natural supplements :: essays research papers

OUR HEALTH AND FREEDOM OF CHOICE IS THREATENEDAn alarming development in the health industry has seen the banquet of fear among the public regarding natural therapies. So much so, that the US, Australian, UK and Canadian governments be suggesting new legislation designed to remove natural health products from our shelves or to brut altogethery regulate access.The question is, are Natural Supplements a Safe Form of Medicine? Only three recorded deaths have ever been associated to vitamins, two of which are debatable and one which was a known overdose of vitamin A, taken to intentionally kill. Although on the other hand, doctors have admitted to around 18000 fatalities per annum in Australia that are caused by pharmaceutical drugs. Herbal remedies were used safely by all ancient civilizations for thousands of years, and proved to have beneficial effects. Historically, pharmaceutical drugs are the (very profitable) newcomers on the scene.In reaction to the scrap Pharmaceutical fia sco, there has been wide spread hysteria amongst the Australian community. In May 2003, PAN was served with a class one removal of all products from shelves after products caused death. 1600 products with no adverse reactions reported were eliminated from the shelves of all pharmacies around the country, most of these being natural supplements. How this logically follows the problems caused by one purely synthetic, chemical, pharmaceutical product (there was naught natural about Travacalm) has yet to be explained.Following the humiliation that PAN Pharmaceuticals endured, the Therapeutic Goods Administration (TGA) has assembled a Close Door Committee made up of representatives and pharmaceutical industry peoples from the TGA. This group will release new proposals for the Australian community and the health industry and these suggestions dont look good. A identify member in the TGA, Prof. Alistair McLennan, is famous for his comment on the subject We shouldnt support the complement ary medicine (industry) or subsidise it. Its a pip like subsidising the tobacco industry or the gambling industry. Australia arent the only ones coming down on natural supplements like a tonne of bricks, except England and the majority of Europe are doing the same. A law on all conventional medicines is being initiated. Continuing to be on the market is getting harder and harder, all herbal and natural products must have been on the legitimate market for 30 years or more (15 of which must have been in Europe). Of tune the end product is no more independent producers and retailers but most importantly no new movements in the herbal industry.

Parental Involvement in Adolescents Peer Relationships :: essays research papers

PARENTS DIRECT INVOLVEMENT IN ADOLESCENTS PEER RELATIONSHIPSOne of the ways in which parents play a precise role in their sons and daughters kind development is by encouraging their interactions with other youth in this way parents provide opportunities for girls and boys to develop kindly cognitive and blood formation skills (Ladd, Profilet, & Hart, 1992). According to the model of parenting processes proposed by Parke and colleagues, parental influences on girls and boys peer races operate through two pathways corroborative socialization and level involvement (Parke & Buriel, 1998). Models of in enjoin socialization, such as attachment and social learning perspectives, suggest that parents influence their childrens peer interactions indirectly, through the more general influence of parent-child relationship experiences on childrens social development and peer competence (e.g., Elicker, Englund, & Sroufe, 1992 MacDonald & Parke, 1984). Parents who are characterized as warm and accepting parents, for example, tend to have children who are more socially competent with peers (MacDonald & Parke, 1984). The focus of fresh research, and of this investigation, is the second pathway, parents direct efforts to guide their offsprings peer relationships, such as when they supervise peer interactions, engineer opportunities for their children to spend time with peers, and generally manage childrens social lives (Ladd et al., 1992 Parke & Buriel, 1998). Studies of unfledged childrens peer relationships indicate that children benefit from more frequent and more positive interactions with peers and higher levels of social acceptance when parents are involved in those relationships (Bhavnagri & Parke, 1991 Ladd & Goiter, 1988 Lollis, Ross, & Tate, 1992). Considerably slight is known about parents direct involvement in adolescents peer relationships. The nature of parents involvement in their childrens social relationships may differ dramatically across development al periods. For example, during early childhood parents directly intervene in and supervise childrens peer interactions, whereas in middle childhood, parents may use a slight intrusive entree such as encouraging friendships and monitoring social activities (Rubin & Sloman, 1984). With the exception of the literature on the connections between parental monitoring and deviant peer influences (e.g., Patterson, DeBaryshe, & Ramsey, 1989 Steinberg, 1986), we know flyspeck about parents direct role in adolescents friendship and peer relationships (for exceptions, see late(a) conference proceedings, McCoy, 1996 Mounts & McCoy, 1999). The first goal of this investigation was to describe and compare mothers versus fathers direct involvement in adolescents peer relationships. Our choice of measures was guided by Parke and colleagues model of parenting (Parke & Buriel, 1998), which describes parents direct involvement as encompassing a variety of roles including instructional activities (e. enate Involvement in Adolescents Peer Relationships essays research papers PARENTS DIRECT INVOLVEMENT IN ADOLESCENTS PEER RELATIONSHIPSOne of the ways in which parents play a vituperative role in their sons and daughters social development is by encouraging their interactions with other youth in this way parents provide opportunities for girls and boys to develop social cognitive and relationship formation skills (Ladd, Profilet, & Hart, 1992). According to the model of parenting processes proposed by Parke and colleagues, parental influences on girls and boys peer relationships operate through two pathways indirect socialization and direct involvement (Parke & Buriel, 1998). Models of indirect socialization, such as attachment and social learning perspectives, suggest that parents influence their childrens peer interactions indirectly, through the more general influence of parent-child relationship experiences on childrens social development and peer competence (e.g., Elicker, Englund, & Sroufe, 1992 MacDonald & Parke, 1984). Parents who are characterized as warm and accepting parents, for example, tend to have children who are more socially competent with peers (MacDonald & Parke, 1984). The focus of recent research, and of this investigation, is the second pathway, parents direct efforts to guide their offsprings peer relationships, such as when they supervise peer interactions, engineer opportunities for their children to spend time with peers, and generally manage childrens social lives (Ladd et al., 1992 Parke & Buriel, 1998). Studies of schoolgirlish childrens peer relationships indicate that children benefit from more frequent and more positive interactions with peers and higher levels of social acceptance when parents are involved in those relationships (Bhavnagri & Parke, 1991 Ladd & Goiter, 1988 Lollis, Ross, & Tate, 1992). Considerably less is known about parents direct involvement in adolescents peer relationships. The nature of parents invo lvement in their childrens social relationships may differ dramatically across developmental periods. For example, during early childhood parents directly intervene in and supervise childrens peer interactions, whereas in middle childhood, parents may use a less intrusive cost such as encouraging friendships and monitoring social activities (Rubin & Sloman, 1984). With the exception of the literature on the connections between parental monitoring and deviant peer influences (e.g., Patterson, DeBaryshe, & Ramsey, 1989 Steinberg, 1986), we know inadequate about parents direct role in adolescents friendship and peer relationships (for exceptions, see recent conference proceedings, McCoy, 1996 Mounts & McCoy, 1999). The first goal of this investigation was to describe and compare mothers versus fathers direct involvement in adolescents peer relationships. Our choice of measures was guided by Parke and colleagues model of parenting (Parke & Buriel, 1998), which describes parents direct involvement as encompassing a variety of roles including instructional activities (e.

The Use of Force :: essays research papers

The dilute in "The Use of Force" is very unprofessional. He describes the patient in a very elicit way. The doctor also abhors the way the parents of the patient referred to him. And the doctor treats the patient aggressively.From the moment the doctor enters the house. He introduces the girl to us in an infatuated sense. He saw her as a "very attractive little thing" and he described her to have "magnificent blonde hair 1 of those picture children often reproduced in advertising leaflets and the photogravure sections of the Sunday papers." Throughout the process of the interrogative sentence we see that he "had already fallen in cheat with the savage brat. The doctor forces the examination on the girl for the sense of self-enjoyment. As he said, "it was a pleasure to attack her."The doctor seemed very unprofessional when he detested the way the mother, referred to him. When the mother told her daughter that he is a smooth man and that he wo nt hurt her, he became very impatient and mad. This is very ironic because all parents usually tell their kids that doctors are nice people. Why did he become angry with that comment? Ironically enough, doctors are supposed to be nice to their patients and the parents of the patients, at least the professional ones. Doctors are usually extra tolerant towards kids, and are trained to handle kids like this specific patient, who do not proclivity to cooperate. In attempt to examine the patient, the doctor acted extremely unprofessionally. The doctor was very forceful and harsh. When the young patient wouldnt allow the doctor to look into her throat, the doctor forced the wooden tongue depressor between her teeth, and the patient broke the tongue depressor. The doctor at that point had become violent, and decided upon continuing the examination with additional power towards the young patient. While the young patients mouth was bleeding because of the broken wooden depressor, the docto r forced the handle of a smooth coat spoon into the patients mouth.

Big Mikes Perspective in When Heaven and Earth Changed Places :: essays research papers

One of the events that stuck out to me from this book is when Le Ly agrees to have sex with an American soldier for $400, about eighty times what the unwashed Danang prostitute gets for the same service. The person that I see as responsible for(p) for this event is Big Mike, an American MP. Here is his side of the storyI had been relations with this crap my whole life, whenever somebody needs something they call me, Big Mike. nearly of the time its nice because I can get a tidy get ahead from my dealings. Sometimes, like today, I end up losing out on much than profits. To start from the beginning, I was working over at the Freedom Mill talking shop with some of the Marines, when these twain kids who look to be about my sons mount up walk up with a colonel. The colonel introduces them as Privates Williams and Jensen, and says they are on their charge back Stateside. He also adds that they have had a pretty non-white tour and our looking for something fun before they have to go home to their girlfriends and wives. The colonel looked satisfying at me when he said that last part and I realized that it was going to be my job to go find some bum bum for these two bums. missing to impress the colonel I stepped up with a big cheesy grinning on my face, I think I catch your drift Colonel, sir. Let me parcel out care of these Privates. A few of the surrounding officers laughed at my innuendo, but the two privates just smiled sheepishly to each other. The colonel smiled, agreed, and handed me a wad of bills to pay up for their good time. It added up to four hundred dollars, more than enough for the xxx minutes they had before they had to be on the level home.I started to leave the hangar with them and walk towards the Hoa Phat bar, which I knew to have a few nice uncase girls. As we started walking I noticed a familiar figure with a red bucket standing by the gate. It was Le Ly, a gruesome marketeer that I turned a blind eye to in the past in exchange for choice weed and Chinese jade. Now here was a pretty, clean girl. With the boys only having about twenty-five minutes before they had to board the plane I decided to try and bargain with her.Big Mikes Perspective in When Heaven and Earth Changed Places essays research papersOne of the events that stuck out to me from this book is when Le Ly agrees to have sex with an American soldier for $400, about eighty times what the usual Danang prostitute gets for the same service. The person that I see as responsible for this event is Big Mike, an American MP. Here is his side of the storyI had been dealing with this crap my whole life, whenever somebody needs something they call me, Big Mike. Most of the time its nice because I can get a tidy profit from my dealings. Sometimes, like today, I end up losing out on more than profits. To start from the beginning, I was working over at the Freedom Mill talking shop with some of the Marines, when these two kids who look to be about my sons age walk up with a colonel. The colonel introduces them as Privates Williams and Jensen, and says they are on their way back Stateside. He also adds that they have had a pretty dreary tour and our looking for something fun before they have to go home to their girlfriends and wives. The colonel looked straight at me when he said that last part and I realized that it was going to be my job to go find some bum bum for these two bums. Wanting to impress the colonel I stepped up with a big cheesy grin on my face, I think I catch your drift Colonel, sir. Let me take care of these Privates. A few of the surrounding officers laughed at my innuendo, but the two privates just smiled sheepishly to each other. The colonel smiled, agreed, and handed me a wad of bills to pay for their good time. It added up to four hundred dollars, more than enough for the thirty minutes they had before they had to be on the plane home.I started to leave the hangar with them and walk towards the Hoa Phat bar, whi ch I knew to have a few nice clean girls. As we started walking I noticed a familiar figure with a red bucket standing by the gate. It was Le Ly, a black marketeer that I turned a blind eye to in the past in exchange for choice weed and Chinese jade. Now here was a pretty, clean girl. With the boys only having about twenty-five minutes before they had to board the plane I decided to try and bargain with her.

