...Socially constructed ideas of childhood are not only time but place specific. This means that many of the normal assumptions that we hold about children in the west are culturally specific in the global north seen as time of dependence where as in the global south so many children make contribution to their households. children’s identities are made and remade through everyday spaces such as home, school ect. This concerned on the fears that some children are vulnerable to dangers in public such as the little angels and the other children known as the little devils can risk adult control of public space. On the other end of the age spectrum, the older people have an expansion of interest and even here researchers base their work on social rather than biological understanding of identity with social differences. The ways older people frame their leisure activities in ways maintain positive images of themselves through contrast with other...
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...mindful that such fantasy of physical or psychological sameness is implausible as everyone is different - even clones. One then questions the significance of such wanting of sameness, or if the sense of sameness serves any purpose. Using the concept of Self and Other that Joanne Finkelstein examines in “The Self as Sign,” I propose that the sense of sameness that is offered by the illusion of cloning allows one to establish a sense of identity. In a final analysis, I will elaborate on Finkelstein’s arguments on the Self and Other to shed light on the question posed by Philips on whether cloning was the death or apotheosis of individualism, and suggest that cloning has the paradoxical outcome of reinforcing individualism even as one seeks uniformity. Cloning is supposed to lead to conformity and uniformity, the absolute sameness. Phillips argues that cloning is appealing to society because it seems to represent a cure for “the terrors and delights of competition” (90-91). What is interesting, however, is the eventual admission by Phillips that this absolute sameness is impossible as “people, in actuality, can never be identical” (94) due to the difference in our individual histories and environment - among other factors which influences our individuality. This admission by Phillips prompts us to further ponder a question he poses in his essay: “Is cloning the death or the apotheosis of individualism” (88)? If we consider cloning as...
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...An Ethics of Reading At the age of nine, Edith Wharton fell ill with typhoid. The local doctor told her parents nothing could be done and that their daughter would soon die. Only the ministrations of another physician, who happened to be passing through town and was prevailed upon to examine the girl, saved her life. Her fever fell, and the young Wharton began to recover. During her convalescence, she read voraciously. One of the books she was given contained a “super-natural” tale — a story which turned out to be, in Wharton’s own phrase, “perilous reading” (Wharton, p.275). In the original manuscript of her autobiography, Edith Wharton describes how reading this uncanny story occasioned a relapse, which brought her, once again, “on the point of death”: This one [book] brought on a serious relapse, and again my life was in danger and when I came to myself, it was to enter a world haunted by formless horrors. I had been a naturally fearless child; now I lived in a state of chronic fear. Fear of what? I cannot say — and even at the time, I was never able to formulate my terror. It was like some dark undefinable menace forever dogging my steps, lurking, threatening; (pp.275‑6).[1] According to Wharton, an act of reading plunged her body back into fatal illness. The young Edith Wharton did recover from the relapse, but its uncanny effects continued to haunt her well into adulthood. In “Women and Madness: the Critical Phallacy” (1975), Shoshana Felman tells another uncanny...
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...Resolving workplace conflict “Working through a conflict can also help all those involved to get to the next stage of development in self-awareness, team building, and productivity” ( Cottringer ,2006). When working together on a team people need to know that they are being understood and they are taking the other person feelings into consideration. Managers must learn to distinguish certain situation that causes difficult behavior among their employees. Once these situations are distinguished, they can put a stop to them, and to the unlikable behavior that is causing the conflict. 2. Strategies for identified issues- confrontation and problem solving, a method of identifying the true source of conflict and resolving systematically” (DuBrin, 2004, p.) Reducing stress “Reducing stress and conflict in the workplace allows for greater productivity. Employees' morale, job satisfaction, and performance become limited, and more often than not result in employee turnover. Continued levels of stress and conflict at work eventually result in absenteeism clue to stress-related medical problems” (Deems, 2005). Motivating employees When it comes to motivating employees it takes dedication and consistency to help convey positive outcomes. “Action plans help to clarify expectations and accountability, align and coordinate individuals and teams, ensure adequate resource allocation and help leaders take action on problems before they derail an initiative” (Finkelstein, 2010). “Leaders...
