Literature On Yoga And Dysmenorrhea

Literature On Yoga And Dysmenorrhea A great literature is chiefly a product of inquiring minds in revolt against the immovable certainities of nation - Mecken H.C. Literature serves a number of important functions in the research process. It helps the researcher to generate ideas or to focus on a research topic. It also can be useful in pointing out the research design, methodology, meaning of tools and type of statistical analysis that might be productive in pursuing the research problem. Review of literature of the present study is arranged under the following headings. Review related to dysmenorrhea Studies related to dysmenorrhea Review related to yoga Studies related to yoga on stress and dysmenorrhea REVIEW RELATED TO DYSMENORRHEA DYSMENORRHEA Dysmenorrhea is a gynaecological medical condition characterized by severe uterine pain due to painful cramps during menstruation. Menstrual cramps usually last from a few hours to several days and ease as the cycle progresses. TYPES OF DYSMENORRHEA Primary dysmenorrhea Secondary dysmenorrhea PRIMARY DYSMENORRHEA Primary dysmenorrhea means pain recurred regularly or within a year or two of the first puberty. SECONDARY DYSMENORRHEA It is associated with gynecological disorders such as endometriosis or pelvic abnormalities. Pain begins years after periods started. Secondary dysmenorrhea can be caused by the following: Endometriosis. Blood and tissue being discharged through a narrow cervix. Uterine fibroid or ovarian cyst. Infections of the uterus. Pelvic inflammatory disease (PID). Intrauterine device (IUD). PRIMARY DYSMENORRHEA The causes of primary dysmenorrhea are: Strong uterine contractions which is stimulated by increased production of the hormone prostaglandin by the lining of the uterus (endometrium). Anxiety and stress. Blood and tissue being discharged through a narrow cervix. Displaced uterus. Lack of exercise. Associated factors in primary dysmenorrhea Use of caffeine or nicotine. Stress. The degree of dysmenorrhea may vary according to general health or mental state. While emotional or psychological factors dont cause the pain, they can worsen it or cause some women to be less responsive to treatment. Family history of dysmenorrhea. Lack of exercise; poor diet. Signs and symptoms Diarrhea (occasionally) or constipation. Sweating. Nausea and vomiting (sometimes). Cramping sharp pains in the lower abdomen, lower back and thighs. Pain starts at the onset of menses and lasts for hours to days. Lack of energy. Urinary frequency. Irritability, nervousness, depression. Fainting. Headaches. Management Nutritional Nutritional supplements like omega-3 fatty acids (fat compounds found in oily fish, such as salmon and tuna), magnesium, vitamin E, zinc, and thiamine (vitamin B1) are effective in treating dysmenorrhea. Intake of plenty of whole grains, fresh fruits and vegetables, and avoiding saturated fats and commercial junk foods is also beneficial. Limiting salt may help to reduce bloating. Reduce caffeine, sugar, and alcohol intake will help in reducing the risk of dysmenorrhea. Non-steroidal anti-inflammatory drugs (NSAIDs) The pain of primary dysmenorrheal is relieved by non-steroidal anti-inflammatory drugs. Aspirin is the most common NSAID Non-drug therapies Yoga Therapy, exercise, acupuncture, acupressure, behavioral therapy, Transcutaneous electric nerve stimulation (TENS) and chiropractic care are effective in treating dysmenorrhea. Yogic Management The pigeon pose, the hero pose the best way of calming the thoughts and relaxing the body and wide squat pose is very useful in reducing the hip pain. Transcutaneous Electrical Nerve Stimulation Transcutaneous electric nerve stimulation (TENS) is a mode of treatment which uses low-level electrical pulses to suppress back pain. The standard approach is to give 80 to 100 pulses per second, for 45 minutes, three times a day. STUDIES RELATED TO DYSMENORRHEA Liliwat et al (2006) conducted a study to determine the prevalence of dysmenorrhea, its associated factors and its effects on school activities among adolescent girls in a secondary school in a rural district of Selangor, Malaysia. The prevalence of dysmenorrhea was 62.3%. It was significantly higher in the middle adolescence (15 to 17 years old) age group, girls with regular menstrual cycle and a positive family history. There was no significant association with mean age of menarche and duration of menstruation. The number of school and class absences increased with increasing severity of dysmenorrhea. The mean pain score was significantly higher in girls who reported to be unable to participate in sports and with poor concentration in class. Dysmenorrhea among the adolescent girls was found to be common. It had significant negative impact in their school performance and activities. Wilson et al (2003) stated that the majority of the female adolescents have been identified dysmenorrhea and premenstrual symptoms as problems that affect the academic performance and an important factor for school absenteeism. They surveyed eighty-eight female high school adolescents in two separate physical education classes at high school adolescents in Pune for the prevalence of dysmenorrhea and premenstrual symptoms. The results showed that 86% (76 out of 88) had premenstrual symptoms and 91% (80 out of 88) had dysmenorrhea and most of the girls were unaware of the causes and treatments of these symptoms. Subsequently, a model was designed to educate girls in self-help methods and to screen for and detect these problems. Dittakarn et al (2003) conducted a study to determine the prevalence of dysmenorrheal and its impact on school attendance, academic performance, social activities and knowledge of treatment in Thai adolescents. Dysmenorrhea was a significant public health problem. It had an impact on academic activities. Most of the subjects knew that Paracetamol is the drug that help to relief their symptoms. Anil K Agarwal Anju Agarwal (2002) conducted an explorative study to assess the prevalence of dysmenorrhea its severity with associated