Thursday, February 13, 2020

Report on Google and Yahoo Assignment Example | Topics and Well Written Essays - 3000 words

Report on Google and Yahoo - Assignment Example It was the world’s greatest search elements because by the year 2001, it did an amazing thing that eluded a lot of dot.com business start ups of the moment in time and became profitable (DuVander, 2010). Its profits come from internet advertising revenue and also sell a number of subscription services that are; Google Earth Plus and Pro. The biggest and the most popular service is the web search which is mostly known for giving out related search consequences with a clear interface. So highly developed searching, Google prolonged past simply verdict websites based on the keywords. As the few prospering dot.com startups, it still retains many perks including free launch and laundry for the employees and games. Google has worked with several organizations, in order to improve production and services Yahoo is an internet entrance that integrates search engine and a directory known as WWW (World Wide Web) that are organized in a hierarchy manner of which is broadly known for its w eb entrance, search elements, Yahoo search and associated services which as well as Yahoo Directory (DuVander, 2010). Yahoo Mail, are concerned, plotting video, sports and social media website. It’s headquartered in Sunnyvale California is the most common sites in United States where roughly 700 million people use Yahoo website each and every month. Yahoo was first founded by two men known as Jerry Yang as well as David Filo in the year 1994 January and was amalgamated on 1st March, 1995. The previous Google administrative Marissa Mayer was named as the Yahoo Chief Executive and at the same time became the president on 16th July 2012. This utterance known as "yahoo" is an ellipsis for â€Å"Nevertheless alternative Hierarchical Intrusive Oracle† therefore the term "hierarchical" can be described as how the its database was well set in layers of subdivisions (DuVander, 2010). Yahoo is a technology company that delivers search, gratified, and email tools proceeding the W eb and on portable devices all over. The corporation’s Yahoo.com also gives out Yahoo! Finance which offers a set of monetary data, information as well as items for users to build financial decisions; Yahoo! amusement and Lifestyles; this is a collection of things focused on trends as well as information in civilization, women’s issues, and social media. It also gives out infrastructure tools that include Yahoo packages that provide users with and mobile phone text messages, and combined associates and datebook functionality. Therefore, the company provides mobile phones and upcoming products that are Into Now as for Yahoo, watching television, is a software platform that gives interactive television and provides a user with generated satisfied items. This site is available in more than twenty different languages in the world. 2. Structure and design These proprieties offer a simple directory structure and design which the user circumnavigates and chooses files to down load. Organization design is a method of arranging an organization's makeup within their own operation that is looking at the intricate relationship between assignments, workflow, responsibility or even authority and making sure that all these support the main aim of the business. Many efficiency and performance

Saturday, February 1, 2020

PCL Construction Paper 1 Term Example | Topics and Well Written Essays - 2000 words

PCL Construction 1 - Term Paper Example Based on the large number of employees who have been hired by the PLC construction companies, they have significantly contributed to the growth of the US economy. This has been attained from the high tax on their annual and monthly incomes. Most importantly, the construction companies embark on designing and construction of factories, learning institutions, government houses, hospitals, research centers and roads among others. Thus, the construction industry plays a vital role in the growth of the US economy. This paper seeks to discuss a profile of Parsons Corporation; a US based international construction company. Having been founded in 1944 by Ralph Parsons, Parsons Corporation is a construction company with a strong financial background that is based on the various large projects that the company has undertaken in US and in other countries. The company whose headquarters are located in Pasadena, California is highly involved in designing and construction of large projects such as industrial facilities. Parsons organizational structure consists of the chief executive officer, corporate and operations support, international and North America markets units and regional business units (Ralph, 1978). The board of directors is made up eleven members namely Charles Harrington, Curtis Bower, Kenneth Dahlberg, Steven Leer, Lawrence Jackson, William Kinsey, James McGovern, Tamara Lundgren, Chritian Mitchell, Mark Holdsworth and Admiraj Zlatoper. In his effort to create strong relationship with its customers and the society, the Ralph Foundation was established by Ralph Parsons to provide charitable s ervices to the members of the society who are poor or in need of other forms of help. Additionally, the company fulfills its corporate duties by employing six key aspects or values. These values include diversity, innovation, safety, sustainability, integrity and quality

