Human Behavior & society Essay Example for Free

Human Behavior society Essay One good argument in favor of natural determination of human behavior is through an experiment done with lab rats. In this case, a castrated male rat (with no testosterone) is placed with a female lab rat that has been injected with testosterone. In this case, the female acts dominant while the male is submissive. This to an extent proves that natural factors e. g. hormones play an important role in human behavior. Besides this, the moodiness experienced by humans undergoing puberty, as well as pre-menstrual syndrome, in which human behavior fluctuates, shows that natural factors do play a role in determining human behavior. On the other hand, the lab rat experiment is questionable, mainly because the biology of rats is significantly different from humans, and secondly, because humans themselves consume testosterone without such drastic swings in behavior. This suggests that what is currently seen as hormone-triggered changes in human behavior could have social undercurrents. Human behavior itself is a highly complex topic. In some instances, as seen with hormones and also genetically inherited diseases, it is completely due to natural circumstances and events. In other instances, certain types of human behavior is caused by social conditioning and socialization e. g. compliance with the law and the observance of norms and values. In some unusual cases, it is determined by nature and society, working hand-in-hand, or sometimes one after the other to cause a change in such behavior. To judge this issue in terms of absolutes would be unjustified. Exactly in what way human behavior is developed depends on both society and on nature- and in many cases either society or nature is more dominant. However, it is clear that human behavior overall is shaped by a blend of both natural and social factors and issues, from genetic inheritance to socio-economic class.

Health Status of the Māori

Health Status of the MÄ ori Introduction MÄ ori are originated and settles from a Polynesia and then arrived in New Zealand with the several waves that called the canoe voyages in between1250 and 1300 CE. Over the period of centuries in the isolation the settlers Polynesian had developed the culture which is unique which became and known as the â€Å"Maori† and with the language of their own, a mythology which is rich performing arts and distinctive crafts. The MÄ ori groups formed tribal groups, this is the early MÄ ori which they performed, it is based on the eastern Polynesian organization and to the social groups. They introduced of using flourished plants as their horticulture and later to that it will be the prominent warrior culture will emerged. But in the arrival of the Europeans in New Zealand in the start of the 17th century they brought a very large change in the Maori in way of living in their lives. The Maori begin to adopt a different many aspects of the western society and the culture. It is a very large agreeable between the relations of the Europeans and MÄ ori, initially which in the year of 1940 the signing of the treaty of Waitangi, this two culture are coexisted and part of the new British colony. In the year 1860 there are some rise of tension over the disrupted land sales that were led to conflicts. Because of the epidemic disease that introduced in a social upheaval a decade of conflicts occur and it took a variety of toll on the MÄ ori population which came to such time a very dramatic decline, but in the 20th century the MÄ ori population begun to recover. The MÄ ori people were also known as themselves by their iwi (tribal). With the tribal groups which means the smaller family or the sub-tribes h apu were properly organized, the men in MÄ ori had a full tattoo in the face (moko), which the identity is reflected as well also the attributes such as bravery status and etc. the woman also have the tattoo but it’s in their lower lips and the chins which is represented both the lineage â€Å"whakapapa† and status. This kind of art in tattoo was very scary which is Tapu, as well as the MÄ ori’s aspect culture such as the building, curving and everything else. The settlements of the MÄ ori people where it is first held were around the harbours or the river mouths were the sea birds and fishes lived abundantly. The MÄ ori people used the both hunting and agriculture to sustain their needs, their biggest source of food was called the moa, this is a very large bird which is a flightless bird that goes how easy for them to hunt and easy target, but unfortunately because of their constant hunt with the bird, they have become extinct due to over hunting. Settlement and Treaty of Waitangi The treaty of Waitangi was originally made for a formal agreement for the British settlement and for the guarantee of the MÄ ori for protection interest; there re representative who signed the agreement one of this are the MÄ ori chiefs and the British crown, this happened back in the year 1840. That time the MÄ ori number was estimated only to 80,000, along with the settlers population of 2000. I signing the Waitangi treaty, it was facilitated by a large scale influx of the British migrants. When the year of 1858 comes there were a decline in the population of the MÄ ori and increase of numbers in settlers approximately 59000 in numbers. The settlers introduced the fire arms and the new infectious disease that cause the major impacts of death among the MÄ ori. The disruption of the MÄ ori’s food, supplies and economic base, social networks was far widespread, this not only occurred in the their land but to the extend to the legislation in many areas including the regulation of right of the MÄ ori and discrimination against the MÄ ori language that used in the school. The primary mechanism of the MÄ ori was the treaty of Waitangi this is to have their very own unique rights as an indigenous people the country of New Zealand. The treaty is intentionally tend to maintain and to protect the well-being of all the citizens and health implication relation to the good government and the notion participation and equity. The treaty of Waitangi was continued along with the growing MÄ ori self-determination. In tie come it has been argued that the continuing of the disparities of health among the non-MÄ ori and MÄ ori represent that the rights of the MÄ ori are not being protected. Maori Health Status In the MÄ ori population after reaching the low point in the year 1896 approximately about 4200, in subsequent years the MÄ ori was begun to increase. The government initiated a MÄ ori controlled health promotion programs and public health services and also they include the appointment of the MÄ ori health inspectors to work just within the MÄ ori communities Health Disparities There had been suggestion in the number of different explanation for the inequalities in the health between the Maori’s and non-Maoris. There is common suggestion which is the race because of the different genetic factors. However there are 85% of variations in genetic that occurs randomly and most of them are not related to race or the ethnicity. Although the genetic factors between MÄ ori and non-MÄ ori may contribute in different status, however in terms of public health they do not play a major role. Between the MÄ ori’s and non-MÄ ori’s in the explanation of the differences in health in nongenetic can be group in 4 major areas which focus on the socioeconomic factors, lifestyle factors, and to the healthcare and lastly the discrimination. Socioeconomic Factors There are number of studies that demonstrate the increase of mortality and morbidity with the increase of deprivation. Just for like an example, there are deprivation in New Zealand index that enables the level of assessment in the area of deprivation with the use of the census data. Furthermore the lower MÄ ori health status can be explained partially to relative socioeconomic disadvantage. It is shown that the MÄ ori mortality rates had been high persistently even though there is the control for the social class Lifestyle