symptoms in high school adolescent girls of the age group within 15 to 20 years at Gwalior. They concluded that the prevalence of dysmenorrhea was 79.67% and majority of them, 37.96%, suffered regularly from dysmenorrhea severity. The three most common symptoms present on day before and first day of menstruation were lethargy, tiredness, depression, inability to concentrate in work. Wilson (2002) conducted a study to assess the prevalence of dysmenorrhea among adolescents of 14-16 years in Switzerland using questionnaire. Among 327 cases, 185 cases (56.6%) reported dysmenorrhea. Among them 95 (31.7%) had mild dysmenorrhea, 45(15%) had moderate dysmenorrhea and 17 (5.7%) had severe dysmenorrhea. Martin et al (2001) conducted a study to assess the prevalence and severity of dysmenorrhea among adolescents. A 95-item menstrual Assessment Form was administered to 207 suburban-based adolescent females in Turkey. Subjects had a mean age of 17.6 years, 89% were white, 59% were in high school, and 28% were in college. Almost all subjects reported dysmenorrhea (96%) or moderate (89%) severity; while many reported changes they considered severe (59%) or extreme (43%). The most commonly reported changes in physical condition were general discomfort, water retention symptoms, fatigue, and autonomic physical changes. The most commonly reported changes in mood and behavior included impaired social function, depressive changes, and impulsive behavior. These changes were most severe in those adolescents who reported having dysmenorrhea. Banikarim et al (2000) conducted a study to determine the prevalence of dysmenorrhea among Hispanic female adolescents its impact on academic performance, school attendance, and sports and social activities; and its management. A total of 706 Hispanic female adolescents, in grades nine to twelve, completed a 31-item questionnaire about the presence, duration, severity, treatment, and limitations of dysmenorrhea at a local urban high school. Dysmenorrhea was highly prevalent among Hispanic adolescents and was related to school absenteeism and limitations on social, academic, and sports activities. Most of the adolescents did not seek medical advice for dysmenorrhea. Hillen et al (1999) conducted a study to explore the prevalence of dysmenorrhea and its impact on school, sporting, social activities, management strategies, and their knowledge of available treatment among senior high school girls in Perth, Western Australia. A total of 388 female students in Grades 11 and 12 at three metropolitan secondary schools completed an anonymous questionnaire administered during class time. it was found that the prevalence and impact of dysmenorrhea was high, and they lack knowledge and experience of effective treatment. Health education measures were needed to prevent unnecessary suffering and interruption to school routine. REVIEW RELATED TO YOGA Introduction to yoga Yoga is becoming popular in all parts of the world. For the restless mind it gives solace; For the sick it is a boon; For the common man it is the fashion of the day to keep him fit and beautiful. Some use it for improving memory intelligence and creativity with its multifold advantages it is becoming a part of education. Specialists use it to unfold deeper layers of consciousness in their move towards perfection. Definition The term yoga comes from a Sanskrit word which means yoke or union. Traditionally, yoga is a method joining the individual self with the Divine, Universal Spirit, or Cosmic Consciousness. Physical and mental exercises are designed to help achieve this goal, also called self-transcendence or enlightenment. On the physical level, yoga postures, called asanas, are designed to tone, strengthen, and align the body. These postures are performed to make the spine supple, healthy and to promote blood flow to all the organs, glands, and tissues, keep all the systems of the body healthy. On the mental level, yoga uses breathing techniques (pranayama) and meditation (dyana) to quiet, clarify, and discipline the mind. Purpose Yoga is used to alleviate problems associated with high blood pressure, high cholesterol, migraine headaches, asthma, shallow breathing, backaches, constipation, diabetes, menopause, multiple sclerosis, varicose veins, carpal tunnel syndrome and many chronic illnesses. It also has the ability to promote relaxation and reduce stress. As of late 2002, yoga is increasingly recommended for dysmenorrhea, premenstrual syndrome, and other disorders. Hatha yoga, a path of yoga is based on physical purification, strengthening and self-transformation. It encompasses a system of asanas (postures), which helps to promote mental and physical well-being, with particular emphasis on making the spine supple and healthy and increase circulation and allow the mind to focus and become free from distraction for long periods of meditation, along with pranayama (breath control). It is a highly developed system of nearly 200 physical postures, movements and breathing techniques designed to tune the body to its optimal health. Yoga counters menstrual problems Yoga encompasses breathing techniques which relaxes the body, which is helpful in relieving stress due menstruation. Performing the various positions in Yoga promotes body flexibility, the muscles become supple helps eliminating pain due to menstrual cramps and other causes. Yoga improves the well-being. Yoga teaches women not to focus too much on the problem, rather it teaches them to learn to accept the inevitable changes in life. Yoga, being a physical breathing exercise, promotes good blood circulation. As a result, menstrual cycle will not be a problem anymore, thus minimizing pain. Yogasanas effective in reducing dysmenorrhea and stress Cobra Pose (Bhujangasana) is one of the very powerful backward bending asana in Hatha Yoga beneficial for people with lower back aches. This posture decreases stiffness in the lower back, enlarges the chest, and strengthens the arms and shoulders. This Asana is also good to combat menstrual irregularities, and helps relieve stress. It has a