The Common Understanding Of Anxiety - 1355 Words

As technology continues to progress and information spreads at an increasing rate, so does something called anxiety. The common understanding of anxiety in the American society is the nervousness caused by the pressure to conform to other’s expectations. This explains why anxiety rates are much higher in the United States than in many third-world countries, because Americans feel a need to be the best in every situation. As a society, the need to coexist and thrive as a common nation has faded, and has since broken into smaller subgroups by race and social class. The notion that there is a single correct way to behave and perform specific tasks is the root of all anxiety in a relatively stable society. Simply, the cause of all anxiety in†¦show more content†¦They are forced to put on these facades because both groups deviate from the average or norm. Another pressure of society is work, specifically the amount of time available to complete tasks. In schools across the world, students are put under pressure to not only do school work in their long school days, but also when they are at home. The same goes for adults, much like students they have a full work day and then house work after they return. This effect is more prevalent in woman than men and is given the name second shift (Giddens et. All p.A9). At times, this work amounts to more than can be done in a single day, which either leads to a lack of sleep or an excess of work to do the next day. The stress caused by the amount of work that should be done and the potential of not finishing the work is the cause of anxiety. The almighty weekend is an escape from this vicious cycle, and often is not enough for both adults and students alike. The lack of socialization caused by this amount of work can also take a toll on humans, who are social by nature. Lastly, the acceptance of aspect of social life and intimate life such as sexuality is a profound source of anxiety especially in the generati on known as millennials. Until recently, sexualities other than heterosexual were not widely accepted. Because it is not the norm, homosexuals were often forced into anomie, the feeling of discouragement caused by the opinions of others (Giddens et. all p.12). Durkheim’sShow MoreRelatedOvercoming Speech Apprehension1006 Words   |  4 Pagesstudents whenever they are required to give oral presentations. It is quite common to be nervous when addressing an audience. Butterflies in the stomach, sweaty palms, and rapid heart rate are only a few of the symptoms reported by adults making important stand-up presentations and by students in business communication courses. If nervousness about presentations is a significant problem, then one needs to seek understanding of the cause and find solutions to cope with such feelings. 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The two most common occurring mental illnesses are depression and anxiety disorders. Nearly twenty-seven percent of students experience some form of depression, which takes away all motivation to work hard and achieve. Anxiety disorders range in form, but about eleven percent of students deal with some form of a nervous disorder (Speak). One would assume universities wouldRead MoreAnxiety : Stress Gone Crazy1672 Words   |  7 PagesANXIETY: STRESS GONE CRAZY Imagine a person who becomes anxious about common everyday activities,the person starts to shake, sweat, or even faint. The effects of anxiety disorders range from simple nerves to serious health issues or even death. are a small For some, anxiety is a common problem in everyday life. It is important to understand anxiety, understand the signs and symptoms, and understand how to treat the disorder. UNDERSTANDING ANXIETY In the world today, it is nearly impossible toRead MoreThe Psychology Of Obsessive Compulsive Disorder Essay1146 Words   |  5 Pagesaffects is just step one in understanding the psychology of this disorder. The psychological symptoms of OCD can be quite varied which can make it difficult to diagnose. Understanding the therapy techniques and how people with OCD live their daily lives is one of the most vital part in the psychology of OCD. While the roots of the disorder may be complex, understanding the disorder in everyday life is quite simple. Knowing what OCD is the first step in understanding the psychology of the disorderRead MoreThe Anxiety Of Generalized Anxiety Disorder921 Words   |  4 PagesGeneralized Anxiety Disorder is a disorder that I struggle with personally. It is when a person has a tense feeling of stress, and anxiety for long periods of time without any real cause of it. Even though everyone has fears, and has stress from time to time it isn’t harmful unless the anxiety and stress is keeping someone from living their life, and relaxing. Generalized Anxiety Disorder is different from other anxiety disorders because panic attacks rarely occur, and instead an overpowering senseRead MoreMy Worldview Reflects Who I Am A Hmong Woman982 Words   |  4 Pagesdefines therapeutic change and progress, I will briefly discuss the common factors model and how it serves as a meta-framework in how I work with client. I will also discuss psychodynamic therapy from an Intensive Short Term Dynamic Psychotherapy ( ISTDP) as the specific technique I utilized to uncover a client’s past. Common Factors Model The common factors model was originally proposed by Rosenzweig (1936), posits that there were common elements of therapy responsible for the benefits of psychotherapy

The Importance of Roger Spottiswoode’s Screen Adaptation...

