How to Feel Less Frustrated Under Stress

How to Feel Less Frustrated Under Stress Stress Management Management Techniques Print 5 Ways to Reduce Your Stress and Frustration By Elizabeth Scott, MS twitter Elizabeth Scott, MS, is a wellness coach specializing in stress management and quality of life, and the author of 8 Keys to Stress Management. Learn about our editorial policy Elizabeth Scott, MS Medically reviewed by Medically reviewed by Carly Snyder, MD on November 11, 2019 facebook twitter linkedin Carly Snyder, MD is a reproductive and perinatal psychiatrist who combines traditional psychiatry with integrative medicine-based treatments.   Learn about our Medical Review Board Carly Snyder, MD on November 11, 2019 How Stress Impacts Your Health Overview Signs of Burnout Stress and Weight Gain Benefits of Exercise Stress Reduction Tips Self-Care Practices Mindful Living PeopleImages / Getty Images Often when people are stressed they feel more frustrated and emotionally reactive to events that would not affect them as severely. This happens for a few reasons. One is that people feel more stressed when they feel threatened, and this experience of threat is heightened when people feel they dont have the resources to adequately handle the challenges they face. When stressed, people tend not to recognize the physical, social, and psychological resources they have available. They also tend to be less capable of self-care, which can increase stress as the effects of sleep deprivation, poor nutrition, and social isolation set in. Further, increased frustration, irritability and sensitivity can be signs of burnout as well. Thats why these feelings should be a signal that ore effective stress management is needed. Methods for Reducing Feelings of Frustration and Stress If you find yourself feeling less patient, more frustrated, more emotional and less able to handle the stresses of your life, there are several things you can do to feel better. Find Quick Stress Relief Stopping your stress response relatively early on can help you to respond more calmly rather than reacting to stress in a way that you might regret. Quick stress relievers such as breathing exercises or progressive muscle relaxation, for example, can calm you down and help you feel less frustrated and more able to handle what comes. Then you can take the next steps with a clearer head. Be prepared with quick stress relievers to use next time you feel overwhelmed. Five Quick Stress Relievers Change Your Attitude Much of whether or not we see something as stressful depends on our habitual thought patterns and how we process the world around us. For example, those who see things as under their control tend to be less stressed about what happens to them, as they see that they always have options for change. Studies have shown health benefits to optimistic ways of thinking as well. Learn more about how to develop a resilient state of mind, and you’ll feel less stressed. Change Your Lifestyle If you feel yourself to be continually on edge, it’s possible that something needs to change in your life. If you cut down on commitments, take good care of your body, and make other healthy lifestyle changes, you’ll be dealing with less overall stress so you’ll be more effective at managing the stress that you do encounter. Good nutrition, proper sleep, and exercise can work wonders on your stress levels. Making time for leisure activities and creative expression is vital as well; downtime is not just a luxury, but a necessary aspect of a balanced lifestyle and creative activities can be stress-relieving for artists and non-artsy-types alike. 5 Healthy Habits for Low-Stress Living Draw on Social Support Often people are helped by having the release and support of sharing their troubles with close friends, family or loved ones. While it’s not healthy to constantly complain about an endless list of woes, talking to a trusted friend about frustrations now and then (and returning the favor by being a good listener) can help you process what’s going on with your life, and enable you to brainstorm solutions. If you don’t have someone you’re comfortable sharing your situation with, seeing a therapist or starting a regular journaling practice have both been shown to have benefits as well. Have Some Regular Stress Relief Activities To maintain a less-stressed lifestyle, it’s important to have some regular stress-relieving activities in your life. Those who regularly walk, meditate  or enjoy other stress relief activities in their lives tend to feel less stressed in general and less reactive to specific stressors that arise throughout the day. There are a variety of stress-relieving activities to choose from, and its good to explore which ones work best for your personality and lifestyle. 17 Highly Effective Stress Relievers

Cost Benefit Analysis of Third-Party Intervention in...

