Lean Manufacturing--Mass Customization & Marketplace simulation Assignment

Lean Manufacturing--Mass Customization & Marketplace simulation - Assignment Example Knowing what the clients or rather what the customers want is very essential. Thus, the company should be in a position to understand the need for market segmentation. This is because, in today’s marketplace, it is necessary for a company to understand the need of market segmentation because of market fragmentation. In addition, the company should be in a position to explain how the marketers evaluate segments and choose a targeting strategy. In order to choose more segments and to target more clients, the company should be able to evaluate the potential for and success in the marketplace (Cagan, & Vogel, 2002). The process to which a computer producing company needs in order to have a good and continuous improvement is by knowing how much, and the quality and stability of computers the company supplies to the market. The computer company should be able to isolate and validate the goods they process, for instance: keyboards mouse, monitors, and processors among others. While in the market place target other markets. This particular computer company should not only focus on the current marketplace, and it should try to reach out to other markets for more profits. If the computer company invest in more designs and improve the quality and the designs of the machines it produces, it will be able to accomplish the market business stimulation it needs in the

Research Topic Paper Example | Topics and Well Written Essays - 1250 words

Topic - Research Paper Example The role of custodial parents by the grandparents is a multiethnic issue as the literature review section will indicate. The research in discussion below will also point out the different effects the role of being custodial parents has on different individuals and especially the grandparents and the grandchildren and what efforts if any has the state taken to deal or assist in this matter. Literature Review Overview The US census results of year 2005 were the first to openly show interest in the growing number of grandparents who have become custodians of their grandchildren. According to those results, there was an average of 5.7 million grandparents living with their grandchildren and acting as their parents. In line with multiethnic issues, the results further indicated that of the 5.7 million grandparents, 8% were African Americans, 16% were Hispanics and the rest were Caucasians. In a large state like Colorado which also is a multiethnic state, the results are almost similar wit h those indicated nationally and this statistics have been on the increase (U.S. Census Bureau, 2006). Theoretical model The best theory to explain the change of grandparents’ role to that of custodians of their grandchildren is the life course theory. ... According to Phua and Kaufman, 2008, it is with this light therefore that the life course of grandparents change and they now adopt the role of parents for their grandchildren. For the Hispanics and African American for example, the immigration, racial stereotypes and other ethnic difficulties of living in a foreign land contributes to the life course changes as it leads to changes in their social, cultural and structural lives which are contributing factors to the reasons why grandparents are left with custodial burden (Phua and Kaufman, 2008). Impacts of custodial grand parenting Numerous literatures have pointed out the impacts associated with this research topic to both the grandparents and the grandchildren. According to the National Institute of Mental Health and Population Reference Bureau, grandchildren who are in custody of their grandparents grow up with more emotional and behavioral problems compared to those raised by the parents (Scommegna, 2012). This is especially diff icult when it comes to adolescent grandchildren. The research also indicates that in homes where there is low income (mostly among African-Americans and Hispanics), the behavioral problems are likely to escalate. The problem however is not so rampant among the whites majorly because most of their custodial care starts when the children are young. Research findings by America Association for Marriage and Family Therapy indicate that grandparents also face their share of different impact. Some of these identified impacts include the legal problem and process of acquiring custody of their grandchildren. This is especially so in case of divorce where the parents are still alive. The other is the financial impact. Most grandparents are retired and therefore have no steady flow of

Employee Wellness Programs Health And Social Care Essay

Employee Wellness Programs Health And Social Care Essay Worksites are where most adults spend more than half of their waking hours .   In light of this, they offer a unique opportunity to affect change in an individuals health status.   Billions of dollars are spent each year addressing health in the workforce only after illness and/or injury has already occurred (2). This translates to profit losses in the form of lost wages and compensation, productivity, and high employee turnover.   