STRATEGIC HUMAN RESOURCE MANAGEMENT

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14^th, December, 2012

 

 

Table of Contents

Introduction. 3

Steps in Strategic Human Resource Management 4

Theoretical Perspectives on Nature of HR Strategy. 6

Understanding the Contribution of People to the Organization. 12

Conclusion. 13

Works Cited. 14

 

 

Strategic Human Resource Management

Introduction

Strategic human resource management entails the processes and activities performed by the human resources in conjunction with line managers in resolving problems related to the organization. It involves the decisions regarding organizational policies that are concerned with human resource systems. Implementation of organization policies, employee activities, and decision made by management affect outcomes. The outcome is thus determined by the ability of the human resource management to make appropriate decisions. In the late 1980’s, organizations realized the crucial role of employees as a capital asset in achieving the organizational goal. This led to identification of human resource management practices such as recruitment, training, and career development as significant in enabling an organization to compete effectively. In the contemporary world, organizations are increasingly acknowledging the significance of strategic human resource management. Therefore, organizations are taking human resource management practices more seriously due to the realization of the importance of humans in organization success. Strategic human resource management entails creating an appropriate work environment to ensure that employees perform their best toward achieving the organizational goals. This paper focuses on steps in the strategic human resource management process. The paper will use TESCO as an example to illustrate and discuss three theoretical perspectives on the nature of HR strategy and demonstrate how the contribution of people to the organization might be understood and enhanced.

Strategic human Resource Management is part of HRM that focuses on issues that affect people working within an organization. The aim of SHRM is to increase the skills possessed by employees by equipping them with the knowledge to deal with problems that arise within and outside the organization but affect the organization. As technology becomes more advanced, the business world is increasingly becoming competitive. This requires organization to develop dynamic organization structures and create more complex business environment to continue competing effectively. According to Armstrong (2009), organizations have to identify their areas of competency and adjust them to enable them compete effectively. When the workforce of an organization is managed appropriately, the goals are met and an organization is able to compete effectively. For effective management of an organization, the work force must be aligned in a way that they are able to use their qualifications and capabilities in performing their duties. TESCO is a business organization that deals with retailing business. Therefore, employees are crucial since they affect customer retention (Haerifar, 2011).

Steps in Strategic Human Resource Management

Implementing strategic human resource management involves identifying the areas of Human resource that require improvement for enhanced productivity of the employees. Due to the need for strategic management of the human resources, the field of Strategic Human Resource Management (SHRM) has grown rapidly. Human Resource management includes all the practices and decisions, which influence people within an organization. Strategic Human Resource Management entails the significance roles of the HRM in influencing the efficiency of an organization (Armstrong, 2009). Developing strategic human resource management entails a number of steps. The process allows organization to understand available resources, and the resources that they require. Moreover, organizations are able to establish ways of using their human resources efficiently. Efficient utilization of the human resources entails addressing the needs of the workforce sufficiently. Development of a strategic human resource management plan is crucial and enables organization meet its needs. Moreover, an organization is able to hire qualified employees who can perform their duties more effectively (Caliskan, 2010).

The initial stage of establishing a SHRM plan involves identifying the issues facing human resources. Such issues include performance management, human resource flow, commitment work systems, reward systems, and employee involvement. These issues should be examined from a global perspective. Moreover, the plan should include aspects dealing with internationalization of market integration, technological advancements, cultural diversity aspects, and economic changes. The plan should ensure that the human resources are aligned to the organization elements such as labor market, knowledge management, and integration of skills (Torrington, Taylor, Atkinson, C. & Hall, 2008).

To be able to develop a strategic human resource management strategy, it is important to identify the forces that drive an organization, which may include technology, competition, as well as other market conditions. Moreover, it is crucial to identify the implications of the driving forces on the employees, to enable the organization create an appropriate environment to enhance employee performance. Tesco is the biggest supermarket in United Kingdom. However, other competitors are coming up. Therefore, human resource development entails identifying the opportunities as well as the problems that are likely to tamper with the organization HRM plan. The problem and opportunities may arise due to the condition characterizing the business environment, upcoming projects, and revenue situation. Moreover, the organization should consider all factors that affect the employee hiring process (Allen & Wright, 2006). TESCO deals with retailing of household goods. Therefore, the human resource plays a critical role in enhancing the success of the organization (Haerifar, 2011).

Another step in SHRM development involves identifying the current and future demands of human resources. This entails considering the number of employees that may require in future and possible job functions that may arise within an organization. Moreover, this should include the plans regarding the training of employees to enable them perform their duties effectively (Lengnick-Hall, et al., 2009). The other step entails assessing the human resources that an organization has. This should include the skills, weaknesses, and strengths possessed by the employees. This enables the organization to determine the measures to take in ensuring that the employees perform effectively. Additionally, the organization is able to identify possible problems that may arise when employees adopt challenging positions. The organization is also able to assess the business environment and other aspects of the organization such as culture and determine ways to exploit all the available resources for organizational success (Torrington, Taylor, Atkinson, and Hall, 2008).

The other step entails making plans on how to meet the needs of the current human resources. This enables the organization to determine if to increase the workforce. If the workforce is insufficient, the human resource management may consider introducing overtime or hiring temporary workers. In case the workforce in greater than required, the organization should consider reducing the number of employees using strategies such as layoffs, terminations and giving early retirement to some employees (Ulrich, 1997)

Theoretical Perspectives on Nature of HR Strategy

Theoretically, there is no specific definition of SHRM. The definition varies depending on the different schools of thoughts. Most scholars consider SHRM to be an extension of HRM. However, most scholars agree that SHRM helps a company develop strategies to enable it compete effectively. Scholars have developed several theories on human resource development strategy based on observation made on organizations. Most of such theories are transferable and can be used in understanding organizations. Actually, there are three theoretical perspectives on SHRM. The three perspectives are universal approach, contingency or fit approach, and configurational or resource-based perspectives (Marchington &Wilkinson, 2005).

Tesco is a multinational company that operates in different countries characterized by cultural differences. It is thus important for Tesco to have a strategic management scheme that addresses the challenges facing the employees who have to operate in nations with cultures different from theirs. However, Tesco has managed to use different theoretical approaches in developing rare and efficient human resources resulting in its competitive advantage (Haerifar, 2011).

The Universalist approach is a holistic approach that links all the aspects on organization performance. This approach was developed after realization that some Human resource practices affect performance. Such practices include selection and training of the employees, which affects productivity and organization performance. This approach considers labor management as one of the most important aspect in organization success. This theoretical perspective does not rely on competitive strategies of an organization (Syed & Jamal, 2012). The Universalistic approach is closely related with the Guest’s theory of human resource management. The theory is based on the four policy goals of human resource management, which include strategic integration, quality enhancement, flexibility, and commitment. The theory proposes that policy goals are closely linked to HRM policies. Therefore, for strategic HRM, the HRM goals should be based on the company policies. However, critiques argue that the guest theory suggests unattainable goals (Boxall, Purcell, & Wright, 2007).