Friday, January 24, 2020

The Electrolysis of Copper Sulphate :: Papers

The Electrolysis of Copper Sulphate Aim Analyse and evaluate the quantity of Copper (Cu) metal deposited during the electrolysis of Copper Sulphate solution (CuSo4) using Copper electrodes, when certain variables were changed. Results Voltage across Concentration of solution electrode 0.5M 1.0M 2.0M 2 5.0 10.6 19.5 4 10.5 19.8 40.3 6 14.3 26.0 60.2 8 15.2 40.4 80.3 10 15.0 40.2 99.6 12 15.1 40.0 117.0 Analysing/Conclusion The input variables in this experiment are; concentration of the solution and the voltage across the electrodes. The outcome is the amount of copper gained (measured in grams) at the electrodes. By analyzing the graph, we can see the rapid increase of weight gained for the 2.0 molar concentration as the gradient is steeper. Whereas the 1.0 mol and 0.5 mol concentrations increases steadily at a slower rate. This obviously shows that if the voltage increase, the weight also increases. Hence I can conclude; the higher then voltage and concentration, the more copper is produced. The reason for this would be because we used electrolysis. This is used to separate metals from their ores and metal compounds. The electrolyte (solution) contains negative and positive ions. For electrolysis to work there must be the same amount of positive ions to negative ions so that the solution is electrically balanced. A solution of metal compounds can only conduct electricity if it is balanced. The negative ions are attracted to the anode (+ve electrode) and the positive ions (protons) are attracted to the cathode (-ve electrode). The electrolyte effect the amount of atoms attracted. This happens at the cathode: Cu2+ +2e- =Cu And oxygen is produced at the anode. Increasing the concentration is more affective than increasing the voltage but in order to gain more copper, you will need the highest