Employees also pay a high physical and emotional price for poor health. Rising healthcare costs are also passed along to the consumers who share the burden of higher premiums, deductibles, and copayments (3). Prevention is the key in addressing issues in a proactive manner. For most organizations, this phenomenon is reflected in a high utilization of personal time off and requested sick leaves (2) (4) (5). A related issue is the abuse of the sick leave benefit where employees feel a stress-day off is a benefit and at their discretion. This is often related to stress in the work place or a work place environment that is uncomfortable for the employee (6). Past efforts to control this issue have included requiring physician certification of a valid health problem, implementing company policies that limit utilization of ad hoc time off, and encouraging managers to say no when asked for excessive days off. Some companies have even eliminated the concept of a sick day and increased the employees personal time off by a day or two to compensate (6). Regardless of the labeling for time off or of the managements effort to control increased health related issues, many organizations report that employees taking unplanned days off has increased (4). The recommendat ion is to move away from the confrontational approach of imposing corporate rules to limit the abuse and focus on the core of the problem, health problems and stress management in the workplace (2) (5). A human resources (HR) industry survey found that reported personal illness accounts for 35 percent of all unscheduled absences in the workplace (4). Some HR experts estimate that absenteeism can cost a company around $600 per employee per year, and thats just in use of benefits and healthcare costs. The estimates are higher if the calculation includes other related costs such as overtime pay, costs of temps, missed deadlines, and lower productivity (7). Some of these unaccounted for sick days can be avoided if the companys management is proactive when making organizational changes and in providing means for helping employees deal with health issues (1-5). This increased utilization is driving up the cost of coverage and company officials are considering some desperate options to save money such as a drastic reduction of coverage or the elimination of benefits altogether.   Prior to the implementation of such measures, company executives need to consider a different approach upon which they feel may not only raise awareness of health and safety issues, but provide the tools necessary for employees to increase their quality of life. The Healthy People 2010 initiative is a government effort to promote employers to get involved in the health of their workers with the intended goal being to Increase quality and years of healthy life (3).   One area recommended is to implement an employee wellness program that addresses staying healthy, increasing exercise opportunities, and reducing worksite injuries through increase safety practices (1) (2) (5). Employee wellness programs are predicated on the basis that most illness is directly preventable and that the workplace has the ability to transform lives (1).   Companies that implement programs will see a decrease in healthcare costs by lowering utilization rates of sick days and improving the workplace environment (2) (5).   These programs are meant to improve the overall quality of life for each of their employees (3).   Statement of the Problem The purpose of this study was to determine if an organization takes proactive efforts to implement healthy programs that can positively influence a reduction of sick days used by employees. Researchers have found significant cost savings for the organization by taking the action of becoming involved in the wellness of employees (2) (5). The use of sick days, whether due to illness or a need for a personal day away from stress, result in higher costs due to issues such as overtime pay, costs of temps, missed deadlines, and lower productivity (7). Healthy Workforce 2010 (3), a program within the Healthy People 2010 initiative, recommends employer groups take an active role in implementing programs, such as an employee wellness program, in order to improve the overall health of their employees and subsequently creating a healthier work environment. Hypothesis Hypothesis 1. The introduction and management of a worksite wellness program at a manufacturing organization will improve the overall health and wellness of their employees. Hypothesis 2. There will be a significant decrease in the number of personal days off and sick time, as reported to Human Resources, based on improved employee health and satisfaction at their workplace as a result of implementing a workforce wellness program. Hypothesis 3. There will be an increase in employee knowledge and skills for healthier living as measured by a pre and post-test measuring the amount of information gained from interventions such as onsite workplace classes. If these of hypothesis do not prove true, the researcher expects that the organization will still experience costs equal to or exceeding that of previous years in health related time off, which will be reflected in personal time off (PTO) or sick days (STO) utilization rates. Employees may show an increase in knowledge of healthier lifestyle changes but this may not change their behaviors surrounding time off and implied expectations of utilizing a company benefit. Delimitations This studys focus is on reducing the overall costs to an organization as impacted by the over-use of PTO and STO by employees. The actual cost savings are estimated to include reduction in other areas such as overtime, hiring of temps, and production losses. But to keep this studys outcomes in a reasonable space, the only measurements for success will be the reduction of overall usage of time off or PTO and STO per 100 employees. The base measurement for this analysis will be statistics from previous years. In order to keep the number of employees and impact at a manageable level, the study will only review the effects of a wellness program on one organization, a large manufacturing organization in a suburb outside of Los Angeles, California. The organization has over 600 employees at the target location, consisting administrators, engineers, line supervisors, and skilled factory workers. Managers have reported an average expected utilization of time off related to health and stress issues. Limitations Since the