What Role Does Language and Language Diversity Play in the Critical Thinking Process?

Language is one of the greatest tools for people. Through languages we are able to communicate with other people through our sadness, joy, anger and confusion. When there are two people, it is inevitable that our lines will cross and how it resolves depends on communication. Language helps us organize what we wish to tell the other person. When we don’t know the language well enough, we experience difficulty in understanding each other. Furthermore, it is widely held that knowing more language widens our understanding of our experiences. Part of the reason is because when you learn new languages, you learn the culture that comes with it. For example, we cannot fully learn the Korean language without know in the culture. In the learning process, we must learn the culture within the language itself. We also need to be aware that some words do not translate to other language. In that case, we have to think critically on how we could describe in the best way to communicate. As we do that, we acquire more skill in communicating to another, such as considering what the other person might be experiencing. Language and language diversity play a big part in organizing, summarizing, and most importantly responding to the whole process of critical thinking. In critical thinking, communication is the outcome and language obviously is a big part of communication. Communication requires understanding. As I introduced, language is designed so that we can communicate for understanding what and how we feel. Using visual language such as gestures, signs, and pictures also helps with the process of understanding. Interestingly, words have ambiguous meanings based on the different contexts. It is very important to be able to recognize the context in which the word is used in order that there will be clear critical thinking. I believe that language empowers or limits the expression of our thoughts, however I also know that we have emotions that are very difficult to describe. With a lack of vocabulary, we can have a very difficult time in expressing our true thoughts and feelings. Language is made so that we can communicate our emotions within ourselves, and if it is difficult to deliver that precise message, it has the power to enhance or limit the expression of our thoughts. For instance, if I was to speak with a person who speaks a different language, it will be difficult to deliver the a clear message because of the language barrier. The only thing that could help in the situation is the personal knowledge of the language. If we know the multiple meanings of words and the background of the person you are speaking to, we probably could define terms carefully and position our words correctly. Critical thinking could be the most important role in process of persuasion. First, we have to examine and evaluate the situation from several different points of view in order to establish our opinion. This is very similar to the step of selection in critical thinking. Then, we need to collect the source that supports the opinion. This will help greatly when summarizing the conclusion. In the next step, critical thinking will be used again as we need to realize the importance of understanding the issues. One of the most important aspects that we need to be aware of in persuasion is to understand what the other person is thinking for the purpose of better persuasion. Lastly, we need to summarize the game plan, in other words, how you will present according to the opinion and logical analysis with relevant sources. As I describe this step by step, I am convinced that critical thinking holds a crucial role in persuasion. It is essential to be aware of the power of language. It allows us to communicate and understand to advance in our society. Knowledge will also be passed on through language, and when you combine that knowledge with critical thinking, it will widen your understanding to be able to communicate with different people. When language empowers or limits the expression of our thoughts, we need to think critically to seek for the words that might be able to tell the other person what you really feel. Lastly, persuasion can be interfered by the emotions. We need to maintain within critical thinking to be able to analyze logically. If we do not use the language properly, it will cause misunderstanding, hurt, and damages through communications. However, if we know how to use it right and have the better knowledge and understanding, it will help to make this world to a better place.

A Hero Inside and Out the Court

What does it takes to become a hero? As most people would answer, a hero should possess certain qualities including courage, loyalty, honesty, generosity, kindness and some other remarkable traits. In addition, a person could be regarded as a hero if he has done a significant contribution throughout his life. Needless to say, a hero is being noted for his significant achievements in any field of endeavor that he pursues. Earvin â€Å"Magic† Johnson is a hero inside and out the court. His notable achievement and contributions made him as the recipient of the third Annual USA Today Hollywood Hero Award. Earvin â€Å"Magic† Johnson became popular primarily because of his basketball skills. His basketball career started when he was still in high school at the Michigan State where he led the team to championship in the year 1979. His skills as a player in the Michigan State continued to boost and qualified him to play at the National Basketball Association (NBA). Basketball became an important part of Magic Johnson’s life. His leadership quality in this field is just one of the traits which reflect his heroic deeds. In the year 1991, Johnson was diagnosed with the deadly AIDS virus (Pollock 426). This turning point in his life causes him to retire from playing basketball. But despite the fact that he was infected with the said virus, Johnson was never discouraged to continue with his life. As a matter of fact, he showed a lot of courage when he revealed to the world that he is an HIV-positive person. He was never ashamed of his condition but instead he used this as a way to help other people to become more aware of the virus. According to a research conducted by Pollock (426), the revelation of Magic Johnson had changed the attitude of people about AIDS and it also altered their behavior in order to avoid the virus. Johnson’s announcement had influence and informed most of the public about the fatalities of the virus. To some people, having the said virus would cause them to entertain negativities and stop them in believing with their purpose in life. But to Johnson, it was the reversed that happened. Upon knowing that he has the virus, he develops a foundation which aims to educate the youth as well as other men and women regarding AIDS (Tucker 1). He also pursues his dream of becoming a businessman despite of his condition. Johnson’s kindness and generosity was reflected through his several projects which aim to help and develop the potential of the black natives in business and leadership. He raised funds and lends his services to areas which are underserved. He had been generous and kind to those people in which the state seems to undermine. Johnson never gets tired of helping and sharing his blessings with other people especially those who are in need. Another act of kindness that Johnson showed was when the Hurricane Katrina hit the country. His Foundation, partnered with different grocery stores and drugstores, provided prescriptions and groceries to the victims of the said hurricane. The renowned basketball player and businessman also stated that he would find ways to generate jobs to those who have been displaced (Tucker 1). The works, attitude, traits and contribution of Magic Johnson justified his achievement as the recipient of the USA Today’s National Hero Award. He is indeed a man with good and heroic deeds. His activities and attitude sets a good example to the youth and an inspiration to those who seems to surrender in continuing the battle of life. Inside the court, he possess the leadership, positive attitude and loyalty to his teammates while outside the court, he showed his kindness, generosity, outmost concern and willingness in helping other people. An ordinary person with extraordinary qualities, that spells the name of Earvin â€Å"Magic† Johnson. Work Cited Pollock III, Philip H. â€Å"Issues, values, and critical moments: Did `Magic' Johnson transform public opinion on AIDS?† American Journal of Political Science 38 (1994): 426. Tucker, Laura. â€Å"Business Hero: Magic Johnson.† 5 May 2008 ;http://www.myhero.com/myhero/hero.asp?hero=Magic_05;. ; ; ; ; ; ; ;

An Irregular Warfare Strategy for Somalia Essay

Introduction The use of Irregular Warfare has been ongoing for years around the world. Irregular warfare is described as a violent struggle among state and non-state actors for legitimacy and influence over the relevant populations. I will discuss where the U.S. may apply military force in conjunction with other means of national power to stabilize the nation of Somalia. I will also discuss why it would be considered as an Irregular Warfare environment. Body Somalia gained its independence from British control in 1960, where the British relinquished control and gave Somalia to the United Nations. Somalia was governed by civilians until 1969; after which the military rebellion by General Muhammed Siad Barre took place. General Muhammed Siad Barre was a military tyranny that was in command of Somalia and it’s military. His tyranny lasted over 2 decades. During the 1970s the United States government communicated with General Barre and donated over 100 million dollars to help stabilize the Somali economy. The United States knew it was within there best interest to keep General Barre in power of Somalia for a while. The United States also knew that by the late 1980s the Somali economy would be unable to sustain itself and foreign aid would be withdrawn. After the collapse of Somalia’s economy, the United States revolted against General Barre’s oppressive regime. Different warlords of Somalia fought together against Genera l Barre, ending his power and forcing him to flee the country. The United States maintained the tyranny by supporting General Barre and his dictatorship because they had an agenda. They then used their power of the situation to overthrow General Barre in the end. In 1991 The United Somali Congress (USC) was formed and a temporary president was appointed to govern the nation. With dissention within the USC they were later over thrown by  the Islamic Courts Union. The Islamic Courts Union had the support of the people because they offered services such as schools and health care. They also took on the responsibility of law enforcement which was paid for by local businesses to lower and maintain the crime rate within the area. The Islamic Courts Union took on the responsibility of halting robberies and drug dealing, as well as stopping the showing of what it claims to be pornographic films in local movie houses. The Islamic Courts Union also addressed problems throughout the region by establishing community services and security which in turn help them to gain the trust of the local residents. Local warlords became concerned over the growing power of the Islamic Courts Union. The Warlords decided to join together to create the Alliance for the Restoration of Peace and Counter Terrorism (ARPCT. The Islamic Courts Union lost their power over Mogadishu in 2006, when they were defeated and forced to Kismayo, which is in the southern part of the country. Conflicts within the nation of Somalia were sometimes planned as a means to an end. Whereby the United States Government supported a certain regime before they used their power to gain control of the situation and overthrow the tyrant. In other cases the use of national power was used such as the Islamic Courts Union to gain control over Somalia by implementing logical line of operations by providing the people their needs and services to gain their trust. In these situations it would be considered as an irregular warfare environment, because they were violent struggles for power within the nation. Conclusion The use of power can cause conflict within nations and among nations; however, being able to manage conflict can bring about some form of peace within and with nations. This essay discussed some examples of Irregular Warfare and how it played a part in Somalia. It also discussed some examples of Irregular Warfare that was used throughout the history of the Somalia conflict. References Irregular Warfare (IW) Joint Operating Concept (JOC). (2007). http://marshallfoundation.org/documents/IrregularWarfare.pdf Somalia Civil War. http://www.globalsecurity.org/military/world/war /somalia.htm>. The National Counterterrorism Center. (2014). http://www.nctc.gov/site /groups/al_shabaab.html

Master of MSC marketing Essay Example | Topics and Well Written Essays - 1250 words

Master of MSC marketing - Essay Example According to the research findings branding is considered as one of the hottest topics in the business field as its overall attraction and significance has become more important in the recent past. With the rise of the web and other I.T. technologies, the need to have effective branding strategy has became more significant. Further, the emergence of e-commerce has made it critical for the brand managers to develop effective and innovative branding strategies for their consumers. Over the period of time, organizations have used branding as one of the important strategic tools to improve and consolidate their relationships with the customers. However, more importantly, branding has provided the organizations a strong chance to further penetrate into their chosen target markets. The strategic use of branding therefore is considered as one of the key strategic variables for organizations to manage and control effectively. An effective branding strategy therefore allows organizations to b ecome competitive and generate and deliver the kind of competitive advantage which allow them to better utilize the power of their brands. It is also important to note that the emergence of the globalization and the spread of Western values across the globe have increased the exposure of international brands to really diversified range of markets. In such a situation, it has become more critical for the brand managers to actually to use their branding strategy to achieve the competitive advantage at global level.... Further, the emergence of e-commerce has made it critical for the brand managers to develop effective and innovative branding strategies for their consumers.( Gammoh, Koh, & Okoroafo, 2011). Over the period of time, organizations have used branding as one of the important strategic tools to improve and consolidate their relationships with the customers. However, more importantly, branding has provided the organizations a strong chance to further penetrate into their chosen target markets. The strategic use of branding therefore is considered as one of the key strategic variables for organizations to manage and control effectively. An effective branding strategy therefore allows organizations to become competitive and generate and deliver the kind of competitive advantage which allow them to better utilize the power of their brands. (Ille, & Chailan,2011). (Kippenberger,2000). It is also important to note that the emergence of the globalization and the spread of Western values acr oss the globe have increased the exposure of international brands to really diversified range of markets. In such a situation, it has become more critical for the brand managers to actually to use their branding strategy to achieve the competitive advantage at global level (Buggie, 2001), One of the important and emerging themes regarding the impact of IT in branding, generally, is the ease with which marketers can actually communicate with their customers. The advent of the different digital media and the spread of internet have allowed brand managers to improve the coordination between the customers and the organization itself and hence the brands are getting better exposure in their target markets. e.( Davey, 2010). Some studies suggested

CT scan protoclos at RMC HOSPITAL Essay Example | Topics and Well Written Essays - 3250 words

CT scan protoclos at RMC HOSPITAL - Essay Example Single-slice helical CT scanners were introduced in the 1980's and multislice CT scanners in the 1990's, which allows a larger section of the body to be scanned in a smaller period of time (Wesolowski, 2005). From the practical perspective, the benefits of CTs are immense. However, CT scans involve higher doses of radiation than the conventional x-ray procedure (Smith-Bindman et al, 2009). CT contributes a large dose towards medical radiation, and is the main source of man- made radiation excluding natural background radiation (Wiest, 2002). There is concern about the exposure of radiation in children and adult population and the subsequent long-term cancer risks. CT procedures cause high doses of radiation to be absorbed through the skin, in the range of 20-30 mGY (2-3 rads) (Wiest, 2002). There is greater concern for the pediatric population because they are more sensitive to radiation exposure than the adult population (Brenner, 2007). Children are more prone to exposure because they have a larger proportion of dividing cells and the tissues of children are up to 10 times more radiosensitive than adults (Brenner, 2007). Chwals et al., found that CT examinations of the head, abdomen an d pelvis routinely performed in pediatric trauma patients exposed them to 50 times the standard yearly dose of background ionizing radiation (Chwals, 2008). Radiation exposure in the adult population is low but still a concern. Broder suggests that in adults, it reaches its threshold in the 40's and then slowly decreases (Broder, 2006). Due to the repetitive radiation exposure and adverse effects associated with it, the operators of CT are expected to possess a concrete knowledge and practical understanding how to reduce the radiation dose patients receive to acceptable minimum (Manghat et al, 2005). Similar concerns regarding radiation exposure and cancer risks have propelled the medical community to implement protocols to lower the radiation dose in children, by adjusting the machine settings without compromising important information (Brenner, 2007). Other measures include reducing repeat CTs and decreasing unnecessary CTs by ensuring that any additional CTs ordered by a physician will only benefit the patient (Brenner, 2007). According to Manghat et al (2005), CT operators can utilize the variety of strategies to reduce radiation exposure such as the use of bismuth shields to protect organs sensitive to radiation, adjusting the machine settings using automatic exposure control (AEC), the tube voltage (kVp) reduc tion, decreasing the pitch and the tube current-time product (mAs). Practically, educating doctors regarding the risks associated with radiation is an important factor to allow physicians to make informed decisions when considering radiological tests (Thomas, 2006). Lee and colleagues highlighted this in a study that found 75% of Emergency Department (ED) physicians and radiologists underestimated the risks associated with radiation from CT examinations (Thomas, 2006). Recognition of the potential cancer risks by the medical community has pressed CT manufactures to implement programs to allow adjustment of the dose with respect to the child's body mass (Chwals, 2008). As of 2003, the majority of hospitals in developed countries reported implementing some programs to reduce radiation exposure in children, though still many hospitals have yet to implement these changes