Factors One of the life style in MÄ ori that can affect their health is the smoking, and their diet is very excessive they have no control over their daily diet that’s why MÄ ori people are very obese, this are one of the mechanism that may affect their health status, furthermore MÄ ori also abusive in substance like alcohol they are abusive to their own health, however this kind of situation are monitored, there some surveys that shows the difference of health status between the MÄ ori and non-MÄ ori, it’s also shown that Tabaco smoking is one of the high rate for MÄ ori than the non-MÄ ori, this cause that the MÄ ori’s are very prone to hypertension. Access to Health Care In accessing the healthcare between the MÄ ori and non-MÄ ori are tend to have a disadvantages because in accessing to health care, MÄ ori and non-MÄ ori tend to be differ in terms of accessing the health needs both the primary and secondary health care services, and most likely the Maori’s are less referred to a surgical care and other special services, and given the disparities in the mortality. MÄ ori’s are less given the priority and levels in hospital care as well as the quality than the non-MÄ ori. Discrimination For the discrimination, there are certain roles which MÄ ori are also not being advocate by the health care provider. In just for example MÄ ori have asthma and they come to the hospital for treatment in case of entertaining them they are not properly cared and treated unless the asthma is absolutely necessary to be treated. The doctors towards the MÄ ori patients shows that there is a less advocate towards the MÄ ori patients for the preventive measures than the non-MÄ ori patients, unlike for the non-MÄ ori patients they are easily advice for any surgical treatment in terms of their certain disease. Health Environment In the year of 1930’s the healthcare system in New Zealand was created nationally, the medical attention at this year is free and its delivered by the salaried medical practitioners, but in time had passed, the system had been modified to be paid by as a government fee services in subsidy in secondary to care, the primary care is funded largely but also controlled by the individual doctors. Until the year of 1980s the situation remained unchanged. By the year of 1991 there are were a new major series health services were newly initiated including the public hospital which have a particular changes as well as their health services delivered and how the new funding were organized in the provision of the health care that enable the health practitioners to work. Primarily with the MÄ ori’s about their improving access to the health care services were undertaken both of the MÄ ori development of the cultural safety education and for the establishment to the MÄ ori in t heir health care provider services. Maori Health Care Providers In health care provider which is a MÄ ori made a very large role in way of advancing their health promotion and the disease controlled with the MÄ ori communities. This kind of scenario initiates only in the outside mainstream services which was being provided at that time and for this the government and also the funding availability was very vulnerable to change however this kind of matter led to the widening of gap in the inequality, mostly in the determination of health as income, employment, housing and education. There are differences in providing a health care and services from a MÄ ori and non-MÄ ori. Because in MÄ ori health care is they use of their own race to model the health and the promotion of a positive development of a MÄ ori as a primary health services. Maori health care provider also will make the basis on their findings through a cultural process in delivering a contemporary health services that able to support self sufficiency. The MÄ ori health care provider had increase in 1993 to 2004 and this number of MÄ ori health care provider faces a great number of difficulties, just for example a MÄ ori healthcare provider is caring for a patient but there is a lack of obtaining a primary health data, they are limited potential when it comes to provide a care and for some reason the MÄ ori health work force which is a very small organization had been quickly absorbed into a large growing MÄ ori provider organization. Maori Rights The treaty of Waitangi in MÄ ori are observe, there are certain rights of the MÄ ori that are missing, especially in their health services and to their health care provider, even though the children have the same rights with the non-MÄ ori people when it come to school benefits recognition of equity of bought party are not alike. Cultural Safety Education The cultural safety and education provide the history in New Zealand, this provide the information of the treaty of the Waitangi. It is also involve the framework of MÄ ori people and their culture. The nurses and midwifes and doctors as well as the midwives are taught to understand how Maori people are being understand, especially for the students which is in secondary of school are very prone in depression. This is because the MÄ ori’s have very small amount of self-esteem even if they are bullied its shows that they are easily being affected. Genetics and Disease For the genetics the MÄ ori people are originally big people or we could say the term obese and these are one problem that may cause their health and disease, because of excessive weight MÄ ori are prone to hypertension. Genetically MÄ ori’s are tending to have the life expectancy by 60-65; they don’t age to old in numbers because they are prone for depression even in their adolescence life. Study also shows that the indigenous people have the highest mortality rate than the non-indigenous people mostly this is indicated by the disease of end renal stage. Maori people during their mid age in their life are experiencing this disease and there were study shows that there is also an excess comorbidity most particularly in diabetes. Conclusion I therefore to conclude that the indigenous people in New Zealand and they have been evidence the very poor health status. The cultural and safety and for the MÄ ori provider organization for the education have been emerged that is not in isolation but rather than within the level of the government policies and it is shown whether it will be greatly promoted the health status of the indigenous people. I conclude that the MÄ ori people have the less priority when it becomes to the health needs of than the non-MÄ ori. Explanations shows that the lifestyle of MÄ ori are connected to their life expectancy because of their diet pattern which affect their health adding the substance on their lifestyle associated for being alcoholic and smokes tobacco. I here to conclude that the disparities’ in the health between the MÄ ori’s and the non-MÄ ori’s also been evident for all of the colonies in New Zealand, although there are some improvements I the past years which is past 140 years ago, this indicates that the gap in the life expectancy with the group is widened rather than narrowing. This also conclude that the treaty of Waitangi that not all MÄ ori requested to treat as an equity to both MÄ ori and non-MÄ ori are not totally recognized and implemented. http://en.wikipedia.org/wiki/M%C4%81ori_people#Origins http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1470538/

A Look At Burnout Psychology Essay

