The History Of The Meaning Of Stress Philosophy Essay

The History Of The Meaning Of Stress Philosophy Essay In  psychological terms,  stress  is a feeling of pressure, strain, anxiety, being overwhelmed. It is characterized by overall irritability, feeling of insecurity, nervousness, withdrawal from social activities, loss of appetite, depression, frequent panic attacks, exhaustion, low / high blood pressure, skin problems, inability to sleep, migraine, gastrointestinal problems (constipation or diarrhea) and menstrual problems in case of women. It can lead to more serious problems e.g. heart problems, etc. Stress in small amounts may be desirable, beneficial and even healthy for us in some cases.. Positive stress helps improve our performance and keeps us focused on our targets and also on out toes. It also plays a major role in motivating us, helping us in adapting to the environment and any changes therein and also manages our reaction to the environment. However, excess of anything is bad. This is true in case of stress also. Large amounts of stress can cause many problems in the body that will be harmful to us. Stress could be something external, that is, related to the environment  or it could be something internal, that is, affected by the internal perceptions of an individual that cause him to experience feelings of anxiety / negative emotions in relation to a given situation. Examples of negative emotions are pressure, discomfort, etc., which in excess prove to be harmful for us. For individuals experiencing Post Traumatic Stress Disorder (PTSD), external factors that are not considered to be stressful or threatening to the individual are deemed as such. Examples of some such triggers are Reporting stress on hearing a particular song or a particular tune, seeing something that may remind the individual of prior events that he found threatening to himself. People experience feelings of stress, or perceive things to be threatening to themselves, when they believe that the resources that they have are insufficient for coping with difficulties. It can also be said that people think they do not have the resources that the circumstances demand them to possess. These difficulties may be some stimuli, situations or people. When people believe that the demands being placed upon them are beyond their coping ability, they perceive stress (negative). CAUSES OF STRESS Any stimulus that is perceived to be a threat, may it be a particular situation, circumstance, etc. is called a stressor if it promotes or causes an individual to experience stress. Some of the most common stressors in an individuals life are Personal Circumstances The personal circumstances of the individual are perhaps the most important stressor in an individuals life. These include any financial difficulties ha may be experiencing, any conflicts he may have with his family or friends, etc. These give a lot of stress to the individual. Health Status An individuals health status is also a cause of stress to him. If the individual is going through some health problems e.g. he has a disease like malaria, he will experience a lot of tension. In case the individual is poor, he will worry about the cost of treatment, hospital bills, etc. In case of a student, he will worry about the amount of studies that he will miss, the homework, assignments, etc that he will have to submit when he gets better, etc. In case of an employee, he will worry about the backlog of his work, whether his job in the organization is safe or he will be replaced, etc. Thus, health status is also a major stressor in the individuals life. Ethnicity, Gender, Age or Disability Ethnicity refers to a person belonging to a particular place, culture, etc. Sometimes the individual is subjected to bias on the basis of non ethnicity (in case of Indians working in Norway, the natives of Norway getting preference over Indians even though they may not be as competitive as the Indians), gender (not accepting individual for a particular post in the organization because of gender; this is usually found in the cases of women). Such bias also lead to a lot of frustration arising within the individual and giving him stress. Also, age of the individual is also a stressor for him. When he grows old, he starts worrying about his retirement, whether the company will firm him because of his inability to work productively any longer, how he will support himself, etc. This gives him a lot of stress. Similarly, disability is also a cause of stress for the individual. Personality The personality of the individual also affects the amount of stress that he takes, how much he is affected by the different stressors, etc. e.g. Someone, who has an easygoing, happy go lucky nature will not take a lot of stress or not take any undue stress. On the other hand, a pessimistic person will always be under a lot of stress as he will always think the worst in every situation and take a lot of stress from the same. Thus, personality of the individual can also be said to be one of the factors of stress. Background and Culture The background and culture of a person are a factor in shaping the personality of a person. Thus, background and culture can also be a factor of stress for the individual. Other than the above factors, there are various demands in and outside work which also contribute to giving stress to the individual. WORK RELATED STRESS Work related stress is the tension or stress that an individual experiences when he feels or he actually does not have adequate resources to cope with the various types and combinations of demands of his work. Work related stress usually arises due to lack of planning. In the absence of an organized and well designed plan to accomplish a goal, the individual feels stress while working towards accomplishment of the goal. However, planning or rather lack of it, alone, is not responsible for work related stress. There are various other factors which can be responsible for this stress. Some of them are given below :- Management Standards Management standards give definition to the culture and characteristics of the organization. They lay out the benchmarks for performance of the employees. The employee feels stress from the tension of not being able to achieve the target or not being up to the standard in the organization. He fears this will lead to him losing his job and thus, takes tension. Thus, management standards also cause stress to the organization. However, if this stress is taken positively, it can lead to great personal growth of the employee by serving as a motivator for the employee to perform better. Overworked Underling This scenario usually arises when there is a high demand for the services of the individual but he has very little or no control over how his services are volunteered or used in the organization. This tends to cause a great deal of psychological strain on the individual. The employee is usually overworked, is busy from the time he comes to work to the time he goes home, mostly comes early to work and goes home late. The employee does not get a say in the projects that he will be doing and often finds himself doing someone elses work also in addition to his own. Frustrated Go Getter Every employee, whether he is a hard worker or a smart worker, works with some specific objective in mind. This objective can be a raise in salary, appreciation for a job well done, promotion, etc. However, when this objective is not satisfied, even though the employee has worked fruitfully for the achievement of the same, the employee becomes frustrated. In this, someone else (e.g. the bosses) may take credit for employees work instead of giving him what is due to him. Whatever the reason may be, as the employee does not get any fruit for his efforts, he gets more and more frustrated. As his frustration increases, so does his stress and anxiety level. Thus, employee takes a lot of stress as a frustrated go getter. Castaway In this situation the employee feels like its just him against the world. He feels totally alone and feels that he cannot trust or rely on anyone except himself. His boss does not give him any guidance or help when he faces a problem. He feels that he does not have any friends who he can trust at the workplace. He becomes cynical and cannot find a way to channel all his negative feelings / emotions (frustration at the boss, fear of losing his job, etc.) There is no outlet for all these emotions. He is at a loss of who to turn to and feels totally alienated by everyone else at the workplace. This also gives the employee a lot of stress. Doormat This happens a lot in jobs where the employee has to deal directly with the customer. He is expected to talk politely to the customer irrespective of what or how the customer is talking to him. The same is true for the employees relationship with his seniors / manager(s). The manager may not treat employee with any respect but the employee must always treat the manager respectfully. He is always expected to maintain a faà §ade of professionalism and courtesy. Thus employee feels like he is being treated like a doormat on which anyone and everyone can step without there being any consequence of the same. He feels that he is being taken for granted and no importance is being given to his self respect. This also leads