Whats that fishy smell essays

Whats that fishy smell expositions Trimethylaminuria was first found in 1970 by J.R. Humbert. It was found in a six-year-old young lady with different aspiratory diseases. An inadequacy of trimethylamine-oxidase was appeared in a liver biopsy. The transformed quality, which is answerable for the malady, was as of late distinguished by C.T. Dolphin in 1997 as the quality that codes for the catalyst flavin monooxygenase 3. In a typical individual, dietary choline and trimethylamine-oxide are ingested and separated by microorganisms in the digestive organs, delivering trimethylamine. This is then consumed and moved to the liver. It is oxidized in the liver by FMO3 to trimethylamine-N-oxide, which is unscented. It is then discharged in the pee. In an individual with TMA, there is a lessening FMO3 movement, bringing about the loss of oxidation of trimethylamine. There turns into a gathering and huge discharge of trimethylamine in the pee and from territories of dynamic perspiring. Unoxidized trimethylamine causes the fishy scent of the TMA. Smell issues are such a delicate theme, that numerous individuals are careful about conversing with a specialist about their side effects. The name [fish smell syndrome] contributes enormously to the shame of this issue. It is misdirecting since the scent is variable(Harry W. McConnell). Since trimethylaminuria is so obscure, it takes endures a very long time to discover what's up, and afterward significantly more years to discover somebody who realizes how to appropriately treat them. Since so little is known by specialists and scientists about this sickness, it makes it difficult to treat. Additionally, the patient's response to the sorts of treatment changes, so there is no genuine remedy for the malady. Trimethylaminuria is just at times recognized during youth. The influenced kids, be that as it may, are probably going to become upset and even self-destructive as a result of the issues their smell causes in schools. (Ertan Mayatepek). The scent issues in kids appear to disappea ... <!

Police man free essay sample

My fantasy work is to be a pilice official. I figure work in police would be a fun and energizing. At the point when I watch cops katching or battling with guilty parties on the news, it makes me need to be out there and help them. I likewise like the possibility that I would support numerous individuals. Cops hazard and lose their lives for individuals they dont even know. While there will undoubtedly be heaps of difficulties, the prizes ought to exceed them. As a matter of first importance you can meet an assortment of individuals, it very well may be a mesh option in contrast to an exhausting work area work. It is enormously fulfilling to spare lives each day and furthermore to assist individuals with settling on better decisions. Frequently you will experience individuals best case scenario (sedate addicts, pack individuals, cheats). The most fulfilling part of filling in as a cop is the exceptional open door you need to show these individuals a superior way. We will compose a custom article test on Police officer or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Functioning as a cop would not generally be simple. Consistently would make certain to bring its difficulties. Whatever the difficulties, a definitive prize would be following my fantasy and helping protect my locale serene and. It is said that cop is troublesome occupation to get into on the grounds that there are numerous candidates and it requires some investment to know whether you land the position. I have far to go before I can turn into a cop, however that is my fantasy and I know whether I buckle down enough my fantasy will work out as expected.

Ahead of the Curve The Future of Performance Management

Ahead of the Curve The Future of Performance Management How much do you love the annual performance review? If you are like me, and most other people for that matter, I bet you greatly abhor this yearly ritual.For a lot of employees and managers, the annual evaluation, rating and ranking of employee performance is a time wasting, demotivating, and excessively subjective exercise that does more harm than good in most cases.Instead of helping employees to improve their performance, it actually demoralizes them as they are constantly worrying about their rating and ranking and what it means for their compensation.The issues to do with the ineffectiveness of the performance review are not new.Instead, they have become more visible owing to the evolution that the corporate environment has undergone over the last two decades.Unlike the past where employees were treated like droids who were only supposed to follow orders from their superiors, the modern employee is expected to be more knowledgeable, and to use this knowledge to solve problems an d exercise independent judgement.Owing to the changes in the business environment, modern employees are providing value to companies in intangible ways that are difficult to identify and quantify using performance-management systems from the industrial era.While employees and managers alike know that current performance management systems are outdated and ineffective, about 90% of companies around the world still continue to rate and rank their employees from performance evaluations, and what’s worse, they then use these performance scores as the basis for making decisions on how to compensate employees.This does not mean that managers are content with this ineffective performance management system.Many would love to do away with it, but there’s one problem keeping them from doing it â€" they do not know how they will manage employee performance once they do away with the annual performance review.Will employees become more complacent? Will performance slack?Most importantly, wh at tool with they (managers) use to make decisions on how to compensate employees?Dissatisfied with the current systems, some companies have started looking for alternative ways to manage employee performance in the post-performance review era, and some new, interesting ideas are coming up.For instance, Google has jettisoned the practice of basing employee compensation