Wednesday, January 15, 2020

Compensation Strategies Essay

Executive Summary This report will look at 3 different compensation systems that our company can develop and roll out within our company for our employees and future employees. Compensation is one of the most important and rewarding factors for our employees. Employees rely on their compensation to pay their rent or mortgage, food for their family, vacations, education for their children, and prepare for their retirement life. How compensation is paid can determine the quality of employee you obtain and how long you retain them. This report provides information on different compensation strategies to attract/recruit good talent, improve employee production and retain valued employees. Annual merit increases help companies to continue being competitive in the work force. Research shows employees want to work for employers that are competitive with salaries. By moving to an annual merit increase system employees will continue to increase production and meet business objectives to receive more compensati on. Employees look at merit increases as entitlement and production can remain flat. Our company can increase productivity across the board by tying business goals to merit increases. In order to get the production needed, communication from management will need to take place to set expectations of achieving goals and what the potential merit increase the employee can receive by hitting those goals. Healthcare benefits can be a deciding factor for many people on whether or not they consider working for our company or if they decide to leave our company. Health benefits provided by the employer shows they care  about the employee and it helps get the employee back to work quicker which helps to be more productive. Healthcare is not only a benefit to the employee but also part of their compensation. Communication and training by management should be conducted annually to go over the employees full Comprehensive Compensation Package to show the total monetary amount received by the employee from the employer. The last type of compensation we will consider for the employees as a company is a 401(k) plan. 401(k) plans are growing with the number of employers that are providing options for their employees. As the research shows, the cost of losing an employee in the long run due to not providing a 401(k) plan can create higher turnover and training costs. We want to recruit and keep top employees and based on the research shown, providing a 401(k) plan will do what we need. My recommendation is to implement the annual merit system, health care benefits and a 401(k) plan. For the compensation packages to be a success we will create compensation statements for every employee to review and train all managers with direct reports so they can deliver the great message we have to share. Also, goals and expectations will be implemented as early as possible during the year to establish a strong foundation for performance. Our compensation plan is intended to attract key talent, increase employee engagement, incent and retain high-performing managers who will enhance the profitability of our company and create value for our shareowners. Introduction Compensation is an important element of our company. Employees rely on their compensation to pay their rent or mortgage, food for their family, vacations, education for their children, and prepare for their retirement life. How compensation is paid can determine the quality of employee you obtain and how long you retain them. This report provides information on different compensation strategies to attract/recruit good talent, improve employee production and retain valued employees. Also, with sales volume goals to increase, technology and innovation changing so quickly, and the quality of service customers are expecting, employers have to come up with ways to be better than their competition. The way to be better than your competition is through the people who work for the company. And one the best  ways to attract those employees are to have a better compensation packages for your employees. The goal for this research will show you the positive impacts to the company by offering Annual Merit Increases, Healthcare Benefits, and 401k plans to the employees. These compensation benefits are important to high quality employees our company’s trying recruit, retaining high producing employees, as well as, increasing motivation and production with all other employees. By implementing these actions our company will be able to show our employees our commitment to be the best company to work for and to show how valuable our employees are to the company. Research Findings Merit Pay Increase According to Towers Perrin’s Global workforce study, competitive base pay is the most important factor that attracts UK workers to an employer, with almost six-out-ten (59%) respondents stating that this would influence their decision (â€Å"Competitive base pay,† 2007, p.16). Not only is it important to attract workers but retaining high performing employees and keeping them motivated to increase and maintain productivity to compete in the marketplace is vital. One way to retain and motivate employees is through annual merit increases. If a merit pay system succeeds, it motivates employees to work harder and achieve more (Mack, 2014). In order for the merit pay system to succeed it will need to be tied in with the business strategy of the organization and not viewed as an entitlement. Merit increases can motivate employees to achieve whatever goal the company sets. For example, by finishing projects timely with high quality or rolling out new operational procedures for the company. Employees often fail to see a link between merit pay and the accomplishment of business goals because no link is being made (Heneman, 2002, p.382). In a Supervisory role is important direct reports understand how their individual goals align to organizational priorities and how merit increases are earned based on exceeding their given goals. Planning and Goal Setting is the foundation for performance management and execution of our strategies. It focuses on ensuring employees have a clear understanding of annual organizational  priorities, and defining individual employee goals aligned to their job role and those priorities. Finally, it is important that effective communication exists between employees and management and that managers have the requisite tools for administering rewards (Leritz Ph.D., 2012, p.1). Analysis: Research shows employees want to work for employers that are competitive with salaries. By moving to an annual merit increase system employees will continue to increase production and meet business objectives to receive more compensation. Employees look at merit increases as entitlement and production can remain flat. Our company can increase productivity across the board by tying business goals to merit increases. In order to get the production needed, communication from management will need to take place to set expectations of achieving goals and what the potential merit increase the employee can receive by hitting those goals. Healthcare Benefits According to â€Å"Competitive base pay most important for recruitment† (2007), â€Å"almost two thirds (59%) of staff would consider leaving their job if their employer failed to address health and wellbeing in the workplace. Business in the Community’s Business action on health campaign shows that 83% of staff considers the way that an employer looks after the health and wellbeing of staff is important when choosing a job† (p.16). Effective communication from employers about the compensation plans has a major influence on the turnover rate of the top performing employees. Because one companies benefits are better than the other doesn’t mean employees will stay. Based on the surveys conducted, companies with better communication strategies and lesser benefits had only 12% turnover compared to 17% turnover with companies that offered better benefits. Companies with excellent benefits and effective communications had only an 8% turnover of top-performing em ployees. Also, when employees were surveyed on how satisfied they were with their benefits, only 22% were satisfied with the better benefits from employers with poor communications. On the other hand, 76% of employees with lesser benefits and effective communication from the employers were satisfied with their benefits (â€Å"Better benefits  communications,† 2005, p.9). Companies must show the employees that healthcare benefits are a part of total compensation because companies that don’t effectively communicate the value have higher turnover rates for top performers. According to Kathryn Yates, global director of communication consulting at Watson Wyatt, â€Å"Employers can spend huge sums of money on benefits, but if their employees aren’t aware of the cost or don’t appreciate the value of the benefits, they aren’t going to see a return on their investment.