huge amount of benefits which cover all the body systems. In women it tones the ovaries and the uterus and helps to alleviate gynaecological disorders such as leucorrhea, dysmenorrhea and amenorrhea. Adho mukha Virasana (heros pose) reduces fat around the thighs calves. It improves the digestion quietens the mind and reduces tension and congestion in pelvic organs. Corpse Pose (Shavasana) the body parts are progressively stretched and relax muscles. It aids in complete relaxation. Dhanurasana strengthens the back muscles and gastro intestinal problems associated with menstruation. Pigeon pose opens the hips and help to prevent lower back pain. Wide squat pose opens tight hips, releases tension in the lower back and stretches out the muscles in the feet. STUDIES RELATED TO YOGA ON STRESS AND DYSMENORRHEA Berger et al (2009) conducted a study to assess the effect of yoga on wellbeing, stress due to dysmenorrhea among fourth and fifth-grade students in Bronx, New York. The majority of students participated in yoga reported enhanced wellbeing, as reflected by perceived improvements in behaviors such as strength, flexibility, balance. The results suggested that yoga is a preventive intervention as well as a means of relieving dysmenorrhea and stress. Hartfiel et al (2009) conducted a study to assess the effectiveness of yoga in enhancing emotional well-being and resilience to stress among university employees at Dru Education Centre, Snowdonia, United Kingdom. Six-week yoga intervention resulted in significant improvements in feelings of clear-mindedness, composure, elation, energy, and confidence. In addition, the yoga group reported increased life purpose and satisfaction, and feelings of greater self-confidence during stressful situations. It was concluded that even a short program of yoga was effective for enhancing emotional well-being and resilience to stress in the workplace. Laura (2008) said that stress due to dysmenorrhea can have an impact on students academic performance. He conducted a study to assess the impact of stress factors due to dysmenorrhea on college students academic performance. Twenty students of University of North Carolina at Charlotte participated in the study. They were asked to complete a survey, including the perceived stress scale. Most of the students reported inadequate sleep and absenteeism. Brown (2000) said that Dysmenorrhoea is characterized by cramping lower abdominal pain that may radiate to the lower back and upper thighs and is commonly associated with nausea, headache, fatigue and diarrhea. He conducted a study to assess the effectiveness of yoga therapy on dysmenorrhea at New Zealand. He found that yoga reduced the Moos Menstrual Distress Questionnaire (MDQ) score during the menstrual phase (P Anice George, (1998) conducted a study to estimate the incidence of dysmenorrhea , relationship between stress and dysmenorrhea and the effect of planned yoga therapy for 12 weeks on dysmenorrhea and stress of adolescent girls in Karnataka state. An explorative survey technique was used for the first phase, and the second phase used evaluative approach with pre-test post-test control group design, where a 12 weeks yoga therapy was used as the intervention. She concluded that the incidence of dysmenorrhea was 87.87%. A significant positive correlation (r= 0.1275, P CONCEPTUAL FRAMEWORK The conceptual framework of the present study was developed by the investigator based on Ludwig Von Bertanlanffys General System theory of learning (1968). A system is a set of interrelated parts that come together to form a Whole. Each part is necessary to make a complete, meaningful whole. This consists of components like, Input Throughput Output and Feedback. In the present study the adolescent girls were considered as an open system. The system uses input to maintain homeostasis. INPUT The first component of a system is input, which is the information, energy or matter, which enters a system. For a system to work well, input should contribute to achieve the purpose of the system. It refers to demographic data of adolescent girls (age, order of birth, religion and occupation of the mother or primary care giver), pre test level of stress during dysmenorrhea, level of dysmenorrhea and plan for yoga therapy. These factors are taken into consideration as input for assessing the level of dysmenorrhea, stress during dysmenorrhea of the adolescent girls. THROUGHPUT/ PROCESS It is the process that allows the input to be changed, so that it is useful to the system. The action needed to accomplish the desired task. The task is to implement yoga therapy and to assess the post test level of stress and dysmenorrhea. OUTPUT Based on the input and throughput, the system returns to the environment in an altered state, the end result of product of the system. Outputs vary widely depending on the type and purpose of the system affecting the environment. Therefore the output refers to the reduction of the stress and dysmenorrhea. Level of stress and dysmenorrhea was interpreted as no, mild, moderate, and severe. FEEDBACK It refers to determine whether or not the end result of the system has been achieved. Feed back emphasizes the effect of the input, throughput and output. It shows that, whether no stress or mild stress or moderate stress or severe stress, no dysmenorrhea or mild dysmenorrhea or moderate dysmenorrhea or severe dysmenorrhea is experienced by adolescent girls. FIGURE 1: CONCEPTUAL FRAME WORK INPUT OUTPUT PRE TEST Age of the adolescent girl Order if birth Religion Occupation of the mother or care giver CLINICAL VARIABLES Age at menarche Regularity of menstrual cycle Menstrual cycle Number of pads used per day use of medications Assessment of level of stress using perceived stress scale and the level of dysmenorrhea using menstrual distress checklist Plan for Yoga therapy THROUGHPUT FEEDBACK After the yoga therapy reduction in the level of stress and dysmenorrhea among adolescent girls POST TEST Assessment of level of stress and dysmenorrhea among adolescent girls using structured interview questionnaire.