Gaining a foot ahead in the athletic industry Assignment

Gaining a foot ahead in the athletic industry - Assignment Example is program expands on the available training opportunities because it allows trainers to be able to understand how to train adults and their learning patterns. However, the trainers might have the desire to learn so as to be able to train others, but the resources provided by the district might not be adequate enough to support this program. This might be a challenge, but it does not necessarily mean that it is unachievable as it is a necessity if the district is to create a professional learning environment. In order to cut on the cost of Training the trainer, it is important for schools to do this internally rather than having to implore the services of outside staff to conduct the training because outsourcing can be an expensive venture. External consultants can offer the same training, but do so at exorbitant rates, meaning that training internally can be the preferable way because it will be able to cut on the costs. Internal training can also provide ongoing support when the trainers are implementing the training program as this can help the educators to make the necessary changes as per the advice the trainers may receive from their trainers. Internal training is also the best way to go because the trainers are more familiar with the school curricular used meaning that they may not find it hard to apply the program as compared to external trainers that may have to understand the curricular before they can commence work (261f). Therefore, internal trainers are able to align professional training with the cultural attributes, policies and curriculum so as to ensure that the program applied becomes a success. Additionally, professional learning also requires that a teacher combines it with instructions so as to be able to support the learning needs of the students and also gauge what they should be taught. In summary, involving external trainers for the Training the trainer program can be expensive and might force a school to increase their school fees,

Migration and Sexual Health Essay Example | Topics and Well Written Essays - 3000 words

Migration and Sexual Health - Essay Example stion, the report has established that MSM are more prone to acquiring STIs than their heterosexual partners because unprotected anal intercourse presents more chances of acquire STIs than virginal intercourse. On the third question, it has been conclusively noted that the sexual and reproductive health of African migrants is gendered in its effects because men have more powers and privileges over the sexuality and reproduction of their female partners. This present report is primarily based on the topics of migration and sexual health. In the context of the report, the term ‘migration’ will be used to refer to the movement of people from one region to another while the term ‘sexual health’ will be used to refer to the â€Å"state of mental, physical, emotional, and social well-being of a person in terms of sexuality (Rutter and Schwartz, 2012) and (Crooks and Baur, 2014). In order to broaden the understanding of the topic area it is important to note that the term ‘sexuality’ refers to the sexual habits and desires of a person. The study on migration and sexual health cuts across as unique in the field of academics because not so many studies have been dedicated to look into the relation of migration and sexual health. In particular, this present study will look at the migration of Africans from various African countries into the United Kingdom. It is important to note that over the past years dating back to the late part of the 20th century, there has been a continued increase of African migrants drawn from various countries into the United Kingdom. According to Spencer (2010), this trend of migration has been promoted by the fact that UK is perceived to be a greener pasture for the African migrants who believe they can easily secure well paying jobs in the country, and gain access to quality education. However, Arthur et al. (2012) added that some African migrants opted to migrate to the UK as asylum seekers in order to evade the hostile political

The Broadway Caf Research Paper Example | Topics and Well Written Essays - 1250 words

The Broadway Caf - Research Paper Example This paper tends to discuss certain market strategies that can be effectively applied in Broadway Cafe so as to bring it back to the mainstream of profitable businesses. Scope of e-business In order to operate the activities of Broadway Cafe in an efficient manner, it is necessary to design a good website that would provide customers with relevant information regarding the Cafe and its products/services. The website must provide 24 hours live support to customers with intent to satisfy their needs. The firm can also collect customer feedback which is an essential asset of any types of business for further expansion (MBD 1, e-business). The firm must heed genuine concern to cultural sentiments while dealing with diverse customer groups. At the same time the relevance of personal opinions have to be scrutinized well prior to decision making. For instance, an anonymous person’s feedback shows that he did not like the presence of the children at the Cafe. The opinion obviously dep ends on the individual’s social outlook which is of little relevance to practical side of the business. If the company bans children from the Cafe in order to meet an individual’s content, the firm will lose a large group of family customers. The website must be attractive enough to retain the customers as well as to attract new prospects. According to the report of Yankee group, website traffic is the main factor which determines the effectiveness of the company’s website (MBD 2, Competitive advantage). However, large degree of website traffic would not necessarily ensure large sales. Therefore, company must gradually assess the income generated from website traffic along with the number of acquisition of new customers and reduction in customer care calls so as to determine the success or failure of the website. The above discussed points are the primary requirements for a business website; whereas the actual business expansion necessitates some innovative conc epts. Firstly, the company must provide e-business facilities to their customer so that they can order required products through online transaction (e-business). People today wish to have immediate access to products and services in minimum time at less expense. Since the credit card using prepaid delivery system has simplified business transactions across the globe, this feasibility has been identified as one of the competitive advantages of modern firms. Customer retention In addition, Broadway Cafe should also arrange supply vehicles with employees in order to deliver ordered goods at the destinations right time. If the consumers are satisfied with the service, they will not switch their demand to other brands. As part of the business expansion, Broadway Cafe can also take advantage of the website in dealing with their suppliers. The website would help to interact with the suppliers in an effective way so that various costs associated with supply can be minimized to some extent. The website can also be deployed in order to ensure more conveniences to its employees. The application of e-banking would aid the company to easily cope with the payroll dealings; and it would also enable the company to eliminate the difficulties associated with the manual clerical work (United Bank). Company website is the best channel for conducting

The Most Turbulent Period in Modern America History Research Paper

The Most Turbulent Period in Modern America History - Research Paper Example In terms of racial inequality, no other time period has come to match the 1960’s in terms of turbulence and instability. This decade saw the uprising of African Americans who were fighting back against the widespread racism and inequality. These series of protestations came to be known as The Civil Rights Movement(Brunner, 2007). Although it began in prior decades, the movement grew in terms of size and effectiveness during this particular time period. Segregation was one of the forefront issues for those seeking equality. Segregation was the separation of African American and Caucasian peoples. This meant that the two races had separate schools, separate restaurants and bathrooms, even separate water fountains. The 1960’s featured the African Americans fighting back and demanding for segregation to be outlawed. Martin Luther King became an important figure and leader throughout this tumultuous time period and often spoke of the importance of peace in regard to the mult itude of riots which occurred as a result of these protests. The American government was compelled to react to the racial inequality as the voices of the African American people—and those who stood with them—grew louder. One such change took place in 1964 when the 24th Amendment was created which abolished the poll tax(Brunner, 2007). The poll tax was originally created in the mid to late 1800’s with the end of the Civil War and the beginning of Reconstruction. The poll tax made it so that people had to pay a specific tax in order to vote. This Jim Crow law made it virtually impossible for African Americans in the south to be able to vote as they often did not have the funds necessary to pay the tax. By abolishing the tax in 1964, one particular road block was removed for the African Americans who had been deterred from exercising their right to vote prior to this(Brunner, 2007). Another important change in terms of how America dealt with race relations also occurred in 1964 when President Johnson signed the Civil Rights Act of 1964. (Trueman, 2010) This important piece of legislature became one of the most significant events in American social policy. The basic premise of the Civil Rights Act prohibited discriminating against anyone based on race, color, religion, or creed(Brunner, 2007). Perhaps President Johnson was convinced to sign the legislature due to the fact that around the same time, the Freedom Summer occurred where both African Americans and Caucasians traveled down to the south in order to convince other African Americans to register for voting(Trueman, 2010). A great deal of violence, threats, and even murder occurred during this short time period which could have been a deciding factor for Johnson since the Civil Rights Act originally was conceived of four years earlier. It also made it possible for the government to end segregation(Brunner,2007). Schools slowly had to integrate African Americans into the student population and often times these instances were met with a great deal o f protest from racist Caucasians and media attention. Not only did America experience many important changes in racial equality, the country also began to experience an important shift in its culture. The cultural changes occurred because of the American youth in the 1960’s. Literature, music, and education were particularly impacted during this time period and reflected the evolving mindset of the decade. Some of the more influential books that were published included â€Å"

Refliction trip Essay Example | Topics and Well Written Essays - 1250 words

Refliction trip - Essay Example In fact a meeting will be held just shortly after you arrive referred to as A Welcome Aboard Meeting, whereby you are introduced to captain, staff captain and the hotel director. During this meeting you are informed about the rules and regulations followed by the board and also clarify any question you might have. In my case the leader was a Portuguese girl known as Sarah whereby she has worked for the company for two years. Sarah took the students through the bridge, that is the control room, whereby she introduced to us a girl who went ahead to explain to us how the captain of the ship works and how some of the devices he or she uses work. The girl also goes ahead and tells us how communication is carried on. For instance, she shows us how incoming private calls and also fax are forwarded to the crew member through the ships reception desk and also how the outgoing calls which can be either directly or indirectly can be forwarded through the ships radio station or any of the ships phone. In fact, she told us that outgoing faxes are usually handled through the ships radio station. In addition, she gave us a warning that cellular phones are not permitted on the ship that is, no one is suppose to use their phonecell. Moreover, she took us through the kids section where she went ahead to explain to us how they usually take care of them for instance, she told us the kids are given toys to play around with and their meals are served perfectly on time and also they are given snacks at specified hours. She took us to the pool side whereby we enjoyed a perfect swim. Sara also took us to the dinning room whereby it is referred to as the mess room. We were served with delicious meals, whereby each one eats the meal to their satisfaction. Shortly after our meal, Sara took us to the spa where we enjoyed the luxury. In fact, she told us that medical care was the most important benefit that

Leadership Theories Essay Example for Free

Leadership Theories Essay One of the earliest approaches for studying leadership was the trait approach. This approach emphasizes attributes of leaders such as personality, motives, values, and skills. Underlying this approach was the assumption that some people are natural leaders, endowed with certain traits not possessed by other people. Early leadership theories attributed managerial success to extraordinary abilities such as tireless energy, penetrating intuition, uncanny foresight, and irresistible persuasive powers. Hundreds of trait studies conducted during the 1930s and 1940s sought to discover these elusive qualities, but this massive research effort failed to find any traits that would guarantee leadership success. One reason for the failure was a lack of attention to intervening variables in the causal chain that could explain how traits could affect a delayed outcome such as group performance or leader advancement. The predominant research method was to look for a significant correlation between individual leader attributes and a criterion of leader success, without examining any explanatory processes. However, as evidence from better designed research slowly accumulated over the years, researchers made progress in discovering how leader attributes are related to leadership behavior and effectiveness. A more recent trait approach examines leader values that are relevant for explaining ethical leadership. Behavior Approach The behavior approach began in the early 1950s after many researchers became discouraged with the trait approach and began to pay closer attention to what managers actually do on the job. The behavior research falls into two general subcategories. One line of research examines how managers spend their time and the typical pattern of activities, responsibilities, and functions for managerial jobs. Some of the research also investigates how managers cope with demands, constraints, and role conflicts in their jobs. Most research on managerial work uses descriptive methods of data collection such as direct observation, diaries, job description questionnaires, and anecdotes obtained from interviews. Although this research was not designed to directly assess effective leadership, it provides useful insights into this subject. Leadership effectiveness depends in part on how well a manager resolves role conflicts, copes with demands, recognizes opportunities, and overcomes constraints. Another subcategory of the behavior approach focuses on identifying effective leadership behavior. The preferred research method involves a survey field study with a behavior description questionnaire. In the past 50 years, hundreds of survey studies examined the correlation between leadership behavior and various indicators of leadership effectiveness. A much smaller number of studies used laboratory experiments, field experiments, or critical incidents to determine how effective leaders differ in behavior from ineffective leaders. Power-Influence Approach Power-influence research examines influence processes between leaders and other people. Like most research on traits and behavior, some of the power-influence research takes a leader-centered perspective with an implicit assumption that causality is unidirectional (leaders act and followers react). This research seeks to explain leadership effectiveness in terms of the amount and type of power possessed by a leader and how power is exercised. Power is viewed as important not only for influencing subordinates, but also for influencing peers, superiors, and people outside the organization, such as clients and suppliers. The favorite methodology has been the use of survey questionnaires to relate leader power to various measures of leadership effectiveness. Other power-influence research used questionnaires and descriptive incidents to determine how leaders influence the attitudes and behavior of followers. The study of influence tactics can be viewed as a bridge linking the power-influence approach and the behavior approach. The use of different influence tactics is compared in terms of their relative effectiveness for getting people to do what the leader wants. Participative leadership is concerned with power sharing and empowerment of followers, but it is firmly rooted in the tradition of behavior research as well. Many studies used questionnaires to correlate subordinate perceptions of participative leadership with criteria of leadership effectiveness such as subordinate satisfaction, effort, and performance. Laboratory and field experiments compared autocratic and participative leadership styles. Finally, descriptive case studies of effective managers examined how they use consultation and delegation to give people a sense of ownership for decisions. Situational Approach The situational approach emphasizes the importance of contextual factors that influence leadership processes. Major situational variables include the characteristics of followers, the nature of the work performed by the leader’s unit, the type of organization, and the nature of the external environment. This approach has two major subcategories. One line of research is an attempt to discover the extent to which leadership processes are the same or unique across different types of organizations, levels of management, and cultures. The primary research method is a comparative study of two or more situations. The dependent variables may be managerial perceptions and attitudes, managerial activities and behavior patterns, or influence processes. The other subcategory of situational research attempts to identify aspects of the situation that â€Å"moderate† the relationship of leader attributes (e.g., traits, skills, behavior) to leadership effectiveness. The assumption is that different attributes will be effective in different situations, and that the same attribute is not optimal in all situations. Theories describing this relationship are sometimes called â€Å"contingency theories† of leadership. A more extreme form of situational theory (â€Å"leadership substitutes†) identifies the conditions that can make hierarchical leadership redundant and unnecessary (Chapter 8). Integrative Approach An integrative approach involves more than one type of leadership variable. In recent years it has become more common for researchers to include two or more types of leadership variables in the same study, but it is still rare to find a theory that includes all of them (i.e., traits, behavior, influence processes, situational variables, and outcomes). An example of the integrative approach is the self-concept theory of charismatic leadership (see Chapter 9), which attempts to explain why the followers of some leaders are willing to exert exceptional effort and make personal sacrifices to accomplish the group objective or mission.