† (â€Å"Better benefits communications,† 2005, p.9). Analysis: Research shows the importance of health benefits to employees and what it takes to retain those employees. Health benefits provided by the employer shows they care about the employee as well as it helps get the employee back to work quicker which helps to be more productive. Healthcare is not only a benefit to the employee but also part of their compensation. Communication and training by management should be conducted annually to go over the employees full Comprehensive Compensation Package to show the total monetary amount received by the employee from the employer. This communication and training on healthcare benefits are vital to keeping our top performers. 401(k) Plan The increase of matching contribution for 401(k) plans through employers has risen from 68 percent to 73 percent over the last couple of years (Plenda, 2013, p.31). In a recent survey, if another employer offered a similar job with a 401(k) plan, 40 percent of employees said they would pursue other opportunities with the new employer. It was also determined when a 401(k) plan is presented most employees work harder and stay on the job longer (Lamont, 2014, p.10). People who save money are good workers because they place greater value on future outcomes. These types of employees work more and are more conscientious of how they treat employer assets because they understand their reputations will be hurt by careless actions they take. Not only do employees stay on the job longer but companies can use 401(k) plans to attract workers that are more conscientious and productive on the job (Munnell & Sunden, 2004 pp. 3-20). Research by Bank of America Merrill  Lynch shows higher turnover rates, increase in training costs, and lower productivity and sales as a potential consequence for not offering a competitive benefits package to its employees. Employers should look at benefits as one of the most important investments they can make. These investments will attract top talent and show they are invested in their employee’s professional growth, as well as, their financial well-being to give them a competitive advantage over other employers (Brooks, 2012). Analysis: 401(k) plans are growing with the number of employers that are providing options for their employees. As the research shows, company’s not providing a 401(k) plan can lose employees’ to competitors, lose productivity and sales. We want to recruit and keep top employees and based on the research shown, providing a 401(k) plan will do what we need to help increase our advantage of attracting and keeping top talent over our competitors. Recommendations Our company’s compensation plan is intended to attract key talent, increase employee engagement, incent and retain high-performing employees who will enhance the profitability of our company and create value for our shareowners. Below are the recommendations to begin implementing merit increases, healthcare plans, and 401(k) plans to our employees. These actions will align specific goals to our organization’s priorities and enables us to execute its strategies to deliver exceptional compensation packages to our employees. Recommendation: It is recommended to establish goals and expectations every year to ensure employees have a clear understanding of annual organizational priorities and their defined individual employee goals are aligned to their job role and those priorities. Managers will meet with each of their respective employees to communicate their goals and expectations and have the employees sign and approve understanding. On February 15th, annually, managers will meet with each employee to discuss results and give feedback on achievements, strengths, areas of opportunities, and merit increase the  employee will be receiving on their March 1st paycheck. By implementing a merit increase we will increase employee engagement, incent and retain high-performing employees who will enhance the profitability of our company and create value for our shareowners. Recommendation: My recommendation is to set up health care benefits with United Health Care and contribute $500 per month towards employee’s costs. Additionally, implement a Comprehensive Compensation Package to be presented and reviewed by the manager to the employees at their annual merit increase to show them the rich compensation they have with the company. The Comprehensive Compensation package will give a personalized overview of all components of the employee’s compensation and cash value of the benefits available. By communicating with the employee’s, we will see an increase in retention and satisfaction that will decrease our company costs and increase profitability. Recommendation: My final recommendation is to set up Fidelity to manage the employee’s 401(k) accounts. In addition, the company will match 3% of the employee’s contributions and will schedule yearly financial seminars with Fidelity for financial guidance and retirement advice. During yearly reviews, managers will be present the Comprehensive Compensation Package to give an overview of all components of the employee’s compensation and cash value of the company matching. By providing a 401(k) plan and financial guidance we will attract top recruits, as well as, retain top employees. Conclusion My goal for this research is to show you the positive impacts to the company by offering annual merit increases, healthcare benefits, and 401k plans to the employees. These compensation benefits are important to recruit high quality employees, retain high producing employees, and increasing motivation and production with all other employees. By creating annual merit increases, employees are more productive and try to reach the highest increase they can get to add to their salary. Adding the company’s business objectives to the merit increases for the employees to reach will add  increased productivity to the company. Adding healthcare coverage for employees and communicating with them the value added to their compensation is important to retaining employees. Employees with healthcare also go to the doctor more often and come back to work quicker which means less down time and higher production. Lastly, introducing a 401(k) plan to the employees creates long lasting and loyal employees that are vested in the company’s success. The findings show the importance of pay to employees and the importance of attracting employees to a company. Also, employees work harder which will make the company more profitable. Planning, goal setting, communication. The importance of the findings for healthcare is employees are will to leave their company if employers don’t provide healthcare benefits. Shows communication is very important in making sure employees understand the benefits to make sure they don’t leave. Shows increase in businesses providing 401k plans and attracting hard workers.shows how important benefits are in keeping and attracting employees. Work harder and stay on the job longer How important it is to show benefits are part of compensation to show the value and keep top performers. Communication is going to be the fundamental key to getting the buy in and positive reactions to implementing these compensation benefits. The best merit increase plan, healthcare plan, and 401(k) plan can generate positive employee reactions or a negative employee reaction. The actual effect depends on whether these plans are understood and accepted and whether employees’ perceptions of the facts are positive. Finally, it is important to make sure we keep pace and understand what other organizations benefits are to their employees and we stay competitive to them, we also remember the employees must understand the benefits and buy in to them to be successful. References Better benefits communications can help to improve retention. (2005, April). Managing Benefits Plans, 5(4), 9. Retrieved from http://eds.b.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=5&sid=09c97eff-2de5-4526-9558-66dcdfc85554%40sessionmgr114&hid=110 Brooks, C. (2012). Monetary benefits play increasing role in luring workers. BusinessNewsDaily, Retrieved from