Employment Rights and Responsibilities Essay

1.1 Below is a list of the aspects of employment covered by law: Minimum wage Hours worked Discrimination Health and safety Holiday entitlements Redundancy and dismissal Training Disciplinary procedures Union rights and consultation Maternity leave Read more: List the aspects of employment covered by law essay 1.2 Below is a list of the main features of current employment legislation Employment Act 1996 Equalities and Discrimination laws Employment Act 2008 Health and safety legislation at work Act 1974 1.3 Why do legislation relating to employment exists? The reason employment law exist is to stop the exploitation of workers by their employers, and to ensure that the employees rights are being followed. If these law didn’t exists them employer would be took advantage of and may not be treated correctly and fairly. The laws cover all aspects that could arise, weither this involves age, gender, disability. The laws protect employees from unfair bosses. if there wasn’t laws then there would be no rules, and companies could do whatever they want. These legislation are also in place to support employers. 1.4 Below are sources and types of information and advice available in relation to employment responsibilities and rights: There are many places you can get information from these could include: †¢Web sites †¢Books †¢Colleagues †¢Manager †¢Information leaflets †¢Citizens Advice Bureau †¢unions 2.1 Describe the terms and conditions of own contract of employment My contract of employment covers Job Location, as regards to where I am based in my employment. A job description, which describes the duties and responsibilities of my role as a care assistant , Probationary period, this confirms length of probationary period which is 3 month then a full contract will be offered , it will include what is expected of me within that period and also what happens at the end of the probationary period. A description of how much I will be paid, any possible pay raises dependant on gaining certain qualifications. Payroll procedures, this describes how I will be paid, how often and when I will be paid, pay slip information, about the company’s rights to make deductions if over paid or if you left and owed holiday/money for training or CRB. It will also include information about Hours, this is information on hours I am expected to do and break entitlements. It will describe my holiday entitlement, how to book it and when the leave year commences and ends. It will also include information on length of notice needed to terminate employment by myself or company. It includes information on training states that I am required to attend mandatory training and about the possibilities of further training. Sickness arrangements, details the procedure to follow if I am ill and statutory sick pay entitlements. Confidentiality is included explain the need for  confidentiality due to sensitive nature of the business whilst working and after leaving. Data protection, informs of the need for the company to hold personal information on you. 2.2 Describe the information shown on our own pay statement There is a lot of information shown on your pay statement, the amount of wage before any deduction (gross wage) and also your wage after deductions, the amount of tax and national insurance you have paid, your pay statement will also include your national insurance number, your tax code, your pay rate and also any additional information regarding your pay for example sick pay, holiday pay and over time. 2.3 The procedure to follow in event of a grievance When you have a grievance, you should write to your employer giving them details of your grievance. Include in your letter how you would like your employer to resolve the problem. Date the letter and keep a copy for yourself. Your employer should arrange an initial meeting to discuss your grievance. The main purpose of the meeting should be to establish the facts and find a way to resolve the problem. You have a legal right to take a representative to the meeting with you. To exercise this right, you must make a request to your employer that someone comes with you. Your representative could be, a colleague, union official, or solicitor. After the meeting your employer should, without unreasonable delay, write to you with their decision. They should set out, where appropriate, what action they intend to take to resolve the grievance. 2.4 Identify the personal information that must be kept up to date with own employer There are several things that must be kept up to date with your employer these include: †¢ Name †¢ Address †¢ next of kin †¢ contact number †¢ Education and qualifications 1. List the types of information that are held on your personal record and say why you think they are needed Data an employer can keep about an employee includes: Name Address Date of birth Sex Education and qualifications Work experience National Insurance number Tax code Details of any known disability Emergency contact details They will also keep details about an employee such as: Employment history with the organisation Employment terms and conditions Any accidents connected with work Any training taken Any disciplinary action 2. Who should you inform if you are changing your personal details? You should always keep your employer informed of any changes in your personal details so that their records are up to date and correct, if you have a change in personal details you should inform your manager as soon as  possible so that they information they have for you is correct, this is very important in case of an emergency. 3. How should your records be stored and who has a right to see them? Your personal records should be stored safely and securely they should be locked away so that no one can read them, if they are stored on a computer the computer should be password protected. Only your employer and yourself have a right to see your personal records unless you give permission for other people to see them. 2.5 Explain agreed ways of working with employer The agreed ways of working are the codes and policies provided by the employer for the care worker to follow these will include legislation, codes of conducts and employer’s policies and procedures that all care workers should follow when working in a care home setting. It is the responsibility of the care workers to work within the policy guidelines provided and also to ensuring that they are working at the standard expected of them, it is a legal requirement to follow policies and procedures.