A Look At Burnout Psychology Essay CHAPTER 2 LITERATURE REVIEW 2.1 Introduction This study examined the relationship between emotional intelligence (EI) and burnout among nurses working in private hospitals in Malaysia. Theoretical literature related to this relationship will be presented in the first part of this chapter. The existing literature on the topics was examined and key pieces were brought together to establish a foundation for this study. The next part of the review explores the literature which has supported the proposed relationship between EI and burnout among the nurses in Malaysia. 2.2 Burnout The term burnout has its roots in the medical and nursing disciplines. It was first defined by a psychiatrist, named Herbert Freudenberger in 1974. The theory of burnout was developed through his clinical experience by exploring the turmoil that people experience every day. According to Maslach and Jackson (1981a), burnout occurs in the helping professions, such as nursing due to the chronic stress associated with doing work that involves people. Basically burnout occurs as feelings of emotional exhaustion, negative feelings, and attitudes within the job and the increase of negative self-concept. The earliest use of the burnout term in nursing literature was found in the articles published by Seymour Shubin in 1978. Shubin described burnout as hazardous to nursing and all other helping professions. The study of burnout, although not exclusive to nursing, continues to be an important occupational issue for the nursing profession. 2.2.1 Definition of Burnout There are many definitions of burnout, however most definitions share a view of burnout as a state of fatigue and emotional exhaustion, as a result of emotional depletion and loss of motivation. The term burnout that was first coined by Freudenberger in 1974 refers to wearing out from the pressures of work. It was used to describe the experience of employees in professions that needs high degree of people contract. Freudenberger in 1975 further defined burnout as wearing out, failing, becoming exhausted, and it occurs when excessive demands on energy, strength or resources are made. Cherniss (1980) was among the first to describe burnout within human service field who defined burnout as a process that leads to an individuals attitudes and behavior change in negative ways in response to work stress. On the other hand, Maslach (1982) who has extensively researched about burnout has provided the most commonly accepted definition of burnout as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who do people work of some kind. Maslach identified three related themes: (1) painful emotional experiences often resulted in clinical practitioners feeling emotionally exhausted and drained; (2) as a result, they developed negative and cynical attitudes towards their clients; and (3) personal competence suffered resulting in feelings of failure about their ability to work in the health care profession. These three themes were summarized as emotional exhaustion, depersonalization, and reduced personal acc omplishment and later operationalized to measure burnout using the Maslach Burnout Inventory (MBI) (Maslach, Jackson Leiter, 1996). Garrosa, Moreno-Jimenez, Liang and Gonzalez (2008) pointed out that burnout is a specific form of chronic and occupational stress in the professional social services. According to Westman and Eden (1996), studies have shown a strong relationship between work stress and burnout in many occupations. Especially, burnout has been repeatedly linked to job stress in the human service field due to the frequent and intense interactions with clients (Cordes Doughery, 1993; Lee Ashforth, 1996). Additionally, studies have also shown that nurses who experience occupational stress experience greater burnout (Stechmiller Yarandi, 1993). Thus, burnout is related to stress whereby burnout is a reaction to stress. Prolonged and unrelieved work stress often leads to burnout which results in negative attitudes towards work. Freudenberger (1975) postulates that burnout involves physical and behavioral symptoms. Behavioral consequences of burnout include decreased interaction with care recipients, ine ffective absenteeism, and high levels of job turnover (Maslach, 1982; Maslach Leiter, 1997). 2.2.2 Models of Burnout The burnout literature provides several models of burnout. This section describes four models constructed in the early eighties which proceed from the simplest to the most complex model. 2.2.2.1 Cherniss transaction model of burnout Cherniss (1980) was a significant figure of the first wave of burnout researchers and offered a burnout model that articulate transactional imbalance between the personal resources of the giver and the demands of the recipient or situation. Cherniss described burnout as a transactional stress process that involves three stages. The first stage is stress whereby demands placed exceed individual resources for coping. The second stage is strain, the initial emotional response to stress which usually includes feelings of anxiety, tension, fatigue, and exhaustion. Finally, defensive coping occurs which leads to changes in attitudes and behavior such as the tendency of burnout individuals to treat clients in depersonalized way. Two years later, Cherniss modified his model and elaborated on the model that the causes of stress can either be internal or external demands. Additionally, the limited resources contributing to stress can also be external (e.g. availability of time, work space, and equipment) or internal (e.g. skills, knowledge, energy, and personality). In summary, Cherniss theorized that burnout is a coping response in a transactional process that begins with excessive and prolonged exposure to job stress. The uncontrollable stress causes strain in the individual which influences the coping process. If the stress is prolonged or becomes more intense, it will deplete the coping resources of an individual and force the individual to withdraw psychologically. 2.2.2.2 Edelwich and Brodsky: Five stages of burnout Edelwich and Brodsky (1980) suggested five stages of burnout: (1) enthusiasm; (2) stagnation; (3) frustration; (4) apathy; and (5) intervention. At the first stage, employees have great enthusiasm for their new jobs. They do not know much about their job and have unrealistic expectations about outcomes of their effort. Therefore, when the outcome is not as expected, they become disillusioned. During the period of stagnation at stage two, realities of the job become evident. The job is no longer satisfying as it first appeared. Employees are now more concerned with meeting personal needs, working hours, and career development. The third stage is called the period of frustration. Employees begin to question their job effectiveness and the value of their job. The limits imposed by bureaucracy frustrate the individuals and they become dissatisfied with the job situation. At this stage, employees begin to develop emotional, physical, and behavioral problems. Proceed to stage four; employees frustration turns to apathy because individuals feel trapped. On one hand, they feel frustrated by the job situation but on the other hand, they need the salary. The emotional and physical responses of individuals become worse whereby they would avoid clients whenever possible. The final stage is intervention. Nevertheless, it cannot be determined whether this stage would occur in an organization or the individual who is experiencing burnout would recognize their psychological state as undesirable. In summary, Edelwich and Brodsky viewed burnout as an evolutionary process that begins with idealistic enthusiasm and commitment. Subsequently, the loss of idealism, vigor, and purpose is triggered largely by work conditions (Edelwich Brodsky, 1980). 