Celiac Sprue essays

Celiac Sprue essays The absorption of food nutrients through the small intestine is a condition known as celiac Sprue. The intestine is impaired because of an immune reaction to gluten which is a protein found in wheat or other grains that is in much food that people eat. Celiac sprue is generally reversible once certain grains are removed from the diet. The condition is seen in people from all over the world. The small intestine is affected because the inner lining has fingerlike projections called villa. The villa help to increase the amount of surface available for the absorption and digestion of nutrients. In the celiac sprue there is a flattening of the surface and a loss of the normal villa. This leads to a decrease in the amount of absorption of nutrients. Also the enzymes which are normally present in the lining cells of the intestine are diminished which impairs digestion. The symptoms of sprue vary according to the severity and extent of the disease. Symptoms can become apparent during childhood but often disappear during adolescence. They can also reappear in early adult life, usually during the third and fourth decades. If the disease becomes severe it may be associated with dehydration and mineral losses. Weight loss is common, resulting from lack of absorption of nutrients. Occasionally, weight loss may not occur because patients sometimes have extremely large appetites. Because of the lack of absorption of the nutrients, and vitamins patients can develop anemia and easy bruising. Anemia results from lack of iron and folate. Both substances are important for the forming of red blood cells. Thinning and weakness of bones can also occur from lack of calcium and vitamin D. A diagnosis of celiac spruce is usually not apparent, in many instances the physical examination of the patient is normal. The diagnosis is considered in patients with diarrhea and weight loss. Signs of weight loss may be apparent and patients may become p...

Forensic Accounting Assignment Example | Topics and Well Written Essays - 250 words

Forensic Accounting - Assignment Example There has also been growth in the demand for the services of forensic accountants as there is increase in the success rates of investigations that are conducted by forensic accounting (Zimbelman, 2012). There are many engagements of forensic accountants’ services. Computer forensic investigation has trended with an expected of 83% great demand in the next years with the mean anticipated to have a mean of 20% increase (Taylor, 2011). In misinterpretation of financial statements, there have been engagements of forensic accountants or recognition of revenue and valuation of assets carried out at a fair value. Latest events in the field are the increase in demand both in regional and international basis has pushed for more education focusing on the field. The demand has currently led to hiring of consultants from the other countries to detect and prevent fraud. Forensic accounting is a career and employment generation filed due to the activities that are performed in the field. The field is a carrier as the activities that are performed are those that are related to accounting career and forensic science (Zimbelman, 2012). The types of services that are performed such as financial data analysis, business valuation, maintaining documents and damage assessment make the field a career

Self assessment paper Essay Example | Topics and Well Written Essays - 1500 words

Self assessment paper - Essay Example This shows that I am a people - focused individual living in a world of people possibilities and do have excellent people skills. Analysis My BIG 5 Personality Test also shows that I am an extrovert who shows concern with other people’s needs. It shows that I am a person who sets clear goals and ultimately pursues them with zeal and determination. People often regard me as a hardworking and a reliable person. This works very well with me as a team leader. I am also exceptionally calm, unflappable and composed and I do not retort with extreme emotions, even to situations that a good number people would depict as stressful. I also like thinking in plain terms and not in complexities. People consider me as conservative, practical and down-to-earth. This is ideal for my team as I am able to mingle and work well with other members to achieve good results. Personal Needs Description After a thorough self-assessment on my personal needs, I have extensively done a lot of soul-searchin g of myself and I have done a comprehensive analysis of who I am and a better understanding of myself. Analysis I have good listening skills, which I rely on to ensure that workers are more productive. My good listening skills have enabled me to better understand my team of workers and to know their expectations of me as a team leader. It helps me to build a rapport with my team and my superiors. Since I work better in a team-based environment, my listening skills have enabled me to show support, resolve problems with my team, answer questions correctly and find underlying meaning in what others say. I have tips that enable me to listen well which include maintaining eye contact, being attentive, nodding