to bottling up of emotions on the employees part, thus giving rise to tension and stress. Tech Prisoner This is one of the adverse effects that technology has one our life. What with laptops, mobiles, Blackberry, etc. the boss can be in touch with the employee 24 X 7 X 365 i.e. all the time. Even at Sunday, which is an off day, the employee is usually working, albeit from home. In case he is sick, the boss tells him he need not come to officeà ¢Ã¢â€š ¬Ã‚ ¦..he can work from home instead. Our home, instead of being a sanctuary to return to from work, has now become more like a 2nd workplace. The employee is imprisoned by the very technology that makes his work easier. Thus, the employee does not have any place or time to unwind or relax. He is always working. This gives rise to frustration on the employees part. This frustration, in turn, leads to stress. Bully Target In organizations, the boss is usually the ultimate bully. He holds the power to fire the employee, deduct his salary, etc. The boss knows this. The employee is usually the bully target for the boss. The boss can take out all his anger or frustration on the employee, give him enormous amounts of work to be finished within a very short period, insult the employee or dress him down in front of others as a show of power over the employee, etc. The employee, being under the bosss thumb cannot do anything but go on working and hope to please the boss. Even if this happens to others and not the employee himself, he is always afraid that it will be his turn next. Thus, these feelings of fear, anxiety, etc. give stress to the employee. Burnout Burnout begins with prolonged and excessive levels of job stress. Strain is produced as a result of this stress. The process is completed when employee copes with the job in a defensive manner and becomes cynical or rigid. It usually happens when an employee has been working his tail off continuously for a long period of time. As the term suggests, burnout refers to a state of total exhaustion, both physical and emotional, when the employee feels that he is just about to break down or collapse from overwork. It is usually characterized by a dramatic decrease in the employees productivity and a diminishing of interest on the part of the employee in the work that he has to do. It is caused by working for long hours, taking very little time to relax and a continuous competition with peers, the need to prove oneself to the superiors, etc. All this builds pressure on the employee and causes a lot of stress to him. Wronged Victim The employee feels that he is being wronged at the workplace. He may feel that the boss is playing favorites and being partial towards some employees e.g. the employee may be overburdened with work, while some other team members might have no work at all and may be relaxing. Even at the employees behest, the manager refuses to distribute his work among them. Thus, employee may feel the manager is being partial towards the other employees. Also, if the manager takes credit for work done by employee, he may feel wronged. This leads to employee feeling very frustrated with the manager as well as the organization and thus, feeling very stressed. The main work related stressor is burnout. CAUSES OF BURNOUT Long hours When an employee keeps working long hours continuously for a long period of time, he starts feeling exhausted, both mentally and physically. This also leads to him not being able to concentrate on his work, losing his interest in the same and feeling large amounts of stress. This leads to the employee experiencing burnout. Lack of down time As the saying goes, All work and no play made Jack a dull boy. Similarly, if an employee continues to work for long hours continuously for a long period of time without taking any time to relax or unwind, the exhaustion of the employee becomes two fold. Instead of helping him do the work faster by devoting more time to it (as he believes), the employee is actually slowing himself down by not resting at all. Once he rests, the productivity of employee can once again become high. On the other hand, when an employee keeps working without resting his productivity keeps getting lower until it is nil. This is when the employee is likely to experience a complete physical and mental breakdown. Continuous competition Competition, as long it is taken positively, is good for the employee. It helps in improving performance of the individual and also helps in his personal growth. However, Excess of anything is bad. This holds true in case of competition also. If an employee is always worrying about competition, it is liable to build pressure on him. This pressure, combined with all other pressures, can speed up the process of burnout of the employee. Thus, we can see that everything, may it be competitiveness, work or rest works positively for the employee only when done in moderation. Excess can lead to burnout which only adds to the employees problems rather than reducing them. SYMPTOMS OF BURNOUT Low Job Performance The employees productivity falls and his level of performance decreases. Also, his job satisfaction also goes down. Employee is not happy doing his job and does not give the required level of productivity. Physical exhaustion / Fatigue Due to working for long hours for a prolonged duration, employee feels tired out and in great need of relaxation. He is unable to concentrate and focus on his job, bringing down his performance. He feels totally exhausted physically. Rigidity Employee becomes rigid i.e. inflexible towards change of any kind. Instead of being active and trying to adapt himself to any new changes in the job environment, the employee adopts a rigid attitude and does not want change of any kind. Apathy The employee becomes indifferent towards the activities of the organization. He loses his sense of purpose and becomes listless. Also, the employee does not work towards fulfillment of his objectives and does not really care about their fulfillment. Cynicism -The employee becomes cynical and shows distrust towards everyone. He feels that no one can be trusted and that everyone is motivated by their own selfish reasons only. Emotional exhaustion The employee is so drained that he acts like a zombie with no sense of what is going on or what is happening. He is totally exhausted emotionally as well as physically. He has no energy and is in dire need of relaxation to get back some energy. COPING WITH STRESS Individuals may perceive various threats to themselves. These perceived threats may prove to be stressful to them in various ways. Individuals have different coping mechanisms or defense mechanisms for handling this stress. However, all their variations are based on the same general idea: There are productive / positive and counter productive / negative ways of handling stress. As stress is perceived, the mechanisms given below may not necessarily deal with the actual situation that causes stress to an individual. However, they may be considered coping mechanisms if they give the individual a way to handle the stress in a better way such that the negative feelings / feelings of anxiety that the individual is experiencing due to the perceived threat may be reduced substantially, rather than actually fixing the concrete obstacle causing the stress. This actual fixing is not possible in real life. Given below are some widely accepted mechanisms for coping with stress 1) Highly Active / Problem-Focused / Adaptive Mechanisms These skills are used when the individual wants to face the problem head on, or at the very least, deal with the negative emotions experienced by him due to stress in a positive / constructive manner. This style is generally known as being adaptive in nature. a)  Affiliation   This method involves dealing with stress by involving oneself in social activities, turning to a social network for support, etc. However, the individual just uses these social interactions as a way to unwind or get away from his problems for some time. He does not share his problems with others in order to decrease the burden on himself or transfer the responsibility to someone else. b) Humor As it is said, Laughter is the best medicine. An individual often tries to get some relief in a stressful situation by injecting some humor or comic relief into the same. Besides decreasing the stress on the individual, this method also allows him to step away from the situation. This gives him another way of looking at the problem which can help him in finding a solution to the same. c) Sublimation   This method allows the individual to find an indirect way of resolving the conflict such that there is neither any loss of pleasure on the part of the individual nor any adverse consequences. Most importantly, this mechanism is characterized by the fact that it gives the individual a socially acceptable outlet for channeling his troubling emotions and impulses. d) Positive Reappraisal This method involves redirection of the individuals thoughts or cognitive energy to good events that are either happening or have yet to occur. It leads to introspection or self reflection, personal growth of the individual and awareness of the benefits of ones efforts or of how much the individual can achieve through his efforts.. Other adaptive coping mechanisms include altruism, anticipation and self observation. 