2.2.2.3 Maslach: Burnout caused by social interaction Maslach, a social psychologist, who became a stellar figure in the emerging research of burnout, has provided the conceptual definition that begun the second wave of research. Maslach (1982) described burnout as a three-dimensional syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Another specific contribution Maslach made was the theoretical emphasis on the relational causes of burnout which linked to the social roots of emotional expenditure (Leiter Maslach, 1988; Maslach Leiter, 1997). Maslach (1982) saw that emotional overload and subsequent emotional exhaustion is the heart of the burnout syndrome. Thus, the first response to a stressful interaction with other people is emotional exhaustion. As people become emotionally depleted, they cope by cutting back on their involvement with others. This detached response which called depersonalization is the second aspect of burnout and leads to various negative attitudes and behaviors. At this stage, individuals who experience burnout feel more emotional distress and guilt about how they have treated those that they are trying to help. Finally, the feeling of reduced personal accomplishment which is the third aspect of burnout appears. At this point, the individuals feel inadequate about their ability to treat or help others. They tend to believe that they have failed professionally and chosen the wrong profession. A major contribution by Maslach was the development of the Maslach Burnout Inventory (MBI). Maslach and Jackson (1981a, 1981b) developed the MBI, which was one of the first reliable instruments for valid measurement of burnout. MBI is still the most widely-used measure of burnout in current research. MBI assesses psychological burnout and has three different versions, which include one general survey, one for human service professionals, and one for educators. The most commonly used measure of burnout is the Maslach Burnout Inventory-Human Services Survey or MBI-HSS (Maslach, Jackson Leiter, 1996) which was developed to measure occupational burnout among people working in the field of human services. 2.2.2.4 Golembiewski, Munzenrider and Carter: Rigorous scientific research While other models focused on the order in which burnout aspects occur and the helping professions, Golembiewski, Munzenrider and Carter (1983) were concerned to make the study of burnout more rigorous and to broaden the population in which burnout was examined. Golembiewski et al. noticed that research was lacking in terms of empirical investigation of the stages of burnout. To rectify both the lack of empiricism and extend the study of burnout to wider work settings, the authors used Maslach and Jacksons MBI (1981a, 1981b) to measure burnout among nursery school teachers and nurse educators. Golembiewski et al.s results in 1983 suggested that depersonalization occurs first and increases greatly before reduction in personal accomplishment occurs and finally emotional exhaustion follows. Their argument was based on the fact that when people sense a loss of control and autonomy, their self-image is threatened. Initially, individuals may seek constructive ways out of the situation such as leaving the job. However, if the situation persists, they may begin to treat others as objects resulting in depersonalization. This will lead to diminished personal accomplishment and ultimately worsening emotional exhaustion. Based on Golembiewski et al.s findings and discussion of the burnout model in 1983, it can be classified that their model is similar to the earliest version of burnout model proposed by Cherniss (1980). Additionally, based on their model, Golembiewski et al. used a modified version of MBI and administered the instrument to a small population. The results allowed them to propose a model of burnout with eight stages. However, their model did not clarify or simplify the understanding of burnout. They moved to more rigorous methods of data collection and analysis using MBI as measurement instrument and expanded the population of employees to which results can be generalized. 2.2.3 Burnout and Nursing Employees in general experience burnout on the job, especially those in jobs with high contact with people. Nevertheless, nurses are considered at high risk of work-related stress and particularly susceptible to burnout among the different healthcare providers (Keane, Ducette Alder, 1985; Kilpatrick, 1989; Schaefer Moos, 1993; Schaufeli Janczur, 1994; Duquette, Kerouac Sandhu Beaudet, 1994; Farrington, 1995; Decker, 1997; Marsh, Beard Adams, 1999; Koivula, Paunonen Laippala, 2000; Taormina Law, 2000; Shimizu, Mizoue, Kubota, Mishima Nagata, 2003; Jenkins Elliott, 2004; Piko, 2006). This is also proven by the fact that burnout in nursing has received world-wide attention (Demerouti, Bakker, Nechreiner Schaufeli, 2000). Several studies have identified nurse burnout rates are as high as 40-50% (Hapell, Martin Pinikahana, 2003; Vahey, Aiken, Sloane, Clarke Vargas, 2004). Nurses are particularly susceptible to the development of burnout, mainly because of the nature and the em otional demands of their profession. Nurses experience considerable stress in their job because they have long working hours, a wide range of tasks, interpersonal conflict with patients and their families, doctors, and other co-workers, exposure to death and dying, and noise pollution (Schmitz, Neuman Opperman, 2000; Maslach, Schaufeli Leiter, 2001; Shimizu et al., 2003). Studies have also confirmed that stressful circumstances for hospital nurses are escalating and including work load (Foxall, Zimmerman, Standley Bene, 1990; Healey McKay, 2000; Koivula et al., 2000). Basically, nurses are subjected to many demands in the workplace which include physical demands and the psychological/emotional demands. The physical demands are related to the physical energy required to perform the daily duties of nursing such as transferring patients in and out of bed and lifting patients onto a bed. On the other hand, psychological/emotional demands are related to the emotional energy required to care for patients with chronic illn ess (Van Servellen Leake, 1993). Therefore, nurses who feel overloaded perceive a lack of meaningful connection with the patients. 2.3 Emotional Intelligence (EI) Emotional intelligence (EI) is complementary to cognitive abilities (IQ) (Devrim, Nadi, Mahmut, Mustafa Mustafa Kemal, 2005). Goleman (1995) stated that EI is significant to success. Goleman further explains the difference between people with high IQs who experience difficulties in their personal and professional lives and people with moderate IQs who are very successful in all their endeavours. Emotions are separated from that of the rational mind having independent views and a mind of their own (Freshwater Stickley, 2004). Therefore, one has two minds, a rational mind that thinks and an emotional mind that feels. In conclusion, both the rational mind and emotional mind, store memories and influence our responses, actions, and choices. Furthermore, EI such as academic intelligence can be learned and developed with age (Mayer, Caruso Salovey, 2000). Research has shown that people with high EI understand their own and others feelings, know how to manage themselves, deal successfully with others, and respond effectively to work demands (Dulewicz Higgs, 2003; Goleman, 2005). Cooper (1997) stated that people with high levels of EI experience more career success, build stronger personal relationships, lead more effectively, and enjoy better health than those with low EI. Hence, developing EI competencies in existing employees or finding individuals who posses these skills will enhance the organizations bottom line (Goleman, 1998a, 1998b) and ensure long-term success for the company. 2.3.1 Background and Definition of Emotional Intelligence (EI) The idea of EI has its roots in the social intelligences. EI was first proposed by Thorndike in 1921, who noted that it was of value in human interactions and relationships. Gardners (1983) multiple intelligence theory later also contributed to the theory of EI through the identification of intrapersonal and interpersonal intelligences. Interpersonal intelligence comprised of the ability to understand others and to co-operate with them, whereas intrapersonal intelligence comprised of the ability to be self-aware, to recognize ones own feelings, and to use this to operate successfully in life. However, the term EI was not brought into mainstream psychology until 1990s (Mayer, DiPaolo Salovey, 1990; Salovey Mayer, 1990). Hence, EI is a new construct since the first peer-reviewed article that was published in 1990 (Salovey Mayer, 1990). The concept is also described as a new theory which is still in the initial stage of development and testing (Ashkanasy, Hartel Daus, 2002; Cherniss , Extein, Goleman Weissberg, 2006). As a result, definition of EI varies. Salovey and Mayer (1990) first coined the term of EI and defined EI as the ability to monitor ones own and others feelings and