According to Syed and Jamal (2012), the Universalistic approach proposes that firms create internal consistencies to ensure that the organization human resource practices fit with each other for increased organization performance. This will enable organization exploit the skills, abilities, and knowledge possessed by the employees. Tesco invest greatly in ensuring that there is improved employee efficiency and output and reduced absenteeism. This results in increased productivity. Moreover, the quality of services offered is high and the product is high. Moreover, Tesco embraces the HRM practices, which include recruitment, selection, compensation, employee participation, training and internal labor market (Pardo & Moreno, 2009).

In the recruitment and selection process, Tesco has a selection criterion that ensures that the selected candidates are appropriate for their roles. Moreover, the system imparts the expectation of the organization on the employees. Additionally, the system ensures that the rest of the organization acknowledges the significance of recruited employees in achieving the organization goal. Tesco has a compensation system that enables Tesco to compete effectively since it encourages the employees to maximize on their efforts. Moreover, the system enables Tesco to retain its employee and attract competent applicants. Tesco encourages the employees to participate in the decision-making by seeking their opinion regarding inclusion of different products. Employee participation is known to influence performance since they become motivated since they assume that their capabilities are acknowledged (Haerifar, 2011).

Internal labor market, which determines the horizontal and vertical movement of the employees, affects performance. This is because it determines employee satisfaction and the level of knowledge and experience gained by the employees. Moreover, mobility of employee reduces organizational costs since it reduces recruitment intervals and training costs. Tesco has not utilized this tool effectively since there is minimal employee mobility. Therefore, the SHRM should focus on increasing mobility opportunities to motivate the employees increasing their retentiveness. Training is another HRM practice that influences employee’s performance. Through training, employees improve on their skills. Tesco uses training programs such as workshops to ensure that employees are skilled and more productive. Moreover, employee commitment to their work is enhanced (Marchington & Wilkinson, 2005).

Marchington and Wilkinson (2005) posit that the fit or contingent approach is grounded a framework that indicates how selection, development, appraisal, and reward   process can be used in enhancing employee performance. Through use of decisions, an organization is capable of influencing the behaviors of the employees. The weakness of the contingent approach is its failure to address the issue of possible lack of an approach that can enables employee behavior as well as performance. Moreover, contingent approach is characterized by unitarist assumptions. This theoretical approach conceives HR strategy in terms of its ability to generating certain employee behaviors. In addition, the approach addresses the ways of identifying the employee behavior that may be required in accomplishing particular business strategy (Donaldson, 2006).

Furthermore, the approach pinpoints HR strategy as important in identifying HR policies that can be used in behavior reinforcement. Tesco’s management strategy is less formal, which enables the employees to cope with challenges arising from their work. This is because less formality enables the employees to be flexible and respond to changes that characterize the retail market. Therefore, Tesco adopts the contingency ideas since the management acknowledges the need for flexibility in their planning, organization, controlling and leading practices to be able to succeed in different circumstances (Haerifar, 2011).

The resource based approach deals with the relationship that relate the internal performance with the performance of an organization. The focus of this approach is on the ways that sustainable completion can be enhanced through development of human capital. An organization should focus on developing strategies that cannot be copied by its competitors. Such development should be based on changing the behavior of the employee on aspects such as skills, knowledge, attitudes, and competences. This enables an organization to match the competencies of the organization to meet the organizational requirements. This approach encourages organizations to focus on using the available resources to enhance competitiveness of an organization (Martin-Alcazar, et al., 2005).

Resource based theory aims at demonstrating the conditions that makes human resources limited. For example, Tesco exploits it human resources in attaining a competitive advantage over its competitors. It ensures it focuses on value, rarity, inimitability, and organization. Tesco does so by ensuring that it employs competent employees and equips them with unique skills to enable them serve people from different cultures. Good customer service results in customer satisfaction. Moreover, Tesco has established a unique and easy to use online sales website. This has enabled Tesco attract numerous online customers. Therefore, resource based theoretical approach can be used by organizations to create unique human resources leading to improved organizational performance and viable competitive advantage (Torrington, Taylor, Atkinson, & Hall, 2008).

Tesco creates value on its human resources reduction of the number of employees to ensure that the work force is not excess. Moreover, the working schedules are flexible, which enables Tesco to create maximum revenue using the available workforce. Enhanced customer service ensures customer referral, and retention. Therefore, the Human resource contributes to organization success through customer-added-value. Tesco has greatly focused on developing human resources with rare characteristics, which give it a competitive advantage over its competitors. The retail industry in UK is quite competitive. However, Tesco invest in every salesperson. Tesco employs young and competent graduates with passion in retailing. For horizontal integration, Tesco provides high enticement based compensation system. This motivates the employees to maximize on their efforts while attending to the clients. Indeed, Tesco has managed to invest in its human resource through integrated approach, which has created a standardized labor pool giving Tesco a competitive advantage (Haerifar, 2011).

Although organizations gain a competitive advantage when they develop rare human resources, the competitors can copy the rarity resulting in increased competition. However, nurturing characteristics that cannot be easily copied by the competitors enables an organization create a good history that gives it a competitive advantage in the end. Such characteristic include the organization culture, which shapes the behaviors and practices of the workforce enabling an organization to compete effectively (Martin-Alcazar, et al., 2005). Tesco’s success is partly attributable to the culture that the organization has developed. The management always encourages the employees to do their best in meeting customer demands. Moreover, Tesco is popular for offering wide variety of products. The packaging of Tesco products is unique and admired by most of the customers who have remained loyal (Haerifar, 2011).

Organization has enabled Tesco capitalize on its strengths and human resources. Moreover, Tesco has been able to exploit the rarity, value, and inimitability of its products including the human resources. Tesco has been able to identify appropriate systems to use in training their workforce. However, Tesco has focused more on vertical integration with less focus on the horizontal integration. There is thus need for the human resource to establish ways of linking employee resourcing, development, recompensing, and performance to the employee relation approaches (Haerifar, 2011).

Understanding the Contribution of People to the Organization

Human resource management is concerned with the factors that affect performance of all the members of an organization. Therefore, understanding the role of all the people contributing in the organization performance forms a crucial part of HRM. Therefore, the core role of HRM is to ensure satisfaction of the employees through effective management practices. In case of Tesco, employees are the major contributors of the organization since they determine the level of customer satisfaction and the performance of the organization. Moreover, they enable the organization to improve its competitive advantage. Therefore, employees can be considered as the determinants of organization success (Kiessling & Harvey, January 2005).

Ulrich (1997 posits that the major role of the HRM is to hire people, enable them develop career wise and compensate the people for their services to the organization. Therefore, organizations should design strategic organization management schemes that enables the employees to integrate with other aspects of the organization such as technology for enhance organization performance. Moreover, Organizations should invest in tasks such as team building, organization restructuring and training programs to ensure that the work environment is appropriate and the employees are equipped for their roles. Since HRM is concerned with maximizing organization performance, the managers should make appropriate plans to ensure that the customers give maximum profits to the company (Torrington, Taylor, Atkinson, and Hall, 2008).