Cost Benefit Analysis of Third-Party Intervention in Intrastate Conflict GIVEN THE RECENT PROLIFERATION OF INTRASTATE CONFLICT, THE ROLE OF THIRD-PARTY INTERVENTION HAS BECOME INCREASINGLY IMPORTANT TO THE PEACE AND SECURITY OF THE INTERNATIONAL SYSTEM. HOWEVER, THE ESCALATION OF VIOLENCE OFTEN ATTRIBUTED TO MILITARY FORMS OF INTERVENTION MAY HAVE SEVERE COSTS FOR BOTH THE TARGET OF INTERVENTION AND THE STATE CHOOSING TO INTERVENE. PAST LITERATURE HAS FOCUSED ON THE EFFECTIVENESS OF SUCH INTERVENTION WITHOUT PROPERLY EVALUATING THE REASONS WHY A THIRD-PARTY CHOOSES TO COMMIT MILITARY RESOURCES TO SUCH ENDEAVORS. THIS STUDY WILL EXAMINE BOTH THE RELATIVE CAPABILITIES OF THE ACTORS INVOLVED, AND THE STATED REASONS FOR INTERVENTION, IN†¦show more content†¦Although such events may not independently warrant intervention, disturbing instances of violence present the members of the global community with difficult decisions regarding intervention. Given the severity and continu ousness of such violence, there can be no doubt that some action is warranted, but the question this study attempts to illuminate is what conditions of internal conflict warrant the use of direct military intervention by a third party. The Intervention Problem Regan (1996) defines intrastate conflict as conflict between two groups within the boundary of the state and further requires that such conflicts must have resulted in greater than 200 casualties. This requirement of a minimum level of violence serves to eliminate most demonstrations, coups and riots from consideration as internal conflict (Regan 1996). While this definition fails to offer any specific insight into the complexities of internal conflict, such factors will be illuminated by the focus of the study, which is to establish which characteristics of internal conflict are likely to produce third-party interventions. Given the proliferation of internal conflict in the last half-century, members of the international community are often faced with the decision of whether to intervene in domestic disputes. Intervention by state actors is aShow MoreRelatedPolicy Brief Addressed To the South African Government Regarding Intervention2482 Words   |  10 PagesPolicy Brief Addressed To the South African Government Regarding Intervention Introduction Civil war in Assadistan amongst the Wadi and Hadi tribe has caused political and humanitarian turmoil to emerge. A great amount of lives have been lost of the inferior tribe, the Hadi. State power and taking advantage of such position has resulted also in unequal governance in Assadistan. This report will critically advise the President of South Africa as to whether South Africa should or should not interveneRead MoreWater as a Source of Future Conflict in Sa26984 Words   |  108 Pages CHAPTER I INTRODUCTION Fierce competition for fresh water may well become a source of conflict and wars in the future. - Kofi Annan, former U.N. Secretary-General in 2001 Background of the Study 1. Water is directly related with the survival of human kind and it is crucial unlike other resources, because it does not have choices and alternatives. As a consequence of global warming and pollution, importance of water has increased much. Some 2 billion people† already lack water supplies.Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. 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Rhetorical Analysis Apple Commercial - 1230 Words

Rhetorical Analysis: Apple Commercial This paper will examine a particular Apple ad that appeared on television in 1984. The Macintosh was and still is very popular computer that provides a simplistic feel of creativeness and freedom. Freedom is a key concept because the ad expresses the need to have a sense of freedom to do what we want with no restrictions. Apple is well-known all over the world for the sex appeal to its products, like the iPhone, iPad, and the Macintosh series. These products present a color of either silver, slate, or gold that is very appealing to our eyes. And with such unique colors, Apple manages to make the colors of their products to fit in with its surroundings. Although Apple still has to compete against†¦show more content†¦She wanted to make a change that would impact everyone. While she was running down the aisle towards the television screen, guards were chasing her, and people in prison clothes watched in amazement. When the hammer was throw n towards the television and broke it, the strict society of 1984 was changed forever. Prisoners were astonished that one of their own fought back against the dictatorship that was taking prisoners’ lives. I find the iconic scene of breaking the television screen to be of great importance because it symbolizes how just one person wants to put an end to dictatorship and wants to make a new society that would be based on fairness, justice, and freedom. Apple introduced the Macintosh computer because it was symbolic item that would change the course of human history. No more boundaries, no more rules, and no more breaking the bond of privacy. When Steve Jobs started Apple, he not only introduced first-class technology, but he wanted everyone to feel a sense of their own privacy. He didn’t want people to give permission for Apple to monitor everything being done on Macintosh computers, or he didn’t want anyone to give access to other people through remote desktop th at would allow people to work on each other’s computers (Cook). Privacy was a number one concern for Steve Jobs and it still is for Apple’s current chief executive officer, Tim Cook. At the beginning of this paper, I stated that freedom was a key concept in theShow MoreRelatedMy Strengths And Weaknesses Of The Foreign Environment That Is College971 Words   |  4 Pageswhat to expect when it came to beginning WRD 103. The various assignments that were asked to be produced exceptionally strengthened my overall writing abilities. The idea of writing creatively within narratives and analyzing different stories or commercials expanded the way can express my multi-modal writing. 