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...statements using the rating scale below. Please rate his or her behavior as it is, not as you would like it to be. If this person has not engaged in a specific activity, answer according to how you think he or she would behave based on experience in similar activities. Be realistic; this instrument is designed to help your colleague improve his or her competencies. After you have completed the survey, please give it back to your colleague for scoring. Rating Scale 1 Strongly disagree 2 Disagree 3 Slightly disagree 4 Slightly agree 5 Agree 6 Strongly agree In regard to his/her level of self-knowledge: 1. He/she seeks information about his/her strengths and weaknesses from others as a basis for self-improvement. 2. In order to improve, he/she is willing to be self-disclosing to others (that is, to share my beliefs and feelings). 3. He/she is aware of his/her preferred style in gathering information and making decisions. 4. He/she understands how he/she copes with situations that are ambiguous and uncertain. 5. He/she has a well-developed set of personal standards and principles that guide his/her behavior. When faced with stressful or time-pressured situations: 6. He/she uses effective time-management methods such as keeping track of time, making to-do lists, and prioritizing tasks. 7. He/she reaffirms his/her priorities so...
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...Amandeep Kaur BUSN 3200 UVO In regard to my level of self-knowledge: ___4__ 1. I seek information about my strengths and weaknesses from others as a basis for selfimprovement. ___6__ 2. In order to improve, I am willing to be self-disclosing to others (that is, to share my beliefs and feelings). ___6__ 3. I am very much aware of my preferred style in gathering information and making decisions. ___3__ 4. I have a good sense of how I cope with situations that are ambiguous and uncertain. ___5__ 5. I have a well-developed set of personal standards and principles that guide my behavior. When faced with stressful or time-pressured situations: ___6__ 6. I use effective time-management methods such as keeping track of my time, making to-do lists, and prioritizing tasks. ___6__ 7. I frequently affirm my priorities so that less important things don’t drive out more important things. ___3__ 8. I maintain a program of regular exercise for fitness. ___6__ 9. I maintain an open, trusting relationship with someone with whom I can share my frustrations. ___1__ 10. I know and practice several temporary relaxation techniques such as deep breathing and muscle relaxation. ___4__ 11. I maintain balance in my life by pursuing a variety of interests outside of work. When I approach a typical, routine problem: ___1__ 12. I state clearly and explicitly what the problem is. I avoid trying to solve it until I have defined it. ___5__ 13. I always generate more than one alternative...
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...American Skin (41 shots) 41 shots And we’ll take that ride Cross the bloody river To the other side 41 shots... cut through the night You're kneeling over his body in the vestibule Praying for his life Is it a gun, is it a knife Is it a wallet, this is your life It ain't no secret (It ain't no secret) It ain't no secret (It ain't no secret) No secret my friend You can get killed just for living in Your American skin 41 shots 41 shots 41 shots 41 shots 41 shots and Lena gets her son ready for school She says "on these streets, Charles You've got to understand the rules. If an officer stops you, Promise me you'll always be polite, That you'll never ever run away Promise Mama you'll keep your hands in sight" Is it a gun, is it a knife Is it a wallet, this is your life It ain't no secret It ain't no secret No secret my friend You can get killed just for living in Your American skin 41 shots 41 shots 41 shots 41 shots (music bit) 41 shots 41 shots 41 shots 41 shots Is it a gun, is it a knife Is it in your heart, is it in your eyes It ain't no secret (It ain't no secret) It ain't no secret (It ain't no secret) It ain't no secret (It ain't no secret) 41 shots And we'll take that ride Cross this bloody river To the other side 41 shots I’ve got my boots caked in this mud We're baptized in these waters (baptized in these waters) And in each other's blood (And in each other’s blood) Is it a gun, is it a knife Is it a wallet, this is your life It ain't no secret (It ain't no secret)...
