School Start Time And Its Impact On Adolescents - 959 Words

Later School Start Time and its Impact on Adolescents It is no secret that, similar to other animals, sleep is one of the most important things for a human being’s overall health. According to Watson and Breedlove, there are four main biological/neurological functions of sleep: energy conservation—the body uses less energy when it is asleep through what is called slow-wave sleep (SWS) by doing things such as reducing body temperature and slowing respiration; niche adaptation—the environmental happenings to which organisms are adapted to; body restoration—it restores materials used during awake hours; and memory consolidation—SWS and REM sleep help the brain consolidate memories from the previous day (2012). Sleep and Adolescents Based on the importance of sleep and on the vast amount of information available on the subject, it is surprising that many schools all over the United States still have an extremely early start time. Throughout adolescence, sleep is considered to be even more important as the amount of sleep needed does not drop significantly from childhood, however, the changes related to puberty show a delayed evening onset of melatonin causing a change in the circadian rhythm—a person’s â€Å"biological† clock—preference to evenings (Owens, Belon Moss, 2010). Because of this change, adolescents tend to present difficulties falling asleep prior 11pm and waking up prior to 8am could be causing issues from mood and attention problems, to even something less discussedShow MoreRelatedThe Effects Of Sleep Deprivation On Adolescents And The Relationship That School Start Times997 Words   |  4 PagesFairfax County School Start Time: Analysis of the Policy To this point, the emphasis of the paper has been the social issue of sleep deprivation in adolescents and the relationship that school start times have with the issue. The focus now shifts to the evaluation on school start times and the associated policies in Fairfax County schools. Demographics of Fairfax County and its Schools Fairfax County is one of the largest counties in Northern Virginia with a population of 1,111,620 in 2013 (FairfaxRead MoreWhy School Should Start Later1531 Words   |  7 Pagesthen I fall asleep and the next time I wake up I realized I missed the bus! Does this happen to you? Because of early school starts I have to wake up super early which makes me super tired. School starts way too early! Should students have to wake up at unreasonably early times just to get to school on time? No, they shouldn t and school should start later because it causes many risks and problems in students lives. There are many reasons that school should start later, but the main reason is becauseRead MoreSocial Media Activity And Texting Essay1583 Words   |  7 Pagesweekday morning, over 15 million adolescents will wake up to attend school in the United States, at an average starting time of 8:00 a.m, which is often considerably earlier than their starting time during primary education (Wheaton 2012) . Although social media activity and texting are often blamed for causing sleeplessness in adolescents, these distractions are actually not to blame for students inability to get an appropriate amount of sleep or bad grades in school. In fact, the cause of studentsRead MoreSchool Start Times And High Quality Sleep999 Words   |  4 Pagesacross the country is school start times. Deciding the start times for schools is dependent on many factors including bus schedules (Edwards, 2012), biological development (Borlase, Gander, Gibson, 2013; Perkinson-Gloor, Lemola, Grob, 2013), and parental preference (Edwards, 2012; Perkinson-Gloor et al., 2013). School start times are considered one aspect that can affect sleep duration, since they affect wake time. Adequate, high quality sleep is extremely important for adolescents and inadequate sleepRead MoreSchool Start Time and Sleep1189 Words   |  5 Pagesget that much sleep. With schools starting as early as 7:00 a.m (School Start Time and Sleep), most teenagers are only getting 7 hours of sleep (Sleep in Adolescents (13-18 Years)). In fact, a recent poll conducted by the National Sleep Foundation found that 60% of children under the age of 18 complained of being tired during the day, according to their parents, and 15% said they fell asleep at school during the year (School Start Time and Sleep). When entering school, many teenagers look likeRead MoreThe Body Of Knowledge Regarding Adolescent Sleep Deprivation861 Words   |  4 Pagesthousands of adolescents in the United States face issues of reduced performance, physiological effects, psychological problems, and safety issues every school day as a result of sleep deprivation. The body of knowledge regarding adolescent sleep deprivation is growing and the surprising results are beginning to result in new thinking and policies regarding school start times. Fairfax County in Northern Virginia and its policies regarding school start times is the focus of this paper. Adolescent SleepRead MoreGrade Z For Adolescents And Adolescents Essay1699 Words   |  7 PagesGrade Z for Adolescents It is usually the teenage years that introduce the idea of juggling and managing time. Given that there is only 24 hours in a day, we are only really introduced to the idea of cramming as many activities and task in a day when our age turns to double-digits. At a certain age, students are suddenly hit with the long list of things they want or should do all at once. This consists of school, family time, social life, extra circular activities, a job, homework, and much moreRead MoreNegative and Positive Effects of Peer Relationships1564 Words   |  7 Pageschildhood and adolescence development such as separation from both parents if they are divorced, delayed puberty because of malnutrition, adaptation to new environment and peer pressure . Positive impacts of peers and peer groups could be