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Introduction This essay will be an analysis of the opportunities available to creative musician in two distinct erasRead MoreInstructive Text Types11631 Words   |  47 Pagestexts†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.2.1 Legal texts†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.2.2 Statutory instructions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.2.3 Practical instructions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3.2.4Persusive texts: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Commercial advertisements†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦........................................ Political texts†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....................................... Religious and ethical appeal†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦........................................ Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read Moreunethical advertising14492 Words   |  58 Pagesproduct, service, idea, or organization. When the advertisers message appears in the broadcast media , it is called a commercial . The first advertisement on record in an American newspaper appeared in the Boston News Letter on May 8, 1704. It described an estate for sale in Oyster Bay, Long Island. HISTORY A print advertisement from a 1913 issue of National Geographic However, commercial In ancient times the most common form of advertising was word of mouth. messages and election campaign displays wereRead MoreLogical Reasoning189930 Words   |  760 Pagesauthor, namely by citing his name, the book title, and the relevant page numbers (but not in any way that suggests that the book Logical Reasoning or its author endorse you or your use of the work). (2) Noncommercial You may not use this work for commercial purposes (for example, by inserting passages into a book that is sold to students). (3) No Derivative Works You may not alter, transform, or build upon this work. An earlier version of the book was published by Wadsworth Publishing Company, Belmont

Changes in Business Environment Free Essays

Anyone who is familiar with the major organizations in their area probably has observed firsthand how dramatically the business environment has changed in recent years. These changes have had a significant impact on organizational efforts to be successful. In practically every instance organizations have tried to more clearly identify and then focus on factors that impact their success. We will write a custom essay sample on Changes in Business Environment or any similar topic only for you Order Now One factor that seems to be receiving more attention than any other are the people who work for organizations. What organizations are realizing is that their likelihood of sustained success is most dependent on learning to get the maximum out of their employees. Such a realization has had a significant impact on the practice of human resources management (HRM). What’s more, business forecasters predict that the role of employees, managers, and HRM personnel are likely to see more changes in the decades ahead. Thus, individuals entering the business environment today (and tomorrow) require both an understanding of the importance of human resources and effective HRM to organizational success. As we move further into the twenty-first century, it’s becoming absolutely clear that the effective management of an organization’s human resources is a major source of competitive advantage and may even be the single most important determinant of an organization’s performance over the long term. Organizations have started to realize that their success is dependent on their ability to attract, develop, and retain talented employees. Robert Reich emphasizes this point when he suggests that in the future, the organization’s ability to attract, develop, and retain a talented workforce will be a critical factor in developing a high-performance organization. The long-term, sustained success of an organization in today’s changing and challenging business environment involves top management’s commitment to designing and implementing HRM programs geared to developing both high-performing employees and organizations. This means that top management anticipates the future need for employees and develops specific plans to obtain, develop, and retain the type of employees who meet the needs of a high-performing organization. Only by anticipating and working toward the development and retention of the right type of employees can any organization expect to be successful in a global, dynamic, and continuously changing competitive environment. An important element of organizational success is an HRM strategy where every manager is an HRM manager. For example, every manager must be expected to set goals for the development and satisfaction