study will focus on a specific population in a specific industry, the results may reflect the impact of a program that is only successful under certain environmental influences. Also, a CCH survey (6) discusses the abuse of PTO or STO days, highlighting that use of these days are influenced by various reasons in addition to sickness or stress. Some areas indicated in surveys (4) include family illnesses or problems, which may not be impacted by a wellness program, and seasonal influences such as summer or holidays, which often results in 4 day weekends. The study is relying upon the information collected by the HR representatives of the organization, which limits the analysis to days reported to HR and avoiding comp time or personal days which are taken as agreements between supervisors and employees. Since the baseline will be the reported days from previous years, this limitation should have little impact on the outcome of the study. Assumptions In defining this study, the following assumptions were made: All time off is reported and tracked by the HR department. Since illnesses and stress leave are human-based factors and not necessarily bound to a specific industry, the results of this study will be applicable to other industries and workers. Implementing a program that focuses on reported time off will not unduly influence an increase or decrease in reported days due to the study itself. Since the study is qualitative, the results will be only be the starting point for other studies that should include other factors that may influence increased use of personal days off. Operational Definitions PTO Personal Time Off, a company benefit for employees of most organizations. STO Sick Time Off, a company benefits only offered at some organizations; some companies have rolled sick time into the personal time benefit. MATCH Multilevel Approach to Community Health. A five-phase program planning model developed in the late 1980s. Normative Need The needs of a population based on expert opinion. Expressed Need The needs of a population based on factual data. Healthy People 2010 U.S government publication that brought together much of what was known about the relationship of personal health behavior and health status. Primary Data Original data collected by the planners. Lifestyle Disease A disease that is associated with how a person lives. Such as their smoking habits, alcohol, drug abuse, physical activity and eating habits. Lifestyle diseases include, heart disease, stroke, obesity, and type 2 diabetes. Risk Factors is a variable that is associated with increased risk of disease or infection. Risk factors can include, lack of physical activity, diet, etc. Wellness Wellness is an active process through which people become aware of, and make choices towards, a more successful existence (8). Absenteeism is defined as a chronic absence and in this context it is in relation to work. Non-communicative diseases diseases that are not infectious. These disease include those that are from genetic or lifestyle factors. Segmentation process of identifying groups of consumers that share similar characteristics and will respond in a like way to a marketing strategy. Chapter Two Literature Review Over 100 years ago, the biggest health care threat we faced had to do with the spread of communicable diseases. Today, communicable diseases take a back seat to a much bigger problem that plagues American citizens which is that of lifestyle origin. A lifestyle disease is defined as one that is affected by factors such as poor dietary habits, alcohol and/or drug usage including tobacco smoking, and lack of physical activity (9). These factors individually as well as in combination make a person much more susceptible to cardiovascular diseases, hypertension, obesity, and certain types of cancers. In order to reduce the risk of these diseases, individuals must address changes to their lifestyles that include participating in workplace healthy wellness programs. This chapter will review the influencing factors in the effort, the scope of the problem of lifestyle diseases, and discuss some of the benefits of targeting specific areas in a wellness program. Addressing Lifestyle Changes Researchers have shown found a direct relationship between providing intervention to improve a persons health and the cost saving realized by that persons employer (1) (2) (5).Taking proactive measure to improve the persons health and to implement preventative measures keeping the person out of a high-risk category for lifestyle diseases extends the persons life and benefits everyone they are involved with, from their employer to their families (1). Some researchers found the reverse to be true also. Ignoring the factors identifying people by their risk for lifestyle diseases will result in an increase of health problems and in costs to the employer through use of sick time and increased workplace injuries (2) (5). Modifying an individuals risk factors for lifestyle diseases can be difficult. People usually express a lack of time outside of the workplace for healthy behaviors such as meal planning and exercise; since, half of our waking hours are spent at work (9). In addition to time constraints, beginning any new healthy lifestyle behavior is no easy task, but it can make a profound effect on both physical as well as mental health. These benefits hold true regardless of the workers age. One large cohort study of 15,708 examined the impact of adoption of new lifestyle behaviors (9). All individuals were of typical working age 45-64. It was found that people who newly adopt a healthy lifestyle in middle-age experience a prompt benefit of lower rates of cardiovascular disease and mortality. Further conclusions recommend that we begin to adopt strategies to encourage healthy lifestyles. This is especially true among those with