Process Design (Operation Management) Essay Example | Topics and Well Written Essays - 750 words

Process Design (Operation Management) - Essay Example The approach aimed at delivery of high quality, unique and uniform mix of prepared foods in a clean environment and cheerful courtesy. It is a face-to-face kind of delivery but the employee never touches the product but only delivers to the customer (Khanna, 2007). In the self-service approach, the company involves customers in the production of services. This is done to improve the efficiency and quality of services provided by the institution. This enhances customer service delivery satisfaction and appreciation of the company’s services (Mottershead, & Woods, 2003). This kind of approach also reduces time taken in the delivery of services and allows the company to concentrate on effective and efficient delivery of services (Mottershead, & Woods, 2003). In the food service, customers can order for desired type of food through the company website and they can be delivered as per the customer requirements and on time. Customers can also pay for their specific orders online and file complaints to the company. Through this approach, the organization will be able to tackle addressed problems as well as enabling customer satisfaction(Mottershead, & Woods, 2003). Another method commonly used by companies is personal attention approach. This approach is aimed at developing a positive relationship between individual sales men and customers. A good example of this kind of approach is the kind of service offered in hotels (Khanna, 2007). This allows for customer loyalty in service delivery and to the company. Since employees contact the customers directly, service delivery is efficient (Khanna, 2007). It is also easier for the customers to express their dissatisfaction or gratitude to the organization. The employees also come familiar with the customers’ tastes and preferences and delivery of services will be efficient since they know what customers need. Hotels with this type of approach even go to the extent of sending birthday cards or