Factors Affecting Adolescent Selfesteem Essay - 2187 Words

Factors Affecting Adolescent Selfesteem Adolescence is a time in a person’s development when many changes are occurring. Transitions in an adolescent’s development that take place include physical maturation, shifting educational environments, an increased association with peers, and developed cognitive abilities (Barber Chadwick, 1992). Barber and Chadwick (1992) report that these developments allow the adolescent to consider their value and position in society. They further report that an adolescent’s self-esteem â€Å"can be a useful marker of the success with which he or she is proceeding through this important period† (Barber Chadwick, 1992, p.128). 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Holocaust The Dead Bodies Of Jews - 1584 Words

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Solar Energy is not a Solution to the American Energy Crisis

Solar Energy is not a Solution to America’s Energy Crisis With the growing cost of fuel for cars and the rolling blackouts of last summer, the need for an alternative, cost-effective, environment friendly energy source is escalating. Many possible solutions have been presented, such as nuclear power, wind power, and hydrogen fuel cells; prevalent among these is solar power. Solar cells directly convert photons from the sun into electricity (Wikipedia). Solar cells that convert both solar and non-solar light are called photovoltaic cells (Wikipedia 2006). They are made of semi conducting materials, most often silicon (Aldous 2006). The simplest photovoltaic cells power watches and calculators while larger, more complex systems can add†¦show more content†¦Boron only has three electrons in the outer tier, so instead of having extra electrons it has holes. These holes are just the absence of electrons so they have a positive charge and can move about similarly to electrons. (Aldous 2006) An electric field forms when N-type and P-type silicon are put in contact. The free electrons on the N side see the holes in the P side and try to fill them in. All the free electrons of the N-type silicon do not how ever fill up all the free holes in the P-type silicon. At the junction between the two sides the electrons and holes mix and form an electric field as a barrier. This causes the electrons to be able to flow from the P side to the N side but not in the other. (Aldous 2006) When light hits the solar cell, the energy frees the electron/hole pairs. Each photon will free one electron and create one hole. When this happens close to the electron field or if a hole and an electron wander into the field’s range of Solar Energy 4 influence, the field sends the electron to the N side and the hole to the P side. (Aldous 2006) If an external current path is provided then electrons flow to their original side (P) doing work on the way. 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Myths Surrounding Innovation Free Essays

string(68) " took and killed himself deliberately’ – David Stanley\." â€Å"There are myths surrounding creativity. The intangible nature of creativity does not lend itself to easy definition†. Introduction The intangible nature of creativity does not have a specific definition for it. We will write a custom essay sample on Myths Surrounding Innovation or any similar topic only for you Order Now However, creativity can refer to many things that differ and which also over laps many other elements. Joanna: 2003). â€Å"Creativity is defined as the tendency to generate or recognize idea, alternatives, or possibilities that may be used to solving problems, communicating with other, and entertaining ourselves and others†(Robert E. Franken: 2002). It also depends on the nature of the person what are his/her characteristics, hinging power and the artistic ability. It is said that managers equate innovation with creativity, but creativity comes with innovation; creativity is Just an idea and innovation is carrying out the idea and turning it into a business and providing It to the market (Visas governing]an: 2010). There is not a one specific definition for innovation. â€Å"Technically innovation Is defined merely as Introducing something new† (Jeff Dance: 2008), it does not concern how well or admirable the Innovation Is as long it is better than what it was. It is most likely that innovation Is a narrower incept than creativity. I believe If there Is no creativity then there Is no Innovation. It is the human nature than make them feel they are not creative enough that Is why there are different myths and MIS-understanding and have failed to provide one convincing definition. It Is proven that creative people are complex as It also states creativity is complex; people who are complex have the habit of showing thoughts and actions that others set apart (Scoot Barry Kauffman: 2011). The seven myths discussed In this essay are: the smarter you, the more creative you are, If u don’t express creativity ate a certain age It’s too late, alcohol and drugs will make you more creative, time pressure fuels creativity, money Is a creativity motivator, creativity come from creative people, creativity Is Just one eureka moment. The first myth states â€Å"The smarter you are, the more creative you are† (Constantine Indianapolis Patrick Dawson: 2009 peg 19/20) this Is not necessarily true; you don’t have to be smart however you need to have certain knowledge. There Is now Instant access to any Information through the Internet, but to Innovate something ND create something you need to be highly educated and smart they say (Amiable: 1996). An example would be of the greatest clients Albert Einstein who had proved the theory of relativity. He was not from a very educated background and was experiencing speech difficulties In his early days. He used to work SIX days a week on his scientific theories at the age of 26 Kneeler Rosenberg: 20th century). The other example Is of Michael Angelo who was a well known painter, sculpture, architect and a poet; he had no Interest In schooling neither any Interest In his formally financial business. He used to go vaults the church and see the people planting and drawing that gave him some knowledge about It (w. NM. Bibliography. Com/melancholies). These they were doing that made them so