suicide prevention, the development of environmental psychiatry, as well as a vocation to life services dealing with emergency psychotherapeutic assistance for victims of traumatic events, such as: war or natural disasters (Badura-Madej, 1999). The roots of crisis intervention come from the pioneering work of two community psychiatrists-Erich Lindemann and Gerald Caplan in the mid-1940s, 1950s, and 1960s. We have come a far cry from its inception in the 1950s and 1960s. Speci ¬Ã‚ cally, in 1943 and 1944 community psychiatrist, Dr. Erich Lindemann at Massachusetts General Hospital conceptualized crisis theory based on his work with many acute and grief stricken survivors and relatives of the 493 dead victims of Bostons worst nightclub  ¬Ã‚ re at the Coconut Grove. Gerald Caplan, a psychiatry professor at Massachusetts General Hospital and the Harvard School of Public Health, expanded Lindemanns (1944) pioneering work. Caplan (1961, 1964) was the  ¬Ã‚ rst clinician to describe and document the four stages of a crisis reaction: initial rise of tension from the emotionally hazardous crisis precipitating event, increased disruption of daily living because the individual is stuck and cannot resolve the crisis quickly, te nsion rapidly increases as the individual fails to resolve the crisis through emergency problem-solving methods, and the person goes into a depression or mental collapse or may partially resolve the crisis by using new coping methods. A number of crisis intervention practice models have been promulgated over the years (e.g., Collins Collins, 2005; Greenstone Leviton, 2002; Jones, 1968; Roberts Grau, 1970). The goals of crisis intervention are relatively limited, relate to the immediate crisis situation and are the following: Reduction in disequilibriurn or relief of symptoms of crisis Restoration to precrisis level of functioning Some understanding of the relevant precipitating events Identification of remedial measures which the client can take or make available through community resources. Connecting the current situation with past life experiences and conflicts Initiating new modes of thinking, perceiving feeling and developing new adaptive and coping responses which are useful beyond the immediate crisis situation, leading to an emancipated maturation and empowerment. Basic Principles While there is no one single model of crisis intervention (Jacobson, Strickler, Mosley, 1968), there is common agreement on the general principles to be employed by EMH practitioners to alleviate the acute distress of victims, to restore independent functioning and to prevent or mitigate the aftermath of psychological trauma and PTSD (Butcher, 1980; Everly Mitchell, 1999; Flannery, 1998; Raphael, 1986; Robinson Mitchell, 1995; Sandoval, 1985; Wollman, 1993). 1. Intervene immediately. By definition, crises are emotionally hazardous situations that place victims at high risk for maladaptive coping or even for being immobilized. The presence onsite of EMH personnel as quickly as possible is paramount. 2. Stabilize. One important immediate goal is the stabilization of the victims or the victim community actively mobilizing resources and support networks to restore some semblance of order and routine. Such a mobilization provides the needed tools for victims to begin to function independently. 3. Facilitate understanding. Another important step in restoring victims to pre-crisis level of functioning is to facilitate their understanding of what has occurred. This is accomplished by gathering the facts about what has occurred, listening to the victims recount events, encouraging the expression of difficult emotions, and helping them understand the impact of the critical event. 4. Focus on problem-solving. Actively assisting victims to use available resources to regain control is an important strategy for EMH personnel. Assisting the victim in solving problems within the context of what the victim feels is possible enhances independent functioning. 5. Encourage self-reliance. Akin to active problem-solving is the emphasis on restoring self-reliance in victims as an additional means to restore independent functioning and to address the aftermath of traumatic events. Victims should be assisted in assessing the problems at hand, in developing practical strategies to address those problems, and in fielding those strategies to restore a more normal equilibrium. The practice of crisis intervention, typically consist of the following (Badura Madej, 1999): Providing emotional support to facilitate the reaction to emotion; Confronted with the reality and countering tendencies to deny and distorted to form at the moment the most important problem to solution; Assess the current ways of coping in terms of their adaptive nature; Referring to good coping strategies or creating new strategies; A plan of assistance. Characteristics of a crisis intervention (Badura-Madej, 1999): Assistance as soon as possible after the critical event, preferably at the time, when the existing ways of coping are exhausted with crisis, and new constructive behaviors yet not created to provide the support reduces the risk run adaptive ways of coping; Focus on the situation and the current problem associated with the crisis (the here and now ), taking into account the individual history of man (analysis of this story helps to understand the nature and depth of the crisis reaction) Emotional support, often also material support (accommodation, shelter, food, drinking, etc.) to ensure a sense of security to the person in crisis; A large intensity of contacts (depending on the situation) and sometimes even daily; Time limit (6 10 meetings) flexibility in assisting interactions from the directive operation, client collaboration, to the non-directive action; Mobilizing the natural support system for people in crisis, cooperation with other institutions, providing possible support from institutions to holistic approach to people in crisis (eg, OPS, police, etc.). Crisis Intervention Models (Gilliland and James, 2005) Practice and intervention literature indicate the usefulness of certain general theoretical models for the construction of concrete measures for persons in crisis.  Belkin (1984) proposes a classification includes equilibrium model, cognitive model and psycho-social model of transformation (Gilliland and James, 2005). Equilibrium model Equilibrium model indicates a basic fact of the continuum balance imbalance, which differentiates functioning non-crisis and crisis.  