Ryanair business strategies and implications for Human Resources

Ryanair business strategies and implications for Human Resources This report covers the implications the business strategies proposed by BBAMBI consultants will have on the Human Resource Management (HRM) function of Ryanair. The strategies proposed by BBAMBI were to improve customer service, build the brand, and increase revenue and reduce costs. The implications these strategies have on the HRM function are managing the change associated with the strategies, training of customer facing staff, and introducing an effective performance appraisal system throughout the organisation. For Ryanair to maintain economic primacy in the budget airline sector they must be able to successfully manage the recommendations listed above. Introduction BBAMBI Consultants conducted an analysis of the external environment for Ryanair in order to consider strategies for future business operations. BBAMBI have suggested a number of strategies for immediate implementation and made recommendations for longer term strategies. The short term strategies included improving customer service, developing the company brand, and increasing revenue and reducing costs. The strategies which were more involved were recommended to be put into effect over a longer term were becoming more environmentally friendly and developing into other transport markets. The strategies have significant implications for Ryanairs Human Resource Management (HRM) function and this report will critically review these implications. The primary implications are change management, training, and implementing a more effective performance appraisal. Managing Change The report has identified some of the changes that will face Ryanair in the next few years due to the change in strategy. According to the CIPD, people management and development professionals have a significant role to play in any change management process. HRs involvement in various aspects of change can make the difference between successful and less successful projects (CIPD, 2009a). A number of issues have been addressed in the literature as having a negative impact on change management. Resistance to change is the main issue with individuals or groups possibly engaging in acts to block or disrupt an attempt to implement change. Evidence suggests that that this can be reduced by involving those it will affect in the decision making process. Individuals who have been involved in the diagnosis, planning, devising and implementation of change are more likely to feel positive about it (Marchington Wilkinson, 2008). 2.1 Lewins Three Step Model HR and management can plan for the changes at Ryanair by implementing Lewins three-step model of unfreezing, moving and re-freezing. By looking at change as a process with distinct stages the organisation can prepare and plan to manage the transition (Marchington Wilkinson, 2008). Lewins model attempts to analyse the forces (driving and restraining) that impact on change. The model offers advantages in planning for organisational change by providing a simple approach to making and sustaining change (McCarty, 2007). Limitations of the model are that it does not take into account personal factors that can affect change. The model also assumes that organisations operate in a stable environment (Burnes, 2004). (Millet, 2004) The first step in the process of changing behaviour is to unfreeze the existing situation or status quo. It is necessary for HR to try and overcome the strains of individual resistance and group conformity. To prepare employees at Ryanair for change, HR and management need to build a trust and recognition for the need for change (Kritsonis, 2004). The second step in the process is movement where employees will begin to resolve their uncertainly about the changes. A method that HR can use in assisting employees in the movement stage is to persuade employees that the status quo is not benefiting them (Kritsonis, 2004). The final step attempts to re-freeze or create acceptance for recent changes, to replace old beliefs with new ones. If this step is not taken it is likely that employees will revert back to the equilibrium (Goode, 2008). An action that HR can use to reinforce the new values is to include them in policies and procedures (Kritsonis, 2004). Training Development Ryanair needs to be able to improve customer satisfaction to gain a competitive advantage over their main competition, easyJet. Training of customer facing staff is vital for Ryanair to be able to successfully improve customer satisfaction, retention, and loyalty. Despite being costly, training of staff will improve upon customer satisfaction as many studies have shown (Aragon-Sanchez, et. al, 2003, pg. 961). Studies have found that the number of customer complaints significantly decreased after implementing training of customer service staff (Office Depot, 2006). In developing the training further, Ryanair should conduct a Training Needs Analysis (TNA) before implementing an on-the-job training and coaching programs for their customer facing staff. 3.1 Training Needs Analysis Learning Plan A TNA will assist Ryanair in determining any skills gaps their customer facing staff have in relation to their job requirements and current performance (Marchington Wilkinson, 2008). A TNA study will not only highlight where skills gaps exist, but should also determine the cause and solution (Stetar, 2005). During the TNA the organization should consider means other than training to achieve their desired results as many practitioners highlight that training is not necessary in every situation. (Marchington Wilkinson, 2008) (Stetar, 2005). Following on from the TNA report Ryanair should produce a learning plan, which will focus on the clear aims and main objectives which they are trying to achieve through the further training of staff. (Harrison, 2005,p122). For Ryanair the general aim is to improve customer service. A well planned training initiative may act as an enabler to Ryanair in achieving the business strategy and objective of increasing customer satisfaction (Tannenbaum Wo ods, 1992). 