Essay --

Products and service are created to appeal to a certain market. Creating a strategy with consumers in mind is a target market. To take marketing a step further market segmentation can be utilized. Target marketing is the term for directing marketing endeavors toward consumers. Breaking down of the market into small groups with intention of promoting products or services is identified as market segmentation. Market segmentation divides broad markets into smaller segment groups such as female, male, adult or children. Market segmentation occurs using factors that fit into four categories such as geographic, demographic, psychographic, and behavioral. Nescafe a product of Nestle started as far back as the 1930. brazil nut had a substantial supply of coffee and needed assistance with preserving. This was the start of the partnership between Brazilian government and Nestle. The name originated from the first three earn of Nestle and cafe put together. Nescafe was first introduced in Swi tzerland during the late 1930 and was expected to be a success throughout Europe. However, because o...

Humorous Best Man Speech for Two Best Men -- Wedding Toasts Roasts Spe

Humorous vanquish Man Speech Written for Two high hat MenBest human 1 Good evening everyone. I must warn you we are both pretty nervous about doing this speech. We have spent many a night awake, trying plan it to no avail. We were both so nervous about doing this speech we asked the groom for some advice on how to prepare for talking to a large audience. Best man 2 So he did. He told us to imagine that you are all naked, so if you dont mind, we are going to restrain it a go. (Stares, winks at people)Best man 1 Ladies and gentlemen, may I thank you for attending this wonderful occasion. You can all agree that today has been a great success, so far, they look absolutely stunning. So if you could raise your glasses. To the bride and groom.Best man 2 Also, thanks must go to the beautiful bridesmaids, who did a fabulous job today getting the bride ready and making trusted she didnt back out. So if you could please raise your glasses again. To the bridesmaids.In preparing for today t he groom has inclined us a list of things we have to do, so if you dont mind, for our sake and for yours, we would just quickly like to run through it, sorry.(Get pens and list out of pockets)Make sure that the groom is dressed appropriately.Best man 2 No better than usual, check. (Pretends to check list)Best man 1 Ensure that the groom has been to the bathroomBest man 2 I made sure he went in there, but the rest is up to him Best man 1 See that incensed ex-girlfriends are kept at bayBest man 2 Errrmmm. I cant find any, most of them seem rather relieved. Best man 1 Bring a bag with the following items for emergencies.Best man 2 aspirin, antacid, deodorant, toothpaste, Viagra. Oh, sorry the groom wasn?t going to ment... ...g unless its shared by two. Congratulations to the bride and groom.Best man I To end we would just like to read a few verses from this poem that is very close to our hearts. It is called ?The Power of Love? which was written by William Shakespeare.Best man 2 W asnt it also covered by Huey Lewis and the News in 1985 for the film Back to the FutureBest man 1 yea O.K. quiet. (sing)The situation of love is a curious thingMake a one man weep, make another man sing.Change a lurch to a little white doveMore than a feeling, thats the power of love.Best man 2 Its O.K. matePats him on the shoulder) Let meYou dont need money, dont check fameDont need no credit card to ride this train. It?s strong and its suddenand its cruel sometimesbut it might just save your life.Thats the power of love, that?s the power of loveThank you.

Master Tag Case

The key benefit to the revised approfessional personach is that the tags are being sent like a shot to the customer that needs them, the growers. The growers are then able to order another batch of tags once the plants have grown if they have a surplus in plants. Thus the reasoning for the revised approach is fulfilled by not having an abundance of un needed tags being shipped to the grower from the seed companies.The pros of the revised approach is the seeds give be planted with the tags and the tag wont leave the seed all the way from plantation until it reaches the retail customer. Also, if the grower is able to clone plants they would have the accessibility of ordering any new tags directly from MasterTag. The pro for the seed company is that they dont have to sort tags to send off their order to the growers.Another pro is the seed companies wont have a surplus of tags in their warehouse, however, if the plant doesnt survive from the growth of the seed the grower may build up a surplus of tags. Although still, the grower would be better to utilize the process of order from MasterTag because they would know what plants survived from the seed. The cons of the plan is that it adds an extra step to the Growers manufacturing process. They now have to do forecasting and planning with two companies MasterTag and the seed companies, rather than just with the seed companies.

Conforming to General Health, Safety and Welfare in the Workplace

1.1 When first attending a construction situation, new work operatives allow for be given an induction so that all they consent a clear understanding of their responsibilities along with that of the comp some(prenominal)(prenominal). This site induction is specific to the site and provides you with information on the current hazards of the site and tells you about the site rules and regulations you must concur to. Information may calculateemergency evacuation & fire procedure resort signage risk assessments safe systems of work organisational procedures use of PPE (Personal Protective Equipment) COSHH (Hazardous Substances) storage requirements ascendance measures gas disposal procedures reporting procedures site facilities.1.2 The company shall issue you with the appropriate PPE, the basic provision would consist of safety footwear and safety helmet to protect your feet and precede respectively from falling objects, Hi visibility clothing to been clearly seen. Th ese argon the basic PPE normally worn when on site in accordance with command and organisational requirements. The work task may require addition protection as ear defenders / plugs, gloves, safety glasses, masks, respirators , handling equipment.1.3 Health, Safety, Warning and Information signs found throughout worksite and set as belowFire equipmentLocation of fire fighting equipment Mandatory Must doA course of action which must be taken Prohibition must notBehaviours that are prohibited Hazard DangerDanger, warning and caution Safe condition InformationEscape routes and safety equipment1.4 Collective protection is equipment which can protect more than one person and, at once decently installed or erected, does not require any action by them to make sure it will work. Examples which prevent a fall accommodate, scaffolds, tower scaffolds and chromatic pickers which imbibe guard rails and equipment which minimises the consequences of a fall, include nets and airbags. Collect ive measures have several advantages. They are easier to use, protect e realone at risk in the work theater and motive less effort in terms of maintenance and Industrial safety helmets, bump caps, fuzznets and fire fighters helmets user training. Personal measures have disadvantages they require a high level of training and maintenance and they only protect the user.Personnel Protective Equipment (PPE) The needs for PPE are assessed by a person who is competent to judge whether other(a) methods of risk control can offer better protection of safety and wellness than the Eye protection Safety spectacles, goggles, face screens, face shields, visors. HazardsChemical or admixture splash, dust, projectiles, gas and vapour, radiation Head and neck Industrial safety helmets, bump caps, hairnets and fire fighters helmets. Hazards Impact from falling or flying objects, risk of head bumping, hair getting tangled in machinery, chemical drips or splash, climate or temperatureEars Earplugs, earmuffs, semi-insert/canal caps Hazards Noise a combination of sound level and duration of exposure, very high-level sounds are a hazard even with short duration Choose protectors that impose noise to an acceptable level, while allowing for safety and communicationRespiratory Protective Equipment (RPE) utilise when you might still breathe in contaminated air, despite other controls you have in place e.g. extraction systems When there is short-term or odd exposure and using other controls is impractical Whilst you are putting other controls in placeWhen you need to provide RPE for safe exit in an emergency When you need to provide RPE for emergency work or when there is a temporary failure of controlsLocal Exhaust Ventilation (LEV) in your workplace should carry away any harmful dust, mist, fumes or gas in the air to protect your health It needs to be the right type for the job. It needs installing properly in the first place. It needs regular checking and maintenance throughou t the year. It needs testing thoroughly at least once every year. It needs an forefinger to show its working properly.1.5 When carrying out your daily work you must adhere to health and safety measures in accordance with the given operating instructions which could include safety data sheets, collective protective equipment, signs, notices, barriers, dust and fume ventilation.1.6 Health & Safety at Work Act 1974, Control of Substances Hazardous to Health (COSHH), reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR), Workplace (Health, Safety and Welfare) Regulations, Reach. Codes of Practise. Health & Safety signs / notices placed throughout the worksite.1.7 Having your working domain of a function risk assessed, method statements produced, safety & warning signs displayed, all relevant to the occupational area will help the worker carry out their job activities safely and correctly to reduce health & safety risks to himself and those operating deep dow n the area.1.8To accompany with control measures that have been identified by risk assessments and safe systems of work. You would be required to wear the appropriate PPE, to read and follow safe systems procedures, comply to any health, safety, information and warning signs placed throughout the working site.2.1Following organisational procedures in the workplace, any hazards created by change in circumstances should be reported, these may include a change in weather if working outside such as if rain or frost may make working site areas hazardous with possible slipping on the changing surface area. Staff absence placing undue workload . Work equipment not operating as expect such as dust extraction not clearing air as normal.2.2Typical hazards associated with your working environment could include moving and placing tools and materials in the work area safely, so that they are not causing a trip hazard, obstructing or blocking fire exit doorways. Tools and equipment have been go over for any damage precedent their use in conjunction with the correct PPE being worn to avoid the dangers they are prescribed to protect you from. The use of hazardous substances hold its own risks to the user and the environment. users should not leave such substances unattended which could cause harm to other if inadvertently exposed to them. Correct use while wearing the PPE in accordancewith manufactures instructions and following H&S regulations for storage and disposal.2.3 /2.4 http//www.hse.gov.uk/construction/lwit/risk-behaviours-tool.htmFall from a ladder Fall through a fragile roof Lifting operations Struck by plant Overturning plant Fall from scaffolding Fall through a roof void Asphyxiation poisoning Crushed by falling barb MWEP crushing entrapmenthttp//www.hse.gov.uk/construction/lwit/safety-risks.htmExposure to Asbestos Manual Handling Exposure to excessive vibration Exposure to Sillica Exposure to excessive noise3.2 To take in safe working on site, you will be is sued with various information documents in the form of method statements, risk assessments, training notes, manufacturers instructions, control measures, reporting procedures etc. once you have read them you will be required to sign as a record for the employer that you have been provided with the documents, have read and understood the information. Therefore if there is any part of the information which you are not unable to interpret properly or understand you must ask for an explanation before signing. Once you have signed you must always comply with the information and instructions provided to ensure safe working practise.3.2 If during the working day there are issues which could compromise health & safety or you could provide information which can help improve the safe working environment or practises and so you should feedback this to your supervisor, manager or safety officer.3.3Welfare facilities are provided on site for the benefit of all, so that you may wash and eat in c lean and healthy surroundings. It is each and every persons responsibility to keep these areas clean and tidy for hygiene purpose. Also if you find that the washroom hygiene items needs replenishing then this should be reported at your earliest opportunity.3.4It is measurable that PPE is safely stored so that it dont get damaged when not in use. This applies for any safety control equipment that is not in use is checked and then put in away in safe storage area in accordance with manufactures instructions.3.5There are company policies for the management of all waste materials on site prior to them being taken for recycling. The waste materials are separated and placed into their allocated waste bins. eg timber, metals, chemicals, plastics, cardboard and general waste. The bins are emptied frequently to ensure they dont over fill and become a safety risk.3.6If a minor accident (minor cuts, abrasions, splinters) occur while carrying out your work duties then this would be dealt with by the companys first aider and the incident recorded in the accident book.In the wooing of a accident being a most miss then this must be reported to your supervisor. The incident will be recorded and a new risk assessment conducted to help to reduce the risk of this accident re-occuring.If there is a accident that is much more serious then the emergency services my need to be called upon. In this case work within the area of the accident would have to cease and the Health and Safety Executive informed. They may then have to conduct an investigation and take statements and could even halt work on the site.Should there be a fire within the vicinity of your work, then you will need to raise the disheartenment immediately and evacuate the site in an orderly fashion to their fire assembly point, where a resister of all personnel whom have checked in onsite will need to be accounted for.3.7 / 3.8 The chart below shows the types of fire extinguishers, their colour code identification and their uses on different type of fires.British Standards *BS EN2 1992 Classification of fires (ISBN 0 580 21356 0) Class A fires involving solid materials, usually of an organic nature, in which combustion normally takes places with the formation of glowing embers Class B fires involving liquids or liquefiable solidsClass C fires involving gases Class D fires involving metals