Conclusion

Strategic Human Resource Management refers to how human resources can make use of their capabilities in ensuring that an organization achieves it long term goals. For an organization to succeed, the goals of the human resource department and other organization resource must align to the organization goals. Therefore, SHRM plays a critical role in ensuring the success of any organization. In the recent past, there has been increasing concerns about global competition, increased globalization of technology, and productivity. Therefore, organizations are required to change their management strategies especially on human resources. SHRM focuses on how organization can improve how they manage their human resource to enable them enhance their performance and become more competitive.

The HRM practices, which include recruitment, selection, compensation, employee participation, training and internal labor market, are important in enhancing performance of any organization. Tesco has been able to utilize most of these practices, which has enabled it to remain competitive. Resource based theory aims at demonstrating the settings that makes human resources limited. This encourages organizations to exploit human resources in attaining a competitive advantage over its competitors. This entails focusing on value, rarity, inimitability, and organization. Since people or the employees are the major asset of an organization, HRM should focus on equipping the employees with appropriate skill to enhance their performance. Moreover, the employees should be compensated appropriately to ensure they give their best.

Works Cited

Allen, M. & Wright, P 2006, Strategic Management and HRM, CAHRS Working Paper Series, 4(1), pp. 1-28.

Armstrong, M 2009, Armstrong’s Handbook of Human Resources Management Practice, Kogan Page, London.

Boxall, P., Purcell, J. & Wright, P 2007, The Oxford Handbook of Human Resource Management, Oxford University Press, London.

Caliskan, E 2010, The Impact Of Strategic Human Resource Management On Organizational Performance, Journal of Naval Science and Engineering, 6(2), pp. 100-116.

Donaldson, L 2006, The Contingency Theory Of Organizational Design: Challenges and Opportunities, In: R. Burton, ed. Organization Design: The Evolving State-Of-The-Art, Springer, New York,  pp. 19-39.

Haerifar, P 2011, Performance Management in Tesco, GRIN Verlag, . London.

Kiessling, T. & Harvey, M January 2005, Strategic global human resource management research in the twenty-first century: an endorsement of themixed-method research methodology, The International Journal of Human Resource Management, 16(1), pp. 22-45.

Lengnick-Hall, M., Lengnick-Hall, C., Andrade, L. & Drake, B 2009, Strategic human resource management: The evolution of the field, Human Resource Management Review , Volume 19, p. 64–85.

Marchington, M. & Wilkinson, A 2005, Human Resource Management at Work: People Management and Development (CIPD), John Wiley & Sons, London.

Martin-Alcazar, F., Romero-Fernandez, P. & Sanchez-Gardey, G 2005, Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives, The International Journal of Human Resource Management, 16(5), pp. 633-659.

Pardo, I. & Moreno, V 2009, Looking into the black-box: analysis of the effectiveness of human resources strategy, Zb. rad. Ekon. fak. Rij. , 27(1), pp. 31-56.

Syed, Z. & Jamal, W 2012, Universalistic Perspective of HRM and Organisational Performance: Meta-Analytical Study, EuroJournals, Inc., Volume 13, pp. 47-57.

Torrington, D., Taylor, S. Atkinson, C. & Hall, L 2008, Human Resource Management, 7th Edition, Financial Times/Prentice Hall, London.

Ulrich, D 1997, Human Resource Champions: the Next Agenda for Adding Value and Delivering Results, Harvard Business School Press, New York.

 

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Statement of purpose

SAMPLE STATEMENT PURPOSE-COMPUTER ENGINEERING

In essence, if one was to describe me would describe me as a relationship oriented, perennially optimistic and inspiring to others. The most distinguishing characteristic, which I posses is optimizing, which inspire me to study harder to shape me to a better person in life. I am a computer engineering student. I am a man with an interest in computer systems such as designing the analog sensors, embedding microcontrollers and devising mixed signals. With no doubt; these interests have given me a broad outlook in varying degrees of knowledge in computer engineering. My passion in computer engineering skills has given me the confidence of pursuing a master degree in computer engineering.

My Computer engineering degree has given me the strong foundation for analytical skills in soft-wares and hard-wares integration. During the course, I have encountered many computer engineering experts globally that work in different areas in computer engineering. Over the past one year, I interacted with computer engineering experts while doing a project in making a computer operating system. With no doubt; the project taught me that, the creation of computer operating system is very demanding in the sense that, it takes years to acquire an operating system of use. The computer engineering course has built a strong foundation of designing to the extent; I have assisted many companies as part time in designing the VLSI chips and operating systems. In conjunction with this, interacting with many people from various companies has shaped my experiences by giving me a broader perspective of my course. I have learnt various challenges faced by companies concerning computer systems. With this in mind, it has given me the desire to further my studies to assist in coming up with solutions needed.

In two years of my work at Syn Company, I had the opportunity of observing and working with the existing system. Most of the software packages used were obsoletes. Having learnt the latest software packages in my course, it was a great opportunity to apply what I have learnt. At the company, I prepared reports, which involved more than one software packages and as a result, provided high services and standards of that company. This was the most rewarding occurrence of my life. As a result, the experience has given me the valuable practical experience giving me the assurance to pursue a master degree in computer engineering in addition, given me the passion of doing more research to improve my skills.

During my course, the admission has liked me in that, they have outlined me to have the passion of finding out more on computer engineering skills most approved by working experience in Syn Company. With no doubt; my effort of introducing the latest software packages for Syn Company made the admission committee like me. As a result, the admission committee has rewarded me with few awards for having a strong belief in my skills.

In reality, there is a strong passion for furthering my studies due to the emerging technology in the field of computer engineering. To serve the needs of the developing countries requires an individual who is equipped with the utmost education in computer engineering to deal with various problems that emerge in computer systems. It is a strong belief that, doing masters in computer engineering will improve my skills thus; the condition being conducive for developing countries with advanced technology.

 

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For the past years, the management has been complaining on some turning devices that go into cell phones. This deficit has affected so many employees along with employers to the point that, they have not been productive, as they ought to be (Creth, 1986). For this reason, there have been great concerns of what should be done to ensure the problem is solved. As a supervisor, I have found that, there have not been quality of work and for that reason, many of our group turning devices will be brought back and reworked for better results. This has also been confirmed by my boss who suggests that, training the workers will ultimately assist in solving the problem. With this in mind, I have found a need of training employees in order to achieve the best performance. This paper seeks to analyze whether it is a training problem in addition, discuss the importance of training my workers as suggested by my boss.

In the article Trainee Attribute and attitudes by Noe (1986), it has shown the importance of training in any organizations. In examining this, Noe has outlined that, training is the planned learning experience intended to bring permanent change in the individual skills and attitudes. From his argument, spending on effective training is better than to enduring the loss of a business. The fundamental role of training is to improve job behavior and behavior change, which in turn attributes to quality production. Based on this perception, it imposes on the fact that, the problem is not our employees neither is it the deficit that occurs in phone devices; rather it seems to be a training problem. This is because, if employees are aware of what they ought to do in operating phone devices, then this will in return increase our job performances thus emerging a positive change in production.