3.2 Training Ryanair need to pursue follow on training from their induction process. It has been noted from a previous study conducted by Kinnie (2000) that it is not just induction and technical training, but employees ongoing investment in workplace activities which enhances their training and skills (Kinnie, et. al, 2000 cited in Redman Wilkinson, 2009). It is believed that focusing on on the job training is the most effective means of training (Marchington Wilkinson, 2008). On the job training could also include coaching or mentoring. The CIPD (2009b) surveyed coaching within a variety of organisations and just over half described coaching as a learning and development intervention and the rest suggested it is used for organisational development and change management. Coaching has also been said to assist in improving weaknesses, tackling underperformance, and improving productivity. (Marchington Wilkinson, 2008). Despite training being an additional cost for Ryanair it may prove to achiev e enhanced customer service, leading to an increase in customers, and therefore higher profits, as many studies have shown that training of customer service staff results in higher customer satisfaction (Aragon-Sanchez, et. al, 2003, pg. 961). After the implementation of on-the-job training Ryanair will need to evaluate the effectiveness using the Kirkpatrick model of reaction, immediate, ultimate, and analyzing the return on investment (Marchington Wilkinson, 2008). The most applicable means of measurement for Ryanair is the ultimate level, which measures the strategic impact of training on the organization (Marchington Wilkinson, 2008). To measure the impact Ryanair should compare the number of previous customer complaints to the number of complaints after the training commenced. 3.3 Barriers to Learning There are however disadvantages to training and development from an organisational point of view. Some barriers to training include cost, time, lack of resources, lack of line manager support, lack of awareness of potential benefits and employee motivation, and fear of trained staff being poached by competing companies. (Cannell, 2008). Many companies compete on cost, just like Ryanair, and training is seen as an unjustifiable wastefulness and too costly (Bach Sisson, 2000). Therefore, Ryanair may be hesitant to implementing further training. Ryanair are a low cost, no frills airline and therefore need to keep all costs to a minimum. Furthermore, the fear of trained staff being poached could also be utilised as an excuse for Ryanair to not increase their training budget as trained staff might leave for a more lucrative competitor. Performance Appraisal 4.1 360 Degree Performance Appraisal It is suggested that all staff at Ryanair undergo 360 degree performance appraisal, with customer appraisal forming part of the 360 degree feedback for front-line staff. 360 degree feedback would allow the performance of those staff involved in each different strategy (customer service, branding, revenue and costs) to be monitored and managed more effectively. 360 degree feedback allows performance to be viewed from different perspectives and increases self-awareness (Armstrong Barron, 2004). Maybe et al (1998) state that one difficulty with 360 degree feedback is that the employee may attempt to manipulate the process, although this can be mitigated by expanding the number of people who are appraising the member of staff. Customer appraisal, in the form of mystery shopping and customer surveys, has been established as one of the ways to improve customer service in the strategic analysis and will expand the number of appraisers involved in the process. This report reinforces the value of the use of this technique and it is proposed that it is an extremely effective way to monitor the level of customer service provided as it is evaluated at the boundary between the Company and the customer (Redman Wilkinson, 2009). Mystery shopping has been criticised as a cynical way for employers to spy on their employees (Cramp, 1994). However, Erstad (1998) states that mystery shopping should instead be viewed as a well-elaborated plan which serves as a management tool for improving customer service as well as enhancing human resource management. A well developed mystery shopping programme that is effectively linked to reward and incorporates training can result in improvements in customer satisfaction by up to 20% (Parker, 1988). According to Dorman (1994), Mystery shopping should not be punitive and employees who fail the shopping task should be provided with training until customer service improves. The proposal suggests that customer service data should be obtained at set intervals through the use of customer surveys. Customer surveys can be effectively used as part of customer appraisal and are now being used more frequently (Redman Wilkinson, 2009). 4.2 Implementing Performance Appraisals Performance standards and objectives should be prepared and communicated by the employees line manager (ACAS, 2005). Marchington Wilkinson (2008) propose that training to develop analytical skills, review information collected and to provide effective feedback may be necessary. Performance appraisals should occur throughout the year and be a continuous process (ACAS, 2005). The performance appraisal process should be continually reviewed in order to ensure that it working successfully (IRS Employment Review, 2003). According to ACAS (2005) the success of implementing 360 feedback appraisals depends on the culture of the organisation and how carefully it is introduced. 5.0 Conclusion It is clear that the proposed business strategies will have significant impact on Ryanairs HRM function. In order for Ryanair to maintain its competitive advantage, the HR function will need to consolidate these factors and have the flexibility to meet the challenges they engender. In doing so, the HR function will shape the culture of the organisation in such a way that will allow the other changes to take effect. Ryanair need to effectively manage the change required in implementing the proposed business strategies as they will involve introducing further training and a new performance appraisal system. Introducing further training and new performance appraisals is vital in this shift in culture and the reciprocal relationship between both will lead to the opportunity for Ryanair to achieve the proposed business strategies of improving customer service, building the brand, and increasing revenue, and reducing costs.