creative. Whereas Michael Angelo is concerned he didn’t need to smart to paint all he needed were a little knowledge and an idea to express it through art. The second myth states that â€Å"If you don’t express creativity by a certain age it’s too late† (The ©r ©SE Actor: creative minds). This is clearly not true; there is no age to show what your creative about. Although some people find out their inner ability of being retrieve a little late, but it does not mean they cannot express it when they pass a certain age. For egg: Anna Mary Robertson Moses also known as ‘Grandma Moses’ who was a well-known artist, she became a public attention in 1940 at the age 80, where she has started painting in a natural way, drawing from her memory and painting on Americans rural sceneries. Furthermore, she had no training and did it because she enjoyed doing it, all this started after she had retired from a career in embroidery because of arthritis (Silent Reed: 2013). However I believe people tend to realize their retentiveness after a certain age, when they are free are figure out what they enjoy doing enables them to bring out their creativeness and draw up a picture in their mind. People get De motivated after listening to people saying ‘it’s too late or you have passed that age’ which makes them even more less confidence which does not let them become creative. One is never too old to succeed in life† – Anna Mary Robertson Mosses The third myth states that â€Å"Alcohol and Drugs will make you more creative† (The ©r ©SE Actor: creative minds). I personally don’t believe that’s true: people have a psychological effect that makes them feel that when they are under the influence of drugs and alcohol they becam e creative. It is proven to be shown that people under the influence of drugs and alcohol become creative only because the stimulants creates the illusion of creativity (Mark Smith – 2010). This makes people feel that they are creative and this creativity of theirs does not remain for long and can stifle. I believe the idea of being creative after consuming alcohol and drugs tempts musicians and artists to try and instead results in an early loss of life or when they re under the influence of drugs and alcohol their behavior changes and also takes them into deeper thoughts convincing them to suicide or overdose themselves. A clear example would be of the famous Elvis Presley who was known as the king of rock and roll, who had died of overdosing himself with drugs on the 16th of August 1977. At first people thought it was Just a heart attack, later it was found that the reason of his death was because of a massive drug overdose (wry. Unsolved. Com/ Elvis Presley). â€Å"Elvis Presley woke up on the 16th of August, premeditated, planned, took and killed himself deliberately’ – David Stanley. You read "Myths Surrounding Innovation" in category "Papers" Nevertheless, there are celebrities who have overcome these dug problems and are still creative and famous. For instance the famous rapper Ben Hagglers also known as Mackerel who had also started drinking and dabbling into drugs, he also claimed â€Å"l don’t have moderation when using drugs and alcohol. It got to the point where it was hurting my life, my potential†. He then entered rehab and sobered himself up in 2008 and now his having the Auk’s biggest- selling single (Siam Growing: 2013). Celebrities easily get which is clearly untrue, thus a myth. The Fourth myth states that â€Å"Time pressure eels creativity’ (Bill Breed: 2004) this is clearly made up from someone. I cannot think of anything creative when there is time pressure. People tend to take bad decisions in hurry which leads bad consequences and I feel are the least creative. In one of the research it is shown that people who work under great pressure fail to be creative on that day and also the next two days as well (Bill Breed: 2004). This does not allow people to engage in the problem properly and are unable to come up with a better idea. To be creative it is necessary to concentrate on the particular problem, et the problem soak into your brain completely and then let the ideas flow out, thus creativity need preparation time (Bill Breed: 2004). An example to support this myth would be of Sir Isaac Newton who was one of the greatest scientists; he also impressed many people with his knowledge on bible. His most famous theories he discovered was the motion and gravitation, thus known as the â€Å"apple story’. He was able to discover his theories when he had the eighteen months gap when his school was shut due to the plague in the summer 1665 (Chris Pinnate: last visited 2917/13). Therefore, no expert can be creative under time pressure even the world’s renowned scientists took eighteen months to discover his theories on motion and gravity. The fifth myth states that â€Å"Money is a creativity motivator† (Bill Breed: 2004) this myth is also very much untrue. Creativity comes from within one’s self and the only motivation for creativity is by verbal motivation. A person presenting his creativeness and ideas should be recognized by others and supported in order to be motivated. Studies suggest that many people said that money isn’t everything and it is not elevate on a daily basis. For those who want to show their creativeness’s they do not need any money all they need is a little confidence to show what they are capable of. Individuals who work towards money feel that their works performance will affect their compensation are most likely to be less creative. They should be happy with their compensation they receive and research has also shown that workers are more creative when they are interested on their work and are able to extend their skills (Bill Breed: 2004). An example to illustrate this myth would be of the website Flicker. Ludicrous the inventors of flicker had before started a online multilayer gaming software in the year 2002-3, after about an year they realized on the software they had created there was this chat that enables gamers to share pictures and videos and they thought even though they got this big gaming software, they decided to get rid of it and make the sharing of pictures and videos into a big business so that’s how flicker was invented (Scott Bergen: 2008). So the above example clearly states that although