emotions, to discriminate among them, and to use this information to guide ones thinking and actions. Mayer et al. (2000) further defined EI as an ability to recognize the meanings of emotions and their relationships, and reason and problem-solve on the basis of them. EI is involved in the capacity to perceive emotions, assimilate emotion related feelings, understand the information of those emotions, and manage them. However, the concept of EI was popularized by Goleman (1995) through his book Emotional Intelligence, which became a best-selling book for business and education leaders. Goleman (1998a) identified EI as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. In addition, Bar-On (2005) defined EI as a cross-section of interrelated emotional and social competencies, skills, and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands. In conclusion, recognizing feelings and controlling emotions are described as the core competencies of EI. Individuals who are emotionally intelligent can understand one another and each others views to overcome conflict and avoid damaging the relationship. Therefore, EI is about sensing what others are feelings and handling relationships effectively (Dulewicz Higgs, 2000). Previous research also addressed the relationship between EI and work outcome variables such as stress perceptions in the workplace (Bar-On, Brown, Kirkcaldy Thome, 2000; Nikolaou Tsaousis, 2002), job satisfaction (Wong Law, 2002), job commitment (Nikolaou Tsaousis, 2002), leader effectiveness (Higgs Aitken, 2003), and performance (Lam Kirby, 2002; Van Rooy Viswesvaran, 2004; Lopes, Grewal, Kadis, Gall Salovey, 2006). 2.3.2 Theories of Emotional Intelligence (EI) Since the emergence of the concept of EI in 1990s, many theories have been proposed. Nevertheless, three theories have gained acceptance among scholars and practitioners (Dulewicz, Higgs Slaski, 2003). These three major theoretical constructs each focused on understanding the roles of skills, traits, and abilities in EI (Emmerling Goleman, 2003). EI has been defined as an ability (Salovey Mayer, 1990), a set of traits and abilities (Bar-On, 2005) or a combination of skills and personal competencies (Goleman, 1995). The ability model is based on an individuals ability to use emotion as part of the reasoning process (Mayer et al., 2000). Mayer et al. asserted that EI depends on the ability to process emotional information and to use core abilities related to emotions. Bar-On (2005) conceptualized EI as a set of personality traits and abilities that predict emotional and social adaption within environments. Bar-On also affirmed that EI is teachable and learnable. According to Goleman (1995), EI is a set of learned skills and competencies and this conceptualization is most widely accepted outside academia. Golemans ideas have contributed to the development of leadership models that outline skills and competencies related to emotionally competent leadership (Emmerling Goleman, 2003). Additionally, the literature has evolved into two main categories of EI models: (1) ability model; and (2) mixed model (Feyerherm Rice, 2002). The Salovey and Mayer theory is considered an ability model of EI, while the Bar-On and Goleman theories are considered mixed model of EI (Mayer et al., 2000). Basically, the ability model encapsulates EI as a skill and the mixed model go beyond ability by including additional personality characteristics that leads to certain behavior. 2.3.2.1 Ability Model The ability model of EI is the Salovey and Mayer (1990) model which officially launched the field of EI. Salovey and Mayer viewed EI as an ability that exists, interacts, and complements an individuals cognitive capabilities. Ability theory promotes the relationship between cognition and emotion based on mental abilities (Mayer, Salovey Caruso, 2004). Salovey and Mayer conceptualized EI as a set of interrelated skills composed of four branches of abilities, which include: (1) perception and expression of emotion; (2) using emotions to facilitate thought; (3) understanding and analyzing emotions; and (4) managing emotions (Mayer et al., 2004). The four branches can be described as follows: (1) the perceiving emotions branch relates to the ability to detect emotions in oneself and in others; (2) the using emotions branch relates to the ability to use emotions in cognitive activities such as problem solving; (3) the understanding emotions branch relates to the ability to comprehend the complexity of emotional language and emotional relationships; and (4) the managing emotions branch relates to the ability for one to regulate emotions in oneself and in others. The ability model of EI is different from other theories because the model is the only one which utilizes an instrument designed to measure ability (Dulewicz et al., 2003). This model operationalizes EI using ability-based measures: the Mayer-Salovey-Caruso Emotional Intelligence Test (MECEIT) (Mayer, Salovey Caruso, 2002) and its predecessor, the Multifactor Emotional Intelligence Scale (MEIS) (Salovey Mayer, 1990). The ability tests measure how well people perform tasks and solve emotional problems, as opposed to other EI scales which rely on the individuals subjective assessment of his or her perceived emotional skills. However, ability tests are expensive and require more resources to administer and score. MSCEIT instrument is difficult to score and lacks workplace applicability (Brackett, Rivers, Shiffman, Lerner Salovey, 2006). Consequently, self-report assessment outnumbers ability tests are more widely used in the mixed models. 2.3.2.2 Mixed Models EI mixed theories highlight the emotional and social functioning of individuals (Goleman, 2005; Bar-On, 2006). Therefore, Bar-On categorizes his model of EI as a key of emotional-social intelligence (ESI). Bar-On (2005) asserted five key competencies are associated with ESI, whereby the five domains of this mixed model are: (1) intrapersonal capacity (the ability to be aware and understand ones own emotions and to express ones feelings and ideas); (2) interpersonal skills (the ability to be aware, understand, and appreciate others feelings as well as to build and maintain effective and satisfying relationships with others); (3) adaptability (the ability to adapt to various situations by effectively managing personal, social, and environmental changes by employing various skills such as problem solving, reality testing, and flexibility); (4) stress management strategies (the ability to manage emotions and to use those emotions to stay motivated and persistent); and (5) motivational an d general mood factors (the ability to be optimistic, to enjoy oneself and others, and to maintain positive feelings) (Bar-On et al., 2000). The Emotional Quotient Inventory (EQ-i), a self-report measure is considered as the most widely used measure of ESI (Bar-On, 2005). The EQ-i analyzes the concept of emotional and social functioning by measuring a persons ability to deal with daily demands and pressures. People who are taking EQ-i answer questions based on five competencies: (1) intrapersonal skills such as emotional self-awareness, self-regard, self-actualization, or independence; (2) interpersonal skills such as interpersonal relationships, empathy, and social responsibility; (3) adaptability, including problem solving, flexibility, and reality testing; (4) stress management, including tolerance and impulse control; and (5) general mood of optimism and happiness. Goleman developed his mixed model theory of EI by building on the work of Salovey and Mayer, in addition to other researchers in the field (Emmerling Goleman, 2003). Basically, Golemans model of EI can be grouped into personal competencies and social competencies that affect personal success in the workplace. Goleman (2005) stated that a personal competence is the ability to keep self-awareness and manage ones behaviors while a social competence is the ability to understand the behaviors of others and manage relationships effectively. These competencies are described in detail as: (1) self-awareness (knowing