Sleep Deprivation Causes Productivity Loss - Free Essay Example

Sample details Pages: 1 Words: 340 Downloads: 10 Date added: 2019/08/08 Category Health Essay Level High school Tags: Sleep Deprivation Essay Did you like this example? Our world is constantly innovating and moving forward. This is true in all fields of work and learning. There are many different ideas on how we might do this faster or better. Don’t waste time! Our writers will create an original "Sleep Deprivation Causes Productivity Loss" essay for you Create order One is that sleep deprivation causes productivity loss and can be dangerous. Not necessary Some people have argued that this does not have much of an effect beyond bags under your eyes and the occasional yawn. Although this has been proven bad for productivity, some employers require their employees to receive special training on low sleep work. Even with this training sleep deprivation could still cause catastrophic damage in the transportation field and medical field. Some of the worst accidents in history have been caused by sleep deprivation. One of these accidents, was caused by two engineers who were without sleep for 18 hours and had only received a small amount this then led to the death of 30 people, the injury of 300 people, and relocation of thousands of people. But even if you arent a nuclear engineer your sleep deprivation can cause you and others to be injured or killed. In the year 2013 alone sleep deprived driving caused 72,000 car crashes 44,000 people injured and cost 800 people their lives. With the amount of time you spend in car each day most likely saying this may be dangerous is an understatement. But some would like to argue with these statements saying that the negative. With one source saying some are not affected by sleep deprivation as others (Matthews, Melissa). This could mean that you should just put in more hours and not bother with the sleeping thing that much. But a more reasonable solution would be to sleep and see how long it takes your body to naturally wake up, and then you should then base your bed time of that and the time you need to wake up. This is not saying that the once a month late night essay will kill you. This is just a warning and a reminder to make sure you are getting enough sleep every night.

Womens Glass Ceiling Essay - 1703 Words

Women are ready and able to occupy top executive positions. This was the case in the inspiring story of Gert Boyle. When her husband died of a heart attack, he left her with a debt-ridden company and no knowledge on how to run it. In spite of that, thirty two years later, she has turned Columbia Sportswear Inc. into a successful outerwear company, competing with North Face and REI. She had to make difficult decisions along the way, including once she had to fire 55 employees as a strategy due to low margin profits. Nevertheless, Mrs. refocused on new ways to push the company forward by listening to her customers’ requests. Since 1984, sales have grown from $3 million to over $700 million (Ivanevich, 2002). Today more women are†¦show more content†¦Almost half, 46.3 percent of the companies have no female directors, and 30 percent have no female directors. Despite increasing number of women in corporate America, women are undeniably underrepresented in most powerfu l executive positions (Gile-Olivarez, 2009). Few lines about the work of author Hilary Cosell (1985) who wrote the next few words, in her Book titled Woman on a Seesaw: â€Å"I think we’re being terribly misled about how much success woman as a group have achieved and about how real that success actually is. I think there may bitter day of reckoning for many of us that’s not too far off. A day where women will say: I gave up my personal life, I destroyed my marriage, I did not have children, I gave up this and gave up that and what was it for? I still have not been able to achieve the way men do, in the same arena they do, the way I was told I could. Let’s face it: women are no longer disenfranchised, but we do not have anything like the power of the white male corporate establishment. I do not know if we will ever acquire that kind of power but if we do, it is not going to be anytime in the near future† (Morrison, 1992). The words of Hilary Cosell are indeed discouraging but she seems to hit â€Å"right on† some of the issues that women experience while placing themselves last. Subsequently, finding they are giving up, and /or balancing family and career. Clearly, Mrs. Cosell struggled with the jobShow MoreRelatedThe Glass Ceiling Effect: Women’s Career Advancement in Puerto Rico4525 Words   |  19 PagesThe Glass Ceiling Effect: Women’s Career Advancement in Puerto Rico à ngela Ramos Pà ©rez May 7, 2008 2 Index Chapter One .....................................................................................................................................3 Introduction..................................................................................................................................3 Purpose for the Study.......................................................................Read MoreWomen’s Income Inequality and The American Dream Essay1358 Words   |  6 Pagesunder what is known as the â€Å"Glass Ceiling†. Women do not get promoted in the work place and aren’t getting equal pay as men. This also leads to wag gap between the men and women. Both create income inequality for women and affect their American Dream. 