on performance reviews.Netflix also abandoned the idea of measuring performance against annual objectives, instead opting for a more fluid system that gives ongoing feedback about their employees.Other companies such as Atlassian have done away with the traditional approach in favor of a new system that automates evaluation activities. While different companies are approaching this issue in a different manner, some patterns have started to emerge showing what the future of performance management might look like. Some of these patterns include:Some companies are redefining performance. Instead of trying to differentiat e between the majority of employees who fall within the average, they are putting greater focus on the outliers.Companies are making their performance management more objective by opting for systems that continually collect data about employees, rather than relying on the once-per-year evaluations that are more subjective in nature.Companies are delinking employee compensation from performance reviews, opting instead to base compensation decisions on the employee’s impact.Companies are shifting from backward-facing performance reviews that happen once a year to frequent events that happen as-needed. This approach is more focused on helping employees grow compared to the traditional approach.To understand the future of performance management and how companies can stay ahead of the curve, let’s take a more detailed look into these emerging patterns.REDEFINING PERFORMANCEThe current performance management systems are based on models whose aim was to specialize and continually optim ize disconnected work tasks.These models were introduced over 100 years ago by the likes of Frederick W. Taylor, and this is part of the reason they don’t work today, because they were built for a different kind of work environment.While these Taylorism-based performance management systems evolved in tandem with the nature of work over the course of the next century, their basic fundamentals did not change much.For instance, a measure such as the number of plastic bottles a worker produced within a single working day became more complex and evolved into a balanced performance score based on key performance indicators (KPIs).Just like the initial measure of the number of bottles produced, these KPIs were connected to the company’s overarching goals.As organizations become larger and work became more complicated, the performance management systems also evolved and acquired layers of complexity, while still remaining based on the same fundamental principles.Over time, the number of KPIs measured and weighted to come up with an employee’s performance score increased, while the impact of these KPIs grew smaller and smaller. This, unfortunately, created two challenges.First, the increased number of KPIs to be measured and weighted made the process too cumbersome and decreased the accuracy of the information gathered.In many cases, employees are actually asked to self-report this data. In addition, this increase in KPIs reduced the impact of each KPI.This means that in some cases, the performance of employees gets measured based on KPIs that contribute to less than 5% of the employee’s performance.This dilutes the employees’ focus because they have to focus on insignificant KPIs because these KPIs still contribute to the employee’s performance score.Based on these performance scores, the employees are then rated against each other, and where necessary, the scores are adjusted based on distribution guidelines.In most cases, this is done using the Gaussian distribution curves, also referred to as bell curves.The distribution guidelines of bell curves assume that the bulk of employees fall around the average (meeting expectations), while small numbers of employees fall below the average (underperforming) and above the average (over-performing).This model seems appealing, and is most cases used to determine compensation, with majority of employees receiving average compensation, those who over-perform receiving slightly more compensation, and those who do not meet expectations receiving slightly lower compensation. The bell distribution curve of employee performance: Source: EmpxtrackUnfortunately, while Gaussian distribution curves are intuitively appealing, they are not an accurate reflection of reality.According to research conducted in multiple fields â€" including the arts, sports, business, and academia â€" shows that more often than not, talent-performance profiles resemble power-law distributions rather than bell curves.Power-law curves are sometimes referred to as Pareto curves, because they are based on the Pareto principle, which states that 80% of results come from 20% of the effort.A study conducted by Herman Aguinis and Ernest O’Boyle in 2012   found that in most companies (except in industries where the work is highly manual and low tech), the top 5% of employees exceed the performance of average employees by 400%.This research is what inspired Google to adopt its unfair pay policy.In a bid to ensure retention for its top performers, Google pays employees based on their impact, rather than their performance score.This means that it is possible to find two Google employees doing the same work earning dramatically different amounts of pay, sometimes with the pay varying by up to 300% 500%.Sometimes, you will even find overachieving junior employees earning more than average performers in senior levels.Google believes that since majority of the impact comes from only a small percentage of employees, the key to maintaining high performance is to identify this percentage of employees and compensate them in proportion to their impact.If you are thinking of applying Google’s unfair pay policy in your company, there is one thing you should keep in mind about power-law distributions.Since majority of your impact comes from only a small percentage of your workers, there is no point in trying to differentiate between the performance of majority of your employees who meet expectations but do not over-perform.Finding the differences in the performance of this major ity and compensating them differently in proportion to their differences in performance