The Importance of Roger Spottiswoode’s Screen Adaptation of And The Band Played On [1] Hollywood is no longer just a name, it is a business, a living entity holding America’s people in its grasp, and it is not about to let them go. Gradually taking on more responsibility and trying to build up its reputation over the years, Hollywood has progressively assumed the position of history-teller for the American public. This role, whether or not an appropriate one for an industry such as Hollywood to tackle, has catapulted actors and actresses into high paying, high visibility positions. History has and will continue to be one of the main subjects that the movie industry has been fascinated with. It is an alive and very fragile†¦show more content†¦The debate over cinematic history still remains, and it will continue to challenge Hollywood, constantly forcing the industry to make the best possible movies, producing historical epics on the big screen, making history a universal and personable subject. [3] In 1993, a small-time director at HBO Productions thought it was about time that a movie was made discussing the broad, taboo topic of the AIDS epidemic. Roger Spottiswoode was the director, and he took author Randy Shilts’ controversial journal And The Band Played On: Politics, People and the AIDS Epidemic (1987) and turned it into a movie. Spottiswoode took the challenge facing Hollywood straight on and was bold enough to attempt a project that had been passed over and rejected for six years straight. From the beginning to end And The Band Played On was a fight. Spottiswoode fought for HBO to take the project on, and he fought with Hollywood to try to entice actors to participate in it. The fight continued after the release of the cable TV movie, with critics and the public simply not wanting to know or be informed of the truth. [4] With controversy surrounding the production of the movie, the fight seeped into the movie and its evidence in the story. The portrayal of the actors and the fight that each character undergoes is an illustration of the fight that AIDS forced our country to face in the early 1980’s. With Richard Gere’s

Severance Packages for Employer

Question: What is the reason for using severance packages for employer/employee separation. Answer: Introduction Regardless of the reason for separation, it is the responsibility of human resource department to end employment. As Chhaochharia Kumar and Niessen-Ruenzi (2012) stated that, if employee/employer relation ends up in a wrong manner then an employee can say adverse things about the company to the potential customers. In this assignment, the role of severance packages in post-employment procedures has been analyzed. The parameters of employment packages that constitute a need for severance agreement have also been analyzed in this assignment. Evaluation the reason for using severance packages for employer/employee separation As Bieling (2012) stated that employee turnover always becomes expensive for an organization. Poor management can increase the turnover rate of a company. According to US Bureau of statistics, the turnover rate of employees enhances the cost of business by 33% (Cadman, Carter Lynch, 2012). As Fiss Kennedy and Davis (2012) stated that, there 12 major reasons for which an ethical or skilled employees leave an organization. They are such as the rude behavior of employers, work-life imbalance, misalignment of employees, lack of feedback and coaching, lack of decision making capability and lack of opportunity for growth and promotion. On the other hand, there are some critical conditions have been found for which an employer has to terminate an employee. One of the primary reasons is inadequate job performance. Sometimes employers have to terminate employees as they are not able to meet the necessary aspects of a job. As Larkin Pierce and Gino (2012) stated that, sometimes hostile business condition forces employers to terminate employment relations. Unacceptable behavior of employees such as revealing company secrets to outsiders, sexual harassment, verbal or physical threatening and excessive absenteeism are the leading causes of employment termination. In order to retain a good relationship with all employees, it is a good business decision to provide all employees with severance packages, regardless of the reason for employer/employee separation. Wal-Mart is an organization that endorses post-employment obligations. This agreement of Wal-Mart is known as Post-termination agreement (Martin Scarpetta, 2012). According to this agreement, a transition payment is given to ex-employees during the termination period. However, transition payments will not be given to employees if they violate any Wal-Mart policy. According to the US Equal Employment Opportunity Commissions (EEOC), there are various types of severance packages that need to be given to employees. They are such as unused leave credits, health and life insurance, health and accident benefits, pension credits and supplemental unemployment benefits (Bieling, 2012). As Larkin Pierce and Gino (2012) stated that, no federal law can force an employer to provide employee severance packages. It depends on upon the agreement between employees and employers. There are some factors on which the