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At first, the analogyRead MoreGender Discrimination: Examining How Women are Denied Full Equality in the Workplace926 Words   |  4 Pagescritical role in expanding work place opportunities for women, yet they are still denied full equality in the workplace. Even though they can now secure powerful professional, academic and corporate positions once reserved for men, the ever present glass ceiling still deters the advancement of large segment of the female workforce (Gregory, 2003). Interest in the careers of females remained strong among both scholars and practitioners. Women have made considerable progress in entering the managerial ranksRead MoreHow Women Should Break the Glass Ceiling That Exists Nowadays?1175 Words   |  5 PagesSocial Stratification: How women should break the glass ceiling? The glass ceiling starts to form itself very early on. Glass ceiling is one of the most compelling metaphors used for analyzing inequality between men and women in the workplace. 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Fortune Theatre in London Essay Example For Students

Fortune Theatre in London Essay My GCSE Drama group went to see The Woman in Black at the Fortune Theatre in London on the 15th of January 2011 . The play is adapted by Stephen Mallatratt but was based on original novel by Susan Hill. Summary: The Woman in black is a chilling tale of obsession, death and unforgettable horror. It tells the story of a middle aged solicitor called Arthur Kipps, who, years earlier, had lost his infant son following his horrifying experience in an old mansion, owned by the late Alice Drablow, the remote English town of Cryffin Gifford. As a solicitor, he visits the house to sort various different types of paper work. In an effort to try and confront personal demons and ghosts, he appoints a young actor to attempt to transform his written account into a practical re-enactment. The story is portrayed as an allusion, with Mr. Kipps playing multiple roles, and the young actor playing a younger Kipps. As the story unfolds, the character of the Woman in Black appears more frequently as supposedly just an actress. Characters: Arthur Kipps, also plays: Tomes, the solicitors clerk, Bentley, the solicitor, Samuel Dailey, a local businessman, Pub landlord, Jerome, a local man, Keckwick, Alice Drablow, the deceased woman   Young Actor, also plays: the Young Mr Kipps   Jennet Humfrye, Alices sister and the Woman In Black   Nathaniel Humfrye, Jennets son, who was adopted by Alice and her husband. 1. The fortune theatre: As soon as you walked into the theatre, there was a tense atmosphere. It was small meaning that we were closer to the action, and got to witness the Woman in Black walk right past you in the isles, this is a very frightening memory that will stay with you long after the play has finished. The mixture of an old style theatre and completely black stage added to our knowledge that the woman in black is notoriously scary and caused massive tension even before the show had started, a moment that stood out to me was when The Woman in Black glided past the isles, scaring all the people on the end of the isles, this is where the small Fortune Theatre played a great part in creating the a live experience close up. Show: The play itself was incredibly chilling, with massive build- ups of tension and a web of intertwining mystery, gradually unwinding along with explosions of terror. These key factors are (in my opinion) what makes W in B so effective and memorable. The Key points of; memorable tension, outstanding performance and large importance are to follow: Act one: The first key build up of tension was actually very subtle and quite small, although still massively important. It occurred on the train with Mr. Kipps embarking on his journey to Cryffin Gryfford. He is sat opposite. Costume: one of the costumes used in Woman in Black that I found most effective was when the actor changed to the bartender, and with small prop of an apron, it has changed the body language of the character whilst not keeping the audience waiting between the character changes. The Woman in Black has long scary dark clothes, and fits the character perfectly; the costumes have a big part in the play because by a use of a hat or a walking stick, it will totally change the body language and the mindset of the character. So the costumes play a huge part, and although it may be simple, it brings the audience into this play. Having these cheap minor props and costume, it made all sense to this play, because of course this play lets the audience know this is all an act, so it doesnt matter as much about being realistic. .u2c0814946975d981a43cf0f4fb284f32 , .u2c0814946975d981a43cf0f4fb284f32 .postImageUrl , .u2c0814946975d981a43cf0f4fb284f32 .centered-text-area { min-height: 80px; position: relative; } .u2c0814946975d981a43cf0f4fb284f32 , .u2c0814946975d981a43cf0f4fb284f32:hover , .u2c0814946975d981a43cf0f4fb284f32:visited , .u2c0814946975d981a43cf0f4fb284f32:active { border:0!important; } .u2c0814946975d981a43cf0f4fb284f32 .clearfix:after { content: ""; display: table; clear: both; } .u2c0814946975d981a43cf0f4fb284f32 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u2c0814946975d981a43cf0f4fb284f32:active , .u2c0814946975d981a43cf0f4fb284f32:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u2c0814946975d981a43cf0f4fb284f32 .centered-text-area { width: 100%; position: relative ; } .u2c0814946975d981a43cf0f4fb284f32 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u2c0814946975d981a43cf0f4fb284f32 