will do little to improve overall performance, because these people do not contribute much to the overall performance in the first place.In this case, it makes sense to get rid of performance reviews and ratings, since they only irritate and demotivate employees without having any significant impact on improving performance.With this in mind, several companies, including Adobe Systems, General Electric, and Gap have abandoned rankings, ratings, and the yearly performance review.These companies are ditching annual goals in favor of more fluid and flexible objectives, replacing annual or semiannual feedback sessions with more frequent feedback discussions that happen as-needed, abandoning-backward facing rating and ranking systems for a forward-facing coaching and development approach, and placing greater focus on team performance over individual performance.In essence, these companies are redefini ng what performance means to them.They have realized that there is nothing to be gained from identifying and quantifying the small differences in performance among the majority of employees who meet expectations but do not over-perform.Instead, they know that the best way to improve overall performance is to identify and focus on the over-performers and underperformers.These companies have also realized that conducting annual ratings of employees based on the Gaussian distribution curve does little to improve the overall performance.Therefore, instead of demotivating their employees with this much-hated ritual, they are opting to abandon it altogether.COLLECTING THE RIGHT DATAThe shift to new performance management systems will require employers to start gathering the right kind of employee data.One of the reasons that the current performance management systems do not work â€" and part of the reasons why employees hate them â€" is because they are very subjective.Evaluating employee s once a year often results in inaccurate analysis of employees.A better way to evaluate employees would be to use crowdsourcing systems to collect their performance information continually throughout the year and from different sources.This would give better insights and result in a more accurate evaluation of employees.One company that is doing this is European e-retailer Zalando.Zalando has implemented a tool that crowdsources employee performance feedback in real-time from multiple sources, such as campaigns, meetings, project launches, completed projects, problem-solving sessions, and so on.This tool allows employees to request for feedback in real-time from their colleagues, supervisors, and even customers.Through an online app, this tool allows these people to give both positive and critical feedback about the employee in a playful, informal and engaging way.The responses provided on the app are then weighted based on the amount of exposure whoever gave the feedback has to th e employee.Since this data is collected in real-time, throughout the year and from multiple sources, it results in a more accurate evaluation compared to the current approach to annual reviewers where managers have to try to remember details from months ago when evaluating their teams.General Electric has also started using a similar tool known as PD@GE which allows employees and their supervisors to keep track of their performance throughout the year.The tool allows employees to request for feedback from multiple sources, and then maintains a record of the given feedback.The feedback language on the tool is more focused on coaching and development instead of criticism.General Electric hopes that by providing such continuous feedback, this tool will allow employees to continually improve their performance throughout the year, rather than waiting till the end of the year to be told where they need to improve.The point here is that using such tools, companies can automate the collecti on of employee performance data, make this data more accurate and objective, and improve the effectiveness of using this data to help employees improve.Since feedback is given in real-time, it is more accurate and credible to employees.In addition, the fact that feedback is given throughout the year makes it easier for employees to make smaller changes to improve their performance, rather than being asked to make huge improvements at the end of the year during the performance review.Most of these tools are also more focused on providing feedback that will help employees grow, rather than criticism that does not help the employee in any way.We can expect that with advances with technologies such as artificial intelligence and machine learning, such tools will become even more efficient at collecting employee performance data and feedback.In addition, such tools will also make it easier for companies to accurately identify the overachievers who make the biggest contribution to the com pany.For instance, based on aggregated feedback data, the tool implemented by Zalando will automatically show the top 10% (adjustable) performers.The tool also identifies the outliers whose performance is far removed from the average performance.This provides managers with a more objective way of identifying the star performers and those who are truly lagging behind.The best part is that such tools are relative easy and cheap to build and implement, which means that we might see more of them in future.However, they are not without their challenges.For instance, there is the risk that employees could try to game the system with the aim of being ranked as a star achiever or preventing a competing colleague from making it to this ranking.However, advancements in artificial intelligence and semantic analysis might make it harder to game these systems.In some cases, there is also the risk that employees might not be so enthusiastic about these systems, feeling like their every move is be ing watched and evaluated.Such challenges will need to be resolved as these tools become more mainstream.DELINK COMPENSATION FROM RATINGSDelinking compensation from ratings seems to be counterintuitive.For the last century or so, compensation has been based on ratings and performance evaluations, and on the face of it, this seems quite logical.The