ones internal states, preferences, resources, and intuitions); (2) self-management (managing ones internal states, impulses, and resources); (3) motivation (emotional tendencies that facilitate reaching goals); empathy (awareness of others feelings, needs, and concerns); and (4) social skills (adeptness at inducing desirable responses in others) (Goleman, 1998a). Based on the emotional competencies identified by Goleman (1998a), the Emotional Competence Inventory (ECI) was designed to assess EI. ECI is a 360-degree scale which gathers self, subordinate, peer, and supervisory ratings on social and emotional competencies of individuals in organizations. Subsequently, Boyatzis (2007) designed Emotional Social Competency Instrument (ESCI), a multi-rater assessment in real organizational contexts which comprised of four emotional and social competencies, which include: (1) self-awareness; (2) self-management; (3) social awareness; and (4) relationship management. In general, EI mixed models stress performance based on behavioral competencies and personality traits suitable for a wide range of work contexts, job roles, and job levels (Petrides, Furnham Martin, 2004; Goleman, 2005; Boyatzis, 2007). The mixed model is also comprised of other measurement instruments. For examples, measures such as the Schutte Self-Report Emotional Intelligence Test (SSEIT) (Schutte, Malouff, Hall, Haggerty, Cooper, Golden Dornheim, 1998), and Wong and Laws (2002) leadership-focused measure of EI. Many studies in the literature utilize self-report measures of EI based on mixed model perspective that incorporates both disposition and ability (Chan, 2006). According to MacCann, Matthews, Zeidner and Roberts (2003), mixed model scales vastly outnumber ability tests at the stage of EI development, meaning that EI is more commonly assessed as a disposition, rather than as an ability. Additionally, self-report or peer-report measures require less amount of time to com plete and are most cost-effective than the ability based measure. 2.3.3 Emotional Intelligence (EI) and Nursing There is a large body of knowledge related to EI exists outside nursing whereas EI theory and research within nursing is scarce and a more recent phenomenon (Akerjordet Severinsson, 2007; Smith, Profetto-McGrath Cummings, 2009). Smith et al. (2009) conducted a literature review related to EI and nursing during 1995-2007. Smith et al. found only 21 theoretical and 9 empirical articles related to the subject and concluded that although the body of theoretical literature in nursing is growing, scientific research about EI and nursing is just beginning. Apart from that, researches that link EI and nursing are mostly correlation designs using small sample sizes. Akerjordet and Severinsson (2007) asserted that EI has significant implications for nurses quality of work in healthcare. Therefore some qualitative studies have been conducted to explore the concepts and ideas of EI in nursing (Akerjordet Severinsson, 2004; Freshwater Stickley, 2004; Kooker, Shoultz Codier, 2007; Hurley Rankin, 2008). Akerjordet and Severinsson (2004) used qualitative interviews to gain insight into mental health nurses emotional experiences in practice and sought to understand the connection between nurses articulations of emotions in practice and EI concepts. Four main themes emerged from the study, which include: (1) relationship with the patient; (2) the substance of supervision; (3) motivation; and (4) responsibility which are related to different aspects of EI. For instance, relationship with the patient which was a central research finding is linked to EI through the ability to interpret and communicate emotional information. Akerjordet and Severinsson co ncluded that EI implies important personal and interpersonal skills in nurses therapeutic use of self, critical reflection, and stimulates the search for a deeper understanding of professional nursing identity. Additionally, quantitative studies in nursing have linked EI with coping strategies (Rochester, Kilstoff Scott, 2005; Montes-Berges Augusto, 2007) and burnout (Gerits, Derksen, Verbruggen Katzko, 2005). Montes-Berges and Augusto (2007) investigated links between nursing students EI, coping with stress and success at school or work. They indicated that nursing students who possess EI competencies are more likely to manage the pressures of school and continue throughout the nursing programs. The findings further pointed out a moderate correlation between nurses EI and coping within work-related environments. Another study found a clear link between EI and burnout in nurses measured at two different points in time (Gerits et al., 2005). Gerits et al. conducted a two-year longitudinal study on the EI profiles with 380 nurses working in 56 Dutch residential facilities for people with mental retardation. The fewest symptoms of burnout were reported by female nurses with relatively high EI profiles and relatively low social skills. EI has been identified as important for leaders in healthcare environments (Vitello-Cicciu, 2002; Cummings, 2004; McQueen, 2004). Organizational literature supports the notion that strong leaders who know how to manage emotions within complex healthcare systems is needed and will further benefit patient care, nurses, and organizations (Snow, 2001; Herbert Edgar, 2004; Feather, 2009). Emotionally intelligent leaders use emotionally intelligent skill to recognize the professional and emotional needs of colleagues, establish positive relationships with nurses, motivate passion and dedication in the workplace and ultimately influence patient care practices (Vitello-Cicciu, 2003). In a nutshell, emotionally intelligent leaders secure a commitment for excellence in practice through emotionally intelligent relationships that promote improvements in thinking, critical decision making, and care delivery (Strickland, 2000; Snow, 2001; Goleman, 2005). In summary, EI concept is increasingly recognized and is making an appearance in nursing journals (Cadman Brewer, 2001; Evans Allen, 2002; Freshman Rubino, 2002). The literature revealed EI is important and relevant to nursing from both an empirical and a theoretical perspective. EI influences emotion within caring relationships, quality of care and stress management. Emotionally intelligent leaders influence employees retention, quality of patient care, and pati

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Financiering van de Pleegzorg; De gehele Jeugdzorg, waar Jeugdhulp Friesland en dus Pleegzorg onder valt wordt gesubsidieerd door de overheid. Dit valt onder de gezondheidszorg, per deel van Jeugdhulp is er een budget die wordt ingezet om iedereen te helpen. Als voorbeeld van een activiteit heb ik de reiskostenvergoeding van stagiaires genomen, stagiaires kunnen de gemaakte kosten declareren bij de organisatie. Deze prijs is opgebouwd uit de gemaakte kilometers en welke prijs daaraan verbonden zit. Hoe je reist is ook van invloed op de prijs, als je week-ov hebt krijg je niet betaald omdat jijzelf dan gratis kan reizen. Ieder pleeggezin ontvangt pleegoudervergoeding, deze vergoeding is maandelijks en is bedoeld voor het kind. Hiervan moeten ouders dingen als kleding en bijvoorbeeld slaapspullen. De vergoeding hangt af van de leeftijd van het kind, hieronder is een tabel bijgevoegd waarin de basisbedragen voor elke leeftijdscategorie zijn omschreven. Basisbedragen van de pleegzorg per jeugdige per 1 januari 2013. Leeftijdscategorie Bedrag per maand/per dag 0 t/m 8 jaar â‚ ¬ 532/17,50 9 t/m 11 jaar â‚ ¬ 538/17,70 12 t/m 15 jaar â‚ ¬ 586/19,28 16 t/m 17 jaar â‚ ¬ 647/21,28 18 jaar en ouder â‚ ¬ 654/21,51 (Pleegzorg Nederland, 2013) Privacy: De privacyregels van Jeugdhulp Friesland staan genoteerd onder de volgende categorieà «n: ï  ¶ Informatie verzamelen en vastleggen ï  ¶ Het recht om gegevens in te zien ï  ¶ Het uitgeven van informatie aan andere personen ï  ¶ Het bewaren en vernietigen van gegevens Informatie verzamelen en vastleggen: Alle informatie over een clià «nt wordt vastgelegd in een dossier, in dit dossier staan alle standaardgegevens zoals naam, adres en geboortedatum. De informatie die bij Pleegzorg binnenkomt is afkomstig van ouders/verzorgers ... ...eegzorg bevorderen en in de belangen van pleegouders en –kinderen voorzien. (Jeugdhulp Friesland, 2014) Ook heb je de Nederlandse Vereniging voor Pleeggezinnen (NVP), de NVP is een landelijke, onafhankelijke vereniging van en voor pleegouders. De NVP zet zich in voor de belangen van pleegzorg, ze willen de kwaliteit van pleegzorg in Nederland verbeteren. Dit doen ze door middel van ondersteuning, advies en belangenbehartiging voor de pleeggezinnen. (Jeugdhulp Friesland, 2014) Alle partijen binnen Jeugdhulp Friesland communiceren met elkaar, de Raad van Bestuur staat bovenaan en pleegt overleg met de Controller en de Regiodirecteur. Alles wat naar de medewerkers moet worden doorgestuurd wordt door de Regiodirecteur geregeld, deze zorgt ervoor dat de wensen van de Raad van Bestuur door gegeven worden aan de medewerkers. Voor een communicatieoverzicht: Zie bijlage