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u2c0814946975d981a43cf0f4fb284f32 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u2c0814946975d981a43cf0f4fb284f32:hover .ctaButton { background-color: #34495E!important; } .u2c0814946975d981a43cf0f4fb284f32 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u2c0814946975d981a43cf0f4fb284f32 .u2c0814946975d981a43cf0f4fb284f32-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u2c0814946975d981a43cf0f4fb284f32:after { content: ""; display: block; clear: both; } READ: London Docklands EssayThe Woman I Black uses a certain amount of Mise en scene, by making it a dark atmosphere it appears scarier, also there were no bright moments in the play meaning there was no happy moment, or even intended happy moments. The dark and gloomy lighting made it all the scarier, and all the more relative to the play.  The stage was raked meaning it really bringed the performance closer to the audience giving a more intimate feel. This also made the performance visible for all the audience members regardless of how far back, or high up, they are sitting. Having a raked staged, it linked to the crooked floors in certain scenes, and certain rooms in the play.  There was no use of music in Woman in Black, due to the set of this play, but the play made the most out of the few sound effects used. The sound effects used in woman un black our used to the full advantage of the surroundings.

Learning Organization Practices

Question: Discuss about theLearning Organization Practices. Answer: Introduction Currently, most organizations have discovered the needs for keeping the best skills and knowledge. The common reason issued by these enterprises if queried about the reasons for retaining specific expertise and skills involves preservation of competitive advantage. Notably, some professions like physicians, accounting, nursing, law, among others are efficiently executed based on the individual experience. It is believed one becomes effective and efficient after spending many years working in various positions. The best experience is majorly gained through different challenges faced at the workplace. And therefore, some optimistic organizations that value both the long and short-term objectives of the organizations have incorporated educative and mentoring programs. The programs are primarily aimed at promoting knowledge and skills exchange between the veterans and junior employees. Organization learning practices refer to activities that create, retains and facilitates the transfer of knowledge. Most probably, the transfer benefits both the organization and the junior employees. In a learning organization, the management is determined to expand their capacity and propel the enterprise towards prosperity. The process is not that simple. To succeed in the program, each and every individual has a duty to play. For instance, the management plays a principal role in enhancing a favourable environment exists for the implementation of the programs. The desire to retain knowledge and nature growing professions with the organization has resulted in increased operational costs. The need has affected both service and manufacturing industries. Consequently, the initiatives have yielded positive results. An example includes Coca Cola Inc, Microsoft Inc Corporation, and more have successfully managed to implement the programs. Theories and fallacies have been drawn by scholars to address the entire topic on learning organizational practices. Further, the attempts are intentioned in relating the learning practices to the particular organization strategy, culture, and social aspects. Knowledge retention has been justified using two fundamental theories. To begin with, the expoused theory has postulated for the formalization of the training programs. It is where the training process is conducted in alignment with an established procedure. The workability of the theory is not that efficient unlike the theory in use. Secondly, the theory in use provides for a flexible process in the knowledge transfer. With the current technology, rigidity in the execution of activities has become an element of the past. Certainly, it is the most appropriate theory that inclines with the organization long term purpose. Most importantly, the administration has a duty of ensuring the program is a value adding activity to the organization. Also, the implementation should be executed at the lowest cost. In addition, the process has just to be incorporated as part of the organization culture, and should not challenge the established social norms of the workers. In reference to the case study, the American Express is doing a beautiful work in facilitating knowledge retention. As a matter of fact, the program success depends on the level of support and motivation given to long service employees who have neared retirement. The inclusion of the program into the organizational culture imperatively obligates all of the veterans to comply with the enterprise culture. Consequently, instituting the program as a culture creates selflessness in a profession in the mentoring of the young workers. Integrating and fusing the program and practices into the system assist organizations to comprehend and address and examine the interrelationships between the employees. Inadequate understanding of the kind of cooperation within the employees deters efficiency in the monitoring of the training. The practices should be structured to create and transfer knowledge within the organization. Perhaps, the