my head, leaning towards the speaker, never interrupting the speaker, always replicating instructions and soliciting suitable questions when the speaker has closed his address. As a good listener, I know that being attentive to what the speaker does not say is as important as being attentive to what he does say. I also look for non-verbal cues such as facial expressions and posture to get the full glimpse of what the speaker is telling me. I know I am a good listener since I know how to minimize external distractions in order to concentrate fully on what I am being told. I respond fully to the person speaking to me and focus solely on the main topic under discussion with an open mind to draw sufficient information from what is being said. I never take offense or become defensive even where the speaker criticizes me. Instead, I do take criticism positively and totally engage myself as I seek clarification (K Singh, 2012). Motivation is the reason for my actions. Motivation is the feelings and thoughts that make us covet to do something, persist in wanting to do it and turn our wishes into action. A number of factors that motivate me include money, bonuses, future promotion, my job, good working relationships, job security and a favorable working environment. I also do get a lot of motivation when I see satisfied team working under happy customers and me. I thrive in meeting my given deadlines and surpassing my targets. An enabling environment is essential to achieve desired goals; given that environment, I can and do surpass almost any work related target placed before me (Singh, 2012). Team Preference Roles Description On the team preference roles, I am both a gatekeeper and a moderate encourager since I have a strong tendency of encouraging my team

Reseach on Performance Work Systems in Local Councils the Case of Harare City Council in Zimbabwe Essay Example for Free

Reseach on Performance Work Systems in Local Councils the Case of Harare City Council in Zimbabwe Essay 1.0 Introduction This chapter forms the basis of the study on the assessment on the role of high performance work systems have on Harare city council workers for effective and efficiency service delivery. This paper is going to provide a background of the study stating the problem, purpose and importance of the study. To add to the above, the objective, anticipated constraints and research questions, including literature review and research methodology are going to be highlighted. 1.1 Background of the study Performance has been a widely researched subject by most social scientist and industrial psychologist in an attempt to establish what motivates people to do what they do, and why they do it. An organisational performance has always been an issue for managers, as it is believed that satisfied workers tend to be more productive, creative and committed to their jobs. There is therefore need to establish whether high performance work systems are what bring satisfactory performance or there are other factors. High performance work systems is a complex and multifaceted concept, which can mean different things to different people. However, the researcher in this study attempted to establish the role of high performance systems, whether it brings positive or negative results with particular attention at Harare City Council. 1.2 Statement of the problem The dilemma at hand is that the Harare city council workers are said to be hindering the performance circles of which are of particular appeal to affect the residents. The council provide services to the residents which are not helpful but only distract them from developing their communities in the proper manner they desire. This is happening due to the failure by the council to carry out good research on its performance since today employees are expected to work in teams rather than solely on their own. They are expected to keep learning new skills and to assume broader roles through the employment security, selective hiring of new personnel, self-managed teams and decentralization of decision making as the basic principles of organizational design, comparatively high compensation contingent on organizational performance, extensive training, reduced status distinctions and barriers including dress, language office arrangements, and wage differences across levels, extensive sharing o f financial and performance information throughout the organisation. 1.3 Objectives of the study 1 To investigate and establish the role of high performance work systems in relation to organisational performance as this affects the service delivery. 2 To establish what causes poor performance and service delivery in the organisation. 3 To find out ways of maintaining and improving staff loyalty, motivation and performance. 4 To recommend on changes to improve council performance and staff welfare policy. 