Social Ostracism in Mark Twains Adventures of Huckleberry Finn Essay

Social Ostracism in Mark Twain's Adventures of Huckleberry Finn In the words of Pap, â€Å"You think you’re better’n your father, now, don’t you, because he can’t [read and write]?† (2). In Mark Twain’s adventure novel Adventures of Huckleberry Finn, Huck Finn escapes from civilized society to traverse the Mississippi River. Throughout the book, Twain uses various themes such as social ostracism to comment on human nature and its role in shaping society. Sometimes mainstream society is not as right and moral as it believes, and when individuals try to justify it they push away their own humanity. Twain demonstrates this through the various lifestyles, comparing the intellects and beliefs of different social classes, and Huck’s conforming to each facet of society. One of the first instances Twain uses to portray sociological exclusion reveals itself in the contrast of lifestyles. Throughout his life both prior to and after his â€Å"murder,† circumstances expose Huck to opposing ways of life including but not limited to rich vs. poor and simple vs. complex. Personifying middle-class society, Widow Douglass acts as a mother figure for Huck, deeming it her duty to â€Å"sivilize† (1) her adopted son, dressing him well and sending him to school. On the contrary, Pap observes that â€Å"You’ve [Huck] put on [†¦] frills† and swears to take him â€Å"down a peg† (14). The two family icons pull Huck in opposite directions, but as influential as they may be, Huck knows he does not have a place in either world. If anything, Huck identifies more with the simplicity of Pap’s natural way of life than with the materialism of the middle-class of society. Willfully shunning both Pap and Widow Douglas, Huck finds a way to â€Å"keep Pap and the widow from following† him instead of moving â€Å"far enough off before they missed [Huck]† (31). Furthermore, a contrast of the characteristics of men and women presents itself when Huck attempts a reconnaissance mission as a girl in St. Petersburg. Huck cannot go as himself because society would catch him and return him to what he escapes from, but the way men and women live is different enough that they cannot impersonate each other. Although he practices and thinks he manages, Jim’s comment that Huck does not â€Å"walk like a girl† (41) does not do it justice. Almost instantly the woman Huck chooses to question sees through his disguise, explaining that Hi... ...inds a way to fit in only to find that he doesn’t belong—belonging to all societies, yet none of them. The only place where he finds relative peace is on the river. It is the only place where there is nothing to struggle against. Huck is a misfit wherever he goes, rejecting and rejected by mainstream society and every other accepted society that he finds along the river. Throughout his journey, Huck finds different ways of separating himself from society while being a part of it. He sees how quickly life changes and how lifestyles can affect a person. Further set apart by his views, Huck forsakes traditional beliefs for superstition and the balance of luck. Through his journey along the Mississippi River, Huck also understands how much intelligence changes. Feeling no affinity for any aspect of mainstream society he experiences, Huck willingly spurns what he knows as humanity for the society that suits him. At the close of his journey when Aunt Sally makes plans to â€Å"adopt [Huck] and sivilize [Huck],† Huck informs the reader that he has no desire to join high society—â€Å"[he] been there before† (220). *The paranthetical documentation is for the Dover Thrift edition of the book.

Consideration when building market-competitve compensation system Essay

Discuss and explain the considerations when building market-competitive compensation systems. A company that strives to be competitive in whatever market they belong to will always look for strategic and competitive advantages. Building a market-competitive compensation system is the first step needed to attract, retain, and promote high performing individuals who will help a company reach and maintain that edge over competitors, so it is imperative to get it right the first time: offer compensation that is far above the median wage and the company must lower its bottom line, leaving it less money to reinvest, pay stockholders, etc. Offer too low a compensation package and the company will not be able to attract the high performers it is looking for to drive the competitive advantages further. To build a market-competitive pay system a company must: Conduct Strategic Analyses – When a company conducts a strategic analysis of both the external market (industry profile, competitor information, long-term growth prospects) and internal factors (functional capabilities, financial situation) it is looking for the parameters or the limits that it can perform and grow with (Martocchio 146) . Assess competitor’s pay practices with compensation surveys – The textbook goes into depth the factors surrounding compensation surveys, much of which are better explained in a statistics class. It is understandably difficult for a company to develop an internal custom compensation survey, as training personnel who have never done this is difficult, not the mention a company’s competition is understandably resistant to releasing pay numbers to rivals! Published surveys do exist, however, and consulting firms are there, depending on the industry. The most important strategic considerations to develop in a survey are determ ining the relevant job market and choosing benchmark jobs within that market (150). Integrate internal job structure with external market pay rates – Using regression analysis, which â€Å"describes the linear relationship between two variables (i.e. simple regression) or between the linear composite of multiple variables and one other variable (i.e. multiple regression)† (380). In simpler terms, it is finding the sweet spot for the company pay based on external markets and what they pay and factors internal  to the company (relevant work experience, job value, etc). Determine compensation policies – A Company has three pay level policies to choose from: market lead, market lag, or market match. A market lead policy â€Å"leads† the way, establishing a pay which is higher than market trends but may result in reduced profits. This is, however, what a company may want to do to differentiate itself from the competition. Market lag policy has a company compensating employees less than the average. This is best suited to a lowest-cost strate gy and the claim can be made that those low costs are passed to the clients or consumers. Market match policy ensures the company is compensating its personnel the same as current market trends. It is a safe way to go but does little to help a company distinguish itself from competitors, but if it fits within the strategic goals of a company it is the way to go. Works Cited Martocchio, Joseph J. Strategic Compensation: A Human Resource Management Approach 7th Edition. Upper Saddle River: Pearson, 2013.