2) Disavowal Mechanisms These mechanisms are used by the individual because they give him a diminished or even non existent (in some cases) awareness of his fears, perceived threats, feelings of anxiety, etc. This is because this mechanism causes the individual to become impervious to any perceived threats. Displacement   This is the technique of directing ones attention away from a threatening situation, event, etc. to a somewhat less threatening one. Repression   In this method, the individual tries to totally disconnect himself from the threatening situation by removing all feelings, thoughts, etc. related to the perceived threat from his awareness. This method is usually not advisable because when followed long enough, it is little more than denial of the threats that he faces. He is running away from the threats or hiding from them instead of facing or resolving them. Reaction Formation   This is similar to repression. The only difference is that in this method, in addition to removing all threatening thoughts, feelings, etc. from ones consciousness, the individual substitutes or replaces them with the exact opposite feelings, thoughts, etc. e.g. in case of threatening thoughts, individual will substitute pleasant ones. Other disavowal mechanisms include rationalization, undoing, dissociation, etc. Active Mechanisms In these methods, an individual deals with stress either by withdrawing from the threatening situation or by taking action against the same. Acting Out In this method, the individual, instead of reflecting on the problem and trying to find a way to solve it, starts taking maladaptive action i.e. instead of trying to adapt to the situation, the individual starts fighting against it. Such behavior is counter productive for the individual and is usually characterized as problematic or counter normative behavior. Passive Aggression   In this method, the individual deals with negative thoughts or feelings arising from the stress (anxiety, fear, etc.) by behaving in a resentful or hostile manner towards others. He rejects help from others and also complains about the circumstances and / or the present state of affairs. Depending on the situation, all the coping mechanisms given above may be characterized as being adaptive or counter normative. TO RELIEVE STRESS AMONG EMPLOYEES, A MANAGER CAN Include Employees In Decision Making This gives the employees a feeling of control over the work that they do. It helps in reducing the frustration that they experience with the managers and the organization at the amount of work they have to do. By making them a part of the decision making process, the manager is gaining their voluntary acceptance to do the work allotted to them. Increasing Transparency The manager can make the decision making process more transparent, explaining the reason for a specific decision. This does not mean that manager has to give an explanation to the employees for all his decisions but he may give reasons for those decisions which the employee perceives as having a negative effect on him. This will nip any notions of partiality by manager in the bud only and also make the employee feel more valued. Discuss Employees Problems The manager should have an open door policy and encourage employees to discuss their problems. This will help in clearing any misunderstandings or misconceptions that the employee may harbor and also assure the employee that he can come to the manager for help and guidance. This will reduce the stress on the employee. Giving Employees Time off This means literally giving the employee some time to relax. Just the fact that the employee is at home is not enough. If employee is working from home, he is still working only. Giving time off means not giving employee any work and just allowing him to unwind or relax himself. This will reduce the physical and emotional exhaustion of the employee and allow him to rejuvenate. Also, he will feel less like a tech prisoner. This will also reduce the stress on the employee. Periodic Performance Appraisal Managers should conduct periodic performance appraisals (weekly, monthly, etc.) of the employees so as to analyze their performance, check whether they are performing according to the set standards, find out the causes of deviation, if any exists. The manager can also instruct the employees on how to achieve their goals and where they are going wrong presently. This will reduce any feelings of frustration experienced by employees and also assure them that the manager wants to help them in achieving their goals. BENEFITS OF RELIEVING STRESS TO INDIVIDUALS Higher Job Satisfaction If the individual is not experiencing any stress or too much stress, he will be happy doing his job and thus, will have a high degree of job satisfaction. Easier To Achieve Goals If the individual is not experiencing an excess of stress and he has a high level of job satisfaction, he will also have higher productivity. With this higher productivity, individual will be able to achieve his goals in a shorter time. Harmony If individual does not experience too much stress and has high job satisfaction, he will automatically find a balance between his professional and personal life. Thus, he will find a harmony between both and be able to enjoy both to the fullest extent. Problem free The individual, in the absence of negative stress in his life, will be free of many of the problems relating to stress e.g. listlessness, emotional and physical exhaustion, etc. Thus, his life will be further enriched. TO TEAMS Harmony Between Team Members Due to lack of stress on individuals and reduced tension among the employees, there will be more harmony between the members of the team and team spirit will be significantly greater. Better Performance Due to greater harmony between the members of the team, the team members will perform better and be more productive. Subsequently, the team performance will also be much better. Achievement of Targets As the performance will be higher, the team will also be able to achieve all its targets in a timely manner. Higher Motivation Due to the combination of the above given factors (harmony between team members, better performance and achievement of targets), the team will have a high degree of motivation. TO ORGANIZATIONS Higher Productivity As the individuals will perform better and the teams performance will improve, the productivity of the organization will also increase. Lower Turnover Turnover here refers to the attrition rate or the rate at which employees leave the organization. If employees experience less or no stress, they will have job satisfaction and be happy doing their jobs. If they are happy working in the organization, they will not leave the organization. Thus, there will be lower turnover. Lower Absenteeism If the employees have a high degree of job satisfaction, they will not be absent frequently from the job and thus, there will be lower absenteeism in the organization. Better Reputation As the company will have a lower turnover, lower absenteeism and a higher productivity, its reputation in the market will improve greatly and the value of its goodwill will also increase, Thus, company will get more business and its income will increase.

Royal Dutch Shell

Royal Dutch Shell: Human Rights in Nigeria Case Analysis International Business April 22, 2013 The History Royal Dutch Shell is a global company. It has about 93,000 employees and is located in more than 90 countries. It is an energy and petrochemicals business. In the US it was founded in 1912 by the American Gasoline Company to sell gasoline along the Pacific Coast, and Roxanna Petroleum to buy oil product properties in Oklahoma (according to Shell. US website). However, it was founded in 1907 in Europe when Royal Dutch Petroleum Company and the Shell Transport and Trading Company Ltd merged.This was done to help the company compete globally. It has done several mergers and buyouts in its hundred plus years of business. Throughout the years Shell has made changes in their business to better compete in the market from becoming a global business to investing in research and development in the newest and latest energy technologies. Today it is in the top six of oil and gas companies. It produces around 3. 