Budgetary Process Essay Example for Free

Budgetary Process Essay â€Å"Identify and describe the key features that a budgetary process should achieve to achieve managerial goal congruent behaviour. However if budgets are over emphasised myopic behaviour may be observed where a manager (or groups of managers) takes action(s) that improve budgetary performance in the short term but may cause long term harm to the organisation† Discuss. A budget is a short term, often one year, business plan, usually expressed in financial terms (Atrill, Mclaney, 2011, p.314). There are three broad functions of budgeting, these are: quantification of plans, help in financial planning, and monitoring and controlling scarce resources through performance measurements. Throughout this essay I shall be discussing these three areas, breaking them down into seven more specific features of budgeting. Furthermore I shall discuss how myopic behaviour can cause long term harm to an organisation. Goal congruence means developing and maintaining the various activities within the enterprise in proper relationship to each other (Welsch, Hilton, gordan, 1988 p.50). From a managerial point of view this is better explained by making sure they are aware of the different goals set by multiply departments within the organisation; as well as making sure their own goals are in line with the organisations overall plans. There are seven key features that a budgetary process should achieve in order to achieve managerial goal congruent behaviour. The first key feature is authorization, this makes managers accountable for their actions/spending and helps prevent fraud in an organisation (Atrill, McLaney, 2011). For an organisation it is important to make the right choice between a centralised control of the budget, where the organisations overall aspirations are at the heart of any decision making, or to delegate the responsibility to subordinates who will have a better understanding of their local environment. Usually a mixture of centralised and delegated control is chosen, giving some responsibility to subordinates to maintain motivated (Berry, Broadbent, Otley, 2005 p.108). Goal congruence is best achieved by using authorization in the budgetary process to keep Managers / Subordinates clear on what is expected of them from a financial point of view. The next four functions come into effect when planning a budget. Forecasting is critical in preparing an organisation for what is to come in the future, â€Å"looking ahead must be better than moving forward with eyes closed† (Garrett, 2010). It involves calculating many variables in order to predict future economic conditions as well as how governments and competitors will behave. On top of this, the company needs to forecast how the relationship between price and demand will change. Planning links in closely with forecasting as both use secondary data to help organisations determine what to do next. Drury (2004) states that managers are encouraged to plan whilst preparing the budget so that they can consider what changes may occur and how they can respond. An organisation needs to plan out how they are going to treat upcoming circumstances, for example seasonal changes, trends in the market and the likely hood of the company incurring growth or decline. A combination of forecasting and planning enables managers to remain goal congruent as they are aware of what is expected from them and what is expected to happen to the market or organisation in the future. This allows them to have a better understanding of how they are going to achieve their goals and helps keep them focused and in line with the organisation. Berry, Broadbent, Otley, (2005) states the budgetary process provides, in different ways, a focus for forecasting and planning, whilst serving as a channel for communication and coordination. Communication is a critical part of the budgetary process as it is vitally important that each area of the organisation is given a budget that is relevant to the overall goals of the organisation as well as to their specific needs. It is extremely difficult to keep every area of the business content with the budgetary targets and goals set. Individual areas in a business will be competing with each other when relating to funding, resources etc. Goal congruence is achieved through communication by making sure communication is efficient between the different hierarchical levels and between each department. Most organisations form a budgetary committee which includes the senior management that are responsible for designing the strategy; they also receive the initial budgets from each functional man ager (Weetman, 2010, p.319). This will enable swift and clear transparent communication when negotiating the budget, resulting in the best possible budget for each area of the business, whilst achieving the organisations overall aspirations. The final feature of a budget that comes into effect during the planning stage is control / coordination. I have touched upon coordination in the budget process whilst talking about communication as there cannot be effective control/coordination without effective communication and vice versa. Control is critical in planning budgets, as it is important to make sure each area of the business is accountable for its actions, as well as being able to link the budget/targets for each area together to compensate for possible weaknesses in the organisation. Such weaknesses arise when one area of the organisation is relying on another area that cannot commit to what is needed (Weetman, 2010, p.325). Having coordinated budgets allows superiors in the organisation to realise where there are weaknesses early on and counteract the negative effect. An example of this would be out sourcing if the work load for one area of the business is more than it can handle. Budgetary control is often implement ed through cost centres or profit centres. Profit centres allow centralised responsible for revenue, expenses and profit. Whereas a cost centre enables responsibility for mainly costs (expenses) (Welsch, Hilton and gordan, 1988 p.597). These again support goal congruence as the business as a whole is able to see how each specific sections of the organisation is financially performing and whether or not they are helping to achieve the company’s aspirations. Motivation and evaluation are features of budgets that come into effect once the budgets are active. Motivation in budgeting can make or break how goal congruent managers are as motivation in budgeting is an extremely tricky procedure. It has been proven that budgetary targets can indeed improve staff motivation. However too soft a target will make it too easy for staff to achieve and therefore staff performance may fall, whereas setting targets that are deemed unachievable are also likely to decrease performance. Geert (1968) reached the conclusion that provided the budget does not exceed the highest target acceptable to an individual; the results will increase in line with increasing difficulty. A budget allows organisation to set targets and goals that are then compared with actual performance and evaluated. When using budgets (that have been used for motivational purposes) for evaluation, managers need to be careful not to look on small deviations to harshly. A motivational budget is harder to achieve as it is there to improve performance and efficiency in the organisation (Drury, 2004, p.595). Managers should remember that the budget is financially based and evaluating areas such as innovation, corporate social responsibility, staff moral and customer satisfaction are also important to the organisation when evaluating good performance. â€Å"In the context of dynamic demand analysis, habit formation is defined to be â€Å"myopic† when in each period the individual takes into account his consumption history but does not recognise the impact of his present consumption decisions on his future tastes,† (Pashardes 1986).Myopic behaviour is where individuals, organisations or managers focus solely on the short term. In an accounting context this can be extremely detrimental to an organisation’s long term goals, as managers are more focused on achieving their short term budgetary plans than looking at the company’s overall targets. A myopic mind can bring many problems to an organisation’s none financial goals. If managers are too focused on ach ieving there budgetary targets it can stifle the creativity and risk taking culture of the organisation (CIMA, ICAEW, 2004). This intern can have dramatic long term effects on an organisation’s creativity and entrepreneurial ability, as it is critical for them to move forward and develop as an organisation. A prime example of this can be seen with the demise of Woolworths, â€Å"history might have been different had woolworths not clung to its time-served ‘pic and mix’ business model† (Boje, Burnes and Hassard, 2012, p.332). In the retail industry it should be critical for managers to remain focused on keeping their store modern. It is proven that modernised stores can set higher prices, leading to larger profits, due to a higher net value added (Hemashree, 2008). Clearly Woolworth lack of enthusiasm towards modernising their stores and being too focused on cutting costs lead to a negative operating environment, hindering their chance of survival. A myopic approach to budgetary goals leads to a concentration on cost reduction and not value creation for managers. For any retailer like Woolworths, managers know that staff take up a huge amount of the companies costs. In the short term it becomes increasingly tempting for managers to enforce staff redundancies to help achieve those targets set by superiors (Berry, Broadbent, Otley, 2005). The actions of cost cutting by retail managers including Woolworths, for example reducing staff during seasonal change (e.g. after Christmas), would cause long term costs to the organisation. Instead of paying high costs due to seasonal staff redundancies and staff training, organisations could reduce staff hours during low points in trading then increase staff hours in line with increasing sales. As well as hindering the organisations ability to think of new ideas, the budgetary process can also have an effect on future development that is already in the pipeline. New projects are often put on hold by organisations which become more worried about meeting financial targets, than trying to expand the company and launch into new markets or create new products. IBM’s budgetary process became so long during the 1970’s that it took 18 months to complete their ‘annual’ planning cycle (Hope, Fraser, 2003, p.7). IBM’s management were affected by another budg etary related issue; becoming excessively inward focused to the point where they were unaware of competitor’s behaviour. Due to their high planning cost this lead them to be unable to, and lacking the agility and ability, to counteract (CIMA, ICAEW, 2004). Whilst competitors like Apple were becoming innovated and pushing through their new ideas involving personal computers, IBM were too busy focused on how they, as market leaders, were going to launch the next big thing. IBM misread the personal computer revolution and was unable to react to lower cost advanced computers created by competitors (Hope, Fraser, 2003). â€Å"Keeping an eye on the potential risks and changes in the operating environment is essential – as one delegate noted, budgeting may provide you with a map but if you drive with your eyes closed, you will crash anyway,† (CIMA, ICAEW, 2004). There are many methods or remedies that IBM and Woolworths could off used to prevent the budgetary problems associated with myopic behaviour. Beyond-budgeting is a modernised version of the traditional budgeting process that allows botto m up empowerment. This seems to be the best way for organisations to adjust to the fast changing world of the information age (Hope and Fraser, 2003). IBM were affected by being inward focused and unaware of competitors actions. If IBM had been aware of the new beyond-budgeting process they would have been setting their goals in relation to beating their competitors and not the budget (principle 7) (de Waal, 2005). This would of kept them market focused and enabled them to react faster to their competitors actions instead of misreading the market. Driver based planning and budgeting would of, again benefited IBM by helping to shorten their ‘annual’ budgetary process. Incorporating operational drivers would have meant IBM could reforecast on request and would have been agile enough to adapt to uncertain trading conditions (Barrett, 2005). This process as well as enforcing beyond-budgeting principles could off shortened the planning process involving three thousand people that IBM had in place. Woolworth main problem, like many organisations suffering from managerial myopic behaviour, was a lack of innovation. They became too focused with cost cutting practices, trying to achieving budgetary goals. â€Å"Everybody has a sandpit to play in. my sandpit financially is my control plan, If I stay within it, I’m free to play† (Marginson, Ogden, 2005). Keeping innovated and flexible is critical to achieve the organisations long term goals as well as meet short term budgetary targets. In conclusion, traditional budgets are seen as being incapable of meeting the demands of the competitive environment and are criticized for impeding efficient resource allocation and encouraging dysfunctional behaviour such as myopic decisions (deWaal, Hermskens-Janssen, Van de Ven, 2011). I have demonstated how individual beyond budgeting principles can add to traditional budgeting to support organisations, using examples of IBM and Woolworths to demonstrate. De Waal (2005) states that research shows the more beyond-budgeting principles an organisation implements, the better it performs. A combination of budgeting and beyond-budgeting principles allows managers to balance the inherent rigidity of their budgets with the more organic processes of innovation. (Marginson, Ogden, 2005). Using the key principles of beyond budgeting enables managers to focus on achieving long term goals, in line with the organisation’s overall objectives, as well as helping to speed up and modernise the traditional budgetary process. It is however important to remember that the features of a traditional budget are extremely important to most organisations. â€Å"Budgeting provides an overall framework of control without which it would be impossible to manage,† (CIMA, ICAEW, 2004). References Atrill, P., Mclaney, E., 2011. Accouting and Finance for non specialists. 7th ed. Essex: Pearson Education Limited. Barrett, R., 2005. Budgeting and Reforcasting, Financial Management. Berry, A. J., Broadbent, J., Otley, D., 2005. Management Control. 2nd ed. Hampshire: Palgrave Macmillan. Boje, D., Burnes, B., Hassard, J., 2012. The Routledge Companion to Organisational Change. Oxon: Routledge. CIMA., ICAEW., 2004. Better Budgeting. London: Silverdart Ltd. de Waal, A., 2005. Insights from Practice is your Organisation ready for Beyond-Budgeting?, Measuring Business Excellence. Q Emerald Group Publishing Limited, 9 (2) (November) pp. 56-67. de Waal, A., Hermkens-Janssen. M., Van de Ven, A., 2011. The Evolution Adoption Framework. Emerald Group Publishing Limited. Drury, C., 2004. Management and Cost Accounting. 6th ed. London: Thomas Learning. Garrett, K., 2010. Budgeting. ACCA. Geert, H., Hofstede., 1968. The Game of Budget Control. London: Tavistock Publication. Hemashree, A., 2008. A Study on Working of Modern and Traditional Retail Outlets. Dharwad: University of agricultural sciences. Hope, J., Fraser, R., 2003. Beyond Budgeting. United States: Harvard Business School Publishing Corporation. Marginson, D., Ogden, S., 2005. Budgeting and Innovation, Financial Management. Pashardes, P., 1986. Myopic and Forward Looking Behaviour in a Dynamic Demand System, International Economic Review. Wiley, 27 (2) (June), pp.387-397. Weetman, P., 2010. Management Accounting .2nd ed. Essex: Pearson Education Limited. Welsch, G. A., Hilton, R. W., Gordan, P. N., 1988. Budgeting Profit, Planning and Control. 5th ed. New Jersey: Prentice Hall.