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...appreciation. 3.Arouse in the other person an eager want. [edit] Six Ways to Make People Like You 1.Become genuinely interested in other people. 2.Smile. 3.Remember that a person's name is, to that person, the sweetest and most important sound in any language. 4.Be a good listener. Encourage others to talk about themselves. 5.Talk in terms of the other person's interest. 6.Make the other person feel important – and do it sincerely. [edit] Twelve Ways to Win People to Your Way of Thinking 1.The only way to get the best of an argument is to avoid it. 2.Show respect for the other person's opinions. Never say "You're Wrong." 3.If you're wrong, admit it quickly and emphatically. 4.Begin in a friendly way. 5.Start with questions to which the other person will answer yes. 6.Let the other person do a great deal of the talking. 7.Let the other person feel the idea is his or hers. 8.Try honestly to see things from the other person's point of view. 9.Be sympathetic with the other person's ideas and desires. 10.Appeal to the nobler motives. 11.Dramatize your ideas. 12.Throw down a challenge. [edit] Be a Leader: How to Change People Without Giving Offense or Arousing Resentment 1.Begin with praise and honest appreciation. 2.Call attention to people's mistakes indirectly. 3.Talk about your own mistakes before criticizing the other person. 4.Ask questions instead of giving direct orders. 5.Let the other person save face. 6.Praise every...
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...Joseph Chen Extra Credit: Internship Empowering of Women in the Work Force Not knowing what to expect from this event, I was delighted by the speakers charisma and her take on how to empower yourself in the workplace. Melynnie A. Rizvi brought a more realistic view of the workplace and gaining credibility. Despite being more about a women’s perspective in the workplace she was very insightful when it came to what needed to be done to gain credibility and success. Raised by a single parent, she explained that she had never wanted to rely on another person for her success in life. Graduating in 2009 she went on to work for multiple law firms, the last firm she worked at she made partner but felt that other board members treated her unfairly due to her having a baby. She explained that she and the board member were good friends but the problem was that in corporate America it is still a male dominated workforce and that many men have never faced or have had to deal with a women having a child. What I liked about her was that she was not blaming the person for his behavior, but blaming the world around him. She was very understanding and realistic when it came to this topic. She laid out 7 steps and behaviors that impact credibility. Most of these were related to our communication styles and how we present ourselves in the world. She also explains how men and women communicate differently and their goals of communication are different. Men have a tendency to want to convey...
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...People often times fail to realize how their communication can greatly impact their social interactions as well as aid in the formation of strong intimate relationships they may hold with their friends or even their significant other. We use communication in many forms, whether verbal or non-verbal to gain a better understanding of one another and to reduce our uncertainty towards each other. By allowing ourselves to take part in the communication process, we therefore are able to disclose and exchange information which in turn aids in forming an intimate relationship better known as the social penetration theory. The theorists Altman and Taylor define the social penetration theory as something that identifies the process of increasing and decreasing self-disclosure and intimacy within a relationship. This normally occurs as two individuals engage in sharing information whether it is through traditional verbal means or as most common in today’s society, non-verbal means such as through the use of text messages and emails, to disclose personal information. When disclosing information about one’s self, there are typically three phases or stages people tend to go through in order to reach a more intimate state of sharing information which are the cultural, sociological and psychological exchange of information. People typically tend to go through each phase before getting to a state where they can establish they have reached a more intimate relationship with a person. The first...
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...communication difficult. Use the Thomas-Kilmann questionnaire to learn what others are doing in those situations and learn to understand your own behavior during tense moments. You can master these challenges with knowledge and practice. The Five Conflict-Handling Modes The Thomas-Kilmann Conflict Mode Instrument (TKI) assesses an individual’s behavior in conflict situations—that is, situations in which the concerns of two people appear to be incompatible. In conflict situations, we can describe a person’s behavior along two basic dimensions*: (1) assertiveness, the extent to which the individual attempts to satisfy his or her own concerns, and (2) cooperativeness, the extent to which the individual attempts to satisfy the other person’s concerns. These two dimensions of behavior can be used to define five methods of dealing with conflict. These five conflict-handling modes are shown below: C O M P E T I N G Competing is assertive and uncooperative, a power-oriented mode. When competing, an individual pursues his or her own concerns at the other person’s expense, using whatever power seems appropriate to win his or her position. Competing might mean standing up for your rights, defending a position you believe is correct, or simply trying to win. C O L L A B O R A T I N G Collaborating is both assertive and cooperative. When collaborating, an individual attempts to work with the other person to find a solution that fully satisfies the concerns of both....