12 Angry Men Essay

In 12 angry men on that point argon mevery an(prenominal) themes that be give counsel wholeness of the major themes that is found was present is, one determined and skilled or sobody can wield a pass near of influence. board adult female number viii is a quiet, thoughtful, gentle man he seesall points of the argument and wants to find the truth. On the another(prenominal) hand juror number three is a very(prenominal) strong, very forceful, extremely measurementated man his judging is all that matters and if other commonwealth dont agree with it they are automatically wrong. All of the characters in this bilgewater help develop the theme scarcely in my opinion jurors number three and eight play a very large role in it. juryman three is a very outward with his opinion from the beginning. He lets everyone know what he moots and that no one go forth be able to transfigure his mind. In his mind his opinion is the most important thing and no one can state anything against it. When others evaluate to look at all the facts and brace a word of honor he finds that it is pointless and a waste of his meter because he will non change his voting from blamable and that means everyone else essential be the ones to agree with him.See more(prenominal) than than Satirical elements in the adventure of Huckleberry Finn essayThis juror is a man who is very easily excitable as the say in the book umteen times. He will snap at any moment when someone else is trying to share their opinion on the twine because they say something that doesnt support what he thinks. His anger plays a large part in developing him as a character. There are many jurors that dont want to deal with him and are scared to speak up to say what they think because there is no telling the next time number three will start to yell at them. The other characters see him as an angry man who is too stubborn to listen to what anyone else has to say. In this book juror three often ex plodes into extremely loud yelling while everyone else is trying to keep calm and decide on a bewitching verdict on the case. At one point during the story juror number eight is trying to calmly explain the facts and evidence that come ons juror threes opinion wrong and instead of calmly listening kindred everyone else he tries to attack juror eight having to be held back by three of the oher men. This shows a hand out somewhat his character as a man. He is a loud man serve in his ways that has lived with one opinion on the posture nd isnt willing to change it.The male child who is being charged with allegedly killing his father is black and that causes a lot of mixed opinions at bottom the instrument panel room. Juror three doesnt seem to like anyone who is black or from a certain area of town which is non the best. There is a larhe aggregate of prejudice in this book non only from juror three,and it seems to alter a lot of the thoughts of some of the jurors. The way t hat he tries to influence people to be on his side is not very effective at all, no one wants to listen to him because all he does is yell and scream at them without accompaniment up what hes saying with any facts. Juror number eight besides has a set opinion from the beginning of the story scarce he has a stand inly different way of approaching things. He is very quiet and keeps his thoughts to himself at the beginning. When it conk outs to talking come up-nigh facts and evidence he has a lot to say but doesnt try and force the other jurors to agree with him.He only wants to fully discuss all of the information that has been presented to try and determine what the moderately verdict should be. At maiden I dont think he was even 100% trusted that he wanted to vote not guilty he did it mostly because a sons life is at atake and he couldnt let that go without talking astir(predicate) it. Juror eight is a calm man who is very nice and tries his best to state what he thinks i s right but not do it in a forceful way. He isnt saying that there is only his opinion on the case but he too doesnt say that what anyone else thinks is wrong. This man wanted only to try and come to find the truth instead of on the nose saying that the boy is guilty without full examining everything. Juror eight took the time to look at the facts and invest personal opinions aside which is the compete opposite of what juror number three did. The way that he stayed very calm even when everyone else was yelling at severally other is one thing that I think really helped influence other jurors to change their vote.Even after jjuror wight express only a few things they tooka a help vote and he already had convinced someone to agree with his view on the case. The way he could calmly debate what everyone else was gettinginto large arguments about without changing from the very calm and not outspoken person that he is was a large factor in amking other people change their vote. He bro ught up very valid points that no one else would induct thought twice about without him. By keeping his personal feelings on the boys race etc he was able to come up with a better end result than that of everyone else. He is a very influencial man who was really only looking for the truth in a case that is made up of a lot of lies and exxagerations. Juror eight and juror three might seem like complete opposites who could never be thought of as having some things alike.This though is not completely true. Yes, they beget very different personalities and ways of going about explaining theiropinions but there is some similarity. They both be possessed of aclear stance on whether or not they think the boy is guilty. Also they both want to convince the easing of the jury that their opinion is right. Even through all the arguments and yelling that was done they do have a couple of things that are similar between them. The way that everyone in this book especially juror eight debated hi s point shows how someone who is determined and who knows what they are saying can convince many to believe their side. Juror eight in the end got everyone to vote not guilty because of the way he went about explaining his point. He didnt yell and just say that his opinion was right just because he thought so, there was evidence to back it up that no one else would have seen if it werent for him.12 Angry manpower Essay12 Angry manpower (1957) is a gripping and an engrossing examination of 12 jurors who are deciding the fate of a young Puerto Rican boy in a murder trial. It is phenomenal that a movie with a running time of just 96 minutes and shot in just one room could be so impactful and so intellectually stimulating that it could be a source of immense learning for generations to come in the region of psychology, social psychology, Organizational Behavior anddecision making. In this paper, we will be exploring 3 wide dimensions/theories in the field of OB and their application in the movie by citing specific examples from the convey.We will start off by exploring the phenomenon of Perception and Individual Decision Making where we would be exploring the decision making process at an individual level, explaining the underlying theories and biases involved in individual decision making and try to map those to specific instances in the film. This will be followed by a watchword on the phenomenon of Group Behavior with particular emphasis on group formation, group decision making and Groupthink. Finally, we will explore how Personality influences the decision making milieu. Perception and Individual Decision MakingOne of the theories that were seen at play was Attribution Theory. Attribution theory is a phenomenon that is characterized by individuals observing sort followed by an attempt to gauge whether the event was externally or internally caused where internal causes under the persons control while external causes are not. For example, the house deco rator made more external ascriptions to the boys behavior, citing that the boy had been slapped around all his life and was of the view that external attributions could not provoke something as gruelling as murder.On the contrary, the angry juror who ran the courier service and was a distraught father made internal attributions about the boys behavior, reflecting that kids these eld dont keep their adults and have lost their sense of morality. Furthermore, the ancient loud mouthed bigot stubbornly advocated a guilty verdict just because the young boy was from a slum and hence his reasoning that all slum kids are inherently rotten a classic case of stereotyping whereby judgments are made about the person just because he be considerables to a particular group.One of the most startling observations in the film was the manifestation of fundamental attribution error. Fundamental attribution error refers to the campaignency to underestimate the influence of external factors and overe stimate the influence of internal factors when making judgments about the behavior of others. In simple words, we blame people first, not the situation. For example, the distraught father cited the boys shout Im gonna kill ya as an indication of the boys murderous rage.However, when he was enticed by the architect later in a discussion after being called a sadist, he too shouts, Im gonna kill ya but he does not really mean it. It was just the situation that elicited such a response. Similarly, the stock broker assumed that the boys unfitness to recall the movies he went to meant that he was lying and not that he may have not been able to recall it due to the situation, trauma and mental stress. The actualisation came, when he himself was not able to recall the movies he went to just a few days back even when he was not under any stress.A confirmation bias in decision making is referred to as selecting and using only facts that support our expectation and ignoring disconcerting fa cts. Since all but one of the jurors had an expectation of a guiltyverdict, they all confirmed their biases by continuously reiterating those same twisted facts that confirmed their expectations and nobody but one stopped to doubtfulness. As a result of this bias, they genuinely overlooked certain pieces of information that would have caused confusion and chaos in their minds.For example, they did not realize that the old man was walking with a limp and thus he could not have bring ined the door in a mere 15 seconds. Secondly, they failed to see the marks on the old womans eyes who testified to have seen the killing. Thirdly, that the knife that was used for the killing was not all that unusual and finally, that it would have been impossible for anybody to hear, Im gonna kill ya at the same time as a noisy L train was passing by. Group Behavior It is interesting to note that the five stages of Group suppuration Model can be quite clearly captured in this film.In the first stage t hat is of forming members feel much uncertainty. This uncertainty was evident up until the first vote when all the jurors were trying to get to know each other and trying to ascertain how the others felt about the case. For example, the angry man who ran a messenger service had first interacted with the timid bank clerk and had expressed his frustration over how the lawyers would keep on talking and talking on an open and sure case like this.There was an air of uncertainty even when Mr.Foreman was ascertaining a seating arrangement and the loud mouthed bigot questioned as to what difference it made. In the second stage that is storming, there are lots of conflicts between group members. This was seen from the first vote which resulted in an 111 in favor of guilty to a 102 vote after which the other members started to shrug of the environment of forced agreement and genuinely were interested in discussing further.During the storming stage, many conflicts arose such as the argument b etween the loud mouthed garage owner and the guy from the slum and then Mr.Foreman getting upset how irreverent the garage owner was in his causal agency to try and keep things organized. In the norming stage, members have developed close relationships and cohesiveness. This was seen from the 102 vote to a 66 vote when members chose to come across themselves closely with the members who were supporting their decision. It started when the architect gambled for support by calling for a vote through secret ballot. In the performing stage, the group becomes fully functional. This was seen from a 66 vote all the way till a whole not guilty verdict.This period was characterized by clear argumentation from both sides, save a few instances such as the unreasonable change of vote by the baseball fan and the ridiculous shouting by the