pre-existing medical conditions such as hypertension, diabetes, or obe sity (9). Lifestyle changes not only take commitment on the part of the participant but a great deal of support from others as well. Support from co-workers can be a strong motivator but in order for healthy changes to be fully adopted by the workforce, it must be a priority among the decision makers within the company (2) (5). The cost impact of a disease such as obesity is well documented. Obesity contributes to monetary losses for the employee as well as employer. In response, employers continue to look for ways to offset those costs through the offering of company-sponsored wellness and weight management programs. Health care organizations in particular hospitals, as well as public employers can be important role models in this process. A change in policy could make a dramatic difference for smaller employers which represent the majority of U.S. employers as they are far less likely to offer health promotion programs unless a government incentive was offered (10). Worksites are where most adults spend more than half of their waking hours. In light of this, they offer a unique opportunity to affect change in an individuals health status. Health in the workplace should focus on one main role central to prevention. Prevention tactics can be geared towards prevention of illness and spread of disease as well as prevention of accidents, injury, and disability. Billions of dollars are spent each year addressing health in the workplace only after illness and/or injury has already occurred (11). This translates to profit losses in the form of lost wages and compensation, productivity, and high employee turnover. Prevention is the key in addressing issues in a proactive manner. Wellness programs are an important component of employer benefits packages because they offer workers and their families choices for pursuing healthier lifestyles with less illness, ultimately leading to less costly benefits packages (9). Wellness programs and employee assistance programs are important benefits for workers and their employers; data from the National Compensation Survey (NCS) show that workers in the public and private sectors had greater access to these kinds of benefits in 2008 than they did a decade earlier. In an age of ever-increasing health care costs, services that promote health and wellness have become an important element of U.S. society. Wellness programs often include health education and an awareness component. According to some analysts, these programs address issues that increase worker satisfaction and productivity. Implementing a Wellness Program Using MATCH Researchers have found the employers who implement proactive, work-based wellness programs can realize significant savings in utilization of STO, decreased productivity and costs for production lags (2) (5). In one study, researchers implemented a worksite health promotion program to reduce the utilization of short-term disability days at a large company. The researchers estimated the potential cost savings over a 2-year period would be in excess of $1,300,000 (2). A similar study that implemented a health-promotion program over five years found estimated cost savings from reduced sick days at over $600,000 a year (5). The target populations in both of these studies focused on employees who were high users of sick days. Expanding that approach to the entire population should contribute even more to the cost savings. Affecting change in a population with varying influential levels is strength in the program design called the Match Model. Match is an acronym for Multilevel Approach to Community Health (12). The concept behind the Match Model is based on attempts to reach various levels within a target population through working with individuals of influence at various levels. Once appropriate goals are selected in the Match Model, intervention planning begins with the selection of objectives and approaches. The program development then commences with the creation of the actual delivery pieces such as information materials and class curricula. The preparation for implementation is the next step whereby key individuals who will deliver the intervention are trained, roll out dates established, and the program actually begins. The final step in the Match Model involves the program evaluation process. This critical step provides the program development team with outcomes measures to evaluate the program effectiveness and provide necessary feedback that will drive future programs. Worker Health in the United States Worker health in the United States is a broad issue. Multiple political initiatives have been recently developed in an effort to address the problems that have arisen as a result of national attention to multiple health concerns that currently plague the country which includes rising obesity rates, type II diabetes, tobacco usage, as well as a host of other issues. An example of a set of national health initiatives is the Healthy People 2010 (3) objectives, aimed at making a difference in 10 years. Many of the initiatives contained within are aimed at increasing quality of life through the prevention of disease. The program has a total of 467 objectives organized into 28 focus areas. There are special provisions for physical activity, tobacco usage, and obesity (3). The program also addresses issues for employers such as high utilization of benefits, increased absenteeism, and productivity issues, all resulting in high-cost employees especially those who experience multiple risk fact ors for diseases including high blood pressure, smoking, and sedentary lifestyles (3). Top reasons for taking what might be called non-sick days are family issues (21 percent), personal needs (18 percent), entitlement mentality (14 percent), and stress (12 percent). Lisa Franke, a