Eating Disorders Essay Example for Free

Eating Disorders Essay Eating disorders are devastating and harmful behavioral patterns that occur within people for numerous reasons. The three types of eating disorders I will be discussing include the three most common of the disorders: anorexia, bulimia, and compulsive overeating (known as binge eating). Though the disorders take physical damage on the body, they are not in fact physical illnesses. You cannot â€Å"catch† and eating disorder. Rather, they are mental issues that develop more frequently within females but do affect the male population somewhat as well. Eating disorders are very common in our culture many people have them or know someone who does. With our cultures unrealistic views on what is beautiful the supper skinny models that woman see everywhere makes many people think that they have to live up to those standards. Some people feel if they cannot be up to these standards that they are not good enough and this causes them to do things that a person in their normal state of mind would never do. When people starve themselves to like in anorexia they end up developing many different psychological problems and find excuses to keep up with their destructive habits. There are also people who are addicted to eating they use eating as a way to feel a void that they feel like they have. They lean to use eating as a cooping tool in turn they become obese then they use eating to deal with their depression which works as a double edged sword. What they love is what is destroying them physically as well as mentally. This can also be consi dered emotional eating this is eating when you’re angry, sad, or even anxious. Many cultures have different views as what is considered attractive these variables play a large part in what peoples diet habits are this can be seen in the magazines and television from the area to show what they culture is  expecting people to look like and what they are expected to eat. Women have been the main ones with eating disorders but men with them are on the rise this is due to the unrealistic thoughts on them as well. Men are more prone to work out more than what is really necessary that way they get lower body fat. Many men think the lower their body fat the better they are this can cause many other mental issues that were not originally perceived as a female problem. With the current changes in culture the rise in men having eating disorders will keep rising. Bulimia occurs with or without anorexia symptoms. Individuals with bulimia tend to binge eat then self induce vomiting. However, binge eating is sometimes not a component of bulimia. Individuals may eat normal a mounts, and then excuse themselves to the bathroom. Another common trait is the use of laxatives, diuretics, and enemas in thoughts that it will excrete those calories. Bulimics are not necessarily underweight. Some are even over weight if not at a normal weight, and they almost always have a swollen appearance to their stomachs. Compulsive overeating is a disorder in which individuals overeat, often using food as an addictive substance. As others may turn to alcohol, drugs, or gambling to alleviate stress, compulsive overeaters turn to food. Eating disorders can plague women, and men of any age. With treatment people can overcome eating disorders and regain a normal lifestyle. They of course will always struggle with their initial issues related to food, however the treatments can teach them and give them the strength to overcome the impulses.

Chicago Hope :: essays research papers

Chicago Hope, David E. Kelly’s infamous doctor-drama, premiered on September 18, 1994. Six years later, the show was canceled after its final season’s finale, which aired on May 4, 2000. Even though â€Å"Hope† couldn’t beat its direct competitor ER in the ratings race, the show still had a lot of good things going for it. Chicago Hope was nominated for a myriad of highly prestigious awards during its run. Many of these awards were lost to ER and other dramas but leading-lady Christina Lahti did receive both an Emmy and a Golden Globe for her performances on the show. Critic Mark Harris, even when as far as saying, â€Å"Lahti is, no question, the best dramatic actress in prime time.† (Entertainment Weekly, Oct. 4, 1996 p.51) Also, Hector Elizondo received an Emmy for his supporting role and people involved in off screen production won multiple awards. Chicago Hope was loved by critics even when being directly compared to ER. Chicago Hope was basically CBS’s answer to ER; a drama about doctors, taking place in a teaching hospital in Chicago, that aired on Thursdays at ten. The cast was constantly changing due to the constant ratings battle CBS was waging against NBC. Behind the scenes, CBS put its money on Executive Producer/Writer David E. Kelly who, at the time, was just coming off a successful run with Picket Fences; while NBC also went with a big name Producer/Writer/Novelist in Michael Crichton. Also, â€Å"Hope† used numerous directors and guest directors over the course of its six-year run, keeping the show fresh. Aside from the battle with ER and the constantly changing staff, this show definitely met or exceeded all of the requirements for a â€Å"quality TV† series outlined by Professor Robert J. Thompson in his book Television’s Second Golden Age. Chicago Hope was not your everyday TV escape. It was a show that made the viewer actually think about what was going on in both the show and the real world. It brought up issues that actually affected the lives of the people watching. It dealt with controversial issues like death, birth control, and AIDS. In the words of critic Ken Tucker, â€Å"†¦in a fall season with little quality [this is a] solid drama.† (Entertainment Weekly, Sept. 23, 1994 p. 52) Furthermore, â€Å"Hope† was the brainchild of Producer David E. Kelly, which, before the premiere even aired, meant that it was of high quality.