garage owner. The architect was making clear and consistent arguments and casting a clear doubt in the testimonies of each of the witnesses and being suppor ted by others who favored a not guilty verdict such as the old man who very astutely identified the marks on the womans nose who testified to have seen the actual killing. One of the most important aspects of group behavior that is depicted in this film is the idea of Groupthink and Groupshift.Groupthink is depicted in situations where group pressures for conformity deter the group from critically appraising unusual, minority and unpopular views. When the initial vote was taken unrestricted, several jurors, who later expressed the uncertainty over a guilty verdict, chose to comply with the group in an effort to confirm to the majority and the architect was the lone man standing. For example, it seemed as if the guy from the slum was unsure and he did not say much but just went with the majority at the beginning.Furthermore, the old man also initially confirmed with the group but switched when the vote was private and finally the baseball fan very blatantly went along with the major ity or the dominating group which was seen when he changed his vote to not guilty just to break the deadlock and because the not guilty group was gradually getting stronger. Groupshiftoccurs when discussing a given set of alternatives and arriving at a solution, group members tend to exaggerate the initial positions that they hold. This causes a shift to a more conservative or a more risky behavior.This was seen when the angry, distraught father brought in his prejudices about teenagers in general which was followed by seemingly vindicating facts highlighted by the astute stock broker further pushed the group towards a risky guilty verdict. Even the architect came under pressure and agreed to comply if everyone voted guilty by a secret ballot. Personality The personality of the architect is particularly of interest. One of the attributes that he exhibit was consistency which encompasses loyalty to a particular idea.Throughout the film, he always remained consistent in his oppositio n to the majority which essentially made other question their judgment. For example, the old man changed his vote simply because he felt that if someone is defending his vote with such conviction, then he may have some important points to make. He also scored high on agreeableness because he was good-natured, cooperative and trusting and did not appear rigid. For example, he pointed that he didnt of necessity think that the majority was wrong. He just wanted to talk more about it which showed that he was consistent, yet open minded.He also scored high in aflame stability because he was calm, self-confident and secure under stress. It is difficult to remain calm and cool under a stress offered by personalities like the astute stock broker, the loud mouthed garage owner and the angry man who ran a messenger service. His counterpart and the antagonist scored relatively low on emotional stability simply because he lost his temper on a lot of occasions which swayed the group against hi m. For example, in his emotionally unstable state, he incorrectly accused the guy from the slum for hanging after a golden voice starts preaching.Moreover, he started to bring his own downfall when he said things in an emotional burst such as when he himself concedes that the witness was an old man and couldnt have been positive about anything. And then when he was enticed by the architect himself, he shouted, Im gonna kill ya and hence disproved his own arguments about how this very statement could actually lead to murder. The architect also scored high on conscientiousness because he was responsible, dependent, persistent and organized.He would look at each testimony and very make a conscious effort to investigate the little details for any evidence of inconsistency that would lead others to have a reasonable doubt in their minds. For example, he ordered the normal of the old mans house and emulated his limping walk to the door the exact distance so see if the old man could reall y reach the front door in 15 seconds. The application of the following three areas of organizational behavior helps us to give an academic bent to the film and helps us appreciate the true genius behind a 1957 drama film.12 Angry Men EssayIn the movie, 12 Angry Men, an 18 yr old boy from a slum is charged with murder. He is put on trial for being accused of stabbing his father in the knocker with a knife. Some of the first ten amendments of the Bill of Rights are shown in this movie such as the fifth and sixth amendments.According to the Fifth Amendment when there is a jury trial all 12 jurors mustiness make a unanimous vote on whether or not the defendant is straightforward or guilty. 12 Angry men shows how one man votes the 18 year old boy is fair while all the others are hung up on believing he is guilty. The one exonerated voting man then does his best and gradually over a few hours begins convincing more and more of the 12 men that he is innocent.Also in the Fifth Amendm ent it states that people have the right to be a witness or to not be a witness against themselves. In the movie a lady and an old man are on stand as witnesses to try and prove the defendant is guilty. The lady who lives across the street claims to have seen through the window and a passing train in the diaphragm of the night that the boy stabbed his father. The old man claims to have heard the boy yell Im going to kill you. Both witnesses stories have some faults to them. For instance, the lady wears glasses and in order for her to see the whole incident she would have had to wear her glasses to bed the night it happened. The old man lives by the lady and it would be heavy(p) to hear the boy shout Im going to kill you over the roar of a passing train.The Sixth amendment allows a speedy and public trial to take place. A speedy trial doesnt mean that it the trial only takes an hour until its solved. Time depends on how long due process takes or how many people are ahead waiting fo r trial. Also a speedy trial says the defendant is innocent until proven guilty. The 18 year old boy is said to be innocent for the accusations of murdering his father.Impartial jury plays an important role while on trial. The term impartial jury means that the people that make up the jury have no prior knowledge of the defendants guilt or innocence. This allows the defendant to get a fair trial. The men on the jury do not know the boy personally. In the movie one man claims that he was also from a slum so he can understand a little more about the boys life. This could help the juror to think more about the guilt or innocence. Also a juror has seen a knife fight before and knows that most people do not stab downwards into the chest area if they are shorter than the person being stabbed. This also breaks down the facts to help determine if the defendant in the movie is innocent or guilty.Without the first ten amendments of the Bill Of Rights there would be chaos. 12 Angry men demonst rate how the Fifth and Sixth Amendments help a lot when it comes to trial. If there were none of these important Amendments people would get accused and have an unfair trial leaving a bad result for the person and others around them.12 angry men Essay12 Angry MenSubmitted by Pam McDonaldE-mail Pam_McDonaldnifc.blm.govPhone 208-387-5318Audience Rating Not RatedReleased 1957Studio unify Artists/MGMGenre DramaRuntime 95 minutesMaterials VCR or DVD, television or projection system, Wildland Fire leaders determine and Principles handouts (single-sided), notepad, writing utensil impersonal Students will identify Wildland Fire leading Values and Principles illustrated inside 12 Angry Men and discuss lead lessons learned with group members or mentors. elemental Plot The jury of twelve angry men, entrusted with the power to send an uneducated, teenaged Puerto Rican, tenement-dwelling boy to the electric chair for killing his father with a switchblade knife, are literally locked into a s mall, claustrophobic rectangular room on a stifling hot summer day until they come up with a unanimous decision either guilty or not guilty.The compelling, provocative film examines the twelve mens deep-seated personal prejudices, perceptual biases and weaknesses, indifference, anger, personalities, unreliable judgments, ethnical differences, ignorance and fears, that threaten to taint their decision-making abilities, cause them to ignore the real issues in the case, and potentially lead them to a miscarriage of justice. (http//www.filmsite.org/twelve.html)Cast of Main CharactersMartin BalsamJuror 1 (Foreman coach)John FiedlerJuror 2 (Bank clerk inexperienced juror)Lee J. CobbJuror 3 (Angry gentleman with photo of son)E. G. MarshallJuror 4 (Stock Broker)Jack KlugmanJuror 5 (Grew up in the slums)Edward BinnsJuror 6 (Painter)Jack WardenJuror 7 (Sports fan)enthalpy FondaJuror 8 (Architect Man who doesnt know)Joseph SweeneyJuror 9 (Nice older gentleman)Ed BegleyJuror 10 (Prejudiced old er gentleman with cold)George VoskovecJuror 11 (Foreign watchmaker)Robert WebberJuror 12 (Advertising Executive doodler)Facilitation Options12 Angry Men illustrates an abundance of leadership values and principlesespecially an emphasis on team upwork, the decision making process, and Socratic leadership. Students should have few problems identifying those that correspond to the Wildland Fire Leadership Values and Principles. The objective is not to identify every leadership principle but to promote thought and discussion. Students should be less misgivinged with how many principles they view within the film and more look uped with how the principles they do recognize can be used to develop themselves as a leader.Obtain copies of the Crew Cohesion opinion Tool, developed by Mission-Centered Solutions, from the Wildland Fire Leadership liftment website (http//www. resurrectleadership.gov/toolbox/documents/Crew_Cohesion_Assessment.pdf) for use with Guided intelligence, 1. If you have not used this tool, this might be an splendid prospect to do so.The film can be viewed in its entirety or by clip selection, depending on facilitator intent and time schedules. Another method is to have the employee(s) view the film on his/her own and then hold the discussion session.Full-film Facilitation SuggestionWhen opting for the full-film method, the facilitator should determine a good breaking point near the middle of the film.1.Review the Wildland Fire Leadership Values and Principles with savants. 2.Advise students to document instances within the film that illustrate/violate the Wildland Fire Leadership Values and Principles on the handout provided. 3.Break students into small discussion groups.4.Show students 12 Angry Men.5.Break. (Suggestion When the jury takes their break.)6.Begin the guided discussion.7.Provide a short synopsis with some ticklers to pay attention before beginning the rest of the film. 8.Resume the film.9.Have students discuss their findings an d how they will apply leadership lessons learned to their role in wildland can suppression. Facilitate discussion in groups that have difficulty. 10.Wrap up the session and get on students to apply leadership lessons learned in their personal and work lives.Clip Facilitation Suggestion1.Review the Wildland Fire Leadership Value or Principle targeted for discussion. (May be given or direct students to identify the value or principle being illustrated after viewing the clip.) 2.Show the clip.3.Facilitate discussion regarding the selected clip and corresponding value and/or principle. 4.Break students into small discussion groups.5.Have students discuss their findings and how they will apply leadership lessons learned to their role in wildland fire suppression. Facilitate discussion in groups that may have difficulty. 6.Wrap up the session and encourage students to apply leadership lessons learned in their personal and work lives.Mentor SuggestionUse either method presented above. T he mentor should be available to the student to discuss lessons learned from the film as well as incorporating them to the students leadership self- teaching plan.Encouraging individuals to keep a leadership journal is an excellent way to document leadership values and principles that are practiced.Suggest other wildland fire leadership toolbox items that will contribute to the overall leadership development of the student.Other ReferencesAdvanced jockeyledge. Twelve Angry Men Teams That Dont Quit. Facilitator Guide. 1998. (Goes with the Targeted acquire Corporation reference below.) http//advancedknowledge.com/twelve.pdfClemens, John K. and Wolff, Melora. Movies to Manage By. Chapter 6 Socratic Leadership12 Angry Men, pp. 117-137. 