ludicrous was making profits out of the gaming business, but still decided to o ahead with their creative idea and started the flicker business with confidence. Therefore money was not a motivating factor that had driven them to start flicker. â€Å"Creativity takes courage† – Henry Matrices The sixth myth state that â€Å"Creativity comes from creative people† (Bill Breed: 2004) is not true at all. Everyone has the capabilities to become creative; it takes knowledge, skills and experience. This specially happens in organizations where the managers feel that only certain employees in the organization are creative like in marketing and research and development departments and the rest of them aren’t like in the retrieve enough then there are barriers to creativity in which the employees are unable to tap their creative potential, thus reducing the success of the business (Bill Breed: 2008). People also Judge people in not being creative if they are not from a creative background and not anywhere in the creative field. There instances where somewhere is doing something creative and a very negative comment is given towards that creativity which results in that persons potential being dropped and loses confidence, but not all people lose hope after being rejected some keep trying until they where they want to be An example to challenge this myth would be Steve Jobs who is a university dropout and was not anywhere creative neither had a creative background until he started at Hewlett-Packard. While working there he came up with this idea of personal computers and shared his idea with Hewlett-Packard and wanted them to build the personal computer unfortunately they had rejected his idea. What so ever, he never gave up on his idea and started with his friend Steve Waking to build the personal computer and came up with apple (Scott Bergen: 2008). Therefore, no matter how negative comments and rejections you get about your creativeness or idea , Steve Jobs never gave up on his idea and passion and had his company apple bigger and better than Hewlett-Packard. â€Å"Be a yardstick of quality, some people aren’t used to an environment where excellence is expected† – Steve Jobs. The seventh myth â€Å"Creativity is Just one eureka moment† (Harold Evans: 2005) this is the type of myth that people have a strong belief in. They tend to wait for an eureka moment to come rather than tapping their creative side and bringing out the artistic within them. When an individual is working on a particular work and is unable to solve it, working for days and keeps thinking about the work in order to find a solution to it and finally when the brain realizes what that work process was all about and in the end the solution for that work problem is all clear in your mind, that is when the eureka moment happens (Wisped). Although Archimedes did have is eureka moment that was not true, he was already an intelligent person and he was already working on finding a solution. He simply kept his mind open and was thoughtful and observing and taking time to connect the puzzle when he finally unconnected the puzzle he screamed eureka (Andre Duran: 2013). An example to confront this myth is Henry Ford although he did not have his eureka moment, but he was creative enough to come with the assemble line idea after failing twice with two automobile companies (Robert Greene: 2012). How to cite Myths Surrounding Innovation, Papers

HRIS at Qantas-Free-Samples for Students-Myassignmenthelp.com

Question: Identify how technology is currently being utilised in your chosen HR functions, how it may be used in the future, and apply your findings to the Organisation of your choice. Answer: HRIS at Qantas Human Resource (HR) is an important component of every organization that contributes to its overall success. In order to continuously improve the processes that are part of HR, technology is increasingly being embraced. This gives rise to Human Resources Information Systems (HRIS) that are technologically driven. Qantas is the leading airline in Australia with more than 28,000 employees as of the year 2015. The airline undertook several HR changes in its recruitment and selection of staff and in managing its occupational health and safety. Qantas used a HRIS system from Taleo to manage its recruitment and selection of its flight engineers and RMSS Suite to manage its occupational health and safety. Background of Qantas Qantas was founded in 1920 by three aviation pioneers in Australia: Fergus McMaster, Hudson Fysh and Paul McGinness (Qantas Case Study, 2014). The airline started as a passenger and mail courier company within Australia and was later nationalized in 1974. The company was operating globally by 1999 and joined the global airline alliance, Oneworld in the same year. The company experienced varying operational challenges from 2000 to 2010 and posted fairly weak earnings during this period. The airline currently offers the most comprehensive international and domestic coverage in Australia with over 70 international destinations. HR is important within the company and covers everyone from cleaners to the pilots. Current Use of Technology in HR Qantas currently uses Cloud based talent acquisition human resource software provided by Taleo to manage its recruitment and selection process (Oracle, 2017).This replaced the earlier approach which was based on paper work. This system makes the recruitment and selection process smoother as well as directly accessing the labour market. Recruitment times have been cut in half while time taken to make the decision to hire has gone down by a third. The Oracle Taleo Cloud service allows Qantas to manage the recruitment process with software that has rich data on talent management which is socially engaging. AHB (2012) states that this streamlines the resource allocation for the process and cuts down costs associated with hiring. The company engaged Risk Management and Safety Systems (RMSS) to develop an enterprise safety management system (RMSS, 2014). This system covered the components covering safety such as occupational health. The new technology based system replaced the manual paper based system which was cumbersome. The earlier system used Microsoft spreadsheets databases based on Access. This format was unintuitive and complex, expensive