Motivation in the Workplace Essay

Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not, it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theories are studied and practiced by theorists and companies to increase productivity. According to Jerald Greenberg (1999) scientist have defined motivations â€Å"as the process of arousing, directing and maintaining behavior towards a goal†. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. Some major motivation theories along with the method to successfully motivate employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Pepitone, 1999). Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees’ relationships to the incentive that lead, induce, pull and persuade them to perform. The needs or motives are internal to the individual. They cause people to choose a specific course of action to satisfy a need. Incentives are external factors that give value or utility to the goal or outcome of the employees’ behavior (Pepitone, 1999). Abraham H. Maslow’s Hierarchy of Needs is a content motivational theory. Maslow’s basis was human behavior. He conducted his investigation between 1939 and 1943. The hierarchy of needs has five sets of goals that are called basic needs. Maslow’s idea was â€Å" people will not be healthy and well-adjusted unless they have their needs met† (Greenberg 1999). Maslow arranged the needs in different levels in order of importance. As in a hierarchy the lower level are the most basic needs and the top are the higher level needs. Looking at the figure below one can see how the hierarchy works. The lower order needs must be met before proceeding to the higher order needs. According to Greenberg (1999), Maslow’s needs are in the following order: physiological need, safety need, social need, esteem need, and self-actualization. Man’s basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting one’s desire for protection against danger or deprivation. These in turn, when satisfied are replaced by the need for love or belonging to, which are functions of man’s desire to belong to a group, to give and receive friendship and to associate happily with people. When these needs have been satisfied, the esteem needs seeks to be met. One desires self -esteem and self-respect, which are affected by a person’s standing reputation, and his need for recognition and appreciation. Finally, individuals have a need for self-actualization or a desire for self-fulfillment. The urge by individuals for self-development, creativity and job satisfaction (Boeree 1999) In the past, management rewards systems have attempted to satisfy an individual’s lower level needs for safety and physiological security, for protection against deprivation and the threat to a worker or his family. However, management rewards systems should be, aiming to satisfy the individual’s actual need (Boeree 1999). When believed that a certain reward is important and can be attained, the individual will demonstrate a given amount of effort. This in turn will be demonstrated in performance. The link between effort, performance and expectancy is about accomplishing the task. The links between the performance and reward are connected. One’s assumption for whether the rewards are available if the person worked effectively describes the link. In this link the manager/organization is responsible of acknowledging the performance of the employee. If the manager/organizatio n does not acknowledge the employee, there can be a breakdown in the motivation. The acknowledgment needs to be direct, strong, and immediate. Employees usually determine in advance what their behavior may accomplish and the value they place on alternative possible accomplishments or outcomes. Goal setting theory is the specification of goal to increase performance. Assigning difficult goals usually result in higher performance. Goal setting has three components that have to be used to successfully apply this concept. First the identification of the process, then the characteristics and finally the feedback. The characteristics of goal setting consist of making the goal specific and challenging. The goal must be challenging to increase self-efficacy. It has been noted that a difficult task tends to increase an employee’s performance. This may be because usually people work harder to reach a challenging goal as long it is believed that it can be done. Lastly, feedback will allow people to be informed of their progress. This stage usually included praises about the good job that has been done (Wheaton & Cameron, 1998). The descriptions of content and process theories of motivation dealing with organizational and individual behavior are briefly explained. The explanation is only a basis for a better understanding on why and how to approach the concept of motivating employees. All the theories conclude that the manner that managers perceive their organizations and their employees affect their productivity. Whether they are private, public or non-profit organization their aim is to be productive and effective. When looking at the different sectors, they have different goals and objectives, and therefore they must take different approaches in management. Though this may be true we must also acknowledge that all sectors require one to motivate their staff to produce. As managers we must into consideration the different type of individual that make up our organizations. One must modify management styles and behaviors. Dr. Renis Likert has researched many organizations and developed an effective manner to motivate employees and have a productive organization. He has identified four management styles that he feels should be a part of management style in an organization. First exploitive style is where management makes all the decisions and the lower levels are given no power this style has an authoritative approach. The second is the benevolent style that has an authoritative approach, however in this case the management has some trust. The consultative style has substantial amount of trust in their staff. The staff is motivated by reward and some involvement. There is some communication and teamwork involved. Lastly the participative style is more of the group approach. Management has confidences in their staff and the staff feels responsible in accomplishing the organizations mission. This style encourages communication and teamwork. The participative style is the best approach for profit and customer service organizations. Organizations should make the transition to train management to motivate their staff using the participative approach (Cook 1991). As a manager it is difficult to motivate your staff to be productive; however, using certain methods can create a positive environment. It was thought that money motivated people but that has changed. Much of the theories discussed before deal with individual behaviors and needs. One can conclude that motivation is internal and as employers one must make observations and decide what each individual desires. According to Cook (1991) manager must give their staff as much as an organization can. Many employees want to have benefits and security, however; what happens after a job has provided those needs. Remember that Maslow theory has the five needs of an individual and they do not all deal with the necessary needs. As an employer identifying what stage your employee is in will help in putting a plan into action. Collaboration is a way to give employees the feeling of importance. Eliminating any kind of obstacle will create an atmosphere that your staff is eager to perform (Bruce, A. & Pepitone, J. 1999). Another approach is educating your employees and matches them to projects that they find interesting and those on which they are knowledgeable. Employees are willing to work harder on projects that they can relate to. This will also increase their success rate that will help in improving their self-esteem. Yet another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving them the tools and supports to their job will increase the inner motivation force within the employees. Encourage staff to satisfy their need for affiliation and create a relationship with the employee to be part of the organizations mission. It is difficult to motivate employees when a manager’s view is negative. For instance a manager’s behavior is explained with McGregor’s Theory X or Theory Y. In this case a manager must identify what style of managing is most effective. Building morale is an important concept when motivating employees. Morale will help create productivity in an organization. Developing a shared vision is a way to begin building morale. For instance as managers, one must communicate views honestly a directly during discussion with employees about performance. Make sure they have the necessary information to do their job. Allow employees to influence their own performance goals. Get out of the office, be visible and accessible. Communicate a clear view of the long-range direction of the organization. Listen carefully and consider the opinions of others open-mindedly before evaluating staff. Communicate high personal standards informally with day-to-day contact. Remember to acknowledge the progress that the staff has achieved either with certificates, a note or just a tap on the shoulder. The staff wants to be told that they are doing a good job (Pepitone & Bruce, 1999). Again empowering staff requires some basic principles. Inform the staff what their responsibilities are. Give them authority equal to their responsibilities. Set standards of excellence. Provide people with training that will enable them to meet these standards. Provide feedback on performance. Recognize them for their achievements. Trust and treat them with dignity and respect (Nelson 1997). Showing staff that management is listening and affirming that you understand their view will create positive work environment. The language that use is also very important. Using â€Å"we† and â€Å"us† when speaking of the organization this will make the staff feel a part of the organization, thus improving the productivity of the staff. Encourage employees to make suggestion no matter how small the idea may be, and this will create a comfortable environment and inspire more significant ideas (Cook 1991). It is important to point out, however, that motivation must be used wisely. The misuse of some theories and techniques could result in negative consequences. Remember that employees who receive rewards on performance tend to perform better than employees in groups where rewards are not based on performance. Understanding the causes of human behavior can predict the behavior to the extent that the behavior can be controlled. Therefore, if managers understand the relationship between incentives, motivation, and productivity, they should be able to predict the behavior of their employees. Consequently, managers who know this, and know how to apply given incentive, can expect to realize increased productivity from employees. Today, 70% of employees are less motivated while 50% only put enough effort into their work to keep their job (Spitzer 1995). Many managers are not sure of the technique to use to motivate their staff. The best way to find what motivates staff is to ask them directly. This may be done informally or during performance evaluations. Find out what he/she wants from the organization and what makes them happy. A happy employee will be more productive than an unhappy one. If there has been a problem with absenteeism it may be because the organization is not fulfilling their needs. Whether it is need for achievement, the need for power, the need for affiliation, or the basic needs as studied by Herzberg, McClelland, or Maslow as a manager must examine and modify the management approach. References Boeree, C. George (2006) Abraham Maslow. Available: http://webspace.ship.edu/cgboer/maslow.html Cook, M. (1991). 10-Minute Guide to Motivating People. New York: Alpha Book Greenberg, J. (1999) Managing Behavior in Organizational (2nd Ed.). New Jersey: Prentice Hall Learning, Reinforcement, Reward System and Self-Management Teams. Available: www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing Pepitone, J. &Bruce, A. (1999) Motivating Employees. New York: McGraw Hill Spitzer, D. (1995). Super Motivation. New York: AMACON. Wheaton & Cameron.(1998) Developing Management Skills 4th Ed. Addison –Wesley Inc