Tuesday, January 7, 2020

Review of Social Psychology Book by Claude Steele

Claude Steele, in his book â€Å"Whistling Vivaldi,† sheds new light on how pervasive stereotypes can influence individual’s behavior and academic performance, and how they perpetuate in different social groups. Stereotype threat, as defined by Steele, is â€Å"being at risk of confirming, as self-characteristic, a negative stereotype about a social group one identifies with.† (Steele, 1997) It is a general phenomenon – standard predicament of life – that springs from intersubjectivity. (p.5) We tend to spontaneously categorize and label people according to their social groups. Whenever someone is placed in a situation where a certain stereotype can be applied to themselves, they can be judged and treated accordingly. When individuals†¦show more content†¦For example, Asian males are under the stereotype that they excel in math. When Asian males who are relatively weak at math (compared to others in the group) are exposed to such identity contingencies, they may be facing the fear of disconfirming the group’s positive stereotype and result in low performance. The pressure to perform as well as expected may create anxiety from the possibility of being the atypical subtype of the group. Also, Walton has proposed a theory of stereotype lift, which is enhancement in performance when people are exposed to negative stereotype. (Walt on Cohen, 2003) To strengthen the conclusions of the research, collecting samples across populations with varying aspects should be considered. Since stereotype threat has proven to be such a big factor affecting stereotyped individuals’ academic achievement, many researchers have turned their attention toward reducing such threats. Psychological intervention allowing minority students to become less susceptible to negative stereotypes about the group’s abilities significantly improved their performance at school for a long time. Encouraging self-affirmation allowed people to affirm their self-worth and perceive themselves as good and competent, improving their performance at school and reducing accessibility of racial stereotypes. Self-affirmation alleviated anxiety from psychological threat ofShow MoreRelated Stereotypes and Identity in Lorraine Hansberry’s A Raisin in the Sun3301 Words   |  14 Pagesa society. The dominant group of a certain society, which in this case is probably Caucasians and men, usually creates these social constructions. Claude M. Steele, a researcher from Stanford University , performed multiple research studies on the idea and psychological effects of stereotypes on its victims. In his studies, he coins the term â€Å"stereotype threat† as the â€Å"social-psychological predicament that can arise from widely-known negative stereotypes about ones group,† which implies that â€Å"theRead MoreProject Mgmt296381 Words   |  1186 PagesTopics Chapter 1 Modern Project Management Chapter 8 Scheduling resources and cost 1.2 Project defined 1.3 Project management defined 1.4 Projects and programs (.2) 2.1 The project life cycle (.2.3) App. G.1 The project manager App. G.7 Political and social environments F.1 Integration of project management processes [3.1] 6.5.2 Setting a schedule baseline [8.1.4] 6.5.3.1 Setting a resource schedule 6.5.2.4 Resource leveling 7.2 Setting a cost and time baseline schedule (1.3.5) [8.1.3] 6.5.2.3 Critical