moral development, close friendships, and stability. Negative impacts of peers and peer groups could range from rejection, to bullying, and to no sense of belonging. During the Middle Childhood stage, children tend to look for a sense of belonging. As changes occurRead MoreRunning Head:Sleep Deprivation1329 Words   |  6 Pages ​ 1 Sleep Deprivation Adolescent Development St. Joeseph’s College Professor McCambley 05/08/2017 Stephanie Lino  Sleep Deprivation ​Sleep deprivation can effect development in a multitude of ways; it could be mental, emotional, or even physical. In some ways sleep deprivation is a very dangerous issue that can cause adolescents to have decreased cognitive functions and an increase in negative thoughts and feelingsRead MoreMedia Effects On Children And Adolescents1521 Words   |  7 Pagesalso share our personal information on the media. Media gives us a lot of convenient in our life, but there are also some negative impacts. Media has a lot of negative impacts which it could be affected on children and adolescents. The article â€Å"Media and Risky Behaviors† by Escobar-Chaves is discussed about the media effects that cause the risky behavior of the adolescents. In the article there are five types of teenager health risk behaviors identified by the Centers for Disease Control and Prevention

Annotated Bib Gender Roles Free Essays

Gender Roles in the Workplace: Annotated Bibliography Karissa Roveda Oakland University Rochester, MI Adler, M. A. (1994). We will write a custom essay sample on Annotated Bib Gender Roles or any similar topic only for you Order Now Male-Female power differences at work: A comparison of supervisor and policymakers. Sociological Inquiry, 64(1), 37-55. This article spoke of the positions of power between men and women, and how policymakers and supervisors distribute that power to men and women. In the work place, when considering for advancement, employers have undefined criteria such as personality characteristics and potential managerial qualities. These standards become the cause of inequality in authority and power at work place. Jobs that are available for women have low wages and also less authority. Similar research studies have shown similar points, in that inequality is found at the workplace because of such gender based characteristics. Even though women were shown to be more educated, they do not follow the same status. The researcher in this study used methodology to find these inequalities at the work place. The study consisted of four data points to test and used 531 women and 619 men for this data. The author collected data for power in wage labor, employment, sample characteristics and occupation by education. The results showed that men achieve higher positions and also showed they have a higher chance at a supervisory level and more authority than women. In the workplace, gender is a major part of determining positions of power. Also, it shows that education is more important to get supervisor positions, which is less effective for women. This study demonstrates the inequality between men and women that makes men more prone to positions of power than women. The data and research clearly showed that women have greatly less access to positions of power and authority at work place than men, and that gender is the key factor in determining those positions. Policymakers and supervisors may indeed make regulations promoting equality but gender bias is still obviously exhibited. Carbonell, J. L. , Castro, Y. (2008). The impact of a leader model on high dominant women’s self-selection for leadership. Sex Roles ,58,776-783. This study had women observe a leader model of either gender model a task they would have to complete. The study looked at effects of ender role model in the decision of high dominant women to be leaders, given a masculine task to complete with a male co-worker. The hypothesis states that women would become leaders at a higher rate when a woman model is given rather than a male. The research took a total of 190 students: 95 women and 95 men. Each individual was given the California Psychological Inventory, measuring: impression, communication, and dominance. This study looked at dominance in particular. Only 15 pairs were exposed to women models. The study observed 2 groups to support or reject their hypothesis. Focused groups were made of high dominant woman paired with a low dominant man with a female model, and high dominant woman paired with a low dominant man with a male model. A chi square analysis showed a correlation between leader model and leader development, â€Å"The results are that 60% of women took the leader role when given a woman model compared to 20% in male model† (Castro, 2008). The study concluded in the presence of a female model, high dominant individual would be the leader. The gender of the leader model did not affect leadership for males. I believe this study shows importance of woman leader models in professional fields. The lack of exposure of woman leaders for women reduces the chances that they will take on leadership roles. Katz, D. (1987). Sex discrimination in hiring: The influence of organizational climate and need for approval on decision making behavior. Psychology of Women Quarterly, 11(1), 11-20. Previous studies have caused the idea that equally skilled men and women are assessed unequally when applying for jobs. The present study observes the influence from different organizational workplaces or â€Å"the quality of an organization’s internal environment† (Katz, 1987), and society’s need for approval on the notion of biased employees decisions. The study sought out three main hypotheses, if an unfair organizational environment would influence people to hire a male applicant over an identical female applicant. Second, that in a workplace a male applicant would be ranked as a better fit and more likely to stay with the company longer than a female