of employees. Second, every employee is viewed as a valuable resource, just like buildings and equipment. The organization’s success is dependent upon high-performing employees, and without such employees there is no competitive advantage for the organization. Finally, through effective HRM programs the organization’s goals are successfully integrated with individual employee needs. It is the thesis of this paper that HRM will continue to be an important element in achieving organizational success in the years to come. What makes one organization successful whereas another fails to make use of the same opportunities? For our purposes, the key to continued survival and organizational success lies not in the rational, quantitative approaches, but increasingly in a commitment to things like people, employee involvement, and commitment. Success for the organizations of today and tomorrow is being increasingly seen as dependent on effective HRM. Effective HRM positively affects performance in organizations, both large and small. Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of an organization’s employees. While a great deal of research has been devoted to identifying the sources of workplace stress and its links to adverse health and organizational outcomes, little has been done to focus on interventions to improve working environments. In reviewing the practice overall of stress prevention and intervention at the workplace, three conclusions may be drawn. First, although there is a considerable amount of activity in the field of stress management, â€Å"it is disproportionally concentrated on reducing the effects of stress, rather than reducing the presence of stressors at work. † (Kahn Byosiere, 1992) To put it differently, stress management activities focus on secondary and tertiary prevention, rather than primary prevention. Whereas the latter involves interventions aimed at eliminating, reducing or altering stressors in the working situation, the former two are aimed at the effects of stress, with secondary prevention concerning the helping of employees (who are already showing signs of stress) from getting sick (for example, by increasing their coping capacity); and tertiary prevention concerning treatment activities for employees with serious stress-related health problems (for example, stress counseling/employee assistance programmers, the rehabilitation after long-term absenteeism). Second, most activities are primarily aimed at the individual rather than at the workplace or the organization, in other words, a worker-oriented approach, for instance, by improving employees’ skills to manage, resist or reduce stress, as opposed to a job or organization-oriented approach, for instance, by job redesign or in some way changing the corporate culture or management style. Moreover, as Kahn and Byosiere (1992) conclude in their literature review: ‘Even the programs that aim at stress inhibition tend to address subjective rather than objective aspects of the stress sequence; almost none consider the organizational antecedents (policy and structure) that intensify or reduce the presence of objective stressors’ (p. 633). A third peculiarity in the practice of stress prevention concerns the lack of a systematic risk assessment (‘stress audit’, identifying risk factors and risk groups) as well as of serious research into the effects of all these activities (Kahn and Byosiere, 1992). In the words of Kahn and Byosiere (1992): ‘The programs in stress management that are sold to companies show a suspicious pattern of variance; they differ more by practitioner than by company. When practitioners in any field offer sovereign remedies regardless of the presenting symptoms, patients should be wary’ (p. 23). Against the background of (1) clear evidence of the relationship between psychosocial work characteristics and health , (2) national and international legislation that put the emphasis on risk assessment and combating risks by changing the stressful situation, and (3) the basic idea of prevention, that is, eliminating the stress producing situation (prevention at the source), the current practice of stress prevention and intervention seems disappointing. Given the current status of stress prevention, a question that deserves attention is why it is that companies express a preference for ‘post hoc’ individual-directed interventions, as opposed to primary or job/organizational interventions. At least four factors seem to contribute to this rather one-sided ‘individual’-oriented approach : 1 Senior managers are often inclined to blame personality and lifestyle factors of employees who are absent from work or report health complaints, rather than the job or organizational factors, for which they are responsible. Senior management also often point to the potential role of stressful life events (family problems such as a divorce or the loss of a beloved), or responsibilities and obligations in the family life (raising children for example). Of course, on the micro-level (i. e. on the level of the individual employee) stressors at work are often accompanied by stressors in one’s family situation, but because of the mutual influence and spill-over between both domains, the causes and consequences can hardly be disentangled. Furthermore, holding individual characteristics responsible for differences in experienced stress, one cannot explain why some occupations show significantly more stress complaints and higher sickness absence rates than others. A risk attached to this view is that the employee is regarded as being ‘guilty’ of his or her own health problems, that is ‘blaming the victim’, with the potential threat in the workplace being overlooked. 