1.4 Significance of the study As a researcher it is of paramount importance to conduct a study on the role of high performance work systems by the local authority. One can easily notice that it is important to carry out this research as it: The research findings of this research were also intended to assist management in addressing concerns and expectations of staff in order to harness their full contribution and effort to the benefit of the organization. The organization would then use the research findings to redesign its human resources policies towards the workers welfare and provide the answers to the questions presented on the sub problems of the research problem. Employees could use the research as a platform to express their concerns and desires to management, which they would not probably get, and also use it as a reference point to those who would intend to do their own researches. 1.5 Literature review Review of related literature is the most important part of research. It refers to the systematic exploration of issues related to the one’s research which has been treated to date by various authors and authorities. According to the high performance work systems Assessment, â€Å"by social impacts we mean the consequences to human populations of any public or private actions that alter the ways in which people live, work, play, relate to one another, organise to meet their needs and generally cope as members of society.† The concept of high performance work systems and organisational performance High performance work systems have been defined as a distinctive managerial approach that enables high performance through people. (1987). High performance work systems are somewhat not quite the same as motivation, but the two are closely linked. Many thoughts and views have been developed to define performance at work but much of it explains one’s reaction, feelings and emotions towards the accomplishment of organisational goals. Many research studies were however founded to explain how people react in the manner they do in their jobs. Various factors have been associated with one’s performance. These factors include: * The level of pay and benefits, * The perceived fairness of the promotion system within a company, * The quality of the working conditions, * Leadership and social relationships * The job itself. Different models were developed to account for the attitudes that people develop at various situations. The following models of job satisfaction shall be discussed to aid the understanding of high performance work systems at work. Classical theories of Maslow (1943), Herzberg (1968) and Vroom in relation to high performance work systems have been the basis of the modern day studies. Abram Maslow proposed a hierarchical theory of five needs, which gained popularity over the years and formed a basis for management studies to human motivation at work. Having been simplified by Clayton Alderfer made a fine-tuning to the hierarchical explanations of human needs to that of three levels. Abbreviated to ERG, (Existence, Relatedness and Growth), Existence needs constituted Maslow’s physiological and safety needs, and Relatedness included internal esteem and social needs and lastly, the Growth stage was made up of self actualisation and external esteem needs. The Wikipedia encyclopaedia cited various models of which can help to explain high performance work systems that were written to by different authors as follows: * The two-factor theory * The job characteristics model * The fulfilment theory * The equity theory These models shall be discussed below to aid the research to find the basis of high performance work systems in the workplace. Theories of Employee Motivation for performance The two-factor theory This theory also known as the motivator-hygiene theory is the work of Fredrick Herzberg (1968). The theory is on the premise that employee satisfaction has two dimensions namely â€Å"hygiene† and â€Å"motivation†. (Agarwal.1983). According to Herzberg, Hygiene factors include those aspects such as company policies, supervision, salary, interpersonal relations and working conditions. Motivators include those aspects that satisfy people such as achievement, recognition, the work itself, responsibility and advancement. The model was criticised by researchers who failed to empirically measure of satisfaction as being a methodological artefact. (Wikipedia encyclopaedia). High performance work systems characteristics Model The model was proposed by Hackman and Oldham (1976), which states that there are five core job characteristics, which impact three critical psychological states. The five core job characteristics include: * Skill variety: employees use a variety of skills to complete their jobs, skills that have been acquired by long years of study and/ or experience and are the primary reason for their employment and work allocation in a business organisation * Task identity: involvement of the employee in all steps of the job, thus providing identification with the task. * Task significance: The significance of the job being properly executed to the well being of the organisation. * Autonomy: The freedom to do the job with responsibility and by oneself. * Feedback: The provision of feedback providing information about the excellence of performance of the job. The three psychological states include: * Experienced meaningfulness, * Experienced responsibility for outcomes, and * Knowledge of the actual results. The Fulfilment theory According to Agarwal (1983), fulfilment theory regard