workplace analyst at CCH, says that absences for stress and entitlement taking days employees believe they have earned are up slightly from last year because leaner staffing levels have intensified workloads (13). Based on these findings, recommendations to employers in the United States are focused around two main factors. The first recommendation from the Healthy People 2010 program is that employers, at least 75% of those in the United States regardless of size, should offer a comprehensive employee health promotion program. The second recommendation is that employer groups should strive for a 75% participation rate among all employees. The objectives of Healthy People 2010 sparked a subsidiary report known as Healthy Workforce 2010 (3). The report outlines eight primary objectives that promote health and quality of life among workers in the United States. Among the objectives presented in the report, the researchers highlighted the impact of unhealthy habits of the U.S. population on the economy and future of the country. In 1998, the report estimates that a quarter of the adult population smoked; this statistic is even higher at 35% for American teenagers. Other vices such as alcohol and drug abuse have cost the U.S. economy over $276 billion dollars as a result of healthcare, auto accidents, lost productivity, and other issues (3). In addition to problems created by substance abuse, the Healthy Workforce 2010 report estimates that over half of the U.S. population is overweight or classified as obese. This problem can be addressed by encouraging employees to participate in regular daily exercise. Similar to substance abuse among workers, this growing problem results in related diseases such as cardiovascular disease, type II diabetes, and osteoarthritis which costs both employers and the U.S. economy in healthcare costs (3). Other areas resulting in higher healthcare costs and impacting the work area include addressing work-related injuries and providing a safe working environment for employees. Even beyond the deaths caused by work accidents, the U.S. Bureau of Labor estimates that employees experience approximately 5.7 million non-fatal accidents annually, resulting in over 2.7 million lost work days. The Healthy Workforce 2010 recommends employers not only focus on preventing accidents but also increase healthcare coverage, since the U.S. Census Bureau reports that over 42 million American workers are not covered by health insurance, a trend predominant in smaller companies (3). Worker Health in California Studies from the State of California Department of Health (14) reported similar findings at the national level. The larger issues that appear to be problematic in the State of California involve lost wages and productivity caused by diseases that are aggravated by unhealthy lifestyles. These include obesity, hypertension, and cardiovascular complications among others. The literature revealed that worksite wellness programs help to reduce overall operating costs from increased healthcare utilization, accidents and poor productivity. Employers also benefit from these programs through enhanced recruitment, retention of healthy employees, and reduced absenteeism (15). The easiest way to address health related issues is to take actions that prevent the problems in the first place. Primary healthcare measures are the key to ensuring a healthy population. Worker Health in Los Angeles County Similar reports in Los Angeles County provided population-wide data on health related quality of life in Los Angeles County and used measures developed by the Centers for Disease Control and Prevention to track health trends at the national and state levels. The average numbers of unhealthy days and activity limitation days were higher in Los Angeles County (6.4 and 2.4, respectively) than in California (5.9 and 2.1) and the United States (5.5 and 1.9, respectively) in 1999. These differences may reflect disparities in health status across the three populations but as well as demographic differences (e.g., socioeconomic or racial/ ethnic differences) between the populations. In addition the number of unhealthy days and activity limitation days were significantly higher in persons previously diagnosed with depression, arthritis, diabetes, heart disease, or asthma than in persons not diagnosed with these conditions (16). Health Consequences for Workers Employees also pay a high physical and emotional price for poor health. Rising healthcare costs are passed along to the consumers who share the burden of higher premiums, deductibles, and copayments. Financial responsibilities can lead to increased stress levels among workers. Employee wellness programs are predicated on the basis that most illness is directly preventable and that the workplace has the ability to transform lives. These programs also decrease healthcare costs through lowering utilization rates. These programs are meant to improve the overall quality of life for each of the participants (3). The Importance of Physical Activity Regular physical activity provides a multitude of benefits to an employee. According to the American Council on Exercise (11) low-back pain is a leading cause of job-related disability and missed work in the United States. This problem results in over $50 billion every year in healthcare costs. Work-related back pain experienced by most people can be prevented with just a little forethought. In high-risk back pain jobs requiring frequent bending, lifting, and twisting, employees and employers can be taught a variety of methods in order to reduce stress on the back and help prevent injuries. This risk of injury increases in those who are overweight, smoke or are inactive (11). Benefits of Smoking Cessation According a report conducted by the Center for Disease Control and Prevention (17) over 8.6 million