Gender and Human Sexuality - 1375 Words

Gender and human sexuality has major importance in lives. This can determine whether a person is healthy or not; not only physically but mentally as well. Also, having a certain gender can change the way feelings are obtain their own character. It is about finding yourself within the gender given and personal human sexuality. Gender can determine actions made by either a male or female called it gender norms. The human sexuality could be defined as thoughts, fantasies, morals, relationship, and attitudes. This must be handled with care because every actions has its consequences affecting psychologically, social, economically, and cultural morals/values. Both gender and human sexuality may differ even the education, cultural, family values and morals, or religion beliefs. In the following information, these topics will discussed: studying human sexuality, sex and gender, sexual behavior, sex rights, gender and human sexuality history, sex problems and diseases, and psychology engages. One of the first questions that most individuals ask after a baby is delivered is whether the child is a male or female. What would life be seen as if there were no divisions according to maleness or femaleness? Could that determine a person’s career plans or relationships? The previous questions reflect the importance of sex and gender in lives. (Huffman, 2012.) Gender expression refers to all of the external characteristics and behaviors that are socially defined as either masculine orShow MoreRelatedEssay on Human Sexuality and Gender Differences1081 Words   |  5 PagesHuman Sexuality and Gender Differences The following research is a study of gender differences in selecting romantic partners. The goal of the study was to determine if males and females place different values on characteristics of the opposite sex, while selecting a romantic partner. To research this situation, surveys were distributed at random to both males and females. 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