1 million barrels of oil equivalent per day. The Problem The Guardian News has run an article reporting on the inconsistencies of what the Royal Dutch Shell has committed to and the reality of the situation.Two hospitals that we built in the Ogoni region of Nigeria are diametrically opposite of each other in health standards and overall aesthetics. The company has reported that it is committed to the social well-being of the area, but the reality is completely different. The Situation The situation is that we have as part of the 1996 â€Å"Ogani Reconciliation† plan committed to the social and economic well-being of the local communities. There has been millions of dollars sent to the country allocated to the areas of hospitals and medical care as well as to other needs.Though resources have been sent to build hospitals for the region, the reality is that any of the improvements that was said to be done are seriously subpar to any health standard of any country. Improvements have been done with little regard to the needs of the people and were primarily done so that it can be said that the company was committed to the local region. Though millions has been sent to the country, much of this has been siphoned off to other areas of government and possible to fill the pockets of people that are in the place of authority. Also, some decisions have been made without direct input from the region itself.What to build? Where to build? How to allocate resources? These are all questions that need a comprehensive answer that involves each of the concerned parties. It is concerning that these issues have been allowed to happen. A company of their size and magnitude should not have allowed these community projects be the mockery of the press. Royal Dutch Shell is a company that has many well rounded and sound business plans. The execution and maintenance of these business plans is one of Shell’s main issues. They have the ability to creat e great business plans but lack the commitment to maintain them and sometime execute them in all areas.Marketing Issues The company has had a lot of negative publicity due to the companies operation in the Ogani region of Nigeria. The company is seen to be working hand-in-hand with Nigerian security personnel with little regard to the local minority people of that region. This is causing violence and unrest of the region as well sabotage of the oil pipelines causing oil spills and environmental damage. Actions For the short term, we need to consider the following objectives: * One of the first steps is to make sure the hospital consistently has the electricity and the fuel to run a backup generator.Provide backup generators with the fuel to run them when necessary. If a lavish hospital can be kept up for the employees of our company we can keep up adequate levels of care of Gokana. This will serve as big public relations improvement. * The company should use its knowledge to help ou t the struggling hospital and install wind and solar power technology so they can lower the cost of electricity and help improve a bad situation. * The company should consider helping and sharing their equipment, employees, ambulances, etc. with the hospital in Ogoniland.This will show the community that Shell is â€Å"being a good neighbor†, which in turn would boost the communities morale. * Making improvements on the hospital will directly affect the people of the region. * Setup a working committee with MOSOP (Movement for the Survival of the Ogoni People) and Nigerian national representatives, as well as an independent group to oversee any agreements. * Work with the region to start making the improvements that will directly affect the people of the region. * Take responsibility of the oil spills due to company failure and get these cleaned up. Take responsibility for all of the pollution * Use the people of the company to reach out into the community and start community clean up days so the people can help clean up their community and also have a little ownership into the improvements. * Review the companies committees and oversight boards and make sure that the people in place are committed to working with the region. * Reach out to the community with surveys to the people to get their feelings about Shell and what they would like to see improve. * Once improvements are made hold a press conference to help with the PR of the company.It is obvious that the public relations area has suffered. Make it a point to show what is being done to help the area. The long term goals would be to: * Work with the MOSOP to get a comprehensive plan in place that will work to end the protests and sabotage of company pipelines. * Put a sustainable corporate plan in place with independent review that all policies are being adhered to by all officers pertinent to this region. * By getting these agreements, and with the investments in the local infrastructure will cau se less problems that will need money allocated to them. Work to develop better company practices to promote a higher sense of ethics and their climates in the work place * Change their business approach from an egoistic approach to a principal-based approach (integrity approach based on laws) Conclusion Caution will be needed due to the political environment and instability of Nigeria. The company will always need to be aware of what is going on politically on both the national and local levels. The corporate actions taken by Royal Dutch Shell has affected and destroyed a community.The company has tried to recover and fixed what they have done but they have not succeeded in doing so. Royal Dutch Shell has to build a relationship of trust with the Nigerian community. They have to let the community be heard when they are reaching out to let the company know what they need and allow them to be part of the reconstruction and rebuilding of their community. Shell is a very lucrative comp any that makes millions of dollars a day; they would be very hurt to lose this business operation base in Nigeria. Shell went from an egoistic operation in Nigeria to a principle based operation.If Shell even took on a larger sense of social responsibility, they would have gained a larger competitive advantage over the competition. Though the company was acquitted of several charges in January of 2013 by the Dutch courts and made responsible for the oil spills on the last count, there will be unrest in the local region as they want to make the company responsible for all of the problems. Careful steps will need to be taken to address the concerns in such a way to help the region and to lessen the criticism of the people and media.

What Proper Custom Term Paper Writing Is - and What it Is Not

What Proper Custom Term Paper Writing Is - and What it Is Not Proper Custom Term Paper Writing As a custom made paper writing company, it's our obligation to be certain the client supply the appropriate info and receives the apt paper, which can get him not only excellent grades but in addition supply a whole comprehension of an ideal research work. Ensuring our customers pass their assignments is our principal objective. As of this moment, their team is composed of over 200 competent freelancers. It is also feasible your custom made paper isn't as custom made as you believe it is. Whilst you obtain your custom made paper written by a specialist, you also acquire complete ownership of it. The options are endless when it has to do with patterns, colours and thickness in seed paper. Customized Made Coasters If you're looking for the least expensive option, elect for paper or cork coasters. 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Ethical Issues Of The Military - 1170 Words

Ethical IT Issues in the Military The military is an organization that encounters many information technology issues. The United States Air Force is the service branch of the armed forces that handles the air, space and cyberspace warfare. It is governed by the President of the United States (POTUS) and is one imperative segment of our government, the Department of Defense. The headquarters is the Pentagon which is located in Arlington County, Virginia. The Air Force employs about 633,484 personnel, which includes active duty, fulltime, reserve and air guard personnel. There are many industries that the Air Force does business with, but there is one that stands out the most, which is the nuclear weapons industry. The ethical information†¦show more content†¦The real-life scenario mentioned above is just a prime example of what could happen, but the true dilemma is whether nuclear weapons should be a deterrence or a nuclear disarmament. â€Å"Nuclear deterrence is the threat of nuclear retaliation for a proscribed behavior, generally an attack upon the threatening state. The theory of nuclear deterrence posits that such threat, if perceived as real and likely to cause sufficient devastation, will prevent an attack or other proscribed behavior from occurring† (Krieger, 2011). The dilemma of nuclear weapons all began when the United States dropped atomic bombs on Hiroshima and Nagasaki, Japan. In doing so, it sent a nuclear deterrent message to other countries, particularly the Soviet Union, that the United States possessed nuclear weapons and was willing to use them (Krieger, 2011). In turn, the Soviets started their own nuclear program to deter the United States. This also led other countries, such as China, Britain, France, India, Pakistan and North Korea, to follow suit and build nuclear arsenals to deter the United States and the Soviet Union. Today this alternative seems to work, but the question remains for how long? Nuclear disarmament is the process of reducing in number or completely eliminating a country s nuclear weapons. The Nuclear Nonproliferation Treaty (NPT) prohibits nuclear weapon countries from transferring nuclear weapons to, or assisting nonnuclear weapon countries in theShow MoreRelatedEthical Challenges of the War in Afghanistan Essay1711 Words   |  7 PagesEthics Paper Ethical Challenges of the War in Afghanistan After ten years of fighting in Afghanistan and Iraq, military leaders still face significant ethical challenges. Because of the challenges associated with waging an unconventional war, military practices and preparations have not evolved to provide sufficient ethical training for personnel in Afghanistan