inclusion of the program in the companys strategic plans, mission, and vision does not guarantee compliance by the employees. Some of the requisites for the process to succeed includes but not limited to the following; cultivation of the art of open and attentive listening, provision of incentives, establishing criteria for the evaluation of learning, fostering a supportive learning environment, and the opening of boundaries by stimulating of the exchange of ideas. To start with, the management has no other alternative than attentively listening to the employees demands. Listening to employees views essentially creates a positive relationship between the staffs and can finally enhance the exchange of the ideas based on how to improve the program. Also, the stable relationship builds understanding and teamwork within the employees which automatically results in the achievement of organization strategic goals. Secondly, a creation of assessment and evaluation mechanisms will enhance aligning to organizations strategic plans, objectives, and efficiency. How? The mentioned aspects allow timely enactment of corrective actions in case a deviation exists. It is because the assessment will enhance pinpointing of inefficiency before reaching an advanced level. Also, the evaluation will create an opportunity to pose a challenge to those underperforming in their department. In carrying out research for establishing the efficiency of the program, the junior staffs will be exposed to an interview. An obvious method of gauging the effectiveness of the program is basically through the analysis of the results. For instance, if the enterprise specializes in the service industry, then quality will be examined. And for the case of production and manufacturing industry, the quantity and quality of products will be tested. Thirdly, the management should provide the right incentives and motivation to these veterans. The motivation acts as a backbone for most of the employees in any organization. The incentives can be in the form of salary increments, retreatment, paid holidays and more. Also, they act as a kind of recognition and appreciation by the management the relevance the staffs who are near retire adds to the organization. Consequently, they will be fully willing to share all of the paramount ideas they feel the younger employees. Fourth, the environment under which the all of these programs should be conducted from must be sustainable and conducive. The company should provide enough training and mentorship tools, among other facilities that facilitate the program. Further, financial supports should also be adequately provided. It is because money supersedes other resources. As a matter of fact, money pays for other factors of production. Therefore, adequate supply of money resource will be instrumental in ensuring that everything is executed as planned. Lastly but not least, the management has to limit on the boundaries that exist between the senior and junior staff. An interactive culture should be established within the organization systems. Therefore, the learners can customize on the element and always make inquiries when handling a new challenge. In situations where the company is infected with superiority problems, the achievement of fundamental goals becomes difficult since the aspect of teamwork and common purpose will miss out. Individualism may grow, and employees may work towards satisfying personal needs. The integration of the exchange scheme with cultural, social and organizational ethical code of standards increases the level of commitment to retirees. Also, the repeat nature of the program will prepare those who learned through the same process to reciprocate when the time come for them. The resistance levels are minimized, and the organization finds it easy to manage the process. As early noted, knowledge transfer enables the company to stay strategically positioned against others. Thus it is up to the management to identify the level of knowledge they need to retain. Perhaps, not all retiring employees hold the best knowledge and skills. The use of learning curves in establishing the competency within an individual is essential in identifying those who are best suited to lead the mentorship programs. Also, it will aid in eliminating barriers that impede the learning process within the organization. Besides the explored practices that enhance the knowledge transfer process, the retiring employees needs adequate time for balancing organizations and personal obligations. The special treatment and imposition of relaxed rules and reduced duty programs allow them to have a sufficient time of planning. The time allowed is vital for the individual to indulge in other organizational matters like the mentorship and life skills tutoring. Just to sum up, knowledge exchange programs needs to be incorporated as part of the culture and ethical codes of standards. Also, the program will not be effective until it aligns with organizations strategic plans. Although, it is perceived that technology has come with solutions to the majority of problems that existed in organizations and the young digital population are favoured regarding know-how. Conversely, professions that nurture individuals through on job training require the knowledge of experienced employees. For this reason, organizations must just remain watchful to ensure such skills are transferred to the juniors. Consequently, the orientation of the enterprise in the achievement of long-term objectives becomes realistic.