satisfaction as resulting from outcomes (rewards) a person receives or the extents to which a person’s needs are satisfied. The difficulty with the fulfilment approach is that satisfaction is a function of not only what a person receives but also what he feels he should receive and/or wants to receive. People have different expectations and what satisfies one may dissatisfy another. Equity Theory According to literature by Agarwal (1983), a person’s satisfaction is determined by his perceived equity. Received equity is, in turn, determined by his input-output balance as compared to his comparison others’ input-output balance. Input-output balance is a perceived ratio of what a person receives from his job relative to what he put in the job. According to the equity theory, either under reward or over reward can lead to dissatisfaction although the feeling associated with them are different. As illustrated by the following diagram the comparison may result in one feeling unfairly treated when outcome received appears lower than others or feels guilty when received more than others. The equity theory A Perceived outcomes actually received A = B Satisfaction A B Dissatisfaction A B Guilty and discomfort Perceived personal input B Perceived personal outcome that should be received Perceived outcome of comparison others Perceived input of comparison others Fig 1.Equity Theory (Agarwal 1983) Determinants of high performance work systems Agarwal (1983) says that there are various factors that determine performance. These are discussed below. Employee Supervision As with Herzberg hygiene factors, supervision is critical to provide leadership to employees’ performance. A good leader is one who establishes trust from his followers and promotes feedback. He knows how to treat employees at different situations. Research has shown that low performance and low productivity occurs when a supervisor is a laissez faire type of leader. Agarwal (1983). Research has also discovered that those people’s reason to seek employment is to get paid (money) though not a motivator but they desire to be paid fairly. Management must always ensure consult for salaries and benefits to see whether their employees match the market. (Putting Theory Into Practice, October 1999 publication) The work group in relation to employee performance Employees need to socialise with others to create an environment of belongingness, develop a sense of camaraderie and teamwork. Social interaction creates organisational performance though depending on their affiliation. Inappropriate behaviour should not be encouraged though because of influences, but strong reprimands should be exercised. (Putting Theory Into Practice, October 1999 publication) Job content in relation to high performance work systems Employees need to feel that the work or task they are doing is of great importance to the company. Their contributions result in positive outcomes. It is therefore essential for management to recognise as an important a task to the overall achievement of the organizational goals. Agarwal cited Herzberg, Mauner and Suyderman as holding a view that job content factors such as achievement, recognition, advancement, responsibility and the work itself tend to provide satisfaction but their absence such as supervision, working condition, company policies and salary tend to produce dissatisfaction but their presence does not produce satisfaction. Age in relation to performance According to Agarwal (1983), some research works have reported a positive correlation between age and performance. Older workers tend to be more satisfied with their jobs than their younger counterparts because older workers are said to have adjusted to their jobs while young workers still have ambitions and need for advancement. Job Satisfaction and performance The analysis of results from the work of Herzberg et al, on twenty-six studies focusing on the relationship between job satisfaction and performance, fourteen of these showed that workers with positive job attitudes had higher performance than those with negative attitudes. Nine studies have shown that job attitudes and performance were not related, and in three studies, workers with positive attitudes had poorer performance records than those with negative attitudes. Lawler, 1977 and Porter, 1961, hold the view that it is productivity that leads to satisfaction and not the vice versa. Performance leads to rewards and if these rewards are considered to be equitable in relation to the perception of the worker of the rewards of his referent others and his perceptions of what he should receive, he will experience satisfaction. The following is the illustrative diagram. Model of performance leading to satisfaction Perceived equity of rewards in relation to referent others Performance Reward intrinsic extrinsic Satisfaction Perception of how much he should receive Fig 2.Source: Agarwal 1983: Model of performance leading to satisfaction Adapted from Lawler III Porter â€Å"The effect of Performance on job satisfaction†, Human relations, October, 1967 P23 1.5 Justification of the study The area of discussion is worth studying because it aims at alerting the management of the Harare City