2 The second reason may be found in the nature of psychology itself, with its emphasis on subjective and individual phenomena. Many psychology-oriented stress researchers are primarily interested in stress as a subjective and individual phenomenon. To some extent, this may be a legacy of the strong tradition in psychology to focus on individual differences (i. e. differential psychology), and on individual counseling and therapy (i. e. clinical psychology). In this context, a warning seems appropriate against ‘psychologism’, that is, the explanation of (a sequence of) societal events from an individual-psychic point of view. Because of this orientation, the potential impact of more ‘objective’ or ‘collective’ risk factors in the work situation (e. . poor management, work-overload and bullying), may go unnoticed and untreated. In stress research, there is a gap between what ‘theory’ preaches (that is, properly designed longitudinal studies, involving a randomized control group, collecting both subjective and objective measures that are analyzed properly with statistical techniques), and what is possible in practice. One of the main reasons for this gap is the difficulty of conducting methodological ‘sound’ interventions and evaluation studies in an ever-changing organizational environment. In the 1990s, not only the context of work is rapidly changing, but also ‘work’ itself. Work organizations are in a constant state of change, due, in part, to new production concepts (for example, team based work, lean production methods, telework), ‘the flexible workforce’ concept, the 24-hour economy, the increased utilization of information technology, and the changing structure of the work force (for example, more women working). These changes clearly affect the work behavior of employees, work group processes, as well as the organizational structure and culture. As a consequence, it is practically impossible to find two companies with comparable stress problems at the beginning of any intervention programme, of which the control company agrees not to undertake any action for a period of three or four years (the period a researcher might like to choose for an intervention project). A related problem is that it is often not in a company’s interest to facilitate ‘sound scientific research’ in the context of an ongoing business, involving interlopers from outside (i. e. researchers) and detailed data collection on the scene of sometimes confidential information. Senior managers can regard research of this kind as a nuisance to the primary organizational processes and objectives. 4 A fourth factor may be found in the discipline segregation within stress research, with a tendency of researching to neglect the collection of more objective data on the impact of stress and its prevention. Work and organizational psychologists concentrate primarily on ‘soft’ outcome variables (e. g. motivation, satisfaction, effect and health complaints), and are well-known for their questionnaire-oriented approach. Traditionally, it has been observed that stress researchers are reluctant to co-operate with economists. For instance in order to study the potential ‘hard’ outcome measures (that would include productivity, sickness absence rates and accident rates), as well as the financial effects of interventions. To put it differently, a history of gaining empirical insight in costs and benefits is merely lacking in stress research. Research in the field should in the future include some of the following: first, stress researchers should not only address ‘soft’ outcome variables (for example, motivation and satisfaction), but extend their focus to also include ‘hard’ outcome variables (for example, productivity and sickness absenteeism). Whereas work and organizational psychologists have often stated that an adequate stress prevention programme may positively affect productivity and sickness absenteeism, until now they have not laid down a sufficiently strong empirical foundation for this position. For too long, stress prevention advocates have based their arguments on a moral or humanistic appeal to the good employer (that is, on ‘industrial charity’), or on legal regulations (for example, working conditions legislation). It is beyond doubt that these are important and strong arguments. Still, it may well be that they are not enough, since these arguments are not those that primarily affect senior management, who are more ‘bottom line’ driven. Second, in order to increase the impact of stress prevention in the workplace, more emphasis should be placed on such factors as the quality of product and services, organizational flexibility, continuity, absenteeism, productivity, labor market facets and improved competitivity; and for there to be a multi-disciplinary approach rather than the traditional mono-disciplinary one (for example, co-operation with economists and ergonomists). And finally, the demonstration of examples of good preventive practice is considered as a sine qua non for developing effective stress prevention procedures and for the involvement of both social partners in this field (i. e. employers and employees). Stress has always been a topic of concern for business and industry. Health