people in the U.S. experience a health-related problem due to smoking. In the subsequent CDC report the next year (17), the agency reported that smoking was responsible for over 90% of lung cancer mortalities and over 80% of the COPD (emphysema and chronic bronchitis) deaths. This is largely because cigarettes and other tobacco products contain over 4,800 chemical, 69 of those which have been identified as carcinogenic. Smoking has also been linked to other serious illnesses and medical problems such as slow wound healing, peptic ulcers, and other diseases contributing to loss of employee productivity (18). Employers have responded by creating smoke-free workplaces nationwide, where employees can be protected from the life-threatening effects of secondhand smoke. In 1999, a study found that approximately 70% of the U.S. workforce was impacted by a smoke-free employer policy (19). But l aws and employer responsibility varies by state, so this statistic can vary above 80% in states like Utah and Maryland or drop below 50% in states like Nevada (19). Healthy Diet Advantages According to the American Diabetes Association (ADA) (20), diabetes is one of the fastest growing and one of the most costly health issues facing the U.S. worker. The disease has reached epidemic proportions in the United States, affecting a growing number and percentage of people every year. The cost of diabetes to the American healthcare system is staggering, resulting in missed work days and higher benefit requirements for employers. In the ADA report, one-fifth of the healthcare dollars spent is used to provide care for someone with diabetes, while one-tenth of the healthcare dollars spent is associated with diabetes. For employers, the costs of diabetes increased 32% from 2002 to 2007, with the increase in medical expenditures and lost productivity estimated at $174 billion. Per capita, the annual cost of diabetes is approximately $11,744 a year. Many people do not recognize that they are at risk for diabetes (or diabetes-related complications if they already have diabetes). How ever, type II diabetes can be prevented or delayed for many of those at high risk for diabetes and diabetes-related complications can be also be prevented or delayed with lifestyle practices including maintaining a healthy weight, regular exercise, and a balanced diet (20). Summary The prevalence of lifestyle diseases among Californians and within the U.S. is growing. Everything from fast foods to sedentary activities plays a role in contributing to this national problem. Addressing the issues requires more than just adding a few cardio sessions every week or walking a little more, the effort requires attacking the problem at the root, changing how people define and move through their lives. Lifestyles changes are exactly that, changes that affects across a persons life and hopefully for the rest of their lives. Many factors contribute to lifestyle diseases include home culture, resting activities, and work environments. Implementing a wellness program at a worksite will provide the support and information needed to make effective changes to the employees health while benefiting both the employee and employer (2).

Pygmalion by Bernard Shaw Essay -- Pygmalion Bernard Shaw Essays

"Pygmalion" by Bernard Shaw The word 'benefit' is defined as; 'a favourable or helpful factor or circumstance'. Many benefits are not immediately recognised, as they can be the result of something bad. In the play 'Pygmalion', by Bernard Shaw, Liza gains many benefits, but also disadvantages from her relationship with Higgins. Looking at benefits, she receives some beautiful clothes; 'I'm to have fashionable clothes' (p. 63), a good place to stay and financial ease. She meets other friends such as Freddy; 'I'll marry Freddy, I will' (p. 131), and she has permanent companions. However, though she has learned good speech with Higgins, she has not learnt manners, and is treated almost like an animal. She is unhappy for a while, and is used by Higgins greatly. But was it worth it for Eliza to have spent any time with Higgins? Do the benefits outweigh the disadvantages? Throughout her time with Higgins, Eliza immediately became financially viable. She has all the clothes she could ever need, and has her jewellery hired for her. She is always supplied with ten pounds; 'the Colonel thinks you should never go out without ten pounds' (p. 110). This enables her to get taxis when she likes, and to do things without worrying that she hasn't enough money. Her association with Higgins also provided Eliza with a place to stay. She could stay at Higgins home for however long she wanted; 'Eliza, you are to live here' (p. 45). She also, of course, receives lessons on how to speak like a lady, although she does pay for those; 'I won't give more than a shilling' (p. 39). She learns pronunciation, and grammar, and of course is being taught by one of the best English linguists around at that time. Thirdly, Eliza gains co... ...e case financially, but good friends and a better husband than Freddy may have been the result of staying on the streets 'soylin' voylets'. We can see that Higgins impression on Eliza has changed; in Act One being 'you squashed cabbage leaf' (p. 27) through to Act Five 'I can't turn off your soul' (p. 127). He considers her more of a human being by this time, and this may have proved to her benefit in later life. Eliza, however, realises the strange equality between herself and Higgins, beginning in Act One 'I've a right to be here, same as you' (p. 27) through Act Five 'I have been brought up like him using bad language' (p. 121). This may suggest that Eliza proved almost as much of a benefit to Higgins as he did to her. In my opinion, this relationship benefited both characters, and without this occurrence, their lives would not have been so fulfilled.