Calculations of Rare Earth (Y, La and Ce) Diffusivities

Calculations of Rare Earth (Y, La and Ce) Diffusivities First-principles calculations of rare earth (Y, La and Ce) diffusivities in bcc Fe Xueyun Gaoa,b,[*], Huiping Rena, Chunlong Lia,c, Haiyan Wanga, Yunping Jia, Huijie Tan a ABSTRACT: The impurity diffusivities of rare earth elements, Y, La and Ce, in bcc Fe have been investigated by the first-principles calculations within nine-frequency model. The microscopic parameters in the pre-factor and activation energies have been calculated. For the three elements, the first nearest-neighbor solute-vacancy interactions are all attractive, in which Y and La solute atoms more favorably bond to the vacancy. The solute-vacancy binding energy can be explained in terms of the combination of the distortion binding energy and the electronic binding energy, and the decomposition results of the total solute-vacancy binding energy suggest that the strain-relief effect accounts for larger portion of the binding energy for Y and La than that for Ce. The diffusion coefficients of Y are one order of magnitude larger than that of La, and predicted to be comparable to that of Fe self-diffusion. Compared with Y and La, Ce shows large migration energy and small solute-vacancy att ractive interaction, which accounts for the lowest diffusivity of this element. Keywords: Diffusion; Rare earth; Bcc Fe; First-principles calculations 1. Introduction In the past years, the addition of rare earth (RE) elements has been regarded promising in steels. A series of beneficial research for the development of rare earth addition have been focused on the purification and modification of inclusion, since RE elements are characterized by significant negative free energy changes for compound formations [1-3]. RE doping also improve the high-temperature oxidation resistance and the corrosion resistance of steels due to the reactive-element effect (REE) [4,5].In addition, the solidification, phase transformations, recrystallization behavior, of steel can be improved by adding RE [6, 7]. Knowledge of the above mentioned mechanism is essential to understand the influence of RE additions on the physical, chemical and various properties of steels. In spite of the progress so far in RE application, it is apparent that many questions still remain rather controversial. A thorough theoretical study on the diffusivities of RE elements in Fe-based alloy is still lacking, which is essential for understanding the effects of RE on the structure and properties of steel, and is also helpful for designing and preparing RE doped steels [8]. For the three commonly used RE elements, Y, La and Ce, to our knowledge, only the diffusion coefficient of Y has been reported [9]. The diffusion of substitutional-type solute is mainly controlled by vacancy mechanism. In this case, the interaction of solute atom with vacancy plays significant roles in understanding of the diffusion properties of solutes. To understand the microstructure evolution in bcc Fe alloy, DFT method has been applied in calculations of the binding energies of solute atom with vacancy [10]. Based on the nine-frequency model of Le Claire, Ding and Huang et al. [11,12] developed a computational framework to calculate the solute diffusion coefficients in bcc Fe, which presents an effective method in investigation of the diffusion properties in bcc Fe alloy. The purpose of this work is to investigate the impurity diffusivities of rare earth elements, Y, La and Ce, in bcc Fe by the first-principles calculations within nine-frequency model and the semi-empirical corrections for magnetization[11,13], calculate the associated solute-vacancy binding energies, migration energies, pre-factors and activation energies for these impurity diffusivities, as well as the self-diffusion coefficient of Fe, thus discuss the related factors of the diffusion coefficients. 2. Methodology The temperature dependence of diffusion coefficient D is expressed in the Arrhenius form D=D0exp(-Q/kBT), where D0 and Q are the pre-factor and activation energy, respectively. Below the Curie temperature, the self-diffusion and solute diffusion coefficients in bcc Fe deviate downward from the Arrhenius type relationship extrapolated from the paramagnetic state [14]. These deviations are attributed to the change of magnetization which affects the diffusion activation energy. To investigate the effect of magnetic disorder on the diffusion activation energy of spin-polarized metals, Ding et al. [15] reported a first-principles approach based on the spin-wave DFT method for studying the self-diffusion of bcc Fe and fcc Co, and the calculated values of ÃŽÂ ± agree well with the experimental data. More recently, by combination of the first-principle calculations and Heisenberg Monte Carlo simulations, Sandberg et al. [16] presented a quasi-empirical model to study the magnetic contribu tion to the self-diffusion activation energy of bcc Fe. Murali et al. [17] conducted a systematic study of the effects of phonon and electron excitations on the free formation energy of vacancy, the solute-vacancy binding energy, and the vacancy migration energy in bcc Fe. The authors then calculated the Fe self-diffusion coefficient based on the computed free energies, by employing the semi-empirical model presented in Ref. [18]. The diffusion associated data yielded by these methods are in good agreement with experiments. We employ the semi-empirical model to describe the dependence of the diffusion activation energy on the magnetization in the ferromagnetic state [18]: QF(T)=QP[1+ÃŽÂ ±s(T)2] (1) where QP is the activation energy in the paramagnetic state; s(T) is the ratio of the magnetization of bcc Fe at a certain temperature T to that at 0K, and has been experimentally measured [19,20]; the constant ÃŽÂ ± quantifies the extent of the influence of magnetic on activation energy, the measured value of ÃŽÂ ± for Fe self-diffusion is 0.156 [11].In the case of the solute species investigated in this context that have no measured ÃŽÂ ± values available, the values can be estimated from a linear correlation with the induced changes in local magnetization on Fe atoms in the first and second neighbor shells of a solute atom [21]. The first-principles calculations give direct access to the magnitude of the activation energies for self- and solute diffusion in the fully ordered ferromagnetic state (T=0K). Given the values of ÃŽÂ ± and s(T), we can compute QP through the relation , and QF(T) from Eq. (1). We based the diffusion calculations on the assumption that the mechanism of diffusion is primarily monovacancy mediated. The self-diffusion and solute diffusion coefficients on a bcc lattice can be expressed as following [11,22]: Dself=a2f0Cvw0 (2) Dsolute=a2f2Cvw2(-ΆGb/kBT) (3) where a is the bcc lattice constant, f0=0.727 is the self-diffusion correlation factor, f2 is the correlation factor for solute diffusion which depends on the relative vacancy jump frequencies around the solute atom. Cv denotes the equilibrium vacancy concentration, can be written as Cv=exp(ΆSf /kB)exp(-ΆHf /kBT), where ΆSf and ΆHf are the vacancy formation enthalpy and entropy, respectively, the harmonic approximation makes these two become temperature-independent constants. and kB is Boltzmanns constant. w0 and w2 are the vacancy hopping frequencies for Fe and solute atoms to exchange with a nearest-neighbor vacancy, respectively. Based on transition state theory (TST), the vacancy hopping frequency w is written as , where and are the phonon frequencies in the initial state and transition state, and the product in the denominator ignores the unstable mode; ΆHmig is the migration energy, gives the energy difference for the diffusin g atom located at its initial equilibrium lattice position and the saddle-point position. The solute-vacancy binding free energy ΆGb can be expressed as ΆGb =ΆHbTΆSb, where ΆHb and ΆSb are the binding enthalpy and entropy, respectively. The correlation factor f2 can be calculated using the nine-frequency model developed by Le Claire [13] which involves different jump frequencies of vacancies to their first neighbor position in the presence of the solute atoms, as illustrated in Fig. 1. In this model, the interaction of solute-vacancy is assumed up to second neighbor distance. The nine frequencies shown in Fig. 1 illustrate all of the distinct vacancy jumps in a bcc system with a dilute solute concentration, including the host Fe atom jump w0 without impurity. The detailed calculation procedures could be found in Ref. [11]. Fig. 1. Schematic illustration of the nine-frequency model for the bcc Fe crystalline with a solute atom. The arrows denote the jump directions of the vacancy. The numbers in the circle represent the neighboring site of the solute atom. For convenience, we can represent the self- and solute diffusion equations (Eqs.(2) and (3)) in Arrhenius form to obtain the pre-factor and activation energy of diffusion. By combining the above Eqs., the diffusion coefficient for Fe self-diffusion and solute diffusion can be expressed as: (4) For self-diffusion, the pre-factor is, and the activation energy given as . Also, the solute diffusion coefficient can be expressed in an Arrhenius form with the pre-factor is, and. The first-principles calculations presented here are carried out using the Vienna Ab initio Simulation Package(VASP) with the projector augmented wave(PAW) method and the generalized gradient approximation of Perdew-Burke-Ernzerhof functional(GGA-PBE) [23]. All calculations were performed in spin polarized. The computations performed within a 4à ¯Ã¢â‚¬Å¡Ã‚ ´4à ¯Ã¢â‚¬Å¡Ã‚ ´4 supercell including 128 atoms. The binding, vacancy formation and migration energies were calculated with 300eV plane-wave cutoff and 12à ¯Ã¢â‚¬Å¡Ã‚ ´12à ¯Ã¢â‚¬Å¡Ã‚ ´12 k-point meshes. The residual atomic forces in the relaxed configurations were lower than 0.01eV/Ã…. The transition states with the saddle point along the minimum energy diffusion path for vacancy migration were determined using nudged elastic band (NEB) method [24] as implemented in VASP. We adopt the harmonic approximation (HA) to consider the contribution of normal phonon frequencies to free energy. The normal phonon frequencies were calcu lated using the direct force-constant approach as implemented in the Alloy Theoretic Automated Toolkit (ATAT) [25] package. Similar cutoff energy, k-point mesh size and supercell size used for the total energies were used for the vibrational calculations. 3. Result and discussion Table 1 illustrates our calculated energies for vacancy formation, migration and binding, as well as the constant ÃŽÂ ± for solute species, the associated paramagnetic activation energies and fully ordered ferromagnetic activation energies for both self- and solute-diffusion. For pure bcc Fe, the vacancy formation energy and migration energy obtained here are consistent with the reported range of values, ΆHf=2.16-2.23 eV and ΆHmig=0.55-0.64 eV [11,26,27]. For Y impurity in bcc Fe, the calculated vacancy binding energy in full ordered ferromagnetic state also compare well with the previous first principles work [28], in which ΆHb=-0.73 eV. It can be seen that Y and La have smaller activation energy than that for Fe self-diffusion, while Ce is predicted to have a lager value of activation energy than that for Fe self-diffusion, in both the ordered ferromagnetic and paramagnetic state. Table 1 Vacancy formation energy ΆHf , solute-vacancy binding energy ΆHb, migration energy ΆHmig, the ferromagnetic activation energy and the paramagnetic activation energy QP; the variable dependence parameter of activation energy on magnetization ÃŽÂ ±. Fe Y La Ce ΆHf(eV) 2.31 à ¢Ã¢â€š ¬Ã¢â‚¬â„¢ à ¢Ã¢â€š ¬Ã¢â‚¬â„¢ à ¢Ã¢â€š ¬Ã¢â‚¬â„¢ ΆHb (eV) à ¢Ã¢â€š ¬Ã¢â‚¬â„¢ -0.69 -0.66 -0.43 ΆHmig (eV) 0.54 0.09 0.17 1.09 ÃŽÂ ± 0.156 0.088 0.038 0.125 (eV) 2.85 1.71 1.82 2.97 QP (eV) 2.47 1.57 1.75 2.64 Solute-vacancy binding energy plays a crucial role in understanding solute diffusion kinetics. Table 2 presents the binding energies of Y, La and Ce atoms with vacancy in their 1nn, 2nn and 3nn coordinate shells. From Table 2 it can be seen that referring to the first nearest-neighbor solute-vacancy pairs, the binding energies are all negative, which implies the solute-vacancy pairs are favorable. Specifically, Y and La impurities are computed to have higher values of solute-vacancy binding energies -0.69 eV and -0.66 eV in 1nn configuration, respectively, while that for Ce is -0.43 eV. Correspondingly, we found that Y, La and Ce atoms relax towards the 1nn vacancy by 22.3%, 19.6% and 12.2% of the initial 1nn distance (2.488 Ã…) after the structure optimization. The interactions of the solute-vacancy pair at the 2nn shells tend to be smaller in magnitude than that of 1nn, and that of Ce-vacancy predicted to be repulsive. The interactions of the 3nn solute-vacancy are relatively we ak, indicating that the interactions of the solute-vacancy are local. According to Le Clair model [13], in the situation that the interactions of the first and second nearest solute-vacancy neighbors are appreciable, the nine different jump frequencies should be considered. To obtain information on the origin of these attractive behaviors, we decompose the total binding energy into the distortion binding energyand the electronic binding energy as [29] . The distortion binding energy can be obtained by the distortion reducing of the bcc Fe matrix when a solute atom and a vacancy combine to form a solute-vacancy pair, and can be expressed as: (5) where and can be calculated as follows: after the supercell containing a solute-vacancy pair (or a substitutional atom) has been fully relaxed, the solute-vacancy pair (or the substitutional atom) is removed from the system, then the total energy can be calculated. denotes the total energy of the pure bcc Fe supercell, and denotes the total energy of the supercell containing a vacancy. Then can be calculated from . The calculated solute-vacancy binding energies of 1nn, 2nn and 3nn are shown in Table 2, along with the energy decomposition for 1nn solute-vacancy binding. The distortion energies (-0.31 to -0.65 eV) for all solute elements(Y, La and Ce) are negative, and much bigger than their corresponding electronic binding energies (-0.04 to -0.12 eV). This implies that the distortion energy accounts for a major part of the total solute-vacancy binding energy, i.e. the strain relief effect contributes significantly to the interaction between the impurity atom and the vacancy, esp ecially for the solute Y and La, which accounted for 94.2% and 97.0% of the total binding energy, respectively. Furthermore, there is a strong correlation between the binding energy and the distance of the solute-vacancy, and the lattice relaxation around the vacancy is local. For the case of Ce-vacancy , specifically, we found that Ce atom relax away from the 2nn vacancy by 4.3% of the initial 2nn distance, which leads to the positive binding energy. Table 2 Decomposition of the total solute-vacancy binding energy into distortion binding energy and electronic binding energy. Units are eV. Solute element Y La Ce ΆHb (1nn) -0.69 -0.66 -0.43 (1nn) -0.65 -0.64 -0.31 (1nn) -0.04 -0.02 -0.12 ΆHb (2nn) -0.16 -0.21 0.10 ΆHb (3nn) -0.06 0.09 -0.05 The calculated migration energies of the different vacancy jumps corresponding to the paths in Fig. 1 are listed in Table 3. The migration energies of w2 jump for Y and La are lower than that of w0 jump for host Fe atom (0.54 eV), while the migration barrier of Ce in bcc Fe is higher than that of Fe self-diffusion. The migration barrier of w2 jump for Y is 0.09 eV, comparable to the reported value of 0.03 eV and 0.02 eV [9, 30]. The results indicate that there is a correlation between the binding energy of solute-vacancy and the migration energy, i.e. the strong attraction of solute-vacancy in 1nn configuration gives rise the low migration energy of the corresponding vacancy jump. For the three solute atoms, because of the strong attraction of 1nn solute-vacancy, the migration barriers of which the 1nn vacancy jump away from the solute atom, i.e. w3, w3, and w3, are higher than that of the opposite jumps, i.e. w4, w4, and w4, as well as that of Fe self-diffusion in pure bcc Fe. And t he same tendency can be found in the results of jump w5 and w6. Table 3 Migration energies for different jumps in the presence of Y, La and Ce in bcc Fe matrix. Units are eV. Jump Y La Ce w2 0.09 0.17 1.08 w3 1.81 1.84 1.55 w4 0.91 0.99 0.92 w3 0.93 1.23 1.07 w4 0.04 0.03 0.08 w3 0.86 0.92 0.87 w4 0.12 0.05 0.11 w5 0.94 0.98 0.89 w6 0.69 0.67 0.82 The correlation factor f2 is related to the probability of the reverse jump of a solute atom to its previous position [31]. Table 4 lists the calculated values of correlation factors for Y, La and Ce at representative temperatures of 850, 1000 and 1150K. The correlation factor of Y is 3.3ÃÆ'-10-5 at 1000K, close to the value of 1ÃÆ'-106 obtained by Murali [9]. For the three elements, the correlation factors of Ce have the highest values, and the correlation factors of La are one order of magnitude lower than that of Y. Therefore, Ce atom is the most difficult to return back to its original position in the temperature range of our investigation. Including the smallest binding energy, highest migration energy and correlation factor, provides an explanation for the low diffusivity of Ce atom. Table 4 Correlation factors (f2) for Y, La and Ce solute-diffusion at representative temperatures of 850, 1000 and 1150K. T(K) Y La Ce f2 f2/ f0 f2 f2/ f0 f2 f2/ f0 850 6.4ÃÆ'-106 1.111 2.9ÃÆ'-107 1.264 0.379 1.373 1000 3.3ÃÆ'-10-5 1.070 2.4ÃÆ'-106 1.223 0.381 1.370 1150 1.2ÃÆ'-104 1.034 1.4ÃÆ'-10-5 1.188 0.383 1.367 Table 5 lists the calculated diffusion activation energies and pre-factors for Fe self-diffusion and Y, La and Ce impurity diffusion. For pure bcc Fe, we find our calculated results are in good agreement with the published values. For Y impurity in bcc Fe, the calculated activation energy in full ordered ferromagnetic state is lower than the previous first principles work, and the pre-factor is as much as two orders of magnitude lager than the reported value. The experimental or calculated diffusion coefficients of La and Ce are not available to the best of our knowledge. For the case of experimental investigation, due to the very small solubilities of La and Ce in iron, the measured data may be affected by segregation of solutes, grain boundary, other impurities and the method of detection. Besides, the theory calculations, e.g. molecular dynamics (MD), first-principles etc. have not been applied widely in the study of RE contained steel yet, so the fundamental data of RE elements i n iron, such as the potential functions of Fe-La and Fe-Ce, is lacking. Table 5 Activation energies in the fully ordered ferromagnetic state () and paramagnetic state (QP), along with diffusion pre-factors for Fe self-diffusion and impurity diffusion of Y, La and Ce in bcc Fe. Reference (kJ mol-1) QP(kJ mol-1) D0(m2/s) Fe Present work 275.3 238.1 2.99ÃÆ'-10-5 Huang et al. [11] 277 239 6.7ÃÆ'-10-5 Nitta et al. [32] 289.7 ±5.1 250.6 ±3.8 2.76ÃÆ'-10-4 Seeger[33] 280.7 242.8 6.0ÃÆ'-10-4 Y Present work 165.9 159.9 1.09ÃÆ'-109 Murali et al. [9] 218.1 à ¢Ã¢â€š ¬Ã¢â‚¬â„¢ 8.0ÃÆ'-107 La Present work 175.6 169.2 2.88ÃÆ'-1010 Ce Present work 286.3 275.8 7.66ÃÆ'-106 Fig. 2 presents a direct comparison between the calculated and published temperature dependent diffusion coefficients for Fe self-diffusion and Y solute diffusion. For Fe self-diffusion, the calculated values are in good agreement with Huang et al. [11] and Nitta et al. [29], but smaller than the measured d