1999.Kouzes, James and Posner, Barry. The Leadership Challenge. Third Edition. 2002. www.theleadershipchallenge.comPatnode, Major Norman H (USAF). Program Management and Leadership. The Socratic Method Leveraging Questions to Increase Performance. Nov ember-December 2002.Targeted Learning Corporation. Twelve Angry Men Teams That Dont Quit http//www.targetlearn.com/documentation/TWEL000.pdfUniversity of Chicago Graduate School of Business, Managerial Psychology. Summary of Class reasonion on Twelve Angry Men, with connections toSix Principles of Group Decision Making. 2005. http//gsbwww.uchicago.edu/fac/joshua.klayman/teaching/ManagerialPsych-05B/3-12%20angry%20handout-2005B.doc.Hyperlinks have been acknowledged to facilitate the use of the Wildland Fire Leadership Development Program website. advertise students of leadership to visit the website at http//www.fireleadership.gov.Wildland Fire Leadership Values and PrinciplesDutyBe proficient in your job, both technically and as a leader. comprise charge when in charge.Adhere to professional standard operating procedures.Develop a plan to accomplish given objectives.Make sound and timely decisions. hold in situation awareness in order to anticipate needed actions. Develop conti ngencies and consider consequences.Improvise within the commanders intent to direct a rapidly changing environment.Ensure that tasks are understood, supervised and accomplished. Issue clear instructions.Observe and assess actions in progress without micro-managing. Use positive feedback to modify duties, tasks and assignments when appropriate.Develop your subordinates for the future.Clearly state expectations.Delegate those tasks that you are not required to do personally. Consider individual skill levels and development needs when assigning tasks. Respect agnise your subordinates and look out for their well being.Put the safety of your subordinates above all other objectives. Take care of your subordinates needs.Resolve conflicts between individuals on the team.Keep your subordinates informed.Provide accurate and timely briefings.Give the reason (intent) for assignments and tasks.Make yourself available to answer questions at appropriate times.Build the team.Conduct frequent debri efings with the team to identify lessons learned. Recognize individual and team accomplishments and reward them appropriately. Apply disciplinary measures equally.Employ your subordinates in accordance with their capabilities. Observe human behavior as well as fire behavior.Provide early warning to subordinates of tasks they will be responsible for. Consider team experience, fatigue and physical limitations when bringing assignments. wholenessKnow yourself and adjudicate improvement.Know the strengths/weaknesses in your character and skill level. Ask questions of peers and superiors.Actively listen to feedback from subordinates.Seek state and accept responsibility for your actions. Accept full responsibility for and correct poor team performance. Credit subordinates for good performance.Keep your superiors informed of your actions.Set the example.Share the hazards and hardships with your subordinates.Dont show discouragement when facing set backs.Choose the difficult right over the easy wrong.12 Angry Men1.Document film clips illustrating the Wildland Fire Leadership Values and Principles. 2.Discuss leadership lessons learned from the film with group members or mentor.DutyBe proficient in your job, both technically and as a leader. Make sound and timely decisions.Ensure that tasks are understood, supervised and accomplished. Develop yoursubordinates for the future.RespectKnow your subordinates and look out for their well being.Keep your subordinates informed.Build the team.Employ your subordinates in accordance with their capabilities.IntegrityKnow yourself and seek improvement.Seek responsibility and accept responsibility for your actions. Set the example.12 Angry MenGuided Discussion1.Using the Mission-Centered Solutions Crew Cohesion Assessment that your facilitator has provided, identify scenes in the movie that relate to the behaviors listed on the assessment.2.Identify at to the lowest degree three positive behaviors or actions that you saw in the m ovie that can make your team more effective?3.Which of the characters in the movie appear to be leaders? How effective are they?4.One of the promotional posters for the movie stated Life is in their hands closing is on their minds. It explodes like 12 sticks of dynamite What does this statement imply about the situation and how does this relate to life on the fireline?5.How does the decision-making environment of the movie parallel that of the wildland fire service? What lessons will you take from the movie to make your team stronger?6.Juror 3 has sat on many cases and has a negative view of lawyers. He seemed to have determined guilt even prior to hearing the case. How does complacency affect decision-making and team effectiveness within the wildland fire community? Discuss instances of complacency that you have experienced. How did you handle those situations?7.Juror 10 questions the Foremans ability to lead stating the Foreman is a kid. This in turn leads to the Foreman questio ning his leadership skills. Discuss instances when you witnessed a supervisor disregarding suggestions from a subordinate because the supervisor felt the subordinate lacked the knowledge/experience to make such a suggestion. Was the supervisors concern warranted? How did you handle the situation?8.Juror 7 changes his vote from guilty to not guilty in order to bring about consensus even though he believes the defendant is guilty. What Wildland Fire Leadership Values and Principles does the character compromise?9.Individual jurors allowed personal feelings (age, ethnicity, class, prior relationships, etc.) to play a major role in determining their verdict of the defendant. How would you handle a crew/team member who allowed his/her personal feelings to compromise the groups electric charge? 12 Angry MenThe following clips illustrate the Wildland Leadership Values and Principles. These are only guidelines and may be interpreted differently by other views they are presented as a guide for facilitation.DutyThe judge gives the jury final instructions. (Issue clear instructions and clearly state expectations.) Juror 4 explains that is customary to take a preliminary vote. (Adhere to professional operating procedures.) Juror 8 does not intend to change anyones verdict he just wants to talk. (Clearly state expectations.) A time limit is set on how long the jury will deliberate before declaring themselves a hung jury. (Develop a plan to accomplish objectives.) The Foreman of the jury had a responsibility to lead the group he gives up. (Be proficient in your jub, both technically and asa leader.)RespectJuror 8 asks the right questions to invoke responses and action from Juror 3. (Observe human behavior as well as fire behavior.) Juror 6 defends Juror 9 when Juror 3 attacks the older gentleman. (Put the safety of your subordinates above all other objectives.) Each juror gives his reasoning for verdict. (Give the reason for assignments and tasks.)The Foreman gets Juror 8 the exhibits he wants even though he pretty much gives up his leadership role. (Take care of your subordinates needs.) Juror 8 agrees to give his reasoning although the goal of the group was to change his verdict. (Make yourself available to answer questions at appropriate times.)IntegrityJuror 8 declares a non-guilty verdict. (Choose the difficult right over the easy wrong.) Juror 8 doesnt know if the defendant is guilty or innocent just wants to talk. (Ask questions of peers and superiors.) The foreman loses his composure as a leader. (Dont show discouragement when facing set backs.) Jurors change their verdicts after listening to others. (Actively listen to feedback from superiors.) Jurors 3 and 10 realize personal issues have clouded their judgment. (Accept full responsibility for and correct poor team performance) 12 Angry MenGuided Discussion Possible Answers1.Using the Mission-Centered Solutions Crew Cohesion Assessment that your facilitator has provided, identify scenes in the movie that relate to the behaviors listed on the assessment.Answers will vary, but may includeJudge debriefs the jury and provides final instructionscommanders intent. (Learning and Communication) Conflict occurs many times between jury memberssome are addressed. (Conflict) Jury members begin to feel theenvironment change and trust is built. (Trust) Juror 8 discusses the need to uphold the U.S. Constitutionhistoric implications. (Teamwork) The jury is able to transition between high-stress and low-stress conditions. (Effectiveness) The jury comes to consensus. (Leadership)2.Identify at least three positive behaviors or actions that you saw in the movie that can make your team more effective?Answers will vary, but may includeNot rushing to conclusions. Taking time to discuss a situation or topic. Talk openly and honestly.Promote team member equality.Learn more about one anotheraddress diversity.3.Which of the characters in the movie appear to be leaders? How effective are they?An swers will vary. Students should identify two owing(p) leadersJurors 1 and 8. Many instances exist when individuals assume a leadership role.4.One of the promotional posters for the movie stated Life is in their hands Death is on their minds. It explodes like 12 sticks of dynamite What does this statement imply about the situation and how does this relate to life on the fireline?Viewers notice a very volatile environmenthot and humid day, lock down, diversity and age differenceseven before deliberations begin. A control for leadership is waged at the beginning when members attack and tump over the foremans idea of a secret ballot. Once the vote is taken, an all-out war is waged against the one dissenter.These same situations are found in the wildland fire community. Firefighters are faced with explosive situations daily. Being able to handle decision-making under stress is critical to completing the mission in a safe and efficient manner.5.How does the decision-making environmen t of the movie parallel that of thewildland fire service? What lessons will you take from the movie to make your team stronger?Answers will vary, but may includeWildland firefighters must make decisions that can ultimately affect the lives of others. Rushes to judgment/action can result in the loss of life. Individuals may not let their concerns be know for various reasonsnot tough enough, administrative concerns, politics. Wildland firefighters owe a duty to one another to talk about questions and concerns they have.6.Juror 3 has sat on many juries and has a negative view of lawyers. He seemed to have determined guilt even prior to hearing the case. How does complacency affect decision-making and team effectiveness within the wildland fire community? Discuss instances of complacency that you have experienced. How did you handle those situations?Answers will vary, but may includeA rush to judgment.Increased safety risks. partition in crew cohesion.7.Juror 10 questions the Foremans a bility to lead stating the Foreman is a kid. This in turn leads to the Foreman questioning his leadership skills. Discuss instances when you witnessed a supervisor disregarding suggestions because he/she felt a subordinate lacked the knowledge/experience to make such a suggestion. Was the supervisors concern warranted? How did you handle the situation?Answers will vary.8.Juror 7 changes his vote from guilty to not guilty in order to bring about consensus even though he believes the defendant is guilty. What Wildland Fire Leadership Values and Principles does the character compromise?Answers will vary, but may includeAll three values are compromised in some manner. He has a duty to the defendant to obtain a fair trial and to address reasonable doubt issues. The other jurors deserve respect from him. He should be putting the needs of the defendant and the other jurors in front of his own needs to see the baseball game. He lacks the integrity to accept the responsibility of being a jur or and upholding the structure of the U.S. Constitution and the legal process. Numerous principles with the values are also compromised.9.Individual jurors allowed personal feelings (age, ethnicity, class, prior relationships, etc.) to play a major role in determining their verdict of the defendant. How would you handle a crew/team member who allowed his/her personal feelings to compromise the groups mission?Answers will vary.