educators, in response to this concern, have offered a variety of stress management or stress reduction programs. However, McGehee points out that her discussion is not about what stress is or how stress can be managed or the latest research in stress management. The literature on these topics is profuse and easy to locate. Rather, she is concerned with the nature of stress management programs inside companies that have decided to make stress management a part of their employee development. Her discussion includes the reason behind a management program, the format of stress management programs, the selection of a stress management program, work issues and stress management, and the management of the stress response. Although stress has been a constant concern, a serious and growing problem in industry today is burnout. Klarreich relates his health education program on burnout, which was extremely well received in his organization. He describes the nature of burnout, the myths associated with this phenomenon, and the societal and familial influences that contribute to this problem. He delineates a number of steps to â€Å"put out the fire. † These include self-appraisal, alteration of expectations, communication to establish social support, and determination of a behavioral option. He indicates that the healthy employee of the future will be a â€Å"hardy employee. † Achieving excellence in the workplace has become the passion of most North American corporations. Pulvermacher presents a unique health education program, which he delivers as a workshop, to many corporate employees. He states that pursuing excellence requires the application of several fundamental skills. He reviews effective goal setting strategies, methods for avoiding the trap of perfectionism, techniques for managing self-defeating attitudes and beliefs, harnessing stress advantageously, increasing one’s self-discipline, managing conflict constructively, and communicating effectively. A variety of reasons for implementing stress management programs are ascribed to by the companies currently doing so. The major reasons include reducing health costs, improving productivity, and boosting employee morale. In many cases, stress management is part of a wellness program. Stress-related disorders, including certain headaches, stomach disorders, chronic muscular pain, cardiac and respiratory conditions, and psychosomatic complaints have been linked to a large percentage of doctor’s office visits and hospital tests and admissions. One goal of stress management programs is to provide alternate ways to respond to stress, to prevent potential disorders, and ultimately to reduce health costs. Stress level has been found to be linked to worker productivity. At moderate amounts of stress, performance is at its highest. Stress in moderate amounts, such as from reasonable deadlines, a focus on quality, rational performance rating systems, a system of accountability, often motivates performance. When stress rises to higher levels and a number of stressors are affecting the individual, performance deteriorates. At times of high stress, an individual is not as effective in solving problems, and on-the-job performance is negatively affected. The goal of stress management programs in this case is to provide ways in which employees can cope better with increasing stress and continue to perform well on the job. Stress management programs are usually popular with employees. Attendance at talks and workshops shows that the topic is a popular one. Many companies decide to implement these programs as morale boosters because they â€Å"can’t hurt anything. † Stress management has become an integral part of most preventive medicine programs. These programs attempt to include education and training in a variety of ways so that the employees can safeguard their health. How to cite Changes in Business Environment, Essay examples

The Prologue and Act 1, scenes 1, 2 and 3 of Romeo and Juliet Essay Example

The Prologue and Act 1, scenes 1, 2 and 3 of Romeo and Juliet? Paper What Methods does Shakespeare employ to engage the interest of the audience in the Prologue and Act 1, scenes 1,2 and 3of Romeo and Juliet? Romeo and Juliet is a play written by William Shakespeare around the 1590s. The play goes through a lot of emotions as Shakespeare tries to get the attention of the audience watching. He uses different ways of getting the audience interest. The most obvious way he does this is by the way he uses love and hate, using a variety of language and also the way he has a quick developing plot. Shakespeare gets the interest of the audience by having a contrast between love and hate. This can be seen form the start of the play. The play begins with a prologue that is 14 lines long and outlines the whole play to the audience. In the prologue it states that Romeo and Juliet are star crossed lovers. This shows that Romeo and Juliet are going to be doomed by destiny. From this the audience knows what is going to happen in the play and would now want to know how it happens. The opening scene where servants from each house are arguing and starting a fight follows the prologue. The upper class people in each house also get involved. This represents fate and shows that the two families have their differences. We will write a custom essay sample on The Prologue and Act 1, scenes 1, 2 and 3 of Romeo and Juliet? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Prologue and Act 1, scenes 1, 2 and 3 of Romeo and Juliet? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Prologue and Act 1, scenes 1, 2 and 3 of Romeo and Juliet? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This is a total contrast from the prologue and then the play moves again from the fighting scene to a calmer scene where Romeo and his cousin Benvolio are speaking. Their conversation is about love, which totally differs from the scene before. This keeps the audience interested in what is going on. Shakespeare uses a variety of language throughout the play. It is easy for the audience to pick up on this because Shakespeare has different classes of people in the play speaking in different ways. Shakespeare has the lower class people speaking in prose. An example of this is shown in the first scene where Sampson a servant of the Capulat family says, Tis true and therefore women being the weaker vessels are ever thrust to the wall. Therefore I will push Montagues men from the wall, and thrust his maids to the walls. He is speaking in prose and saying that women are weaker then men and should attack the Montagues family through the women. This shows the rivalry between the families, it also shows what time the play was set in because at that time men were more superior to women. Shakespeare has the higher class people speaking in poetry, this is blank verse, as it doesnt always rhyme. An example of this is shown when Romeo is having a conversation with Benvolio. Romeo says, Why then, o brawling lone, o loving hate, o any thing of nothing first create! O heavy brightness, serious variety, Mis-shapen chaos of well-seeming forms, feather of lead, bright smoke, cold fire, sick health this is Romeo speaking in poetry. It doesnt always rhyme but it does contain oxymorons. At the time the play was wrote many other writers used oxymorons in love poetry because love was traditionally combined of opposite emotions, in the play the audience is able to pick up on the state of mind Romeo is in. There is also contrast in individual scenes. As in the first scene it moved from an argument involving servants from both families who are lower class people to a fight involving higher class people from both families. It then goes on to the prince getting involved who is the highest class. Shakespeare shows this by having the prince to have power by him setting laws. This shows the audience the difference between the classes of people and also shows that the prince is fed up with the rivalry between the two families. Shakespeare also attracts the audience interest by having a fast moving plot. The prologue tells the audience the outline of the play and what is going to happen then it is shown that how big the dispute between the two families is with a big fight. A fight always gets the attention of the audience because of all the action that goes on. The audience ant to find out what happens next so Shakespeare has Romeo one of the most important characters come in. Romeo finds out about the Capulat party through the Clown and is talked in to going by Benvolio his cousin. From the prologue it is known that two people from each rivaling family fall in love and at this party is where the love between Romeo and Juliet happens. All of this action has happened in just the first two scenes and the audience would already be very interested. In scene three the audience find out about Juliet. It is found out that she is a young pretty girl thats always been bought up by a nurse. At the end of the scene the part begins, so the audience will know now that Romeo and Juliet are going to meet here but they are kept guessing how they will meet at the party and how their reactions will be to when they find out who each of them are.

Education in Texas

Education in Texas Despite the fact that more students are likely to pursue higher education now, unlike ten years ago, the attainment of higher education credentials in Texas is still low.Advertising We will write a custom report sample on Education in Texas specifically for you for only $16.05 $11/page Learn More Out of 883, 260 public school students in 8th grade, only 19.9% of these (175, 489) attained a certificate or degree program (National Center for Higher Education Management Systems report (NCHEMS), 2012. p. 2). Completion of education at this point is unlikely, and only slight improvements have been realized. This is likely to take a great toll on the American economy because there will be no qualified workers to compete in the global workforce (The National Center for Public Policy and Higher Education (NCPPHE), 2008). The poor higher education credential patterns have prompted the need to establish student characteristics because they may be influential factors. In comparison to the national trends in the pursuance of tertiary education, Texas is performing poorly. As a matter of fact, individuals will prefer to be enrolled in college in outside states, for example, Massachusetts, than in Texas (NCPPHE, 2008). Only one in five students that complete their eighth grade complete postsecondary education in 11 years (NCHEMS, 2012). More female students than male students enroll for postsecondary education (10% higher), but more male students than female students complete postsecondary education (NCHEMS, 2012, p. 4). Statistical reports for female progression in colleges in Texas versus the nation are 7.8% and 5.5%, respectively (NCHEMS, 2012, p. 7). Despite the fact that Texas performs well in