Never The Sinner - Production Critique :: essays research papers

This paper is a critique of a production of Never the Sinner, a murder drama written by John Logan, which was performed and produced by the Department of Theatre and Dance at E.S. Strother Theatre located on the campus of Ball State University. Director Judy E. Yordon captures the viciousness and brutality of the murder of an innocent, young boy in this dramatic account of a homicide at the hands of two young men who are intertwined in a dark, sexual relationship. During the murder and trial of â€Å"the crime of the century† the director and cast portray to the audience the sheer violence and torment these two men are willing to affect on another human being for the utter enjoyment of killing another person. This is done by exposing the events of the murder to the audience and then allowing the audience to conclude the motive of the murder, by means of interpretation using the final scene as the keynote in the performance. I found the last scene of the performance to be rath er disturbing to say the least. The performers in the production were very suitable for the roles in which they were cast. Dustin Bennett (Nathan Leopold) and Andrew Burt (Richard Loeb) were excellent in their performance and portrayed their characters well. Both ideally fit the roles in which they were cast. As for the other five members of the cast they to were well suited in their roles and showed much talent in their ability to portray different characters in the same performance. Especially that of Natalie Ellis who portrayed both a girlfriend and a doctor in the play and who easily adapted to her changing roles within the scene. The actors knew their lines of dialogue and exactly what they were talking about, which made it easy for the audience to follow along. The actors could clearly be heard and had clear enunciation, expect during the scene of the trial, in which, the police officer was on the stand. This was in part due to the fact that he was seated in an area beside the audience and it was hard to make out what he was saying because the audience was blocking him from my view. The voice the characters used was appropriate, especially during the trial when the attorneys were speaking and when Germaine Rheinhardt was on the stand. The men were harsh, loud and assertive and Germaine spoke in her sweet, innocent and naive voice when answering their questions.

The Microbiology of the Vibrio cholerae Bacterium Essay -- Biology Bac

The Microbiology of the Vibrio cholerae Bacterium Abstract Cholera is a deadly disease that has caused a worldwide phenomenon throughout history. Its imperative weapon, the Vibrio cholerae bacterium, has allowed cholera to seize control and wipe out a huge percentage of the human population. V. cholerae’s toxins are the primary causes of cholera’s lethal symptoms. The bacterium contains toxins that help it accomplish its job of invading the human system and defeating the body’s powerful immune system. With its sibling bacterium Escherichia coli, V. cholerae has become one of the most dominant pathogens in the known world. V. cholerae’s strategies in causing the infamous deadly diarrhea have been widely studied, from the irritation of the intestinal epithelium to the stimulation of capillary leakage, as well as the internal effects of the disease such as the Peyer’s patches on the intestinal walls. Overall, the Vibrio cholera bacterium has made cholera a tough disease to overcome, and because of its deadly virulence factors, cholera has become one of the most frightening diseases a human body could ever encounter. Introduction Cholera is a diarrheal illness in the intestinal tract caused by the gram negative bacterium Vibrio cholerae. Vibrio cholerae is a member of the family vibrionaceae and of the genus Vibrio, which are fresh, brackish, or saltwater dwelling anaerobes that have the ability to ferment. Vibrios are highly halophilic, which means that they need salt-rich environment in order to thrive. They are usually rod-shaped and are either straight or curved, and are very sensitive to acid. Vibrios are motile organisms that travel with a single flagellum, and depend on saccharose sugar and starch for their growth a... ...holera†. 2005. University of Wisconsin-Madison Department of Bacteriology. 20 July 2007. 4.) Finkelstein, Richard A. â€Å"Cholera, Vibrio cholerae O1 and O139, and Other Pathogenic Vibrios" 5.) "Vibrio cholerae." Online Image. 6 June 2001. MIT Design That Matters: Health Group Design Project. University of Wisconsin. 23 July 2007 6.) "Vibrio cholerae Attachment and Colonization in Experimental Rabbits." Online Image. Cholera, Vibrio cholerae O1 and O139, and Other Pathogenic Vibrios 23 July 2007 7.) "Sodium Movement." Online Image. Optimizing the Intestinal Health Of Baby Calves. Merriks Inc. 24 July 2007 The Microbiology of the Vibrio cholerae Bacterium Essay -- Biology Bac The Microbiology of the Vibrio cholerae Bacterium Abstract Cholera is a deadly disease that has caused a worldwide phenomenon throughout history. Its imperative weapon, the Vibrio cholerae bacterium, has allowed cholera to seize control and wipe out a huge percentage of the human population. V. cholerae’s toxins are the primary causes of cholera’s lethal symptoms. The bacterium contains toxins that help it accomplish its job of invading the human system and defeating the body’s powerful immune system. With its sibling bacterium Escherichia coli, V. cholerae has become one of the most dominant pathogens in the known world. V. cholerae’s strategies in causing the infamous deadly diarrhea have been widely studied, from the irritation of the intestinal epithelium to the stimulation of capillary leakage, as well as the internal effects of the disease such as the Peyer’s patches on the intestinal walls. Overall, the Vibrio cholera bacterium has made cholera a tough disease to overcome, and because of its deadly virulence factors, cholera has become one of the most frightening diseases a human body could ever encounter. Introduction Cholera is a diarrheal illness in the intestinal tract caused by the gram negative bacterium Vibrio cholerae. Vibrio cholerae is a member of the family vibrionaceae and of the genus Vibrio, which are fresh, brackish, or saltwater dwelling anaerobes that have the ability to ferment. Vibrios are highly halophilic, which means that they need salt-rich environment in order to thrive. They are usually rod-shaped and are either straight or curved, and are very sensitive to acid. Vibrios are motile organisms that travel with a single flagellum, and depend on saccharose sugar and starch for their growth a... ...holera†. 2005. University of Wisconsin-Madison Department of Bacteriology. 20 July 2007. 4.) Finkelstein, Richard A. â€Å"Cholera, Vibrio cholerae O1 and O139, and Other Pathogenic Vibrios" 5.) "Vibrio cholerae." Online Image. 6 June 2001. MIT Design That Matters: Health Group Design Project. University of Wisconsin. 23 July 2007 6.) "Vibrio cholerae Attachment and Colonization in Experimental Rabbits." Online Image. Cholera, Vibrio cholerae O1 and O139, and Other Pathogenic Vibrios 23 July 2007 7.) "Sodium Movement." Online Image. Optimizing the Intestinal Health Of Baby Calves. Merriks Inc. 24 July 2007

Aristotle :: biographies biography bio

Background Again, men in general desire the good, and not merely what their fathers had. - Aristotle, Politics * Aristotle was born in 384 BC at Stagira in northern Greece. * He was the son of Nicomachus, a physician with close connections to the Macedonian court. * Some believe it to be his father's influence that gave Aristotle his interest in anatomy and the structure of living things in general. * He was a Greek philosopher and scientist. Life / Career Education is the best provision for the journey to old age. - Aristotle * Aristotle went to Athens to study at Plato's Academy at the age of 17. He stayed for 20 years, first as a student and then as a teacher. * Aristotle moved to Assos, a city in Asia Minor, after the death of Plato in 347 BC. Here he counseled his friend, Hermias of Atarneus, and married Hermias' niece and adopted daughter, Pythias. * After Hermias' execution at the hands of the Persians in 345 BC, Aristotle travelled to Pella, the Macedonian capital. * In 342 BC, he began tutoring King Philip II's young son Alexander, who later became known as Alexander the Great. * When Alexander became king in 335 BC, Aristotle returned to Athens where he founded his own school, the Lyceum. * The Lyceum was involved in a greater range of subjects than the Academy, even during Plato's time. * The Lyceum was often refered to as the Peripatetic ('walking' or 'strolling') school because many teacher-student discussions took place while walking on its grounds. * Aristotle spent the last year of his life at a family estate in Chalcis on the Aegean island of what is now Evvoia. He died in 322 BC. # Many believe Aristotle to be the most influential philosopher in the history of Western thought. * The logic of this last century was based on much of his thoughts and logic.