Noe continues assessing that, training tends to improve the overall image of a company by working in a high degree of professionalism, which lead to delivering high quality work. In this regard, Noe points out that, because of delivering quality work performance it will make the work place desirable. It is borne in mind that, the focus of every employee is to create a desirable organization that motivate employees to work. This can only be achieved through training which in turn assists employees to understand the organization culture and objectives. This imposes that, for the past years, we have not created a desirable work place. This has been the reason why there have not been quality of work performance is it ought to be.  If employees are fully equipped with the knowledge of the turning devices that go into cell phones, then it will be easier to come up with solutions. This will ensure employees do a better job since they will be aware of the challenges that occur in the work place and how to fix solutions towards those challenges. Noel has concluded that, training has mostly been ignored. He suggests that, if an organization embraces training, then without doubt. It will attribute to better work performance.

Secondly, Noel’s article was supported by the article done by Kudisch, Ladd, Russell, Dobbins and Facteau (1995) on the influence of General Perception of Training Environment. Kudisch, et al argues that, a survey study was conducted to determine whether training attributes to motivation. In this regard, the findings suggested that, the previous study done by Noe (1986) explained how effective training motivates employees. The studies done in the article projected that, training plays a major role in the four organization constituents, who consist of top management, employees, supervisors and Subordinates. If training is done to these individuals, then without doubt, there will be a progress in terms of work performance and productivity. This is because; all people will be equipped with the knowledge required for a successful organization. This implies that, our organization seem to have a training problem particularly on the employees, top management and I.

This means that, the management has a major role in making the business prosper. This can only be achieved by having trained management who in return will pass the knowledge to the employees. This implies that, we require to be trained first, to initiate the change that we want to see in the organizations. For instance, if we are equipped with devices that the phone has, we will come up with solutions for handling such challenges, which as a result, will enhance quality work performance. When the management is equipped with the knowledge required in leadership, they will eventually train employees. In addition, the management will understand the challenges that employees may be going through, thus in a better position to give employees effective training.

Conclusion

            In conclusion, it is indeed true that training is fundamental for a successful business. As discussed in this paper, the problem of devices that go into cell phones can only be solved by training our employees. Training equips employees with the knowledge required for successful business (Creth, 1986). Therefore, the paper has sought to examine that, we have a training problem. In this regard, as a supervisor, I will work towards training my employees to enhance quality work.

 

 

 

References

Creth, D.S. (1986). Effective on-the-job training: developing library human resources. New           York: American Library Association

Kudisch, J. D. et al. (1995). The influence of General Perceptions of the Training Environment     on Pretraining Motivation and Perceived Training Transfer. Journal of Management. 21    (1) 1-25

Noe, A.R. (1986). Trainees’ Attributes and Attitudes: Neglected Influences on Training    Effectiveness. Academy of Management. 11 (4) 736-749

 

 

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            Spinal paralysis is a traumatic injury of spinal cord, which damages the nerve roots that carry signal to the brain. Spinal cord injury is caused by various factors such as tumors, genetic disorders, accident (e.g. motor accident), diseases, and disorders that are caused by an inflammatory process of spinal cord. Another cause is penetrating spinal cord injury that is caused by sharp objects for instance knife and bullet being exposed to spinal cord.

The forces responsible for spinal cord injuries are laceration, compression, shear along with distractions. This can be explained by a number of factors for instance, spinal fractures that is common in sports participation as compared with other types of injuries. Most harm to the lumbar spine is minor and fit in soft tissue injuries.  These soft tissue injuries are self-limited that resolve without being attended by a health care professional. According to Simon and Jenkins (2005), between 5 % and 10 %, patients suffering from head injury are associated with spinal injury and 25 to 50 % of patients having spinal cord injury are associated with head injury. Simon and Jenkins have continued reviewing that, alcohol is a times associated as a cause for spinal injury although in few cases.

A spinal injury on sports and creation is commonly common. According to Young (1982), in the United State, most of spinal injuries occur in athlete competition and mostly common in football and motor bike cycles. In addition, injuries in thoracic and lumbar spine are more frequent in racing, mounting climbing, horseback riding, and weight lifting. Statistics have shown that, 66 % of spinal injuries that occur in sport is as a result of driving accidents with majority within lower cervical spine that cause complete spinal analysis (Simon and Jenkins 2005). On the estimated cases in Americans, 200,000 to 500,000 patients with spinal Paralysis, the division of complete and incomplete is equal. Complete spinal paralysis is specific evolving that occurs when there is absolute loss of motor with sensory functions that are below the level of lesion. . Incomplete spinal paralysis evolves when there is residual function at the lowest level of spinal cord.

According to Glickman (1996), most cases of spinal injuries occur in men that in women. Glickman in his research has evaluated that, approximately 11, 000 injuries that occur, 82 % are men that shows men are most affected.  Although there are not reasons why men represent high rate, it assumed the reason behind that is there high tendency participating in sports and athletes. Researches have shown that, men that are affected with spinal injuries experience problems in their sexual life. Spinal injury in men affects ejaculation, orgasm along with coitus. This is because the ability to ejaculate is usually controlled by nerves that originate in the lowest part of spinal cord. Statistically, 70 % of Men with incomplete lower injuries have ejaculation while 17 % of men that have complete lower injuries experience ejaculation (Glickman, 1996).

The symptoms of spinal cord injury include bladder dysfunction and dysfunction of bowel, weakness in arms and legs, sexual dysfunction, lost of sex orgasm and kidney infection among others.  Managing spinal injury is vital. Treatment is one of the methods used in improving neurogic outcome. Occupational therapy in management focus on identifying the challenges those patients with spinal injuries goes through while doctors help the patients in dealing with the problems. Acute recovery focuses on prevention interventions whose aim is to give the patient a sense of prevention. Therapeutic activities are used in strengthening muscles that helps in improving hard functions such as picking and releasing a light object.  Exercise has also been known to be the best order in preventing secondary situations such as pressure sores and diabetes. The above are some of few methods that can be used in prevention and management of spinal injuries (Ditunno, 1994).

 

References

Young, w. (1982). Effect of high-dose corticosteroid therapy on blood flow, evoked potentials, and extracellular calcium in experimental spinal injury. The neurosurgery, 57 (5).

Ditunno, J. f ( 1994). Chronic spinal injury. The new England journal of medicine, 1

Glickman, S. (1996). Owel dysfunction in spinal-cord-injury patients. The Lancet, 347 (9016), 1651-1653.

Simon, P. Jenkins, R. (2005). Sports Science Handbook: I-Z. New York. Multi-science publisher,

Young, w. (1982). Effect of high-dose corticosteroid therapy on blood flow, evoked potentials, and extracellular calcium in experimental spinal injury. The neurosurgery, 57 (5).

 

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Spasticity is a common motor disorder that is caused by abnormal increase in muscles tone. It is also linked with involuntary muscles spasms, contractions of muscles and extreme deep tendon reflexes that result to difficult movement. According to Jenkins (2005), although spasticity mostly affects legs and arms, it also affects other parts of the body such as neck, face, eyelids, trunk, or vocal cords.