and Iraqi. This essay explores ethical questions that remain unresolved even after a war that has been prosecuted for more than a decadeRead MoreThe Involvement Of Psychologists And The American Psychological Association s Code Of Conduct1382 Words   |  6 PagesIn my analysis paper I will be discussing the issues in the involvement of psychologists in interrogations. Many of the current issues resort to an ethical or unethical question in regards of the American Psychological Association’s Code of Conduct. Are the practices of using inhumane techniques to gain enemy intelligence ethical or unethical? The use of psychologists in military interrogations has led to crossing the lines of being inhumane, which is against the Code of Conduct. This has been explainedRead MoreEthics in the US Army1652 Words   |  7 Pagesof command and the risk to life and limb that are such large parts of military life. When a soldier in the Army has no ethics, he or she can cause trust and respect problems with other members of his or her unit. The US military is a stressful organization for most people involved with it, and peoples lives are on the line frequently. Issues like PTSD and other medical problems are commonplace for those who leave the military and must adjust to civilian life, so it is very important that those whoRead MoreMixed Agency : An Ethical Dilemma1591 Words   |  7 PagesMixed Agency: An Ethical Dilemma Military mental health providers hold dual roles as clinicians and commissioned officers. While they are bound by the ethical code and professional guidelines of their profession, they are also held to the standard of Department of Defense (DoD) statutes and regulations. They are expected to provide competent clinical care but also enforce military boundaries and discipline (McCauley, Hacker Hughes, Liebling-Kalifani, 2008). Likewise, there may be duality inRead MoreThe Extreme Forms Of Human Violence1515 Words   |  7 Pagesprofession as a whole extends to the entire community, possibly reducing the potential for many people around the world to obtain the real benefits that the profession has to offer (Olson Soldz, 2007). Costanzo et al. (2007) implore military authorities to issue clear directives regarding unacceptable practices in the interrogation of prisoners, as well as employ effective monitoring procedures of their detention facilities, especially during times of war. It is their opinion that, unless high-rankingRead MoreEthics And Ethics Of Religion1574 Words   |  7 Pagesworkplace or religion in the US military. It is hard for any Air Force member to go throughout their career without having to deal with religion in the workplace as a trending topic. â€Å"After entering the 21st century religion in the workplace has impacted not only schools, most major cooperation’s† (Ludolph, R. C., Wolfe, A. A. (2013) , but the United States military across all the branches of the uniform service. In this paper I will be using two ethical theories and one ethical perspective to persuadeRead MoreA Few Good Men Summary938 Words   |  4 PagesA Few Good Men Summary A few Good Men is a movie that presents strong a strong ethical dilemma. The story is about two Marines Pfc Downey( James Marshall), and Lanc Cpl. Dawson (Wolfgang Bodison) who are charged with the murder of another marine PFC Santiago. The legal team representing is comprised of Lt Kaffee (Tom Cruise) who seems to be more interested in playing baseball, his friend LTJG Sam Weinberg (Kevin Pollack), and Cmdr Galloway (Demi Moore), who believes there is more to the story behindRead MoreThe Belmont Report Differentiates Between Practice and Research1628 Words   |  6 Pagesof Biomedical and Behavioral Research published the Ethical Principles and Guidelines for the Protection of Human Subjects of Research, or Belmont Report, in 1979. Based on numerous years of discussion and research, the Belmont Report differentiates between practice and research, identifies three basic ethical principles, and identifies specific application guidelines concerning research using human subjects. Within the report, the three ethical principles of respect for persons, beneficence, andRead MoreMisuse Of Government Vehicles For A Non Official Purpose1689 Words   |  7 Pagesenvironment, well trained and disciplined. Nevertheless, this task has proven to be complicated, especially with sequestration, which is affecting the military due to the lack of funding for training and resources to outfit the force with the equipment necessary to accomplish their new mission. This brings one of the most significant issues our military faces, and that is the misuse of government vehicle by members of the armed forces, for unofficial purpose. This problem equates to millions of dollarsRead MoreBusiness Ethics Essay1323 Words   |  6 Pages concerned for corporations to assume ethical responsibility, in which welfare for the greatest number of people will be promoted. This paper addresses the fact that the subjectivity of morals within the military and individual leaders; as some issues could be viewed as ethical by a group but not so by others. The members of an organization and its employees are part of the team, therefore the organization would benefit if their leaders are having strong ethical principles and positive relationships

The Problem Of Genetically Modified Foods - 925 Words

Sustainable living is, in short, living in harmony with the community around you and the natural world you are placed in, in such a way that your actions will not harmfully affect the world around you now, or the state of that community for future generations. Nowadays a problem of genetically modified food is widespread all over the world. More and more GM foods appear on the shelves of our stores and supermarkets. But, how much do we actually know about genetically modified foods? I believe there is not one answer for whether they are; good or bad for us, the environment, or for the economy. GM foods are designed for greater resistance to viruses and pests, higher nutritional value and a longer shelf life. However, their safety, potential risks and ethical concerns are still being debated. According to the World Health Organization, the American Medical Association, the US National Academy of Sciences, and the British Royal Society, GMOs are safe to eat, even offering vitamins pr eviously unavailable in certain crops. There is still very little research or the ability to do research on long-term affects because GMOs are still very new (within the past 20 years). Inserting or deleting genes in various plants is how we synthesize GM crops, enabling those plants to resist drought, resist pesticides, grow in non-native environments, or produce more (Schnurr, lecture, September 24, 2015). This allows people, especially in the developing world, to get more nutrition fromShow MoreRelatedThe Problem Of Genetically Modified Food1098 Words   |  5 PagesA world where all your food was flavorful and healthy, big and ripe. No more shortage of food or worries about processed food, a utopia for food. But, a Utopia is only a fantasy, a fantasy is not reality. Genetically modified (GM) foods is starting to become more and more of a reality. But, with that reality comes the choice of should it be done; even though genetically modified food has positive effects, there ar e also negative effects that cannot be overlooked, such as cost, also the negativeRead MoreThe Problem Of Genetically Modified Foods913 Words   |  4 Pagesyou now, or the well being of that community for future generations. Nowadays a problem of genetically modified food is widespread all over the world. More and more GM foods appear on the shelves of our grocery stores and supermarkets. But, how much do we actually know about genetically modified foods? I believe there is not one answer for whether they are; good or bad for us, the environment, or for the economy. GM foods are designed for greater resistance to viruses and pests, higher nutritional valueRead MoreThe Problem Of Genetically Modified Foods1604 Words   |  7 PagesConsumers do not need to go far to find Genetically Modified (GM) foods at the grocery store considering â€Å"90% of the corn and soybeans planted in the United States† (Landrigan, 2015, p.1) are genetically modified, helping to increase farmerâ €™s crop yields. The GM corn alone is used extensively in many other forms such as processed foods, sodas, bread and more. Even though GM foods have been around since the early 90’s, the debate surrounding the plausible health and environmental impacts have onlyRead MoreThe Problem Of Genetically Modified Food1968 Words   |  8 Pagesfor global leaders and must be addressed and handled soon. As with any large issue, people turn to science to solve the problem and some members of the scientific community have concluded that genetically modified foodstuffs are the solution. Since the 1990s, scientists have been perfecting biotechnology and genetics. With this advancement in knowledge came genetically modified organisms (GMOs). GMOs take a favorable trait from one organism and attach it to the DNA of another to make it more nutritiousRead MoreThe Problems With Genetically Engineered and Modified Foods Essay2049 Words   |  9 Pages Genetically engineered and modified foods have recently developed into one of the most