Toxic Leadership

Scholar Paper harmful leading Rosella D. Scott Student 110179 I. Introduction Webster dictionary defines harmful as containing or beingness poisonous material especi completelyy when resourceful of causing death or serious debilitation, exhibiting symptoms of infection or venomousities or extremely harsh, beady-eyed, or harmful. Leadership ,by definition is when an organizational role involves (1) establishing a clear vision, (2) sharing (communicating) that vision with others so that they provide follow willingly, (3) providing the information, knowledge, and methods to realize that idea, and (4) coordinating and balancing the contrasted interests of all members or s repleteholders. With that being said, the phase venomous Leadership as a concept was coined by Marcia Lynn Whicker, in her book Toxic Leaders When Organizations go fully grown which is all around the ab put on of situation and its destructiveness.In this paper, we will explore the special characteristics of toxic loss draws, the different styles and the Who, What and Why toxic leadinghip exists in an organization. II. Special Characteristics of Toxic Leaders When thinking of toxic leaders, we often look at certain traits or attributes where the leader is al ship steering rude too and screeching at their subordinates in order to get the job this is matchless feature of toxic leaders. The leader grass be know to always lie to their following in order to make themselves look good or even intimidate their subordinates so that theyre feargond.There may be hundreds of other characteristics that toxic leaders possess, what we will take a look is a few characteristics that atomic number 18 outlined in Marcia Lynn Whicker book Toxic Leaders When Organizations Go Bad New York Doubleday, 1996. MALADJUSTED Leaders who ar viewed as malad skillfuled are often behaving awkwardly in social settings theyre unable to cope with day-to-day social situations and personal relationships. These so called leaders are maladjusted to their environment, their position, their business, and certainly to their supporters. MALCONTENTA leader that has a characteristic of being malcontent, theyre neer satisfied with anything. They often look at past failures to find reasons to complain about something. My guess is that they may become a restless(prenominal) desire to hit for something that they do not have. MALEVOLENT Malevolent is defined as having, showing, or arising from intense often vicious ill will, spite, or hatred. Malevolence in leading is the constant, severe hatred for others that these leaders have in order to counter their own insecurities. They often wish for the downfall of others and then often celebrate receivable to an individuals misfortune.MALICIOUS Maliciousness is when a person has the intent of cause severe damage or harm to others. Leaders that have malicious intents are often looking for ways to deceive their followers in order to get the job done. Usu ally the ideology may seem liaison it has good intentions, but in reality it causes disruption and confusion amongst its followers. III. Different tokens of Toxic Leaders Style At first glance toxic lead indicates an intimidating person that bullies others, but in reality a toxic leadership can be present in a meeker category or in a multitude of types between these extremes.The nature and degree of harm that results helps to characterize the toxic leader type. In Bad Leadership What It Is, How It Happens, Why It Matters, Barbara Kellerman (2004) suggests that toxicity in leadership may be analyzed into seven different types THE INCOMPETENT LEADER In order to effectively lead your subordinates one must(prenominal) be a leader that has the competent I making it happen. Competent is about having the requisite (the necessary ability), qualities, knowledge or skill to do something successful.An unqualified leader is an individual that may be good at delegating to the ones (followe rs), who may be the subject matter expert, in get goals accomplished. However, a leader must know his or job as well as the subordinates. Its good to be book smart or being able to talk-the-talk, but they must also be able to walk-the-walk. The leader and at to the lowest degree some followers drop the will or skill (or both) to sustain effective action. With regard to at least one leadership challenge, they do not create positive change. Usually these leaders lack practical, academic or emotional in showigence.These leaders also are often careless, dense, distracted, slothful or sloppy or they are easily undone by uncertainty and stress, unable effectively to communicate or educate. THE RIGID LEADER The rigid leader is stiff and unyielding and is unable or unwilling to change to new ideas, new information, or changing times. This type of leader doesnt adapt to change well. They are often view as The Dinosaur. They like the ways of the old but will often become extinct if unabl e to surround themselves around those who has the same thought process.Usually these type of leaders have the knowledge and the ability (competent) in getting the job done but their followers will become stagnate because they know how to perform the new way of business, but the rigid leader will continue to have them in the prehistoric era thus damage a decline in their boilersuit productivity. THE INTEMPERATE LEADER The Intemperate is one who lacks egotism-control and is aided and abetted by followers who are unwilling or unable to effectively. It is said that we have a lot of these types of leaders. Point in suit of clothes, The Rev.Jesses Jackson, who a few years ago was found to had a child with another women date he was married as well as a respected figure of this nation. This type of leader is similar to former President Bill Clinton with his extra marital affair while married and holding the highest office in the United States. Though people found these actions a surpri se, but still follow these individuals. THE CALLOUS LEADER The calloused leader is uncaring or unkind ignored or discounted are the enquires, wants, and wished of most members of the group or organization, especially subordinates.They have no desire to be concerned about the health or wealth of their followers the callous leader has no compassion towards his or her followers. Their precedence usually does not aline with their employees take up interest. THE CORRUPT LEADER The corrupt leader is one who is motivated by power and greed. They and at least some followers lie, cheat, or steal. They put option self-interest ahead of the public interest to a degree that exceeds the norm. These leaders are often not trusted, thus cause an organization to not amply develop. THE INSULAR LEADERWhile those in the inner circle of the insular leader may not suffer directly from his actions, on that point is a cost to others. The insular leader separates himself and his organization from every one else and then utterly disregards the health and welfare of those not in his organization. To the insular leader, human rights in general are less important than the rights, and even the needs and wants of his or his followers. It might otherwise be commendable that the insular leader feels so strongly and will go to such lengths for his followers, but the cost is high to those outside of his following.Insular leadership may be observed primarily in the political arena where national boundaries are apparent and leader may have a tendency to protect their own constituents above all else. THE EVIL LEADER This leader and at least some followers commit atrocities. They use pain as an instrument of power. The evil leader must have loyal followers to remain in a position of authority. The evil leader uses pain as a way to obtain power causing severe harm to others is central to this leader. IV. wherefore DOES TOXIC LEADERSHIP HAPPEN?When we take a look the different examples of toxi c leadership styles, we all can take a mental acknowledge that weve encountered someone that fits into this category. Needless to say, with the exception of the unwieldy leader, history would show that these forms of leaders have had some form of short to long term success being a leader is all about influencing people to get results for the good of the cause in most situations. In all aspect of live itself, we all are generally competitive. We compete to be number on.Whether its running for a political position, working hard to move up the corporate consort, making good grades to be valedictorian in school, making money and the list can go on and on. The same concept applies to anyone that is in a leadership/management position, they strive to be forever number one especially at the cost of others. I once had a leader tell that you must step on the shoulders of others in order for you to move ahead. What he said is basically true, now how you go about doing it is a different l ump game.You can either do in a transformational style of leadership or transactional style of leadership. If we take a look at Eron situation, Bernie Madoff, Adoff Hitler and Muammar Gaddafi to just bear on a few would be considered Toxic leadership/leaders. If anyone was to do a thorough investigation of their background, you would notice that they were able to deceive others with their form of motivation in order to achieve their true intentions which were socially, morally and organizationally un allowable. V. WHY IS TOXIC LEADERSHIP TOLERATED?It is my belief that toxic leadership is tolerated in the working environment payable to the fact that it has become norm. This does not mean that anyone wants to be in a toxic leadership environment, its that we have learned to deal with or in most cases overcome it. At the follower and leader relationship, some people, in most cases are in fear of standing up against a toxic leader. They really dont fear of what type of reprisal that would come from that leader, it is the fear of standing alone or being label as the whinner of the organization this is just my assumption.From my experience, Ive seen and known of situations where a leader was brutally toxic to its employees and nothing happened until this individual did something that would put their superiors in a negative spotlight. Usually with the leader and the leaders superior relationship, if the leader is toxic but their subordinates productivity increased because of their toxic nature, the leaders superior would look away (sweep to a lower place the rug) because its making them look good in the eyes of their superiors or society.Though this situation would seem both morally and ethically wrong, these are dilemmas that happen in an organization throughout the world. In most cases these norms has become a part of the business culture. VI. POSITIVE LEADERSHIP VERSES TOXIC LEADERSHIP? sess toxic leadership be cured? I would ask this question with a yes if s uperiors and senior leaders take decisive action(s), perhaps they can precipitate the negative effects of toxic leadership. The decisive action on the part of the superiors is positive leadership itself.Leading, mentoring, coaching, training and educating in an accountable, honest, non-toxic manner may be the best way to eliminate toxic leadership within an organization toxic leadership should not be rewarded. With that being said, positive leadership certainly exists in an organization, but it is difficult for it to have a positive impact on toxic leadership due to lack of knowledge and understanding. If an organization management brass is not aware, the leadership is not either.Therefore, set ahead research and then education is the first necessary step for positive leadership to have a fighting(a) impact. VII. CONCLUSION Toxic leadership exists in organizations throughout the world, and seems to be tolerated. It is doubtful that toxic leadership can be reduced better detectio n and further study on the part of the more senior leadership within an organization could very well reduce its dysfunctional effects. In this paper, we have discussed that in that location are several personal characteristics and types of toxic leaders.Most if not all of them can be found in an organization to varying degrees. Detection in the early part of a leaders career is a good first step toward decreasing the possibility of continuing or decline in quality toxic behavior. This acknowledgment and detection is critical and can only be achieved through further study and teaching of superiors as to the need to recognize it and take immediate action to disband it. Jean Lipman-Blumen, Allure of Toxic Leaders Why We Follow Destructive Bosses nd Corrupt Politicians and How We Can Survive Them (New York, NY Oxford University Press, family 2004) Marcia Lynn Whicker, Toxic Leaders (Westport, CT Quorum Books, 1996) Gary L. McIntosh and Samuel D. Rima, Overcoming the Dark Side of Lea dership The Paradox of Personal Dysfunction (Grand Rapids, MI Baker Books, November 1997) Barbara Kellerman, Bad Leadership What It Is, How It Happens, Why It Matters (loc Harvard channel take Publishing, September 2004) Bullis, Craig and Geroge Reed. Assessing Leaders to Establish and Maintain Positive Command Climate, A Report to the Secretary of the Army, February 2003. Kellerman, Barbara. Bad Leadership What It Is How It Happens, Why It Matters? LocHarvard Business School Publishing, September 2004. Lipman-Blumen, Jean. Allure of Toxic Leaders Why We Follow Destructive Bosses and Corrupt Politicians and How We Can Survive Them. New York, NY Oxford University Press, September 2004. McIntosh, Gary L. and Samuel D. Rima. Overcoming the Dark Side of Leadership The Paradox of Personal Dysfunction.Grand Rapids, MI Baker Books, November 1997. Viney, John. Drive A Dissection of Leadership in Business and Beyond. New York, NY Bloomsbury Publishing Plc, April 1999 Whicker, Marcia Lynn. Toxic Leaders. Westport, CT Quorum Books, 1996maladjusted. The Oxford goop Dictionary of Current English. 2006. Encyclopedia. com. (January 17, 2011). http//www. encyclopedia. com/doc/1O999-maladjusted. html maladjusted. The Oxford Pocket Dictionary of Current English. 2006. Retrieved January 17, 2011 from Encyclopedia. com http//www. encyclopedia. com/doc/1O999-maladjusted. htmlToxic LeadershipMost often throughout the phalanx negative leadership occurs within organization regardless of ranks and unit structure. The most common negative leadership that is revealed amongst leaders is toxic leadership. Army leaders accept the duty to develop and lead others to achieve results. A recent survey done by the United States Army confirms what most knowledgeable and professional NCOs already know toxic leadership destroys units morale and leads to highly qualified Soldiers leaving the Army.A survey of more than 22,630 Soldiers from the rank of E-5 through O-6 and Army civilians showe d that roughly one in five sees his or her superior as toxic and unethical, while only 27 percent believe that their organization allows the frank and free stream of ideas. The questions at hand is What does Toxic Leadership really mean? Webster Dictionary defines toxic as containing or being poisonous material especially when capable of causing death or serious debilitation, exhibiting symptoms of infection or toxicities or extremely harsh, malicious, or harmful. Leadership, by definition is when an organizational role involves (1) establishing a clear vision, (2) sharing (communicating) that vision with others so that they will follow willingly, (3) providing the information, knowledge, and methods to realize that idea, and (4) coordinating and balancing the conflicting interests of all members or stakeholders. With that being said, the phase Toxic Leadership as a concept was coined by Marcia Lynn Whicker, in her book Toxic Leaders When Organizations go bad which is all about th e abuse of power and its destructiveness.The United States Army defines toxic leadership as a combination of self centered attitudes, motivations, and behaviors that have adverse effects on subordinates, the organization, and mission performance. This leader lacks concern for others and the climate of the organization, which leads to short and long negative effects. The toxic leader operates with an inflated sense of self-worth and from acute self-interest.Toxic leaders consistently use dysfunctional behaviors to deceive, intimidate, coerce, or unfairly punish others to get what they want for themselves. If there is unresolved prolonged use of this negative leadership it may lead to influencing followers and undermines their will, initiative, and potentially destroys the unit morale. NCOs can teach junior Soldiers how to identify toxic leadership to help purge it from the ranks. Units can also implement a culture of mentorship so that Junior NCOs understand the importance of a posi tive leadership style.Throughout my 19 years of military service I have learned that a lot of leaders are very confused about the meaning of toxic leadership due failure to educate leaders on this report or understanding the written verbiage within the policies and regulatory guidance given due to educational or mental deficiencies. Most often this type of behavior and leadership style are displayed within Senior Non- Commissioned Officers and Commissioned Officers.The Army wants to rid top ranks of toxic leadership and working diligently every day to flush toxic leaders from their ranks. There are currently three cases of bad leadership that affects the United States Military. The first case is extremelack of concern (self before service), domineering (distrust of others, and uncompromising behaviors led to a work environment of paranoia and leadership by fear and intimidation).The second case of bad leadership is moderate punitive, argumentative, overbearing, always right, didnt listen to other opinions, quick to react, and constantly putting team members down as incompetent, conducting daily nonproductive meetings, vie silly games, displays no knowledge of mission requirements nor concern for the mission or welfare of the organizations military, civilian and contract members. Lastly the third case of bad leadership is negative, but not concerning Information flow does not flow freely and leaders resisted input from others and micromanagement.General Dempsey stated ten years of uninterrupted operations have strained the force. He also stated Its important to remember that the vast majority of leaders in the Army are very good and are deeply committed to leading our nations sons and daughters. The recent military draw down and continuous operations has resulted in a lot of followers are being left behind and the true leaders are continuing Their life in the civilian world due to the inaffectablility to adapt with the changes amongst the military and tro ops.We should not settle or accept second-best even if just a portion of our leaders arent performing. We need to take a look at it, because leadership produces more leaders and not more followers. According to recent reports, toxic leaders commonly exhibit these behaviors avoiding subordinates, behaving aggressively toward others, denigrating subordinates, hoarding information, hoarding job tasks, blaming others for their own problems, being overly critical of work that is done well, and intentionally intimidating others.They also routinely see their subordinates as disposable instruments rather than people, have a destructive personality or interpersonal skills that are detrimental to the supremacy climate, and appear motivated primarily by self-interest. The point that I have absorb from this report is toxic leadership should not be confused with incompetent leadership or those not exhibiting effective leadership behavior. They also work diligently to promote themselves at the e xpense of their subordinates, unit and the Army profession without considering long-run ramifications to their subordinates.Sometimes leaders and subordinates often confuse the difference between leaders and managers. There are listed skills desired in managers, while the skills set do lick in many ways with the term leaders lead. Definition of the term leaders lead they are always out front, they make the decisions and take responsibility for the outcome of those decisions, good or bad. Managers merely convince, cajole and mentor subordordinates to accomplish a task as often times making sure there is enough blame to go around.Leaders has compassion, supportive, humility and care for their s subordinate. They are unbiased, great(p) listeners, firm but fair. Some of Leaders remarkable skills are having great effective communication with their subordinates and always provides purpose, direction and motivation. The one main thing that people dont know is leaders and managers are s imilar, because in order to be an effective leader you will have good managerial skills and traits. Summary Integrity of character is the foundation of a great leader.To use a metaphor, it is what you build your very being up from, if you so choose. The building burys of leadership are built upon the value of integrity, loyalty, trust and fairness. Each and every block represents the values, virtues and principles that will help to house your team. It will be built with duty, honor, courage, commitment, selfless service, respect, justice, Judgment, dependability, initiative, decisiveness, tact, enthusiasm, bearing, unselfishness, knowledge, loyalty, and endurance.It will be a strong structure if you build with these traits properly and effectively. You need to make sure the leadership structure your teamworks in is built with these things. Within that strong structure your team will be safe and secure. A leaders ability to have situational awareness of the environment they are enco untering is obviously developed over time, experience, trial and error. Once a leader can master the push button ability to adapt the style to the circumstances, that leaders successes will increase and team morale will improve.And guess what They will never become a toxic leader. I truly will like to give SGM Kemper my gratitude for giving me guidance and direction to learn more about toxic leadership. I have learned through extensive research that throughout my military career I have had the privilege of working with great leaders and bad. Leaders have been placed throughout my military path to groom me to become a great leader instead of a toxic. counterbalance though I encountered toxic leadership I was able to depict a lot of good leadership traits and skills from my superiors to help me take a self evaluation and categorize myself in the good leader category. I will never say that I am perfect and will never display it, but I can say that I am a working progress that is open for professional development and grooming from great leaders. Toxic leadership is extremely hard to detect from one or possibly three individual point of view, but accurately possible from the team, unit or command.