Jenkins argues that, Spasticity disorder occurs due to spastic muscles that are resistant to normal stretching that happens during prolong contraction of muscles. The disorder varies on initial tone that includes state of relaxation and person’s posture that is not always present. Among abnormal postures that are associated with the disease are hemiplegic and scissors gait. However, spasticity may increase due to anxiety, emotions, sensory stimulation or pain. It may also be worsen by movement of involved muscles. It may also be aggravated from extreme temperatures, skin problems, bowel problems, tight clothing, pressure ulcers, and sometimes-ingrown toenail (Jenkins, 2005).

According to Penn (2006), its severity ranges from slight muscles stiffness to spasms that usually come and go to permanent contracture. The induced of spasticity contracture can be treated by medications. However, if muscles contractures are not treated, permanent contracture can occur thus making the muscles permanently shortened. Its severity interferes with child usual functioning of the body, motor along with speech development or comfort. The disease is painful especially when joints range of motions is inadequate.

Daily activities such as eating, dressing, walking and bathing become difficult for patients having this disorder. When these activities are limited for a long period, it causes severe problems such as pneumonia, sleep disturbances and pressure sores. Currently, spasticity disorder has been a major concern in the entire world. The exact incidence for the disease is not known. A research has shown that, spasticity have affected 400, 000 Americans and 12 million globally (Bohannon & Smith 1987).

Spasticity occurs when some nerve signals fail to reach the muscles due to injury or diseases that tamper with brain or else spinal cord. The muscles receive inappropriate nerve signals causing contraction while making the brain unable to communicate with motor nerves to stop contraction of muscles. It is mainly caused by damage of motor cortex and cortical tracts that controls motor commands in the brain. The common neurological conditions that are associated with spasticity include brain injury, head injury, spinal cord injuries, stroke and Cerebral palsy that is defines as a group of non-progressive disorders of postures that are caused by abnormal development. Its symptoms are severe which are characterized by increased muscle tone and through stiffness of muscles.

Symptoms of spasticity include abnormal positioning of fingers, wrist, shoulder or wrist with increase resistance of movement of certain muscles. Other symptoms include increase of muscles stretch reflexes, extended contraction of muscles, severe deep tendon jerks and rapid repetitive jerky motions. Diagnosis of spasticity is a times made with diagnosis spinal injury or brain injuries. Doctors should be consulted to provide with accurate treatment before its severity.

Although Krach (2001) argues there is no cure for spasticity, it can be managed with appropriate treatment. Treatments options include occupational therapy, physical therapy, surgery and medications. The goal of treatment is to decrease pain, decrease the risk of developing contractures of joints, help in daily activities and ease mobility. Physical therapy includes stretching exercises to prevent muscles from shortening. Exercises are recommended daily by physical therapies that help in restoring strength of muscles. Occupational therapy includes training of proper positioning of limb while sitting in a wheel chair or when lying in bed. Other treatments include electrical stimulation that is used in reducing spasticity fort a short period. Biofeedback training may be used in teaching victims how to reduce muscle tensions. In addition, a research has been done to showing how medications treat spasticity. In treating spasticity, medicines are usually taken by mouth, injected and a time received through continuous delivery systems. Medication prevents contractions of muscles. There is no cure of Spasticity but can be well managed with proper combination with the above treatments.

 

 

References

Bohannon, R. W. Smith, M. B (1987). Interrater Reliability of a Modified Ashworth Scale of       Muscle Spasticity. Physical therapy, 67 (2).

Jenkins, S.P. (2005). Sports Science Handbook. Retrieved from             http://multiscience.metapress.com.ezproxy.eou.edu/content/rg4462/

Krach, L. E. (2001). Pharmacotherapy of Spasticity: Oral Medications and Intrathecal Baclofen. Journal of Child Neurology, 16 (31-36).

Penn, R. D (2006). Intrathecal Baclofen for Severe Spasticity. Annals of the New York academy   of sciences, 531 (157-166).

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Solutions used in network management and their pitfalls

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Description of common solutions used in general for network management and their pitfalls

In essence, network management refers to the methods, activities, procedures and tools pertaining operation, maintenance, administration and provision of the networked systems.  In this regard, Cisco works is among network management solution developed in Java through Cisco systems. Cisco plays a fundamental role in helping it’s user to manage computer network. With this regard, Cisco works provide different powerful tools that help the System administrators and technicians to troubleshoot monitor and configure the network by providing common solutions. Generally, the common solutions cover various aspects of problems as discussed below.

First, it increases the overall availability of the network. This implies that, Cisco management solution track and regulate configuration throughout the multi-vendor network infrastructure. This include switches, firewalls, load balances with wireless access point. In this sense, it offers unparalleled visibility within network changes. As a result, it assists in the overall access of network. Secondly, Cisco identifies any networking problem and as a result, fixes it. It is a well documented that, the greatest problem in internet connection is to identify the actual problem. Based on this fact, Cisco analyses network and steps in coming up with potential solutions to solve the problem. Because of identifying problems and solutions of networking, it improves the accuracy and efficiency of the network, which as a result maximises network security.

There are various pitfalls during network management. Studies have shown that, if these hazards are not well looked at, can affect the overall network, which can lead to severe frustrations (Harrington, 2003). First, one needs to update list of devices and passwords occasionally. It is also

Time consuming in that, an individual may spend a long time trying to fix the problem. Additionally, human Error may lead problems rising in the network. Researches indicate that, the biggest cause for human errors is making incorrect decisions (Peckar, 2008). For instance, if one is basing the configuration decisions without realizing the present settings with topology, the hazard of human error multiplied. In addition, it draws a parallel to Statistics.

1)      The need for proactive network management for modern network applications and how Cisco works accommodate the demands for proactive network management

It is a matter of fact that, there is a need for proactive network management in the current network connection. First, there is a need to perform practical networking devices in order to prevent breakdowns before they disrupt the network connection. Additionally, there is a need of proactive network management for modern network applications to transform the new design as well as technology to increase performance along with reliability with a need of growth and flexibility. In this regard, Cisco works have accommodated these demands in the sense that, it has effectively improved networking connection in the proactive monitoring though measuring video performance. Additionally, Casco work has provided better view for organisation concerning networking applications. As a result, products to improve network management are available and advanced. These include Analysis Module (NAM), Cisco Works Quos Policy Manager (QPM), the multicast Cisco Works LAN Management Solution (LMS) Manager, Cisco Works Quos Policy Manager (QPM) and IP service-level agreement (IP SLA). As a result, these products have assisted in the analysis of IP services level applications and services. This is because, it allows measuring and carrying network assessment through verifying Quos to certify the video actual time video and voice traffic delivery.

 

 

2)       What do you understand by “connectivity problems” in a network? What features of (tools) used in CM to identify connectivity problems.

 

Quintessentially, connectivity problems are the difficulties that occur in cases when the host of iIP connectivity is not able to send or receive connectivity. There are various tools used to verify troubleshoot issues in connectivity management. These include Analysis Module (NAM), Cisco Works Quos Policy Manager (QPM), the multicast Cisco Works LAN Management Solution (LMS) Manager, Cisco Works Quos Policy Manager (QPM) and IP service-level agreement (IP SLA). There are certain procedures that assist in resolving connectivity issue. These include:

• Make Sure the ANI Server Has Current Network and End-User Host Information
• Check for Duplicate MAC and IP Addresses in User Tracking
• Locate the End-User Host and HR Server in the Network
• Run a Path Data Trace
• Investigate Link Attributes
• Highlight Path Trace on Topology View

What are the requirements or purpose of a network management tool?