widely debated issues in the United States. Arguments aside, the problem is going to be one that the world is going to have to feel the results of, whether prepared or not. Newly expanded research regarding biotechnology presents a willing audience with a whole new outlook on just how far scientific investigation and expansion can go. The accelerating rate, at which these new progressions are being made, is aRead MoreGenetically And Genetically Modified Food947 Words   |  4 PagesAs genetically modified food appeared into people’s consciousness, it had been at the center of vehement controversy. Because people lack information about genetically modified food’s potential influence, they wonder whether genetically modified food is a miracle or not. Genetically modified food can solve several problems. The potential effects of genetically modified food also should be measured. However , people should not assume that genetically modified food only has disadvantages, but understandRead MoreGenetically Food And World Hunger Problem1202 Words   |  5 PagesGenetically modified food And World Hunger Problem As Lehrer writes in the article â€Å" We, Robots†, compared to expectation on each other, people are extremely eager to take sides on technology (Lehrer, n.d.). In the 21st century, Technology has an extremely significant effect on the lives of individuals. Technology shows people a more efficient way to do things; Medical discoveries occur at an increasingly fast rate and agricultural processes that once required a plenty of human workers can now beRead MoreEssay about Rogerian Argument of Genetic Engineered Foods1161 Words   |  5 PagesRogerian Paper: Genetically Modified Food â€Å"Biotechnology has been used for more than 6,000 years for lots of interesting and practical purposes: making food such as bread and cheese, preserving dairy products and fermenting beer† (Biotechnology - Promising a Brighter Future for the World). Although we do not always realize it, biotechnology is a huge part of our everyday lives, from the medicine we use to keep us healthy, the fuel we use to take us where we need to go, and even the food we eat andRead MoreGenetically And Genetically Modified Foods1457 Words   |  6 Pageslike a healthy food to feed your family, but think again. That can of corn most likely contains traces of genetically modified proteins or DNA. These genetically modified foods were made to improve food, but some wonder if they are solving more problems than they cause. Genetically modified foods, or seeds, should not be produced because they cause vulnerability and disadvantage to populations, cause allergenic problems, and contaminate organic crops. Genetically modified foods are foods with differentRead MoreGenetically Modified Foods : Harmful Or Helpful?1199 Words   |  5 Pagesagainst genetically modified foods because they believe that these foods are associated with many health problems. Sixty percent of people in the United States do not realize that they have ever eaten a genetically modified food. These foods are all around us and constantly being improved by scientists. Genetically modified foods are really good for the world’s population. First of all, genetically modified foods have been around for centuries. Gregor Mendel had the first genetically modified food when

Literature Search Free Essays

Grap, Mary. ,Munro, Cindy. , Hummel, Russel. We will write a custom essay sample on Literature Search or any similar topic only for you Order Now , Jessica. , Elswick, and Sessler Curtis. 2005. Effect of Backrest Elevation on the Development of Ventilator-Associated Pneumonia. AACN. Retrieved from ajcc. aacnjournals. org on March 3, 2012. Abstract †¢ Background Ventilator-associated pneumonia is a common complication of mechanical ventilation. Backrest position and time spent supine are critical risk factors for aspiration, increasing the risk for pneumonia. Empirical evidence of the effect of backrest positions on the incidence of ventilator-associated pneumonia, especially during mechanical ventilation over time, is limited. Objective To describe the relationship between backrest elevation and development of ventilator-associated pneumonia. †¢ Methods : It is a nonexperimental, longitudinal, descriptive design was used. The Clinical Pulmonary Infection Score was used to determine ventilator-associated pneumonia. Backrest elevation was measured continuously with a transducer system. Data were obtained from laborato ry results and medical records from the start of mechanical ventilation up to 7 days. †¢ Results Sixty-six subjects were monitored (276 patient days). Mean backrest elevation for the entire study period was 21. 7 °. Backrest elevations were less than 30 ° 72% of the time and less than 10 ° 39% of the time. The mean Clinical Pulmonary Infection Score increased but not significantly, and backrest elevation had no direct effect on mean scores. A model for predicting the Clinical Pulmonary Infection Score at day 4 included baseline score, percentage of time spent at less than 30 ° on study day 1, and score on the Acute Physiology and Chronic Health Evaluation II, explaining 81% of the variability (F=7. 1, P=. 003). Literature Search 3 †¢ Conclusions Subjects spent the majority of the time at backrest elevations less than 30 °. Only the combination of early, low backrest elevation and severity of illness affected the incidence of ventilator-associated pneumonia. Amelia Ross. (2006). The impact of an evidence-based practice education program on the role of oral care in the prevention of ventilator-associated pneumonia. Ret rieved from, www. elsevierhealth. com/journals/iccn. on March 2, 2012. Abstract BACKGROUND: Despite strong evidence in the literature on the role of oral care in the prevention of ventilator-associated pneumonia (VAP), nurses continue to view oral care as a comfort measure with low priority and utilize foam swabs rather than toothbrushes. Although an evidence-based oral care protocol existed and best-practice oral care tools were available, the VAP rates had not significantly decreased even though nurses reported providing oral care. OBJECTIVES: The aim of the study was to determine if an evidence-based practice (EBP) educational program would improve the quality of oral care delivered to mechanically ventilated patients; thereby, reducing the VAP rate. RESULTS: Improvement in oral health was demonstrated by a decrease in median scores on the Oral Assessment Guide (pre (11. 0), post (9. 0)). A t-test analysis revealed a statistically significant difference (p=0. 0002). The frequency of oral care documentation also improved as demonstrated by a positive shift to the more frequent timeframes. The VAP rates have decreased by 50% following the EBP education Literature Search 4 ntervention. CONCLUSIONS: The implementation of an EBP educational program focused on patient outcome rather than a task to be performed improved the quality of oral care delivered by the nursing staff. Carolyn L. , Cason, Tracy, Tyner. , Sue, Saunders, Lisa, Broom. , 2007. Nurses Implementation of Guidelines for Ventilator-Associated Pneumonia from the Ce nters for Disease Control and Prevention. AACN. Retrieved from ajcc. aacnjournals. org on March 1, 2012. Abstract †¢ Background Ventilator-associated pneumonia accounts for 47% of infections in patients in intensive care units. Adherence to the best nursing practices recommended in the 2003 guidelines for the prevention of ventilator-associated pneumonia from the Centers for Disease Control and Prevention should reduce the risk of ventilator-associated pneumonia. †¢ Objective To evaluate the extent to which nurses working in intensive care units implement best practices when managing adult patients receiving mechanical ventilation. †¢ Methods Nurses attending education seminars in the United States completed a 29-item questionnaire about the type and frequency of care provided. †¢ Results Twelve hundred nurses completed the questionnaire. Most (82%) reported compliance with hand-washing guidelines, 75% reported wearing gloves, half reported elevating the head of the bed, a third reported performing subglottic suctioning, and half reported having an oral care protocol in their hospital. Nurses in hospitals with an oral care protocol reported better compliance with hand washing and maintaining head-of-bed elevation, were more likely to regularly provide oral care, and were more familiar with rates of ventilator-associated pneumonia and the organisms involved than were nurses working in hospitals without such protocols. Literature Search5 †¢ Conclusions The guidelines for the prevention of ventilator-associated pneumonia from the Centers for Disease Control and Prevention are not consistently or uniformly implemented. Practices of nurses employed in hospitals with oral care protocols are more often congruent with the guidelines than are practices of nurses employed in hospitals without such protocols. Significant reductions in rates of ventilator-associated pneumonia may be achieved by broader implementation of oral care protocols. Grap, Mary. ,Munro, Cindy. , Hummel, Russel. , Jessica. Elswick, and Sessler Curtis. 