applicant. And third, that those subjects with a high need of approval would match more to the demands of job on the hire and salary assessments than lower approval motivation applicants. The study included 161 male undergrads enrolled in a business class. They were given a booklet which contained experimental materials necessary in controlling organizational workplace. They were also given either a female or male completed application and asked for their judgments on an applicant’s suitability for the position. Results from the experiment showed that as initially expected, males were favored over females in the unfair environment. The results also showed that males were chosen as fitting significantly better than females, and that men were also offered higher salaries in the same conditions. In my opinion, the implications of this study can establish that the workplace can deeply influence the decisions of hiring workers and lead to gender bias. McTavish, D. , Miller, K. (2009). Gender balance in leadership? Reform and modernization in the UK further education sector. Educational Management Administration Leadership, 37(3), 350-365. The research question that this article attempted to answer was â€Å"Why are few women advancing into leadership positions despite a large number of women being employed into the further education sector? † (McTavish Miller, 2009). The further education sector employs a high proportion of women yet relatively few women progress into leadership positions. The article seeks to provide explanations for this gender imbalance and argues that despite change and modernization initiatives, the further education sector remains gendered in many aspects of leadership, governance and executive practices. The only major difference between male and female academics was that female academics were twice as given to apply for promotion if supported by their line manager, and male academics were twice as likely to apply if there was an opportunity to influence college power. Also female academics were twice as likely to apply if they were obtained feedback through their staff review. There are many conclusions that were drawn from this study. Reform and structural change have definitely led to a larger number of possibilities for women. Changes in organizational policy have led to a friendlier environment for females. Women have to adjust to masculine managerial styles, such as competitiveness. In addition, even though it appears that the reforms are creating gender balance, in reality; women are still going to their stereotypical roles such as teaching and lecturing. Meyerson, Debra E. , and Joyce K. Fletcher. â€Å"A Modest Manifesto for Shattering the Glass Ceiling. † Harvard Business Review (2000): 127-36. â€Å"Gender discrimination is now so deeply embedded in organizational life as to be virtually indiscernible. Even the women who feel its impact are often hard-pressed to know what hit them† (Meyerson Fletcher, 127). The authors believe that the glass ceiling will be shattered â€Å"only through a strategy that uses small wins-incremental changes aimed at biases so entrenched in the system that they’re not even noticed until they’re gone† (Meyerson Fletcher,128). The small wins approach to change was developed by Karl Weick. The authors emphasize that real and lasting change can be made by small changes, and that these small changes are not threatening to any stakeholders. For example, one firm discovered it could recruit women more effectively simply by increasing the length of the interview time from 30 minutes to 45 minutes, which gave female candidates just a little bit more time to â€Å"bond† with their middle-aged male interviewers. Another firm reversed its high turnover rate for female middle managers by bringing more discipline to meetings, ensuring that meetings started and ended on time. This would be a change that freed all employees from the need to be available 15 hours per day. I personally think both strategies are very effective because at least these firms are putting in the effort to make a difference through the gender roles fairness in the workplace. Roos, P. A. (1981). Sex stratification in the workplace: Male-Female differences in economic returns to occupation. Social Science Research, 10(3), 195-224. The study causes the idea that there is a large earning gap between men and women. Gender differences in earning are important because it focuses on the gender-based inequalities of power at the workplace. The author of the study used a literature review to explain the gender gap in earning, and it showed that sex segregated characteristics still remain at the occupational level. It shows that women work at low paying jobs and they are less likely to use authority in those jobs. The main reason why there are gender differences in earnings is the belief of human capital theory, and it has a huge concern with the supply side of the market. The researcher used a non-institutionalized English speaking population to explain the data for gender influenced gap in earning. The sample included 959 men and 670 women. The results showed that women are paid low wages, and are in positions of low responsibility. Even when a women reaches a higher level job, their earning is much lower than that of men. The results also show that women’s low income is mainly because of their job characteristics, in that men and women are distributed differently across jobs. Men earn more than women, mainly because women are not considered employers. The study demonstrated that the characteristics of the workers create inequality at the workplace; this is also a reason for why there is a large gap in earning between genders. Human capital theory discourages women from working and it presents women as low rent employees. They have less understanding of the mean of production. The characteristics of this research show improvement in the earnings of men and women. Yuping Zhang and Emily Hannum and Meiyan Wang. Gender-Based Employment and Income Differences in Urban China: Considering the Contributions of Marriage and Parenthood. † Social Forces 86. 