It is borne in mind that, network management tools play a fundamental role in network management. The main purpose of network management tools is to balancing needs such as: performance, availability, security, cost, it controls cost, Enhancing services of networking and decreasing downtime. It should also control network complexity by controlling technical assets. The tools should be able to fix the problem and eventually offers a solution before total breakdown. As a result, this helps to avoid future loss of network connection that may occur

 

3)       What is the significance of DCR (Device and Credentials Repository) in Campus Manager?

The major significance of DCR in Campus manager is to collect data with information of devices in the network, which assists in the process of managing the devices. When collecting information an individual should Reporting network differences for reports and devices configurations and in addition; should do Topology calculation to avoid errors.

 

 

4)       Three areas in network management which Campus manager is used

 

There are three areas in network management which campus manager can used. These include Managing Physical and Logical Network Services with Topology Services, Locating Users in the Network with User Tracking and Managing VLAN Ports with VLAN Port Assignment.

Managing Physical and Logical Network Services with Topology Services

It details network information about all devices, links, and ports within the network. In this regard, it shows the rational and physical services of the network. Research has also indicated that, it opens network management tools from the network point of views (Peckar, 2008). It is fundamental in Managing and monitoring the ATM devices in the network. It Create the LANE services through which network extend VLANs across ATM devices Segmenting the network logically and manage workgroups that use VLANs. It assists port, device and trunk attributes which is fundamental in finding port information in a VTP domain; and configure VLANs on a trunk. Finally, it reports logical problems in network setup.

 

 

Locating Users in the Network with User Tracking

            In this area, it shows information pertaining users, hosts, and IP phones within the network. Studies show that, it reports about IP addresses, duplicate MAC addresses and VLAN names (Harrington, 2003).  Harrington argues that, devices on the Topology Services are the highlight in this section. As a result, it adjusts and deletes notes of username in the main User Tracking table not essential.

Managing VLAN Ports with VLAN Port Assignment

            This is whereby port of the device and trunk attributes port of the device to a VLAN, Configure VLANs on a trunk. In this case, campus manager are used to find port information in a VTP domain along with highlighting selected devices.

 

5)       How do you differentiate between DFM and Campus Manage as two LMS tools?

According to Cisco Systems Inc (2001), CM are the tools that offers innovative and reliable system, which is designed to address the complex needs for physical and logical Layer 2.  These Infrastructures include Complete VLAN, private VLAN (PVLAN), VLAN Trunking Protocol, (VTP) management, Spanning-tree management, visualisation, witch port reports mostly used in tracking unused ports and last-used ports. On the other hand, DFM are tools that provides Device configuration, management and monitoring that works within the data link layer (layer 2) and network layer (Layer 3).

 

References

Cisco Systems Inc. (2001). Internetworking troubleshooting handbook. New York: Cisco Press

Harrington, D.L. (2003). CCNP practical studies: troubleshooting. New York: Cisco Press

Peckar, M. (2008). Fognet’s Field Guide to Openview Network Node Manager, 2nd Edition.          New York: Lulu. Com. Publisher

 

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Sociology

            Many countries have allowed parents that belong to different races pick double barred race classification for their newborns. Singapore is one of the countries that have encouraged double barred race classification (Telotte, 2008). This knowledge implies that, the race of both parents should be registered on the child registration papers and identity cards. Cases of Mixed race children in Christian’s aspect are increasingly randomly in Singapore. In such cases, the children belong to both races. The main race has been which the parent registered first. The new implementation has been supported by many individuals while few opposing. On culture and social aspect the new ruling may be significant and insignificant (Telotte, 2008).

Socialization is the term used by sociologists that refer to process of acquiring norms, customs and ideologies. Children and adults acquire skills and habits through social interaction. A culture in any given country is formed through shared norms, social roles, values and languages. Socialization is therefore the mean by which social and cultural continuity is attained. However, this may not lead to desirable moral outcomes required in the society. Individuals may have differences in how they view economics and race. Human infants begin to acquire skills through socialization. This may be from parents, family together and extended social network.  The learning is what makes the child acquire culture and social continuity. Racial socialization on the other hand, is the development process through which infants attain behaviors, values, norms and perception of an ethnic group. It is important to have preparation in preparing children to be aware of discrimination and cope with it. Racial socialization is commonly practiced in Singapore. Recently, statistics in 2008 show that, fourteen percent are inter-ethnic marriages and thirty one percent are Muslim marriages to Muslim marriages. Of the fourteen percent of non Muslims marriages, half are between Chinese grooms with other bride from other ethnic groups. The number of intermarriages is increasing rapidly (Martha, 1993). Singapore is becoming more ethnically in these statistics. Singapore government coming up with new measure of double-barred race classification is a significant move. The implementation is important in recognizing the variety races found within Singapore’s Diaspora   (Telotte, 2008).

It is vital to note that, due to inter-ethnic marriage, there is a need to do away with race classification. By introducing double-barred racial classification Singapore Government is moving backwards for this will serve no policy or national unity purposes (Martha, 1993). This is due to the fact that, in the end it will confuse parents and children through implementation of public policies that operation within the country. This will also increase many to be multiracial Singapore. This change will not be useful in terms of policy consideration for those registered. The applicable governmental policies would make an ethnic individual to make a choice of learning the mother tongue language that is allowed by the ministry. In my opinion, this sound difficult. For instance, if a child is taking Chinese language as his mother tongue may experience difficulties in school if the language is not taught at home. However, if the language is taught at home it may be easier for the child to learn.

There is a relationship that exists between culture, social identity and ethnic identity. In sociology, each identity has a role in social position at any given set up. These three aspects affect interpersonal identity development that allows an individual to learn and acquire norms in the society. For instance, acquiring behaviors and having beliefs. Social identity has effect on a person’s behavior (Jenkins, 2008).  An ethnic group is defined as a group of people that identify individuals on culture way of life through common heritage of a group that consist of common language, culture that may include a shared religion. Therefore, there is a relationship between ethnic identity along with social and culture identity through the aspect of identifying with each other by means of a common heritage (Martha, E (1993). This shared heritage may be used upon, kinship, language and sharing territory among others. Culture identity is defined as the identity of a group of individuals or culture that influences a group of people to belong to a specific culture. Culture is a vital factor in shaping identity. Culture identity determines variety aspects that include: place to be born, gender equality, race identity, history on different cultures, nationality identity, language, sexual orientation and religious beliefs. Cultural identity gives an individual a sense of belonging and social identity.  Social identity has been defined as a primary method within social science that helps in defining individual culture and ethnic. For example, when looking at individuals this identity tends to examines how emotions influence intergroup social interaction along with its culture.