2005. Effect of Backrest Elevation on the Development of Ventilator-Associated Pneumonia. AACN. Retrieved from ajcc. aacnjournals. org on March 3, 2012. Abstract †¢ Background Ventilator-associated pneumonia is a common complication of mechanical ventilation. Backrest position and time spent supine are critical risk factors for aspiration, increasing the risk for pneumonia. Empi rical evidence of the effect of backrest positions on the incidence of ventilator-associated pneumonia, especially during mechanical ventilation over time, is limited. Objective To describe the relationship between backrest elevation and development of ventilator-associated pneumonia. †¢ Methods : It is a nonexperimental, longitudinal, descriptive design was used. The Clinical Pulmonary Infection Score was used to determine ventilator-associated pneumonia. Backrest elevation was measured continuously with a transducer system. Data were obtained from laboratory results and medical records from the start of mechanical ventilation up to 7 days. †¢ Results Sixty-six subjects were monitored (276 patient days). Mean backrest elevation for the entire study period was 21. 7 °. Backrest elevations were less than 30 ° 72% of the time and less than 10 ° 39% of the time. The mean Clinical Pulmonary Infection Score increased but not significantly, and backrest elevation had no direct effect on mean scores. A model for predicting the Clinical Pulmonary Infection Score at day 4 included baseline score, percentage of time spent at less than 30 ° on study day 1, and score on the Acute Physiology and Chronic Health Evaluation II, explaining 81% of the variability (F=7. 1, P=. 003). Literature Search 3 †¢ Conclusions Subjects spent the majority of the time at backrest elevations less than 30 °. Only the combination of early, low backrest elevation and severity of illness affected the incidence of ventilator-associated pneumonia. Amelia Ross. (2006). The impact of an evidence-based practice education program on the role of oral care in the prevention of ventilator-associated pneumonia. Ret rieved from, www. elsevierhealth. com/journals/iccn. on March 2, 2012. Abstract BACKGROUND: Despite strong evidence in the literature on the role of oral care in the prevention of ventilator-associated pneumonia (VAP), nurses continue to view oral care as a comfort measure with low priority and utilize foam swabs rather than toothbrushes. Although an evidence-based oral care protocol existed and best-practice oral care tools were available, the VAP rates had not significantly decreased even though nurses reported providing oral care. OBJECTIVES: The aim of the study was to determine if an evidence-based practice (EBP) educational program would improve the quality of oral care delivered to mechanically ventilated patients; thereby, reducing the VAP rate. RESULTS: Improvement in oral health was demonstrated by a decrease in median scores on the Oral Assessment Guide (pre (11. 0), post (9. 0)). A t-test analysis revealed a statistically significant difference (p=0. 0002). The frequency of oral care documentation also improved as demonstrated by a positive shift to the more frequent timeframes. The VAP rates have decreased by 50% following the EBP education Literature Search 4 ntervention. CONCLUSIONS: The implementation of an EBP educational program focused on patient outcome rather than a task to be performed improved the quality of oral care delivered by the nursing staff. Carolyn L. , Cason, Tracy, Tyner. , Sue, Saunders, Lisa, Broom. , 2007. Nurses Implementation of Guidelines for Ventilator-Associated Pneumonia from the Ce nters for Disease Control and Prevention. AACN. Retrieved from ajcc. aacnjournals. org on March 1, 2012. Abstract †¢ Background Ventilator-associated pneumonia accounts for 47% of infections in patients in intensive care units. Adherence to the best nursing practices recommended in the 2003 guidelines for the prevention of ventilator-associated pneumonia from the Centers for Disease Control and Prevention should reduce the risk of ventilator-associated pneumonia. †¢ Objective To evaluate the extent to which nurses working in intensive care units implement best practices when managing adult patients receiving mechanical ventilation. †¢ Methods Nurses attending education seminars in the United States completed a 29-item questionnaire about the type and frequency of care provided. †¢ Results Twelve hundred nurses completed the questionnaire. Most (82%) reported compliance with hand-washing guidelines, 75% reported wearing gloves, half reported elevating the head of the bed, a third reported performing subglottic suctioning, and half reported having an oral care protocol in their hospital. Nurses in hospitals with an oral care protocol reported better compliance with hand washing and maintaining head-of-bed elevation, were more likely to regularly provide oral care, and were more familiar with rates of ventilator-associated pneumonia and the organisms involved than were nurses working in hospitals without such protocols. Literature Search5 †¢ Conclusions The guidelines for the prevention of ventilator-associated pneumonia from the Centers for Disease Control and Prevention are not consistently or uniformly implemented. Practices of nurses employed in hospitals with oral care protocols are more often congruent with the guidelines than are practices of nurses employed in hospitals without such protocols. Significant reductions in rates of ventilator-associated pneumonia may be achieved by broader implementation of oral care protocols. How to cite Literature Search, Essay examples

Five Personality Factors and Individual Performance

Question: Discuss about the Five Personality Factors and Individual Performance. Answer: Introduction An organization is made up of various individuals with disparate tasks with the aim of achieving a common goal. For most businesses, the ultimate objective is to develop and deliver services or goods to their customers. Organizational behavior thus attempts to understand how individual staff or groups work together to achieve such purpose. Its main focus is on the management of organizations, individuals, groups, and processes. Moreover, the ability to work together as a group to achieve organizational goals depends on the individuals personality. One of the most important factors influencing the staff and their ability to work effectively is motivation. Motivation is a vital driver in an organization and management of intellectual capital. It underlies the choices made by employees in task performance how and how much effort they are willing to apply in a particular task. The paper examines personality as a factor in organizational behavior using the Big Five Model. It also applies various OB theories and concepts to shade more light on effects of personality in motivation and work performance. The Big Five Model It has been the need in psychology to develop a model that can describe human behavior conveniently to be able to remedy personality problems or disorders. Understanding human personality would be vital in comprehending their attitude towards different things including their workplaces. Therefore, some models have been established to help describe human personality among which some have been successful in achieving this (Attia, Aubin, 2013). The five-factor or the Big Five is one of the prominent models in the contemporary psychology. The theory involves the use of five disparate variables applied into a conceptual model for explaining personality. The theory has been proved to be the most applicable and practical model used in the field of personality theory. The Five Factors The theory was established by mathematical the importance of combination five factors for explaining personality and hence the need to identify such factors (Mlinaric, 2013). Following extensive experimenting and debating the scholarly defined the five factors, their importance in the analysis of personality together with their interpretations. The factors were identified as extroversion-introversion, agreeableness, neuroticism, openness, and conscientiousness. Extroversion which is considered to be one of the most important factors in determining ones personality is also referred to as social adaptability (Attia Aubin, 2013). It is defined as trait characterized by an interest in other individuals, venturing into the unknown with confidence as well as keen interest in external events. Neuroticism is another important factor in ones personality; a higher score is an indication of the positive result since the term is associated with negative denotation. Its bases are levels of volatility and anxiety. Within such bounds, this factor defines ones personality by low anxiety and stability as opposed to high anxiety and instability on the negative end (Mlinaric, 2013). Agreeableness, Openness, and Conscientiousness are popular terms applied in the general realm of psychology. Openness refers to the willingness of people to make adjustments in activities and notions depending on new situations or ideas. Agreeableness, on the other hand, measures compatibility between individuals or their ability to get along with each other. Finally, conscientiousness describes how much one considers others in decision making. To offers a clear picture of the personality, there are limits in between the three scales like extroversion and neuroticism (Personality Research, 2016). Such limits include helpful and trusting