Political Philosophy and the US Constitution: Influences of Locke and Mill Essay

The US Constitution offers an arrangement of the American governmental system. Interestingly, it was influenced by political philosophers whose works too had inspired people across the globe especially on the values of democracy. This essay is devoted on providing an account of how two men inspired the framers of our constitution namely, John Locke and John Stuart Mill. John Locke was one of the great political philosophers who would defend the existence of a government in our society. It is quite interesting how intellectuals like him begin the journey toward a parsimonious theory by looking deeply into the state of nature. Locke’s state of nature is one where humans have freedom. His was an optimistic view of how men, being equal amongst them establish order in the law of nature which is governed by reason. This reason guides men to avoid doing harm on anyone else’s liberty, health, life and possessions. Yet, men give up their state of nature to preserve their lives, liberties and estates or what he called- property. Read more: Constitution mini q answers essay Property is created by labor. The human effort mixed with natural resources is the criterion that justifies private property. Man’s desire to avoid the disadvantages of the state of nature given the scarcity of resources threatening life and freedom or his â€Å"state of war† is the root of man’s will to form a society and eventually a government, which is established not by a contract but by fiduciary trust. People consent to a political power for three reasons: the establishment of law, an impartial judge for law enforcement, and a penalty to punish law violators. Men formed government in order to preserve these liberties, lives and properties and since they are born with them then no government can take that away from them. Man has inalienable rights and liberty that must be protected- anyone who transgresses the law of nature and whose act causes injury upon others will ought to be penalized. He considers the legislature the highest body of government since it is the one hat preserves the society and creates the laws. According to Locke, the people become trustor and beneficiary while the legislature is the trustee. The legislature holds the supreme power according to Locke upon which the executive must be subordinate, yet the people remain above all organs of the government. These ideas were contained in his â€Å"Second Treatise of Government†, which were likewise adopted in the US Constitution. Locke argued that people has the sovereignty not the rulers. In the Declaration of Independence it was stated that, â€Å"governments derive their just powers from the consent of the governed. † This is an illustration of how Locke influenced the US Constitution by ensuring that the rulers are accountable to the people. The legislature assures that the law must apply to all; they must not be arbitrary and not oppressive; they must not raise taxes without people’s consent and; must not transfer its law-making body to anyone else. A presidential democratic system of government was preferred since Locke himself did not believe in the divine supremacy of a monarchy. The government does not have rights, only the people have. Locke asserts that the people have supreme power to remove or alter the legislative when they find a legislative act contrary to the trust reposed in them. Since property precedes government, and considering that it is the end to which men unite into a political society, the state then cannot take away any of his property without his consent. This is manifested in the Fourteenth Amendment to the constitution of the United States saying that, â€Å"no state shall deprive any person of life, liberty or property, without due process. † The Constitution itself that was chartered by the majority is higher than the rulers. The Supremacy Clause of Article VI establishes the â€Å"rule of law,† which supports the idea that the government itself, with the Congress and the Executive, must abide by the law. Locke too conceptualized on the â€Å"separation of powers† and governmental â€Å"checks and balances†. Locke believed that the importance of rationality as a human faculty, could overrule the interests of the public good if left unchecked in the legislature. He was also pessimistic of the concentration of powers in only one body of government as it could lead to tyranny and abuses. Locke’s theories of disobedience also shed light to the right of individuals to political association and political opinion. Accordingly, revolution is not only a right but also an obligation. It must be noted that people’s obedience to the government is due to the latter’s protection of their values. When government encounters dissolution from within- for instance when the president overrides the laws and defeats the legislature, the people are at liberty to erect a new government by changing persons, form of government or both. Failure of the state to provide or sustain that protection would result to people’s replacement of the government. There are three types of commonwealth according to Locke-democracy, monarchy, or oligarchy. Treating the Commonwealth as not necessarily a democracy for any type can be considered one if it promotes the public good, people always have the power to change government type determined by the holder of legislative power. Yet rebellion however is justified in the instances where the people are made miserable, could be avoided if free communication channels are maintained; besides revolution doesn’t occur in little mismanagement of the public affairs. There are better ways as initialized by the Constitution on how to formally replace ineffective leaders that is through impeachment and through peaceful elections. Hence, the overall contribution of John Locke to the US Constitution are the following; limited government, inalienable individual rights, and inviolability of property. The First Amendment of the US Constitution protects freedom of speech and expression. This is probably John Stuart Mill’s greatest contribution in political philosophy with application to US politics. Mill focused on how the practice of one’s absolute freedom like freedom of opinion and sentiment, which is an essential component of liberty, should prevail, as it is critical to the determination of truth and justice. According to him, unless absolute freedom of opinion and sentiment- scientific, moral and theological- is guaranteed, a society is not completely free. Mill guards against a tyranny of opinion and feeling. He guards against the tyranny of the majority, which is a result of ethical norms proposed by society. Hence, he referred to eccentricity as a character when and where strength has abounded, perhaps as a result of courage to pronounce one’s belief albeit there is already one that is generally accepted. Democracy should arise from a condition where majority has been able to show genius, courage and vigor-which are personalities of eccentrics. Mill calls for individualism and creativity. Mill explains his defense of expression of opinion using a utilitarian perspective- that maximization of one’s freedom is for the benefit of the society as it breeds human progress due to competition of ideas. First, Mill states that the â€Å"opinion which we silence may be true and in silencing it we assume our own infallibility; though the silenced opinion may be erroneous on the whole, it may be partly true, and because the prevailing opinion on any matter is rarely the complete truth, it is only by the collision of adverse opinions that the remainder of truth has any chance of being supplied; even if the prevailing opinion be the complete truth, it will inevitably become dogma, prejudice and formula unless it is exposed to the challenge of free discussion† (Ebenstein, 2000). Mill opposes majority rule, as it appears to him a domination of a specific class. He prefers representative government as it brings about representation of the minorities. This suggestion was adopted in the US Constitution specifically on the election of presidents and vice-presidents by Electoral College and by creating a legislature consisting of district representatives. Locke and Mill’s insights are useful in our political environments up to this date. They have enabled democracy to flourish in America by insisting on their liberal traditions. In international relations, their principles are similarly utilized in the promotion of rights and freedom as well as the protection of every state’s territory and the designation of international institutions, which are tasked to protect nations from abuses and external threats. References: Amar, Akhil Reed. America’s Constitution – A Biography. New York, NY: Random House, 2005. Ebenstein, William and Alan Ebenstein. Great Political Thinkers: Plato to Present. 6th Edition. Thomson Wadsworth. 2000. â€Å"John Locke†. Democracy and the Origins of Constitution. In http://www. sullivan- county. com/bush/constitution. htm Shields, Currin. â€Å"The Political Thought of John Stuart Mill. † In http://www. ditext. com/mill/rg/shields. html