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...Tell me about yourself. My background to date has been centered around preparing myself to become the very best _____ I can become. Let me tell you specifically how I've prepared myself . . . 2. Why should I hire you? Because I sincerely believe that I'm the best person for the job. I realize that there are many other college students who have the ability to do this job. I also have that ability. But I also bring an additional quality that makes me the very best person for the job--my attitude for excellence. Not just giving lip service to excellence, but putting every part of myself into achieving it. In _____ and _____ I have consistently reached for becoming the very best I can become by doing the following . . . 3. What is your long-range objective? Where do you want to be 10 or 15 years from now? Although it's certainly difficult to predict things far into the future, I know what direction I want to develop toward. Within five years, I would like to become the very best _____ your company has. In fact, my personal career mission statement is to become a world-class _____ in the _____ industry. I will work toward becoming the expert that others rely upon. And in doing so, I feel I will be fully prepared to take on any greater responsibilities that might be presented in the long term. 4. How has your education prepared you for your career? As you will note on my résumé, I've taken not only the required core classes in the _____ field, I've also gone above...
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...Today, I just have a lecture about behavior in social and culture context, there are two parts in the lesson impress me. They are the case of the suicide bomber and the concept of prejudice. Firstly, the story of the suicide bomber makes me think about the frauds in the recently years. Although there is news report reminding people not to fall in the trap, the numbers of frauds still increase in every year. In the past, I always wondering why the victims are so stupid, they already have the idea of how the frauds were happened but still being cheated. However, I know that’s not their fault after the lesson. Just taking an example of a body-fit Centre, in order to let people fall in the trap, the Centre will firstly promote their company by offering an extreme low price treatment to the customers who had never try the services before. As the customer think that they just have to spend a very little price to become slim, they go to the company to have a try. In the treatment, the staff would persuade the customer that it is very important for women to keep fit and become slim. For example, by telling them they will get better offer and paid if they are fit, they may become popular among men if they have a perfect body shape and etc… the staff just conclude the view of the society in one simple attribution—as a woman, you should be slim, and make the customer strongly believe on it. Afterword, the customer would told that they can reach that attribution if they finish a course...
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...Icebreakers and Introductions The first day of a course is essential to the success of the course. It is important to start the course on a positive note by making sure all of the participants feel comfortable and get to know each other as soon as possible. The activities the trainer or facilitator uses at the beginning of a course to help the participants get to know each other are known as icebreakers or introductions. Here are a number of icebreakers and introductions you can use. Unique Characteristics - Even if the participants already know each other, the clinical trainer must get to know them. Instead of asking participants to say their names, the trainer can divide the group into pairs and give participants a few minutes to interview each other. Then, each participant should introduce their partners by name and to share at least two unique characteristics about them. Your Favorite Things - The trainer divides the group into pairs and ask participants to tell each other their favorite food or name the animal they feel best describes them and why. This information is shared with the group when participants introduce their partners. Ball Toss - Participants and the clinical trainer form a circle and toss a soft ball around the circle. Participants state their names as they catch the ball. After a few minutes, when they catch the ball, they call out the name of the person who tossed it to them. This activity can also be used throughout the course by substituting...
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...refuse to flow. Often, this is a result of a clash of the conversational styles of the two people involved. One may be all enthusiasm and sympathy; the other may be quiter and more private. As a result, the other backs off. Another problem is when someone is not interested enough in the other person. A. Improving Your Style Good conversation requires diplomacy and tact. It is give and take. Avoid the following conversation killers: 1. Talking too much. 2. Talking too little. 3. Interrupting. 4. Too much personal disclosure. 5. Going into too much detail. 6. Constantly bringing the conversation back to you. The conversation of most people is all "I", "myself" and "me". Don't fall into this trap. 7. Trying to be funny all the time. 8. Imitating the other person's accent. 9. Being too critical. Being Too Critical Some people are hopeless perfectionists. The standards they demand of life are impossibly high. As a result, most things fall short of their standard and friends stay away from them. Little can be gained from being critical unless: 1. You are criticizing something that can actually be changed. 2. You offer an alternative to the thing you are criticizing. 3. You are specific and clear about what you are criticizing and why. 4. You let others know that what you are saying is only your opinion. 5. You balance your criticism with praise. Remember that people can sense criticism even...
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