versus uncooperative and suspicious in the scale of agreeableness, reliable and hardworking versus careless and lazy in the scale of conscientiousness, and creative and nonconformist versus down-to-earth and conventional in the scale of openness. My Personality Based On the Big Five Dimensions Based on my score in the Big five measure I have been described as somewhat conventional which means I tend to follow the general principles, methods, and behavior. I have recorded a low score in the scale of openness which is characterized by being conventional, having narrow interest and being uncreative. This score, therefore, describes me to poses an analyzer personality in a workplace (Carter, 2014). It would thus be considered a weakness due to inability to generate new ideas in performing my tasks. In the scale of Conscientiousness, I have been described as being reliable and well-organized. High scores are associated with being well-organized; self-discipline, careful, and reliable while low scores describe those who are undependable, disorganized and negligent (Mlinaric, 2013). This can be considered strength especially in the workplace where reliability and self-discipline are highly valued traits. Reliable and well-organized employees tend to have positive attitudes towards their jobs. They ensure that every task is accomplished on time and effectively to ensure satisfaction of the client. My low scores in Extraversion scale described me as being quiet, introverted, inhibited and reserved who tend to shy away from social situations. This is a weakness in my personality as I am not able to interact with other employees freely. Inability to socialize especially in duties involving group work can hinder group performance and hence the outcome (In Raab et al., 2015). On the dimension of Agreeableness, I tend to consider other peoples feelings in my decisions. A high score describes me as someone who is good-natured, forgiving, sympathetic and courteous. This is a strength in my personality as can relate well with my colleagues and cooperate to accomplish a task. Finally, my low score in neuroticism describes me as someone who remains calm and relaxed even in tense situations. It reveals my hardy and secure nature as someone who is emotionally stable hence able to handle extreme situations especially high work pressure. Relation of my personality to work place Based on my scores in the Big Five measure, my personality can be described as an analyzer in the workplace. Analyzers are known for making decisions based on their feeling and security and hence tend to avoid risks. They rely on the analysis of data to make decisions. That is, in the occurrence of a problem, they take the time to collect, study and analyze situations using whatever resources available (Shragay Tziner, 2011). Moreover, they rely on thoughts and opinions of other involved personnel to reach a feasible decision. Analyzers also tend to be very academic and prefer serious working environments. Moreover, they use facts, past illustrations and histories as the basis of their arguments in a group or individual tasks. Although they may offer the best advice in most of their conversations, the serious nature of their work environment might be boring to some people who might consider them unsocial. Analyzers also have little or no interest in cultural change in the organization. They tend to be comfortable with their current ways of operation and hence would oppose new methods. They consider new methods to be associated with a lot of risks which they tend to avoid by all means (Brunacini, 2014). Thus they can be secure but stubborn especially when involved in group duties that require collectively developing new ideas or methods of accomplishing tasks. Strengths in Workplaces As described in the Big Five results as a secure individual, it applies to a work place where am strictly concerned about the security of whatever plan I am involved in. For instance, I would ensure that the entire plan either for developing a new product or marketing is successful and develop a plan B in case plan A fails. Similar to analyzers, they employ effective data analysis techniques which are essential in ensuring that the problem-solving process is safe from any failures. By gathering accurate data relevant to a specific situation, analyzers ensure that all facts presented in a problem-solving process are implemented effectively (Farnady, 2011). The Big Five measure also described my personality as being organized, careful, reliable and self-disciplined. This relates to being systematic which is typical of analyzers at the workplace. Analyzer like routine and systems hence prefer doing things in an organized way where they can be easily followed through from the beginning to the end with little errors (Dipboye, 2014). By performing their duties systematically they provide a clear guideline that can be easily used for subsequent similar projects or used by the different team. Being systematic is also admired at workplace especially where the production process is performed in stages. The production process that requires the product to go through various departments from design to sales requires the use of the well-organized procedure. That is, a systematic documentation or manual has to be generated by every team handling the product to help the next team as a guideline. Another important strength of my personality to a workplace is effective risk management. Similar to analyze personality, every process involving decision making is implemented with maximum knowledge of margin of errors. As analyzers perform extensive data collection and analysis, they ensure that the final decision has little or no errors as they are based on empirically sound information (Kohnstamm et al., 2014). Moreover, they collect thoughts and opinions from different relevant personnel which enables them to manage risk to the minimum point possible. Rules and Regulations define how tasks are accomplished as well as defining relationships within an organization. Without rules, every employee would be reporting to and leaving the job as they wish and working depending on how they feel which would in turn affect productivity (Potocan, 2011). Nonetheless, many people find rules restricting and tend to break or avoid them. However, analyzers like me work best with regulations. They find it easy to monitor closely the set boundaries to ensure that everything is performed as required. By complying with rules, they make sure that everything is on schedule to avoid any problems associated with violation of task boundaries. Weaknesses in my personality hindering my performance and motivation Being an analyzer makes me slow to adapt to new culture or methods of working. As described in the Big Five Measure I am conventional and prefer doing things the normal way. Such behavior can hinder my ability to adopt new technologies and embrace new production methods. For dynamic industries like business, engineering, and technology where new methods are created everyday it would mean not being competitive. For such companies, a rival may easily beat the other for using contemporary technologies to enhance production and reduce cost. For analyzers, venturing into a new production method or technology is considered a risk that they would not want to take thus hindering their motivation and performance (Kavcic, 2014). Employing extensive analysis to come up with a solution to a specific problem require much time. Therefore, it is a weakness of my personality as I would take too long to find a solution to problems. As an analyzer, I would spend much time gathering data required to ensure that the plan is perfect for execution. Moreover, the process may even last longer than required which can be more costly regarding human labor and finance. As opposed to other personalities like that of a promoter where a decision would be made simply by consulting a few individuals in the group, analyzer requires accurate data to support it. Therefore, finding a solution to urgent problems could be challenging to an analyzer hence hindering their work performance. The Big Five measure also revealed my personality as being shy from social situations; it would be difficult for me to initiate a conversation with a colleague (Dipboye, 2014). Similar to employees with analyzer personality starting a discussion with others even when in brainstorming sessions would be difficult. This would also hinder the quality of solutions found as it lacks others input. Improving motivation and work performance Employees with analyzer personality tend to be more critical and worried about errors which hinder their performance regarding speed. Therefore, they should be encouraged to be less critical by convincing them that some errors cannot be avoided, and they should focus more on the result. Moreover, most of them are introverts who can be motivated to interact with other people by being friendly to them (Kohnstamm et al., 2014). Being friendly to people who are not social gives them the courage to relate personally with people hence opening up to others. Conclusion In conclusion, all firms and organizations including small nonprofit to big companies have to deal with organizational behavior. 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