Genesis Gonzalez

Genesis GonzalezApril 18, 2018DefenseAngelia Alam – Opening StatementMatthew Tem- ChemicalRthura Cevallos- MedicalMayra Reyes- GeologistOdorico SanNicolas- EpidemiologyGenesis Gonzalez & Riley Desmarais- Companies/expert witnessesLily K. – Closing StatementStatement of ChargeSchlichtmann charged W.R. Grace & Company, of New York, and Beatrice Foods Company, of Chicago, claiming both companies had contaminated two municipal wells in East Woburn. W.R. Grace & Company and Beatrice Foods Company are being charged individually for incorrectly disposing the following chemicals:Trichloroethylene (TCE) Tetrachloroethylene (PCE)1,1,1-trichloroethane (TCA)1,2-trans-dichloroethylene (DCE)Chloroform. W.R. Grace & Company and Beatrice Foods Company are both individually responsible for exposing the residents of Woburn, Massachusetts to the toxic amounts of chemicals and/or the dangerous illnesses, mental disease, and emotional sufferings brought about by the contamination of the water through chemicals in wells G and H. Some of the known causes of these exposing oneself to such chemicals are leukemia/ other cancers, damage to one's organs, neurological problems, disease, and even cardiac arrhythmias.Statement of ResponsibilityI, Genesis Gonzalez, am representing W.R. Grace ; Company along with Beatrice Foods Company. Both companies are being blamed by the plaintiffs for not properly disposing of the chemicals which were found in the wells, and they are charging us for their children becoming ill and acquiring leukemia. Neither of these companies had any involvement in the contamination of wells G and H, where the residents of Woburn received their water. Both W.R. Grace ; Company and Beatrice Foods Company followed all regulations which were required at the time of the incident. It seems the river was believed to be already contaminated before arriving to the wells, thus explaining why even though the companies' disposed chemicals into the river, leukemia did not come from either of the companies sources. There is no way the companies are to blame for the plaintiffs claims because they managed the wells not the water in those wells. Therefore, the chemicals that were used from W.R. Grace & Company and Beatrice Foods Company have no relation to the children of certain residents getting leukemia, as other members from my group have tried to state and prove. They need someone to blame for this series of unfortunate events and since W.R. Grace & Company and Beatrice Foods Company were local companies, they put the blame on them.Evidence for ArgumentW.R. Grace & Company and Beatrice Foods Company are being held responsible for the illness and resulting deaths of children of the residents in the Woburn, Massachusetts area due to the contamination of wells G and H which, according to the parents of the children, gave them leukemia. W.R. Grace & Company did dispose their waste in the river behind the plants each evening and even though it tested positive for Trichloroethylene, it could not have been the cause to the illness and death of the children. W.R. Grace & Company followed all regulations to the best of their ability in that time period to keep the company safe, and they did because the chemicals they disposed of, as displayed by our experts, cannot be found in leukemia. Wells G and H were not contaminated by the company's disposal of chemicals, but rather by the flow of the river water. We have reasons to believe the river water was contaminated before it reached wells G and H. Trichloroethylene could have been part of what created leukemia, however, it was not only Trichloroethylene, which is what the plaintiffs are arguing we disposed of incorrectly. It is stated in Woburn's City Hall that â€Å"Woburn's public water supply is over 125 years old, one of the oldest systems in the state. Development of the water supply system closely followed the growth of the city's population and industry.† This statement goes to show that the water supply in Woburn was old and could have been one of the reasons for it being contaminated which makes W.R. Grace & Company not to blame, but rather the government.Beatrice Foods Company purchased fifteen acres of land in the Woburn area where wells G and H belonged. The investigators found a dozen decaying barrels of waste that containedsome Trichloroethylene, but they were decaying because they were left for such a long period of time, leading to the conclusion that this could not have been a valid reason to charge Beatrice Foods Company. The decaying barrels were simply on the property Beatrice Foods Company owned, they did no damage to the river nor the wells. Hence, this charge is invalid towards this Beatrice Foods Company because the barrels were simply placed there and a photograph has proven the waste shown. â€Å"Historic aerial photographs of the site showed drums of waste present on the site as early as 1968.† This quote gives proof that Beatrice Foods Company had no way of contaminating wells G and H. Although Trichloroethylene was found in these barrels, as the other experts have already testified, Trichloroethylene alone could not have caused leukemia- it was the river which was contaminated with other chemicals which reacted to the Trichloroethylene. Since Beatrice Foods Company had the barrels on the side of their property it gave the wells more contact with the river. W.R. Grace & Company and Beatrice Foods Company are both excellent companies and would never intentionally do anything to result in the illness and/or death of a human being. Therefore having the plaintiffs accuse both of these companies for causing multiple illnesses and deaths for not correctly disposing of chemicals is wrong because it was not their fault. The plaintiffs saw this as an opportunity to put the blame on these big companies since they were neighboring the properties to wells G and H, along with the actions they took, but as has been proven, the disposal of the chemicals and the barrels could not have contaminated the wells. Both companies followed the regulations in place for the enhancement of a safe environment within and outside the company. No real identified harm came from the companies, it was simply an accusation to get retribution for the sickness and death of the Woburn children. The chemical, epidemiology, and medical experts, along with the geologist of this case have helped bring in evidence, along with my evidence, to display that Trichloroethylene had slight to zero ties towards leukemia, instead it was the river being alread y polluted when it reached wells G and H. How the chemicals were handled could not have caused leukemia. In the end, the government knew the people of Woburn would be drinking from wells G and H and had the responsibility to ensure the water being drank met the Federal Safe Water Drinking Act standards, making them to blame for allowing the wells to get exposed to whatever caused leukemia.References†Case Summary.† A Civil Action- The Woburn Toxic Trial. N.p., 14 Nov.2016. Web. 16 Apr. 2017. This reference was used in my paper to prove the actions taken against W.R. Grace & Company and Beatrice Foods Company and how the plaintiffs were wrong.Chesler, David.†Woburn's Water Supply.† Woburn's Water Supply: Clean and Safe. N.p., n.d. Web. 17 Apr. 2017. This reference showed it was neither W.R. Grace & Company nor Beatrice Foods Company's fault the children became sick then died, but rather the government's because they had the responsibility to ensure the safeness of the water since the public drinks from those wells.Myette, Charles F. â€Å"Excerpts from Area of Influence and Zone of Contribution to Superfund Site Wells G ; H Woburn, Massachusetts.† Beyond A Civil Action, U.S. Geological Survey Report. N.p.,01 Nov. 2006. Web. 16 Apr. 2017. This reference points out all of the chemicals found in the river that W.R. Grace & Company and Beatrice Foods Company had no relation, thus proving it was not their fault. It also claims leukemia could not have been caused just by this one chemical that the companies were.