Organizational Counseling Essay

Counseling is the service offered to the individual who is under going a problem and needs professional help to overcome it. The problem keeps him disturbed high strung and under tension and unless solved his development is hampered or stunted. Counseling therefore is a more specialized service requiring training in personality development and handling exceptional groups of individuals. Meaning of counseling Complex processes such as counseling are always difficult to define. In dictionary terms the word Counseling has a variety of meanings. It often implies the giving of advice or the recommendation of a particular course of action, presupposing that the one who is advising or recommending does so from a basis of superior knowledge and greater wisdom. The term also carries certain connotations which are derived from the legal use of the word ‘counsel’. In recent years, however, the word â€Å"counseling† has acquired a specific meaning as a technical term to describe a particular kind of therapeutic interaction between people. Many authors and institutions have defined counseling as follows: The steering committee of the Standing Committee for the Advancement of Counseling (UK) in 1969 offered the following definition. â€Å"Counseling is a process through which one person helps another by purposeful conversation in an understanding atmosphere. It seeks to establish a helping relationship in which the one counseled can express his/her thoughts and feelings in such a way as to clarify his/her situation, come to terms with some new experience, see his/her difficulty more objectively, and to face the problem with less anxiety and tension. Its basic purpose is to assist individuals to make their decision from among the choices available to them.† Three components which are essential if the meeting of two persons, one of whom has a problem, is to be termed â€Å"counseling† are the process, the objectives, the relationship. According to Brammer & Shostrom, â€Å"Counseling is defined as a way of relating  and responding to another person so that he/she is helped to explore his thoughts, feelings and behavior to reach a clear self-understanding. Also, the person is helped to find and use his/her strengths to be able to cope more effectively with making appropriate decisions, or taking appropriate action.† According to Makinde (1983) â€Å"Counseling is as an integrative process between a client, who is vulnerable and who needs assistance, and a counselor who is trained and educated to give this assistance. The goal of the interaction is to help the client learn to deal more effectively with him/herself and the reality of his environment.† According to Willey & Andrew, Counseling involves two individuals one seeking help and other a professionally trained person helped solved problems to orient and direct him to words a goals. Employee Counseling Counseling has been practiced in one form to other since the evolution of mankind. In every field which requires dealing with people, counseling is essential. Counseling is dyadic relationship between two persons; a manager who is offering help (counselor) and an employee whom such help is given (counselee). It may be formal or informal. Formal counseling is a planned and systematic way of offering help to subordinates by expert counselors. Informal counseling is concerned with day to day relationship between the manager and his subordinates where help is readily offered without any formal plan. Every manager has a responsibility to counsel his subordinates. When individual managers are unable to deal with specific problems, the counseling services of a professional body is required. An organization can either offer the services of a full-time in-house counselor or refer the employee to a community counseling service. Counseling occasionally is necessary for employees due to job and personal problems that subject them to excessive stress. Counseling is discussion of a problem that usually has emotional content with an employee in order to help the employee cope with  it better. Counseling seeks to improve employee’s mental health. People feel comfortable about themselves and about other people and able to meet the demands of life when they are good in mental health. The counseling need not be limited to work-related issues. Marital problems, problems with children, financial difficulties or general psychiatric problems may not be directly related to the job, however, we recognize that individuals cannot completely separate their life away from the job from their life on the job. Therefore personal problems do affect a worker’s job performance. So counseling is also necessary for personal problems along with work- related issues. Performance counseling involves helping an employee understand his own performance, find where he stands in relation to others and identify ways to improve his skills and performance. It focuses, essentially, â€Å"on the analysis of performance of the job and identification of training needs for further improvement†. An increasingly popular form of counseling involves employees who are about ready to retire. Pre-retirement counseling prepares individuals to deal with the realities of leisure, as well as ou tlining details about social security benefits and company pension provisions. Employee Counseling at Workplace It is required of every manager to help his subordinate in the free exploration of his strengths, abilities, competence, interests and other related positive features. It requires participation from both the parties in the performance review and goal-setting process. Thus, performance counseling has become an important feature not only in performance review but also in the implementation of the appraisal system in the organization. It is natural that subordinates need guidance, coaching or help of an experienced person. This role may be played by the immediate superior or the personnel manager. The managers or superiors who have to play the role of ‘counselor’ can play it successfully if they develop the skill for counseling. Such a skill would be useful in understanding subordinates, assisting them in their efforts to grow and develop, and in improving their interpersonal relations both at work and in the society at large. Counseling is a two-way process in which a coun selor provides help to the workers by  way of advice and guidance. There are many occasions in work situations when a worker feels the need for guidance and counseling. The term â€Å"counseling† refers to the help given by a superior to his subordinate in improving the latter’s performance. It is in effect a process of helping subordinates to achieve better adjustment with his work environment, to behave as a psychologically mature individual, and help in achieving a better understanding of others so that his dealings with them can be effective and purposeful. Distinction between Organizational Counseling Interventions & Organizational Development Organizational Development (OD) and Organizational Counseling Interventions (OCI) are two natural extensions of systems thinking within the larger discipline of Psychology. Given the fact that OD and OCI technologies have a common origin within Psychology as a discipline, and the development of the systems perspective in particular, it is necessary to identify the core distinctions between these two approaches to serving the organization: Both OCI and OD interventions are designed to improve overall organizational health and effectiveness, which in turn improve the working conditions of individual employees. Some of the typical areas of focus and expertise where OD and OCI differ are listed below, and these may be used as decision-making criteria. Organizational Development Organizational Counseling Leadership development Personality dysfunction (substance abuse, psychiatric symptoms, etc.) Departmental (re)organization Stress/Change Management Poor Morale Grief reaction to loss or death Group retreats Critical Incident Stress Management Skills development and technology usage Employee/patient safety issues Team – building Communication breakdown within teams Workplace climate Entrenched interpersonal conflict Promoting improved/increased organizational performance Promoting organizational wellness Who Can Counsel People who are in a position to counsel in the work place could be co-workers who would function as peer counselors, supervisors and managers who would counsel their own staff and staff members like the human resources manager and the training manager who could counsel any staff member because of the uniqueness of their positions. In addition, directors or senior managers are well placed to counsel members of the management staff. Counseling deals with personal, social, vocational, empowerment, and educational concerns. Counselors work only in areas in which they have expertise. These areas may include intra- and interpersonal concerns related to school or college adjustment, mental health, aging, marriage or family issues, employment, and rehabilitation. Counseling Quick Reference Keep this quick reference to use whenever counseling individuals, employees or team members. Counselors must demonstrate these qualities to counsel effectively: a) Respect for subordinates. b) Self and cultural awareness. c) Credibility. d) Empathy. Counselors must possess these counseling skills: 1. Active listening. 2. Responding. 3. Questioning. Effective counselors avoid common counseling mistakes. Counselors should avoid: 1. Personal bias. 2. Rash judgments. 3. Stereotyping. 4. Losing emotional control. 5. Inflexible counseling methods. 6. Improper follow-up. When to Counsel There are many situations in the workplace when counseling might be called for: Some of these problems arise outside the work place. They can be personal problems such as sexual behavior that might pose a high risk for HIV/AIDS, or addiction to drugs or alcohol. They may be related to family issues: money problems, sickness and death in the family causing grief or trauma. They may also be issues related specifically to the work place, such as matters like career development, discipline, performance, relating to customers or clients, promotion, redeployment, transfers, redundancies, retirement, etc. There might be problems individuals have in relating to others in the work place, either as individuals or as part of a team. Other problems may lie in relating to customers, to bosses or to those in authority in general. Bosses might also have problems in relating to their juniors. Need of Counseling Counseling is an integral part of an over-all program of guidance. â€Å"Counseling is a specific process of assistance extended by an expert in an individual situation to a needy person†. This means the counseling situation arises when a needy person is face to face with and expert who makes available his assistance to the needy individual to fulfill his needs. There is an urgent need of introducing and strengthening the counseling service to meet the various needs of the individuals or employees. 1. To help in the total development of the organization: Along with the intellectual development proper motivation and clarification of goals and ideas to pupils in conformity with their basic potentialities and social tendencies are important total development of the individual nauseates that individual differences among them are expected, accepted, understood and planned for and all types of experiences in an institution are to be so organized as to contribute to the total development of the organization. 2. To develop readiness for choice and changes to face new challenges. 3. To minimize the mismatching between achievement and expectation and help in the  efficient use of manpower. 4. To motivate the youth for self-employment. 5. To help fresher establish proper identity 6. To identify and motivate the counselee 7. To help the counselee in their period of turmoil and confusion. 8. To help in checking wastage and stagnation. 9. To identity and help individuals in need of special help. 10. To minimize the incidence of indiscipline. Bargadon has mentioned the following situations where counseling in required: 1. When a pupil requires not only reliable information but also an interesting introspection of those in formations which can solve his personal difficulties. 2. When a pupil needs intelligent listener who has more experience than the pupil to whom he can recite his difficulties and through which can seek suggestions for his working plan. 3. When the counselor has to assess those facilities which can help in resolving the pupil problems but the pupil doesn’t enjoy such an access to those facilities. 4. When the pupil has some problem but he is unaware of that problem and his development, he is to be made aware of that problem. 5. When the pupil is aware of the problem and difficulties created by the problem but he feels difficult to define it and to understand it that is, when the pupil is familiar with the presence of the problem and its nature but he is unable to face the problem due to this tempor ary tension and distraction. 6. When the pupil suffer the main maladjustment problem or some handicapped with is temporary and which needs careful long due diagnosis by an expert. Characteristics of Effective Counseling 1. Purpose: Clearly define the purpose of the counseling. 2. Flexibility: Fit the counseling style to the character of each subordinate and to the relationship desired. 3. Respect: View subordinates as unique, complex individuals, each with a distinct set of values, beliefs, and attitudes. 4. Communication: Establish open, two-way communication with subordinates using spoken language, nonverbal actions, gestures, and body language. Effective counselors listen more than they speak. 5. Support: Encourage subordinates through actions while guiding them through their  problems. Problems in Employee Counseling A manager has to deal with various types of problems in dealing with his subordinates, employees and particularly problem employees. Basically no employee is a problem employee, except hereditary and inborn perversions, criminal tendencies, addictions, and nervous and psychological breakdowns. Once an employee turns to be a problem employee, the employer has mainly two options viz., repair and recover, or replace. For the purpose of repairing and recovering and rehabilitating, employee counseling has an important role to play. Problems are generally associated with the causes like: 1. Inferiority and Low Self-Esteem Inferiority feeling of an employee may play great havoc in individual life and work. Though a mild form of inferiority in certain persons may help them to work hard and overcome the inferiority. But very often, inferiority complex may lead a person to utter disappointment and depression leading to withdrawal perversion, absenteeism and even psychosomatic and psychotic problems. Inferiority is a feeling of inadequacy in comparison with others, or a feeling of being inferior to others. When the inferiority feelings in a person become overwhelming and persisting, it may develop into a state which Adler called â€Å"inferiority complex†. Recently thinkers started believing that inferiority can be overcome with the help of self-esteem, and effective counseling helps in gaining self-esteem. Self-esteem is closely linked with self-image, self-worth and self-concept. Self-concept and self-image are the terms which represent the picture which we have of ourselves. Self-image and self-c oncept may include a list of character traits, physical features, attitudes, feelings, strengths, weaknesses etc. Self-esteem refers to the evaluation which an individual makes of his worth, competence, value and significance. When a person loses self-esteem, he develops inferiority in him, which grows into an inferiority complex. Such people do not feel worth of themselves. Hence, the basic task of a counselor is to improve self-esteem in such counselees. 2. Injustice or Ill-treatment Very often injustice or ill-treatment makes considerable impact in their minds resulting in behavioral problems, inferiority and low self-esteem. Depriving an employee of adequate wages, leave, or any perks, giving him an arrogant treatment, depriving a legitimate promotion, promoting somebody overlooking the legitimate candidate; may such incidents take place in organizations very often which may result in inferiority feeling or feeling of low self-esteem and low morale affecting the efficiency of the aggrieved employee. As far as possible such incidents must be avoided. Once such a situation arises and an employee is aggrieved, it is better to rectify it. However, if the aggrieved employee is counseled and rectification is promised at a later date, he or she can be brought back to the proper track. 3. Premarital Anxieties and Sexual Perversions Premarital anxieties are common in many young employees. Once the marriage is arranged and the person is engaged, his anxiety increases. Two people of different family backgrounds, different cultures, different environments, etc., are bound to have anxieties before they come together. If one happens to wait unmarried after a particular age too, one’s anxiety is bound to increase. Similarly, there are possibilities for sexual perversions in not only young employees but even in married employees. There are people with broken relationships who are tempted to be subject to sexual perversions and resulting guilty conscious. In all such cases the concerned employee needs counseling before a total breakdown and collapse of personality. Such people can be spiritually motivated, educated, kept under the close contact of an influence group, and so on. 4. Alcoholism Alcoholism is, perhaps, the largest threat to the human element of organization. In fact, alcoholism is a serious social, moral and health problem. It ruins careers, disrupts families, affects productivity and efficiency, destroys bodies, and leads to untold human misery. Many traffic accidents are caused by alcohol abuse. There are many causes which lead to alcoholism. Prominent among them are: (i) Hereditary drinking; (ii) Executive culture; (iii) Executive stresses; (iv) Physiological reasons; (v) Broken family set up; (vi) Environmental influence; (vii) Low job  satisfaction and morale; (viii) Tasks involving strenuous physical exertion; (ix) Perpetuating influences ; (x) Feelings of depression and stagnation; and (xi) Feeling of isolation and loneliness. A counselor’s job is not easy as far as an alcoholic is concerned. One or a few counseling sessions may not yield any considerable effect. However, a sincere effort on the part of an executive counselor may help an alco holic employee, at least in the long-run. Some medical intervention may also be helpful along with counseling. 5. The problem of Addictions Another important employee problem which deserves counseling is addictions. Addiction is a very dangerous problem which torments the social and work environment of today. Drug addiction has gone beyond proportions among youngsters now-a-days. Not only drug addiction, many people are addicted to alcohol, pornographic materials, television, sexual immorality, smoking, compulsive spending, overeating, gambling, and so on. There are some people who are addicted to earning money and amassing wealth by hook or by crook. There are workaholics who have addiction to work, due to which there are many broken families in the urban society. Addiction is any habit, practice, behavior or even thinking which is habitually or compulsively attached to a person, which exerts more and more control and power over him. There can be many causes for addiction; some of which are: (i) Inadequate parental care; (ii) Broken family atmosphere; (iii) Bad company; (iv) Peer or other social influence; (v) Feeling o f emptiness in life; depression or stresses; (vi) Low self-esteem and deception; & (vii) Psychological problems. Both drug addiction and alcohol abuse involve behavior change, physical deterioration, family stresses, financial problems, career destruction, increasing psychological disintegration, lawlessness and so on. Addiction affects both the victim and his family. Even the psychologists and counselors may exhaust and drain themselves out by constant pressure of dealing with addicts. Hence, it is not an easy task for executives to deal with such cases. However, very tactful approach on the part of the executives and managers may make a considerable effect in helping them if they act in time. â€Å"A stitch in time saves nine†. 6. Mental Conflict in Union Rivalries In recent times, there are many employees who lose their confidence, mental peace, job satisfaction and productivity due to union rivalries. Many right thinking and unattached employees become the victims of such rivalries. Some militant trade union leaders and their henchmen even manhandle assault and ill-treat such employees. Their legitimate promotions and claims are blocked by such trade unionists. Sometimes even management becomes helpless in doing justice to such employees due to the obstructions and resistances created by such union leaders. In such situations victims are bound to be disappointed, disgruntled and aggrieved resulting in depression and stress. Executive counselors and human resources executives have great role to play in rebuilding the personality and career through counseling and timely intervention. They can be recovered, and revitalized through counseling and timely guidance. They can then be exposed and developed through training followed by redeployment and a change in placement. 7. Breakdown in Interpersonal Relationships Breakdown in interpersonal relationships is another important problem which creates low morale and depression in work-life which deserves timely intervention and counseling. There are many stress situations in one’s work life. Organizational causes of stress are occupational demands, role conflict, role ambiguity (stress from uncertainly), stresses from overload and under load, responsibility for others, stresses from evaluation, poor working conditions, unwanted changes, and such other factors lead to personal stresses. Interpersonal stresses make more impact in work life. Strains and breakdowns in interpersonal relationships have direct relationship with individual stresses. When cordial relationships exist in the work place, impact of other stresses may get effectively tackled. But when stresses from strained interpersonal relationship in the work environment increase, the individual’s effectiveness, balance and productivity can get affected. In all such occasions, c ounseling and guidance would become necessary to help the individual to control his problem emotions and sustain himself to be effective in the group. 8. Low Job Satisfaction and Morale Another important cause which affects the human behavior in organization is low job satisfaction backed by low morale. Low job satisfaction leads to low morale and vice-versa. Morale and job satisfaction are closely tied to the basic concepts of attitudes and motivation. Wages have been found to be the basic determinant of job satisfaction. However, once the monetary needs are considerably met by the wages, other aspects like self-actualization, fulfillment, working conditions, security of employment, prestige, agreeability of the job, group cohesiveness, expertise, etc., also determine the job satisfaction. Some researchers have thrown light on the positive relationship between occupational level and job satisfaction. Job satisfaction has a considerable relation with the promotion possibility. Superior-subordinate relationship and cooperative and affectionate attitude and approach of the superior may also influence the job satisfaction level of the subordinates, though much empirica l work has not been done in this area. Low job satisfaction and low morale must be tackled at the root. Immediate supervisor or superior may first come to know about the problem in his subordinate and initiate timely and sincere counseling efforts. At times, assistance of professional counselors can be sought. Every manager must make up his mind to nip in the bud all such problems which adversely affect job satisfaction and morale with the help of skillful counseling. 