Family Meal Essay

In her essay, The Magic of the Family Meal, Nancy Gibbs, explains the important role of having meals plays on children. Gibbs begins her essay by telling us how valuable having a family meal is and the exacting outcome. She believes that having a family meal, more than three times a week, with no interruptions, can have a great power over a familys discourse skills. Gibbs then explains that children who eat meals with their families, ar less likely to get into trouble and eat healthier.She writes, Studies show that the more often families eat together, the less likely kids are to smoke, drink, do drugs, get depressed, develop eating disorders, and consider suicide, and the more likely they are to do well in school, delay having sex, eat their vegetables, learn spoilt words, and know which fork to use(209-210). Gibbs then starts explore the negative effects of not having family meals. She writes that 45 percent of all family dinners have the TV running at the same time as the meal is being eaten.This is part of the reason kids feel like their parents arent proud of them as well as wherefore there is tension among that particular family Gibbs states. She then concludes that back in the day dinner was a very precious event for most U. S. families. Overtime however, Gibbs believes this has prodigal due to social, economic, and technological factors. As a result, families became busier with these factors, which do it harder for families to sit humble.Meanwhile, the message embedded in the microwave was that time spent standing in trend of a stove was time wasted, (211) Says Gibbs. She explores the effects of the fast food business and what role it played in destroying family meals and its importance. Overall Gibbs concludes that every family needs to have an uninterrupted family meal time, whether it be breakfast, lunch, or dinner, family meals are important, and writes, So pull up a chair. Lose the TV. Let the phone go unanswered. And see where the moment takes you (213). after(prenominal) reading Nancy Gibbs Essay, I looked back at my life and all the family dinners I have had. My parents got divorced when I was really young. Even though I lived with my flummox and my sister, we stopped eating as a family every night. My mother got a job as a banker, where she left at 7 am and didnt come home until around 7 pm. Thus, all of our meals were at the babysitters house, sitting by ourselves. After my father moved to Lincoln metropolis and got married, we went to his house to visit every weekend. We sat down as a family to have a meal every night.We did not have phones, TVs, or any other interruptions. At the dinner table we always had pretty in depth conversations which brought us closer as a family. It always made my sister and me feel like we were important and our dad was proud of us. After my father and his wife had their second child, my father cut us off and he didnt have us come over very much anymore. My sister and I both starte d acting out in the beginning of inwardness school year getting into trouble, experimenting with drugs and hanging with the wrong crowds.Regardless of what we had been told, we didnt care. Soon my mother got married to my step dad. We started having family dinners again, and my sister and I straightened up. Now that I look back, I do see how important it was for my sister and I to have family meals. These days, it is hard with the world moving so quickly, with jobs and school to sit down and have family dinner. However, we manage to make an effort successful or not, it brings us closer together and we know how important it really is now.