Council how their service provision are being hindered by the employee performance, thus organisational performance is affected as well. As such the research is vital as it will help in gathering or adding information on the importance of high performance work systems being as well as its importance to the Ministry of local government urban and rural development. The Minister will be able to see if there are any amendments which need to be done and if there are any gaps left which need to be filled. Furthermore the research will see the researcher attain the ultimate goal for a Bachelor of science Honours degree in Local Governance Studies 1.6 Research Methodology Various techniques will be exploited to achieve the proposed objectives of the study. Haralambos (1995:36) asserts that: Any academic subject requires methodology to reach its Conclusions, it must have ways of producing and analysing Data so that theories can be tested, accepted or rejected without a systematic way of producing knowledge the findings can be dismissed. The researcher is going to use both quantitative and qualitative techniques to come up with conclusions as both techniques can be used to complement each other as well as questionnaires. According to wordiq.com (2011), quantitative research is the numerical representation and manipulation of observations for the purpose of describing and explaining the phenomena that those observations reflect. It is bent on developing and employing mathematical models. On the other hand, Qualitative research is a method of inquiry appropriated in any different disciplines. It means a non numerical data collection or explanation based on the attributes of the source of data. Qualitative research is used to gain insight into peoples behaviour, attitudes, value systems, motivations concerns, aspirations, culture or lifestyles. Christensen (1994) expressed that a sample makes a better study. Leedy (1993) agreed with the same idea saying that, â€Å"the larger the sample the better.† I will select the people that are going to give relevant information to this study for example the most affected people and the possible problem solvers. 1.7 Research Tools (a) Interviews (Group The researcher intends to use interviews as a research technique. Gray et al (2007) allude that the best data gathering technique for survey research is the interview. These interviews will be done in groups so as to save time. (b) Observation The researcher will use observation in tackling the research problem. The rationale for using this technique is that the researcher intends to learn about the sensitive issues that participants might be unwilling to disclose or talk about with regards to the research. (c) Analysis of secondary sources The researcher will make use of other researchers that have been studied in relation to the field under study. This will be done in order to weigh the impacts that the previous researchers have had. Target Population The study will be focussing on the Harare City Council employees. Anticipated constrains Wikipedia (2011:4) notes that any limit or restriction given for the design process is called a constraint. The study is likely to encounter a number of challenges which may compromise the quality of research results and these include: (a)Access to information The information is mostly confidential in the Harare City Council thus releasing information might be problematic. Some may be reluctant to disclose such information as such the respondents will be guaranteed that their information will be treated with utmost privacy and confidentiality. (b)Resources Resources such as time and finance may compromise the quality of the research as the researcher is a student with other university commitments RESEARCH REFERENCE LIST Argawal R.D.(1983) Organisation and Management, Mcgraw-Hill, Tata Boxall P., Macky K. Rasmussen E., (2003)‘Labour turnover and retention in New Zealand; the causes and consequences of leaving and staying with employers’ Asia Pacific Journal of Human Resources. Vol 41 (2)., Cascio, W.F. (2003) Managing Human Resources: Productivity, quality of work Life profits (6th ed.). McGraw-Hill Irwin. French, W.L. (1998) Human Resources Management. Boston, New York: Houghton Mifflin Company Ivancevich et al (1989):Foundations of Personnel ,Human Resources Management Kreitner, R., Kinicki, A. (2001) Organisational behaviour (5th ed.). Irwin McGraw-Hill. Milkovich, G.T., Boudreau, J.W. (1994) Human Resource Management (7th ed.). IRWIN Publishers, USA. Morrell W. H., Loan-Clarke J. Wilkinson J (2004), ‘Organisational change and employee turnover’, Personnel Review, vol 33 (2) Morris W.T. (1972). Management for Action: Psycho Technical Decision making. Reston. Mowday, R., Porter, L., Steers, R. (1982) Employee-organizations linkages – The Psychology of commitment, absenteeism and turnover: Academic Press, .London Rhodes, S.R., Steers, R.M. (1990)., Managing employee absenteeism Addison: Wesley Publishing Company, USA Spector, P.E. (1997)., Job satisfaction: Application, assessment, causes and Consequences: SAGE Publications, USA Van der Merwe, R., Miller, S.(1988),. Measuring absence and labour turnover: A Practical guide to recording and control. Lexicon Publishers., J