4 (2008): 156-159. Web. 2 April 2010. This article is based on the income differences and job opportunities of workers in urban China between men and women and why these differences exist. These authors argue that married women and parents receive the biggest disadvantage amongst female workers in China due to their lack of capital regarding education, energy and financially. These particular women are not able to make as many social connections as men do due to their role in the household and so they are at a great disadvantage. In China’s market it is essential to have these kinds of social connections. It is a capitalistic society where everyone is out for his or herself and so people must use other people to get what they want. If these connections are not present then these urban female workers will not be able to make nearly as much progress and therefore will be much less successful. It is these expectations that cheapen the women and set them at a great disadvantage if they ever plan on having a family and household to upkeep. This lack of opportunity in the article is summarized as a disadvantage of ‘time use’ due to being a wife and having children in comparison to those who do not. However, if a woman were to decide that she didn’t want a family and wanted to primarily focus on her work this would be frowned upon in society, due to how valued the dynamic of family is in China. How to cite Annotated Bib Gender Roles, Papers

The Role of HR in Creating Sustainable Organizations-Free-Samples

Questions: 1.What course of action would you recommend to the CEO in the first hospital as a way to improve the operation of HRM at the hospital? 2.What are the key features of Building a Sustainable HR Capability. Answers: Introduction Human Resource plays a vital role in an organization. In order to achieve the organizational benefits it is important to bind the people and organizations together. It may be defined as a set of policies, procedures and practices designed in an organization to maximize its benefits and achieve its goals. It is said that it is an essential but unique part of management which brings together men and women enabling them to contribute in success of the organization (Lengnick-hall, Beck, Lengnick-hall, 2011).This report critically examines a scenario of a hospital which does not have a dedicated Human resource department and the functions of HR are performed by the CEO and finance manager of that organization. The case study also includes a similar size hospital with HR function. This report communicates the comparison between the two and establishment of the sustainable HRM in the former organization. It also describes building a sustainable HRM including its key features and strategies . Human Resource Management and its objectives Human resource management is defined as planning, organizing, staffing, controlling and directing human resources of an enterprise. These functions lead to the achievement of organizational, personal and societal goals (Guest, 2010). Primary objective of HRM is to ensure objectives of both employees and organization and this is achieved by integrating the interests of employee and management with an overall achievement of organizational objectives. According to Scullion, Collings Gunnigle (2007) ,Objectives of HRM are categorized as under - Personnel Objectives- This includes keeping employees motivated and providing them job satisfaction. Organization objectives cannot be achieved until and unless quality of work life of employees is stable. Organizational Objectives- a long run perspective can only be established after achieving organizational goals, Human resource should work for effectiveness and efficiency of this objective. Societal Objectives Organization should manage its human resources in an ethical manner which includes following the ethical and legal standards and minimization of negative impact on societal demands. Functional Objectives- For proper utilization of resources it is essential to have an appropriate level of HR function. Efficient employment of resources in various functions of organization which results to most productive and beneficial for organization. 1.Courses of action for improving HR function There are various challenges faced by the hospital due to which improvement is required in HR function. The following points shall highlight the challenges in hospital and course of action to improve the same Inconsistent application of policies and practices To overcome this issue Hospital should set up a separate department for formulating policies and a written document should be provided for effective implementation and the document should be reviewed time to time by department for improving reliability and resolving issues relating to it. High level of staff grievances In the course of job when an employee faces dissatisfaction it is called as grievances. Best way to address this issue is establishing a system in which a central location is made to place complaints and one person addresses the grievances and resolves the same in confidential manner and a schedule made to address the issues so that timely grievances are resorted. To make this system more efficient categories of complaints for easy identification of problems (Wright Mcmahan, 2011). Complaints should be addressed in simple 4 step process, which is Acknowledgement, investigation, decide and act. Reviewing is an ongoing process which should be done after every stage (Reenen Bloom, 2011). Employee Absenteeism and Turnover- It is most common problem faced in organization. This can be dealt by introducing various laws such as Family and medical Leave act or workers compensation and also by enforcing a proper attendance policy , programs designed for improving wellness of employees , different employees needs be accommodated by changing schedules time to time and also keeping employees motivated (Marler Fisher,2013). Turnover can be reduced by appointing right people who fit with the culture of organization, providing recognition and rewards to employees, bringing flexibility in work culture and encouraging appreciation and kindness. Staff Shortages Shortages of staff can be addressed by considering hiring, offering raises in pay address the reasons of reduction in turnover ratio, improvements to be brought forward in management skills, re- evaluating the manner of recruiting staff, making tie-ups with various recruitment agencies and most important is to apply workforce in different way as per their needs (Scroggins Benson, 2010). There were various other challenges such as compromises in quality leading to serious incidents which will be automatically improve after implementation of above courses of action. CEO and finance manager should implement above actions for resolving the issues without establishing a dedicated HR function organization. 2.Building a sustainable HR capability For building a sustainable HR capability it is important to understand the term sustainability which can be defined as meeting needs and demands of organization without sacrificing the future. A new concept is introduced after strategic human resource management which is known as sustainable human resource management which aims at linking the humans and sustainability (Rompa, 2011). It is very important to build a sustainable HRM for business growth and effectiveness in functions performed by employees in an organization. For creating a sustainable HRM in an organization it is required to ensure sustainability effectiveness in following areas Leadership Development- For building sustainable HRM it is required to provide unlimited capabilities of leadership to employees who have high potential. It is an effort to reach the corporate goal. Talent Management Significant contributions are done by HR in talent management (Farndale, Scullion and Sparrow,2010). Workforce Engagement It is a major challenge in the organization to enable workforce engagement because it is essential to gain customer satisfaction and business growth (Gollan,2017). Training and development It is very important to train staff for effective implementation of the department. Educating people lead to sustainable development. Ethics and governance- Ethics is very vital for business growth. For establishing a sustainable HRM it is a pre-requisite for the same. Creation and training of values - it is the most essential foundation for the company. Health and Safety HR should be responsible for health and safety of employees. For creating sustainability of employees it is very important to take care of health and safety. Strategies relating to time, culture , information and money based Various strategies are established for effective implementation and building of HRM. Time based policy includes flexible timings and part time work cultures , Culture based includes understanding issues of staff to achieve employee satisfaction, Information based relates to systems and provides internet and intranet services and lastly money based strategy includes peak time incentives and benefits for employees (Chuang Liao 2010). Conclusion This report has critically examined the two scenarios of hospital in which one is with HRM and the other is without HRM function. In HRM practice and research, sustainability is an emergent occurrence. The challenge which an organization is facing is developing business and world stability. This report has made contribution to both the courses of action to improve organization and a building a sustainable HRM. . Overall picture is also presented. Since the organization was facing difficulty in its work a new HRM system and its capabilities for creating a sustainable HRM along with various features and strategies implemented are defined. It can be therefore concluded that CEO and finance manager should segregate the function of HRM by establishing its own department as this could lead to business growth and successful implementation of corporate strategy. References Chuang, C. Liao, H. (2010). Strategic Human Resource Management in Service Context: Taking Care of Business by Taking Care of Employees and Customers, Personal Phycology, 63(1), 153-196. Farndale, E., Scullion, H. and Sparrow, P. (2010). The role of the corporate HR function in global talent management , Journal of world business ,45(2), 161-168. Gollan, P. (2017). Human Resources, Capabilities and Sustainability. London school of economics, UK. Guest, D. (2010). Human resource management and performance: still searching for some answers, Human resource management journal, 21(1), 3-13. Lengnick-hall, C. Beck, T. Lengnick-hall, M. (2011). Developing a capacity for organizational resilience through strategic human resource management, Human Resource Management Review, 21(3), 243-255. Marler, J. Fisher, S. (2013). An evidence based review of e-HRM and strategic human resource management, Human resource management review, 23(1), 18-36. Reenen, J. Bloom, N. (2011). Human Resource Management and Productivity, Handbook of labor economics, 4, 1697-1767. Rompa, I. (2011). Explorative research on Sustainable Human Resource Management. VU University,.Amsterdam. Scroggins, W. Benson, P. (2010), International human resource management: diversity issues and challenges , Personnel review , 39(4), 409-413. Scullion, H. Collings, D. Gunnigle, P. (2007), International human resources management in the 21st century : emerging themes and contemporary debates , Human resource management journal , 17(14),309-319. Wright, P. Mcmahan, G. (2011). Exploring human capital: putting human back into strategic human resource management, Human resource management journal, 21(2), 93-104.