severance package depends. They are such as: Length of employees tenure with the employers Causes for which employment relationship ends such as misconduct of employees, company downsizing Financial condition of employers (bankruptcy or economic growth) It has been found that there are mainly two types of severance packages given by organizations. One is unconditional severance packages, where the company provides some advantages to ex-employees regardless of the reason for employee termination (Martin Scarpetta, 2012). Another severance package is given by companies depending on the relationship with employees. The advantage of unconditional severance package is that it can increase the reputation of the company in the mind of employees. However, it can raise the cost of the company unnecessarily. As Larkin Pierce and Gino (2012) stated that, in conditional severance package is that, it helps to increase employee commitment towards the enterprise so that they become eligible to receive severance packages. The major flaw is that, if an ex-employee does not receive a severance package, then he can say wrong things about the company to the potential customers. Determination of the ability of severance packages to safeguard an organizations competitive advantage and sustainability Voluntary severance packages are offered by organizations at the time that can provide benefit to the company by reducing the workforce and the cost of benefits and salaries. As Larkin Pierce and Gino (2012) stated that, severance packages are like "Golden handshake," where employee and employers both get benefitted. It helps the company to recruit new and talented employees with low wages instead of giving high salary to old and inefficient employees. It will help the company to retain its sustainability in the market by strengthening its workforce (Bieling, 2012). Severance package provides executives a sustainable package upon termination. Severance package includes different types of agreement between employers and employees, which make employees financially shackled that can motivate them to stay with companies for longer period (Larkin, Pierce Gino, 2012). It reduces the turnover rate of an organization and provides a competitive advantage in the market. Conclusion After analyzing different type of severance packages, it has been found that companies provide financial incentives to employees depending on the relationship between employer and employees. It helps to enhance the workforce of the organization by retaining and introducing skilled employees within the organization. Reference list Bieling, H. J. (2012). EU facing the crisis: social and employment policies in times of tight budgets.Transfer: European Review of Labour and Research,18(3), pp.255-271. Cadman, B., Carter, M. E., Lynch, L. J. (2012). Executive Compensation Restrictions: Do They Restrict Firms Willingness to Participate in TARP?.Journal of Business Finance Accounting,39(7à ¢Ã¢â€š ¬Ã‚ 8), pp.997-1027. Chhaochharia, V., Kumar, A., Niessen-Ruenzi, A. (2012). Local investors and corporate governance.Journal of Accounting and Economics,54(1), pp.42-67. Fiss, P. C., Kennedy, M. T., Davis, G. F. (2012). How golden parachutes unfolded: Diffusion and variation of a controversial practice.Organization Science,23(4), pp.1077-1099. Larkin, I., Pierce, L., Gino, F. (2012). The psychological costs of payà ¢Ã¢â€š ¬Ã‚ forà ¢Ã¢â€š ¬Ã‚ performance: Implications for the strategic compensation of employees.Strategic Management Journal,33(10), pp.1194-1214.

Radicor Hotel Darling Harbour free essay sample

Thank you for writing our consultancy in regards to the predicament facing you and your team at the Radicor Hotel Darling Harbor Sydney. I understand this time must bring you considerable angst; especially considering Simcom- the partial owners- intend on divesting from one of her hotels: the Radicor being one such possibility. As such, I have taken this case under my personal consideration. You will find at the end, an appendix (Reference List) for any sources which I have used to underline criteria or feedback regarding the adverse review received by your premium restaurant- The Abbey. This letter touches on what I had advised to the Managing Directors and Executive Chef Marcus Vesty for the first twenty four hours upon receiving the review; but, also delves deeper into the issues facing not only the Abbey, but the Radicor Hotel Darling Harbor as well. Unfortunately some of the resources materials you have sent my firm seem to be lacking in some areas, therefore my comments will make do with the data provided. We will write a custom essay sample on Radicor Hotel Darling Harbour or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I will go into these areas later below. First an outline of the presenting issue. The Radicor Hotel at Darling Harbor Sydney prized itself as a premium luxury hotel, focusing on the idea of paramount customer service coupled with paramount customer satisfaction. On the back of that premise Marcus Vesty opened The Abbey in 2009 to match that service quality excellence. To reiterate my twenty four hour contingency plan, first the primary stakeholders need to be identified. In the case of the Abbey and the Radicor the primary stakeholders affected by JohnTrevallin’s