Critical Review of Helping Students Meet the Challenges of Academic Wri

‘Helping students meet the challenges of academic writing’ by Fernsten and Reda is an interesting study how reflective writing practices can be useful for marginalized students, who are struggling with â€Å"negative writer self-identity. The possible causes according to Fernsten & Reda are, â€Å"issues such as race, class and gender that are marginalized factors for many basic writers†, in addition to the expectations of the dominant academic culture. However, even though Fernsten & Reda illuminated the ‘potential conflicts’ within the academic world, they have failed to provide conclusive evidence that supports their argument regarding their solution. Their reliance on dated research that provides a one sided historical perspective, may no longer accurately reflect current socio/economic issues. In addition, education has been evolving to an inclusive curriculum approach, as immigrated children enter the school system in record numbers. à ¢â‚¬Å"Persons obtaining legal permanent status in the U.S from the year 2000-2010 are roughly eleven million† (Homeland Security,pg.10/2010). Fernsten & Reda’s confidence of their own limited teaching practices without legitimate comparables from an empirical study leads to their underlying assumptions about the true effectiveness of reflective writing strategies and the causes they believe are associated to a student’s socio/economic background. Evidence given in Fernsten & Reda’s article, lists the numerous barriers students endure academically due to their socio/economic background. Factors include â€Å"negative self-identity of believing they are ineffectual and inept writers and internalize aspects of negative instructor discourses†. (Fernsten & Reda). Additional confirmation under the ... ... practices could be put into action, to build towards an anti-biased curriculum and inclusive environment. Works Cited 1) Carbone II, Steven A. (2010). Race, Class, and Oppression: Solutions for Active Learning and Literacy in the Classroom. Student Pulse, 2.01. Retrieved from: 2) Routio,Pentii. (2007). Planning an Empirical Study & Normative Point of View. http://www2.uiah.fi/projects/metodi 3) Kenneth Tyler | Ruby Stevens | Aesha Uqdah. (2003-2009). PREVALENCE OF CULTURAL BIAS EDUCATION. The Gale Group, Inc. All rights reserved http://www.education.com/reference/article/cultural-bias-in-teaching/ 4) Homeland Security. (2010) 2010 Yearbook of Immigration Statistics. Office of Immigration Statistics. http://www.dhs.gov/xlibrary/assets/statistics/yearbook/2010/ois_yb_2010.pdf Critical Review of Helping Students Meet the Challenges of Academic Wri ‘Helping students meet the challenges of academic writing’ by Fernsten and Reda is an interesting study how reflective writing practices can be useful for marginalized students, who are struggling with â€Å"negative writer self-identity. The possible causes according to Fernsten & Reda are, â€Å"issues such as race, class and gender that are marginalized factors for many basic writers†, in addition to the expectations of the dominant academic culture. However, even though Fernsten & Reda illuminated the ‘potential conflicts’ within the academic world, they have failed to provide conclusive evidence that supports their argument regarding their solution. Their reliance on dated research that provides a one sided historical perspective, may no longer accurately reflect current socio/economic issues. In addition, education has been evolving to an inclusive curriculum approach, as immigrated children enter the school system in record numbers. à ¢â‚¬Å"Persons obtaining legal permanent status in the U.S from the year 2000-2010 are roughly eleven million† (Homeland Security,pg.10/2010). Fernsten & Reda’s confidence of their own limited teaching practices without legitimate comparables from an empirical study leads to their underlying assumptions about the true effectiveness of reflective writing strategies and the causes they believe are associated to a student’s socio/economic background. Evidence given in Fernsten & Reda’s article, lists the numerous barriers students endure academically due to their socio/economic background. Factors include â€Å"negative self-identity of believing they are ineffectual and inept writers and internalize aspects of negative instructor discourses†. (Fernsten & Reda). Additional confirmation under the ... ... practices could be put into action, to build towards an anti-biased curriculum and inclusive environment. Works Cited 1) Carbone II, Steven A. (2010). Race, Class, and Oppression: Solutions for Active Learning and Literacy in the Classroom. Student Pulse, 2.01. Retrieved from: 2) Routio,Pentii. (2007). Planning an Empirical Study & Normative Point of View. http://www2.uiah.fi/projects/metodi 3) Kenneth Tyler | Ruby Stevens | Aesha Uqdah. (2003-2009). PREVALENCE OF CULTURAL BIAS EDUCATION. The Gale Group, Inc. All rights reserved http://www.education.com/reference/article/cultural-bias-in-teaching/ 4) Homeland Security. (2010) 2010 Yearbook of Immigration Statistics. Office of Immigration Statistics. http://www.dhs.gov/xlibrary/assets/statistics/yearbook/2010/ois_yb_2010.pdf