Based on this knowledge of the relationship that exists between culture, social identity and ethnic identity, the aspect of Singapore government allowing double barred race classification may have repercussion in ethnic and national identity (Martha,1993) . A child belonging to different races for instance, with a Chinese father and Malay mother might be a Chinese-Malay or else Malay- Chinese. Different studies have argued that implementing this change in multi-ethnic Singapore might be hard. An ethnic group for a child has significant impact in Singaporeans that include making choice in housing, education along with other policies that concerns the race. According to Hall, 1996, Singapore tends to move towards listing race on identity cards, other countries tend to shift away from this. Despite the fact that, over one hundred countries do have a national identity card to know the individuals in various ethnic groups, only twenty countries do list person’s race or ethnicity (Hall, 1996). However, the number of countries that list race is declining. While listing race in national identity cards is vital in Singapore, it can be far more insignificant in other countries. For instance, In Rwanda some of the deaths that occurred between Hutus and Tutsis were as a result of ethnic group that were being listed on national identity cards. Listing race and ethnicity may therefore result to discrimination or abuses in some countries. A number of countries are working to remove race or else ethnicity in national identity cards (Hall, 1996).

Race aspect is commonly acknowledged in government survey or national census. Governments with companies make use of this data in various aspects that include a policy decision that helps in giving loans and in university admission among others. Due to the sensitivity of race in United States for instance, there are often firm set of laws regarding the use of data and this is not placed on identity documents. The choice may be difficult even when individuals choose their race for a national census or other survey in the country. At other cases, organizations such as universities require applicants to include races so as to help the disadvantages group of races receive better treatment. Regardless of other countries opposing listing race on identity cards going, Singapore government seem to agree. The change was discussed in Parliament in January 2010. Ho Pang Kee the senior minister of state for Home Affairs supported the need for race classification. He viewed this as a country diversity and strength. To be politically correct unlike other countries such as France they avoid reflecting on differences of race (Hall, 1996). However, on my point of view, the problem of double-barred race classification still remain Complicated to parents that are required to choose races for their children to be  listed on identity cards in future.

Conclusion

            In conclusion, the aspect of Singapore supporting double barreled is both significant and in significant. As discussed in this paper, due to the relationship that exists between culture, social identity and ethnic identity, the aspect of Singapore government allowing double barred race classification may have repercussion in ethnic and national identity. The implementation is important in recognizing the variety races in Singapore’s Diaspora while it may also lead to ethnic group wars as result of listing races in national identity cards. Listing race and ethnicity may therefore result to discrimination or abuses. On the other hand, this might be useful to the Governments and companies making use of data that is useful in various aspects that included in policy decision. The implementation may be of use in giving loans and in university admission among others (Hall, 1996).

Due to the sensitivity of race, different firms have set laws that regard the use of data that should not be placed on identity documents. The choice may be difficult even when individuals choose their race for a national census or other survey in the country. At other cases, organizations such as universities require applicants to include races so as to help the disadvantages group of races receive better treatment. Regardless of other countries opposing listing race on identity cards going, Singapore government seem to agree on the idea of double barreled (Hall, 1996).

 

 

References

Hall, S (1996). Questions of cultural identity. New York: Sage publishers

Jenkins, R (2008). Social identity.  New York: Taylor& Francis publishers

John, J (1997). Language and social identity. United States: Cambridge University Press

Martha, E (1993). Ethnic identity: formation and transmission among Hispanics and other minorities. New York:  Suny press publishers.

Telotte, J (2008). The essential science fiction television reader. United States: University Press of Kentucky

 

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Social Psychology to criminal justice system

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For many years, victims have often been forgotten party in criminal justice system. Psychiatrists argue that, victims are often frustrated sensing that justice has not been done. Eventually, social psychologists have intervened in this aspect as a way of coming with assumptions of how people’s thoughts, behaviors and feelings influence the actual interaction with others. The terms behaviors, feelings and thoughts are all psychological variables; that typically explain human behavior with social situations. In this regard, since people are mostly influenced by life situations along with environment, social psychologists have developed an interest of finding out the causes of criminal acts that occur in a daily basis. This paper seeks at analyzing the study done by Baumeister, Bushman and Campbell (2000) on how Self-esteem, Aggression and Narcissism cause violence.

Baumeister, et al (2000) argues that, self-esteem is a major cause to violence. In their article, they argue that, low self esteem is the cause for violence in that the victims tend to be confused, shy, lack of confidence, lack of self awareness in addition, tendencies of been depressed. By engaging in crime, this act as a way of searching for identity plus acquiring a sense of belonging in a certain group which in this case may be violence group. Additionally, people with depression because of low self-esteem are likely to be more aggressive and violent behaviors than during the high-favorable aspects of esteem.

On the contrary, debate of what greatly causes violence between low self-esteem and high self-esteem is controversial. Most research has outlined that; most violent men have a strong sense of pride, personal superiority that signifies high self-esteem. The group with high self-esteem is mostly linked with violent behaviors such as rapists, wife beaters, aggressive nation, murders and violent youth gangs among other categories of violent people. The issue of high esteem causing violence has been a concern among researchers currently. As a result, many have begun to use related term such as narcissism which has been argued to be the outcome of high self esteem; and has been understood to be a risk factor that increases violent aggressive.

On my opinion, this information on social and psychological information can benefit the society in a number of ways. First, because most people suffer temporary or else permanently with self-esteem, it will impose an effort of helping the victims. No one can deny we are living in a very violent world. Violence has become prevalent in the current culture of youths the most prevalent cause of this being low self-esteem. With this in mind, it will benefit the society especially parents to come up with ways that would boost self-esteem. As discussed earlier, the article has outlined that many tend to join violence groups to feel superior, with this in mind; the society will handle criminal cases efficiently.

Additionally, many cases of men beating their wives in order to feel superior and show the world that they are boss will help the society to know that such people require help, which in this case they may be shown that, bringing other people down, is not necessary in proving superiority. With equipped knowledge on what causes violence will eliminate cases of violence by dealing with root issues that lead to violence.

From the above readings in the article, few interventions need to be done. First, the society needs first to understand the root causes of violence. Instead of criticizing the perpetrator, they need to know why such incidence occurred and as a result, be willing to offer help to eliminate violence behaviors. Secondly, when counselors and psychiatrist undertake a laboratory test on self-esteem, it will outline the cause and as a result, assist the victim overcome the act.

In conclusion, inventions of looking more closely on people with high self-esteem can assist in finding the aggressive individuals. Eventually, this will help the society to deal with violence behaviors.

 

References

Baumeister, R.F.,Bushman,B.J.,& Campbell, K.W. (2000). Self esteem, Narcissim and       Aggression: Does Violence result from low self esteem or from Threatened Egotism.       Department of psychology, Lowa State University

 

 

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Social Psychological changes on humankind

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It is well documented that, social psychology is referred to be the branch that studies behavior processes of human beings as influenced by various factors such as social status, social class, group membership and interactions among others. With this regard, it is a field of psychology that examines the consequences of social contacts on the progress of stereotypes and attitudes among others. Social Psychological concept has been outlined to play a fundamental role in psychology. For instance, through studying how individuals behave under lack of thereof, extreme influences or under great advance of the modern world; assists one to comprehend the expectation of human-social behavior. Additionally, by investigating the factors, which affect the social interaction, attribute to a greater understanding on how a human being can live together in harmony. In essence, various changes of social psychology tend to occur in the modern World. Recently, psychiatrists have discovered various changes that have occurred in ones behavior, feelings and thoughts (Hogg, 2003). In this regard, this paper seeks to examine what social- psychological changes have taken place and how they have changed ones behavior, feelings and thoughts.

