Obesity A Growing Problem - 959 Words

Introduction Today in the United States, obesity is a growing problem. One-third of adults in the United States are obese which is about 78.6 million people (â€Å"Adult Obesity Facts† 1). The number of adults that are obese has quadrupled in the last thirty years. Childhood obesity has doubled in the last thirty years. In 1980, seven percent of children between the ages of six and eleven were obese. In 2012, eighteen percent of children in that same age group were obese. In 1980, five percent of teens between the ages of twelve and nineteen were obese. This percentage grew to around twenty one percent in 2012 (â€Å"Childhood Obesity Facts† 1). Since 1980, obesity rates have drastically increased which is not a positive thing for the United†¦show more content†¦Diet and exercise can keep the weight off and provide the body with the energy it needs and improve overall physical fitness. It is recommended that adults do two hours and thirty minutes of mild aerob ic activity such as walking every week. The amount of recommended time differs depending the intensity of the activity being done. Adults also should do muscle enhancing activities at least twice a week. These exercises need to work the major groups of muscle in the body, such as legs, back, and abdominals (â€Å"How much physical activity do adults need?† 1). It is recommended that children do sixty minutes of exercise a day. Those sixty minutes can be spent doing a variety of different things. Most of that hour should be used to do aerobic exercises. Three times a week children should incorporate some type of muscle enhancing exercise into the hour such as pushups. Also, children should incorporate activities like jump roping, which are bone enhancing exercises at least three times a week (â€Å"How much physical activity do children need?† 1). Likewise, diet can also help a person maintain their weight. To prevent childhood obesity and other risk factors, it is reco mmended that children do not just eat food from one food group, but something from all of them. The recommendation is to eat foods low in fat due to the problems excess fat

Oedipus Rex As Modern Tragedy Catharsis Or Cognitive...

Oedipus Rex as Modern Tragedy: Catharsis or Cognitive Emotion Oedipus Rex, an Athenian tragedy written by Sophocles, tells the tale of a noble king brought low by a serious of harrowing events set in motion by the Gods and unwittingly furthered by the actions of the king. Aristotle believed that Oedipus Rex was the prime example of the tragedy; however, modern readers might entertain that the play is unworthy of such praise. In this paper I will put forth the argument that Oedipus Rex, though heartfelt, no longer meets the requirements of tragedy as defined by Aristotle and that, rather than engendering catharsis, the work exemplifies a near-inevitable decline in the ability of media as a whole to evoke emotion from today s jaded society. Using information gathered from Aristotle s consideration of the ideal of tragedy and from a selection of psychological studies, I will examine the tragedy from the perspective of emotional empathy and use this framework to consider Rex s ability to transition from cognitive empathy to emotional empathy strong enough to result in catharsis. Throughout history, many have believed that man s ability to produce a poetic reflection of the world around him is what sets him apart from lesser lifeforms. Italian Jurist Giambattista Vico famously wrote in his book The New Science that, This poetic wisdom†¦., was unquestionably the first wisdom of the world..., (Vico). His belief was far from original —in fact, it has spurred countless