A Review of a Beautiful mind and Its Depictions of Schizophrenia Essay

A Review of a Beautiful Mind and Its Depictions of Schizophrenia Introduction: In the year 2001 the movie A Beautiful Mind was released as a biography of the life of John Nash. As the movie flows, we can easily see how his condition, schizophrenia, interferes with his personal life as well as with his home life and social life. The movie does a good job in describing Nash’s experiences and some of the help that put him back on his feet, and that motivated him to stay strong. Plot Review: The movie A Beautiful Mind begins with an odd young mathematician by the name of John Forbes Nash Jr. who is attending Princeton University in 1948. There is where he meets his roommate Charles, which is his first hallucination, but we don’t know that until later on. While at Princeton, Nash discovers a mathematical theorem and becomes a professor at MIT. John soon gets married to one of the graduate students by the name of Alicia, but shortly after that is diagnosed with schizophrenia. Nash believes he is some sort of spy because one of his hallucinated agents told him he had to work for the government because his profile is very high. Nash believes his hallucinations are real and he has to be taken to special psychological hospital. Nash never loses the support from his wife Alicia. She does have a hard time, but she tries to deal with his condition because of the love she has for him. Alicia and his baby are the only ones that are there to motivate him, but he suddenly gives in once again and fails to demonstrate that he is completely in the real world; Nash parts from society and has many hallucinations once again with Charles, Charles niece, and William, which is the man that makes Nash believe he is working for the government. Nash decides to give it his all for the love of his wife and son, after realizing that William and his other hallucinations are not real life. Nash works with his condition by avoiding and ignoring Charles, the little girl, and William; although at first it seems very hard for him to do this, he manages to conquer the temptations he use to have to talk to his hallucinations. Nash, back in the real world again starts teaching in the 1970s and is awarded the Novel prize in economics in 1994. Schizophrenia Disease: Schizophrenia is a common disease in American life and it affects 4. 5 million of the adult population in the United States. This disorder â€Å"Lasts for about six months and includes at least two of the following symptoms: delusions, hallucinations, disorganized speech, disorganized behavior, and decreased emotional expression† (Plotnik & Kouyoumdjian, 2011, p. 538). Schizophrenia also brings in disorders of thought, disorders of attention, disorders of perception, motor disorders, and emotional disorders. There are three subcategories of schizophrenia; paranoid, disorganized, and catatonic schizophrenia. Paranoid schizophrenia, like Nash experienced is, â€Å"Characterized by auditory hallucinations or delusions, such as thoughts of being persecuted by others or thoughts of grandeur† (Plotnik & Kouyoumdjian, 2011, p. 538). Disorganized schizophrenia is â€Å"Marked by bizarre ideas, often about one’s body, confused speech, childish behavior, great emotional swings, and often extreme neglect of personal appearance and hygiene† (Plotnik & Kouyoumdjian, 2011, p. 538). Catatonic schizophrenia is â€Å"Characterized by periods of wild excitement or periods of rigid, prolonged immobility: sometimes that person assumes the same frozen posture for hours on end† (Plotnik & Kouyoumdjian, 2011, p. 538). There is no real cure for this illness. Depictions of the disease in the movie: In the movie, A Beautiful Mind, schizophrenia is well shown as it develops in Nash’s life and as it interferes with his social, personal, and home life. Nash is in Princeton University when his disease first starts to appear. In the movie we see a character by the name of Charles, which is Nash’s roommate. The movie makes us believe that Charles is real life a character until later on to better illustrate the condition that Nash has to face. We believe that Charles is real because the movie actually shows Charles; it’s as if we are Nash’s eyes because he actually sees Charles and that is what schizophrenia does to a person. Another character that we believe is real is William Parcher and the same thing happens with this character. Everything that William tells Nash to do feel’s so real and taunts Nash every day as his condition worsens. Nash doesn’t believe that his hallucinations are not real life and is very upset when Alicia tells him that everything is in his mind. This can happen to a lot of people that have schizophrenia because in their mind everything is actually happening and the hallucinations that they are seeing seem so real. Like Alicia, many people who have a relative with schizophrenia suffer and find it hard to believe that their relative has mental issues. Nash, diagnosed with schizophrenia had to start accepting the fact that he was ill from his mind. This not only affected his home life, but also his personal life, and his social life. Nash