The Return: Midnight Chapter 6

Bonnie couldn't get to sleep after Damon's words to her. She wanted to talk to Meredith, but there was an unseeing, unhearing lump in Meredith's bed. The only thing she could think of was to go down to the kitchen and huddle up with a cup of cocoa in the den, alone with her misery. Bonnie wasn't good at being alone with herself. But as it turned out, when she got to the bottom floor, she didn't head for the kitchen after al . She went straight to the den. Everything was dark and strange-looking in the silent dimness. Turning on one light would just make everything else even darker. But she managed, with shaking fingers, to twist the switch of the standing lamp beside the couch. Now if only she could find a book or something†¦ She was holding on to her pil ow as if it were a teddy bear, when Damon's voice beside her said, â€Å"Poor little redbird. You shouldn't be up so late, you know.† Bonnie started and bit her lip. â€Å"I hope you're not stil hurting,†she said coldly, very much on her dignity, which she suspected was not very convincing. But what was she supposed to do? The truth was that Bonnie had absolutely no chance of winning a duel of wits with Damon – and she knew it. Damon wanted to say, â€Å"Hurting? To a vampire, a human fleabite like that was†¦Ã¢â‚¬  But unfortunately he was a human too. And it did hurt. Not for long, he promised himself, looking at Bonnie. â€Å"I thought you never wanted to see me again,†she said, chin trembling. It almost seemed too cruel to make use of a vulnerable little redbird. But what choice did he have? I'l make it up to her somehow, someday – I swear it, he thought. And at least I can make it pleasant now. â€Å"That wasn't what I said,†he replied, hoping that Bonnie wouldn't remember exactly what he had said. If he could just Influence the trembling woman-child before him†¦but he couldn't. He was a human now. â€Å"You told me you would kil me.† â€Å"Look, I'd just been knocked down by a human. I don't suppose you know what that means, but it hasn't happened to me since I was twelve years old, and stil an original human boy.† Bonnie's chin kept trembling, but the tears had stopped. You are bravest when you're scared, Damon thought. â€Å"I'm more worried about the others,†he said. â€Å"Others?†Bonnie blinked. â€Å"In five hundred years of life, one tends to make a remarkable amount of enemies. I don't know; maybe it's just me. Or maybe it's the simple little fact of being a vampire.† â€Å"Oh. Oh, no!†Bonnie cried. â€Å"What does it matter, little redbird? Long or short, life seems al too brief.† â€Å"But – Damon – â€Å" â€Å"Don't fret, kitten. Have one of Nature's remedies.†Damon pul ed out of his breast pocket a smal flask that smel ed unquestionably of Black Magic. â€Å"Oh – you saved it! How clever of you!† â€Å"Try a taste? Ladies – strike that – young women first.† â€Å"Oh, I don't know. I used to get awful y sil y on that.† â€Å"The world is sil y. Life is sil y. Especial y when you've been doomed six times before breakfast.†Damon opened the flask. â€Å"Oh, al right!†Clearly thril ed by the notion of â€Å"drinking with Damon,†Bonnie took a very dainty sip. Damon choked to cover a laugh. â€Å"You'd better take bigger swigs, redbird. Or it's going to take al night before I get a turn.† Bonnie took a deep breath, and then a deep draft. After about three of those, Damon decided she was ready. Bonnie's giggles were nonstop now. â€Å"I think†¦Do I think I've had enough now?† â€Å"What colors do you see out here?† â€Å"Pink? Violet? Is that right? Isn't it nighttime?† â€Å"Wel , perhaps the Northern Lights are paying us a visit. But you're right, I should get you into bed.† â€Å"Oh, no! Oh, yes! Oh, no! Nonono yes!† â€Å"Shh.† â€Å"SHHHHHH!† Terrific, Damon thought; I've overdone it. â€Å"I meant, get you into a bed,†he said firmly. â€Å"Just you. Here, I'l walk you to the first-floor bedroom.† â€Å"Because I might fal on the stairs?† â€Å"You might say that. And this bedroom is much nicer than the one you share with Meredith. Now you just go to sleep and don't tel anyone about our rendezvous.† â€Å"Not even Elena?† â€Å"Not even anybody. Or I might get angry at you.† â€Å"Oh, no! I won't, Damon: I swear on your life!† â€Å"That's – pretty accurate,†Damon said. â€Å"Good night.† Moonlight cocooned the house. Fog misted the moonlight. A slender, hooded dark figure took advantage of shadows so skil ful y that it would have passed unnoticed even if someone had been watching out for it – and no one was.