ill-fated review, are Marcus Vesty and the Radicor Hotel Darling Harbor’s Management and Operations team for this particular joint-profit venture. Let me get this out of the way Tom, even if the review by John Trevallin is particularly harsh and at some points droll; he is by no means a novice food critic as Miranda Caustin outlined in her interview. Despite your food and beverage manager, Richard Goh’s, view of Trevallin being a hack, this review is not personal. As you suspected there is evidence to suggest that standards have slipped since 2009, these will be touched on shortly. It is therefore crucial to reflect upon the original concept set forth by Marcus Vesty in 2009 upon the opening, for the twenty four hours post Trevallin’s review. Additionally, the active involvement of both stakeholders mentioned above, the Management and Operations team at the Radicor and Marcus Vesty, can we attempt to hemorrhage residual bleed effects from the review and put into action an immediate short-termed contingency plan. Chef Marcus Vesty’s initial concept was to bring a world class fusion, French-Asian, cuisine into a quality five star establishment. This aimed, from what I understand, at introducing a contemporary cuisine merging palates from the East and the West for guests wanting a luxury experience. From the review by Trevallin, I gather this concept floundered. As such we must focus our first twenty four hours on damage control. Let us assume that everything Trevallin has written is true for this one day period, our next step is to minimize damages to the reputation of the Radicor Hotel and The Abbey. The first step in our contingency plan is to get everyone on the same page. Ann Johnson (2013) of Demand Media outlines that the purpose of damage control is to ensure that the new public information, despite the fact that it’s negative connotations, brings about a positive opportunity for the organization. This is what needs to be done not only for the Abbey but the Radicor Hotel. If we play our hand correctly we have an opportunity to bring back and even surpass previous standards. Once people understand this we may move on. The second step in our damage control plan is to delegate a spokesperson to address the media, perhaps even Trevallin himself. Our spokesperson here must do several things; they must be transparent regarding the problem, they must know whom to address (in this case various food critics and relating social media), and they must deliver a statement outlining the criteria from which the problem may have arisen (Bitesize PR 2013), and lastly plans to rectify the issue. This short term action yields long term benefits. Some of the problems which may be addressed in the PR statement can be seen in my twenty four hour plan and here as well: ‘Herewith appear to be the most pressing matters; one, infective and inexperienced entrepreneurial leadership. Two, the dialectic nature between front of house and back of house, and three, a lack of general training motivation and direction in original concept. ’ Now I shall divulge onto you my complete analysis of the information that you have provided to me. Examining the bottom line factor (Weber Savitz 2006) the fact that Abbey lost its spot from being the second highest revenue earning outlet in 2009 to the 4th in 2011 is alarming in itself. A rough two hundred thousand dollar loss in takings, in two years, should have sounded the alarm bells for the Managing Directors and more importantly Marcus Vesty. This ties in significantly with the fact that the concept from opening of the Abbey in 2009 has since wallowed. The entrepreneurial and perhaps managerial aspects of the Abbey have waned resulting in poor standards of service (Parsa et al. 2005). This is reflective almost in its entirety upon the leadership of Executive Chef, Marcus Vesty as he is the owner. It is of utmost importance that the Executive Chef of any restaurant, especially in a luxury hotel, shows passion and commitment throughout ensuring that standards remain constant (Ramsay 2008: UKTV 2003). The loss of any cognizance relating to those standards is detrimental to the reputation of the primary chef and the hotel from which they operate. I agree with Richard that food critics should be aware that the Executive Chef is not always present in premiere restaurants; nevertheless customers attend Marcus Vesty at the Abbey not his Sous Chef- Dan Tambling at the Abbey. Case studies examining how other world class chefs like Gordon Ramsay earn several Michelin stars while writing, producing and acting may prove necessary and prudent for Marcus if he wants to maintain the repute of the Abbey and by extension- himself. Taste tests measuring standards of the Chefs prior and post openings are commonplace to ensure that the recipes served are exactly those which described or designed by the executive chef (UKTV 2003). Despite the fact that Marcus’ immediate staff enjoys working with him; this is a luxury business and should be treated as such. The standards of a luxury hotel are also reflected in the price list. Here is where a menu and wine list of the Abbey would have been useful. Regardless this is what I can deduce; Trevallin suggested that the wine list in particular was not reflective of the wine quality but was