According to Baron, Byrne and Branscombe (2006), people behavior has mostly been affected by diverse factors. For instance, it has been outlined that, social influence has greatly affected the level of conformity behavior in an individual. For many years, conformity is viewed to be the negative propensity in the American culture. On the contrary, there are certain conformities that are essential for a community to function. For example, there have been tendencies of conforming to certain behaviours for the reason of gaining social acceptance in addition; avoid conflict or social rejection. Recently, there have been the kind of social influence regarding self-fulfilling prophesy which has been said to affect the actual thing to occur. For instance, within the stock market, when it is widely assumed that the stock market would crash, many investors end up losing confidence and as a result sell most of their stock. In reality, this  causes the crash to occur. Similarly, there have been changes on how the individual behavior changes because of confession. There has been hearsay that, an individual becomes what he confesses to be. Many schools have used the aspect of confessing that they perform better and as a result, they have ended up performing better. Likewise, many people dealing with low self-esteem have improved their self-esteem through the aspect of confessing to be who they would love to be.

Interestingly, norms have also played a bigger role in changing people’s thoughts. For instance, many societies believe that appreciation can only be expressed by sing thank you. Additionally, some communities regard shaking hands to be the implicit rule for greetings. As a result, people’s thoughts have been changed in that; many people tend to shake hands when greeting. In conjunction with this, there have been changes in natural tendencies of people identifying themselves with a certain group. This has frequently been associated with the preferential treatment. For example, the rich has been associated with the rich while the poor with the rich. It is with no doubt that, this has been the reason why, members within the same community behaves in a certain way. This has played a positive and a negative role in the country. For instance, the rich has continued to be rich because of interaction they have with each other while the poor have continued to be poorer. As a result, most poor people have engaged themselves in crime, violence while the rich have progressed socially, and economically.

Technological forces have affected people’s feelings towards various aspects of life. For example, through face book people have interacted globally. This has changed the perception of socializing with people of the same community to people from other communities. This has changed people’s thoughts in that; cultural behavior’s has changed. Studies have shown that, among people socializing via face book, most of them changes cultural aspect due to influence from other people (Myers, 1999).  Myers argue that, dressing code has changed and the way of expression among others. This is because, in face book; there is an access of viewing friends’ photos and information about themselves. For instance, when a Hindu views his fellow dressing in a different way, he or she may change his perception about dressing code. This implies that, advanced in technology has changed people’s thoughts.

Additionally, changes in mass communication have changed people’s thoughts towards effective communication. It is obvious that, communication has advanced to the point that, it has attributed to effective communication in any set up. Psychiatrist argues that, many people in  the relationship and marriages have believed that, a relationship cannot work without effective communication. In this case, the communication referred to is not face-to-face communication but it is via mobile phones. As a result, many couples keep on writing love messages to their loved in addition, communicate effectively during the day despite the distance. In this sense, we can conclude that, this has affected people’s thoughts towards effective communication for a romantic relationship.

In conclusion, Sanderson (2009) argues that, people’s behaviors have been changed by education. Research indicates that, because of advance in education, people tend to behave in a suitable way. In this regard, education has attributed how people treat other people despite character challenges. This has played a major role in shaping many people character because education has taught people how to relate with other people.

References

Baron, R.A., Byrne, E.D.,& Branscombe,N.R. (2006). Social psychology. New York: Pearson      Allyn & Bacon Publisher

Hogg, M.A. (2003). Social Psychology, Volumes 1-4. California: Sage publisher

Myers, D.G. (1999). Social psychology. New York: McGraw-Hill College Publisher

Sanderson, C.A. (2009). Social Psychology. New York: John Wiley and Sons Publisher

 

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Social problem

Introduction

            A social problem has been defined as a condition that a community views as being undesirable. News is filled with undesirable social condition such as violence, drug abuse and rape cases, corruption among others. Studies have shown that, social problems require solution to avoid their occurrence and to ensure desirable environment condition of human beings ( Loseke 1). Among the above social problems, the worst problems that have affected the modern world are violence and rape cases. In my opinion, these problems seem to affect an individual emotionally, physically, psychologically among others.

According to Rainwater ( 2) domestic violence is a social problem that has increased over the years. Estimates of 960, 000 incidents of violence against, former spouse, boyfriend, girlfriend or relative, have been reported daily in the entire world. At least one in every three women have been, coerced into sex or else abused in her lifetime. Cases of violence have increased drastically for the past years. For instance, in the year 2001, more than half a million women were victims of nonfatal violence committed by their intimate partner (Loseke 3). In addition, 50 % of the men that assault their wives have frequently abused their children. As a result, children have suffered emotionally causing many to grow up with that trauma and some performing poorly in the academic work.

Violence has become a severe problem affecting people’s lives and their emotions. To avoid this problem, we ban violent movies that have been said to cause violence. The government should govern media entertainment by cutting sown violence and killing movies. In addition, parents should teach their kids on moral behaviors and punish them when they do violence behavior. When the child is brought up in a right way, chances of been a better person is high. By changing one child, one changes a nation.

Rape is among the worse problems that affects the modern society. Effects and aftermath of rape are hard to bear. It causes psychological trauma, physical injuries and at times death. Studies have shown 50 % of women are raped yearly. One in five women has been reported to been raped in her lifetime (Rainwater 2). Cases of rape are increasing dairy including father raping their daughters, sexual assaults by strangers, others by relatives or else intimate partners. The actual number of rape cases records have been extremely high from been recorded fully.

Women in refuges have been in threat of sexual coercion. The offenders said to be male refugees or else men from rival ethnic group. Early last year, 20 % of women refugees reported to be raped in Kenya. In addition, war has been linked to rape for the last one hundred years. For instance, German soldiers raped soviet women during Second World War. Japanese soldiers forced Chinese, Korean and Taiwanese women into prostitution during Pacific War and colonialism. During the nine months Pakistan was in war, Pakistan soldiers raped over 200, 000 Bengali women. When these rape victims were interviewed, they confessed rape to be mentally disturbed than any other aggressive actions (Loseke 3).

The question still lies, what should be done to stop rape violence. The first solution is to support women and men working that campaign on ending violence. This can be done by volunteering your time, donating money and lobbying legislators. These will ensure its effectiveness.

Another important thing the government should implement regulates policies that severely punish the perpetrators. All rapists should be punished so that others can learn from them.

Conclusion

In conclusion, the above two problems mostly exist in all communities. Statistics on its occurrence tend to increase daily. Every newspaper is filled with these two stories, solutions for stopping the problem should be enhanced as discussed in this paper

 

 

Work cited

Loseke, Donileen. R. Thinking about social problems: an introduction to constructionist             perspectives. New York: Transaction Publishers, 2003. Print

Rainwater, Lee(Ed). Social problems and public policy: deviance and liberty. New York:           Transaction Publishers, 1974. Print

 

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