Interpersonal Conflict in Film American Beauty Essay

Site 1 Conflict Management Style This activity will help you determine your natural style for dealing with conflict. It is useful to assess your predominant conflict management style(s) because we all tend to prefer one or two of the styles and at times may apply them inappropriately. Read the information available from the DSP Training Resources site in lesson 8.6. 1.What animal symbolizes your method for dealing with conflict? (name) (5 points). The Collaborating Owl Write a description of your conflict management style? Discuss three reasons why this method of dealing with conflict is negative or positive? Owls use a collaborating or problem confronting conflict management style valuing their goals and relationships. A. Owls is positive when peer conflict is involved, both sides get what they want and negative feelings eliminated. B. when trying to gain commitment through consensus building, both sides gets what they want and negative feelings eliminated. C. when learning and trying to merge differing perspectives, both sides gets what they want and negative feelings eliminated. Conflict Resolution Role-Play Script Directions: Please read and select a case scenario, which can be located in lesson 8.6. Using the steps for conflict resolution, find a solution for one of the  problems located on the activity page for this lesson. Note: You will need to devise a role-play or script for the scenario, using each one the six steps listed below. This script is a dialogue; remember a dialogue is a conversation between two people. For example:1. Mutually agree on the time and place to discuss a serious issue. â€Å"Hey John, meet me in the library so we can discuss what happened today in class.†2. Use an â€Å"I† Statement†¦.â€Å"I feel angry when you†¦..etc.Select one of the scenarios by referring to the presentation on the lesson page of the course.| Write your answers below: 1.Mutually agree on the time and place to discuss a serious issue. (10 points) â€Å"Hey Brianna, meet me at 12:00 a.m. in the cafeteria so we can discuss what happened in class today. 2.Use an â€Å"I† statement to express your feelings, identify the unwanted behavior and work toward resolution. (10 points) I feel angry when you are mean to me. The unwanted behavior is â€Å"angry† 3.Give equal time for both sides to be heard. INCLUDE BOTH SIDES OF THE CONVERSATION. (10 points) Talk about how each of you has contributed to the problem. Remember to use active listening skills. â€Å"What I think I hear you saying is you are getting burned out and you would like to have a life outside of school.’ â€Å"Correct me if I am wrong but aren’t you saying is all you do is things related to work.† Mirror their words â€Å"So, as I see it you will like a life outside of school â€Å"You feel that all you do is things related to school† â€Å"As I get it, you feel that you don’t have time to yourself.† â€Å"I can see you are feeling you don’t have time to yourself† 4.Brainstorm ways to resolve the conflict. (List at least two ways.) (10 points) 1. Agree on the rules of discussion before you begin; stick to the rules. 2. Remain on the topic; don’t bring up past hurts. 5.Discuss possible solutions. (List at least two solutions.) (10 points) 1. Give equal time for both sides to be heard. 2.Listen to each other; the feelings being expressed are real 3.Agree on one solution and then try it. (10 points) Share ideas and reach a solution that is mutually agreeable to each person.