priced too high. The average expenditure at Darling Harbor is between 89$ to 120$ at restaurants, it would be beneficial (if the wine list is not of premiere quality) to reduce costs of wine reflecting its quality to make it seem more reasonable. From the food quality and satisfaction survey I can only deduce breakfast and drinks; surveys should include lunch and dinner surveys as well (something to think about to for future surveys). Secondly, the lack of leadership has led to discord between the front of house provided by the Radicor and Marcus’ Matrie’d Hotel and kitchen staff. Miranda Caustin pointed out that Trevallin is a well-known critic; as such, it is the responsibility of the Matrie’d Hotel to inform the chefs and the wait staff. The service Trevallin received, even though ‘well oiled,’ lacked a personal touch. Johnson (2004) surveyed that guests feel most valued, when the business conducted between them and an organization is seamless and easy, and especially when there is an addition of personal tailored flair. This lack of communication is excusable in mediocre restaurants but not those which claim to be one of Australia’s premiere fine dining establishments. Additionally poor wait staff performance could be attributed to confusion between the several guidelines and manuals you sent me. For example the ‘Abbey Front of House Procedure’ states to address guests along the lines of , ‘Hi my name is Joe welcome to the Abbey Restaurant’ opposed to the other guides which once again teach wait staff how to greet a guest, albeit more reflective of a fine dining service, in a different manner. Why are guides from the same establishment teaching two different ways to greet a guest? Tom, your Food and Beverage department must realize that in the contemporary workspace, casual work is increasing (Steers Sharipo 2004), wait staff are hugely reflective of that casual work environment. This once again ties into a lack of leadership by Marcus, but it would have been far more effective to have highly trained staff tailored to the vision set forth by Marcus, including food and beverage reflective of the Abbey. What Trevallin outlined is reflective of the haphazard and sometimes contradictory training guides that you have sent me, and their resulting performances coupled with poor leadership. In new light, we can use Trevallin’s review to spin a positive light for both the Abbey and Radicor. Darling Harbor at Sydney received over twenty five million visitors. Which has only grown since 2009, it would be safe to assume this growth is an ideal market for the Abbey and the Radicor. For the data you sent me, I can outline that the Abbey had missed its target. Additionally the reviews you sent me were not dated as such, it was difficult for me to deduce when a drop in service standards was seen; however, Trevallin’s review enables us to redefine the Radicor’s concept. The Radicor’s philosophy of team empowerment is clearly evident in the loyalty between staff (which I gathered from the interviews). However, this type of ‘T. E. A. M’ approach, albeit empowering staff, makes no mention about quality or customer care. For instance the Ritz Carlton’s (The Ritz-Carlton Hotel Company 2013) motto is ‘We are Ladies and Gentlemen serving Ladies and Gentlemen. ’ This concept empowers staff and suggests extravagance for guests. The same must be applied to the Radicor and the Abbey. Without having a clear concept a restaurant shall surely fail (Ramsay 2007: Ramsay 2008). It is therefore imperative that Marcus call in his reins and address issues of concept and wait staff at the Abbey. Additionally it may prove useful to redesign the original concept using a market analysis of competitors such as the Lobby Lounge or The Promenade at Darling Harbor. The market analysis may also reveal that for the 18-31 age demographic which visits Darling Harbor, French Asian cuisine is not the most appealing. It could be advantageous to change cuisine to reflect local Australian produce resources (Ramsay 2007), perhaps seafood. In conjunction having a celebrity chef such as Marcus around, post re-launch will be in itself attractive and this could be used promotionally: ‘Dinner for two with Marcus Vesty at the Abbey, Radicor Hotel Darling Harbor. ’ Additional quality checks from Marcus can ensure that he maintains his standards whilst engaging in other activities. To conclude, Marcus Vesty, by repute can be the Radicor’s saving grace; however, it is vital that you understand that the Abbey does not exist without the Radicor Hotel. If these changes cannot be made, there are other up and coming chefs and veterans who would jump at the chance and locale of the Radicor Darling Harbor. It may be necessary to cut your losses to save the Radicor if Marcus is not on board with these indispensable changes. It is seven times more cost effective to retain one loyal guest than to find new ones (Laslhey Morrison 2000). One should keep this in mind if changes cannot be made. I would be very interested in what Marcus has to say to your subsequent feedback. This is an opportunity to start fresh, and restore the Radicor and the Abbey to their prime. Finally Tom, I implore you to see reason, Trevallin’s review is largely incontrovertible, action with haste is necessary. Your Friend,