Persons in crisis, experiencing state of disorganization, lack of balance of basic psychological functions, are not able to effectively use their customary ways of coping and methods of solving problems. The aim of the intervention from the point of view of equilibrium model is to assist the client in regained pre-crisis equilibrium.  therefore the use of this approach is the most justified in the initial stages of intervention, when a person has no sense of control over himself and course of events is confused and unable to take adequate decisions and appropriate action.  Until the client does not recover even though part of the capacity to coping, the main effort should be directed to stabilize the condition of the person.  Only then it is possible to use his abilities to cope, and other internal and external resources to solve a crisis problem.  Equilibrium model considered is the cleanest model of crisis intervention (Caplan, 1961; for: Gilliland and James, 2005). Cognitive model The cognitive model of crisis intervention is based on the premise that crisis are rooted in faulty thinking about the event or situations that surround the crisis not in the events themselves or the facts about events or situations (Ellis, 1962). The goal of this model is to help people become aware of and change their views and beliefs about crisis events or situations. The basic tenet of the cognitive model is that people can gain control of crisis in their lives by changing their thinking, especially by recognizing and disputing the irrational and self-defeating parts of their cognitions and by retaining and focusing on the rational and self-enhancing elements of their thinking. The messages that people in crisis send themselves become very negative and twisted, in contrast to the reality of the situation. Dilemmas that are constant and grinding wear people out, pushing their internal state of perception more and more toward negative self-talk until their cognitive sets are so negative that no amount of preaching can convince them anything positive will ever come from the situation. Crisis intervention in this model can be compared to work on rewriting your own program by the client, which on a positive Coupling back and repeat the exercise in self-assessment of the new situation, be able to change emotions and behavior in a more positive and constructive. Cognitive model can be used in practice when the client has already regained some sufficient level of psychological stability, allowing where appropriate perception, drawing conclusions, making decisions and experimenting with new behaviors. Basic concepts of this approach are fond in the rational-emotive work of Ellis (1982), the cognitive-behavioral approach of Meichenbaum (1977), and the cognitive system of Beck (1976). Psychosocial transition model Psychosocial transition model is another useful approach to intervention in crisis.  This model is based on the assumption that man is the result of the interaction between the genetic equipment, and the learning process, setting the social environment. Both people and their environment and social influence processes are subject to constant change. Therefore, crises may be related to both internal and external (psychosocial, social and environmental) difficulties. The purpose of crisis intervention, as seen from this perspective, is to help, cooperation with client in an adequate assessment of both internal and external circumstances influencing the emergence of the crisis, as well as assist in the selection of effective alternatives to the (clients) existing, inefficient behavior, inappropriate attitudes and inefficiencies how to use the resources of the environment in which I live. To obtain a stand-alone control over his private life customers can be needed for obtaining adequate internal mechanisms to deal with difficulties, as well as social support and environmental resources. The Psychosocial transition model does not perceive crisis simply an interal state of affairs that resides totally within the individual. It reaches outside the individual and askes what system need to be changed. Systems such as family, peer group, work environment, religious community are examples who can also support or interfere with the psychological ada

Archetype of Hero in the Film Amazing Grace :: essays research papers

During the 18th century millions of men, women and children were taken from their homes in Africa and sold into slavery. Few survived the slave ships, and even fewer lived through their slave labors. Few people thought the slave trade was wrong, and to find one who had the courage to stand-up against it seemed impossible. Humanity needed a hero, someone who could establish equality. The movie Amazing Grace tells the account of an Englishman who gave his health and youth to end the slave trade. Like heroes of history and literature, William Wilberforce's story followed the archetype of a traditional hero. William Wilberforce was an example of a common mortal hero. He was a normal, completely realistic person, in that he stumbled many times and often emphasized his humanity by saying, ?Am I not a man After years of work without success he felt he had failed, but he still pressed forward. He possessed no extraordinary power or skill, but he rose to the occasion and changed the world. Not only was William one of the few who was disgusted by the slave trade, he was also one of the select few who had the courage to stand up against it. Someone once said, ?Courage does not consist in feeling no fear, but in conquering fear. He is the hero who seeing the lion on either side goes straight on, because there his duty lies.? William saw the lions?many of them, nevertheless he continued on because he knew it was his duty. William Wilberforce was an ordinary man, but he was able to overcome fear and be a hero. However, he would not have been able to do it without the help of many friends. Loyal companions have played a large role in many hero stories, and the story of William Wilberforce is not different. William Pitt, the Prime Minister, was William Wilberforce?s best friend. He was able to keep Wilberforce in good standing and also assisted in the eventual success of his bill which banned the slave trade. William Pitt also encouraged him to keep trying. After a race across the lawn William Pitt said, ?Why is it that you only feel the thorns in your feet when you stop running? You must keep going, fast.? William Pitt was one of the main reasons for his friend?s success. Without him, William Wilberforce would have quit, and even if he had continued trying he would never have been able to pass his bill.