relation to more females enrolling in higher education, the converse is the case for overall education credential as shown in the figure below.Advertising Looking for report on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Figure obtained from NCHEMS (2012, p. 7) In Texas, enrollment in postsecondary institutions starts after 8th grade. Enrollment can be in a private or public college/university because these are the available postsecondary institutions. A high school diploma is not essential for one to enroll in postsecondary education. In a report by the National Center for Education Statistics (2010, p. 5), Texas was among those states with the highest number of Hispanics (36-45%). Given the wide disparities between enrollment and completion of postsecondary education among the white students (majority group) and minority groups, the high population of the minority population in Texas justifies the poor performance of education in Texas (NCHEMS, 2012). Despite disparities in data over time, Texas and Florida, perform poorly in collegiate graduation rates across all races and ethnicities in comparison with the nation (NCHEMS, 2012). It is the city with the largest p opulation in Texas, and attainment of education at tertiary institutions in Houston is equally low. In comparison with national data, higher education attainment rates in Texas based on race and ethnicity are lower (NCHEMS, 2012, p. 7).Advertising We will write a custom report sample on Education in Texas specifically for you for only $16.05 $11/page Learn More Despite the fact that the data presented are irrefutable, I somewhat tend to disagree with the grade (C-) given to Texas in completion of higher education due to the inconsistencies in data generation (NCPPHE, 2008, p. 18). The current databases may not be comprehensive because records may not exhaust all data, and especially, from private and proprietary education institutions. I can only hope that the situation improves given the fact that Texas is trying hard to invest in education and encourage more students to acquire postsecondary school credentials. The characteristics of students in todayâ₠¬â„¢s world are very different from those of students in earlier times. The world has become a global village with highly defined technology. Therefore, students are more competitive as each tries to establish his or her path of success, and lack of proper education to college/university means that one is not able to survive in the competitive world. Houston, Texas is well known for its thriving economy. However the same cannot be said about its education system in relation to the pursuance of tertiary education. In comparison to colonial times when education was not reinforced and was purely targeted at particular students in the preparation for high office jobs, students nowadays are all aware of the importance of education. The success in the current world is largely pegged on employment in high-paying jobs, and education is its fundamental component.Advertising Looking for report on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More References National Center for Education Statistics (NCES). (2010). Status and Trends in the Education of Racial and Ethnic Groups. Web. National Center for Higher Education Management Systems (NCHEMS). (2012). A New Measure of Educational Success in Texas: Tracking the Success of 8th Graders into and through College. Web. National Center for Public Policy and Higher Education (NCPPHE). (2008). Measuring Up 2008: The National Report Card on Higher Education. Web.

The R in Colonel

The R in Colonel The R in Colonel The R in Colonel By Maeve Maddox A reader comments, I’ve often wondered where the â€Å"r† sound came from in colonel. I’m certain, in the original French, both Ls were pronounced as Ls–what happened? Colonel is the spelling in modern French, but when the word entered English in the 16th century, the French were spelling it coronel or coronnel. The first â€Å"l† had become an â€Å"r† sound by way of dissimilation. dissimilation:   a. Philology. The differentiation of two similar or identical sounds occurring near each other in a word, by change of one of them. An example is Latin peregrinus, which became pelegrino in Italian. Dissimilation is also at work in the way many speakers pronounce February as FEB-yoo-ER-ee. (A pronunciation, by the way, that Charles Elster finds â€Å"beastly.†) Colonel derives from Latin columella, â€Å"a little column.† At some point, the first â€Å"l† became an â€Å"r,† and the word became established in French as coronel. The coronel was the officer who led the â€Å"little column† of troops at the head of a regiment. By the end of the 16th century, the more etymologically correct spelling colonnel displaced coronel in French literary use. The spelling colonel appeared in English about 1580. For a time, both spellings existed side by side in English; the coronel spelling prevailed in writing until 1630, but by 1650, colonel had pushed out coronel. The pronunciation of colonel also went through changes. In the 17th century, colonel was trisyllabic in English, as it still is in French. By 1669, it began to be pronounced with two syllables, â€Å"col’nel.† Apparently many speakers were also pronouncing it as â€Å"ker’nel,† because that is the pronunciation that has survived. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:16 Substitutes for â€Å"Because† or â€Å"Because Of†Round vs. AroundWord Count and Book Length