Respect Toward Your Superiors Essay

He who scorns instruction will pay for it, but he who regards a command is rewarded. Proverbs 1312-14 NIV. There are only xl five instances of the vocalize keep an eye on in the NIV bible. I try to live my life as though I were being watched by divinity fudge Himself, because I believe that I am. I try, and hopefully achieve, to translate wonder to all citizenry, NCOs and Officers, I even call civilians sir and maam. As a Christian I subsist that I am an example for God, and the only government agency some multitude will ever see God is through me my actions and words. I know the power that God has in my life and how He would wish wellhead for me to act by constantly talking to me. Some great deal call the voice of God their conscience, a feeling or a still, small voice that they should slang listened to.My wife is a very spiritual person and hears the voice of God clearly, like a persons voice and non a still, small matchless. She often acts as my guide in matters t hat I am facing, and if I tangle witht listen to her advice, it often ends badly. I say that to say that I once had a problem with appraise and saw my superiors as only the people that they were and not the lay or position that they held. She warned me to start to treat my superiors with the respect that they get as a certain rank and not normal people she would not engender said if God had not had talked to her because she is a civilian and knows very little about the ways of the array.Respect by definition is the willingness to show consideration or appreciation. In terms of armament respect, as in the LDRSHIP acronym, respect is to Treat people as they should be treated. And in the soldiers code, we swear an denunciation to treat others with dignity and respect while expecting others to do the alike(p). With respect being defined so legion(predicate) ways, how is one to tell which to choose from? A plain obvious answer is the Armys way. But to those who serve a higher ca lling it would be Gods way, or even the non-believing military rationalists might word respect different. Though the grasp on the true definition for respect is put so many ways, it is a true bearing a person shows another in respect, regard, or preference to their grade, position, or stature.Though a person leads his/her life exhibit respect toward others, they may receive a hard time getting the respect back from those that he/she has sh avow, and continues to show, the respect to. Respect should be a two-way street,in my opinion, to achieve maximum affect for all parties. Show those with the same respect that they show you is a common new military idea, to curse at if you were cursed at, to push if you were pushed. I feel that a person should get what they eat such as, if a person is constantly degrading people and belittling them, then they should not be surprised if they get the same treatment in return.On the same scale, if as a superior, you get up cause with a soldier a nd start to heedlessness them out of anger, then you should not expect to get respect in return. But my belief in Christ out rules the ways of normal demeanour and meaning, I try to remain respectful even if I am being respected. Many people see it as a weakness, something to be shamed about as a leader. I feel that it shows self control, a collectiveness that most people will neither possess nor will ever understand. A level-headedness, cool under fire sort of attitude.In this given situation, however, even if a certain person, i.e., NCO, a SSG to be exact, feels that they were disrespected because they were contacted by a certain Sgts spouse, then that SSG should have brought the issue up with that particular person in which contacted him or her. There is such a thing as free mother tongue by the civilian sectors, not necessary in the military itself, but as a civilian they are entitled to the right of free speech. And if an wondrous roster is given out and the spouse has ac cess to it, anyones individual phone number could be looked up and called. If this basic freedom were denied then we wouldnt enjoy and live in the democracy that we do today.Respect is something that everyone wants, not many have, and few want to give. Most people would appreciate just a little bit, and most should give just that. Unfortunately, a lot of the time, this does not happen. Perhaps this is because the concept of respect is not understood. What exactly is respect? To respect anything is to think it through positively and hold it in some high regard, but estimation gets us into trouble because while we sometimes win, we in addition sometimes lose. To respect something, on the other hand, is to accept it. The dictionary defines it yet another way as an act of prominent particular attention or high or modified(a) regard. This does not explain what it is it only outlines what it may consist of in regards topersonal feelings.The word respect is very a very strong word in i tself it is a word that draws your attention from the start. But on that point is more to it than just being a word. There is the idea behind it, which is the beginning of many ideas and characteristics of a particular individual, group, or culture and the statement, theories, and sought understandings that forms a political, social, and economic program. By another definition, respect is to consider deserving of high or special regard. Society defines respect as the way one person or group of people treats another person or group of people and also the way they look upon those persons. We in the Army define respect as the common courtesy we give to our peers, subordinates and superiors and the way in which we carry out our orders and our duties on a daily basis within the United States Army.Respect is a common bond in todays Army because all of us are, or should be, well trained soldiers and it is a building block that our training is based upon. Respect is basically how we treat each other, the actions shown toward other people. Respect is the way in which you help others out whenever they need a hand. Respect is also the way you take the time to discipline and train your subordinates. And respect is the way you take a shit harder than anyone and longer hours to do an excellent job for your career and your unit. These are all ways of showing respect- toward each other, our subordinates, our peers, our superiors, our unit and our country. This is the respect that we have been trained to give and which we show on a daily basis. For us serving in the military it also represents the sacrifices that we are giving for our fellow soldiers.The definition itself is all well and good, but what exactly is respect? What does it mean to me, a soldier in todays Army? Respect is something everyone is capable of achieving, but at the same time it is not just a right or privilege. It has to be earned. We as soldiers have been well trained and disciplined at respecting the ranks of superiors. But is respecting their rank or position enough? All soldiers within the Army must earn the respect of their fellow soldiers. To earn the respect of your fellow soldiers you must do many things. For your subordinates, you must be fair and just and take care of all problems that may arise.For your peers, you must betechnically and tactically proficient and set the monetary standard for both of them to follow. And for your superiors, you must accomplish the mission quickly, efficiently and sometimes even in the absence of orders. These are just small examples of the many, many things that deal help you earn the respect of your fellow soldiers. The key to remember is that you must do something other than just sit around. You must earn respect and take a leak hard to gain it. Your rank or position deserves the military honors that are presented with it, but no more. The rest is up to us as soldiers and individuals. Through our own actions we stub earn the respect of fellow soldiers, and through the actions of our fellow soldiers, they will earn our respect and all that goes with it.In the Army we adhere to a standard called military bearing. Military bearing is a code of conduct in the U.S. Army, and when you come right down to it dignity is maintained in military relationships, broody of an individuals pride in his military redevelopment and of the organization he represents. Military personnel should be courteous and controlled to show dignity as well as respect. Part of possessing dignity is to also have the ability to respect his juniors and seniors, and acknowledge the dignity of others. This sense of pride in military service is shown during work as well as when on liberty, carrying himself at all times with reverence and a proper sense of self-worth. By admiring his seniors, the individual can be guided in presenting good conduct, and can likewise demonstrate his pride and decorum to those who in turn look to him for guidance in pr esenting military bearing. Dignity and respect can be taught, and examples can be shown, but the willingness to present military bearing also comes from within, especially when showing courtesy and respect toward others.To respect others you first have to respect yourself, if you have no self esteem then you will have a hard time respecting yourself. In an Issue of Self-Respect Being a Christian has changed my perspective on the way people perceive themselves. Since becoming a Christian I have had a hard time understanding why or how a girl or guy could belittle herself by so freely giving her body to someone else. Growing up in Indiana, I witnessed this in many different ways. Whether it is a prostitute standing on the corner inthe closest big city, or a good friend that sleeps around, the lack of respect these people have for themselves is very visible, and very sad. I am a very social person, and I would someday like to work as a minister of some sort, which is why I am taking th e time now to try to understand the reasoning for their foolish and dangerous choices. Why do teenage boys and girls have such little respect for themselves? I am sure that each of these kids have her own theories and reasons for his or her actions.I believe the most obvious causes are they were never taught that it was wrong, most guys treat girls with disrespect, and the fact that soul wants them make them feel loved. Sadly enough, a girl having no respect for herself is not a new thing. Girls just arent taught that it is wrong to abuse their bodies or give away something that is supposed to be so sacred. It seems that some parents these days do not know how to handle their kids and are often too soft with them. It also seems that role models in todays society advertise sex in subtle, yet noticeable ways. I think the media plays a extensive role in the misleading of teenage minds. Entertainment, such as singers and actors are not even chosen based on talent anymore, they are e ngage based on the right look it is all about sex appeal. Another obvious cause is, there are so many guys in todays society who were not raised to respect women. They think of women as sex objects, and unimportant people they can control.It is normal to be passably dependant on men, but women today seem to become totally reliant on men. In most cases that can be very dropsical or dangerous. Men know these women need them, so they think they can get away with playing with their heads and their hearts. Women are under the false impression that if a man wants to sleep with her he must love her. When in reality, most men are really out to satisfy themselves. They will tell a girl whatever she wants to hear, until she falls into the trap and gives herself to him. Then he dumps her. You would think the girl would learn after being dumped, but she doesnt, she just looks to be loved by someone else.In most cases it becomes a habit and can be tough to break. Teenage girls in the world tod ay have very little respect for themselves because they really dont know any better. They are just following the pattern that women have been following for generations. In societys eyes as well as their own they are not wrong. My desire for them is that they will be taught that they are very special and they deserve so a lot more than they think. Ipray everyday that they will realize God loves them more than anyone ever could. They have so much to offer, if they just believe in and respect themselves.There are the beginnings of respect, starting in the classrooms of America. How does respect for your superiors begin? Many people have ideas on how to recover the virtue and morality that made America a great nation. However, the only sure way that everyone can achieve this goal is if parents start informing and demonstrating respect to their kids. The dictionary defines respect as- to have regard for the quality of a person or to refrain from obtruding upon or interfering with. The problem with society today is that there is a complete lack of respect.The lack of respect is evident everywhere, people have no respect for the law, they have no respect for their peers, and they definitely do not have any respect for themselves. What parents need to do is from an early age teach their kids to respect everyone, from the person sitting next to them in indoctrinate to their coworkers in the future. People do not understand how much better the nation would be if the respect was there. Even if some parents do not teach their kids this valuable trait, if enough people are taught to respect others it will catch on. In most cases, if someone shows respect to someone else, that person is more apt(predicate) to respect them back causing a chain reaction.Right now, not enough parents are teaching their kids respect and this causes violence, crimes, and can even lead to medicate use. It is easy to see how these problems can be easily solved or would be nonexistent if thei r was respect. Violence would not be a problem, because no one would fight if they had respect for the other person. The next problem is crime. Nobody is going to steal or vandalize someones property if they respect them. bingle other problem is drug use, this would not be a problem is people respected themselves enough to not harm their bodies with drugs. They also would not carry drugs because selling something to someone that will harm them is not showing respect to that person.It is extremely easy to sit back and say that parents should teach respect, but it is not as easy to actually teach it. For there is really no way toteach a child to respect others. Parents can tell their children to respect others all they want, but the only way a child will actually learn respect is from observing their parents as well as others showing respect. This is why teaching respect is so difficult, even if a child sees his parents respecting others it may not be enough, the child must see othe r people respecting others. They must also feel that other people respect them, because if they do not get respect they will not respect anyone. This is why it is so important for everyone to show respect to everyone else, not only will kids see it, but the more respect that is shown to others the more respect that is received. For these reasons respect is the chief factor in reestablishing the morality and virtue that made America a great nation.