higher your performance, the better you need to be paid, right?With this approach, mean performance levels are matched with average salary rates in the market.Those who beat average performance levels would also beat market rates, therefore earning more, and those who performed poorly would get lower than average salaries, thereby acting as a disincentive for low performance.Unfortunately, this approach is consistent with the Gaussian curve distribution, which as we saw, is not an accurate reflection of reality.The above approach has a number of challenges.Using the above approach allows companies to compensate employees differently while remaining within an overall compensation budget.Unfortunately, this sometimes leads to managers reverse engineering ratings so as to remain within budget.For instance, let’s say that Peggy outperforms Alice by 5x.However, the manager does not want to pay Peggy 5x what Alice is earning so that he doesn’t exceed the budget.In this case, during the performance review, the manager might reverse engineer the ratings, lowering Peggy’s ratings and slightly increasing Alice’s ratings such that it appears from the ratings that Peggy’s performance is double (rather than 5x) that of Alice, which is also commensurate with Peggy’s compensation compared to Alice’s.However, the problem is that Peggy already knows she works way harder than Alice. In this case, she might assume that her efforts are not being recognized.This could end up making Peggy cynic, demotivating her, and making her less collaborative.In addition, it is good to understand human psychology and how it plays out in regards to these ratings.Generally, people are more afraid of potential losses than they are motivated by potential gains. For instance, the pain of losing $100 is greater than the joy of gaining $100.When performance ratings are linked to compensation, employees pay greater attention to how much they are potentially losing out on rather than how much more they could potentially earn by improving their performance.Unfortunately, this serves to demotivate employees rather than encourage them, yet these performance ratings differences result in only very small variations in compensation.Considering that only a small percentage of employees are outliers, there is not much sense in linking compensation to performance, since this will only serve to demotivate majority of your employees.This is why many technology companies are doing away with bonuses that are pegged on performance ratings, and instead opting for bonuses that are pegged on overall company performance.This gives employees the freedom to focus on work and experiment with new, innovative ideas without fear that a marginal rating differences will affect their salary.However, to keep the outliers who contribute the most motivated, these companies also offer special rewards to overachievers.This way, companies eliminate the anxiety of compensation from the majority of employees, while at the same time having a way for rewarding employees who put in outstanding work.In addition, researchers like Dan Pink have already shown that employees are more motivated by things such as purpose, autonomy and mastery than they are by money.Instead of relying solely on compensation to motivate your employees, you can motivate them by assigning them priority projects and customers, giving them access to assets, empowering them and giving them greater autonomy over their work, recognizing their effort, and so on.By severing this link between performance and compensation, managers will also be able to pay greater attention to inspiring their teams and building their capabilities without worrying about tracking and rating performance.GREATER FOCUS ON COACHINGIn the industrial age, performance management was pretty straightforward.An employee was required to produce 500 bottles or 1000 pins per day.Poor performance meant that the employee was not hitting their quota, and improvement simply meant going back to hitting or exceeding their quota.Today, however, with constantly changing objectives and with jobs increasingly requiring employees to exercise their judgment, performance management has become a lot more complicated.Today, performance management systems should pay greater attention to coaching employees, and doing so at scale.Coaching makes it easier for employees to stretch themselves, work with constantly changing goals, and take on greater responsibility and autonomy.Different companies are coming up with different ways of implementing employee coaching at scale.For instance, we saw that Genera l Electric is changing the feedback language within their PD@GE tool so that it is more focused on coaching rather than criticism.Companies like Zalando are using crowdsourced feedback to let employees know what is working and where they can do better.Several other companies are focusing performance discussions on what employees should do in future, rather than what they did in the past.More and more companies will have to start embracing this to approach if they are to remain ahead of the curve when it comes to performance management.WRAPPING UPCurrent Taylorism-based performance management systems were developed for the industrial age and are thus becoming outdated and ineffective as the future of work becomes digital.Already, companies in industries such as finance, technology and media, which are leading the pack when it comes to embracing the digital future of work, have started pioneering new, innovative approaches to performance management that are suited to the future as wor ks becomes digital.If you want your company to remain competitive when it comes to attracting and retaining top talent and optimizing performance, you will need to quickly follow suit.Of course, these patterns that we have discussed above will play out differently depending on the company, and we can expect that other patterns will emerge as more companies realize that the current model is becoming obsolete.What we can be sure of, however, is that change is coming, and the best thing you can do is to start thinking of how you can start transforming your performance management system before the times catch up with you.