was at home most of the day so he didn’t really socialize with anyone, but his wife. He couldn’t even be responsible for taking care of his own baby because Alicia didn’t trust him that much. He lost his job and was not able to cooperate in the relationship like a normal person. In some cases, like in Nash’s case, a person with schizophrenia will be tempted to stop taking their medications and the hallucinations can reappear. Their hallucinations can impact their mind once again and their condition can worsen. Like it was shown in A Beautiful Mind, a family can slowly start to fall apart and the bond they use to have can slip away. Treatments for Schizophrenia: Schizophrenia is a disease or condition that still does not have a cure, but we do know that its factors are biological, neurological, and environmental. Like many other diseases, schizophrenia does not have a cure, but there are chances of recovery and medical treatments depending on the symptoms that are present within the person. Chances of recovery depend on the type of schizophrenia and their symptoms. Schizophrenia is classified as either schizophrenia type one, or schizophrenia type two. Type one, â€Å"Includes having positive symptoms, such as hallucinations and delusions, which are a distortion of normal functions. In addition, this group has no intellectual impairment, good reaction to medication, and thus a good chance of recovery† (Plotnik & Kouyoumdjian, 2011, p. 538). Type two, â€Å"Includes having negative symptoms, such as dulled emotions and little inclination to speak, which are a loss of normal functions. In addition, this group has intellectual impairment, poor reaction to medication, and thus poor chance of recovery† (Plotnik & Kouyoumdjian, 2011, p. 538). Drugs such as haloperidol can be given to reduce symptoms such as delusions. â€Å"Neuroleptic drugs, also called antipsychotic drugs, are used to treat serious mental disorders, such as schizophrenia, by changing the number of neurotransmitters in the brain† (Downar and Kapur, 208, p. 541). The neurotransmitter that is affected by these drugs is dopamine. These drugs will reduce the symptoms of the person which most likely will help them recover faster and feel a little bit better. Inaccuracies in the portrayal of treatment measures: I believe that a lot of what was trying to help Nash was very accurate, but it didn’t look like he had enough support from anyone, but his wife. To me it seemed like motivation was the number one reason that he â€Å"recovered. † His wife told him, maybe it’s not in your brain, maybe it’s in our heart. † Although motivation might have helped him, that isn’t a real form to get a person with schizophrenia to change fast. His medications and he beginning to socialize and teach again is what clearly helps him to start avoiding and ignoring his hallucinations. It almost looked like he did it all on his own, but a person with schizophrenia needs real attention. Conclusion A Beautiful Mind was very good at playing out demonstrating many actions and behaviors that a person with schizophrenia has to deal with. It showed in great details how such a disease change the life of a schizophrenic and their family. It portrayed schizophrenia type one and also some symptoms of type two. By watching this film I became a little more familiar with what the disease can do. Of course not everything about the disease can be learned from watching a movie, but this film does have many great scenes that help us become a little more familiar with the negative effects of the disease. The movie did a great job and is capable of at least getting people to have an idea of what schizophrenia is.

Comparing Eysenck s Theory Of Personality And Costa And...

Guilford (1959) defines personality traits as being ‘any distinguishable, relatively enduring way in which one individual varies from another’. Subsequently, trait theory can be identified as an approach to the study of human personality. The aim of psychologists, specifically trait theorists, is to explain similarities and differences between individuals based on traits. Although numerous psychologists differ on the amount of traits that are significant, each theorist categorizes personality traits along several broad type spectrums. This assignment will focus on comparing and contrasting Eysenck’s Hierarchical Theory of Personality and Costa and McRae’s Five Factor Model (FFM), two different trait theories of personality. Hans Eysenck, a psychologist well known in the field of personality based his trait theory on biological explanations; whereby he believed genetic and biological factors were significant elements of personality (Eysenck 1990). Eysenck also held the view that an individual’s personality traits, or what he referred to as ‘temperament’ was an exact result of one’s genetic make-up (Chamorro-Premuzic Furnham, 2005). Eysenck encompassed the idea that there was a need to highlight the significant dimensions of personality, create a way in which they could be measured and then link them with experimental procedures. Subsequently, Eysenck developed a model of personality based on a theoretical and statistical approach to the classification of traits. This is