Monday, December 30, 2019

Learning Numbers in English ESL Beginner Lessons

The use of numbers for beginners is important. These exercises can be done almost like a grammar chant. The back and forth of a chant helps to memorize the numbers more quickly.   Learning the Numbers 1 to 20 Start by with numbers one through 20.  If you are teaching in a classroom, you can write a list on the board and point to the numbers, asking student to repeat after you as you point.  Once students  have learned these numbers, you can move on to other, larger numbers.   1 - one2 - two3 - three4 - four5 - five6 - six7 - seven8 - eight9 - nine10 - ten11 - eleven12 - twelve13 - thirteen14 - fourteen15 - fifteen16 - sixteen17 - seventeen18 - eighteen19 - nineteen20 - twenty Practicing Random Numbers If you are working with a group of students, you can write a list of random numbers on the board and point to the numbers as you work your way around the classroom. Teacher: Susan, what number is this?Student(s): 15Teacher: Olaf, what number is this?Student(s): 2 Learning the Tens Next, students learn tens which they can use with ever larger numbers.  If you are teaching, you can write out a list of the tens and point to them one by one, asking the students to repeat after you: 10 - ten20 - twenty30 - thirty40 - forty50 - fifty60 - sixty70 - seventy80 - eighty90 - ninety100 - One hundred Combining Tens and Single Digits Next the teacher should write a list of various numbers, both single digits and multiples of ten and point to the numbers. This will allow students cover all the numbers up to 100. Ask your students to  repeat after you as you point to the numbers. For example: point to the 20 and then the two.   Student(s): 22Teacher: [points to 30 and six]Student(s): 36Teacher: [points to 40 and eight]Student(s): 48, etc Continue this exercise around the class. Contrasting Teens and Tens The teens and tens can be tricky because of difficulties is distinguishing between similar-sounding pairs like 13 - 30, 14 -40, etc. Write the following list of numbers and as you point to the numbers,  exaggerate the pronunciation, emphasizing the teen of each number and the unaccented y on the tens. 12 - 2013 - 3014 - 4015 - 5016 - 6017 - 7018 - 8019 - 90 Be careful to pronounce slowly, pointing out the difference in pronunciation between 14, 15, 16, etc. and 40, 50, 60, etc. Now ask your students to repeat after you. Teacher: Please repeat after me. 12 - 20Student(s): 12 - 2013 - 3014 - 4015 - 5016 - 6017 - 7018 - 8019 - 90 If numbers are especially important for your class, teaching basic math vocabulary should prove quite helpful as well.