Zora Neale Hurston - Their Eyes Were Watching God :: essays research papers

Their Eyes Were Watching God It is human nature to look for happiness. Some people find it in material possessions, some find it in money, but most of us find it in love. To find true love is a difficult task especially now in the times of cell phones and Jaguars. Money and power play a big role in today’s society, and some people would rather have those things than a love of another human being. In some rare cases it is not even a person’s decision who she (almost every time it’s a woman who is being given away) will marry. Although it does not happen very often, there are still cases where a woman is being married off to a man by an arrangement made by her parents, to insure stability and security of that woman. The standing in the community means a great deal, just like Zora Neale Hurston’s Their Eyes Were Watching God illustrates. Janie, the main character in the book, was raised by her grandmother. Ever since Janie’s mother ran away it was just the two of them living together. As a kid Janie lived in the house where her grandmother was a nanny for a white family. She was treated the same as the white children, they ate together, played together, even got punished together. Janie, unlike most of the blacks at that time, did not see any discrimination while she was growing up. That was the building block of her strong personality. There was some teasing in school about her living in a white folks home, but she did not pay much attention to that. Now if I may go off the subject for a moment I would like to say how beautifully and descriptively the book is written. There is one passage in particular that I truly enjoyed reading : It was a spring afternoon in West Florida. Janie had spent most of the day under a blossoming pear tree in the back-yard. She had been spending every minute that she could steal from her chores under that tree for the last three days. That was to say, ever since the first tiny bloom had opened. It had called her to come and gaze on a mystery. From barren brown stems to glistening leaf-buds; from the leaf-buds to snowy virginity of bloom. It stirred her tremendously. How? Why? It was like a flute song forgotten in another existence and remembered again.