9. Breakdown in Family Life Every individual, rich or poor, has to face many family problems, some of which can seriously affect the peace of mind, happiness, achievement motivation and efficiency. Those who have broken family lives and serious family problems may possibly become unsuccessful in their work life too. Very often problem which affect the family life can convert a good employee into a problem employee. Studies have already proved that some alcoholics and drug addicts are the products of broken families. In fact, breakdown in family life very often affects the work life. Hence, if such employees are provided with ways to release their tension, their efficiency can be improved. Counseling is of great importance in such cases once such employees can be brought to proper track with the help of counseling, their personality, behavior and performance can be improved with the help of exposure in training, T-group formation, etc., so that better sense of  cohesion and commitment to organization can be en sured. Solving the Problems of Employee Counseling The problems of employee counseling can be solved in various ways. The following could be simple check list to follow – 1. Deal with dignity: An individual has to be dealt with dignity. An individual is more a victim of circumstances. This should be communicated clearly to assuage feelings of the individual. 2. Give time: Give individuals time and avoid shock impact. This gives the employee time to think of alternatives in a job loss situation. Importantly, the employee might try and improve productivity. 3. Build courage and confidence: Highlight strengths of the individual and build personal confidence level. Irrespective of personal circumstances, retaining confidence and mental balance, is critical. 4. Offer help: Offer personal and corporate help. More important than offering help is to listen patiently and offer whatever help is possible. 5. Involve family, where possible: A job affects the family and hence, where the employee is receptive, involve the family in counseli ng. 6. Give positive references: Give good and positive references to employees terminated to improve their chances of sourcing an alternate employment. 7. Allow use of facilities: As far as possible, allow a usage of corporate facilities, especially where there is no direct cash outflow. Typical facilities would include transport, sports, club, library, canteen etc. 8. Offer subsidy: In large companies, employees are eligible for a variety of benefits including transport, housing and furniture. Where possible, continue to offer these facilities at a subsidized price, for a short period of three to six months. 9. Communicate: Most importantly, involve the employee and listen empathetically. Keep in touch with the employee at some frequency to sustain courage to face the crisis and instill a ray of hope to come out of the crisis successfully. Aims of Counselling Counselling and guidance aims to: enable citizens to manage and plan their learning and work pathways in accordance with their life goals, assist educational and training institutions to have well motivated pupils, students and trainees who take  responsibility for their own learning and set their own goals for achievement assist enterprises and organisations to have well motivated, employable and adaptable staff, capable of accessing and benefiting from learning opportunities both within and outside the workplace provide policymakers with an important means to achieve a wide range of public policy goals support local, regional, and national economies through workforce development and adaptation to changing economic demands and social circumstances assist in the development of societies, in which citizens actively contribute to their social and democratic development Importance of counselling aims within labour market: Within the labour market, guidance and counselling can: Improve the accuracy and accessibility of the information available to individuals about short- and long-term job opportunities. In turn this can improve individual decision making about jobs and about job training opportunities. achieve a better match between skills, interests and qualifications on the one hand and available job opportunities on the other help to improve the allocation of labour across regions, industries and occupations in the face of labour supply and demand fluctuations resulting from technological and structural change Significance of Counseling 1. Decision marking construct: The psychological problems of adolescents can be seen as decision making problems. 2. Conflict: These decisions making problems almost always involve some conflict, either because of factor emotional ambiguities or both. 3. Assertions: Behavior is a result at the assumptions, beliefs, and attitudes that one his about himself, others and the world in which her lives. 4. Disconfirmations: The effects of behavior following decisions are feed back to the individual perceived and they confirm or disconfirm ascertain to varying degrees. 5. Tension: When assertions are disconfirmed, tensions result. 6. Redundancy: Tensions inhibit the ability of an individual to reexamine his assertions and attempt to confirm them and thus they cause redundant behavior. Reception and Integration Counseling Points Reception and integration counseling should begin immediately upon arrival so new team members can quickly become integrated into the organization. Counselor must counsel new team members when they arrive at organization. This reception and integration counseling serves two purposes: First, it identifies and helps fix any problems or concerns that new members may have, especially any issues resulting from the new duty assignment. Second, it lets them know the organizational standards and how they fit into the team. It clarifies job titles and sends the message that the chain of command cares. Chain of command familiarization. Organizational standards. Security and safety issues. Noncommissioned officer (NCO) support channel (who is in it and how it is used). On- and off-duty conduct. Personnel/personal affairs/initial and special issues. Organizational history, structure, and mission. Human resource practices within the organization Off limits and danger areas. Functions and locations of support activities. On- and off-post recreational, educational, cultural, and historical opportunities. Environmental orientations both internal and external. Other areas the individual should be aware of as determined by the counselor. Approaches/Types of Employee Counseling In attempting to help an employee who has a problem, a variety of counseling  approaches are used. All of these counseling approaches, however, depend on active listening. Sometimes the mere furnishing of information or advice may be the solution to what at first appeared to be a knotty problem. More frequently, however, the problem cannot be solved easily because of frustrations or conflicts that are accompanied by strong feelings such as fear, confusion, or hostility. A manager, therefore, needs to learn to use whatever approach appears to be suitable at the time. Flexibility is a key component of the employee counseling process. There are three types/approaches to counseling which are given as follows – 1. Directive 2. Non-directive 3. Participative 1. Directive Counseling: It is full counseling. It is the process of listening to an employee’s problem, deciding with the employee what should be done and telling and motivating the employee to do it. This type of counseling mostly does the function of advice, reassurance and communication. It may also perform other functions of counseling. Advantages and disadvantages of Directive counseling Exhibit 1: Advantages and disadvantages of Directive counseling Advantages: Quickest method. Good for people who need clear, concise direction. Allows counselors to actively use their experience. Disadvantages: Doesn’t encourage subordinates to be part of the solution. Tends to treat symptoms, not problems. Tends to discourage subordinates from talking freely. Solution is the counselor’s, not the subordinate’s. 2. Non-directive Counseling: In non-directive counseling, the employee is permitted to have maximum freedom in determining the course of the interview. It is the process of skillfully listening and encouraging a counselee to explain troublesome problems, understand them and determine  appropriate solutions. Fundamentally, the approach is to listen, with understanding and without criticism or appraisal, to the problem as it is described by the employee. The employee is encouraged, through the manager’s attitude and reaction to what is said or not said, to express feelings without fear of shame, embarrassment, or reprisal. The free expression that is encouraged in the non-directive approach tends to reduce tensions and frustrations. The employee who has had an opportunity to release pent-up feelings is usually in a better position to view the problem more objectively and with a problem-solving attitude. Advantages and disadvantages of Non-directive counseling Exhibit 2: Advantages and disadvantages of Non-directive counseling Advantages: Encourages maturity. Encourages open communication. Develops personal responsibility. Disadvantages: More time-consuming Requires greatest counselor skill. 3. Participative Counseling: Both directive and non-directive methods suffer from limitations. While the former is often not accepted by independent employees, the latter needs professionals to operate and hence is costly. Hence, the counseling used in most situations is in between these two. This middle path is known as participative counseling. Participative is a counselor-counselee relationship that establishes a cooperative exchange of ideas to help solve an employee’s problems. It is neither wholly counselor-centered nor wholly counselee-centered. Counselor and counselee mutually apply their different knowledge, perceptions, skills, perspectives and values to problem into the problems and find solutions. Advantages and disadvantages of participative counseling Exhibit 3: Advantages and disadvantages of participative counseling Advantages: Moderately quick. Encourages maturity. Encourages open communication. Allows counselors to actively use their experience. Disadvantages: May take too much time for some situations. Methods of Employee Counseling Effectiveness of counseling largely depends on the methods and techniques as well as the skills used by the counselor. Methods and techniques of counseling change from person to person and from situation to situation. Normally employee counseling involves the following methods: 1. Desensitization: Once an individual is shocked in a particular situation, he gives himself no chance for the situation to recur. This method can be used to overcome avoidance reactions, so as to improve the emotional weak spots. If an employee is once shocked by the behavior, approach or action of his superior, he would continue to avoid that superior. It is difficult for such superiors to be effective counselors, unless such superiors prove otherwise through their behavior or action on the contrary. Similarly, once an employee is shocked by a particular situation, he can be brought back to that situation only if he will be convinced through desensitization that the shock will not to take place further. Counselor can make use of desensitization in such situations. 2. Catharsis: Discharge of emotional tensions can be called catharsis. Emotional tensions can be discharged by talking them out or by relieving of the painful experience which engendered them. It is an important technique as a means of reducing the tensions associated with anxiety, fear, hostility, or guilt. Catharsis helps to gain insight into the ways an emotional trauma has been affecting the behavior. 3. Insight: With the help of insight one may find that he has devalued himself unnecessarily, or his aspirations were unrealistic, or that his childish interpretation of an event was inaccurate. Then he can overcome his weakness. 4. Developing the new patterns: Developing new patterns becomes very often necessary when other methods to deal with weak spots remain ineffective. In order to develop new, more satisfying emotional reactions, the individual needs to expose himself to situations where he can experience positive feelings. The manager who deals with such individuals may motivate or instigate them to put themselves into such situations, so that their self-confidence may increase. Every counselor must concentrate his full attention on two aspects viz., using of assessment tools, and utilizing counseling methods, choice of which differs from person to person, situation to situation, and from case to case. The Counseling Process Effective counselors use the four stages of counseling process which are given as follows – A. Identify the need for counseling. B. Prepare for counseling. C. Conduct counseling. D. Follow up. A. Identify the Need for Counseling Quite often organizational policies, such as counseling associated with an evaluation or counseling required by the command, focus a counseling session. However, one may conduct developmental counseling whenever the need arises for focused, two-way communication aimed at subordinate development. Developing subordinates consists of observing the subordinate’s performance, comparing it to the standard, and then providing feedback to the subordinate in the form of counseling. B. Prepare For Counseling Successful counseling requires preparation. To prepare for counseling, do the following: 1. Select a suitable place. 2. Schedule the time. 3. Notify the subordinate well in advance. 4. Organize information. 5. Outline the counseling session components. 6. Plan your counseling strategy. 7. Establish the right atmosphere. 1. Select a Suitable Place: Schedule counseling in an environment that minimizes interruptions and is free from distracting sights and sounds. 2. Schedule the Time: When possible, counsel a subordinate during the duty day. Counseling after duty hours may be rushed or perceived as unfavorable. The length of time required for counseling depends on the complexity of the issue. Generally a counseling session should last less than an hour. If one need more time, schedule a second session. Additionally, select a time free from competition with other activities and consider what has been planned after the counseling session. Important events can distract a subordinate from concentrating on the counseling. 3. Notify the Subordinate Well in Advance: For a counseling session to be a subordinate-centered, two-person effort, the subordinate must have time to prepare for it. The subordinate should know why, where, and when the counseling will take place. Counseling following a specific event should happen as close to the event as possible. However, for performance or professional development counseling, subordinates may need a week or more to prepare or review specific products, such as support forms or counseling records. 4. Organize Information: Solid preparation is essential to effective counseling. Review all pertinent information. This includes the purpose of the counseling, facts and observations about the subordinate, identification of possible problems, main points of discussion, and the development of a plan of action. Focus on specific and objective behaviors that the subordinate must maintain or improve as well as a plan of action with clear, obtainable goals. 5. Outline the Components of the Counseling Session: Using the information obtained, determine what to discuss during the counseling session. Note what prompted the counseling, what one aims to achieve, and what one’s role as a  counselor is. Identifying possible comments or questions to help counselor to keep the counseling session subordinate-centered and to help the subordinate progress through its stages. Although counselor never knows what a subordinate will say or do during counseling, a written outline helps organize the session and enhances the chance of positive results. 6. Plan Counseling Strategy: As many approaches to counseling exist as there are leaders. The directive, nondirective, and combined approaches to counseling were addressed earlier. Use a strategy that suits your subordinates and the situation. 7. Establish the Right Atmosphere: The right atmosphere promotes two-way communication between a counselor and subordinate. To establish a relaxed atmosphere, you may offer the subordinate a seat or a cup of coffee. Counselor may want to sit in a chair facing the subordinate since a desk can act as a barrier. Some situations make an informal atmosphere inappropriate. For example, during counseling to correct substandard performance, as a counselor you may direct the subordinate to remain standing while you remain seated behind a desk. This formal atmosphere, normally used to give specific guidance, reinforces the leader’s rank, position in the chain of command, and authority. C. Conduct the Counseling Session Be flexible when conducting a counseling session. Often counseling for a specific incident occurs spontaneously as counselors encounter subordinates in their daily activities. Such counseling can occur in any suitable places wherever subordinates feel ease. Good counselors take advantage of naturally occurring events to provide subordinates with feedback. Even when counselor haven’t prepared for formal counseling, s/he should address the four basic components of a counseling session. The purpose is to guide effective counseling rather than mandate a series of rigid steps. Counseling sessions consist of: 1. Opening the session. 2. Discussing the issues. 3. Developing the plan of action. 4. Recording and closing the session. Ideally, a counseling session results in a subordinate’s commitment to a plan of action. Assessment of the plan of action (discussed below) becomes the starting point for follow-up counseling. 1. Open the Session: In the session opening, state the purpose of the session and establish a subordinate centered setting. Establish the preferred setting early in the session by inviting the subordinate to speak. The best way to open a counseling session is to clearly state its purpose. For example, an appropriate purpose statement might be: â€Å"The purpose of this counseling is to discuss your duty performance over the past month and to create a plan to enhance performance and attain performance goals.† If applicable, start the counseling session by reviewing the status of the previous plan of action. 2. Discussing the issues: The counselor and the subordinate should attempt to develop a mutual understanding of the issues. Counselor can best develop this by letting the subordinate do most of the talking. Use active listening; respond, and question without dominating the conversation. Aim to help the subordinate better understand the subject of the counseling, for example, duty performance, a problem situation and its impact, or potential areas for growth. Both counselor and subordinate should provide examples or cite specific observations to reduce the perception that either is unnecessarily biased or judgmental. However, when the issue is substandard performance, counselor should make clear how the performance didn’t meet the standard. The conversation, which should be two-way, then addresses what the subordinate needs to do to meet the standard. It’s important that he defines the issue as substandard performance and don’t allow the subordinate to define the issue as an unreasonable standard-unless he considers the standard negotiable or are willing to alter the conditions under which the subordinate must meet the standard. 3. Develop a Plan of Action: A plan of action identifies a method for achieving a desired result. It specifies what the subordinate must do to reach the goals set during the counseling session. The plan of action must  be specific: it should show the subordinate how to modify or maintain his behavior. It should avoid vague intentions such as â€Å"Next month I want you to improve your production skills.† The plan must use concrete and direct terms. A specific and achievable plan of action sets the stage for successful development. 4. Record and Close the Session: Although requirements to record counseling sessions vary, a counselor always benefits by documenting the main points of a counseling session. Documentation serves as a reference to the agreed upon plan of action and the subordinate’s accomplishments, improvements, personal preferences, or problems. A complete record of counseling aids in making recommendations for professional development, schools, promotions, and evaluation reports. To close the session, summarize its key points and ask if the subordinate understands the plan of action. Invite the subordinate to review the plan of action and what’s expected by counselor. With the subordinate, establish any follow-up measures necessary to support the successful implementation of the plan of action. These may include providing the subordinate with resources and time, periodically assessing the plan, and following through on referrals. Schedule any future meetings, at least tentatively, before dismissing the subordinate. D. Follow Up Counselor’s Responsibilities: The counseling process doesn’t end with the counseling session. It continues through implementation of the plan of action and evaluation of results. After counseling, counselor must support subordinates as they implement their plans of action. Support may include teaching, coaching, or providing time and resources. Counselor must observe and assess this process and possibly modify the plan to meet its goals. Appropriate measures after counseling include follow-up counseling, making referrals, informing the chain of command, and taking corrective measures. Assess the Plan of Action: The purpose of counseling is to develop subordinates who are better able to achieve personal, professional, and  organizational goals. During the assessment, review the plan of action with the subordinate to determine if the desired results were achieved. The counselor and the subordinate should determine the date for this assessment during the initial counseling session. The assessment of the plan of action provides useful information for future follow-up counseling sessions. Conclusion The ability to counsel is an important skill for managers and caring co-workers. Organizations that have people trained in counseling will be better able to handle their people issues than those that do not. Staffs who are feeling anxious, stressed, or unhappy will not be able to perform very well on the job despite their background and experience. If they have had an opportunity to talk through their problems with a trained counselor, they will be able to be much more productive. This will save the organization time and money. References 1. Blum, M. L., and Balinsky, B. Counseling and psychology. Egnlewood Cliffs, N.J.: Prentice-Hall, 1954. 2. Bordin, E. S. Psychological counseling. New York: Appleton, 1955. 3. Maier, N. R. R. Principle of human relations. New York: Wiley, 1952. Ch. 12 & 13. 4. Counseling-techniques-in-an-organization, Available at: