Physics Coursework Essay Example for Free

Physics Coursework Essay This systematic method was followed in the experiment to ensure accuracy and precision. Firstly fill a Pyrex beaker with 250 ml of water after washing the beaker. Construct the circuit as shown in figures 5 and 6 securing the thermistor with crocodile clips. I will use a mild abrasive paper to clean metal oxides from the connections to ensure there is not sufficient oxide build up to affect results. It is essential to make sure the thermistor is positioned centrally near to the thermometer suspended from the retort stand. The voltmeter should be set to measure voltage between 0-2V, which should give a sufficient scale. The stirrer speed should then to be set to ensure sufficient stirring but does not create a whirlpool effect. Then turn the hot plate on and begin taking temperature and voltage measurements at every 2i C. It is necessary to ensure that the experiment is conducted in a controlled manner and the thermometer is read with the users eyes looking directly at the reading in a level plane thus preventing parallax errors. The readings should be taken from 20-80 i C and recorded. After this random readings should be taken to find the temperature according to the calibration curve and then the actual temperature should be found using the thermometer and the readings compared. Results Table: Temperature i C Potential Difference/ V Run 1 Potential Difference /Random Measurements I heated the water using the normal apparatus in the standard way. Using Calibration curve 2 (reasoning explained later) I was able to use the voltage read out to work out the temperature of the water. At: Potential Difference /V Calculated Temperature From Calibration / i C Actual Temperature /Analysis: I have achieved all of the following results using the equipment stated. The two calibration curves have the general logarithmic properties as generally expected when using this set up. Firstly, I feel it necessary why I have discounted one calibration curve. Firstly I have not ignored the results from run 1, they are perfectly reasonable and fair. The only reason to have a slight reservation about the first set of the results came about when inspecting the equipment after the first experiment. It came to my attention that around the battery a rust/ acid layer had formed on the connections of the battery pack. This was then swapped for an identical battery and pack to produce the results for run 2. Run 2 gave similar results but there were far less anomalous points on the graph and nearly all points fell on the line. I believe the slight corrosion on the battery may have produced these slightly anomalous points on run 1. Also a major reason for choosing run 2 as the calibration curve is that on the random measurements the predicted temperature fell within i 2. 0i C, which I considered a good result. The gradient on both graphs are fairly balanced in that moving on down the curve the gradient did not decrease rapidly unlike the typical calibration curve described in Figure 4. This will be discussed in the overall evaluation of the sensor. Evaluation: The experiment has thoroughly tested the sensor and has proved that it is capable of doing the job what it is intended to do but some improvements need to be made. The gradient of the calibration curve is such that even at the upper limits of the sensor it has a relatively good resolution in that it can distinguish between temperatures like it did at the lower limits of the sensor. The thermistors published response time is 1. 2 seconds. It did respond very quickly to temperature change however, this fast change may not be needed in such a large volume of water that will not change temperature very quickly at all. In a hot water tank also there would not be a stirrer like in my experiment (which I felt it necessary to use to calibrate the thermistor) and thermal equilibrium would not be reached and therefore if the sensor were to be used in a hot water tank it would be necessary to consider the best position for the sensor. Alternatively a number of thermistors could be positioned all over the tank and the average temperature taken. Run 1 was not a failure, it simply showed systematic drift. The same trend was shown as in Run 2 however; the curve was closer to the X- axis. To conclude this project, I believe I have fulfilled my aim and have designed a sensor to measure the temperature inside a domestic hot water tank. The sensor may have to be re-engineered slightly to cope with the un-uniform heating inside the tank as described above. I also believe that for the sensor to work a battery would not be suitable as a power source. The battery would loose energy over time and for this sensor to work it is calibrated on the assumption that the batterys energy is not lost over time. Therefore giving a false temperature reading meaning that the sensor is rendered useless. It would be more suitable to use an adaptor from the mains converting the alternating current to direct current and also stepping down the voltage. In the lab I used a battery however, simply to test the sensor and this experiment has proves successful and shown that the thermistor could show the user the temperature of hot water inside a tank with sufficient resolution between 20-80i C. Instrumentation Coursework David Burgess 12 RJF Page 1 of 9 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

How Motivational Theories Are Used In Asda

How Motivational Theories Are Used In Asda The main intention of this project is to explore how motivational theories applied in Asda to induce its staffs to carry out their best to the organization. The reason why I selected the above theme is, as an employer at the Asda sometimes I wonder how all the works are going well and smoothly. Then I found the answer for my question, which is all because of the motivational techniques used by the Asda. And the other reason is, I can able to collect use full primary data, from my Managers and colleagues, and from the customers via primary research and secondary data like company reports, articles and company journals directly. Since I had a limited time I thought it will be help full, if I selected the company where am working. Hypothesis: Since motivation is important in the productivity of employees, the importance of knowing what motivation theory is most effective and efficient that could generate higher productivity, commitment and satisfaction to employees is significant as a problem of this study. Literature Review: Motivation is a one word, which leads success for all the organization around the world. Many theorists talked many about this. Especially Mitchell (1982), who given common characteristics to motivation, Taylor, F. W, and Harper and Row (1947) supposed in financial desires in inspiration, but Motivation is the driving force which fulfils needs according to Lam Tang, 2003. Similar to this there are many theorist suggested their view towards motivation. They are Wilbert Scheer (1979), Thwala Monese, n. D, Robin DeCenzo (1995:271), Campbell and Pritchard (1976) Motivation plays a central role in getting and satisfying the goals and objectives of a business by trying to motivate, inspire, and raising their satisfaction and self-esteem with the intention of be greatly creative that in turn will direct to completion of organizations goals. Though all doesnt know about the theories these are ineffective, but will help to identify the incorrect ways of motivation. Objectives: I would like to achieve the aims, which are stated below through conducting this research: Evaluating the techniques made by the Asda to motivate Customer service Assistance and Managers. Analyzing whether the employees are motivated by those techniques. Investigating whether customer gained good service through those techniques. Identifying advantages gained through those techniques to the Organization. Suggesting some techniques to the Organization. Methodology: This analysis mainly used both the Primary and secondary researches equally. Though according to the title uses of primary data should be more compare to the Secondary, but due to the limited sources and time secondary research also conducted relatively equal with other. In both its major two types are used while conducting collecting the data. This case analysis will operate on the idea that the use of classic motivational theory of Maslows hierarchy of needs, and the Total theory at the organization. Since, a case analysis will be in understanding the role of motivation to employees productivity, the use of qualitative and quantitative approaches will be utilized. Action Plan: Preparing the proposal by 20th February Completing Literature review by 01th march Completing Field work Primary Data by 17th march Secondary Data by 28th march Analysing the collected data and the result by 28th April Presenting the data collected and the final report by 05th may Code of ethics: This case study conducted without any age restriction, gender, employee position and ethnic groups boundaries. All of the staffs are shift basis have involved in this study. While collecting data and after collecting secrecy maintained throughout the study of the investigation. Literature Review Motivation in Organization The word Motivation this will be the success behind all the succeeded organization. Managers use mostly motivational theories commonly, to encourage their employees to get a good out put from them. Motivation, which is vast, issue, hence there are many theories are stated. In order to maximize the employees effectiveness and increase the productivity; managers using these theories even without knowing it. However these theories are applied all over the place from small business to multi billion business. Motivation and Its Theories Motivation directs individual behavior. It is in the interest of an employer to know how to motivate employees behavior for the employers benefit. The four most Common Motivational Characteristics Definitions, which are stated by Mitchell (1982), are: Motivation is: Type defied as individual phenomenon. Described usually as intentional Multifaceted Helps to predict the behavior Motivation is the driving force within individuals that drive them physiologically and psychologically to pursue one or more goals to fulfil their needs or expectations (Lam Tang: 2003). For Wilbert Scheer (1979), To maintain [motivation] it is to create and maintain the climate which brings harmony and equilibrium into the entire work group for the benefit of all who are involved. Since it is the work of a manager to employ effective motivation, he/she should always aware of the environment and the status condition of his/her employees. Furthermore, motivation means an inner wholesome desire to exert effort without the external stimulus of money. It is the ability of indoctrinating the personnel with a unity of purpose and maintaining a continuing, harmonious relationship among all people (Thwala Monese, n. d). Motivation plays a vital role in fulfilling goals, objectives of an firm by trying to motivate, inspire, and raising their satisfaction and self-esteem in order to be highly productive that in turn will lead to the fulfilment of organizations goals and objectives. Thus to Robin DeCenzo (1995:271), cited by Thwala and Monese, motivation is the willingness to exert high level of effort to reach organizational goals, conditioned by the efforts ability to satisfy some individual need. While Campbell and Pritchard (1976), defines motivation as a dependent and independent set of relationships, which explains the amplitude, direction, and persistence of a behaviour holding constant the effects of skills, aptitude, and understanding of a task and the constraints operating in the work environment. The essential of knowing the character of motivation, principles and theories are all-important in order that inappropriate function of motivation can be presumed and avoided. Even so, all motivational theories and strategies are valuable yet, not all can be applied in certain organization for some constraints. There are many competing Theories, which attempt to explain motivation at work Motivation Theories can be classified as follows: Motivation is watched from various views. Taylor, F. W. Scientific Management, Harper and Row (1947) believed in economic needs in motivation. According to him motivation is nothing but what the workers wanted from their employers more than anything else is high wages. This approach is called Rational-Economic concept of motivation. But Nicola Horlick, (former Managing Director, Morgan Grenfell Investment Management.) He was convinced that the success of any business depended on having people and motivating them properly. As he thought and he decided motivation was not just about money. It was about creating an environment in which people enjoyed working. Methodology In this research I have used both qualitative and quantitative methods of research. The use of qualitative research is comparatively less with the quantitative. The majority of the Qualitative data related to Theories and past studies of the motivational theories. The quantitative research applied to gather the information from the employees to find out what is motivation according to them. Primary Research In this research Primary data collection is important for the reason that the research includes the opinion of the staffs. Though there are many of techniques are used to collect raw data. I have selected some methods in field research when considering the resources and time. Quantitative: The quantitative data is collected mostly from the questionnaire. Since I had a less amount of time to analyze the information, this type of data helped me more to manage the time. Questionnaire: Close ended questions like How many? and Yes or No? questions are used to collect the quantitative primary data. This type of question is used to test observable fact. Though it is testing fact, it wont develop the fact and give other suggestion of the responder. The advantage of this method is, focus is concise and narrow, and hence which took a reduced amount time. Qualitative: From the interviews and the brain storming discussion most of the raw qualitative information is pull together. Comparably the lesser amount of data is collected from the Questionnaire. Interview: Interview took place with the employer, which lasted approximately eight minutes. Interview is conducted in a limited time period in which responder might not have time to share the information. And also the responder is well known to the interviewer, where likeness of sharing the matter may differ. Though the facts are collected directly the reliability of the data is high, we can guess and understand information if we didnt get them, and also we can ask more to develop the task. Brain Storming Discussion: Common discussion took place regarding the topic in the break time during the break time in the organization where they dont know that they are taking place in this study. As an employee it is much easier to me to chat about the topic with the colleagues and to get the live feed from them while working. This approach is easier to me and reliable. Although they are working together there will be a gap between the people individually who wont speak openly with all. Though there are chances to collect unreliable information. Observation: I observed the group twelve hours per week for two weeks, focusing mostly on conversations at monthly meetings and especially those conversations, which related to motivation and the awarding system issues. Secondary Research In this study, secondary research used to get the information mostly regarding to the organization. This research was done to collect already existing data that was collected by someone or by organization. I used both major categories of secondary research. Internal secondary data The sources of some secondary data that I collected came from within the organization; this type is called internal secondary data. From the organisations department little information gathered from the own reports that represent a potential of valuable data from the line manager. For instance how to motivate employees. These records were collected as an employee; otherwise this is not possible to others. Hence the records are reliable. Although these were collected from the system these are depended in the employer whether it is applied or not. So from this we cant measure the real out come. External secondary data The collected data which are published by other organization, or in other journal and website, few are collected from local library books are called as external secondary data. From the several websites and other past researches the gathered are linking between these types. Due to the IT revolutionised world it was easy to collect these categorised data in the given time and with minimum source. No need of wasting them by conducting the same research. Though it easy and accessible. It may have been collected some time ago and there for sometime it wont suit for the research. It can be general. Action Plan Action: Preparing the proposal Methods for monitoring Constraints Targeted Time Researching various topics and selecting final topic Setting correct objectives. Preparing sample plan. Examining the key values of research. Writing the sample proposal and discussing it with lecturer. Finalising the Proposal. To select the topic time taken bit more than considered time and also writing the Proposal. Lack of knowledge in the selected topic. 3 day 1 day 1day 2days 1day Completing by 20th feb Action: Completing Literature review Methods for monitoring Constraints Targeted Time Setting objectives that has to be searched. According to the objective searching data in library books. Searching data in journals and articles. Analyzing the collected data Preparing sample Literature review Examining the sample literature review with the lecturer. Correcting and finalising the Literature review. Collecting the data in the predicted time is bit complicated 1 day 4 day 1day 1day 2day Completing by 1th march Action: Field work (Primary Data) Methods for monitoring Constraints Targeted Time Observing the employees and colleagues. Brain storming discussion. Providing questionnaire and getting feedback. Interviewing staffs Completing field work To get Questionnaire feed back, it took more time than the calculated time. (due to the staffs shift) 7 days 1 day 9 days Completing by 17th march Action: Field work (Secondary Data) Methods for monitoring Constraints Targeted Time Collecting the data within organization with the help of manager. Collecting the data from the websites and from the past research. Completing field work Collecting information about the organisation within the organisation made difficult than expected. 7 days 2 day 2 days Completing by 28th march Action: Analysing the collected data and the result. Methods for monitoring Constraints Targeted Time Gathering all primary data separating according to type. Examining them and taking important points. Exploring all the secondary data and taking points. Grouping the data by type and writing Analysis report. Discussing with lecturer and preparing final Analysis report. After analyzing briefly giving a conclusion and result. Gathering all questionnaires, sorting out them, and examining was tough Some confusion came due to the language, while conducting interviews with staff. 3 days 2 day 2 days 2 days 1 day 1 day Completing by 28th April Action: Presenting the data collected and the final report. Methods for monitoring Constraints Targeted Time Structuring all the data, reports, bibliography, appendix, and tables. Presenting whole project with the appropriate graphical presentation techniques (charts, smart arts, shapes). Organizing all and presenting sample Project for lecturers consideration. Discussing with lecturer and completing the final Research Project. Submitting Research Project There was a bit difficulty faced while getting all data together for structuring. Due to the various formation of structure Structuring the data seized more periods than estimated. 3 days 2 day 2 days 2days Completing by 5th May Limitations: Time constraints of the semester require less time than may be ideal for an ethnographic study. By observing the organization for only a week, there are bounces to be aspects of leadership practice, organizational culture and team communication, which wont be discovered in the observations. Being an outsider may also limit what is revealed to me. The team members may be guarded in their conversations around me, especially in my initial observations. Delimitations: I am not observing multiple groups, although such comparisons might be important, in order to allocate more concentration of understanding regarding the group on which I will focus. Furthermore, I will not use structured interviews in order to minimize my obtrusiveness and my influence on the team members. Code of Ethics At all stages of investigation process, from beginning, resourcing, planning, analysis and dissemination, there was an active, individual and disciplinary ethical awareness maintained through out the case analysis. All process of research including choice of methodology, and the use to which any findings might be put, is matching with the aims and the time and sources. In the case of all those who are the subjects of research, but particularly those made open to by age, gender and the position. In relation to every participant to the research process, including managers, colleagues, and employers, I dealt openly and fairly. In particular, as a duty I explained to the every participant of all features of the research that might be expected to influence willingness to participate, especially but not exclusively dependent on participation. Only in cases where no alternative strategy is feasible, where no harm to the research subject can be foreseen and where the greater good is self-evidently served, are procedures involving deception or concealment permissible for social work and social care researchers. I respected at all times the individual participants absolute right to decline to participate in or to withdraw from the program. Consent must be secured through the use of language that is readily comprehensible to the subject and which accurately and adequately explains the purpose and the procedures to be followed. All the data or other information gathered in this research is confidential and the secrecy maintained. Analysis Primary Data Analysis Questionnaire Analysis: From the figure (I), we clearly get in to the point that majority of the employees are giving preferences to financial reward and pay-raise and acknowledgement which are 23 and 20 respectively. Maslows hierarchy of need (figure IV) state the needs of employees in an ascending order. According to hierarchy of needs the fist, second, and for some extend fourth levels can be satisfied by the financial reward, which evidently shown in this research. Though there are minimum amount of employees are rewarded, the desire to work in the organisation is still high, which clearly state us that public recognition, results, competition, status and sometimes-even fear also motivating employees. From the figure II, without any age restriction majority of the staffs are willing to do their best in the job, the majority is non-awarded person. In the questionnaires given large amount of nearly all marked Yes to the question about their goals. This is the Goal theory, which is stated above. As an employee and from my observation goal theory is used more efficiently in the organisation. Interview: The interview with the manager brought the information that they dont know these motivational theories, but they knew the techniques and the principles. Most of them are guided by their area managers and asked to follow some techniques through them, which was made confidential by the organization. They were conducting monthly meeting and area manager used to assist the line manager during his visit to the store. Brain Storming Discussion Analysis: Brain storming which peel off few staffs worries. They are having a thought that rewarding system is only rewarded to the some section of staffs who are working in the cafeteria in the asda. Although they are accepting that they are having more scope to perform well. Observation Analysis: Observation reveals the truth that although the rewarding system is most favorable way, while they were talking they are interchanging their rewarded vouchers, and they are expecting to become a stars which is one of the valued system made byAsda. Secondary Data Analysis Internal Sources of Data: There is a Staff Development Program (SDP) was undertaken by the Asda Colleague Circle. This will develop the personality of the staffs, when they are not performing there best and doing less in their work: they were personally asked to conduct manager and they used to guide them to do their best. Performance appraisal program is conducted to increase the hourly paid employees salaries, for those who are working for the good standard and showing their brilliance at Asda. This will obviously make the employee to stay with the organization for lengthy period of time. External Sources of Data: The time when Andy Bond CEO of Asda, the company was in financially in a good position and the employee self-esteem was remarkably short. The company was experiencing losses, the CEO; he was faced with the daunting task of turning the rebellious company region. Simon consummated this task for three reasons: he modified: The organizational culture Possessed important leadership skills Motivated employees skills. In order to further motivate staffs of the changing image and the service that Asda is becoming physical changes are commencing to take shape all over at every Asda. A program has in progress for now and it includes more than just the workforce but it is functioning. What in actual fact constructs this victorious at the member of staffs stage are the awareness by labours that their anxiety was addressed, it really triggers off them. In their division that they believe nearly each employee at Asda can express at least part of the Team. They may not all has it perfect but the company is slowly turning in this new direction Result and Conclusion Result Goal theories, Attribution theory, Equity theories of Motivation, Porter and Lawler Expectancy theory, Maslows Hierarchy of Needs theory are the major, numerous theories used at the Asda in order to encourage their staffs, which are successfully completed by the firm. All sort of employees exclusive of age, gender, and position are enjoying and doing there work with job satisfaction due to firms area managers, line managers and the assistance managers hidden motivational procedures, techniques, and principles (Theories). Although the case study finalizing the theories functioned correctly and the result is positive that workers are inspired, happy, encouraged and over all motivated there are some restrictions are there, and also investigation carried out by a member of the employee hence the chances of liability is there between colleagues and managers: which are kept closed. Conclusion In conclusion, there are a number of theories used by Asda. Some of that are out dated, as I mentioned above, many area and line managers are using these techniques without knowing the theories. As a student and an employee after analyzing these information and situation managers should learn these theories and related principles in order to improve there staffs productivity and to apply and inspire them in the correct manner. And I would like to prefer them to study them and re-formulating them freshly to the new modernized 21st century and to bring them into play.

The Rogerian approach to therapy has severe limitations

The Rogerian approach to therapy has severe limitations Carl Rogers (1902-1987) was a major force for psychology in the twentieth century. His theory on client centred therapy is still used today in mainstream counselling though now it is more widely known as person centred. To whether client centred therapy is supportive rather than reconstructive, Rogers work focused on phenomenology and his three core conditions to a working relationship; Unconditional Positive Regard, Empathy and Congruence. I will explore which aspects are supportive and which are reconstructive and whether there are any limitations to this approach. Rogers believed that everyone has the ability to change for the better and they hold all the answers within them even if they do not know it yet. His theory was based around three core conditions that the therapist should abide by in order to help the client feel at ease, feel confident in themselves and develop their own answers. These core conditions are Empathy, Congruence and Unconditional Positive Regard (UPR). This essay will look at Rogers theory on client-centred therapy; Phenomenology and the three core conditions. The essay will also evaluate whether there are any limitations to Rogerian theory due to it being supportive rather than reconstructive. In 1928, Carl Rogers went off to Rochester, NY where he took his first job at the Rochester Society for the Prevention of Cruelty to Children where he worked essentially as a child clinical psychologist until 1938. In 1936 Rogers became interested in the Rankian approach to therapy after attending a series of Otto Ranks lectures. Rogers always stated that Rankian influenced the shape that person centered counseling took, especially its emphasis on the positive characteristics of the individual, the quality of the therapeutic relationship, and a focus on responding to feelings. I became infected with Rankian ideas. (Kramer cited in www.ottorank.com) When Rogers was at Rochester he worked with a mother whose son was displaying behavioural problems. Dryden (2007) wrote that Rogers saw the root of the problem as the mothers rejection of her son as a baby. Rogers could not get the mother to see this and was about to give up when she asked for adult counselling for herself. This shift in focus served as a catalyst for her to speak about all her problems she was experiencing. Rogers found this case a turning point in what therapy should be about; the client (Rogers 1939). It began to occur to me that unless I had a need to demonstrate my own cleverness and learning, I would be better to rely upon the client for the direction of movement in the process. (Dryden 2007:145) Around the time of Rogers, theorists such as Strange (1950) saw counselling as a relationship, which encourages growth in both and therapist and the client. Smith (1955) defined counselling as therapist led in that they would assist the client in interpreting their problems and thoughts (cited in Chadra Gupta 1989:187) In 1951 Rogers published Client-Centred Therapy which established him highly in the psychotherapeutic community. Rogers claimed that behavioural therapists were preventing their clients from self-actualizing and discovering their own solutions. Carl Rogers (1951) developed his client-orientated approach to meet the demand of personal freedom (Chadra Gupta 1989:187) in that it seats the client at the centre of the process with the therapist just walking alongside. Rogers work was based on the belief that the client know what is best for themselves rather than followers of psychoanalysis and behavioural theories which sees the therapist interpreting the problem and what is solution is. Rogers try to make clients feel unique, he wanted to understand how the client felt and reflected their statements back to them. Rogers (1951) saw the purpose of counselling being a more broadly based structure of self, an inclusion of a greater projection of experience as a part of self and a more comfortable and realistic adjustment to life. (Chadra Gupta 1989:11) Rogers tended to distance himself from already established theories as he felt that it attempted to fit the client into a mould rather than seeing the client as they are. He found then that he could devote his energy instead to relating deeply to his clients and discovering with them what worked. (Thorne 2003:24) Rogers had an understanding that a person was not just made up of ID and Ego (Freudian theory) but was also a product of his or her environment, family and values. He saw a persons behaviour as subjective to himself or herself. To Rogers, the equality between the client and therapist was integral to a healthy and positive therapeutic relationship. Rogers felt that if the therapist were to be seen as the expert it would throw the relationship off balance, as it is the client who is the one with all the answers, not the therapist. The issue of power is central to his understanding of the therapeutic relationship. (Thorne 2003:25) The subjective experience of the client is key to Rogers client centred approach and if the therapist is the one with the power then the client may feel no validity in their own thoughts and self understanding. Hence, the therapeutic relationship breaks down and the client will never achieve success in finding his or her own answers (i.e. Conditional Regard of what the therapist wants). Rogers therapy is supportive in that the therapist accompanies the client on their journey whilst displaying UPR, congruence and empathy but it is also reconstructive as it enables the client to make the right changes for themselves without any judgement of the therapist. The therapist should be a facilitator not an authorative expert. In my opinion, Rogers seeing the clients as client and not patients is what sets aside this form of working from the doctor-patient medical model. Rogers way of working encouraged therapy o be a process about the individual and their needs, not a diagnostic tool which is generic to every patients symptoms. The process is the key factor. (Dryden 2007:186) Phenomenology holds the belief that all humans behave in response and accordance of their own subjective understanding and awareness of where we are in the world. The therapists function is to aid the client in the exploration and discovery of his or her own inner resources. (Thorne 2003:25) Central to Rogers phenomenological theory is optimism and that a human has a basic optimistic view and if supported in finding an understanding in their subjective world, then the client would start to engage in behaviours and thoughts that were positive. This concept became known as The Actualising Tendency. Carl Rogers believed that there was one motivational force that determined the development of the human being. He called this the Actualising Tendency. (Mearns Thorne 2008:12) In Rogers understanding and anthropological research he found that humans, in nature, have an innate desire to move towards progress, positiviness and their potential. Like a flower sown in rough soil surrounded by darkness and poisons, it will strive towards even a glimmer of light in order to survive and grow. Rogers saw peoples behaviour as no different. Rogers continued this analogy by explaining that the rougher and poorer soil (i.e. the environment someone is in), the more water and nourishment theyll need. The harder a persons situation and circumstances, the more support they will need to find and grow towards their Actualising Tendency. Depending on the person, this process can be slow and sometimes even stop depending on their self-perception or other parts of them, which can be, more resistant to change or self-realisation. The Human Organism itself manifests this tendency and has infinite inner resources. For Rogers the tendency to actualise the self is essentially a subsystem of the Actualising tendency. (Thorne 2003:27) This supportive element of Rogers worth explored questions such as How does it feel and What it be like toà ¢Ã¢â€š ¬Ã‚ ¦known as Spotlighting. Although Rogers is directing the conversion, the client is still recognising their own behaviours and coming to their own conclusions about any changes that need to be implemented; self-actualizing. This is reconstructive an example of this would be weight loss: Within the framework of the Self Actualizing Tendency Rogers believed that humans have enormous resources for successful living and to achieve a happy and fulfilled life. Rogers believed that your body knows what it wants and needs and when it is full; you just need to listen to it. The body and mind are connected together with Phenomenology. To the client food may represent more than food, it may represent comfort, acceptance and stress relief and the natural relationship is changed. This can also happen when people starve themselves or diet unhealthily to be an acceptable size by size 0 society norms. When people are pregnant they tend to listen less to society and more to their body and less to society and previous conditioned values i.e. I might be getting bigger but my baby needs me to eat more. Rogers supported in clients in feeling open enough to talk about their relationship with food and would help them peel back the onion layers i.e. you overeat due to stress, lets address the feelings of stress first. The client then can rebalance their emotional need without eating to feel normal. Through Empathy, UPR and Congruence, the client begins the process of self-actualizing without any limitations imposed from the therapist. This is when the therapist reflects what they key issues that need to be addressed. Although this seems to conflict with Rogers belief that the client finds their own answers, once the key issues are spotlighted, the client then decides what they want to focus on, even if the therapist sees the answers lying elsewhere. Fully Functioning (Rogers 1963) people are as Rogers described are psychologically healthy persons who have been fortunate enough to be surrounded by others whose acceptance and approval have enabled them for at least some of the time to be in touch with their deepest feelings and experiences. (Mearns Thorne 2008:15) Fully Functioning clients have trust in the organismic valuing process and feel confident. Others who are not fully functioning are those who have faced or continue to face negativity, conditional positive regard and judgement. The key to Rogers client centred approach was the concept of self worth. Rogers identified that when we are born we have a tendency towards actualisation. This gets cloudy the older we get, once we inherit parental values, different environments and conditions of worth, reward and our need for positive regard increases. We require at some level and in some way, however minimal, to feel good about ourselves and if this need is not met it is difficult to function in the world. (Thorne 2003: Rogers theory of self was based on the principle that if we are raised in a supportive and positive environment where we receive positive reinforcement for who are and want to do, then we trust in own abilities and our thoughts and feelings in order to make the correct decisions in line with our perception of the world. If however, we are raised in an environment filled with conditions of worth such as If you do x then you will be good or Mummy will love you if, then our need for positive regard in dependant on other people. We will grow up only recognising achievements depending on values and responses of others rather than feeling fulfilled in whom we are and the life we lead; we are only dependent on ourselves. Psychological disturbances will be perpetuated if an individual continues to be dependent to a high degree on the judgement of others for a sense of self worth. (Mearns Thorne 2008:153) Rogers believed that this dissonance between our innate need for approval and our inner self-wisdom is the root cause of much inner disturbance and lack of self-confidence to make positive decisions on our own, for ourselves. Rogers saw this as a lack of self-trust in the organismic valuing process. If people are not raised in a supportive environment where they are listened to and valued then the supportive environment of Rogerian therapy might be their first experience of feeling valued. Rogers believed in a mixture of his therapy being supportive as well as reconstructive and the process should emphasise the thinking with the individual, not for the individual. People cannot only be affected by their inter-personal relationships but also by their social and cultural norms. An example of this affecting a persons Actualizing Tendency is when the media and society portrays a size 0 image as what is the new definition of beautiful. For those that arent that particular size it could make them feel devalued by society and could impact on their esteem and confidence levels. This is turn could affect and superseded their Unconditional Positive Regard (UPR) they received from their parents saying they are ok the way they are and leave the person feeling lost and insecure. Rogers highlighted the importance of giving UPR in sessions, empathising with clients and building a good rapport and level of trust. Through this client-focused medium, the client can start working on the issues they feel are negative to them; comparing themselves and valuing themselves against the size 0 images in magazines. The therapist aims to create an environment in which the client can be supported to achieve personal growth by reconnecting with their Organismic Valuing Process (how I feel), Self-Actualizing Tendency (what do I need) and their Internal Locus of Control (I am worthy). These supportive key elements to Rogers theory highlight the persons need for unconditional positive regard, empathy and congruence. The therapist provides a relationship of trust, warmth and UPR that encourages clients to talk about themselves and their feeling. (Heap Aravind 2002:186) Empathy by Collins dictionary definition is the power of understanding and imaginatively entering into another persons feelings. (www.freedictionary.com) Empathy is the therapists ability to understand the clients subjective perceptual world and how they see themselves and the world around them. It is a process. In person centred therapy the counsellor tries to enter the clients frame of reference and walk alongside him in his world. (Mearns Thorne 2008:69) It is important that the therapist remains reliable and strong and not get sucked down into the clients world so much that they lose sight of their role in this process. A good analogy of where that boundary is and why is The Well. If a client is stuck at the bottom of a well there is little point the therapist getting down into the well with them to find out how they are as then they would both be stuck. Instead, the therapist could sit on the edge of the well, talking to the client and empathising that this situation must be hard, lonely etc without being down there and equally stuck. Rogers believed that an empathetic approach required the therapist to be secure within themselves before entering into a clients world: the As If factor. This is to state that the therapist should enter to clients world as if they were there, not get lost in it. When this is achieved, there can be movement in the clients self-concept and worth, as the therapist is able to express empathetic responses, which show the client they are being understood. Although each person experiences the world differently, a therapists understanding and appreciation of a persons problems and hardship can be supportive to the client. Rogers believed that empathy could be shown in therapy through good body language, summarising and reflection. Empathy is a continuing process whereby the counsellor lays aside her own way of experiencing and perceiving reality, preferring to sense and respond to the experiencing and perceptions of her client. (Mearns Thorne 2008:67) Communication is key to this core condition. When a client feels accepted, valued and understood it aids feelings of alienation, loneliness and desperation. Rogers referred back to these core conditions as integral to person centred counselling therapy. Unconditional Positive Regard (UPR) as non-judgemental acceptance of a client and is key to the client feeling safe enough to work through their negative feelings. Rogers believed in peoples honesty when not faced with judgment and rejection; the client should be accepted as they are not as they want to be or how the therapist feels they should be. Rogers advocated that the client should be totally accepted with no exceptions. If the therapist accepts you, that is one step closer to self-acceptance. If the therapist can show UPR regardless of what the client says i.e. I hate my mother and want to kill her and empathise with how they feel, they will be in a relaxed trustworthy environment to open up to what might be underlying these feelings. Rogers believed these core conditions can help the client come to terms with their emotions and in turn, their self-regard will improve. Although this could be seen as facilitating a change I see it as more reconstructive as it can go far deeper than the presenting need and the therapist might never be aware of where the change is actually happening i.e. being able to talk about hating their mother might spark revelations that can now be accepted i.e. Its not my fault. In practical terms it can be hard for some therapists to let go of the power or lead the client to elicit change. This will lead the client down their own path of self-change and correction of negative behaviours and false statements which is far more powerful. Rogers saw that most people accessing therapy had little UPR in their life and saw this is a root of their problems. Unconditional positive regard is the label given to the fundamental attitude of the person centred counsellor towards her clientà ¢Ã¢â€š ¬Ã‚ ¦and is not deflected in that valuing by any particular client behaviours. (Mearns Thorne 2008:95) Rogers believed that this consistent unconditional regard aids the clients process of feeling valued and break down barriers the client might be putting up in order to feel accepted. Unconditional Positive Regard is important as it directly conflicts with the self-defeating cycle. This cycle (Mearns Thorne 2008:99) promotes a clients condition of worth, which they might have carried around all their life. With the therapist counteracting this, it can aid the client in finding a break through in their negative patterns. These core conditions to Rogerian client-centred therapy are both supportive; the UPR, but also reconstructive as the client is the one finding their own answers, without condition or judgment from the therapist. Yet this can only be achieved with empathy and congruence otherwise it may seem false. Congruence is characterised by the therapist being transparent to the client, not superior to them. It is genuine, authentic and real. The therapist conveys this genuine realness and allows the client to see them as a human being not a doctor hiding behind certificates and metaphorical white coats. Congruence can be displayed verbally; thats terrible, I dont understand, please say that again, and non-verbal communication such as facial expressions and body language which reflects, not mimics, the clients. This process of the three core conditions supports the client in feeling relaxed and confident to look at their problems honestly and without judgement though it is reconstructive as the client is the one in the drivers seat; making the changes for themselves. From the reading I have done for this essay I feel that the one main limitation to Rogerian theory regarding its supportive nature would be that Rogers non-directive approach to therapy is not consistent as reconstructive as with techniques such as summarising and selective reinforcement, answers and reactions can be shaped. I have found another limitation is Rogers belief in the potential of the fully functioning person, which is not achievable in reality. Although the idea is something to aim for! Does supportive mean it cant be reconstructive? Only the client knows what they need and once they connect with that, only they will know how they feel. The therapist can support them in their journey but it is actually made by the client. Rogation therapy is based on both a supportive and reconstructive stance as the client benefits from the empathy, Unconditional Positive Regard and congruence the therapist gives them but ultimately it is the client who recognises where changes could be beneficial and implicates them. One of the most rewarding moments in a counselling process comes when a client discovers or re-discovers the dependability of his organismic valuing process however temporary or partial this may be. (Mearns Thorne 2008:14) I feel in conclusion that Rogerian therapy can be both supportive and reconstructive and that is the mix of the two, which takes away any major limitations. WORD COUNT: 3449

Business Research Reactions of Employees to Performance Appraisal Essay

Appraisal Attitudes of employees towards performance appraisal system of a Transport and Contracting Company. 1.0 Introduction After the selection process the next formal assessment of the individual employee is the performance appraisal. Most organizations recognize that there is a need to monitor the effectiveness of their employees and to promote avenues for their improvement. Enormous amounts of time, energy and money have gone into the development of performance appraisal systems, but their successful implementation rests with the supervisors and managers who carry out the appraisal. Ultimately all human resource matters are matters of subjective judgment and the available research evidence suggests that assessors give more accurate ratings when they are not shown to employees and the final outcome does not involve promotion decisions. Assessors are often fearful of the negative impact of their appraisal on the individual?s pay, promotion and on the job security, as well as its potential to damage or even destroy a previously excellent working relationship. In the past most of the attention has focused on the development of appropriate measuring device and rating scales. However recent trends indicate a shift in emphasis from the procedures to the process and the dynamics of the supervisor-subordinate relationship. Employee development must be an ongoing process if organization is to retain its capacity to respond to the challenges of the future. It is an investment which pays off in the survival and growth of the organization. Employee development can only be effective if it is based on needs identified during the performance appraisal. The potentially relevant research for performance appraisal is very ... ...t will add to existing Knowledge? Existing literature and research reports that I have read concentrates more on to: use of rating in appraisal, ethical dilemmas facing performance evaluators and employees, comparing performance appraisal with total quality management, relationship between motivation and job satisfaction of the employee to the performance appraisal and relationship between productivity and performance appraisal. Since appraisal is done by a human, it can create serious motivational, ethical and legal problems in the workplace. Appraiser sometime tend to judge the work performance of others including subordinates, naturally, informally and arbitrarily. Here lie the roots for changing of attitudes of employees. In my research it will concentrate on the current working environment and the effect of determination of the issues by employees.

A Summation of Pride-Related Occurrences in The Stone Angel :: Stone Angel

A Summation of Pride-Related Occurrences in The Stone Angel Margaret Laurence's The Stone Angel is one of the most acclaimed Canadian novels of all time. In this novel, the most prevailing theme is that of pride; this is seen predominantly through the protagonist, Hagar, but also through other characters, such as Jason Currie. As John Moss states, "What gives Margaret Laurence's vision the resonant dimensions of universal truth is the†¦interlacing of the destructive and constructive effects of (Hagar's) recalcitrant pride†¦Pride is a double-edged sword." Indeed, her great pride helps her to cope with the many difficulties she faces throughout her life. This pride, however, also "separates inclination and response" (J. Moss), resulting in several strained relationships which Hagar was unable to mend. John Moss believes that "Hagar's pride repeatedly imprisoned her within the confines of thwarted affections and misdirected emotion." More specifically, her pride caused such things as an unhappy marriage with Brampton Shipley and a seve rance of all ties with her father, Jason, and her brother, Matt. Her pride serves her best in her dying days, when "she will not submit to frailty and deferential concern. She rages 'against the dying of the light' with the same wrong-headed spleen that she had always displayed†¦in the counterpointed present her†¦pride is heroic" (J. Moss). Definition of Pride: Pride n. 1. Inordinate self-esteem; high opinion of one's own importance or worth; conceit. 2. arrogance; haughtiness. 3. honorable self-respect; personal dignity. 4. smug pleasure taken in the success of oneself or another. 5. a person or thing in which one takes such pleasure. Analysis of the Theme of Pride via a Short Summation of Pride-Related Occurrences: The first reference to pride is in the second sentence of the novel: Hagar describes the Stone Angel as "my mother's angel that my father bought in pride to mark her bones and proclaim his dynasty†¦" (3). Hagar's father was a very proud man, a trait that was passed on to his daughter, and he takes great pride in this "terribly expensive" statue, which "had been brought from Italy" †¦ "and was pure white marble" (3). Hagar recollects exhibiting her pride as early as age 6 when she says "There was I, strutting the board sidewalk like a pint-sized peacock, resplendent, haughty, hoity-toity, Jason Currie's black-haired daughter" (6). Jason Currie was a "self-made man" who "had pulled himself up by his bootstraps" (7).

Flute Instrument

Well I choose Flute as my favorite instrument. But unfortunately it is nowhere mentioned that who actually discover Flute, but we have lot more information about the history of flute. Thousands of years ago it was found in the cave in Northern France with unknown number of holes. It was carved with bones. Those flutes were used during the hunting and magic rituals. As mentioned on the internet that the first flute which can be hold sideways was created in China.But before that Egyptians had flute. Though flute was made of bones but then we had wooden flutes, bamboo flutes. There were several ways to hold the flute you could hold left or right side and even hold it straight like a recorder. Flutes were played by hunters, shepherds, musicians in festive occasions and from the 13th century on also by soldiers. And these flutes are still played all over the world. After 1670 the flute became more poplar and was made of three pieces now.Famous Performers: There are several famous performe rs, but I pick only couple of them. Robert Aitken Flutist-Composer-Conductor http://www.robertaitkenflutist.com/Robert Aitken studied flute with Nicolas Fiore in Toronto and became principal flute of the Vancouver and was the youngest principal in that orchestra’s history. He studied electronic music with Myron Shaeffer and composition with John Weinzweig at University of Toronto and he served second flute of C.B.C Symphony Orchestra. He was one of the 12 instrumentalists invited by Pierre Boulez to present a solo recital at IRCAM (Paris) in 1977.He also taught flute during 1960-75 at University of Toronto, 1972-82 at the Shawnigan Summer School of the Arts (British Columbia) and in 1981 founded â€Å"Music at Shawnigan†, He used to conduct new music concerts and in 1987 he conducted the first performance of Schafer’s â€Å"Patria I† for the Canadian Opera Company. For that performance he got critical comment on his incredible variety of dynamics and timb res. Aitken is one of Canada’s outstanding composers. He also traveled in East Asia like  other composers and has been influenced by the contact non-Western musical cultures.Jeanne BaxtresserJeanne Baxtresser started playing flute at the age of nine and she was love with it. She plays as a solo flutist for 15 years at New York Philharmonic. She started her career at the age of 14 with Minnesota Orchestra. She started her professional career immediately after her graduation from Juilliard School. She was appointed as a principal Flute of the Toronto Symphony as was invited to New York Philharmonic by Music Director Zubin Mehta. She was a soloist player and for more than 50 occasions she has been featured as a soloist across North America and Europe. William Bennetthttp://www.williambennettflute.com/ http://www.williambennettflute.com/bio.htmlFamous composers:Robert Aitken Flutist-Composer-Conductor http://www.robertaitkenflutist.com/ As already mentioned above about Robert A itken. Johann Joachim Quantz (1697-1773)Flutist, composer, flute maker, teacher of Frederick the Great of Prussia, author of an influential method book on musical performance (1752). http://www.flutehistory.com/Players/Johann_Joachim_Quantz/index.php3 Quantz was one of the finest flute professional during 18th century. He has a proficiency to play all the instruments but he specializes in flute in 1719. He traveled mostly all over for his education but he then returned to Dresden. He spends most of his time in King of Prussia until his death where he composes, perform and make flute for king. Quantz have more than 300 collections of concertos and lots of sonatas, even some of them have never been published.As said that Quantz working for Frederick the Great and the flutes which were made by Quantz Frederick used to give those as a  gift to families and they are still preserved in the museums of Germany, the US, and the Japan. Because of his book his name was still remembered in 19 th century because of his association with Frederick the Great of Prussia, considered by many at that time as the founder of the German state.Famous Orchestras: http://www.gramophone.co.uk/editorial/the-world’s-greatest-orchestras http://www.philorch.orgAccording to report Philadelphia orchestra is considered one of the big ï ¬ ve American Orchestras. It was formed in 1990 by Fritz Scheelite. They perform at white house in 1906 it was an Exclusive concert. It looks so great that how these orchestras are formed with small groups to large groups. Whereas Gramophone, are one of the famous orchestras and presents world’s greatest orchestra. Few of them were Czech Philharmonic, Saito Kinen orchestra, Metropolitan opera orchestra.

Cocept Analysis: Adaptation

The Concept of Adaptation Using Sis. Callista Roy's Model of Adaptation A Concept Analysis St. Augustine's College Exploring the Concept of Adaptation Adaptation has long been described as one of the mean tools of human and animal survival. A chameleon changes its color to hide from a predator, a child becomes withdrawn to deal with the death of a loved one or a soldier learns how to walk with a prosthetic limb after the traumatic amputation of a leg due to injury.All of these situations describe a form of adaptation on behalf of the individual in order to deal with a stressful situation. According to Sister Callista Roy (2009)† adaptation is the process and outcome whereby thinking and feeling persons as individuals or in groups use conscious awareness and choice to create human and environmental integration† (McEwen & Wills, 2011). The purpose of this paper is to explore the concept of adaptation in the hope to bring clarification to the use of the term in nursing resea rch and practice. This will be done in the form of a concept analysis.A concept analysis is the rigorous process of bringing clarity to the definition of the concepts used in science (McEwen & Wills, 2011). The concept analysis process of Walker and Avant (2005) includes selection of a concept, determining the aims or purpose of the concept, identifying all the possible uses of the concept, determining the defining attributes, identification of model cases: identifying borderline, related, contrary, invented and illegitimate cases, identifying antecedents, consequences and lastly defining the empirical referents (McEwen & Wills, 2011).The concept analysis process is important because most of nursing theory has been based on concepts adopted from other disciplines, so it is necessary to explore these concepts to discover their relevance to the nursing profession (McEwen & Wills, 2011). Aim of the Analysis The aim of this concept analysis of adaptation is to discover what descriptors of this concept make it more relevant to nursing practice and research.As pointed out by Rodgers and Knafl (2000) the value of discussing concepts is to promote the clarification and refinement of an idea that is intended to contribute to the problem solving efforts of a discipline (Holden, 2005). Literature Review of the Theory Adaptation Taylor’s (1983) cognitive adaptation theory states that individuals use positive thought processes as a form of adapting to stressful circumstances. Engaging in mildly positive self-relevant distortions enables an individual to maintain an optimistic outlook, enhance self-esteem and encourage a sense of mastery when facing a threatening event (Henselmans et al. 2009). Taylor proposes that these positive thoughts give an individual a sense of control which will then force the individual to take constructive action when dealing with a stressful situation. Schkade and Schultz (1992) in their occupational adaptation theory proposed that there i s a normal process that individuals go through as they strive for competency on their jobs. There is an interaction with the environment that drives the individual to attain mastery over work related challenges.In this process the individual evaluates their responses to the challenges based on an internal sense of effectiveness or satisfaction. The self-assessment phase is the only means of evaluating the level of adaptation in this theory. Charmaz (1995) proposed that adaptation for most people is a gradual process of evolution where an altered individual changes to accommodate bodily and functional loss (Livneh & Parker, 2005). The changes in the individuals result from a recognition of a loss of their former self -image and the adaptation only comes about after that realization.Yoshida (1993) believes that adaptation through identity reconstruction only comes about after the individual struggles between their identity as a disabled person and their identity as their former self ( Livneh & Parker, 2011). There is a constant internal struggle to which the outcome cannot be predicted. Lewin speaks of a reciprocal, interactive process of adaptation that involves the individual and the environment (Livneh & Parker, 2011). The environment consists of internal and external factors that influence the adaptation process.The internal factors can include type and severity of illness and/or the individual’s concept of self. The external factors include variables such as physical, social and vocational aspects of the external environment. The level of adaptation will depend on the interaction between the individual and these environmental factors. Uses of the Concept Adaptation as defined by Merriam-Webster (2013) is the adjustment to environmental conditions, adjustment of a sense organ to the intensity or quality of stimulation. Synonyms for adaptation: acclimation, accommodation, acclimatization, adjustment and conformation.Charles Darwin theory of natural sele ction states that organisms adapt to their environment to become better fitted to survive and that they pass these genes on to the next generation ( ). According to Natural Resources Canada (NRC) adaptation includes activities that are taken before impacts are observed (anticipatory) and after impacts have been felt (reactive). Both anticipatory and reactive adaptation can be planned as a result of deliberate policy decisions and reactive adaptation can also occur spontaneously (NRC, 2008). Defining Attributes Two defining attributes of adaptation are interaction and environment.A common theme that emerged during the review of information researched for this topic was that adaptation occurs after interaction between the individual and the environment. The Roy adaptation model (Roy & Andrews, 1999) viewed the individual as a holistic adaptive system who responds to different stimuli in the environment, he/she processes changes in the environment through emotional channels that involv e perception, learning, judgment and emotion (Cunningham, 2002). Model Cases Walker & Avant (2010) state that a model case illustrates or exemplifies the concept and includes demonstrations of all defining ttributes (CCN, 2012). A model case of adaptation could be a previously withdrawn 45 year old female patient with a new colostomy. The patient Mrs. X shied away from learning how to care for her colostomy, refusing even to look at the colostomy during colostomy care. Subsequently Mrs. X now asks appropriate questions, has become more involved even to the point of changing her colostomy appliance. During this process the nurse encourages the patient by asking open ended questions about her feelings, the nurse also assures the patient that when she is ready to talk or learn someone will be available to answer her questions.Mr. L is a 35 year old newly diagnosed diabetic, who is open and receptive to diet and lifestyle changes that has become necessary to control his blood glucose le vels. The adaptation can be seen by the patient taking part in the discussion with his nutritionist, asking appropriate questions and requesting information about resources that will be available to him should he need more support in adjusting to his new lifestyle changes. A contrary case is an example that does not display the attributes of the concept. Ms.B a 25 year old that received a right lower limb amputation due to a car accident refuses to take part in physiotherapy. In fact, she is somewhat hostile to the healthcare team and does not take part in any discussion about her plan of care and her rehabilitation. Attempts by the nurses to build a therapeutic relationship by asking open ended questions and sitting with the patient to offer comfort and support are not acknowledged. Related cases, according to Walker & Avant (2010), include most but not all of the attributes that relate to adaptation (CCN, 2012).Safety in many cases can be related to adaptation. Nurses find that th ey will have to step in and modify a patient’s environment to aid in the adjustment to an ongoing ailment. This may include dimming the lights, providing a quiet atmosphere and limiting visitors for a patient that has a dissecting aortic aneurysm. The nurse understands that it is important for this individual to have a calm quiet environment he/she also knows the importance of administering antihypertensive medication and sedative as needed to achieve an internal environment that is conducive to this person’s health.Providing safety may also come in the form of providing a clutter free environment for all patients. This includes ensuring that the bed is in the lowest position, all electrical cords are secured properly and the patient’s belongings and the call light are within the patient’s reach. These little changes go a long way in helping people adjust to the strange environment of a hospital room and by performing these tasks the nurse is fulfilling h is/her role of promoting adaptation according to Roy’s Adaptation Model. Antecedents and ConsequencesAccording to Walker and Avant (1995), antecedents are the events or incidents that happen before the concept (Cheng, Foster & Huang, 2003). An antecedent to adaptation is stress, stress which can affect the body as a result of an accident, infection or an illness. The onset of a physical trauma or the diagnosis of a life threatening illness can set into motion a chain of psychosocial experiences, reaction or responses (Livneh & Parker, 2005). The goal of nursing at this point would be to promote adaptation (McEwen & Wills, 2011).The needs of the patient will be assessed and the plan for an appropriate intervention should be formulated. Control over the situation maybe beyond the scope of nursing practice however, the goal is for the patient to try to achieve integration with the environment, external or internal. Consequences are the events or incidents that happen as a result of the concept. A consequence of adaptation is that a change has taken place, a change in mindset or behavior. A patient that was not able to ambulate without assistance may now be able to walk around their home using crutches or a cane.The newly diagnosed breast cancer patient is no longer fearful because she has developed a positive outlook about her disease. She has started to look for support groups and researching natural intervention to help battle her illness. Taylor (1983) proposed that self -generated control perceptions prevent helplessness and promotes constructive thought and action (Henselmans et al. , 2009). Empirical Referents Walker and Avant (2010) define an empirical referent as a measurement tool or mechanism for the demonstration of the existence of the defining attributes of a concept (CCN, 2012).Cognitive adaptation is measured by the individual’s feelings of control or mastery over the illness as well as the individual’s positive outlook relatin g to their illness. One of the tools used to measure optimism is the Life Oriented Test (LOT). It consists of eight items and yields a total score between 0 and 32. An example of a question is: ‘I always look on the bright side of life’. The participants are asked to rate this statement on a 5 point scale, ranging from 0 (strongly disagree) to 5 (strongly agree). The Pearlin and Schooler’s Mastery Scale is used to assess feelings of control over events.Seven items are used to assess global beliefs of perceived control rather than events being controlled by fate. Five items are phrased in a positive way and two items in a negative way. An example of a statement is ‘I have little control over the things that happen to me’. A five point scale is used here also 1 (strongly disagree) to 5 (strongly agree). Higher points on both scales, indicates a higher level of perceived control or optimism which points to positive adaptation. Conclusion Adaptation is a n innate basic function that all humans and organisms must have to overcome different stressors in life.How one adapts is closely related to our coping strategies. Adaptation can be positive which results in human and environmental integration (McEwen & Wills, 2011). The nurse’s role in this process is to adapt to the patient’s needs by performing a thorough assessment to be able to provide the tools needed for the individual to positively adjust to complications that they are experiencing. References Chamberlain College of Nursing. (2012). NR 501 Theoretical basis for advanced nursing practice. Concept Analysis: Directions with Scoring Rubric.St Louis, MO: Author Chen, S. F. , Foster, R. L. , & Huang, C. Y. (2003). Concept analysis of pain. Tzu Chi Nursing Journal 2:3 Cunningham, D. A. (2005). Adaptation of Roy’s adaptation model when caring for a group of women coping with menopause. Journal of Community Health Nursing 19(1), 49-60 Henselmans, I. , Sanderman, R. , Helgeson, S. V. , de Vries, J. , Smink, A. , & Ranchor, A. V. (2010). Personal control over the cure of breast cancer: Adaptiveness, underlying beliefs and correlates. Psycho-Oncology 19: 525-534 Holden, L.M. (2005). Complex adaptive systems: Concept analysis. Journal of Advanced Nursing 52 (6) 651-657 Honoch, L. , & Randall, M. P. (2005). Psychological adaptation to disability: Perspectives from chaos and complexity theory. Rehabilitation Counseling Bulletin 17-28 Lorre, G. A. , Schkade, J. K. , & Ishee, J. H. (2004). Content validity of the relative mastery measurement scale: A measure of occupational adaptation. Occupational, Participation and Health 24 (3) McEwen, M. , & Wills, E. (2011). Theoretical basis for nursing (3rd ed. . Philadelphia, PA: Wolters Kluwer Health. Merriam-Webster. com. (2013). Adaptation. Merriam-Webster Online Dictionary. Retrieved from http://www. merriam-webster. com/dictionary/adaptation Stiegelis, H. E. , Hagedoorn, M. , Sanderman, R. , Van der Ze e, K. I. , Buunk, B. P. , & Van den Bergh, A. C. M. (2003). Cognitive adaptation: A comparison of cancer patients and healthy references. British Journal of Health Psychology 8 303-318 What is Adaptation? (2008) Natural Resources Canada. Retrieved from: www. nrcan. gc. ca