Self Consciousness Burden Or Benefit Essay - 2230 Words

Romantic Self Consciousness: Burden or Benefit? Internalization and self-consciousness seem to be at the root of Romantic poetry. The first generation of Romantic poets struggled to comprehend the complexity of mortality, the natural world and the imagination, thus challenging and inspiring them to express their personal understandings through poetry. Common solutions among the poets came through internalizing their beliefs or to try to escape the burden of self-consciousness. William Blake, William Wordsworth and Samuel Taylor Coleridge are similar in this way, yet they each have different poetic styles. William Blake, although not religious, has a reputation as a mythologist. But he has written in such a way that seems as an escape of self-consciousness. He distinguishes body and soul as one, as well as sight and insight as one, emphasizing the power and importance of the imagination. â€Å"The Book of Thel,† embodies Blake’s common theme of the contrast between innoc ence and experience. He imagines that nature is personified, and that the answers to his deepest questions can be answered by nature’s spoken word. Thel’s character represents Blake wanting to escape the knowledge of mortality and the negative correlation between innocence and experience. She continues to ask personified aspects of nature how they cope with knowing they are mortal. â€Å"I charge thee tell to me,/ Why thou complainest not when in hour thou fade away† (page 65, lines 1-2). In Plate 3, when she asksShow MoreRelatedFerhana Shah. Dr. Neufeld And Dr. Slucki. Honors Colloquium1565 Words   |  7 Pages2017 Transcending Double Consciousness in 20th Century America In The Souls of Black Folk, W. E. B. Du Bois coins â€Å"double consciousness†, as a â€Å"peculiar feeling†¦ this sense of always looking at one s self through the eyes of others† (Du Bois I). He goes on to say that as a black person, â€Å"one ever feels his twoness—an American, a Negro; two souls, two thoughts, two unreconciled strivings; two warring ideals in one dark body,† (Du Bois I). In other words, double consciousness refers to living with twoRead MoreDouble Consciousness and the Stranger Essay1565 Words   |  7 PagesSimmel and W.E.B. Du Bois have had a significant influence on important theories and ideas developed in the Social Sciences. Perhaps two of the most relevant and well-known concepts developed by both of these theorists are the concepts of â€Å"double consciousness† and â€Å"the stranger†. In this paper I will be analyzing both of these pieces of work to draw upon differences and similarities between the two. The similarities I will be elaborating on are the usage of the paradoxical figure, which both SimmelRead MoreUnderstanding Marxs Theories1575 Words   |  6 PagesPresentation marx community Marxs theory of self consciousness I would describe as representative of the interrelation between the development of the individual and the community. As with Hegel, Marxs theory is anti-individualistic: the self is constituted only through its social activities, in which lies its essence. Marx wished to argue that the social essence was also, as it was for Feuerbach, a materialistic, non spiritual concept (unlike Hegels view). Marxs social essence or being wasRead MoreThe Ethics And Ethics Of Abortion1496 Words   |  6 Pagesconsisting of all and only persons. 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(Langlois et al., 2011) One of the greatest concerns is that many in need of mental health services are not receiving treatment.Read MoreTo Room Nineteen Crytical Analysis1710 Words   |  7 Pagesnegatively that impacted Susans domestic responsibilities but rather the lack of emotion within her life and her relationship with her husband, because she could live up to the ideals valued by culture and beliefs but deep down she married for the benefit of others and no love in their relationship or with her children. Traditionally in the mid twentieth century, women held various duties that were crucial to keep their households intact. Most have sacrificed much of their freedom and independenceRead MoreThe Most Obvious Function Of Drug Control1600 Words   |  7 Pagesdrugs may threaten established business and profit. As a result, federal policies are for more concerned with preventing recreational drug use than helping addicts. According to the â€Å" The War on Drugs Winners and Losers â€Å" Ronald Regan introduced the self- perpetuating never- ending war on drugs and in the process generated funding for the third- largest growth industry in the united states (U.S.). In addition funding for drug treatment dropped almost 40 percent during his first term. The criminalRead MoreThe Pros And Cons Of Vegetarianism1524 Words   |  7 Pagesof vegetarianism, it is a lifestyle and a diet that many follow and it is advantageous because it corresponds to religions, ethics, and has health ben efits, in addition, the fact that being a vegetarian is favorable to the environment. Gandhi s belief in ahimsa and satyagraha (non-violence) encompassed dynamic action based on truth, non-violence, self-suffering and willing acceptance of the consequences of one s actions and most importantly, with love in one s heart for and consideration for transformingRead MoreEssay on Furthering Knowlege of Dissociative Identity Disorder640 Words   |  3 Pagesaffected. It has been shown that two or more of these personalities will become dominant over the affected persons behaviour outcomes. (Pais, 2009) Dissociation behaviour is the interruption of the typical processes regarding identity, memory, consciousness and perception. This is the division of conscious awareness in control of thoughts, emotions, and memories in response to a traumatic event that the person may be unable to cope and withstand mentally. (Stickley Nickeas, 2006) Causes of DissociativeRead MoreProbably The Greatest Ecological Problem Of Our Time Is1051 Words   |  5 Pageswill accumulate almost half of the world s population, or about 28 billion people. It is a dilemma written in 1968 that reflects the author s concern over overpopulation. The dilemma consists of a situation in which several individuals motivated by self-interest only end up destroying a limited shared resource, although none of them deserve such destruction. (Hardin, 1968) The dilemma can be interpreted as overexploitation of resources by humans who have a selfish nature that only leads them to look

The Effects Of Eating Disorders On Women And Young Girls

Eating disorders appear to be something that is more common in this country and ignored. Media portrays people do be a certain body frame and it is talked about who has the right body shape and who does not. This makes it extremely difficult for people, especially women. Media and other people put a huge pressure on women and young girls to have a certain body image and shape to be â€Å"beautiful† or more attractive especially to the other gender. This can be a lot of the times when eating disorders come into play. From the video on the dancers, they talked a lot about how it was ideal to be extremely skinny. A woman was so skinny that her bones were popping out and other dancers were jealous and envious that she had that body and they did not. Others want to know how she got to be that way when it was truly unhealthy. One thing that people and society needs to pay attention to is these stigmas and pressures them put on other people. People can go to great lengths and put the mselves at risk to live up to this unrealistic idea. It is important for psychologists to understand this aspect of the culture and the impact it has on eating disorders. It can be culture, media and a great deal of other things that can go into eating disorders. Stereotypically Asian cultures find a certain body type to be more appealing. This body type is more man like; meaning extremely skinny with no curves or fat. This body type is taught to the younger generations and many can be told they are lessShow MoreRelatedThe Influence Of Media Reporting On Society s Perception Of Beauty1730 Words   |  7 Pagesthat over the last decade the media has created an image that is unrealistic and unattainable for teenage girls. As such, based upon a macro perspective, the societal roles, status and expectations of young women have been impacted negatively. This paper will analyze how the combination of media reporting, socioeconomics and sociocultural factors contribute to the development of eating disorders as well as how society s perception of beauty has been distorted. This paper will further support the notionRead MoreThe Between Media And Body Image1348 Words   |  6 Pagesdiscrimination, and condemnation. The thin ideal has been constructed by the society and by the media. But women are affected that kind of construction. Mass media give narrow definition about the standard of beauty. Delis noticed this massage everywhere, especially in the media, â€Å"I am so affected by Glamour magazine and Vogue and all that; I’m looking at all these beautiful women. They’re thin. I want to be just as beautiful. I want to be just as thin. Because that is what guys like† (Hesse-BiberRead MoreSocial Norms Of A Female s Beauty And Body Image1234 Words   |  5 Pageseat the damn red velvet cupcake.† – Emma Stone. 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However, most women cannot achieve having a super-thin body that the media favors. The resulting failure leads to negative feelings about one’s self and can begin a downward spiral toward an eating disorder (National Eating Disorders Association). A particularlyRead More The Medias Influence on Eating Disorders Essay example1100 Words   |  5 PagesThe Medias Influence on Eating Disorders The National Eating Disorders Association states that eating disorders are conditions that arise from factors including physical, psychological, interpersonal, and social issues. Media images help define cultural definitions of beauty and attractiveness and are often acknowledged as one of the factors that contribute to the rise of eating disorders (NEDA). The National Eating Disorders Associations website, The Effect of the Media on Body Satisfaction

Vaclav Havel Into the Heart of a Passionate Writer Free Essays

Writers are a  very passionate group of people. Their identities are shaped and formed through their written words. Their pens, combined with wit, conceive literary works that brighten the stage, screen, book or any other reading material, and influence a great audience. We will write a custom essay sample on Vaclav Havel: Into the Heart of a Passionate Writer or any similar topic only for you Order Now Inspiration is taken from different sources, and choices are varied. Sometimes, too, their tool is used to create literary bombs that are more explosive than physical weapons combined. Vaclav Havel, â€Å"a playwright, human rights activist and former Czech President†, is one influential example of this group. To his countrymen and admirers, he is a notable hero as he was able to shake his nation – former Czechoslovakia [and present Czech Republic] –  to rise up and take action against the evils of society.  He belonged to a wealthy family, who was forced to give up their belongings during Communist rule. This didn’t stop him, however, in furthering his studies though he was deprived of his supposed privileges – even banned from pursuing formal university education. This turning point gave him the opportunity to discover the world of literature and enhance his artistry using his country’s situation as theme in most of his works. Various adjectives may be used to describe him: radical, nonconformist, leftist. But more so, he can be regarded as a very passionate man in his field. As Matt Welch would describe him, â€Å"He’s a fiction writer whose engagement with the world led him to master the nonfiction political essay.† This, he would later prove useful as when chaos threatened to ruin his country. The collection of his writings displays his unmatched creativity at targeting his country’s enemies and defending the rights of his fellowmen. History, Arts Politics Former Czechoslovakia has a rich history to be told, like similar countries that experienced invasion, war and political crisis. That is why politics and the Arts are deeply rooted in the lives and history of Czechs.  During the transition periods from Communism to Social Reformation to Soviet Rule to Reformation, the Arts played a vital role in metaphorically criticizing the system when freedom of expression and direct address were restricted. Czech writers used their skill to relay their country’s grievances to a gathered crowd and even to a few small, silent groups. Havel, having mastered the art of writing as a playwright, extended his talent to writing essays and delivering speeches to address the growing plight of his fellowmen during those times. Examples of his most famous works like â€Å"The Garden Party, Temptation, and The Increased Difficulty of Concentration were long banned in his homeland†. He spent years  in and out of prison because of his open criticisms against dictatorship and fighting for what he believed in. Even for battling personal wars and physical health conditions that nearly killed him, he never failed at implementing his cause. He would often emphasize through his writings and speeches the need to use common sense in governing, emphasizing his total dislike of the â€Å"totalitarian system† and â€Å"fake ideologies†. He wowed the silent and fearful crowd by his straightforwardness and determination in delivering the message across. The contemporary world became his refuge while deeply focusing on the growing need for change, and attacking the system and its allies.  His open letter to â€Å"Gustav Husak, former Czechoslovakia dictator† – denouncing his way of governance and the effect against the Czech people- is one admirable feat. It stirred the uprising that eventually freed his country, thereby eradicating the injustice that Communism brought and successfully owning their long-deprived freedoms at last. The â€Å"Velvet Revolution† started. When the rock group â€Å"The Plastic People of the Universe† were banned and arrested for doing underground performances, Havel co-founded â€Å"Charter 77†, a human rights organization defending those violated which was subsequently supported by the formation of other human rights organizations. Musicians, writers and filmmakers created a light mood out of the dreary situation by organizing theater performances. It resulted to the â€Å"Prague Spring†, which opened opportunities for artists to inform and involve the world of their situation to which the world responded accordingly. This, in turn, led to the stoppage of further performances and exile of those gifted individuals. But due to their boldness and the strong support of the Czech people, a series of groundbreaking events happened that eventually weakened the government. Havel’s written and verbal denunciations were always noticed and observed – reason that he had to pay for by serving prison terms and torture. It still remains a wonder, though, why he wasn’t executed when some of the other reformists were â€Å"purged† by the government. He is just lucky indeed to be alive and continue his mission. His entry to politics was also bittersweet. He had critics, mostly from those exiled during the â€Å"Stalinist-style† governance who were his former counterparts. He immediately shared his platforms, which focused on interaction and involvement, upon assuming the presidential seat. He coined the term â€Å"nonpolitical politics† to highlight his philosophy of leadership with heart and soul, rather than plain implementation of rules. His rule led to gradual and drastic reforms combined. These actions, though, led to some of his former friends calling him a traitor and masked social ally; but, he remained steadfast in his beliefs. Reflections of these events in his life were written in his â€Å"Summer Meditations†. It was his passage to discuss his own conflicts with the world, while helping build a better society. Much was said for and against him, but even for the many negative comments, his positive actions outshone. His independent attitude led to a very colorful and exciting life that he was proud of – and which, also colored his country and fellow men’s once hopeless lives. Modern Czech Theatre and Present Czech Republic The Czech Theatre as well as the Czech Republic will not be what it is now had it not been for the efforts of Havel and a few others. We can say that Czechs, who haven’t experienced the bitter past of their country but have heard about it, can say nothing but praise to the people who led them to democracy.  