T.V Soap Opera Analysis

Anna Shvets Jennifer Katman Tuesday Thursday T. V Class April 26,2010 T. V Soap Opera Analysis In the T. V series of â€Å"Will and Grace†, there is one gay male character named Will, one male character named Jack who acts feminine, a straight female character named Grace and heterosexual female named Karen which is Graces’ friend. Will and Grace who live together are both looking for love, but will never find it with each other because Will is gay and Grace is straight. All of these characters play and important role in this show either gay or straight. I can tell whether the characters are gay or straight by how they act towards each other or just in general. Will is a gay male who is very handsome and attractive, and works as a successful lawyer in Manhattan. When he attends work it is a total institution because there is authority over him and he has to follow certain kind of rules to not get fired. In the show, he doesn’t act gay to me because he lives with Grace and acts very high class. His gay side comes out when he goes on a date or to a gay bar. This is another total institution when he goes to gay bars because usually the gay people are in authority and pretty much there are rules! On the other hand, Jack who acts feminine who plays a really funny role can’t find a job so he is unemployed. His role as a male is hilarious because he totally acts like a girl but doesn’t hid on men even though, judging his outside I would think that he is the more gay one. Even though he is funny he is unstable because he has nothing to depend on for example a job to help him provide money. The portrayals of the gale males in this show are positive. Their roles are humorous throughout all the series. Jack is always acting feminine and Will is always acting more serious but that’s what makes him be more humorous. It is shown in a multidimensional way because it shows Will who acts as a more serious gay male and it shows Jack who acts more feminine but is still considered gay. I can tell that’s the portrayal is more positive because even though the T. V show has gay males, it doesn’t show them making out or being all touchy, it just shows an example of gay males who have a big sense of humor. On the other hand when you try to relate it back to the real world you can see that not all gay men are like that. There was one episode where Grace took Jack to her dinner party, and Jack couldn’t settle down until they got out of there because he was very suspicious what people would think of him. He was expecting to have all eyes one him, which would make him feel very uncomfortable and maybe even hearing some name calling. At the dinner party Jack gave compliments to everyone, and one of Graces coworkers really adored Jack because he was in love with her shoes and I don’t even think she noticed that he was gay. The image that this program portrays of gay men is both good and bad from different points of views. For example, I am against gays because that’s against my religion. Even though I don’t like homosexuality, that doesn’t mean that I hate every gay or lesbian person out there, it just means that I don’t like what they do or what they believe in. I have seen many gay males everywhere, at the mall, at salons and they seem to be the nicest people with great personalities but I just don’t like the whole gay part. To other people who are for gays, I think that this program shows them an even better side of gays because they are filled with humor. Some of the pictures that are shown with gay males holding hands or hugging do bother me because I don’t think that it’s right. There was a part where Grace said something like real intense but Jack didn’t get offended but if you look at it from a side you would say that it is ok to call people names. That is a negative effect on society because if you have a child and saw a lady on T. V calling a gay guy a faget, it would not be ok for her to call a gay guy she sees on the street a faget. The content of this program contributes to our socialization process because in sociology we learn to view things from other people’s perspectives and being gay or lesbian is what people choose to be even though some are against it. From society we learn that gay men can also reach a goal in life and have a high paying job or look handsome because they are also people that want a good future. From these T. V shows we can analyze a lot but we need to here every character before we make a decision whether we like the show or not. I do acknowledge that there are negative effects and there are positive ones. For example my mom told me that this show is a way of making people gay because it shows men happy and funny so men just try to be like them. She says that it is a negative effect on us and everyone who watches it. Opinion- In my opinion, I think that the TV’s powers of socialization is going a little bit out of control because everything is being shown on TV that was never shown before and its starting to become normal. I’m not saying if you watch it you’re going to want to be gay. I just don’t remember having so many shows with gay characters. Either was I thinking it is good that they have characters like that that way we don’t cut any kind of people off. Gay people are just like you and me! In this show there is one thing that I absolutely did not like. It was the fact that Grace and Will find love but at the same time there is always something wrong with it. When grace bring someone home Will like them at first and hates him after he uses Grace. This show is an on going conflicting story about these four characters that try to get love but somehow it fires back at them say there isn’t any true love out there. It’s a bumber to watch those kind of thing because when kids watch it they can have a negative effect on themselves saying that there’s no point looking for mr. write or for my princess. When having a negative affect from a show it makes you think about how you can change it.