Case Study of Wazza Gold-Free-Samples for Students-Myassignment

Question: Discuss about the Case Study of Wazza Gold. Answer: Introduction Organizational behavior is the study of human behavior in various organizational settings (Griffin, 2011). This case throws light on the organizational behavior of a particular employee Wazza Gold. He works as a dishwasher at Bruce Foxs restaurant Suit and Thai. The compensation structure as well as the rewards given to employees play a major role is impacting employee performance of employees and this case throws light on this aspect. The case emphasizes on how the performance of Wazza Gold was improved upon owing to motivational strategies adopted by Fox. Motivation is an important aspect directing the performance of employees. Therefore, it is imperative that companies adopt innovative strategies to keep their employees inspired and driven (Lazaroiu, 2015). Motivational theories used by Bruce Fox Bruce fox showcased perfect example of how employee motivation can impact performance of employees. The strategies adopted by Fox were as below: Goal setting theory Goal setting theory lays emphasis on the specificity of the goal, challenging nature of a goal and the feedback received on the same. The intentions behind working towards a goal are major motivating factors. It is also noticed that specific goals increase performance (Pervin, 2015). When fox first spoke to Wazza Gold, he put up a board outside the kitchen which would register how much earlier gold was finishing his work. Upon doing so, Fox asked him to try for 1 hour. This set a clear goal in the mind of Wazza gold. Once the goal was set, Wazza seemed encouraged to complete his work quickly and yet with precision. This is known as goal setting motivational theory where managers place specific goals for their employees which thus encourages them to work harder and achieve those goals (Kiresuk, 2014). It is important that the goals given to employees are specific goals and not generalized goals. For example, in the same case if Fox had told the dishwasher to complete his work sooner, it might not have motivated him as much. Rather, he chose to specify, lets try for one hour. This motivated Wazza to achieve that goal every day. It is noticed that challenging goals gain our attention and hence help in increasing concentration and focus. Secondly, difficult goals energize employees as they are expected to work much harder in order to achieve those goals. Goal setting theory also requires the manager to provide transparent and genuine feedback to employees (Daley, 2012). Wazza gold was consistently motivated by his team helping him out as they could see that the kitchen was now spic and span clean as compared to the sloppy kitchen that was before. This goal setting theory successfully motivated Wazza gold and helped him achieve his target. Self-efficacy theory Self-efficacy theory throws light on an individuals beliefs about themselves and their ability to accomplish tasks. This theory talks about what employees think of themselves and their abilities. Fox believed in Wazzas abilities and that he was able to complete his work with efficiency and on time. This led Wazza to believe in himself and he was able to successfully accomplish his task with precision and efficiency. Self-efficacy theory states that people who do not consider themselves as efficient enough tend to give up in difficult situations whereas people who believe in themselves tend to work harder during difficult times and challenge themselves in order to accomplish a tough goal (Schwarzer, 2014). Self-efficacy theory and Goal setting theory go hand in hand and at some level they complement each other. When managers set high goals for their employees, the employees tend to believe in themselves and hence trust their ability to finish the job assigned. Research has showcased that setting difficult goals for people in some way communicates the managers faith in the employees ability. This is the exact theory applied by Fox in order to motivate Wazza Gold. Self-efficacy theory believes that a person can be motivated by enabling him to believe in his abilities by four ways (Maddux, 2013): Enactive mastery: This implies that once the job has been done by that employee, it is easier for him to do it again. When Wazza gold first completed his task 45 minutes before time, he started believing that he could do it every day. Vicarious modelling: This implies that when an employee sees someone else do the same task, it encourages the employee to perform better. This does not apply to Wazza Gold as he is the only dishwasher. Verbal persuasion: As the name suggests, this means persuading an employee by stating trust in his abilities. Wazza gold was consistently motivated by his team and encouraged to perform better. Arousal: Leads to an energized state which leads a person to complete the task. The blackboard hanged at the restaurant recording Wazzas performance aroused him to perform better every day. Equity theory and Expectancy theory Equity theory identifies that an employee simply works to achieve what he earns in an organization in relationship to the efforts that they put in their work (Lazaroiu, 2015). Every employee considers the input output ratio to remain satisfied. Wazza was putting unnecessary additional hours at work in order to earn a higher salary even though he could have completed the same task