Freedoms are not deprived anymore, thanks to the â€Å"dramatic political changes† that shaped their country. Now, Czechs can sit back and relax while listening to music or watching shows that depict a freer expression of the artists involved – without fear of prosecution or unjust torture. The Arts have graced the stage throughout their history, but the sweetest result is the present situation where everyone can join and express their thoughts without fear. Many talented individuals have sprung up following Havel and his counterparts’ footsteps. The international scene is now one of their channels in showcasing their gifts. The remaining group of the past, that were once commanded to stop, is proud of the fruits of their labor.  Nobody can’t help observe their situation and lifestyle today without involving politics and the arts, which formed their identity as a nation. Their nation and culture was built on firm foundation strengthened throughout the years that it was under colonial rule. Havel may just be one trigger that sparked the gradual evolution of literature and politics. He could have chosen to stay mum and be a puppet to the system, but his desire to have a free Czechoslovakia and to be a free man prevailed, despite fear of being prosecuted and sentenced.  For most, he may be legendary. To some, downright crazy. But overall, he is one big influence who helped give breathing space for his fellow Czechs while allowing some for himself. Today, he continues to inspire, through his life story and works,   a number of people who look up to him in awe, wondering how he was able to put his act together and do something quite impossible and fearful at first thought, but possible if one is really determined at achieving it. And as a passionate writer with compassion to his homeland, he was able to use his talent to give the greatest gift his country long deserved – freedom – which is made sweeter by the long journey it has undergone before actually owning it. Works Cited â€Å"Czech Republic Today†. The World Book Encyclopedia of People and Places. 2000. â€Å"Havel, Vaclav†. Academic American Encyclopedia. 15th ed. 1994. Welch, Matt. â€Å"Velvet President: Why Vaclav Havel is Our George Orwell and More?† Mar 2003.Reason Online: Free Minds and Free Markets.12 January 2008. http://reason.com/archives/2003/05/01/velvet-president. How to cite Vaclav Havel: Into the Heart of a Passionate Writer, Essay examples

Sophocles, Oedipus, and the Nature of Family Essay Example

Sophocles, Oedipus, and the Nature of Family Paper Family creates a sense of identity for each individual. In the case of Oedipus the King, identity is a very important concept as it helps one establish one’s integrity. One of the themes of the play is the importance and value of family; this gives the tragedy the sense of ‘not knowing’ as it coincides with any prior knowledge that the characters may have of their fate. Sophocles creates the concept of family as an idea of origins; Oedipus enters a journey in which he tries to find himself, through this he subconsciously is on his way of finding his real family, even though he is not aware of it. In the play Oedipus Rex, the idea of the parent’s sins being passed onto their offspring is tested in the sense that Jocasta and Laius did not listen to the oracle, and that is why Oedipus ended up the way that he did. â€Å"Character is destiny† was a quote said by Heraclitus, which means that the character or personality of a certain person will affect their fate. In Oedipus’ case his character was predestined by the acts of his parents prior to him being birth. Jocasta and Laius received strict rules about having children; they did not listen to the oracle, which therefore lead to the death of Laius, which was done by his son, Oedipus. That also led to Oedipus and Jocasta falling in love and having children of their own. Laius and Jocasta were told by the oracle that if they were to have children, that child would kill the father and marry the mother. In order to prevent this Jocasta and Laius had someone send Oedipus into the mountains where he would die. However, they weren’t informed that Oedipus was actually given to another royal family, where he would grow up to be the prince of Corinth. Thinking that Oedipus has passed, the couple led their normal life. When Laius wa s murdered, it was not known that Oedipus was the person who committed the crime as they thought that he has died. Oedipus is aware of the message that the or We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sophocles, Oedipus, and the Nature of Family specifically for you FOR ONLY $16.38 $13.9/page Hire Writer