Plot Twist Essay

A plot twist is a change in the expected direction or outcome of the plot of a film, television series, video game, novel, comic or other fictional work. It is a common practice in narration used to keep the interest of an audience, usually surprising them with a revelation. Some â€Å"twists† are foreshadowed and can thus be predicted by many viewers/readers, whereas others are a complete shock. When a plot twist happens near the end of a story, especially if it changes one’s view of the preceding events, it is known as a twist ending. Revealing the existence of a plot twist often spoils a movie, since the majority of the movie generally builds up to the plot twist. A device used to undermine the expectations of the audience is the false protagonist. It involves presenting a character at the start of the film as the main character, but then disposing of this character, usually killing them. It is a red herring. Example of a plot twist An early example of the murder mystery genre[1] with multiple twists[2] was the Arabian Nights tale â€Å"The Three Apples†. It begins with a fisherman discovering a locked chest. The first twist occurs when the chest is broken open and the dead body is found inside. The initial search for the murderer fails, and a twist occurs when two men appear, separately claiming to be the murderer. A complex chain of events finally reveal the murderer to be the investigator’s own slave. A flashing arrow is a metaphorical audiovisual cue used in films to bring some object or situation that will be referred later, or otherwise used in the advancement of plot, to the attention of the viewers. The device is not introduced into the plot or the dialogue, but is something peripheral; however made obvious (hence the name) by a particular camera shot or background music. An example of this device is a camera close-up in a horror movie that suggests information like danger from an unlocked door. A literal flashing arrow was used in the 1981 film Student Bodies to mock this cliched use. [1] The use of flashing arrows and that particular joke were both mentioned in Everything Bad is Good for You, where the authors says works that have little use of this and require figuring things out yourself have a more deductive viewer base. Another example of a literal flashing arrow can be seen in the Ouran High School Host Club. This device is used several times throughout the anime—for instance in the first episode, a flashing arrow and high-pitched beeping noise indicate a vase  that a character breaks later on in that scene. Red herring is an idiomatic expression referring to the rhetorical or literary tactic of diverting attention away from an item of significance. [1] For example, in mystery fiction, where the identity of a criminal is being sought, an innocent party may be purposefully cast in a guilty light by the author through the employment of deceptive clues, false emphasis, ‘loaded’ words or other descriptive tricks of the trade. The reader’s suspicions are thus misdirected, allowing the true culprit to go (temporarily at least) undetected. A false protagonist is another example of a red herring. In the comic book fan community, the apparent death and subsequent return of a long-running character is often called a comic book death. While death is a serious subject, a comic book death is generally not taken seriously and is rarely permanent or meaningful. At least three comic book deaths are well known. The first two are the 1980 â€Å"death† of Jean Grey in Marvel’s Dark Phoenix Saga and that ofSuperman in DC’s highly-publicized 1993 Death of Superman storyline. There is one major distinction between the two, however – whereas it was never intended that Superman’s death be permanent, and that he would return to life at the conclusion of the story,[3] Jean’s passing (one of many temporary deaths among the X-Men) was written as the true and permanent death of the character,[citation needed] only to beretconned a few years later to facilitate her return. In more recent history, the death of Captain America made real-world headlines in early 2007[4] when he met his apparent end, but Steve Rogers returned in Captain America: Reborn in late 2009. Usually more subtle, foreshadowing works on the symbolic level. For example, if a character must break up a schoolyard fight among some boys, it might symbolically foreshadow the family squabbles that will become the central conflict of the story. Other times, it is seemingly inconsequential, with the goal of having the audience be surprised by the story’s climax and yet find it justified. If a character learns that a certain man was a regular at the diner where her mother worked many years before, it helps to justify the events later in which she learns that the man is her biological father. If foreshadowing is not done carefully, the common experiences of life can make the foreshadowing too obvious and allow the audience to predict the outcome of the story. Example: a character behaves in an odd and erratic fashion and complains continuously of a headache, then later is diagnosed with a brain tumor. Foreshadowing can also be used dishonestly in a mystery, where a series of events which points to a conclusion is later found to be composed of unlikely coincidences which have been â€Å"dishonestly† added to the story by the author in an artificial way, with the sole purpose of drawing the audience into an incorrect expectation. In such cases, the audience feels manipulated, and the story may be less satisfying.