in a much lesser time. In this scenario, when Fox offered to pay Wazza his salary of $120, Wazza was really happy. This motivated him to work harder. Earlier he used to get $4 for every hour and now he realized that he will get $120 every day. This inspired him to finish off his work early in order to save time. At the same time, this gesture by his employer Fox, motivated Wazza to do his job with perfection and not give him a reason to complain. This theory also relates well with expectancy theory. This implies that when the employee is given what he expects then he remains motivated to perform better whereas if his expectations are not matched, it adversely affects his performance (Miner, 2015). In this case Wazza Golds salary expectations were surpassed when Fox offered to pay him $120 irrespective of the number of hours that he puts in. This in turn motivated him to perform better, finish his task in the allotted time and with great precision. Intrinsic rewards Intrinsic rewards are forms of employee recognition which motivates people to work hard and feel valued in any organization. Wazza Gold was helped by his team mates on a regular basis to accomplish his goal. Before giving him the utensils, his team mates would stack the plates and help him in separating the silver. Even Fox consistently motivated him to achieve his goals and took special efforts in recognizing his performance in front of the whole team. This was another source of motivation for Wazza Gold which encouraged him to achieve his targets which were then celebrated by the entire team. Recommended strategies Job enrichment and enlargement: Job enrichment basically expands jobs for employees. This motivates employees as this shows employees that they are trusted for more work (Duffield, 2014). Wazza gold could be given additional responsibilities at work like selection of utensils, waiting tables when his work is completed. Fox could pay him extra for these tasks. This would motivate Wazza gold as his job would be enlarged and at the same point of time it would give him an opportunity to earn more money. Day off in a month: Wazza Gold could also be given a particular lean day off in a month. This would give Wazza time off. It has been explained in the case that Wazza is a young boy and hence such a paid off day in a month would give him time to socialize with his friends. Personal growth: It has been stated in the case that Wazza gold could not complete his studies whereas the rest of the employees are all high school students. An attempt could be made at helping Wazza complete his studies by assigning a few hours in the day to study. Food rewards: One more thing that has been specified in the case is that Wazza Gold often eats the desserts left off on plates. This is highly unhygienic but also evidence that Wazza likes eating these desserts. On two days in a week, Wazza could be offered food that is remaining at the restaurant. This would not cost anything to Fox but be very helpful for Wazza. Conclusion The case of Wazza Gold and Bruce Fox is a perfect example of how employees can be motivated in workplace using simple tools. Wazza used to earn $4 every hour and an approximate average of $120 on his efficient days. However upon noticing that his work was sloppy and slow, his employer Fox took the responsibility of encouraging him to work harder and better by paying him $120 irrespective of the working hours that he puts every day. Fox also put up a board in the kitchen that registered how much time earlier can he complete his work. He even gave him a target of one hour. This motivated Wazza as his goal was set and his efficacy was established by his employer. His expectations were fully met, even surpassed. This encouraged Wazza Gold to perform better. The case is great example of employee motivation, however, a few other things that Fox could have done would include slowly and gradually enlarging his job by offering him more responsibilities (Jehanzeb, 2012). He could be given a day off in a month and especial attention could be paid to assist him in completing his studies. We have learnt from the case that how motivating an employee in the right manner can change Wazza the slob to Wazza the perfectionist. References Daley, D. M. (2012). Strategic human resources management.Public Personnel Management, 120-125. Duffield, C., Baldwin, R., Roche, M., Wise, S. (2014). Job enrichment: creating meaningful career development opportunities for nurses.Journal of nursing management,22(6), 697-706. Griffin, R. W., Moorhead, G. (2011).Organizational behavior. Cengage Learning. Jehanzeb, K., Rasheed, M. F., Rasheed, A. (2012). Impact of rewards and motivation on job satisfaction in banking sector of Saudi Arabia.International Journal of Business and Social Science,3(21). Kiresuk, T. J., Smith, A., Cardillo, J. E. (2014).Goal attainment scaling: Applications, theory, and measurement. Psychology Press. Lazaroiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, 97. Lazaroiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, 97. Maddux, J. E. (Ed.). (2013).Self-efficacy, adaptation, and adjustment: Theory, research, and application. Springer Science Business Media. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Pervin, L. A. (Ed.). (2015).Goal concepts in personality and social psychology. Psychology Press. Schwarzer, R. (Ed.). (2014).Self-efficacy: Thought control of action. Taylor Francis.