Sunday, December 22, 2019

Contemporary Psychodynamic Authors - 1984 Words

Contemporary psychodynamic authors define defenses as unconscious mental processes that function to defend against extreme anxiety (e.g. Valliant, 1994). Moreover, defenses are observed as being both protectors against unconscious feelings and relational and cognitive behaviours that protect the self (Cooper, 1998). Currently there is no consensus as to the number of defenses that exist however, in ‘The Ego and the mechanisms of Defense’ Ana Freud (1936/1986) discusses ten. However, subsequently there has expansion of recognised defences (Kramer 2013). Although, authors vary on the number of defenses that are present, there is a largely an agreement on the role of defenses. The function of these defense mechanisms is to modify internal psychological conditions such as emotions and thoughts by changing the meaning or implication of perceived threats (Kramer 2013). Defenses are utilised differently in borderline personality and comparable disorders and therefore necessitat e accurate identification for therapeutic appropriate intervention (Cooper, 1998). Borderline Personality Disorder (BPD) is a severe and dominant psychiatric condition featuring affective instability, marked impulsivity, and substantial deficits in the ability to work and sustain meaningful relationships (Hadjipavlou and Ogrodniczuk 2010). In addition, BPD individuals suffer with deep fear of abandonment, identity conflicts and paranoid ideations (Hadjipavlou and Ogrodniczuk 2010). Further, BPD individualsShow MoreRelatedFreudian Psychoanalysis As The Forerunner Of All Psychotherapeutic Methods979 Words   |  4 Pagesperiod and genital stage. Freud argues that personality development across these stages is a reflection of how the impulses and drives were accomplished in the different developmental stages (Jones Butman, 2012) Do you agree with or disagree with the author? Explain I do agree with the Jones and Butman that as Christians we are likely to disregard Freudian views on personality development because of the theory’s differences with our Christian worldview. Jones and Butman argue that Conservative ChristiansRead MoreThe Diverse Nature of Psychology Essay examples1075 Words   |  5 Pagesmajor perspectives: psychodynamic, behavioral, humanistic, cognitive, sociocultural, biological, and evolutionary. This diversity within psychology, allows psychologists the ability to expand in all areas of explanation, assessment, and diagnoses, which furthers the science of psychology through many different subfield specialties. Influence on Psychology’s Major Concepts Diversity is off great influence on the major concepts in psychology. The cognitive-behavioral, psychodynamic, and humanistic perspectivesRead MorePsychoanalytical Theory and Cognitive Behavior Theory1567 Words   |  7 PagesRunning Header: JOURNAL REVIEW Journal Review: An assessment of contemporary studies to Psychoanalytical theory and Cognitive Behavior theory. Abstract Psychoanalytical theory and cognitive behavior theory (CBT) are currently two of the most utilized psychotherapeutic modalities in Western psychology. In the current review of literature, the salience of both theories is analyzed through the evaluation of contemporary studies on the two theories. These studies focused on empirical rather than merelyRead MorePTSD and Anxiety, Themes in the Film 1995 Copycat and Therapies1703 Words   |  7 Pagescharacterized by an intensified feeling of distress, and at times incapacitate her to the brink of a nervous breakdown and unconsciousness. These abnormal conditions are a profound feature of the story, which revolves around Dr. Hudson (who is an expert author and lecturer on serial killers) working with other detectives to track down a serial killer after a series of peculiar homicides in the San Francisco area. During their investigation, they learn that this murderer is actually meticulously recreatingRead MoreThe Ever-Changing Deviant Soc iety Essay1499 Words   |  6 Pages To better understand these different forms of deviance we must look at the causes and origins of deviant behavior. Like some disorders in abnormal psychology, I believe deviance can originate from biological, behavioral, sociocultural, and psychodynamic backgrounds. Even a combination of these five areas may cause a person to become deviant. In the biological realm, I believe that someone can be genetically predisposed to deviant behavior. They may have personality characteristics handed downRead MoreDetailed Analysis on Personality Disorders479 Words   |  2 Pagesinclude the psychodynamic, cognitive-behavioral, humanistic and family system approach. There are various studies, that are both fascinating and illuminating, and that can help society understand how these theories function to understand how to best treat this disorder. While in the past most psychologists only adhered to one of these, now most psychologists use multiple definitions of these theories in order to better treat the disorder. (Integrative and Biopsychosocial Approaches in Contemporary ClinicalRead MoreActive Experimentation And Its Effects On Reality And The Starting Of The Cycle1116 Words   |  5 Pagesas a lifelong process. Again, I stress here on the vital need of a â€Å"secondary debriefing† (venting ) after the â€Å"primary de briefing† (self-reflecting). 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The authors explored a range of psychoanalytic ideas, comprising of Early Drive Theory, Ego PsychologyRead MoreThe Role Of Relationship And Technique On Therapeutic Chang e989 Words   |  4 Pagestherapeutic alliance. The undertones that guide the discussion and is largely the conflict are the assumptions made about theories and how they include not just one theoretical approach, but four including behavioral, experiential humanistic and psychodynamic. Later on the answer given is that there are core principles that guide not only the methodology, but also the alliance or the relationship. What Goldfried and Davila try to do is move the conflict away from the question as to whether or not theRead MoreA Brief Comparison of Historical Paths for the Clinical and Counselling Streams of Psychology2301 Words   |  10 Pagesand implementation of both counselling and clinical psychological streams (Gladding, 2013; Kiselica Robinson, 2001). Indeed, it is difficult to imagine the acceptance of any contemporary psychological stream without the American mental health movement of the early 1900’s. When comparing the methods used by contemporary clinical and counselling psychologists, one must recognise the contributions of Carl Rogers, whose non-directive, humanistic counselling approach relied upon client-centered methods