Franz Boas, Father of American Anthropology

Franz Boas, Father of American Anthropology German-American anthropologist Franz Boas was one of the most influential social scientists of the early twentieth century, noted for his commitment to cultural relativism and as a staunch opponent of racist ideologies. Boas was arguably the most innovative, active, and prodigiously productive of the first generation of anthropologists in the U.S. He is best known for his curatorial work at the American Museum of National History in New York and for his nearly four-decade career teaching anthropology at Columbia University, where he built the first anthropology program in the country and trained the first generation of anthropologists in the U.S.  His graduate students went on to establish many of the first and most highly regarded anthropology programs in the country. Fast Facts: Franz Boas Born: July 9, 1858 in Minden, GermanyDied: December 22, 1942 in New York City, New YorkKnown For: Considered the Father of American AnthropologyEducation: University of Heidelberg, University of Bonn, University of KielParents: Meier Boas and Sophie MeyerSpouse: Marie Krackowizer Boas (m. 1861-1929)Notable Publications: The Mind of Primitive Man (1911), Handbook of American Indian Languages (1911), Anthropology and Modern Life (1928), Race, Language, and Culture (1940)Interesting Facts: Boas was an outspoken opponent of racism, and used anthropology to refute the scientific racism that was popular during his time. His theory of cultural relativism held that all cultures were equal, but simply had to be understood in their own contexts and by their own terms. Early Life Boas was born in 1858 in Minden, in the German province of Westphalia. His family was Jewish but identified with liberal ideologies and encouraged independent thinking. From a young age, Boas was taught to value books and became interested in the natural sciences and culture. He followed his interests in his college and graduate studies, focusing primarily on the natural sciences and geography while attending the University of Heidelberg, the University of Bonn, and the University of Kiel, where he graduated with a Ph.D. in physics. Research In 1883, after a year of service in the military, Boas began field research in Inuit communities in Baffin Island, off the northern coast of Canada. This was the beginning of his shift toward studying people and culture, rather than the external or natural worlds, and would alter the course of his career. Spirit of the Earthquake, Nootka Mask, Pacific Norwest Coast American Indian. Possibly American Museum of Natural History. Acquisition Year: 1901. Heritage Images / Getty Images In 1886, he began the first of many fieldwork trips to the Pacific Northwest. Contrary to dominant views during that era, Boas came to believe- in part through his fieldwork- that all societies were fundamentally equal. He disputed the claim that fundamental differences existed between societies that were deemed civilized versus savage or primitive, according to the language of the time. For Boas, all human groups were fundamentally equal. They simply needed to be understood within their own cultural contexts. Boas worked closely with the cultural exhibits of the 1893 Worlds Columbian Exposition, or the Chicago Worlds Fair, which celebrated the 400th anniversary of Christopher Columbus arrival in the Americas. It was a huge undertaking and many of the materials gathered by his research teams went on to form the basis of the collection for the Chicago Field Museum, where Boas worked briefly following the Columbian Exposition. Eskimos At The Worlds Columbian Exposition, which Franz Boas helped create. Chicago History Museum / Getty Images Following his time in Chicago, Boas moved to New York, where he became assistant curator and later curator at the American Museum of Natural History. While there, Boas championed the practice of presenting cultural artifacts in their context, rather than attempting to arrange them according to imagined evolutionary progress. Boas was an early proponent of using dioramas, or replicas of scenes from daily life, in museum settings. He was a leading figure in the research, development, and launch of the Museums Northwest Coast Hall in 1890, which was one of the first museum exhibits on the life and culture of the indigenous people of North America. Boas continued to work at the Museum until 1905, when he turned his professional energies toward academia. Franz Boas was curator of the American Museum Of Natural History from 1896 to 1905. The New York Historical Society / Getty Images Work in Anthropology Boas became the first professor of anthropology at Columbia University in 1899, following three years as a lecturer in the field. He was instrumental in establishing the universitys anthropology department, which became the first Ph.D. program in the discipline in the U.S. Boas is often referred to as the Father of American Anthropology because, in his role at Columbia, he trained the first generation of U.S. scholars in the field. Famous anthropologists Margaret Mead and Ruth Benedict were both his students, as was the writer Zora Neale Hurston. In addition, several of his graduate students went on to establish some of the first anthropology departments in universities across the country, including programs at the University of California at Berkeley, University of Chicago, Northwestern University, and beyond. The emergence of anthropology as an academic discipline in the U.S. connects closely to Boas work and, in particular, his lasting legacy through his former students. Boas was also a key figure in the founding and development of the American Anthropological Association, which remains the primary professional organization for anthropologists in the U.S. Chiefs Blanket with Bear Design, Totemism,Tlingit Tribe, Pacific Northwest Coast Indians. Totemism is a system of belief in which humans are said to have kinship or a mystical relationship with a spirit-being, such as an animal or plant. Heritage Images / Getty Images Main Theories and Ideas Boas is well known for his theory of cultural relativism, which held that all cultures were essentially equal but simply had to be understood in their own terms. Comparing two cultures was tantamount to comparing apples and oranges; they were fundamentally different and had to be approached as such. This marked a decisive break with the evolutionary thinking of the period, which attempted to organize cultures and cultural artifacts by an imagined level of progress. For Boas, no culture was more or less developed or advanced than any other. They were simply different. Along similar lines, Boas denounced the belief that different racial or ethnic groups were more advanced than others. He opposed scientific racism, a dominant school of thought at that time. Scientific racism held that race was a biological, rather than cultural, concept and that racial differences could thus be attributed to underlying biology. While such ideas have since been refuted, they were very popular in the early twentieth century. In terms of anthropology as a discipline, Boas supported what came to be known as the four-field approach. Anthropology, for him, constituted the holistic study of culture and experience, bringing together cultural anthropology, archaeology, linguistic anthropology, and physical anthropology. Franz Boas died of a stroke in 1942 at the Columbia University campus. A collection of his essays, articles, and lectures, which he had personally selected, was published posthumously under the title Race and Democratic Society. The book took aim at race discrimination, which Boas considered the most intolerable of all forms. Sources: Elwert, Georg. Boas, Franz (1858-1942). International Encyclopedia of the Social and Behavioral Sciences, 2015. Pierpont, Claudia Roth. The Measure of America. The New Yorker, March 8, 2004.Who Was Franz Boas? PBS Think Tank, 2001.White, Leslie A. Book Review: Race and Democratic Society. American Journal of Sociology, 1947.

Health coach Essay Example

Health coach Essay Example Health coach Essay Health coach Essay Bing a wellness manager for gamescape these past 5 hebdomads has truly helped me reach a better apprehension of wellness and health. Having a squad with such different backgrounds and really different in their whole facet of wellness and health was a challenge at times but that is what made me understand wellness and health so much better. Bing the squad leader and holding to do different life determinations for the three other squad members helped me see how altering some little things can hold a immense impact in your life. I have learned that even person who is really active and fit like June in gamescape was there is still room for betterment and better wellness picks to be made. The most of import thing that I have learned is that there has to be balance between all six elements in order to make optimum wellness. It is truly of import to understand each component and do it a portion of your life because if one is absent in your life so you can non make true wellness and health. Before gamescape I had no thought about the six elements that make up wellness and health. I knew that all those things were of import but I neer truly knew the function the six elements have in making optimum wellness. Besides larning all the ways that I can assist forestall chronic disease has been great. larning about all the hazard factors made me really scared at first but I besides know now that I can assist forestall it.