to track and not easily accounted for. The new system was customized to fit in-house specifications and reduced identified hazards from 300 to 20. The new technology availed more data once operational and has reduced the injuries that were occurring at Qantas. Future Application Fehling (2014), states that the future application of the current technology systems of HRIS will be Cloud and App based and Software as a Service Applications (SaaS). This will result in a hybrid relation in employment that is agile and improve organizational performance (Sarina Wright, 2015). The current trend will require greater use of Cloud services in order to make the system cost effective and easy to manage. Apps will be the main format of targeting potential employees through mobile devices. This will require leveraging on Social Media sites in order to post vacancies. SaaS applications such as LinkedIn will provide a rich data base from which the company can recruit professionals that require technical competencies such as engineers. Google Docs and Forms will also be increasingly important for the HR department in collecting and collating feedback from employees. Effect of HRIS on flight engineers. The recruitment and selection process has been shortened and made easier for flight engineers as most of the requirements are posted online (Qantas, 2017). The application is done using the company website and this eliminates the paper work of attaching certificates and testimonials and posting them through the mail. Essential requirements of citizenship and age are posted through the company portal. Criminal checks and pre-employment medical check requirements are also shown and this concisely and unambiguously spell out the requirements. Interlinking the website with different social media and professional websites makes the application process much easier. Screening on behavior and technical competency is done online and is followed by a telephone interview for shortlisted candidates. This reduces the time taken for the potential employee to know whether they are successful or not. The system on the portal is able to grade the results of the candidate doing the online technical competency test without bias. This helps to make the recruitment process fair without human input that is biased. This improves the chances of successful application by minority group applicants. This has the effect of making the recruitment process meritorious and transparent. Organizational loyalty is therefore enhanced by the process that is open and fair using technology. Selection is done after a one-on-one interview at the 4hr Assessment Center and is then followed by the training process. The interview process follows on the core requirements of technical and behavioral competencies. The web based process simplifies the whole format of interviewing and gives real time results and feedback to the potential employee. The flight engineer benefits by knowing beforehand the full job description required in terms of technical competency and certifications needed. The detailed requirement helps the flight engineer to pinpoint the daily tasks they are expected to undertake and this prepares them in advance to fit in within the department they will eventually join. The flight engineers have benefited from the RMSS safety management system in several ways. Preflight audits can be done by the engineers and logged into the system. The data that has been input into the Crew Resource Management system helps to reduce human error before flight (MacLeod, 2016). The safety department can then track the logs for purposes of accountability in cases corrective action is not taken. The personnel responsible for taking action can then be held accountable for not undertaking the appropriate actions as recommended in the log. This reduces incidences likely to result in catastrophe due to individual errors (Hampson, Junor Gregson, 2012). This reduces the probability of the flight engineer missing to perform important preflight checks. Human Resource is a component that plays an important role in the management process of most organizations. New technology in the form of software is important in improving this process through appropriate information systems. Qantas has embraced technologies that have improved and changed its recruitment, selection and safety management processes. The recruitment and selection process enables the company to directly access the labour market and provide the procedure that is transparent. Then safety management system has helped in reducing injury at the workplace and providing accountability that is easily tracked. These sets of information system usage have had an overall positive outcome in managing human resources at Qantas References AHB. (2012). Airline Crew Resource Management Systems. Airline Buzz Hub. Retrieved from https://www.airlinehubbuzz.com/airline-cabin-crew-resource-management-systems/ Fehling, C. (2014).Cloud computing patterns: Fundamentals to design, build, and manage cloud applications. Wien: Springer. Hampson, I., Junor, A., Gregson, S. (2012). Missing in action: aircraft maintenance and the recent HRM in the airlines literature. International Journal of Human Resource Management, 23(12), 2561-2575. doi:10.1080/09585192.2011.633278 Howarth, B. (2010). AHRI: Send in the Cloud. People Management. Retrieved from https://www2.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/29/ahri-send-in-the-cloud-2010-08.aspx MacLeod, N. (2016). Building Safe Systems in Aviation : A CRM Developer's Handbook. Abingdon, Oxon: Routledge. Oracle. (2017). Oracle Taleo Cloud Service. Retrieved from https://www.oracle.com/applications/taleo.html Qantas Case Sudy. (2014). Qantas. Business Studies Resources. Retrieved from https://www.acehsc.net/wp-content/uploads/Business_Studies_Resources_-_Case_Study_-_Qantas_Operations.PDF Qantas. (2017). Qantas Careers. Retrieved from https://www.qantas.com/travel/airlines/careers/global/en RMSS. (2011). Qantas. Retrieved from https://www.rmss.com.au/upload/RMSS%20Case%20Study%20-%20Qantas.pdf Sarina, T., Wright, C. F. (2015). Mutual gains or mutual losses? Organizational fragmentation and employment relations outcomes at Qantas Group. Journal of Industrial Relations, 57(5), 686. doi:10.1177/0022185615590905